...Case Study 3 “What do we do with Howard” This case is about Howard Lineberry, whom after receiving a surveyor’s certificate, started out at the State Department as a chainman and then a position opened up at Agrigreen as a lead surveyor, he was proud to get this job. Working with Agrigreen, for 18 years meant he had gone through 5 supervisors. Each supervisor had their own attitude and own way of doing things. He starts out with Jerry Givens, whom was a hard headed boss. There was very specific things and ways that things would be done. Since being hired, Givens retires and now he is supervised by Paul Jackson, this supervisor expected LIneberry to plan his own day, this is something different from what Givens wanted. Jackson and Lineberry did not get along very well, Jackson felt a helper was needed for Howard as the helper would check for errors that Howard would make. This is when Dan Richards is hired. Richards felt Lineberry was slow and stupid and was eventually transferred to manufacturing. Howard did not get off easy on having a helper, Mel Cutler replaced Richards. Cutler wound up being someone that Howard liked, as time went on though growing pains set in and nothing was the same as in the beginning. The two of them barely spoke. By this point though, a new manager Lee Miller is put in charge. Howard and Mel move to another office and are then told to report to Frank Silverton. After a few years, Mel is placed on a project and Howard doesn’t take it well...
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...oward case stu“What do we do with Howard?” Synopsis: Tad Pierson had recently been appointed as a project engineer. As project engineer for one of Agrigreen’s plants, he is responsible for the operation of the plant surveying group. For some time now Tad had been aware of some performance, safety, and conflicts with personnel within the group. These issues appear to be escalating in frequency and are causing Tad concern regarding the safety of the employees, the production schedules, and possible actions that he might need to take. Agrigreen, Inc. is a company that manufactures a verity of agricultural fertilizer. With plants located in the western United States and Canada, Agrigreen employs certified surveyors to ensure quality and safety of each project. Eighteen years ago, Agrigreen’s survey crew was composed of part-time drafting personnel or project engineers. Howard Lineberry, a lead surveyor had been employed with Agrigreen for eighteen years. Over his tenure he had been supervised by five different managers, and had three surveyor’s helpers. Howard’s work over the years has caused multiple safety and production issues. He has also had conflicts with the engineering staff, his managers, and almost everyone he worked with. Mel Cutler, a surveyor’s helper, after being employed by the company for only a few years was assigned to assist Howard. Five years into this assignment, Mel began to notice problems due to Howard’s note keeping method. These problems...
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...“What do we do with Howard?” Synopsis: Tad Pierson had recently been appointed as a project engineer. As project engineer for one of Agrigreen’s plants, he is responsible for the operation of the plant surveying group. For some time now Tad had been aware of some performance, safety, and conflicts with personnel within the group. These issues appear to be escalating in frequency and are causing Tad concern regarding the safety of the employees, the production schedules, and possible actions that he might need to take. Agrigreen, Inc. is a company that manufactures a verity of agricultural fertilizer. With plants located in the western United States and Canada, Agrigreen employs certified surveyors to ensure quality and safety of each project. Eighteen years ago, Agrigreen’s survey crew was composed of part-time drafting personnel or project engineers. Howard Lineberry, a lead surveyor had been employed with Agrigreen for eighteen years. Over his tenure he had been supervised by five different managers, and had three surveyor’s helpers. Howard’s work over the years has caused multiple safety and production issues. He has also had conflicts with the engineering staff, his managers, and almost everyone he worked with. Mel Cutler, a surveyor’s helper, after being employed by the company for only a few years was assigned to assist Howard. Five years into this assignment, Mel began to notice problems due to Howard’s note keeping method. These problems contributed to...
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...Case Study Analysis Part A (“Power Play for Howard”) James Carruthers, Matthew Chouinard, Amber Hawes, Mike Knowlton, and Shellie Mapes MGT/445 March 21, 2011 Dr. Michael Charter Case Study Analysis Part A (“A Power Play For Howard”) Every year, hundreds of millions of U.S. dollars are verbally tossed back and forth during negotiation talks between teams and players. The contract of a player expires and the player may be traded for another player, or essentially bought by another team. The value of a player greatly depends on (a) his playing power and (b) his fan base. In the case of Juwan Howard, a player for the Washington Bullets/Wizards, both his playing power and fan base made him a wanted player by many teams when his contract with Washington expired in 1996. Negotiations became heated, particularly between Miami and Washington, until a miscalculation in the negotiation terms resulted in Howard signing with Washington for another term. Case Summary Juwan Howard was a professional basketball player in the National Basketball Association (NBA) and was looking to renegotiate his contract with his then-current team, the Washington Bullets. This would give Washington the first chance to make an offer. He had the option to renegotiate after 2 years and decided to do so. Washington's new general manager, Wes Unseld, made an original offer of 78.4 million dollars. This was not satisfactory as the open market had determined his worth much higher...
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...the other side to give you what you want. The key to success is knowing how you are going to get what you want (Egan, 2008). Included in this outline will be the negotiation steps from the view point of Miami Heat General Manager, Pat Riley and his clash between Washington Bullets Manager, NBA Star Juwan Howard, and Howard’s agent, David Falk. B. Issues a. Signing the best players in the league for the Miami Heat b. Having enough money in the salary cap to buy out player’s contracts i. Alonzo Mourning ii. Juwan Howard c. Abiding by NBA and CBA rules and regulations d. Verbal promises/contracts C. The “Bargaining Mix”? a. Which issues do we have to cover? i. Salary Cap ii. Player’s contracts 1. Staying within budget 2. Giving player’s what they want iii. Rules and Regulations b. Which issues are connected to other issues? i. Player’s contract/Salary cap ii. Rules and regulations/Salary cap D. Interests a. Getting the best players for the Miami Heat b. Alonzo Mourning (rated #3 as most desirable by the Miami Heat) c. Juwan Howard (rated #4 most desirable by Miami Heat) E. Limits a. Walk away i. What is the maximum the Heat is willing to offer to get the players wanted? 1. Teams payrolls to be capped at $24.3 million ii. Howard 1. Limit ended at $95.2 million plus 6 million in bonuses and perks a. Total amount ended in $100.8 million b. Alternatives i. What other incentives can be offered instead of salaries? ii. What other players are available...
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...ISDS 4160 Ross Lafont Assignment 3 Disrupting Global Competition In today’s world, we are extremely lucky with the way we can conduct business. Increased technology has led this planet to heights we thought we would never reach. Communication throughout the world is now as easy as pie. Not only do we have the telephone, but we also have email, scan, fax, and wire. All of these communication ways are cheap and it is China, not the United States that knows how to take advantage of this though low labor costs. This is why we do business in China these days. Globalization is the reason why we can outsource to China with great success. China operates better than the United States. A main reason of this is that they have a clear-cut division between ownership and management. In some United States companies, there is confusion that exists right here. Management and ownership also share the same goals in China. Management and ownership are both doing their own individual job to create a marginal profit, we definitely could learn from the Chinese on how to do this. Another man reason is that Chinese companies have not been outer-performing in the world markets as much in recent years. This is occurring because China’s marketplace has been changing. The government in China is very powerful. Many people see this as a bad thing in the United States, but in business perspective it is a good thing. The Chinese government can take control of an economic problem with its...
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...Power Play for Howard Lisa Ramsey, Julie Logan, Johanna Gregory MGT 445 October 6, 2011 Elie Azar Power Play for Howard Introduction The case study “Power Play for Howard” provides the negotiation process that occurred between super star basketball player Juwan Howard and both NBA teams, the Miami Heat and the Washington Bullets. The case study also summaries the tangible and intangible benefits, risks, and costs associated with the negotiations that occurred while Howard as a free agent. I. Issues in the negotiation A. Multiple offers 1. NBA Teams: Washington Bullets and the Miami Heat 2. NBA spending Cap 3. Miami Heat bids and offers 4. Washington Bullets bids and offers B. Team Loyalty 1. Juwan’s loyalty and commitment to the Bullets II. Bargaining matrix and issues. A. The bargaining Matrix include 3 parties; 1. Juwan Howard 2. The Washington Bullets 3. The Miami Heat B. Issues to cover: 1. Win/win matrix, as well as win/lose. Juwan Howard and one team can both win, if they win the signing process, making the other team the loser. 2. The paramount issue is 100 million dollars, which is only connected to the other issue of Howard remaining in his home state and team, if the monetary offer of both teams was the same. 3. The issue of home state and team would be the deal winner for the Washington Bullets. III. Interests A. Major interest 1. To obtain the most about of money for Juwan Howard. 2. To have an...
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...aanzien van de case Eind analyse gedrag van Howard volgens de verschillende theorieën en modellen (deming circle, motivatie) en/of verschillende management of leiderschaps stijlen (bijvoorbeeld Quin) Conclusies Aanbevelingen (oplossings modellen) Reflectie: * Eigen mening, Persoonlijk ervaringen What to Do About Howard Donna Tuman Organizational Behavior Week # 7, Case Study 3 “What do we do with Howard” This case is about Howard Lineberry, whom after receiving a surveyor’s certificate, started out at the State Department as a chainman and then a position opened up at Agrigreen as a lead surveyor, he was proud to get this job. Working with Agrigreen, for 18 years meant he had gone through 5 supervisors. Each supervisor had their own attitude and own way of doing things. He starts out with Jerry Givens, whom was a hard headed boss. There was very specific things and ways that things would be done. Since being hired, Givens retires and now he is supervised by Paul Jackson, this supervisor expected LIneberry to plan his own day, this is something different from what Givens wanted. Jackson and Lineberry did not get along very well, Jackson felt a helper was needed for Howard as the helper would check for errors that Howard would make. This is when Dan Richards is hired. Richards felt Lineberry was slow and stupid and was eventually transferred to manufacturing. Howard did not get off easy on having a helper, Mel Cutler replaced...
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...is what happened to Howard Wasdin in combat. Howard Wasdin is a retired Navy Seal soldier. When he enlisted for the Navy Seals, he became a seal and then took training to become a part of BUD/S. After that he eventually became apart of Seal Team Two, and was deployed in Mogadishu. Howard Wasdin was determined to keep moving up the food chain so he took on the challenge of becoming a part of Seal Team Six. Once Wasdin got the taste of battle being apart of Seal Team Six, he decided he wanted to become a sniper. So he became a Navy Seal Sniper. Howard was being deployed in Somalia, little did he know that that would be his last deployment… Ever. When Howard was in battle he had been wounded so badly that he was on the verge of dying, he had been shot in his legs bullets went through his body everywhere cause him to lose blood. Howard Wasdin was forced to retire from the Navy Seals. For his acts in...
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...Money is what everyone knows; and talks about. Money is the center of everything and everyone. Without money, people cannot do anything; like buy food, pay for shelter, pay for transportation, pay for education and much, much more. To get and earn money, people have to work for it. People need a work place, a job to earn money. Money is known and talked about by everyone, every single day. It brings happiness but it also problems. Money causes problems personally within someone, in relationships and within family. This concept is perfectly illustrated, in “Death of a Salesman” by Arthur Miller. Being employed and staying employed is hard. There will be someone better, smarter, more experienced and younger out in the world. The companies do...
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...[pic] Howard Schultz Erika Alfano Yasmyn Oramas MAN3240 Howard Schultz is a very well defined, intellect, knowledgeable man. Howards Schultz was born in Brooklyn, New York on July 19,1953. Schultz graduated from Northern Michigan University with a bachelor’s degree in communications. He was elected as one of the “World’s 50 Great Leaders”, you will know more about why he is during this paper. Howard Schultz is best known as the chairman and CEO of Starbucks and a former owner of the Seattle Super Sonics. Howard Schultz began his career very quickly. It all started after he graduated from college, he was working as a salesman for Hammarplast, a business that sold European coffee makers. As Schultz made his way through the company he noticed they were selling more to a company in Seattle. So, Schultz went to Seattle to see whom they were selling to and once when he walked through the doors of Starbucks he knew he needed to work there, Schultz he said “I can’t explain it. But I knew I was in a special place, and the product kind of spoke to me.” Drawn to Seattle and its extraordinary coffee culture, Howard moved from his native New York and joined Starbucks, in 1982, as director of operations and marketing when Starbucks had only four stores. In 1983, he travelled to Milan, Italy, he saw that there were so many coffee bars, that he came with the idea of coffee drinks. Schultz said, “I saw something. Not only the romance of coffee, but a sense of community. And...
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...CASE 4: WHAT DO WE DO WITH HOWARD? Agrigreen, Inc., manufactures various agricultural fertilizers in several plants in the western United States and Canada. Tad Pierson, appointed three months ago as a project engineer at one of the Agrigreen plants, had been told last week by Burt Jacobs, the new manager of engineering to whom he reports, that he was to take on the added responsibility of supervising the plant surveying group. Having worked with members of this group in the past, Pierson was aware of some performance problems and conflicts that existed within the group. Contemplating what action, if any, he should take as their new supervisor, he reviewed the history of the surveying group with others in the company (see Figure 1) and then talked with each group member individually to arrive at the following picture of the situation. Figure 1 Howard Lineberry, Lead Surveyor After receiving his surveyor's certificate from the local civil technologies college. Howard Lineberry had gone to work for the State Highway Department as a chainman. The job hadn't paid very well, and he always felt that the lead surveyor didn't like him and often had him doing work that was better suited for a rodman, a position of lower status than chainman on a survey crew. So, when a job for a lead surveyor had opened up at Agrigreen eighteen years ago, Lineberry had been glad to get it. He told Pierson how excited he had been to be hired into the newly created position. Previously, survey...
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...The Discovery of the Tomb of King Tutankhamen Who, when and how found King Tutankhamen's tomb The tomb of King Tutankhamen was found in 1922. When one of Howard Carter’s (Famous archeologist) water fetchers was digging around with a stick when he found a step he called Howard over. He and his crew found a flight of steps that led to a sealed door. To protect the find Howard covered the steps so that none were showing. When Howard uncovered the steps the tomb had been broken into then resealed by a tomb robber. Days later on November 26, 1922 Howard Carter and Lord Carnarvon entered the tomb. There was strange animals, statues and gold. Nearly everything was made from pure gold. Then the next door came down to reveal the antechamber. The walls were piled with boxes, chairs and couches. There was life size statues of the king protecting the entrance. What Techniques were used when finding King Tutankhamen’s tomb The next door had no signs of being broke into. There was many wonderful things in this tomb. There was also parts of chariots. Howard found another door behind the couches, they went into the room called the Annexe, it was crowded with contents. Howard...
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...people? For Starbucks, the term’ people’ encompasses all of their customers, employees, farmers, shareholders and the founder of the company himself. ‘Onwards’ is basically a book about the return of Howard Schultz as the ceo of Starbucks on January, 2008. Howard Schultz returned to his former post in a very difficult time. The company’s overall performance was deteriorating in addition to the ongoing financial crisis of the economy. In spite of all the difficulties, he turned the wheel of the company towards success. So, how did this success come? Was it all about the people or about some other factors? Moreover, what was the reason behind Starbucks’ initial success? In ‘Onwards’ Howard Schultz said, ‘’ we succeed by creating an experience that comes to life, in large part, because of how we treat our people, how we treat our farmers , our customers and how we give back to communities.(chapter-4, page27)’’ and I completely agree with him. Before 2008, Starbucks all focus was limited to company’s growth and store expansion and in the meanwhile they started to overlook their people doing what Wallstreet want them to do. This gradually caused Starbuck to fall from their once secured financial condition. Where to Wallstreet people success in business is high turnover rate, there to Howard Schultz, it was all about peoples satisfaction, how were their experience, feelings etc. His mission was to bring back the magic of “the Starbucks experience’’. And once he ensured that the magic...
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...study on what to do with Howard, I noticed that the work environment had many more issues that plagued it than just Howard. Tad has many decisions to make as the project Engineer for Agrigreen, Inc. Below are three Findings of Fact and my recommendations for each. Finding of Fact #1: Howard has issues with attendance and break time boundaries. He has grown complacent in his demeanor. Over the last several years he has taken additional snack breaks, fallen asleep on the job, came in late and left early, taking advantage of the company’s finances by being paid to work and not working. Management prior to Tad, had overlooked this, but they are clear violations to company policy and other employees seeing this happen, become disgruntled that he gets away with it. Howard has disregarded company policies, and his assistant is now showing some of the same negative work ethics. When one is skipping out of valuable work time, it affects their performance as well. Recommendation #1: Tad will need to review the written company policies and procedures on the questionable practices. He will also need to consult with the Human Resources department as to what specifics are in the companies policies. When Tad does fully understand the company’s guidelines, he can speak with Howard about this. Howard may have some medical condition or other issue creating this scenario that may need to be addressed. Once Tad had educated himself, he needs to approach Howard to determine...
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