Case Study: Stone Finch Inc.

In this case,the first thing Silver should do is to speak to his boss Howard Stressler to have a good explanation and to talk about the ability of the three candiadate in his list. The boss may not know about these people,their skills,what they are capable of,and what they can do for the company based on their experience and knowledge. If a talent employee leave the company to join another company,the employee may not want to join the orginal company even the company give many good offer for their

Carmax lists their culture and values on their website. They want to show potential new hires why they are great. This type of transparency peaks the interest of job seekers and likely a great candidate pool to choose from. This is an effective way to show potential employees what they can expect when they join the company. Carmax has been effective with employee engagement.

An important part of the differentiation strategy is being a leader in technology. Using technology effectively allows a company to gain a competitive advantage over its competitors. As analytics and data management increases companies need to implement effective systems and strategies. Another key element of differentiation is a customer’s loyalty. State Streets long history has allowed them to build up good relationships with

To succeed his goal of making the world better he created a new constitution. Also, after the war he created a new law office ( Clemens p.7 ). He had a great contribution to the government world and also the great America. The motivation that Hamilton got was very big and helpful to him. The position that Hamilton was in was very good to support other ideas of his.

Bernie Ebbers, the former chief executive officer of WorldCom, was a Charismatic leader according to the characteristics he has demonstrated in his leadership such as strong vision to grow the company into a worldwide telecommunication giant, willingness to take personal risks to achieve that vision and displayed extraordinary behaviors like relentless cost cutting tales (Robbins & Judge, 2015). Ebbers’s being named as “one of Network World’s 25 most powerful people in the telecommunications industry”, the key staff members description of him as a charismatic leader who inspired extraordinary levels of personal loyalty and high employee performance and Murray Waldron, one of Ebbers’s original partners, description of him as “the most focused leader I’d ever seen.” are indicative of his leadership. According to the case, Ebbers violated laws and ethical boundaries to inflate stock price by filing false financial statements, involved in security frauds, accused of falsifying six regulatory filings, offered $80,000 to $300,000 loans to as many as 50 top executives not put in writing.

A single great quality is not enough to excel in one’s career. Performance can take one to the top, but his attitude ensures that he stay there. One should identify his positive and negative traits and then work towards reinforcing positives and eliminating

Subordinates should understand an adopted compensation plan. Arbitrariness in promotions and rewards leads to cynicism, but not to an increase in motivation. If a new program is taken from the ceiling, workers start to think that the leaders do not respect them. The company should give clear answers to the questions of subordinates on how the system of rewards can affect their daily operations. Also, to achieve professionalism in any work, the employee should strive to become the best in the field.

The CEO has mentioned that there are significant problems when it comes to the communication between management and employees. Also, he has mentioned that the Organizational goals are fully communicated to the top level management, but when it comes to the lower level management, specific goals of the company are not communicated. They are only informed about the overall vision of the company which is portrayed in their website. He doesn’t believe that it is essential for the development of the company, but this makes employees less anxious and unclear of what they are supposed to do and what they are really into. This might be the reason for the difficulties of vertical communication.

The goals in the organisation were clear but it was not simple. In order to achieve its goals, the company wanted to change the existing culture and promote a learning culture. One of the first tasks was to break the bureaucracy and facilitate free and effective communication. Anthem’s leadership team wanted to enable employees for self-leadership and focus on business results. In other words, the challenge was to break the existing command culture and to make the organisation a great place to work

By having proper human resource planning and organisational structure as the foundation, OB10 can proceed with its operation improvement plan. The process design is a vital operation management decisions to provide competitive advantages to OB10. 2.4 Financial aspects After deciding suitable improvement plans, the feasibility of the plan should be assessed on the financial perspective. Financial decisions are important to ensure OB10 does not run out of business due to operating losses and subsequently cash flow shortage. The management should ensure every cent spent on the improvements brings a greater benefit to the company.

Leaders believe that advancing diversity is vital to their business because their companies need it to stay competitive, and they believed it was more vital because of their personal experiences and values. Diversity has the opportunity to create disagreements in the workplace and that is needed. People who are of different backgrounds and lifestyles are given the opportunity to challenge one another more. Having a diverse workplace can also help prevent companies from becoming to narrow-minded and out of touch with its customer