However, Smith did not improve the effectiveness of the BOD and regardless of the shareholders’ interests in Friendly. As the top management team in Friendly， Smith and the other four persons in BOD plan the critical role in selecting and implementing the firm’s strategies. The problem is that the other four persons in BOD didn 't take cautious attention to the company and lead Friendly has bad management. When the CEO has a great deal of
1. Introduction Sullivan (2004) noted that organisations and individuals claim to know what talent management means, however they do not understand this concept fully and cannot seem to distinguish between talent management and recruitment. Talent management has become one of the world’s most important aspects to success as talent are scarce, unnoticeable or organisations don’t have a competitive advantage. Cappelli (2008) further noticed that talent management fails continuously for executives in modern organisations. Talent Management strategies have been dysfunctional and talented employees and skills are scarce which lead to deficits in organisations (Cappelli, 2008).
Because of its length it is not easy to absorb and internalise. • The company has no set of core values which are intended to shape the organisational culture. • There is a general mistrust and fear within the organisation. This stifles progress and impacts negatively on the company’s performance against set objectives. • Decision making is vested on very few high ranking members.
In doing so, the members attempt to justify their conduct to be right. Members of groupthink are notorious for ignoring warnings and failing to assess previous decisions, thus leading to a lack of rationalising past assumptions and judgements. Decisions in PlanetCom were made without the necessary due care given to the decisions. Members failed to do adequate research on the subject matter as they made the decision that would benefit the financial status of management and the accountants. Members thus failed to survey the long-term implications of their decisions in favour of a financially driven mind set.
Lack Self-control As a leader, it is very important to have self-control and stay cool especially when the pressure is high. As a Non Commissioned Officer (NCO), junior enlisted Soldiers are always watching, how you handle the situation and that's how they learn, grow and motivate. Having discipline and self-control is essential for smooth running of organization and self-growth. Toxic leaders lack self-control and discipline, not ready to apologize for their own mistakes instead blame everyone else around
PROBLEMS FACED BY MEED’S CORPORATION • Lack of Human Resource Planning MEED was not following formal planning process. The common view among employees was that if things had worked out before without much long range planning, they would work out again. Human resource planning was the most critical problem faced as most of the positions were empty and one person was looking over two or more positions. Moreover there were some who argued that emphasis should be on meeting operating goals rather than identifying positions that needed filling and planning to get the right people into the place. There was no proper organizational chart that can maintain a proper chain of command • Lack of Job Description and Specification There was no properly defined job description and job specifications due to which there was either misunderstanding of jobs to be performed or either many important positions were left empty in the organization.
What people usually see the clearest are the imperfections. When there are poor leadership skills it makes it really hard for the workplace to perform at its full potential. It is important to have examples of good leadership, when there is an absent presence of management it harms the team drastically. For example, when a manager is trying to be friends with his or her employees this creates a wall between professional and personal treatment. When this happens, the workplace can get very un-professional and employees start to do as they please.
Strategic leaders could not put into effect their influence alike managers operating at lower echelons of the organization (Jacobs and Lewis 1992). Nonetheless, because of the scope of their influence, many strategic leaders failed to deal competently with environmental instability. They attributed these failures to quick-fix focus, hubris, selfish desire, and unethical decision making.
There are conflict that causes from members of the committee which are they are not trained in archives or records management and do not interested or have no knowledge of archives management. This problem has led to lifecycle of records to be hanging. Plus, there would be limited chance of protecting records if the law excludes archivists from managing active
Functional Weakness: The cooperative movement has suffered from inadequacy of trained personnel right from its inception. Lack of trained personnel has been caused by two major factors. In the first place, there has been a lack of institutions for this purpose of training personnel. Secondly because of it unsatisfactory working of cooperative institutions, efficient personnel did not feel attracted or motivated towards them. The functioning of the cooperative societies ,too suffer from several weakness.