The pressure to please shareholders may have forced Moody’s to prioritize short-term of profitability over ratings integrity. The culture followed by the company plays any important role on how the employees shape their work. When the CRAs let the culture go for a toss the employees were bounded to follow the new culture in the fear of losing their jobs. In spite of recognizing the issue, when confronted by any employee the management would stop giving them importance and lay them off if required. The culture didn’t seem to promote freedom of opinion where the ethical decisions were to be taken.
Firstly, Harold had a blurred vision of the overall effect, not a detailed plan which caused the effect of the that no one reorganized his vision and there was a precipitous drop in worker’s morale, understanding, and productivity. Thus, in my opinion, Harold was no effective change agent and social architect, this is because as a change agent Harold was supposed to illicit a transformation. Whereas, Harold could not be an example or be confident in his vision and dismissive with his mission. This was due to the fact that Harold could not influence his workers to follow his method. Of Couse, an ineffective leader only leads to making the employees to feel a instability.
The action of leading a group and management is the process of dealing with people or controlling people. Jessica is a woman of strength and as a business woman she is always loyal to her employees. Jessica is an autocratic and a situational leader because she would always want work to be done and she was strict to get work done. In terms of a situational leader she would change positions in leader styles due to different work that needs to be done. She would adapt to any situation and work it out with her management and leadership skills.
Last is cultural awareness this is where the employees are taught that all people are not the same. It shows you how to appreciate people’s differences. Ways that businesses are promoting this is they are ensuring all their employees are trained in this department. They take the different individual skills and they use them to help make the workplace better. Another thing is that they try and use a wide range of different communication
This would also make them feel that the company is not concerned with the progress and career growth of its employees. Therefore, this would instill a notion unto them that the company does not want any of the current HIM staff members to climb the corporate ladder to leadership. The ultimate result of this move would be a negative attitude and demotivation by the employees towards their responsibilities and the company in general. This situation would exist because the top company leadership does not probably realize that the promotion strategy motivates the employees and gives them the competitive spirit to achieve the best in fulfilling their duties. A violation of such expectations makes the employees feel that their contribution to the success of the company is not appreciated.
This led to some disciplinary issues as well. People were mainly concerned with the incentive policy and uniformity of facilities for employees of all the units. The noble chemical was a relatively smaller group than trident chemicals and further, people have assured the continuation of previous benefits so they accepted the acquisition. Trident group management also promised no layoffs. There was a lack of communication between the management and workers which resulted in a delayed process of decision making.
Crisis is supposed to unite people and motivate people to work efficiently as a team to get out the unwanted situation. Any announcement in terms of lay-off will be detrimental to overall efforts of the organization/employees. The conflict here is again Organization’s past history of never laying off people (At least not mentioned in the case). 4. Government and the Activists: Will be affected as per the outrage by customers.
Sinek references that his own protege is considering quitting, because their work is not impacting anyone (Sinek). The millenial in this scenario is in a constant state of impatience and cannot experience the joys of working up to their goals. The lack of instant gratification in corporate environments can discourage millennials from working long hours and this results in less employees for the workforce. The environment is not secure, everyday the media changes with new trends and statements and things like “The Floor Is Lava” and “planking” will eventually be forgotten (Paras). The millennials hurd together, but the issue is that a cohort of clueless and ignorant people will not learn anything new from each other.
Simply it is best because all employees get the chance to participate in the decision-making process of the company. This kind employee’s involvement in management level helps them to motivate at the work place. Whereas if the leadership style of person follows autocratic leadership, the chances of increasing dissatisfaction among employees is higher. Because such approach of leadership style, employees have no independence in taking decision, managers take all the decision. In case oflaissez-faire, there is confusion between two parties, management and employees due to no role played by the manager in the decision-making.
This kind of problem should be immediately solved in order to have a better flow of the business. According to an interview with Mr. Mario M. Dorado, the proprietor of RAC Star, the most common problem faced by the enterprise in general is misunderstanding. The employees often ignore the initial instructions given by the manager or the administrative staff that leads to repetitive questionings. With the suppliers and the customers on the other hand, the blame