1. Based on your quality knowledge, what are the critical factors that accounted to Parker Hannifin's success? What lessons can other companies learn from this case study and Parker Hannifin's success? In my opinion, the most important factor that contribute to Parker Hannifin’s success is their responsibility to their employees and their company. They always look for improvement, and they understand that employees are as important as customers.
Their employees are given the opportunity to work in a nurturing and thriving environment. The leaders of CarMax have put their words into actions for their employees to benefit from. Their efforts have earned respect from the employees as seen in feedback from employees on their website. The employee development and training initiatives are one of the biggest impacts they can have on their employees. “Training and development play a vital role in the effectiveness of an organization” (Falola, Osibanjo, & Ojo 2014).
In Hotel Rwanda, Paul Rusesabagina a Hutu is a hotel owner who during the 1994 Hutu massacre of Tutsis and moderate Hutus saved the lives of over a thousand people by hiding them in his hotel. While it is an easy choice for Paul to protect his family as his wife and children are Tutsi. Rusesabagina’s moral dilemma lies in what is his responsibility to the human lives in his community. Is it his responsibility to help his neighbors and how far should he go to help them. According the Ethics Challenge in Public Service “Rusesabagina did no harm, so he was not obligated to help anyone but himself and his family”, while this may be ethically accurate, does it make it morally right.
He was determined because he lived up to what the warden said in the beginning of the story. When he was about to get out of jail the warden said ”You’re not a bad fellow at heart. Stop cracking safes, and live straight.” (Henry 1) He was determined because he quit the burglary business and gave away his stuff. This quote demonstrates his willpower; “Say, Billy,I’ve quit the old business--a year ago. I’ve got a nice store.
To encourage leadership behavior, employees are encouraged to meet quotas independently as a reflection of employee and departmental freedom. Employees that meet quotas and perform well are rewarded with bonuses based on customer service and sales, in addition to advancement within the company. These procedures and guidelines reinforce the idea that your company desires quality employees that are willing to improve the company and themselves. After a talent philosophy has been developed, a Human Resources strategy must be developed. A Human Resources strategy links the company’s business strategy and goals with the functions of Human Resources.
Also Rule Utilitarianism believes that everyone should follow rules and laws that would bring about the greatest happiness to the majority of people if that means one has to perform these acts, committing murder, breaking promises, lying and even slavery if it promotes overall utility, however, Deontological believes that no such acts should be done under any given situation and we have a moral duty not to do these things regardless of the outcome. However, virtue ethics believe that if you are guided by the virtue of your actions it would produce good outcome. Deontological theory believes that there can be rules that can be followed when making ethical decisions, in contrast, virtue ethics make right or wrong decisions based on the individual they are, without any general rule guiding their
Strengths: Jumeirah group has built a very strong reputation among the hospitality industry. They provide the most luxurious hotels, spas and restaurants that offer a one of a kind experience. They are strategically placed in Dubai, which connects Asia and Europe, in addition to placing their hotels in well-known countries such as China and New York. It is also the only group that has a seven star hotel, which is known worldwide. The most important thing that strengthens jumeirah is the support from Dubai government, whenever the group is suffering Dubai would finance it and will help in recovering the group.
He goes on to make clear positive connections between human capital and high impact professional learning. Servant-leaders embed the practices of self-reflection and continuous personal growth cycles into the whole of the group which will inevitably lead to developing a high degree of human capital and consequently successful professional
CEO says, keeping the good talent in the company which matches company’s culture, understands the business , go extra mile for the company is important. His thoughts clarify how serious efforts he invests in talent and man power. According to Godrej, top management tries to speak to every individual who is taken on board. Company’s right image is by its people and if you don’t get the right people, possibilities of you won’t get anything right is higher. To sustain organizational growth in today’s market it is important to keep investing in your employees and understand the job market intensively.
The SWA search and selection processes are by far much more meticulous than at most other companies – the selection is purposeful. Deciding who becomes a permanent worker of the company is a significant decision – SWA goes to great lengths to make certain that they get the best of the right candidates. Plus, a permanent rehiring way of thinking prevails – employees are expected to maintain top performance, or else … In other words, Southwest Airlines employee motivation is not an option – if you genuinely like it here, you stay; but one thing is for sure, if you don’t like it, you can not fake it for long. SWA is not for everybody – and so it goes for all high performance organizations with strong corporate