Case Manager Interview

Case Manager Interview
Case Manager Interview
Case Manager: Merventine Scott
Organization: Family and Youth Services
Assessment and reassessment
1. When clients are referred to your organization, what process or procedure is followed to assess
your client (such as psychological, social, medical, et cetera)?
When clients are referred to Family and Youth Services an initial assessment is performed, which
includes information on a clients demographics, residential status, income, insurance coverage,
mental or medical history, and main reason for seeking service. The process also includes an
overview of different areas of need such as shelter, food, safety, and health care.
2. What steps do you take to stay up to date on current services or changes in ... Show more content
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What is the framework for each stage?
The first stage is being patient; take the time to listen to the client to build rapport and trust. From
listening to the client you can understand what the issues are and how much insight and maturity
they have, their support system, and any other information to develop a client/case manager
relationship. In the second stage we assist the client in identifying their goals and develop hope that
their problems can be solved. The third stage is when the case manager discusses with the client
what they are willing to do to meet their goals and help them choose strategies to meet them.
5. How do you calmly and effectively deal with a high–stress situation?
When I feel stressed I do not let the client see it. I hold my composure and out of the clients
presence I relax my mind by walking or listening to calm music. Usually after I remove myself from
the stressful atmosphere I am able to think better and come up with ideas to help me with the
stressor.
Fostering client participation and empowerment
6. How do you motivate non–compliant clients?
I motivate non–compliant clients by allowing them to have choices and let them lead the way the
conversation goes. Fostering collaboration and developing creative solutions in providing
consequences for them being non–compliant is a good strategy. Empathize with the client and the
reasons for the non–compliance. I also have experienced that
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The Mission Statement Of Party City
The mission statement of Party City, my current employer, as stated in the handbook:
"Party City loves to celebrate. We pride ourselves on making it easy and fun for our customers to
celebrate the special times in the lives of their family and friends by offering a complete selection of
fresh and exciting merchandise at great value in a fun shopping environment."
Culture
The culture of the company is built on customer service, team building and a fun environment. The
focus on the customer includes helping the customer with suggestions to create the perfect event,
from birthday parties to retirement celebrations by covering the 'parts of the party'. That ideal
consists of starting with color schemes or theme, then covering the tableware, decorations, favors,
invitations, thank you cards, and banners to have all of the must haves covered. That same concept
goes for Halloween, which is the biggest season for Party City. We encourage the customer to not
just buy a costume but become the character by starting with what the customer wants to be then
offering accessories that complement the costume to create the look from head to toe. We are
encouraged to greet every customer that walks in and offer assistance throughout their shopping
experience. We are also careful to keep the lines moving to ensure an efficient checkout. During the
holidays and major sporting events, the company encourages the employees to dress the part. For
Halloween, we dress up in full costumes and

Job Satisfaction And Motivation For Employees Essay
Managers can develop subordinates to manage routine tasks that are not cost effective for them to
carry out. Delegation also allows the transfer of work to subordinates who might have better skills
than the manager to complete the tasks that can save time. The reason can be for example the
delegation of a project to an employee that have intimate knowledge of a specific field or subject
that involves the project. Apart from developing employees, delegation can also play an important
role in job satisfaction and motivation.
7.1 Diagram: Steps in successful delegation
Source: Team FME, 2015:12
According to Team FME, (2015:12) managers must follow certain steps to ensure that delegation is
meaningful in terms of achievement of the organisations objectives and supportive of the
employee's development. These steps include;
Step 1 – Selecting the right person with the right knowledge, skills and attributes is essential.
Delegation should be developmental and not set the employee up for failure (Fox and Van der
Waldt, 2007:121).
Step 2 – Set clear goals and select appropriate tasks. There are certain tasks that cannot be delegated
to subordinates for example, a task that no else in the department is prepared to do, morale
problems, emergency or short term task where there is no time to explain or train the employee or
lastly personnel issues such as hiring , dismissal or disciplinary matters.
Step 3 – Set clear deadlines by giving clear, well–communicated briefings in

Effective Use Of Employee Voice And An Increase Of...
EFFECTIVE USE OF MANAGERS' ENCOURAGEMET OF EMPLOYEE VOICE CAN LEAD
TO A LIFT IN WELL–BEING AND PRODUCTIVITY. Managers' encouragement of employee
voice can result in an overall increase of productivity and well–being. First of all, a fundamental
term which must be understood is the definition of 'Employee voice (EV)'. Wilkinson and Fay
(2011) summarise 'voice' as how much say an employee has in regard to decision making in the
workplace. Furthermore, in this essay a range of arguments will be developed in order to determine
whether or not managers' encouragement of EV can lead to an increase of productivity and well–
being. In particular, this essay will focus mostly on how managers utilise EV and how it contributes
to overall well–being ... Show more content on Helpwriting.net ...
In circumstances where employees' feel as if they cannot express opinions, criticism and
suggestions, it is commonly due to the expected outcome with the manager (Detert & Burris, 2007).
Furthermore, if there were to be an issue within the organisation which effected the employee, the
employee has one of two options; leave the workplace or express their opinions (Detert & Burris,
2007, p.872). As a result, if EV is not encouraged by a manager it can lead to employees' feeling
discouraged to express their opinions, overall reducing wellbeing and psychological security within
that organisation (Detert & Burris, 2007). Detert and Burris (2007) suggests that employees, "lack
the courage to... challenge mangers who have signalled unwillingness to accept input" (Detert &
Burris, 2007, p.872). Furthermore, it can be concluded that due to unwelcoming use of EV,
employee's well–being (confidence within the workplace) is drastically reduced. Walumbwa and
Schaubroeck (2009) explains that when mangers' openly accept and encourage employees to speak
their mind, psychological safety and wellbeing increase, allowing employees to express their ideas,
concerns and conflicts. More so, while the

Creative Managment Essays : Creative Management
Creative Managment Essay, Research Paper Creative Management gives creative ideas of how a
manger should present himself and how to approach different situations. Creative Management
written by Shiegru Kobanashi, focuses mainly on the importance of teamwork, and on group
management. How can we transform our present methods of production, under which we become
slaves to machines, and regulations for the temporary increase in productivity, into one in which we
are the masters of our work? How can we establish a system, which will make people work
voluntarily and feel good about doing it. The book starts with waking up make sure you have proper
hygiene. Wear simple clothes. Not close that stand out. A fussy dresser doesn?t impress people, but
it gives a false impression of the person wearing the clothes you should wear clean, pleasing clothes
that match your personality. A manager should always meet someone with a smile. It will lighten the
mood and there is no better way to show your personality them by your smile. ?Face every day with
a smile, and you will lead a pleasant life everyday.?(Page 86) It expresses the importance of saying
the simple words good morning and good night. When talking to employees you should speaking
sincerely and low toned which will make others understand your thinking or feeling. Speaking
forcefully and loud with raw emotion can affect other people as well as yourself. The book also
emphasizes the importance of a manager to use empathy when dealing

Evolution Of Baseball Research Paper
The Baseball World Filled with Money
Baseball has been part of American history for well over 150 years now. It is considered to be
America's pastime, meaning it is what people loved to do in their off time back in the late 1800s and
early 1900s. Baseball was invented by Abner Doubleday in Cooperstown, New York in 1839. Back
then baseball was much different than today. Different rules, balls, and equipment than in today's
age. As baseball developed things changed such as the rules and equipment. Better equipment was
put into place to help enhance the performance of the ball players. Baseball has become a sport of
scouting. More and more scouts come to watch kids play in college and high school in hopes to find
that one player that would be ... Show more content on Helpwriting.net ...
He was not going by the proper way to scout players. Other scouts were getting mad he was not
doing this. Billy believed in the statistics. As the 2002 Oakland Athletic team started off strong with
three straight wins in the beginning. As the season started going, the A's started a 20 game winning
streak. Billy was praised for finding these players that were all pulling in the same direction. Not
one player had an ego that would set back the team. Just like Billy, the players were focused on one
thing winning, winning the World Series. Billy lived by this quote, "The problem,"' wrote James, "is
that baseball statistics are not pure accomplishments of men against other men, which is what we
are in the habit of seeing them as. They are accomplishments of men in combination with their
circumstances" (Lewis 71). Billy just did not focus on the stats rather he also focused on what the
player actually accomplished throughout their years of playing baseball. This is what made him one
of the best general managers in the league at the time. After the A's did not make it past the first
round of the playoffs all of the criticism waiting for the Billy to fail for the first time started to pour
in. Billy simply responded "We'll be back." Billy was not viewed as a real general manager in the
beginning, but after he succeeded he gained

Case 2
Case 2: Find somebody else
Question 1: What principles of supportive communication and supportive listening are violated in
this case? During the conversation between Ron Davis – the relatively new general manager of the
machine tooling group at Parker Manufacturing and Mike – a plant manager who reported to Ron,
Ron had violated some principles of supportive communication and supportive listening. First of all,
Ron had violated Descriptive and Problem–Oriented principles. For example, Ron expressed his
thinking and opinion about what Mike did and stated Mike's personalities: "I think you're too
chummy with some of your female personnel" or "I think you're creating a substandard impression
by not wearing a tie" and "Having things in ... Show more content on Helpwriting.net ...
* Violated Descriptive
Example: I think you're too chummy with some of your female personnel. Having things in disarray
reflects poorly on you. * Violated problem–oriented
Example: I think you're creating a substandard impression by not wearing a tie. I wonder if you are
paying attention to these reports. You seem to be reviewing them superficially. * Violated validating
Example: There are some others things, though, that need to get corrected. * Violated specific
Example: As I walked through this morning, I noticed that it wasn't as orderly and neat as I would
like to see it. * Illustrated Conjunctive
Example: You may not be sensitive to what's really going on with them. But that raises another thing
I noticed.
Regarding neatness, I notice that you don't dress like a plant manager. * Illustrated Owned
Example: I'm glad you're sensitive to the neatness issue. I just think you need to pay attention to it.
You just need to get more serious about taking care of that part of your responsibility. * Violated
Supportive Listening
Example: That may be so, but you need to be more careful.
Question 4: Conduct a role play. Handle the key issues that exist between Ron and Mike. Identify
the principles that you used to make this a productive conversation. If you were Ron, what would
you do in your follow–up meeting with Mike? The principles that I used to make it more productive

Summary Of Bringing Civility Back Into The Workplace
Bringing Civility Back Into the Workplace
Gould,T. (February 19, 2014). Bringing Civility Back Into the Workplace. Accessed on October 14,
2014 from http://www.hrmorning.com/bringing–civility–back–into–the–workplace/2/
Article Summary
This article is about the lack of civility and diplomacy in the workplace today. According to Gould:
If any manager is allowed to get away with behavior that's supposed to be against company policies,
like telling dirty jokes, bullying or engaging in other unacceptable behavior, it will be impossible to
credibly discipline employees for the same offenses. The tone for the right behavior in any
organization is set from the top. (Gould,T., February 19,2014,paragraphs 40 and 41)
The author suggests that this lack of civility is caused by employers' lack of management and
employees' workplace attitudes. Gould says that employees are engaging in these risky activities in
the workplace simply because they can get away with it. ... Show more content on Helpwriting.net
...
Some friends of mine, who are former employees, have shared with me that their boss would allow
them to take naps in the hotel rooms and do their homework during working hours. In return, she
expects them to cover for her when she leaves work and give her a good evaluation because she is
their "friend." This is a prime example of a manager not doing her job and employees participating
in unacceptable behavior in the workplace because of the fact that they know they can get away
with

The Importance of Delegation
The importance of Delegation Delegation is a way to appropriately and consistently provide
direction to a staff. By delegating properly, managers can teach employees new skills and expertise
to help them to be more productive and instill a sense of self–reliance, improving morale and
motivation (Wikipedia, 2006). As a manager, you must assess your staff's current abilities and their
potential to accept and complete assignments through established guidelines. A manager must know
how to plan and coordinate a variety of activities and how to monitor progress. Delegation brings
into play many management functions planning, organizing, coordinating, motivating,
communicating, and leading. Setting goals while delegating can be beneficial to ... Show more
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It's important to understand why a manager is reluctant to delegate so that the individual can face
those weak areas. There are times a manager may feel the transfer of a task involves a certain degree
of risk. As a manager your staff may also be thinking about the risk; they are afraid they may be
criticized if they should fail. As a manager you could be reluctant to delegate because you are afraid
the employee may make mistakes or that they think it takes to much time to delegate. The manager
may feel that completing the task themselves would be more efficient or feel they would lose
control if they delegate. When overcoming this weakness a manager should try to start off by
choosing projects or tasks carefully to make sure they are balancing the risk with the potential
rewards. This will prepare the manager for greater responsibility and higher levels of experience.
The manager could give the project or assignment to an employee who they feel can get it done with
little or no direction at all. They may have to educate their staff on the task to be completed, but in
the long run the manager will be able to pass work to others with little guidance at all.
The manger could also sit down and work out a plan of action as to how they plan on delegating the
tasks and assignments. Planning out tasks or projects to be completed and how the manger will
organize those things will help the manger visualize the processes to get the job done. The plan
could include who

The Field Of Management : A Very Bleak Field
The One Minute Manager The field of management can be a very bleak field to venture into. It takes
certain people to be managers. Management can be very tough, rigorous, demanding, and firm; yet
it can be rewarding, bring unity a company, and can save time when used in the most effective way.
In addition, anyone can be a manager only if you follow the (3) simple principles of the One Minute
Manager. While reading the One Minute Manager, I learned through the young man's quest to find
an effective manager, that they are two types of managers: One being autocratic– "A bottom–line
manger." "Hard–nosed." "Realistic." "Profit mined.", and the other being a democratic manager.
"Participative." "Supportive." "Considerate." "Humanistic." The young man came to realize that
mangers wanted results or they cared about people one or the other, not both. He finally came to the
conclusion that he was looking for an effective manager, but along his quest he met only a few who
would not share the secrets of their success. One day the young man happened to hear of a special
manager in a nearby town, who supposedly was an effective manager. With amounts of curiosity,
the young man went to go see him. When the young man arrived, he met with a man who called
himself a One Minute Manager. The young man immediately wanted to know more, and wanted to
see if this was at all true, so the manger insisted the young man meet with any of his employees, in
which they would reassure the young man the

A Study On The Dress Code
We always require managers that are forgiving. Our employees will mess up and by representing
Christ we must forgive as we were forgiven of our sins. Our managers are held at a higher level and
they are expected to act at a level higher as the rest of the employees. We are strict with following
rules and laws as well as harassment and well not tolerate any kind. 3.3 Dress Code 1 Peter 3:3–4
says, "Do not let your adorning be external– the braiding of hair and the putting of gold jewelry, or
the clothing you wear– but let your adorning be the hidden person of the heart with the imperishable
beauty of a gentle and quite spirit, which in God's sight is very precious." God describes the dress
code in the best way, our personalities should show our true character not our clothing. As
Christians we need to stay modest and protect our brothers and sisters from stumbling. We do
provide a set guide line for both male and female to follow. Females are required to wear blue or
black jeans with no holes showing. As well as the the company shirt with either a black or white
tank top underneath. Any shoes are expectable and it is a requirement to wear a name tag at all times
while working. Men's dress code is similar with only blue or black jeans with no holes. They must
wear the company shirt and their name tag, as well as any shoes are acceptable. When the company
is at an outing at a charity event present our donation the attire will be different and will be present
and posted in

Communication Challenges In The Workplace Research Paper
Communication challenges can be seen within various different organizations, and generally people
are involved with more than one organization. This leads to encounters with ineffective
communication on a daily basis for many individuals. Throughout this paper, I am going to discuss a
communication challenge for an organization that I am a part of, and an intervention plan for that
communication challenge. As a student manager at one of the dining locations on the University of
Wisconsin– Eau Claire's campus, I think that communication between managers is less effective
than it could be. In becoming a student manager rather than a regular student employee, I had
roughly two shifts where I was trained into the differences. The regular student employees, are not
informed of who is a student manager, and there is no identifier for both other employees or
customers other than through verbal communication from the student manger themselves. Also,
there is very little formal, organized communication between all employees and supervisors which
is the communication challenge that I intend to focus on. This location of this dining establishment
has a very calm, casual environment which leads to less than effective communication. Generally,
the employees communicate in a way that you would with family or friends, rather than what you
typically would see between coworkers and a supervisor. After becoming a student manager and
through my courses in both communication and psychology,

Why Do We Need The Security?
Not to mention, it will help the follower and leader understand exactly why things are operating in
that capacity. Managers do not just make things up as time goes on. All information being flowed
has a structure in place for this important reason. It will be easier to adjust when situations arise and
things are not going as planned. The reason it will be easier is because the structure of positions
from the top on down understands each role and responsibility. Without a solid foundation, security
will not stand and target of opportunity will get out of control.
Another key point, is to ensure management continues to understand security with continued study
and education. Just because a security professional makes it to a certain ... Show more content on
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A final management principle and a very important one to consider is performance. Not
performance of self, but all security professionals in the industry. Performance can mean a lot of
things and understand specifics need to be further evaluated. Specific areas to consider when
evaluated employees are each security professionals potential. If a manger understands who is
working for the industry it will create a better work environment.
Additionally, members of the team need to be evaluated based off performance. This can highlight
future leaders, managers and maybe even top level positions for the future. A manager is only as
good as the people working within the industry. Growth needs to be instilled in each employee in
order to keep a standard of excellence. How does this look like and what actions need to be taken?
First and foremost, manager's needs to ensure leaders are evaluating security personnel based off
duty performance. In the military a rank structure exists for many reasons. One driving factor is
position and how well each individual performs based off the entire team. For instance, at a certain
level all peers at the same rank are trying to set a sound duty performance. Management outlines the
performance and each individual will meet, not meet, or possibly exceed standards. This should not
be confused with a dog eat dog mentality.
Also, this type of work ethic

The Appropriate Expansion Path Of Mcdonalds
The appropriate expansion path
(a) McDonald's is a famous fast food brand in the word which owns 35,000 outlets located in 119
different countries. In 1990, the first McDonald's store opened in Shenzhen. But before they actually
started their business, McDonald's had already carried out 5 years business research and all sorts of
information gathering such as the income level of the Chinese people, the kind of foods they enjoy
etc (Han, J. 2008). For product perspective, McDonald's create a standardized set of products that
taste similar no matter in United State or in China. According to the research, they found cost saving
by standardization as "think global, act local".
McDonalds launch their promotion with same brand image and the advertisements. The target
customers for them include children, teenagers and young generation with standardization
management. On the other hand, they are not successful as KFC in China market due to some
reasons. For example, Chinese customer trend to purchase chicken burger rather than beef burger.
Denny's know as American restaurant that signed an agreement with Great China International
Group (GCIG) that develop 50 new restaurants in southern China I the next 15 years
(Files.shareholder.com). So this agreement enhances business strategy for expanding the brand in
China. In addition Denny's change their menu for local concern that achieves great success.
However, the Chinese people still less familiar with this brand. And it seems as

Controls at the Bellagio Casino Resort
Synopsis of the Situation The Bellagio was one of 23 properties of MGM MIRAGE, one of the
world's leading hotel and gaming companies. Located in the heart of Las Vegas, The Bellagio was
widely recognized as one of the premiere casino resorts in the world. Richly decorated, the resort
featured a conservancy filled with unique botanical displays, and eight–acre lake featuring over
1,000 fountains that performed a choreographed ballet of water, music, and lights, top–notch
amenities and entertainment options, and 200,000 square feet of convention space. In the casino
operations area, the Bellagio operated 2,409 coin–operated gaming devices (slot machines), and 143
game tables. Approximately 1,000 people were employed in casino operations. As ... Show more
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––Company performs its own employment screenings, independent of the registration process. The
intent is to check background and to avoid hiring people involved in crime, violations. ––Licensing
of casino personnel so this will ensure that the right person is employed and those who fails the
registration process is not employed by casino company. ––Training and retaining well qualified
employees to ensure that the right type of people is employed: Company provides extensive further
training to employees to standardize its activities. Cultural controls (exist to shape organizational
behavioral norms and to encourage employees to monitor and influence each other's behaviors): ––
Controls were legally mandated because the gaming industry is highly regulated. Companies have to
maintaining its licenses and paying gaming taxes to be allowed to continue operations. ––Company
is operating in highly competitive environments and competing against other companies. They were
required by regulations to report suspicious activities related to money laundering and report any
cash transaction in excess of $10,000. Results controls (Policies and procedures that help ensure
management directives are carried out to achieve the desired result. It involves rewarding
individuals for generating good

Small Business
HRM case study
Beachside Hotel Human Capital Dilemma
Questions:
1. What system should Brian implement in order to start changing the human capital practices in the
Beachside Hotel?
After studying the case, the general manager of Beachside Hotel Mr. Brian should implement
certain systems in the hotel. As the situation is quite complicated, first of all he have to try to
analyze what the problem is. Because there is no problem with the account and finance department.
According to my case analysis there is problem with the human resource department. And I think
there is mistake done by the Hotel. Ms. Mary who cannot even handle serving guests at the front
desk is promoted to human resource department. And she has been working there since ... Show
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Hotel is a place where the staffs or the employees have to face many customers and visitors. So,
politeness, good behavior are the key words in these kinds of organization. But in the Beachside
hotel it's different. Bad behavior with the customers and employees as well, delay in the works e.t.c
prevails in the hotel. So, Mr. Brian should learn something from Mr. Joe, the general manager of
sunrise hotel, that is, the area around the hotel especially tourist areas are very important so they
should be preserved well. And employees in the organization are assets to the organization. So, he
needs to encourage and develop the capabilities of his staffs. For this he should provide
development programs designed to give everyone information, that will help them do their job
better and stick to the organization for their own security and benefits. So, there should be certain
plans, policies, rules and regulations in the organization to maintain smooth operation. To encourage
the able employees and threat the incapable employees according to the situation. As Mr. Joe does in
his hotel. And general manager needs to be flexible as Joe is. He should be dynamic and friendly to
all and a team player.
3. How could training and development programs be implemented in the Beachside Hotel in order
to help with turnover and occupancy rates at the hotel?
In this case study training and development program is very essential in the

Grievance and disciplinary
Critically explain the key skills required to prepare, conduct and conclude grievance and
disciplinary cases effectively (40%)
Discipline and grievance are often put together, however, 'most organisations try to keep discipline
and grievance apart, therefore to distinguish the idea that there are a number of conceptual and
practical differences between discipline and grievance' (Dundon and Rollinson, 2011).
Discipline is defined as 'some action taken against an individual who fails to conform to the rules of
an organisation of which he or she is a member', (Wheeler, 1976, as cited by Dundon and Rollinson,
2011).
The grievance procedure can be defined in many ways, the International Labour Organisation
defines grievance as follows, ... Show more content on Helpwriting.net ...
When preparing for a grievance meeting, managers should arrange a meeting in private, consider
having someone that is not involved in the case to take notes, consider any special requirements for
the employee if they have difficulty conversing in English, or is perhaps disabled and consider
whether to offer independent mediation.
When conducting the grievance meeting, managers are expected to make introductions as necessary,
give the employee an opportunity to restate their grievance and how they wish for it to be solved,
put care and thought into resolving the grievance, consider adjourning the meeting if it is necessary
to investigate any new facts which arise and sum up the main points from the meeting (ACAS,
2015). When concluding the meeting, it is important for the manager to keep the employee in the
know by informing them on when they can expect a response if one cannot be made immediately
(ACAS, 2015).
Disciplinary procedures follow a similar process to grievance procedures although they are not
exactly the same. For example, employers should talk to the employee in private if they feel the
employee is not performing to expected standards. The discussion should be encouraging
performance and any criticism should most definitely be constructive in order to keep the rapport
intact. The manager should make it clear to the

Weyerhaeuser 's Performance Management Process
Weyerhaeuser 's Performance Management Process
Weyerhaeuser uses a pay for performance system and utilizes a performance management process
(PMP) to evaluate employee's annual performance and that performance rating is used in calculating
the individual's merit pay increase. Over the years, Weyerhaeuser's pay for performance
compensation strategy has undergone several changes and improvements. The company utilizes
merit increases where an individual's yearly increase is based on how well they have performed
against objectives. Performance management is directly tied to compensation in a pay for
performance system and is based on how well an individual performs during the year against
specific, measurable goals is tied to how much they will receive in a merit pay system. According to
Milkovich, Newman and Gerhart (2014, p. 337), 'a merit pay system links increases in base pay
(called merit increases) to how highly employees are rated on a performance evaluation." How well
your merit pay system works and is seen by the employees as effective, fair, and a tool to increase
motivation and retention is based on how well performance is actually measured and the ability to
quantify performance. Though there are challenges with the merit pay system, Heathfield (n.d., par.
9) shares, "even with the limitations that exist in the awarding of merit pay, merit pay is your best
opportunity to ensure that your outstanding performers remain with your company and continue to
make their

We At Headphones Inc. Essay
We at Headphones Inc. thank you for your loyalty and business to our company. It is with my regret
to inform you that we have sent you the wrong pair of headphones.
Headphones, Inc. takes full responsibility for the incident that has occurred. In order to make up for
the mistake we offer 25% off your next purchase. On top on the 25% off, we will also offer free
shipping. We will need you to send back the Deluxe Headphones and we will send the correct
headphones to you, and all shipping costs will be free to you. I hope you see this as a sincere
attempt to have you remain our loyal customer.
Here at Headphones, Inc. we take great pride in the relationships we have with our valued
customers, and hope that this alternative will satisfy any discrepancies that may have risen during
your transaction. I want to ensure you that proper steps have been took to avoid this kind of mix up
from happening in the future.
Wherever you have the Deluxe headphones sent, you will receive the free expedite shipping and the
best customer service that you have come to expect from Headphones, Inc.
Thank you for your valuable time Mr. Ramone.
Headphones Inc. thanks you for your loyalty and business. We strive to be the best company in
customer service and customer satisfaction. It has been brought to our attention that a pair of our
lower value Deluxe Headphones were sent to you instead of the Deluxe Plus Headphones you
ordered. We send a sincere apology for this mix up, and wish to

Ensr International
ENSR International
Which of the proposed solutions do you favour and why?
Of the 3 options provided, I would choose to implement Anderson's key account program for
several reasons: 1. It will help align employee compensation with overall corporate profit
objectives. CSC managers are currently compensated based on their CSCs profit performance. This
gives managers the incentives to employ their own CSC consultants on projects from the region,
regardless if there are better–suited ENSR consultants working under different CSCs. Depending on
the specific needs of a prospective client in the manager's region, the CSC may or may not contain
the necessary expertise to win a project. Implementing a key account program will allow the ...
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Therefore, ENSR might lose out on several clients because the BDOs aren't able to provide clients
with the right knowledge and expertise. 4. In some RFPs, the bid requires the consultant to outline
the scientific approach that they would take in resolving the conflict presented. This is a section of
the RFP that drives cost and time required to complete the RFP. By implementing a key account
program, consultants will be put on projects where they have expertise, and this should allow this
process to be as resource efficient as possible. 5. In the case, it states that it is common for some
companies to begin discussions with consultants well in advance of actually drafting and
distributing an RFP. These discussions helped the company to conceptualize more clearly the nature
of the project and the specific consulting needs. Having a key account team will guarantee that the
client is getting the right type of expertise, and will increase ENSR's chance of including its own
insights into the drafting of the RFP.
What is the ideal client for ENSR?
The ideal Client for ENSR is clients who have strong relationships with ENSR consultants. ENSR
gains from having repeat customers, notably customers willing to partner with ENSR for a sole
source contract. Having strong relationships reduces the amount of expended company resources
(consultant time and money). Consultants will then be able to spend less time prospecting clients
and building relationships,

Leadership In Tim O Brien's Gung Ho !
Gung Ho!
This book report exemplified the character of leadership to me. Not only in business but in life,
leadership is very important when your goal is success. Being a leader is about glorifying your name
to the public. Being a leader means staying keeping yourself focus and maintaining your team focus
as well. Being a part of athletics taught me that there is no I, in team. Being about I , will leave you
as failure and in the sports world a loser. This concept goes right along with the business world.
When operating a business if you are not careful about the treatment of your employees,
manufacturing area, or clientele then you're bound to not reach the expectations as created. This
book attracted me to choose it for many reasons. When I first saw the cover page of the book , I
thought of a famous Chinese male because of the name Gung Ho! I look up to a lot of famous
Chinese businessmen such as Jack ma, Lei Jun, and my favorite Chinese billionaire Wang Jianlin.
So the name really stood out to me and caught my attention to view more of the book. Secondly
what brought me to choose this book, was the sentence " turn on the people in any organization". I
immediately asked myself what does that even mean. Questions stormed into my head such as, did
the owner turn his back on all of his employees? Did the employees turn their back on the owner
and sought out law cases against the owner? Those are only a few questions I asked myself
regarding that sentence, I had plenty of more. This book is relevant to this class because it described
different scenarios that any manager would go through when emerging into a new atmosphere. You
never know how it will play out, but the way you view things as a person and how serious you take
your job will decide if your business will be successful or crash like the ones before. In class we
discuss business opportunities and what character traits a successful manager possesses. The
manager in this book showed dedication, heart , decision making, and a listening ear within
uncomfortable situations. This manager exemplified what the inside of a general manager's life
displayed.
There are several points with the book that relates to what we learn in class. The first key point that

Bsbhrm405A
Assessment Task Number
1
BSBHRM405A Support the recruitment, selection and induction of staff
Assessment task 1
Shift Supervisor for Star Industries – Interview Portfolio
RECRUITMENT AUTHORISATION REQUEST
Recruiting will not commence until this form is completed and approved with a Position Description
Attached.
Date: 09/02/2014
Business Unit: Star Industries Department: Manufacturing
Job Title: Shift Supervisor Oracle Cost Code: N/A
√
Tick If New Position Replacing Existing Staff Member
Name of Present Incumbent: (the person holding the position leaving)
Mr Bob Brown__________________________________________________________
Position Reports to: Plant Manager NSW – Gary Denver ... Show more content on Helpwriting.net
...
Carry out the recruitment, selection, induction and training of staff. Process weekly payroll
information and ensure compliance with remuneration policy. Ensure sufficient stock of all items is
kept in good order to meet foreseeable demands as per production plan. Maintain a stock control
system ensuring appropriate turnover of stacked stock. Monitor production efficiencies in line with
operational KPI's and to promote a continuous improvement environment to the team. In
conjunction with the Marketing Consultant, ensure that delivery dates promised are kept. Maintain
an efficient machine layout and handling system. Keep machine down time to a minimum and keep
control of overhead costs. Arrange for a system of plant and machinery maintenance. Monitor and

evaluate team performance, developing training plans to ensure multi–skilling and compliance of
team members to company and legal requirements. Keep up to date with current changes or
organisational policies and procedures. Comply and promote good WHS throughout the plant.
Personal SpecificationKnowledge, Skills and ExperienceEssential: Minimum of three years'
experience in production of windows, doors and related products Ability to liaise with suppliers,
other staff and management Ability to supervise and build a team, with well–developed
interpersonal and leadership skills Working knowledge of quality improvement systems, tools, be
able to solve problems

Scope Of An Interview With A Company Dash Distributors
Introduction
Change is an occurrence that happens to a person or a company that results them going into a
different direction. This either helps them or impacts them negatively. I will explain in this section
the outline of my report, in using terms and theories learn in this course so far as well as briefly
what has happened within my company Dash Distributors. In this report I will discuss the major
changes that have happened at Dash Distributors in the past 10 years. Go through the company's
history and as well as the internal and external factors. It will also contain what I went through an
interview with my manager Mike Walter.
Company history
"Dash Distributors has been in business since 1989" (A, Rowland, personal communication,
October 6, 2015). At that time unknown and not doing well. We are a company that supply
aftermarket automotive parts to the public as well businesses. "The company was purchase on July
7, 1992 by two good friends Barry Lydiatt and Gary Gregg with a few other small" (A, Rowland,
personal communication, October 6, 2015). They had change the business from going nowhere to
having four stores. Our company is linked to Greggs Distributors but ultimately try to be a separate
company. The way we are linked is by Gary Gregg who owns Greggs Distributors has shares in
Dash. "Going from 5 employees to 70 employees today" (A, Rowland, personal communication,
October 6, 2015). Dash had purchased "two new locations on August 25, 2006 in Wetaskiwin and

Developing A Small Business For Business Enterprise
Introduction
In the century of the IT technology, our team decided to develop a small business to business
enterprise, which helps both sides: the retailers and the customers, and plays a linking point between
them. It's not a surprise for anyone that as the times goes by, almost every aspect of our lives turns
into digital and we are relying on the web services for different reasons: lack of time, far distances
or impossibility of visiting shops. As regards latest researches, more and more people spend their
time either on mobile devices or computers not only for communicating with their family/friends,
but also for buying things that they need.
From our bad experience, as online customers, we have decided to improve the customer's ... Show
We will not be wrong, if we say that the OB is a whole science, because it incorporates four
different disciplines: psychology, social psychology, sociology and anthropology. From the
psychology point of the OB, in our enterprise we could observe problems like boredom, frustration
and any other working conditions, which could lead to a decrease in the efficiency of work and
people's performance. From the social psychology aspect of the OB, in MGS.ldt we can focus on
measuring and understanding of our employees' attitudes and the impact that they have on one
another. However, a good enterprise does not have separately working individuals, but well working
and cohesive teams. Here comes the role of the sociology side of the OB. Thanks to it, we can
notice if there are any conflicts, communicational misunderstandings or we could just examine the
employees' relations. And last but not least, the anthropology discipline comes. In this opened
world, where people from different nationalities are working together, the anthropology stands as a
door, which could open or close the acceptance on the workplace. From this particular aspect of the
OB, in MGS we are learning about human beings: their activities and fundamental values, so as to
eliminate the barrier between the different cultures and to create friendly and enjoyable working
atmosphere. As I have already said, we want to be trusted and well–known enterprise. That is
impossible, if we do not put

Ethical Performance Evaluations
Ethical Performance Evaluations Organizations have a commitment to employees to provide an
evaluation based on performance that is being performed the position held. Managers include the
aspects of responsibilities, strengths, and weaknesses of performance that are presented on a daily
basis by an employee. Managers face moral and ethical issues that require critical decisions to be
made. Using ethically responsible management practices and facing social issues during
performance evaluations can provide adequate and precise appraisals to employees.
Performance Evaluation
A performance evaluation is a system designed for a review of an employee's overall job
performance in the position that the employee is performing in. The ... Show more content on
Helpwriting.net ...
Critique of employee should be given on the important aspects and examples of each strength and
weakness that has occurred during the time before the evaluation. Employees may become
defensive if there is no credibility on what is given to the employee in the evaluation. The raise of a
salary of an employee usually has a short term impact on motivation, the overall views of the
manager has the greatest and long term impact on the employee to further improve the employee.
Managers should use the 360 degree evaluation process to provide adequate and excise information
to each employee. This process involves using multiple sources. The sources consist of peers, direct
reports, supervisors, customers, vendors, and human resources. The evaluation is done by the
complete circle of sources. The manager's involvements are to design, gather the information, and
communicate the evaluation to the employee. Managers using the 360 process will discover
strengths, weaknesses, and expectations that were not known. Overall, this process can allow an
employee to become accountable for their own development and growth in the organization
(Custom Insight, n.d.).
Ethical Dilemma An ethical dilemma that may occur is when an outstanding evaluation is given and
increase is to be given to the employee for the accomplishments that have happened with the
performance of the employee. The dilemma occurs when the employee cannot

Personal Experience: NICU Nurse's Dilemma
Dispatch informed me we had a NICU that was coming from fontana with the baby, isolet, and team
dispatch told me that we also had to pick up a NICU nurse from sunset and since 125 was on a call
we to prevent a delayed EAT and we came up with the plan to have the reserve go to sunset get Unit
52 and the nurse and drive to Southbay where an complete crew would meet them and they would
swap rigs. My eta to sunset would have cause a 15 to 20 minute delay of 52 leaving and getting to
southbay on time the reserve has ran NICUs before and since all she was doing was getting the unit
and nurse i told her do not what for me if i hadn't made it on time. i told her if she had any issues to
contact me asap so i could help walk her through itl. and ... Show more content on Helpwriting.net
...
i also instructed comm. to not cancel 125 and have them shadow the whole call just in case
something else was to happen. which did. when the crew on 52 bolted down the gurney bars they
placed them in the wrong mount on the ground because 52 has multiple mounts now due to an issue
a couple months back when 52 wa the only rig to have a NICU bar adjusted longer to the back and
would not fit in the other NICU units. so when they loaded the isolet inside the mounts were all off
not allowing it to lock in place. at this time 125 pulled up a minute after and i told the crew on 52 to
not even bother and move the gurney bars in the right place and just get the NICU on 125 and go.
125 was able to get the gurney in there unit with not issues and complete the call without anything
else going wrong i had 52 follow behind 125 just in the case since everything was going wrong. it
seemed almost inevitable. i instructed our crew to give the NICU team our managers cell number
and to please call me we any question comments or

Infield Training History
Competitive baseball became popular in the United States in the mid–1800s and is now one of the
leading sports in America. With the design of the field and the job of the players, this sport's
positions primarily make up a defensive team. During the game, it becomes a one–man offense for
each hitter. Overall, defensive positions can be broken up into 3 different types: the battery,
infielders, and outfielders. The battery consists of the pitcher and catcher, their job is to coordinate
the pitch to ensure a strike or miss for the batter. The infielders consist of the 1st, 2nd, 3rd basemen,
and shortstop. The first baseman should excel in being able to stretch/reach for the catch so that the
opponent gets out. Second and Shortstop tend to get ... Show more content on Helpwriting.net ...
Common injuries coaches must prepare for with a position baseball player include but is not limited
to overuse injuries, those to the lumbar region, shoulder, elbow, hamstrings, and knees. Over half of
reported injuries occur before the midpoint of the season (Rhea & Bunker, 2009), making it
extremely important to emphasize prehab. An example of a training regime that could be done for a
position baseball player in the in–season can be found in ............. Lastly, the athlete will enter to
post–season. Typical post–season training duration is approximately four weeks in length. During
this season, the goal switches to solely participating in active rest. Training with low duration and
low intensity is key in this season. Also during this season, the athlete must work to maintain their
cardiorespiratory fitness, rehab any injuries, and improve strength in weakened muscle

Investigating How Control Is Through Technology
Investigate how control, through technology is exercised in the chosen organisation.
INTRODUCTION
For any kind of organisation to exist, there should be controlling system over it. On the bases of
academic articles, corse book, experience of a senior manager of pharmaceutical business and
researcher 's personal experience of teleworking, this report shows how variable technologies help
managers lead employees, control the relationships with partner companies, influence customers. In
other words how it helps businesses to become more successful and competable. It demonstrates
how different types of technology affect the business, in most cases leading it to a greater profit and
lower costs. However, it evaluates some disadvantages, ... Show more content on Helpwriting.net ...
Technology affects unemployment, economic growth, and organisational structure of jobs. Through
innovation in technology, new jobs are created while old jobs are made redundant. There is also an
overall skill upgrading effect while some tasks are deskilled.
Current stage of technological development gives the opportunity of nonstandard work to the
business world. Examples include freelance, telecommuting, workshifting, home working and the
idea of blended workforce, when standard and nonstandard employes work side by side.
Nonstandard jobs are more common for high skilled, high paid workers; it allows more fredom and
flexibility. Some disadvantages of homeworking and teleworking involve absense of team spirit and
lack of face–to–face social interactions and sharing ideas. In addition management connot easily
monitor, control the activity and make sure that employees are working towards the same goal.
Recently, applying blogs for knowledge–sharing and problems– solving across the organisation has
dramatically changed the nature of work. Managers use technological methods to encourage
informal coordination and make the workplase more engaging for benefiting the teamwork. Same
communication tools are utilized between managers of different department to combine their work
together or by partner companies to do business together regardless of time zone and language
issues. On the other hand, the usage of the

What Does Basketball Mean To You Essay
Part of the Team
Basketball has been more than just a game in my life, it has always been a big part of my life, but it
has been a part differently than what it is to others. I love everything about basketball. I have done
everything from keeping the official book for a men's and women's collegiate team to washing a
high school team's practice clothes and even making sure everyone has their uniforms and shoes
before leaving for an away game. You don't have to be on the court, you don't have to be the one
taking the winning shot or calling the play to be part of the team. I want you to think about this
instead of feeling sorry for yourself because you didn't make the cut. I hope by the time you finish
reading this you will realize ... Show more content on Helpwriting.net ...
Since the first time I began managing, I have never went a school year without helping at least one
team. You might think only children at a young age are treated the same as players when it comes to
being on a team, but that's not the case. I was treated with the same respect and equality throughout
my junior and senior high years. I wanted to show it continues throughout school, so I interviewed
many people associated with college athletics and the responses I received along with my personal
college experience, prove managers are seen as part of the team in college as well.
When I was in high school, I was included in every aspect of team decision making. The players
were some of my best friends and they would ask me questions about their game or their stats. The
coaches always told the players they were not to question what I said, when it came to game stats.
This was important because of a point system our school used. The players lost points for fouls and
turnovers and gained points for positive stats or plays. They were not to question what I said in that
part of the game. The coaches and players asked my opinion on different things and they always
valued what I said. They didn't always go with my view, but it was considered equally with the
players' views.
I asked athletes, coaches and a manager from the University of Arkansas to tell me how they feel
about managers. The first question I asked everyone was, "Do you consider managers

Cherie Cosmetics
Cherie Cosmetics
Case Analysis
I. Statement of the Problem
How can Cherie Cosmetics improve the operations and marketing of the Elegante division?
How can the communications between the operations department and Elegante division be
improved for better coordination?
II. Areas of Consideration
Cherie Cosmetics is a wholly–owned subsidiary of the International Cherie Company of New York.
The company is directed by Ralph Nolk and has four distinctive product lines each headed by a
general manager. Heather King is the general manager of the Elegante Division in Toronto, Canada.
Bob Shaw is the Vice President of Operations. Dennis Green, the purchasing manager of operations,
is Heather King's main contact.
[pic] ... Show more content on Helpwriting.net ...
Heather King doesn't have any resources that the operations department needs, thus she doesn't have
any power to direct their actions.
Heather King is making demands to Dennis Green and Sandra Mirano, but she is not their superior
and they are not in the same department. Dennis Green and Sandra Mirano's manager is Bob Shaw.
An employee should only have one manager. Dennis Green's behavior of verbally attacking Heather
King is inappropriate and unprofessional given that Heather King has a higher rank, but his behavior
is understandable. He may have just been acting out of frustration from having to deal with different
managers. As the purchasing manager, he does have a need to feel in control of his responsibilities.
Heather King had reasons to bypass Dennis Green, but by doing so, she became a threat to his
territory. When people feel threatened, they can become hostile and angry.
III. Alternatives and Evaluation of Alternatives
Alternative 1:

Heather King can bring up the issue to Ralph Nolk. As the Managing Director superior to Bob
Shaw, Ralph Nolk has the formal power to influence the operations department to coordinate with
Heather King. Ralph Nolk has the resources that the operations department needs, thus he has power
over their actions.
Ralph Nolk may decide to use his formal power to motivate and provide the

Manager Role in Implementing Change
Manager Role in Implementing Change
Nicole Paschel
University of Phoenix
HCS/ 475
Ashley Tennessee
December 17, 2010
Manager Role in Implementing Change There are successful ways to implement changes in many
different organization and all employees need to understand how the changes will benefit them and
how it will affect their work daily. Managers within an organization that are seeking change need to
bring the idea to their employees or management team to receive etiquette feedback. In this paper I
will discuss Managers role and responsibility how manager successfully handle change. Managers
know that any kind of changes whether it is new ideas, new technology or new programs can create
concerns and ... Show more content on Helpwriting.net ...
6. Enlightenment. In Phase 6, people completely accept the new change. In fact, many wonder how
they ever managed the "old" way. Overall, they feel good about the change and accept it as the
status quo from here forward." (Garrison Wynn, 2005) With these different phases that is why it is
hard to tell or determine how long changes will take to implement. If employees were not aware that
any changes were required then reaction of employee may be, why change if change is not working
or that the change was a waste of time. Mangers should be ready for the resistance to any change,
prepare for it, and make special efforts to assess and deal with individual reactions to change. A
manager or a person in leadership must develop a proper attitude toward the resistance of change
that their employee may have. Looking at the thoughts that many may have and carefully listen to
their concerns is something that managers must do to help with the resistance of the change.
Engaging many with the change should be done after fully understanding the concerns of others.
The best way to minimize resistance to change is to involve those who is responsible for the change
and those who are affected by it. Consulting employees from the areas affected first hand and not
leaving in the dark is another method of handling resistance. With involving those who are affected
a test run of the new changes could help iron out the problem areas, get

Personal Experience : The Avenue Le Club
Personal Experience:
As soon as I finished my freshman year of college, I was eager to get a summer job, learn a few new
skills, and earn money. I accepted a job at a modern Parisian brasserie, known as, Avenue Le Club.
Although I had applied to be a server, the manager who hired me explained that I would start as a
back server, which assisted the servers and took care of the side work in the kitchen, because there
would be so much to learn in such a high intensity environment and eventually I could work my
way up to a server. Either way, I was extremely zealous to begin and felt lucky to have this
opportunity, for it is such a pristine, high–end, beautifully designed restaurant. The Avenue is run by
a foreign general manager from France and assisted by a sommelier from Brazil; both very
unapproachable people. The beauty and perfection on the outside of this place veiled the hatred, the
constant belittling, and the intensity within the staff and management. My first three days of training
went well, despite the enormous amount of information I had to absorb. Everything was done a
specific way, in a specific order, where if you messed up slightly management threatened to send
you home. I have never had the opportunity to be in such a severe, demanding work atmosphere
before and it was only day three. My anxiety was had reached it's peak, but with words of
encouragement from my coworkers, I was convinced it would all be worth it when I could become a
server. When I was

Performance Evaluations : The Performance Evaluation Process
Performance Evaluations are a headache to many managers in the employment community. They
can make it difficult to have a great workplace connection. In addition, they make it hard to
accomplish goal performances. The performance evaluation system is a dislike process by em–
ployees and their supervisors. According to Chan & Yung (2002), "The performance evaluation is
quite subjective since it relies on the individual judgements of supervisors who have different per–
ceptions of the process performance" (p. 237). According to research, majority of personnel hates
the performance evaluation process from beginning to end. It is known that managers really hate the
day to day procedures when it comes to finalizing a performance evaluation. In order to be an
effective manager, they will need to have the distinguish traits. This paper will explain if there is a
profile need for a manager that struggles during the performance evaluation process. Now on the
other hand, it is important for managers to understand the key elements of the performance
evaluation process. The main reason that many managers hate the performance evaluation process
initially is that it's aggravating. The initial reason for managers disliking the performance evaluation
process is because they do not know their workers. In addition, there many instances when the
managers will have to rely on others to paint a picture of the employee during the performance
evaluation process. There are

Conflict Resolution
Erica was night supervisor in ABC company. Her job is to assign the staff and make sure that all
blood units are process for the respective components without loss of any product. One night she
started her shift with so much of pending work. She deligated the night staff their task so as to get
the maximum work done. She then started her own routine work. Ater sometime she noticed that
staff were talking to each other and not paying attention to the work. As it was busy night and she
had a lot to finish ,she came on the floor and asked the staff to go back to workstation. Her tone and
approach was very wrong. She was aggressive and bossing to them as she is supervisor.
The staff did not like her approach but they did not agrue ... Show more content on Helpwriting.net
...
Leader should serve as role model for the followers.In above case the supervisor should have been
assertive not aggressive. The job is to saty cool and calm. This would help her avoid insult and
demeaning the the staffs.
The Manager handled the issue un–professtional maner,especially the position and rank he holda.
He used dysfuctional approach with team members.His reaction was based on the information given
to him by supervisor.In order to be a fair he shouls have analyzed the situation. Managers take a
great step in mangaing the conflict regardless of the intensity of argument. Two of the main
objective of manager are effeciency and effectivness,This are a realistict goal for a manger to atten
when the conflict resolution skills are properly mainfested.
The work place is one of most common place for the conflicts, Considering the work situation,
employee establish a kind of realtionship among each other that keeps a diplomatoc approach but
usally does not go beyond personal level, Employee have to socialize with their coworkers because
people in workplace work collaboratively. Everone works and take efforts to achieve a common
goal for the bebifit of organization. It is always necessary to keep hormony in the workplace and
avoid conflict.
In conclusion, being a proactive ia an important first step in conflict manegemant. One way to
remain in charge of conflict situation is by practising 3Rs
i.e. Responsibilities

A Shift Leader For Walgreens Inc.
Introduction
I am a shift leader for Walgreens Inc. I work at one of the financially worst stores in the district. The
possibility of the store being close is even greater because the store cannot meet sale goals.
Naturally, the heaviest burden is places on the team members. For example, team members losing
hours, causing team members to lose sales, more responsibility placed on team members, and less
chances for team members to recharge and relax. Eventually, these changes in the workplace
dynamic could cause severe reductions in team members' morale, in an otherwise normally positive
and happy staff. Therefore, in this paper, I will provide ground breaking research that explains the
issues of low staff morale and propose ideas for coping ... Show more content on Helpwriting.net ...
When an employee can come to work, with a lot going on in their personal life, make people around
them happy, satisfied that is the real definition of high morale. Being more than content with one's
job and will be taken notice by the customers around you. For example, Vision Critical founder
Andrew Reid says, "Customers are starting to recognize their nonmonetary value and in return they
expect more than a receipt and a thank you". The customers will actually respond to the morale in
the work place. Customers will more than likely keep coming back if customer service is great.
Reasons having low Morale The largest problem at my store in particular is the employees are not
happy. When people happy sales are up, if people are unhappy sales are down. Founder and CEO of
Dotcom Distributions, Maria Hargety agrees, "No matter how big your brand becomes, your
company is nothing without the people who make it run." Walgreens is one of the top drug stores in
the company and yet this store is barely making an enough to stay open. Hargety is expressing that
brand does not matter, what matters are the people behind the brand. As long as, employees stay
unhappy, productivity will remain low. Another reason, behind low morale, is team members are
opposed to change. For the most part, all the employees have been at Walgreens more than eight
years. The employees still have the mind set of

Why Manager Is Responsible For Controlling Or...
Motivation.
Manager is a person who is responsible for controlling or administering all or part of a company or
an organization. He or she is responsible for controlling the activities, business dealings, tasks for
the employee and more. Being a manager is not an easy job. They have responsibilities like Staffing,
creating jobs; reviewing resumes and applications, interviewing new candidates, hiring, and firing.
They are responsible for communicating with employees to discuss about the company's mission
and goals and how the results are achieved. They will have to train new employees and be able to
evaluate the employee's progress. A manager 's prime responsibility is to the success of the
company. His actions should all be poised toward business growth. Companies hire managers to run
daily operations, coach employees, maintain quality control and ensure that its products and services
are fulfilling customer needs. Managers must constantly review the company 's financial, budgetary
and production goals. In between all these responsibilities, managers do often have difficulty in
motivating employees. This has been increased a lot in recent times compared to the 50 years ago.
Some of the common challenges that managers face in motivating employees are workforce
diversity, organizational restructuring, Dealing with entry level employees.
The workforce diversity is getting challenging to managers compared to 50 years ago. The
composition of workforce was becoming less

Personal Narrative: My Experience Of Dealing With Leaders...
Most of my experiences dealing with leaders and managers involve me being the subordinate one
who reports to them. While working at Panera Bread, I experienced a lot of management styles and
took that opportunity to learn what kind of manager I would want to be, but more importantly what
kind I would not want to be. Some shift managers were respectful towards their coworkers and
genuinely treated us as equals. However, a few of the magers that worked there took advantage of
their power and used it to direct other employees around with no given guidance or explanation. An
example of this is that one day I got to work like normal and checked my schedule to see whether I
was working drive thru or the main line and realized I was given a shift as a waitress. I had ... Show
I attempted to communicate with my manager before the shift started and she ensured me I would
do fine and to not worry about it. Managing without giving any guidance is something I never
would want to do to my employees since it abuses power and leaves the employees confused. My
only example of acting like a leader is when it comes to my younger sister and her friends. They
would often come to me for help with lemonade stands, selling golf balls, and simple tasks like that.
I would always try my best to help them out with the best way to sell them and making sure they
both split the money equally. Although, it was always a simple tasks it still gave me experience of
being in charge of something which otherwise may have never happened until years from now. I

Personal Narrative: NCAA Recruiting
November 14, 2015 was a day that I will never forget. It all started with a couple phone calls that I
received and had to make a few weeks prior to November 14, 2015. During my summer of 2015, I
received word that Rutgers University liked and was interested in me for baseball. I always saw the
coaches and recruiting coordinators at my games, but never really knew that they were interested in
me and wanted to keep watching me play. As the summer season ended I had to call the Rutgers
Baseball Coach at a specific time so he would pick up. Due to NCAA recruiting rules, they could
not call me, so that phone call had to be set up through the head coach of my travel team. Once I got
hold of the coach, we talked for a few minutes and then he informed ... Show more content on
Helpwriting.net ...
The pregame music felt as if it was vibrating and bouncing off of our bodies and the smell of food
was circling the entire stadium. Walking down the flights of stairs to get onto the playing surface
was a moment I will never forget. The atmosphere was incredible. Since we were early to the game,
we were able to see both teams warm up and go through their pregame rituals. Also, during that
time, we were able to take pictures, talk to other people, socialize, and enjoy leisure time with the
coaches. At kickoff, we headed to our stadium seats to watch and enjoy the game. As the game
progressed, the score fluctuated, however, Nebraska ended up on top. It was a very cool experience
going to a college football game. Anytime Rutgers scored, fireworks and cannon–like booms would
ring out throughout the entire stadium. For the duration of the game, the stadium seemed to be as if
were alive. When the official game clock hit 00:00, people began to flow out of the stadium. When I
stood up out of my seat, I said my goodbyes and thanked all the coaches for the entire day. I wanted
to make sure they knew that I genuinely enjoyed the visit, and how I really appreciated the fact that
they took the time to show my parents and I around and spend the day with us. "Our pleasure Steve.
Keep in touch with us and let us know what's going on," said one of the

Why Accountability Is Not Something I
Crucial Accountability Accountability is not something I have devoted much thought to or pondered
about in detail. While reading Crucial Accountability, I started to recollect experiences in my past
where accountability needed to be addressed. I realized that at times, I unconsciously held
accountability conversations that were successful; and at other times, thoughtfully pursued
accountability conversations that resulted in disaster. I was not aware until I started reading the text
that a method exists for achieving success with accountability conversations. Also, I was unaware
that my viewpoint and preconceptions could be the reason why some of my accountability
conversations have gone wrong. I did not hold myself accountable to preparation before I held
others accountable to their infractions! Prior to reading the text, I thought informing someone of
how I felt about an infraction was a means to let him or her know I did not like what he or she did,
not as a means for changing a pattern or behavior because he or she needed to be held accountable.
However, after reading the text, I realized that I have a lot more responsibility and influence when
having an accountability conversation. It never occurred to me that the reason for a failed outcome
could be the way I approached and confronted someone. Probably the most profound lesson I
learned was that I should be putting myself in the other person's position to understand their
perspective. I am guilty of jumping

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