Case Study
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The case study describes a once successful 30-year old pharmaceutical company that has recently begun struggling under the leadership of the founder's two sons. In a board meeting, it was decided that the company would not be shut down, the sons would be removed, and a new CEO appointed with equal power to the chairman to report directly to him.
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Ch 1 case 3 rohit jaju (autosaved)
This case analysis discusses communication issues facing Great Lakes Garments regarding upcoming layoffs. Key issues include who should deliver the layoff message, whether the president should be involved, how to communicate the news, and timing. A memo proposes a two-part communication plan: [1] delivering layoff notices while being honest, visible, and providing support services; and [2] a "bounce back" strategy like addressing remaining employees' questions and involving them in improving productivity. The goal is to downsize while protecting the company's reputation and performance.
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(CEO) of Prudential Real Estate and Relocation Company in
2009, he actively engaged POS to address the challenges and
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company employees, articulating Everest goals, fostering posi-
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and demonstrating caring and compassion with customers and
potential customers. As a consequence of these initiatives, he
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organizations, dramatic improvements in financial perfor-
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provocative examples of how a leader can make a major
impact in his organization’s performance by creatively apply-
ing positive organizational scholarship.
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0090-2616/$ — see front matter # 2012 Elsevier Inc. All rights reserved
doi:10.1016/j.orgdyn.2012.01.003
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CASE STUDY ANSWERS
ASSIGNMENT SOLUTIONS
PROJECT REPORTS AND THESIS
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SMU / SYMBIOSIS / XAVIER / NIRM / PSBM / NSBM / ISM / IGNOU / IICT / ISBS / LPU / ISM&RC/ LPU / NMIMS / ISBS / MANIPAL
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www.mbacasestudyanswers.com
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aravind.banakar@gmail.com
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09901366442 - 09902787224
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ASSIGNMENT SOLUTIONS
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ISBM / IIBMS / IIBM / ISMS / KSBM / NIPM
SMU / SYMBIOSIS / XAVIER / NIRM / PSBM / NSBM / ISM / IGNOU / IICT / ISBS / LPU / ISM&RC/ LPU / NMIMS / ISBS / MANIPAL
MBA - EMBA - BMS - GDM - MIS - MIB
DMS - DBM - PGDM - DBM – DBA - PGDBM
www.mbacasestudyanswers.com
www.casestudysolution.in
www.casestudies.co.in
aravind.banakar@gmail.com
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09901366442 - 09902787224
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This document discusses the roles and responsibilities of boards of directors and top management in corporate governance. It outlines that boards are responsible for setting corporate strategy, hiring/firing the CEO, monitoring management, and protecting shareholder interests. Top management is responsible for executive leadership, setting strategic vision, and transforming the organization. The document also covers trends in corporate governance like more independent boards and balancing profits with social needs.
The 20 best performing ceos to watch in 2019
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Assignment Solutions, Case study Answer sheets
Project Report and Thesis - Contact
aravind.banakar@gmail.com
www.mbacasestudyanswers.com
ARAVIND – 09901366442 – 09902787224
Independent Directors
Gave this presentation at the 10th All India Conference of Student Company Secretaries and received the Best Speaker Award for the same.
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Positive leadership in actionApplications of POS by Jim Mal.docx
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Applications of POS by Jim Mallozzi, CEO,
Prudential Real Estate and Relocation
Kim Cameron, Emily Plews
Organizational Dynamics (2012) 41, 99—105
Available online at www.sciencedirect.com
j o u r n a l h o m e p a g e : w w w . e l s e v i e r . c o m / l o c a t e / o r g d y n
In this interview with Jim Mallozzi, CEO of Prudential Real
Estate and Relocation Company, Mallozzi describes the variety
of ways in which he has implemented principles and practices
emerging from positive organizational scholarship. He was
exposed to POS in the mid-2000s as a senior officer in Pruden-
tial Retirement, and after becoming chief executive officer
(CEO) of Prudential Real Estate and Relocation Company in
2009, he actively engaged POS to address the challenges and
difficulties faced by his firm. Among the POS practices Mallozzi
implemented were utilizing positive energy networks to create
a ‘‘change team,’’ developing a reciprocity network among
company employees, articulating Everest goals, fostering posi-
tive leadership in the senior team, celebrating strengths,
successes, and achievements, reflected best-self feedback,
and demonstrating caring and compassion with customers and
potential customers. As a consequence of these initiatives, he
achieved the successful merger of two culturally different
organizations, dramatic improvements in financial perfor-
mance, improved customer satisfaction scores, and markedly
enhanced employee engagement. This interview provides
provocative examples of how a leader can make a major
impact in his organization’s performance by creatively apply-
ing positive organizational scholarship.
COULD TELL US ABOUT WHEN YOU CAME TO
PRUDENTIAL, THE CHALLENGES YOU FACED,
AND HOW POS FIT IN AS TOOL TO HELP YOU
FACE THOSE CHALLENGES?
I was brought into Prudential Retirement in the spring of 2004
as the head of integration. The company had just acquired a
big division from the Cigna Corporation, and we were trying
to merge the two cultures together. In the beginning it was
like trying to merge the Red Sox and the Yankees; we had two
0090-2616/$ — see front matter # 2012 Elsevier Inc. All rights reserved
doi:10.1016/j.orgdyn.2012.01.003
distinct cultures — one from New England and the other one
from the New York/New Jersey area. Both were very strong,
very passionate, and very powerful. As you can imagine,
trying to put these two cultures together was a challenge.
The president at the time happened to be a graduate of the
University of Michigan. He had just come back from a session
there where he had met Bob Quinn and Kim Cameron and
learned about positive organizational scholarship. He
brought them into the company to help us create something
that was really different and outstandingly unique. We
embarked on a journey that fit with a lot of things I had
always wanted to do and was consistent with my own outlook
on life. It helped us very successfully integrate the cultures,
and the company went o ...
Portfolio
Here are some potential interview questions and responses for a position at SEMCO Energy:
1. Why do you want to work for SEMCO Energy?
I'm interested in SEMCO Energy because of its reputation as a leader in the natural gas industry. I value the company's focus on safety, customer service, and community involvement. I believe my background is a good fit for helping SEMCO achieve its goals.
2. What relevant skills and experiences do you have?
Through my education and previous roles, I've developed strong communication, problem-solving, and technical skills. As a field technician, I gained experience inspecting infrastructure and ensuring compliance. I also have a background in customer service and operations management from my time at
Ob ppt-section-g-f-29-30-aug
Individuals, significant others, environment, and heredity all shape behaviors. The document will discuss how needs motivate behaviors by examining motivation theories like Maslow's hierarchy of needs, Herzberg's two-factor theory, and McClelland's three motives theory. It will also explore intrinsic and extrinsic motivation, approach and avoidance dimensions, equity theory, expectancy theory, and goal setting theory; and how organizations can motivate employees through job design, rewards, and recognition.
Ob ppt section g & f 29 & 30 aug
Individuals and organizations use various techniques to motivate behavior. At the individual level, behaviors are shaped by needs, significant others, environment, and heredity. Common motivation theories explored include Maslow's hierarchy of needs, Herzberg's two-factor theory, McClelland's needs for achievement, power and affiliation, and expectancy theory. Organizations seek to motivate through job design, rewards and recognition, while the influence of leaders is also important in shaping behaviors and motivation.
Independent directors are Hardly Independent
The document discusses the role and responsibilities of independent directors on company boards in India according to Clause 49 of the listing agreement. It states that independent directors should comprise at least one third of boards where the chairman is non-executive, and half where the chairman is executive. Independent directors are responsible for ensuring accurate financial reporting, risk management and legal compliance. However, many current independent directors hold multiple roles and have close ties with company promoters, weakening their independence. Reforms are needed to improve independent director qualifications, time commitments, and true independence from company management.
Hbo leadership motivation_conflict_stress_organizational culture_19102014
This document discusses organizational culture and leadership through a case study of Tikona, an Indian telecom company. It provides details on Tikona's business, organizational structure, leadership team, and cultural dimensions. Key points include that Tikona has over 2.75 lakh subscribers across 25 cities in India, acquired HCL Infinet, and maintains a flexible and positive culture that appreciates innovation and engagement through various activities. The case study examines elements of Tikona's success and culture.
A step forward
It's about how we can take a step forward towards our goals,towards making a company better form good.
Jaipur Convocation Sovenir
This document is the convocation address given at the 6th annual convocation of Jaipuria Institute of Management, Jaipur. It begins with welcoming remarks for the guests and congratulating the graduating students. It then shares a short anecdote about a CEO who gives his executives seeds to plant and brings lessons about integrity, truth, and courage. The address emphasizes developing integrity and social responsibility as managers. It encourages the graduates to keep learning, follow their passion, and make a positive difference in society with their work.
Option 2 PowerPoint® Presentation Stanford Prison Experim.docx
Option 2: PowerPoint® Presentation:
Stanford Prison Experiment
Analyze whether the results can be generalized to another situation or population. Justify
your reasoning.
Save your Assignment in the following format: Last name First name Assignment.
(Example: SmithJohn_Unit7_Assignment).
Submit your Assignment by selecting the Unit 7: Assignment in the Dropbox by the end
of Unit 7.
Research the Stanford Prison Experiment.
Create an 8–10 slide PowerPoint presentation incorporating speaker notes to provide
an overview of the following:
Provide a brief review of the study.
What was the purpose of the study (exploratory, descriptive, explanatory, evaluative, or
a combination)? Justify your reasoning.
List four ethical principles and standards.
o Explain how they have or have not been complied with.
Evaluate the validity and reliability of this experiment. Explain your answer.
Include a title slide.
Include a reference slide.
Format your work consistent with APA guidelines.
PSY 618: Final Project Guidelines and Grading Guide
Overview
The final project for this course is the creation of an analysis paper with a company-facing proposal section. It will be an in-depth case study analysis with a
research component. It will focus on a company experiencing issues with productivity. The student will function in the role of a consultant by analyzing and
making recommendations based on psychological theories. Students will answer the question “What recommendations should be made to remedy the issues
surrounding low productivity?” The project is divided into three milestones, which will be submitted at various points throughout the course to scaffold learning
and ensure quality final submissions. These milestones will be submitted in Modules Three, Seven, and Eight. The final project will be submitted in Module Ten.
Outcomes
In this assignment, you will demonstrate your mastery of the following course outcomes:
Recommend solutions to complex, contemporary workplace issues that effectively integrate motivational, leadership, and consulting theories and
practices
Assess best practices for motivating, leading, and consulting within the realm of industrial and organizational psychology that synthesize contemporary
research, theory, and methods
Evaluate ethical implications in industrial-organizational psychology based on accepted ethical standards in the field
Apply effective collaboration and leadership skills through participation in working teams
Illustrate how diversity within an organization can help create a balanced and positive environment that fosters psychological well-being
Prompt
The critical elements listed below must be addressed.
I. Summary and Description
Provide a summary and description of the case study company, including the following:
a. An overview of the company
b. The products, goods, or services provided by the compan ...
Please reword these paragraphs in your own words. DO NOT copy or u.docx
Please reword these paragraphs in your own words. DO NOT copy or use the same words that are in these paragraphs.
1- "Organizational behavior (OB) describes an interdisciplinary field dedicated to understanding and managing people at work. This includes self-management. OB draws on research and practice from many disciplines to deal with how people behave at work" (Kinicki & Fugate, 2016, Chapter Chapter 1, Making OB Work for Me: What Is OB and Why Is It Important?).
According to Kinicki and Fugate, organizational behavior is a self-discipline that can be brought out from a number of sources. Kinicki and Fugate explained a few behaviors in the workplace that can be of use. Some of the examples were management, ethics, vocational counseling and sociology. It is important for managers to be able to understand all employees at all times in oder to keep the company running smoothly. Organizational behavior is a key point to a manager's line of work. Communication is a key point for keeping employees on the right track, this helps the employees to work as effectively as possible.
Yesterday while being at work, a customer came into the office where I work asking about a deal that we were offering. Being unaware of this particular deal, I answered the customer by explaining that we did not have this particular deal and that I would be happy to look into it with the other two ferry lines if he would like me to so that he would be able to take advantage of this deal. After explaining this to the customer, one of the stock holders came out to the office and asked me to honor this deal. Once the customer left we got in contact with the lady that apparently set this offer up and asked her why no one told us about this offer prior to her leaving for a Fish! conference. She then explained that she forgot to inform us. This is an example where if the communication had been there in the beginning, we could have addressed the customer with a correct answer and been able to complete the transaction in a more effective matter. This manager at first did not have a clear understanding why we in the office, did not know about this offer until we explained that she forgot to tell us. There had been no organization with this particular situation, and I felt that it was very poorly managed.
2- According to chapter 2 Personal attitudes affect behavior at a different level than do values. With personal values they are stable long lasting beliefs about what is important to a person. They become standards by which people order their lives and make their choices. With personal attitudes, these are the mental dispositions people have towards others and the current circumstances before makes decisions that result in behavior. In the workplace it would be your personal attitude, because everyone has different beliefs and your personal values may be against the company’s policy. I recently had an argument with my head supervisor and to me I would say the re.
Leadership
This document discusses leadership styles and provides examples. It defines leadership as influencing others towards achieving goals and outlines qualities of effective leaders. It then describes the autocratic, democratic, and laissez-faire styles and provides examples of each. Advantages and drawbacks are given for each style. Additional sections cover bureaucratic, paternalistic, and ethical leadership. Case studies are presented on Southwest Airlines' response to 9/11 and choosing between production and marketing managers at a food company. Sources are listed at the end.
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If You Want To More Information just Contact Now:
Skype: SEOSMMEARTH
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- 1. Case study There was a well established Pharmaceuticals company XYZ Ltd. It was 30 years old company. The Chairman of the company was a rich person and a true enterpeneur. 30 years ago the Chairman started the company with a small factory got well established with the passage of time.Today market price of shares of the company are touching the sky and company is having good market reputation. Chairman had 2 sons who were studying abroad in U.S.A. When the sons completed their study,the Chairman called them home and they joined the company with different departments under their control. The elder son was given the control of Finance,Quality Control & Marketing department and younger son was given Procurement,Production & other deptt. The company ran successfully for 1 year. After 1 year company started facing problems and the condition became from bad to worst with the passing years. It's share price ahd gone down to the lowest rate and the condition of liquidity came. Then the board of directors called a meeting with the Chairman with his 2 sons. In the meeting the question was raised whether to continue or shut down the company? Decisions taken in the board meeting. - It was decided that the company will not be closed. - Chairman's both the sons will be removed from the company. - A new Chief Executive will appointed, who will be the choice of the chairman with powers at PAR with the Chairman.The will only report to chairman and no other person. Q. :- Now consider yourself as the appointed executive. Frame out what policies you will make for the company and management to bring back the company to its original position.? Can any solve this case study for me