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See the attached. Each assignment doc will be required a discussion 2 reply post par doc later.
Principles of Management (MGMT 130) Team Experience Questions Have you ever been on a team or known of a team with a slacker? Briefly describe. Were efforts made to improve the slacker’s performance? If so, how? Were the efforts successful? If so, how? If the efforts were not successful, why do you think the efforts did not work? Were no efforts made to improve the slacker’s performance? Why not? Did this impact the team’s performance? Have you ever been on a team that was particularly cohesive? How did the team perform? Have you ever participated on a team that was fragmented? How was that experience?
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WHY WON’T THEY TAKE A BREAK? Five years ago, your company assigned you to a management position in its new research facility in South Korea. You were thrilled with the promotion, and grateful to your bosses, who recognized your skills and talents. At the same time, there was a lot to be nervous about—adjusting to a new culture and language, finding a school for your kids and a job for your wife, figuring out where to buy familiar groceries. But even with all the struggles, you’ve thoroughly enjoyed your time in Korea, as you got to learn new things from your employees and teach them new things from your experiences. In fact, you’re quite surprised that you’ve had such little conflict with your Korean associates. There is, however, one area that you could never quite get a handle on—vacation time. Like every other employee in the company, your employees were given three weeks of paid vacation per year. But, other than the occasional three-day weekend, they never took any time off. At first, you wondered if this was just unique to your company. But then, you saw statistics that showed that Koreans, on average, worked more than 2,300 hours per year, 600 more than the average American. While these long hours show great organizational commitment, they have extremely negative effects. Overworked employees are more prone to stress and physical illness and are less likely to be efficient or productive. Indeed, according to the Organization of Economic Cooperation and Development, an international group comprised of 30 of the world’s largest economies, South Korea ranks near the bottom in terms of productivity. Even the South Korean government has taken notice of the dangers of overwork. A few months ago, President Myung Bak Lee announced that all state employees would be required to take 16 days of vacation per year. You were quite happy to hear about this policy, and hopeful that it would influence the private sector. But, you also wonder if there aren’t other changes needed. From your conversations with Korean managers, you’ve learned that there is one big reason why Korean employees don’t take vacation time—because their supervisors don’t take vacation time. Even while requiring government employees to take 16 days off, President Lee himself has taken off only four days since his 2008 election. Jin-soo Kim, a director in the Ministry of Public Administration who wrote the 16-day policy, took no vacation time at all in 2008. Even you, the “enlightened” American, remember working through Lunar New Year’s Day, one of the biggest holidays in Korea. You desperately want your employees to take more time off. It’s what’s best for them, their families, and for the company’s productivity and efficiency. What is the best way to motivate them to take a break? Source: Evan Ramstad and Jaeyeon Woo “South Korea Works Overtime To Tackle Vacation Shortage” The Wall Street Journal. March 1, 2010. A1, 22. Questions Which motivation theory(s) do you think would help communicate the importance of vacation time to your employees? How would you convince your employees that working less hours, not more, is more beneficial for them and the company?
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Principles of Management (MGMT 130) Balanced Scorecard Assignment Conduct a balanced scorecard search on the organization you are researching for your group project. Describe each of the 4 areas and explain how performance is measured for each area. How is the organization doing toward meeting the objective(s) for each area? You can submit as a group or as individuals. Post the assignment to Blackboard.
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Tanisha post Team Experience Have you ever been on a team or known of a team with a slacker? Briefly describe. Yes, I have once been on a team with a slacker at work. This person used to call out from work almost every week and would be behind on her works and us from the team had to work on her tasks.  Were efforts made to improve the slacker’s performance?  Yes, efforts were made to improve the slacker’s performance by letting that person know that their behavior was unacceptable and write-up notice were given to that employee.  But unfortunately, these efforts to bring the performance of the slacker at its best were not successful. I believe that the supervisor lack of authority and that the company had a poor management. Have you ever been on a team that was particularly cohesive? How did the team perform? Yes, I have been on a team that was particularly cohesive. The team performed well, each employee motivates each other, and they could cross train and learn every aspect of the job to cover each other. Have you ever participated on a team that was fragmented? How was that experience?   No I have not participated on a team that was fragmented. Dan post Motivation   Top of Form Which motivation theory(s) do you think would help communicate the importance of vacation time to your employees? -The reinforcement theory is the motivation theory I would utilize to assist express the significance of vacation time to my staff. I’d go with this viewpoint because these employees need to understand that their hard work and efforts result in fantastic results, and that they are entitled to vacation time as a result. Furthermore, employing the reinforcement theory will help students comprehend the need of taking vacation time in order to function efficiently and productively. Furthermore, because the main reason that employees do not take vacation time is because their superiors do not take vacation time, the higher-ups must demonstrate to their employees that their work deserves to be reinforced through the proper use of vacation time by taking a much-needed rest as well. Yes, these individuals’ long hours demonstrate their dedication and work ethic; but, overworked personnel are more likely to experience severe stress and physical sickness, as well as being less efficient and productive. So, if upper management emphasizes the importance of taking vacation time, their staff will most likely follow suit. How would you convince your employees that working less hours, not more, is more beneficial for them and the company?I would persuade my staff by assuring them that taking a break is vital and that it will help them operate more efficiently. It is also critical for them to be able to have personal time. An employee who works too much will not be able to work at their maximum capacity all of the time. Bottom of Form Omar post Leadership Case Study   Research a particular person whom you believe to be a strong leader. Your research should include the trait theory of leadership and at least one other leadership theory. Cite specific examples of behaviors exhibited by the leader. Timothy 5 verse 17 in the King James Version of the Bible states, “Let all the elders that rule well be counted worthy of double honor, especially the one who labors with humility and compassion. In this essay, I would like to honor the late Dwight D. Eisenhower. President and commanding general Eisenhower exemplifies intelligence, self-confidence, integrity, humility, and determination. Unlike other leaders, Eisenhower was a leader with compassion, humility, and admirable traits. Renowned as a leader that led tactically, with accountability and strategy. He became victorious in the bid for the United States presidency because of exceptional leadership, high human intelligence, and military background. President Eisenhower’s humility was next to none, taking full responsibility for everything that happened under his command. Eisenhower was also excellent at articulating the reasons behind his decisions and action; for example, He knew he had the greatest responsibility in the war effort and took that duty seriously. In the lead-up to the famous D-Day invasion of Europe, Eisenhower prepared a speech he planned to give if the invasion was unsuccessful. In that speech, he would take full liability for the defeat. He wrote, “My decision to attack at this time and place was based upon the best information available. The troops, the air, and the Navy did all that bravery and devotion to duty could do. If any blame or fault attaches to the attempt, it is mine alone.” President Eisenhower never shied away from any blame; he knew that taking full responsibility for his actions as a leader would encourage his subordinate around him to do the same. Following this further, outstanding leadership counts no matter the era. Because of intelligence, self-confidence, integrity, and most importantly, Humility, Eisenhower accomplished so many victories. A good leader always possesses exceptional leadership qualities; Eisenhower executed this leadership strength by delegating responsibilities to others by putting people in roles and positions that can maximize their strengths.