Exercise response

docx

School

Harvard University *

*We aren’t endorsed by this school

Course

20410

Subject

Management

Date

Nov 24, 2024

Type

docx

Pages

Uploaded by BrigadierLark2346

1 Exercise response Students Name Institution Affiliation Course Number and Name Professor's Name Date

2 Exercise response Exercise 1 The process of managing organizational change is often complex and challenging. Change forces and resistance are two critical aspects of organizational change that managers must address to manage change effectively. Change forces refer to the internal and external factors that drive change in an organization, while change resistance refers to the natural tendency of people to resist change. Change forces can be either internal or external to the organization. Internal change forces can include leadership, organizational structure, technology, or process changes. External change forces can include economic changes, market conditions, customer preferences, or regulatory requirements. Understanding the change forces at play is critical for managers to develop effective strategies and address potential resistance to change. The "Costume Bank" case study emphasizes the significance of successfully managing organizational change. To maintain success as the organization develops and broadens its offerings, it must adjust to new conditions and implement fresh ideas. The leadership might think about using a change management approach, which entails determining the need for change, planning for it, putting it into practice, and then evaluating how well it worked. A requirements analysis to pinpoint areas for improvement, creating a strategic plan outlining precise goals and objectives, and implementing the plan through effective training, support, and communication are just a few elements that could be included in the change management process. In conclusion, the "Costume Bank" case study offers insightful information about the difficulties and opportunities in managing organizational change in a non-profit organization. The leadership of the business may meet the challenges and seize the possibilities presented by the changing

3 environment by implementing effective management practices and a change management process, thereby assuring the program's success. I can analyze how the three elements of synthesis - determining importance, summarizing, and connecting - apply to the essay "Costume Bank" by Karen Simon and Armand Gilinsky. Determining Importance: The essay's authors make it clear from the beginning that the Costume Bank is a significant institution in theater and performance. They emphasize the Costume Bank's role in preserving and sharing the history of costumes and its practical function of providing costumes to theater companies and individual performers. Throughout the essay, the authors also highlight the challenges and successes that the Costume Bank has faced in its history, indicating the importance of this institution as a cultural and historical resource. Summarizing: The authors use summarizing throughout the essay to condense complex information into manageable and digestible pieces. For example, they summarize the history of the Costume Bank, including its founding, growth, and challenges. They also provide summaries of the different types of costumes in the collection, such as period costumes, traditional costumes, and dance costumes. By summarizing information this way, the authors make it easier for readers to understand and retain important details. Connecting: Finally, the authors use connecting to link different parts of the essay and demonstrate the interrelatedness of the Costume Bank's various functions and aspects. For example, they connect the Costume Bank's mission of preserving historical costumes to its function of loaning costumes to theater companies, emphasizing that the Costume Bank plays a crucial role in keeping the traditions of theater and performance alive. They also connect the Costume Bank's practical function of providing costumes to its role as a cultural institution,

Your preview ends here

Eager to read complete document? Join bartleby learn and gain access to the full version

Access to all documents
Unlimited textbook solutions
24/7 expert homework help

4 noting that the costumes themselves are valuable artifacts that reflect the history and artistry of costume design. In conclusion, the authors of "Costume Bank" use the elements of synthesis - determining importance, summarizing, and connecting - to convey the significance and complexity of this important cultural institution. By emphasizing the importance of the Costume Bank, summarizing complex information, and connecting different aspects of the institution, the authors create a rich and detailed portrait of a vital part of the world of theater and performance. Exercise 2 "A Primer for Management" is a comprehensive overview of the key factors impacting service organizations' quality and productivity. The authors, Dumler and Skinner, begin by discussing the importance of customer satisfaction and how it can be influenced by factors such as employee behavior, process design, and technology. They stress the importance of understanding customer needs and expectations and aligning the organization's goals and processes accordingly. Next, the authors delve into the role of employees in improving service quality and productivity. They argue that engaged and empowered employees are essential for creating a culture of continuous improvement. They provide practical strategies for managers to foster a sense of ownership and involvement among employees, such as involving them in the decision-making process and recognizing their contributions to the organization. The case study "Insubordination or Structural Confusion?" by Asbjorn Osland and Shannon Gustafson highlights the importance of clear communication, effective leadership, and the need for managers to be flexible and adaptable in responding to the changing needs of their organizations. These themes are closely related to the content discussed in the article "Quality and Productivity in Service Organizations" by Dumler and Skinner. In their article, Dumler and Skinner

5 emphasize the importance of effective communication in service organizations. They argue that effective communication is essential for ensuring employees understand their roles and responsibilities and can work together to achieve organizational goals. Similarly, in the case study, the program director at Omega House struggles with managing an employee with conflicting roles, highlighting the importance of clear communication and understanding of roles. Dumler and Skinner also discuss the importance of effective leadership in service organizations. They contend that inspiring employees to provide their best effort and fostering an environment of accountability depend on successful leadership. Similarly, the program director in the case study needs to exercise strong leadership to ensure that the development officer can balance the needs of Omega House and the umbrella organization. Synthesis analysis 1. Determining Importance: In my response, I determined the importance of the case study by highlighting the ethical dilemma faced by the program director of Omega House and the challenges of managing employees in a complex organizational structure. I emphasized the importance of clear communication, effective leadership, and organizational flexibility in managing complex structures and how these themes are related to the content discussed in the article by Dumler and Skinner. By determining the importance of the case study and its relevance to the article, I was able to provide a comprehensive analysis of the situation. 2. Summarizing: In my response, I summarized the key points of the case study and the article, highlighting the importance of effective communication, leadership, and flexibility in managing

6 complex organizational structures. I also summarized the key ethical dilemma faced by the program director of Omega House in managing the conflicting loyalties of the development officer. By summarizing the key points of the case study and the article, I was able to provide a concise and focused analysis of the situation. 3. Connecting: In my response, I connected the key themes of the case study and the article, highlighting how the principles of effective communication, leadership, and organizational flexibility are closely related. I also highlighted how the case study exemplified the concepts discussed in the article, emphasizing the importance of these principles in ensuring the success and productivity of service organizations. By connecting the key themes of the case study and the article, I was able to provide a comprehensive and integrated analysis of the situation. In conclusion, the elements of synthesis - determining importance, summarizing, and connecting - were all integral to my response to the case study "Insubordination or Structural Confusion?" and its connection to the article "Quality and Productivity in Service Organizations" by Dumler and Skinner. These elements helped me comprehensively analyze the situation and highlight the key principles necessary for managing complex organizational structures. Exercise III Introduction: The case study "The Well-Paid Receptionist" revolves around the story of Harvey Finley and his receptionist, Cathy Brannen. Harvey Finley had started his own business, Troupville Business Systems, and Cathy was his first employee. However, Harvey was shocked to discover that Cathy had earned $127,614.21 for her services the previous year, significantly higher than he had expected. This case study raises several important issues, such as the importance of finding

Your preview ends here

Eager to read complete document? Join bartleby learn and gain access to the full version

Access to all documents
Unlimited textbook solutions
24/7 expert homework help

7 and retaining skilled employees, the value of compensation in attracting and retaining talent, and the role of perception in determining the worth of an employee. Determining Importance: The first important skill in responding to a synthesis prompt is determining importance. In the case of "The Well-Paid Receptionist," it is significant to note that the amount of Cathy's salary was a significant and surprising factor in the case. This implies that an employee's compensation is an important factor in the case. Additionally, the background information presented about Harvey Finley's career trajectory leading up to the creation of his business is essential in understanding the context in which the case occurred. His struggles to find and hire the right person for the receptionist role highlight the significance of having a competent and skilled employee. Summary: It can be said that Harvey Finley hired Cathy Brannen as his first employee when he started his business, Troupville Business Systems. While her salary was initially planned to be $14,000, Harvey was impressed by her skills and experience, ultimately offering her an additional incentive to take the job. He later discovered that she had earned $15,900 in her previous job, which suggests she brought valuable experience and skills to her role as Harvey's receptionist. The amount of her salary initially took Harvey aback, but he eventually came to appreciate the value she brought to the company. Connecting: Connecting the various elements of the case study, it can be concluded that Harvey's decision to hire Cathy was based on the importance of finding the right person to help start his business. He was willing to offer a higher salary and additional incentives to secure her services. Cathy was a valuable asset to her prior employer, and the fact that she made more money there demonstrates that she brought useful experience and talents to her position as Harvey's

8 receptionist. Harvey's initial disbelief at her wage underscores the importance of perception in assessing an employee's worth. Yet as he learned to admire her abilities and experiences, he ultimately decided to keep her on board because of her value to the organization. Analysis: The case study "The Well-Paid Receptionist" brings up several crucial points regarding pay and the worth of trained workers. It first demonstrates the significance of compensation in attracting and retaining talent. Harvey secured Cathy's services by providing a better salary and other incentives. Cathy offered significant expertise and skill to the business. The case study also illustrates the need to hire skilled workers. Given her prior income, it is clear that Cathy was a valued asset to her previous employer, and Harvey's business benefited much from her expertise and skills. Thirdly, the case study demonstrates how perception affects how much an employee is worth. Harvey was initially surprised by Cathy's compensation, but as he understood her abilities and experience, he realized the value she had contributed to the business. In conclusion, the "The Well-Paid Receptionist" case study clearly demonstrates the significance of appreciating and recognizing the efforts of professional employees. We may examine the case study and better understand the variables that contributed to Cathy Brannen's high income and the relevance of her work in Troupville Business Systems by using the three important abilities to determine importance, summarizing, and connecting. The case study emphasizes how crucial it is to appreciate qualified and skilled workers, even if that means offering a greater salary to recruit and keep them. Long-term company success is more likely for employers who value and support their staff. Overall, the case study offers insightful information to employers and employees, emphasizing the significance of rewarding achievement in the workplace.

9 Pre-tests Case study response Managing an organization's human resources, or the employees, is called human resource management (HRM). This covers all facets of managing employees, from hiring and choosing employees to provide them with training and development, paying them a salary and benefits, and managing their performance. An excellent example of how HRM may be used to handle a critical business issue, in this case, employee retention, is found in the case study "Accounting for People." Due to the accounting services industry's long hours and high expectations, E&Y was seeing high turnover rates, especially among women. This was costly for the business (in terms of hiring and training expenses) and bad for its standing and client relationships. E&Y sought HRM's help to devise a solution after realizing the value of staff retention. To determine the root causes of the retention issue, they assembled a steering committee comprising top partners and senior managers. Together, they discovered important problems that need attention, including work-life balance, task management, and job burnout. The authors also devised several strategies to deal with these problems, such as declaring every day a casual dress day, advising staff members not to check their phone or email on the weekends, and encouraging telecommuting. They also made adjustments to workload management, with two committees checking time sheets to ensure nobody was taking on excessive tasks. Due to these adjustments, workloads were reduced, and job burnout was avoided, eventually increasing employee satisfaction and retention rates. This case study shows how HRM may be applied to deal with significant business concerns like staff retention. E&Y pinpointed the root causes of the retention issue and created several initiatives to solve these problems by collaborating with employees and stakeholders. Work-life balance, task management, and employee satisfaction were given top priority by E&Y, which improved the office environment and increased retention rates.

Your preview ends here

Eager to read complete document? Join bartleby learn and gain access to the full version

Access to all documents
Unlimited textbook solutions
24/7 expert homework help

10 Synthesis analysis Determining importance: In analyzing the case study "Accounting for People," it is important to consider the significance of the various issues raised. One important issue is the challenge faced by Ernst & Young International in creating a more employee-friendly work environment in an industry where working long hours and serving clients at any cost are the norm. Another significant issue is the high employee turnover rate, particularly among women. The cost of turnover is also highlighted, as it requires significant financial resources to fill vacant positions. The case also emphasizes addressing substantive employee retention issues rather than offering benefits such as daycare or concierge services. Summarizing: The case study summarizes the challenges Ernst & Young International encountered in establishing a more inclusive workplace. The cost of turnover was high, and the company had high turnover rates overall and among women in particular. The story emphasizes the necessity to go beyond providing advantages like childcare or concierge services and address the underlying substantive concerns contributing to employee retention. Teams suggested adjusting how employees handled their workloads, such as monitoring time logs to ensure no one was overloaded with work to prevent workload overload and job burnout. Connecting: In a cutthroat sector like accounting services, the case study "Accounting for People" demonstrates how critical it is to handle difficulties with staff retention. The situation also highlights the necessity to address the issue's root causes rather than just the superficial benefits. By linking these challenges, it is evident that improving the working environment for employees calls for an all-encompassing strategy that considers their requirements and well- being as well as the cost of turnover. The case also emphasizes the significance of senior

11 management's support and buy-in for such initiatives, as seen by the steering committee's participation in identifying and resolving important issues. Post Test Response The case study "Fired by Tony Marks" details the termination of Tony Marks from his position as a sales representative at Rykoff-Sexton, Inc. To analyze this case, applying the three elements of synthesis is useful: determining importance, summarizing, and connecting. Determining importance is a critical element of synthesis that involves identifying the key aspects of a piece of information and understanding its significance. In the case of Tony Marks and his termination from Rykoff-Sexton, Inc., determining the importance of various events and actions is crucial to understanding the reasons behind his termination. For example, it is important to consider that Tony had prior industry experience before being hired by Rykoff- Sexton, Inc. This experience may have contributed to his initial success at the company and could have influenced the expectations that his supervisors had for him. Additionally, Tony's personal relationship with his first supervisor, Rob Resnick, may have played a role in his initial hiring and training. Another important aspect is the lack of set territories for sales representatives at Rykoff-Sexton, Inc. This created a situation where sales representatives had to walk into an account without knowing if it was already being serviced by a fellow Rykoff salesperson or served by the competition. This lack of structure and organization may have contributed to Tony's difficulties meeting monthly sales quotas and achieving success in his role. Furthermore, it is significant that Tony received both oral and written warnings about his performance before his termination. These warnings suggest that his supervisors attempted to address his performance issues and allow him to improve. However, despite these warnings, Tony struggled to meet sales quotas, ultimately leading to his termination. Summarizing the

12 case study's key points can help further understand the situation. Tony Marks was a sales representative for Rykoff-Sexton, Inc., covering the San Fernando Valley and West Los Angeles areas. He worked under three supervisors and received a written warning for poor performance in January 1997. On February 6, 1997, he was informed that he was being terminated due to continued poor performance and failure to meet monthly sales quotas. The lack of set territories for sales representatives at Rykoff-Sexton, Inc. meant that Tony could not always secure new accounts and may have been competing with other sales representatives or companies. Connecting the information in the case study involves making meaningful links between the information presented. It requires understanding how the various events and actions described in the case study are related and how they contribute to the overall narrative. One way to connect the information in this case study is to examine the events leading up to Tony's termination. It can be seen that there were several warning signs that his performance was not meeting expectations. Firstly, he received an oral warning from Mike Bergren in November 1996 to improve his sales, followed by a written warning in January 1997 from Hank Smith. Despite these warnings, Tony's performance did not improve, and he was ultimately terminated in February 1997 due to continued poor performance and failure to meet monthly sales quotas. Additionally, it is important to consider the context of Tony's termination within the broader organizational structure of Rykoff-Sexton, Inc. The fact that there were no set territories for sales representatives and they were competing for accounts contributed to the pressure to meet sales quotas. The incentive structure for regional sales managers, who received bonuses based on the performance of their regions, also put pressure on Tony to perform. These factors provide a broader context for understanding why Tony's performance was scrutinized and why he was ultimately terminated. Furthermore, Tony's relationship with his initial supervisor, Rob Resnick,

Your preview ends here

Eager to read complete document? Join bartleby learn and gain access to the full version

Access to all documents
Unlimited textbook solutions
24/7 expert homework help

13 may have influenced his job performance and contributed to a lack of objective feedback on his work. This highlights the importance of considering interpersonal dynamics and their potential impact on job performance. By connecting the various pieces of information in the case study, a more comprehensive understanding of the events leading up to Tony's termination can be developed. This can provide insights into the factors contributing to job performance and the importance of effective communication, feedback, and accountability in the workplace. In conclusion, applying the elements of synthesis to the case study "Fired by Tony Marks" provides a deeper understanding of the situation. By determining importance, summarizing key points, and connecting the information to broader concepts, it is clear that several factors contributed to Tony's termination. This analysis highlights the importance of effective communication, organizational structure, and performance management in ensuring employees' success in their roles.

14 References Robbins, S. P., & Coulter, M. K. (2014). Management . Tompkins, T. C. (2000). Cases in Management and Organizational Behavior .

Exercise response

Related Documents