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"Top managers are ultimately responsible for the long-term success of the organization. They set long-term goals and define strategies to achieve them. They pay careful attention to the external environment of the organization: the economy, proposals for laws that would affect profits, stakeholder demands, and consumer and public relations. They will make the decisions that affect the whole company such as financial investments, mergers and acquisitions, partnerships and strategic alliances, and changes to the brand or product line of the organization."

I find this analogy of a top manager position relating to a game of chess, poker, etc. because even though the top manager will need to make hard decisions, ultimately they know how to weigh the pros and cons.

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The quote is nice but I really liked the picture. Maintaining humbleness is incredibly important if you are ever seeking a management position. It does not matter if you are a millionaire CEO or the team leader at Taco Bell, being humble will allow your company to maintain those talented employees you so eagerly sought after.

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It is really important to celebrate diversity & understand that diversity includes the way people learn.

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"In 2017, OSHA ordered Wells Fargo to pay $5.4 million to a former manager who said he was fired in 2010 after reporting to his supervisors and to a bank ethics hotline what he suspected was fraudulent behavior.

The $5.4 million, intended to cover back pay, compensatory damages, and legal fees, was the largest individual award ever ordered through OSHA’s whistleblower protection program at the time."

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Finding Innovative Solutions from a Great Example 

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Finding Innovative Solutions from a Great Example 

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This example of a common market, the Economic Community of West African States (ECOWAS), involves 15 West African states with the main goal of improving living standards and economic development. ECOWAS has also developed a peace keeping force to prevent and protect each other from conflict. I find this interesting because I feel that we can use this type of market strategy here in the U.S., especially in areas suffering extreme poverty.

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"Power distance and humane orientation are important considerations for leaders."

I think it is correct to assume that most different cultures/ people are expecting to be led assertively. I think it's so important to know those that you are leading so that when something goes wrong, you can humanely direct them and help them adapt so they can be all they can be.

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"A contingency plan describes what will happen in a possible—but not expected—situation."
It was shocking for me to learn that BP did not have a contingency plan for oil spills. $46 billion dollars is no comparison to the environmental damage that was caused from not having a contingency plan. It was important for me to understand that a contingency plan doesn't mean "Plan B," but more along the lines of what the company needs to do if the absolute worst thing that could happen, happens.

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1. Identify the Problem

2. Establish Decision Criteria

3. Weigh Decision Criteria

4. Generate Alternatives

5. Evaluate Alternatives

6. Select Best Alternative

I think that the most important step in making a rational decision is Step #2: Establishing the Decision Criteria. What & who's interests, values, and preferences are truly relevant?

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I love how Hackman & Oldham's Job Characteristics Model looks at the internal environment of an organization. I definitely think that it's important to remember that the combination of skill variety, task identity, task significance, autonomy, and feedback will be a great factor in employee motivation.

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I like how the text includes open and clear communication as one of the top ten ways to create a high functioning team. I think while it's important to encourage others to speak up, it is equally important to take the time to really listen. Some people say one thing, but are meaning something else. As a manager or supervisor, it is important to try to understand each team member and their communication styles.

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Out of the 7 techniques used to evaluate employee performance listed in the text, my favorite is the Rating Scale technique because it reveals both improvement and motivation.

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I loved reading the Communications text and appreciated the Persuasive Communications definition and how it can be equally important to both leaders and managers. The Persuasive Communications theory addresses five objectives to effectively communicate:
1) Stimulation
2) Convincing
3) Call to action
4) Increase consideration
5) Tolerance of alternative perspectives.

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This leadership style is my favorite because I like to work with honest, goal-orientated, and hard working people. People who are like this tend to dislike micromanagement. As a manager, I do not want to hinder creativity, diversity, or innovation by micromanaging my staff.

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Edwin Locke, 1960s, proposed that intentions to work towards a goal are a major motivational factor. Using SMART goals, or goals that are specific, measurable, achievable, realistic, and goal-bound are the best way to ensure success of the team. I like how the text refers to goals as "challenges" to entice employees as well as how the text reinforces the importance of feedback to keep track of progression or regression.

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The Theory of Constraints, or TOC, postulates that an organization is "only as strong as it's weakest link." Internal constraints are then listed as equipment, people, & policy. External constraints include scarcity, contracts, & legalities.

What stands out the most to me in this theory is identifying people as a constraint. It is satisfying to read that one negative mindset among a group can lead to lost profits and inhibit growth.

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I like the Pareto Analysis, which states that "80% of the result can be generated from 20% of the work." This is important in regards to production because a lot of times, employees will focus on things that are insignificant to the overall success of a practice.