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Finland reminds me of Vertical management, which is where a business/company is sorted into a pyramid of sorts; a chain of command with different levels of management. I remember when our class was tasked with making a trifold about Finland, and I had to step up as CEO, with two of my classmates alongside me in the Top-level of management. I then assigned different team leaders for each task/section/category that needed to be worked on. Now, everytime I think about Finland, I think about how much management is required for an operation to run smoothly.

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Kim Jong Un (The supreme leader of North Korea) reminds me of Autocratic leadership, and in turn, all the different leadership styles. Autocratic leadership style is where a boss rarely consults their employees; they are very strict and hold as much power as they can. Autocratic leaders expect their subjects to obey blindly, without questions. This is very similar to how Kim Jong Un leads his country, and he was even used as an example in the Leadership Styles slides.

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This is the Jamboard about the pros and cons of diversity that our class made back in February. Diversity has been proven to improve creativity, effectiveness, outreach, and morale in the workplace. However, it also has a couple of drawbacks such as miscommunication, different work ethics, and different work styles. Despite these drawbacks, many businesses strive to be diverse due to it not only being beneficial in the long-run, but it also improving their image as a business.

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Chidi Anagonye from The Good Place is a moral philosophy professor and specializes in ethics. The whole show really delves into the ethics of modern day thinking. This connects back to CSR in module 2, which stands for Corporate Social Responsibility. It's a business model in which a company is held responsible for reducing any harmful effects on the community that results from their work. CSR focuses on the idea that companies should not focus all their resources on making profits, and that they should be more ethical with how they make products, where they get their resources from, etc. This business model has become more and more welcomed, as the 20th century is all about evolving as people and being more environmentally friendly.

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Everytime I see a globe, it reminds me of the GLOBE project, an organization that studies leadership, culture, organization, etc.

The GLOBE project was able to determine 9 dimensions of culture, as seen in Module 2. These dimensions of culture outline differences between cultures, and in the Module 2 reading, it goes so far as to even identify which countries commonly are high/low in each dimension. For example, Power distance is "the degree to which people accept an unequal distribution of power and status privileges". Countries like India, Mexico, and the Philippines have high power distance, meanwhile the U.S., Australia, and Isreal are low on the scale.

Using the 9 dimensions of culture, businesses can choose which employees to hire based on their background and ethnicity, as some have traits built in their culture that could be useful in certain situations.

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A planning cycle allows for a business to figure out what they need to accomplish, and how they're going to accomplish it. Planning is a huge part of running a business because it provides guide of sorts. It forces a business to maintain their focus. It allows a business to utilize all resources, and at times even provides a sense of motivation to reach the goals set.

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SMART Goals are something that was taught in my online PE class; and surprisingly, it's also used in management! SMART goals are commonly used with MBO, or Management By Objectives. MBO is a technique in which a business clearly defines different goals and objectives in agreeance with both the employees and the managers. Using SMART goals and MBO, businesses can provide incentives once goals are met, encourage and empower employees to reach their goals by allowing them to set their own objectives, and finally, push forward communication and feedback.

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This is the Organizational Structure that our class was tasked of making for Sun City Boards, which helped me have a greater understanding of how businesses may be organized. The structure I chose was Functional Structure.

Functional Structure is a common organizational structure in which a business categorizes employees into different sections based on their skills and expertise. This structure, having divided labor, increases productivity. It allows for efficent communication between higher and lower levels, and is used by companies such as Amazon and Starbucks.

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Back when I had to do a SWOT analysis on 7-Eleven, I placed this map on my slides to show how many locations they had around the globe.

This map is a perfect example of globalization, where businesses develop internationally. Many different companies such as Coca-Cola and Starbucks have increased their outreach and placed their stores all over the world. Other companies outsource resources and employees; Google outsources some of their programmers as it's cheaper that way. Efforts toward globalization may increase profits and reduce costs.

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Flat earthers remind me of Flat Structure! (Only because of the flat part.) In businesses and organizations, typically, they're organized through a hierarchy of sorts. However, it's now the current trend to have flatter organizational structures. It focuses on growing skills and knowledge, digging deeper, and overall advancing together, without the hierarchy pulling anyone down. With a flat structure, employees work together and can communicate faster because of the lack of a chain of command.

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This is a meme/comic about Human Resources, which gives an example of an instance that someone may contact HR for (while also poking fun at double standards).

Human Resources is an integral part of a business as it deals with all sorts of important employee-related affairs. The HR department focuses on employee conflicts, safety & health, salaries, training, hiring, and at times even firing. They handle a butt-ton of paperwork, and do their best to ensure an employee is not only qualified, but well-trained for the job. When I was trained to work at Chik-Fil-A, the training process was most-definitely from the work of the HR department.

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When someone is looking for a long-term, maybe even full-time job, they look for one that not only pays well, but also provides good benefits and incentives. Businesses have to take into account how much competitors pay their employees, the current cost of living, any labor unions, supply & demand of employees, etc. in order to determine a good wage that will both satisfy the business itself and their employees. A business may provide incentives to motivate their employees. But, mainly, they may provide certain benefits that many strive to get, such as healthcare, retirement funds and programs, paid vacations, and more. I hope to find a job with great benefits in the future. This comic shows how usually when people desire benefits, a company might just give them a little party instead of actually giving them what they want.

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This GIF includes a person crying, yelling out that "IT'S NOT FAIR". With every business, there is always going to be a person who either works too hard or works to little, and is still getting the same amount of pay as you. It won't feel fair at all. At times, while working at Chik-Fil-A, I feel demotivated and don't work at my best because I feel like I'm getting paid less than how much I feel like I deserve based on how much effort I put in. This is a direct connection to Equity Theory, which focuses on ones' percieved fairness. It states that "motivation depends on a comparison to others", and if an employee feels like their job is not being fair, they lose motivation, just like I did. Through Equity theory, employees may work harder to make up for their wage being too high, or may put less effort if their getting paid too low.

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Maslow's Hierarchy of Needs is a theory that once one essential need is satisfied, we may strive for a higher need on the pyramid. For example, if we have enough food and water (part of the Physiological level), we will then want safety; if we have safety, then we'll want love. This theory explains employee motivation, where it measures motivation based on how well a company takes care of the needs of the employee.

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All organizations have their own values, goals, and beliefs. A company oftentimes clarifies the overall mission and vision that they strive to achieve with their business. This statement outlining their overarching goal is called the "Mission Statement", as referenced in the GIF. After the mission is outlined, a company will then set standards and expectations to be met by their employees. This is to provide purpose and allow consequences to be enforced if standards are not met. These organizational standards and objectives help shape a business, define how it should be run, and allow the creation of a business strategy.

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In order to keep a business running smoothly, they must continuously monitor their employees and operations. Employee performance evaluations is one part of the process; it allows for managers to make sure employees are doing proper work, while also letting them confront any productivity problems an employee may have. An employee may be asked how well they think they are doing, and may rate themselves high on the scale, such as in the image above.

A business will check customer satisfaction, market shares, may check cost-effectiveness and look for improvements on business practices. Throughout all these evaluations, the business may fall short of standards. Thus, they will look for any root causes of any problems in the operation and plan accordingly.