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In Module 1, we discussed all about management.  We talked about roles, functions, skills needed to be successful in management, and also took a look at Rodney Adkins story with IBM.   The Rodney Adkins story is what stuck in my head the most because he started as a hardware engineer and did such a great job at it that he eventually made it to Senior Vice President of Systems and Technology Group.  That is a huge step up in roles from where he started and one that we should all strive to one day be like.

Article on Rodney Adkins work being honored by IBM
http://www.blackenterprise.com/news/ibms-18-billion-man-named-be-corporate-executive-of-the-year/

Rodney Adkins Bloomberg Profile
http://www.bloomberg.com/research/stocks/people/person.asp?personId=20932767&privcapId=185508

Rodney Adkins promoted to Board of Directors
http://www.prnewswire.com/news-releases/ppl-names-ibm-senior-vice-president-to-its-board-of-directors-269532541.html

7 Traits to turn good managers to great
https://www.entrepreneur.com/article/238129

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Module 2 took us on a journey that had stops along the way at social responsibility, social responsiveness, and diversity in the work place.  The thing that stuck out the most to me in this module was actually the discussion board.  There was a lot of great outlooks on the situation that was different that my own.  Having a multigenerational workforce is only going to continue to grow as a trend in today's workforce so being aware of that can bring success to a company.  My biggest takeaway from this was from the article in my discussion post from NY Times about women in leadership roles and how they are tied to larger profit margins.  Makes me comfortable feeling that my daughter is going to have a chance to be extremely successful when she grows up and goes to work.

How to manage multigenerational workforce without going insane
http://www.huffingtonpost.com/janice-celeste/how-to-manage-4-generatio_b_8125158.html

Rethinking communication for a multigenerational workforce
http://www.socialchorus.com/rethinking-communication-for-a-multigenerational-workforce/

4 key challenges of multigenerational workforce
http://www.businessnewsdaily.com/6609-multigenerational-workforce-challenges.html

Making the most of multigenerational workforce
http://www.accountingweb.com/practice/team/how-to-make-the-most-of-a-multigenerational-workforce

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International operations, multinational corporations, and managerial decisions were just a few points that we touched on in Module 3.  The story about J. W. Marriott Jr. was the biggest learning point for me in this module.  To read out how he started with a root beer stand to grow into one of the largest chain motel owners in the world was a very uplifting journey.  The earthquake relief they provided for Haiti only made me respect Marriott even more.  I will be staying at more Marriotts after reading their story.

History of Marriott family
http://www.marriott.com/culture-and-values/marriott-family-history.mi

The Haiti Principle of Marriott
http://www.blogs.marriott.com/marriott-on-the-move/2015/03/the-haiti-principle.html

How Marriott change Haiti man's life
https://tifwe.org/this-hotel-changed-a-haitian-mans-life/

Marriott Reward Page!!!
http://www.marriott.com/rewards/rewards-program.mi

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In Module 4, we covered the topics of problem solving, ways to assign work, decision making tools and learn about SWOT.  The biggest learning outcome of this module for me was actually the tool that you provided for us with www.mindtools.com.  After exploring the website and seeing how they break down decision making process it really makes you think about how you decide things on a daily basis.  Most decisions we make on a daily basis will have uncertainty, complexity and interpersonal issues.  They did a great job of breaking down how to engage your problem solving skills and I found that extremely useful for not only work related things, but personal decisions as well.

Why is SWOT important?
https://www.bigcommerce.com/ecommerce-answers/what-is-swot-analysis/

Learning Styles---Great Manager Tool!
https://www.mindtools.com/mnemlsty.html

15 ways to make better decisions.
https://www.forbes.com/sites/haydnshaughnessy/2013/12/09/15-ways-to-make-much-better-decisions/#9bafd6e974a7

Make decisions that get results
https://www.entrepreneur.com/article/237562

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Management process, managerial decisions and management concepts were just a few of the points that we touched on in Module 5.  However, the biggest takeaway for me from this module was the leadership style assessment we did.  It was very eye opening to see how different management styles compliment each other and how they can coexist to form a very strong team.  My management style was a collaborator and I got to sit and discuss with 3 other styles.  During the process, I could see how my leadership style would fit in just about any situation because we are kind of like the ones that help all the puzzle pieces come together.

6 leaderships skills you can learn from Sir Ferguson
http://www.digitalandwise.com/6-leadership-skills-we-can-learn-from-sir-alex-ferguson/

Sir Alex Ferguson Leadership Profile
http://www.leadershipgeeks.com/alex-ferguson-leadership/

Ferguson's 8 secrets to success
http://www.businessinsider.com/sir-alex-ferguson-reveals-8-secrets-to-success-2013-9

Sir Alex Ferguson's impact
http://www.goal.com/en-sg/news/3877/england/2012/11/23/3549111/vidic-hails-sir-alex-fergusons-impact-at-manchester-united

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Module 6 was a module that brought us information on the management process in organizations, decisions and communications with employees.  We also discussed the issue of executive headhunters and in-house recruiting versus using staffing firms.  The biggest thing that I learned from this model was exactly how much impact an in-house recruiting group can have on a company.  In the Executive Headhunter article we had to read for the discussion, GE was able to save almost 100 days of work by using in-house staffing opposed to staffing firms.  This is key because the time saved on staffing could be utilized for training new employees.

In-House recruiting saves big $$
http://theundercoverrecruiter.com/in-house-recruiting-agency/

5 reason internal recruiting is best
http://recruitloop.com/blog/keeping-it-in-house-5-reasons-why-internal-recruitment-is-the-best-place-to-start/

Differences between agency vs. in-house recruiting
https://business.linkedin.com/talent-solutions/blog/recruiting-humor-and-fun/2016/13-differences-between-agency-and-in-house-recruiting

Successful executive recruiting strategies
http://www.smartceo.com/search-consultants-executive-recruiting-successful-strategies/

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Increased performance, difference between leading and managing, effective communication and different motivation strategies were some of the topics that we discussed in this module.  The main thing that I learned in this module was from the HP discussion we had.  Mr. Apotheker showed some serious issues with leadership style.  Not only did show poor communication and decision skills, but it cost him a very high level position and his reputation going forward.  I learned that being upfront and allowing your management team to have input in all projects is extremely key and also don't just make a decision final without bringing to everyone before setting it in place.

Leading vs. Managing
https://www.inc.com/james-kerr/leading-v-managing-ten-important-distinctions-that-can-help-you-to-become-better.html

Retain and motivate employees
http://www.standard.net/Success-Strategies/2014/09/24/10-strategies-to-help-retain-and-motivate-employees

Communicating effectively at work
https://www.forbes.com/sites/susanadams/2011/11/21/how-to-communicate-effectively-at-work/#713271591d7b

How HP lost it's way
http://fortune.com/2012/05/08/how-hewlett-packard-lost-its-way/

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In Module 8, we discussed topics such as difference between power and control, difference between data and information and the roles of operation/production managers.  My biggest takeaway from this module was the Toyota recalls and how the data can impact a brand based on this mistake.  Recalls happen all the time, but Toyota's recall including 6.4 million vehicles with multiple different malfunctions.  This showed some serious flaws in their production sequence and the fact that the needed to tighten it up to cut out the errors.  Now, imagine if you didn't put the data out there and the news was just Toyota recalls these models due to these malfunctions.  The data shows the entire impact that the recalls had on a large scale.  6.4 million is a large number to recall.

Power vs. influence
http://www.politicalsciencenotes.com/articles/what-is-the-difference-between-power-and-influence/564

Importance of data in manufacturing
http://www.industryweek.com/competitiveness/data-demonstrates-manufacturings-importance-us-economy-slideshow#slide-0-field_images-90042

More info on Toyota recalls
https://www.usatoday.com/story/money/cars/2014/04/09/toyota-recalls/7497031/

Reasons why Toyota will bounce back from the recall
https://blogs.wsj.com/deals/2010/02/09/reasons-why-toyota-will-recover-quickly-from-the-recall-mess/