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Module 1: The Nokia success story was all about how top-level managers were able to see past what they were as a business and expand into the world of cellular devices successfully because of their bold decision to stay competitive. Nokia started as a paper mill and is now known as one of the most iconic cellular devices from the Y2K period.

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Module 1: Robert Katz's 3 must-have skills for managers. This was something that, when I read it, reaffirmed that I would make a great leader. I think that Katz was brilliant in condensing these for us. All of these skills are useful to have not only professionally but personally. People often think that technical skills are what the most successful people have but its actually interpersonal and human relations that ends up always winning people over.

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Module 2: The company culture that Steve Jobs set up for APPLE got them where they are now. Jobs had a clear focus on innovation, hard work, and competition, which is something that is still prevalent in the company now. One of the ways that they are outshining the rest is by believing that they would rather turn down thousands of projects to just focus on one that really means a lot to them. Lots of companies will collaborate with brands back and forth, but don't actually have products that are worth buying or of high quality, and Apple is known for those two things. They are a staple product in many homes and a stand-up company, oh, besides their cobalt child labor scandal.

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Module 2: Diversity!! One of my favorite things was learning about how important diversity was to a lot of these companies. I hope that their efforts to have diversity are not performative like Target's. In all honesty, there are a good handful of companies that I appreciate when it comes to diversity and how seriously they take it. A lot of companies recognize that diversity brings a lot of creative problem-solving and different perspectives. Having diversity within a company is not only valuable but something that needs to be celebrated and pushed for more!

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Module 3: I enjoyed reading about the transnational nd standardization strategy that McDonald's uses, as far as how they have similar designs and ways of operating no matter where you go, but the menu items can be so different. Can't wait to visit McDonald's in another country to see what they have on the menu.

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Module 3: Apple is once again a huge topic of conversation when it comes to their standardization strategy. Everything is the same across the board with little to no variety but their quality and design is what keeps them at the top.

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Module 4: This module was all about planning. When thinking about planning, I did not really consider the drawbacks that planning would have, but there were some valid concerns, like not initiating the project because of too much planning or loss of focus due to overplanning. Flexibility is huge whenever anything is being done on a big scale, and sometimes planning prevents that. This taught me how to plan effectively and how to avoid overplanning.

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Module 4: Walmart's strategic management is something that was talked about in module 4 that I cannot forget when it comes to effective and strategic management. Walmart is a huge grocery store chain, but the fact that no one can match their flow and supply chain management is mind-boggling. Walmart keeps prices low while having a large selection of products for its customers.

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Module 5: organizational structure- team structure was something that I did not know was still taken seriously in this day and age, due to the fact that everything is hierarchy-based. I really like the idea of team structures and the fact that everything feels so democratic and everyone is heard. Everyone can focus on their strengths, and where someone is weak, someone else can be strong. Every structure has its flaws but this structure is particularly interesting to see.

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Module 5: Although this section of the module was short, Employee empowerment is something that I believe in so strongly and that I love to talk about. The more that you empower others the more that they feel the need to be honest and authentic, meaning that real feedback is going to be shared with you, real concerns with real solutions are going to be brought to yo,u and a good manager is what fuels that. I do my best work when I feel empowered and properly recognized for it.

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Module 6: Susan Fowler's story really pulled me into a rabbit hole, and while in this never-ending tunnel, I discovered a ton of stories about other women who were not taken seriously by HR and the consequences that the company and the victim suffered. HR is meant to help and protect employees, but one can't help but wonder if they are just there for damage control sometimes. HR is a crucial part of any company and is an essential int he workplace.

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Module 6: Often times people have pushed training and orientation to the side for the sake of just getting them on the floor or getting them started on the actual job, but turnover is real, and it will definitely waste your time more than training would. Module 6 talks about the risks of rushing orientation and training by highlighting that companies with bad training usually suffer the fate of high turnover. The cost of having to retrain employees just for them to leave after a week due to burnout and not being trained properly is high and unreasonable.

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Module 6: Communication is a great thing however, I have found myself in unnecessary predicaments because my text sounded mean or robotic, and unsympathetic when that was not my intention. Tone and context can be lost in messages, especially since texts can be sent in an instant with no further thought. We learned about rich and lean mediums of communication. Face to Face is always better, even if that's through Zoom.

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Module 7: Leadership and management are two different things. While this may have seemed like something that was common sense, I used to use these interchangeably. Leaders motivate, influence, inspire, and create, whereas managers might plan, organize, schedule, and instruct. Although they go hand in hand they are not the same thing, and being a manager can look like being a leader at times.

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Professor Glanton,

Thank you for everything that you have taught me and for the Sunday classes. You go above and beyond, and I have enjoyed your class to the fullest! You are stellar!

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Module 7: Maslow was right. Our psychological needs manifest into our physical needs. To do our best work, we need to feel like we belong and feel safe. Without the basic needs, we are doomed to feel miserable and unfulfilled with our work life. The peak is , self-actualization and the way that we reach our peak is by taking on new challenges and learning new skills.

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Module 8: WHY??? I really liked the 5 Whys because it finds the problems, and then we can find the solutions. Once we know why something happens, we can prevent or better prepare. I would rather be prepared and walk into a huge problem than think everything is okay and not ask why about a small problem. A bit of a fun fact for me was finding out that toyota made this up!

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Module 8: Auditing... with tax season just leaving us, we all hate audits, but someone who does is corporations. Corporations love a good internal audit, it gives them a lot of information on the day-to-day and a big idea on how things are being run. Auditors can be thought of as the health inspector of businesses and projects.