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By Maryrose Quinto
Module 1 Greetings and Introduction of myself on the Professor's Padlet. I enlisted the help of a colleague to download a picture of myself then, I wrote what interests and hobbies I had made. I then learned about Steve Jobs; about his career and I shared my opinions  as to whether or not he was a good manager towards his employees. Steve Jobs acknowledged the need to simplify, focus and eliminate and through this I learned I must have the clarity to know specifically what I I want to be successful.
https://youtu.be/jIEKLu4s0zc
I figured this video is interesting to watch.
https://www.entrepreneur.com/article/197538 The article of Steve Jobs Career. I think it is very interesting to read.
https://www.theguardian.com/technology/blog/2011/oct/10/steve-jobs-seven-lessons https://www.youtube.com/watch?v=hp3iZdDiInI This link will take you to a video of his Seven Lessons of Apples Founder of Steve Jobs.

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The diversity of generations tend to value different communication styles, structure and benefits. To understand what individuals value and what motivates them makes it much easier to communicate job expectations, offer the right type of support or even make adjustments that will better suit the team’s performance in the workforce now until the future generation to come. https://www.forbes.com/sites/adp/2017/06/01/address-pay-equity-at-your-organization/#41a6117454c2
https://www.forbes.com/sites/cywakeman/2015/04/23/the-perks-and-importance-of-embracing-a-multigenerational-workplace/#7962fa751bf0
As in chapter three Management in Diversity, the article is the similar to what would impact how women work in the workplace. As awareness around diversity and inclusion grows, diversity and inclusion have become more important for talent acquisition and a company’s employment brand. Many organizations operate in an environment of high transparency, which employees demand. For younger workers, inclusion is not just about assembling diverse teams but also about connecting team members so that everyone is heard and respected. Diversity and inclusion can reinforce organizational performance. New research and other academic institutions demonstrates that diverse and inclusive teams are more innovative, engaged, and creative in their work. Research comparing high-performing teams against lower-performing teams supports the view that people must feel included in order to speak up and fully contribute. Also trending upward is a focus on eliminating measurable bias from talent processes, including hiring, promotion, performance management, leadership development, succession, and compensation.
https://youtu.be/nBRgU_tDMuc
https://www.youtube.com/watch?v=aUWFEy0ez5U

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It is about the Marriott Hotel history about it. When Marriott completed its acquisition of Starwood Hotels & Resorts in September, it became the world’s largest hospitality company, with more than 6,000 hotels across 120-plus countries. Just as important: It created the industry’s most formidable loyalty program. Overnight, Marriott began allowing the 87 million combined members of the Marriott Rewards and Starwood Preferred Guest programs to transfer points and book rooms across 29 brands of the mega company, including the luxury properties of St. Regis and Ritz-Carlton. This rapid integration is part of a broader effort by Marriott to prioritize customer relationships, which has included offering members a slew of new benefits such as free Wi-Fi, exclusive room rates, and the ability to use points to pay for experiences like private wine tastings, museum tours, and even Super Bowl packages. The company also launched a redesigned Marriott app in January, which allows guests to communicate directly with hotels about their preferences before and during their stays, and use their smartphones as room keys at more than 500 properties.The impression on global of the Marriott Hotel recognizes that there are a wide variety of resources and events. I think that is part of a good news and thoughts to remind that the greater variety the greater the choices and values. The role of the customer segment manager and allocating resources to that function rather than to traditional variety managers. It may even make sense to go beyond segments and assign managers to specific customers, if they are big and important enough. In the business to business world, this is known as managing main secretarial like companies give them broad authority in marketing to important customers. Consumer companies can also use the approach, organizing around customers or customer segments. Brand managers will still have an important role in the marketing function, but they will be dependent on the customer segment managers for distributing resources. Brand management will become a team-oriented task. The father, Bill Marriott expected his son to be the third generation of the global Hotel Company Marriott Hotel.  Bill Marriott was an experience Hotel Manager and soon wanted the generation to grow and progress for his son J.W. Marriott. His father wanted to continue the generation to his son to continue on the career throughout the future.
https://youtu.be/7C5jp6cCyZc
http://www.marriott.com/Multimedia/PDF/Marriott_Management_Philosophy.pdf

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I learned how to more effectively compare and contrast businesses, while conducting research on the In-n-out burger company with other burger corporations. I enjoyed the timelines and facts about the restaurant of In- N Out Burger that how it progressed from the 1950s through the 21st century. Because there are fun facts about the good old days and the new editions to the In-n-Out Burger that made me want learn more about the company itself. Also it gave me an idea on comparing to other burger restaurants such as Five Guys and Shake Shack.

Follow this Link to visit the historical of In-n-Out Burger That I enjoyed.  http://www.in-n-out.com/history.aspx

This is also the link for fun old school and present ringtones theme songs. I hope you enjoy them.

http://www.in-n-out.com/downloads/ringtones.aspx
This is a super fun information about the perks to working in an In-N-Out Burger. https://www.thrillist.com/eat/nation/in-n-out-burger-manager-chain-restaurant-secrets

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This website shows an example on how to do it.
When Tony Hsieh came on board at Zappos, when was the first step

I think I would advise him to believe to what he is going for and to ask himself why people innovate on taking risks. The commitment would probably be the key to the first step on taking the advantage towards success.

The aspirations towards extrinsic motivations like pay and status are certainly needed like people need to eat, after all, but it are the intrinsic motivation that drives purpose and long-term-commitment. Based on the information provided, including Hsieh’s vision for Zappos, which type of culture – a clan market, hierarchy, or democracy culture It’s the democracy because culture has an external focus and values flexibility. This type of culture fosters the creation of innovative democracy products and services by being adaptable, creative, and fast to respond to changes in the marketplace. Adhocracy Cultures do not rely on the type of centralized power and authority relationships that are part of market and hierarchical cultures. They empower and encourage employees to take risks, think outside the box, and experiment with new ways of getting things done.
https://youtu.be/tSBtMDoEjRw
Zappos Ad
https://youtu.be/axlWBn7YQA4
Zappos Family How they work
https://youtu.be/uarmfQa6EWs
Zappos Case Study Video in a cartoon format

Certo, S. C. (2016). Modern Management. Pearson

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The Survey Monkey was a frustrated task to do. It was my first time doing and it was complicated for me to get it done. I read a bad customer review done and it was difficult to navigation the website too. However, it does help the company to identify possibles advantages and disadvantages for customers and employees in the work environment and customer relations. On the other hand, I did like the results of the Survey Monkey display techniques and tools.This is an example of a Bar Graph Survey ResultsThis cartoon example makes me think how some consumers feel about surveys.
https://www.shrm.org/
This is a link for the tools for employers  to help learn about more resources and tools about surveys and their many benefits.
www.surveymonkey.com

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This discussion was about the CEO of Life Cycle Theory of Leadership, the former CEO, Mr. Apotheker, performed poor leadership skills while in office. In the Hewett-Packard Co, Apotheker had a deprived relationship among his followers. His consulted few people in regards to the decision making such as alerting higher authority in change of plans. Employees stated he was not clear in his directions and failed to create enthusiasm in the work environment. This is most likely why he was categorized as a poor leader.  The Leadership Continuum characterizes Mr. Apotheker as an autocratic and a boss-centered leader. He did not inform Todd Bradley about the plans he made until a couple of days before they were announced publicly. He only consulted his decisions with two people, Mr. Land and strategy Chief Shane Robison which caused the stock lower than before and Mr. Apotheker was incapable to give details and changes to other investors. The servant leadership camp states that effective leaders are not ego-centric or selfish. They don't put their needs ahead of higher aims. But it is possible to be selfless without serving the needs of followers. Indeed, it can be argued that true leadership calls for sacrifice on the part of followers. The call from green leaders to get people out of their gas-guzzling cars asks followers to make sacrifices for the sake of the environment. The move from autocrat to the other extreme of servant makes little sense when adult partnership is what we need. Thus regardless of how Servant Leadership is defined, yet it has too many negatives to be widely persuasive. The conducted of the this matter should be better more operative and more confined to this matter combined.
http://www.cnbc.com/id/41624187
Here is an interesting article about Former CEO Mr. Apotheker I hope you enjoy it.
https://youtu.be/vyOcWZ_cuPE
This is also an interesting video of Former CEO Mr. Apotheker. It is claim to be that he will be replace with other CEO Meg Whitman.

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The discussion about the Toyota company and the opinions about them makes me think on how does the company works and the difficulties on such situations. Mostly in this case are the opinions of the Toyota of the recalls into their businesses and thoughts about the issues concerning about them. The quality control for Toyota is very poor. They have a fair share of recalls and I did not realize how many vehicles were recalled in 2014 and for many different reasons. I am not sure if Toyota would put an effort on changing the value of process, but it seems that whenever it would be fixed, usually it never has process or never stick to their word. Although I would like to think Toyota is recovering from their issues, I do not believe it is going to happen. The article, “Toyota recalls 6.4 million vehicles worldwide over air bags, seat rails, steering or wipers” was dated back in 2014. The most popular recall of 2017 is the Takata airbag recall, which has been a problem since 2015. Nothing is perfect so it would be considered okay if there were less than three recalls, but there are over five recalls affecting more six million vehicles worldwide. I probably think that the change would probably more likely to happen if the company is performing poorly and if there is a perceived threat from the environment. In fact, poorly performing companies often find it easier to change compared to successful companies. As a result, successful companies often keep doing what made them a success in the first place. When it comes to the relationship between company performance and organizational change. Successful companies that manage to change have special practices in place to keep the organization open to changes. As a case in point, Nokia finds that it is important to periodically change the perspective of key decision makers. For this purpose, they rotate heads of businesses to different posts to give them a fresh perspective. In addition to the success of a business, change in a company’s upper level management is a motivator for change at the organization level.  It’s a case of the media planting the unintended acceleration seed in people’s heads. Then if the slightest thing was suspected to be wrong people panicked and slammed on any pedal assuming it was the brake. I don't think the people that reported these cases are stupid, but bad in high pressure situations. Does not matter what background you have, you never know how you'll respond to pressure until you are in the moment. Honestly, I am not at all surprised with the verdict. Granted, I am sure some of them actually did since all manufacturers have some level, but that's just part of electrical errors. That said though, I bet most of them were reporting cases where their vehicles suddenly accelerated while it was off, in park, and in the garage.
https://brainmass.com/file/337867/Toyota+under+fire.pdf
This article explains about the Toyota. It is a very interesting read. The other discussion is the Enterprise Rent a car case study. The study, based on responses from more than 11,300 business and leisure travelers who rented a vehicle from an airport locations throughout the months of the this year showed overall satisfaction hit 804 points on a 1,000-point scale, up six points from a year prior. Scores across all brands improved on cost and fees, the highest-weighted factor. Other factors were pickup process, return process, the cars themselves, shuttle service and the reservation process. Customer satisfaction with car rental suppliers increased year over year as travelers gave the highest satisfaction ratings to Enterprise Rent-A-Car in the J.D. Power 2016 North American Rental Car Satisfaction Study.  Business travelers were more satisfied than their leisure counterparts with car rental companies; business travelers gave an average rating of 806 versus a rating of 798 by leisure travelers. The overall average was 804. Travelers on a combined business-leisure trip had an even higher average, 836.

Enterprise had the highest average score among the car rental companies, followed by sister brands National and Alamo. This is Enterprise's third consecutive year at the top of the survey, and it scored well across all six criteria, according to J.D. Power. Enterprise also had a seven-year run at the top of the survey from 2004 through 2010 and topped the list in 2012, according to Enterprise.

Despite the overall increase in score, the percentage of customers who experienced problems with rentals increased from 14 percent in 2015 to 21 percent in 2015, although those were skewed by incidents at smaller brands not included in the rankings, according to J.D. Power. The most frequent problem occurred with such equipment as GPS navigation devices, toll technology and satellite radio.
https://hbr.org/2017/01/research-family-firms-are-more-innovative-than-other-companies
This an interesting article to read about Enterprise and other innovative of other companies.
https://youtu.be/uN-pZb-Cwt8
This also a Enterprise Seminar very interesting to watch. My Last assignment my Visual Journal Assignment This is my first time doing a project like this, but at the end of it all I think it was very to create and look back at it.

https://padlet.com/maryquinto95/ygdo6ynr7ffy