https://padlet.com/kayleelingling/nwni5vrmiukd Kaylee Doherty en-us 2016-08-26 18:11:31 UTC 2024-10-14 05:37:31 UTC hello@padlet.com kayleelingling https://padlet.com/kayleelingling/nwni5vrmiukd/wish/120098902  What I took away from Jobs' life and career was the importance of design and the willingness to fail. I like how he took the meaning of design to a whole new level. For me design has always been about how something looks, but I only work with products that aren't multi functional. I didn't realize that when developing technology, how smooth something functions is part of its design, a rather large part too. Another take away I had is the willingness to fail, which is some what cliche. However, it's something that is very important but can be easy to forget in my case. I know when I experience that moment of failure it's devastating. But as a result it does make me rethink everything and I come out better for it eventually.]]> 2016-08-26 18:15:36 UTC https://padlet.com/kayleelingling/nwni5vrmiukd/wish/120098902 kayleelingling https://padlet.com/kayleelingling/nwni5vrmiukd/wish/120099806 Before reading chapter one my view of a manger was very limited. Basically I thought it was just telling people what to do and making sure they do it. Chapter one helped me understand that there is so much more to holding a managerial position, which includes planning, organizing, influencing, and controlling. What I found most interesting was that a manger can be effective while still being inefficient. 

]]> 2016-08-26 18:19:54 UTC https://padlet.com/kayleelingling/nwni5vrmiukd/wish/120099806 kayleelingling https://padlet.com/kayleelingling/nwni5vrmiukd/wish/120100610 I had a vague idea idea of this concept before, but reading and learning more about it cleared up some of my confusion. Top managers may get paid the big money because they have to look way ahead into the future and see how everything works together based on certain situations. But I feel like a middle manager's job is just as tough. They have to be equipped with technical, human, and conceptual skills.]]> 2016-08-26 18:24:11 UTC https://padlet.com/kayleelingling/nwni5vrmiukd/wish/120100610 kayleelingling https://padlet.com/kayleelingling/nwni5vrmiukd/wish/120102505 The end of chapter one just lightly touched on this subject, which I found interesting and wanted to learn more. With more women holding more jobs of powerful than ever before, I think it's important to learn how to balance work and social aspects of life, marriage in particular. Which is basically what this article entails. It lists ways that two career couples can still stay happy in their jobs and in their marriage.]]> 2016-08-26 18:33:37 UTC https://padlet.com/kayleelingling/nwni5vrmiukd/wish/120102505 kayleelingling https://padlet.com/kayleelingling/nwni5vrmiukd/wish/121594765 This article talked about the ethical pitfalls of many fast fashion retailers in the world today, such as Forever21 and H&M. However, the reason why these companies are able to sell such cheap clothing is because of where and how the clothes are being manufactured. Many of the fast fashion retailers contract out to manufactures that have extremely poor working conditions, underpay their workers and make them work excess hours. They know exactly what kind of working conditions that the laborers are enduring, they just choose to ignore it.
      Which is another point that the article makes. It's not only the retailers who are at fault, it's the consumers as well. Many people who buy clothes from Zara and Forever21 know that these clothes weren't exactly ethically made. And for many of these consumers, it's not that they don't care, they just choose to ignore it. The clothes are cheap and cute and the underpaid sewers who made what they're wearing doesn't impact the consumer directly, so they just ignore it and forget about it. 
           The article does end on a slightly positive note. It hints that the unethical side of fashion doesn't have to persist. However, change is in the hands of the consumers. Once people start questioning their shopping choices, if they're ethically made or not and do they want to support that. Maybe then the higher ups in these companies will take notice and change their ethics policy.]]> 2016-09-05 12:46:17 UTC https://padlet.com/kayleelingling/nwni5vrmiukd/wish/121594765 kayleelingling https://padlet.com/kayleelingling/nwni5vrmiukd/wish/121595762 This article investigated why some whistle blowers are more celebrated than others. It revealed that leaders who spoke out about unethical behavior versus peers were viewed more positively. They attribute this to the fact that leaders are expected to be assertive while peers are considered to be just followers and compliant. The study also revealed that peers were not just viewed less positively but were also more likely to be bullied or isolated by fellow peers.]]> 2016-09-05 12:55:27 UTC https://padlet.com/kayleelingling/nwni5vrmiukd/wish/121595762 kayleelingling https://padlet.com/kayleelingling/nwni5vrmiukd/wish/121598060  American Apparel is a wholesale and retail clothing brand that is mainly known for their diversity from their models to their workers. They do lots of community work with the LGBTQ community. The AA brand was basically founded on equality and diversity which is why I thought it was interesting that only up until quite recently there were no women on the board of directors or in the C-suite. I think it shows that even though many companies are pushing hard for diversity in their organizations, it can be a long road.]]> 2016-09-05 13:13:32 UTC https://padlet.com/kayleelingling/nwni5vrmiukd/wish/121598060 kayleelingling https://padlet.com/kayleelingling/nwni5vrmiukd/wish/121599378 I thought the idea of reverse mentoring was really interesting, but also I wondered about the challenges associated with this. Mainly seniority issues and whether or not senior employees would even talk take the advice of someone younger and possibly less experienced. Which is why I thought this article was so interesting. I think it's awesome to know that even the CEO of a billion dollar company was willingly to try this strategy. Throughout the mentoring process it seemed that both Hassell and Kirstein cultivated a valuable relationship. He was even willingly to help her with her career goals when she was in a rut.]]> 2016-09-05 13:23:16 UTC https://padlet.com/kayleelingling/nwni5vrmiukd/wish/121599378 kayleelingling https://padlet.com/kayleelingling/nwni5vrmiukd/wish/122896280 One of the core values of Marriott is offering quality services and products to its customers. Keeping it about the people from the start of their business helped make the company global, successfully. Marriott has hotels in 78 countries, that's 78 cultures and maybe more subcultures. Knowing what each group of people needs is important considering they're mostly likely the ones being employed by Marriott. Even though Marriott is 78 countries people from all over the world stay in their hotels. Learning to catering to the customers needs keeps this hotel chain relevant and profitable even at a global level.]]> 2016-09-09 23:02:25 UTC https://padlet.com/kayleelingling/nwni5vrmiukd/wish/122896280 kayleelingling https://padlet.com/kayleelingling/nwni5vrmiukd/wish/122917271 When managing multinational corporations many more factors come into play. They operate in different national sovereignties, operate under different economic conditions, employ people in different cultures, operate over many geographical locations, operate in places that are experiencing the industrial revolution at different times, and national markets differ in population and area.]]> 2016-09-10 13:40:02 UTC https://padlet.com/kayleelingling/nwni5vrmiukd/wish/122917271 kayleelingling https://padlet.com/kayleelingling/nwni5vrmiukd/wish/122918055 This article states that Greece has the highest uncertainty avoidance in comparison to most countries. They scored 100 out of 100. Since many Greeks don't like uncertainty it has impacted the country as a whole in mainly two ways. Without taking risks Greece isn't known for inventing new products, processes, and business models. Which is why they have the lowest license and patent revenues compared to other countries. Second the laws in Greece help make life more structured and continues to enable their high uncertainty avoidance. This article written by a citizen of Greece encourages the country and its citizens to break out of their structured way of life and embrace uncertainty so that innovation may follow.]]> 2016-09-10 13:59:02 UTC https://padlet.com/kayleelingling/nwni5vrmiukd/wish/122918055 kayleelingling https://padlet.com/kayleelingling/nwni5vrmiukd/wish/122919450 This article touches on many different countries and how they relate to Hofstede's five dimensions of culture. The country that stood out to me was Sweden. As a whole they seem very laid back because of their low masculinity ranking, but still driven.]]> 2016-09-10 14:32:53 UTC https://padlet.com/kayleelingling/nwni5vrmiukd/wish/122919450 kayleelingling https://padlet.com/kayleelingling/nwni5vrmiukd/wish/123888922 Apple recently came out with its iPhone 7 and iPhone 7s. Right now this puts the iPhone at a competitive advantage over the Android smart phones. The release of the new Apple iPhones are all over the media talking about its new features, trying to entice consumers. Especially with Android's recent recall over one of its smartphones, the new release of Apple's iPhone 7 and 7s just maybe be enough to get Apple a few new iPhone consumers.]]> 2016-09-14 18:42:33 UTC https://padlet.com/kayleelingling/nwni5vrmiukd/wish/123888922 kayleelingling https://padlet.com/kayleelingling/nwni5vrmiukd/wish/124469177 After doing the SWOT analysis for In-n-Out I realized what an awesome company they are. I personally really like how they are family owned and they don't franchise. I feel like this way they can keep and maintain the quality of their food and customer service that has made them so popular. I was reading articles about them and there was literally nothing negative about them unlike some of their competitors.They just seem like a really good company to work for. I also liked how slowly they have expanded. I think it says a lot about their business model and their priorities. ]]> 2016-09-16 19:17:27 UTC https://padlet.com/kayleelingling/nwni5vrmiukd/wish/124469177 kayleelingling https://padlet.com/kayleelingling/nwni5vrmiukd/wish/124927052 I thought this cartoon was amusing and not that far from the truth even if it is exaggerated. The technology today is constantly changing and what's popular one week may not be the next week and may plummet in sales. I think more than ever now its important to monitor sales very closely and forecast future sales to keep a business/product relevant and profitable. 

]]> 2016-09-20 00:06:41 UTC https://padlet.com/kayleelingling/nwni5vrmiukd/wish/124927052 kayleelingling https://padlet.com/kayleelingling/nwni5vrmiukd/wish/124927148 I thought this was a very interesting article because I have never been a fan of brainstorming. I feel like a lot of times it just doesn't work. People are either being competitive or people just say whatever they're thinking even if the idea is nonsensical just so they have contributed in some way, albeit unhelpful. This article highlights some of the brainstorming rules that have developed over the years and challenges each idea. For example, the article says that one of the brainstorming techniques is "There are no dumb ideas, so encourage wild and exaggerated thinking". It goes on to say that there are definitely dumb ideas and when encouraging this kind of thinking you end up with ideas that are impractical and irrelevant. Which I tend to agree with.

]]> 2016-09-20 00:07:28 UTC https://padlet.com/kayleelingling/nwni5vrmiukd/wish/124927148 kayleelingling https://padlet.com/kayleelingling/nwni5vrmiukd/wish/126480851 This article talks about the differences between informal business structure and formal business structure. I thought this was very interesting in the book because I never considered there to be an 'informal' business structure and didn't know that it was something that was actually studied. One thing I thought that was particularly interesting in the article was that the informal structure can be more efficient if the formal one was set out poorly. So I think its important for a manger to become familiar with both the formal and informal structure in their organization and make it work to their advantage.]]> 2016-09-26 18:37:29 UTC https://padlet.com/kayleelingling/nwni5vrmiukd/wish/126480851 kayleelingling https://padlet.com/kayleelingling/nwni5vrmiukd/wish/126500182 Like the business structure this was another concept that I realized was important to study. When someone of authority asks me to do something like a teacher or a boss I do it, but I never considered why I do. One of the first conditions that Bernard studied was that the individual can understand the order being communicated and is compatible with their personal interests. This is so basic, but makes so much sense. If a boss tells their employee to do something and  it doesn't have anything to do with their job description then of course the employee isn't going to obey their boss regardless of the authoritative position. ]]> 2016-09-26 19:34:29 UTC https://padlet.com/kayleelingling/nwni5vrmiukd/wish/126500182 kayleelingling https://padlet.com/kayleelingling/nwni5vrmiukd/wish/126509248 I though that it was important as a new manger at Zappos to evaluate employees values and see what they needed/wanted to achieve either individually or collectively. Then building a reward system that correlates to their values will encourage employees and make them happier employees and in turn customer satisfaction will also go up. It has been shown many times over that when employees are treated well, they treat customers better as well. I also thought that a clan culture was a good fit for Zappos because when reading the challenge case at the beginning of the chapter it seemed that Hsieh wanted to build a company that was fun and close knit but still highly capable of reaching organizational goals while also bulding off of each other in order to learn and grow. Hsieh went with a holacracy approach when starting at Zappos, which is about self organization and self management. He did loose 50 employees because of the new system because it "isn't right for everyone" as Hsieh says.

]]> 2016-09-26 20:18:34 UTC https://padlet.com/kayleelingling/nwni5vrmiukd/wish/126509248 kayleelingling https://padlet.com/kayleelingling/nwni5vrmiukd/wish/126527727 According to this article the three steps to maintaining a high performance culture in an organization is first to establish a common understanding of culture and a way to measure its growth. Second is focus on the few changes that matter most. The third and last tip is to integrate culture change efforts with business improvement initiatives. These are just a guideline, of course every organization is different and they may need to be modified. ]]> 2016-09-26 23:18:02 UTC https://padlet.com/kayleelingling/nwni5vrmiukd/wish/126527727 kayleelingling https://padlet.com/kayleelingling/nwni5vrmiukd/wish/127409229  This article brought up some good points about recruiting services. I think companies that use in house recruiting instead of external agencies are just as capable at finding quality executives and managers, maybe even in some cases, more so. I say this because companies that recruit their own members know what qualities and attributes they are looking for. They don't have to convey this information to an outsider, where a lot of times things can get lost in translation. Also the people doing the in house recruiting are more familiar with the organization's culture, so it may be easier to recruit someone based on intuition. According to the article it seems like companies will save money in the long run if they  do in house recruiting. In house searches take less time compared to external, which is a money saver. There aren't any unnecessary fees tacked on with in house. One company in the article was said to have saved close to 100 million in one year in search firm fees. The article also said that executive positions that were filled at Coca Cola using an external service, those executives were twice as likely to leave. And if they did that would require yet another search and possibly more fees.

]]> 2016-09-29 21:52:55 UTC https://padlet.com/kayleelingling/nwni5vrmiukd/wish/127409229 kayleelingling https://padlet.com/kayleelingling/nwni5vrmiukd/wish/128349920 I'm not sure how many employers still use aptitude tests or if they do how heavy the score influences their decision, but never the less I still find them interesting. This article explains that aptitude tests are typically used to test fluid intelligence and crystallized intelligence. Fluid intelligence is the ability to think abstractly so this is like creative problem solving. Crystallized is the ability to learn from past experiences and apply that to future work situations. ]]> 2016-10-04 23:06:53 UTC https://padlet.com/kayleelingling/nwni5vrmiukd/wish/128349920 kayleelingling https://padlet.com/kayleelingling/nwni5vrmiukd/wish/128352181 It seems that grapevine communication in the workplace has mixed opinions. Since it often travels faster and is more direct than formal communication channels it could be a useful supplement to formal communication channels. However, in the wrong context grapevines tend to create rumors that can harm an organizations success. In my opinion I do think that they can be used effectively, but should be used scarcely and only as a supplement to other formal channels. Even in an informal work place setting, the grapevine could have detrimental effects. ]]> 2016-10-04 23:32:22 UTC https://padlet.com/kayleelingling/nwni5vrmiukd/wish/128352181 kayleelingling https://padlet.com/kayleelingling/nwni5vrmiukd/wish/128354834 This case study gave background information on all the team members relating to how many years of experience they had in their field and what they brought to the table in terms of experience. After reading the case study I learned that even though the forming stage is very successful the storming stage is inevitable even to the smallest degree. In the case study it showed that having a strong leader can bring a team back from all the conflict ignored to function as a high performing team.]]> 2016-10-05 00:04:43 UTC https://padlet.com/kayleelingling/nwni5vrmiukd/wish/128354834 kayleelingling https://padlet.com/kayleelingling/nwni5vrmiukd/wish/129197270 When applying the Life Cycle Theory of Leadership to this situation, it seems like Mr. Apotheker didn't know when or how to apply different levels of task and relationship behavior with his employees. In the article it said that some of his staffers though that Mr. Apotheker was not "articulating clearly" what his strategy was. To me this says that either he really didn't know what he was doing or he just assumed that all his employees were very mature and they were okay with a low task/low relationship approach. Which would have been fine if he had a clear message from the start. But since Mr. Apotheker was not clear on his strategy this combined with the wrong maturity level approach led to very poor leadership.]]> 2016-10-07 17:20:29 UTC https://padlet.com/kayleelingling/nwni5vrmiukd/wish/129197270 kayleelingling https://padlet.com/kayleelingling/nwni5vrmiukd/wish/129200568 Daniel Henderson is the CEO of Iconic LED and his elements to success is to emphasize servant leadership. He says that even though he's the boss it doesn't mean that he has the best ideas. Which is why in their weekly meetings he allows other employees to step up and speak out if they disagree with any of his methods. Henderson says that by doing this it allows his employees to grow as well as the company itself.]]> 2016-10-07 17:30:34 UTC https://padlet.com/kayleelingling/nwni5vrmiukd/wish/129200568 kayleelingling https://padlet.com/kayleelingling/nwni5vrmiukd/wish/129206118 What I found most interesting about this video was that it revealed during the recent recession that a select few employers hired more workers instead of less. The reason being was because that these retailers realized that having more employees hat are treated well created a better shopping experience for the customers and a better work environment for the employees. The retailers that practiced this were actually more profitable than the ones who didn't.]]> 2016-10-07 17:47:22 UTC https://padlet.com/kayleelingling/nwni5vrmiukd/wish/129206118 kayleelingling https://padlet.com/kayleelingling/nwni5vrmiukd/wish/129208980 This article explains the power motivation can have on employees. Lipman who has spent almost his entire career in management says that motivation is highly personal. So getting to know your employees individually lets you know as a manger what motivates them. An example that he used from learning over the years was that many employees value flexibility in their work schedule. Many of whom had kids and wanted to attend either their sports games or other functions. He would say to them “As long as you can manage your work flow and your time is made up, it’s absolutely fine with me".]]> 2016-10-07 17:55:21 UTC https://padlet.com/kayleelingling/nwni5vrmiukd/wish/129208980 kayleelingling https://padlet.com/kayleelingling/nwni5vrmiukd/wish/130874473 Honestly, I'm not sure if they can recover. Toyota has built a successful company since 1937 and for most of that time people realized they built quality automobiles. I want to say that  doesn't just disappear over night. But just this week Toyota has recalled a few hundred thousand Prius' because of faulty brakes. Unlike the other recalls these brakes issues have actually resulted in injuries and deaths. I think Toyota is at a cross roads here and if they can't maintain transparency through all of their recall and quality issues sales will definitely continue to fall as people loose faith in them as a reliable automotive brand. I'm wondering if Toyota is relying too heavily on automation without having actual employees survey operations and making sure the machines are performing properly. There needs to be more quality control checks and possible an increase in machinery maintenance. ]]> 2016-10-14 20:11:47 UTC https://padlet.com/kayleelingling/nwni5vrmiukd/wish/130874473 kayleelingling https://padlet.com/kayleelingling/nwni5vrmiukd/wish/130875474 In many of Amazon's warehouses they have robots called Kiva that help fulfill orders. It has saved time as well as money for Amazon. Fulfilling one order used to take an hour and a half if a human employee were to do it. With the Kiva robot it only takes 15 minutes. Being able to fulfill and ship orders faster is extremely beneficial to Amazon especially during busy seasons. But it does raise the question of how many more jobs robots can and will do faster than humans in the future.]]> 2016-10-14 20:20:06 UTC https://padlet.com/kayleelingling/nwni5vrmiukd/wish/130875474 kayleelingling https://padlet.com/kayleelingling/nwni5vrmiukd/wish/130878288 Performance reviews are often nerve wracking, but a necessity. The three steps in the controlling process are measuring performance, comparing measured performance to standards, and taking corrective action. I think that as a manger its important to have regular performance reviews but not base everything off of these reports. Some people don't perform well when they know how heavily employee reviews are rated. It can be counterintuitive to their work performance. For example General Electric's former CEO was a fan of the 'rank and yank'. For such a large scale and high functioning company this method may have been effective, but definitely not for small businesses. ]]> 2016-10-14 20:39:07 UTC https://padlet.com/kayleelingling/nwni5vrmiukd/wish/130878288 kayleelingling https://padlet.com/kayleelingling/nwni5vrmiukd/wish/130879991 I always though that this type of evaluation was a little too brutal, but this article changed my mind. One of the speakers said that it helps companies keep a competitive edge, especially with tech companies like Google. I can understand this method for these types of companies because they always need to be innovating and moving forward at a pace that keeps consumers interested in their products. Also many agree that this isn't a practice that should be kept up indefinitely or consistently. ]]> 2016-10-14 20:55:03 UTC https://padlet.com/kayleelingling/nwni5vrmiukd/wish/130879991