Essay on David Fletcher Case - 910 Words

This case explores the problems managers face when assembling a team. David Fletcher, is an overworked portfolio manager of the Emerging Growth Fund at Jenkins, Fletcher Partners (JFP), an investment management firm in New York. As an individual, his superior performance throughout his career has earned him an outstanding reputation. Starting out as a clerk, he rose through the ranks of Wall Street to eventually manage the two most aggressive mutual funds at a major investment firm. Success at this firm only added to his reputation and lead to his current role at JFP, a smaller firm with an informal culture. At JFP, Fletcher is challenged with the new responsibility of managing a team, in addition to managing his portfolio. Despite†¦show more content†¦Though Fletcher has enjoyed long-term success as a portfolio manager, he stumbles as a team manager. One example is in his relationship with Stephanie Whitney. Though he described is as a â€Å"mentor-protà ©gà ©Ã¢â‚¬  relationship, he admits to having little time to train her. While he provided her with general career guidance, he explains that it was her own resourcefulness and initiative that allowed her to ascend from an administrative assistant position to the role of analyst. This transition, as noted by one of her colleagues, was difficult for Whitney and she struggled with establishing her identity as an aspiring portfolio manager. Because of Fletcher’s hands-off approach to managing people, Whitney’s growth was stifled under his management, which was a contributing factor to her eventual resignation. Hiring Brian Doyle without considering how he would get along with Whitney was another mistake Fletcher made in assembling his team. A seasoned financial consultant to high-technology firms in Silicon Valley, Doyle had frequent contact with Fletcher over the years and offered valuable industry knowledge. However, he did not meet Whitney prior to joining the team and it soon became evident to Fletcher that tension existed between the two. It isn’t surprising that Fletcher failed to consider their compatibility. Being a task-oriented person, he only values a person’s performance; gettingShow MoreRelatedDavid Fletcher Case Study711 Words   |  3 PagesCase Study: David Fletcher 1. What are David’s greatest strengths as a team leader? Greatest developmental needs? How did these strengths and weaknesses affect David’s ability to build a successful team the first time around? Points for Class Discussion: Greatest Strengths: * David is focused on the objective of the team and he is well aware of the function of the team once assembled. * David is also good in building mutual connection with his team members as exemplified by hisRead MoreDavid Fletcher Case Study Paper1697 Words   |  7 PagesDavid Fletcher Case Study Paper David Fletcher, a successful investment portfolio manager with Jenkins, Fletcher Partners or â€Å"JFP†, has been having problems with building and maintaining his team of research analysts. David is described by his peers as being calm under pressure, having a natural instinct to pick investments, and self-motivated. The intense workload David is managing has required him to put together a team to handle the time consuming aspect of obtaining and sifting through largeRead MoreDavid Fletcher Case Essay example2226 Words   |  9 Pages Jenkins, Fletcher Partners (JFP) has the potential to thrive and succeed in the financial service industry with stimulated, productive, and satisfied employees. However, there are small and large issues to be addressed in order to carry that in action. In this specific case analysis, we analyze the issues hindering JFP from further development, and suggest respective and appropriate suggestions to resolve those problems. First, a thorough evaluation of JFP shed light on a number of issues: TheRead MoreDavid Fletcher Case Study Essay1959 Words   |  8 Pagesand events of the case including the critical issues leading to the departure of Stephanie Whitney. David Fletcher is a portfolio manager with many years of experience and success under his belt. He currently is a limited partner managing an Emerging Growth Fund for Jenkins Fletcher Partnership or JFP. The company was small when David started and consisted of a CEO, Paul Jenkins, CFO, 2 financial assistance, 4 research analyses, 1 research assistant and a receptionist. David first started withRead MoreDavid Fletcher Case Study Essay1603 Words   |  7 Pagesenvironment for portfolio management changed and as Fletcher began being overwhelmed with research, he sought to create a team of analysts that could assist him with his work. Fletcher failed to build this team on his first attempt as a result of several causes. There were multiple mistakes that Fletcher made that can be seen in his interactions with people. The first was his assistant Whitley which he had a close relationship with. Before Fletcher hired Doyle, he did it hastily without consultingRead MoreFletcher Case Study Essay1288 Words   |  6 Pages653: Fletcher Case Study This study analyzes and discusses three shortcomings that prevented investment portfolio manager David Fletcher of Jenkins, Fletcher Partners (JFP) from realizing his team oriented operational expectations. His failures were attributed to poor personnel management, the inability to effectively select or establish team structure, and the failure to devise the appropriate incentives to motivate and reward employees. After careful review it is recommended that Fletcher mustRead MoreProtection Of Individual Property Rights1689 Words   |  7 Pagesmajor cases that have gone through the United States Supreme Court have made an influence on how laws and amendments of the United States Constitution are construed. Protection of individual property rights is a controversial topic in the political spectrum and it has advanced with different visions of values that should be protected in American Society. The Fifth Amendment due process and clause jurisprudence reflects the notion of property. The following four U.S Supreme Court cases, Fletcher v. PeckRead More A Reasonable Approach to Euthanasia Essays1566 Words   |  7 PagesVoluntary but indirect euthanasia is chosen in advance. Direct but involuntary euthanasia is done for the patient without his or her request. Indirect and involuntary euthanasia occurs when a hospital decides that it is time to remove life support (Fletcher 42-3).    Euthanasia can be traced as far back as to the ancient Greek and Roman civilizations. It was sometimes allowed in these civilizations to help others die. Voluntary euthanasia was approved in these ancient societies. As time passedRead MoreEthical Nursing1709 Words   |  7 Pagesthat she undergo a hysterectomy to which she agreed because she was in severe pain. While reading the informed consent papers before theatre, Carol made an explicit request that she should not be transfused with blood or blood products even in the case of extensive blood loss following surgery. Her reasons for this were that she belonged to a group of Jehovah’s witnesses, and it was simply against her beliefs. Ethics can be defined as the philosophical study of the moral value of human conductRead MoreThe Los Angeles County Federation Of Labor Essay1702 Words   |  7 Pageslabor bodies use their political influence to lobby for regulations that are favorable to their workers(Ness, 2011). For example, there is an ongoing court case involving the Los Angeles County Federation of Labor representing an illegal immigrant who found himself in trouble for raising the problem of exploitation in terms of wages. The case resonates with the President Obama’s Executive Order on Illegal Immigrants. Therefore, the similarities between the two factions and the ability of the labor

Effects Of Obesity In America - 1066 Words

In America more than 35.7% of the population is obese or overweight. (â€Å"Overweight and Obesity Statistics†). That is nearly around 78.6 million people in America (‘’Obesity in U.S.’’). Americans are drastically becoming more obese over the years. There are a few americans who practice the habit of physical exercise and many who have a habit of super-sizing. Foods in America are available anywhere and people become overwhelmed when they see food ads. The percentage of our economy who have lower income tend to choose foods that are unhealthy because its cheaper to afford. This leads to many health problems that people arent aware of or they choose to disregard it. People who live in lower income neighborhoods maybe not be able to get out†¦show more content†¦Also not being able to pay rent or bills may cause stress which leads to increased eating of foods high in fat and sugar. Physical activity is restricted for lower income families beca use they dont have the money for childrens activities outside of school also schools in these areas may not have the funding to even have a physical education class in the school.Many of these lower-income neighborhoods either don’t have any parks or gyms; However if they do they tend to be unsafe to use due to the area being crime-ridden and unsafe to be outside.(â€Å"why poverty†¦Ã¢â‚¬ )On average people should be getting at least two and a half hours of physical activity a week. This helps increase metabolism,decrease body fat, and help you stay fit(â€Å"Obesity Prevention†¦.†). Nearly 70% of americans are overweight due to an unhealthy lifestyle. Now americans just eat to eat due to the abundance of food in America. One of the many unhealthy lifestyles is eating while watching tv or playing a video game. Instead of eating healthy and exercising people just become lazy and eat all day. All these unhealthy lifestyles can lead to many life threatening di seases and an unhealthy weight. Being obese can increase the risk for heart disease,diabetes,gallstones, and many more. Obesity can also increase the chance for a heart attack and severe respiratory problems. These are just a few things being obese and having an unhealthy life can do. Technology is the last but biggest component to theShow MoreRelatedObesity And Its Effects On America1735 Words   |  7 Pagestopic of obesity in America is not a new one. In fact, the reality of obesity and its effects on America and its population has been mounting by the decade. Currently, more than 1/3 of adults in America are obese. This translates to 34.9% or 78.6 million people. Unfortunately, this number doesn’t even account for the youth of America (CDC, 2014). To call this an epidemic could almost be considered an understatement. This paper will discuss the four major economic impacts linked to obesity: directRead MoreCauses And Effects Of Obesity In America870 Words   |  4 PagesThe Centers of Disease Control and Prevention defines obesity as having a BMI over 30 (CDC). In the year 2000, roughly 30 percent of 20 year olds in America were obese. By 2003 that number had risen to 32 percent. That is a small window of increase. From the 1970s to the early 2000s, the percent of obese Americans doubled. This means that in 1970, only 15 percent of Americans were obese, and in the thirty years following, obesity took a sharp rise. In 1960, 13 percent of Americans were obese. TheRead MoreObesity And Its Effects On America Essay2573 Words   |  11 Pagesprescription. The shots worked, but likely amidst in the ushering in of the Korean, cold and Vietnam wars, civil rights movements, the decade of love, and the Kennedy tragedy and subsequential faux-pas of the Nixon administration, it must have slipped Americas m inds. But never you fear! It is back with a feverous fervor, and thanks to the internet is feeding consumer madness the storm is bigger and more controversial than ever. Many people are on the fence about this and others are in hot debate, screamingRead MoreFactors And Effects Of Obesity In America767 Words   |  4 Pagesby crack a few decades ago. The nation is plagued by factors such as obesity, high sexually transmitted disease rates, tobacco and alcohol use, hard drugs such as cocaine and crystal meth, and prescription drug abuse, such as the ongoing opioid crisis. Factors such as the previously mentioned affect society by affecting large numbers of individuals in society. The United States of America has more recently been plagued by obesity, particularly in children. There has been an increase in the amountRead MoreChildhood Obesity And Its Effects On America1394 Words   |  6 PagesHave you ever wondered what are the major causes of obesity? The CDC (2017) states that one out of every five children in the U.S. are overweight or obese, and this number is continuing to rise. Wilson (2016) states that many children who are obese develop health complications, such as joint, gallbladder, and sleeping problems. The majority of children who are obese as kids tend to be obese as adults. Reason being, many children develop bad eating habits by learning from their surroundings. WhenRead MoreEffects Of Obesity On America And Is Reaching All Time Heights879 Words   |  4 PagesBradshaw AP Psychology May 7, 2015 Research Paper Obesity has been on the rise in America and is reaching all time heights. Obesity in America is at 27.7 percent and 1 in 5 children in America are obese currently and many will have to deal with it throughout their lifetime. With almost a third of our population struggling with this problem, the increasing obesity rates are becoming a major concern. Even though there isn’t a single answer to why obesity has become so prevalent, there are many contributingRead MoreWeight On Obesity1551 Words   |  7 PagesAll the Weight on Our Shoulders America is in danger; this rising threat is obesity, which is growing as the leading cause of preventable deaths just behind tobacco. Throughout its history, America has seen many different conflicts and threats rise and fall and with each threat. Each generation has risen to the challenge time and time again. Now, it’s the new age generation’s turn to do the same. Obesity is a significant problem and it must be curbed or it will crush us under its weight. As the citizensRead MoreChildhood Obesity Essay examples1472 Words   |  6 PagesForty years ago in America childhood obesity was rarely a topic of conversation. A survey done in the early 1970s showed that 6.1% of children between the ages 12 and 19 were overweight. Eight years later the same survey was done and 17.4% were considered overweight (Iannelli). â€Å"Childhood obesity epidemic in America is now a confirmed fact since the number of overweight or obese children has more than tripled during the last 30 ye ars† (Childhood Obesity Epidemic). â€Å"Over the last 20 years, the prevalenceRead MoreFood Policy Debates : Obesity And Advocates1075 Words   |  5 Pagesbased research information on several topics that relate to obesity. The article gives a lot of information about the battle between for fighting obesity and advocates that want Americans to make their own choices about the food they consume. This article covers a wide range of informative data from food served in schools, to the rise of industrial farming. The author is a freelance reporter that does not seem to have a bias for the obesity subject. Instead this author provides information for theRead MoreObesity And Its Effects On Obesity1637 Words   |  7 Pagesdestructive can effects of obesity be. First of all what is an obesity? Obesity is an abnormal accumulation of body fat, usually 20% or more over an individual s ideal body weight. It is a very serious problem and is becoming very dangerous in today’s w orld. Obesity is now considered to be the second most preventable death in America, with tobacco being the first. As use of tobacco rates continues to decline, the obesity rates continue to rise. With that being said, death numbers of obesity are going

A career is a developmental process of progression Free Essays

Career is defined as the sequence of employment-related places, functions, activities and experiences encountered by a individual ( Arnold, 1997, P: 16 ) . In other words, â€Å" a calling is a developmental procedure of patterned advance † ( Baruch, 2004 ) . In order to stand out and come on in a chosen business and have an effectual calling planning, an single must be cognizant of his/her strengths and failings. We will write a custom essay sample on A career is a developmental process of progression or any similar topic only for you Order Now In add-on to this, one must besides cognize the skills/competences required for that peculiar field and must hold good researched background about that business for case the current market scenario for new comers and the range for that business etc ( Lock, 2004 ) . There is a alteration apparent in the nature of the calling. This can be illustrated with the application of the psychological contract. On one manus, the old contract illustrates the exchange of trueness and accomplishments from an employee for occupation security and calling development from the employer. On the other manus, the new trade states the replacing of the construct of occupation term of office with employability and quality of life from the employer, with the anticipation of public presentation and flexibleness from the employee. Further more, there is an understanding between the employer and the employee that administrations will supply preparation and accomplishments to their employees with the outlook of them go oning to work in the same administration with the freshly acquired accomplishments and preparation ( Herriot, 1995 ) . Harmonizing to Casey ( 1999 ) , in modern administration, values, attitudes, beliefs etc are of import. Further more, the civilization programme helps an person to grok his or her work character and cognize his or her work values, attitude, beliefs and behavior. This benefits the person to come on in their calling and besides track an ideal occupation that fit their work values, beliefs etc. The work values that are most of import to me when sing work are money as it is a primary ground for me, security as it is indispensable for me to cognize that my occupation is secured and I wo n’t lose it some twenty-four hours, communicating as an administration with good communicating will hold a good squad, therefore profiting the administration, and in conclusion, work with others as this will assist to construct dealingss at work and lead to a strong squad ( Hopson A ; Scally, 1999 ) . Pull offing and planning of a calling are highly important for an person ‘s professional gro wing and development. Together the person and the administration are accountable for the development of a calling. However, an person has more duty to craft his ain calling when compared to the administration. The person is entirely responsible for his calling as it is his or her coveted aspiration and the administration is simply a accelerator in the tract to his/her success. Hence, this is the purpose behind making the Personal Development Plan for myself. The Personal Development Plan will assist me recognize my strengths, failings, work values, and larning manners, be of aid to research my chosen calling, assist me reflect on my accomplishments and competencies, and help me to put aims that will beneficial for my chosen business. The calling that fascinates me is that of events direction. Events direction involves direct and personal communicating with people and besides involves creativeness. Event organizers are expected to work in squads and have first-class interaction or communicating, organizational and clip direction accomplishments as event organizers are accountable for the production of events right from construct to the completion of the event. Some illustrations of events are carnivals and festivals, meetings, merchandise startups and publicities, fund-raising and societal events etc. The range for the events industry is predicted to turn as there is estimated to be about 69,000 more managerial occupations in this sector in the twelvemonth 2017 than in the twelvemonth 2007. Besides, as supported by recent intelligence, GL Events reveals a 14.8 % growing in gross for this sector in 2010. My short-run calling aspiration is to acquire experience in events. This may be voluntary or nonvoluntary. The i ntent of making this will assist me acquire some experience and therefore give me more cognition and exposure to carry through my average term aspiration that is going an adjunct event manager/organiser. And eventually, my long-run calling aspiration is to go an events organizer and have an events direction company of my ain. Section 1.2: SKILLS REQUIRED/ DEMANDED IN YOUR CHOSEN OCCUPATION/ROLE There is no standard way in order to go an event organizer, and it is non typical either to happen a alumnus preparation proposition or a occupation advert with easy and direct entryway unlike other occupations like banking, finance and accounting and so on. Nevertheless, some administrations do enroll alumnuss who match the outlooks of the occupation with the right accomplishments and competences. A grade in events direction acts as a competitory advantage along with good work experience in this field. In other words, good work experience is a prevailing factor required when it comes to events direction. There are many skills/competences to see when coming to events direction. Some of them include good organizational and clip direction accomplishments, undertaking direction accomplishments and experience ; ability to work under complexness ; problem-solving or analytical accomplishments ; being able to give notice to minute inside informations, first-class communicating and squad wo rking accomplishments ; flexibleness and the ability to market or advance the event along with the ability to pull off budgets for the events. In add-on to these, an person must besides be a good squad participant, must be self-motivated, articulate, originative ; and must hold good Personal computer accomplishments and besides presentational accomplishments that are utile when fliping thoughts to the clients. The accomplishments that make me suited for this sector are that of squad direction accomplishments, good communicating and dialogue accomplishments, good organizational accomplishments, time-management and selling accomplishments, accomplishment of flexibleness and ability to work under complex and nerve-racking state of affairss. All of these accomplishments are the most of import when it comes to pull offing an event right from be aftering an event to showing the event. Section 1.3A: ONE STRENGTH ( WITH EXAMPLES ) A strength that would give me a competitory advantage over others would be that of working in a squad. Team working is really indispensable when it comes to working with others and it non merely helped me turn separately but besides acquire motivated and larn new skills/qualities from other group members. University group class plants have helped me to work in a squad and larn accomplishments like communicating accomplishments, researching and composing accomplishments and besides presentation accomplishments. Besides, in my inn, Good Shepherd International School, India, I got the chance to work in a squad and besides go the leader for that squad therefore assisting me to better on my communicating accomplishments and leading accomplishments. I get along with largely everyone I work with and listen to others sentiment every bit good. Section 1.3B: ONE WEAKNESS ( WITH EXAMPLES ) From the Honey and Mumford ‘s Learning Styles Questionnaire ( 1996 ) , I concluded with a failing that is of import for my country of work involvement i.e. in the field of events direction. The questionnaire concluded me to be in the theorist class. The questionnaire consequence suggested my failing to be that of analytical thought. In other words, reasoning from experiences. The questionnaire besides concluded me to be in the theorist class. It is really of import to be able to reason informations, particularly in the field of events, speedy decision-making is of import and non being able to analyze and reason informations accurately will take me to jobs. Section 2: Contemplation ON YOUR SKILLS DEVELOPMENT: This subdivision will give a image of the three different experiences I encountered and the skills/competences I learnt from them. EXPERIENCE 1: This experience helped me develop the accomplishment of Time direction and the ability to work under force per unit area. The event happened in the university and besides the necessary actions to better on this accomplishment began from place. It is justly said that ‘Time is money ‘ and university class works most surely helped me value and understand clip. Due to effectual usage of clip I have been able to subject my class works on clip, which enables me to do of import notes from the assignment point of position. Besides, I have managed to make for university talks and seminars, and assignments and interviews on clip. Time direction has taught be non to stall work as earlier I used to happen it hard to complete my work on clip and I used to acquire stressed. But bit by bit I have improved my clip direction accomplishments by doing notes, puting dismaies for talks, seminars, assignments etc. The work force per unit area of three faculties every semester in the university has motivated me to gain that I can get by with emphasis and force per unit area by utilizing clip expeditiously. Schuler ( 1979 ) provinces that when an single uses his or her clip good, less emphasis is generated which in bend helps the administration to profit with a healthy, more efficient and a satisfied employee ( Schuler, 1979, P: 854 ) . In other words, it can be implied that if a university pupil takes less stress and manages and utilises clip efficaciously, the public presentation of the pupil at the university can be good. This accomplishment will unimpeachably non merely assist me equilibrate and pull off my personal and professional life in the hereafter and specially in my chosen business, events direction, where clip is money, but besides assist me present a successful event, assist me make my work topographic point on clip and assist me complete my work on clip. EXPERIENCE 2: This experience helped me develop the accomplishment of Team direction i.e. working in a squad. The experience was a positive one, which happened in the university for a group presentation. Our group had a batch of integrity and we all worked as a squad and helped each other wherever we could assist. There was administration in everything we did for case, we planned and scheduled a meeting every hebdomad, wherein we would update with the advancement and make up one’s mind the future work allocation for all the group members. In add-on to this, the leader of our group was really supportive of everyone ‘s thoughts and there were no differences with the thoughts for our presentation. We all agreed and communicated good with each other in a proper mode. Harmonizing to Barrick ( 1998 ) , effectual squad direction occurs when there is good communicating among the group members and besides when there are high degrees of conscientiousness and employee amenity nowadays. My large five personality trial shows that my conscientiousness and agreeableness consequence is satisfactory and good for my calling option i.e. events direction as the occupation needs one to be organised and a good squad participant. This accomplishment will assist me go a good squad participant, which will assist me stand out in my field. EXPERIENCE 3: This experience has taught me the accomplishment of self-motivation or how to construct up my self-esteem. This happened at when I was 13 old ages old. I was de-motivated by my friends, who passed remarks on me for non being able to talk English good. English is my 2nd linguistic communication. I was so encouraged by my female parent to get down reading newspapers and books and get down composing essays and studies in English. And till this day of the month, larning English is an on-going procedure. I still promote myself and seek non to acquire affected by other people ‘s remarks and take unfavorable judgments good. Harmonizing to Maslow ( 1954 ) , there are certain demands like physiological ( air, H2O, nutrient etc ) , safety ( occupation security, insurance etc ) , societal ( friendship, giving and having love etc ) , esteem ( self- regard, achievement, self-esteem etc ) and self-actualisation ( truth, justness etc ) that need to be satisfied before one can move altruistically. So every bit long as these demands are fulfilled, an single corsets motivated. I have learnt that it is my duty to construct up my self- regard and non acquire affected by remarks. If a individual is self- motivated, they are able to demo good consequences in their work. I have besides learnt to believe positively and accept my strengths and failings and besides work on my failings. This helps me construct my assurance. Bing self-motivated and assisting myself build on my ain self- regard will assist me present better public presentation at work. Events direction is an business wherein one needs to be confident and assurance can come merely when a individual is self- motivated from within. Section 3: CAREER MANAGEMENT ACTION Plan OBJECTIVE 1: State the aim. To larn and construct up on my leading accomplishments Outline of specific actions associated with the accomplishment of the above aim. Participate in category arguments and activities. Take the enterprise to take on the leading function when take parting in schoolroom group activities. Read books on leading accomplishments like Leadership in Organizations etc and use them. Volunteer for undertakings and activities in category. This will assist me construct my assurance. Time frame for accomplishment of the above aim. 20THSeptember, 2011 Have started take parting in schoolroom group activities and taking on the function of a leader. OBJECTIVE 2: State the aim. Bettering on my CV authorship accomplishments Outline of specific actions associated with the accomplishment of the above aim. Practice authorship and demo it to coachs. Read books on how to compose effectual CV like The ultimate CV book etc. Read books with high vocabulary. This will assist me acquire different thoughts to compose my CV, doing it more appealing and different from others Geting an assignment with the employability squad from the university and acquiring my CV checked, and besides acquiring tips from them. Time frame for accomplishment of the above aim. 30THJanuary, 2011 Have started reading a book on CV composing OBJECTIVE 3 State the aim. Bing able to happen and analyze informations Outline of specific actions associated with the accomplishment of the above aim. Read books on how to analyze informations like Data analysis and determination devising with Microsoft excel etc. Practice and use the accomplishments of analyzing informations Time frame for accomplishment of the above aim 10THSeptember, 2011 Have read the survey accomplishments handbook chapter 6: research accomplishments Bibliographies: Arnold, J. ( 1997 ) ‘Managing Careers into the twenty-first Century ‘ , London, Paul Chapman Publishing. Barrick, M. R. , Stewart, G. L. , Neubert, M. J. , A ; Mount, M. K. ( 1998 ) . Associating member ability and personality to work squad procedures and squad effectivity. Journal of Applied Psychology, 83, 3, 377-391 Baruch, Y. ( 2004 ) ‘Managing Careers: Theory and Practice ‘ , Harlow, Ft. Prentice Hall. Construct your ain Rainbow ( 3rd Ed ) : a workbook for calling and life direction, B. Hopson and M. Scally ( 1999 ) , Management Books 2000, ISBN 1-85252-300-X Casey, C ( 1999 ) – Come fall in our household: Discipline and Intergration in Corporate Organizational Culture, Human Relations, Vol52, No2 Digman, J.M ( 1990 ) . Personality construction: Emergence of the five- factor theoretical account. Annual reappraisal of Psychology 41: 417- 440. Herriot, P. and Pemberton, C. , ( 1995 ) , New Deals: The Revolution in Managerial Careers, Wiley, Chichester. Honey and Mumford ‘s Learning Styles Questionnaire ( 1996 ) Available at: hypertext transfer protocol: //www.business.ulster.ac.uk/businst/pub_service_mgt/bmg341/04 % 20HHYPERLINK â€Å" hypertext transfer protocol: //www.business.ulster.ac.uk/businst/pub_service_mgt/bmg341/04 H A ; M Learning Styles questionnaire.DOC † amp ; HYPERLINK â€Å" hypertext transfer protocol: //www.business.ulster.ac.uk/businst/pub_service_mgt/bmg341/04 H A ; M Learning Styles questionnaire.DOC † M % 20Learning % 20Styles % 20questionnaire.DOC hypertext transfer protocol: //mef.med.ufl.edu/files/2009/02/time-management-article.pdf ( Accessed: 16th November, 2010 ) . Lock, R. ( 2004 ) Taking charge of your calling way, Book1 of Career be aftering usher. Books.google.com [ e-book reader ] Available at: hypertext transfer protocol: //books.google.com/books? id=lU3YWgNCOsQC A ; dq=taking+charge+of+your+career+direction A ; source=gbs_navlinks_s ( Accessed: 27th October 2010 ) . Maslow, A.R. ( 1970 ) Motivation and Personality 3rd ( erectile dysfunction. ) , Chapter 2 [ Online ] . Available at: hypertext transfer protocol: //www.chaight.com/Wk % 2015 % 20E205B % 20Maslow % 20- % 20Human % 20Motivation.pdf ( Accessed: 31st November, 2010 ) . Schuler, R. S. ( 1979 ) . Pull offing emphasis means managing clip. Forces Journal, 58, 851-854, [ Online ] . Available at: hypertext transfer protocol: //mef.med.ufl.edu/files/2009/02/time-management-article.pdf ( Accessed: 18th November, 2010 ) . hypertext transfer protocol: //ww2.prospects.ac.uk/p/types_of_job/event_organiser_job_description.jsp ( Accessed: 18th October, 2010 ) . Peoples 1st State of the Nation Report 2009 – Peoples 1st for Hospitality, Leisure, Travel and Tourism ) Available at: hypertext transfer protocol: //www.people1st.co.uk/webfiles/Research/StateHYPERLINK â€Å" hypertext transfer protocol: //www.people1st.co.uk/webfiles/Research/State Of The Nation/2010/State_of_the_Nation_2010_Executive_Summary.pdf † % 20Of % 20The % 20Nation/2010/State_of_the_Nation_2010_Executive_Summary.pdf. ( Accessed: 18th October 2010 ) . hypertext transfer protocol: //www.prospects.ac.uk/industries_hospitality_overview.htm ( Accessed: 18th October, 2010 ) . hypertext transfer protocol: //www.eventmagazine.co.uk/news/1034835/GL-Events-reveals-148-growth-revenue-2010/ ) . ( Accessed: 18th October 2010 ) . hypertext transfer protocol: //ww2.prospects.ac.uk/p/types_of_job/event_organiser_entry_requirements.jsp ( Accessed: 18th October, 2010 ) . hypertext transfer protocol: //ww2.prospects.ac.uk/p/types_of_job/event_organiser_entry_requirements.jsp. ( Accessed: 18th October 2010 ) . hypertext transfer protocol: //www.eventmanagerblog.com/event-management/top-5-qualities. ( Accessed: 18th October, 2010 ) . CURRICULUM VITAE U0918976 Nido, 200, Pentonville route, London, N1 9JP pallavigupta @ hotmail.co.uk Career Objective: A challenging and responsible place to use and heighten my analytical accomplishments required for doing a grade in this competitory field. Willing to work with my full potency, assurance and guaranting for the best of my ability to work hard. Personal Profile: If I was supposed to depict myself in 3 words, they would be honest, difficult working and airy. Honest towards my work, difficult working attitude to stand out and a vision to make something more meaningful. I am an person with originative aptitude and an involvement in events direction. I besides possess a ardor for going and understanding diverse civilizations. Skills: I.T. SkillsA : Course Completed: A Diploma in Basic Computing like MS Word, MS Excel, MS Power Point and Internet Explorer Languages Known: English, Hindi, A ; Marathi, Basic French. Education Qualification: Foundation Course: Institute / College: Malvern House College, The Bloomsbury Academy, London. B.A.Hons. : Stream: Events Management Academic twelvemonth: A Sep 2009 to Show Institute / College: A University of East London H.S.C. : Board: A A A Mumbai Board Stream: A Commerce Academic twelvemonth: A Feb 2007. Institute / College: A R.A.Podar College of Commerce and Economics, Matunga, Mumbai. S.S.C. : Board: Mumbai Board Academic twelvemonth: A March 2005 Institute / College: A St. Anthony Girls ‘ High School, Mumbai. Work Experience: I besides take enterprises in extra-curricular activities. When I was in International Good Shepherd Finishing School, Ooty, I had organized assorted maps which included The Bachelors Party, Party for kids, etc. My Professors, Coordinators and Principal non merely appreciated me for my undertaking work but besides for my communicating accomplishments. I was promoted to the profile of a Team Lead, in which I was managing a squad of 20 associates. I am besides a registered voluntary with Cancer Research Uk and have volunteered in the 10K Run as a race Marshall. Extra Curriculum Activities: Diploma in Polished Diamond, International Gemological Institute, Mumbai. Completing School in International Good Shepherd, Ootacamund. Interest: Listening to music, playing athleticss like hoops, badminton, swimming, and throw ball. In add-on to these, I besides like to play golf and make horse equitation. I have a acute involvement in going and have visited topographic points like Australia, Mauritius, Malaysia, Singapore, Switzerland, Paris and London. In my free clip I read inspirational books. Reading newspapers and assorted cultural magazines are a wont. Watching intelligence channels for current universe updates is besides an interesting activity for me. I enjoy still photography excessively. How to cite A career is a developmental process of progression, Essay examples

Employee Motivation and Retention Strategies -myassignmenthelp

Question: Discuss about theEmployee Motivation and Retention Strategies at Microsoft. Answer: Introduction Retention and motivation of the employees are the two most vital aspects of any organisational human resource management as it only reflects the organisational productivity and the efficiency of the employees. The organisations are required to have those strategies that can build the morale and motivation of the workforce and help in retaining them in the organisation. Increased level ofmotivation influences an employee to work in a positive and efficient manner and rapidly attain the desired goals of the organisation. the organisation oppose to this have ineffective strategies regarding the motivation and retention of the employee face number of challenges as well as financial issues in the market too. It also make challenging for the organisations to retain the competent and skilled workforce (ALDamoe, Yazam and Ahmid, 2012). Therefore, for attaining a competitive advantage it is essential to have a motivated workforce in the organisation. Presently there are several organisations that are striving hard to take sue of effective strategies for retaining and motivating the organisational workforce. To motivate the employees there are diverse set of approaches for yielding the best talent from the market. The key factor in the strategies is remuneration of the employees and communication for making them assure that they are paid adequate compensation as well as for having an improved workplace environment with effective team building. There are various other strategies too for motivating the employees that comprises of performance appraisal, training, rewards and recognition, etc. (Abdullah, Ahsan and Alam, 2009). These strategies play vital role in retaining and motivating the workforce. It is also important for the companies to comprehend the significance of possessing a workforce which is highly motivated. There is also a viewpoint that implementing the motivation strategies is a waste of resources and cost but on the contrary, all the motivation strategies a re not expensive and the small organisations can even implement them in an affordable manner. In this paper, the key focus will be on the motivation and retention strategies of Microsoft Corporation, the issues faced by the company and the respective strategies to overcome the same. HRM and Organisational culture at Microsoft Microsoft was grounded in the year 1975 and presently is the leader of the technology industry with its continuous expansion and growth. The key success of Microsoft was recognized in the year 1980 when it had an association with the most one of the successful organisations of that time, IBM. Microsoft used to work on developing the operating system that was about to launch by IBM. Microsoft gained continuous success with its innovative software and technologies and gained extreme level of specialisation in the operating system. Bill Gates, the CEO of Microsoft had a huge attention on the organisational culture and the satisfaction of the employees. In present time, Microsoft is one of the top most companies where the employees want to work and the retention rate is also extremely high. There is a strong development of teams which works in team for the higher productivity and success of the organisation. The organisation possesses a strong and robust organisational culture which help s in motivating the employees and delivering the most potential outcomes (Chakraborty, 2010). All such aspects helped Microsoft in recognizing as a leader in the technological industry and producing the most innovative operating systems. All these factors support in enhancing the performance of the employees as well as productivity and growth of the company. The company is also recognized as the employer that has the most effective and efficient retention and motivation strategies. The strengthening and powerful organisational culture of Microsoft helps in fetching the interest of competent employees. The motivated employees used to work hard for the accomplishment of the organisational goals which offered a number of competitive and financial benefits to the organisation. Till the period of late 1990s only the organisational culture of retention And motivation was acknowledged but later to this, the organisation started experiencing a number of human resource issues that weakens th e comap0ny in number of ways. But with the rapid growth and success, Microsoft neglected the organisational culture development and there were more efforts for attaining profits rather than satisfaction of the employees. The research and development activities were acquiring huge funding for serving the customers with most suitable and innovative products. In order to dominate the hardware and the computer software industry and to reap all the competitive benefits, Microsoft did not realise the pressure it was imposing g on its employees. There were taking place activities such as changing in the organisational culture, restructuring of the practices of human resource, cut down of the various programs, etc. All these factors laid down a direct impact on the performance, productivity and profitability of the organisation as the employees stared feeling de-motivated (Chakraborty and Gupta, 2010). Issues related to retention and motivation of the workforce at Microsoft Discrimination The issue of discrimination was realized when some of the Black African American have raised their voice against the unfair practices taking place in the organisation. There were filed some law suits against the organisation against the management practices of Microsoft (Chakraborty and Gupta, 2010). They mentioned that they were offered comparatively less wages, compensations and incentives which were offered to the American employees. In the performance assessment, these people were ranked low so that they do not get promotions and bonuses which were marked as an inequitable practice of the management (Sandhya and Kumar, 2011). There was immediate termination of the Black Americans without any prior notification or appropriate justification given to them as well as they were replaced with the contractual workers. There was a hundred percent non-tolerance policy which was used to followed by the organisation but such activities was the result of incompliance of the practice in an ad equate manner. And thus, there tool place a number of racial discrimination issues that de-motivated the staff and there occurred high turnover rates and dissatisfaction at workplace (Armstrong and Taylor, 2014). Hiring Issues Because of the continuously growing pressure and the unfair practices, a group of competent as well as tenured employees left the organisation and this was one of the most challenging aspects for the HR department of Microsoft to find their replacements. Due to a completely disorganised state of the Microsofts organisational culture, there was squat number of competent employees who were found interested in working at Microsoft. Although, the company was providing a great opportunity for the career development and bonuses but because of getting sidelined or blended in such a disturbed organisational culture, potential candidates do not wanted to being employed in Microsoft. This resulted in intense hiring issues at the organisation which leads to increased number of issues related to motivation and retention of the existing employees. Strict and tough leadership Microsoft was well known for the strict and tough leadership it followed for managing its employees as the organisation wanted to have excellent outcomes and productivity with upsurge level of efficiency, for recognizing as the leader in the industry. Due to high level of perfectionist organisational culture, Microsoft tends to pose huge penalties on its workers for any kind of fault or mistake (Samuel and Chipunza, 2009). There was no consideration regarding the personal life of the employees or no emphasis on the work-life balance practice rather the employees were forced and pressurized to have their complete concentration on the efficiency of the task. Thus, fulfilling of workplace responsibilities was becoming an obligation more than a responsibility. There was a complete questioning which took place for getting g justification for the actions taken by the employees for their work (Monsen and Wayne Boss, 2009). There was passed positive as well as negative feedbacks to the workf orce as well as it was asked to employees to not to celebrate their success and rather must pay more attention for achieving more improved performance and efficiency in their work. The employees who were found performing not much well were threatened to be terminated. Thus, all such factors changed the organisational culture and the staff remained highly de-motivated. All such aspect and strict leadership resulted in increased turnover rate and dissatisfaction of the employees (Baloch, 2009). Surge in attrition rates Because of the increased level of pressure and work load, no importance to the work-life balance of the employees, discrimination issues, the deteriorated culture of the organisation and ineffective human resource management at Microsoft, the existing employees started feeling distressed and de-motivated which forces them to leave the organisation (Mendes and Stander, 2011). Because of the lesser priorities to the satisfaction of the employees, most of the competent employees left the organization. Such situation posed a negative e impact on the remaining employees and thus they also switch the organization. Thus, managing the attrition rate was challenging for the organisation which ultimately resulted in high level of retention and motivation issues at the workplace (Beecham, et al., 2008). Lack of competition As Microsoft became the leader in the technology sector, there was no other organisation or company that can give competition to Microsoft. Because of rapid expansion, being a perfectionist and the most successful organisation, there was no threat of market competition. And this became one of the most important factors in weakening of the organization culture as Microsoft paid no attention to the employees (Manzoor, 2012). The workforce wanted some change in their work to have a relaxing working environment but due to being a company serving its customer with best quality, there was no relaxation to the employees as well as no efforts was made to impress the employees as Microsoft was already reaping the benefits of success. The organisational culture was linked with the desire for growth and success of the organisation and as a result some of the employees left the organisation to escape from the long process of perfection. They were in a search of some relaxing and new environment and thus it resulted in de-motivated staff and increased turnover rate of the employees (Boxall and Purcell, 2011). Bureaucracy Due to increased level of global expansion, there was a need to have mote number of employees and for managing those newly recruits as well as high number of workforces, the company take use of bureaucratic management style. Instead of improving the process of recruitment and recruiting only the competent employees, the organisation had a large incompetent workforce and managed it through bureaucratic style of management (Kyndt, etv al., 2009). The employees who were tenured and experienced were used to get promoted and there were very less benefits offered to the newly recruited employees. And because of extreme level of bureaucracy, there were number of employees who left the organisation which resulted in retention issues and existence of de-motivated staff in Microsoft (Carleton, 2011). Solution to the issues of employee retention and motivation Improvement in the lines of Communication To overcome such issues, the CEO Ballmer trued to have improvements in the lines of communication among the executive of HR department and the organisational workforce for assuring that there is addressing, identification and satisfaction of the employees sentiments, demands and needs. He ensured that there is a strong and smooth flow of communication among all the departments as well as the grass root employees so that the issues can be resolved on an instant basis and no employee left the organisation due to in-adherence of their grievances or issues (Jiang, et al., 2012). Such strategy or initiative helped the organisation in a deeper sense as there was increased level of motivation of the employees as well as the turnover rate of the employees also experienced a sudden decline. With increasing effectiveness of the organisational human resource department, there was faster resolution of the grievances and issues of the workforce which developed a strong organisational culture and a motivated workforce (Chiboiwa, Samuel and Chipunza, 2010). Improvement in the Compensation System and Performance Appraisal System The next strategy or solution the increasing issues of motivation and retention was improvement in the compensation system and the performance appraisal system. In Microsoft, it was analyzed that there was a system of forced ranking where the tenured employees were rewarded and given high level of compensation in comparison with the new recruiters. There was an extreme level of biasness that took place in analyzing the performance of the employees, rewarding them as well as in giving those incentives (Chakraborty and Gupta, 2010). To offer an equal opportunity to all the employees, there was initiated an improved compensation system and the performance appraisal system. The effective performance system was based on offering compensations and incentives to the actual performers with no biasness in decision making. The one who performs well gets a reward and promotion including the Black African Americans. This resulted in elimination of the racial discrimination issues and also the er adication of the unfair practices. All such initiatives of the organisation resulted increased and upsurge level of motivation among the workforce. They used to work harder to attain benefits and there occurred improved organisational culture and long term association of the employees with the organisation (Collings and Mellahi, 2009). Upsurge in Employee Benefits To resolve the issues and conflicts in respect with the squat employee benefits and cut down of the various programs, there were several changes that were adopted by Ballmer in order to offer high employee benefits to the organisational workforce (Chakraborty and Gupta, 2010). There were a number of benefits including various health benefits, discounts, child care benefits, insurance benefits, free of cost eatables and many other benefits. Such benefits were offered to the employees to encourage them to stay in the organisation and to work hard with increased level of motivation (James and Mathew, 2012). The employees felt a great experience by getting all such benefits while working at Microsoft. The salaries of the employees were integrated with these employee benefits and there was seen an increased level of motivation and commitment towards the work. It was considered as a perfect and practical resolution to the increasing number of issues in the organisation for both in fetching the attention of the competent employees and to retain the existing workforce. It helped in changing the minds of the workforce towards the brand image of Microsoft and once this was been implemented, there was a much contended and satisfied workforce. The benefits provided to the employees might be small in nature but the overall impact which was posed by these initiatives and benefits was huge as it helped in gaining a lost confidence once again in the organisational workforce to work hard for the accomplishment of the goals and objectives (Deery, 2008). Workplace Set Ups The one more important and significant strategy for overcoming the challenges of decreased rate of motivation and retention of the employees was setting up of new workplaces. For addressing the human resource issues, this was considered as a vital step as Microsoft restructured itself by having a more creative, innovative and redesigned workplaces for the employees so that they can be encouraged to have more communication with their colleagues and team members (Chakraborty and Gupta, 2010). There were formation of clusters and with the effective flow of communication, there was team building which eradicates the issues of cultural diversity as well as a more informal and satisfactory working environment take place in the organisation (Islam and Zaki Hj. Ismail, 2008). The employees used to get increased level of cooperation from other employees as well as from the human resource managers. The change in the workplace set up motivated the employees as they feel valued. There were some views that these changes are irrelevant as well as considered as wastage of the funds and resources but when Microsoft analyzed the overall results, it was fond that there was a key role in the increased productivity and motivation of the employees of the redesigning of the workplace set ups. Hence it was realized that it is one of the most effective solution for retaining the employees as well as to boost their morale to work hard (Hong, et al., 2012). Conclusion and Recommendations From the case analysis as well as the various issues faced by Microsoft in retaining and motivating the workforce, it can be concluded that Microsoft was required to have increased emphasis on developing the organizational culture as employee-centric rather than profit-centric. The key reason behind the increased turnover rate of the tenured and competent employees was the deteriorated organisational culture and a feeling of being not required. The employees felt that they are over pressurized to deliver improved output with high level of efficiency as well as they have no career opportunity left with them while associating with Microsoft. It is also started that employee retention and the employee motivation are those two aspects that can impact all other functions of any organisation and so there is an extensive need that the human resource department must keep a strict eye on both these factors. In case of Microsoft as well as any other company, it is true that a motivated group o f employees will offer high productivity and efficiency to the organisation in comparison with an organisation with de-motivated employee group. The employees who possess increased level of motivation are more productive and are much beneficial for an organisation as they maintain a good balance in their professional and personal lives. Therefore, to have continuous growth and profit, the organisations must strive hard foe satisfying their employees and assuring that their needs are met in an effective manner. It is also recommended to Microsoft that it can take use of strategies such as by providing the employees with sound training so that there can be gained professional development as well as the personal development of the workforce. 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