A Case Study on “Managing Like a Man at Silkqueen?”

I am sure in Mary’s mind, meeting with each employee individually was a good start. I have had supervisors meet one on one with me

“Stereotypes are categories that constrain and shape what a person believes about, and expects from, other people” (Bartlett 1910). The workplace is one of the most active environments for women to be stereotyped against. Women are judged in ways such as being weaker than, and not as active as a man. This can be a problem for a woman in a male dominated occupation by making them feel, or seem, not as valuable as a man. For example, women in the police field will face the struggle of being seen as weaker, gentler, and to submissive to fight crime compared to men. This type of behavior leads to women not receiving much earned promotions, and having more struggles applying to male dominating jobs.

Dropbox Assignment 5: Read the Case Study 7.2 Karla, African American Salesperson and Case Study 7.3 Karla Gets Promoted (Carr-Ruffino, p. 269 - 270). What might be happening behind the scenes here? Key issues? Root problems? What do you think Daniel should do? What do you think Karla should do? Create your discussion using the 4 key steps of a Case Study: Step 1: Identify surface problems, Step 2: Ask Why-Why to get root problem, Step 3: Generate solutions, and Step 4: Take action or make recommendations. Provide solid support for those recommendations.

Ann’s history is peppered with examples of her poor interpersonal skills, a partner at the St. Louis office said that she alienated most of her group and that she needs a dramatic improvement in her people skills (Ann Hopkins 9). For team projects to be successful, the team must behave as a unit, however, Hopkins’ demeanor would only dismantle any sense of teamwork. Also, a friend of Ann’s who was a partner at OGS named Thomas Beyer reported that she was quite critical of her coworkers. At a lunch one day “[Ann] began to criticize a number of people in the office… it got more vitriolic… [Beyer] began to get angry” (Ann Hopkins 7). This immature conduct is condemned amongst adolescents, let alone an adult such as Ann, this behavior is especially unacceptable from someone who wishes to be promoted to a leadership role.

In the article, “Is the Professor Bossy or Brilliant? Much depends on Gender.” written by Claire Cain Miller, it states that “A recent report on 248 tech company employee performance reviews found that women are much more likely to receive critical feedback than men, and women who are leaders are more likely to be described as abrasive, aggressive and emotional.” No matter what position of power a woman is in, she is seen the same way by nearly everyone. She is bossy, rude, or too emotional, despite the fact that she probably shares many characteristics with many men in her same position. Sexism is

Jenny is more dominant and overbearing, while Connie is more timid. Jenny caused Connie’s attitude to change due to the way she spoke to her about her work. It was even mentioned that Connie now feels there is no point to try so hard when she is treated like she did something wrong, but does not understand what she did incorrectly. Jenny’s “high and mighty” attitude has caused a caring employee to feel like “there is no connection between her efforts and her performance”.

The story is about a ski instructor named Miranda who is having several issues with her new boss, Hank because he has done and said many things over the course of the time that he has been there to show that he may be sexist. This scenario has a lot to do with perception. Perception is defined as “a process by which individuals organize and interpret their sensory impressions in order to give meaning to their environment” (Robbins & Judge, 166). This paper will discuss what perception is and how much of an impact in can have in the work place.

As you saw in the video, the man who was leading a business meeting was viewed as a person of power and as a BOSS, while the woman doing the same exact thing was viewed as BOSSY. This is because of the age-old stereotype of men being more masculine and dominant and women being more feminine and submissive. Media has helped to shape this stereotype. However, it was found that women are more critical of other women in the workplace, especially those of higher power because they expect more compassion from a woman (Drexler).

     Vicky must also take into account the duty to her boss, Wendy. First, Vicky must suggest that quick temper of Wendy’s be abolished because animosity between Wendy and her staff members may lead to a broader conflict. Also such behavior could lead the company as a whole to be less productive, because with Wendy’s quick temper it will be hard for staff members to share ideas. Sharing ideas between members of staff makes a company more successful.

I am responding to questions #1: is Jane’s need for control in conflict with the principles of Symphonology and complexity thinking? And question # 3 How can Jane make sure the staff is more involved in the functioning of the unit and its decisions?

The key problem from the human resources frame is there was never a way for department directors to resolve conflicts that they had with the new structure. Franklin micro-managing Sally Jones only exasperated the problems leading to more frustrations for the department directors searching for resolutions with none to be found. Feeling that their concerns were unnoticed made department directors feel disempowered.

Throughout the year, Stacy’s job continued to be a challenge. Since he still had not been adequately trained on how to do certain tasks, he had a higher possibility of making a mistake, and if a mistake rises, his managers are more likely to once again reprimand him, rather than trying to fix the problem in a more positive way where Stacy would gain the benefit of learning from his mistakes. Since the firm was struggling with accounts, a psychologist was brought in to determine the situation and the main cause for this poor turnover. After many employees, including Stacy, complained about the poor work conditions, the psychologist eventually confirmed that the reason for the failing firm was due to poor managing in the work place. After the managers heard about the suggested reasons to why their firm was failing, they decided that instead of trying to fix their managing

Various issues and in organizations, but discrimination and racism are the ones that still continue to be prevalent (Badawi & M., 2012). However, this paper focuses on the discrimination issues, especially those of the female gender. The problem is that female managers and supervisors are perceived more negatively than their male counterparts due to gender stereotyping. Facts obtained regarding this issue have been derived from the findings of research studies conducted in the past, as well as from results obtained from preliminary interviews

To be an affective sales manager at Phoenix, Mrs. Richardson needed to be able to bring together this group of insubordinate employees who seemingly did not work well as a team. Of these employees, only a few had been meeting or exceeding expectations of the organization. More so the attitudes of the employees were so far from acceptable that there is question as to why they held the positions that they did. Alex Hoffman, top sales representative, showed little respect for Mrs. Richardson, however as he consistently brought in sales he was not a candidate to let go. Although, Mrs. Richardson still should have had a discussion with Mr. Hoffman about his actions and the fact that when other employees perceive his disrespect then they may in turn do the same. On top of that, Sarah Vega continuously showed up for work late and even missed one day per week on average. These actions are unacceptable in the workplace and worthy of termination. A third employee, Chelsea Peterson, showed absolutely no respect for her new sales manager. These sorts of actions do not deserve to go unnoticed or unpunished. Melissa Richardson should have scheduled a mandatory meeting for all employees in order to lay down the law. She needed to tell them all together as a team exactly what her expectations for

Steven, a staff accountant in the accounts payable section, is confident that he knows the “ins” and “outs” of the bureaucratic organization he works in. Kristin, a new manager of accounts payable, no non-sense type of manager, Kristin was experienced and determined to perform her new assignment with the same vigor that had brought her so much success throughout her career. Steven believes people seem to gain promotions and have the opportunity to work overtime based on who likes them rather than the quality of their work. As a result, Steven who is dissatisfied with what he senses are political machinations that have influenced managerial decision making within