Buck Samuels: A Case Study

In Doe v. Chao, 540 U.S. 614 (2004), a supreme court case, “Buck Doe” sued for damages when his social security was displayed on many of his court documents when he sought damages in the Black Lung Benefits Act. The documents were in an online databases which was a privacy breach. He claimed having his information open for anyone to see caused him distress, and he sought damages under the Federal Privacy Act of 1974. He was awarded damages.

Evaluating his approach to bringing about change in his organization. Comparing his approach with that of Jack Welch.

Well over a year ago, I considered working with my brother-in-law at Northwestern Mutual. I took the preliminary tests and did very well. Along with the other partners, I met with David Thompson, the Managing Director. Ultimately, I decided to pursue other options. However, the director and I, sharing what I hope is mutual respect, developed an uncommon bond. As we parted ways, he gave me a bit of counsel that has become something of a guiding light. The parameters surrounding his work are:

It is easy to understand Solomon’s argument that unethical practices destroy the business and its key people. This has been proven by so many companies, such as Enron case, whose scandals have been unveiled to the public and the people who used to amass great wealth out of unethical practices are now behind bars. Even if they get out of prison, it will be difficult to imagine how they can recover from the negative image that the public already has on them.

MK Asante’s Buck shows us even though a young black man can have a strong leader in the household, it does not mean he is an effective role model. Malo introduces us to his dad as a man with values and morals. He described him as a man with lots of knowledge about African and living as an Afro-centric person. His dad was a minister a long time ago and even debated with Cornel West. Malo was able to see his dad debate with the best of them. He was proud of his dad. He thought it was “dope” to see his dad have passion, energy, confidence, and intelligence. There is a poster in Malo 's house that reads: “A people without knowledge of their past is like a tree with no roots.” He believes knowledge is power. So why not be a better role model for the two black boys in your household? The purpose for this essay is to examine MK Asante’s, Buck, through a Marxist theoretical lens in regards to Malo and his dad.

Beatty based on Mr. Beatty’s age, length of employment, character of employment and availability of similar employment was entitled to 15 months’ notice. The Courts found that although Mr. Beatty was the Chief Executive Officer, when comparing his position to those of other CEO’s he did not face the same challenges e.g. financial management, industry competition or quality control that many CEO’s in the private sector face. This was not to say that he didn’t have important duties. As well, the Courts looked at his age of 50 and the availability of similar employment. Mr. Beatty had spent his whole career in the forest industry with the past 11 ½ years specializing in a niche segment of the industry. This meant that his transferability of his specialized skills, knowledge and expertise to other senior positions in the industry is very limited.

The Colorado Rockies are in the midst of a breakout season, as their young talent begins to flourish at the major league level. It’s been exciting to see the franchise find some success, but it doesn’t seem like the front office is satisfied with their roster. As the trade deadline approaches, the Rockies are reportedly interested in one of the biggest bats on the market.

I had the opportunity to interview with Scott Sluis, who is employed with Zions Bank. Sluis is positioned as the Vice President/Branch manager for all Zions banks located in Weber County. There are 5 branches within Weber County with a total of just over 100, which Sluis oversees. He manages all aspects of the financial center, however, his main focus is small business lending. He also has a specialty in SBA, which stands for small business administration. Also, he visits and assists the branch managers in Weber County in achieving their branch’s team goals, which in the end help achieve the entire organizations goals. Sluis has had a total of 26 years of experience in retail and banking management and a total of 28 years dealing with customer service and sales. He has been with Zions Bank since 2003.

1. What types of decisions must Chad Thomas make daily for his company’s operations to run effectively? Over the long run?

Buck’s Hunting and Equipment Inc. (Buck) has determined that it’s time to expand their retail operations. Buck is planning to build several retail stores over the next three years. In order execute their plan, Buck entered into a $100 million, three-year revolving line of credit (the Facility) with their bank on January 1, 2010.

At the beginning he was told to report to Jenkins, however, once he got to the site he was assigned to Jeff Hardy.  After the company reorganization, he found himself wondering whether he should report to Knight or Hardy. However, despite the confusion, he never brought up this question to Hardy, Jenkins or Knight. He perhaps then fell into the trap of a “boss­subordinate relationship” and went with the structure he felt was assigned without truly understanding its reasoning. ii. He didn’t take enough time to understand HQ’s perspective on various issues a. Replacing the chief engineer, rejecting frequency reuse patterns, or failing to get sign off on agreements for GMCT cell sites indicate failures in managing upward management relationships. Problem #2: Employee Dynamics Strengths 1. Peterson was committed to building an empowering environment for employees. i. Peterson called weekly construction meetings, which invited all to report on the company’s weekly progress and issues. Shortcomings 2. He failed to consider alterations in team dynamics when making hiring and salary decisions. i. He hired Trevor at a higher salary rate to the resentment of other employees, causing significant damage to the trust and respect between employee and manager.

Bob Hopkins, a previous banker, accepted a “trader” position with White Lumber, who was one of the bank’s best accounts. John White, the owner of White Lumber, was a director at the bank Bob previously worked for and a leading citizen in the community. The “trader” position Bob accepted involved buying and selling lumber. Bob’s compensation was incentive-based without a salary cap.

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 with JFP he hired an Administrative Assistance, Whitney to help organize his calendar, contact companies and take messages, etc. Whitney proved to be capable and eager to learn. Under David’s guidance she received her MBA and

The overwhelming facts point to a shady underworld of self-dealing and opportunistic exploitation of the poor and working class, which was until recently, well hidden from the commoner. The executives of WorldCom and Enron provide real world examples of unethical business practices, where the desire to make money for their shareholders transcended into an addiction to greed and self-dealing that were displayed by their, “excessive pay, perks, and golden parachutes”(Carson 392) at the expense of all stakeholders. All is not lost, there are corporations that pride themselves in their sound business model and commitment to ethical business practices. Such companies as Eaton Corporation, and Weyerhaeuser, who according to Ethisphere.com, a business ethics watchdog, are among the “2010 World`s most ethical companies.” (Ethisphere)

Each candidate has great experience at Menton bank. They all flourish in different ways in there positions they have. Karen Mitchell problems is “she simply refuses to sell.” With the new direction Menton is going, this is a big problem for Costanzo and Reeves to appoint her the new position as head of CSR. “I did try this selling thing but it just seemed to annoy people. Some said they were in a hurry and couldn’t talk now; others looked at me as if I were slightly crazy to bring up the subject of a different bank service than the one they were currently transacting. And then, when you got the odd person who seemed interested, you could hear the other customers in the line grumbling about the slow service” Mitchell said. (Lovelock, Wirtz, pg. 524)