CIBC Teller Morale: Case Study

Morgan Stanley is a multinational financial service corporation in America. It operates in 42 countries having more than 1300 offices and about 60,000 employees. Being a broad and diversified business it provides all kinds of financial support and services in the major markets of the world. JP Morgan Chase & Co is a multinational banking corporation of investment, security as well as retrial. When it comes to assets it is the largest in the United States. It is a financial holding company that is global and it's also a banking institution that operates globally. It offers services such as investment banking; financial services for small scale businesses and consumers, financial transaction processing, commercial banking, private equity and management of assets. Having looked at both companies and the services they offer a comparison can be made between the two on the basis of personality.

Sammy’s experience gave me a personal insight to an experience I once had while being employed at Kroger. The location of the Kroger I was working at was just about to have a grand opening. We had all gathered to the front of the store to have a store meeting to prepare for the opening. Our manager at the time was speaking to us and just telling us about how he was expecting everyone to be on his or her tasks. He wanted to make sure that no one had any questions or concerns of their jobs.

It was a mistake and the managers apologized but it was terrifying. At one point, I had at least twenty people waiting in the lobby to be checked in as I seemed to be asked at least a hundred questions that I had never heard before and had no answer to provide to the guest. It was a nightmare for me but I survived those three hours and certainly hope that they do a better job of scheduling in the future. Luckily, I have many resources when I encounter those questions where I have no answer – I dial our WENDI system and many times they can assist me with

Wells Fargo fired 5300 employees. The employees took millions in fees by regularly opening new

owners desperately needed workers but did not want to have to pay them because that meant

we saw our friends and neighbors in our line and the lines next to us. After standing in line for 45

As soon as I spoke with a teller, I was informed that a hold has just been placed on my account, and to contact customer support to resolve the issue. I tried to speak with a banker, but everyone in that branch wanted nothing to do with the issue at hand, and was very quick to send me out of the branch and speak to customer support over the phone.

Performance evaluations are important parts of all employees and managers tools to ensure positive actions are rewarded while negative actions can be evaluated and fixed to decrease problems in the future. Performance evaluations benefit supervisors and employees by identifying how to bring out the employees best attributes for the company (Hamlett, nd.). Evaluations provide a look at how a worker is doing compared to earlier reviews of their skill, knowledge, initiative and participation in the company’s vision (Hamlett, nd.). Introducing performance review evaluations is important to most organization for the success of their organization and the advancement of its employees. Performance evaluations provide a way for managers and supervisors to manage the performance of an organization and the people who make of the human resources of the organization (McCarroll, nd.). When implementing a new system it is important to understand the process must be realistic, challenging, yet attainable for performance expectations and standards to be successful for employees and the organization (McCarroll, nd.). Balanced scorecards are utilized in performance evaluations to essentially provide a way for organizations to align their strategic plans with day to day operations (Balanced Scorecard Institute, 2015). Balanced scorecards look at traditional financial measures, which are past events and long-term investments like

1. Evaluate the way people interact in an organization and how it contributes to the success or failure of the organization. Employees at Wells Fargo Bank have multiple opportunities to interact on a daily basis. Most often, team members interact within their individual department however; they have multiple opportunities to interact over the phone through banker connection and other internal resources. Being able to communicate clearly and professionally is crucial to all team members’ success and being able to provide the best possible service to the customers.

In September of 2016, it was revealed that there was alleged misconduct at one of the largest and safest banking institutions in the United States. Wells Fargo Bank was ranked among the nation’s safest financial institutions according to an analysis done by Global Financial, (Inside Tucson Business, 2009). Alleging that between May 2011 and July 2015, there were more than 2 million bank accounts or credit cards opened for customers without their knowledge or permission (Blake, 2016). Clients started complaining the they were receiving debit/credit cards from the bank that they had not ordered. Wells Fargo employees also started complaining that about the unethical behaviors they witnessed or were asked to participate in to the Human Resource Departments, the bank’s internal ethics hotline, branch’s individual managers and supervisors. All which led to the discovery of the fraud scandal.

Scandals in the business world are not an uncommon topic to appear in new headlines. Recently Wells Fargo has fired over 5,000 employees for creating over 2 million fake accounts. New bank and credit card accounts were created without prior knowledge from their customers. The accounts that were created resulted in those customers inquiring fees such as overdraft fees. These fake accounts have been created over a five-year timeframe.

Tellers are an essential part of the check clearing system. Knowing how this system works will enhance your understanding of check-hold procedures. Finally, you can use this knowledge to address questions and concerns that Members may have regarding float time and other clearing related-issues.

clock out sometimes twice a week, which apparently affected my paycheck, every payday. They prioritized the regular employees of the hotel.

The reorganization of Company B (a small restaurant chain, with 13 locations) resulted in the loss of 30 jobs. The corporate management decided to put several restaurants up for sale, in an effort to refocus the organization's emphasis onto a particular area of the country. One particular restaurant was sold on April 30, 1999. The company did not inform the employee that the restaurant had been sold. Operations ceased on May 16, 1999. Corporate management came to the restaurant location to hold a staff meeting on May 17, 1999 (a Monday, which is a day on which the restaurant was always closed), and notified employees that the preceding day had been their last day of employment for the restaurant. Employees who wanted to continue to work for the restaurant were asked to assist in a one-day packing workday, after which they would be let go permanently.

In 1996, Citibank was an emergent banking institution attempting to increase its market share in the competitive Los Angeles area. In order to do so, the bank’s strategy was to focus slightly less on their financial growth, and much more on providing “a high level of service to its customers”. Management viewed this paradigm shift as “critical to the long term success of the franchise”.