Case Study: Bluecat

One idea for creating and maintaining a healthy organizational culture is simply to ensure that there are processes in place to select and develop the best people available. A great deal of money and resources should be devoted to carefully screen job applicants, identifying those few whose values closely match the company’s. To be selected to fill a leadership position in the company, a person would have to possess the passion and skills necessary to keep the culture alive and healthy. In addition to the resources necessary to ensure optimal staff selection, the company must be focused on continual employee development. A leader’s skills must be fed and cultivated. The leader must be given this consistent message: change is good… change is vital. According to a leadership article found on www.1000ventures.com, "The operative assumption today is that someone, somewhere, has a better idea; and the operative compulsion is to find out who has that better idea, learn it, and put it into action – fast”. I believe that Allstate attempts to abide by this theory but due to its size is probably not always successful. There are many positions to be filled on a daily basis and it is probably not practical to think that this large corporation could be selective enough to make sure that each employee selected fully embodies the company culture.

The employees have adequate time for their families and are given incentives and good salary to cater for their livelihood. The employees are valued and are the greatest asset to the organization. This is evident in the almost zero strikes recorded in the history of the organization. The leadership also gives room for growth and development of the employees after which they are promoted if successful (Detrick, 2013). The culture acts as a motivation for the employees and is always a good mechanism to retain their employees who are poached often by other fast food companies. Most of the managers in the organization have been a part of the company for years which has seen them being rewarded very well. The leaders for all the other sublets are selected among the qualified stuff and are later educated and trained to ensure that they possess the skills to run the sublet. Their vast experience in the organization works to their advantage in that they are already aware of the level of commitment and results expected from

Another major issue that needs to change is the managerial style. Currently, DCCL is operating in a classical managerial style. This has caused problems from poor communication, lack of motivation, low job satisfaction, and increased employee turnover rates. In order for DCCL to change their managerial style, they need to re-evaluate which style would work best. We believe that DCCL will excel with a shift to a human relations managerial style; this will allow for more autonomy and individual responsibility from employees, while still allowing managers to retain a level of control. Currently, managers are having to make every decisions and also supervise employees, such as the TSS’s, to an extreme degree.

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The top leadership should also have in their agenda to put workers first. Most often they should focus on issues like better working conditions, motivation programs, better remuneration, assured securities

One of most significant policy directions for Blueprint II is to respond more effectively and earlier in addiction, behavioural and mental health issues (Mental Health Commission, 2012). Their method is to use a ‘life course’ approach, which covers eight different stages and ages in people’s lives where there is an opportunity to make a positive impact by responding early (Mental Health Commission, 2012). For example, for older adults the effective response would be to promote physical exercise programmes, home visits, social support activities, volunteering as well as attending to their spiritual needs. Early intervention is not only effective in improving an older adult’s well being, it also decreases the future demand for services (Mental

The company main focus is on entry level candidates for low-cost position. This strategy is currently not working and it would take lot to make a profit. The current market trend is toward high level specialized positions. For these reasons, StilSim’s current low-cost leadership strategy should be eliminated.

Today’s workforce is not what it was years ago. Times have changed. Management has shifted and leaders are scrambling to find new and innovative ways to maintain their success. In a successful organization, employees and management share the same goals, communicate effectively and adapt to change. Creating a successful organization can be difficult. However, it can be done through the use of effective leaders, goals, strong communication and a balance between departments. While trying to maintain a successful organization requires a lot of work, it is almost inevitable that establishments will fail and issues will arise.

• Growing our own talent. • Model what you want from the employees. Employees • Hiring great people.

To solve this problem, Foodcorp should develop its human resource strategies. If we look at the progressive companies such as Apple Inc and Google, we will see that they provide their employees the competitive compensation and attractive benefit plans. I believe this is because they know that the most valuable asset is their people. I also agree with them because I recognize that every organization depends on their people. “When the fit between people and organizations is poor, one or both suffer: individuals may feel neglected or oppressed, and organizations sputter because individuals withdraw their efforts or even work against organizational purpose. Conversely, a good fit benefits both: individuals find meaningful and satisfying work, and organizations get the talent and energy they need to succeed”(Bolman, & Deal, p.137). Therefore, many successful companies always seek for the best human resource strategies to keep their employees and make them loyal to the company. According to the memos, there

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Since they have to invest a huge amount of money on those films or television programs that have the gold priority, they have to carefully choose which film and which television program will have the gold priority. If they choose the wrong gold priority, they could have a huge loss, not only of money, but also of credibility. According to Burke, “Most of the time, this is not an imposition on anybody at all. If you’re say, Bonnie Hammer, who leads our cable channels, you have a lot of autonomy- you can pick your own shows, and hire your own people. But when it comes to some things, we say ‘we do what is best for the company.’” Therefore, another management concept that we can notice is empowerment that is the expansion of employees’ knowledge, tasks, and decision-making responsibilities since the employees have a lot of autonomy on their work. Also, another management concept that we can see in Burke’s quotation, is the duty of loyalty, where the board members are expected to put the interest of the company ahead of their own personal and professional interest.

If an employer does not have great employees, then a company may have a great overall direction, but is still a failure. With this system, it is the owners responsibility to have a successful work system. Being the owner, I will put all of my efforts into the company, but it is impossible to monitor every aspect at the same time. Knowing my limitations, it is paramount to hire the best candidates, and I need to fill the employees needs. With any job, training is required. An uniformed system of training will be installed, and all expectations will be expressed. It is better to pay for a monotonous training session, then making real world mistakes. The less mistakes will improve the companies condition. Taking responsibilities will begin with me. I hope the accountability system through leadership will trickle down from the top to the basement of the company. Having special programs and paying employees well will be a measure used to keep good employees to stay with the Hladik Golf

Within case analysis assignment, the JetBlue case is analyzed strategically in this document to set answers for following basic questions:

An important aspect of running a company is to avoid hatred. If you are hated, it is unlikely that you will get the respect that you deserve. Really the best way to go about gaining this respect is by obtaining popular support among your workers. While it is important not to alienate the higher ups, the groups that really hold the most power are the more average workers because they are the majority. If you have a choice between making the leaders happy and making everyone else happy, choose to please the majority. However, if you are put into a situation where you can only satisfy one