Discussion Topics: Great Leadership

Case 5-3, "Did the Company Violate....?", p. 232; and Case 5-5, "Bulletin Board Use", p. 236. Answer the questions at the end of each case in typewritten format, 3 - 5 pages.

They also fired four workers who joined the union in Texas. “They have zero tolerance,” exclaimed management consultant Martin Levitt. There’s nothing that the workers can do, even a lawsuit can not help unless you want to spend years in court. “It’s a long process,” McLaughlin concedes. The success of the organizations depends on the worker’s ability to influence more than just the stores employees, to join unions and help fight for their rights.

HRM 587 Discussions 1 Week 5 Organizational Development Theory and Practices-All Students Posts 20 Pages Managing Organization Change

     Many unions are at battle with their respected employers. Some of these fights are better known than other fights. United Airlines is trying to renegotiate contracts to save their company money. This has been a long battle for United,

Outlining an employer strategic level response to an organizing drive is a challenge. Additionally, a union attempting to recruit new union members is always a difficult task. After reading both the ACME Auto Parts and The Zinnia scenarios in the John Budd text, lots of questions and practices have come to mind. In the proceeding paragraphs, I will attempt to demonstrate employer and union response strategies as if I were in their situation.

The recent decision made by the National Labor Relations Board granted collective bargaining rights to graduate student workers and researchers. The focus on the decision was primarily based on the wording or a statutory employee as defined in Section (2)3 of the National Labor Relations Act and ultimately the reversal of the 2004 Brown University decision against the groups legitimate reasoning and desire to unionize. University administrators were against student worker unionization and cited that academy freedom would be encroached on as well as a deteriorated student-faculty relationship. Proponents to the decision cite poor wages, limited access to healthcare and respect as well as empirical evidence discrediting administrator’s claims as making unionization the most viable option.

The setting of this case study was the Texas Plant. The Texas Plant produced excellent quality goods, but it was not competitive because of its slower speed of product changeovers, higher costs, and environment of “bureaucratic status quo” (Pryor et al., 2011, p. 111). In addition, the plant’s union leaders, management, and employees lacked positive, working relationships. Corporate leaders hired a new, aggressive vice president, David, to transform the plant by empowering employees and establishing continuous improvement processes (Pryor et al., 2011). David, in turn, bypassed the plant’s Human Resources (HR) and hiring director, Harvey, and hired Paula

Individuals have been at work for thousands and thousands of years. Over the last century there have been many changes in the United States that protects workers in their positions and the duties they perform. There has been many changes for employers as well that protects companies and organization and offers beneficial information to keep them in compliance with changes and away from any from and form of discrimination. Over the last century there has been the organization of Unions (Bargaining Unit) in which are to protect workers in their positions, give them fair marketable pay and be the liaison between the employer and employee. Union organizations represent employees and negotiate contracts that

The purpose of this paper is to use the course concepts to expand upon the topic of leadership styles. I will define leadership and management; explain how the two play a role during organizational change management and how this information can be used by practicing managers. Lewin’s change model combined with Kotter’s eight step change model will be used to present an understanding of and emphasize the importance of leadership through the stages of change.

The role of management and unions in society today is to protect the employee. The management team needs to make sure she/he is treating the employee fairly, needs to provide a good work environment. If management fails to do a good job and the employee feels discriminated, treated unfairly, feels discontent for different reason, management does not want the union to get involved, they feel respect for unions and will do whatever it takes to make their team happy. This is why so many companies have employee parties, employee recognitions, etc.

Daft, R. L. (2011). Conventional leadership. In R. L. Daft, Leadership (p. 153 chapter 6).

Week 3, the lecture on Managing Change describes organizational changes that occur when a company makes a shift from its current state to some preferred future state. Managing organizational change is the process of planning and implementing change in organizations in such a way as to decrease employee resistance and cost to the organization while concurrently expanding the effectiveness of the change effort. Today's business environment requires companies to undergo changes almost constantly if they are to remain competitive. Students of organizational change identify areas of change in order to analyze them. A manager trying to implement a change, no matter how small, should expect to encounter some resistance from within the organization.

The purpose of this paper is to discuss organizational change and the management of that change. I will talk about the different drivers of change, the factors a leader needs to weigh to implement change effectively, the various resistances a leader may encounter while trying to implement change, and how various leadership styles will effect the realization of change. I will also discuss the knowledge I have gained through the completion of this assignment and how I think it might affect the way I manage change in my workplace.

Leadership is a term on which no one can develop a mutual consensus as it carries a different meaning for ach individual. Some people may consider a person as their leader who is capable of taking them away from hardships, some people may consider the one as their leader who is quite charismatic and can show them dreams of a bright future or some people may consider that man as a leader who can make them progress by devising wise strategies for them etc. There is, somehow, something very common in all the perspectives that are the philosophy behind the definition, which is related to choosing a best of the best person as their leader. Nobody wants to have a person as his leader who doesn’t have knowledge of the needs and aspirations of his

The company culture has been changed and aligned to the strategy through restructuring head-office and transforming its leadership paradigm.