Henry Tam Case

Levitt (2014) defines culture as the coherent, learned, shared views of a group of people and about life’s concerns that ranks what is important, furnishes attitudes about what things are appropriate, and dictates behavior. Macy’s corporate culture possesses a diverse leadership team to target their diverse customers and locations. Diversity, based on experiences and passion, gives the Macy’s leadership team new perspectives to promote successful business. Levitt (2014) suggests organizational diversity can be considered as a mixture of people with different group identities working in the same social system. A multi-cultural team of Americans, Italians, Germans and Swiss would adapt well in the rich bouquet of culture in Zurich, Switzerland. As a new team leader, the biggest concern would be establishing integrations between the different cultures working together at Macys.

The first article I read about was based on a doctor named by Dr. Henry Lora and Isabel Medina. Henry Lora had written prescriptions for patients that were receiving Medicare benefits. Those prescriptions were not medically necessary and they were prescribed for in return of bribes. Lora faced federal charges for the conspiracy of $20 million Medicare fraud schemes. Plea was scheduled, it carried a 25 year sentence in prison. Medina pleaded guilty of the charges with a 9 year sentence in prison. Both had made false records of patient’s qualification of Medicare

It is challenging to define a high performing team. We believe that a factor which makes a difference in performance is innovation, an ability to think out of the box. Hewlett et al. (2013) defined six behaviours that unlock innovation in a team; ensuring everyone is heard, creating a safe environment for proposing novel ideas, giving team members decision-making authority, sharing credit for success, giving actionable feedback and implementing feedback from the team. Through the previously agreed direct and explicit communication, we are paving our path to successfully completing this first graded assignment and avoiding possible unhealthy conflicts in the future. Another very important factor when it comes to our team is that we come from cultures of different contexts, some are more high-context than the other, for

You work for Soda Can Company as Executive Director of Stores. Because your company is opening up a new store in 60 days, you have worked quickly to put together a strong team. While not all of the team members you have chosen have a lot of experience, they do have strong performance records. You have also chosen two or three newer employees to the company that have demonstrated eagerness and a desire to learn.

Henry Molaison, who is best known for H.M, was probably the best known single patient in the history of neuroscience. His severe memory impairment, which resulted from experimental neurosurgery to control seizures, was the subject of study for five decades until his death in December 2008. In 1953, neurosurgeon William Beecher Scoville performed a bilateral mesial temporal lobe resection on patient Henry Molaison, who suffered from epilepsy. The operation was novel as a treatment for epilepsy and had an unexpected consequence: a severe compromise of Molaison's anterograde memory.

This week’s article, ‘Can You Say What Your Strategy Is?’ relates so much to what our class is about to do as we head into the first round of the CAPSIM simulation. As discussed in this article, often time people get confused in what exactly their strategy is or what it should be. Sometimes people mistake their strategy with the vision or mission statements. Both very important on an ethical and industry level, but still don’t define the strategy of a business.

Without motivation the team is stagnant and not able to make sound choices together. In this event there is normally a team member who takes on the majority of the work, in order to help the team progress at some level. But cultural diversity can’t be such a negative factor in the decision making process, and one would think that it would adversely be a positive addition to teamwork. Indeed (1) explains that, cultural diversity is in fact a positive factor that must be cultivated by each member. The diverse backgrounds of the team must be willing to engage and embrace the opinions and experiences in which these opinions of the members come from.

In an effort to bring the workforce closer and celebrate a successful year of business, out company holds a year-end all-hands meeting for the staff. There are approximately 700 employees who will attend the event so a team of administrative assistants (AA) is selected to organize and plan an exciting and successful meeting to include staff check-in, raffle tickets for prizes, seat assignments, meal selection, president's presentation, guest speaker, award ceremony and prize distribution. The event is something the staff looks

Teams are people from different backgrounds. This is known as a diverse team. Your diverse team should have people from all ages, gender, cultures, and races. Even though you have a diverse team you will be faced with many conflicts and disagreements. You must be careful not to fall into the stereotype management role. (Wikipedia).

The results that Alan Thompson was able to enact for Texaco of Canada were vast. By taking increasing sales of Texaco’s middle and high end product line, overall profitability increased.

A second area of research concerning biculturals involves the organizational level of analysis. Cultural diversity can result in contrasting consequences as it may lead to both organizational advantages, such as increased innovation, and to organizational challenges, such as miscommunication, cultural fault lines, and culture-based conflict (Li & Hambrick, 2005; Lau & Murnighan, 2005; Stahl, Maznevski, Voight, & Jonsen, 2010). Friedman and Liu (2009) pointed out potential contributions of biculturals to managerial activities, including team building, decision-making, leadership, and dispute resolution. While the relationship between cultural diversity and team performance

Hardcore Henry, or Hardcore as it was originally titled, is an action adventure sci-fi film written and directed by Ilya Naishuller. This co-production between Russia and America is a brand new experience in filmmaking as the story is told from a first person perspective, that of Henry, a man who has just been brought back from the dead, as a super soldier. Not remembering a thing about himself, he relies on his wife, who gets kidnapped by a warlord. Taking place in the city of Moscow, Henry sets out to save her and discover who he truly is.

In the year 2000, Music Games International (MGI) was founded as a company that produced music and sound effects for websites. Three friends, Alexander (Sasha) Gimpelson, Igor Tkachenko, and Roman Yakub were the founders of the company. Roman and Igor, professional musicians and composers, formed the creative part of the group, while Sasha, a graduate from Harvard Business School, ran the business operations of the company (Polzer, Vargas, & Elfenbein, 2003). After the launch of the company, the future seemed very promising. However, after the Internet bubble burst, business went down because people could no longer afford their services. The group then came up with the idea of a promising product— an interactive music-based game. The creative force of the group, Roman and Igor, had no problem as their department depended on their musical talents. Sasha, however, who ran business operations such as production, sales and marketing, was overwhelmed by being the sole businessperson in the company.

The very differences that give a team its potential for high performance can sometimes make it difficult for members to develop a sense of team identity. Why? Differing assumptions, cultural backgrounds, and ways of working and thinking can lead to misunderstandings or tensions among members. For example, on a research and development team comprising members from three different nations, people from a country in which formality is valued might bristle if their counterparts from another nation address them in casual terms.

In the case “Managing a Global Team: Greg James at Sun Microsystems, Inc. Tsedal Neeley states that lack of inappropriate communication, leadership and decision-making is root of the crisis of HS Holdings. Overall, cultural diversity is based on the idea that cultural identities should not be discarded or ignored but rather maintained and valued. In view of this, diverse cultural differences can result in organizational problems. Firstly, identify your techniques to manage his global team and recognize the root of problems. Secondly, identify you should be responsible for the crisis of HS Holdings because of miscommunication and improper leadership. Thirdly, defining the important role of open work environment and diversity play in the case in order to focus on improvement of this two. Fourthly, finding out short-term development and long-term development for James to match solving organizational problem. At the end, summing all findings in a conclusion . Mentioning Greg, he is an unquestionable technical elites. After he earned a Bachelor of Science in Computer Engineering from Stanford University, he chose to work for the Sun Inc. Within four years, he had risen in the Data Protection and Recovery Department. Five years later, he achieved the Sun outstanding Manager award. (Neeley and Delong 5) Now, James works on a global team management position where he is struggling with team management. Within the team there was a lot of stress being built up