Karen Leary Case Analysis

Unlike all the other women in Merrill Lynch, during Leary's first year business went up by 30%! Later on at Merrill Lynch when she has to hire Chung the first thing he asks for is his own private office to deal with Taiwanese business. Then when they start and he is asked to sit at a sales assistant desk (norm) he simply says it is beneath him and refuses to sit there showing us his prominent role confusion. Unlike all the other employees Chung did not sift in the office he spent most of his time outside of the office and attending various events of the Taiwanese community.

Teresa M. Lundy has for many years, longed served communities in and around the Commonwealth of Pennsylvania by handling media relations, event management, campaigns, communications and public relations engagement strategies for business owners, non-profit organizations, civil attorney’s, candidates, judges and elected officials. Lundy's role in local and statewide campaigns has led her to be the Communications Director for two 2017 statewide judicial campaigns in Pennsylvania for Supreme and Superior court where victories occurred in the last cycle.

Listening to an employee’s issue is the most important step in resolving conflict. You have to listen to everyone to completely understand the nature of conflict, and then you can start troubleshooting solutions.

During communications with Chung, Leary could never gauge exactly what Chung was thinking and never recognized that communication constraints could have been causing a barrier between them. Instead Leary kept her suspicions about Chung and checked over his work on a daily basis to ensure compliance but never had Chung’s full commitment.

The aggravating conflict was between American top-management (represented by Andrew) and Korean top-management (represented by Mr. Song) in solving the situation. Both believed that what it wants is incompatible with what the other want (mutually exclusive). The American side blamed Korean consultants' lack of experience for the problem of behind the deadline, while the Korean side blamed Ellen's capabilities. This conflict was also a dysfunctional conflict as it harmed the company's harmony and business. If the management could not find a solution to solve conflict, the company would fail to meet the deadline, which might totally kill the company's reputation.

4. If you were a judge in the Brownfield v. Daniel Freeman Marina Hospital case, would you agree with the other judge’s decisions? How would you justify this decision to the hospital or the rape

1) What were the legal issues in this case? What did the appeals court decide?

The symptoms of the communication are they never empowered their employee. Every decision that employees made must be wait SMART has given its approval. That makes all the employees become lazy and satisfy with their personal situation. Kate even cannot contact with Jeff when she has a situation need to handle in. I think that Kate is very

The treatment of Karla by her coworkers is the main surface problem because she seemed to be avoided by her coworkers who do not invite her to social gatherings after work. I assume that she is not treated as a “social buddy” may be because she is African American or may be it could be a result of her work ethic. It is the job of the manager (Daniel) to address this issue immediately before it goes far, to avoid creating an unfriendly or/and hostile work environment that might affect the productivity.

And finally, there is the issue of staff mismanagement. The supervisor, Keith Frazier, is only checking in with this department one to two times per week. Mr. Frazier is aware that Pat is making international phone calls. He is also aware that Pauline found a way for Pat to make these calls from the building’s elevator once he had the phone system modified to only allow internal calls. Mr. Frazier has also been fielding complaints from the accountants about not receiving their tax schedules in a timely fashion. However, he has failed to confront either of these issues. This lack of management can be attributed to the following:

Examine the various remedies possible in this case. In light of the strength of the various parties’ positions in the case, what remedy would you advocate, and why?

that advantages could be given to minorities. O’Connor’s position was “affirmative action was permissible, buy only as redress for identifiable discrimination against specific people.” (Tobin 245)

For my module 1 case, I am tasked to review the case of Lanesha Johnsons and answer the following questions; from a cultural perspective, is it unusual that Grandmother Marietta is the primary caregiver? Discuss the ways in which Lanesha, Grandma Marietta, and Hannah Healthcare approach this situation from totally different perspectives. How does Lanesha 's temperament affect the situation? What responsibilities do health care providers have in this situation? The case regarding Lanesha Johnson is both frustrating and eye opening, because it seems that the resolution to this case is so easy, but when you look at it through the lens of cultural barriers, the situation because much more murky. Let’s address the first barrier, Marietta as the primary caregiver.

Brief Description: Responsible for noting the minutes of the project teams meetings, along with her assistant; Dai Wei. She tries her best to contribute her own ideas to meetings, and is always on the lookout to impress her superiors.

Based in Hong Kong, Kitchen Best, a family owned business, is a home electrical appliances company that has grown rapidly and is now a major player in the manufacturing and distribution of small kitchen appliances. Its manufacturing operations are located across the border in southern mainland China, and sell its products to customers worldwide. Due to a deteriorating health, the owner and founder, Chan Dong-hwa, stepped down from the day-to-day management of the operations and has brought in his U.S. university-trained (MBA) son, Henry Chan, to be the CEO. The newly appointed executive director, has ambitious plans for business plans of doubling sales in four years and selling their products more globally. As management at Kitchen Best changed in 2010, a series of misconduct and unethical behavior in 2010 has made Chan understand that the company suffers from a lack of internal control, which were awkward for him to control, as he was unsure of whether or not he should report the unethical practices. The new CEO has to now deal with these matters in order to restore Kitchen Bests business reputation and competitive advantage. Chan wanted to expand the business to other territories such as the United States, but knew these matters had to be fixed before even attempting to gain new business.