Karen Leary Case

Testimony this Thursday morning began with a New York State Police Investigator who is part of the computer crimes unit. She said her analysis of Michael Beard's phone is that there was quiet a bit of deleting and a lot of powering off, including more than 100 deleted calls.

The character I have chosen for the focus of my case study is Brooke Davis, from the television show, One Tree Hill. Over the nine seasons of this show, we see Brooke go from a wild teen not caring about her future regarding careers to an admirable, hardworking, and focus individual. Throughout her high school teen years, Brooke lacked parental guidance in her household. In her childhood years, she witnessed a lot of fighting and arguments of her parents. In her high school teen years, she mostly lived by herself and was given money by her parents to compensate for their absence. Without any rules or restrictions, Brooke resorted to a partying type life style for a while. She never gave much thought to what her plan

Although Karen has made great strides in the business world she also faces some struggles. Her first major problem is that she is a woman with no international connections. Being a woman is hard enough to gain respect and work your way up in the business world, having connections are very important in businesses like Merrill Lynch because a lot of people making big accounts are international client. Her next big problem is hiring people. She has to meet with them many times before she decides if they are good enough to work for this company. She has a big responsibility to make the company successful and if she hires a bad worker it is costing the company mega bucks. Another problem she has is Chung. He is her first Taiwanese worker and she is very unfamiliar of these different cultures and how to incorporate them in her sales. Along with the unfamiliarity of Chung and his

Maura K. McCarthy is an alumna of the class of 1983, and a 1987 graduate from College of the Holy Cross. After five years in the insurance industry, Maura graduated from the former Southern New England School of Law and began her 18-year career with the District Attorney’s Office for the Middle District. Maura was the Chief of the DA’s Sexual Assault/ Child Abuse Unit until her appointment as an Associate Justice of the District Court. Presently, Maura is the Presiding Justice in the Western Worcester District Court.

The case of Karen Leary illustrates the implications cultural conflict can have on business organizations and office culture. A common mistake managers make is undermining the power of cultural constraints at the organizational level. After six years as a financial consultant at Merrill Lynch, Karen Leary was promoted to general manager at the Elmville branch in Chicago. Leary wanted to achieve success at the branch office by building high-producing, successful group of professionals who work together to provide clients with complete service in meeting long-term financial goals.

On Thursday, 08/11/2016, at approximately 1638 hours, I, Deputy Stacy Stark #1815 was dispatched to speak to Sheila Haggard about a report involving financial exploitation of an elderly couple. Haggard was a case manager with Shawnee Alliance. I spoke to Haggard via telephone. Haggard explained she spoke to an assistant Jackson County States Attorney, Rebecca Blomer and was advised to call the police department to file a report.

Why is executive-level support important and what are 3 key ways to gaining leadership commitment to multi-cultural diversity?

It would be the best if she tried to learn Chinese and reached to a certain level to communicate basic things with her customer directly. But she didn’t try even to know Chinese cultural relationship, which is guan-xi (觀視).

* Reflect upon how these differences influence your ability to create a learning environment that respectfully encompasses cultural and other individual differences; and

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:

This process has more significance in most countries except the Unites States. The approach in the U.S. is to get down to business straight away without wasting too much time on people. This is in stark contrast to the process in China where the focus is on building “Guanxi”, that is, the intricate and omnipresent network of personal relations. The U.S. approach can be a huge problem when doing business with China. The American efficiency interferes with the patient development of a mutually trusting relationship – the very basis of an Asian business agreement. This is what happened in the case study. Mr. Smith had done his research and was aware about the Chinese business methodology, but he did not think it was important to implement it. He was well advised by Mr. Tang. Mr. Tang, even though pointed out the significant features of the “American” and the “Chinese” way of doing business, did not stress enough to make Mr. Smith understand its significance. Mr. Tang also jeopardized his relationship with Mrs. Ming whom he had known for many years by not disclosing that the supplier was not a direct supplier.

Karen Johnston is a director of a health planning agency which employs approximately 18 staff members and also serves on the Community Advisory Board (CAB). This program typically incorporates two student interns from her health planning agency. The CAB is a vital program as it advises the program faculty on issues that concern curriculum, internships, job placements, and scholarships.

2. What are the key problems related to cultural differences and which integration approach should the company follow to overcome these problems?

     On the other hand, Chinese worker are centered on relationship. Chinese focus on relationship with others and live in the world of trust. Chinese trust people around them in their work place. Often, Chinese did not require signing contract in every agreement unlike American where all agreement must be in contract. By trusting others credibility, it helps create a friendly working environment and promotes intimate relationship among the workers. However, their main weakness is their business culture, where they are quiet and reserved which will reduce their credibility when dealing with American. They weakness also made them a weak immediate decision maker. As for interpersonal problem, Chinese are very concern about the good relationship, and hold it as their top priorities. Chinese would not do any agreement or trade that could harm their relationship with others. Lastly, Chinese are very polite and indirect. They try as hard to prevent the relationship from

Cross-Cultural Communications/Negotiation Issues That Need to be Addressed to Launch & Maintain Business in China