Manager Violated Rules

Another researcher, John P. Kotter (2006) outlined the “Eight Steps to Transforming Your Organization,” which are:

Step 4 is to communicate the Vision. When everyone in the company understands and believes in what the company stands for, it creates a sense of unity and will reduce resistance to change. Communication is the key. Training will be implemented, but if there are any additional

I visited was in the Fallas Paredes Discount Store in Carrollton, TX. The address of this location is 1103 S Josey Ln, Carrollton, TX, 75006. The company hours of operation are Monday through Friday 9:00 a.m. to 10:00 p.m. and on Sunday there hours are 10 a.m. to 8:00 p.m. I interviewed with the store manager named Carolyn Wells at the Fallas Paredes location in Carrollton, TX. The store manager responsibilities at Fallas Paredes is hiring and training employees to meet company sales goals, service expectations, and corporate principles. Some other responsibilities the company includes is scheduling workers, managing payroll, processing shipments, and

In my opinion any marketing manager who is not utilizing social media as a marketing tool is failing to utilize an extremely cost effective means of reaching their target market. There are a wide array of sites that an shrewd manager can utilize to market their products, sites such as Facebook, Yahoo, Google, Bing, My space, YouTube and many others. I believe that the site that the marketing manager chooses would depend on the type of customer that they are attempting to target. Actually, the only limits to their marketing strategy are vision and creativity. As with all things marketing with social media is not without risks. If the marketing manager is not familiar with the laws that govern the conduct of business on the

Unfortunately, one problem I noticed was the breakdown in communication between all levels of the team. The pattern of communication I noticed was closed and limited to only a small portion of the team as a whole. With such a large building, this is something that needs to be addressed immediately. Opening the lines of communication within the department will strengthen the relationship each member has with their leader. This builds trust and will improve

All of this is done in a short period of time but it creates long term effects. Individuals who are one minute managers have time to think and plan. They also can maintain a healthy lifestyle and do not have to go through the emotional and physical stress other managers have to subject themselves too. Departments with this type of manager have fewer costly personnel turnover, less personal illness, and less absenteeism which is great for the organization. These three tactics are One-Minute goals, One- Minute praising, and One-Minute Reprimands. Passing it on to others is also key to help other understand and improve the business world that lacks effective managers.

When I was working at Target there were two mangers that I was to train and help if they needed it. The conflict was that they come in and changed everything in our stations. Which was uncomfortable due to that I had more experience and was working there longer. Nothing work well within the ream after that point.

Planning the change – Ensure that all research has been completed; examine the organisational structure, job descriptions, and performance and compensation systems to ensure they are in line with the vision.

1. Diagnose the problem. 2. Assess the motivation and capacity for change. 3. Assess the resources and motivation of the change agent. This includes the change agent’s commitment to change, power, and stamina. 4. Choose progressive change objects. In this step, action plans are developed and strategies are established. 5. The role of the change agents should be selected and clearly understood by all parties so that expectations are clear. Examples of roles are: cheerleader, facilitator, and expert. 6. Maintain the change. Communication, feedback, and group coordination are essential elements in this step

This model was developed by Tom Peters and Robert Waterman (Mindtools 2012). Essentially, it aims to improve the overall performance and productivity of an organization while aligning all departments to suit the shared vision of the organization (Peters 2011). There are a number of benefits within its flexible nature and ability to look back and analyze the success of a previously implemented strategic change within the organization (Simister 2011). It is retroactive, yet it can be an important diagnostic tool in learning for future endeavors of change (Peters 2009).

The second step is to form a powerful coalition. This step requires strong leadership of someone that can take the bull by the horns and build a team of key people that work together to build momentum for the need for change. The third step is to create a vision for change. This step involves help of the coalition to spread the vision to others as part of the strategy to execute it. It should be short, sweet and to the point. Your vision speech should be strong, clear, and practiced. The fourth step is to communicate the vision. It is important to apply your vision to all aspects of the business which may include company newsletters, banners, or throughout the

The general manager was a small middle-aged woman named Lucy. Lucy was a very stern and straight forward. The saying” you can’t teach an old dog new trick “referred to her. District managers would come into the store to train the store over new menu items, and she would argue and openly disagree with the new changes and procedures taking place. Watching these actions on numerous occasions I realized how much of a control freak she was because she would constantly disagree and tell her boss what should be done.

When people get a job, they may be nervous or very excited, but they never expect the management to be so bad they will want to quit. This is what happened to Beverly at Gridlock Meadows. Knowing the management style of your employer or supervisor can help you with problems in the long run. This paper will focus on four different management styles and how they could be used in Gridlock Meadows.

My first step would be to evaluate my strengths. With all changes being made an evaluation would serve as a crucial part of the reorganization of the company. My focus would be on finding out what is valuable within my company. Then, after an evaluation, removal of anything that can hinder the company from moving forward would be removed. Next, I would gather input internally as well as externally. In my final step, I would introduce my vision for the company and invite feedback to for this vision. I appreciate the idea Tom shared about introducing the change as an experiment. There is no right or wrong when it comes to an experiment. An experiment is supposed to produce results. Once the results are reveal, we can have a more informed decision about which way the company should go.

reposition the entire top management, to let the new vision percolate down to the parts of the empire