Recognizing And Unpacking False Dichotomies

The major issue that is concerning Monarch Supply Company is that seems to be a rather large disconnect between the employees working in the field sales department and the inside sales department which is causing a number of problems for the company, and jeopardizing their sustainable competitive advantage of other firms. The field sales department is regarded by most as being the backbone of the company due to the vast engineering background all employees are required to have and the extensive interactions they have with the customers. The field sales department are all paid strictly on a commission basis with the salary ranging anywhere from

An ethical dilemma happens in the workplace more often then we expect. World Class Bull, written by John Humphreys, Zafar U. Ahmed and Mildred Pryor, is a prime example of how sales personnel can manipulate a potential client into a contract. Christopher Knox, a stellar sales employee at Specialty Fleet Services (SFS), just landed the Armadillo Gas & Power account. Samantha Williams, Human Resources Vice President of SFS, was now filing a breach of the company code of ethics against Christopher and the Vice President of Sales, Jeremy Silva for “deceptive business practices” used to make the sale (Humphreys, Ahmed & Pryor, 2009). Disrupting personal space of the client, starting a dishonorable relationship, and

Through the analyse of the Cartesian division of the mind and the body Bordo (1987) explains how “By Descartes’s brilliant stroke, nature became defined by its lack of affiliation with divinity, with spirit. All that which God-like or spiritual – freedom, will, and sentience – belong entirely and exclusively to res cogitans. All else – the earth, the heavens, animals, the human body – is merely mechanically interacting matter.” Through this Cartesian masculinization of thought and the murder of the motherly world-soul, humanity has created a dichotomy between itself and nature, and an apodictic idea of it’s superiority to all other living beings. Through this mechanist view of nature, society has advocated the belief that nonhuman beings are

This Chapter is intentional about three specific areas requiring action that all leaders must focus on to mobilize a system of change. Section 3 is comprised of five chapters: 1. Make Interpretations (2), Design Effective Interventions (3), Act Politically (4), Orchestrate Conflict (5) and Build an Adaptive Culture (6).

In order to bring about a successful change, it is important to first consider the rationale for change. The organization and people being impacted by the change must understand the desire for change, benefits, and importance of supporting the change. After the change has been embraced and implemented successfully, it is essential for the organization to incorporate it as a standard practice, motivate the personnel to utilize it, and adhere to the change to influence positive

Bob Hopkins currently works for White Lumber Company (WLC), he was previously employed at a commercial bank. He wanted to move on from the banking industry and make use of his college degree and experience in another industry. Hopkins decided to take a job offer from a customer at the bank when he learns the trader position is incentive based and involves buying and selling. Before this incident, Bob Hopkins is unaware of any poor dealings occurring in the company. Hopkins faces a dilemma at his company when his associates want him to make a risky and unethical decision. Hopkins is left with two options: removing himself from the White Lumber Company to avoid possible legal situations or keeping his position and fulfilling the order of construction

The movie “Glengarry Glen Ross” presented a series of ethical dilemmas that surround a group of salesmen working for a real estate company. The value of business ethics was clearly undermined and ignored in the movie as the salesmen find alternatives to keep their jobs. The movie is very effective in illustrating how unethical business practices can easily exist in the business world. Most of the time, unethical business practices remain strong in the business world because of the culture that exists within companies. In this film, the sudden demands from management forced employees to become irrational and commit unethical business practices. In fear of losing their jobs, employees were pressured to increase sales despite possible ethical

Getting a business to be in agreement can sometimes be a challenge. There should always be open communication with the leadership teams to create an ethical leadership environment (Schwepker, 2015). Kerrie Peterson in conjunction with other GM’s of Access met with their CEO and was informed that they had to cut operational expenses in order to generate profit and recuperate from low revenues in June of 2000 (Lester & Parnell, 2006). Kerrie Peterson agreed to cut operational expenses by a 15%. Kerrie would have to convince here senior management of the goal that she had agreed to. In Kerrie’s senior management team there was a very big variety of people with different ages, education and experience among her team; meaning that the tasks was

I’d like to begin by saying that I don’t believe the “survival mode” and “growth mode” presented by Sonya Sohn is a clear-cut dichotomy. Instead, I believe that you can exist in both states simultaneously, albeit to varying degrees. This is something I’ll further expound upon in subsequent paragraphs. I’ve lived in growth mode for most of my life, and I’ve seldom experienced things that could be classified under survival mode.

Introducing the first paradox ‘’Achilles and the Tortoise’’. This paradox is very similar to the idea of the Dichotomy so by explaining the example of Achilles and the Tortoise both will be covered. Zeno came up with the idea of the Dichotomy, which means dividing by two. As an example for this he came up with the example of a character called Achilles. One day Achilles and a tortoise had a speed race against each other. Obviously the tortoise is much slower to Achilles was so modest to allow him to have a head start of 100 meters. As Zeno and Aristoteles says, when the race starts Achilles has to catch up with the tortoise so he sprints. While this is happening he is halving the distance towards the tortoise. There is no problem here because assuming no acceleration or deceleration, he is always going to half the distance as shown on this picture:

Victor Hanson’s article lacks supporting evidence and provides a narrow point of view to a complex situation. When evaluating information and determining if it is logically compelling, the premises must be acceptable, relevant, and sufficient. The article does not meet the required premises because it lacks sufficient support and contains several logical fallacies.

This organization lacks alignment at times, in regards to values. As the company/executives focus on new, shiny and innovative, many individuals and smaller teams such as this hybrid fraud team want to focus on the foundation and fixing what is broken. The current goals getting prioritized surround new tech and innovation, which is great, but it means nothing when we have older issues that need to be handled first. This includes most fraud issues and processes. The board and the executives rarely put fraud on the priority list, this is where the hybrid teams individual goal doesn’t align with the organizations’. The hybrid team feels their needs are always put last, some make it seem as if fraud is nonexistent at this organization.

Furthermore, one behavioral displacement issue occurred, when Jack found that some aggressive salespeople where not consistent with the division policy and organization’s objectives. Aggressive salespeople had told customers to accept the shipments now and just pay whenever they sell the product, which was obviously that they were not following the recent policy that is asking customers to pay within 120 days.

Jacobson first consulted Dan Gunther who was in charge of the Boston Division. Jacobson consulted Gunther due to his fifteen-year experience with the company. He figured he would have the best insight to the sales were stagnant because of his wisdom and experience. Jacobson found out that the flat sales of the Boston branch was due to the irrational/unreasonable demands of their client. Then he contacted the Philadelphia branch. Carol Klein, the key account manager, told Jacobson that the reason of her flat sales was due to personal reasons that were going on in her life. She was having issues juggling her stressful job and taking care of her family as well. Although this is a valid excuse of something that many people struggle with, it should not be negatively affected her work performance. The next sales representative that Jacobson consulted was Mike Wagner in Washington DC. Wagner claimed that he is having a hard time on finding information regarding the present condition of the competition in the market, making it harder for him to compete with the others. This is not only Wagner’s fault for not doing the research, but also upper management’s fault for not informing the employee’s of how to compete with

Business leaders should strive to increase ethics within a business to likewise increase the profitability within the company. This is due to the public 's approbation for morals and “goodness;” they will extend their loyalties to the companies they deem ethical (Panigyraki 38). Customers like supporting those they trust and may look to others if they feel a business is being manipulative or otherwise unethical. Hence, the main reason one should not wish to manipulate others is for fear of the apparent consequences it brings. There was a study done in 1999 that found that one in four