Servant Leadership Synovus Case

The company’s moto is ‘Building A Better Working World’ (Ernst & Young LLP). This is our motivation — and why we exist as an

One of the catchiest phrases used is ‘service with a smile’ which is popular in the dominion of the corporate world, particularly service industry. Smile commonly entails the genuine feeling of happiness, joy and delight in an individual. Nevertheless, employers have now sunk its teeth into using emotions as a means to manipulate employees for personal gains such as profit maximization and increase of productivity. Emotions however has a deeper meaning to it, reflecting in the individual’s expression as quoted by John Lennon “One thing you can’t hide is when you’re crippled inside” in his song Crippled. Employers have manipulated its way through by laying down a story line for employees, perfecting their performance on stage for their “audience”

The purpose of this paper is to go over a lawsuit that was filled by the United States Equal Employment Opportunity Commission. The paper will cover who the EEOC (Equal Employment Opportunity Commission) is and their role in the lawsuit. It will go over whether or not the lawsuit promotes social change. The paper will also go over how the EEOC as well as other news groups released information about the case to the public. I will then give my take on how I would implement new strategies to make sure the problem does not come up in the workplace again.

Visit at least two different companies’ website and read about how each company explicates the working environment and its expectations of employees. In your discussion post, reference the websites you analyzed. Examples of companies include, Kraft Foods, Apple, CVS Caremark, Johnson & Johnson, and Target. Identify what your selected companies do to establish a positive working environment and committed employees. Be specific in identifying behaviors, programs, or initiatives. (Note: If a company website does not provide enough information, select another company.)

He created the world and created men and women in his own image. God loved the world so much that he gave his one and only Son so

Employees are the foundation of a company and, Coborn’s, I have learned, has many unique employees. These employees are the face of Coborn’s and are the people who I interact with on a daily basis. Many of them have conflicting views on life but can all fit into three different categories: the “Energizer Bunny”, “The Judge Judy”, and the “No show”.

After reviewing reports and conducting interviews with staff members, I have concluded that as an organization, we need to reform company policies. New policies provide management with an opportunity to improve areas, that we struggled with in the past. In order to meet the competitive and social challenges of 2016 and beyond, we must examine ways to increase profits, improve services, increase productivity, and improve the overall morale of our employees. As individuals, we possess different belief systems, which guide us through our daily routines, and help us to interact with others.

The litany of HR-related laws and frameworks that have been enacted and enforced over the years have all been well-intentioned. Examples include the Americans with Disabilities Act, the Equal Employment Opportunity Commission (EEOC) and the United States Department of Labor (DOL). There have been many examples of justice and good deeds that have been yielded from the existence and administration of such laws and frameworks. However, some bad things have happened as well and they need to be addressed and recognized.

At the center of the firm's success is its team of professionals who maintain a level of excellence, knowledge, and experience that is rarely matched. The team's unique culture and high standards of service have brought the company many of its recent accolades.

Chapter discussed Organizational Justice, Ethics, and Social Responsibility. While watching CNBC on television, I viewed a documentary on the energy company Enron. Their practices and ethics, or lack thereof are an excellent example of the topics contained in this chapter. Their disregard for ethical behavior and social responsibility, ultimately led to the demise of the company and also caused several members of the company in management positions to be brought to justice in the court systems. Enron was a energy company that was seemingly very profitable, ethical, and successful, as was reflected in their stock price. However, there was a great deal of information withheld from

Companies should completely reshape the working culture that make possible the integration of a broad range of viewpoints that leads to a redefinition of how work gets done and how diverse markets are approached and capitalized upon. All employees should be held accountable for their

After my experience in the Human Resources Management class, I came to understand that a company’s best way to compete in the market is through the people that make up the company. Knowing how to use the employee’s skills and knowledge to benefit the company is crucial when competing. Being aware of who is working in the company is only one of the steps needed to succeed. A company is the collection of people with different skills and talents who come together to produce a finished product. From the intern who may runs errands to the CEO of the company, everyone plays an important role in the success of the company. How is it that a company ensures that the people are retained and motivated to work? It is through the human resources department! Although some may think that the human resource personnel are only there to listen to the employees’ problems, HR is much more than this. To further explore the world of the human resources apartment, I conducted an interview with Lori Whol who is part of the personnel of the human resources department at Devon Energy.

‘In any work setting, sustainable high performance is only achieved via sustained social well being, and vice versa.’

AVIC’s focus on the employee wellbeing has its basis on the premise that the employee population is responsible for the success of the

Furthermore, Chan (2014) illustrated that it was easier for companies with high reputation to attract more talent to work and retain current employees. Also, Kotler and Lee (cited by Chan, 2014) claimed that around 80 percent of people refused to work in company who had bad reputation on its CSR practice while The Cone Corporate Citizenship Study (cited by Chan, 2014) indicated that over 80 percent of Americans are willing to switch to company with positive portrait to the society. Supporting