The Canadian National Bank

As a manager for a large department her job duties are quite extensive. She manages over forty employees. She reinforces compliance of staff with hospital policies, gives informal/formal feedback regarding performance throughout the year, promotes staff development, and uses effective listening, writing, and verbal skills. She promotes satisfaction targets related to patients, employees, and physicians, actively participates in, and leads interdisciplinary teams. Alicia also assist the director in maintain departmental budget, monitors supply utilization and maintains budgeted targets, and responsible for an efficient and accurate payroll.

She does not ask what the employees think before she implements anything. The employees therefore perceive Sally to be a poor manager who does not care about employees’ work condition and who buries herself ‘behind a high desk with her back to the door in an office two levels above’.

During the conversation between Ron Davis – the relatively new general manager of the machine tooling group at Parker Manufacturing and Mike – a plant manager who reported to Ron, Ron had violated some principles of supportive communication and supportive listening. First of all, Ron had violated Descriptive and Problem-Oriented principles. For example, Ron expressed his thinking and opinion about what Mike did and stated Mike’s personalities: “I think you’re too chummy with some of your female personnel” or “I think you’re creating a substandard impression by not wearing a tie” and “Having things in

The following report will further examine the RBC Royal Bank brand, critically examining two promotional examples and how it uses IMC tools and channels to achieve their positioning. RBC Banking has successfully positioned itself as a friendly, approachable bank successfully reaching out to people who are in a more established stage in their life. This older demographic consists of people or couples who are ready to buy a house or attain a mortgage, going to make a large investment or looking to invest. Despite a more older generation as their primary target audience, they have made significant efforts to appeal to Millennials with targeted advertisements and promotions. As previously in the Positioning Analysis, the connection between

As a result Dr Brownlow decided he needed to develop his senior staff by sending them on a training course, he chose Brenda Frame and Judith Smythe for this training. Richard believed the problems lie not with his style of management but by the lack of leadership and management by Brenda Frame and Judith Smythe. Brenda and Judith implemented there ideas but Richard and Fred Windows were negative about it saying that it was just a fad as they had been on these courses and knew more about management and leadership and gained nothing from the courses. Brenda who normally would issue instruction as a manager does, turned herself into a leader my taking on board other ideas from her colleagues and creating working parties to make the working of her department run more efficiently and smoothly. She included Richards’s project staff into her working groups but he was unhappy about this even after Brenda protested and Richard adamantly refused to yield on this matter. Also at the start of the year Richard decided to off load several tasks to his three projects team leaders Ian Campbell, Carole Devlin and Joanne Cassidy. Richard only believed that Carole had the necessary experience and commitment to take on the extra work load issued and he did not consult his other staff nor did he explain the job role that it entailed.

The primary problem in this case deals with a source of tension between two employees that have recently received promotions. There are various individual factors that may be a source of conflict that the case points to; however both parties need to look beyond their own personal perspectives in order to move towards the organizational goals. In the case of Thomas Green, he certainly has a lot of maturing to do before he is able to perform well as the next stage in his career development. In the case of his supervisor, Mr. Davis, he must also learn how to help disgruntled employees fill into their position in their new roles without any personal feelings get in the way. Several observations were made as to how both employees could address the problems. However, given the fact that both employees are new to their roles, the best case solution may involve a more senior management professional getting involved and setting a good example for both employees by resolving the sources of conflict and aligning them towards organizational goals.

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

She has also been known to report to work, only to leave the office for hours at a time doing personal errands. Pat is influencing the others to take long lunches and be late for work as well. This blatant abuse can be attributed to the following possible causes:

boundaries to keep within. From the case study readings it appears the previous manager let her

Canadian Imperial Bank of Commerce or CIBC as most know it, has been operating since 1867. They are a profit corporation that offers public banking and financial services to individuals, small businesses, and also other corporations. CIBC is a Canadian corporation that has branched out and now does business in Europe, Asia, Australia, Latin America, and of course The United States (Wikipedia).

     Vicky must also take into account the duty to her boss, Wendy. First, Vicky must suggest that quick temper of Wendy’s be abolished because animosity between Wendy and her staff members may lead to a broader conflict. Also such behavior could lead the company as a whole to be less productive, because with Wendy’s quick temper it will be hard for staff members to share ideas. Sharing ideas between members of staff makes a company more successful.

The Royal Bank of Canada (RBC, RBC Royal Bank, or RBC Financial Group) is the largest banking institution in Canada. RBC serves more than 18 million clients and has over 80,000 employees distributed all over the world (RBC 2008). The company corporate headquarters are located in Montreal, Quebec, and its operational head office is in Toronto, Ontario. RBC is listed as the largest Canadian company by revenue and market capitalization by The Globe and Mail and was ranked at 50 in the 2013 Forbes Global 2000 listing. The company has operations in Canada, and 51 other countries (RBC 2011). In May 2004, the Royal Bank of Canada experienced a crisis which involved a programming change to an essential piece of banking software. Generally, this is

This situation certainly presents problems for Mrs. Laraby. She needs to find out if this was an isolated event or if horseplay is prevalent when she is not around. Lack of motivation is clearly a problem that must be dealt with. Another issue that must be considered is if the three employees and manager will be reprimanded for their actions. The job design needs to be reviewed to determine if changes need to be implemented.

The major issues in this case start with Anne not being familiar with the intricacies of politics, culture and communication in Jordan. She took a position in a foreign company in a culture significantly different from her own and did not take the time to properly familiarize herself with the host country. That is the root of the problem, but it continued to compound at her work when she did not do her part to clarify her role in the organization, ExportJordan. Anne also did not clearly understand the role of her co-workers and was not aware of the undercurrents of the situation and what was happening around her. She publicly demeaned her male assistant by giving him a derogatory nickname. She failed to notice the absence of her female coworker until someone mentioned it to her. She failed to realize that not everyone in the organization was there to further the cause of women becoming entrepreneurs and entering the business world. Nor did she seem to understand that Jafar’s influence extended beyond the company and that it unwise to anger him. The biggest problem in this whole case study is that because Anne was not culturally aware she misunderstood everything that was happening around her and her ignorance not only endangered her, but everyone she was attempting to help.

Secondly, Janet a manager computer services. Her profile make a strong impression on me. She said that she is a people person and her job is trying and making sure everyone’s happy in the department and she also enjoy meetings which is really good to listen and discuss with staff. In addition, she is very different from other manager because she talks about goals with her staff and decide them together while another manager try to decide everything but still listen their staff. However, after the discussion or meeting, you cannot change her mind because she has done it in the meeting together with her staff; very decisive person. The most special thing is that she spend lots of time sorting out staff problem because she think it’s a priority. This group is a multination group who are different ages and from different cultures so her management style may available to manage them, understanding about them and this group like warm and friendly people which Janet’s personality has. Moreover, she already good as well-organized so to work with a multination group is not a problem for her. Her profile is really good but the weakness of her is try to make sure everyone’s happy in the department because for some reasons she has to decide whose ideas she will choose or reject for project