Why I Left Buzzfeed

A quick growing company, gaining well over a couple million subscribers, in the eyes of many Adelphia Communication Corporation seemed to be headed to lead the industry very soon. In what seems to be the early 2000s, this is for Americans, this company and the world things drastically changed due to unethical behavior from some of the company’s top leaders within the organization. What will be revealed in this case study below, many people would not believe that all this happen over the course of a short time and how far people will go to gain what they believe is “success” at any cost.

power in their own hands. He explains that workers have the power to decide and dictate the

Paul O’Brien in 2009 became the CEO of EasiYo, a manufacturer of powder-based yogurts. With O’Brien’s arrival at EasiYo, the company has overseen a 30 percent growth in the annual sales (Jones & George 2003). With the increase of sale and exports a number of challenges have become evident including the absence of a formal management arrangement and the pressure placed of the efficiency and effectiveness of employees (Jones & George 2003). As EasiYo continues to grow into a multinational business, EasiYo must adopt a mixture of hard and soft approaches to human resource management. Coupled with Mayo’s approaches to management EasiYo will be able to overcome its challenges professionally and

Hochschild found an attendant who stated that “It’s as if I can’t release myself from an artificially created elation” (4). The attendant felt like she couldn’t break away from the image she created at work even after she left (4). Davies maintains a similar point of view in that workers emotions are being influenced by corporations, but he believes employees can break away from the control of companies. To argue how he believes employees can break away from corporations Davies states “Disengagement is believed to manifest itself in absenteeism, sickness and – sometimes more problematic – presenteeism, in which employees come into the office purely to be physically present” (1). This statement means that employees are resisting work and when they do show up, they are not invested in the job and are not being as productive as possible (1). To prevent this from continuing to happen companies have offered gym memberships and personal counseling as an incentive to work better and increase profits for the company

One of the ways that people operate in the political frame is through the obtaining and use of scarce resources within the organization. Scare resources can include things like money (salaries or budgets), positions (such as promotions), larger offices, more office supplies, access to help such as secretaries, as well as intangible things like status, influence, and overall power within the organization (Bolman and Deal 18). Wal-Mart has plenty of resources because it is a large organization. However, those resources are concentrated in just a handful of people at the top of the corporate chain. Most of the resources do not flow down to the common store

Is a news source as trustworthy as some people may claim it to be, or is it all based on political standings nowadays? In today’s world, news can be very shady, and most of the time makes an attempt to sway a person’s political standings. Although Buzzfeed can be a good source of news and entertainment simultaneously, it’s not always reliable, biased, and can provide faulty information based on hastiness to attract the younger audience.

The goal of a manufacturing organization is to make money. Jonah poses this as a question: "What is the goal?" and Rogo actually struggles with it for a day or two, but any manager or executive that can't answer that question without hesitation should be fired without hesitation.

In the case of “Thomas Green: power, office politics, and a career in Crisis”, it describes the dilemma of Thomas Green who works in a company called Dynamic Display. Thomas was recruited as an account executive, and then five months later, he was promoted as a Senior Market Specialist directly by the President Shannon McDonald. Thomas’s boss Frank Davis hadn’t expected to choose Green as the new senior market specialist, and he was very dissatisfied with Green’s work style and performance three months after the promotion. After being informed that Frank Davis had emailed McDonald about his concerns about Green’s performance, Green was getting really worried about his situation and not sure how to explain his perspective to

This meant that the cost of a consumer electronics would triple for customers. However, one major department in the company, composing of several talented employees, did not agree with the CEO’s decision to the changes in the consumer price. They thought it was unfair for the general consumers and after raising their concerns in several meetings, tension grew between the boss and employees. Eventually, those in favor of a price reduction were forced to leave the company. These employees shared similar business ideas and decided to work together to start a new company, hoping that they will be able to outperform their former employer, SkyTek.

The organization of the company decentralized, which is decision making authority is distributed throughout the company. One of the key elements of the “productivity triad” program is employee involvement. “First, line workers were encouraged to contribute to the decision-making process” (Nolan & Kotha, 2007). Further under Teerlink’s leadership, two senior VP positions (in marketing and operations) were replaced with teams, a create-demand

Fear of Feedback by Jay M. Jackman and Myra H. Strober Reprint r0304h April 2003 HBR Case Study Keeping to the Fairway r0304a Thomas J. Waite First Person Leading for Value r0304b Brian Pitman Luxury for the Masses r0304c Michael J. Silverstein and Neil Fiske Tipping Point Leadership

Jeff Bezos, CEO of Amazon, has an autocratic leadership style. He has surrounded himself with lower level leaders that do not question his decisions or authority. Additionally, he is a micromanager that has implemented rigorous standards. Further, individual performance is continuously measured and employees ranked against each other. This has created a very competitive atmosphere. Notably, employees that meet his high demands are often called “Amabots.”

Sound familiar? If you work at companies similar to Amazon, Google, AT&T and Apple, you know what I am talking about.

The role of leadership is a crucial factor. The leadership and other management style impact the business performances. In HashtagFeminine, the leader sets up the business that runs smoothly without depending on herself only. The leader of HashtagFeminine has the ability to influence employees to attain objectives by communicating, motivating and disciplining the workers. Besides that, she makes routine things efficient and hassle-free so that she can focus on important work. The leader of HashtagFeminine also takes time, at least once a week or once a month to step back from working in her business to get the big picture and work on her business, making the business better.

Breakings through the chains of corporate slavery is in full affect. In other words, nobody wants to work for a heartless corporation that does not value their staff. Individuals are educated and ready to make a career change if necessary. The overwhelming feeling of being imprisoned by a job is dreadful. Even the most loyal captive will seek an opportunity to break free from a dreadful organization. The sensation of being confined within an organization with no room to grow or expand is a daunting feeling. When individuals are treated as if they do not matter, it raises the question; why stay here? If employers are naïve enough to think that there are no other options for hard working people, they are wrong. The information being