Prepare the summary of the case and identify what ethical issues are involved in this case?
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Prepare the summary of the case and identify what ethical issues are involved in this case?
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- Q.1 B- Burger Day operated a “rank and yank” system, whereby employees were appraised and rat-ed once a year. After-wards, the bottom 10% were fired. Not exactly a recipe for employee engagement! Such an environment is a breeding ground for unhealthy competition, reduced team-work, and employee burnout. Now In 2021, under the CEO, senior management of Burger day announced they want to replace this approach with a new performance tool.As you are the manager, suggest how employees should be rated and how to enhance employee engagement which enables employees to capture progress against their goals.April 2012, Forbes' magazine began its annual report on executive com- pensation with the following: "Our report on executive compensation will only fuel the outrage over corporate greed. In 2011 the chief executives of the 500 biggest companies in the U....got a collective pay raise of 16% last year, to $5.2 billion. This compares with a 3% pay raise for the average American worker. The total averages out to $10.5 million apiece....So much for the moral suasion granted to shareholders last year with the first-ever say-on-pay votes for U.S. public companies." (Forbes, April 4, 2012) Public criticism of executive compensation, especially among top execu- tives of U.S. based public-traded corporations, increased significantly following the economic collapse that began in 2008. For many observers, the magnitude of executive pay, both in absolute terms and relative to average workers, particu- larly needed to be addressed at a time when failed management was at fault for so much public and…Q 1: Explain the antecedents of modern quality management in your own words. Also Give examples ? Q 2: Explain the qualities and importance of a good leader. Also Give examples? Q 3: What is the implication of customer perceptions on TQM.Also Give examples ? Q 4: Explain Maslow hierarchy of needs theory using organization perspectives. Also Give examples?
- (Black C ) QUESTION: "The primary focus of people development was on determining the worth of tasks, regardless of who performed those activities successfully and efficiently." Do you believe that the incentive pyramid may assist people attain efficiency?Q.No.7: In modern corporate environment, leadership is very important for improving the job performance and employee development as well. If you are Head of IT department, what qualities you should have as a leader, and also explain the characteristics of leaders who fail to lead a successful team?Q0: Burger Day operated a “rank and yank” system, where by employees were appraised and rat-ed once a year. After-wards, the bot-tom 10% were fired. Not exactly a recipe for employ-ee engage-ment! Such an envi-ron-ment is a breed-ing ground for unhealthy com-pe-ti-tion, reduced team-work and employ-ee burnout. Now In 2021, under CEO, senior management of Burger day announced they want to replacethis approach with new performance tool. As you are the manager, suggest how employees should be rated and how to enhance the employee engagement which enables employ-ees to cap-ture progress against their goals.
- Questions1. Do you feel that the role played by Mr. Nanda is justified keeping in view the empowerment process?2. Who is right—Mr. Nanda or Mr. Mahoni in terms of functioning the organization?3. Why did Mr. Nanda fail in empowering his subordinates?4. If you would have been in the position of the personnel officer, what would you have done?5. What should Mr. Mahoni do after receiving the memo?Q 1: Explain the antecedents of modern quality management in your own words? Q 2: Explain the qualities and importance of a good leader? Q 3: What is the implication of customer perceptions on TQM? Q 4: Explain Maslow hierarchy of needs theory using organization perspectives?FACTS: Miss Joan Santos, a computer programmer in Mannadel Corporation for more than six (6) years now, was discussing her salary situation with Mr. Roderick Santiago, her manager. Miss Joan was unhappy because she did not receive any salary increase from ten to fifteen percent. Miss Joan’s performance has been considered very satisfactory for the last five (5) years and previous to this she got very substantial increases in salary due to the important programs that she made for the corporation related to accounting and personnel matters. She made a lot of improvements in the purchasing systems and systematized inventory records in materials management. The management had recently started a comprehensive job evaluation program and some positions are aligned within the salary grade approved by the management committee, where Mr. Roderick Santiago is also a member. Mr. Santiago explained to Joan that her salary was already way above the salary grade for the position evaluated and…
- FACTS: Miss Joan Santos, a computer programmer in Mannadel Corporation for more than six (6) years now, was discussing her salary situation with Mr. Roderick Santiago, her manager. Miss Joan was unhappy because she did not receive any salary increase from ten to fifteen percent. Miss Joan’s performance has been considered very satisfactory for the last five (5) years and previous to this she got very substantial increases in salary due to the important programs that she made for the corporation related to accounting and personnel matters. She made a lot of improvements in the purchasing systems and systematized inventory records in materials management. The management had recently started a comprehensive job evaluation program and some positions are aligned within the salary grade approved by the management committee, where Mr. Roderick Santiago is also a member. Mr. Santiago explained to Joan that her salary was already way above the salary grade for the position evaluated and…By reference to the data in part A:1. Return on investment (ROI), residual income (RI), and economic-value added (EVA)are performance measures for subunit managers. Discuss the relative merit of these performance measures?2. There may be a difference between the performance of a manager and theperformance of the organization subunit for which the manager is responsible. Why is it important to make this distinction?3. Do you agree with the general manager’s assertion that managers should be rewarded only on the basis of their performance measures with no fixed salaries? ExplainParagraph (3) SMALL IMPROVEMENTSRecent grassroots campaigns and nonprofits such asFight for $15 and Fast Food Justice have had at least small positive impacts on the industry. For example,although fast-food workers still can’t unionize, newlaws in cities like San Francisco, Seattle, and NewYork are helping workers organize, and some citieshave enacted wage protections and scheduling requirements to give employees more job stability and predictability. New York City Comptroller Scott Stringersees the improvements as part of a larger movement of“economic justice” that he hopes will spread to fastfood organizations across the country. ⦁ Please read the case “Motivational Challenges in the Fast Food World” on Page number 498, Chapter 12 “Motivating Employees” available in your textbook/e-textbook “Management: A Practical Approach” 9th edition by Kinicki, A., & Williams, B., and answer the following questions. Q1. What is the underlying problem in this case from the fast-food…