Entries in the Category "MGMT250"
Annual Report
The second half of the Human Resources Simulation was a great learning experience for me. My group had been very successful in achieving desirable results during the first portion of the simulation, and when we began falling behind the industry averages in certain areas during the second half of the simulation, we were a bit stumped concerning what our best options for continued success were. What I learned at this time was that it is very difficult to make a change in one area of a company without having an effect of some sort on other aspects of the company as well. For example, when my group was forced to fire several employees during quarter six, our morale decreased significantly despite wage increases that we implemented specifically to counteract this damage, but our productivity level improved. Weighing the positive and negative results of each action from that point on was a challenge, but it was a good lesson about business management as well.
Learning Plan
In the past, I have never been one to set my sights on something that will take place more than a few months in the future. However, completing the learning plan forced me to map out my life for at least the next year. When doing this, I chose to set long term goals of studying abroad and learning to speak Spanish. Having these goals in my mind with specific dates in the future by which I plan to accomplish them has already led me to focus more than I normally would on these goals. I have already attained information about studying abroad in Australia during the spring of 2008, even though applications for schools in Australia aren't due until next October. Also, I have registered for a Spanish class next semester that will develop my skills to a level at which I should be able to begin conversing in the Spanish language. I am excited to see how my improved goal-setting skills will be reflected in the results of my actions as I continue to take steps towards achieving these goals in the upcoming year.
Performance Appraisal
The most important goal of performance appraisals is to better the work environment in some way. More specifically, appraisals can bring about improvement by pointing out current problems and offering solutions to them, as well as by bringing up and reinforcing positive behaviors. A problem that can occur as the result of performance appraisals is that when the negative behaviors of one employee are brought up in an appraisal, it can have a detrimental effect on that person's morale and performance if the situation is not handled properly. Because of this, it is important to deal with performance appraisals in a manner that focuses not on ways in which mistakes have been happening, but on ways in which the work environment can be improved in areas where problems are occurring. From the perspective of someone giving an assessment of an individual, it is best to relate both the positive and negative aspects of that person's work as opposed to singling out the negatives. Analysis of the appraisals should take place in a group environment in order to offer the best support and a variety of suggestions for methods of improvement. It is also very important that performance appraisals be conducted fairly, displaying absolutely no bias for or against the person being appraised. When performance appraisals are handled properly, there will be distinct benefits for all those involved.
SMART versus START NOW
When choosing between the SMART and START NOW methods while writing my learning plan, I found that there are major advantages to each. The SMART method, which I used when planning my first goal, is a very good way to organize a goal that can be achieved during a specific time period. For example, I used this method to organize my goal of studying abroad in Australia. There are distinct, time-relevant steps that need to be taken in order for me to accomplish this goal, and the SMART method helps to make plans such as these a reality. In contrast, the START NOW method seems to me to be better suited for goals that are more abstract. There is no "time-bound" element to the START NOW method, but it is useful for constant motivation to be working towards a goal as opposed to simply meeting deadlines. This method was useful to me as I organized my plan to learn to speak Spanish. It is important to make the distinction between the two methods when setting goals in order to have the best chance for successfully achieving them.
Knowing When to Fire
After the discussion about the Tom Mendola case took place, I was left wondering when it is appropriate to fire a worker who has repeatedly displayed problems if there are still ways in which the employee could possibly be helped to improve. I believe that the debate is a question of balancing an ethical decision with a monetary decision. In terms of efficiency, firing an inadequate employee and hiring a more qualified worker is the best choice. In terms of ethics, it could be seen as unfair to fire someone who still has the potential to improve their ability to a point at which they could perform their job sufficiently. In my opinion, the best way to handle a situation like this is to determine a point at which it is clear that enough help has been given to the employee without seeing improvement as a result. At that time the employee could be fired in good conscience from an ethical standpoint.
Job Training
As is evidenced by the HR Simulation (as well as countless real life situations), training of new employees is an important aspect of running a successful company. When we discussed some of the many training methods in class, it was particularly noted that more and more training is being shifted into the realm of internet and video learning. The advances made in technology in recent years give good reason for this, but I question whether the quality of training through traditional methods has been traded for cost efficiency using new methods. For example, it is now common for online information to be provided to a new employee, whose responsibility it is to study the material and take an online test about it. This method is very affordable as well as being flexible for scheduling purposes, but it may have disadvantages as well. A form of training in which an experienced employee acts as a teacher or mentor to new employees may offer better results in the long run, but many companies are giving up methods like this one due to a lack of resources or a stingy approach to job training. It will be interesting to see if the new methods used for training will continue to be instigated or if older and possibly more effective methods will make a comeback in the near future.
Constructive Feedback
Even though there are several guidelines and methods that can be applied when giving feedback to a fellow employee or group member, it can be very difficult to be constructive when doing so. For many people it is a natural inclination to confront other people concerning their behavior in a way that is accusatory. When there is a problem that affects several people, it is instinctive to place the blame of that problem onto somebody else regardless of where the blame actually lies. Because of this, it is hard to focus on positive factors when giving or receiving feedback. It is easier to be opinionated than it is to be open-minded and mindful of the thoughts and emotions of others. A personal method that helps me to overcome these obstacles is to approach feedback in a manner that places me in the other person's shoes. When giving feedback, I keep in mind the way I would be feeling if I were the person receiving the feedback, and I do the opposite when I am on the receiving end to begin with. Doing this helps me focus on the best ways to constructively convey my ideas to colleagues. When constructive feedback is achieved, it is a very useful tool in any group setting.
Goals and Dreams
Listing 17 of my dreams in class today was one of the most enjoyable assignments I have ever completed. Although some of the things that I listed are almost definitely unobtainable, such as scaling Mt. Everest, this assignment provided me with an excellent opportunity to evaluate my desires and the possible ways in which reaching for my goals could affect my future. For example, many of my dreams involved being successful in my personal life; being able to raise a family, buy a summer home, start a business, and perform mission work in other countries. Some of these goals may not come to pass, but by focusing on ways in which I can work towards them now and in the future, I can increase their likelihood as well as expanding my horizons and gaining valuable life experiences. I look forward to choosing two of my goals specifically to work towards over the course of the next few years. I believe that even should I fail to achieve these goals, my life will be better for trying.
Ethics: Discrimination Issues
While I'm on the topic of ethics, I will divulge my opinions of the Jonah Creighton incident. When Jonah first encountered the issue of discrimination within the company he worked for, he had a very admirable response. Jonah immediately confronted his superior about the problems he saw with the situation and set up a time to discuss the important issue of discriminatory actions that were occurring. However, I believe that Jonah should have taken further actions much more quickly than he did. His first mistake was that he spoke with people who were already aware of and somewhat apathetic about the problem. Taking the issue directly to the Human Resources department would have been a wiser course of action. Also, while I respect Jonah for doing his best to uphold ethical standards in the workforce, I feel that he failed to bring awareness of the situation to people within the company who had both the will and power to help him do something about it. The end result of Jonah's actions is even more disheartening. After failing to produce immediate, positive results, Jonah remained dissatisfied and decided that he could not continue to work at the company in good conscience. Besides the fact that this decision was the result of Jonah giving up on resolving the discrimination issues, it also put him in a position where he had placed himself and his family in an economically worse state of being. In the circumstances which Jonah faced, I would have hoped to see him persevere through the initial rejection that he encountered. By changing his means of communication and developing a group of people who supported his claims, I believe Jonah could have made good progress over time.
Work Ethics
As we discussed a few examples of ethical business situations in class, I came to a realization; maintaining ethical standards in the business world has a direct influence on your career as well as being important for the upholding of personal morals. For example, we learned in class of a student who accepted a job offer, began work, and then quit in order to relocate to a more desirable job. While it is obviously unethical for a person to break a contract simply out of greed, I was surprised to learn of the consequences of this student's actions. A member of the company the student was planning to relocate to found out about his unethical action and chose not to hire him. Although discovering that ethics and morals are still important in the business world pleased me, it is also nerve-racking to realize that there is little room for error when making ethical decisions in the workforce.
Motivation
Some very good material was covered in class today concerning motivation in the workplace. I have learned about motivation in psychology classes prior to today, but I have never considered the ways in which motivation is used in the business world. I specifically appreciated the insight about motivation through the giving and receiving of feedback. I think that feedback is the type of motivation that works best for me, and it is also extremely cost efficient. Other ideas, such as modifying rewards to suit a particular individual, were also insightful. By giving a reward that has special meaning to a specific person, you can show that you not only appreciate their work, but that you appreciate them as a person as well.
Individual Learning Plan
Although completing the Individual Learning Plan was a long and arduous process, it was also very helpful to me. During the process of writing about my values, goals, learning style, and personality, I learned a lot about myself. I found that every exercise we completed in class (MBTI, Learning Style Inventory, and My Values) accurately portrayed an aspect of who I am. The tests were consistent with my own perceptions of myself as well as with each other. The assignment also allowed me to investigate the ways in which my current actions and values are leading me towards opportunities for my future career. Having a better sense of where I want to be in the future, which I achieved by writing this paper, will allow me to better prepare myself for that future.
Team 7: Hilton Hotels
As I mentioned in my previous post, I am very excited to be working with my team on the Human Resources Simulation project. After attending the class on teamwork Thursday, I have had even more cause to be excited. As we discussed problems that often arise within teams, I thought back to a group I was in a few years ago where all of the responsibilities of the group fell to half of the members of the group. While all of the necessary work still got done, the team environment was not a good one. People within the group did not get along well, there was a lot of resentment between group members, and not everybody's opinions were made clear when decisions were made that affected us all. On the other side of the fence, I have not seen any of these problems arise within my Management 250 group during these past weeks. Besides getting along well with each other, we each have personal responsibilities that are very clear and fairly distributed. The goals of the group are also clearly stated, and we are excited to carry out our team plan to work towards achieving those goals. I am pleased to be a member of a group that works so well together, and I look forward to the accomplishments we will make together as this semester progresses.
HR Simulation
As all of you in Management 250 know, the first Budget Planning Form and Decision Form are due this Tuesday. When my team met to discuss our plan for the week and put our company goals into action by completing these forms, I realized just how fun this project has the potential to be. Besides being part of a great team, I look forward to receiving feedback concerning the quality of the decisions that we make. Both the decision-making process and the process of interpreting the consequences of our actions appeal to me because I am such a hands-on person. I also believe the simulation will be a great learning experience for me. I have never been employed as the superior to other employees before, so every experience I have as a manager in the simulation will be novel to me. Working so closely with my team will be another great learning experience. In the past I have always had a preference to work by myself. The sense of having total control over a situation without having to rely on others for success always appealed to me, and as a result I have little experience with sharing responsibility equally amongst a group. Hopefully, a few months from now, I will be able to look back on this simulation as a time of fun, learning, and personal growth.
Mock Interview
Having never participated in a formal interview before, I found my mock interview with a representative of Eaton Corporation to be a very educational experience. Going into the process, the only knowledge I had concerning how to prepare and present myself stemmed from what I had learned in class lectures. I knew to research the company in advance, to dress and act as a professional, to bring a resume, to act interested and to portray myself as a person well suited for the job. What I was not prepared for were questions that required a detailed response concerning specific character traits that I claimed to possess. I didn't expect to be critiqued on my handshake, my eye contact, my posture. When asked "Is there anything else you think I should know about you?" I was at a complete loss for words. Thankfully, all of these issues were brought up during the feedback portion of my interview, and I believe I took in a lot of valuable information and gained experience that will be very beneficial to me when searching for a job in the future. I learned to use the BAR and STAR methods to answer behavior based questions. It was explained to me that the final question of the interview requesting additional information about me was my chance to sum up all of my valuable traits, add in facts about myself that were applicable but hadn’t been brought up earlier on, and to gauge the interviewer's opinion about my worth to the company. In general, I received many tips on how to improve my responses, such as to explain that my experience in community service organizations would help me to perform a specific task better than my rivals. Although I achieved a score of 85 out of 100 on this evaluation, I trust that this experience will help me gain higher scores in the future.
"My Values"
After reading the chapter "Personal and Organizational Values" in The Human Challenge (Tucker), I found it interesting to compare my own personal values to those stressed in a business organization when completing the "My Values" assignment. After much thought and careful selection while working on the exercise, I narrowed down my top five personal values to include the following: Happiness, Integrity, Loving, Freedom, and Discipline. Of these five characteristics, only integrity is specifically mentioned in Chapter 3 of the textbook. This made me question whether or not my personal values would be the most beneficial to have within an organization, and also wonder whether a code of ethics within an organization is a facilitator or an inhibitor of good decision making. For, as mentioned in class, it may be possible for employees to follow a code of ethics so astutely that they do not take into account their own beliefs about what is right and what is wrong. The conclusion at which I arrived is that while there are many good values to encourage businessmen/women to adhere to for the good of an organization, the unique personal values of each individual within the organization should also be stressed as important for its well-being.