Trust can be established through responsibility. If the whole team does their share of work in the first few weeks, then the trust will come easily. My recommendation for future teams is to establish that trust quickly and firmly. It makes the whole simulation a lot more efficient and enjoyable.

From this exercise, I have learned that I value my travel goals just as much as my career. My life will not fell complete if I do not enjoy myself through vacationing or personal possessions. Also, having a family is a large portion of my goals. Interestingly, these goals correlate very closely with the values I chose in the My Values exercise earlier in the year.

Although I had a general idea of what I wanted to do during and after college, I never considered all the steps I would have to take. Writing this learning plan forced me to set out a detailed plan of reaching my long-term goals. I know exactly what I need to do now to achieve my goal of attending law school, and my goal of increasing participation in campus organizations.

I definitely recommend keeping the learning plan in the syllabus for future sections of Management 250.

This situation is actually quite common. There was a similar situation with a woman that I worked with. She was a below average worker who was eventually fired. She pleaded for her job back. My boss did let her have her job back, and he explained to me that it was because she had a newborn baby that needed to be supported.

Making a decision in this case is very difficult. Ultimately, I believe that the worker's repeated poor performance is enough grounds for his or her removal.

We predicted that terminating employees would have a very negative effect on morale. Our prediction was accurate as can be seen by our extremely high morale among employees the quarter following our decision not to layoff. We later found out that almost every other team decided to layoff employees, and that can explain why our morale level was a lot higher than industry average.

One of the things I believed Jonah could have done different is that he should have addressed other executives in the company, and maybe even the board of directors. By making the issue company wide, it would make racism an important issue, and it would increase the priority of addressing it.

I also did not think Jonah should have quit. By quitting his job, he is giving up on his cause and the racism would continue. It should be his priority to make a difference in the company.

The presenter made it clear that although the applicant should be courteous and respectful to the employer, the employers have just as large of a responsibility to the applicants. It is the employer's responsibility to respond in a timely fashion to inquiries from the applicants. I also learned that it is completely acceptable for applicants to negotiate contracts.

Some further advice the presenter gave was that applicants should not settle for a job they do not want. She told us that many people have made the mistake of taking a job they were uncertain about simply because they offered an attractive contract. This is something that I hope I remember when looking for jobs. I do not want to be stuck in a job that I get tired of after only a few months. I would prefer an interesting job over a bigger salary.

Some characteristics I noticed about the different training methods is that a lot took advantage of recent technology advances. The internet has provided efficient and inexpensive training methods. Online training courses eliminates the cost of having a large training staff on the payroll, and gives the ability to train a very large amount of people from around the country.

Recent technology has also provided the ability to create interactive simulation training programs. This provides the trainees very valuable experience that will help them perform well in their job. These new training methods will make the training processe a lot more efficient.

The hardest part of the simulation so far has been ensuring everything gets done. There is a lot of work that needs to get done every week, and personal emergencies are inevitable. Our team leader has done a good job delegating the jobs, and picking up the slack when members have trouble completing their task.

I look forward to the remaining few quarters, and am excited about our ending numbers.

Although I believed my advice was legitimate, the comments I received back from the grader suggested that my recommendation of a two tier reward system was wrong. He/she suggested that the rewards work against each other. I do not agree with this assessment because it is completely plausible to seek to increase customer satisfaction, and also to increase profit.

In one of my jobs I had in high school I washed dishes at a small diner. Sometimes the waitresses would give me a tip for washing the dishes and I eventually figured out which ones gave me tips. When the waitresses that gave me tips worked a shift, I put extra effort into doing my job including coming early or staying late to help them out. While I still did my job fully for all the waitresses, I put the most effort for the ones that offered a form of bonus.

My strongest asset was my ability to adapt to situations and problems that may arise. Hopefully I can utilize this asset in my HR simulation group if any problems do arise. I also hope to establish and enhance other assets I may have through the team project. Meeting on a weekly (or semi-weekly) basis and making the HR simulation decisions may improve my leadership skills, and my work-ethic. My entire group will be relying on me to do my fair share of exceptional work. So not only will I be letting myself down my doing sub-par work, but also my entire team.

When we received our results back, some of our gambles paid off but some put us dangerously below average. For our next decision meeting, we decided to move towards industry average and to appease our workers. In our decision making, we jokingly considered giving our employees extremely high raises so that they will not want to leave to another team's company, and therefore hurting other teams. Since our company's performance is based against the industry, the worse other teams do, the better we do. Ultimately we decided that we should not try to sabotage other teams as this is poor business ethics.

Some members will not be comfortable contributing, criticizing, or trusting their teammates unless they know more about them. Establishing healthy relationships on both a professional and personal level with your teammates will make all team projects run more smoothly and be more successful.

Legally, she does have a case because she was more qualified than the person that got hired in every way except for her mobility. Although the bank may have been wrong legally, I do not blame them for passing on the handicap woman. Part of the job was to be constantly moving from teller to teller (with stairs involved). It should not be the responsibility of the bank to accommodate for her needs. In most discrimination cases, the race/sex/age/nationality usually has no bearing on the person's ability to do the job. However, in this scenario, the applicant's lack of mobility is a distinct disadvantage and would prevent her from fully doing the job.