senior manager at a growing business and you're ready to add employees. Your HR manager has recommended a temp-to-perm policy. You know the advantages of this approach, but what might be some of the disadvantages?
One of the disadvantages of hiring temporary workers as permanent hires (as illustrated in the case study) is that the personal qualities that might make a candidate good for a single, discrete job, do not necessarily make him or her a good candidate for a permanent position. Temporary workers value the independence their working life gives them and they may be less inclined to accept or excel in a job that requires them to be beholden to a larger entity and to work well as part of a team. Also, temporary workers are often hired because they have specific skills (such as a translator) which are well-suited to a specific job. They may not have…...

Pringly
A meeting of senior managers at the Pringly Division has been called to discuss the pricing strategy for a new product. Part of the discussion will focus on estimating sales for the new product. Over the past years, a number of new products have failed to meet their sales targets. It appears that the company's profit for the year will be lower than budget and the main reason for this is the disappointing sales of new products. A new technique for estimating the probability of achieving target sales and profits will be discussed. This requires managers to estimate demand for the new product and assign probabilities. A range, rather than only one goal will be established.

Proposed Scenario - One

Selling price of $170

Annual fixed costs at $20,000,000

Variable costs are $30 per unit

Target Profit is $4,000,000

A number of managers are in favor of this strategy, as they believe it is important to…...

Introduction: The Role of Senior Manager in Eldercare
Eldercare organizations can exhibit various organizational structures depending on their role in the community, their size, mission and vision, and strategic objectives. Most eldercare institutions will, like other healthcare organizations, have hierarchical organizational structures with senior or executive leadership at their zenith. The purpose of this case assignment is to show that senior managers in healthcare organizations will encompass a wide range of specific skills and competencies, including those related to coordination, strategic planning, capital budgeting and cost accounting, marketing, advocacy, and interfacing with policymakers, community allies, and stakeholders.

The role of the senior manager is multifaceted and varied, and may shift on an almost daily or even hourly basis. At times, the senior manager will function as a visionary leader who devises strategies for planned organizational change. Other times, the senior manager embodies a transformational style of leadership to empower colleagues and subordinates,…...

Senior Management
Modern Senior Manager

It is without any doubt that the senior managers of an entity represent its backbone. They are the ones envisioning the company's future and uniting the people so as to achieve the organizational goals. The modern day literature presents the reader with descriptions of various managerial styles. Belker and Topchik (2005) for instance forward the managerial types of the autocrat and the diplomat leaders. Mullins (2007) on the other hand offers a more complex approach and argues the existence of five managerial styles, which lead to the creation of five types of leaders -- the impoverished manager, the authority-compliance manager, the country club manager, the middle-of-the-road manager and the team manager.

Despite the large diversity in perceiving the different leadership figures and their different leadership styles, fact remains that there are some sources which will forward a necessity to create and implement a universal model of the…...

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References:

Belker, L.B., Topchik, G.S., 2005, The First-Time Manager, 5th Edition, AMACOM Div American Mng Assn, ISBN 0814408214

Bpyd, C., 2003, Human Resource Management and Occupational Health and Safety, Routledge, ISBN 0415265908

LaRocca, M., Career and Competency Pathing: The Competency Modeling Approach, The San Diego State University, last accessed on November 26, 2009http://edweb.sdsu.edu/people/arossett/pie/Interventions/career_1.htm

Morrison, M., January 2007, The Very Model of Modern Senior Manager, Harvard Business Review

Management and Leadership
As CEO, what do you see as your most important function?

As the founder and Chief Executive Officer (CEO) of my company, I am responsible and accountable for everything at the organization. My accountability for everything at the company emanates from the fact that I am the founder and not necessarily because of my position as CEO. As a result, I have several responsibilities and functions that are geared towards ensuring effective operations and productivity of the company. My most important function as CEO is to set company strategy and direction, develop and lead the organization's top management, build organizational culture, and allocate resources to the firm's priorities. These are important responsibilities that I cannot delegate to other stakeholders in the company. I also think that this is the most important function because it helps towards ensuring everything in the company is geared towards realization of established business goals.

What…...

Employment Opportunities for Women
The importance of diversity in today's workplace cannot be overemphasized. An important aspect of diversity relates to gender diversity. Historically, the representation of women at the workplace has been significantly skewed, especially with respect to key organizational positions such as board chairperson, CEO, and senior management (Nielsen & Huse, 2010). Women are usually concentrated in administrative, clerical, and other less demanding jobs (Paludi, 2012). This is particularly true for the author's organization, where all board and management positions are currently held by men. This paper provides a plan for increasing employment opportunities for women at the organization. The plan specifically includes a rationale for intentional employment of women in key organizational leadership positions, a strategy, and a profile for recruitment.

ationale for Increased Employment opportunities for Women

Whereas consensus is yet to be reached, research has increasingly demonstrated the benefits that may be brought about by having a…...

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References

Nielsen, S., & Huse, M. (2010). The contribution of women on boards of directors: going beyond the surface. Corporate Governance: An International Review, 18(2), 136- 148.

Paludi, M. (2012). Managing diversity in today's workplace. Santa Barbara: ABC-CLIO.

Swanson, J., Kowalski, K., Gettman, H., & Lee, J. (2012). Leadership characteristics and Title IX: a possible mechanism for the impact of sports participation on work outcomes. International Leadership Journal, 4(2), 40-61.

Senior Helpers began franchising in 2005. Senior Helpers is an in-home care service that is designed to give clients as much or as little help as they require so that they may enjoy living independently at home. Senior Helpers offers flexible and non-contractual services.
The Company provides the following services: assisting clients with everything from companionship to bathing to Alzheimer's and dementia care. Senior Helpers services include an in-home assessment to assist in the determination of the type and level of care needed. Our services are available anytime, including days, nights, weekends, and holidays for either long or short-term duration. Our future plans include developing a new Senior Helpers Facility at 7632 Hull Street Road, Chesterfield, Virginia 23832 by the end of 2012.

The greatest risks associated with our business today are competition and employee turnover. e feel we can overcome these risks because of our franchise support. Our biggest recognized opportunities…...

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Works Cited:

1.  http://www.entrepreneur.com/franchises/seniorhelpers/321615-0.html 

Extracted 08/30/2011

2.  http://www.loopnet.com/Listing/15601579/7632-Hull-Street-Road-Chesterfield-VA 

Extracted 08/30/2011

Managers on Camera
In order to be able to decide whether or not the company is guilty of an "illegal wiretap," we must first analyze and see what the law says on this subject. As we have learnt from the last sentences of the case, the federal and state wiretap laws "block the secret interception of the transfer of a human voice." We have to read very carefully between the lines of this statement: they block the transfer of HUMAN VOICE, the laws say nothing about the transfer of image, of a human face, of human actions, that is, of nothing relating to video, but only to audio (the VOICE).

Hence, if we have another look at the case study, we will discover that the manager's office was endowed with a video camera with no audio pickup. Clearly, this is in no way against the federal or state laws, because there is…...

Leadership
Leaders and managers, while seeming the same, are not synonymous. In general, managers conduct and organize affairs, projects, or people -- the tactical side. Leaders have followers, not subordinates -- they inspire, motivate and set the direction to achieve goals. The 21st century manager must be an effective leader due to the rapid and widespread changes in the business and organizational environment. For instance, most organizations are no longer simply local or regional in their operational paradigms. Instead, they are national, and almost always in some way (suppliers, customers, etc.), global. Globalization has brought the world closer in communication, economics, politics, and especially business -- and stakeholders are robust. The Internet and technological improvements have allowed instantaneous communication almost anywhere, and even poor women in India are using Smartphones to manage their banking portfolios. The idea of globalism continues to break down cultural barriers. As this continues it will be…...

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REFERENCES and WORKS CONSULTED

What is the Difference Between A Manager/Supervisor and a Professional? (2011). U.C

Berkeley. Retrieved from:  http://hrweb.berkeley.edu/faq/887 

Chambers, H., and Craft, R. (1998). No Fear Management: Rebuilding Trust. Boca Raton,

FL: CRC Press.

usiness Marketing brand manager was quoted as saying, "You may think you define your relevant market." Comment.
rand management, as a recognized organizational objective, is attributed to Neil McElroy in 1931, who was then a junior marketing manager assigned to advertising Camay soap, and who later become Procter & Gamble's CEO. The intended purpose of brand management was to solve sales problems through the use of research to understand weakening sales in distinct markets, followed by the design and implementation of strategies to turn around these markets. Strategies used many marketing tools including advertising, pricing, promotion, packaging and displays (Aaker & Joachimsthaler, 2000). This desired objective of brand management has remained the primary role of brand managers since McElroy explicitly stated his intent in 1931. However organizations in general, and brand managers in particular, need to be aware that forces other than the strategies of brand managers will affect brands, including…...

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Bibliography

Aaker, David and Erich Joachimsthaler. Brand Leadership. Brandweek. Feb. 21, 2000; 41, 8; pages 30-38.

Barton, Doug.

Customer Vs. Brand Management. Brandweek. Nov. 2, 1998; 39, 41; pages 32-33.

Beckman, M. Dale, David Kurtz and Louis Boone. Foundations of Marketing. Toronto; Harcourt Brace & Company Canada, Ltd.; 1997.

In this second phase of interviews with senior management, both direct and indirect studies of the congruence of their behavior and actions with the cultural norms and values they verbally endorse will be compared with their actual behaviors and actions. Seeing if the senior management of Acme Software "walks the talk" of empowering employees and honoring their contributions will be evaluated. While these two attributes are not specifically called out in the case details, there is the very good chance that these values are regularly endorsed by senior management. The congruence of their many statements and their actions needs to be qualified through a series of observations and interviews, because disconnects at this level would reverberate quickly throughout the remainder of the company. If the senior managers below the C-level executives sense a less that complete commitment to making the most of peoples' talents and abilities, and allowing them to…...

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References

Barbian, J. (2002, June). Short shelf life. Training, 50-53.

Buckingham, M. & Coffman, C. (1999). First, Break all the rules: what the world's greatest managers do differently. NY, NY: Simon Schuster.

Casell, C. And Symon, G. (1994), Qualitative methods in organizational. research: a practical guide, 2nd Edition, Sage Publications, London.

Downs, C. (1977). The relationship between communication and job satisfaction. In R. Huseman, D. Logue, & D. Freshly (Eds.), Readings in interpersonal and organizational communication (pp. 363-376). Boston: Holbrook Press.

England - China
For managers conducting cross-border activity between England and China, there are a number of factors that should be considered. The differences between English and Chinese business culture are striking, and it is important to understand the nature of those differences and how they can affect business relations between the two countries. There are also significant differences in the economies of each country and again it is valuable for managers to understand these differences and how they may affect the business dealings between English companies and Chinese ones.

This report will analyze the differences between England and China from a number of perspectives. The first component of the report will focus on the macro-level environmental differences between the two, using the PESTLE framework as the basis of the analysis. The second component of the report will focus on the business culture of the two nations, including Geert Hofstede's cultural dimensions,…...

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Works Cited:

BusinessMate.org. (2009). What are Fons Trompenaars' cultural dimensions? Business Mate. Retrieved April 15, 2011 from  http://www.businessmate.org/Article.php?ArtikelId=5 

Bradsher, K. (2010). China leading global race to make clean energy. New York Times. Retrieved April 15, 2010 from  http://www.nytimes.com/2010/01/31/business/energy-environment/31renew.html 

CIA World Factbook. (2011). China. Central Intelligence Agency. Retrieved April 15, 2011 from  https://www.cia.gov/library/publications/the-world-factbook/geos/ch.html 

CIA World Factbook. (2011). United Kingdom. Central Intelligence Agency. Retrieved April 15, 2011 from  https://www.cia.gov/library/publications/the-world-factbook/geos/uk.html

First, ethical responsibility at the level of executive and boards of directors must establish formal ethical policies and guidelines. However, it is equally important that middle management sincerely promote the values and formal policies designed at the highest levels of the organization. Ultimately, failure at either level is likely fatal to the maintenance of ethical operations within any organization.
eferences

Barsa, Michael and Dana, David A. "Learning from Disaster: Lessons for the Future from the Gulf of Mexico." Boston College Environmental Affairs Law eview, Vol. 38,

No. 2 (2011): 219 -- 246.

Caldwell, Cam; Hayes, Linda A.; Bernal, Patricia; and Karri, anjan. "Ethical

Stewardship: Implications for Leadership and Trust." Journal of Business Ethics,

Vol. 78, Nos. 1 & 2, (2008): 153-164.

Halbert, Terry and Ingulli, Elaine. (2008). Law & Ethics in the Business Environment.

Cincinnati: West Legal Studies.

Mele, Domenec. "Integrating Ethics into Management." Journal of Business Ethics, Vol.

78, No. 3, (2008): 291-297.

Mihaly, Martha. "Moral Theory: The Fundamentals."…...

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References

Barsa, Michael and Dana, David A. "Learning from Disaster: Lessons for the Future from the Gulf of Mexico." Boston College Environmental Affairs Law Review, Vol. 38,

No. 2 (2011): 219 -- 246.

Caldwell, Cam; Hayes, Linda A.; Bernal, Patricia; and Karri, Ranjan. "Ethical

Stewardship: Implications for Leadership and Trust." Journal of Business Ethics,

manager." The introduction describe " -development important a manager mix a bit coaching theories ( I a coaching I techniques Kolb' learning cycle techniques fuore managers improve ), I a part body essay real life examples managers coaching techniques -development successful ( describe techniques ).
The importance of self-development in becoming a manager

Self-development is defined first and foremost as an overall holistic desire to find one's freedom and the desire to connect with one's self and own sense of worth, integrity and happiness so as to enjoy abundant happiness both at home and at work. Self-development in simpler terms is that amazing quest / journey that a person embarks on; a point of realization when all the pieces of a person's life fall together and they finally remove their own self limitations and inhibitions that hinder or stop any person more so a manager from achieving greatness. This definition is…...

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References

BRUCE, H.A. 1938. Self-development: how to build self-confidence, a handbook for the ambitious, New York, Three Sirens Press.

BRUCE, H.A. 2010. Self-Development: A Handbook for the Ambitious, Whitefish, Kessinger Publishing, LLC.

BYNUM, W.F.A.P., R. (ed.) 2005. Oxford Dictionary of Scientific Quotations, London: Oxford University Press.

CLELAND, D. & IRELAND, L. 2006. Project Management: Strategic Design and Implementation, New York, McGraw-Hill.

MANAGE'S BEHAVIO MEMO
Management Behavior Imagine a midlevel sales manager InterClean, Inc. -level managersunder responsibility. In response a merger place EnviroTech, instructed

HM/531

InterClean Sales Managers

Overview of Manager's Behavior

With the upcoming merger after InterClean, Inc. acquired EnviroTech, the managers' role will be to ensure a smooth merger and their role during this merger is very important for its success. To ensure that the company meets its post-acquisition goals, the managers' abilities to manage the upcoming changes skillfully is required. Most managers are not aware of how their behavior affects the employees. The success of this merger and employee productivity is critical, and managers should know its success lies in the relationship between employee performance and leadership behavior Norgard & Skodvin, 2002.

Modeling the way is one of the methods to ensure employee productivity according to a study in employee effectiveness and leadership behavior. Therefore, to have productive employees, managers will need to show…...

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References

Larsson, R., & Finkelstein, S. (1999). Integrating Strategic, Organizational, and Human Resource Perspectives on Mergers and Acquisitions: A Case Survey of Synergy Realization. Organization Science, 10(1), 1-26.

Norgard, J.D., & Skodvin, O.-J. (2002). The Importance of Geography and Culture in Mergers: A Norwegian Institutional Case Study. Higher Education, 44(1), 73-90.