Posted: March 16th, 2022

E-Assignment help – Discussion
From: “Frye, Franklin L.” <[email protected]>

E-Assignment help – Discussion
From: “Frye, Franklin L.” <[email protected]>
Date: June 7, 2013, 12:06:56 PM EDT
To: “Drust, Adam P.” <[email protected]>, “Baran, Gregory R.” <[email protected]>, “Alayed, Mishary S.” <[email protected]>, “Bowers, Dayron L.” <[email protected]>
Subject: RE: MGT 611 – E-Assignment help – Discussion

Promotions: Promoting someone because of hard work versus promoting someone that has been in the same position for a long time. Promotions are something that almost all employees strive towards. Some employees use promotions as a goal, they put in longer work hours, put in the extra effort, and just step up when they are needed. Other employees feel they are deserving of a promotion simply because they have been at the same position for an extended period of time . Managers are often left with the decision on who to promote, sometimes the decision can be difficult.

Employee Reviews: Some companies use One on One employee reviews led by their manager to discuss the employee’s performance. For employees that receive positive ratings, Managers should still consider telling them what they can do to get even better. For employees that receive negative ratings, it may be difficult to tell an employee what they are doing wrong without offending them. Overall, it is important for a manager and employees to be on the same page, and for employees to know what is expected of them.

From: Drust, Adam P.
Sent: Thursday, June 06, 2013 8:53 AM
To: Baran, Gregory R.; Alayed, Mishary S.; Bowers, Dayron L.; Frye, Franklin L.
Subject: RE: MGT 611 – E-Assignment help – Discussion

Here are mine:

New Economy Workloads. Due to “Great Recession” layoffs, the employees who were not let go were presented with the task of picking up the load of the let go employees while earning the same (or less) compensation, with still being employed being the perk for the new responsibilities. Now business is growing, but not necessarily by leaps and bounds. Your employees are shouldering the “new” business. At what point does the law of diminishing returns apply. Is the best course of action to raise the salaries of the remaining employees at a less expensive rate than new hires who demand benefits/fica/vacation that the current employees already earn, or to hire new employees to shoulder the work load, boost moral, and POSSIBLY (not necessarily probably) lead to even more increased business.

Policy Making -vs- Bureaucracy Building It is important to listen to employee complaints and act to resolve them in order to maximize morale, however, too often, a single complaint can morph into compulsive policy making that, which is how bureaucracies are built. When does a complaint warrant a discussion of a new policy being formed? How are ways to determine if a complaint is a serious issue that must be dealt with, or an isolated incident? Example: An employee/customer brought a dog to the place of business that disturbed somebody and the question of an animal policy being mandated is brought up in boardrooms and staff councils. But is this a rampant problem that occurs so frequently that policies and procedures need formed, or just an isolated, rare incident?

From: Baran, Gregory R.
Sent: Wednesday, June 05, 2013 7:57 PM
To: Alayed, Mishary S.; Bowers, Dayron L.; Drust, Adam P.; Frye, Franklin L.
Subject: RE: MGT 611 – E-Assignment help – Discussion

Hi All —

Here are the dilemmas I suggest. Let me know if you have any feedback.

Employee Resignations and Counter Offers. When a key employee resigns from a company, managers are often left with missing skill sets or unbalanced workloads. Managers are often presented with the opportunity to counter offer an employee to stay. Should counter offers be extended, and if so, what circumstances?

Offensive clients lowering the morale of employees. Unfortunately, the personality of a particular client contact can be regularly rude, abrasive, or inappropriate to valued employees of your own firm. This client contact often sends speaks angrily to employees, send multiple emails a day with unrealistic demands, and could be sarcastic and bitter in all interactions with employees. Because clients are free to choose different vendors at any moment, how should managers handle this situation? Any wrong move can send a paying client looking for a new vendor, but no action could leave employees feeling undervalued and overwhelmed.

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