Thursday, February 27, 2014

Power

1. What major power bases have you found to be successful for you to use in influencing people? I haven’t had much experience with influencing people with power. I haven’t had a job where I have been in a position where I can access the use of power.

2. Which of the major power bases have been most difficult for you to master using? The most difficult to master for me would be coercive power. I have a difficult time telling people bad news. But I do know I will have to do this eventually in the future and I can work on it.

3. Think of the most effective leader or coach or mentor you have worked with - which of the power bases did they use and how could you describe their influence on you. I don’t remember the most influential leader I have ever encountered but I do know that when I really like someone or connect with them well I enjoy their company. I want to associate with them. Their power influences me in a positive way and I am bubbly toward them.

4. Reflect on the worst/most ineffective leader that you have worked with - which power bases did they employ and how did they try to influence you? I don’t remember the most ineffective leader but I do know that I don’t take constructive criticism well. But I do improve my behavior after receiving it though. But I usually withdraw myself and try to avoid the person. It doesn't have to be a person of authority it can be friends that have influence over me.


Tuesday, February 11, 2014

Spiral of Experince


1)      The Spiral of experience model has three different processes action, observation, and reflection. A variable that effects the way a person makes decisions in relation to action is the self-fulfilling prophesy. This prophesy explains that a person’s perception of another person and expectations of that person may influence how we respond when we are around them and we may act in a way that confirms those expectations.
                   Observation occurs spontaneously and effortlessly. A perceptual set can influence any of the senses. A perpetual set is a bias to perceive one thing and not another. This includes feelings, needs, prior experience, and expectations. For example if you don’t like a certain person because of a particular reason we may discount important advice they may be able to offer you.
                     Reflection is the interpretation of our observations. Attributions are important to reflection. An attribution is the explanations we develop for behaviors we attend to. The fundamental attribution error occurs when we prefer to explain other people’s behavior on personal attributions instead of situational factors. Reflection can provide a leader with the tools to see things differently.

2) An effective leadership program involves the concepts of personal growth, skill building, and feedback.
         Personal growth can occur naturally; I have developed and matured naturally by taking classes, learning more skills, living on my own, and learning new things like Zumba. But personal growth for me can occur through a hard, challenging experience where I can be forced to learn to face my weaknesses. I used to be resistant and scared but now I have discovered I like to experience new things and mature. The more experiences I take on the more grow and learn how things are connected, become more observant, confident, sexy,  less self-conscious, having less anxiety, making new friends, connecting at a deeper level with people, learning to trust friends, and working in groups. 
        Skill building involves evaluating strength and weaknesses. The way that I can work on this is just experiencing and learning new things like dance and skills like coping skills. 
         The last part for a leadership program to be effective is feedback. I can achieve this by asking my teachers, peers, family, friends, and lover to tell me if they see and changes in me and things I can improve on. This reveals a blind spot that tells me what they see that I may have overlooked.
  
3) I believe that people have an innate need for growth and development. Without growth and development how can we learn the skills to live like coping skills, social skills, friendship, making connections, mental, money management, and common sense. Maslow proposed that humans have 5 needs for growth and development. Physiological needs include air, food, drink, shelter, warmth, sex, sleep. Safety needs include protection from elements, security, order, law, limits, and stability. Social needs include belongingness, affection and love, from work group, family, friends, and romantic relationships. Esteem needs include achievement, mastery, independence, status, dominance, prestige, self-respect, and respect from others. Self-Actualization needs include realizing personal potential, self-fulfillment, seeking personal growth and peak experiences.

  McLeod, S. A. (2007). Maslow's Hierarchy of Needs. Retrieved from http://www.simplypsychology.org/maslow.html


UPS Company


1.      They face new challenges daily; the company has started changing their leadership development strategy to address a broader culture of learning. Employee development has been a big part of UPS since day one. The company developed a new leadership development program to enhance online learning. This program gives employees training and development that is available 24/7 (Kalman, F. 2012).
       UPS has implemented the Jack Phillips’ ROI model. This model provides a way to predict the potential payoff, return on investment (ROI) training and human resources development initiative (Kalman, F. 2012).
        This model accesses 5 key areas reaction, satisfaction, and planned action, learning skills and knowledge gains, application and implementation, business impact measures business impact, and return on investment. The reaction, satisfaction, and planned action measures employee satisfaction and their plans on how they will use what they have learned. The learning skills and knowledge level uses tests, skill practices, role playing, simulations, and group evaluations to measure what they have learned. The behavior, application and implementation level 3 assesse if employees have applied the skills on the job. The business impact level measures how the business has improved after training. The return on investment level compares the monetary benefits from the program with the program costs (The Phillips Model for Evaluating Human Resource Development and Training).

2. The leadership programs focus on 9 core leadership competencies: integrity, customer focus, business and finance, perspective, managing results, communication and influence, decision making and problem solving, and development orientation and partnership. These competencies qualify for specific job development offerings. “It’s about getting the right training for the right people at the right time, so that we’re not painting everybody with the same brush,” said Mary Kay Kopp, UPS’ global learning network director 
(Kalman, F 2012 ).

3. Jovita Carranza started in UPS in 1976 as a part time clerk. He had strong work ethic and showed a great commitment to the company. The company was impressed with her work and she was promoted to planning manager in 1985. Then in 1987 she was promoted once again to human resource manager. She was division manager, and feeder operations. She became district operations manager just 2 years later. In 1999 she was selected to be president of the Americans Region. Currently she is vice president of Air Operations. Jovita is eager to take on new challenges daily. All the opportunities she has had she learned something new and serve as a platform for future endeavors. She has been at the company for 30 year and she feels that teamwork, interaction, and staff development are the most important. Through her achievements of determination, drive, and innovation she has been named the Hispanics Business Magazine’s Women of the Year (Hughes, R. L, & Ginnett, R 2013)

4. “It’s about getting the right training for the right people at the right time, so that we’re not painting everybody with the same brush,” said Mary Kay Kopp, UPS’ global learning network director The formalized training courses, informal mentoring, and coaching programs is dedicated to advancing the business leader development (Kalman, F 2012 ).




Words Cited

Hughes, R. L., & Ginnett, R. C. (2013). Leadership: enhancing the lessons of experience (Special ed.). Boston: McGraw-Hill Primis.






UPS Dq


They face new challenges daily; the company has started changing their leadership development strategy to address a broader culture of learning. Employee development has been a big part of UPS since day one. The company developed a new leadership development program to enhance online learning. This program gives employees training and development that is available 24/7. UPS provides employees with formalized training courses, informal mentoring, and coaching (Kalman, F 2012). UPS has implemented the Jack Phillips’ ROI model. This model provides a way to predict the potential payoff, return on investment (ROI) training and human resources development initiative.
          This model accesses 5 key areas: reaction, satisfaction, and planned action, learning skills and knowledge gains, application and implementation, business impact measures business impact, and return on investment. The reaction, satisfaction, and planned action measures employee satisfaction and their plans on how they will use what they have learned. The learning skills and knowledge level uses tests, skill practices, role playing, simulations, and group evaluations to measure what they have learned. The behavior, application and implementation level 3 assesses if employees have applied the skills on the job. The business impact level measures how the business has improved after training. The return on investment level compares the monetary benefits from the program with the program costs.
            UPS spends $300 million on developing leaders. The leadership programs focus on 9 core leadership competencies: integrity, customer focus, business and finance, perspective, managing results, communication and influence, decision making and problem solving, and development orientation, and partnership. These competencies qualify for specific job development offerings. “It’s about getting the right training for the right people at the right time, so that we’re not painting everybody with the same brush” said Mary Kay Kopp, UPS’ global learning network director. The company uses online learning, coaching, mentoring, formalized training programs, and uses the Jack Phillips ROI model (Kalman, F 2012).   



Works Cited






About Me


I am Lynnette Lockwood. My major is human service management. I chose this major because I like helping people. I am a junior in the program but I transferred from Corning Community College so this is my 2 year at Alfred. I have an associates in liberal arts from CCC and an associates in human services from Alfred State.
My hobbies include journaling, reading, my favorite series is Percy Jackson and the Olympians, walking, dancing, singing, watching movies, listening to music, watching TV, my favorite TV show is Pretty Little Liars, I collect snow globes, stamps, rocks, bookmarks, and pencil sharpeners, traveling, and knitting.
I see leadership as a ways to inspire and be role models for people of all ages. I think that having a good reputation and following through on goals and objectives are great ways to be a leader. I want to learn to be an effective leader and become more confident in my abilities to lead.

Previous Leadership

EPLP Blue Level
Spanish Club President
Yorkers Club President
Drama Club Treasurer -3yrs
Girl Scout -13yrs
Youth for Youth – implemented an recycling program
AWANA – LIT leader in training

 Part 2

1. The most effective leadership I have encountered would be the terrace dining hall. I work in the terrace dining hall at Alfred State College and the way that my boss and the student managers interact and run things is very good. If there is a problem they come right up to you and tell you and change it and it’s so smooth.
       The most ineffective leadership I have ever encountered would be when I went on a Girl Scout destination trip. The way they ran it was very ineffective. They had a schedule of the places you were supposed to see and the things you were supposed to do and it was all changed.  It was the most disorganized trip I had ever been on.

2. An effective leader is organized, structured, if an issue comes up they fix it quickly, great listening skills, honest, trustworthy, credible, and follows through. Ineffective leaders are not organized, not structured, doesn’t fix issues, has terrible listening skills, not honest, not trustworthy, and not credible.






Value of a Life


1. No, I don’t think that society should but a value on a human life. I don’t see a human life as money I see them in terms of their values. What makes someone valuable? To me this would be integrity, scruples, trustworthiness, treats people in a respectful, fair, civilized manner, compassion, competence, credibility, encourages others, empathy, loyalty, and maturity.

2.  Yes, I do think that this is a valid criticism of utilitarian ethics.

Susan Shipiro

   

The Toxic Substance Control Act of 1976 (TSCA) requires production plants to report, record and test all chemicals (EPA, 2014). “This act must protect the public health, ensure that all chemicals are safe to use, provide safety information to the public, and utilize modern technology” (Toxic Substances Control Act). This particular company is using Benzene to wash the production by-products in an open shed facility. This chemical is a carcinogenetic agent which is known to cause birth defects and leukemia.
The National Emission Standards for Hazardous Air Pollutants of the 1970’s (NESHAPS) regulates all hazardous air pollutants. The Clean Air Act was devised to address hazardous air pollutants. Hazardous air pollutants are anything that could increase the risk for causing cancer or other serious health effects, such as reproductive/birth defects and negative environmental effects. To monitor this regulation the Environmental Protection Agency (EPA) conducts inspections of all chemical facilities. These inspections include: “reviewing reports and records, interviewing employees, sampling wastewater discharges, inspecting against faulty design, enforcing work practice standards, reviewing leak detection and repair method utilized by a chemical plant” (NESHAPS Air Toxics).
The Occupational Health and Safety Administration (OSHA) requires that all chemical hygiene plants must include written policies and standard operating procedures to ensure that employees will be protected from injury or death due to direct and indirect exposure to chemicals. Employees must seek medical attention if they develop symptoms due to chemical exposure, and physicians are required to inform the agency about the employees that are suspected to have been chemically exposed (DeRose, 2010).
Benzene by federal guidelines states that vapor concentration is not to exceed 10:1 million and this particular shed is producing a 1000:1 million ratio. The chemical Benzene falls under the hazardous air pollutants regulations. This chemical plant is in violation and the EPA has an obligation to investigate the plant and does have the influence to close the plant and submit fines to the company.
It is evident for everyone concerned that contacting government agencies could be threatening to the employee’s reputation and job security within the company. The ethical dilemma enters into the decision of what action should be taken and there are not well defined ethical guidelines. When Susan stayed behind from her orientation group to contact the company’s foreman, personnel director and plant manager it became evident that she is a vested employee for advocating rights of the environment, water supply, employees and surrounding neighborhoods. 
 The company is obviously seeking a strong profit margin; however budget constants to not protect its employees and environment can be very detrimental in the long run. Protecting the elements should be a top the priority; however this goal is not clearly demonstrated.
If I were Susan I would take action. She could bring an effective presentation to the company, cite her chemical expertise, and suggest improvements and point out the overall budget costs to the company if a law suit were to ensue. Susan has a strong background in chemical management and should have the expertise to convince the company’s CEO that action would behoove the company, employees and surrounding environment. If she does not become successful and political strengths outweigh her recommendations, then it is apparent that she could lose her job. If she is unionized she could seek assistance with restitution. She has to make a decision if she can work for a company that causes such a level of unethical behavior. She is well educated and other job opportunities will become available to her with the hope that her past strong references would outweigh this current company’s recommendations.    

      

Works Cited

 DeRose, Jerrie.”OSHA standards in chemical plants eHow. Demand Media, 26 July 2010. Web.28.Jan.2014.  http://www.ehow.com/list_7240168_osha-standards-chemical-plants.html#ixzz2rfFaPhG5.

EPA. “Summary of the Toxic Substances Control Act. N.p., n.d. Web.27.Jan.2014.

Toxic Substances Control Act N.p,n.d.Web 28.Jan. 2014 http://www.americanchemistry.com/Policy/Chemical-Safety/TSCA

NESHAPS Air Toxics.”EPA. Environmental Protection Agency, 8 Nov.2012.Web.28.Jan.2014


  






Sarah Goodwin Spoiled Food Products


The people that would benefit from this is the store because they are trying to get back the money lost. The people that would be harmed is the customers of both stores and the store with the infestation. The people whose rights are being more certain is the store that has the infestation because the manager wants to get back the $9,000 by selling them to the Ghetto store. The people who are being wronged is the store who the product is being sold too. They are under the impression that they are getting a quality product but they are not. The moral problem is should Sarah sell the bug infested wafer product to the other store in the Ghetto. The economic outcomes are to gain back $9,000. There are not really any legal requirements against this.
          There are several ethical duties that this case violates. This violates the self–interest, personal virtues, religious injunctions, universal duties, and the distributive justice ethical principal. In the long term this action may result in higher profit but may cause future retaliation from customers, make them lose credibility, trust, and respect from customers. Many of the customers may not come to the store ever again (self-interest). People should be open, truthful, honest, moderate, and proud. This idea will not result in honesty, truthfulness, being proud, and moderate (personal virtues). This idea is not kind, compassionate, and doesn't create a sense of community (religious injunctions). Every person should be treated with dignity and respect. The customers in the Ghetto are not being treated this way (universal duties). Actions should never harm the least of us which would be the poor, this action doesn't follow this (distributive justice).
         Sarah’s manager wants her to call this store in the Ghetto and sell these insect infested wafers to gain back the profit. The manufacturer would not give a refund because they felt it was not their fault. If Sarah doesn't follow the command of her manager she could lose her job. If I were in this position I would not sell the products to the Ghetto store. My values can’t let me be dishonest and I would look for a new job because I couldn't work with a manger who solves problems this way.

                            





Ethical Debate


The theories of ethics examine beliefs that all decisions are not objectively right or wrong. The definition by a person regarding what is right or what is wrong is influenced by that person’s inner morality, cultural influence and period in history (Cline, 2013). Examples of theories of ethics are: ethical relativism, utilitarianism, deontology, and virtue, distributive and contributive justices.
      Ethical Relativism supports that all points of view are equally valid and the individual determines what is true and relative. This subjective decision is influenced by the individual’s moral development and culture influences. The issue with this theory is that what is right for one person can be wrong for another. When every person has different viewpoints and it is difficult to differentiate between that person’s ethical decisions versus their value system (Ethical Relativism, 2013). The theory of ethical relativism gives direction about the choices that people make that reflect how they should behave. Ethical relativism debates that ethical standards have never been proven within the history of mankind’s thoughts. It is therefore difficult for an ethical relativistic person to appeal to a law or standard because they do not support such predetermined guidelines of behavior. The use of this theory is subjective in nature and will differ from time to time and place to place. 
       Utilitarianism ethics values that the end justifies the means. This ethic shows no sympathy for the people that get hurt on the way and the actions chosen are not important. This ethic claims that there is a desire to make decisions for the greater good of society, but the outcome does not always end that way (Kane, 2011). A utilitarian’s subjective decision would weigh the consequences of the action, but also incorporates the expectation of behaving justly. For example, the action of stealing may improve the life of others and decrease their suffering thereby justifying the act of stealing. Utilitarianism theory does not come with perquisites of a certain belief and therefore it can be applicable by different cultures and religions.  The strength of utilitarianism theory is it can provide an immediate decision; the weakness is that in the long term the decision may not be the best option. It does not consider of the possibilities of the future ramifications that resulted by the decision and action taken. This type of theory makes choices that regularly benefits one individual at the expense or neglect of another.
      Deontology ethics values that the action and therefore outcomes must be ethical. This ethic supports that the action’s morality outweighs the results (Kane, 2011). The most important element in deontology is the moral principles are completely separate from any consequences (Cline, 2012). A person’s objective judgment is related to rules of duty and morality that can be guided by a higher power. For example, within the deontology theory everyone has a moral duty not to steal; therefore stealing is always wrong. The strength of deontology theory is that ethical rules guide judgment; the weakness is that the conditions of moral duties are not always followed.
           Virtue ethics focus on what an individual person should choose from their own character, rather than the individual relying solely on the laws and/or customs of that person's culture. If person’s character is good then their choices and actions should be good (Gowdy, 2013). The Greek philosopher Aristotle theorized that when people acquire good habits of character, they are better able to regulate their emotions and reason, therefore guiding people to reach morally correct decisions when they are faced with difficult choices (Cline, 2013). For example, a person’s decision to steal or not to steal is determined case by case including their intentions and examining their personal and groups’ benefit. The decision to steal or not will effect other’s impression about the person’s character and moral behavior. The strengths of virtue ethics is it is a person-centered and values human relationships, requires courage and restraint, intelligence, and quality of character; the weaknesses are it is subjective in nature, not based on Biblical teachings, and can be questionable regarding the person’s true intentions.
          Distributive justice is the exact oppose of contributive justice. Distribute justice supports that distribution of resources must be done in a fair manner for all. These resources can be delivered in a variety of forms such as: money, benefits, recognition and rewards. The positive principles of distributive justice support that all benefits are to be equally shared, however in reality not everyone can get a fair share of the resources all of the time (Maiese, 2013). This theory does not address the relationship between the concepts of work and consequent reward.
          Contributive justice supports that distribution of resources is done in a give and take manner. This theory supports that work is to occur and therefore an exchange of that work and consequent reward are to be equal in value. This theory examines equal rights within mankind (Maiese, 2013). For example, is there contributive justice if the person is required to work a menial job versus a professional job? Is it just to distribute resources to people who do not contribute to the workforce?  President Kennedy in the early 1960’s was quoted “do not ask what your country can do for you, but what you can do for your country”. This is an application of distributive justice versus contributive justice.
          The theory that I agree with the most is a combination of deontology complimented with virtue ethics.  Deontology ethics has a strong guidance of rules and expected human behavior based upon Biblical teachings. Deontology theory values that the action and the outcomes must be ethical however, the moral principles are completely separate from any consequences. I could not support the Robin Hood actions of stealing from the rich to give to the poor. Stealing is always wrong even if taking from the rich could benefit the poor.
        Virtue ethics focus on what an individual person should choose from their own character, rather than the individual relying solely on the laws and/or customs of that person's culture. I support that deontology theory cannot stand alone because the person must incorporate the teachings into their own character. For example, a person that has this combination would make a decision that stealing is stealing regardless of the motive. However, if virtue theory stands alone the person’s character may not match what deontology ethics teaches and they allow emotions to enter into their decisions. For example, if their character is of poor quality they would allow the action of stealing to occur even though they had been taught deontology ethics of right from wrong.


Work Cited


Cline, A. (n.d).Deontology and Ethics: What is Deontology, Deontological Ethics? About.com Agnosticism /Atheism. Retrieved February 4, 2014, from http://atheism.about.com/od/ethicalsystems/a/Deontological.htm

Cline, A. (n.d). Virtue ethics: morality and character. About.com agnosticism Atheism. Retrieved February 4, 2014, from http://atheism.about.com/od/ethicalsystems/a/virtueethics.htm

Ethical Realatism. (n.d) AllAboutPhilosophy.org. Retrieved February 4, 2014, from http://www.allaboutphilosophy.org/ethical-relativism-faq.htm#sthash.pwh9JEKj.dpuf

Gowdy, L. (2013, October 15). Virtue Ethics. Virtue Ethics. Retrieved February 4, 2014, from http://www.ethicsmorals.com/ethicsvirtue.html

Kane, J. (n.d). Differences between Utilitarianism and Deontology (n.d.).Difference Between Utilitarianism and Deontology  Retrieved February 4, 2014, from http://www.differencebetween.net/science/health/difference-between-utilitarianism-and-deontology/#ixzz2s6wddocKk.

Maiese, M. (June 2013). Distributive Justice | Beyond Intractability. Distributive Justice | Beyond Intractability. Retrieved February 4, 2014, from http://www.beyondintractability.org/essay/distributive-justice

 The Four Types of Justice: Commutative, Distributive, Legal And Social Justice!. (2010, August 16). Bukisa. Retrieved February 4, 2014, from http://www.bukisa.com/articles/336446_the-four-types-of-justice-commutative-distributive-legal-and-social-justice


Condo Owners vs. Condo Employees


The benefits to some would be the condo owners and the people who live in the condos. The harms to others would be the condo employees. The rights to be exercised would be the condo owners and the owners of the condos. The rights denied would be the condo employees. The moral problem would be that the condo owners wanted to fire the condo maintenance worker to replace with a new worker to save $35,000 a year due to economic constraints. The economic outcomes would be saving $35,000 a year. Yes this action would save $35,000 but it’s not worth the investment in the long-term. By the time you figure out the cost savings per unit of the condo the residents are only saving $10 a month which is not that much. Why would the company want to risk new people that you don’t know anything about that could potential destroy the condos? They should just stay with the existing company since there is no complaints. There are not really any legal requirements. This moral problem violates the long- term interest, the universal rule, and the contributive liberty ethical duties. I would not fire the condo employees.

Fundamentals of Dance Getting to Know You


 I am Lynnette Lockwood currently a junior, attending Alfred State College, majoring in Human Service Management. I began my education at Corning Community College where I obtained an Associate in Liberal Arts and transferred to Alfred State College where I graduated in May 2013 with an Associate in Human Services. My goal is to obtain a 4 year degree and begin a profession working with children.
                I am taking this class because I love to dance to music. One of my favorite shows is “So You Think You Can Dance”. I enjoy watching the dancers on television perform and I have learned so much about dance, wishing that I possessed their talent. Ever since I was a little girl I always wanted to take dance lessons but have never had the opportunity due to cost. When I came to Alfred State I was excited when I discovered that I could take classes at Alfred University. Unlike Alfred State, Alfred University offers dance and I jumped at the chance to participate. I have been trying to schedule this class since my first semester at Alfred State, but I have been disappointed because it conflicted with my degree required courses. This semester there was finally a space that did not conflict with my other classes. The opportunity has finally arrived and I am excited! I am taking this class because I want to take participate in a fun learning experience that is great exercise as well.
              I have had no prior dance experience and I know nothing about technical training or technique. When I was in grade school I did play soccer and basketball, but I currently enjoy working out and taking walks. I love yoga and I do belong to the Zumba Club at Alfred State.
             My first goal of the semester is to improve my dance skills. I dance for fun at home and do Zumba but I do not dance very well. My goal is to acquire dance skills that will make me a better dancer.
             My second goal is to develop my own unique dance technique. I would like to develop my own style so when I dance I can be smooth and beautiful.
             My third set of goals is to become more confident, try new things and meet new friends. I need to improve in these areas because I have always struggled with lacking confidence and not being outgoing. Although I am improving, I still have a way to go. I feel that dance will allow me to not be so afraid showing people what I can do. 
             I do not have any physical constraints, but I do have exercise-induced asthma. This is not a serious health condition, but I do need to stop and catch my breath on occasion and carry a rescue inhaler just in case. The other medical condition I have is malformation of my heel bones so I am required to wear orthopedically fitted inserts inside my shoes. I will not be wearing shoes during dance and this will affect my gracefulness and technique. 
               In conclusion I am looking forward to learning dance, become skilled with technique, and growing as a person. I am ready to learn and I will strive to achieve eloquence in movement.


Weymouth Steel Corporation Employee Memo


Weymouth Steel Corporation

To: All Salaried Employees of Weymouth Steel Corporation

CC: Mr. Harrison, VP for Public Affairs

From: Carl Weymouth, Chairman of the Board

Date: 2/11/2014

 The company has attempted to keep you informed about the economic recession, recent decline of orders and increase in competition from other companies that has occurred within the past 8 months. This decline reflects an overall 25% decrease in sales. In recent months the company has been proactive by streamlining production costs. These measures have included elimination of smaller mills, plant modernizations, restricted use of overtime, limited travel, and department meetings held locally whenever possible. To date the company feels that we have made strides towards better budget constraints.
In the history of this company many sacrifices have been made when there has been a recession upon the demands of our product and the company has been successful at continuing production. A progressive company must periodically reassess and evaluate utilizing careful management of our resources, maintaining existence and an optimal goal for future growth.
Looking to the future it is evident that changes have to occur to remain competitive. Some of these changes need to include: installation of new processing machines, improving required anti-pollution standards and developing more efficient operating mills. We have been carefully measuring required staffing numbers and overall sales strategies to obtain an acceptable operating budget. Every member of this company will need to assist with the reduction of production costs.
Maintaining current salaries, benefits that include dental, life, and medical insurance, vacation time and provisions for retirement are important to this company. Upon review of all of these variables it has become evident that it is necessary to make workforce reduction. The numbers were calculated based upon attrition rates, promotions, retirements and unfortunately, termination. All salaried employees with one year or more service are eligible for termination payment including reimbursement for unused vacation time for the year 2004 and 2005. Current health insurance will continue for one month after layoff.  The supplemental employment benefits (SUB) will not be available for laid off salaried personnel.
We are saddened by this decision but we understand that you are paramount in assisting this company to remain financially sound, in production and contribute to the future of all employees. Thank you for your faithful commitment to our company. For the effected employees and your families the company will be providing, through a reemployment company, retraining programs and assistance for those seeking future employment. Future department meetings will occur to address unanswered benefit concerns. We must remain realistic about current market trends, to reduce costs to maintain a successful company.


Weymouth Steel Corporation Harrison Memo


Weymouth Steel Corporation

To: Mr.Harrison

CC: Board of Directors, Shareholders, Media

From: Lynnette Lockwood

Date: 2/11/2014


On February 6, 2014 a memo will be released, signed by Mr. Weymouth, to the Board of Directors, all salaried employees, shareholders and media. This memo will inform all concerned that the salaried employees of this company will terminate employment and the reasons that this is necessary. The reasons cited are: the increase in competition, decrease in production orders, cost of installation of new processing machines, and the upgraded, required anti-pollution standards. 
The benefits that are available to laid-off salaried employees that have been in service one year or more are eligible for termination payment including reimbursement for unused vacation time for the year 2004-2005. Current health insurance will continue for one month after layoff and supplemental employment benefits (SUB) will not be available.
 Reassurance is expressed within the memo of the company’s regret for the decision of needed termination and has indicated that the Weymouth Company has hired a reemployment company to assist terminated employees with retraining programs and assistance in seeking future employment.
 The memo concludes with an expression of gratitude for faithful employee commitment and service. Future departmental meetings will provided to address any unanswered questions for the terminated employees.



YellowTail


Good communications is the key to a successful manager and consequently a successful company. A manager that makes workers feel connected, “in the loop”, indicates confidence in their workers’ abilities and clear expectations are vital.
A manager needs to be connected to the board of directors where communications flow from the board and back to the board. This information and vision for future goals as directed by the board is shared with all employees. A manager needs to introduce themselves, organize meet and greets, and remain professional which will engage the workers. A sudden shift in leadership can be stressful; however it can instill hope that change will provide improvements.
It is vital for the leader to get important news out quickly, consult regularly with middle managers, listen to employees’ ideas and suggestion and take action upon those suggestions if feasible.
An informal meeting with all employees could be held to gather feedback on the strengths and weaknesses of the former CEO. The new CEO should consult with financial advisors to develop a budget and then meet with different members from each department to help organize a strategic plan. This plan should include a timeline of goals, sales figures, future forecast and outline of how to achieve the goals.
To continue the flow in communications schedule regular meetings, produce newsletters, post information on bulletin boards, provide an employee suggestion box, send emails and intranet messages, create online videos and develop relationship-building workshops.










Effective Speaking


The ability to be an effective speaker and manager is a quality tool that can be used in every day communication as well as more formal settings. Managers need to be effective speakers to communicate information to employees.  If the information is delivered effectively each employee should be motivated to produce quality work and take action to be sure that the policy turns into action.
         Important steps must be taken when preparing a speech to ensure success. Some variables that need to be considered are: the audience, decision makers and leaders within that group, the appropriate technique to capture their attention, and the audience response. Considering all aspects known about the audience will enhance the speech to help it become more effective.
          The speaker needs to consider the most important points for the presentation and make sure that each point is clearly emphasized. They need to take into consideration that some in the audience will be verbal learners while others will be visual learners. An oral presentation is enhanced by graphics and will make the presentation interesting. However, the speaker needs to keep in mind that the graphics presented are to enhance the speech and not for the speaker to hide behind or to prevent interaction with the audience.
          Effective speaking is important in all forms of communication but particularly within the workplace. Without effective speaking skills the goals and objectives of management cannot be fulfilled and employees cannot produce quality work when they lack the tools to be effective.  

“Management Communication: Principles and Practice,” Hattersley and McJannet, McGraw-Hill Irwin, Third Edition, 2008.  


Effective Writting


             There are many important things that make writing effective and without proper writing we cannot be effective communicators.
               There are several important concepts in effective writing that enhance the thoughts of the writer and when used properly, can positively impact the reader. The writer needs to gain the interest of the audience and his/her ideas. This can be accomplished if the writer possesses confidence and energy. If these are not evident within the writing, the author has a more difficult time persuading the audience to agree with the ideas expressed. One way to accomplish energy within the writing is by using an active voice that helps convey action and also contains fewer words which require the writer to use carefully selected vocabulary to get the ideas expressed effectively.
When expressing thoughts the author is more likely to keep the audience’s attention if the thoughts are concise and direct. Writing that is too wordy or full of jargon can cause the reader to become confused, lose interest, and bored. Proper punctuation is important in writing to distinguish between important or unimportant information. Separation of thoughts is important because fragmented writing indicates to the reader that the writer is careless and immature. Remembering to place the most important concept at the end of the sentence leaves a more intense impression upon the reader.
          Effective writing is important in all aspects of life. If we cannot write effectively how can we communicate our ideas to each other or to society as a whole?

“Management Communication: Principles and Practice,” Hattersley and McJannet, McGraw-Hill Irwin, Third Edition, 2008.