A proper flexible organization provides its work force arrangements where employees are given greater freedom to balance their work and personal commitments such as family‚ higher education‚ community activities‚ religious commitments‚ professional development‚ and general interests. Above is Atkinson’s model of a flexible firm. He argued that firms increasingly seek 4 kinds of flexibility functional‚ numerical‚ pay‚ distancing. Functional flexibility is a qualitative approach to work‚ and
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titles. For example‚ Ken Lay and Jeffrey Skilling is a prime example Ken Lay‚ chairman of Enron had a goal of creating an environment where he made tons of money; it just came easy to him. When Mr. Lay figured out that a few oil traders took a risk with Enron’s money‚ Ken had no reservation of discouraging them from spending it; he actually encouraged them to continue making Enron a ton of money. Another great example is when‚ Mr. Lay acquired Jeffrey Skilling for the investment department; Jeffrey
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Enron was a company in the energy industry founded in 1985 by Kenneth Lay. Enron was based in Huston‚ Texas and employed approximately 20‚000 people. In 2001‚ Enron filed for bankruptcy after many years of lying‚ fraud‚ and dishonesty with their financial books. Enron was pretending to be a huge‚ successful company when in reality‚ it was in a financial hole so deep there was no way of getting out. Discuss and analyze the culture at Enron. In what way was it effective? In what ways was it the catalyst
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Decentralised Managerial Philosophy Lack of change management procedures to assist the organisation to cope with change ( Policy Dearth) Roles and responsibilities not clearly defined Behavioural Selfishness No future Planning and Planning in Silos No up skilling/training of staff to deal and manage multiple product lines Submitting a proposal to render services that was completely handled by the marketing team Operational Too dependent on Technology Furthermore‚ based on the analysis of the problems the
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THEME: RHETORICS AND REALITIES OF HUMAN RESOURCE MANAGEMENT Introduction It is common in discussions about human resource management (HRM) to distinguish between “rhetoric” and what is regarded as clearly separate “reality”. We have made an analysis of the above statement by examining the following Human Resource functions to see the gap between the rhetoric and the reality: 1) Human Resource Planning 2) Recruitment and Selection 3) Training and Development 4) Performance Management
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Rebuilding A National Icon The MAS Recovery Plan n 29 AUGUST 2014 2 MH370 In loving memory to those still missing and those departed on MH370 and MH17. Al-Fatihah and our prayers are with you. MAS is more than just a company; it is a critical enabler of national development and a national icon. … But it must be anchored on operational excellence‚ financial sustainability‚ and the prudent use of public funds. … We owe this to MAS customers and staff‚ our shareholder and stakeholders‚ and to the
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Business ethics are moral principles that guide the way a business behaves. The same principles that determine an individual”s actions also apply to business. Acting in an ethical way involves distinguishing between “right” and “wrong” and then making the “right” choice. It is relatively easy to identify unethical business practices. For example‚ companies should not use child labour. They should not unlawfully use copyrighted materials and processes. They should not engage in bribery. However‚
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reached $100 billion US. It ranked as the seventh-largest company on the Fortune 500 and the sixth-largest energy company in the world. The company’s stock price peaked at $90 US. However‚ cracks began to appear in 2001. In August of that year‚ Jeffrey Skilling‚ a driving force in Enron’s revamp and the company’s CEO of six months‚ announced his departure‚ and Lay resumed the post of CEO. In October 2001‚ Enron reported a loss of $618 million — its first quarterly loss in four years. Chief financial
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scare of your top managers lead your entire organization to take many wrong decisions. 2. Using the Competing Values Framework‚ how would you describe the organizational culture at Enron? Answer: Enron organizational culture with Skilling as CEO was clearly and external oriented company hiring young inexperienced employees to work in important position of the company that required a lot of experience and discipline. Also they wanted to create a flexible environment to promote a fast
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what this paper is going to do. First‚ I will provide a summary of what exactly occurred in the Enron case. From there I will show the systemic‚ corporate‚ and individual issues presented. After exploring the issues‚ I will then show why Jeffrey Skilling‚ Kenneth Lay‚ and Andrew Fastow are to be held morally responsible for the fraud committed by Enron. The paper will come to a conclusion by summarizing all that is presented within the paper. It is common knowledge that Enron is arguably to biggest
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