Ethic Rules

I think the decision was totally fair considering the parties involved, especially under the Utilitarian Rule. The biggest concern here was what is best for the greatest amount of people. The company got to stay in business and the residents were compensated for their being inconvenienced.

On the other hand, under the Moral Rights Rule, the decision could have gone the other way. What is morally right for the residents disputes what is morally right for the employees of the plant. Each party has a moral issue here, only who should win. This rule should not apply here because there are too many people involved.

I don’t feel there is much to say about the Justice Rule applying here other than, it doesn’t. The judge made the decision based on facts not favoritism.

However, I do believe that the Practical Rule applies here too. The judge may not be the owner of the company, but he is making a decision that will affect many lives. I’m sure all options were thought out before a decision was made.

John P.

Ethics Blog

The court decided that the company should remain a part of the community because it was adding the community. The court used the utilitarian rule to make its decision. The company employed over 300 people from the community. However, the company needs to make a decision to be social responsible company. That may mean relocating so that the people in the community would be satisfied protect them from the rights of community. the court didnt see it that way. The company had to pay a fee to the residents. This in turn might have a negative affect on the community. The community could in turn grow to despise the company and the court system and move out. The mad a ruling that was what they thought was a just decision. The court didnt see an benefit to relocate the plant and understood where the community was coming from but find a just case to relocate the plant. if they the plant had to relocate it would have closed down making the surrounding communities hurt. When a company is close to the actual community that company helps out with the electric bill and water bill so that the surrounding community isnt paying the full amount but a discounted rate.




Nick Gates

"I neither received nor gave assistance in this assignment."

Jones, G.R., & George, J.M. (2009). Evolution of Manager Thought. 1221 Avenue of the Americas, NY: McGraw-Hill Irwin.

blog 4 delegation and decision making

Delegation and decision making process have similar traits. Both start at the manager and the manager is responsible for both of the task. The one thing that a manager can not delegate is the accountability. If the manager makes a bad decision to delegation too many tasks or the same task to the same employee that employee might get discouraged or even might leave the organization.

Both decision making and delegation have steps that a manager need to complete before choosing either to make the decision or to delegation. In decision making there are 6 steps. the last three of the decision making process are Choosing, Implementing, and Feedback. like wise, the delegation process requires a manager to choose an employee that they feel can handle the task about to be delegated to that employee. The next step is to go over all the task with that employee so that they understand what is need to be done in what time frame. Finally, check up on that employee that has the delegated task and see if there is any barriers or problems with the task. If so, the manager should work with the employee to figure out how to solve this issue that he/ she has encountered.

Turk, W. (2009). Effective Delegation. Defense AT&L, 38(6), 54-56. http://search.ebscohost.com.kaplan.uah.edu

"I neither received nor gave assistance in this assignment."

Nicholas Gates

Effective Delegation VS Decision Making

Delegation and decision making have a couple things in common. For one, delegating tasks is a decision that was made by the manager at one point in time. Once the decision to delegate has been made, the responsibility of decision making for that particular task becomes the subordinate's. Other than that they have nothing else in common. Delegating is the act of passing down the responsibility for a task to a subordinate in order to train, boost moral, and eliminate stress from the manager. Decision making is just what it says... making decisions.

JP

Blogg #3

Jerome Payne in the article Integrated management had many interesting points about how moving or expanding your company to another location outside your home country needs to have some points addressed. One of the major issue that needs to addressed is how your company and the products that you will enter in that market will be affected by the culture. For instances, you do not want to open an American brand company in the middle east and think that it will be a success. What kind of culture of society does this country have? Jerome also stated due to the culture of the of the new location the manager may need to alter their way of managing their employees. For instances, if you have a new location in Egypt and you have a female manager trying to train her new employees well they might not have the same respect for her due to their culture where women do not have the same rights as men.

Jerome main points have strong meaning for all companies trying to expand or grow to complete in a global market. I would have to agree with most of his points. Jerome makes some very interesting points that i didn't even fathom. But I think that it shouldn't matter what a person color, sex, etc is if they can do the job right then what is the issue. I can see that it can be an issue for a company trying to get that advantage on its competition.


Payne, J. (2007). Integrated Management. Financial Management, 42-47.

NG

The article Integrated Management was a very interesting article to read and I agree with what it has to say. Jerome Payne explains in his article why it is important for multinational organizations need to be sensitive to the culture differences between the countries in which they operate. In the Unite States we have individualism which helps the management styles of different business and organizations. Another example of this style that Payne talks about is that like the US other countries have high priorities in power distance, uncertainty avoidance, individualism, and masculinity. He also explains Gret Hofsteded's organizational structure.

Gret Hofsteded is a expert on the interactions between national and organizational structure. He came up with this organizational structure and well his research hasn't yet proved that national culture transcends organizational factors but does suggest that there are different management styles in different countries that may reflect that country's trend, values, and beliefs. This article with Hofsteded's view and Payne's view really gave me a clear view on how different countries deal with management and their organizational structure.

Payne, J. Intergrated Management. Paper P5 (Also of Interest to P6 Candidates).
JC

The management styles we went over in class were all very interesting but after further review the management that i thinks makes most sense to me Douglas McGreagor's Theory y. The reason I chose Theory Y is because it makes the most sense and is the most practical out of all of the management styles we studied. Theory Y states that employees are not inherently lazy and given the chance employees will do what is good for the organization. This theory also states that to allow employees to work in the organizations interest, managers must create a work setting that provides opportunities for workers to exercise initiative and self-direction. This is the type of management philosophy used by companies such as HP.

Theory Y is a great management style well it's counterpart, Theory X, is not. Theory X says that the average employee is lazy, dislikes work, and will try to do as little as possible.This theory also states that managers should have full control and create all work hours and implement a well-defined system of rewards and punishments to control employees. This theory was used by Henry Ford and is not very probable in today's business world but is still prevalent. Although the HP way as theory Y was called when first introduced after World War Two is gone as well, but people hope that this type of way will return into the business world.

Jones, G. R., & George, J. M. (2009). Contemporary Management Sixth Edition. New York, New York: McGraw-Hill/Irwin.

JC