Employees At Wells Fargo Bank

The multi-agency workers use verbal communication to make sure that their clients’ needs are met including:

In exchange

Thirty-one percent of employees are at least marginally dissatisfied with their current employee benefits while twenty-six percent are completely unsatisfied (Fronstin, 2013). It is the hope of the company to offset these feelings of dissatisfaction by uncovering what are the most desirable benefits available to employees. It has been found that there is a blatant correlation between employees that are happy working for a company and the success of said company (Stanger, 2013). Figure 1.1 displays benefits that employees find to be the most successful.

As part of week 2’s Organizational Diagnosis 1, this assignment will continue by describing and analyzing employee interactions within the Lincoln Financial Corporation’s Customer Service Department. Interpersonal relationships between co-workers play a vital and important role in one’s career and it enables one to further their career aspirations. Also, interpersonal relationships allow for verbal and written communication amongst co-workers. However, there are times when communication, employee relations are taxed and it calls for a company to determine ways to strengthen the work bonds among their employees. This paper will address both the positive and negative aspects of employee relationships and offer an analysis in terms of whether or not they are functional or dysfunctional.

Initial collaboration between the employee and the employer are vital. Meeting with the employer to gain an understanding of what is expected from the employee from the onslaught of the relationship is a vital key to forming and maintaining conformity and cohesiveness amongst

Strong intro: Advocate is addressing necessary points during into- appreciation, disclosure, intro, name, concern. (adjusting tone appropriately)

All things considered, communication must be improved. It is my belief that if employees are informed and made to feel a part of a functioning team, we will see a great improvement in employee morale, more error-free projects will be produced, and client deadlines will be met with less overtime requirements. In order to open the lines of communication, to boost employee morale, to reduce the number of overtime hours, to eliminate client dissatisfaction, and to enhance the project quality, and to improve on performance, I recommend that the following steps be enacted. • • • • • • • The CEO will hold weekly staff meetings Department managers will conduct a weekly staff meeting An all-hands meeting will be held monthly Publish a monthly newsletter Place suggestion boxes in every department Implement a project tracking system Appoint an employee to schedule and monitor the progress of all projects

The ethical culture of a Wells Fargo can be seen to be a piece of the culture of an organization. Thus, if the culture of the organization represents how things are done, the ethical culture is a reflection of the way things are conducted in the context of ethics and ethical attitude in a company. The ethical culture represents the ethics personality of the organization. Assessing the culture of a company is one way that can be applied in managing business ethics in a business entity. By evaluating the culture of the firm, one can be sure to identify the strengths and weaknesses of a company and also determine the areas that need to be revised and amended for the better company in future.

In 1852, Henry Wells and William Fargo founded Wells Fargo & Co. to serve the West during the American Gold Rush. There was a panic crisis where many business owners saw their doors closing in 1855. Following the survival of Wells Fargo, they were given two advantages. The first advantage being virtually no competition in California, and the second being Wells Fargo had already made a name for itself being reputable and dependable in their work. From 1855 to 1866 Wells Fargo saw exponential growth.

Knowledge is considered as one of the most important and competitive resource for sustenance of the organisation (Zack, 1999). It can be compared to the strategic resource that can be used and applied in various frames of the organisation. Experienced managers in the organisations believe that company can receive strategic advantage through knowledge and not the strategies or actions implemented by competitors. Knowledge can be regarded as a strong approach that opens numerous ways of success. It is that weapon that help organisation to evaluate solutions in financial and other professional difficulties.

In Ernest Hemingway’s short story “The Short Happy Life of Francis Macomber,” Hemingway uses the author’s craft of perspective, along with dialogue and internal dialogue to create a multi-part claim that develops an overall negative characterization of the three main characters. Hemingway develops the characterization of Wilson, Margaret, and Francis by using multiple perspectives as he threads a negative tone throughout the story.

About four years, three months, and fourteen days. Or one thousand, five hundred, sixty seven days. That is how long World War I was. One of the largest wars in the world had to have a big reason for why it started. Have you ever wondered how the war started? The answer is militarism, the belief of building up strong armed forces. Countries all over Europe were fighting for power in different areas in order to continue to be the leading army in the war. Different armies wanted the best soldiers and to be the best, they wanted to out do other countries. Multiple plans and attacks were made by nations in order to have more control over the world. Also, certain countries wanted control over the seas. Finally different plans and attacks were created to weaken other armies while growing some too. I believe militarism is the main cause of World

Herminia Ibarra’s article in the Harvard Business review titled “The Authenticity Paradox” presents an interesting perspective on leadership. She emphasizes the importance of authenticity as an effective leadership tool, but cautions against an oversimplified understanding of the term. Authenticity is often associated with integrity and being honest and true to oneself, which according to Ibarra, should not be interpreted so rigidly in the workplace as it may “hinder [one’s] growth and limit [one’s] impact” (Ibarra. 55). The author defines an authentic manager as one who, while remaining true to his core values, is able to adapt to various situations, play politics when required; someone who is able to wear different hats and alter their behaviors and actions to the situation that demands it. He is someone who is not afraid to step outside of his comfort zone, is willing to try different ideas, admit his mistakes and move on to the next project or activity. Furthermore, the authentic manager is able to find a proper balance between closeness and detachment with his employee.

The connection that they can have can be very personal which they can use to treat the organization as a big family. Although these solutions may require expending costs, this is an investment that has high return that can offset the losses the organization is incurring due to the absences and unproductivity of their employees on its present condition.

As a young child, I remember there were three things I had always wanted. First, I wanted a small black puppy with a white spot over its eye, like I had seen in the ‘One Hundred and One Dalmations”. Then, I wished for a lot of Barbie dolls that I could play with. Finally, my most important wish was that my mom and dad would stay together forever, like they did it the Disney movies. I had received my puppy that I loved. I had even received all the dolls I wanted from the Ariel collection. But, sadly, my last wish couldn’t be fulfilled because my parents had filed for divorce after being together and married for 20 years. As stated in the ‘Psychosocial Development in Middle Childhood’ power point divorce is considered a grieving process and we all had lost my dad. Not only had we lost our dad, but we lost a second income and support system in the household. So, I wasn’t surprised when it was stated divorced families typically have secondary losses because, after the divorce my mom, two sisters, and I had to move into a two bedroom apartment because we couldn’t afford the house anymore. My mom had received custody of my two sisters and me, and when my dad felt like dealing with us for the weekend, we went over to his one bedroom apartment. As stated in the textbook on page 258 and 259, children who experience their parents getting a divorce tended not do as well in school, have and maintain normal relations with others, and had a harder and longer time getting use to different