Karen Leary Case Analysis

The symptoms of the communication are they never empowered their employee. Every decision that employees made must be wait SMART has given its approval. That makes all the employees become lazy and satisfy with their personal situation. Kate even cannot contact with Jeff when she has a situation need to handle in. I think that Kate is very

The aggravating conflict was between American top-management (represented by Andrew) and Korean top-management (represented by Mr. Song) in solving the situation. Both believed that what it wants is incompatible with what the other want (mutually exclusive). The American side blamed Korean consultants' lack of experience for the problem of behind the deadline, while the Korean side blamed Ellen's capabilities. This conflict was also a dysfunctional conflict as it harmed the company's harmony and business. If the management could not find a solution to solve conflict, the company would fail to meet the deadline, which might totally kill the company's reputation.

1) What were the legal issues in this case? What did the appeals court decide?

Unlike all the other women in Merrill Lynch, during Leary's first year business went up by 30%! Later on at Merrill Lynch when she has to hire Chung the first thing he asks for is his own private office to deal with Taiwanese business. Then when they start and he is asked to sit at a sales assistant desk (norm) he simply says it is beneath him and refuses to sit there showing us his prominent role confusion. Unlike all the other employees Chung did not sift in the office he spent most of his time outside of the office and attending various events of the Taiwanese community.

Teresa M. Lundy has for many years, longed served communities in and around the Commonwealth of Pennsylvania by handling media relations, event management, campaigns, communications and public relations engagement strategies for business owners, non-profit organizations, civil attorney’s, candidates, judges and elected officials. Lundy's role in local and statewide campaigns has led her to be the Communications Director for two 2017 statewide judicial campaigns in Pennsylvania for Supreme and Superior court where victories occurred in the last cycle.

During communications with Chung, Leary could never gauge exactly what Chung was thinking and never recognized that communication constraints could have been causing a barrier between them. Instead Leary kept her suspicions about Chung and checked over his work on a daily basis to ensure compliance but never had Chung’s full commitment.

4. If you were a judge in the Brownfield v. Daniel Freeman Marina Hospital case, would you agree with the other judge’s decisions? How would you justify this decision to the hospital or the rape

For my module 1 case, I am tasked to review the case of Lanesha Johnsons and answer the following questions; from a cultural perspective, is it unusual that Grandmother Marietta is the primary caregiver? Discuss the ways in which Lanesha, Grandma Marietta, and Hannah Healthcare approach this situation from totally different perspectives. How does Lanesha 's temperament affect the situation? What responsibilities do health care providers have in this situation? The case regarding Lanesha Johnson is both frustrating and eye opening, because it seems that the resolution to this case is so easy, but when you look at it through the lens of cultural barriers, the situation because much more murky. Let’s address the first barrier, Marietta as the primary caregiver.

ethical problem, but can not be the legal policy for a firm. The firm should evaluate

that advantages could be given to minorities. O’Connor’s position was “affirmative action was permissible, buy only as redress for identifiable discrimination against specific people.” (Tobin 245)

Charlotte Beers took over as CEO and chairman of Ogilvy and Mather Worldwide (hereafter O&M) during a period of transformation and change in the advertising industry. The after-effects of the economic shock of 1980’s, rapidly changing industry environment and increasing competition, etc. were all having an adverse impact on the company.

A meeting with all involved parties to discuss the issue is also another good way to resolve conflict. Everyone will have a chance to speak; this is a good opportunity to hear all sides of the story and gain a full understanding of the conflict.

Wang organized the senior executives to make an impromptu visit to the head office to express their dissatisfaction with Chu to Cheng. After Cheng met with Liu and Dai of the executive group he was sure that he would have to fire Chu from the GM role. He called her in to go over the problems brought in by the executives under her. Chu explained that she was making headway and first-line employees were realizing the benefits of her approach. However, she would need 3 more months to get the executives on board with her approach. She felt certain the facts would convince them and that she would sit down and discuss this with the executive team if he would give her the extra few months.

Based in Hong Kong, Kitchen Best, a family owned business, is a home electrical appliances company that has grown rapidly and is now a major player in the manufacturing and distribution of small kitchen appliances. Its manufacturing operations are located across the border in southern mainland China, and sell its products to customers worldwide. Due to a deteriorating health, the owner and founder, Chan Dong-hwa, stepped down from the day-to-day management of the operations and has brought in his U.S. university-trained (MBA) son, Henry Chan, to be the CEO. The newly appointed executive director, has ambitious plans for business plans of doubling sales in four years and selling their products more globally. As management at Kitchen Best changed in 2010, a series of misconduct and unethical behavior in 2010 has made Chan understand that the company suffers from a lack of internal control, which were awkward for him to control, as he was unsure of whether or not he should report the unethical practices. The new CEO has to now deal with these matters in order to restore Kitchen Bests business reputation and competitive advantage. Chan wanted to expand the business to other territories such as the United States, but knew these matters had to be fixed before even attempting to gain new business.

Brief Description: Responsible for noting the minutes of the project teams meetings. He is an MBA graduate from the Strategic Human Resource Management Institute in Hong Kong. He is a confrontational and expressive individual with a slight temper, but other than that has many traits applicable to high power distance cultures