case study

1. What are China Company’s corporate values? How do you think these values influence the way employees to do their work?
2. Chinas company’s core values are; diligence, commitment, innovation, and responsibility. As illustrated in the case, the company adheres to the core values by taking responsibility in every action they pursue. Besides, they remain dedicated towards clients by use of customer-first approach during their service provision.
3. The company adopts the above values; they form an organization’s principles and culture that guide each employee. They influence how employees perform. It’s expected that employees will take personal responsibility for their actions, be self-driven, remain customer-focused, and use core values as motivational factors.
4. using the company’s corporate values describe the organizational culture. In which areas would you say that the company’s culture is very high (or typical)? Explain.

Organizational culture is held firmly by the core values. For instance,

1. The employees will work hard towards achieving the organizational goal and objectives as well as maintaining the integrity of the company
2. The employees are aware of their responsibilities, and they will be held accountable for their actions. Hence they feel empowered and minimize being controlled
3. They are open to innovative ideas by taking part in discussions that would promote the company’s products.

The company’s culture is very high, where they show deep connection and interest in giving the best services to its customers by using a customer-first approach. This strengthens their bonds with customers and stakeholders, creating a great working environment both internally and externally.

3. How is China Company’s corporate culture maintained?

The company’s culture is maintained by identifying the organization’s main stakeholders and strictly upholding the core values. Besides, they incorporate employees’ talents development goals with that of the company’s goals; they offer laid-off workers training programs to enhance their skills and reward and acknowledge employees’ achievements.

4. “The right culture with the right values will always produce the best organizational performance.” What do you think of this statement? Do you agree? Why or why not?

I agree with the statement. The company’s core values were used as guiding principles. The company’s success in becoming a major manufacturer of high-quality aluminum products and its significance, both locally and internationally, illustrates the culture was useful, and core values were strictly implemented.

CASE STUDY 3(CRISIS PLANNING AT LIVESTRONG FOUNDATION)

1. Could an organization even plan for this type of situation? If yes, how? If not, why not?

While the formulation of short and long-term goals, most Companies anticipate challenges that come with negative consequences but still find a solution.However, in this case, conflict at the live strong foundation was catastrophic, considering they were dealing with cancer patients that required their utmost service. When the scandal about the foundation, got known to the world, it was anticipated by Ulman( former CEO ).despite losing the highest sponsors like Nike and Radio shark, revenue dropped; however, he tried to keep the company’s relevance by maintaining the staff morale and formulated a plan that would transform the company. The company’s board needs to stipulate its short-term and long-term objectives and develop principles that would guide staff in attaining these goals. Besides, the managers should expect challenges, and they should have a plan of how they would tackle it if things go astray.

2. How would goals be useful in this type of situation? What types of goals might be necessary?

The company must gain its independence from Lance and develop a much stronger vision and mission that will illustrate its broad and specific objectives to attain the donor’s and sponsors’ trust. Besides, there’s a need for the company to identify their short term goals, long-term and lifetime goals.

3. What types of plans will be useful to Livestrong? Explain why you think these plans would be important.

Strategic and operational plans are ideal in this situation. If implemented, they will be focused on achieving goals at the stipulated time and meet the client’s needs. Besides, Livestrong should set as an example just as its name suggests (LIVE STRONG).

4. What lessons about planning can managers learn from what Livestrong has endured?

Managers should be cautious and aware of what’s revolving around in the company. They should protect the company’s image and reputation from a character like Armstrong. The managers need to remain future oriented and focused, formulate plans that would help attain the organizational goals, and help solve problems that would arise.

CASE STUDY 4(BUILDING A BETTER BOSS).

1. Describe the findings of Project Oxygen using the functions approach, Mintzberg’s roles approach, and the skills approach

Application of Fayol’s four functions and Mintzberg’s roles is quite easy for students. For instance, you can use Mintzberg’s for the planning process while using Fayols for planning, decision making, and show the direction to strategize and attain the organizational vision, respectively. However, the application of Katz’s three skills, human skills, conceptual skills, and technical skills, are the simplest.

2. Are you surprised at what Google found out about “building a better boss?” Explain your answer

I am not surprised at what Google found out about being a better boss. as a student, I have heard about many rewards and benefits that one earns while working in such an iconic company. However, Google Company must have put in a lot of effort to attain such a position. Google encourages its managers to be great, and they offer them training, coaching opportunities, and give performance reviews .all these activities increase the productivity output positively.

3. What’s the difference between encouraging managers to be great managers and knowing what being a great manager involves?

Encouraging managers to work at their best would be good but doesn’t meet every organization’s needs. For instance, a manager would work hard to gain recognition and monetary gain, but are the staff’s interests below him met? Probably not. However, if the manager understands their role and what’s is required of them would have a much deep impact on attaining the organization’s mission and vision.

4. What could other companies learn from Google’s experiences?

Companies should know that while identifying and focusing on your mission and vision, you should always plan to make your staff better by improving their skills and providing training and coaching sessions.

5. Would you want to work for a company like Google? Why or why not

Google Company is ranked among the best company to work for. Besides, its benefits are promising, and as a student, I wouldn’t mind working in a challenging environment because there’s a lot to be learned.