Peoms make me cry

FUN mental Management



Organize, control, lead and plan
These are the tools manager and leaders need to command
Every day the papers are filled with ethical conduct that makes us gawk
You hear how companies have tough ethical standards,
Yet everyday you left to wander
To prevent this managers on top must walk the talk
And not make ethical decision that’s transparent as a chalk


Approaches to management are many and varied
Taylor’s approach looks at careful selections
Weber’s approach deals with bureaucratic deductions
Hierarchy of needs was done by Maslow
While administrative principles were done by Fayol

Decisions are always to be made
While problems never disappear
Systematic and intuitive problem solving styles must be used
To make optimizing decision and defuse


Leaders and manager are differently subsets
Leader directs and inspires followers in extraordinary ways
While managers make sure you follow what they say

Setting objectives and determining how to get there
A key step in planning that a manger must not fear
Making a clear decision and analyzing it
Will make you a good leader, a perfect fit


CO

A blogtastic semester

This semester three of my five classes have been using blogs as an interactive learning tool. It has been very interesting and unique.But was it effective? In those classes it was not, lack of clarity, information overload and ambiguous task led to the detriment of those blogs. However, the difference between management 3120 and those classes was that this blog was created by me. It was manage by me; I was in control of its content. The information that was being displayed was my thoughts. This blog has added value to the educational process. You are able to obtain a diversity of view from others. Although sometimes it could be a bit annoying, it did add value to the learning process.

Potential of Blogs as an Educational Tool:

“Serves as an online journal encouraging personal reflection, and as a means of encouraging collaboration through the sharing of links to resources and up-to-date information (Oravec, 2002)."
“Offers a unique voice for students, empowering them, and encouraging them to become more critically analytical in their thinking because others can critique, comment, and interpret a blog (if it is public) and therefore a student has to stand by one's opinions“ (Oravec, 2002).

Taken From http://mason.gmu.edu/~ndabbagh/using-blogs.ppt%23259,6,Potential%20of%20Blogs%20as%20an%20Educational%20Tool

It does provide a way for students to learn about and from each other. I have learnt many things about my group member from their blog or from their comments to my blog. It has provided a medium for us to share our opinion; not everyone is comfortable speaking in class. I think if more communication online was encourage it would enhance the effectiveness of the blog. It definitely got me thinking about the activities that were done in class. By having to blog about the activities, we are encourage to be apart of the experience, to observe and be aware of the derivatives of our role in these activities. Not only did it encourage analysis but in also encourage involvement. By relating our experience we learn or reinforce important management concepts that the exercise displayed. I do feel there was little introduction of outside matter. While the introduction of outside material not directly related to the course of study might be interesting ( it was, loved the post on 11/14/09 on Krupis’ blog) having too much information creates a situation where blogging becomes information overload. I would love to see more media on the Prof’s blogs, when you visit his blog you could feel overwhelmed by the amount of words and lack of interactive media. The bonus of the blog is that it offers a way to control 20% of your grade, that was great. It provides an incentive to get online, talk, share, and get involve with the process. You feel that unlike the quizzes, you are able to control what is said. Your opinion becomes of values to your grade. Whether I continue using the blog is still in the air. However, I have linked by blog to my FaceBook page so all can read. It is my opinion that the blog should remain apart of the course. It would be more interactive and fun if there was more dialogue between classmates.

This is not Burger King have your way – An analysis of the management process of Mc Donald's

I approach the register of the Mc Donald’s during a late afternoon rush and with some anticipation I proceed to order a cheese burger with four pickles and fries unsalted. Time seems to stand still when I order this special burger; in actuality it was no more than 30 seconds. The cashier requests me to repeat the order, which I did. She looks at me with a blank stare, stutters and recaps my order. The cashier seems to hestitate in ringing up the order and once again asks me to repeat my order. After retaking my order she calls over a supervisor and they spoke quickly in whispers. The supervisor comes over to the resigerter looks at me with a glare and proceeds to punch through my order. When I review my receipt I saw that the extra pickles were omitted from the order. I inform the cashier that I need the extra pickles to show on my receipt. She looks at me incredulously and calls the same supervisor again. At this point my order has taken over 8 minutes. The supervisor begins to put my order through, then stops, leaves the register and proceeds to the back. She emerges with another employee, who from my assumptions was a junior employee. Once again they whisper their conversation while ever so often looking at me, the junior employee punches in my order and leaves. The supervisor grabs the printed receipt and puts it on the counter in front of me. The cashier shouts “next customer please!” and I’m usher off rudely after waiting for 11 minutes.

The actual management process was demonstrated nicely. From an internal prospective it was evidence that there was clear organization, planning and control over the environment .However; the process management for special orders was done poorly. The supervisor lacked the skills necessary in meeting the customer requirement. There was little application of knowledge and use of the systems- this is evident in the fact that three people needed to be involved in the ordering process. The actually order preparation was efficiently done. My burger was already prepared and ready for my consumption within a reasonable time. What prolonged the transaction was the fact they could not input the order into their system. While coordination and communication was displayed effectively amongst the supervisor and the other workers, lack of communication with the customer was clearly evident. I was not informed what the problem was; no explanation or apologies were given to me. I was left to make my own assumptions. The lack of control over the process not only cost time but it affected the customer service ability of the cashier and supervisor.

As a consultant of Mc Donald’s, I would recommend a development of a protocol to address special orders. It would include both an operation process and customer service guidelines to address these special situations. While the present ordering processes addresses most customer’s need, the lack of control, coordination and poor Customer service when processing a special order can effect the overall perception of Mc Donald’s. The ordering process should be analyzed, with effort placed on defining and measuring goals to improve the overall efficiency of the process, while achieving customer’s request profitably.

8 6 1 = Influential

OK we're given 28 words and instructed to chose which ones best describe us the most and which describes us the least. the class knows it a test that gives an indicating of what type of manager you'll be. At first thought I said maybe I'll choose the characteristic i know would make a great manager. Then i decided what the heck I'll be honest with my self.

I answer the questions

then we crunch the the numbers and presto !!!!




I'm a I high C



What that means IS that i place emphasis on shaping the environment by influencing or persuading others while working conscientiously within circumstances to ensure quality and accuracy.

Does it accurately me sures me? No!!! and Yes


to some extended it does come close to my personality traits but in different situations my personality changes. One situating I express dominance and in other situations i can be influential and so on......


I do believe that most people personality are fixed but some are very malleable.

The key is to better understand where a person is coming from rather than their management type.

My thought is that its just a test and should not be taken at face value. I've been in interactions where people who in past situation have being patience get pushy and accepting to challenges. I believe its the context of the situation that drives a manager's personality.

Someone should tell her she's really annoying - Conflict in Decision making

50 people in a room to make decision but “their” grades, what you get is shouting, chaos and just plain insanity.


During the class project I chose to avoidance to handle the conflict. I felt that it would be impossible for that many students to agree on a compromise. I felt that everyone would try to get the best for a few people and would not consider the entire class. Knowing the results of the decision process and the communication patterns of the class would chose collaborating to handle the conflict to get a more desirable result. Although it requires more time than was allotted in class, the sheer number in the class makes collaborating better. Forming groups and coming up with a proposal within the group is much better than everyone shouting their idea. It also allows the entire class to focus on fewer but vetted alternatives to work to make a decision on.

Egg in my face

It’s difficult to say why our group failed at building an effective egg protector. I think we did a great job of going through most of the planning steps.

Defining goals- Our team understood what we needed to do, the time frame in which it needs to be done and the complications of the task. We knew we needed to make a protector that would need to withstand the pressure of the fall and we were able to identify how far long or off we were.

Our group knew what needed to be accomplished, the time frame which it needed to be done; I personally kept track of the time of the tasked as it relates to time. We identified what we had to work with. The length of the straw and the amount of tape were accessed. We identified that height at which the egg was dropped would be important so we designated the shortest person in the group to be the dropper.

We debated on the possibility of our plan working; several alternatives came up in the process. Through those alternatives we identified possible problems with the adoptive design. We did identify a flaw in our design and tried to address the problem, however I think we did not address it fully. We did evaluate alternatives and took elements of the alternatives and incorporate in our design.

I thinks this is the part of the process were we fell a little. We did identify what specifically needed to be done, however there was little to no allocation of roles. Mark just did the wrap; Dan did the cutting and the reminding group members just watch the process.

We did measure our progress and on two occasions when we were constructing our protector we changed and revised our design because we discovered a flaw with the design.

Ultimately, I think our group work well; we pitched various alternatives, made decision on a design and implemented the plan. If the main objective of the task was to prevent the egg from breaking then we fail. However, if the task was to highlight the planning process then I think we did a great job.


I think role assignment and better alternatives assessment would have made our group more effective in this task.

When the office becomes a Jungle

Conflict resolution is an enormous management issue within my workplace. It seems that both my co-workers and management does not have the tools necessary to resolve a conflict within the work place. The issue is that both management and workers deal with the conflict in an aggressive manner. Although there is a clear line to report complaints and grievances it is not always followed .Many times they would just avoid the conflict because it seems easier that way. There is no direct discussion and the conflict appears to have been ostensibly put to rest. This only makes the situation worse because if there is a stressful day in the office, the conflict tends to resurface with additional issues been inculcated into the original problem. It festers and explodes to the surface whenever triggered by a situation. This explosion usually would happen at the worst possible time or at time when everyone has developed a problem. When this happens there is a tense atmosphere within the office. It feels like were walking on eggs shells until that person is pacified.

A little peek into the life of a guy they call Collis not Colins

I like to start all entries with Quotes. I love them. This is one of my favs; "History will be kind to me for I intend to write it. “Sir Winston Churchill

Ok, I now begin the fastidious self portrait

I migrated from South America about 3 and half years ago to the big apple. Currently pursuing a degree in Finance and investment at Baruch College; I’m in my junior year, so still running the race. I’m a full time student with a full time job so sleep is always fleeting. I have worked in Retail Banking for about 3yrs in various capacities but my current job title is personal banker; whatever that means :). I’m 23 but sometimes I feel like 12, other times I feel like Gregor in Kafka's "Metamorphosis."

Likes and dislikes are simple; I love everything and I hate one thing don't call me Collins or Carlos.