Challenges in Communication - 850 Words

Challenges in Communication Communication can be conveyed in a plethora of different ways, whether it is a debatable topic between individuals a group of individuals, a problem or issue discussed in a relationship, or every day conversation between friends. Regardless of the situation, the information must be communicated, and perceived, accurately in order for the discussion to yield the intended result. According to â€Å"What is Communication?† (2013), â€Å"the discipline of communication focuses on how people use messages to generate meanings within and across various contexts, cultures, channels, and media† (para 1). Information can be transferred by using numerous different communication methods such as verbal communication, written†¦show more content†¦Diverse environments, such as at work or school can also be a challenging place for effective communication. Working and communicating in a group can be difficult enough without adding any other variable s. When diversity is applied to the group, communication can become a sizeable challenge. Ribbink (2003) states, different cultures like to receive information—and trust information they receive from different sources—in different ways (para. 6). Individuals from some cultures prefer to receive information or be taught by the leader of a team or a trusted coworker rather than a manager (Ribbink, 2003). Accurate and effective communication is extremely important to ensure the message perceived as intended and not misunderstood, causing confusion or complications. By applying strong, passive non-verbal communication skills, the information can be perceived without questionability. However, remember that not all cultures communicate the same; what is acceptable in one culture may not be acceptable in another. References Boose, G., Jaffe, J., Segal, J., Smith. M. (2013). Nonverbal communication. Retrieved from https://classroom.phoenix.edu/afm214/secure/view-thread.jspa?threadID=58196411 Drobnick, R. (2013). 6 ways men and women communicate differently. Retrieved from http://psychcentral.com/blog/archives/2012/04/01/6-ways-men-and-women-communicate-differently/ Engleberg,Show MoreRelatedCommunication Challenges1239 Words   |  5 PagesCommunication Challenges Rachel Naomi Remen, M.D., is a master storyteller and a great observer of life; Remen said, â€Å"The most basic and powerful way to connect to another person is to listen. Just listen. Perhaps the most important thing we ever give each other is our attention.... A loving silence often has far more power to heal and to connect than the most well-intentioned words.† Communication, gender and culture influence one another in many ways (Wood, 2008). People communicate eitherRead MoreCommunication Challenge For An Organization Essay1029 Words   |  5 PagesCommunication challenges can be seen within various different organizations, and generally people are involved with more than one organization. This leads to encounters with ineffective communication on a daily basis for many individuals. Throughout this paper, I am going to discuss a communication challenge for an organization that I am a part of, and an intervention plan for that communication challenge. As a student manager at one of the dining locations on the University of Wisconsin- Eau Claire’sRead MoreThe Challenge of Organizational Communication714 Words   |  3 PagesThe Challenge of Organizational Communication video†¦ What does it all mean? It means that in recent years the world has been changing faster than ever before and becoming more complex than anyone could ever imagine. Katherine Miller points out 4 aspects of these changes that were barely on the radar 20 years ago, but today dominate much of our thinking. The first one is globalization. It has become a truism to say that we live in a global economy and participate in a global market. The emergeRead MoreCommunication Challenges to Modern Day Business Communication758 Words   |  4 PagesMAJOR COMMUNICATION CHALLENGES IN THE BUSINESS WORLD TODAY Communication is defined as the process of transferring information and meaning between senders and receivers, using one or more written, oral, visual or electronic channels. Simply put, communication is the exchange of information between people. It is important to get feedback from your audience and vice versa for the process of communication to take place effectively. The feedback can be either positive or negative. It is any communicationRead MoreCommunication Challenges in Leadership Essay878 Words   |  4 Pagesmodel discussed in the Module 6 reading (Lussier Achua, 2010, par. 4) to illustrate how communication can be affected by gender and age and values. His example was that he’s an older male, recently retired, Vietnam Veteran communicating with a younger, female, business owner and feedback is necessary to ensure that what was said had the same intention/interpretation when received. (W. 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It was the case of City of Pittsburgh, they had some strict limitation and challenges in the deployment of their new IT project involving the use of the Cloud. They did some analysis on the Internal and External Environment. Some specific challenges they were faced include; I. Weak TechnicalRead MoreCultural Differences and Intercultural Communication Challenges1780 Words   |  8 Pageseven though I was young I needed to be taken seriously. Even today as an adult I often times encounter situations with people who want to discredit me based on my age, and stereotypes they believe in. Cultural Differences and Intercultural Communication Challenges My interviewee I chose was a man I initially met in the workplace and come to find out our kids ended up going to school together. Our relationship had been an interesting one from the start when we first met he decided to share some of hisRead MoreTeam Communication: Importance, Methods, Benefits, and Challenges1349 Words   |  6 PagesTeam Communication: Importance, Methods, Benefits, and Challenges In order for a team to communicate effectively, the members should understand why effective communication is important; decide which methods to use; know the benefits they will reap; and how to overcome the challenges that will arise, because when communications fail many problems can arise such as, failure to meet goals, and unnecessary conflict. Parker (2003) says that, â€Å"open communication is an absolute requirement for successful†¦teamwork†Read MoreCommunication Process and Challenges in Global Business Environment1745 Words   |  7 PagesBUSINESS COMMUNICATION Semester 1 2011-2012 Module Leader Ms. Kirti Bhatia Communication Process and Challenges In Global Busienss Environment Submitted By: Kanishk Matta Executive Summary In this report, generic form of communication process is described and types of communication are also there to help the reader get an idea of communication to start with. Thereafter, prominent barriers in communication faced by global firms are elaborated to give the reader a view on current communication scenario

What Kind of Impacts Does Shrinking Families Have on Canada

What kind of impacts does shrinking families have on Canada? Over the last few decades Canadians’ desire and need for children has drastically changed. As stated in â€Å"Canada’s Shrinking Families†, â€Å"[C]anadian families are shrinking as fewer children are being born than in previous decades†(Mitchell 1). More and more data and information has emerging on family life in Canada, for example according to â€Å" Canada’s Shrinking Families†, â€Å"[T]he average family size has declined from 3.7 members in 1971 to 3.0 in 2006† (Mitchell 1). Canada’s continuously changing society has changed its perspective on the need for larger families. As a result, this creates great impacts on Canada and its citizens. The impacts of shrinking families in Canada are considerably more positive as it can prevent overpopulation, create more positive impacts towards the Canadian economy, and cause an increase healthy child development. To begin with, shrinking families would have positive impacts on Canada because it can prevent overpopulation. The Encyclopedia of Human Geography defines overpopulation as â€Å"a country or region [that] has too many people and therefore is incapable of achieving and sustaining a suitable standard of quality of living† (Pitzl 168). Shrinking families in Canada can decrease the effects or the occurrence of overpopulation in Canada and worldwide. Increase in death rates, declines in adequate health care and a lack in family planning are some of the factors that areShow MoreRelatedImpacts of Global Financial Crisis on Hrm Policies8256 Words   |  34 PagesWhat is the role of hr in global crisis to retain the talented employees ? http://www.edalys.fr/documents/Stakeholders%20theory.pdf http://lexicon.ft.com/Term?term=stakeholder-theory Article - 1 Employees are not the most important asset of the company but the â€Å"right† employees are. Human Resource Management (HRM) plays a strategic role in the survival of an  organization. In this time of global financial crisis, Human Resource (HR) managers must not only innovate but must also act as change agentsRead More The Diversity Myth Essay5534 Words   |  23 Pagesone of the countrys great strengths is now so firmly rooted that virtually anyone can evoke it, praise it, and wallow in it without fear of contradiction. It has become one of the great unassailably American ideas, like democracy, patriotism, the family, or Martin Luther King. The President of the United States glories in diversity. In May, 1995, in a message recognizing the Mexican holiday, Cinco de Mayo, William Clinton said, The Fifth of May offers all of us a chance to celebrate the culturalRead MoreEvolution of Indian Cinema3329 Words   |  14 PagesIndia has one of the oldest and largest film industries in the world. 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Decision Science and Social Risk Management †MyAssignmenthelp.com

Question: Discuss about the Decision Science and Social Risk Management. Answer: Introduction: The department of human resource management is having enough contributing in enhancing the performance level of employees. In order to enhance employee performance human resource management tends to take major initiatives. This particular study has focused to provide in-depth analysis on one specific initiative that human resource managers of The Iconic have taken for making the business more progressive as per current market status. Major Manager Development Program is the chosen initiative that the human resource managers of The Iconic have taken for developing the performance level of employees. As per the point of view of business consultants associated with The Iconic, it can be observed that managers in various department are the most significant and concerned persons who keep a constant control over the entire process of business. Therefore, the skills and competencies of the managers should be developed from every perspective. The communication skill, technological skill, dec ision making skill risk management skill should be enhanced so that those individuals can overcome any kind of sudden barriers happening at the workplace (theiconic.com.au 2017). After evaluating the overall business performance of The Iconic, it can be analyzed that the lack of enough skill and competency of the managers in various department ultimate caused a harmful effect on the overall business performance. Therefore, the human resource manage has decided to provide effective training and development session to the managers first before taking an initiative on the employees. This particular organization is highly dependent on e-commerce business process (Hendry 2012). Therefore, the managers of this specific business organization should have in-depth control on technological development process. It has been observed that the managers are not flexible enough to operate the advanced technology. Moreover, the some of the junior employees who have recently been appointed within the business process is more competent in technological skill rather than the manager. Therefore, the human resource management has decided to provide training for enhancing the skill of technological development (Bratton and Gold 2012). On the other hand, it has also been observed that in order to lead an e-commerce business process managers need to develop their communication skill as well for making an effective interaction with the customers of various geographical markets. Therefore, a professional development course in communication skill is also taken into serious consideration. Cost-benefit analysis: The concept of cost benefit is the process of quantifying the cost and benefit of a program or a decision. The primary purpose of cost benefit analysis is constituted with two major factors that are as follows: To determine the investment for a specific program is effective or beneficial for the business organization To make an effective comparison between the expected total cost and expected total benefits As already stated the human resource management has taken the initiative of manager development program. Therefore, in order to develop the communication technological and managerial skill of the managers of The Iconic the organizational human resource managers have to invest large amount of money for providing a training and development session (Berman et al. 2012). Cost benefit analysis is the systematic procedure that would help the HRM to evaluate whether this particular cost invested for the purpose of training session is beneficial for the business organization or not. At the same time, cost benefit analysis would help the human resource managers to calculate on how much cost they have invested for a particular program and how much benefits the business experts are getting back (Storey 2014). As per the current business scenario of HRM initiative, it has been observed that training and development program for enhancing the managerial skill is very much cost effective. Managers would have to provide training session on different perspectives such as communication skill, decision-making skill, technological skill, professional skill and so many. Among those various segregations, the importance of technological skill and communication skill is most prominent (Purce 2014). Based on the every individual aspects of training and development sector the human resource managers have to appoint trainers individually. Therefore, behind every individual trainer the human resource managers have to appoint training kits for making the development program successful. However, the primary aspects behind which the HRM has to invest cost are as follows: Efficient trainers Training hall Physical equipments Technological equipments Electricity and other facilities On the other hand, after investing cost behind these specific aspects the organizational experts would be able to gain specific benefits. The business experts would not have to hire other IT experts for keeping a constant control over entire technological devices. As a result, the organization would be able to save money for that purpose (Buller and McEvoy 2012). On the other hand, every organization has to appoint necessary consultant for taking effective decision regarding the success of business. However, after providing training to the managers, the employers would not have to hire additional business consultant for provide effective decision towards thee further progress of business. However, after conducting an effective cost benefit analysis it can be evaluated that organizational managers would have to be educated and competent for controlling the business wings so that organization like The Iconic would not have to hire any additional business experts (Alfes et al. 2013). Th erefore, the investment for the managerial development program would be beneficial for the organization to render success of business. (Referred to appendix for cost and benefit chart) Return on investment: The return on investment is compared as the percentage that a particular business organization intends to invest in the expectation of returning either by benefits or by cash. This particular percentage is primarily been used for making an effective decision on personal finance in order to make an effective comparison between companys profitability and companys efficiency for different investments (Nickson 2013). The return on investment formula is constituted with as follows: ROI= net profit/ cost investment*100 (referred to appendix for graphical representation of ROI percentage) It can be assumed that the company has invested $50,000 for the training and development program in order to enhance the skill and competency level of business managers. However, it can be evaluated that the company like The Iconic should invest that amount of money for manager development program that would not cause a major harm in the profitability factors (Hoque 2013). In other word, the company should invest money for a specific business purpose in such a way that the organization can get their investment back in the form of benefit. However, it can be assumed that the total net profit of The Iconic is $10,000000. Therefore, as per the ROI formula, the return on invest would be: $10,000000/$50,000*100 = $20,000 After evaluating the ROI benefits, it can be evaluated that after making an investment behind managerial development program the ultimate return on investment is expected to be $20,000. Most of the business organizations before investing a certain amount of money for the development purpose tend to focus on their profitability structure first. Based on the profitability structure the organization has to decide on how much amount the organization would like to invest for the further progress of business (Jabbour et al. 2013). In case of The Iconic, the business experts are unable to invest large amount for the purpose of manager developing program due to its limited profit level of the organization. After conducting the entire business case effectively, it can be evaluated that business organizations would have to invest certain amount of money for the training and development session in such a way that the business experts can get an additional facilities and benefits from the investment (Reniers and Van Erp 2016). The Iconic in order to run their entire business process in e-commerce needs to develop their internal infrastructure based on which they can entertain the people of different geographical market equally. As a result, the organization would be able to expand their business process beyond going the regional market of Australia. However, while discussing the entire evaluation process the study has focused to make a critical evaluation based on short term and long-term criteria: Short-term evaluation process: In order to develop the skill and competency level of managers of The Iconic the human resource management should convince the managers about the values and significance of knowledge development. Convincing every single manager for conducting a training and development session is highly important (Yan and Long 2015). After involving them within the training session every manager need to check their progress time to time. The trainers should make an effective communication with the trainee so that they can express their difficulties facing at the workplace. While providing the training session on development of technological skill the business managers should have effective knowledge on the technological terms. The trainers are strictly requested to convince the managers about the important technological terms (Boadway 2016). However, interpersonal communication with the trainers and their improvement of technical skill amalgamated with practical experience is highly effective for making short-term evaluation process. On the other hand, receiving the training session is not efficient enough for the business managers in order to evaluate their skill and competency. The organizational managers are put into the practical field so that their progressive outlook can be reflected towards the business process (Mishan 2015). The organizational managers should perform in a different way if they are enough skilled and competent towards the entire business progress. While providing an effective training session the trainers are instructed to maintain the training and development session in such a way that people belonging to different geographical markers can show their positive response towards the service process of business organization. At the same time, the business employers would not have to appoint any additional informational technology expert for keeping a constant control over the technological devices (Merkhofer 2012). The skills and competency level of the managers in handling sudden technologic al barriers would be helpful for the organization to get cost benefit effect. Business Case Summary: In this specific part, the business case scenario has been discussed in detail. After the emergence of ecommerce business process The Iconic has to face innumerable difficulties. The managers in various departments such as marketing managers, financial managers, production manager and operation manager had to face immense difficulties in controlling the entire business process with the help of advanced technology (Kuklinski et al. 2012). At the same time, it is also undeniable that e-commerce business process is not restricted within a specific geographical boundary. Customers belonging to other countries as well intend to use the product and service process of The Iconic. Therefore, the managers need to develop their professional skill so that the employees can keep a constant control over supply and demand. The success of an entire service process is highly dependent on the managing skill of the manager of different divisions. However, this particular study has provided an in-depth analysis on how this organization had to face innumerable difficulties making a constant control over the entire business process (Peer, Koopmans and Verhoef 2012). The managers being not accustomed with the technology failed to handle any kind of sudden crisis happening at the workplace. In order to overcome this particular situation the human resource management has taken an effective initiative. Implementation of manager development program is the primary concern of this specific study. Before implementing the program, the primary responsibility of the HRM division was to highlight and identify the issues where the managerial development is needed. As per the business context of The Iconic, the managers need to develop their technological, decision making and communication skill primarily. In order to maintain an effective interaction with the employees of different cultures and backgrounds the organizational managers would have to develop their communication skill as well. An effective communication with the employees would help the business experts to make participative decision. As a result, the internal relation between the managers and employees would be effective. At the same time, it is also undeniable that the success of a business organization is highly de pendent on the performance of managers. The Iconic is not exceptional to that. In order to implement the training and development session in those specific sectors the human resource management has made an effective cost benefit analysis. While investing money behind training and development session the business experts have calculated that the investment would come back in terms of necessary benefits (Peer, Koopmans and Verhoef 2012). While providing the training session on technological enhancement the employers would not have to hire any addition computer analyst within the service process. One time training session would be beneficial for life tile. As a result, the organization is free from hiring an IT expert from whom The Iconic could have spent their money in every month. Therefore, the cost that has been invested for the purpose of manager development program is beneficial for the organization. This particular benefit has helped to enhance the revenue growth of the organization. Critical Reflective analysis: While summarizing the entire business case based on the HRM initiative of The Icon, I have gone through an excellent learning experience. I have come to know on how a specific business organization has to face innumerable challenges due to the lack of performance of business managers. From the case summary, I have come to know that the role of business managers is most significant in rendering the success of an organization. The business managers would have to keep a constant control over the entire success of business process. Therefore, people belonging to different geographical market show their attention in using the service process of The Iconic. While evaluating the case scenario I have come to know the value of technology in running the entire process of an organization successfully. In order to make the managers technically competent the human resource management has decided to implement manager development program. I personally believe that after the implementation of this p rogram the business managers would be able to perform well. They would operate technological devices competently. As a result, the managers can keep a constant data record over the entire performance level of employees. The internal communication between the managers and the employees become effective. Based on the business case the Human resource management has conducted an effective cost benefit analysis as well. As per the business scenario and expectation of HRM division, the business experts have to spend large amount of money behind implementing the training session. I have realized that behind investing money for any purpose the business experts have certain strategy in order to get this money back. The HRM before initiating the manager development program has conducted an effective cost benefit analysis and return on investment analysis. These two analyses have helped the HRM to evaluate on how much facilities and benefits the company is getting back due to the implementation of these two strategies. After evaluating these factors, I have come to know that the organization would not have to appoint IT experts if the managers become competent enough to handle the sudden technological crisis. Therefore, the organization would not have to invest sufficient amount of money for hiring additional experts. Reference List: Alfes, K., Shantz, A.D., Truss, C. and Soane, E.C., 2013. The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model.The international journal of human resource management,24(2), pp.330-351. Berman, E.M., Bowman, J.S., West, J.P. and Van Wart, M.R., 2012.Human resource management in public service: Paradoxes, processes, and problems. Sage. Boadway, R., 2016. Cost-benefit analysis. InThe Oxford Handbook of Well-Being and Public Policy(p. 1569). Oxford University Press. Bratton, J. and Gold, J., 2012.Human resource management: theory and practice. Palgrave Macmillan. Buller, P.F. and McEvoy, G.M., 2012. Strategy, human resource management and performance: Sharpening line of sight.Human resource management review,22(1), pp.43-56. Daley, D.M., 2012. Strategic human resource management.Public Personnel Management, pp.120-125. Hagen, K.P., Bertnsen, S., Bye, B., Hultkrantz, L., Nyborg, K., Pedersoen, K.R., Sandsmark, M., Holst, G. and vitsland, G., 2012. Cost-benefit analysis.Norges offentlige utredninger,16. Hendry, C., 2012.Human resource management. Routledge. Hoque, K., 2013.Human resource management in the hotel industry: Strategy, innovation and performance. Routledge. Jabbour, C.J.C., de Sousa Jabbour, A.B.L., Govindan, K., Teixeira, A.A. and de Souza Freitas, W.R., 2013. Environmental management and operational performance in automotive companies in Brazil: the role of human resource management and lean manufacturing.Journal of Cleaner Production,47, pp.129-140. Kuklinski, M.R., Briney, J.S., Hawkins, J.D. and Catalano, R.F., 2012. Cost-benefit analysis of Communities That Care outcomes at eighth grade.Prevention Science,13(2), pp.150-161. Merkhofer, M.W., 2012.Decision Science and Social Risk Management: A Comparative Evaluation of cost-benefit analysis, decision analysis, and other formal decision-aiding approaches(Vol. 2). Springer Science Business Media. Mishan, E.J., 2015.Elements of Cost-Benefit Analysis (Routledge Revivals). Routledge. Nickson, D., 2013.Human resource management for hospitality, tourism and events. Routledge. Peer, S., Koopmans, C.C. and Verhoef, E.T., 2012. Prediction of travel time variability for cost-benefit analysis.Transportation Research Part A: Policy and Practice,46(1), pp.79-90. Purce, J., 2014. The impact of corporate strategy on human resource management.New Perspectives on Human Resource Management (Routledge Revivals),67. Reniers, G.L. and Van Erp, H.R., 2016. Cost?Benefit Analysis.Operational Safety Economics: A practical approach focused on the chemical and process industries, pp.149-218. Storey, J., 2014.New Perspectives on Human Resource Management (Routledge Revivals). Routledge. Theiconic.com.au. 2017.Clothes Online | Shoes Online | THE ICONIC. [online] Available at: https://www.theiconic.com.au [Accessed 7 May 2017]. Yan, L.W. and Long, L.Y., 2015. Cost Benefit Analysis.Evidence-based Policymaking, p.47.

YouVe Got Questions free essay sample

After his hiring as a new CEO the company lost its positions and the result was that share price dropped to a 3 year low level. Mr. David Edmondson neglects the Company ethics and than he was fired. The strange part of the story was that he received a huge worth for his job. After his management The RadioShack Code of Ethics was changed. The date was 21. 02. 2006 immediately after his leaving. This wind of change in company’s policy was a big step to turn back their customers. Question 1: Evaluate this situation from the viewpoint of David Edmondson’s ethical leadership. What could RadioShack have done differently? Answer 1: According to D. Edmondson the only thing that he has done wrong is that he lied about his educational background and also says that this is the only thing that he did not followed from the ethnical leadership. After the truth was revealed he did not try to hide or to deny it, and that issue can be consider as ethical behavior. We will write a custom essay sample on YouVe Got Questions or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Also he made an apology to the investors about the bad performance of the company and did not cover up his fault. However, Radio Shack could have done better and could have avoided this shameful situation. First, they have to investigate all their employees before hiring them in the company. Thus they would have understood that Edmondson did not have his two degrees and all of his educational background is just a scenario. Also they could have prevented themselves from losing more money by firing him at the moment and not paying him anything as compensation. As a conclusion I would say that the company could have done things first to avoid the uncomfortable situation that they fell into after hiring an uneducated employee and second to save money by not paying anything to a person who have deceived the company and ruined its reputation. Question 2: What stakeholders might be impacted by this situation? What concerns might each stakeholder have had? Was any of the stakeholders’ concern in conflict with each other? Explain. What impact might this have had on employees? Answer 2: Radio Shack is a company with many stakeholders that are interest mainly in the good performance of the company. A situation like that with David Edmondson could have a great influence on them. From the one side are the investors who might not be very satisfied, because the company can start losing money, customers, reputation, market share etc. They are interested in the good functioning of the company as they consider it as a lucrative vehicle. On the other side are the employees, who surely do not want to be managed by an uneducated person, but they are not capable of doing anything in order to change the situation. Last but not least are the customers that can stop buying the products after they learned about the fraud of the CEO. (although it is not very likely to happen just because nowadays people are more interested of the product itself that the company that is producing it). Bearing all this in mind we can say that the stakeholders can do almost nothing if a situation like that occurs just because they do not have the right and the power to interfere into the manager’s business, decisions and actions. Question 3: Do you think the board’s decision to fire Edmondson was â€Å"tough,† as Len Roberts suggested? Why or why not? Why do you think Mr. Roberts would have described this decision as such? Answer 3: In our opinion, the decision to fire Mr. Edmondson was not „toughâ€Å"under the circumstances that occurred. Mr. Edmondson already started at the RadioShack Corporation lying about his educational background. That is not a good precondition for being a responsible and exemplary top manager. When Mr. Edmondson became the new CEO of the company, flat sales and lagging stock prices occurred. On top of that, the RadioShack share prices were falling greatly right after the uncovering of his lies and underhandednesses. He apologized for making those mistakes and in order to make an improvement, the CEOs idea was to close a lot of stores. His behaviour violated the companys ethics. The main value of the company is to be responsible so as to create an environment that encourages employees to adapt the values of the company. He did not act according to the company’s slogan which shows that the management was not value-based. In general, Mr. Edmondson just failed to meet the companys standards by his unscrupulous behaviour. He has a lack of moral sense and the company does not permit or even encourage unethical practices. Top managers are role models which means that they have to set an example to their employees Although being socially responsible and ethical is a serious challenge nowadays, the company can not tolerate his performance. Besides that, it is very important for a company to be successful and Mr. Edmondson was not able to archive the goals. Therefore it was not such a tough decision as Len Roberts suggested. He probably said that because at first the broad was sure about selecting him as the new CEO of the RadioShack Corporation. But now they had to admit the mistake. Nobody wanted to be blamed by the society and so they pretend to still believe in Mr. Edmondsons work. They did not want to make the situation worse and loose more customers who have a huge impact on the company’s profits. Question 4: What impact do you think the company’s severance package to Mr. Edmondson might have? Answer 4: The company’s employees will be dissatisfied when a CEO who has lied about his background receives a severance package of over a million US dollars. This might lead to demotivated employees. Also the stockholders will not be happy to hear this. It’s their money which is being given away to a ‘’bad’’ person. In general the company’s image has been damaged. In the worst case this might lead to decrease of sales. Question 5: Could an organization ever prevent a situation like this from happening? Why or why not? What could you do? How could the company’s Code of Ethics play a role? Go to the company’s Web Site (www. radioshach. com) and take a look at its Code. Answer 5: An organization/company can and must prevent situations like this from happening! In every school, university or working place you can find a simple info for a person had been there. When some one wants to be accepted in a company the HR managers should not only check the CV and if it looks good to hire him. They are supposed to check on his past to see if he is telling the true in his CV and it is not such a big job. True sometimes is a few phone calls away. However a lot of organization do not check this information and hire people on a low position in the company only by CV. Later when the employee is dealing summarily with his job no one is asking questions about his education or his past, and on and on the story is getting closer to Mr. Edmondson’s. Every company can approach tactfully or directly for the information about their future employees and they should know every thing about their professional life and bad past. Question 6: In the March 2004 issue of Wired magazine, it reported that 44 percent of Americans lie about their work history. What’s your reaction to this statistic? What problems can lying on a resume create for an organization? Answer 6: The reaction which is appearing in my mind is all based on assumptions! People can lie because they want a job, want to work but with the background they have is not going to be easy to find a well paid job. You can lie because you are ashamed of your background. These are not the only reasons. An example for a person who does not have a education, but is very highly motivated to work is Mr. Edmondson a former CEO of RadioShack. He worked there for 12 years from the lower level to becoming a CEO of the company. After he get the CEO position a newspaper ran a story that he has a dirty past and he has not graduated school. You can lie even if you have an education and a good background. LIE – an act done for changing the true for a better and in a manner that will sound better.