College of Business Management
College of Business Management
Hi! I'm Professor Jess. I teach management, HRM, human relations, leadership, and organizational behavior. Also focused on personal development and productivity. What questions do you have?
medium.com/@dr.jessica.bagger
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Thanks Excellent video
Well done ❤
This is so true, just recently Rite-Aid fired its District Manager, as well as its Regional Manager as they decided to undergo a Structural Change, Rite-Aid filed for bankruptcy the-fore thought a structural change may help them survive.
Thankyou so much.
Thank u darling ❤
Thank you for this presentatin
Great video
Good job❤
I like this one. well structured with the differences, but also showing the importance of both effectiveness and efficiency in combination. however, the examples in the end are a bit confusing to me.. isn't company a effective by producing a lot of product, but not shipping them all out while company b is more efficient because only 2 toys get thrown away? or am I missing something?
When you meet your goal you are effective. So not shipping product isn't being effective. Hope that helps.
@@JessicaBagger thanks oh yeah I understand. a = more efficient with their processing = more output, but they struggle to meet their goal of shipping everything out (only 60%) thats why they are not effective. b doesn't produce as much but is far more effective bc they ship out almost 100% of their output.. so if im correct, our goal is of course to be both efficient and effective, so that we produce a lot of output with our resources, but also manage to meet our goals of shipping everything out in the end 👍 thanks
sorry but i still got a question i understand that B) meets the goal of shipping out the product more than A) but i still don’t understand how A is more efficient? because in the end they waste 75 toys for nothing and i thought efficiency was all about using your resources. and what if the goal would be to ship out as many toys as possible, then A would be more effective right? because u ship out more B how ever would be more efficient since we only waste 2 toys out of 90…
Hey no worries. Shipping the toys meets the goal (effective). Producing more with less is efficient (regardless of what happens after production) - they are efficient but they don’t meet the goal, they are not effective
😮
Thank you very much for this, I used this for my MBA research
Great!
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It is true that the union should file a Greivance for contract violations. However they don’t , they just file a Greivance cause the employee wants to. It’s actually a poor process as their is no intake coordinator to say that this Greivance has or doesn’t have merit. It’s no different than in real life a man won’t pay an attorney hundreds to represent them on a $20 parking ticket. The cost is the barrier to the man to give up. With a union it’s all “free” so everything is grieved and the system is bottle necked with dubious grievances
Your point out that an absence of an intake coordinator or a similar filtering mechanism in the union grievance process can be a challenge. Generally, unions have some filtering mechanism in place. You draw a parallel with legal representation in smaller matters, pointing out how the cost can serve as a natural barrier to filing less serious complaints. You suggest that in the union context, the absence of such a financial barrier could lead to a bottleneck of grievances, some of which may have dubious merit. Thank you for sharing your perspective.
@@JessicaBagger yes, what I’m saying Dr. Bagger is because everything can be grieved and the accused has nothing do to (pay a fee, file paperwork etc) except tell a committee man they want it grieved. Then they get a Greivance written. Nor does the committeemen say to them “listen you were caught red handed or admitted to the charge in the hearing” they just “lie” on behalf of the person in fear of an NLRB charge for failure to represent. I work in labor relations with a union.
How would you solve it?
@@JessicaBagger I came to the video to just see an outline of the process and think about it. It’s a double edge sword. The solution would be an intake coordinator to determine if you have a case to proceed. However, there would be a conflict of interest as this person would be Union and can’t go against their union brother and sisters” and most likely say yes to all charges in the persons favor filing it. I don’t think it can be resolved, but the starting point would be at national negotiations when the CBA expires to suggest the coordinator
@@JessicaBagger I do want to point out that with the EEOC there is an intake process. People go and have to answer a questionnaire and the investigator reviews it, calls you down to their office and asks you questions. If it appears there could be a charge / case they proceed to send the letter to the employer if not they will tell you that you haven’t been able to make a case and deny it
Collaboration Identify your needs not wants What is critical why is it critical Identify your interest/needs Identify others interest needs What has worked for you before Tell me your reasons for wanting x What do u think about x If you had a choice what direction would u go and why Framing questions like this helps us get to the root of the conflict Identifying the conflicy Determine common goals Brainstorm ideas on how to meet goal Determine the steps needed to meet the goal Address each party’s responsibilities in meeting the goal Listen to understand needs Avoid saying you always and never Work together to produce solutions Avoid judgements Share your strong feelings respectfully Do not react to emotional outburst say that we should talk another time when u feel better
Great presentation
Thank you for such valuable content Jessica 🙏🏽
So eloquently explained, thank you so much!
Excellent presentation
best way to make thgs easy ❤️
This is the best video about strategy
Thank you, very impressive!
I enjoyed ur video. But there is something that is missing from all these platforms of teaching. Examples. You provided an example for planning and it helped me understand. But im stuggling with learning this, as i cant connect this with daily management activities. Maybe i understand by example because everything i have read and watched just seems like words that i dont know how to apply because of the lack of examples. Great video, thank u for sharing.
Hey Dareenlub - If you spend a few moments thinking about daily management activities, I think you'd be able to align them to the POLC. In the meantime, here are some examples: Plan Define Vision, Mission, Values Set Goals and Objectives Strategy Plan of Action Organize Design Organizational Structure Allocate Resources Create Job Descriptions Lead Leadership Provide Direction Motivate Coordinate Communicate Control Set Process Set Standards Review Performance Evaluate Performance Take Corrective Action (training, support, etc.) and Celebrate Successes Hope that helps!
@@JessicaBagger thank u. Very kind of u too respond. Very much appreciated.
You did a great job. Very explicit.
Thank you for your video. It's very useful
Glad it was helpful!
Great lessons. Please, is there a follow-up video? You closed by saying "see you in the next one". Which video is next? I would want to see how to bring all Porter's forces, PESTLE, and possibly VRIO into focus when designing the corporate strategy. Thank you
Here you go, this is the "next one": kzread.info/dash/bejne/Y2ur0cpmj92wnaw.html
Human Motivation | Process Theories incl. Expectancy Theory: kzread.info/dash/bejne/mqqD09KPdbmclZs.html
hi
Not a fan of this at all. Balanced scorecard is a destroyer of companies. It is a crutch used by senior managers who have no vision and cannot inspire.
Vision/inspiration and balanced scorecards are not mutually exclusive. Both can exist! I agree though that many leaders find it hard to be inspirational.
@@JessicaBagger Let's just get to the point. Balanced Scorecard is a methods to beat employees into submission and destroy company morale. It is a terrible idea and a failure in practice. It is one of the best ways around to get talented employees to leave for greener pastures. Just leave them alone and let them do their jobs. They are smart enough to figure it out on their own. Nobody wants tyrants hovering over them while they work. Most people are motivated to work on their own. Balanced Scorecard is a dismotivator. Life is hard enough without little Hitlers making people's lives misearble at work. You need to stop teaching this crap. Example: "Coming to agreement". This is never two way. It is always top down. And it doesn't even touch on the fact that the vision is probablly flawed. (It amost always is). And then the metrics that are used. These will always be arbitrarily quantified and when conditions change, now you are stuck with crappy "metrics" that are driving the company to ruin. Metrics are for robots. People are complex. Situations change. You might be surprised to know that some of the best ideas in business are created by people who sit around and think about things without producing a single widget.
Clear explanation.. tqvm Madam..
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Thanks really usefull information.
Thnx
Thanks Prof. It was quite insightful. I will add this as a reference to my assignment please.
Yes of course! Good luck with your assignment.
fabulous content College of Business Management. I broke the thumbs up on your video. Maintain up the superb work.
Thanks for this excellent lesson Prof Jess. Can you please tell which text book you are referring in the video. thanks again
It's the Bauer et al. Organizational Behavior book!
Thanks for the Videos, Is there a way I can access your slides please?
I don’t currently share slides. Thanks for the ask though, I’ll consider it for future uploads. Hope you’re well.
@@JessicaBagger Thanks
Isn't it a conflict of interest, what company has its own union, paying their own employees to represent union members paying monthly $60 union dues, gaining no money for winning grievances, when you can, for free, file an EEO within 45 days of Usps offenses, winning up to $300,000. for discrimination and up to $4 million for retaliation? Usps union is complicit with Usps management, practicing patterns of racism, retaliation against whistleblowers, and discrimination and retaliation against injured on duty disabled employees! See McConnell vs Usps, Pittman vs Usps, Glover vs Usps, and many, many more cases for decades! Past 5 years Usps paid out $5,631,795. for sexual harassment. Exercise your legal rights under federal protection Laws, No Fear act of 2002, prohibited personnel practices, due process, equality act of 2010, civil rights act chapter of 7, rehabilitation act of 1973 (504), and disability act. CYA!!!
Thank you for this video.
next time always give examples in order to understand more your topics
Appreciate the feedback! Hope you are well, Ricky.
Hi! Thank you for your explanation. Your explanation really helped for my presentation.
You are welcome. Good luck on your presentation!
absolutely perfect explanation with appropriate examples
Thank you!
Please I need your help to clarify how leadership behavior impacts knowledge management through the culture organization? If you can give me your email address or your what's up, thnanks.
The relationship between leaders and organizational culture is interactive: the organizational culture impacts a leader’s choice of leadership style, but over time, the leader influences (and changes) the organizational culture.
@@JessicaBagger thanks first for this clarification, so it's like influence circle 😊 thanks
@@amiradel6274 Yes! But in the end, a manager has more influence on the culture than vice versa. Caveat: a lone manager is unlikely to have much influence unless they are the CEO/prominent C-level executive
Pure values are in this channel, Much appriciated of your works dear madam and May Allah bless you.
Thank you!
Thanks for the explanation!
Of course! You’re welcome. Stay healthy (:
Many thanks, Very helpful and on-point!!!
You’re welcome!
Do the change assessment at: images.barnesandnoble.com/pimages/resources/pdf/Change_Quiz.pdf Based on your results, why do you resist change? What are some things you could do to improve your resistance to change?
CQ self assessment: commonpurpose.org/knowledge-hub-archive/all-articles/what-is-cultural-intelligence/cq-test/. In which ways are the results accurate for you?
The best video so far thanks a lot for this amazing video
Hey thank you so much!
wonderful discussion Thank you
You're welcome! (: