Twisted by Laurie Halse Anderson Essay Example | Topics and Well Written Essays - 1250 words

Twisted by Laurie Halse Anderson - Essay Example The protagonist Tyler Miller has a hard life. His father works all day long and he is not the kind, understanding father his children would have wanted him to be. He has to face a lot of pressure at work and that is what makes him take his frustration out on his family by being intimidating and controlling. Tyler’s mother who is a pet photographer, cake baker, and a genuinely nice woman makes every attempt she can to keep her family together but her attempts fail and with every day that goes by she becomes more depressed. Hannah is Tyler’s younger sister who is just starting high school and whom he completely adores. His only friend in school is Calvin â€Å"Yoda† Hodge who later becomes the love interest of Tyler’s younger sister. He is in every way an average guy with an average dysfunctional family. Tyler is sick and tired of being a nobody in his high school and at the end of his junior year he decides to change that by doing the â€Å"Foul Deed† which involved doing graffiti on school walls. But things don’t go exactly as he planned and he gets caught. He is ordered to do community service all summer by helping janitors in his school. He also has to pay for the damages so he has to sell his car and take a landscaping job for the summer. After this incident Tyler develops a reputation as the trouble maker and due to his hard job he also develops the physique which in turn makes him more attractive to his secret crush, the sister of his main tormentor who also happens to be the daughter of his father’s boss, Bethany Milbury.... Initially he is happy that he is invited to enjoy along with the popular crowd of the school but after the party where Tyler’s love interest Beth, her brother Chip and his friends get drunk and Tyler is left driving them home, he is accused of doing some unspeakable stuff to Beth. Being rich, Beth’s family is easily able to take a lot of steps to punish Tyler for the crime he has not even committed. He is not only tormented by his peers at school but he is also distressed when his father treats him like a criminal. This is a great book for several reasons. Firstly Laurie Halse Anderson did an exceptional job portraying the average youth. Tyler’s narration is heartbreaking, honest and funny. What makes Tyler such a remarkable character is that he is by no means perfect. He has been an outcast nerd his whole school life and he lacks the courage to stand up against his tyrant of a father. He also doesn’t have the determination required to be able to take char ge of his life and change things for the better. Tyler loves his mother and sister and he is enraged when he sees his father pushing them around but he doesn’t take any action against it. Tyler’s father is demanding and he forces Tyler to take all the advanced classes in school. Tyler knows that he can’t do well in the advanced class and even though he faces continuous trouble with his studies, never once can he muster the courage to make things straight with his father. His reason for not doing so is that he thinks talking with his father would do no good so he does not even give it a try. When he faces all the trouble at school he starts planning ways to escape his problems instead of

MPH503, Infertility and Public Health, Mod 3 Case Assignment Essay

MPH503, Infertility and Public Health, Mod 3 Case Assignment - Essay Example This paper will attempt to answer those questions in relation to the results of the Bragdon v Abbot case. According to Bragdon v Abbot there is a right to reproduce, similar to the right to breathe. The case is saying that reproduction is a major life function just like any other bodily function and a disability related to reproduction is as important as a disability related to asthma (Walker , 2010). Further, the Code of Federal Regulations according to Walker (2001) states that "any physiological disorder, or condition, cosmetic disfigurement, or anatomical loss affecting one or more of the following body systems: Neurological, musculoskeletal, special sense organs, respiratory (including speech organs), cardiovascular, reproductive, digestive, genital-urinary, hemi and lymphatic, skin, and endocrine." As is noted, reproductive is listed. There is a lot of disagreement at the moment as to whether or not infertility is a disability, in fact, it appears that all of the states supreme courts cannot seem to agree. However, in this particular case, it was determined to be a disability and unless another case comes along and determines the results of this one to be incorrect, it will be considered by insurance companies and employers to be so. Certainly insurance companies must respond by assuring that insurance cover infertility treatment. This writer does not believe this will last long. There will be another supreme court case to come along. It is not that this writer disagrees but certainly at the cost of such treatments insurance companies will either need to raise cost or find a way not to cover the treatment. It is thought that certainly most states will go for the attempt to get insurance companies to pay for infertility treatment, with the exception, possibly of self-insured cases. In some ways, mandating insurance to pay for infertility treatment

Interrelationship Between HRM and an Organisation

Interrelationship Between HRM and an Organisation INTRODUCTION The aim of this assignment is to examine the interrelationship between Human Resource Management (HRM), an organization and its environment. This essay will cover four main topics which will be discussed in detail. First part is The Strategic HRM with reference to Armstrong and Long (1994). Second part is Policies and practices with reference to Devanna, Fombrun Tichy (1984). Third part is challenges in human resource planning and fourth part is stages in planning process. Human resource management is defined as a tactical and coherent approach to the group of an organization’s most cherished assets; the people working at hand who individually and collectively contribute to the accomplishment of its objectives. Boxall et al (2007) illustrates HRM as the management of job and people en route for desired ends. Strategic HRM is an approach that explores how the organization’s goals will be achieved throughout individuals by means of HR strategy and incorporated HR policy and practices. Strategic human resource management â€Å"Strategic HRM addresses broad organisational concerns relating to changes in structure and culture, organizational effectiveness and performance, matching resources to future requirements and the management of change. Overall it will consider any major ‘people’ issues (Armstrong and Long 1994) Pak and save is best known as a supermarket retailer for grocery goods in NZ. It believes that they have a variety of employment policies to make certain that their workforce is as representative of the wider community.(Bized.co 2012) For changes in structure and culture employees usually has several options of employment including part time, flexible contracts for retail employees, job share, enhanced maternity leave/pay, paternity leave, special leave for personal development. (Bized.co(2012).It may be well argued that in many cases the human feature is over and done in relative to how they deal with people, leaving most employees unhappy creating a high staff turnover which harms organisational performance. It is then a great importance that individuals as opposed to just workers want to be managed in a way that dependable with broad organisational requirement such as effectiveness. Mainly organisational efficiency relies on they’re being a fixed ‘fit’ amongst human resource and business strategies. Overall strategies illustrate the general intentions of the association about how individuals must be managed on which potions must be taken to make sure so that as far as possible workers are dedicated, inspired and occupied. All operations regard quality as an important part whereby customers find is easy to judge the operation. As far as customer satisfaction is concerned, the empirical findings demonstrate that most of respondents are satisfied with the overall level of performance of their most preferred supermarket while others are neutral and dissatisfied. Department managers and staff are accountable for the way they communicate and conduct business within the organization. It engages the staff in learning and training techniques to improve their own management skills to meet up the everyday challenges of the working environment. Matching resources to future requirement for Pak and save is by keeping communicating support to employees. The employer develops clear goals, expresses the company’s commitment so that staff can work hard and achieve them, it assigns responsibilities such as training job analysis etc to designated staff members to achieve their set goals, and it ensures that assigned responsibilities are fulfilled. Also it provides appropriate resources for future. Management of change is adapting of knowledge to increase its capabilities. In order to keep Pak and save competitive it has to adopt strategic changes. It enables the organization to widen their services and provides the customers diverse options. It enables the customers to derive information about various products and services. Policies and Practices The formulation of HRM policies and implementation of personnel practices and procedures must be based on fundamental philosophies of controlling behaviour and employee relationships. Often referred to as the original model of strategic HRM the ‘matching model’ developed by Devanna, Fombrun Tichy (1984) shows how HR policies and practices are inextricably linked to the formulation and implementation of strategic corporate or business objectives. This model emphasises the need for ‘tight fit’ between HR and business strategies but also recognises the role of external forces and environmental circumstances in determining just what an organization’s mission and strategies might be. HRM is a top-level activity concerned with setting board directions and strategies. In this model planning is used. There is logical approach to the plan and organization of HR systems based on an employment policy and staffing strategy often underpinned by a philosophy. HR policies and activities are matched to some explicit business strategy. The Michigan model shown recognises the external and internal forces of HRM as a triangle. Management decides the mission and strategy, it designs the organisational structure to meet the strategy and mission, and integrates and organises HRM to fi t in with the structure and to fulfill the mission and strategy. The mission, strategy, organisational structure and human resource management cannot operate in isolation. They also need to respond to the external forces of politics, economics and culture. Once these have been taken into account, managers can commence to plan the human resource system. The Michigan model is based on strategic control, organisational structure and systems putting place for managing people. (Blog spot 2012). It explores the need for human assets to be managed to achieve strategic goals. Motivation and rewards are important but only as a means of achieving the organisational mission and goals. Economic forces that affect Pak and save are income, inflation, recession and interest rate. Political forces are either positively or negatively depending on the existing circumstances in the country. It mostly forms the outside factors which are a fraction of the macro-environment which controls the ability of individuals. Cultural forces are dealing with different ethnic groups of people for example like in Pak and save we deal with all kinds of races like asian, polynesian etc. Mission and strategies is the description of what the organization does. Every staff member’s actions in Pak and save express the mission statement by the behaviour and attitude in action. Organisational structure of any organization will vary upon the size and type of business. In retail store (Pak and Save) creates a variety of divisions for every particular function along with many layers of management. It has employees consisting of a manager, assistant manager and sales associates. An organisation operating ‘hard’ HRM would aim to have a rational fi t among the organisation’s strategy, structure and HRM systems. The management style would see employees as a means of achieving business goals, and employees would be valued only if their worth had a positive effect on business strategy. The hard model of HRM is much closer in its philosophy to free market thinking with the use of hiring, fi ring and cost-cutting to ensure that the human resource is fully utilised. Challenges in human resource planning Human Resource Planning (HRP) could be expressed as a procedure by which the organization ensures the right number of people and right kind of people, at the right place, at the right time doing the right things for which they are recruited and positioned for the accomplishment of goals of the business.(Mullick.H 2013). It is a procedure of deciding what positions the firm will have to fill up, and how to fill up them. (Mullick.H 2013).It also determines HR needs of the organization in the context of its strategic planning. Human resource planning is a continuous process. According to Dale S Beach (2013) â€Å"Human Resource Planning is a procedure of determining and assuring that the business will have an satisfactory quantity of skilled people on hand at the appropriate time, performing jobs which meet up the requirements of the enterprise and which give satisfaction for the people involved†. Some of the challenges of HRP are firstly, Economic and Technological Changes which is shift jobs for developing and to examine industries and telecommunications, pressures of global competition cause firms to adjust by lowering costs and rising production, growth of information technology (Thomson Business Professional Publishing.(2005). Secondly, Workforce Availability and Quality which is insufficient contribution of employees with required skills for â€Å"knowledge jobs†, education of workers in basic skills. Thirdly, Growth in Contingent Workforce which is Increases in short-term employees, independent contractors, leased workers, and temporary staff members caused by necessitate for flexibility in recruitment levels, greater than before trouble in sacking usual workers, reduced legal accountability from contract workers.(Essays.com 2013) Fourthly, demographics and diversity Issues which are more diversity of race, gender, age and ethnicity. Fifth, balancing Work and Family such as dual-career couples, single-parent households, decline in the â€Å" traditional family†, working mothers and family/childcare, single employee â€Å"backlash† against family-oriented programs. Lastly, Organizational Restructuring, Mergers, and Acquisitions which is â€Å"Right-sizing†Ã¢â‚¬â€eliminating of layers of management, closing facilities, integrating with other organizations such as Intended results are flatter organizations, increases in production, quality, service and lower costs, expenses are survivor approach, loss of employee loyalty, and turnover of priceless workers. HR managers must work in the direction of ensuring cultural compatibility in mergers. Stages in Planning Process Human resource planning is a strategy for the acquisition, utilisation, improvement retention of an organization’s human resources.(Scribed Inc 2013).It is the procedure of analyzing and identifying the requirement for and accessibility of human resources so that the business can meet up its objectives. There are six steps in this approach: first is strategic business plans .The organization’s mission and strategies form the foundation for all human resources planning. By analysing the strategies and plans managers gain a clear view of the organizations directions and to be able to find out what type of organizational skills and proficiency are essential to achieve strategic goals and planned targets. Relation to Pak and save supermarket uses strategies to attract attention of consumers and to increase the sales. Different techniques are implemented so that they can achieve the goals and managers are being guided by the store manager on how planning has to be done prio r to the activities. Secondly, human resource requirements the organization must plan how it will organize and manage the work involved. Whether it is necessary to change the structure of the organization and how the workload can be distributed. This stage involves job design, job analysis and person profiles. For example in Pak and savethe store manager instructs the department managers on their duties and the managers assign their department staff member’s duties. On checkout department, my manager instructs on which shifts I should be working and tells in detail on how the job should be done. Thirdly human resource availability – The supply side of the equation requires equally carefully analysis. It involves the assessment of the organisations current human resources stock and the prediction of movement likely to occur in future. For example in Pak and savethe stock is ordered before a day so that shortage doesn’t arise and by having available stock all the time makes customers happy to do shopping rather than discouraged to come in store. For future it shows a positive view for the customers and the job is secured for the staff members. It is the estimation number and value of customers necessary to gather future desires for the business. Fourthly, assessment of human resources needs is comparing human resources needs with existing resources is at the heart of HR successful planning. It covers internal and external sources of supply.Fifthly action planning which involves planning of organizations current human resources and its future needs which are preparations of new organizations charts, job descriptions, and job evaluations, development of remuneration management plans, performance appraisal, career development and counseling activities. Sixthly, implementation and monitoring Implementation and monitoring – The planning effort can be wasted if the resulting plans aren’t carefully implemented and monitored. HR planni ng however is not a static or one time exercise. It is a continuous process which requires constant checking and adjustment as circumstances and needs change, at the quantitative level, supply and demand forecast should be updated from time to time. At the quantitative level there is need of checking required so that the recruitment selection, development and training, retention activities and downsizing plan. Conclusion The aim of this assignment has been to investigate the connection between the function of an organization’s HRM within its wider strategy. This essay argued that the development of strategic HRM in the literature is a clear indication and also provided a literature review of specific areas for developing strategic approach to HRM. Reference Armstrong, M and Long, P (1994) the Reality of Strategic HRM, Institute of Personnel and Development, London. Bized.co(2012). Sinsbury Case Study. Retrieved from http://www.bized.co.uk/compfact/sainsbury/sainsindex.htm?page=15 Blog spot.com (2012). Michigan model. Retrieved from  http://paulooliveiramartins1967.blogspot.com/2012/11/unit-1-michigan-model.html Dale.S.(2013). What is Human Resource. Retrieved from http://www.whatishumanresource.com/human-resource-planning Fombrun, C., Tichy, N., Devanna, M. (Eds.). (1984). Strategic Human Resources Management. New York: John Wiley. Mullick.H(2013).Human Resource Planning. Retrieved from  http://www.slideshare.net/HARENDRA_MULLICK/human-resource-planning-10503057 Rudman, R. (2000).Human resources management in New Zealand.(4th ed.).Auckland, New Zealand: Pearson Education New Zealand Limited Scribd Inc. (2013).Human Resource Planning. Retrieved from  http://www.scribd.com/doc/37546102/Human-Resource-Planning Singh, S (2013). Human Resource (handout). Auckland, New Zealand: Aotearoa Tertiary Institute: Diploma in Business. Thomson Business Professional Publishing.(2005).Nature of human resource management. Retrieved from  http://www.cob.sjsu.edu/virick_m/bus150_slides/Ch1.ppt Retail.com(2013). Organisation. Retrieved from  http://retail.about.com/od/staffingyourstore/a/organization.htm?vm=rvm=r UK Essays.com(2013).The Current and Future Conditions of HRM Management. Retrieved from  http://www.ukessays.com/essays/management/the-current-and-future-conditions-of-hrm-management-essay.php

Sports Narrative - Volleyball Tryouts :: Personal Narrative Essays

Personal Narrative- Volleyball Tryouts Six long hours after departing Hotchkiss, we finally reached our destination. We pulled into the parking lot of the Super 8 just off Interstate 76 in Sterling, Colorado. Since I had been to this hotel on a previous trip to Sterling, I began wishing I had brought my swimsuit along. Mom and dad went inside and got the keys for room 129. I was so sick of riding in the car that I did not care what the room looked like as long as there was a bed for me to sleep on. As we entered the room, on the left there was the bathroom sink, a mirror, and a place to hang our "good" clothes. To the right, was the miniature bathroom. There was not enough space in there for a midget. Stepping out of the entranceway, there was a wooden dresser with a 27-inch television. By the large window, there was a small table. Two queen size beds sat on either side of the nightstand. The purple patterned quilts were quite shocking compared to everything else in the room. Awaking at 7:00 a.m. on the cool morning of December 7, 2003, I prepare for a long day. I put on the spandex and T-shirt that I will wear during the tryout at Northeastern Junior College. By 7:30 a.m., my family is walking over to the neighboring hotel's restaurant for our breakfast. It did not take long to decide that I wanted two golden-brown, buttermilk pancakes with warm maple syrup for breakfast. Both of my parents knew what they wanted right away and as usual, we were all waiting for my little sister to decide. Finally, she decided on the pancakes. It took only ten minutes to get our food and what a relief that was considering my stomach sounded like there was a lion inside. The pancakes were delicious, and my dad's biscuits and gravy was yummy. However, the cinnamon roll my mom order was hard as a rock and she had to pour maple syrup over it. That did not help it at all. After breakfast, we returned for some lounge time in the hotel room. My dad and sister watched television, my mom crocheted, and I worked on my Kinderbuch for German class. As usual, everyone but me fell asleep. At 10:30, we packed all of our things into the back of the Tahoe and pulled around to he front to return the keys.

Othello: a noble character who loses but ultimately regains our sympathy Essay

Othello is most definitely an imperial character who gets assassinated by his â€Å"trusting friend† Iago. We see his nobility from the beginning, Othello is being accused of all sorts of things, still he doesn’t hide and wants to clarify the situation and even lets his wife speak for herself; he continues to prove that he is a right and just character when he is put into the position of breaking the rules to help his friend or to do what is right, which means he had to fire his own friend. From here on Othello’s behaviour is utterly despicable. However I an abundance of sympathy for him, as we know Iago’s plan however Othello can’t help but lose his peace of mind and his personality completely changes. This leaves me with deep sympathy for his human nature of getting jealous so easily. He treats Desdemona appalling and rules over without giving her an opportunity to prove herself; Othellos behaviour is reprehensible and crashes to a new low when he strikes his wife, calls her a whore and goes to the extreme of killing her. Here I have a small amount of sympathy as he is being tortured by Iago. At the end he realises what he has done and tries to redeem himself by doing the noble thing and killing himself as well. However I have no sympathy for him at this point he should have never let it come this far, he had the ability to stop it. In the opening act we immediately see the racism towards Othello. Iago proclaims to Desdemona’s father Brabantio â€Å"even now, now, very now, an old black ram is tupping your white ewe†. Brabantio is outraged by this proclamation and doesn’t believe his daughter would be capable of such betrayal. Iago adds â€Å"You’ll have your daughter covered with a Barbary horse; you’ll have nephews neigh to you† and the final comment that pushes Brabantio to go in search of Othello â€Å"your daughter and the Moor are now making the beasts with two backs†. I have great compassion for Othello as in the first act without yet meeting him, we are led to believe that he is some animal that has put Desdemona under â€Å"spells and medicines bought of mountebanks† When Brabantio confronts Othello, his nobility shines through . Othello shows us that he is brave and calm. Othello doesn’t run away, he stands up for himself and refuses to fight without good reason â€Å"Keep up your bright swords, for the dew will rust them.† Othello is definitely respectful and could almost be called a feminist. Instead of  speaking on behalf of Desdemona he â€Å"send(s) for the lady to the Sagittary, and let her speak of me before her father† In Shakespearian times was an unheard of thing to do yet it was incredibly noble and respectful. Othello continues to be a model character when he chooses to do the right thing over choosing what is easy. Othello was faced with the decision to fire his close friend Cassio. He values his reputation and if he was to over look Cassio’s mistake, Othello’s professionalism would be questioned. â€Å"Cassio, I love thee; but never more be officer of mine.† I have deep sympathy for him at this point as we, the audience, know that this is all part of Iagos wretched plan to ruin Othellos life. Othello is clueless as to what â€Å"honest Iago† has in store for him. It is not until the temptation scene until Othello’s nobility immediately gives way. At this point, Iago has a heist on Othellos life. Othello has lost the ability to sleep; his peace of mind is ruined along with his nobility and his confidence in his own opinions and beliefs. As I mentioned already, Othello used to treat Desdemona with the upmost of respect and dignity, however Othellos kind and gentle personality have been drastically altered. Othello no longer gives Desdemona the opportunity to defend herself. In fact she is so clueless and confused, she doesn’t know why her loving husband has taken such a turn, she then blames his erratic behaviour on work stress saying â€Å"something sure of state†¦. hath puddled his clear spirit† Othello also calls Desdemona a â€Å"whore† when he asks â€Å"Are you not a strumpet?† I must admit I have a bit of sympathy for Othello here because he is not in his proper state of mind. However he strikes her in front of her friend and family â€Å"I (Desdemona) never gave him cause† She is in disbelief that her husband would be capable of such a thing. After this I have absolutely no sympathy for him; it is completely unacceptable to hit a woman, regardless of the circumstance. In the final scene Othello crashes to an all time low. Othello stands over his sleeping wife, preparing to kill her. Desdemona attempts to plead with Othello â€Å"And have you mercy too! I never did offend you in my life†. She asserts her innocence, but Othello smothers her. Again, I have no compassion for this act whatsoever. Desdemona did not deserve to die â€Å"a guiltless death†. After realisin the truth, Othello is crushed â€Å"Are there no stones in heaven but what serve for the thun  der? Precious villain!†. Othello then makes a speech about how he would like to be remembered, and begs for punishment, he pleads â€Å"Wash me in steep-down  gulfs of liquid fire!† He then does the somewhat noble thing and kills himself with a sword he had hidden â€Å"Killing myself to die upon a kiss.† It is clear to be seen that Othello is a noble character however Iago does everything he could possibly do to ruin Othello’s marriage, career and ultimately his life, which conclusively deteriorated his nobility as the play developed. I feel that he did not regain my sympathy as I feel that he took the easy way out by killing himself. Even though he was severely manipulated by Iago, the way he dealt with the situation was too harsh and if he kept a level head and addressed the issue differently, so many lives could have been saved.

Hilary Kuykendall Ya Liang Essay

1. How did Turner get himself into this predicament? What is going on for Cardullo? Many reasons contribute to the situation Turner’s currently in, first of all being his abrupt decision of taking the job. The job offer by MLI is very appealing, though, Turner isn’t thinking thoroughly about whether or not he is capable of doing industrial marketing,which is different from what he really likes and is expert in. Making a pros/cons list like the chart below is a great way to evaluate if you will be successful in a new position [4]. The risk is even higher as MLI is struggling financially and still in the transition of a merger.The unstable environment has left him little time to adapt to the new job though time is promised by Cardullo. So this is not a wise career choice in the first place. Secondly, Turner is trusted with too many responsibilities too early in his job. Turner doesn’t really know how to cope with the situation because it’s quite different from what he had in Wolf River. He really needs time to absorb all the information and get an understanding of both internal and external circumstances. Now he has no choice but to make quick calls based on a superficial observation, as well as instincts and past experience which could prove to be very wrong and dangerous. The same is true with the full autonomy over pricing. Turner never has a safe chance to prove his worth before being handed so many responsibilities, so once he fails, he will lose it all. Thirdly, things going on with Cardullo is making it worse. From the case, Cardullo can be described as being extremely judgemental and strongly opinionated. He abruptly sees people as either competent or incompetent and has, from what Turner sees, undermined the value of Kelly, a dependable sales veteran. His attitude also intensifies problems. Cardullo believes in the very opposite of â€Å" praise in public, censure in private†. The public rebuttals are making business issues  personal, and Turner is not comfortable with it. The upper management should be at least seemingly united and resolve issues in private, especially during the unstable period, otherwise some employees would take advantage of it and act on their own interest, such as Julie Chin. She is now teaming up with Cardullo against Turner and worsening the relationship. Generally, the soured relationship between Turner and his boss truly results from the lack of communication. Cardullo is spending too much time at San Diego Office and lacks patience of affairs in MLI. Cardullo’s undermining Turner’s performance irrespective of external environment change and his accusing of Turner’s team leaking sensitive information are jeopardizing mutual trust. His meek response towards Turner’s generator plan and his questioning Turner’s decision making ability concerning the bulb sales are melting Turner’s loyalty and enthusiasm. 2. What did Pat Cardullo and Jamie Turner each initially bring to the situation at MLI that would seem to ensure success? Failure? Pat Cardullo and Jamie Turner come from different company cultural background and have different management style. Jamie Turner has a good educational background and rich experience in marketing. He’s intelligent, dynamic and willing to accept challenges, which is exactly what MLI needs during the special time. Compared with Cardullo, he is more appealing to subordinates from MLI, who are really having a hard time coping with their new boss. Moreover, Turner is afraid of being seen as a job flopper and really enjoys his living in Chicago, so he could be a stable and loyal employee for quite a long time. Cardullo, on the other side, is very analytical and determinant. During their first meeting, Cardullo has demonstrated qualities of empathetic, receptive and cooperative. He is open ­minded and pretty good at being the charming boss. If, during their later cooperation as colleagues, Cardullo can remain as supportive and open ­minded as he appears in the beginning, they’ll make it a wonderful working relationship. However, things become more complicated when Turner is really worki ng for Cardullo. Cardullo is showing more of his other side as being impulsive and obstinate, which Turner is not prepared for. Turner’s position of â€Å"being afraid of losing the job and be seen as job ­flopper† lead him to suppress his feelings and try to be compliant, but  it only makes things worse. He doesn’t actively seek solutions to better their communication in the very beginning. Moreover, he is so confident about his position and â€Å"promising future† in MLI, and pays less attention in dealing with co ­workers, such as Julie Chin. Julie Chin later plays a key role in worsening the relationship between Cardullo and Turner. Secondly, Turner’s past experience is not strong enough to make him a â€Å"competent person† as what Cardullo expect. He is new in industry marketing, and lacks experience in cross ­functional collaboration. Also, he has little successful experience operating during financial shocks (think of the example of Turner’s leaving Lambowland.com). In addition, Cardullo’s position in San Diego office is really taking too much of his time and energy. These all almost ensure a unsuccessful result. 3. What were key choice points where either of them could have done things differently? Many opportunities arose for Cardullo to turn around the deteriorating situation with Turner. When he first brought Turner into the office for the second interview, Cardullo could have  introduced him to other members of the team and encouraged individual conversations with them. Giving a candidate the chance to learn what it is actually like to work in a certain office is part of a Realistic Job Preview, defined by Organizational Behavior as â€Å"giving job applicants a balance of positive and negative infor mation about the job and work context† [1]. This RJP is essential for both candidate and employer because it ensures both parties know what to expect before an actual offer is made thus reducing turnover. The CPA Journal found that â€Å"a firm with an initial turnover rate of 50%, using RJPs should result in a turnover rate of 38%, a decrease of 12%† [2]. If Turner was given the chance to speak to someone like Tim Kelly before he accepted the position, he might have rethought what working for Cardullo would be like in the long ­run. Another key point when Cardullo could have avoided the issues with Turner is when Cardullo gave Turner control over both pricing and sales long before they had originally discussed. Not only did he give Turner control over pricing, but the fact that Cardullo wanted to retain control over large orders was never discussed again. If he had proceeded as originally planned and waited until Turner had a better grasp of the business and understood what was  expected, the break ­even sale of halogen bulbs might have been avoided. As for Turner, his problems with Controller Chin began when he recruited one of her star performers for a project management position, even when she strongly resisted. Snagging someone’s top worker is a quick way to earn their resentment and even distrust. On top of poaching Bill Cook from Chin, Turner also undermined her power as controller when he took his cash ­flow concerns to Cardullo. Turner failed to recognize these two instances as subtle insults to Chin, so he was not prepared for her resulting reaction. Chin’s resentment manifested itself when she went straight to Cardullo to tell on Turner for the halogen bulb incident. His over ­the ­top reaction to her email strained their relationship to the breaking point. If Turner had not alienated Chin from the beginning of his time at MLI, he could have used her as a powerful ally in his dealings with the president. From day one, Turner knew Cardullo believed â€Å"control and marketing are the most important f unctions,† and to get the controller on his team would have been quite the coup. A major key point when Turner could have saved his working relationship with Cardullo was when Cardullo stated that he spent half of each week in each location, despite the CEOs suggestion otherwise. Turner should have seen this confession either as a red flag that working under Cardullo would not be as it seemed and remove his suit for the position, or as an opportunity to inquire further into the situation of Cardullo as president of two divisions. The information that Cardullo was in fact going against the wishes of the CEO would be a warning flag to most candidates, yet Turner did nothing after hearing of the situation. Finally, Turner’s approval of the break ­even sale of the halogen bulbs ruined any hope of earning Cardullo’s trust. When first discussing Turner taking over pricing, Cardullo stated he wanted to retain control over large orders. This stipulation was forgotten when Turner took over much sooner than expected. Whether he forgot the caveat or chose to ignore it, the large order of halogen bulbs was not Turner’s to dispose of. Even if the original transaction did not upset  Cardullo, hearing about the order after the fact from Chin would make anyone feel out of the loop and lied to. Turner should have either approached Cardullo before the sale ever took place, or shortly after to update the  president of the goings ­on of the division. 4. How, if at all, should Turner approach Cardullo at the end of the case? At this point in the situation, Turner’s options for salvaging his relationship with Cardullo seem minimal. Anytime Tuner has approached Cardullo with a relevant concern, Turner usually leaves still as frustrated and angry as ever. On the plane to San Diego the two discussed concerns in a frank and honest manner, but Cardullo dropped the suggestions within a few days after returning and left Turner feeling like their progress was disingenuine. In one last effort before Alan Oliver arrives, we suggest Turner sit down with Cardullo and clarify both of their roles as specifically as possibl e. Many issues stem from Turner stepping on Cardullo’s toes because he does not understand the boundaries of his new role, a typical case of role ambiguity. Even if it means conceding some power back to Cardullo, it would be helpful to both parties. The lack of constraint has left Turner feeling overwhelmed and kept him from settling in at MLI. It has also affected Cardullo to the point where he feels his power as president at MLI has been usurped. He even was heard to exclaim, â€Å"Remember that I’m still the president of this division.† As seen in Exhibit 1 below, role ambiguity is caused when something, either internal or external, has kept the receiver from fully understanding the role expectations of the sender. Another strategy is to admit that efforts to work together with no outside intervention have not been successful, and to enlist the guidance of the CEO. Even without the added formal credibility Oliver brings as head of the company, in many situations a third party can help facilitate the reconciling of parties. The added perspective can keep the airing of issues from becoming too personal, and there is a witness for the agreed solution and plan to reach it. According to the U.S. Online Training on OSCE, they can even do something as simple as â€Å"provide a party with reactions as to the acceptability of its proposals†. In addition to airing all issues, this would present a good opportunity for all three men to address the problems that have arisen from Cardullo splitting his two presidential roles. Each position demands his full time and attention and the different locations  make this impossible. From the beginning, Turner noticed he knew more about the details of MLI’s operations than Cardullo. A successful president is one that knows his or her operations inside and out, something impossible to achieve if you are gone for half of the week. Overall, Turner and Cardullo are not incompatible. We believe they could successfully work together if the underlying issues are addressed and boundaries clarified. References McShane, S., & Vonn Glinow, M. A. (2012). Organizational Behavior. New York: McGraw ­Hill/Irwin. [2] CPA, P. R., & Roth, P. Reduce Turnover With Realistic Job Previews. The CPA Journal. [3] McMillan, A. (n.d.). Group Dynamics. Reference for Business. Retrieved April 1, 2014, from http://www.referenceforbusiness.com/management/Gr ­Int/Group ­Dynamics.html [4] Gallison, D. (n.d.). An Effective Tool for Making Decisions. Career Transition: The Inside Job. Retrieved April 1, 2014, from http://ccppblog.wordpress.com/2013/08/20/an ­effective ­tool ­for ­making ­decisions/ [5] Third party roles in conflict situations. (n.d.). U.S. Online Training on OSCE. Retrieved April 1, 2014, from http://react.usip.org/pub/m3/p23.html