Business

Staples Inc. is the worlds largest office products company boasting with  27 billion annual sales with a profit margin of about 15 billion in the market. The company has a broad market niche as it serves North and South America, Europe and Asia. This can be attributed to the companys smart marketing strategies that have led to acquisitions that have broadened the market segment of the company with fully financed new stores opening in the emerging, markets across the U.S and the rest of the global market. In the same light, Staples successful acquired the European based Corporate Express that had established strong business roots in the supply of office merchandise to corporate and institutions across Europe (Staples, 2008).                 Nevertheless, the company is losing its profit margins to its top two competitor being Office depot and Office Max whose combined profit margins and sales volume far surpass Staples market share due to lack of proactive marketing strategies. Staples lack a closely tailored business strategy to overcome the two market rivals due to its dependency on its cheaper priced products thus offering false market security (Troy, 2003). Therefore Staples need to work on building customer confidence besides its low-priced products by engaging in aggressive public relations to redeem profits.

Staples Inc. provides services chiefly to large businesses while companies unlike OfficeMax that has thoroughly accomplished profitability in serving the broad small scaled companies and homes (Staples, 2008). With the present world recession and promotion of home-based offices connected via the web Staples has to reconsider its marketing strategy in order to cover the mushrooming home based offices through establishment of retailer based sales points instead of expansive development of branded store houses that can only serve a small niche of customers.
    The international market is a major venture that Staples Inc. has neglected thus reducing its competitiveness power in the global market. Notably, Office Depot has developed a broad international market that has increased its capital base and in return this competitor can use their financial ability to chip into the existing Staples market (Troy, 2003). Consequently, Staples management need re-draw its priorities in order to take advantage of the global market place so as to increase its operating capital to overcome future competition threats.    
    Conclusively, Staples is facing a future retail market difficult unless strategies are implemented to cover the biggest retail and international market. Common unavailability of Staples products in small markets has hindered its market expansion thus losing customers who rather use any company products.

Q.1 Is SEI using an organic or mechanistic design Provide support for your answer.
It is very obvious from the scenario mentioned in the case that SEI is using an organic structure. Briefly, Organic design is the one, which eliminates various tiers of an organization to make horizontal communication possible. This, in a particular situation, is deemed fit to achieve organizations goals. SEI is using organic design, can be supported by various facts. Employees are working in teams moving from one team to another having formal titles. Moreover, authority is not centralized and only the best is considered to be the boss, without having any tag on hisher forehead (Reigle.,  Ronda., 2001). Apart from this, employees are ready to take on others role if needed. Finally, employees can freely wok in different teams, just by communicating verbally to the supervisor, if needed.
     
Q2 What kind of technological interdependence is present at SEI
SEI, being a financial services firm, is bound to be technologically interdependent. Like every other field, global financial markets have become closely interlinked. Without having access to technology, such as internet, a financial analyst wouldnt know if heshe is taking a well informed decision, regarding making an investment or any other matter. 

Q3 What type of organizational design would work best for SEI Explain.
I think SEI can use a middle approach towards its design. Using organic and mechanistic design are two extremes, but there is always a continuum between any two extremes. Since, SEI is in financial services business, where promoting a creative and open culture is not a critical success factor, it can slightly tilt towards a mechanistic design. Because, moving from here and there results in loss of productivity and it is not necessary either, it should be avoided.

Im a loner and Im an introvert. So when Im dealing with all these people, theyre taking every ounce of my being and my energy when Im engaged, Im engaged, Im passionately involved (Moeller, 2007).
    Former DriveCam CEO, Bruce Moellers key for an effective leadership is maintaining his ways of communication open. As the companys head, it is his duty to oversee everything under his wing from the large-scale finances down to the personal-leveled talks with clients. He makes it a point that no one is hindered for expressing himself just because of intimidation. Moeller has his unique ways of making everybody feel comfortable with him without removing the respect.
    Evident in his manners are few principles of ethics such as the principle of informed consent which is therightand responsibility of everycompetentindividual to advance his or her own welfare. This right and responsibility is exercised by freely and voluntarily consenting or refusing consent to recommended medical procedures, based on a sufficient knowledge of the benefits, burdens, and risks involved (Key Ethical Principles, n.d.) and the principle of respect for autonomy which pertains to a persons capacity for self-determinationTo respect an autonomous agent is to acknowledge that personsrightto make choices and take action based on that persons own values and belief system (Key Ethical Principles, n.d.).
    Aside from Moellers work ethics, he also practices the concepts based from the evidence-based management model by always trying to go into the facts. His ways of observing peoplemay it be a subordinate nor a client, are always based on the personalities of the people that hes dealing with. Because of those techniques, he proved himself to be an efficient people-person despite being an introvert.

A crisis is a sudden problem that breaks out of control and comes in a greater magnitude beyond the normal anticipation. The happenings that can be classified as crisis and which normally strike beyond control include highly communicable diseases at a work place or in a social venue, aspects of natural disaster, including floods, winds and wildfire. Other aspects that can be classified as crisis include evacuation from danger spots, workplace violence, and employee crimes. Because a crisis normally strikes when least expected and not a single institution is immune, it is increasingly becoming a matters of great concern with the corporate sector to have a crisis management strategy. The issue of crisis management has drawn wide interest to an extent that institutions of learning are currently offering course in risk management and emergency management that have a very close association with crisis management (TXLA 2009).
    Crisis management requires that a good and effective strategy is developed so that a new crisis does not emerge while attempting to solve one. In order to realize effective crisis management, it is important that fundamental components including effective communication, delegation of responsibility, risk assessment, media communication and placeholder statement are developed. These would work towards ensuring a smooth flow and proper coordination of activities during a crisis (TXLA 2009).
    It is highly important that preparation for a crisis is undertaken because the forces of nature that often lead to crisis can never be prevented. It is even argued that prevention of a crisis is the most important aspect of crisis management. For an organization to be able to respond effectively to a crisis, it is important to put in place a crisis management team that will be responsible for handling the crisis whenever it is to occur. This is very critical because attempting to put in place teams when a crisis has already occurred may lead to furthers damages that could have otherwise been avoided. The crisis management team is very important in an organization because it is this team that will be responsible for the identification of potentially hostile situations and coming up with strategies for managing them successfully. Situations that amount to a crisis differ from one organization to another and it is therefore important that every individual organization organizes its own crisis management team on the basis of their understanding of their possible crisis (Trest et al. 2003).
    This paper analyses into details of the most critical aspects of crisis management, including the crisis management prevention plan, crisis management plan implementation, and crisis management media strategy. The research further goes to recommend to organizations the measures for implementing the crisis management plan and the media strategy. The first part of this paper outlines the steps that were followed in developing this research paper and the main guiding factors. The second part of the paper reviews the works of other authors who have previously addressed this topic. The paper is concluded by making recommendations to organizations on principles of effective crisis management.
Literature Review
 Effective crisis management in organization is highly dependent on the ability of the crisis management team to handle such situations when they occur. As such, the composition of the crisis management team is very important. A good and effective team should be composed of persons who participate in core decision making of the organization with a good knowledge of crisis management. A good understanding of the activities of the organization will be a prerequisite for this team since it is on this basis that they will be able to identify the potentially catastrophic situations to the organization. It is the crisis management team that is capable of identifying the true existence of a crisis. The composition of a crisis management team is dependent on the size of an organization. Small organizations can have the normal management team to double up as the crisis management team. Larger organizations are however opting to constitute a special team of representatives of the core disciplines that would be acting independently in the event of a crisis (Trest et al. 2003).
    Since the composition of crisis management team should reflect the core decision making organs of an organization, it is important that the following departments are represented in the team the risk management department, legal department, facility management, information technology department, financial services department, and human resources department. The other departments that should be represented include real estate management department, corporate security department, and the communications department. The involvement of these critical departments is very important since each segment of an organization should be continually assessed for possible crisis. Once a crisis management team is constituted in an organization, it is important to identify the team leader who will lead it in strategy development. The crisis management team of an organization is charged with the responsibility of developing a written crisis management plan for the organization, delegate responsibility among the team members, coming up with a good plan for communicating crisis related issues and accurate exchange of information. The other responsibilities include the establishment of training schedules for the team and establishment of a crisis culture for the organization that would be useful for a long term (Trest et al. 2003).
    In order for a crisis management team to effectively diagnose the potential crisis aspects to the organization, conducting a threat analysis becomes very essential. The analysis of threat assessment can enable a crisis management team to do an assessment of the environment. This will facilitate the identification of the potential threats and how such threats may impact on the organization. Evaluating the possibility of occurrence of the threats would ensure that they are prioritized and effectively planned for. Once a crisis planning is implemented, it is important to regularly test the effectiveness of the strategy to ensure it complies with response to potential threats. This calls for regular training on crisis management so that a false sense of security is not created in the organization just because a crisis team exists (Trest et al. 2003).
    Development of a crisis plan is very significant towards implementation of crisis management. A good plan should not be very comprehensive and highly detailed because it can not contain all the details necessary in the management of the crisis. The basics for effective action plan should however be addressed within the plan. A crisis management plan should capture issues relating to assessment of potential risks clearly outline the team and the responsibilities of the individual members in the event of a crisis. The step by step action plan and a checklist, the communication plan and a list of key media should be reflected. Details of crisis training, media training, development of material for media information, and preparation of statements for a variety of risk scenarios should be developed and outlined in this plan. Preparation of a crisis management plan is very important to an organization and statistics indicate that organizations that failed to create crisis management plans in advance have always suffered major crisis related setbacks (BNET Editorial 2009).
    Implementation of a crisis management plan becomes critical in the event that a crisis occurs in an organization. In the case of a crisis, it is important first to ensure that an assessment of life safety is undertaken. This should be immediately followed by making available all equipment that may be required for emergency care. It is only after ensuring the first two emergency steps that the top management in the organization, that is normally the head of crisis management team is informed. As a requirement, the head of crisis management is not supposed to be at the crisis scene. Instead, the team leader should remain stationed at a point where it is possible to coordinate the crisis management exercise. The team leader is expected to immediately activate the crisis management team. It would be necessary that the leader dispatches the security team and other trained emergency care representatives. In doing this, the team leaders should strictly follow the guidelines for specific crisis management as contained in the manual. It is important that the crisis area is evacuated and secured to prevent more people from coming into contact with the crisis. The team leader is supposed to implement the notification systems and finally call for back-up from emergency rescue agencies (Kapiolani Community College 2007).
    Communication management is a very essential aspect of crisis management. This is because whenever a crisis occurs, attention of the medial will automatically be drawn. It is therefore important that a good media communication strategy is developed. This calls for the preparation of media communication material to be used for media briefs. It is therefore important to identify the person who will handle media communication and other inquiries. The team member who is identified to handle communication aspects in the event of a crisis should be highly knowledgeable on media issues. The person should also be of senior position within the organization so that that the media briefs may be credible. A crisis communication plan should be guided by the target audience, communication medium to be used, and how the message would be relayed. The communication plan should reflect the contacts with all the stakeholders of the organization (BNET Editorial 2009).
    Preparation of communication material in the event that a crisis occurs is very important in avoiding the creation of a negative image to an organization. This is critical because the media generally do not care about the effects of their reporting on the reputation of an organization. It may not be possible to predict all details relating to the crisis, but a background material should be able to relatively fill in the gap in the crisis story. Preparation of a skeleton document should be able to give a guiding framework for the full development of a complete release when need arises. An organization is able to attract sympathetic responses and very fair press coverage during a crisis if it had created good relationship with the media, its customers and all other stakeholders. (BNET Editorial 2009).
Methodology
In research undertaking, the methodology section is one of the crucial areas to be tackled in a proposal document. This is due to the fact that it forms the basis of the results of research findings. A research can be faced with big challenges due to a wrong choice of the method to be used. Avoiding this good planning of method is essential in order to get reliable results. The issue of reliability establishes that a research should have the ability to show consistency in the results even after a study is done by different researchers repeatedly.   Reliability in research study can also be enhanced through good structure of the methodology. When the correct data collection methods are used, proportional samples are collected and the correct method of analysis is used in a research that can achieve validity.
    The research problem forms the basis of research (Morgan  Smircich 1980, pp. 491-500) and this is where the study should focus on. The methodology can take on either the positivist approach also known as the quantitative, or take the post positivist approach also known as the qualitative approach. The qualitative approach is a more detailed than the quantitative approach as it lays more emphasis on the finer details of the data  and in most cases, it involves a researchers judgment and interpretation. Quantitative approach deals more with quantification like calculating the population sample, population size among others. The choice of the researcher on either the qualitative or the quantitative approach depends on whether the researchstudy is inclined to the natural sciences or the social sciences (Finch 1986, pp.6-10 Easterby-Smith et al. 1991, pp.23-25).
Setting
 This study was conducted at the Dranoff International Two-Piano Foundation. This is a non-profit organization specializing in the promotion of careers of young two-piano artists and their music. This organization that is based in Miami is also involved in student outreach activities.
Data collection methods
 Both secondary and primary data sources will be used. The triangulation method of data collection will involve the use of interviews, literature review and case studies (Zikmund 2003, pp.1-745).The primary data method that will be used is the questionnaire method of data collection. Questionnaires will be distributed among the management organization. There will also be case studies to be conducted for other organizations to know about the crisis management strategies in the other organizations and compare with the ones in Dranoff International Two-Piano Foundation. This will also draw an insight of the various operations of crisis management in other organizations.  There will be use of literature review in order to gather information on crisis management generally. The literature in this research will include research journals, books, articles and sources from university libraries.
The four categories of quality management in research were highly considered. These include validity, reliability, ethics and rigor (Zikmund 2003, p.300). Reliability of a research is its ability to have consistence in results. This will be done on controlling the sample by stratifying the population to get a more representative sample. Validity is the ability of a scale to measure what it is intended to measure but not going beyond the topic of the study. The triangulation method was used to control this aspect in research. Ethics involves adherence to the norms accepted in gathering of information. This will be ensured by providing secrecy on the information collected from the organization. The rigor of the research was directed towards efficient sample size in a critical facet in any investigation. The main purpose a researcher utilizes a sample is to reduce the charges and collect important data faster (Zikmund, 2003).
Data Analysis
 The raw data that was collected using the survey questionnaire was transformed into a body of facts in a suitable format that have been utilized in making informed decisions. This had called for the analysis of the data involving the application of several interrelated procedures intended at summarizing and rearranging the data. For this research, the following analysis procedures were applied. The data was edited for omissions, legibility and consistency.
The data was then coded by assigning the data numerical symbols so as to facilitate efficient computer processing. The data was then entered into the computer from where analysis was done. The triangulation method for data analysis and interpretation was used to interpret the data collected basing arguments on grounded theory. In addition, the information obtained from literature review was analyzed and comparisons were made between the different data sources (Dick 2000 Breitmayer et al. 1991).
Results
 Data for this research was obtained through the use of carefully crafted questionnaire that was sent to the management of the organizations. Some of these organizations had successfully implemented crisis management, some were in the process of implementing crisis management, and the rest were yet to make any move towards crisis management strategies for one reason or the other. Among the organizations that had implemented crisis management strategies, some had achieved positive results while others registered very limited returns. The reason for this variation was attributed to the crisis management strategy adopted.
    Research findings indicated that out of the 20 representatives of organizations, 12 had implemented crisis management strategies, 5 were in the process of implementing crisis management strategies, while 3 considered the process as unnecessary since everything was all right without implementing such strategies. Research findings further indicate that out of the 12 organizations where crisis management had been implemented, 6 organizations admitted achieving positive progress as a result of adopting good crisis management strategy. 4 of these organizations indicated that they were yet to register significant improvement from the crisis management process while 2 organizations indicated that their operations had been negatively affected as a result of implementation of poor crisis management strategies. Research findings indicate that out of the 20 responses that were received, 5 respondents considered crisis management in organizations as very important. 7 respondents viewed crisis management as important though not very much. 5 others were of the opinion that crisis management is something that an organization could do with or without, while 3 respondents did not consider strategic crisis management as anything important.
Discussion
Organizations should implement crisis management in their units. This is because crises are caused by external forces from outside and are not subject to the control of an organization. In addition, crisis is inevitable in businesses in the current world. This is because it is associated by certain inevitable factors like changes in the political system, development of new markets and natural disasters. Therefore, the only way to adapt to such circumstances is to implement crisis management in the organization. Although a successful crisis management is started from top management for an organization to achieve an amicable crisis management strategy all the different staff and stakeholders should be involved. This is not to be an issue that should be left in the hands of the management alone. However, after the procedures for crisis management are drafted, there is a need to use a crisis management team to coordinate the whole process.
Conclusion
As crisis is associated with uncertainties, it is important for organizations to set up crisis management teams and programs that can sensitize the stakeholders about any anticipated crisis. This can be directed more to the employees as they are the most uncertain population in the organization in regard to crisis. Through training the employees earlier, this will prepare them psychologically to accommodate crisis. Abrupt crisis in many occasions brings about confusions in the organizations. It is through effective communication with the media that an organizations corporate image may be protected in the face of a crisis. Training of employees could be a better way to ensure that they are up to standards in the world of crisis management. This will enable the employees adapt to crisis whenever they occur.

Definition of motivation
For workers to deliver effectively, they need to be motivated. Motivation in work place is the use of certain values which boost personal behavior and perception towards certain things or activities (Maslow 12).
Factors of motivation
There are certain internal and external factors that influence or initiate different kinds of behavior in an organization.
1. Internal factors of motivation. The internal factors of motivation are the factors that are found deep within an individual will of doing things. Internal factors of motivation can be classified into three forms. These include the intrinsic, contribution and relational forms of motivation. Internal factors of motivation are the most productive form of motivation employers can yield from (cock 67). In intrinsic form, an individual will respond positively to a situation or an event due to the level of satisfaction heshe will get from the outcome. The form of action taken is generated by the experience extracted from the knowledge acquired in performing that task. This type of individuals tends to participate in activities that reward them personally and satisfy their curiosity. This is motivated by the urge to have fun when doing the activity and in return celebrate the achievements from the results.  In contributive form, a person is motivated by the idea that contributing positively towards the achievement of a task will bring happiness to other people. In relationship form, an individual is motivated to by the kind of relationship heshe bears with the person he she wants to please.
2. External factors of motivation.
This form of motivation is coerced by factors like attractive wage rates and work rewards, personal favors, reduced rules and regulations at work, governmental laws and various social norms in the society. Here the will of an individual to react positively to an event is based on the rewards that will be offered in exchange to the activity performed.  People will be pushed beyond their personal will in order to be rewarded in form of financial gains or respect from their peers and bosses. Mostly, negative results in organizations are experienced because people act in fear. People do not act for themselves but because of the gain heshe will get or by the rules he she are supposed to adhere to. However, motivating without rewarding will lead to no results either so strategic managers are advised to take into consideration the two forms of motivation but first start by realizing the internal factors.
Theories of motivation
In order to solve the difficulties involved in encouraging employees, several theories were put in place for managers to compare which suites their organizational needs in order to implement change.
The hierarchy of needs theory (Abraham Maslow)
Maslow characterized various types of common needs that need to be actualized before sharing. He called these needs The deficiency needs. He stated that if we can manage to satisfy this wants first, then we can manage to share with the rest. (Maslow, 12). Maslow classified his needs from the most important to the least. After reaching a level where one is self actualized, an individual starts to reach out to the rest. This is a state of happiness, increased creativity and improved interpersonal relationship.   
The two factor theory (Frederick Hertzberg)
Hertzberg stated that in an organization there are two factors which generate motivation. He realized that some led to satisfaction and others lead to dissatisfaction. He called the ones leading to dissatisfaction the hygiene factors (cock 23). He summarized these factors to the company itself and referred them as the hygiene factors. They include work conditions provided by the company, co-worker relations, wage rates, supervisory methods, rules and regulations imposed by the company and work security. He summarized the motivators into achievements in work, recognition, personal interests in the work and development gained from the work. He indicated that the motivators are simply the internal factors of motivation.
The X Y theory (McGregor)
McGregor devised that there are two types of people. He categorized those who like to work as Y and those who dislike work as X (Latham 123). He stated that group x dont like to work. They cannot work alone unless they are supervised and have to be pushed to achieve results. On contrary he described group y as being active and like to work. They perceive work to be fun and work hard towards achieving goals and objectives. Group y is very innovative and like learning new things. They accept responsibility to mistakes. Therefore McGregor recommended managers to evaluate there workers more often and do away with group x kind of people.
The theory of modifying behavior (B. F Skinner)
He advocated that managers should work on rewarding good behavior. He stated that rewarding good behavior in an organization could lead to improved performance. If an individual performs well in a particular task, the supervisor should write a note recommending him to the superiors (skinner 67). This will often lead to increased performance since human beings like to be appraised. On contrary, if the employee performs poorly in another task, then the supervisor is not supposed to recommend the negative results.
The theory of equality
People tend to compare themselves with others in the organization. The reaction of the comparison determines the form of motivation to be generated. It can either be positive or negative according to the outcome. These theory states that individual will compare themselves with others in the following situations (Reece  Rhoda 56)
Job positions  people relate there salaries to the ones of those who are in the same position.
Companies  people will relate their salaries with the ones of others in different positions in their organizations.
Market equity  comparison of wage standards between different organizations.
Cohort  people will compare their salaries with the ones of others in similar cohorts.
Self  This is evaluation of salaries offered in different times to the same person.
The response to these can lead either to a negative or positive form of motivation depending on the outcome.
Strategies of imposing motivation in the work place re-designing and empowerment
Designing a job to fit an employee in the workplace is a very important factor in enhancing productivity. An organization needs to be re-designed from time to time to create change. The first theory to be developed in re-designing jobs was the scientific theory. This recommended the use of work method analysis, the use of job specialization methods, employee rotation, enlargement and enrichment (Bauer  Erdogan 67). Work method analysis is the process of finding the best method to perform a task. Specialization means reducing a task to different categories. This reduces skills required and avoids repetition hence motivating employees. Rotating employees reduces the monotony of doing the same thing over and over again. This also leads to employees gaining knowledge on how to perform different tasks in different positions. Job enlargement means giving workers multiple tasks. These tasks enable employees to use their skills fully motivating them to work hard. Job enrichment means leaving employees to design their methods of performing tasks. This makes the employee feel in depended and trusted.
Job empowerment
This is the most rewarding form of employee motivation. Employee empowerment starts with first creating an environment of freedom and trust in the organization. Empowerment means making the employees feel equally powerful in the organizationempowermentThe removal of conditions that make a person powerless.. Empowerment gives employees the chance to participate in decision making thus making them feel appreciated and motivated to work hard. They appreciate the rules since they participated in structuring them. This form of motivation leads to increased innovative measures and commitment to the activities of the organization

 Question 1
    There are several reasons that could explain the behavior of Smith in the circumstances provided. Smith, has had a battered history herself. The fact that Smith has had illegitimate children and an aggrieved personal life can be the most important reason for her grumbled and aggressive behavior with the employees at Cedar Hospital.
    It however, cannot be concluded that Smiths actions are primarily influenced by her personal factors. The models of aggression do not support her behavior completely. According to the Frustration Aggression Theory, a person becomes frustrated when he is prevented from achieving his goals (Anger Management, 2009). There is no such instance presented in the case that speaks of the CFO being unable to meet any goals or objectives provided to her by the CEO or the company.
In fact the hospital was able to make significant cost savings under her administration. Thus it seems highly improbable that the social factors in the hospital are the major contributors of her behavior in the hospital (Anouli, 1995). Her personal factors can be blamed for her counterproductive behavior. The counterproductive aggression models suggest that there are a lot of situational factors in a workplace that would cause such an issue to exist in the workplace. Considering the fact that there are no reported issues in the case and that the instances occurred to a lot of employees, it can only be remarked that personal factors were contributing to the behavior of Smith at Cedar Hospital.
Hunger for power and status could be one of the factors that could be causing her behavioral problems, according to a theory (Stanley, 2008). The CFO has a great deal of hierarchical seniority  this negates the theory that Smiths want of power and organizational control could be fuelling her behavior. In conclusion, it can only be remarked that the most important factors that are influencing Smiths aggressive and counterproductive behavior could only be personal and are highly present as a result of her bad experiences with life. Though this is no justification or bail-out for here, it is very much possible that this has been the chief reason that has caused much distraction and de-motivation amongst the workforce at Cedar Hospital (Robbins  Judge, 2004).


Question 2
Smiths personality is one which warrants a lot of critical evaluation and understanding  the different experiences in her life are probably the most important reasons for her nature to be shaped up as vigorously as it is in the hospital.
It is very much possible that Smiths behavior at the hospital will act as a catalyst for a bossy attitude and the negation of work ethics at the hospital. This is due to the fact that being the CFO of the company, she is in command of an executive status and the way in which she goes about in that position can act as a benchmark for lower executive position holders in the hospital (Stanley, 2008). The point is that this behavior could be inherited and emulated by lower level executives in a bid to become like a high-level executive.
Though Smiths personal experiences cannot be taken as an excuse for her workplace behavior, it could cause a lot of disciplinary and motivational issues at the hospital. For one, the employees that have been working efficiently in the past without any red marks in their careers, like Peters, can feel dejected and de-motivated in the workplace due to the personal and vulgar comments they are bombarded with from Smith. It is very much possible that employees like Peters would consider switching to another hospital if they feel that Smith has reached the threshold and that they cannot take it anymore (Nohria, Groysberg  Lee, 2008).
Employees have different levels of understanding, perception and tolerance. Smiths behavior with most of the workforce has been insulting, bossy and rude. Not all employees would be willing to take her insults and let them sink in. There could be a feedback to Smith which could result in a conflict  a conflict of minds that could well lead to the workplace atmosphere becoming a battlefield for people trying their best to get things worked their way (Belton  Dyrenforth, 2007). Since different employees will be having different perceptions and attitudes, some employees may be negatively affected by Smiths behavior and contemplate talking back while others may find their morale down and their work being affected by it (Nohria, Groysberg  Lee, 2008). Yet another set of employees will not be able to take it all and will consider switching.
Though some employees may not be the direct targets of insults or comments, the employees hearing about these incidents or being witness to one or more instances of such will have serious mental convictions regarding the workplace (Daft, 2001). The immediate occurrences will be a dejected workforce, one which will be wary of Smiths insults and will be trying to avoid it. Avoidance of confrontation by Smith might result in lost productivity as employees may be pre-occupied with thinking about Smith and avoiding her  this could also lead to employees beginning to think of ways to call it quits from the hospital.
The influence of Smiths behavior on the workforce of Cedar Hospital will be drastic. Cedar Hospital is the loser  loser of experience, motivated workers and cash. Since a bulk of the employees were motivated to work and had collaboratively worked towards achieving a level of efficiency for the hospital, Cedar Hospital will find itself in need of new personnel who would have to be trained and taught the tricks only because of the personal grudges and misbehavior of a senior executive of the company (Fox  Savage, 2009).


Question 3
    Peters is in a very despairing situation  in spite of being acknowledged by the CEO for her cost savings and playing a key role for the Materials Management Department, she has been attacked brutally by the CFO of the hospital.
    Facing such attacks from such a higher level authority figure can often lead to serious re-thinking of the facts and reasons that contribute towards the motivation to work at the hospital. I believe that Peters repercussions about the situation are very valid. The case presents evidence of the fact that Peters has been an excellent employee with very few instances of sick leaves and no off days since November (Fox  Savage, 2009). However, in spite of that Smith attacked Peters with a nasty and rude personal comment that was highly non-civil by any standards of society. Considering these factors, the repercussions and mental storm in the mind of Peters is justified and somewhat the most natural reaction (Belton  Dyrenforth, 2007).
    There are a finite number of decisions that Peters could take at this point in time. Faced with the same situation, I would have personally spoken back to Smiths making her realize her mistake and tried to make her apologize for it. Being naturally an aggressive person, it is far above my threshold to allow somebody like Smith, having a reputation of bullying and misbehavior to pass rude comments to me on my face. Since Peters did no such thing, she has more options and time to contemplate what she could do in the future.
    Peters could hand in her resignation the next day citing personal reasons for leaving the hospital and start looking for another job. This decision will prove to be very devastating for her career as well as the hospital, that has been relying on her expertise for significant cost savings. However, this would cause the CEO to probably summon her and explain to her the reasons behind the resignation. She could choose to reveal the dialogue she had with Smith only to lead the CEO to think of Peters as a narrow-minded employee. It would not do her much good and would probably eclipse Smiths behavior in the workplace (Nohria, Groysberg  Lee, 2008). If she chooses not to share the incident with the CEO, she will be the biggest loser in the situation  no job, future and Smith will not have learnt a lesson.
    On the other hand, Peters could focus on getting well again and concentrate on her work in future trying her best to stay out of the way of Smith  avoidance. This is a very good strategy as far as things keep Smith and Peters from meeting  an event with a very high of occurrence. The confrontation would lead to Peters remembering the incident and would be distracted by her personal thoughts (Belton  Dyrenforth, 2007).
    A third option for Peters could be to stand up for herself and explain to Smith in her next confrontation with her that she will not be bossed around like other employees and that she should be treated with respect (Fox  Spector, 2005). Though that will be the easiest way to kick her job, it would also be the most honorable way to move in the hospital  with dignity. Then Peters could begin to support other employees and give them confidence to reply to Smith whenever there is a confrontation with her. This would naturally mean that Peters would have to start looking for another job soon enough but it would at least be the lesson that Smith should learn and allow the employees to have greater confidence, raising their motivation and productivity (Clark, 2008).
    The option chosen by Peters is highly dependent on her personality and will reflect her confidence and motivation in working for the hospital. Whatever the case, there are hardly any other option that she could consider in such a situation and benefit herself or the hospital from it.


Question 4
It is important to understand the fact that the issues highlighted in the case are not a rare find in normal workplaces. Employees like Smith exist in many workplaces and thus gathering facts and reporting observations to higher authorities such as the CEO would be a highly subjective task. However, since the task needs to be reported from an unbiased point of view, there are several points of importance in reporting the situation to a higher authority, the CEO.
    If I was appointed to advocate a study on the situation and report the findings to the CEO, I would consider several ideas and important points in formulating my conclusions. The fact that Smith has been subject to a lot of personal sufferings in her life cannot be considered as a factor to allow her leverage (Zapf  Cooper, 2005). However, I would consider this factor worth reporting, but not enough to justify her actions at the hospital.
The details of the actual incidents are very important and I would take great care to take first-hand reports from the relevant people regarding the instances of misbehavior of Smith with the employees. It is important here to reconsider the biasness of stories and reports collected from the witnesses and targets  verification of the same is necessary from more than one witness and any suspicions of exaggerations should also be reported (Nohria, Groysberg  Lee, 2008). The relationship, if any, of the targets to Smith should be highlight. Sometimes there could be personal reasons and relationships fueling misbehavior and aggression at the workplace. By consulting a few people, I would verify whether any such relationships exists and whether they are the source of conflict.
It is also important to note the different settings in which the instances happened. It may not always be true that Smith took the first step in putting forth rude and vulgar comments (Fox  Savage, 2009). Sometimes she may have been provoked  something that may have been overshadowed by the gravity of her future behavior in the incident. Thus, I would take great care to get to know the situation in which the instances happened and understand whether there were any provocations to her or not (Stanley, 2008).
I would also report the frequency of the instances within the period of study. Reporting the number and nature of instances will enable the decision makers to reach conclusions. Such conclusions will form the basis for further strategies and decisions aimed at improving things. The consideration of all these factors will make the real difference between judging a rude executive and a mentally aggrieved one (Lewis, 2008).

Logical thinking is the process in which one uses reasoning consistently to come to a conclusion problems or situations that involve logical thinking call for structure, for relationships between facts, and for chains of reasoning that make sense (Audiblox). Critical thinking, on the other hand, is defined as a correct thinking in the pursuit of relevant and reliable knowledge about the world. Another way to describe it is reasonable, reflective, responsible, and skillful thinking that is focused on deciding what to believe or do (Schafersman, 1991).
Both are similar methods for one to obtain a desired output but they differ greatly on the process for arriving into results. One makes use of what is perceived automatically while the other deals more with the minds reasoning. Mathematical and scientific equations are solved by logical thinking. These problems follow certain steps no matter what, these can only be solved by following the step-by-step methods. On the other hand, a questionnaire that requires personal opinion uses critical thinking method. This technique is commonly used when answering why and what do you think of inquiries.
On certain situations, acquiring answers by using both methods produce conflictbecause there are things that are considered as logically right but contradicts the persons reasoning. Now, it is up to person to weigh the situation. Ideally, he would follow whatever suites his priority. It all now boils down on whether he lets his logic or his rationality rule over his decisions.