PART I: Cirque du Soleil
1. Why is Cirque du Soleil successful throughout the world? Why does the product transcend culture differences between countries?
Cirque du Soleil is successful throughout the world because the performers work in the most grueling and intimate situations,and that they have the sensitivity, compromise, and hunger for new experiences.
Cirque du Soleil’s commitment to excellence and innovation transcends cultural differences and the limits of many modern media.
2. How do the cultural influences discussed in Figure 4–1 influence organizational behavior at Cirque du Soleil?
When Laliberté and company quickly found that their entertainment form without words and it transcended all barriers of language and culture resulting to having of permanent and travelling shows.
3. Why is it important for Cirque du Soleil to be a good corporate citizen? How does ethnocentrism relate to fulfilling this role?
It is important to Cirque be a good corporate citizen because individuals learn to be a committed and sensitive neighbor besides community participation and outreach bring international goodwill and help Cirque du Soleil prevent many of the difficulties global brands often face when spanning cultures and this relates ethnocentrism.
PART II: Generation Next Changes the Face of the Workplace
1. Why is addressing this issue so important? Shouldn’t workers adjust to meet the needs of their employers?
Addressing this issue is so important because as we all know we are all in a modern time with high technologies which really influences the workplace expectation, and that, it is important to know different attitudes of workers in their workplaces specially if it affects the meeting of needs of the employers ,workers should really adjust, in the same way that, employers should too so that they build a relationships and can work together even more that both will earn well.
2. What can employers who can’t afford such extensive programs as the Deloitte organization do to address the changing preferences of their younger workers? What would you like to see your employer or prospective employer do to address your wants and needs to retain you?
They should give a chance to generation Y, maybe this could be added to their preferences to give chance to those who are really deserving.
For me I would like my prospective employer to have a heart in dealing with us , his workers, he should give me the right salary, treatment ,incentives and inspiration in a way that I as a worker will be challenged to work even harder to contribute for the betterment of the company and to return the good favor he has for me.
PART III Destination CEO: Clarence Otis: Darden Restaurants
1. What prepared Clarence Otis for his position as CEO of Darden?
Clarence Ortis at an early age had excellent guidance as his mother had a very high expectation with him, and from his first job as a server in a full service restaurant there he learned the pressures associated with high expectations of customers and this prepared his way for his position as a CEO of Darden, his experiences made it.
2. According to Otis, what is the key area for success for employees at the Darden company?
According to Otis the key to remain is relevant, and people who work must be inspired and the corporate philosophy and its goals.
PART IV One Smooth Stone
1. How much of a part can values truly play in the success of a company like One Smooth Stone?
Thousands of hundred percent, success is gained by how much value you put to your passion and, that plays in the success of not only One Smooth Stone but almost to all companies out there.
2. What characteristics of One Smooth Stone make it necessary to have a flat and decentralized structure as opposed to a rigid, command and control hierarchical structure?
One Smooth Stone devised the concept of “strategic improvising” to counter the effects of rapidly changing strategic initiatives. Strategic improvising involves devising “ground rules” and creating a “template” for the future without constraining themselves to rigid strategic plans that quickly become obsolete. This type of strategizing allows the company to be successful in a very dynamic industry. At the end of the day though, One Smooth Stone believes it is their values that makes them successful.
PART V Leadership: Making Decisions during Hurricane Katrina
1. What model of decision making did the Sisters of Holy Angels have to rely on to guide them through thee hurricane tragedy?
The model of decision that the Sister of Holy Angels is that they don't care what risk they make take in saving lives, the leadership they have,the love and the selflessness, they save many lives rather than saving their own lives.
2. What part do you think intuition and creativity played in each of the Sisters’ stories? Explain how.
First is when Sylvia Thibodeaux threatens the contract driver of an ambulance that she will contact their attorneys if the driver would not take them to safety, because of this they avoided the tragedy that the storm may cause to them, not all can do have a courage to do that in a time emergency
Second is when Mary kaye Kinberger talks about returning to congregational building, upon returning she found that their convent complex was being used as a military command post .Since then the military becomes the ministry for the Sisters.
Next is when Beth Fitzpatrick says that you must not move too quickly , and through tenacity and tremendous effort they were able to find housing for over 50 Sisters, and have their preschool back up and running. She is very eager to pursue of doing that so.
Last is when Dorothy Trosclair despite of facilities lost in communication and resources for evacuating victims, they were still forced to lead with what they had -"the source within".
