Scenario Questions

Scenario Questions


Satisfy your write my essay request and receive: ✓High-Quality Papers ✓Plagiarism Reports ✓Punctual Delivery ✓24/7 Support. Sign Up! Scenario Questions

Can South Korean Companies Loosen Up Their Leadership

Old Habits Die Hard: Can South Korean Companies Loosen Up Their Leadership?taipan.pae-gippalli-ppalli

Many Western companies want leaders who encourage ideas, innovation, and speedy decision-making. But leadership in Asia conjures up words like order, paternalism, and formality. That certainly describes the leadership approach in many large Korean companies over the past 50 years. Over this half-century of great economic success, the power to make key decisions was concentrated at the top of rigidly bureaucratic corporate structures. And these structures were themselves tied to larger interrelated and co-owned conglomerates—the Korean chaebol system. These massive industrial groups are often run by rich, inscrutable families who live much like royalty in South Korea. For example, the Lee family is the head of Samsung Electronics—a group whose products account for nearly 20% of the country’s gross domestic product. Other major company groups include Hyundai and Lucky Goldstar (LG).

These massive firms, and the hierarchical and closed leadership style they employ, seem ideally suited for Korean culture. From them flowed a traditional approach to leadership based on Confucian values that emphasize family, seniority, and loyalty. This is supported by South Korea’s standing on some of the value dimensions discussed in earlier chapters. For example, South Korea scores very high on uncertainty avoidance. South Koreans work to create a society that reduces uncertainty and increases control and predictability—the chaebol structure follows directly from this. Far-flung chaebol interests are held together by the family autocrat or This person provides a focus for power and decision making that coordinates activity. According to some experts, the taipan are determined and aggressive in overcoming obstacles ( in Korean). And, above all, a strong work ethic is supported by its famously in-a-hurry population. Apparently, the words (“fast fast”) are sometimes the first words learned by foreigners upon arrival in the country.

This authoritarian nature allows South Korean firms to move decisively and quickly. But it also stifles creativity and creates problems. At each level of management, subordinates are often prohibited from questioning their superiors, much less allowed to communicate with other executives further up the line. Some experts think this approach stunted growth, putting many Korean companies in danger of falling behind foreign competitors and producing failure. In the Asian financial crisis of the late 1990s, the chaebol was widely blamed by the public for the crisis, and they failed in droves. After Daewoo collapsed in 2000, more than half of the other 30 conglomerates followed in bankruptcy. Massive corruption schemes came to light, many involving the highest government officials and the chaebols. Lee Kun-Hee, chairman of Samsung Electronics, was himself convicted of tax evasion. Like many other corporate leaders, however, he evaded prison time by paying massive fines (over $1 billion alone for Chung Mong-koo, chairman of Hyundai, who was convicted of bribery and embezzlement). The paternalistic and authoritarian leader style promoted by this clan or family system clearly produced a top-down decision system in these Korean firms and, some belief, a potential liability going forward for Korean firms.

In a break from tradition, and in a country where rigid hierarchies are blamed for inefficiencies and reductions in innovation, SK Telecom tried an end run. SKT introduced a new system to reduce this hierarchy problem, including having workers and managers address themselves with one classification (in English)—Manager. The idea was this would help break down stodgy barriers and encourage more creativity and innovation. This may not seem like a big deal to a lot of Westerners, but in a culture where employees take orders from superiors/seniors without question and it’s tough to propose ideas upward, this was a big deal. Some other big companies, like SKT rival KT (Korean Telecom), tried to follow suit and jettisoned the traditional 5-rank system still prevalent in a lot of South Korean firms. But, this didn’t last long and just recently this approach was dumped, in part justified because internal surveys showed that an “overwhelming majority of employees favored a return” to the traditional hierarchy which was better suited for them and which “helped boost workers’ morale and pride at work.”

So what are Korean firms do in today’s environment? In late 2010, the Wall Street Journal raised key questions for the country. The special report, called “The Miracle Is Over: Now What?” gave ample credit to the successful country-level business strategy that brought South Korea into the upper echelon of world economies. But the report was also critical of current leadership and advocated a tough and important self-examination, including leader style and succession (often passed to family members in Korean firms), even as it praised the many successes that have made Samsung, LG, and SKT global giants.

Assignment Questions:

  1. Do you think a new approach to leadership is necessary for the new South Korea? Or should Koreans stick to the traditional approach that brought them to where they are? Note that Lee Kun-Hee of Samsung (see above) resigned as CEO in 2008 after a massive slush fund scandal at Samsung. He returned in 2010 from disgrace to again lead the firm and is still leading it at the time of writing this publication. And he’s clear about the issue: “We’re in a crisis now. No one knows what will become of Samsung. Most of our products will be obsolete in ten years. We must begin anew.” Way back in 1992, Mr. Lee used the same rhetoric as a harbinger of his traditional style (“Samsung is a second class company … employees should change everything but their wife and children”). Samsung has taken sides on this issue, with a clear preference for the traditional leader-emanating style. What’s your view?

Critical Essay- 100% Guarantee



Amazon’s future prospects

Discuss Amazon’s future prospects. Do you think Amazon will ever be consistently profitable?


Critical Essay- 100% Guarantee




what are the learnings (with regards to your emotional- and self-awareness + emotional intelligence) valuable to you in your current situation and indicate how you can apply this to your work environment and in your personal life.

Write the best Essay in English- 5 star scores



to align workplace learning and training

1. How important is it to align workplace learning and training with the organizational strategy? Explain.

2. How could you evaluate methods of learning and development in your organization?

3. What is organizational learning? How could you analyze the impact of learning and development on an organization?

4. Suppose you are asked to examine and develop quality policies within an organizational learning framework. What would be your line of action?

5. How could you plan an effective learning strategy to support an organization’s overall strategy and policy requirements?

6. Research and identify appropriate technology and system requirements for an organizational learning strategy.

7. How could you analyze and align organizational learning strategy with HR (human resources) requirements?

8. Describe the procedures you would develop to liaise with educators, learners, and others to monitor learning and development strategies and relevant resources.




employee relations

“You work as the human resources manager of employee relations at a construction company. The company has several ongoing construction projects involving the supply and installation of all building materials for new commercial buildings. An employee of the company, a junior project coordinator, has had their first minor safety infraction where they were caught on-site without proper personal protective equipment (PPE). One of your specific duties in your own role as Manager of Employee Relations is to execute the company’s disciplinary process. As per company policy, which follows the Progressive Discipline system, a safety infraction is considered misconduct. You are about to meet with this employee to give them a Verbal warning. ”
For discussion:

-Fill in the verbal warning form with relevance to the employee’s incident.
-Layout the progressive discipline system as though you are explaining it to the employee for the first time.
-Explain what the next steps are after the verbal warning.
-Explain potential consequences if there are subsequent safety infractions.


Best assignment writer to guarantee 5 star essays


The Lemuel Iris Hotel

The Lemuel Iris Hotel is located in the capital city of a Central Busines District. In the past, its main clientele has been government officials and administrators in departments of state and managers of heavy industries visiting the capital on official government business. The room occupancy rate was on average 50%. This custom has declined somewhat in the last two years, but it has been more than replaced by business people from neighboring countries in the week and by foreign tourists at the weekend. Generally speaking, there is greater demand for catering staff at weekends since many tourists like to take lunch in the hotel’s restaurant.

However, there is lower demand for housekeeping staff at weekends as tourist customers generally stay for longer periods than business people and make fewer demands on this service. Currently, the hotel has 240 twin rooms but an extension is now being built and next year there will be 345 twin rooms altogether plus a revamped leisure club with a brand-new swimming pool and spa (run independently as a franchise).
The owning company, European Leisure Resorts, wishes to reposition the hotel, re-designing and re-branding the hotel as an up-market “boutique” hotel. A new name is proposed, “The Garden Court”. A new General Manager has been “head-hunted” from one of the top hotels and her mission is to transform the quality of the hotel while ensuring good value for money. During the last two years a number of international hotel groups have opened hotels in the city to cater for the new markets. All of these are known for their high standards of service. Prices are correspondingly high.

The management of LemuelIris Hotel believes that to compete, they need to improve the standard of service whilst pegging prices some 10% below their competitors. A survey of customers has indicated that customers would like the checking-in process to be made quicker, for service in the restaurants to be speedier and more friendly, and for the rooms and public areas to be decorated and furnished to a higher standard.

i) With the increasing demand from customers for quicker services, examine how the organization will select those employees to be trained to render these services (i.e needs assessment)
ii) A lower demand for housekeeping staff at weekends could imply a surplus of human resources. With your knowledge in Human Resource Planning, explain the effect of this on the organization as well as some strategies to be used in managing these excesses.




job specifications and job descriptions

1) What is the basic difference between job specifications and job descriptions?

a. Job specifications list observable actions, and job descriptions describe general qualities.

b. Job specifications look at a job’s activities, and job descriptions look at the qualities needed to do the job 

c. Job descriptions look at a job’s activities, and job specifications look at the qualities needed to do the job.

d. Job specifications define tasks, and job descriptions define responsibilities.

2) Davine is a human resource specialist. To gain competency in her field, she keeps up with business news related to human resource management. One area of the news she pays attention to is coverage of the cases the Supreme Court hears each year. Why would stories about the Supreme Court be relevant for Davine’s career?

a. The Supreme Court may pass laws regulating employment practices.

b. The Supreme Court may require federal contractors to engage in affirmative action.

c. The Supreme Court may issue executive orders related to employee safety.

d. The Supreme Court may issue rulings that interpret employment law.

3) The HRM function during downsizing is to terminate the workers who are

a. Performing multiple organizational roles.

b. Older than the other employees.

c. Less valuable in their performance.

d. Being paid the highest salaries.  

4) Daniel, the director of operations, strongly believes that human resource management (HRM) is critical to the success of organizations. Melissa, the CFO of the organization, opposes Daniel’s view because she thinks HRM is an unnecessary expense for the company. Which of the following statements weakens Melissa’s belief?

a. HRM is easily available for all companies to utilize.

b. HRM is highly substitutable and interchangeable.

c. HRM is indispensable for building a competitive advantage.

d. HRM ensures that persons with high levels of the needed skills and knowledge are easily found.

5) Information from observers should be used as a supplement to information from incumbents. Identify the statement that is most likely to support this argument.

a. Incumbents provide accurate information, but they may have the incentive to exaggerate what they do to appear more valuable to the organization.

b. Depending on external job analysts to supplement incumbents’ information could be risky due to the relative inexperience of the analyst involved.

c. Incumbents provide accurate estimates of the importance of job duties, whereas supervisors provide accurate information about the time spent on safety-related risk factors.

d. Incumbents are a logical source of information; however, they may not be able to provide precise information. 

6) Which of the following is true of the Occupational Information Network (O*NET)?

a. It was created by the US Department of Labor in the 1930s as a vehicle for helping the new public employment system link the demand and supply of skills in the US WORKFORCE.

b. It provides listings of fixed-job titles and narrow task descriptions.

c. It uses a common language that generalizes across jobs to describe the abilities, work styles, work activities, and work context required for various occupations.

d. It represents the first attempt made by the US Department of Labor to match the demand and supply of labor.

7)What agency is responsible for enforcing the executive orders that cover companies doing business with the federal government?

a. Office of Federal Contract Compliance Programs.

b. Occupational Safety and Health Administration.

c. National Institute for Occupational Safety and Health.

d. Equal Employment Opportunity Commission.

8) Which of the following categories of workers is not covered under OSHA’S Hazard Communication Standards?

a. Health-care workers exposed to latex and disinfectants.

b. A technician servicing copy machines for most of the day. 

c. A receptionist changing the toner in a copy machine.

d. Production engineers manufacturing car batteries.

9) Managing cultural diversity involves

a. Creating separate career tracks for employees with families.

b. Avoiding the use of affirmative action policies.

c. Encouraging career development for women and minorities.

d. Forming different pay structures for various groups.

10) One of the most common grievances that employees at Craines Tech have is that they don’t get performance feedback. That is, they don’t get proper information as to how they’ve performed and where they need to improve, and the performance goals are vague and not measurable. Which HR function does Craines Tech need to improve?

a. Employee Relations

b. Performance Management

c. Training and development

d. Recruitment and selection

11) In the context of human resource management, human capital refers to the

a. Cash, equipment, technology, and facilities that an organization uses.

b. Total budget allocated to the HR department in an organization.

c. Wages, benefits, and other cost incurred in support of HR functions in an organization.

d. Organization’s employees, which add economic value to the company.

12) Joshua, the HR manager at Potter Inc., has a clear understanding of the firm’s business. This enables him to comprehend the various needs of the business and help the company meet its goals for attracting, keeping, and developing employees with the required skills. This scenario indicates Joshua’s responsibility of

a. Providing business partner service.

b. Providing administrative support.

c. Creating a job design.

d. Preparing a job analysis.

13) The processing and transmission of digitized HR information, especially using computer networking and the internet, is known as

a. E-business.

b. Reengineering

c. Human resource information system implementation.

d. Electronic human resource management.

14) Which of the following HR activities is similar to analyzing a job that doesn’t yet exist?

a. Performance Appraisal.

b. Work redesign.

c. Human resource planning.

d. Job evaluation.

15) Which of the following is a true statement about Title VII of the Civil Act of 1964?

a. The act applies to organizations with 15 employees or more.

b. The act prohibits employers from discriminating against workers due to their age.

c. The act is enforced by the US Department of labor.

d. The act protects employers from employee threats.

16) What is the agency responsible for tracking changes in the composition of the IS labor force and forecasting employment trends?

a. National Statistics Association.

b. Bureau of Economic Analysis.

c. Bureau of Labor Statistics.

d. US Census Bureau

17) Nikita heads the human resource team at Strait Corp., a marketing firm with a diverse group of employees in three countries. She has knowledge about the cultures of the employees and applies that knowledge to build cooperation and resolve conflicts. She appreciates that all her employees bring different strengths to the company, and she helps to foster a climate in which all are encouraged to contribute. This scenario illustrates Nikita’s competency in the area of

a. Human resource expertise.

b. Ethical practice.

c. Critical evaluation.

d. Global and cultural effectiveness.


18) People’s right to freedom of speech is the right to

a. Gather only in designated areas at the designated time.

b. Do as they wish in their private life.

c. Criticize an organization’s ethics if they do it in good conscience.

d. Be treated only as they knowingly and willingly consent to be treated.

19) Which of the following approaches would be most appropriate when gathering information for jobs that are repetitive and involve physical activity?

 a. A manager imagines what a well-done job would look like.

 b. A job analyst questions the peers about a particular job.

 c.  A job analyst visits the workplace and asks employees to show what the job entails.

 d.  A job analyst visits the workplace and videotapes an employee performing the job.

20) Gabriel opened up a small business that prints custom T-shirts, mugs, and trophies. He trains his 15 employees have experienced an on-the-job injury or illness. Under the requirements of the Occupational Safety and Health act, what must Gabriel post in the workplace?

 a. OSHA Small Business Handbook.

 b. Form 300A, a summary of work-related injuries and illnesses.

 c. OSHA Certificate of Compliance.

 d. Form 310A, Certification of Injury -Free Status.  

Who’s the best essay writer? 5 star answer

Best assignment writer to guarantee 5 star essays


The global matrix 

The global matrix   Required: advantages and disadvantages global matrix organizational structure is often considered an effective compromise as an organizational structure because it addresses the disadvantages of both the “geographic area” and “global product division” structures. However, this assessment has also been disputed.

Discuss the and of the. Provide appropriate examples in your response.




the Marketing Manager for a Walmart Supercenter store

What if you are the Marketing Manager for a Walmart Supercenter store.

The store has been in operation for one year, but Walmart’s leadership would like to see improvements in the store’s performance. You are responsible for the marketing activities for the new store over the next 60 days.
What would be at least two marketing channels that I could use to reach more customers/consumers in the store’s market area?
What would be one S.M.A.R.T. to use to determine if the marketing efforts were successful?
What would be two metrics that I could use to measure progress toward achieving the goal(s) you set.
What would be a way to outline one action that I would take if the metrics indicated the performance goal(s) is/are not met by the end of 60 days.




a critical risk analysis

Hi I was hoping you could help me with a critical risk analysis identifying the following: PR, social, ethical and regulatory etc … based on the following peer-related report

Launched in 2020, Infinite is an independent Australian label that produces sustainable men’s active and loungewear. An online business, Infinite drives sales through its website and its app that has been developed to engage customers while making purchasing as easy as possible. Infinite is a design-driven business that operates to provide men with a suitable alternative to major brands while still incorporating high performance technologies, being sustainable and providing protection with it’s antibacterial and antimicrobial technologies. External Analysis Infinite is a part of the fitness and athletic clothing industry. The fitness and athletic clothing industry is forecast to have a revenue of $2.8B in 2021 with $1.5B of that attributed to sports apparel. This is expected to increase by 2.2% by 2026 (Ibisworld 2020). Competition in the industry is high and participants compete on price, product range, marketing and reputation (Ibisworld 2020). While price is crucial at the lower end of the market consumers are generally willing to pay more at the higher end of the market for higher quality products that include features such as breathability and moisture-wicking (Ibisworld 2020). Some challenges that face the market on a macro level are proximity to key markets with larger populations, ability to control stock and having a clear and consistent identity that people affiliate with (Ibisworld 2020).
What the analysis showed us is that the products on offer for men are very limited in the sustainable activewear space. The main players in this space are targeting woman and their men’s ranges are a far second. There are very limited images of men on their websites or social media. The men’s ranges that do exist are very basic with far less design influence than anything on offer in the woman’s market, with the men’s market mainly featuring greys, blues, and blacks. Boody has received several instances of poor feedback due to their clothing being manufactured in China which a lot of their customers don’t feel as though this aligns with their brand. The products for both Boody and DK active retail for around $50 for a t-shirt, singlet or shorts whereas The Upside is placing itself at the more premium end of the market with pieces around $100.
Based on the external analysis there is a market for men who want to purchase fashionable, sustainable activewear. The opportunities lie in having a range that allows the consumer to have choice and being confident in your manufacturing chain, so you can use it to sell your brand rather than hiding it. Some of the challenges that present are on the macro scale include the level of discretionary income available in the short term due to the impacts of COVID – 19, the growth of the sustainable market and ensuring supply chains can fulfil orders. The trend of elastic pricing is one instrument that could be used to combat these external factors.
Strategic Analysis Infinite’s target customer base is one that is socially conscious, has influence in their community and has medium to high discretionary income. Since the geographic spread of the sports apparel industry is strongly correlated to the population (Ibisworld 2020) it is anticipated that a large majority of the customer base would live in capital cities where there is also a higher average income (Ibisworld 2020). We know through profiling of different segments of the activewear market that different age groups purchase for different reasons so based on the fact our product is high quality, long-lasting, fashionable and sustainable we would predict our customers would be males ranging from 25-50 as this is what they align with.

A key point of difference is the development of the Infinite phone app that allows users to easily purchase product. Despite the great functionality for the customer it also allows Infinite to push notifications through to customers who have been inactive, allows us to gather data on our customer markets and allows us to display progression through loyalty programs to the users which will drive urgency for purchasing. For this reason, it is important to expand the app usage and a strategic goal of Infinite is to; Have 30% of all purchases completed through the app for FY 2022 measured through sales records. Infinite wants to be the premier brand in men’s sustainable activewear. Currently brand awareness is low due to the immaturity of the business therefor Infinites social media footprint needs to expand and as such another strategic goal is to; Increase our social media presence by 25% year on year over the next three years with males ages 25-34 as measured by Instagram analytics. It is recommended that Infinite engages with social media influencers to build brand awareness and confidence in the brand as this is a cost-effective way of building product recognition and a mode of marketing that resonates with the target market. As per our PESTEL, the gym and fitness centre industry have a strong alignment with the sports apparel industry. Group training gyms also target 25 – 40 year old’s (Cutcliffe 2017) so partnering with these facilities that share our beliefs and align correctly with our brand is another proposed direction for building brand awareness. Our marketing strategy needs to portray the fact that we are an accessible premium brand that people aspire to be seen in with our key message being our sustainable product. Infinite can position themselves against their competitors by using the fact it is a male-only brand to make men feel more comfortable to purchase from Infinite compared with DK Active, Boody or The Upside. Infinite should also leverage its highly ethical manufacturing supply chain and ensure it becomes common knowledge that some competitors are not following suit. The success or failure of this business will rely upon whether we can engage with our target markets in the right way. Infinite should be confident in the fact they have a product that fills a niche however needs to be priced suitably and the image of the business needs to be consistent from the outset. It is important that as a business there is accountability to the goals set, which includes intercepting their customers in as many places as possible through an increased presence on social media and the use of influencers. Infinite needs to ensure that customers are nurtured and engaged with to build a following and promote referrals leading to incremental sales and increased market share.

Critical Essay- 100% Guarantee