Michael

Case Solution for Michael Patterson (B)

Complete Case details are given below :

Case Name :      Michael Patterson (B)
Authors :           David House, Elizabeth M.A. Grasby
Source :             Ivey Publishing
Case ID :            910C25
Discipline :        Human Resource Management
Case Length :    04 pages
Solution Sample availability : YES
Plagiarism : NO (100% Original work)
Description for case is given below :
In this (B) case to Michael Patterson (A), an engineering technician meets with the new engineering and manufacturing manager. He shares his thoughts about his new immediate supervisor, but the manager believes his comments to be inappropriate and presents the engineering technician with a formal written reprimand. In a time of economic uncertainty, the engineering technician must determine what action, if any, he should take.
 
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Case Solution for Michael Patterson (A)

Complete Case details are given below :

Case Name :      Michael Patterson (A)
Authors :           David House, Elizabeth M.A. Grasby
Source :             Ivey Publishing
Case ID :            910C24
Discipline :        Human Resource Management
Case Length :    09 pages
Solution Sample availability : YES
Plagiarism : NO (100% Original work)
Description for case is given below :
Michael Patterson is an engineering technician at Confederation Kitchen. The company is downsizing its staff in response to declining profitability. Patterson has heard a rumour that he will now report to a supervisor for whom he has little respect and with whom he has had trouble in the past. The engineering and manufacturing manager has called a meeting to discuss Patterson’s new role, and Patterson must decide how candid he should be at the meeting.
 
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Case Solution for Michael Shaps Winery: Evaluating the “Custom Crush” Opportunity

Complete Case details are given below :
Case Name :      Michael Shaps Winery: Evaluating the “Custom Crush” Opportunity
Authors :           Raggio Randle, Ben Eubanks
Source :             Ivey Publishing
Case ID :            W13488
Discipline :        Entrepreneurship
Case Length :    13 pages
Solution Sample availability : YES
Plagiarism : NO (100% Original work)
Description for case is given below :
By 2010, Virginia had become the fifth-largest wine-producing state in the United States and Michael Shaps had developed a reputation as one of Virginia’s premier winemakers. He had recently doubled his annual production capacity and was considering whether to increase production of his own “Michael Shaps”-label wines (MS), or accept offers to produce private-label wines (PL) for customers – a service he dubbed “custom crush.” He could increase his profits by selling PL wines at higher margins. However, it would take time to grow this new business, and any capacity reserved for a “custom crush” operation would reduce the number of cases of his own MS wines that he could produce. The financials of custom crush looked very promising, because in addition to higher margins, revenue from PL would be guaranteed by contracts prior to harvest – a situation of unusual security in the volatile wine business. Although his MS wines were of high quality and regionally popular, producing his own labeled wines was more of a speculative business, subject to myriad factors. Beyond the short-term financial impact, he also had to consider how a PL business would affect his own MS brand. Finally, Shaps had the opportunity to package wine in a box at significant savings over bottles and had to decide whether or how to introduce MS or PL wine in a box.
 
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Case Solution for Michael Boulos: A Career Derailed

Complete Case details are given below :
Case Name :      Innovation at the Leading Hotels of the World
Authors :           Michael Boulos: A Career Derailed
Source :             Ivey Publishing
Case ID :            W14546
Discipline :        Organizational Behavior
Case Length :    07 pages
Solution Sample availability : YES
Plagiarism : NO (100% Original work)
Description for case is given below :
On July 16, 2014, the finance manager of the Powertrain Department in the Whitby, Ontario branch of Astra Automotive, a global automotive parts manufacturer, was summoned to a meeting. He had been with the company for 11 years, steadily rising through the ranks because of his analytical capabilities, grasp of business complexities and intense work ethic. He was ambitious and driven to succeed; as a result, he was sometimes perceived as unnecessarily harsh and somewhat disrespectful toward colleagues and those under him when mistakes were made. He had been in his present role for just over a year, and though the company was pleased with his results, they were insistent that he enrol in training to help him better lead his department and staff. Overcome with preparing for a major presentation, he neglected to do so. As a result, he was suspended with pay for one week for allegedly not treating a colleague with respect. Now, his director, the Canadian president of operations and the human resources manager were waiting to give him the bad news: he was being fired.
 
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Case Solution for Governance in Times of Crisis

Complete Case details are given below :
Case Name :      Governance in Times of Crisis
Authors :           Katherine E Breward, Michael C Breward
Source :             North American Case Research Association (NACRA)
Case ID :            NA0080
Discipline :        General Management
Case Length :    28 pages
Solution sample availability : YES
Plagiarism : NO (100% Original work)
Description for case is given below :
A newly minted MBA joins a volunteer non-profit board. Shortly after joining the board the organization experiences significant cash flow challenges. In the process of resolving this problem, much deeper issues are exposed, including long-time neglect of fiduciary responsibilities by prior and current board members, lack of basic financial and human resource controls, problems with reputation and image in the community, alienation of funders, and an executive director (ED) who tries her best to hide her performance issues from the board. The board must decide if they can continue operations and reorganize to address these weaknesses or if the agency should be closed.

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