Organizational Behaviour a Look at Ge - 2236 Words

Organizational Behavior: A look at General Electric In the history of corporations few companies have demonstrated the staying power and tenacity as General Electric (GE.). Of the companies that originally appeared when the Dow Jones Industrial Average was rolled out in 1896 only GE is still doing business today. (General Electric, 2007) GE’s 125 year run has not been spotless. GE, like any long lasting organization, has had many ups and downs. GE’s past has at times been glorious and at other times has been dark and manipulative. â€Å"GE traces its beginnings to Thomas A. Edison, who established Edison Electric Light Company in 1878. In 1892, a merger of Edison General Electric Company and Thomson-Huston Electric Company created General†¦show more content†¦The fundamental problem could have been summed up by the idea of trying to squeeze orange juice from the rind. Individual employees and managers could not keep up and the company was quickly digging a deeper hole. By 1988 the problem could no longer be ignored. Jim Baughman, the head of GE’s management development center was charged with the task of correcting the problem. â€Å"In a memorable conversation, Welch and Baughman said to each other, ‘Let’s find a way to get work out of the system.’† (Ashkenas, 2002) The innovative system seemed clear: Teams. Teams would help to reduce the individual work load and get work through the system. The new team approach was aptly named, â€Å"Work-Out.† The â€Å"Work-Out† team approach created by Welch and Baughman utilizes small cross-functional teams that investigate problems. The teams generate ideas and solutions that are presented to the decision makers in an informal â€Å"town meeting† The informal nature of Welch and Baughman’s team approach was created with the clever notion that GE should be run not like a huge conglomerate, but rather like a small company. The vision (which is still being pursued by GE today) was to create a team environment that was not restricted by departments, business units or company leadership. By the mid-1990s it was clear that the â€Å"Work-Out† system was having a profound positive impact on GE. Teams, innovating and working without traditional limitations was saving the company.Show MoreRelatedGe’s Two Decade Transformation: Jack Welsh’s Leadershipge’s Two Decade Transformation: Jack Welsh’s Leadership1377 Words   |  6 PagesIntroduction GE was founded in 1878. It has grown multi folds since the time of inception. It has been named as â€Å"Most Admired Company in Us† and â€Å"Most Admired Company in the World†. It has companies in the field of electricity production, electric appliance, lighting, aircraft engines, medical system, and diesel locomotives. GE has 43 independent SBU (Strategic Business Unit). Despite all these variations available there was steadfast growth in the company. The management practices in GE were consideredRead MoreBusiness1501 Words   |  7 PagesGeneral Electric (GE) was founded in 1892 from the merger of Thomas Edison’s Electric Light Company with the Thomas Houston Company. Their business was based upon exploiting Edison’s patents relating to electricity generation and distribution, light bulbs, and electric motors. In 2005 and 2006 GE was Fortune’s â€Å"Most Admired Company.† Now it is an advanced technology, services and finance company de dicated to innovation in energy, health, transportation and infrastructure. GE operates in more thanRead MoreJack Welch and Transformational Leadership Essay3401 Words   |  14 Pagesuseful in identifying the personal characteristics, the leader and follower values and the situational factors that contributed to his success. This paper will analyse Welch’s leadership of GE using the framework of transformational leadership. Conclusions will be drawn regarding Welch’s leader behaviour and effectiveness, taking into account the situation, the nature of the followers, Welch’s values and the international and cultural context. Jack Welch Welch performed a number of leadershipRead MoreClassical Management Perspective7829 Words   |  32 Pagesbecome a CEO status before the age of 40. In this special assignment, Jack could boost up his interpersonal skills which refer to the ability to communicate with, understanding, and motivate both individuals and groups. As a manager climbs the organizational ladder, he or she must be able to get along with each and every one of the internal and also the external of the organization. Beside that, interpersonal skills defined as the set of abilities enabling a person to interact positively and workRead MoreGes Two-Decade Transformation Case Analysis4601 Words   |  19 PagesJudy Lee 04003094 Gianni Liburdi 049003649 Executive Summary This report’s objective is to provide analysis of the leadership challenge that General Electric (GE) is currently facing, and to recommend solutions. The primary problem is determining what kind of candidate is required to replace retiring CEO Jack Welch. This has left GE to question how much does the company want to change policy over the previous era, and where does the company want to be in future? Detailed examination of theRead MoreGe Jeff Immelt1815 Words   |  8 Pages3/25/2011 Ge Making Of Ceo Management of Organizations Case Write-up 1 – GE’s Talent Machine: The Making of a CEO http://www.papercamp.com/print/GeMaking-Of-Ceo/10993 1.What philosophy, policies, and practices have made GE a â€Å"CEO factory† as Fortune called it? General Electric (GE) has traditionally had a hands-on approach to talent management. There is a high degree of involvement of the top management in its people policies. There is a top-down approach to human resource policy. Also, GE recognizedRead MorePositive and Negative Reinforcement in Leadership Styles Essay example1465 Words   |  6 Pages Negative reinforcement will sometimes use scare tactics or abuse, such as public humiliation or the threat of a demotion, to push employees in certain directions. This paper will explore both styles, and the pros and cons of each. It will also look into how the two leadership styles can be used in conjunction with one another to modify behavior patterns in employees. Positive and Negative Reinforcement in Leadership Styles There are many different types of managers in todays world, and eachRead MoreScientific Management Essay4909 Words   |  20 Pagespaper, is defined as a set of expectations an individual has, as to how they are to use their leadership position to involve themselves and to involve other people in the achievement of results. Various aspects, such as value systems, technology, organizational design, and globalization, all affect the culture of an organization and come into play when determining what managerial style is best to use. As we move through the years, these components develop, resulting in the need for managerial stylesRead MoreGeneral Electric8705 Words   |  35 Pagesï » ¿Download the original attachment Executive Summary General Electric (GE) is a global market leader which is well known for its technological innovation, leadership and world class quality in the conglomerate industry. For the purpose of analysing strategic management in action, this report focuses on its Aircraft Engines (hereinafter referred to as â€Å"AE†) and Medical Systems (hereinafter referred to as â€Å"MS†) business units – a subset of its ‘Technology’ segment.    Its macro-forces (sluggish economyRead MoreOrganisational Behaviour - Essay3682 Words   |  15 PagesORGANISATIONAL BEHAVIOUR – ESSAY Essay Topic: One set of authors state that â€Å"An organisation’s ability to manage change will have a significant effect on its performance and prosperity† (Graetz. F., et al, 2006, p2 in Grates F. et al, 2006, Managing Organisational Change, John Wiley Sons, Australia), whereas another author claims that few corporate change efforts have ever been successful (Kotter, J.P., 2005, ‘Why Transformational Change Efforts Fail’, Harvard Business Review, March-April

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Birth Control Controversy Free Essays

Contraception is a critical issue for women of all ages and social class because the decision to have a baby impacts a woman’s physical, mental, and emotional health. Contraception is also very costly and is an expense that a woman primarily shoulders. Not every employer’s health insurance plan provides benefits for prescription contraceptives and devices. We will write a custom essay sample on Birth Control Controversy or any similar topic only for you Order Now A personal survey of 50 adults with varying types of insurance plans, asked if their health insurance plans provided coverage for birth control, Viagra, or abortion. Everyone surveyed maintain that his plan provides coverage for Viagra, a sexual enhancement drug, and abortion. The same survey showed that 26% of the insurance plans do not provide benefits for Food and Drug Administration (FDA) approved prescription contraceptives or devices for the solitary purpose of preventing pregnancy (personal communication, 2010). Not providing coverage for birth control, yet providing coverage for other types of prescription drugs, services, and devices, is discriminatory against women and has a negative impact on an employer’s and the government’s economics. The federal government should mandate that all health care plans provide coverage for FDA approved contraceptives because not providing them is discriminatory against women. Preventive Health Care and Finance Women that plan their pregnancies usually obtain pre-natal care and take better care of themselves and unborn child. Moreover, women who have planned their families put enough distance between each pregnancy so not to put a strain on their physical, mental, and emotional welfare. This is better for both mother and child. Furthermore, to obtain FDA approved prescription birth control, women must first be seen be a licensed physician and have an examination. That examination includes a Pap smear, breast exam, and screening for sexually transmitted diseases. Without the motivation of obtaining contraception, women may not schedule an exam that could detect, and treat, potentially life-threatening diseases. Early detection of disease, such as cervical and breast cancer, is vital to making a full recovery. Family planning devices and prescriptions should be a benefit that all health insurance plans provide because more than half of the pregnancies that occur within this country are not planned. The United States has the highest rate of accidental pregnancies of the entire industrialized world. Of those pregnancies, only half come to term. The other pregnancies end because of spontaneous abortion, also known as miscarriage, or the woman elects to have an abortion (Roan, 2009). With insurance provided birth control these statistics can decrease considerably. Lack of coverage, and the out-of –pocket expense for birth control, is a factor in the high rate of unintended pregnancies because women are going without birth control, or opt for less effective methods for family planning. Women spend approximately two-thirds of their lives in an attempt to avoid pregnancy, but still a majority of women experience an unplanned pregnancy by the time they reach age 45 (Vargas, 2002). Women are primarily responsible for preventing pregnancy and rely on prescribed contraceptives and devices because there is no effective form of over-the-counter birth control available for women’s use. The most effective form of birth control, other than abstinence, is oral contraceptives, which is better known as â€Å"the pill. † With insurance, co-payments for the pill range from $10 to $50 per month (Andrews, 2010). Without insurance coverage, the expense of the pill can range from $20 to $75 per month. Over a 25-year period this could amass from $6,000 to well over $20,000 (Guttmacher, 2010). Therefore, women are paying upwards of 68% higher health care expenditures than their male counterparts (Zolman, 2002). In comparison, the only form of birth control used by men is a condom, and they are available without prescription and not costly. Pictured above are different types of birth control available. All, except condoms, require a prescription and are used by women. Photo courtesy of Dawn Stacey Sexual Discrimination Some health insurance plans exclude contraceptives because it views them as quality of life drug and not medically necessary. If a doctor deems a woman to have a clinical need for contraception, such as recurring headaches, endometriosis, acne, or irregular menstruation, an insurance company may choose to authorize benefits. However, Viagra is one quality of life drug that insurance plans cover without question (Vargas, 2002). Viagra is an oral treatment that a doctor prescribes exclusively to men who suffer from erectile dysfunction. Covering expenses for one quality of life drug, aimed for the improvement of men’s sex lives, and denying benefit of another quality of life drug, intended to prevent pregnancy for women, is undoubtedly discriminatory. The Equal Employment Opportunity Commission (EEOC) sustain employers are legally bound to provide a full range of family planning options if other forms of preventive health prescriptions and devices are part of their benefits package. Title VII of the Civil Rights Act of 1964 says it is unlawful when employers â€Å"fail or refuse to hire or discharge any individual, or otherwise discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment because of such individual’s race, color, religion, sex, or national origin† (Zolman, 2002, p. 8). Health and prescription coverage is part of the compensation and terms of employment as mentioned in Title VII. To provide further clarification, the United States government added an amendment in 1978 called the Pregnancy Discrimination Act (PDA), and it reads â€Å"†¦women affected by pregnancy, childbirth, or related medical conditions shall be treated the same for all emp loyment related purposes, including of receipt of benefits under fringe benefit programs† (Vargas, 2002, p. 9). The current regulations for health insurance governance vary and are subject to different protocol. The Employment Retirement Security Act (ERISA) is a federal law that oversees self-funded insurance plans. A self-funded insurance plan, also known as self-insured, is a plan that an employer provides and pays for from a self-established fund. ERISA oversees the compliance of procedure, such as providing insurance information and instructions on how to file grievances, however; it does not require employers to provide specific benefits (Zolman, 2002). Within ERISA is a loophole that self-funded insurance plans have used to avoid following mandates that may be in effect through state legislation. Fully insured health plans contract through insurance brokers, are subject to state insurance mandates, and are not governed by ERISA (Zolman, 2002). The Equity in Prescription Insurance and Contraceptive Coverage Act (EPICC) is a federal contraceptive prescription and device mandate that has gone before Congress on several occasions but has not been successful in passing into law. Nevertheless, there have been 27 states that have passed there on version of EPICC since 1998 (Andrews, 2010). However, requirements for coverage vary from state to state and self-funded insurance plans are exempt from complying. Throughout the last decade there have been several lawsuits filed against employers unwilling to include prescription contraception benefits. The first such case was Erickson versus Bartell. In 2001, Jennifer Erickson brought a lawsuit of sexual discrimination against Bartell Drug Company for failing to provide birth control in a prescription drug benefit package. Federal Judge Lasnik determined that Bartell Drug Company was in violation of Title VII and the PDA (HRMagazine, 2005). Sadly, the majority of employers who exclude prescription contraceptives choose to wait for legal action before changing policy. In those cases, society loses as precious taxpayer dollars are spent. Employer Expenses Many people have the misconception that it is expensive for an employer to provided prescription contraceptive benefits and that the employer should be able to limit available benefits to help keep health insurance premiums to a minimum. A study conducted by the Washington Business Group on Health concluded that employers experience greater direct and indirect financial losses when an employee becomes pregnant. The indirect expenses include the employee’s absence for doctor’s appointments, fatigue, or illness. Indirect costs can also include reduced productivity, and the need to train another person to fulfill the pregnant employee’s position when absent. Direct costs can reach well above $10,000 for expenses related to pre-natal care, delivery, and one-year of infant pediatrics (HRMagazine, 2005). How to cite Birth Control Controversy, Papers