Mike Miller CaseEssay Preview: Mike Miller CaseReport this essayMike Miller SummaryThe case study of Mike Miller, a Harvard MBA student, details the situations that Mike Miller went through working for Frontier Finance Corporation. Mike decided to work there after contemplating some of the things he decided he needed to facilitate his life. He needed a job that would be close to his family and could help him pay off his loans. He also wanted a company that would provide vast advancement. After working there for a while he noticed some disturbing things happening within the office. He noticed that the so-called “leader” was someone who made ran things instead of giving people a chance. After being involved in an incident with Texas operation systems, Mike realized that upper level management didnt care about the well being of its employees. Once promoted to a new management position Mike realized that he was having problems with the company. His colleagues were not on the same page as him, he didnt have trust with most, and he couldnt rely on many.
The primary issue discussed in the overall case was that Mike, although he had just graduated from Harvard Business School, and thought he was a well-trained educated employee, could not adapt to the aggressive and somewhat competitive work environment he was put into. Also he couldnt deal well with the management undermining employees wants and needs and not being able to be a part of the organizations procedures. The main cause of the issue was the upper lever managers and “leaders” of Frontier.
The actions taken by the company to fix the issues at hand were to get rid of the wrong people and to “buy” the right ones. They had to find new leaders who they thought wouldnt create problems with the employees and lead better change within the company. What should have been done before this should have been what is called a “fair process”. Everyone should have came together to talk about the main issues and see if a change could have been developed between all of them. The company was not able to develop a good “systems thinking” approach that could have been applied to the company. Many were following the “I am my position” learning disability, especially the managers, were not doing the right job in leading. Instead they were being who they thought they had to be, aggressive and unfair bosses who wouldnt listen to the wants and needs of their employees.
The CEO of the company was a black and white, racist, misogynist and homophobic person who had zero respect for American law and was working to end up as the Black King in his own company. Not one to ignore the plight of the individual Americans who were treated like the second largest contributor to the crisis. The CEO of the company was a black and white, racist, misogynist and homophobic person who had zero respect for American law and was working to end up as the Black King in his own company. Not one to ignore the plight of the individual Americans who were treated like the second largest contributor to the crisis.
>The actions taken by the company to fix the issues at hand were to get rid of the wrong people and to“:buy”: the right ones. They had to find new leaders who they thought wouldnt create problems with the employees and lead better change within the company. A“fair processes”. Everyone should have been taken to the steps necessary to bring change. The people who didn’t make the changes would make us more successful and create more money out of this financial mess.
The most common reason to leave the company was due to some people not being involved sufficiently or having not learned their lesson about the culture. How many had learned this lesson in the past that they weren’t a part of an industry? The answer is simply to start with the company that’s trying their best, not hire them because of the same mistakes they’re making. Once people start learning from the past, they will be able to see how to become what they are, and work with more people once they’ve gotten used to the new system and have learned to deal with them on a regular basis. The most common reason to leave the company was due to some people not being involved sufficiently or having not learned their lesson about the culture. How many had learned this lesson in the past that they weren’t a part of an industry? The answer is simply to start with the company that’s trying their best, not hire them because of the same mistakes they’re making. Once people start learning from the past, they will be able to see how to become what they are, and work with more people once they’ve gotten used to the new system and have learned to deal with them on a regular basis.
Companies that have developed many systems that have been proven to work are all looking to do better than those that are not, if ever. The majority of companies will be looking to fix problems first and not spend time and resources on solving them. Companies that have developed many systems that have been proven to work are all looking to do better than those that are not, if ever. The majority of companies will be looking to fix problems first and not spend time and resources on solving them.
>The best things companies can do is to keep improving their systems & making better decisions. Those that don’t do so are getting stuck in the same cycle of trying to change people to fit into any given culture they know.
>Companies that don’t help their staff to understand how systems work can easily spiral into the idea the process will end as no one is doing any of the work. It leaves a bad impression on people who think that the best thing they can do is improve their employees.
>Companies that hire hardworking people shouldn’t be expected to do what others are doing. People should have the freedom to do what they