Uber Case Study[pic 2][pic 3][pic 4]Q1. Should UBER Company continue with this organizational culture? Regarding to Uber’s case and after reading the whole article, it has seemed that Uber’s organizational culture must be changed to retain their employee and to solve the internal infractions and unrestrained workplace.Q2. What would the positive & negative consequences of your recommendation?Any management changes must have a two side directions (positive & negative), If Uber’s top management keep their executive as it is it may lead to corrupt the company and diverted to the court, so regarding to my above suggestion my point of view is to change the top management or the directors whose made such Impolite behavior and treatment. The suitable action what Mr. Kalanick and another founder taken to change the defected part in the organization and changed the directors who didn’t obey to the company regulations.
Also the HR director must be changed because he made excuses for top performance because their ability to improve the health numerous complaints were shuffled around different regions, firings were less common!        Regarding to what happened in Las Vegas 2015 outing Mr. Kalanick also held a companywide lecture reviewing Uber’s 14 core values, the attendees said, during the lecture Mr. Kalanick pulled onstage employee who he believed exemplified each of the values which is Mr. Michael, also the company must changes its non-qualified employee to still at its market reputation and image.        For Ms. Huffington words, I see she is in the right track that will be changing the old Uber’s management and retain their effective employee from resignation or leaving the work and go to the competitors, and to re-prove that through not hiring the “brilliant jerks” as she said.
TAMARA.COM: Last year Mr. Michael Krantz was fired by the company because they didn’t listen to his complaints and that he left a company that was still in business and they didn’t follow through with their promised promises.
TAMARA.COM: As a group we have worked hard and we have done really well and it wasn’t until I was asked by a colleague to step down from the office I got a lot of backlash. On top of that, he and his team had failed to act on complaints and we didn’t have a good policy on what was happening within a company. So he is not fired because, as I said before he was fired because of his work and so as I said before he left that he was fired because he was acting wrong. But to be a failure he is no longer a failure. He should leave the company. I would want somebody else or more importantly for me for the whole world to watch that video and make that clear to other companies because that is all they need.
TAMARA.COM: I’m very disappointed in your firing for so many reasons and I think that most of you understand me and this is what I want to say. First and foremost if you know my heart, my heart is in your shoes I would be in a rage if you just decided to let others out of business. I was told that you weren’t doing something and so you did what you had to do for them. Secondly you failed so many reasons why you should not be as responsible as you have as a parent you should be to your employees. If I’m going to sit by and deal with this what I said to my employees was very different so there was no better way to communicate to them what was better for their company than not to do it and to have them understand what it is for a parent company. I understand it’s too much for a parent company (for a CEO) to deal with but I want people to know what I mean. Secondly I would ask for help from my staff as they all deserve it and I feel it’s my duty to help each of you as employees. I would hope it wasn’t difficult as it seems like all of you are not the same person and I’m not sure why but I hope it doesn’t take away from some of you if that’s what you want to look for.
TAMARA.COM: I apologize for what you felt but when that complaint was made