What nice and short article, but very true in essence. I totally agree with author Jones’s words as much as I do believe flirting at work is a detrimental and incompetent posture that brings nothing but negative consequences to females who use sexual behavior in the workplace. Flirting or any type provocative sexual behavior is typified as unprofessional, unchallenged, and unacceptable in the work environment because it breaks up the company’s policy, therefore women who usually use these types of demeanors need to be talked with and could find themselves in a very difficult, uncomfortable, and the worst damaging situation that they could ever imagine. However, we all know that these sort of sexual behaviors happen all the time in the work places, and so females that try to be smart by adapting these kinds of behaviors could end up closing up their opportunities of advancement in the companies, and as a result losing up their jobs.


Undoubtedly we have experienced that a whole lot has change in the work world in a very short timeframe with the involvement of women in the workplace, as the author points out. In today’s business world we are witnesses of remarkable contributions women have made to the entire world as they have occupied, in most countries, not only top political leader roles, but also business, cultural, economic, social, intellectual, academic leader positions, etc. where their actions have voice and power, where they are a part of the decision making process that affects people’s well being, where they have the authority to create and delegate policies and rules, and where they can simply shine by proving to themselves they are capable of achieving their dreams once they commit to it. Therefore, women’s participation now plays out such crucial role within the organization that if we intelligently dialog and equally combine both women’s and men’s intellectual human capacities we would definitely turn things around, we would view tremendous changes in the organizational and human behavior, and the best, we would observe things from a different perspective. Meanwhile, women keep climbing up the ladders, and keep getting involved deeper and deeper into the society, so that is something that we men need to applaud and watch out as they go.

What great article by Ronald Alsop, he really made think about those biggest little details which he best describes as the recruiters’ pet peeves (lack of professional skills) that MBA students face right at the interview process, little details with tremendous value that we as an MBA student really need to pay attention on, such as; making the very first five seconds count by displaying an image of professionalism, communicating ideas clearly and precisely in other words being objective, showing outstanding writing and reading skills, listening carefully to the interviewer, and showing a figure of team player as I absolutely believe this latter to be a fundamental skill, because no matter what level of education we have or the position we occupy within the organization, we still have to be able to communicate/persuade with top management to the lower-level employees who do not have the same level of education or perspective.

In summary, to be an MBA student does not necessarily mean we are exempt of making mistakes, on the contrary business leaders really need to foster a culture of fear within the structure of the organizations where we are not afraid of admitting our mistakes, where we are able to show that we are flawed humans, and where we are able to be open to the dialog to every employee regardless the post they occupy within the organizations so that we can grow more healthy work environments and as a result better companies and places to be in.

This is a great article that explains how the top business schools are trying to incorporate the most critical skills an MBA student, manager or leader should acquire and develop throughout the process of learning, such as; communication, integrity, ethics, critical thinking, listening, being a team player, and staying level-headed under stressful situations. I truly believe that there is no academic institution in today’s changing and dynamic business world that embraces all these elements. I believe they are all intangible elements that we grasp as we go out there and face ourselves to the day-to-day real life situations, and as we go on we hone those skills and change our minds, behaviors, personalities, and attitudes towards the way we would face future situations by having acquired a strong grasp of those critical management skills.

It is tremendous to have such unique college of business within the University of Northern Colorado for future generations, that not only offers a bachelor’s degree in Business Administration which is mainly its specialization, but also the experience, technology, guidance and support that students need from inside the classrooms to the faculty to the time they look for work placement opportunities, and what is even better is that they count on the accreditation from the AACSB for being the first college of business school accredited from this AACSB in 1992.  I also love the way this college run as far as its internal organization is concern. The National Institute of Standards and Technology -Technology administration – Department of Commerce, Baldrige National Quality Program explains that 90 % of the entire faculty holds a doctoral degree and that this specialized faculty is the one who imparts the undergraduate business classes and not the graduate assistants as it is commonly seen in some universities in the country. Also, the fact that they give the opportunity to business leaders in the State of Colorado to come and join the dean’s office and share their experience with the alumni inside the classrooms, really gives a plus to this college, so it is a phenomenal job well done by the dean’s staff.

I agree with Argyris words pretty much on everything he mentioned on this article, especially when I realized that everything he mentioned is applicable to my work, I am talking about the management team role. However, where I found myself related the most to his thoughts was in the fact when he tries to convey the message to all the readers of this article that for an organization to change in its organizational behavior it is fundamental to experiment a change, a change in the core of the organization that has to start from the top, and to be more objective a change in the ego of the top management. I really see this happening where I work, and so I fully believe this is one of the typical problems that not only my company faces now, but all the businesses do. For instance, seniors managers at my work really need to change in the way they think, that is; the fact that they have worked for the company for so long does not necessarily mean they have the knowledge and expertise to do their endeavors, and therefore to end up being a condescending leaders, unlike they need to be more receptive and really need to learn how to heed to their people’s inputs. Another issue that my company’s management team faces is miscommunication, another is not having a multicultural perspective, and another is the lack of motivation, however, if I went on enumerating all the problems I would end up with a large bulleted list of issues. Anyway, the bottom line is that we need to adapt a posture of double-loop learning or innovative behavior at work to modify the governing values to challenge the status quo and a transformational change will ensue.

The article, learning by the case method: how to get the most out of the case learning, helped me grasp a better understanding of how important it is to identify a problem or symptom when a difficult situation is presented in an organization (work place), investigate the root causes aggressively, analyze the effects or consequences, come up with some solutions or possible action steps for responding to that specific problem, present the outcomes to the management team, and follow up whatever the course of action is with the intention of resolving the issue in the organization. For instance, I am a part of the management team in the company that I work for, this company is well-known as the worldwide leader in the distribution and delivery of parcels, and I always face the day-to-day real-life situations that any manager faces on their work routine, and so now I know that defining the problem really leads us to arrive to potential solutions. In light of the fact that mangers should always be overseeing activities and supervising people in organizations, it would be best if they heed to people’s feelings, thoughts, and attitudes about their work as all of these elements really make a difference in their performance and behavior.

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January 24, 2010

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