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BUS 309 A New Work Ethic By After reading Case 4.4 A New Work Ethic. I now convince this is the new work ethic. I think it maybe a young work ethic. The environment he described was young people who were working in a job that seem to be temporary. Don’t get me wrong I’m a firm believer in, it does not matter what type of job it is you always do your best. I really and truly believe in hard work. I also feel I’m a realest it does matter what company you are managing it important to know your people, their strength and weakness who is strong and who is not. If someone is coming to work for you on an temporary basics it would be hard to compare that person to someone who works full time and really depend on this job and the income. I think what Sheehy’s experienced was young person work ethic that need supervision. I think that speaks cleanly when a truck was parked in the parking lot for four days before someone called the police. Young people at that age only care about going to work and getting off they are not invested into the company they work for at that time. The truck parked in the lots for four days i really have to question the manager. Also in the work study it was mention that a recent survey shows that employee theft account for 50 percent more revenue loss for retailer than shoplifting. That is just unacceptable and highly disappointing. The mentality of the young people he was talking about use the Phase “Getting on with getting mine” they just had a lot of dishonest people working for them. I think when you start doing thing like this it has nothing to do with your work ethic it has all do with you values as a person. Customer service I do have to say it’s a lost art. Who hasn't gotten lost on an automated phone line, wandered aimlessly around a store trying to find a sales clerk or waited hours for the repair technician who never comes' I call my cable company the other day because my internet was down. They said someone would come by between 8am and 7pm.” Really”, A business seeks to make a profit by providing customers with goods and services. The success of the business is in the quality of the goods and customer service. Management and leadership styles have a great impact on the working environment and employees' motivation. The working environment also affects both management and other employees' motivation, which in turn influences the overall progress and well being of the organization. It all comes down to keeping employees enthusiastic and energized by developing a leadership style that will build teamwork and growth for the organization. The managers' leadership style contributes directly to the employees' motivation and work satisfaction. There are many types of leadership styles, one that is task-oriented and the other is employee-oriented. A manage or supervisor with a task-oriented style will typically train and expect results as if they we doing the task themselves. On the other hand, the manager with an employee-oriented leadership style will foster team work with a concern in boosting employee self-esteem, enhancing their decision making and problem solving skills. Not all leaders fall exclusively into one style or the other. Depending on the personality and the dominant part of the manager's style, the effects on the customer service representative will vary. In a report last year by the International Labor Organization it was shown that U.S. workers averaged nearly 2,000 hours of work every year. (40 hours per week x 52 weeks = 2,080 hours.) This compares to other workforces in other countries working fewer hours than we do. For example, on average U.S. workers spend 70 hours more per year on the job than their Japanese counterparts, and nearly 350 hours per year more than Europeans. This equates to nearly 10 more weeks of work per year. (Braun May 2006) More statistics: According to the Bureau of Labor Statistics, the proportion of Americans working 49 hours or more a week has remained steady in recent years, after rising in the late 1980s and early 1990s. In the late 1980s, 29.5 percent of managers and professionals reported working 49 hours or more a week, as compared to 24 percent in the early 1980s. But in the past several years, the percentage of managers and professionals working 49 hours or more a week has begun to fall to the current rate of 27.9 percent. (Braun May 2006) This is showing a trend of younger affluent Americans who desire a work ethic changing from working hard to working smart. It is a good idea for employers to recognize of the changing nature of the workforce and its values. Having strategies in place to promote a healthy work/life balance will become increasingly important. I would like to believe that the case 4.4 does not represent the New Work Ethic.  Reference: http://www.braunconsulting.com New Letter May 2006(Braun May 2006)