Search This Blog

Wednesday, February 15, 2017

Hales Corners Chamber of Commerce

Mark Nicholson Named Interim President of Hales Corners Chamber of Commerce

Nicholson, of Nicholson Realty, named by Board after previous president’s resignation last October; term to last until March 2018.

Hales Corners, Wisconsin – February 15, 2017 – The Board of Directors of the Hales Corners Chamber of Commerce (www.halescornerschamber.org) has appointed Board member Mark Nicholson interim president of the organization, for a term to last until the Chamber’s 2018 annual meeting in March.

Nicholson, of Nicholson Realty, succeeds Don Schwartz in the role following Mr. Schwartz’s resignation at the end of October this past year. Until Mr. Nicholson’s appointment, the Board had jointly managed the day-to-day business of the Chamber.

At over 100 members strong and growing, the Chamber is poised for a strong 2017. In addition to shoring up a plethora of administrative affairs in the interim leading up to the appointment of Mr. Nicholson, the Board has simultaneously been working to bring further value to the membership. Projects have included, among others, the launching of a newsletter, Chamber Chat; the rebooting of a more robust membership/welcoming committee; and the strengthening of ties with other community organizations.

The Chamber’s 2017 annual meeting and elections will take place on Tuesday, March 28, starting at 6pm, at the Whitnall District Office. Additional details will be provided in the near future.

###

Contact:
Aaron S. Robertson, Secretary
Hales Corners Chamber of Commerce
P.O. Box 2
Hales Corners, WI 53130
Phone: 414-418-2278
E-mail: secretary@halescornerschamber.org
Web: www.halescornerschamber.org

Thursday, February 2, 2017

Ice Fishing Jamboree Muskego

Whether you love to ice fish, or whether you love to simply get together with friends and family for a day of fun and supporting a great cause, this event has plenty to offer you!

Drop a line beneath the ice and you could win cash and prizes for having the biggest catch (you must purchase a raffle ticket to be eligible)!

Or, if you are more comfortable spectating indoors, drop a few bucks on a raffle ticket ($5 each - 5 for $20) and you'll be entered into a raffle for great gifts!

Fishing starts on Little Muskego Lake near Danny Haskell's at 8am, with the awards announced in the pub at 4:30pm. Proceeds benefit the Muskego Lions Club drug awareness program called Holly's Hope! Tickets available at Danny Haskell's, or by contacting the Muskego Lions.

Muskego Lions Club Ice Fishing Jamboree
Saturday, February 4, 2017
Danny Haskell's Pub & Grill, W171S7260 Lannon Drive, Muskego, Wisconsin 53150
Fishing starts at 8am, awards announced at 4:30pm 

Facebook event page


ice fishing jamboree muskego, ice fishing jamboree milwaukee, ice fishing jamboree wisconsin

Saturday, January 21, 2017

2nd Chance Prom Boerner Botanical Gardens

2nd Chance Prom Boerner Botanical Gardens

Monday, January 9, 2017

Those Old-Time Values

By Aaron S. Robertson

Now, I can’t always name ‘em all off the top of my head, but I just know ‘em when I see ‘em. Those old-time values. Here are a few of ‘em:

1) Hard work

2) Truly understanding the value of hard work (see #1)

3) Decency

4) Paying your bills

5) Cleaning your plate (that’s why ol’ Aaron can afford to lose a few pounds, hehe)

6) Appreciating what you have

7) Using the local greasy spoon diner as a hub for community news, making new friends, keeping old friends, and getting a mighty-fine breakfast served with a little ol' fashioned TLC

8) Cleaning your plate at the local greasy spoon diner and tipping your servers at least 20% (see #6)

9) Drinking coffee throughout the day and night like it’s water, preferably black

10) Desiring to see your country return to being a manufacturing empire and once again supplying the world with heavy equipment and high-quality parts, instead of us just serving each other cups of coffee and pizzas.

11) Put down the fuckin’ cell phone, stop texting, and try connecting with another human being face-to-face.

There you have it. Those old-time values.

If you enjoyed this post, you may also like the post, #workinglivesmatter

#workinglivesmatter

By Aaron S. Robertson

The only lives that matter are John Q. Lunchpail and Susie Q. Lunchpail, and they encompass every color, creed, sexual orientation, size, shape, accent, and racial and ethnic slur known to our country. John Q. Lunchpail and Susie Q. Lunchpail toil day in and day out to keep our country running. I'm striking it out on my own and creating a new hashtag, and I dare to boldly proclaim that #workinglivesmatter.

#workinglivesmatter


They're black cops and white NBA players. They're the stereotypical Jewish doctor and Irish laborer, and vice-versa! They're Muslim executives and Christian construction workers. They're straight and LGBTQ+. They're married with children, they're married without children, and they're childless bachelors and bachelorettes. They're single parents working hard and just trying to do right by their children, and they have jumbo-sized nuclear families. Perhaps they're retired now, or disabled, or just looking to keep busy, so they're working by volunteering - they're sharing their expertise, stories, talents, and good company with others. Perhaps they're still in their working prime and volunteering every moment that they're not at their paying jobs, simply because they love helping others and have a vision for this world. They're stay-at-home parents, working hard to ensure their children grow up right. They're working in comfortable offices and in loud and oily factories. They're helping those that genuinely can't help themselves.

#workinglivesmatter

Work, in all its forms, whether for monetary compensation or not, unites us all, lifts us up, cleanses our souls, and will continue to drive our country and our world forward. #workinglivesmatter .

If you enjoyed this post, you may also like the post, Those Old-Time Values.   

 

Sunday, January 8, 2017

Milwaukee Events and Happenings

Check out this recently-created group on Facebook to share your Milwaukee -area events, fun happenings, specials, business news, charitable and service club efforts, classes and workshops, neighborhood and subdivision rummage sales, and a lot more!

It is a public group, and anyone can become a member. Use this Facebook group to share everything great that Milwaukee and the surrounding area has to offer:

https://www.facebook.com/groups/MilwaukeeEvents
 

Tuesday, December 27, 2016

A Review of a Qualitative Study on Culture in Business

Author's note: The following is a paper prepared as part of a course taken for his pursuit of a Ph.D. through Milwaukee's Cardinal Stritch University.

Copyright 2016, Aaron Scott Robertson. All rights reserved.

A Review of a Qualitative Study on Culture in Business
Aaron S. Robertson, MSM
December, 2016


Abstract

The paper offers a critique of the article, “Organizational culture – a factor of potential positive influence on the collectivities of any organization,” written by Ramona-Andreea Mihalache and Ruxandra-Gabriela Albu, both of Transilvania University of Brasov, and appearing in a 2016 issue of the Bulletin of the Transilvania University of Brasov, Series I: Engineering Sciences. The article discussed is a qualitative study exploring the subject of culture in business, having implored interviews as the research method to compare the organizational cultures of two Romanian companies.

Keywords: organizational culture, culture, Romania, House of Dracula Hotel, Pentalog Romania, qualitative research, semi-directive interview

Introduction

This paper offers a critique of the article, “Organizational culture – a factor of potential positive influence on the collectivities of any organization,” authored by Ramona-Andreea Mihalache and Ruxandra-Gabriela Albu, both of Transilvania University of Brasov. It appeared in a 2016 issue of the Bulletin of the Transilvania University of Brasov, Series I: Engineering Sciences. The article, a qualitative study weighing in at eight pages and exploring the subject of culture as it relates to business, is analyzed primarily through the lens of validity. However, this author, who is devoting his dissertation to culture in business, as well, will have some additional thoughts to contribute to the discussion.

Analysis

For their study, Mihalache and Albu conducted six interviews between two Romanian companies operating in the service industry: Pentalog Romania, a provider of information technology (IT) services, and the House of Dracula Hotel, a major tourist attraction (Mihalache and Albu, 2016). More specifically, “The research method was the semi-structured interview, the in-depth semi-directive interview” (Mihalache and Albu, 2016, p. 151). All of the interviewees were in various positions of management at the respective organizations studied. Additionally, all interviews were audio recorded, but that appears to be all of the details provided, as far as an audit trail, or lack thereof, is concerned.

The article begins with various definitions and observations of organizational culture, most notably from Schein (1992) and Nicolescu, Androniceanu, and Nastase (2000). The theoretical framework chosen for the study is the Denison model. According to the researchers of the study, “The four cultural features measured in the Denison model are: Mission, Consistency, Involvement, and Adaptability. Each of these features is divided into three divisions – cultural indexes” (Mihalache and Albu, 2016, p. 150). Themes gathered from the interviews are divided between the two organizations in a neat, presentable format, with a number of the findings between the two companies similar in nature.

For his own dissertation, as previously stated, this author is researching the subject of culture in business, as well. So, from this standpoint, this author has found this article to be somewhat useful and insightful for his own work. There is certainly value here for his own research. However, this author believes that more could have been done.

To start with, a total of just six interviews were conducted between the two organizations that were looked at in the study. Why six? For this author, six interviews, at first glance, seems like very little, but then again, he humbly admits that he has a lot more to learn. Perhaps he is also simply and unconsciously comparing the number of interviews completed for this study to what he knows about quantitative research. Even the researchers of the study acknowledge that, “…the sample size was low…” (Mihalache and Albu, 2016, p. 152), but, to their credit, and in all fairness, they also add that, “…but the amount of information provided by respondents was very high” (Mihalache and Albu, 2016, p. 152).

Furthermore, the questions are begged, why interviews? Why not another form of qualitative research, such as focus groups or field observations? Were any other methods considered? These questions are not addressed in the article, and again, there really is no discussion on the interview process, other than to say that they were audio recorded. Are the recordings still preserved and safely kept somewhere? Are there space limitations imposed by the publishing journal that may have kept some of these details out of the article? If so, this may certainly explain the absence of some of these key details.

Finally, from this author’s perspective, it would have been beneficial if perhaps a third, and even quite possibly a fourth, company was included in the study, to add further validity to it. More specifically, the two organizations that were examined are both in the service industry. Perhaps a business in the manufacturing sector would have served to round this study out more nicely. If this could not be achieved for whatever reason, then, at the very least, a third or even fourth type of business in the service industry, service certainly being a very broad term that covers a lot of ground, would have also served to round the study out in a fuller, richer way. It appears to this author that the researchers of this study may have been seeking to paint broad strokes to begin with, that is to say, to attempt to find some common, overarching, universal themes when it comes to culture, and so expanding their study to include additional organizations would have certainly achieved this aim, if this is what the researchers were really looking to do.

In any case, as noted prior, this author still certainly finds some value in this study for his own research on the subject of culture in business. Until recently, he had been heavily considering a quantitative approach to his dissertation, or, at the very least, weighing a mixed methods study, as he certainly sees and understands the value in qualitative research, as well. After reviewing this article and completing a course on qualitative research methods, however, the pendulum has swung the other way, and he is now giving serious consideration to a purely qualitative study. For this author, the subject of culture involves too many emotional, psychological, and other elements that a quantitative approach, in his view, would have too difficult a time attempting to get to the root of and do the study true justice.

Conclusion

In closing, this author has some concerns with validity in regards to how Mihalache and Albu (2016) conducted their study on culture in business by examining the organizational cultures of two companies in Romania utilizing the qualitative research approach of conducting interviews. However, this author also acknowledges that he still has a lot to learn about research methods, as well, and it is certainly important to point this out. In the end, he has still found this study to hold value for his own work on culture in business.

Bibliography

Denison, D.R. & Neal, W.S. (2000). Denison organizational culture survey: Facilitator guide. Ann Arbor, MI: Denison Consulting LLC.

Mihalache, R., & Albu, R. (2016). Organizational culture - a factor of potential positive influence on the collectivities of any organization. Bulletin of the Transilvania University of Brasov, Series I: Engineering Sciences, 9(1), 149-156.

Nicolescu, O., Androniceanu, A., & Nastase, M. (2000). Sisteme, metode si tehnici managerialeale organizatiei. Bucuresti: Editura Economica.

Schein, E. (1992). Organizational culture and leadership. San Franciso: Jossey-Bass.