A really problem employee who cannot properly do the tasks that he should be able to do. Uses twice the time compared to other workers but the results are so bad that they need to be redone.

I've been working with the company for a couple of months. But since I started, I've become the go-to of my boss when it comes to tasks. I'm tired, overwhelmed and so behind schedule. How do I say no to my boss and be appreciated for it?

I spoke with Mr. Perkins. He said he filed a complaint with our company, but we ignored him, so, he hired an attorney. After 2 years, his attorney just stopped helping him. He is asking if we can help him. I checked our system, but I could not find his record. He may join a class action suit, I am guessing. Mr. Perkins said we discontinued paying for his medical benefits and after 30 years of paying premium he feels we failed to do our obligations.

I've just been assigned as project manager and I want to be good at this. But I'm having all these issues about delays and unexpected costs. I'm under a lot of pressure to reduce additional costs and stick to the budget. How do I handle this?

A real problem employee who cannot properly do the tasks that he should be able to do. Uses twice the time compared to other workers but the results are so bad that they need to be redone.

You were selected to lead a study team on where to use AR / VR in your company. Your leaders feel that using digital technologies may add competitiveness to the organization and the business push to find new business opportunities.

One of your team leaders is complaining about this one "incompetent" subordinate. You are the manager. You have been asked to join a meeting with HR and Legal to resolve this problem. It seems like no one wants to deal with this controversial employee. How would you think through the problem?

Often, people at work are faced with unknown factors and unexpected situations such as customers’ changing demands, re-work procedures and disruptive technologies. But most of the training they receive only teach them standard skills and procedures. So what happens when they encounter deviations (errors, delays, wrong materials, wasteful processes, etc.) at work? How does one scale from his/her standard skills and roles to capabilities to think through the deviations and find new solutions?

"We need to fix 10 tractors," said John. "Why not just buy new ones?" Peter asked. "The company does not have the budget for new ones and we are hoping that we can still salvage the 10 old tractors," John responded. The two mechanics are trying to fix 10 tractors which have been in storage for several years. The video is only the start of their conversations.

You were selected to lead a study team on where to use AR / VR in your company. Your leaders feel that using digital technologies may add competitiveness to the organization and the business push to find new business opportunities.

One of your team leaders is complaining about this one "incompetent" subordinate. You are the manager. You have been asked to join a meeting with HR and Legal to resolve this problem. It seems like no one wants to deal with this controversial employee. How would you think through the problem?

Often, people at work are faced with unknown factors and unexpected situations such as customers’ changing demands, re-work procedures and disruptive technologies. But most of the training they receive only teach them standard skills and procedures. So what happens when they encounter deviations (errors, delays, wrong materials, wasteful processes, etc.) at work? How does one scale from his/her standard skills and roles to capabilities to think through the deviations and find new solutions?