K12_1821161 $500 Answer from 3 Jan 9, 2014 1:03:23 PM Page 34. Blackboard Collaborate ?? K12_1821161 $100 Question from 4 Jan 9, 2014 1:03:23 PM Page 35. Blackboard Collaborate ?? K12_1821161 $100 Answer from 4 Jan 9, 2014 1:03:23 PM Page 36.
Case Study 1-1 Job Performance Abstract This case is about a company who manufactures ovens. The company wants to remove jobs out of the bargaining unit due to the experimental program failed because of poor performance. The company presents no evidence of disciplinary warnings or coaching to change the behavior of the accused employees of their poor performance. I have found somewhat a similar situation with General Motors plant in California. Placement or removal of the job classification Job classifications are job descriptions regardless of the person’s knowledge, skills, abilities and other characteristics such as experience and education.
This contract has become onerous on December 15 because In the Press Release Pharma Co. presents a good estimate of the cost that exceeds the benefit of the contract. IAS 73, Paragraph 73, mentions dismantling as a restructuring activity, thus the dismantling cost of 1 million dollars should be included with the provisions on December 31, 2008 Balance Sheet. However, the costs of Relocation and staff training are not included as a liability according to paragraph 81. Each cost should be recognized in its own class, they could not be aggregated because their nature is different, as per paragraph 87. There are differences in reporting the restructuring costs according to ASC 420-10.
Evidence showed that she had several promotions while being employed and that her job performance were averages. The court did not hold the Paper Magic Group liable because the plaintiff could not provide adequate evidence of age discrimination. A case similar to ours, Goldmeier v. Allstate refers to constructive discharge regarding religious beliefs. The plaintiffs claim that Allstate violated their religious beliefs after the company announced that offices would remain open Friday evening and Saturday mornings (Goldmeier, 2003). Evidence showed that Allstate offered the plaintiff’s time to observe their holy day but they would have to work another day.
Collins (2001) assesses that the “vast majority of companies never become great because the vast majority become quite good, and that is their main problem” (p. 3). The goal of the research team is to figure out why some companies proceed to achieve greatness and others just remain good. This undertaking meant taking 1,435 Fortune 500 companies where only those that incur a transition from good companies to great companies. From this pool of companies only 11 companies met the strict criterion that entails a company of experiencing greatness. Philosophical Assumptions The book evaluates several philosophical assumptions of what it takes to transform a company from good to great.
In Flores’s mind Salem Data Services could serve as competition with other computer service organizations while having non-regulatory prices. The only way for this idea to come to fruition was by making sure the monthly charges for services provided by Salem Data Services to Salem Telephone Company did not exceed the $82,000 mark. Through all of the reassessment of business for the company, three years after the reorganization, the company still was not as profitable as president Peter Flores estimated. Once the quarterly reports came in Flores called the meeting with Wu because the reports served as evidence as to how and why Salem Data Services was not driving high revenues. 1.
When Intel did acknowledge the flaw, they offered to replace Pentium chip for customer that experience the error. Intel stated that chances of the flaw effecting customers would be extremely rare, “once in 27,000 years.” Due to customer complaints about not being able to recreate the error and not able to get a replacement, Intel started to do full replacement on January 17, 1995. Intel handled the Pentium flaw incident initially wrong, but later corrected
84. Explain the theories of prejudice and racism: scapegoat, authoritarian personality, functionalist, symbolic interactionist, conflict and domestic colonialism. 85. Define the following: prejudice, stereotype, discrimination, institutional discrimination, racism, and scapegoat. 86. Who was Malcolm X?
Legal issues around company policies are getting more stricken on how and what you look like in the public eye. Once a company sets a policy and employees do not follow them the company can take legal action on the person. Tattoos and body piercings have been known to be common in the age group of 20’s and 30’s. Laurel Van Buskirk of the New Hampshire Business Review (2005) statistics shows that 25-29 have the highest rate of tattoos in the workplace. A company that tends to have such policies of no tattoos or body piercings needs to be aware of such policies so that they can avoid a discrimination case.
The following are three of the most widely believed misconceptions that have floated around government agencies and non-profit organizations for year: * PSA’s get relegated to junk time when no one is watching or listening. * PSA’s are expensive, and there’s no way to evaluate their impact. * PSA’s are only suited for creating general awareness and they don’t motivate the public to take action. The reality is, Goodwill Communications analyzed data resulting from over 20 radio and television PSA campaigns which the firm evaluated for clients I the past two years and found major discrepancies in the above