TMA 01 Part A To Nick Newbury, Below is a list of stakeholders I have compiled to give you and insight on how to go about your current situation with some power/interest matrix analysis. i. The Founders of Original Travel (internal Stakeholders) Alastair Poulain, Nick Newbury and Tom Barber. Your main concern is to achieve financial return from your business. It is important to note that all of the founders would need to be well informed and kept satisfied with the decisions as you are the key players in any choices related to Original Travel.
Executive Summary Kenneth Jones, the president of Viscotech, has a handful of regulatory issues to resolve before moving any further with operations. Ideally, the company would have considered SEC regulations before raising the $976,000 in December 1997 from 34 investors through the MIFT pool. Most importantly, Viscotech was desperate for money, so they did not notify the SEC, and accepted money for securities offered under Regulation A, which had not been finalized by the SEC staff. Viscotech advertised the MIFT as a trust, when it appears to be a contract to buy securities at a future date, but we argue that the security vehicle is exempt under Regulation A (see Exhibit 1) for the following reasons. Under the Securities Act of 1933, the MIFT does not automatically fall into the category of exempt securities, so the company must still file a offering statement with the SEC to avoid penalties.
Legal Encounter #1: At the time Newcorp provides Pat Grey with a 30 day notice to lay off with severance pay, the reason for such decision is not fully established. Here is my analysis: From Pat Grey's perspective: Pat Grey may feel that he is being wrongfully terminated because of two reasons: 1.He took an unpopular stance at the local school board meeting. 2.Newcorp has not provided Pat with a Performance Review to determine whether or not Pat has done his job. If he failed to do so, he felt that there should have been a Plan, as well as a warning before a termination takes place. If these two components can be proven, then there is a wrongful termination case because Newcorp breaches the contract.
After Bad worked for only 20 days, the Union representing the employees called a strike pending negotiation of a collective bargaining agreement with Goodly. Bad participated in the strike, and was excited to return to work when the collective bargaining agreement was signed at the close of the strike. When Bad offered to return to work with the other workers who had been on strike, Bad was told that he had been terminated. Although Goodly had always allowed
The factors considered in making this decision are that David and James are good employees with positive reviews and were selected for the team because of what they offer. The problem solving strategy is also the most relevant because the focus is ending the problem between the conflicting
LMCMC LMC Metals Company: The GENESCO Decision In late March 1994, Jack Hampton, vice president of sales for LMC Metals Company (LMCMC), shook his head and laughed out loud. He had just read a letter from Genesco, an important and longstanding customer. The letter requested that LMCMC participate in sponsoring a portion of Genesco' annual sales meeting. (The letter is shown in Exhibit 1.) Hampton's first reaction was that the letter was some sort of joke.
Again, as I stated before, main goal is to improve customer service. The best way to do it is to have the best employees. Active or Passive Diversity This is a little difficult question for me. Our world right now has a diversity of expertise, values, and languages. It might be better to use passive diversity for Tanglewood, because they want their employees to share close relationship between each other.
Hernandez to a little town far from his hometown. He was the town doctor, and he was good at healing people but not good at listening. Mr. Hernandez’s was surprised when his boss decided to replace him but learned that town doctors not only to heal but also to educate, and more important are part of the town life. In the following assignments, Mr. Hernandez learned from his mistakes and after four years his boss, the one who fired him, retired and recommended Mr. Hernandez to replace him. As chief placement officer, Mr. Hernandez and his team worked more than a year in a new proposal and when were ready to present it to the hospital board, one team member started creating friction among the members.
The government stated, “All business and government offices will reopen Monday.” That is a day after the chemical spill. The government worries about the economy dropping financially and is forcing all business to reopen. The government also ordered EPA (Environmental Protection Agency) to evaluate the problem and come up with a solution. Many officials stated that they were only looking to place a “Band-Aid” on the problem. They want to reopen the plant as soon as possible but only temporally fix the problem.
The veteran teachers where in pleasantly surprised when they recognized there was a possible new way to introduce content beyond his or her normal delivery. This is considered peer to peer coaching. The coaching sessions were relevant and had a positive impact for both teachers involved. An element contributed to the success of peer to peer coaching sessions powerful was because of the planning. The coaches came prepared to answer questions regarding their implementation, which is a form of