a) What are the consequences of telling the president of your gross miscalculation? In order to determine the sales and income projection, it is useful to forecast the budget based on prior performance of the company. The business performance of the current year will shows how the company is actually performed and this is a good indication to expect the company will perform better in future. As to obtain an accurate sales projection, we collected all the information from the company because each area of business operation might have a separate budget. For example, Fernetti Conductor has a specific budget for advertising, purchasing, sales production and cash budget.
Does working in teams make people less receptive to outside input? How can social comparisons undermine trust in working relationships? How do the training and technical knowledge entrepreneurs take from previous employers impact the success of their new ventures? Wharton professor Jennifer Mueller and lecturer Julia Minson, and professors Maurice Schweitzer and Evan Rawley, respectively, examine these issues, and what they mean for business, in recent research papers. Confidence's Cost to Collaboration The corporate formula for innovation often focuses on creating a team of experts to cook up the next big thing.
Then lastly I will let you know what percentage to leave your server. Body- My Hourly Wage * 2.83 an hour * Why I deserve more * The tipper should make sure the make up for your hourly wage Tip Share * Who I share it with * Why I share my tips * How much of my tips I share What Should You Leave Your Server * 20% of the bill * How much I really leave with * How to deal with the “bad” server * I show and example of a bill and how much to leave Review- I share with you today , how much I make hourly, why us servers deserve a descent tip, tip share, and how much percentage a decent tip would be.
There is not a clear definition on what is equal pay for men and women but that’s when the Equal Pay Act comes into action. “Occupational earnings survey conducted by the Bureau of Labor Statistics almost invariably report substantially higher average rates pay for men than for women performing the same general type of work” (McNulty,1967, p.40) Assuming when women entered the workforce men have been dominating the pay charts for doing the same job and sometimes lessor work. The study of two literature reviews entitled “Differences in pay between men and women workers” by Donald J. McNulty and “Pay differences between men and women in the same jobs” by John E. Buckley will hopefully shed some insight to what “We” have known to be true for a long time… Men are paid more. Findings/Results In the research article titled “Differences in pay between men and women workers” by McNulty (1967), the study was based on surveys that were conducted in 84 metropolitan areas by the Bureau of Labor Statistics (BLS) concerning occupational earnings and related practices. The study was conducted on eight offices, three plants and men and women from each.
I. Unionization a. Unionization in its simplest form is the collaboration of a group of workers in a certain industry. b. Motivations for unionization — Personal job dissatisfaction usually leads to the need for Collective Bargaining  Collective bargaining includes: o Salary improvement o Retirement requirement and benefits o Better working conditions o Management misbehavior against employees o Effective conflict resolution — Belief that unionization will lead to concrete improvements as a result of Collective Bargaining II. Economists have two different views of the effect of unionization in the economy: First view is that unionization is good for the economy and the other view states the contrary. A According to the organizers of the American Worker Project, David Madland and Karla Walter, whose goal is to conduct research on the increase of wages, benefits, and security of American workers – “the essence of labor unions is to allow workers to reap the benefits of the economic growth they help create.” i.
Ravisankar addresses more than one purpose in his piece; not only does he inform his audience about true sweatshop labor conditions, he also uses certain elements to persuade readers to act against companies that use such types of labor. The problem he identifies is that many workers are forced to work 70-80 hours per week making pennies per hour. Also he identifies that workers are discouraged or intimidated from forming unions. He assumes his readers are aware and know the reality of sweatshops. He is also confident that he can get his readers to listen and agree with his viewpoint.
He provides both facts as well as assumptions about why things have occurred within this large generation of people. His main sources of evidence include: personal assumptions, generalizations, facts, statistics, percentages, and prior life knowledge. He backs up his own assumptions with statistics by stating such things as “85% of hiring managers and human-resource executives said they feel that millennial have a stronger sense of entitlement than older workers.” He continues on to bring evidence to the idea that people within the millennial generation have a lack of loyalty to a company by stating “about 44% would renege on a job acceptance commitment if a better one came along.” Also, “about two thirds of the millennials said they would likely ‘surf’ from one job to the next.” Although a lot of his assumptions about the millennial generations are hard to argue, the real reliability within this article is within the statistics and quotations. Although he does make strong points with his own observations and understanding of the multiple generations his real reliability resides outside of himself. His use of quotes from other well known sources help back up his arguments in his most persuasive way.
Tufts University Medford MA 02155, USA http://ase.tufts.edu/gdae View the complete list of working papers on our website: http://www.ase.tufts.edu/gdae/publications/working_papers/index.html GDAE Working Paper No. 12-05: Are Women Really More Risk-Averse than Men? Abstract: While a substantial literature in economics and finance has concluded that women are more risk averse than men, this conclusion merits reconsideration. Drawing on literatures in statistics and cognitive science, this essay discusses the important difference between drawing conclusions based on statistical inference, which concerns aggregates such as mean scores, and generalization, which posits characteristics of individuals classified into kinds. To supplement findings of statistical significance, quantitative measures of substantive difference (Cohen's d) and overlap (the Index of Similarity) are computed from the data on men, women, and risk used in 28 published articles.
Benjamin Powell a graduate from Hampden-Sydney College is featured in an article from the Library of Economics and Liberty. In the article contrary to most American and global views based on overall society stigmas of sweatshops, Powell is in defense of sweatshops. Powell supports his argument with logic and reason. His first example given is that sweatshop laborers dont have an alternative to earn money. The second example given is that the money earned daily by laborers is often higher than the average national wage.
How People Make Economic Decisions ECO212 How People Make Economic Decisions People make hundreds of decisions every day; some small, some large. According to Hubbard and O’Brien (2010), economists have three key concerning interactions: people are rational, people respond to economic incentives, and optimal decisions are made at the margin, or when marginal benefit equals marginal cost. What this means is that, first, people will use all the knowledge and facts available to them to make sound decisions in achieving their goals. Aside from this, it is also assumed that people in general will react to certain enticements of the economic variety when making these decisions, for example, buying in bulk over need, to save money. Finally, it is presumed that most decisions do not completely require giving up on the alternative.