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MSM 6304 – Employer had several entry level position openings for staff accountants

MSM 6304 – Employer had several entry level position openings for staff accountants
QUESTION 26
Employer had several entry level position openings for staff accountants. A job requirement was that a candidate must have earned a bachelor’s degree in accounting. There were 100 applications for the 20 positions that were open. Of the 100 applicants, 30 were excluded because they did not have the requisite degrees (20 were men and 10 were women). Of the 70 applicants considered for the position, 40 were men and 30 were women. Ten men were hired and ten women were hired. Several of the female applicants who had accounting degrees but who were not selected are considering filing a claim based on disparate impact. In calculating the 4/5ths rule, should you include in the calculation those who were excluded because they did not have the requisite degree?
a.Yes.
b.No.
1 points

QUESTION 27
Employer had 50 entry level position openings for unskilled laborers. There were 100 female applicants and 50 male applicants. All of these applicants were interviewed and determined to meet the basic qualifications for doing the job. 30 females were hired and 20 males were hired. Has there been a disparate impact?
a.No, because more females than males were actually hired.
b.Yes, because the female success rate was only .30.
c.Yes, because the female success rate was less than 80% of the male success rate.
d.No, because the success rates of both groups were less than .80.
1 points

QUESTION 28
Employee was told by his female boss that he would regret it if he didn’t sleep with her. Employee refused her advances and was terminated as a result. Assuming that Employer was subject to Title VII, has this conduct violated Title VII
a.Yes, because men are protected from discrimination on the basis of their sex as well as women.
b.No, because only women are protected from discrimination on the basis of their sex.
1 points

QUESTION 29
Employee was told by his male boss that he would regret it if he didn’t sleep with him. He refused his advances and was terminated as a result. Assuming that Employer was subject to Title VII, has this conduct violated Title VII.
a.Yes, because Title VII protects one from same-sex discrimination as well as opposite-sex discrimination.
b.No, because Title VII only protects one from opposite-sex discrimination, not same-sex discrimination.
1 points

QUESTION 30
Plaintiff, a female, alleges that the actions of her male co-workers have created a hostile environment based on sexual harassment. Plaintiff complains of various kinds of behavior. What will determine whether Employer is liable to Plaintiff
a.If Plaintiff honestly felt that a hostile environment had been created regardless of what the intent of her co-workers was, Employer will be liable.
b.Even if Plaintiff honestly felt that a hostile environment had been created but her co-workers sincerely did not mean to create a hostile environment, Employer will not be liable.
c.Even if Plaintiff honestly felt that a hostile environment had been created, if a reasonable person in the plaintiff’s position would NOT have felt that a hostile environment had been created, Employer will not be liable.
1 points

QUESTION 31
Plaintiff, a female, alleges that the actions of her male supervisor have created a hostile environment based on sexual harassment. She has made clear to her supervisor that she finds his behavior offensive. Plaintiff’s supervisor has not taken any tangible employment action against her. Employer has a sexual harassment policy which forbids sexual harassment and provides for protection from sexual harassment if the victim reports the conduct. Plaintiff reported the conduct and the supervisor was terminated. Plaintiff later decides to file a complaint with the EEOC. A right to sue letter is issued. Will Plaintiff prevail in a lawsuit against her employer?
a.Yes, because the employer is absolutely liable for the conduct of the supervisor even though it terminated him when it discovered he was violating the policy.
b.No, because employer had a sexual harassment policy in place and because it terminated Plaintiff’s supervisor for violating the policy.
c.No, because regardless of the company’s response to the Plaintiff’s complaints, there was no tangible employment action taken against Plaintiff by her supervisor.
d.No, because a person in a supervisory position cannot create a hostile work environment; such an environment can only be created by co-workers, vendors, suppliers and/or customers.
1 points

QUESTION 32
Plaintiff, a male, alleges that the actions of his female co-workers have created a hostile environment based on sexual harassment. Employer has a sexual harassment policy which forbids sexual harassment and provides for protection from sexual harassment if the victim reports the conduct. Plaintiff is too embarrassed to report the conduct and quits his job. He files a complaint with the EEOC and later brings suit against Employer. What will the result be?
a.The employer is absolutely liable for the conduct of the co-workers even though Plaintiff did not seek relief under the sexual harassment policy.
b.The employer will be able to escape liability for the sexual harassment because Plaintiff failed to seek relief under the sexual harassment policy.
c.The employer will be liable only if there was some sort of tangible employment action on the part of a company supervisor who had authority over the plaintiff.
1 points

QUESTION 33
Plaintiff, a female, was propositioned several times by her male boss. This conduct was unwelcome and she made sure he knew it. He threatened to fire her if she did not sleep with him. She refused to sleep with him and was fired. Employer has a sexual harassment policy which forbids sexual harassment and provides for protection from sexual harassment if the victim reports the conduct. Plaintiff was too embarrassed to report the conduct. She later files a complaint with the EEOC and brings suit against Employer. What will the result be?
a.The employer is absolutely liable for the conduct of the supervisor even though Plaintiff did not seek relief under the sexual harassment policy.
b.The employer will be able to escape liability for the sexual harassment because Plaintiff failed to seek relief under the sexual harassment policy.
1 points

QUESTION 34
Plaintiff, a female, was propositioned several times by her male boss. This conduct was unwelcome and she made sure he knew it. He threatened to fire her if she did not sleep with him. She refused to sleep with him and made a formal complaint under the company’s sexual harassment policy which forbids sexual harassment and provides for protection from sexual harassment. While the investigation was ongoing, Plaintiff was fired by her boss. Two weeks after her firing, Employer finished its investigation and fired Plaintiff’s old boss for violating the company’s sexual harassment policy. Employer also offered Plaintiff her job back. Plaintiff refuses to accept the job, files a complaint with the EEOC and brings suit against Employer. What will the result be?
a.The employer is absolutely liable for the conduct of the supervisor even though it fired the plaintiff’s old boss and offered Plaintiff her job back.
b.The employer will be able to escape liability for the sexual harassment just because it fired the plaintiff’s old boss and offered Plaintiff her job back.
1 points

QUESTION 35
Based on what you have learned from the reading assignment about harassment in the context of sex, which, if any, of the following are true:
a.Title VII prohibits harassment (either quid pro quo/tangible employment action or hostile environment harassment) only on the basis of one’s sex.
b.Title VII prohibits harassment (either quid pro quo/tangible employment action or hostile environment harassment) on the basis of any characteristic protected by Title VII.
c.Title VII prohibits harassment (either quid pro quo/tangible employment action or hostile environment harassment) on the basis of any characteristic—even those not protected by Title VII.
1 points

QUESTION 36
Plaintiff, a female, applies for a position as a lifeguard at a seaside resort. The lifeguard’s duties are to be on hand to rescue people who are in danger of drowning in the ocean; the resort does not have a swimming pool. The job requirements for the position specifically state that applicants for the position must be able to swim 300 yards in the ocean within a specified time period and must be able to swim 300 yards in the ocean while dragging a 175 pound mannequin within another specified time period. Resort has the same requirements for both male and female applicants. Plaintiff cannot meet these requirements and believes that there should be different requirements for women. Most of the lifeguards at the resort are male. Plaintiff learns that males meet the qualifications at a substantially higher rate than females. Plaintiff brings a lawsuit against resort alleging illegal discrimination. What should the result be?
a.Plaintiff should win because there has been disparate treatment.
b.Plaintiff should win because there has been disparate impact.
c.Plaintiff should not win even if there has been disparate impact if employer can show the ability tests are job related and consistent with business necessity.
d.Plaintiff should not win even if there has been disparate impact if employer can show the ability tests are a bona fide occupational qualification and consistent with business necessity.
1 points

QUESTION 37
Plaintiff, a male, applies for a position as a lifeguard at a seaside resort. The lifeguard’s duties are to be on hand to rescue people who are in danger of drowning in the ocean; the resort does not have a swimming pool. The job requirements for the position specifically state that male applicants for the position must be able to swim 300 yards in the ocean within a specified time period and must be able to swim 200 yards in the ocean while dragging a 175 pound mannequin within another specified time period. The job requirements for the position specifically state that female applicants for the position must be able to swim 200 yards in the ocean within a specified time period and must be able to swim 100 yards in the ocean while dragging a 125 pound mannequin within another specified time period. Plaintiff could not meet the requirements for male lifeguards but he did satisfy the requirements for female life guards. A female is hired for the lifeguard position. Plaintiff brings a lawsuit against resort alleging illegal discrimination. What should the result be? (See p. 147, last paragraph of Other Provisions of Title VII.)
a.Plaintiff should win because there has been disparate treatment.
b.Plaintiff should win because there has been disparate impact.
c.Plaintiff should not win even if there has been disparate impact if employer can show the ability tests are job related and consistent with business necessity.
d.Plaintiff should not win even if there has been disparate impact if employer can show the ability tests are a bona fide occupational qualification and consistent with business necessity.
e.Plaintiff should not win even if there has been disparate treatment if employer can show the ability tests are job related and consistent with business necessity.
1 points

QUESTION 38
Employee complained in writing about several instances at her workplace, alleging those instances were sexual harassment. Employee was terminated for raising the issue. Employee eventually brought a civil action against Employer seeking damages for sexual harassment and retaliation. The judge granted Employer’s motion for summary judgment on the issue of whether Employee had been sexually harassed but allowed the case to proceed to trial on the retaliation claim. Does the law permit a situation in which an employee can lose her discrimination claim but win on a retaliation claim?
a.Yes.
b.No.
1 points

QUESTION 39
Is a defense available to an employer in a hostile environment sexual harassment case when no tangible employment action has been taken against the plaintiff
a.Yes.
b.No.
1 points

QUESTION 40
Employee brings a civil action against employer on grounds that she has been sexually harassed and then retaliated against by being dismissed when she complained about the sexual harassment. Assume the court determines that employee’s sexual harassment claim is without merit and is dismissed. Does the law permit an employer to nonetheless face liability for retaliation? (Choose answer b. In the excerpt of the case I provided, this was not specifically discussed, but it is an extremely important point that you should know. The lesson is that don’t conduct yourself in such a way that you win on the substantive discrimination claim but lose on the retaliation claim.)
a.No.
b.Yes.
1 points

QUESTION 41
This question is based on the Smith v. Akstein case. In order for a plaintiff to establish a claim of constructive discharge in a Title VII case, which of the following must the plaintiff prove?
a.That the working conditions were so unbearable, plaintiff had no reasonable choice except to resign.
b.That the working conditions were deliberately made unbearable by management whose intent it was to force plaintiff to resign.
c.Both a and b.
1 points

QUESTION 42
This question is based on the Smith v. Akstein case. How would the Plaintiff’s case against the Eye Center have been affected if she had been constructively discharged?
a.If she had been constructively discharged, the Eye Center would have been automatically liable (because there would have been a tangible employment action) but since she was not constructively discharged, the Eye Center would be liable only if Plaintiff could convince a jury she had been subjected to sexual harassment that was so severe or pervasive as to have altered the terms or conditions of her employment.
b.The issue of whether Plaintiff was constructively discharged has no bearing on the issue of whether Plaintiff had been subjected to sexual harassment that was so severe or pervasive as to have altered the terms or conditions of her employment.
1 points

QUESTION 43
This question is based on the Smith v. Akstein case. Was the Eye Center protected from liability because it both had a sexual harassment policy in place and Plaintiff unreasonably failed to take advantage of the protections afforded by that policy?
a.Yes.
b.No.

Summarize the process of unionization at Starbucks.

Summarize the process of unionization at Starbucks.
Summarize the process of unionization at Starbucks.

Explain the problems IWW (Industrial Workers of the World) might expect to face in organizing workers at Starbucks.Define how well you think Starbucks is defending itself against the claims of the IWW. What other responses should the company consider using?Considering the IWW was successful in organizing unions at Starbucks, explain what changes you would expect in the way the company manages those workers.

how does the dominant ideology in America help maintain and justify inequlaity in America?

According to K. Marx, how does the dominant ideology
1.According to K. Marx, how does the dominant ideology in America help maintain and justify inequlaity in America? One example.

2.Do you agree or disagree with Davis and Moore (functionalis) that inequality is necessary because it motivates people work harder and fill certain jobs? Give your reason(s).

Visit a local business in your community.

Visit a local business in your community.
Visit a local business in your community. If it is not possible to visit, then choose a business you are familiar with. Identify the hazards within the occupancy and what type of fire protection system (FPS)would address the fire potential contained within the business. Based on what you learned from the Charleston furniture store fire, create a 5-to 7-slide presentation that might convince the owner to implement an FPS. In at least one slide, list at least three ways in which the system would limit the development and spread of fire and toxic gases.

Be sure to discuss any ethical situations where cost versus protection may be a factor. Note: Unmonitored Websites such as Wikipedia are not acceptable. Be sure to cite any sources used in a reference slide, using proper APA formatting. You may also use the slide notes function to explain slide contents as necessary

Analyze your organization in terms of structure, power

Analyze your organization in terms of structure, power
Analyze your organization in terms of structure, power, culture, change management, teamwork, collaboration, and motivation. Reflect on what your organization does well and where it may be lacking. Apply what you have learned throughout the course to answer each of the questions below. Prepare a 7-10 page response that fully addresses each of the questions below. A page is considered 300 words. The paper will also include a title page, reference page and follow APA format.

Provide an overview of your organization including organizational structure.
Discuss the role of power within your organization.
Discuss the power distribution within your organization.
Who has power and what type?
How could you improve your power within the organization?
Analyze the organizational culture of your organization.
Describe the organizational culture including assumptions, values, artifacts, dimensions, etc.
What are the strengths of this culture? The weaknesses?
How does this culture contribute to organizational effectiveness or ineffectiveness?
What suggestions do you for making the organizational culture more conducive to organizational success?
How does your organization respond to change?
Do people resist change? Does the organization embrace change?
Has change been effectively executed in the past?
What improvements or changes could be implemented to help your organization better embrace change?
Assess the teamwork in this organization.
How are teams utilized? How well do teams function?
Are teams effective at accomplishing goals and deliverables?
How could teamwork be improved to ensure effective outcomes?
Analyze your organization in terms of competition and collaboration.
Do employees/departments tend to collaborate or is there a competitive atmosphere where employees/departments are pitted against one another?
What factor(s) create competition in the organization? Or what factor(s) create collaboration in the organization?
How well is your organization doing at motivating employees? Discuss how employees are motivated.
What improvement or changes could improve organizational collaboration?
What improvements or changes could better motivate employees and increase overall satisfaction?
Provide a final summary of the areas that your organization excels in and the areas you feel your organization could benefit from improving the most.

America Beauty – Conflict Theory Functionalism

America Beauty – Conflict Theory Functionalism
FILM ANALYSIS: “AMERICAN BEAUTY”
1. The title of the movie says a great deal about the obsession with perfection that
dominates American social structure. Based on its continual presentation of characters
seeking perfection, which theoretical perspective can best be used to explain/understand
the choice of this particular title?
a. Conflict Theory
b. Functionalism
c. Symbolic Interactionism 2. Acts of Deviance are depicted throughout the film. The social motivations behind
some of the acts of deviance are more easily understood than others. Which theory
provides the best insight into Lester’s obsession with the “toys” that make him feel
young, and reconnected with life?
a. Functionalism
b. Symbolic Interactionism
c. Conflict Theory 3. The “toys” described in question 2 are examples of what George Herbert Mead
described as significant ____________________________.
a. evidence of consumerism
b. shared symbols
c. examples of corporate greed 4. American society is more and more driven by all the processes connected to mass
consumption. There is a depiction of the power of this consumer based obsession in the
sequence in which Lester and Carolyn fight, and a piece of furniture becomes central to
the consumer identities around which Americans build their lives. While the furniture
itself is symbolic, which Sociological Theory best explains the social forces behind the
emergence of the importance of this expensive symbol?
a. Symbolic Interactionism
b. Conflict Theory
c. Functionalism 5. There are numerous representations of the negative impact of deviance on society.
Which of the following is the best representation of people engaged in socially defined
deviance that are attempting to have a positive impact on members of the social structure
depicted in the film?
a. Ricky’s drug dealing operation?
b. Carolyn’s obsession with money and her willingness to do anything to become a
financial success?
c. The relationship of the gay couple? 6. Question 5 implies that perception of deviance and its impact on social structure is
_____________ in nature.
a. simple
b. subjective
c. improbable 7. As described in lecture, there are _________________ levels of deviance
a. five
b. three
c. seven 8. Lester blackmails his boss to obtain a favorable severance package. Which
sociological term best describes the level of deviance he is engaging in as he commits
this act of blackmail?
a. Primary level of deviance
b. Secondary level of deviance
c. Ultimate level of deviance 9. For deviance to reach the secondary level, it must be observed and labeled by others
a. True
b. False 10. Due to the subjective nature of labeling processes, it is possible that Lester’s decision
to become a marijuana smoker might not be labeled deviant in some societies.
a. True
b. False 11. In the film Carolyn has sex with a senior realtor/associate in an effort to advance her
career and economic position in the social structure. Considering her intent, and using
sociological terminology you could describe this act as being clearly _______________
in nature.
a. symbolic
b. functional
c. lewd 12. Ricky Fitts, the next door neighbor who becomes Lester’s drug dealer, has become
deviant for a specific purpose which is revealed at the end of the film: Escape from his
present social structure. This deviance is _________________ in nature.
a. functional
b. symbolic
c. entirely economic 13. There is a powerful exchange between Ricky and Frank Fitts, when Frank, the
“macho” Marine, confronts his son about the source of his money:
Ricky Fitts: You’re right, I suck dick for money.
Colonel Frank Fitts: Boy…
Ricky Fitts: Two thousand dollars, I’m that good.
Colonel Frank Fitts: Get out.
Ricky Fitts: And you should see me fuck. I’m the best piece of ass in three states.
Colonel Frank Fitts: Get out! I don’t ever want to see you again.
Ricky Fitts: What a sad old man you are.
Almost every word in the dialogue is sociologically powerful. The words are
_______________ representations which reinforce the need to conform to the norms and
which also depict how the power of norms dominate both our public lives and even our
most private social interactions.
a. functional
b. symbolic
c. economic 14. Acts that might be considered deviant if observed by members of the social group are
frequently performed in total secrecy to avoid the attachment of _____________ to the
deviant.
a. stigma
b. embarrassment
c. publicity 15. According to symbolic interactionists, the act of deviance may not be nearly so great
a problem for the social structure as the social response to the act of deviance.
a. True
b. False 16. Overt social responses to acts of deviance are known as __________________.
a. reprisals
b. pay back
c. sanctions 17. Avoidance of being labeled as deviant can play a powerful role in life. The film ends
with an extreme act of deviance. Using the sociological knowledge you have acquired
about social responses to deviance, and the ways in which deviants may respond to
perception and stigmatization of their deviance, this act can be viewed as an act aimed at
______________________ perception and labeling of deviance.
a. neutralizing
b. encouraging
c. guaranteeing 18. In the United States, murder is a violation of a social _____________.
a. more
b. custom
c. folkway 19. Frank’s murder of Lester is clearly identifiable as an act of social deviance. Is ALL
killing of human beings viewed as being socially deviant?
a. Yes
b. No 20. The power of the social response to deviance may, in some cases, be affected by the
economic class of the deviant. a. True
b. False

How does the role of power influence the collaborative

How does the role of power influence the collaborative
In a 2-3 page paper, research and thoughtfully discuss the following:

How does the role of power influence the collaborative or competitive nature of an organization? Do you think that leadership consciously chooses one over the other? What are the effects of choosing one over the other?

9 discussion questions in 2 topics

9 discussion questions in 2 topics

Please check these 2 attachments:

I need someone to do the 5 discussion questions in “Building a better boss.docx” and the 4 discussion questions in “Not sold out.docx”?

I need the answers to be after reading and understanding all topics and I need a full and perfect discussion answers. Minimum 25 lines on a word document for each topic. Use font size 12 / Times New Roman, 1″ Margins on all four sides. So, about a page for each topic.

Also, check the file “Leader and or Manager.docx” and I need you to answer the two questions perfectly.

Case Application 2 Building a Better Boss
Google doesn’t do anything halfway. So when it decided to “build a better boss,” it did what it does best?.?.?.?look at data.55 Using data from performance reviews, feedback surveys, and supporting papers turned in for individuals being nominated for top-manager awards, Google tried to find what a great boss is and does. The project, dubbed Project Oxygen, examined some 100 variables and ultimately identified eight characteristics or habits of Google’s most effective managers. Here are the “big eight”:
• Provide an unambiguous vision of the future;
• Help individuals to reach their long-term work goals;
• Express interest in employees’ well-being;
• Insure you have the necessary technical abilities to support employee efforts;
• Display effective communication skills, especially listening;
• Provide coaching support when needed;
• Focus on being productive and on end results; and
• Avoid over-managing; let your team be responsible.
At first glance, you’re probably thinking that these eight attributes seem pretty simplistic and obvious, and you may be wondering why Google spent all this time and effort to uncover these. Even Google’s vice president for people operations, Laszlo Bock, said, “My first reaction was, that’s it?” Another writer described it as “reading like a whiteboard gag from an episode of The Office.” But, as the old saying goes, there was more to this list than meets the eye.
When Bock and his team began looking closer and rank ordering the eight items by importance, Project Oxygen got interesting—a lot more interesting! And to understand this, you have to understand something about Google’s approach to management since its founding in 1999. Plain and simple, managers were encouraged to “leave people alone. Let the engineers do their stuff. If they become stuck, they’ll ask their bosses, whose deep technical expertise propelled them to management in the first place.” It’s not hard to see what Google wanted its managers to be—outstanding technical specialists. Mr. Bock explains, “In the Google context, we’d always believed that to be a manager, particularly on the engineering side, you need to be as deep or deeper a technical expert than the people who work for you.” However, Project Oxygen revealed that technical expertise was ranked number eight (very last) on the list. So, here’s the complete list from most important to least important, along with what each characteristic entails:
• Provide coaching support when needed (provide specific feedback and have regular one-on-one meetings with employees; offer solutions tailored to each employee’s strengths)
• Avoid over-managing; let your team be responsible (give employees space to tackle problems themselves, but be available to offer advice)
• Express interest in employees’ well-being (make new team members feel welcome and get to know your employees as people)
• Focus on being productive and on end results (focus on helping the team achieve its goals by prioritizing work and getting rid of obstacles)
• Display good communication skills, especially listening (learn to listen and to share information; encourage open dialogue and pay attention to the team’s concerns)
• Help individuals to reach their long-term work goals (notice employees’ efforts so they can see how their hard work is furthering their careers; appreciate employees’ efforts and make that appreciation known)
• Provide an unambiguous vision of the future (lead the team but keep everyone involved in developing and working towards the team’s vision)
• Insure you have the necessary technical abilities to support employee efforts (understand the challenges facing the team and be able to help team members solve problems)
Now, managers at Google aren’t just encouraged to be great managers, they know what being a great manager involves. And the company is doing its part as well. Using the list, Google started training managers, as well as providing individual coaching and performance review sessions. You can say that Project Oxygen breathed new life into Google’s managers. Bock says the company’s efforts paid off quickly. “We were able to have a statistically significant improvement in manager quality for 75 percent of our worst-performing managers.”

Discussion Questions
1-17. Describe the findings of Project Oxygen using the functions approach, Mintzberg’s roles approach, and the skills approach.
1-18. Are you surprised at what Google found out about “building a better boss?” Explain your answer.
1-19. What’s the difference between encouraging managers to be great managers and knowing what being a great manager involves?
1-20. What could other companies learn from Google’s experiences?
1-21. Would you want to work for a company like Google? Why or why not?
HW3aQualities and attributes of a leader/manager (5 points)
Group I Group II Group III
0–5 Years 6–15 Years > 15 Years
Engineering Engineering Engineering
Experience Experience Experience
Highest-Ranked Qualities and Attributes
1. Ability to inspire 1. Enthusiasm 1. Integrity
2. Persuasiveness 2. Stability 2. Ability to inspire
3. Mental capacity 3. Self-discipline 3. Tact
4. Self-discipline 4. Ability to inspire 4. Stability
5. Enthusiasm 5. Integrity 5. Self-discipline
6. Tact 6. Mental capacity 6. Persuasiveness
7. Stability 7. Persuasiveness 7. Industry
8. Integrity 8. Cooperativeness 8. Enthusiasm
9. Cooperativeness 9. Ability to teach 9. Mental capacity
Lowest-Ranked Qualities and Attributes
18. Health 18. Health 18. Health
17. Forcefulness 17. Vitality 17. Forcefulness
16. Personal magnetism 16. Forcefulness 16. Ability to teach
15. Humanism 15. Personal magnetism 15. Personal magnetism
14. Vitality 14. Humanism 14. Humanism
13. Endurance 13. Endurance 13. Cooperativeness
12. Industry 12. Industry 12. Vitality
11. Scientific approach to problems 11. Scientific approach to problems 11. Scientific approach to problems
10. Ability to teach 10. Tact 10. Endurance

a) Which qualities and attributes would you like your boss to have? Rank the above qualities and attributes from more important to less important. Explain why? (Minimum five lines)
HW3bWhat type of leadership is best? (5 points)Explain why? (Minimum five lines)
There are different types of leaders. Some leaders are more concern about the production of the company. Some leaders are more concern about people.
Case Application 2 Not Sold Out
Competitors in the movie theater industry had hoped that they were through the challenges they’d faced during the economic downturn.66 After ticket sales revenue in 2011 fell 4 percent from the previous year, revenue in 2012 was up 6.1 percent. However, in 2013, revenues were up again, but just barely—not even by 1 percent. The numbers of people going to see a movie continue to stall. So, the industry has tried to pump up revenue with high-profile movies, higher ticket prices, and premium amenities.
The number of movie screens in the United States totals a little more than 39,000. Together, the four largest movie theater chains in the United States have a little over 19,200 screens—and a lot of seats to fill. The largest, Regal Entertainment Group (based in Knoxville, Tennessee), has more than 7,300 screens. AMC Entertainment (based in Kansas City, Missouri) has almost 5,000 screens. The other two major competitors are Cinemark (based in Plano, Texas—about 4,400 screens) and Carmike Cinemas (based in Columbus, Georgia—almost 2,500 screens). The challenge for these companies is getting people to watch movies on all those screens, a decision that encompasses many factors.
One important factor, according to industry analysts, is the uncertainty over how people want their movies delivered, which is largely a trade-off between convenience and quality (or what the experts call fidelity experience). Will consumers choose convenience over quality and use mobile devices such as iPads? Will they trade some quality for convenience and watch at home on surround-sound, flat-screen, high-definition home theater systems? Or will they go to a movie theater with wide screens, high-quality sound systems, and the social experience of being with other moviegoers and enjoy the highest-fidelity experience—even with the inconveniences? Movie theater managers believe that mobile devices aren’t much of a threat, even though they may be convenient. On the other hand, home theater systems may be more of a threat as they’ve become extremely affordable and have “acceptable” quality. Although not likely to replace any of these higher-quality offerings, drive-in theaters, analysts note, are experiencing a resurgence, especially in geographic locations where they can be open year-round. The movie theater chains are also battling IMAX Corporation for customers as movie screens get bigger and bigger. Over the last five years, the number of these oversized screens built by the five largest theater companies has grown to the point where it almost equals the number of IMAX locations. The movie theater chains have invested in these formats because it can add several extra dollars to the ticket price, resulting in increased revenues.
Another factor managers need to wrestle with is the impression consumers have of the movie-going experience. A consumer lifestyle poll showed that the major dislike about going to the movies was the cost, a drawback cited by 36 percent of the respondents. Other factors noted included the noise, uncomfortable seats, the inconvenience, the crowds, and too many previews/commercials before the movie.
A final question facing the movie theater industry and the major film studios is how to be proactive in avoiding the problems that the recorded music industry faced with the illegal downloading of songs. The amount of entertainment streamed online (which includes both music and video) continues to experience double-digit growth. The biggest threat so far has been YouTube, which has become a powerful force in the media world with owner Google’s backing. But now Amazon and Netflix are flexing their movie muscles as well. To counter that threat, industry executives have asked for filtering mechanisms to keep unlawful material off these sites and to develop some type of licensing arrangements whereby the industry has some protection over its copyrighted film content.
Discussion Questions
3-21 Using Exhibit 3-2, what external components might be most important for managers in movie theater chains to know about? Why?
3-22 According to the case, what external trends do managers at the movie theater chains have to deal with?
3-23 How do you think these trends might constrain decisions made by managers at the movie theater chains?
3-24 What stakeholders do you think might be most important to movie theater chains? What interests might these stakeholders have?

Business process

Business process

Unit 2 Assignment

Unit 2 Assignment

MT 400

Unit 2 Assignment: Business Processes and Strategy–Process Alignment

Kaplan University School of Business

About selecting your business process for use in the Assignments

Your book proposes a business process management (BPM) model that consists of 10 phases. As you learn about each of these phases, you will be applying the concepts to a specific business process. You will select the process you will use in this Assignment.

You will prepare the foundation for your project by identifying a real-world organization that would benefit from applying the business process management (BPM) model in the workplace. You may select the organization where you currently work OR where you previously worked. If possible, you should strive to choose an organization and process that you have knowledge about. If you select an organization that you do not have direct contact with, be sure you can gather sufficient information (via the library, the Internet, or by interview) about the organization and its operations.

It is important to select a process that will provide a good basis for applying the various phases that you will be learning. As you learn further topics and complete subsequent Assignments, you will use this process to answer questions such as:

• What are the strategies/goals of your company and how does your selected process support/fit them?

• Who are the stakeholders in the process, what are their expectations, and what are the goals of the process?

• What are some specific metrics for measuring the performance of your process now and later? What are some quick wins for your project?

• What are the risks for your project, ways to mitigate them, and the best leader type for this project?

• What is the best implementation strategy for your process, pilots, and contingency plans for your project?

In order to be able to answer these questions, you will need to select a business process that has strategic significance in the organization, involves multiple people, and has sufficient complexity to require measurement and planning. If you pick a process that is too limited, not strategic, or too vague, you will not be able to analyze these elements later on.

To gain a better understanding of what is coming up, carefully read the 2-1/2 page summary of the 10 phases that starts on p. 106. This will give you an idea of what type of questions you will be asking about the process you select.

Instructions for Assignment 1

Unit 2 Assignment

MT 400

Kaplan University School of Business

For this Assignment, write a paper that includes the following components (use the subheadings below):

Part 1: Information About the Organization You Selected

Identify and provide details regarding the organization for which you will be presenting information about the BPM model.

Basic information: Company name, location, size, and primary business area (What does the business do?). Also, describe what connection you have to the organization, if any. If not, explain how you will gather information about their operations.

Implementation strategy: (Use the model by Treacy and Wiersma in Chapter 13 and identify which one of the three strategic options fits the company’s approach the best; explain how and why).

Part 2: Information About the Process you Selected

Describe the specific business process that you have selected to analyze in your Assignments. Clearly state:

1. The objective of the process.

2. The scope: Where the process begins and ends.

3. A brief description of those involved.

Explain each item:

● Significance: Does this process have some strategic significance or a significant impact on the operations of the organization? Would company executives care about changes to the process? Explain your answers.

● Scope: Does this process have various stakeholders, in addition to multiple people involved in its execution? List both the stakeholders and the various people involved in carrying out the process.

● Clarity: Is it possible to identify and list the steps in this process, from beginning to end? Briefly list at least five steps, including who executes them.

● Outcomes: Are there specific goals and deliverables associated with this process that can be listed and measured? Describe at least two.

In order to ensure the process you select is rich enough to support this project, your answer to the items in the preceding checklist must be “yes.” If you find that you cannot answer the questions above, you will need to pick another process. Otherwise you will have difficulty with subsequent Assignments.

Part 3: Strategic Justification

1. Why should the company undertake a BPM project on this process? (What

Unit 2 Assignment

MT 400

Kaplan University School of Business

are some triggers based on Table 4.1?)

2. How can this business or organization benefit from a BPM effort?

Part 4: Alignment of the Process to the Company Strategy

Based on the concepts in Chapter 13, assess the following elements:

1. How well does the process you selected support strategic choice (based on #1–3 above)? Your analysis should be specific to the selected business process and not a general discussion of the business.

2. Where in Table 13.6 would this process fall with respect to the BPM activity and approach? Explain.

Grading note: In the grading rubric below, you will see a section on analysis and critical thinking. The points in this section will partly be based on your ability to apply the concepts discussed in your Assignment to the specific circumstances and details of the process/organization you selected. Writing in general terms, without applying the concepts and analyzing your specific project, may get you points in the content section, but you will lose points in the analysis section.

Directions for Submitting Your Assignment

Compose your Assignment as a Microsoft Word document and save it as Username-MT400 Assignment-Unit#.docx (Example: TAllen-MT400 Assignment- Unit 2.docx). Submit your file by selecting the Unit 2: Assignment Dropbox by the end of Unit 2.

Review the grading rubric below before beginning this Activity.

Assignment grading rubric = 120 points Unit 2 Assignment: Strategy–Process Alignment

Content, Focus, Use of Text, and Research

Points Possible

Points Earned

Provided the required information about the selected process

20

Provided the required information about the justification
The main post should include at least 1 reference to research sources, and all sources should be cited using APA format.

Computer Networks 5.1

 

 
Computer Networks 5.1

Review and reflect on the knowledge you have gained from this course. Based on your review and reflection, write at least 3 paragraphs on the following:

What were the most compelling topics learned in this course?
How did participating in discussions help your understanding of the subject matter? Is anything still unclear that could be clarified?
What approaches could have yielded additional valuable information?

ion?