Assume that the demand for an NHL first-round playoff ticket in a ce.pdf

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Assume that the demand for an NHL first-round playoff ticket in a center-ice box seat is represented by the function: P = 750 Q MR = 750 2Q and MC = 10 a. What single price will maximize the monopolys profit? b. What are the prices and quantity under two-part pricing? c. Calculate and compare profits for letter A. and letter B..

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at least 200 word don't copy from other Thank you HR identify a recruiting process you were personally involved with and provide a recommendation on this experience could have been improve 200 words. 1. Provide the name of the position 2. Explain how you were recruited for this position 3. From your perspective (the candidate) provide one way to improve this experience. 4. From the organization's perspective, provide one pro and one con of recruiting with this method..

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As we are learning this week, anatomical variants seem to be present in our population of patients. Most also are benign processes which do not cause health care challenges to our patients, once diagnosed. But should we be concerned as patients and as members of the healthcare environment. Do your research and indicate the significance of anatomical variants in clinical practices. Include what it means to both the patients and the healthcare providers working in clinical settings..

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As a student at UMGC, you have been asked to join a fictional committee that will partner with new students in various programs of study. You will work alongside UMGC students from other programs to coordinate a weekend event that includes a tour of the campus, an informal meeting with students who are interested in your program, and a lunch-and-learn session with a panel of experts from various fields. During the meeting with students who may be interested in.

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As it pertains to generational and culture differences in the workplace, answer the following questions: What values do you see as being present or providing challenges in organizations today? What are the differences between 20 years ago and today in the workplace and why are these challenging for organizations? What might be some opportunities and what are some challenges and how can we address the challenges to prevent relationships in the workplace from becoming straine.

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As of 2010, Xerox Corporation (NYSE: XRX) is a $22 billion, multinational company founded in 1906 and operating in 160 countries. Xerox is headquartered in Norwalk, Connecticut, and employs 130,000 people. How does a company of such size and magnitude effectively manage and motivate employeesfrom diverse backgrounds and experiences? Such companies depend on the productivity and performance of their employees. The journey over the last 100 years has withstood many successes andfailures. In 2000, Xerox was facing bankruptcy after years of mismanagement, piles of debt, and mounting questions about its accounting practices. Anne Mulcahy turned Xerox around. Mulcahy joined Xerox as an employee in 1976 and moved up the corporate ladder, holding several management positions until she became CEO in 2001. In 2005, Mulcahy was named by Fortune magazine as the second most powerful woman in business. Based on a lifetime of experience with Xerox, she knew that the company had powerful employees who were not motivated when she took over. Mulcahy believed that among other key businesses changes, motivating employees at Xerox was a key strategy to pull the company back from the brink of failure. One of her guiding principles was a belief that in order to achieve customer satisfaction, employees must be treated as key stakeholders and become interested and motivated in their work. Mulcahy not only successfully saw the company through this difficult time but also was able to create a stronger andmore focused company. In 2009, Mulcahy became the chairman of Xeroxs board of directors and passed the torch to UrsulaBurns, who became the new CEO of Xerox. Burns became not only the first African American woman CEO to head a Standard & Poors (S&P) company but also the first woman to succeed another womanas the head of an S&P 100 company. Burns is also a lifetime Xerox employee who has been with the company for over 30 years. She began as a graduate intern and was hired full time after graduation. Because of her tenure with Xerox, she has close relationships with many of the employees, which provides a level of comfort and teamwork. She describes Xerox as a nice family. She maintains thatMulcahy created a strong and successful business but encouraged individuals to speak their mind, tonot worry about hurting one anothers feelings, and to be more critical. Burns explains that she learned early on in her career, from her mentors at Xerox, the importance of managing individuals in different ways and not intentionally intimidating people but rather relating to them and their individual perspectives. As CEO, she wants to encourage people to get things done, take risks, and not be afraid of those risks. She motivates her teams by letting them know what her intentions and priorities are. The correlation between a managers leadership style and the productivityand motivation of employees is apparent at Xerox, where employees feel a sense of importance and a part of the process.

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As Information Technologist/System Analyses Professionals (IT), you are required to make decision on the acquisition and/or improvement/replacement for your organizations: 1. Learning Management Software (LMS Blackboard, Canvas, Moodle, etc.), Hardware and Software, Network and Telecommunications, Education Conferencing/Virtual (Zoom, Cisco, Google Classroom, etc.) etc. etc. Undertake a research and prepare a detailed report on the importance, need and justification for this investment and how it will improve and/or benefit the organizations input and output and also increase its profit margin/production. Convince the organization of the choices you have made, how and why you think it is necessary and feasible to the organizations improvement or invest in such venture for the future. copy should have the following: A. Title and Title Page: B. Introduction: C. Body/Justification or discussion: D. Conclusion: and E: References/Bibliography. The following should be taken into consideration: a. Why is there a need for improvement and/or change b. What is the cost benefit to the organization c. What are your long and short term goals d. Why should such an amount be invested in the project e. Are there any training or retraining involved? How will you do that in order to achieve success? f. How much time will it take the organization to see the result of its investment? etc. PS: Use APA or MLA Style format for your work REQUIREMENTS: 5 8 Pages - Plus Title page, Table of Content and Bibliography/Reference.

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Assignment: Watch the National Oceanic and Atmospheric Administration (NOAA) video about trends in Atmospheric CO2 levels."NOAA CO2 levels " (Note: the video does not have sound) Write a response paper about the video. Papers should be written in Times New Roman font, 12pt, double spaced, with 1 inch margins. The response paper is submitted through Canvas and will be checked for plagiarism via Turnitin.com. Instructions In a well-developed manner (paragraphs, topic sentences, supporting details, and proper grammar) address the answers to the following questions. Make sure that your language is proficient, expressive, skillful, clear, free of errors and appropriate to an adult audience. Question 1: What was the purpose of the video? Describe the major components of the video, and what was being represented on the graph. I dont want to know if you agree or disagree with the video, you simply need to summarize what you saw in your own words in one to two complete paragraphs. Question 2: What did you learn from watching the video? Include a topic statement and at least three specific supporting details. Question 3: How would you respond to someone who says that we dont have to worry about atmospheric C02 levels because the historic record shows that weve experienced low and high levels multiple times in the past without any major impact on life? Support your response with data from the video. Question 4a: What is your response/interpretation of this video? What shocked you? Show how the video is relevant today and demonstrate your understanding of the subject. In one to two paragraphs include your reaction to the video and provide multiple supporting details. Question 4b: Look up the current C02 levels for today(you can do this at the same site where you watched the video) and include this in your response..

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Arthur and Martha are married out of community of property without accrual. Once the President declared a national state of disaster due to Covid-19, Martha went to their local grocer on the corner, and stockpiled groceries to the value of R12 000 on credit. A month later, Martha did not pay the storeowner, Phumelo, since she just got notice from her employer that she was going to be retrenched due to the downturn in the economy caused by Covid-19, so she did not have any cash available after doing her budget for the next couple of months. Arthur is furious at the large grocery bill to begin with, and refuses to pay for any of the groceries claiming that the grocery bill is excessive and that he did not approve the transaction. Arthur adds that Martha must 'make a plan". Advise Phumelo, the storeowner, what her options are in terms of claiming the outstanding payment from Arthur and/or Martha. Give reasons. Refer to relevant sources of law, including case law..

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As soon as possible Need brief answers of alternatives and decision criteria of Clairtone Company In February 2016, Don Roberts, director of Clairtone Inc., a small Hamilton, Ontario manufacturer and retailer of high quality headphones and headsets, had just met with a purchasing agent from 2001 Audio, a major Canadian electronics retailer. The agent had approached Roberts regarding the possibility of carrying a line of Clairtone headphones, which involved a potential order of over three times the number of headphones currently being manufactured each year. However, during the meeting it became apparent that 2001 Audio had expected a price much lower than Clairtone was prepared to offer. Don was wondering if it would be possible to agree upon a price, and if so, was it in the best interests of his company to supply headphones to a large retailer such as 2001 Audio. As he left the meeting at the retailer's office, Don was aware that he would have to contact the purchasing agent within a few weeks. COMPANY BACKGROUND Clairtone was started in 1990 by Frank Roberts, Don's father. Frank, an experienced sound engineer and electronics tinkerer, decided to specialize in the area of headphones for people with poor hearing (especially at the higher end of the sonic range of 16,000hz to 20,000hz), a market that had not been fully developed. Typically, as people age they become less able to distinguish very high pitched sounds which can affect their enjoyment of music. Mr Roberts originally concentrated on custom-made specialised headphones made to order, but eventually expanded into high quality lightweight on the ear headphones and later headsets. As time passed, the headphones became his major retail segment. Over the years, the company's image had evolved from catering to those who had lost some of their hearing range to one of providing high quality sound. As these products became more popular, Clairtone's reputation for value (good quality at a reasonable price) attracted a customer base that, while not very large, was loyal and was growing gradually. In 2006, Don joined his father in the small family business, after studying Business Administration at Sheridan College. One of the first things that Don did was set up a corporate website and begin to engage on social media. He found that these were good for attracting interest, but very little sales, as people wanted to try the headphones before purchasing. The manufacturing and retail facilities were located in the same building in Hamilton. Two product lines were manufactured: Clairtone, an over the ear headphone with custom moulded earpieces for mature adults, designed to "let you hear sounds that only young people can"; and Booster, a headset for those who worked in call centres, but had hearing difficulties. These lines sold in the company's own retail store and were also distributed to a small number of selected stores in southern Ontario. Other lines carried in the retail store but not manufa.

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As an effective school leader I have to deal with a wide variety of issues, situations, and people and no matter how important the issue is to me, each and every issue is extremely important to the people involved. John Wooden, one of the greatest college basketball coaches and known for his leadership prowess and leading young men to academic, athletic, and life success defines ethical and effective leadership in terms of fairness, Fairness is giving all people the treatment they earn and deserve. It doesnt mean treating everyone alike. Thats unfair, because everyone doesnt earn the same treatment (Wooden, 1997, pg. 23). This idea of fairness is closely associated with the what makes for an ethical and effective leader in education and truly denotes the concepts of deontological and consequential ethical philosophies and are steeped in virtue or value based ethics. To be an effective leader, I have to vary the way in which I lead. What are your thoughts on this? intext citation and references.

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