A U.S. lease-to-own chain considers whether to test its business in Mexico
Stan Windham walked into the newest Coe's store in South Tucson. As CEO of the lease-to-own chain, he was eager to see how his 1,000th location was performing. Aubrey Merrin, the store manager, met him at the door. "Mr. Windham, so good to see you, sir. The new employees are real excited to meet you. And of course I want to update you on how everything's going," Aubrey said as he ushered Stan inside. "We're doing great so far. Open for less than a month and over 100 customers already. It's a real good start, sir, a real good start." "You don't have to call me 'sir,' Aubrey," Stan said, realizing it was probably hopeless. "Congratulations. I've said it before, but I'll say it again: I appreciate your taking this on."
Aubrey had transferred from the Coe's up in Flowing Wells, where he'd been the store manager for 10 years. He was raising three kids on his own, and although this location meant a slightly longer commute, he'd jumped at the opportunity.
"I'm honored, sir, to be opening a brand-new store," he said. "And with the economy as it is, I'm just happy to be working for a growing company." He pointed up at the celebratory banner that still hung in the front of the store. "Everyone else I know is talking about layoffs, not grand openings."
Stan felt lucky, too. When his father, Terry, opened the first Coe's back in the 1950s, he certainly hadn't set out to enter a countercyclical industry. He'd invested $600 in 32 chairs to rent out to auction houses, and the business expanded from there into party equipment and sickroom gear. In the 1970s he shifted to residential furniture and other household goods. Terry prided himself on conservative growth--when he was starting out, he wouldn't buy a second item in a category (say, a sofa or a refrigerator) until the first one had been rented--and he took a "tough love" approach with his employees, especially with his son. When Stan started as an assistant manager, in 1984, the same year Coe's went public, Terry had expected him to work harder than everyone else to prove his worth. And Stan had. Coe's now took in over $2 billion a year in revenues.
Stan looked around at the room displays. "We thought this might be a tricky location for us with Mr. Rental all over South Tucson," he said.
Aubrey nodded. "Yes, sir, I was worried about that, too--market saturation. I've read about it. But we're different from Mr. Rental."
Unlike many of its competitors, Coe's had always emphasized ownership: More than half of its customers became owners by the end of their leases, compared with 25% for Mr. Rental. Coe's offered a monthly payment schedule and a shorter contract period (12 months versus four or five years), which meant higher fees each month but a lower cost of the eventual purchase. Also, Coe's managers were trained to approve lease agreements only for people who could afford the payments.
"Are we getting any of Mr. Rental's customer.
Imagine getting under the skin of 11 successful millionaires today, in Network marketing telling their stories, about developing their business from zero to millions.
Hearing these people telling YOU how they succeed through imprisonment, suicide thoughts, bankruptcy, and to been left out in the cold as a spy. Turning setbacks into stepping stones, expanding their mindset and influence millions of peoples life, by becoming inspirator for others to succeed in the industry. Because success leaves clues.
These people have more than 25 years of experience, building worldwide Network marketing organizations, follow their advice and hard-earned knowledge, become the leader of your own life and your Network marketing business will never be the same again. This book is real to life, not merely philosophical conjecture filled with clichés meant to appease.
GET THE BOOK TODAY! http://amzn.to/2JK9PRf
Imagine getting under the skin of 11 successful millionaires today, in Network marketing telling their stories, about developing their business from zero to millions.
Hearing these people telling YOU how they succeed through imprisonment, suicide thoughts, bankruptcy, and to been left out in the cold as a spy. Turning setbacks into stepping stones, expanding their mindset and influence millions of peoples life, by becoming inspirator for others to succeed in the industry. Because success leaves clues.
These people have more than 25 years of experience, building worldwide Network marketing organizations, follow their advice and hard-earned knowledge, become the leader of your own life and your Network marketing business will never be the same again. This book is real to life, not merely philosophical conjecture filled with clichés meant to appease.
GET THE BOOK TODAY! http://amzn.to/2JK9PRf
The Squeaky Clean Legacy, Chapter 6.x: Rich at the Publius Expenseprofessorbutters
Publius Scipio Goodytwoshoes, ancient Roman patrician, shares business tricks and tips for Pleasantview times. It's a long, long way from Ostia and a hard slog to Five Top Businesses.
50 | FORBES junE 21, 2016
J
e
f
f
S
c
io
r
t
in
o
f
o
r
f
o
r
b
e
S
scratch. Today she is cofounder and co-owner
of That’s Caring, which sells gift baskets tied
to a social purpose, and nuphoriq, a marketing
company that specializes in helping other cater-
ing companies. Both ventures were started with
the financial support and advice of Tom, Larry
and Kevin Walter, the three brothers who own
Tasty Catering. At last count some 11 employees
have started a dozen ventures while working
for Tasty. The spinoff companies generate a
combined $19 million in annual revenue—nearly
double the parent company’s revenue.
“Turning our employees into entrepreneurs
has provided many advantages for our busi-
ness,” Tom Walter says. “We have created more
employment for more people, we don’t lose our
W
hen Jamie Pritscher
joined Tasty Catering as
a logistics manager in
2006, she was happy to
land a job. The business,
which at the time had just under $5 million
in annual revenue, had recently moved into a
23,000-square-foot building in Elk Grove Vil-
lage, Ill., and Pritscher was one of several people
brought on to keep up with the growth. “It was
scary,” she says, “because I was essentially creat-
ing my position. I had to figure out how to pay
for myself.”
Pritscher succeeded so well that she has
gone on to take advantage of the unusual culture
at Tasty to create two new businesses from
By Darren Dahl
tasty catering has won accolades for its food and its workplace culture. but its most
impressive product may be the business owners it’s grooming.
small giantsENTREPRENEURS
Jamie Pritscher told Tom
Walter (both above) she
would quit if he didn’t
change the way he ran the
company.
Serving Up Entrepreneurs
F0621p050 ENT TastyCatering LO.indd 50 5/19/16 7:41 PM
52 | FORBES junE 21, 2016
neurs. The goal was to see if the employees of
even a small, blue-collar business could find the
kind of fulfillment that would get them excited
about coming to work—and sticking around.
Soon after, Tim started exploring how Tasty
could generate more revenue from its kitchen,
which sat unused 16 hours a day. Online, he
found an open request from several school
systems for 800,000 muffins that would meet
certain dietary restrictions. He submitted a bid
and won, but Tasty’s ovens weren’t big enough
to handle the job. So he suggested buying new
ones that would cost $85,000.
Instead, his father and uncles decided to
invest the money in a company, T.F. Processors,
that is owned jointly by the four Walters with
Tim serving as CEO. Today it bakes muffins,
breakfast breads and cookies for private labels as
well as for Tasty, has 18 employees and generates
some $2 million in annual revenue.
Pritscher started That’s Caring in 2008.
Three years later she teamed up with Erin
Walter, Tim’s sister, to launch nuphoriq, a
marketing agen.
Joseph Freberg had been with Alcon for 18 months. He had begun his c.pdfagrobangalore
Joseph Freberg had been with Alcon for 18 months. He had begun his career right out of college
with a firm in the Southeast called Cala Industrial, which specialized in air compressors. Because
of his work with Cala, he had been lured away to Alcon, in Omaha, as a sales manager. Joseph’s
first six months had been hard. Working with older salespeople, trying to get a handle on his
people’s sales territories and settling into the corporate culture of a new firm took 16-hour days,
six days a week. During those six months, he also bought a house, and his fiancé, Ellen,
furnished it, deciding almost everything from the color of the rugs to the style of the curtains.
Ellen had taken a brokerage job with Trout Brothers and seemed to be working even more hours
than Joseph. But the long days were paying off. Ellen was now starting to handle some large
accounts and was being noticed by the “right” crowd in the wealthier Omaha areas. Costs for the
new home had exceeded their anticipated spending limit, and the plans for their wedding seemed
to be getting larger and larger. In addition, Ellen was commuting from her apartment to the new
home and then to her job, and the commute killed her car. As a result, she decided to lease
something that exuded success. “Ellen, don’t you think a Mercedes is a little out of our range?
What are the payments?” inquired Joseph. “Don’t worry, darling. When my clients see me in
this—as well as when we
start entertaining at the new house once we’re married—the payments on the car will seem small
compared with the money I’ll be making,” Ellen mused as she ran her fingers through Joseph’s
hair and gave him a peck
on the cheek. By the time of their wedding and honeymoon, Joseph and Ellen’s bank statement
looked like a bullfighter’s cape— red. “Don’t worry, Joseph, everything will turn out okay.
You’ve got a good job. I’ve got a good job. We’re young and have drive. Things will straighten
out after a while,” said Ellen as she eyed a Rolex in a store window. After the wedding, things
did settle down—to a hectic pace, given their two careers and their two sets of parents 1,000
miles away in either direction. Joseph had realized that Alcon was a paternal type of
organization, with good benefits and tremendous growth potential. He had identified whom to be
friends with and whom to stay away from in the company. His salespeople seemed to tolerate
him, sometimes calling him “Little Joe” or “Joey” because of his age, and his salespeople were
producing—slowly climbing up the sales ladder to the numberone spot in the company. While
doing some regular checkup work on sales personnel, Joseph found out that Carl had been giving
kickbacks to some of his buyers. Carl’s sales volume accounted for a substantial amount of the
company’s existing clientele sales, and he had been a trainer for the company for several years.
Carl also happened to be the vice president’s son-in-law. Joseph started to check on the other
reps more closely and discovere.
CompetencyAnalyze how human resource standards and practices.docxbartholomeocoombs
Competency
Analyze how human resource standards and practices within the healthcare field support organizational mission, visions, and values.
Scenario
Wynn Regional Medical Center (WRMC) is the premier hospital in your area. The hospital has been in your city for over 100 years. Over the past decade, the hospital has been losing money for various reasons, though primarily due to uncompensated care. You were recently hired as the Vice President for Human Resources at WRMC, and part of your responsibilities include presenting historical information to participants of the new employee orientation.
Instructions
Create a PowerPoint presentation detailing the changing nature of the healthcare workforce. The presentation should contain speaker notes for each slide or voiceover narration. The presentation should address the following topics and questions:
Historical information on the changing healthcare workforce
How have legislation and policies changed in the past decade?
How have patient demographics changed in the past decade (baby boomers, generation X, millennials, ethnicities)?
How have patient centric approaches changed in the past decade (use of the Internet and social media to gather health information)?
Challenges associated with the changing healthcare workforce
What are some of the challenges associated with the policy and legislative changes?
What are some challenges associated with demographic changes?
What are some of the challenges associated with patients “researching” their own health instead of going to the doctor?
Current state of healthcare
What have been some of the improvements to the healthcare system over the last decade?
Resources
This
link
has information for creating a PowerPoint presentation.
Here is a
link
to information about adding speaker notes.
Here is a
link
to information about creating a voiceover narration using Screencast-O-Matic.
GRADING RUBRICS:
1.Clear and thorough explanation of the history of the changing healthcare workforce. Includes comprehensive descriptions with multiple supporting examples for each of the SUB-BULLET POINTS.
2. Clear and thorough discussion of the challenges associated with the changing healthcare workforce. Includes comprehensive descriptions with multiple supporting examples for each of the SUB-BULLET POINTS.
3. Comprehensive analysis of the current state of healthcare.
Includes a clear and thorough assessment of improvements to the healthcare system over the last decade and supports assertions with multiple supporting examples.
.
CompetencyAnalyze financial statements to assess performance.docxbartholomeocoombs
Competency
Analyze financial statements to assess performance and to ensure organizational improvement and long-term viability
.
Scenario
In an ongoing effort to explore the feasibility of expanding services into rural areas of the state, leadership at Memorial Hospital has determined that conducting a review of its financial condition will be essential to ensuring the organization’s ability to successfully achieve its expansion goals.
Instructions
The CFO has provided you with a copy of the organization’s
financial statements
. This information will be critical in evaluating the organization’s financial capacity to support the proposed expansion of services into the rural areas of the state.
You are asked to review these financial statements (which include the Income Statement, Statement of Cash Flows, and the Balance Sheet) and prepare an executive summary outlining the financial strength of the organization and evidence to support the expansion. Your executive summary should include the following:
An overview of the issue.
A review of critical financial ratios (Liquidity, Solvency, Profitability, and Efficiency) based on financial statements.
Inferences of forecasts, estimates, interpretations, and conclusions based on the key ratios.
Provide a recommendation based on ration analysis.
Resources
This
link
has information for creating an executive summary.
Grading Rubric:
1.
Comprehensive identification of summary of the issue. Includes multiple examples or supporting details.
2. Clear and thorough review of critical financial ratios--Liquidity, Solvency, Profitability, and Efficiency--based on financial statements. Includes multiple examples or supporting details per topic.
3. Clear and thorough inferences of forecasts, estimates, interpretations, and conclusions based on the key ratios. Includes multiple examples or supporting details per topic.
4. Comprehensive recommendation, based on ration analysis. Includes multiple examples or supporting details.
.
CompetencyAnalyze ethical and legal dilemmas that healthcare.docxbartholomeocoombs
Competency
Analyze ethical and legal dilemmas that healthcare workers may encounter in the medical field.
Instructions
You have recently been promoted to Health Services Manager at Three Mountains Regional Hospital, a small hospital located in a mid-size city in the Midwest. Three Mountains is a general medical and surgical facility with 400 beds. Last year there were approximately 62,000 emergency visits and 15,000 admissions. More than 6,000 outpatient and 10,000 inpatient surgeries were performed.
An important aspect of the provider/patient relationship pertains to open communication and trust. Patients want to know that their doctors and the support staff associated with their care understand their wishes and will abide by them. Ideally, these conversations happen well before an emergency or procedure takes place; however, often times this information is missing from a patient's file. As part of Three Mountains' initiative to build trust with their patients, an increased emphasis has been placed on obtaining living wills from the patient as part of the intake process to ensure that the healthcare team has written directives of the patient's wishes in case of incapacitation. You will be creating a living will for a patient and provide educational information as to why the patient should fill it out during the admission process before a procedure.
Introduction:
Explain the definition of a living will and its key components. This section will provide an educational overview of the document for the patient.
Living Will Template:
Create a living will that can serve as a template to the patients. This should cover the basic treatment issues such as resuscitation, feeding tubes, ventilation, organ and tissue donations, etc. Provide instructions in the template that can be easily altered, depending on each patient's wishes.
Summary:
In this section, you will discuss the importance of this document and encourage patients to complete it. Address how this document ensures that a patient's wishes are known and followed by the healthcare team.
NOTE
- APA formatting and proper grammar, punctuation, and form required. APA help is available
here.
.
CompetencyAnalyze ethical and legal dilemmas that healthcare wor.docxbartholomeocoombs
Competency
Analyze ethical and legal dilemmas that healthcare workers may encounter in the medical field.
Instructions
You have recently been promoted to Health Services Manager at Three Mountains Regional Hospital, a small hospital located in a mid-size city in the Midwest. Three Mountains is a general medical and surgical facility with 400 beds. Last year there were approximately 62,000 emergency visits and 15,000 admissions. More than 6,000 outpatient and 10,000 inpatient surgeries were performed.
An important aspect of the provider/patient relationship pertains to open communication and trust. Patients want to know that their doctors and the support staff associated with their care understand their wishes and will abide by them. Ideally, these conversations happen well before an emergency or procedure takes place; however, often times this information is missing from a patient's file. As part of Three Mountains' initiative to build trust with their patients, an increased emphasis has been placed on obtaining living wills from the patient as part of the intake process to ensure that the healthcare team has written directives of the patient's wishes in case of incapacitation. You will be creating a living will for a patient and provide educational information as to why the patient should fill it out during the admission process before a procedure.
Introduction:
Explain the definition of a living will and its key components. This section will provide an educational overview of the document for the patient.
Living Will Template:
Create a living will that can serve as a template to the patients. This should cover the basic treatment issues such as resuscitation, feeding tubes, ventilation, organ and tissue donations, etc. Provide instructions in the template that can be easily altered, depending on each patient's wishes.
Summary:
In this section, you will discuss the importance of this document and encourage patients to complete it. Address how this document ensures that a patient's wishes are known and followed by the healthcare team.
NOTE
- APA formatting and proper grammar, punctuation, and form required.
.
CompetencyAnalyze collaboration tools to support organizatio.docxbartholomeocoombs
Competency
Analyze collaboration tools to support organizational goals.
Scenario
You are a new manager at Elliot Building Supplies International who has seen huge success in managing your global team remotely. This success has been shown in the team outcomes/production and employee satisfaction and engagement. Senior leadership has taken notice of your success and has asked you to create a presentation to share with your peers, who also manage remotely, that explains the best collaboration tools for remote teams. Also, you will explain the best way to manage effectively and create a motivating and satisfying work environment that supports collaboration.
Instructions
You will need to include the following in your PowerPoint presentation.
Presentation welcome/introduction slide.
Collaboration tools that you have used to be successful.
This should include at least 4 different types of tools.
Each type should be explained in detail, along with the benefits it provides.
Critical skills to successfully manage remote employees.
Closing slide to share final thoughts and ideas.
.
Competency Checklist and Professional Development Resources .docxbartholomeocoombs
Competency Checklist and Professional Development Resources
An important and yet often overlooked function of leadership in an early childhood program is the ability to positively influence the people in the program. For this group assignment, consider the characteristics of a leader who can support and lead teachers in reflective teaching. This type of self-reflection is the first step to understanding how a supervisor supports teachers to accomplish their goals through mentoring. For this assignment, your group will need to address the following two components:
Part 1
: Consider the following question as your group completes the competency checklist below: What might be evidence that a teacher leader possesses the competence to also be a mentor? You are encouraged to evenly divide the competencies among your group, so that each member contributes to providing brief examples of interactions while highlighting the characteristic(s) that demonstrates each competency. While this portion can be completed independently, you should then collaborate to ensure that each group member provides feedback before submitting the full collaborative document.
Competency Checklist
Competency
Describe an example of a teacher-leader with children (when acting as a teacher)
Describe an example of a teacher-leader with adults (when acting as a supervisor)
Listens well, does not interrupt, and respects the pace of the other person
Is able to wait for others to discover solutions, form own ideas, and reflect
Asks questions that encourage details
Is aware of and comfortable with his or her feelings and the emotions of others
Is responsive to others
Guides, nurtures, supports, and empathizes
Integrates emotion and intellect
Fosters reflection or wondering by others
Is aware of how others’ reactions affect a process of dialogue and reflection, including sensitivity to bias and cultural context
Is willing to have consistent and predictable meeting times and places
Is flexible and available
Is able to form trusting relationships
Part 2:
Professional Development Resources Document
–Early childhood programs have numerous curriculum options which may contribute to a need to support teachers and staff in a curriculum context they are not familiar with. Therefore, as we prepare to support protégés, we can refer to the National Association of the Education of Young Children core standards for professional development, to promote the use of best practices. These six core standards, briefly describe what early childhood professionals should know and be able to do. After reading each of the
NAEYC Standards for Early Childhood Professional Preparation Programs (Links to an external site.)
, focus on the first four standards:
STANDARD 1.
PROMOTING CHILD DEVELOPMENT AND LEARNING
STANDARD 2.
BUILDING FAMILY AND COMMUNITY RELATIONSHIPS
STANDARD 3.
OBSERVING, DOCUMENTING, AND ASSESSING TO SUPPORT YOUNG CHILDREN AND FAMILIES
STANDARD 4.
US.
Competency 6 Enagage with Communities and Organizations (3 hrs) (1 .docxbartholomeocoombs
Competency 6: Enagage with Communities and Organizations (3 hrs) (1 to 2 Pages)
Behavior: use empathy, reflection, and interpersonal skills to effectively engage diverse clients and constituencies.
For this assignment, you are to explore how your community is addressing the needs of its citizens during the CoVID 19 situation. Explore how you can consult and connect with community leaders and organizations to be a part of solutions in your community. Provide a detailed account of your exploration of community needs, as well as how you participated at the community level to address the needs of your community.
.
Competency 2 Examine the organizational behavior within busines.docxbartholomeocoombs
Competency 2: Examine the organizational behavior within business systems
Provide the name of the corporation you will be using as the basis for this project.
Provide the organization’s purpose or mission statement.
Describe the organization's industry.
Provide the name and position of the person interviewed during this portion of the assignment (indicate as much pertinent information (e.g., length of service with company, previous roles in the company, educational background, etc.).
Provide the list of interview questions you asked the manager/executive.
Indicate which two - three of the following concepts from this competency that you intend to evaluate the organization/team on and describe the company’s/team’s current situation with each topic you’ve selected:
Motivational theories
Psychological contract
Job design
Use of evaluation, feedback and rewards
Misbehavior
Individual or organizational stress
Provide citations in APA format for any references
.
CompetenciesEvaluate the challenges and benefits of employ.docxbartholomeocoombs
Competencies
Evaluate the challenges and benefits of employing a diverse workforce.
Design a plan for conducting business and managing employees in a global society.
Critique the actions of organizations as they integrate diverse perspectives into their cultures.
Evaluate the role of identity, diverse segments, and cultural backgrounds within organizations.
Attribute different cultural perspectives to current social-cultural dimensions.
Analyze the importance of managing a diverse workforce.
Scenario Information
Your company has been nominated for a national diversity award associated with your efforts and dedication to diversity initiatives in the workplace and their impact on the organization and community. You have been asked to summarize your efforts for the year in a slide presentation for the diversity committee who selects the winner. Be sure to include details of the changes you made in your organization and the impact the changes made.
Instructions
As part of your nomination, you have been asked to create a slide presentation including a voice recording for your entry (Voice Recording not needed). Remember your audience when giving your presentation and include the following slides:
Title slide
Highlighting the importance of workplace diversity
Discussing the points that were included in your diversity plan
Describing how culture and inclusion impact your organization
Providing examples of how diverse workgroups work together in the workplace
Gives examples of strategies used to incorporate Hofstede's cultural dimensions in a global workforce
Provides best practices for managers associated with managing a diverse, global workforce
Conclusion slide that includes a summary of why you should win this award
Any additional, relevant information
References
.
CompetenciesDescribe the supply chain management principle.docxbartholomeocoombs
Competencies
Describe the supply chain management principles through the flow of information, materials, services, and resources.
Analyze the external and internal drivers that influence supply chain principles.
Evaluate supply chain management operational best practices.
Compare the nature of logistics operations and services in both international and domestic contexts.
Apply strategic supply chain management to logistics systems.
Analyze different software systems and technology strategies used in supply chain management.
Scenario
You have just been promoted to Senior Analyst at Mitchell Consulting, a firm that specializes in providing managerial expertise in supply chain management. After completing many assignments under the supervision of a Senior Analyst, your role now allows you to make selections for clients. You are assigned a new client, Scent
Solution
s. Your new manager, Partner Ronda Anderson, has directed you to work on this case and provide analysis and options to resolve the problems directly to the client.
Scent
.
More Related Content
Similar to A U.S. lease-to-own chain considers whether to test its business i.docx
The Squeaky Clean Legacy, Chapter 6.x: Rich at the Publius Expenseprofessorbutters
Publius Scipio Goodytwoshoes, ancient Roman patrician, shares business tricks and tips for Pleasantview times. It's a long, long way from Ostia and a hard slog to Five Top Businesses.
50 | FORBES junE 21, 2016
J
e
f
f
S
c
io
r
t
in
o
f
o
r
f
o
r
b
e
S
scratch. Today she is cofounder and co-owner
of That’s Caring, which sells gift baskets tied
to a social purpose, and nuphoriq, a marketing
company that specializes in helping other cater-
ing companies. Both ventures were started with
the financial support and advice of Tom, Larry
and Kevin Walter, the three brothers who own
Tasty Catering. At last count some 11 employees
have started a dozen ventures while working
for Tasty. The spinoff companies generate a
combined $19 million in annual revenue—nearly
double the parent company’s revenue.
“Turning our employees into entrepreneurs
has provided many advantages for our busi-
ness,” Tom Walter says. “We have created more
employment for more people, we don’t lose our
W
hen Jamie Pritscher
joined Tasty Catering as
a logistics manager in
2006, she was happy to
land a job. The business,
which at the time had just under $5 million
in annual revenue, had recently moved into a
23,000-square-foot building in Elk Grove Vil-
lage, Ill., and Pritscher was one of several people
brought on to keep up with the growth. “It was
scary,” she says, “because I was essentially creat-
ing my position. I had to figure out how to pay
for myself.”
Pritscher succeeded so well that she has
gone on to take advantage of the unusual culture
at Tasty to create two new businesses from
By Darren Dahl
tasty catering has won accolades for its food and its workplace culture. but its most
impressive product may be the business owners it’s grooming.
small giantsENTREPRENEURS
Jamie Pritscher told Tom
Walter (both above) she
would quit if he didn’t
change the way he ran the
company.
Serving Up Entrepreneurs
F0621p050 ENT TastyCatering LO.indd 50 5/19/16 7:41 PM
52 | FORBES junE 21, 2016
neurs. The goal was to see if the employees of
even a small, blue-collar business could find the
kind of fulfillment that would get them excited
about coming to work—and sticking around.
Soon after, Tim started exploring how Tasty
could generate more revenue from its kitchen,
which sat unused 16 hours a day. Online, he
found an open request from several school
systems for 800,000 muffins that would meet
certain dietary restrictions. He submitted a bid
and won, but Tasty’s ovens weren’t big enough
to handle the job. So he suggested buying new
ones that would cost $85,000.
Instead, his father and uncles decided to
invest the money in a company, T.F. Processors,
that is owned jointly by the four Walters with
Tim serving as CEO. Today it bakes muffins,
breakfast breads and cookies for private labels as
well as for Tasty, has 18 employees and generates
some $2 million in annual revenue.
Pritscher started That’s Caring in 2008.
Three years later she teamed up with Erin
Walter, Tim’s sister, to launch nuphoriq, a
marketing agen.
Joseph Freberg had been with Alcon for 18 months. He had begun his c.pdfagrobangalore
Joseph Freberg had been with Alcon for 18 months. He had begun his career right out of college
with a firm in the Southeast called Cala Industrial, which specialized in air compressors. Because
of his work with Cala, he had been lured away to Alcon, in Omaha, as a sales manager. Joseph’s
first six months had been hard. Working with older salespeople, trying to get a handle on his
people’s sales territories and settling into the corporate culture of a new firm took 16-hour days,
six days a week. During those six months, he also bought a house, and his fiancé, Ellen,
furnished it, deciding almost everything from the color of the rugs to the style of the curtains.
Ellen had taken a brokerage job with Trout Brothers and seemed to be working even more hours
than Joseph. But the long days were paying off. Ellen was now starting to handle some large
accounts and was being noticed by the “right” crowd in the wealthier Omaha areas. Costs for the
new home had exceeded their anticipated spending limit, and the plans for their wedding seemed
to be getting larger and larger. In addition, Ellen was commuting from her apartment to the new
home and then to her job, and the commute killed her car. As a result, she decided to lease
something that exuded success. “Ellen, don’t you think a Mercedes is a little out of our range?
What are the payments?” inquired Joseph. “Don’t worry, darling. When my clients see me in
this—as well as when we
start entertaining at the new house once we’re married—the payments on the car will seem small
compared with the money I’ll be making,” Ellen mused as she ran her fingers through Joseph’s
hair and gave him a peck
on the cheek. By the time of their wedding and honeymoon, Joseph and Ellen’s bank statement
looked like a bullfighter’s cape— red. “Don’t worry, Joseph, everything will turn out okay.
You’ve got a good job. I’ve got a good job. We’re young and have drive. Things will straighten
out after a while,” said Ellen as she eyed a Rolex in a store window. After the wedding, things
did settle down—to a hectic pace, given their two careers and their two sets of parents 1,000
miles away in either direction. Joseph had realized that Alcon was a paternal type of
organization, with good benefits and tremendous growth potential. He had identified whom to be
friends with and whom to stay away from in the company. His salespeople seemed to tolerate
him, sometimes calling him “Little Joe” or “Joey” because of his age, and his salespeople were
producing—slowly climbing up the sales ladder to the numberone spot in the company. While
doing some regular checkup work on sales personnel, Joseph found out that Carl had been giving
kickbacks to some of his buyers. Carl’s sales volume accounted for a substantial amount of the
company’s existing clientele sales, and he had been a trainer for the company for several years.
Carl also happened to be the vice president’s son-in-law. Joseph started to check on the other
reps more closely and discovere.
CompetencyAnalyze how human resource standards and practices.docxbartholomeocoombs
Competency
Analyze how human resource standards and practices within the healthcare field support organizational mission, visions, and values.
Scenario
Wynn Regional Medical Center (WRMC) is the premier hospital in your area. The hospital has been in your city for over 100 years. Over the past decade, the hospital has been losing money for various reasons, though primarily due to uncompensated care. You were recently hired as the Vice President for Human Resources at WRMC, and part of your responsibilities include presenting historical information to participants of the new employee orientation.
Instructions
Create a PowerPoint presentation detailing the changing nature of the healthcare workforce. The presentation should contain speaker notes for each slide or voiceover narration. The presentation should address the following topics and questions:
Historical information on the changing healthcare workforce
How have legislation and policies changed in the past decade?
How have patient demographics changed in the past decade (baby boomers, generation X, millennials, ethnicities)?
How have patient centric approaches changed in the past decade (use of the Internet and social media to gather health information)?
Challenges associated with the changing healthcare workforce
What are some of the challenges associated with the policy and legislative changes?
What are some challenges associated with demographic changes?
What are some of the challenges associated with patients “researching” their own health instead of going to the doctor?
Current state of healthcare
What have been some of the improvements to the healthcare system over the last decade?
Resources
This
link
has information for creating a PowerPoint presentation.
Here is a
link
to information about adding speaker notes.
Here is a
link
to information about creating a voiceover narration using Screencast-O-Matic.
GRADING RUBRICS:
1.Clear and thorough explanation of the history of the changing healthcare workforce. Includes comprehensive descriptions with multiple supporting examples for each of the SUB-BULLET POINTS.
2. Clear and thorough discussion of the challenges associated with the changing healthcare workforce. Includes comprehensive descriptions with multiple supporting examples for each of the SUB-BULLET POINTS.
3. Comprehensive analysis of the current state of healthcare.
Includes a clear and thorough assessment of improvements to the healthcare system over the last decade and supports assertions with multiple supporting examples.
.
CompetencyAnalyze financial statements to assess performance.docxbartholomeocoombs
Competency
Analyze financial statements to assess performance and to ensure organizational improvement and long-term viability
.
Scenario
In an ongoing effort to explore the feasibility of expanding services into rural areas of the state, leadership at Memorial Hospital has determined that conducting a review of its financial condition will be essential to ensuring the organization’s ability to successfully achieve its expansion goals.
Instructions
The CFO has provided you with a copy of the organization’s
financial statements
. This information will be critical in evaluating the organization’s financial capacity to support the proposed expansion of services into the rural areas of the state.
You are asked to review these financial statements (which include the Income Statement, Statement of Cash Flows, and the Balance Sheet) and prepare an executive summary outlining the financial strength of the organization and evidence to support the expansion. Your executive summary should include the following:
An overview of the issue.
A review of critical financial ratios (Liquidity, Solvency, Profitability, and Efficiency) based on financial statements.
Inferences of forecasts, estimates, interpretations, and conclusions based on the key ratios.
Provide a recommendation based on ration analysis.
Resources
This
link
has information for creating an executive summary.
Grading Rubric:
1.
Comprehensive identification of summary of the issue. Includes multiple examples or supporting details.
2. Clear and thorough review of critical financial ratios--Liquidity, Solvency, Profitability, and Efficiency--based on financial statements. Includes multiple examples or supporting details per topic.
3. Clear and thorough inferences of forecasts, estimates, interpretations, and conclusions based on the key ratios. Includes multiple examples or supporting details per topic.
4. Comprehensive recommendation, based on ration analysis. Includes multiple examples or supporting details.
.
CompetencyAnalyze ethical and legal dilemmas that healthcare.docxbartholomeocoombs
Competency
Analyze ethical and legal dilemmas that healthcare workers may encounter in the medical field.
Instructions
You have recently been promoted to Health Services Manager at Three Mountains Regional Hospital, a small hospital located in a mid-size city in the Midwest. Three Mountains is a general medical and surgical facility with 400 beds. Last year there were approximately 62,000 emergency visits and 15,000 admissions. More than 6,000 outpatient and 10,000 inpatient surgeries were performed.
An important aspect of the provider/patient relationship pertains to open communication and trust. Patients want to know that their doctors and the support staff associated with their care understand their wishes and will abide by them. Ideally, these conversations happen well before an emergency or procedure takes place; however, often times this information is missing from a patient's file. As part of Three Mountains' initiative to build trust with their patients, an increased emphasis has been placed on obtaining living wills from the patient as part of the intake process to ensure that the healthcare team has written directives of the patient's wishes in case of incapacitation. You will be creating a living will for a patient and provide educational information as to why the patient should fill it out during the admission process before a procedure.
Introduction:
Explain the definition of a living will and its key components. This section will provide an educational overview of the document for the patient.
Living Will Template:
Create a living will that can serve as a template to the patients. This should cover the basic treatment issues such as resuscitation, feeding tubes, ventilation, organ and tissue donations, etc. Provide instructions in the template that can be easily altered, depending on each patient's wishes.
Summary:
In this section, you will discuss the importance of this document and encourage patients to complete it. Address how this document ensures that a patient's wishes are known and followed by the healthcare team.
NOTE
- APA formatting and proper grammar, punctuation, and form required. APA help is available
here.
.
CompetencyAnalyze ethical and legal dilemmas that healthcare wor.docxbartholomeocoombs
Competency
Analyze ethical and legal dilemmas that healthcare workers may encounter in the medical field.
Instructions
You have recently been promoted to Health Services Manager at Three Mountains Regional Hospital, a small hospital located in a mid-size city in the Midwest. Three Mountains is a general medical and surgical facility with 400 beds. Last year there were approximately 62,000 emergency visits and 15,000 admissions. More than 6,000 outpatient and 10,000 inpatient surgeries were performed.
An important aspect of the provider/patient relationship pertains to open communication and trust. Patients want to know that their doctors and the support staff associated with their care understand their wishes and will abide by them. Ideally, these conversations happen well before an emergency or procedure takes place; however, often times this information is missing from a patient's file. As part of Three Mountains' initiative to build trust with their patients, an increased emphasis has been placed on obtaining living wills from the patient as part of the intake process to ensure that the healthcare team has written directives of the patient's wishes in case of incapacitation. You will be creating a living will for a patient and provide educational information as to why the patient should fill it out during the admission process before a procedure.
Introduction:
Explain the definition of a living will and its key components. This section will provide an educational overview of the document for the patient.
Living Will Template:
Create a living will that can serve as a template to the patients. This should cover the basic treatment issues such as resuscitation, feeding tubes, ventilation, organ and tissue donations, etc. Provide instructions in the template that can be easily altered, depending on each patient's wishes.
Summary:
In this section, you will discuss the importance of this document and encourage patients to complete it. Address how this document ensures that a patient's wishes are known and followed by the healthcare team.
NOTE
- APA formatting and proper grammar, punctuation, and form required.
.
CompetencyAnalyze collaboration tools to support organizatio.docxbartholomeocoombs
Competency
Analyze collaboration tools to support organizational goals.
Scenario
You are a new manager at Elliot Building Supplies International who has seen huge success in managing your global team remotely. This success has been shown in the team outcomes/production and employee satisfaction and engagement. Senior leadership has taken notice of your success and has asked you to create a presentation to share with your peers, who also manage remotely, that explains the best collaboration tools for remote teams. Also, you will explain the best way to manage effectively and create a motivating and satisfying work environment that supports collaboration.
Instructions
You will need to include the following in your PowerPoint presentation.
Presentation welcome/introduction slide.
Collaboration tools that you have used to be successful.
This should include at least 4 different types of tools.
Each type should be explained in detail, along with the benefits it provides.
Critical skills to successfully manage remote employees.
Closing slide to share final thoughts and ideas.
.
Competency Checklist and Professional Development Resources .docxbartholomeocoombs
Competency Checklist and Professional Development Resources
An important and yet often overlooked function of leadership in an early childhood program is the ability to positively influence the people in the program. For this group assignment, consider the characteristics of a leader who can support and lead teachers in reflective teaching. This type of self-reflection is the first step to understanding how a supervisor supports teachers to accomplish their goals through mentoring. For this assignment, your group will need to address the following two components:
Part 1
: Consider the following question as your group completes the competency checklist below: What might be evidence that a teacher leader possesses the competence to also be a mentor? You are encouraged to evenly divide the competencies among your group, so that each member contributes to providing brief examples of interactions while highlighting the characteristic(s) that demonstrates each competency. While this portion can be completed independently, you should then collaborate to ensure that each group member provides feedback before submitting the full collaborative document.
Competency Checklist
Competency
Describe an example of a teacher-leader with children (when acting as a teacher)
Describe an example of a teacher-leader with adults (when acting as a supervisor)
Listens well, does not interrupt, and respects the pace of the other person
Is able to wait for others to discover solutions, form own ideas, and reflect
Asks questions that encourage details
Is aware of and comfortable with his or her feelings and the emotions of others
Is responsive to others
Guides, nurtures, supports, and empathizes
Integrates emotion and intellect
Fosters reflection or wondering by others
Is aware of how others’ reactions affect a process of dialogue and reflection, including sensitivity to bias and cultural context
Is willing to have consistent and predictable meeting times and places
Is flexible and available
Is able to form trusting relationships
Part 2:
Professional Development Resources Document
–Early childhood programs have numerous curriculum options which may contribute to a need to support teachers and staff in a curriculum context they are not familiar with. Therefore, as we prepare to support protégés, we can refer to the National Association of the Education of Young Children core standards for professional development, to promote the use of best practices. These six core standards, briefly describe what early childhood professionals should know and be able to do. After reading each of the
NAEYC Standards for Early Childhood Professional Preparation Programs (Links to an external site.)
, focus on the first four standards:
STANDARD 1.
PROMOTING CHILD DEVELOPMENT AND LEARNING
STANDARD 2.
BUILDING FAMILY AND COMMUNITY RELATIONSHIPS
STANDARD 3.
OBSERVING, DOCUMENTING, AND ASSESSING TO SUPPORT YOUNG CHILDREN AND FAMILIES
STANDARD 4.
US.
Competency 6 Enagage with Communities and Organizations (3 hrs) (1 .docxbartholomeocoombs
Competency 6: Enagage with Communities and Organizations (3 hrs) (1 to 2 Pages)
Behavior: use empathy, reflection, and interpersonal skills to effectively engage diverse clients and constituencies.
For this assignment, you are to explore how your community is addressing the needs of its citizens during the CoVID 19 situation. Explore how you can consult and connect with community leaders and organizations to be a part of solutions in your community. Provide a detailed account of your exploration of community needs, as well as how you participated at the community level to address the needs of your community.
.
Competency 2 Examine the organizational behavior within busines.docxbartholomeocoombs
Competency 2: Examine the organizational behavior within business systems
Provide the name of the corporation you will be using as the basis for this project.
Provide the organization’s purpose or mission statement.
Describe the organization's industry.
Provide the name and position of the person interviewed during this portion of the assignment (indicate as much pertinent information (e.g., length of service with company, previous roles in the company, educational background, etc.).
Provide the list of interview questions you asked the manager/executive.
Indicate which two - three of the following concepts from this competency that you intend to evaluate the organization/team on and describe the company’s/team’s current situation with each topic you’ve selected:
Motivational theories
Psychological contract
Job design
Use of evaluation, feedback and rewards
Misbehavior
Individual or organizational stress
Provide citations in APA format for any references
.
CompetenciesEvaluate the challenges and benefits of employ.docxbartholomeocoombs
Competencies
Evaluate the challenges and benefits of employing a diverse workforce.
Design a plan for conducting business and managing employees in a global society.
Critique the actions of organizations as they integrate diverse perspectives into their cultures.
Evaluate the role of identity, diverse segments, and cultural backgrounds within organizations.
Attribute different cultural perspectives to current social-cultural dimensions.
Analyze the importance of managing a diverse workforce.
Scenario Information
Your company has been nominated for a national diversity award associated with your efforts and dedication to diversity initiatives in the workplace and their impact on the organization and community. You have been asked to summarize your efforts for the year in a slide presentation for the diversity committee who selects the winner. Be sure to include details of the changes you made in your organization and the impact the changes made.
Instructions
As part of your nomination, you have been asked to create a slide presentation including a voice recording for your entry (Voice Recording not needed). Remember your audience when giving your presentation and include the following slides:
Title slide
Highlighting the importance of workplace diversity
Discussing the points that were included in your diversity plan
Describing how culture and inclusion impact your organization
Providing examples of how diverse workgroups work together in the workplace
Gives examples of strategies used to incorporate Hofstede's cultural dimensions in a global workforce
Provides best practices for managers associated with managing a diverse, global workforce
Conclusion slide that includes a summary of why you should win this award
Any additional, relevant information
References
.
CompetenciesDescribe the supply chain management principle.docxbartholomeocoombs
Competencies
Describe the supply chain management principles through the flow of information, materials, services, and resources.
Analyze the external and internal drivers that influence supply chain principles.
Evaluate supply chain management operational best practices.
Compare the nature of logistics operations and services in both international and domestic contexts.
Apply strategic supply chain management to logistics systems.
Analyze different software systems and technology strategies used in supply chain management.
Scenario
You have just been promoted to Senior Analyst at Mitchell Consulting, a firm that specializes in providing managerial expertise in supply chain management. After completing many assignments under the supervision of a Senior Analyst, your role now allows you to make selections for clients. You are assigned a new client, Scent
Solution
s. Your new manager, Partner Ronda Anderson, has directed you to work on this case and provide analysis and options to resolve the problems directly to the client.
Scent
.
CompetenciesABCDF1.1 Create oral, written, or visual .docxbartholomeocoombs
Competencies
A
B
C
D
F
1.1: Create oral, written, or visual communications appropriate to the audience, purpose, and context.
4 points
Key Criteria: Tailors communication to purpose, context, and target audience. Clearly articulates the thesis and purpose, and supports the thesis and purpose with authentic and appropriate evidence. Provides smooth transitions and leaves no awkward gaps from point to point. Shows coherent progress from the introduction to the conclusion with no unnecessary sections.
3 points
Key Criteria: Tailors communication to purpose, context, and target audience. Articulates the thesis and purpose, and supports the thesis and purpose with authentic and appropriate evidence. Generally provides smooth transitions and leaves few awkward gaps from point to point. Shows identifiable progress from the introduction to the conclusion with no unnecessary sections.
2 points
Key Criteria: Considers the purpose, context, and target audience. Articulates the thesis and purpose, and shows some evidence supporting both. Some transitions are not smooth, and there are occasional gaps or awkward connections from point to point. There is a sense of progress from the introduction through the conclusion, but the organization may not be completely clear.
1 point
Key Criteria: Does not tailor communication well in terms of purpose, context, and target audience. Provides a weak thesis, unclear purpose, and little or no evidence to support points. Transitions may be rough or nonexistent, and there are significant gaps or connections between points that leave sections incomprehensible. Progress from the introduction through the conclusion is difficult to decipher, and there may be some material that is unrelated to thesis and purpose.
0 points
Key Criteria: Does not tailor communication in terms of purpose, context, and target audience. Lacks a good thesis and has little or no evidence to support a thesis. Transitions are rough or nonexistent, and there are few discernable connections from point to point. There is no identifiable progress from the introduction through the conclusion, and/or there is substantial material that is unrelated to thesis and purpose.
1.2: Communicate using appropriate writing conventions, including spelling, grammar, mechanics, word choice, and format.
4 points
Uses a format that is highly appropriate to the writing task and carefully tailors the style and tone to the specific audience. Aligns both the writing style and grammar usage to standards appropriate to the task.
3 points
Uses a format that is appropriate to the writing task and tailors the style and tone to the specific audience. Aligns both the writing style and grammar usage to standards appropriate to the task.
2 points
Generally has a clear purpose, but there may be a gap between the format used and the writing task. Fails to fully align the style and tone to the audience, or fails to fully define the audience for the writing task. Has some style or grammar.
COMPETENCIES734.3.4 Healthcare Utilization and Finance.docxbartholomeocoombs
COMPETENCIES
734.3.4
:
Healthcare Utilization and Finance
The graduate analyzes financial implications related to healthcare delivery, reimbursement, access, and national initiatives.
INTRODUCTION
It is essential that nurses understand the issues related to healthcare financing, including local, state, and national healthcare policies and initiatives that affect healthcare delivery. As a patient advocate, the professional nurse is in a position to work with patients and families to access available resources to meet their healthcare needs.
REQUIREMENTS
Your submission must be your original work. No more than a combined total of 30% of the submission and no more than a 10% match to any one individual source can be directly quoted or closely paraphrased from sources, even if cited correctly. An originality report is provided when you submit your task that can be used as a guide.
You must use the rubric to direct the creation of your submission because it provides detailed criteria that will be used to evaluate your work. Each requirement below may be evaluated by more than one rubric aspect. The rubric aspect titles may contain hyperlinks to relevant portions of the course.
A. Compare the U.S. healthcare system with the healthcare system of Great Britain, Japan, Germany, or Switzerland, by doing the following:
1. Identify
one
country from the following list whose healthcare system you will compare to the U.S. healthcare system: Great Britain, Japan, Germany, or Switzerland.
2. Compare access between the
two
healthcare systems for children, people who are unemployed, and people who are retired.
a. Discuss coverage for medications in the two healthcare systems.
b. Determine the requirements to get a referral to see a specialist in the two healthcare systems.
c. Discuss coverage for preexisting conditions in the two healthcare systems.
3. Explain
two
financial implications for patients with regard to the healthcare delivery differences between the two countries (i.e.; how are the patients financially impacted).
B. Acknowledge sources, using in-text citations and references, for content that is quoted, paraphrased, or summarized.
C. Demonstrate professional communication in the content and presentation of your submission.
File Restrictions
File name may contain only letters, numbers, spaces, and these symbols: ! - _ . * ' ( )
File size limit: 200 MB
File types allowed: doc, docx, rtf, xls, xlsx, ppt, pptx, odt, pdf, txt, qt, mov, mpg, avi, mp3, wav, mp4, wma, flv, asf, mpeg, wmv, m4v, svg, tif, tiff, jpeg, jpg, gif, png, zip, rar, tar, 7z
RUBRIC
A1:COUNTRY TO COMPARE
NOT EVIDENT
A country for comparison is not identified.
APPROACHING COMPETENCE
The identified country for comparison is not from the given list.
COMPETENT
The identified country for comparison is from the given list.
A2:ACCESS
NOT EVIDENT
A comparison of healthcare system access is not provided.
APPROACHING COMPETENCE
The comparison does not acc.
Competencies and KnowledgeWhat competencies were you able to dev.docxbartholomeocoombs
Competencies and Knowledge
What competencies were you able to develop in researching and writing the course Comprehensive Project? How did you leverage knowledge gained in the assignments (Units 1–4) in completing the Comprehensive Project? How will these competencies and knowledge support your career advancement in management
.
Competencies and KnowledgeThis assignment has 2 parts.docxbartholomeocoombs
Competencies and Knowledge
This assignment has 2 parts:
What competencies were you able to develop in researching and writing the course Comprehensive Project? How did you leverage knowledge gained in the intellipath assignments (Units 1- 4) in completing the Comprehensive Project? How will these competencies and knowledge support your career advancement in management?
Discuss the similarities and differences between shareholder wealth maximization and stakeholder wealth maximization.
.
Competencies and KnowledgeThis assignment has 2 partsWhat.docxbartholomeocoombs
Competencies and Knowledge
This assignment has 2 parts:
What competencies were you able to develop in researching and writing the course Comprehensive Project? How did you leverage knowledge gained in the intellipath assignments (Units 1- 4) in completing the Comprehensive Project? How will these competencies and knowledge support your career advancement in management?
Discuss the similarities and differences between shareholder wealth maximization and stakeholder wealth maximization.
.
Competences, Learning Theories and MOOCsRecent Developments.docxbartholomeocoombs
Competences, Learning Theories and MOOCs:
Recent Developments in Lifelong Learning
Karl Steffens
Introduction
We think of our societies as ‘knowledge societies’ in which lifelong learning is
becoming increasingly important. Lifelong learning refers to the idea that people
not only learn in schools and universities, but also in non-formal and informal
ways during their lifespan.The concepts of lifelong learning and lifelong education
began to enter the discourse on educational policies in the late 1960s (Tuijnman
& Boström, 2002). However, these are related, but distinct concepts. As Lee (2014,
p. 472) notes ‘the terminological change (from lifelong education, continuing
education and adult education, to lifelong learning) reflects a conceptual departure
from the idea of organised educational provision to that of a more individualised
pursuit of learning’.
One of the first important documents on lifelong learning was the report of the
International Commission on the Development of Education to UNESCO in
1972, titled ‘Learning to be. The world of education today and tomorrow’. In his
introductory letter to the Director-General of UNESCO, the chairman of the
Commission, Edgar Faure, stated that the work of the Commission was based on
four assumptions (see Elfert pp. and Carneiro pp. in this issue). The first was
related to the idea that there was an international community which was united by
common aspirations and the second was the belief in democracy and in education
as its keystones. The third was ‘that the aim of development is the complete
fulfilment of man, in all the richness of his personality, the complexity of his forms
of expression and his various commitments — as individual, member of a family
and of a community, citizen and producer, inventor of techniques and creative
dreamer’. The last assumption was that ‘only an over-all, lifelong education can
produce the kind of complete man, the need for whom is increasing with the
continually more stringent constraints tearing the individual asunder’ (Faure,
1972, p. vi).
Following the Faure Report, the UNESCO Institute for Education, which
was founded in Germany in 1951, started to focus on lifelong learning and
subsequently became the UNESCO Institute for Lifelong Learning (UIL, http://
uil.unesco.org/home/). It was under its leadership that a formal model of lifelong
education was developed and published in the book ‘Towards a System of Life-
long Education’ (Cropley, 1980). The concept of lifelong learning also became
manifest in the ‘Education for All’ (EFA) agenda that was launched at the World
Conference on Education for All which took place in Jomtien (Thailand) in
1990 (Inter-Agency Commission, 1990). Ten years later, at the World Education
Forum in Dakar (Senegal) in 2000, the Dakar Framework for Action was
designed ‘to enable all individuals to realize their right to learn and to fulfil their
responsibility to contribute to the development of their society’ (UNESCO,
2000, p..
Compensation & Benefits Class 700 words with referencesA stra.docxbartholomeocoombs
Compensation & Benefits Class 700 words with references
A strategic purpose for a well-blended compensation program, one that includes various types of direct compensation, is gaining employee commitment and productivity. One of the most effective tactics for this strategy is designing a process for linking individual achievement to organizational goals.
Prepare a report to senior leaders addressing the following:
·
Explain the concept of tying performance to organizational goals.
·
Describe the different types of individual and group-level performance measurements.
·
What are the advantages and disadvantages of individual versus group-level performance recognition?
·
Discuss the options an organization has to link individual or group monetary rewards to organizational success.
·
Develop recommendations for how to implement, monitor, and evaluate such a program.
.
Compensation, Benefits, Reward & Recognition Plan for V..docxbartholomeocoombs
Compensation, Benefits, Reward & Recognition Plan for V.P. Operations
Learning Team B
HRM 595
December 19, 2017
Rosalie M. Lopez
Running head: COMPENSATION, BENEFITS, REWARD & RECOGNITION PLAN
1
COMPENSATION, BENEFITS, REWARD & RECOGNITION PLAN
2
Compensation, Benefits, Reward & Recognition Plan for V.P. Operations
Introduction
Base Salary Range
For the position of VP of Operations, the National Average Salary is $122,624. In San Francisco, the average is higher and placed at $155,946. This amount is 16% higher than the National Average (Payscale, 2016). The reason for this increase is because of experience and geography. These are the two prime factors that impact the pay scale. Another major factor is the employer. Most employers base their decision to hire an individual on the experience they bring with them. Of course, with more experience, higher pay is required. With our company cutting cost a less experienced individual would be the best fit for the position.
Standard Employee Benefit
In many cases, your employee benefits could be the turning point for a prospective employee. This benefit is a vital portion of any employee packet. These valuable benefits are used as a blanket of security in the case of any sickness, injury, unemployment, old age, or death (Gomez-Mejia, Balkin & Cardy, 2015, p. 362). There is a significant difference between incentives and benefits: benefits are financial and nonfinancial compensations that are indirect to the employee. To have a competitive strategy Blossoms Up! must align their profits with the compensation package that has been already put in place. This action will help provide flexibility to the amount and the benefits available (Gomez-Mejia et al., 2015).
There are also some benefits that most companies are legally obligated to provide. Three benefits are required regardless of the number of employees that the company has. These interests involve social security, workers compensation, and unemployment insurance (Gomez-Mejia et al., 2015). Other laws must be adhered to when dealing with a certain number of individuals. When a company has 50 or more employee they must have the Family and Medical Leave Act in place and since its induction in 2015 the Affordable Care Act for Health Insurance for companies with 20 or more employees. For the health insurance to be considered standard medical, vision and dental plans must be made available to the business. These programs that must be regarded as being under the Health Maintenance Organization (HMO) or a Preferred Provider Organization (PPO) (Gomez-Mejia et al., 2015).
There are some voluntary benefits that we can include. We are already looking into adding a pension package using the Defined Contribution Plan as well as the 401(K) plan (Gomez-Mejia et al., 2015). Life insurance is another excellent benefit that could be added to the package as well as short-term and long-term disability insurance. Adding Vacation and PTO, and Holiday pay is .
Compete the following tablesTheoryKey figuresKey concepts o.docxbartholomeocoombs
Compete the following tables:
Theory
Key figures
Key concepts of personality formation
Explanation of the disordered personality
Scientific credibility
Comprehensiveness
Applicability
Attachment
Complete the following...200-300 words..
Is Freud's theory a viable theory for this century?
Provide reasons for
your
view.
.
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
We all have good and bad thoughts from time to time and situation to situation. We are bombarded daily with spiraling thoughts(both negative and positive) creating all-consuming feel , making us difficult to manage with associated suffering. Good thoughts are like our Mob Signal (Positive thought) amidst noise(negative thought) in the atmosphere. Negative thoughts like noise outweigh positive thoughts. These thoughts often create unwanted confusion, trouble, stress and frustration in our mind as well as chaos in our physical world. Negative thoughts are also known as “distorted thinking”.
The Art Pastor's Guide to Sabbath | Steve ThomasonSteve Thomason
What is the purpose of the Sabbath Law in the Torah. It is interesting to compare how the context of the law shifts from Exodus to Deuteronomy. Who gets to rest, and why?
How to Create Map Views in the Odoo 17 ERPCeline George
The map views are useful for providing a geographical representation of data. They allow users to visualize and analyze the data in a more intuitive manner.
This is a presentation by Dada Robert in a Your Skill Boost masterclass organised by the Excellence Foundation for South Sudan (EFSS) on Saturday, the 25th and Sunday, the 26th of May 2024.
He discussed the concept of quality improvement, emphasizing its applicability to various aspects of life, including personal, project, and program improvements. He defined quality as doing the right thing at the right time in the right way to achieve the best possible results and discussed the concept of the "gap" between what we know and what we do, and how this gap represents the areas we need to improve. He explained the scientific approach to quality improvement, which involves systematic performance analysis, testing and learning, and implementing change ideas. He also highlighted the importance of client focus and a team approach to quality improvement.
Welcome to TechSoup New Member Orientation and Q&A (May 2024).pdfTechSoup
In this webinar you will learn how your organization can access TechSoup's wide variety of product discount and donation programs. From hardware to software, we'll give you a tour of the tools available to help your nonprofit with productivity, collaboration, financial management, donor tracking, security, and more.
A U.S. lease-to-own chain considers whether to test its business i.docx
1. A U.S. lease-to-own chain considers whether to test its business
in Mexico
Stan Windham walked into the newest Coe's store in South
Tucson. As CEO of the lease-to-own chain, he was eager to see
how his 1,000th location was performing. Aubrey Merrin, the
store manager, met him at the door. "Mr. Windham, so good to
see you, sir. The new employees are real excited to meet you.
And of course I want to update you on how everything's going,"
Aubrey said as he ushered Stan inside. "We're doing great so
far. Open for less than a month and over 100 customers already.
It's a real good start, sir, a real good start." "You don't have to
call me 'sir,' Aubrey," Stan said, realizing it was probably
hopeless. "Congratulations. I've said it before, but I'll say it
again: I appreciate your taking this on."
Aubrey had transferred from the Coe's up in Flowing Wells,
where he'd been the store manager for 10 years. He was raising
three kids on his own, and although this location meant a
slightly longer commute, he'd jumped at the opportunity.
"I'm honored, sir, to be opening a brand-new store," he said.
"And with the economy as it is, I'm just happy to be working for
a growing company." He pointed up at the celebratory banner
that still hung in the front of the store. "Everyone else I know is
talking about layoffs, not grand openings."
Stan felt lucky, too. When his father, Terry, opened the first
Coe's back in the 1950s, he certainly hadn't set out to enter a
countercyclical industry. He'd invested $600 in 32 chairs to rent
out to auction houses, and the business expanded from there
into party equipment and sickroom gear. In the 1970s he shifted
to residential furniture and other household goods. Terry prided
himself on conservative growth--when he was starting out, he
wouldn't buy a second item in a category (say, a sofa or a
refrigerator) until the first one had been rented--and he took a
"tough love" approach with his employees, especially with his
son. When Stan started as an assistant manager, in 1984, the
2. same year Coe's went public, Terry had expected him to work
harder than everyone else to prove his worth. And Stan had.
Coe's now took in over $2 billion a year in revenues.
Stan looked around at the room displays. "We thought this
might be a tricky location for us with Mr. Rental all over South
Tucson," he said.
Aubrey nodded. "Yes, sir, I was worried about that, too--market
saturation. I've read about it. But we're different from Mr.
Rental."
Unlike many of its competitors, Coe's had always emphasized
ownership: More than half of its customers became owners by
the end of their leases, compared with 25% for Mr. Rental.
Coe's offered a monthly payment schedule and a shorter
contract period (12 months versus four or five years), which
meant higher fees each month but a lower cost of the eventual
purchase. Also, Coe's managers were trained to approve lease
agreements only for people who could afford the payments.
"Are we getting any of Mr. Rental's customers?" Stan asked.
"Some. But I think our strong opening is thanks to the recession
more than anything. We're seeing people in here who'd never
have considered Coe's before--wealthier folks who are nervous
about committing to big-ticket items outright."
Aubrey greeted a customer, shaking the young woman's hand
and offering balloons from the Grand Opening display to her
two toddlers. He really had a way with people. Ten years ago,
Stan had debated about hiring him, put off by his lack of sales
experience. But Terry had said, as he always did, "You can
teach people to sell, but you can't teach them to smile." And
he'd been right. Managers like Aubrey, who fostered immediate
trust with customers, were much more successful when it came
to collecting the monthly payments. Once Aubrey had
introduced the customer to a salesman, he returned to Stan.
"Can I ask you a question, sir?"
"Yes, Aubrey, as long as you stop calling me 'sir,'" Stan said
with a laugh. "I've been thinking about how well Coe's is doing
here, with all the new stores. And I think there's a market that
3. you should consider: Mexico." Aubrey was shifting back and
forth on his feet. "So many of our customers are from there
originally, and they've all got family back home.…I just, I think
it would be a good, er, strategic move for the company, sir. And
I would be more than happy to go down and train the staff there.
You know I speak Spanish, and my kids do, too. My late wife
was Mexican."
"As a matter of fact, that's a conversation we've been having at
headquarters," Stan said. "We've been considering Mexico, and
Europe. Our investors expect us to keep growing. Still, we need
to do it smartly." Stan had led a successful expansion into
Canada in the 1990s when he was the COO, and Coe's had over
100 stores there now. But a venture into Puerto Rico a few years
before had failed miserably:He'd been forced to close the pilot
store after only 12 months. Too many customers had skipped
their payments and walked away with the products, and the
store manager hadn't been able to handle the massive amount of
collections. Several analysts had downgraded the chain's stock
as a result, and its share price had plunged. Stan didn't want to
make the same mistake twice. "It's a good time for us and
potentially a great market," he told Aubrey. "But it's also a
risky time."
A Second Opinion
On his way back to Phoenix, Stan stopped at a Circle K off
Route 10 to grab a cup of coffee. The woman behind the counter
noticed the Coe's logo on his shirt and smiled.
"Coe's! Do you work there?"
"I do," Stan said. This was exactly why he wore the shirt
instead of a suit.
"My whole house is from Coe's. My daughter's, too."
Which one do you shop at, Carmen?" Stan said, reading her
name tag.
"Down on East Florence Boulevard. Right next to the Walmart.
Cesar's my guy. I go to see him every month, make my payment.
My TV is from you, my couch. Every morning I think, 'Gracias
4. por Coe's,'" she said, quoting one of the company's Spanish-
language commercials.
"I'm glad to hear it." Stan handed her two dollars for the coffee.
"You need to open a store in Mexico! My mom is down in
Hermosillo. She can't believe all the things we can get up here.
Plus free delivery, free repairs. She's telling all her friends
about it." Carmen passed him his change. "They've got nothing
down there like it. Walmart is there, but they only take cash or
credit, and my mom doesn't have either. Other stores will give
you credit, but nobody will rent stuff to you like Coe's."
Stan smiled. First Aubrey, now a customer: Mexico was popular
this morning. And a few people at headquarters were on the
bandwagon, too. His business development team had gotten
some good market data about the border cities-- Matamoros,
Monterrey--and some leads on potential partners.
Stan left the store and grabbed a Coe's hat from his trunk.
When he returned and handed it to Carmen, she laughed: It said
"Gracias por Coe's!" in big white letters.
A Prudent Path
Back at the office, Stan stopped by to see his CFO, Carl
Amirault. He wanted to be sure everything was ready for the
executive team meeting later that day. They were set to discuss
the firm's five-year growth strategy--again. Stan told him about
Aubrey's suggestion and the chatty cashier at the Circle K.
"Are we letting employees and customers dictate our expansion
strategy now?" Carl joked. "If you'd run into an Irishman,
would you be pushing for Europe?"
"Well, Europe is on the table, too. But Mexico might be easier--
maybe starting small with two or three stores in Juárez and
testing the model. Your own team's analysis showed how many
people don't have access to credit there." "Yes, but we're still
mapping the regulatory environment," Carl warned.
The two men often sparred like this. In fact, whenever one of
them took a stand, the other tended to push harder in the
opposite direction. Stan knew his father had wanted that kind of
tension--in fact, had nurtured it. As he mentored both of them
5. up through the ranks, he had fostered debate between them,
always telling Carl to be prudent while encouraging Stan to
think big and trust his gut.
"The environment has to be better than here," Stan said. In the
height of the recession, U.S. consumer protection advocates had
attacked the rent-to-own industry, claiming the total price of
goods--often 60% to 90% higher than that of traditional
retailers--amounted to predatory financing and caused undue
hardship for customers. Stan and other industry CEOs argued
they were providing a much-needed service: giving people
without access to credit a chance to acquire household items, in
a way that suited their cash flow, preserved their credit, and
allowed them to eventually own the item outright. It worked just
like a car lease--and those weren't seen as predatory. And if at
any time leaseholders couldn't make their payments, they could
return the items with no penalty and resume the contract where
they left off whenever their financial situation improved. But he
knew the fight was far from over.
"Karen says Congress is going to be all over this in the spring,"
Stan said, thinking of his discussion with Karen Werner, the
general counsel of Coe's, the previous day.
"I doubt it. They have bigger fish to fry," Carl argued. "Besides,
you can't legislate what customers want."
"That's true. Still, I'm just concerned. The bottom line is we
need to diversify our risk. And Latin America might be a
relatively inexpensive place to do that, considering the lower
transportation, labor, and real estate costs," Stan said. "There
are plenty of growth opportunities right here in the U.S. We
should be putting a store next to every Walmart. We have the
same customer base, and people need an alternative when
they've been turned down for credit. Or we could experiment
with our product line, try the rent-to-own concept for goods
beyond basic household items. We've got lots of options without
taking a risk abroad. We're not seeing shrinking margins yet,"
Carl said. "Yet," Stan shot back.
"But why would we add the complication and risk of
6. international expansion when it's not necessary? In this
economy, investors want growth, but they also want to play it
safe," Carl said. "And I don't need to remind you about Puerto
Rico."
Stan expelled a deep breath. "I'm worried that things are going
to get too restricted here, and if that happens, we may regret not
having gone elsewhere to continue growing."
The Voice of Experience
Back in his office, Stan asked his assistant to get his father on
the line.
When Stan had taken the reins, two years earlier, Terry had
promised to stop coming into the office every day. He'd said the
company was in good hands and he was looking forward to
retirement. But Stan knew that wasn't entirely true. His dad
loved the business and missed it. Hell, he wouldn't be surprised
if Terry still put on his Coe's shirt every morning.
"Hi, Dad," Stan said.
"There isn't an emergency, is there?"
"Nope, nope. I was just checking in. I was down at the South
Tucson store this morning."
"A thousand stores. It's hard to believe. How's business?"
"Good. Aubrey's doing great. Listen, I need some advice about a
strategy meeting we have today. I've been giving serious
thought to Mexico. The more I look into it, the more attractive
it seems. The market is large, and the competition is weak.
People don't have a similar alternative."
"OK," Terry said. "But don't forget about Puerto Rico. We had
the trouble with shrinkage, and we couldn't find the right
personnel. It was a tough market." Stan gave an exasperated
sigh, but not loud enough for his father to hear. "We certainly
learned some lessons," Stan acknowledged. "But to tell you the
truth, I'm concerned about building a growth strategy solely on
U.S. revenues. We've been talking about going international for
a long time. The analysts are all over us about future growth."
"What about Europe?" Terry asked. "The culture and the
regulatory environment there are a lot more like ours." "That's
7. not necessarily a good thing. Besides, the cost of opening stores
is just as high as here." "What does Carl say?" Terry asked.
Stan smiled. His father was so predictable.
"His team's analysis says we have a 35% chance of success in
Mexico, but I think they were too conservative. Carl feels that
the U.S. is the only market we know well enough and that we
haven't fully tapped it, especially with the down economy," Stan
said. "He wants us to focus on increasing profitability, not go
into uncharted territory. It's too risky, he says."
"If only you had a dollar for every time Carl said 'It's too
risky,'" Terry joked. "But he has a point," he added more
seriously. "We're doing so well in the domestic market. Why
wouldn't we stay focused and see what happens with the
economy?"
"Because it's a crowded, expensive market. It makes a wide-
open field where there's a real need for our business look very
appealing. We've always said we wanted to help as many people
as possible get access to the things they need. An affordable
path to ownership while still making a profit, right?" "Right.
We just need to be sure we don't hurt the company trying to do
that." There was a long pause. "Of course, it's your company
now, son. Your company, your call."
Should Coe's expand to Mexico?
Critical Thinking PHIL 1290 Final Exam 1
Final Exam
Read the following short essay, and then write a 3-5 page
response (12-point font, double-spaced,
normal margins, no cover page, no binders). Your response
should do the following three things: (1)
8. state what the main conclusion of the essay is; (2) state what the
most important premises (including
sub-conclusions) are—i.e., state which premises are most
important if the argument is to rationally
convince its audience; (3) evaluate the quality of the argument,
giving detailed reasons to justify your
evaluation. For purposes of evaluation, assume that the speaker
is a contemporary Canadian
philosopher and the audience is a group of students in
Introduction to Philosophy, all of whom have a
basic knowledge of statistics.
What Makes People Happy?
Yolanda Ypres
Some people might be inclined to claim that the meaning of life
is this: you should learn about all the
things that matter most to you, and devote yourself to them. But
wait a minute! Can you devote
yourself to just anything you care about and expect life to be
satisfying? You can devote yourself to
your children and they can turn out to be spoiled brats, strategic
planners for Monsanto, or other
disagreeable types. Or similarly, you can devote yourself to a
political cause, only to see it lose all its
political battles. Whether devotion to your causes is the
meaning of life or not, it sure doesn’t sound
like a recipe for happiness. Surely, if we want to be happy, it
would be safer to devote ourselves to
the only thing that guarantees happiness if attained: happiness
itself.
Now, the obvious question to ask is: “What makes people
happy?” Fortunately, something
9. systematic is known about this. The description of a few
different experiments and studies should
make it possible to make some quite well-informed guesses
about where happiness lies.
To begin, consider an experiment performed by Daniel
Kahneman and his colleagues.
1
In this
experiment, human subjects were first required to hold a hand in
painfully cold (14° Celsius) water
for 60 seconds, and then afterwards to hold it in cold water for
90 seconds, with the first 60 seconds
of exposure at 14° Celsius and the final 30 seconds slowly
climbing to 15° Celsius. 80% of subjects
who experienced this slow warming as decreasing the pain
preferred to repeat the 90-second
condition rather than the 60-second condition, even though it
involved more time in unpleasantly cold
water! This experiment shows that what matters most to
people’s happiness is not just what they feel
at the moment, but also the overall pattern of these experiences
over time. Bad experiences that get
less bad before ending are found to be better than shorter bad
experiences that just end suddenly.
From this, we can conclude that the happiest lives will be the
ones that end well—the ones that
display an “upward trend.” The alternative—that the happiest
lives are those that display a downward
trend—is obviously absurd. Who would want to start life as a
famous athlete, only to end it as an
ignored, alcoholic homeless person?
So the challenge to us, as seekers after a happy life, is to figure
out how to have a life with an
10. upward trend in happiness. How can we make our lives better as
they go on? Obviously, this cannot
involve each minute being happier than the previous minute.
Life is always throwing little obstacles in
our way which bring us sadness, no matter how we might try to
arrange things otherwise. The
upwards trend in happiness has to be something that is seen year
by year, or even decade by
decade, rather than moment by moment. Put this way, however,
the problem seems easier to deal
with, more tractable. Our challenge is to find out what we can
add to our lives to make them better.
Here, some empirical research can again help out.
1
Kahneman, D., Fredrickson, B., Schreiber, C., and Redelmeier,
D. 1993. “When more pain is preferred to less:
Adding a better end.” Psychological Science 4, 401-5.
Reported in Kahneman, D., Diener, E., and Schwartz, N.
(eds.) 1999. Well-Being: The foundations of hedonic
psychology. New York: Russell Sage Foundation.
2
According to Argyle (1999),
2
“many surveys have correlated educational level with measures
of
happiness, either using number of years of education received
11. or the level attained (for example,
high school, college). In all such studies, a small positive
correlation has been found, of the order of
.10.”
3
So getting an education is a good step, bringing a certain level
of happiness. It has to be
admitted, though, that Argyle also finds that getting an
education raises expectations for incomes,
which can lead to frustration if things don’t work out. So after
getting a good education, one needs to
get a well-paying job. What about marriage? “Marriage has
often been found to be one of the
strongest correlates of happiness,” Argyle reports, though still
the correlation isn’t much more than
.15. You might think that this is a mere correlation—that it
doesn’t show that marriage causes
happiness, since it might be the case that naturally happy people
are more likely to get married, but
since (as Argyle says) 90% of people get married at some point,
this isn’t likely to affect the statistics.
From all this, it seems that the next step in a life with an
upwards trajectory in happiness is to get
married. Kids, however, are out. Reported marital satisfaction
goes down with having kids, especially
when the kids are teenagers. Having teens, it seems, would put a
downward dent in the happiness
trend in one’s life, and so would not be the route to happiness.
What about our happiness when we become old? Here there are
many considerations, but I want to
deal with one in particular. Avoiding a significant, long-term
negative trend in happiness can be very
difficult when a person is faced with a chronic and debilitating
12. disease, and this is a problem that
faces older people much more often than younger people. Some
forms of cancer, for instance,
cause constant pain which cannot be alleviated without
basically rendering the victim unconscious or
delirious. Senility can decrease a person’s quality of life for
years before bringing death. And so on.
These sad facts must be confronted when thinking about the
future. Is there any way to plan for
happiness, knowing that such disease is a possibility? Perhaps
meditation, or a loving family, can do
much to make even these conditions bearable, so that one’s
happiness need not decrease so much.
But perhaps there are kinds of suffering that can only be
avoided by death. If so, then the happiest
life in some particular case might be one that the individual
chooses to cut short, rather than end
unhappily. Fortunately, we can hope that medical improvements
(and continued support of publicly
funded health care!) will save us from ever having to face such
a situation.
Now of course, all this needs to be seen in a statistical context.
For one particular person, the route
to happiness might be that she spends all her money on a classic
convertible car and spend the next
twenty years cruising up and down the California coast, taking
odd jobs in bands no one has heard of
to pay for gasoline, eventually dying in a car wreck just like
James Dean or Albert Camus. But this
probably is not the path of the happiest life imaginable for most
people. Given the scientific studies
just described, the route to happiness for most people is quite
likely to be a familiar one: a good
education, a good job, and marriage (though no kids). Each of
these steps is known to increase
13. average levels of happiness, and so we can expect that, on
average, taking each step in turn is the
best way to ensure that the happiness in one’s life tends, in the
long term, to go up.
Note: You may wish to consult your fellow students, parents, or
friends about your essay. Feel free
to do so. However (and this is crucial), any help you get must
be acknowledged in your paper. If your
mom reads your paper over to check your grammar, include a
footnote or endnote thanking her for
this service. If you discuss the general ideas you have with a
friend, write “Thanks to Lisa Kudrow for
a helpful discussion” or something of the sort. If you borrow a
specific idea from someone, put in a
footnote saying “I got this idea from Mark Improvement” or
whoever. Also important: although I’m
all in favour of talking about philosophy with others, you are
not permitted to actually write papers
together, or to write up shared outlines, or to share written work
with one another. Conversation is
good for thought; shared written work is a good way to get
charged with plagiarism.
2
In Kahneman, D., Diener, E., and Schwartz, N. (eds.) 1999, op.
cit., p.355.
3
For those who don’t know, this means that (.10)
2
14. percent, or 1%, of the variability in measured happiness seems
attributable to level of education.
Critical Thinking PHIL 1290 Assignment 3 1
Assignment 3
Letter To The Editor
Start by finding an article (news story, or whatever) written by
a person, in which that person makes
an argument that exhibits a failure of critical thinking. The
argument must appear in the print mass
media, be in English, and be published sometime between the
first day of class and the due date of
the assignment. (Articles published both in print and on the
Internet are also acceptable, even if you
only have access to the online format.) Please pay attention to
the date: assignments based on
materials published outside of the permitted time period will not
be accepted.
Having found a bad argument, write a response (up to one page
in length, double-spaced, 12-point
font, normal margins, no cover page or binders) in which you
explain the problem. Your response
should take the form of a letter to the editor. You do not have to
use the technical jargon developed
in class: you are encouraged, in fact, to write your letter as if
15. you actually intended to mail it to the
appropriate person. You need not deal with every single
problem you found in the person’s whole
essay, letter, or whatnot. Just pick out a problematic argument
made by the author, one that exhibits
a failure of critical thinking, and use your letter to point out the
problem. Put your mailing address at
the top and your name at the bottom, and otherwise treat the
assignment as if you were really writing
a letter to the editor. Finally, submit your letter and a copy of
the article to which you are responding
with the date attached.
Before you start your assignment, here are some tips, which you
may find helpful. Be sure that it is
the author of the article who actually makes the argument you
criticise! Do not write about a bad
argument quoted in an article but not actually endorsed by the
article’s author. Failure to comply with
this requirement will result in a grade of D or F (depending on
how obvious it was that the argument
was not the author’s own), so please do pay attention to this
point.
Some people have a hard time finding arguments in the mass
print media. If that sounds like you,
you might start by looking in newspapers or magazines.
Columns by columnists, editorials, and
letters to the editor are usually good bets, though some
magazines and newspapers are better than
others. Macleans, in my experience, rarely contains arguments
made by the authors of the stories,
though often others’ arguments are quoted (so watch out!).
Sports Illustrated is a source, which has
worked for some students in the past. When it comes to
newspapers, the Winnipeg Free Press has
16. proven to be a good source in the past, and the Globe and Mail
has also been used. It is usually
possible to gain access to a free online version of a newspaper
if you are already a subscriber. You
may also check online news services to get opinion pieces. If
this is the case, copy and paste the
article, and include it with your letter. If you do this, make sure
you properly reference the article. If
you use a paper article, you will need to get the articles scanned
and then you can include it in your
final document for submission. Please note that if you scan an
article it must be pasted into a Word
document. Instructions on how to do this can be accessed in
your course site.
When you actually sit down to write your response, you will
naturally find yourself writing a fairly
hostile letter. After all, you are criticising someone else’s
reasoning! Even so, as a matter of good
style and good manners, avoid insulting the person to whom you
address your letter. Try to write in a
style, which is firm but polite. This won’t affect your grade, but
it is good practice.
For this assignment, you are allowed to get help with spelling
and grammar, but NOT with content:
everyone must do this assignment on his or her own. Shared
work will be treated as plagiarism, and
dealt with severely. Be sensible here: don’t show work to a
friend to “give an idea” for what to do. If
the friend borrows your work, you will both be dealt with as
plagiarists, and no one wants that.
17. Critical Thinking PHIL 1290 Assignment 2 1
Assignment 2
Please read the passage below. Write a very short essay (1 page,
12-point font, single or double-
spaced, normal margins, no cover page) in which you evaluate
the argument(s) contained in the
passage below.
Your response should do two things. First, clearly state the
argument made by the author of the
passage. Once you have isolated the argument from any
extraneous material, analyse the argument
into the premises, sub-conclusions (if any) and conclusion. I
would prefer you to do this in point
form, simply listing the premises, sub-conclusions (if any) and
conclusion. Be sure to make a very
clear statement of each point. (So, for example, do not use the
word ‘I’ to refer to anyone but
yourself.) Second, evaluate the quality of the argument, giving
reasons to justify your evaluation.
Write out your evaluation in the form of a very, very short
essay: a long paragraph or two should do
nicely. For purposes of evaluation, assume the speaker is
Brandon Bean, a member of this section
of Critical Thinking, and assume that his audience is you, the
class as a whole.
Prejudice and Pre-judgement
Brandon Bean
Prejudice is always bad. That much is clear. But it is also
misunderstood. As many people know, the
18. word ‘prejudice’ comes from ‘pre-judgement’. The idea is that
the prejudiced person is the one who
makes a prior negative judgement about some people without
knowing whether or not those people
really deserve that judgement. Most people assume that pre-
judgement is automatically prejudice:
that it is automatically bad. But they are wrong.
Imagine you are asked for spare change by a man who appears
drunk, and who sounds a bit
aggressive. You can see and hear that he is a member of certain
groups (beggars, drunks, men,
people who take an aggressive tone of voice). You will
automatically form a belief about how likely it
is that this person will take a hostile action towards you. Will
you judge this person the same as a
sober, polite-sounding teenaged girl who asks for a quarter to
make a phone call? No. You will judge
the beggar as more dangerous. You will make a negative
judgement about him based on the groups
he belongs to. But is this wrong? No.
Why is it not wrong to make this negative judgement? This is a
complicated question, that I cannot
answer perfectly. However, it seems to me that part of the
answer is this: this negative judgement is
statistically accurate. It is more common for drunken male
beggars to threaten or commit assault on
strangers than it is for sober teenaged girls. And a rational
estimate of risk cannot be improper. It
would be wrong to continue to treat the man as more dangerous
than the girl if one learned more
about the two that showed otherwise – if one learned that the
man had never committed assault, but
that the girl was just recently released from prison after an
armed robbery, say. But this does
19. nothing to show that reasonable beliefs about people are
themselves bad. Negative judgements are
ok after all.
Note: You may wish to consult your fellow students, parents, or
friends about your assignment. I
encourage you to do so. However (and this is crucial), any help
you get must be acknowledged. If
your mom reads your assignment over to check your grammar,
include a footnote or endnote
thanking her for this service. If you discuss the general ideas
you have with a friend, write “Thanks
to Lisa Kudrow for a helpful discussion” or something of the
sort. If you borrow a specific idea from
someone, put in a footnote saying “I got this idea from Mark
Improvement” or whoever. Also
important: although I’m all in favour of talking about
philosophy assignments with others, you are
not permitted to actually write together, or to write up shared
outlines, or to share written work with
one another. Be sensible here: don’t give a photocopy of your
essay to someone else who “just
wants to get an idea” for his own paper. Conversation is good
for thought; shared written work is (in
this course) plagiarism.
Critical Thinking PHIL 1290 Assignment 1 1
Assignment 1
Read the following short passage, and then write a 1-2 page
20. response (12-point font, double-spaced,
normal margins, no cover page, binders, etc.). Your response
should do two things. First, identify the
argument made by the author of the passage. Once you have
isolated the argument from any
extraneous material, analyse the argument into the premises,
sub-conclusions (if any) and
conclusion. I would prefer you to do this in point form, simply
listing the premises, sub-conclusions (if
any) and conclusion. Be sure to make a very clear statement of
each point. (So, for example, do not
use the word „I‟ to refer to anyone but yourself.) Second,
evaluate the quality of the argument, giving
reasons to justify your evaluation. Write out your evaluation in
the form of a very, very short essay: a
long paragraph or two should do nicely. For purposes of
evaluation, assume the speaker is a woman
named Angela Andrews, assume that she is a member of this
section of Critical Thinking, and
assume that her audience is you, the class as a whole.
Shame
by Angela Andrews
I didn‟t have a lot of fun in grade six. My breasts started
growing before any of the other girls‟
breasts, and so the boys teased me a lot. Some of the girls
seemed very hostile too. At the time, I
didn‟t really understand how immature they were all being. I
didn‟t understand that I had every right to
be proud of my body. Instead, I felt ashamed.
People feel ashamed for all sorts of reasons. Some people are
ashamed of being fat, or of having
thick eyebrows. Other people are ashamed that they failed a
21. test, or dropped out of school. Some
people are even ashamed of everything about themselves,
because some parent or teacher never
let them feel good about themselves, but always criticised
everything. Probably everybody is
ashamed of one thing or another.
These days, people like Oprah Winfrey and John Bradshaw are
spreading the word that shame is
bad. They say that shame is a harmful feeling that no one should
have to feel. Maybe you expect me
to feel the same way. After all, I suffered from shame too. But I
don‟t agree at all. Instead, I think that
it is ok to make people feel shame sometimes but not other
times. There is a time and a place for
everything: why not shame? Just think of someone who eats and
eats because of pure greediness,
and who gets so fat he can‟t even fit on a single bus seat
anymore. If that person was ashamed of
himself, he might lose some weight, which might even save his
life, since there‟s the risk of heart
attacks. So a friend would be doing him a favour by asking,
“Aren‟t you ashamed of yourself?” Or
think of a woman who makes a simple fashion mistake, like
trying to wear a short dress when she
has short, thick legs. If she was a bit more easily embarrassed,
she would not go out of the house
looking bad, which is probably what she would prefer. People
should not be made to feel ashamed of
things they cannot control, of course, such as maturing early or
late, but in other cases shame is
sometimes appropriate. At least, that‟s what I think. I hope you
have found this interesting.
Note: You may wish to consult your fellow students, parents, or
friends about your assignment. I
22. encourage you to do so. However (and this is crucial), any help
you get must be acknowledged. If
your mom reads your assignment over to check your grammar,
include a footnote or endnote
thanking her for this service. If you discuss the general ideas
you have with a friend, write “Thanks to
Lisa Kudrow for a helpful discussion” or something of the sort.
If you borrow a specific idea from
someone, put in a footnote saying “I got this idea from Mark
Improvement” or whoever. Also
important: although I‟m all in favour of talking about
philosophy assignments with others, you are
not permitted to actually write together, or to write up shared
outlines, or to share written work with
one another. Be sensible here: don‟t give a photocopy of your
essay to someone else who “just
wants to get an idea” for his own paper. Conversation is good
for thought; shared written work is (in
this course) plagiarism.