THE KING COMPANY BACKGROUND The King Company experiences many of the difficulties common in today’s business climate. In response to declining sales, the company must transform itself from a strategy of expansion and high profit to one of cost containment and staff reductions.The case discusses the organization and provides details of the human resource department. Also presented are e-mails from various staff members. The e-mails identify specific problems that need to be addressed by the HR department and provides a look at King’s overall culture. You may find the tone of some e-mails to be unprofessional. This is a good lesson for us all--As much as we enjoy informality in the workplace, all documents and correspondence— including e-mails—can be retained and are discoverable in litigation. Managers must be cautious in their writing because inappropriate language may be impossible to defend in court.
Employees In the Case:
Amera, Argonta---Accounting employee
Andreas, Gary---employee on workers’ comp
Call, Jake---Compensation & Benefits Manager
Dean, Don---C.E.O.
Dugas, Karla---Benefits Coordinator
Folkner, Meg---Supervisor, CAD Design
Grant, Alan---Current HR Director
Honduras, Margo---Previous HR Director
Jones, Lyle---Production Employee
Madison, Charles---Senior V.P.
Petersen, Matt---Production Supervisor, Team 3
Planky, Burt---fishing buddy
Putt, Tonia---CAD Designer
Rey, Dave---Production Foreman
Sanders, Tomas---Design Manager
Scholl, Karmen---HRD Manager
Simms, Bertie---Designer
Smith, Mike---V.P.
Songun, Amy---Accounting Supervisor
Stone, Guy---Production Supervisor
Tu, Kevin---Staffing Manager
Varn, Juan---Safety & Security Manager
Warner, Salty---union promoter
White, Shaun---Employee Relations Manager
COMPANY BACKGROUND:
The King Company is a small manufacturing company located in a mid-sized city in the upper Midwest. King manufactures high-quality specialty components for the computer industry. The company was founded in 1994 by current CEO, Don Dean. Dean was a talented young engineer in Silicon Valley. When the industry hit the skids in the early 1990s, he found himself out the door with little more than an entrepreneurial spirit and a small severance. Dean left California, moved back to his home state and used his severance to finance The King Company, starting the company in small rented quarters in a nearly vacant strip mall. He brought in Cliff Madison early on as chief financial officer. Dean was smart enough to know that he had no head for figures, but Madison did. Madison was an old college buddy, a super accounting wiz, and somebody Dean could trust to squeeze as much mileage as possible out of his severance money. It was a good match. Madison managed the business, and Dean was the idea man and designer of the specialty components, patents of which were the backbone of King’s success. Today, the low-rent strip mall is a part of company history, and King employs 835 full-time workers.
Running head UNIT VI RESEARCH PROJECT1UNIT VI RESEARCH PROJEC.docxagnesdcarey33086
Running head: UNIT VI RESEARCH PROJECT 1
UNIT VI RESEARCH PROJECT 3
Unit VI Research Project
Georgia M. Mowatt
Columbia Southern University
Unit VII Research Project
Marketing Plan
This week you will continue your comprehensive marketing plan researching the SAME company that you researched in previous units. Again, utilizing the CSU Online Library, you will research the various elements of the marketing plan as it relates to this company. In Unit VII you will provide a comprehensive discussion of the pricing strategies of your company.
Pricing
This section will provide a comprehensive look at the pricing strategies of your organization. Begin with a look at the overall pricing objectives used by your company. This might include profit orientation, sales orientation, or status quo orientation. From there, review the pricing policies and include a look at the flexibility of the pricing structure, prices over the product life cycle, and discounts or allowances. Review Chapter 16 in the textbook for a complete understanding of how companies utilize pricing strategies.
Competitive Advantage
Does your company has a competitive advantage WITH RESPECT TO PRICING? The idea is to discuss whether your company has a competitive advantage with respect to how they price their products? Again, this section should only discuss whether your company has a competitive advantage with respect to price (product, promotion and place are discussed in other sections). Once you have stated your position, remember to include your rationale.
Your submission should be a minimum of two pages in length, double-spaced with a reference page and title page. References should include at least one additional, credible reference beyond the textbook. All sources used must be referenced; paraphrased and quoted material must have accompanying citations and cited per APA guidelines. Include the use of subheadings (this week consider Pricing and Competitive Advantage in Pricing).
References
Running head: UNIT VI
RESEARCH
P
ROJECT
1
Unit
V
I
Research Project
Georgia M. Mowatt
Columbia Southern University
Running head: UNIT VI RESEARCH
PROJECT 1
Unit VI Research Project
Georgia M. Mowatt
Columbia Southern University
THE KING COMPANY BACKGROUND The King Company experiences many of the difficulties common in today’s business climate. In response to declining sales, the company must transform itself from a strategy of expansion and high profit to one of cost containment and staff reductions.The case discusses the organization and provides details of the human resource department. Also presented are e-mails from various staff members. The e-mails identify specific problems that need to be addressed by the HR department and provides a look at King’s overall culture. You may find the tone of some e-mails to be unprofessional. This is a good lesson for us all--As much as we en.
Address the following questions in an essay format which include.docxAMMY30
Address the following questions in an essay format which includes an introduction and conclusion (not a Q & A format):
How can The King Company reduce labor costs and still save as many jobs as possible?
How might up-to-date job analysis information aid King in determining how to reduce labor costs?
Discuss the short-term and long-term implications of downsizing. Be sure to also discuss possible EEO issues that may occur in downsizing.
Introduce information from
at least 2 sources
from the Trident Online Library to help strengthen and validate your discussion.
When possible, provide private-sector employer examples of HRM programs, systems, processes, and/or procedures as you address the assignment requirements. Provide names of the employers. Use different employer examples in this course than what has been used previously in your other papers and courses.
Paper length:
3–4 pages
(not counting the cover and reference pages).
Assignment Expectations
Your paper will be evaluated using the criteria as stated in the Case rubric. The following is a review of the rubric criteria:
Assignment-Driven:
Does the paper fully address all aspects of the assignment? Is the assignment addressed accurately and precisely using sound logic? Does the paper meet minimum length requirements?
Critical Thinking:
Does the paper demonstrate graduate-level analysis, in which information derived from multiple sources, expert opinions, and assumptions has been critically evaluated and synthesized in the formulation of a logical set of conclusions? Does the paper address the topic with sufficient depth of discussion and analysis?
Business Writing:
Is the essay logical, well organized and well written? Are the grammar, spelling, and vocabulary appropriate for graduate-level work? Are section headings included? Are paraphrasing and synthesis of concepts the primary means of responding, or is justification/support instead conveyed through excessive use of direct quotations?
Effective Use of Information:
Does the submission demonstrate that the student has read, understood, and can apply the background materials for the module? If required, has the student demonstrated effective research, as evidenced by student’s use of relevant and quality sources? Do additional sources used provide strong support for conclusions drawn, and do they help in shaping the overall paper?
Citing Sources:
Does the student demonstrate understanding of APA Style of referencing, by inclusion of proper citations (for paraphrased text and direct quotations) as appropriate? Have all sources (e.g., references used from the Background page, the assignment readings, and outside research) been included, and are these properly cited? Have all sources cited in the paper been included on the References page?
Staffing at The King Company
Kevin Tu has managed staffing at King since the early years when the company had less than 100 employees. Tu runs a tight ship and manages th.
Case Study Report Rubric CriterionWeakAverageStrongIdent.docxdrennanmicah
Case Study Report Rubric
Criterion
Weak
Average
Strong
Identification of Main Issues/Problems
Identifies and demonstrates acceptable understanding of some of the issues/problems in the case study.
Identifies and demonstrates an accomplished understanding of most of the issues/problems.
Identifies and demonstrates a sophisticated understanding of the main issues/problems in the case study.
Analysis and Evaluation of Issues/Problems
Presents a superficial or incomplete analysis of some of the identified issues; omits necessary calculations.
Presents a thorough analysis of most of the issues identified; missing some necessary calculations.
Presents an insightful and thorough analysis of all identified issues/problems; includes all necessary calculations.
Recommendations on Effective
Solution
s/Strategies
Little or no action suggested and/or inappropriate solutions proposed to the issues in the case study.
Supports diagnosis and opinions with limited reasoning and evidence; presents a somewhat one-sided argument; demonstrates little engagement with ideas presented.
Supports diagnosis and opinions with strong arguments and well-documented evidence; presents a balanced and critical view; interpretation is both reasonable and objective.
Links to Course Readings and Additional Research
Makes inappropriate or little connection between issues identified and the concepts studied in the readings; supplements case study, if at all, with incomplete research and documentation.
Makes appropriate but somewhat vague connections between identified issues/problems and concepts studied in readings and lectures; demonstrates limited command of the analytical tools studied; supplements case study with limited research.
Makes appropriate and powerful connections between identified issues/ problems and the strategic concepts studied in the course readings and lectures; supplements case study with relevant and thoughtful research and documents all sources of information.
Writing Mechanics and Formatting Guidelines
Writing is unfocused, rambling, or contains serious errors; poorly organized and does not follow specified guidelines.
Occasional grammar or spelling errors, but still a clear presentation of ideas; lacks organization.
Demonstrates clarity, conciseness and correctness; formatting is appropriate and writing is free of grammar and spelling errors.
Staffing at The King Company
Kevin Tu has managed staffing at King since the early years when the company had less than 100 employees. Tu runs a tight ship and manages the department with only one other recruiter and an administrative assistant, who maintains all job postings, including a telephone employment hotline and the company’s job line web site. Tu is well-respected across the organization for his strict adherence to ensuring equity in hiring and job placement that goes well beyond equal opportunity requirements.
Tu recently completed an aggressive hiring drive at major universities, hiring several new en.
The last few years have been tough on the construction and real estate industries as construction
projects have been abandoned all over the world, with a high preponderance in the United States.
The economy continues to post high job losses, and though the employment outlook has improved
marginally, the wait-and-see attitude that has permeated the industry is likely to continue, with
recovery continuing at a slow pace.2
Developing Business
But just because “business is slow” doesn’t mean you can’t do something to improve the health of
your business. Innovation and motivation pay off. Construction firms can develop steady flows of
revenue by simultaneously addressing customer service and driving home fast, quality outcomes at
a competitive price.
In addition to actively managing your employees, assets, and ongoing projects, construction
executives need to be able to look to the future—gathering contacts, networking, nurturing potential
business relationships, and seeking additional clients is an important step in building that future.3 One
Phoenix-based construction company, Andale Construction, was able to go from a modest firm to an
organization managing two government projects with an $80 million budget because of the owner’s
determination, desire to learn, and ability to network and find out about opportunities such as those
offered to small businesses certified as “disadvantaged” by the U.S. Small Business Administration.
CHAPTER 26
Bim Consultants Inc.
JOHN R.S. FRASER
Senior Vice President, Internal Audit, and former Chief Risk Officer, Hydro One
Networks Inc.
Bim Consultants Inc. is a medium-sized consulting firm. It is a corporationwith 30 partners who own most of the shares. It has 10 offices across Canadawith 3,000 staff, and has been in business for 30 years. Senior staff also own
shares and participate in an annual bonus scheme. Salaries are generally on the
low side, but bonuses in good years can be quite high. The balance sheet is sound
(see Exhibit 26.1).
The company has always prided itself on its customer focus. “Customers are
number one” has been the mantra from the chairman, Mr. Smooth, for many years.
Recently, however, revenue has been stagnant, and the younger partners are get-
ting restless, wondering if the older partners have lost their edge and whether
changes are needed to return to the glory days of large bonuses.
At a recent strategic planning meeting of the major partners, the decision was
made to continue focusing on customers as number one, but also to explore how to
increase revenue from within the existing clientele and to explore what additional
services could be provided to enrich the client experience (and revenues). It was
agreed that the strength of the firm was in its blue-chip client base and that this
high-quality reputation was worth preserving. Some discussions were also held
around the idea of selling a minority share of the company at a large multiple, if
such a deal was identified. Bim Consultants’ profit and loss and retained earnings
are provided in Exhibit 26.2.
Earlier this week, the chairman received a call from the president of the Cana-
dian subsidiary of a U.S.–owned competitor, Bravado International, saying that
Bravado was pulling out of Canada and would consider an offer to sell the sub-
sidiary to Bim Consultants Inc. The Bravado subsidiary had 12 offices across
Canada and just over 3,500 staff, but had often drawn on its U.S. resources when
required for large engagements.
525
www.it-ebooks.info
http://www.it-ebooks.info/
526 Implementing Enterprise Risk Management
Exhibit 26.1 Bim Consultants Balance Sheet
Bim Consultants Inc.
Summary Balance Sheet
As of December 31, 2014
2014 2013
Year ended December 31 (Canadian dollars in millions) $ $
Current Assets
Cash and Short-Term Investments 12 7
Accounts Receivable 175 168
187 175
Current Liabilities
Accounts Payable 34 27
Short-Term Loans 100 110
134 137
Working Capital 53 38
Fixed Assets
Leasehold Improvements 196 178
Furniture and Equipment 100 94
Less Accumulated Depreciation & Amortization (153) (128)
143 144
Net Assets 196 181
Share Capital
Common Shares 100 100
Retained Earnings 96 81
196 181
The chairman called an executive meeting and pointed out that making such a
purchase would double sales, catapult Bim Consulting into the number one posi-
tion in major markets in Canada, and provide a strong marketing thrust into pre-
vious ...
Running head UNIT VI RESEARCH PROJECT1UNIT VI RESEARCH PROJEC.docxagnesdcarey33086
Running head: UNIT VI RESEARCH PROJECT 1
UNIT VI RESEARCH PROJECT 3
Unit VI Research Project
Georgia M. Mowatt
Columbia Southern University
Unit VII Research Project
Marketing Plan
This week you will continue your comprehensive marketing plan researching the SAME company that you researched in previous units. Again, utilizing the CSU Online Library, you will research the various elements of the marketing plan as it relates to this company. In Unit VII you will provide a comprehensive discussion of the pricing strategies of your company.
Pricing
This section will provide a comprehensive look at the pricing strategies of your organization. Begin with a look at the overall pricing objectives used by your company. This might include profit orientation, sales orientation, or status quo orientation. From there, review the pricing policies and include a look at the flexibility of the pricing structure, prices over the product life cycle, and discounts or allowances. Review Chapter 16 in the textbook for a complete understanding of how companies utilize pricing strategies.
Competitive Advantage
Does your company has a competitive advantage WITH RESPECT TO PRICING? The idea is to discuss whether your company has a competitive advantage with respect to how they price their products? Again, this section should only discuss whether your company has a competitive advantage with respect to price (product, promotion and place are discussed in other sections). Once you have stated your position, remember to include your rationale.
Your submission should be a minimum of two pages in length, double-spaced with a reference page and title page. References should include at least one additional, credible reference beyond the textbook. All sources used must be referenced; paraphrased and quoted material must have accompanying citations and cited per APA guidelines. Include the use of subheadings (this week consider Pricing and Competitive Advantage in Pricing).
References
Running head: UNIT VI
RESEARCH
P
ROJECT
1
Unit
V
I
Research Project
Georgia M. Mowatt
Columbia Southern University
Running head: UNIT VI RESEARCH
PROJECT 1
Unit VI Research Project
Georgia M. Mowatt
Columbia Southern University
THE KING COMPANY BACKGROUND The King Company experiences many of the difficulties common in today’s business climate. In response to declining sales, the company must transform itself from a strategy of expansion and high profit to one of cost containment and staff reductions.The case discusses the organization and provides details of the human resource department. Also presented are e-mails from various staff members. The e-mails identify specific problems that need to be addressed by the HR department and provides a look at King’s overall culture. You may find the tone of some e-mails to be unprofessional. This is a good lesson for us all--As much as we en.
Address the following questions in an essay format which include.docxAMMY30
Address the following questions in an essay format which includes an introduction and conclusion (not a Q & A format):
How can The King Company reduce labor costs and still save as many jobs as possible?
How might up-to-date job analysis information aid King in determining how to reduce labor costs?
Discuss the short-term and long-term implications of downsizing. Be sure to also discuss possible EEO issues that may occur in downsizing.
Introduce information from
at least 2 sources
from the Trident Online Library to help strengthen and validate your discussion.
When possible, provide private-sector employer examples of HRM programs, systems, processes, and/or procedures as you address the assignment requirements. Provide names of the employers. Use different employer examples in this course than what has been used previously in your other papers and courses.
Paper length:
3–4 pages
(not counting the cover and reference pages).
Assignment Expectations
Your paper will be evaluated using the criteria as stated in the Case rubric. The following is a review of the rubric criteria:
Assignment-Driven:
Does the paper fully address all aspects of the assignment? Is the assignment addressed accurately and precisely using sound logic? Does the paper meet minimum length requirements?
Critical Thinking:
Does the paper demonstrate graduate-level analysis, in which information derived from multiple sources, expert opinions, and assumptions has been critically evaluated and synthesized in the formulation of a logical set of conclusions? Does the paper address the topic with sufficient depth of discussion and analysis?
Business Writing:
Is the essay logical, well organized and well written? Are the grammar, spelling, and vocabulary appropriate for graduate-level work? Are section headings included? Are paraphrasing and synthesis of concepts the primary means of responding, or is justification/support instead conveyed through excessive use of direct quotations?
Effective Use of Information:
Does the submission demonstrate that the student has read, understood, and can apply the background materials for the module? If required, has the student demonstrated effective research, as evidenced by student’s use of relevant and quality sources? Do additional sources used provide strong support for conclusions drawn, and do they help in shaping the overall paper?
Citing Sources:
Does the student demonstrate understanding of APA Style of referencing, by inclusion of proper citations (for paraphrased text and direct quotations) as appropriate? Have all sources (e.g., references used from the Background page, the assignment readings, and outside research) been included, and are these properly cited? Have all sources cited in the paper been included on the References page?
Staffing at The King Company
Kevin Tu has managed staffing at King since the early years when the company had less than 100 employees. Tu runs a tight ship and manages th.
Case Study Report Rubric CriterionWeakAverageStrongIdent.docxdrennanmicah
Case Study Report Rubric
Criterion
Weak
Average
Strong
Identification of Main Issues/Problems
Identifies and demonstrates acceptable understanding of some of the issues/problems in the case study.
Identifies and demonstrates an accomplished understanding of most of the issues/problems.
Identifies and demonstrates a sophisticated understanding of the main issues/problems in the case study.
Analysis and Evaluation of Issues/Problems
Presents a superficial or incomplete analysis of some of the identified issues; omits necessary calculations.
Presents a thorough analysis of most of the issues identified; missing some necessary calculations.
Presents an insightful and thorough analysis of all identified issues/problems; includes all necessary calculations.
Recommendations on Effective
Solution
s/Strategies
Little or no action suggested and/or inappropriate solutions proposed to the issues in the case study.
Supports diagnosis and opinions with limited reasoning and evidence; presents a somewhat one-sided argument; demonstrates little engagement with ideas presented.
Supports diagnosis and opinions with strong arguments and well-documented evidence; presents a balanced and critical view; interpretation is both reasonable and objective.
Links to Course Readings and Additional Research
Makes inappropriate or little connection between issues identified and the concepts studied in the readings; supplements case study, if at all, with incomplete research and documentation.
Makes appropriate but somewhat vague connections between identified issues/problems and concepts studied in readings and lectures; demonstrates limited command of the analytical tools studied; supplements case study with limited research.
Makes appropriate and powerful connections between identified issues/ problems and the strategic concepts studied in the course readings and lectures; supplements case study with relevant and thoughtful research and documents all sources of information.
Writing Mechanics and Formatting Guidelines
Writing is unfocused, rambling, or contains serious errors; poorly organized and does not follow specified guidelines.
Occasional grammar or spelling errors, but still a clear presentation of ideas; lacks organization.
Demonstrates clarity, conciseness and correctness; formatting is appropriate and writing is free of grammar and spelling errors.
Staffing at The King Company
Kevin Tu has managed staffing at King since the early years when the company had less than 100 employees. Tu runs a tight ship and manages the department with only one other recruiter and an administrative assistant, who maintains all job postings, including a telephone employment hotline and the company’s job line web site. Tu is well-respected across the organization for his strict adherence to ensuring equity in hiring and job placement that goes well beyond equal opportunity requirements.
Tu recently completed an aggressive hiring drive at major universities, hiring several new en.
The last few years have been tough on the construction and real estate industries as construction
projects have been abandoned all over the world, with a high preponderance in the United States.
The economy continues to post high job losses, and though the employment outlook has improved
marginally, the wait-and-see attitude that has permeated the industry is likely to continue, with
recovery continuing at a slow pace.2
Developing Business
But just because “business is slow” doesn’t mean you can’t do something to improve the health of
your business. Innovation and motivation pay off. Construction firms can develop steady flows of
revenue by simultaneously addressing customer service and driving home fast, quality outcomes at
a competitive price.
In addition to actively managing your employees, assets, and ongoing projects, construction
executives need to be able to look to the future—gathering contacts, networking, nurturing potential
business relationships, and seeking additional clients is an important step in building that future.3 One
Phoenix-based construction company, Andale Construction, was able to go from a modest firm to an
organization managing two government projects with an $80 million budget because of the owner’s
determination, desire to learn, and ability to network and find out about opportunities such as those
offered to small businesses certified as “disadvantaged” by the U.S. Small Business Administration.
CHAPTER 26
Bim Consultants Inc.
JOHN R.S. FRASER
Senior Vice President, Internal Audit, and former Chief Risk Officer, Hydro One
Networks Inc.
Bim Consultants Inc. is a medium-sized consulting firm. It is a corporationwith 30 partners who own most of the shares. It has 10 offices across Canadawith 3,000 staff, and has been in business for 30 years. Senior staff also own
shares and participate in an annual bonus scheme. Salaries are generally on the
low side, but bonuses in good years can be quite high. The balance sheet is sound
(see Exhibit 26.1).
The company has always prided itself on its customer focus. “Customers are
number one” has been the mantra from the chairman, Mr. Smooth, for many years.
Recently, however, revenue has been stagnant, and the younger partners are get-
ting restless, wondering if the older partners have lost their edge and whether
changes are needed to return to the glory days of large bonuses.
At a recent strategic planning meeting of the major partners, the decision was
made to continue focusing on customers as number one, but also to explore how to
increase revenue from within the existing clientele and to explore what additional
services could be provided to enrich the client experience (and revenues). It was
agreed that the strength of the firm was in its blue-chip client base and that this
high-quality reputation was worth preserving. Some discussions were also held
around the idea of selling a minority share of the company at a large multiple, if
such a deal was identified. Bim Consultants’ profit and loss and retained earnings
are provided in Exhibit 26.2.
Earlier this week, the chairman received a call from the president of the Cana-
dian subsidiary of a U.S.–owned competitor, Bravado International, saying that
Bravado was pulling out of Canada and would consider an offer to sell the sub-
sidiary to Bim Consultants Inc. The Bravado subsidiary had 12 offices across
Canada and just over 3,500 staff, but had often drawn on its U.S. resources when
required for large engagements.
525
www.it-ebooks.info
http://www.it-ebooks.info/
526 Implementing Enterprise Risk Management
Exhibit 26.1 Bim Consultants Balance Sheet
Bim Consultants Inc.
Summary Balance Sheet
As of December 31, 2014
2014 2013
Year ended December 31 (Canadian dollars in millions) $ $
Current Assets
Cash and Short-Term Investments 12 7
Accounts Receivable 175 168
187 175
Current Liabilities
Accounts Payable 34 27
Short-Term Loans 100 110
134 137
Working Capital 53 38
Fixed Assets
Leasehold Improvements 196 178
Furniture and Equipment 100 94
Less Accumulated Depreciation & Amortization (153) (128)
143 144
Net Assets 196 181
Share Capital
Common Shares 100 100
Retained Earnings 96 81
196 181
The chairman called an executive meeting and pointed out that making such a
purchase would double sales, catapult Bim Consulting into the number one posi-
tion in major markets in Canada, and provide a strong marketing thrust into pre-
vious ...
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
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Transcript: Alternatives for a Distressed Company in Apparel and RetailExpert Webcast
The discussion includes the process of bidding for, financing and acquiring distressed companies in the Apparel and Retail space is competitive and complex. The panel addressed the strategies and tips for success from the perspectives of an investment banker, a deal and bankruptcy lawyer, a turnaround executive, a lender and a tax accountant.
References
Hisrich, R.D., Peters, M.P., & Shepherd, D.A. (2013). Entrepreneurship (Laureate Custom
Education). New York: McGraw-Hill Irwin.
Custom Create Edition
LAUREATE
EDUCATION INC
196 -1 Entrepreneurship
THE BUSINESS PLAN: CREATING AND
STARTING THE VENTURE
1
To define what the business plan is, who prepares it, who reads it, and how it is
evaluated.
2
To understand the scope and value of the business plan to investors, lenders, employees,
suppliers, and customers.
3
To identify information needs and sources for each critical section of the business plan.
4
To enhance awareness of the value of the Internet as an information resource and
marketing tool.
5
To present examples and a step-by-step explanation of the business plan.
6
To present helpful questions for the entrepreneur at each stage of the plann ing process.
7
To understand how to monitor the business plan.
I
___________ Ent~:?...':~n-~~s_h~_'__~~~h_th_E~i-tio_o -~-7- __ _
OPENING PROFILE
BELINDA GUADARRAMA
The business plan, although it is often criticized as being "dreams of glory," is
probably the single most important document to the entrepreneur at the start-up
stage. Potential investors are not likely to consider investing in a new venture until
the business plan has been completed. In addition, the business plan helps the en-
trepreneur maintain perspective as to what needs to be
accomplished.
• • The development and preparation of a business plan
can entail many obstacles and takes a strong commitment
by an entrepreneur before it can actually be completed and then implemented. No
one knows this better than Belinda Guadarrama, the president and CEO of GC Micro
Corporation. Her company supplies computer hardware and software to Fortune 1000
companies as well as the defense and aerospace industry.
As the entrepreneur of this now multi-million-dollar company, Belinda has been
recognized by two Hispanic organizations-the U.S. Hispanic Chamber of Commerce
and the Latin Business Association-as Hispanic Businesswoman of the Year 2002.
Her firm has been consistently ranked among the 500 largest Hispanic-owned
companies, and in 2008 it received the Boeing Performance Excellence Award and
the U.S. Department of Agriculture Woman-Owned Business Contractor of the Year
award.
Although today she is a successful entrepreneur, the journey was a long and ardu-
ous process with a number of highs and lows. After graduating from Trinity University
and taking a number of graduate courses at the University of Texas at Austin, she be-
gan working for the Texas attorney general as the director of personnel and training.
She later moved to California during the 1980s technology boom to work for a mail-
order software company. Like many others, she arrived at work one day to find a note
on the door indicating that the business was closed.
At that point Belinda made the decision to start her own busi ...
CHAPTER 26
Bim Consultants Inc.
JOHN R.S. FRASER
Senior Vice President, Internal Audit, and former Chief Risk Officer, Hydro One Networks Inc.
Bim Consultants Inc. is a medium-sized consulting firm. It is a corporation with 30 partners who own most of the shares. It has 10 offices across Canada with 3,000 staff, and has been in business for 30 years. Senior staff also own shares and participate in an annual bonus scheme. Salaries are generally on the low side, but bonuses in good years can be quite high. The balance sheet is sound (see Exhibit 26.1).
Bim Consultants Inc.
Summary Balance Sheet
As of December 31, 2014
2014
2013
Year ended December 31 (Canadian dollars in millions)
$
$
Current Assets
Cash and Short-Term Investments
12
7
Accounts Receivable
175
168
187
175
Current Liabilities
Accounts Payable
34
27
Short-Term Loans
100
110
134
137
Working Capital
53
38
Fixed Assets
Leasehold Improvements
196
178
Furniture and Equipment
100
94
Less Accumulated Depreciation & Amortization
(153)
(128)
143
144
Net Assets
196
181
Share Capital
Common Shares
100
100
Retained Earnings
96
81
196
181
Exhibit 26.1 Bim Consultants Balance Sheet
The company has always prided itself on its customer focus. “Customers are number one” has been the mantra from the chairman, Mr. Smooth, for many years. Recently, however, revenue has been stagnant, and the younger partners are getting restless, wondering if the older partners have lost their edge and whether changes are needed to return to the glory days of large bonuses.
At a recent strategic planning meeting of the major partners, the decision was made to continue focusing on customers as number one, but also to explore how to increase revenue from within the existing clientele and to explore what additional services could be provided to enrich the client experience (and revenues). It was agreed that the strength of the firm was in its blue-chip client base and that this high-quality reputation was worth preserving. Some discussions were also held around the idea of selling a minority share of the company at a large multiple, if such a deal was identified. Bim Consultants' profit and loss and retained earnings are provided in Exhibit 26.2.
Bim Consultants Inc.
Summary Profit and Loss and Retained Earnings
For the Year Ended December 31, 2014
2014
2013
Year ended December 31 (Canadian dollars in millions)
$
$
Revenue
300
290
Expenses
Salaries
220
207
Other
20
18
Net Profit before Income Tax
60
65
Income Tax Provision
27
29
Net Income after Tax
33
36
Retained Earnings—Beginning of Year
81
65
114
101
Dividends
18
20
Retained Earnings—End of Year
96
81
Exhibit 26.2 Bim Consultants Profit and Loss and Retained Earnings
Earlier this week, the chairman received a call from the president of the Canadian subsidiary of a U.S.–owned competitor, Bravado International, saying that Bravado was pulling out of Canada and would consider an offer to sell the subsidiary to Bim Consultants Inc. The Bravado subsidia.
Cascade Capital Corporation honored #TeamMIELKE with two awards at the 2017 Business Growth Awards Akron/Canton. The Business Growth Awards recognize and honor businesses from our seven-county region that have achieved superior growth in sales and/or employment over the past five years.*
Congratulations to all the 2017 Honorees!
* Business must be located in Summit, Medina, Stark, Portage, Wayne, Ashland or Holmes counties to participate.
What We Can Learn From Marketers Making A Difference, SMPS Marketer, December...Maribel Castillo
Feature article by Linda Mastaglio and Matt Handal about marketers "who are unleashing new ideas to elevate their firms' marketing programs and cultures." I'm honored to be included with this talented group of marketers.
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
help.mbaassignments@gmail.com
or
call us at : 08263069601
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
help.mbaassignments@gmail.com
or
call us at : 08263069601
You Have a Transformation Strategy, but is Your Organization Part of it?
I’m sure you’ve heard of gorilla glass. It’s probably on the front of your smartphone, and its strength has saved you from a broken phone more than once.
But it’s not just you and your smartphone that gorilla glass has saved. It also saved Corning Inc.The breakthrough product is the result of a cultural transformation at the specialty glass and ceramics maker.
For Peter Volanakis, Corning’s former COO, saving Corning was all about having the right culture in place. It was a culture that allowed a product like gorilla glass to lose money for 14 years before it found its way onto more than 100 million mobile devices. Inside this issue of Insigniam Quarterly, he shares the value of a company’s culture in transformative environments and offers his three keys to transforming culture.
While the Corning story is definitely instructional and inspirational, it’s far from unique. In our decades as international consultants, we’ve seen it time and time again. A company wants a breakthrough transformation. It wants to grow, but it can’t. Its culture is holding it back.
Throughout this issue, we talk about transformations, both big and small. From Delta Airlines buying its own oil refinery to control fuel costs to the keys to a successful merger. And at the center of each of these transformations is culture. Culture is the very core of how the people in an organization think, perceive opportunities, and behave, and it either supports a transformation initiative or culture stifles it.
As the saying goes, “Culture eats strategy for lunch.” It doesn’t matter how well thought out your plans are, if all the elements of your people are not on the same page with your strategic needs, then your initiative will be for naught.
Consider the company featured on our cover, Danone. For the French food products multinational, the culture change included a whole new leadership approach, adapting its culture to emerging markets and listening to its customers. Listening not in the cliché way that we all say we listen to customers. Danone is actually bringing them into the R and D process.
That was a bold step, but it was necessary if Danone wanted to be a global player. It’s time for a hard look at where you want to be and to ask yourself if it’s your corporate culture that’s preventing your breakthrough transformation from taking
flight.
Shideh Sedgh Bina
Founding Partner, Insigniam
Editor in Chief, Insigniam Quarterly
CHAPTER 26 Bim Consultants Inc.
JOHN R.S. FRASER
Senior Vice President, Internal Audit, and former Chief Risk Officer, Hydro One Networks Inc.
Bim Consultants Inc. is a medium-sized consulting firm. It is a corporation with 30 partners who own most of the shares. It has 10 offices across Canada with 3,000 staff, and has been in business for 30 years. Senior staff also own shares and participate in an annual bonus scheme. Salaries are generally on the low side, but bonuses in good years can be quite high. The balance sheet is sound (see
Exhibit 26.1
).
Bim Consultants Inc.
Summary Balance Sheet
As of December 31, 2014
2014
2013
Year ended December 31 (Canadian dollars in millions)
$
$
Current Assets
Cash and Short-Term Investments
12
7
Accounts Receivable
175
168
187
175
Current Liabilities
Accounts Payable
34
27
Short-Term Loans
100
110
134
137
Working Capital
53
38
Fixed Assets
Leasehold Improvements
196
178
Furniture and Equipment
100
94
Less Accumulated Depreciation & Amortization
(153)
(128)
143
144
Net Assets
196
181
Share Capital
Common Shares
100
100
Retained Earnings
96
81
196
181
Exhibit 26.1
Bim Consultants Balance Sheet
The company has always prided itself on its customer focus. “Customers are number one” has been the mantra from the chairman, Mr. Smooth, for many years. Recently, however, revenue has been stagnant, and the younger partners are getting restless, wondering if the older partners have lost their edge and whether changes are needed to return to the glory days of large bonuses.
At a recent strategic planning meeting of the major partners, the decision was made to continue focusing on customers as number one, but also to explore how to increase revenue from within the existing clientele and to explore what additional services could be provided to enrich the client experience (and revenues). It was agreed that the strength of the firm was in its blue-chip client base and that this high-quality reputation was worth preserving. Some discussions were also held around the idea of selling a minority share of the company at a large multiple, if such a deal was identified. Bim Consultants' profit and loss and retained earnings are provided in
Exhibit 26.2
.
Bim Consultants Inc.
Summary Profit and Loss and Retained Earnings
For the Year Ended December 31, 2014
2014
2013
Year ended December 31 (Canadian dollars in millions)
$
$
Revenue
300
290
Expenses
Salaries
220
207
Other
20
18
Net Profit before Income Tax
60
65
Income Tax Provision
27
29
Net Income after Tax
33
36
Retained Earnings—Beginning of Year
81
65
114
101
Dividends
18
20
Retained Earnings—End of Year
96
81
Exhibit 26.2
Bim Consultants Profit and Loss and Retained Earnings
Earlier this week, the chairman received a call from the president of the Canadian subsidiary of a U.S.–owned competitor, Bravado International, saying that Bravado was pulling out of Canada and w.
Strategic People Management for the 21st CenturyAdrian Boucek
The challenge from an HR standpoint is that 20th century tools and approaches don’t work in the fast-changing, 21st century workplace. Strategic people management – where HR initiatives are directly tied to business goals – is critical.
The Law of Healthcare AdministrationAuthorsShowalter,.docxjmindy
The Law of Healthcare Administration
Authors:
Showalter, J. Stuart
Publication Information:
Ed.:
Eighth edition. Chicago, Illinois : Health Administration Press. 2017
Resource Type:
eBook.
Description:
The Law of Healthcare Administration offers a thorough examination of health law in the United States from a management perspective. Using plain language accessible to nonlawyers, the book moves from broadbrush treatments of the US legal system and the history of medicine to specific issues that affect healthcare leaders daily, including contracts, torts, taxation, antitrust laws, regulatory compliance, and, most pressing, health insurance reform and the important changes that have taken place since the Affordable Care Act (ACA) became law in 2010. The legal concepts discussed in the book are amply supported by reallife examples, detailed explanations, and excerpts from decisions of federal and state courts.
Subjects:
Medical laws and legislation--United States
Medical care--Law and legislation--United States
Hospitals--Law and legislation--United States
we reviewed informed consent in the case of competent adults. There are many “gray” areas of consent in cases of children or incompetent adults; however, the law has sought to provide clear guidance for health care providers and legal guardians.
Review pages 393-411 in the Showalter textbook and choose at least one of the subtopics in this section regarding consent. Provide an explanation of the “gray area” of your choosing, including any relevant legal cases discussed, and how this is handled under the law.
Showalter, J. S. (2017) Consent. In
The Law of Healthcare Administration
(pp. 393-411). Chicago, IL: Health Administration Press. Retrieved from the Trident Online Library.
Related
rrent User Level:
Unlimited User
Hide Table of ContentsTable of Contents
Brief Contents
·
Detailed Contents
·
Preface
·
Chapter 1 The Anglo-American Legal System
·
Chapter 2 A Brief History of Medicine
·
Chapter 3 Health Reform, Access to Care, and Admission and Discharge
·
Chapter 4 Contracts and Intentional Torts
·
Chapter 5 Negligence
·
Chapter 6 The Organization and Management of a Corporate Healthcare Institution
·
Chapter 7 Liability of the Healthcare Institution
·
Chapter 8 Medical Staff Privileges and Peer Review
·
Chapter 9 Health Information Management
·
Chapter 10 Emergency Care
·
Chapter 11 Consent for Treatment and Withholding Consent
·
Chapter 12 Taxation of Healthcare Institutions
·
Chapter 13 Competition and Antitrust Law
·
Chapter 14 Issues of Reproduction and Birth
·
Chapter 15 Fraud Laws and Corporate Compliance
·
Glossary
·
Case Index
·
Index
·
About the Author
.
The law that legalized medical marijuana in Florida in 2016Wri.docxjmindy
The law that legalized medical marijuana in Florida in 2016
Write TWO paragraphs describing the law or policy
First paragraph: clearly define the law or policy, date when it took effect, and identify what problem it is trying to solve (why was it enacted?)
Second paragraph: identify the agency or organization responsible for its implementation or oversight and explain whether or not the law or policy seems to be effective in its implementation.
Sources: 2-4 sources are required for the proposal. A reference page with proper Chicago Style format required.
.
More Related Content
Similar to THE KING COMPANY BACKGROUND The King Company experiences man.docx
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
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Transcript: Alternatives for a Distressed Company in Apparel and RetailExpert Webcast
The discussion includes the process of bidding for, financing and acquiring distressed companies in the Apparel and Retail space is competitive and complex. The panel addressed the strategies and tips for success from the perspectives of an investment banker, a deal and bankruptcy lawyer, a turnaround executive, a lender and a tax accountant.
References
Hisrich, R.D., Peters, M.P., & Shepherd, D.A. (2013). Entrepreneurship (Laureate Custom
Education). New York: McGraw-Hill Irwin.
Custom Create Edition
LAUREATE
EDUCATION INC
196 -1 Entrepreneurship
THE BUSINESS PLAN: CREATING AND
STARTING THE VENTURE
1
To define what the business plan is, who prepares it, who reads it, and how it is
evaluated.
2
To understand the scope and value of the business plan to investors, lenders, employees,
suppliers, and customers.
3
To identify information needs and sources for each critical section of the business plan.
4
To enhance awareness of the value of the Internet as an information resource and
marketing tool.
5
To present examples and a step-by-step explanation of the business plan.
6
To present helpful questions for the entrepreneur at each stage of the plann ing process.
7
To understand how to monitor the business plan.
I
___________ Ent~:?...':~n-~~s_h~_'__~~~h_th_E~i-tio_o -~-7- __ _
OPENING PROFILE
BELINDA GUADARRAMA
The business plan, although it is often criticized as being "dreams of glory," is
probably the single most important document to the entrepreneur at the start-up
stage. Potential investors are not likely to consider investing in a new venture until
the business plan has been completed. In addition, the business plan helps the en-
trepreneur maintain perspective as to what needs to be
accomplished.
• • The development and preparation of a business plan
can entail many obstacles and takes a strong commitment
by an entrepreneur before it can actually be completed and then implemented. No
one knows this better than Belinda Guadarrama, the president and CEO of GC Micro
Corporation. Her company supplies computer hardware and software to Fortune 1000
companies as well as the defense and aerospace industry.
As the entrepreneur of this now multi-million-dollar company, Belinda has been
recognized by two Hispanic organizations-the U.S. Hispanic Chamber of Commerce
and the Latin Business Association-as Hispanic Businesswoman of the Year 2002.
Her firm has been consistently ranked among the 500 largest Hispanic-owned
companies, and in 2008 it received the Boeing Performance Excellence Award and
the U.S. Department of Agriculture Woman-Owned Business Contractor of the Year
award.
Although today she is a successful entrepreneur, the journey was a long and ardu-
ous process with a number of highs and lows. After graduating from Trinity University
and taking a number of graduate courses at the University of Texas at Austin, she be-
gan working for the Texas attorney general as the director of personnel and training.
She later moved to California during the 1980s technology boom to work for a mail-
order software company. Like many others, she arrived at work one day to find a note
on the door indicating that the business was closed.
At that point Belinda made the decision to start her own busi ...
CHAPTER 26
Bim Consultants Inc.
JOHN R.S. FRASER
Senior Vice President, Internal Audit, and former Chief Risk Officer, Hydro One Networks Inc.
Bim Consultants Inc. is a medium-sized consulting firm. It is a corporation with 30 partners who own most of the shares. It has 10 offices across Canada with 3,000 staff, and has been in business for 30 years. Senior staff also own shares and participate in an annual bonus scheme. Salaries are generally on the low side, but bonuses in good years can be quite high. The balance sheet is sound (see Exhibit 26.1).
Bim Consultants Inc.
Summary Balance Sheet
As of December 31, 2014
2014
2013
Year ended December 31 (Canadian dollars in millions)
$
$
Current Assets
Cash and Short-Term Investments
12
7
Accounts Receivable
175
168
187
175
Current Liabilities
Accounts Payable
34
27
Short-Term Loans
100
110
134
137
Working Capital
53
38
Fixed Assets
Leasehold Improvements
196
178
Furniture and Equipment
100
94
Less Accumulated Depreciation & Amortization
(153)
(128)
143
144
Net Assets
196
181
Share Capital
Common Shares
100
100
Retained Earnings
96
81
196
181
Exhibit 26.1 Bim Consultants Balance Sheet
The company has always prided itself on its customer focus. “Customers are number one” has been the mantra from the chairman, Mr. Smooth, for many years. Recently, however, revenue has been stagnant, and the younger partners are getting restless, wondering if the older partners have lost their edge and whether changes are needed to return to the glory days of large bonuses.
At a recent strategic planning meeting of the major partners, the decision was made to continue focusing on customers as number one, but also to explore how to increase revenue from within the existing clientele and to explore what additional services could be provided to enrich the client experience (and revenues). It was agreed that the strength of the firm was in its blue-chip client base and that this high-quality reputation was worth preserving. Some discussions were also held around the idea of selling a minority share of the company at a large multiple, if such a deal was identified. Bim Consultants' profit and loss and retained earnings are provided in Exhibit 26.2.
Bim Consultants Inc.
Summary Profit and Loss and Retained Earnings
For the Year Ended December 31, 2014
2014
2013
Year ended December 31 (Canadian dollars in millions)
$
$
Revenue
300
290
Expenses
Salaries
220
207
Other
20
18
Net Profit before Income Tax
60
65
Income Tax Provision
27
29
Net Income after Tax
33
36
Retained Earnings—Beginning of Year
81
65
114
101
Dividends
18
20
Retained Earnings—End of Year
96
81
Exhibit 26.2 Bim Consultants Profit and Loss and Retained Earnings
Earlier this week, the chairman received a call from the president of the Canadian subsidiary of a U.S.–owned competitor, Bravado International, saying that Bravado was pulling out of Canada and would consider an offer to sell the subsidiary to Bim Consultants Inc. The Bravado subsidia.
Cascade Capital Corporation honored #TeamMIELKE with two awards at the 2017 Business Growth Awards Akron/Canton. The Business Growth Awards recognize and honor businesses from our seven-county region that have achieved superior growth in sales and/or employment over the past five years.*
Congratulations to all the 2017 Honorees!
* Business must be located in Summit, Medina, Stark, Portage, Wayne, Ashland or Holmes counties to participate.
What We Can Learn From Marketers Making A Difference, SMPS Marketer, December...Maribel Castillo
Feature article by Linda Mastaglio and Matt Handal about marketers "who are unleashing new ideas to elevate their firms' marketing programs and cultures." I'm honored to be included with this talented group of marketers.
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
help.mbaassignments@gmail.com
or
call us at : 08263069601
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
help.mbaassignments@gmail.com
or
call us at : 08263069601
You Have a Transformation Strategy, but is Your Organization Part of it?
I’m sure you’ve heard of gorilla glass. It’s probably on the front of your smartphone, and its strength has saved you from a broken phone more than once.
But it’s not just you and your smartphone that gorilla glass has saved. It also saved Corning Inc.The breakthrough product is the result of a cultural transformation at the specialty glass and ceramics maker.
For Peter Volanakis, Corning’s former COO, saving Corning was all about having the right culture in place. It was a culture that allowed a product like gorilla glass to lose money for 14 years before it found its way onto more than 100 million mobile devices. Inside this issue of Insigniam Quarterly, he shares the value of a company’s culture in transformative environments and offers his three keys to transforming culture.
While the Corning story is definitely instructional and inspirational, it’s far from unique. In our decades as international consultants, we’ve seen it time and time again. A company wants a breakthrough transformation. It wants to grow, but it can’t. Its culture is holding it back.
Throughout this issue, we talk about transformations, both big and small. From Delta Airlines buying its own oil refinery to control fuel costs to the keys to a successful merger. And at the center of each of these transformations is culture. Culture is the very core of how the people in an organization think, perceive opportunities, and behave, and it either supports a transformation initiative or culture stifles it.
As the saying goes, “Culture eats strategy for lunch.” It doesn’t matter how well thought out your plans are, if all the elements of your people are not on the same page with your strategic needs, then your initiative will be for naught.
Consider the company featured on our cover, Danone. For the French food products multinational, the culture change included a whole new leadership approach, adapting its culture to emerging markets and listening to its customers. Listening not in the cliché way that we all say we listen to customers. Danone is actually bringing them into the R and D process.
That was a bold step, but it was necessary if Danone wanted to be a global player. It’s time for a hard look at where you want to be and to ask yourself if it’s your corporate culture that’s preventing your breakthrough transformation from taking
flight.
Shideh Sedgh Bina
Founding Partner, Insigniam
Editor in Chief, Insigniam Quarterly
CHAPTER 26 Bim Consultants Inc.
JOHN R.S. FRASER
Senior Vice President, Internal Audit, and former Chief Risk Officer, Hydro One Networks Inc.
Bim Consultants Inc. is a medium-sized consulting firm. It is a corporation with 30 partners who own most of the shares. It has 10 offices across Canada with 3,000 staff, and has been in business for 30 years. Senior staff also own shares and participate in an annual bonus scheme. Salaries are generally on the low side, but bonuses in good years can be quite high. The balance sheet is sound (see
Exhibit 26.1
).
Bim Consultants Inc.
Summary Balance Sheet
As of December 31, 2014
2014
2013
Year ended December 31 (Canadian dollars in millions)
$
$
Current Assets
Cash and Short-Term Investments
12
7
Accounts Receivable
175
168
187
175
Current Liabilities
Accounts Payable
34
27
Short-Term Loans
100
110
134
137
Working Capital
53
38
Fixed Assets
Leasehold Improvements
196
178
Furniture and Equipment
100
94
Less Accumulated Depreciation & Amortization
(153)
(128)
143
144
Net Assets
196
181
Share Capital
Common Shares
100
100
Retained Earnings
96
81
196
181
Exhibit 26.1
Bim Consultants Balance Sheet
The company has always prided itself on its customer focus. “Customers are number one” has been the mantra from the chairman, Mr. Smooth, for many years. Recently, however, revenue has been stagnant, and the younger partners are getting restless, wondering if the older partners have lost their edge and whether changes are needed to return to the glory days of large bonuses.
At a recent strategic planning meeting of the major partners, the decision was made to continue focusing on customers as number one, but also to explore how to increase revenue from within the existing clientele and to explore what additional services could be provided to enrich the client experience (and revenues). It was agreed that the strength of the firm was in its blue-chip client base and that this high-quality reputation was worth preserving. Some discussions were also held around the idea of selling a minority share of the company at a large multiple, if such a deal was identified. Bim Consultants' profit and loss and retained earnings are provided in
Exhibit 26.2
.
Bim Consultants Inc.
Summary Profit and Loss and Retained Earnings
For the Year Ended December 31, 2014
2014
2013
Year ended December 31 (Canadian dollars in millions)
$
$
Revenue
300
290
Expenses
Salaries
220
207
Other
20
18
Net Profit before Income Tax
60
65
Income Tax Provision
27
29
Net Income after Tax
33
36
Retained Earnings—Beginning of Year
81
65
114
101
Dividends
18
20
Retained Earnings—End of Year
96
81
Exhibit 26.2
Bim Consultants Profit and Loss and Retained Earnings
Earlier this week, the chairman received a call from the president of the Canadian subsidiary of a U.S.–owned competitor, Bravado International, saying that Bravado was pulling out of Canada and w.
Strategic People Management for the 21st CenturyAdrian Boucek
The challenge from an HR standpoint is that 20th century tools and approaches don’t work in the fast-changing, 21st century workplace. Strategic people management – where HR initiatives are directly tied to business goals – is critical.
The Law of Healthcare AdministrationAuthorsShowalter,.docxjmindy
The Law of Healthcare Administration
Authors:
Showalter, J. Stuart
Publication Information:
Ed.:
Eighth edition. Chicago, Illinois : Health Administration Press. 2017
Resource Type:
eBook.
Description:
The Law of Healthcare Administration offers a thorough examination of health law in the United States from a management perspective. Using plain language accessible to nonlawyers, the book moves from broadbrush treatments of the US legal system and the history of medicine to specific issues that affect healthcare leaders daily, including contracts, torts, taxation, antitrust laws, regulatory compliance, and, most pressing, health insurance reform and the important changes that have taken place since the Affordable Care Act (ACA) became law in 2010. The legal concepts discussed in the book are amply supported by reallife examples, detailed explanations, and excerpts from decisions of federal and state courts.
Subjects:
Medical laws and legislation--United States
Medical care--Law and legislation--United States
Hospitals--Law and legislation--United States
we reviewed informed consent in the case of competent adults. There are many “gray” areas of consent in cases of children or incompetent adults; however, the law has sought to provide clear guidance for health care providers and legal guardians.
Review pages 393-411 in the Showalter textbook and choose at least one of the subtopics in this section regarding consent. Provide an explanation of the “gray area” of your choosing, including any relevant legal cases discussed, and how this is handled under the law.
Showalter, J. S. (2017) Consent. In
The Law of Healthcare Administration
(pp. 393-411). Chicago, IL: Health Administration Press. Retrieved from the Trident Online Library.
Related
rrent User Level:
Unlimited User
Hide Table of ContentsTable of Contents
Brief Contents
·
Detailed Contents
·
Preface
·
Chapter 1 The Anglo-American Legal System
·
Chapter 2 A Brief History of Medicine
·
Chapter 3 Health Reform, Access to Care, and Admission and Discharge
·
Chapter 4 Contracts and Intentional Torts
·
Chapter 5 Negligence
·
Chapter 6 The Organization and Management of a Corporate Healthcare Institution
·
Chapter 7 Liability of the Healthcare Institution
·
Chapter 8 Medical Staff Privileges and Peer Review
·
Chapter 9 Health Information Management
·
Chapter 10 Emergency Care
·
Chapter 11 Consent for Treatment and Withholding Consent
·
Chapter 12 Taxation of Healthcare Institutions
·
Chapter 13 Competition and Antitrust Law
·
Chapter 14 Issues of Reproduction and Birth
·
Chapter 15 Fraud Laws and Corporate Compliance
·
Glossary
·
Case Index
·
Index
·
About the Author
.
The law that legalized medical marijuana in Florida in 2016Wri.docxjmindy
The law that legalized medical marijuana in Florida in 2016
Write TWO paragraphs describing the law or policy
First paragraph: clearly define the law or policy, date when it took effect, and identify what problem it is trying to solve (why was it enacted?)
Second paragraph: identify the agency or organization responsible for its implementation or oversight and explain whether or not the law or policy seems to be effective in its implementation.
Sources: 2-4 sources are required for the proposal. A reference page with proper Chicago Style format required.
.
The latter half of the twentieth century witnessed the rise of the i.docxjmindy
The latter half of the twentieth century witnessed the rise of the international development sector, bringing with it new government agencies and international organizations (see Appendix – International Education and Development Timeline). Education played a pivotal role in the new development sector: Rostow’s (1960) modernization theory stipulated that investments in education would put Third World countries on the path to development, eventually transforming them into industrialized societies similar to those in Western Europe and North America.
However, the experiences of Zambia and Nepal show that the relationship between education and development is not straightforward or deterministic. Zambia initially concentrated on secondary and technical education, but was later hard-hit by structural adjustment programmes and burdened with debt. Nepal’s history shows not only that primary education can be rapidly expanded in just a few generations, but also that this expansion can marginalize many groups within a society.
The most important outcome of the post-war period was a set of ideas about what development is and what it means to be developed. These were articulated by development theorists such as Rostow (1960) as well as through international development organizations (e.g. UNDP, World Bank, USAID). The notions that former colonies should develop into industrial nations, that international aid could facilitate the economic growth required, and that investments in education were one way they could do so, all emerged during this period. More than 60 years later, these ideas still underlie much of the work within the field of international development as well as the ways in which development is constructed in popular media and the press. However, the next chapter examines how challenges to these underlying ideas have redefined development work and the role of education within it.
In your own words, define development. What does it mean for a society to be developed? Is education necessary for development, and is it sufficient to ensure development?
.
The larger the mass of a star, the higher the internal pressures. Hi.docxjmindy
The larger the mass of a star, the higher the internal pressures. Higher internal pressures causes higher temperatures and it is temperature that determines the types of fusion that can occur deep in a stars interior. Discuss all of the types of fusion that can occur in stars, the temperatures at which each begins, and the mass required to produce each temperature.
we need two different versions of the discussion posts. 200 words each one.
.
The Latin term meaning father of his country” which is implied as m.docxjmindy
The Latin term meaning “father of his country” which is implied as meaning the government is the true guardian of the needy and infirmed children.
2.
__________________ were a sixteenth century English set of laws which vagrants and abandoned and neglected children were bound to masters as indentured servants.
3.
Early English courts established to protect the property rights and welfare of the minor children of affluent families.
4.
Civic leaders who focused their attention on the misdeeds of poor children to control their behavior were called:
5.
In 1816, The Society for the Prevention of Pauperism was established to:
6.
When the first House of Refuge opened in New York the Society for the Prevention of Pauperism and the __________________ were influential in establishing such positive steps for juveniles.
7.
In 1853, New York philanthropist Charles Loring Brace helped developed the _______________________ as an alternative for dealing with neglected and delinquent youths.
8.
The first juvenile court was established in this state in 1899.
9.
The Juvenile Court Act of 1899 set up an independent court to handle criminal law violations by children under 16 years of age as well as created:
10.
The case of the
Kent v. United States (1966)
ruled that:
11.
The ___________________________ established the a federal office on delinquency prevention and was enacted to identify the needs of youth and to fund programs aimed at deterring juvenile crime.
12.
A noncriminal youth who falls under the jurisdiction of the courts by reason of having engaged in behavior prohibited to minors, such as truancy.
13.
The Court case of ________________ ruled that a minor has basic due process rights at trial.
14.
The Court case of ________________ ruled that the level of evidence for the finding of juvenile delinquency is proof beyond a reasonable doubt.
15.
Held that the Fourth Amendment guarantee against unreasonable searches is not violated by drug testing all students who choose to participate in interscholastic athletics.
16.
In 1974, Congress passed the ______________________, which provides funds to states to bolster their services for maltreated children and their parents.
17.
According to the shifting philosophies of juvenile justice outlined in your text, the time from 1950-1970 recognized that:
18.
There are more than 450 juvenile ________________ who focus on providing treatment for youth accused of substance abuse offenses.
19.
A program developed in Arizona in an effort to reduce adolescent involvement in criminal behavior that has since been added to school curricula in all 50 states is known as:
20.
The Supreme Court held that the _______________ protections against unreasonable search and seizures apply to students but that the need to maintain an orderly educational environment modifies the needs for warrants and probable cause.
21.
Which of the following is not a Supreme Court case dealing with searching for drugs in associatio.
The late 1920s and 1930s were a time when many Americans endured the.docxjmindy
The late 1920s and 1930s were a time when many Americans endured the humiliation of rampant racism as well as crushing poverty. Yet most mainstream popular music (exemplified by the Tin Pan Alley style) avoided these issues and focused instead on escapist themes of privacy and romance.
Why might this have been the case? Do you feel that contemporary popular music also focuses on escapist themes like the 1920s and 1930s or do you feel that it tackles the relevant issues of the day? Do you feel that popular music works best as an escape from the problems of the world or as a forum to explore and engage in such issues? Please be as specific as possible in citing examples
.
The last term you attended at Waldorf you dropped a course while on .docxjmindy
The last term you attended at Waldorf you dropped a course while on Satisfactory Academic Progress Warning which caused your dismissal. If you would like to appeal this dismissal and reinstate yourself into the program you’ll need to complete the attached form and write a statement.
1. Provide a typed and signed statement describing the circumstances that led to your lack of academic progress while on Satisfactory Academic Progress. Be specific and concise in your explanation as to why you were unable to make successful progress.
(My mother became ill in July 2017, I had to care for her. She passed away in October 2017) .
2. Provide a plan of action that you will use to ensure your future academic success. Include information on how much time a day/week you will dedicate to your coursework.
3. Develop a plan with your advisor to repeat courses as needed and include this with your appeal.
In your appeal statement, you may include that we’ve discussed if your return is accepted you’ll retake your failed course and dropped course first. EDU 5102 Student-Centered Differentiated Learning and EDU 5100 Personal Leadership Skills and Team Building are the two you’ll need to have done.
.
The last topic to be covered in this course is Chapter 14, Social .docxjmindy
The last topic to be covered in this course is Chapter 14, Social Movements.
Choose to view one of the movies in this Unit, either
The Garden
(in English and somein Spanish with English subtitles) or
Holding Ground Parts 1 and 2.
Then consider the following social justice issues listed below that have impacted physiological, social, psychological and spiritual human behavior and development on the macro (societal) and mezzo (family and community) person and environmental dimensions of human functioning. These issues could serve as the foundation to the creation of a social movement in your local (city, small town), state, or federal level. Choose a topic that you have some passion for that you or others known to you have experienced. If you have your own topic, not on the list, check with the Instructor.
Some examples are:
Medical health care costs
Disability accessibility
Housing conditions (lack of or segregated sub-standard housing and rent)
Environmental air/ground conditions (e.g. sinkholes in a neighborhood, ground pollution causing birth defects, etc.)
Nutrition needs (e.g. hunger, poverty, etc.)
Political representation (e.g. lack of access to voter registration, municipal representation, or suppression)
Safety measures - (e.g. police profiling, lack of police patrols, neighborhood violence, racial violence)
Unemployment – e.g. layoffs, segregated workplaces by gender/race/age
Poverty – low income, lack of health insurance, lack of access to payment for medications.
High property taxes
Neglected or segregated schools
Banking and regulatory practices that may profile or discriminate against specified populations
Discriminatory practices involving vulnerable minority populations
Toxic air/water pollution
Conduct a literature review of 10 peer-reviewed sources to research the social justice aspects of your chosen issue and its consequences - e.g. physiological, political, social, psychological, and spiritual consequences on the macro (societal, community) and mezzo (family and community) personal and environmental dimensions. Integrate by way of in-text cited content the research findings into your paper’s content from the Hutchison text - e.g. Chapters 13 on Communities and Chapter 14 on Social Movement and from the supplemental sources. Instructions on how to write a literature review is posted under Assignments. (See above.)
Respond to the following:Explain historically how this issue came to be and the current conditions that are impacting on what specific population/s of people. Discuss the importance of your issue. “What are the two or three cultural frames that would motivate people to engage in collective action on this issue….How important do you think emotions are in motivating people to participate in [this] social movement activity (Hutchison, 2019, 450)?” Explain and support your rationale by way of in-text cited content.
What “Elite Allies” (p. 436) could be recruited as influential forces to a.
The last quarter of the 19th century saw a shift within the art worl.docxjmindy
The last quarter of the 19th century saw a shift within the art world from male-dominated history and genre scenes to female-dominated interiors and landscapes, along with a shift in artistic discourse from the theories of John Ruskin to those of James Abbott McNeill Whistler. Describe the theories of each of these figures and why this shift occurred. Then discuss the differences between the two types of art associated with these theories, using specific examples.
200-300 Words, work sited
.
The last answer didnt actually help, so I am reposting this.P.docxjmindy
*The last answer didn't actually help, so I am reposting this.*
Performance Management Process Phases
Using the internet
, research the employee performance management process. There is a wealth of articles and resources for each phase of the process
The phases:
Establishing Performance Goals
Developing Performance Plans
Giving and Receiving Feedback
Evaluating Performance
Identify and explain each phase, then discuss the best practice for that phase.
2-3 pages;
Double spaced, APA formatted.
Provide links to all resources used for this paper - no need to include citations or a full reference page just the links will do. Please use free web sources.
.
The Lab assignment will be graded out of 100 points. There are .docxjmindy
The Lab assignment will be graded out of 100 points. There are multiple parts or tasks that make up each Lab.
This document can be downloaded here :
Lab4CFall20v1.docx
The code you need to start with :
Lab4Part1.c
The data file you need :
Lab4giftList.txt
(Note that this file name doesn't match the code so you'll need to adjust that.)
Some tasks ask you to write code, and specify what name to use for the file in NetBeans. You need to use exactly the name that is given (do not change the case, or make any other modification). Remember, the name of the main class must match the filename.
There are further instructions at the bottom (after the questions) about how to save the file from NetBeans in order to be able to turn it in.
For every lab assignment you need to create an answers file. In this answers file you will put in answer any questions that are asked, you will show the output of code that you write and you will reference any code files that you create for a given question. See below for more details about what goes in the answers file.
Your answers document needs to be named with your initials and the last four digits of your ID number and then Lab#answers. So if my initials are JCMT and the last four digits of my ID are 1234, then the answers file for my Lab 4 would be
JCMT1234Lab3answers
.
The ONLY acceptable file formats are Word document, OpenOffice document, and PDF.
Put your last name, first name and UTA ID in the file on the first line.
[-5 deduction if not**]
Label the answers for each question with the number/letter of the question.
Separate each answer from the next answer by at least two blank lines
.
[-5 deduction if not**]
Include EVERY question number/letter combination from the assignment in your answers document. If the question is a coding question telling you to save a file, for example some question numbered 17.b), then in your answers document you should have a line like the following for question 17.b):
17.b) Please see file Lab1Part3.c for this question.”
Put all your question answers the answer document.
If the lab question asks you to show the output of a doing some particular thing with the code, then you must also put a screenshot of the output in the answer document. For output that takes up more than one screen, make multiple pictures so that every screen is recorded. If you do not include the screenshots in your answer document, then the questions that should have had screenshots will be considered “Not answered” and will be awarded ZERO 0 points.
Each task below will instruct you where to put your answers. If the task says to “Save your program as file
XYZ1234Lab1Task1.c
” then this .c file should be turned in as part of the assignment along with the answers file.
Every lab assignment has a given due date. No late labs will be accepted. (Five minutes late is still late.) Lab assignments will be posted on Canvas. If you are unable to turn in your .
The knowledge of your Learning Patterns provides you with an .docxjmindy
“The knowledge of your Learning Patterns provides you with an explanation
of how you learn, not an excuse for failing to put forth the effort to learn.”
—Christine A. Johnston (2010, p. 107)
4Developing an Adept Mind
keithpix/iStock/Thinkstock
Learning Outcomes
After reading this chapter, you should be able to
• Define the term adept mind.
• Explain the role critical thinking plays in becoming a successful student.
• Demonstrate critical reading within the college learning context.
• Describe how your Patterns affect your critical-reading skills.
• Demonstrate critical writing within the college learning context.
• Describe how your Patterns affect your critical-writing skills.
• Explain how critical-thinking skills contribute to academic integrity.
“In order to thrive in the 21st Century, intentional learners should be
empowered through a mastery of intellectual and practical skills, informed
about forms of inquiry, and responsible for their personal actions.”
—J. Doherty and K. Ketchner (2005, p. 1)
Section 4.2Becoming a Critical Thinker
4.1 The Adept Mind
Chapter 3 was devoted to helping you understand how to use metacognition, the learning
techniques known as decoding and FITing, and personalized strategies to become a more
intentional learner. This chapter builds on that knowledge by framing how to use your Learn-
ing Patterns to develop an adept mind.
The adept mind helps you succeed in all areas of life. It is one that makes good decisions and
can discern the difference between fact and fiction. It studies a situation’s complexity, weighs
the facts, examines the logic behind a choice, and determines whether a choice is appropriate.
The adept mind is intentional, stable, and often methodical and always seeks to improve its
efficiency and effectiveness. The adept mind is vital not only to the work of a student, but also
to the experience of being a parent, employee, or volunteer. No matter what you are called
on to do in life, you will need an adept mind to navigate the change you encounter and the
growth you seek.
The adept mind uses the critical skills of thinking, reading, and writing—skills this chap-
ter explores in depth—and uses them with integrity. The word critical is not one students
embrace easily. It has a negative connotation and suggests that someone has found fault with
something you have done. It conjures up images of a scolding voice, red pen marks, or nega-
tive comments. When applied to thinking, reading, and writing, however, the word critical
takes on a different meaning. To be critical means to delve deeper into a topic to better under-
stand, evaluate, and take a position on it. As you will see at the end of the chapter, being criti-
cal also means becoming able to use your research with honesty and originality.
4.2 Becoming a Critical Thinker
When you engage in critical think-
ing, you embark on an ongoing quest
to improve how you think. Thinking
critically requires you to b.
The Kite Runner contains many families that suffer in their own uniq.docxjmindy
The Kite Runner contains many families that suffer in their own unique way. Two different fathers in the novel both are overbearing in their own way, which leads to their families falling apart. The author uses these families to dimistrait the theme of how overbearing parents will cause their kids to resent their family. The main character Amir's family's major source of unhappiness was Baba's decision to father an illegitimate child with the servant’s son. This created an unhealthy dynamic between The legitimate and illegitimate son where the legitimate son constantly had to fight for and earn his father's affection from the illegitimate son. It got so bad that Amir, the legitimate child, forced the two families to separate. Ironically, Baba showing his son too much affection is what separated them in the end. Amir’s wife Soraya has a broken family of her own. Her father was a famous General back in Afghanistan, but now does nothing but run a resale store as a hobby and cash in welfare checks. He sees himself as above the rest of his countrymen and too important to work labor. While he does nothing to improve his standard of living, he expects his daughter to not only be successful in school but pursue a high-paying job to his specification. This pressure makes Soray act out and rebel, leading her to compromise her Purity Within The Afghani community. This sacrifices her chance at marrying, one of the major ways his family could have moved up socially and economically. Both of these fathers put unrealistic expectations on their children leading to broken families in a different way. Baba’s unrealistic expectations led Amir into destroying the family he loved while Sayora’s father's overbearingness led her to ruin his family’s pride which he valued over everything.
.
The Key cross-cultural themes of the project are country values and .docxjmindy
The Key cross-cultural themes of the project are country values and hofstede dimensions. Projects should be 23 pages long.
Project framework: Title page, table of contents, introduction, various chapters, conclusion, bibliography, appendics
project guidelines
Example: different leadership styles - USA, Vietnam and Singapore compared
Format of the project:
1. Discuss and analyse the determinants of culture in the country chosed: History, Religion, Social Structure, Political Philosophy, Economy, Language and education
2. Look at Hofstede Dimensions and World Values Survey to find background info
3. Other theoretical Perspectives
4. Conclusion must be about the cultural environment for business in the given country
5. Project Resources:
a. Hofstede Home page: http://www.geert-hofstede.com
b. World Values Survey: http://www.worldvaluessurvey.com
c. CIA World Fact Book: http://www.cia.gov/library/publications/the-world-factbook/index.html
d. Background information: Country statistical organization, the wall street journal, business week, the economist
6. Key Outcomes:
a. The demonstration of an ability to discuss and analyse the contents of this module
b. The exploration of the different dimensions of the global cultural environment
c. The identification of the main issues and challenges relating to culture and its impact on facing businesses today
d. Comprehensive business report on the application of the course concept within your own work place or one which you are familiar with
7. Using Harvard Referencing
.
The kind of relationships that society expects from its citizens an.docxjmindy
“The kind of relationships that society expects from its citizens and the way it organizes its important institutions – the family, the system of governance and control – can either nurture or stunt people’s impulses to give help to relatives, friends, and needy strangers” (Mandell and Schram, 2012, p. 28).
After watching the
Meaning of Human Services
video, and reflecting on the quote above, use the outline below to describe the history of human services in western society.
History of Human Services
. Discuss the history of helping behavior and human services in western culture. What factors have influenced our ability and willingness to help society members?
Changing Nature of Helping
. Describe how societal circumstances shape helping behavior. Explain the principle of reciprocity and its relation to western cycles of giving and helping. Be sure to include such philosophies as means tested vs. universal programs, culture of poverty vs. opportunity theory, etc.
Cycles of Helping
. Discuss the cycles of helping in the American society as they relate to welfare, juvenile justice, mental illness, and criminal justice. In your opinion, are we doing enough in these areas? If not, why not?
Your assignment should be two- to three-pages in length (excluding title and reference pages), and must include a minimum of three scholarly sources to substantiate your argument. At least two of these must be scholarly, peer-reviewed sources that were published within the past five years. Your paper and all sources must be formatted according to the APA guidelines
.
The Kind of leader I want to beAbout 1 pageTell the type.docxjmindy
The Kind of leader I want to be
About 1 page
Tell the type of leader you want to be while at Tuskegee University and after graduation. Tell the type of leadership characteristics you want to possess and why Tell what type of leadership style you would use and why you would use it
.
The key issue is why its challenging to implement transformational .docxjmindy
The key issue is why it's challenging to implement transformational change to the organization and why the organizations resist change.
Transformational changes are the most difficult since they require radical and significant changes to organizational structures, strategies, culture, and ethics.
Describe how organizations develop strategies, routines and processes that make them reliable and accountable to transformational change.
Describe bureaucracies, institutionalization, cognitive scripts as factors making organizations more resistant to change.
.
The key aspect of Blanche’s character is fear. The word magic” t.docxjmindy
The key aspect of Blanche’s character is fear. The word “ magic” to me means the desire to be forgiven.When Blanche says magic, this shows her self-consciousness unable to deal with her reality thus leading to fantasy. Blanche got married to her husband Allan at a very young age. Being married at a young age is difficult for any young woman. Having to give up your dreams and starting a home with all the responsibilities that come along is quite a challenge.She questioned how she could have been better or the reason as to why her husband cheated. She discovered that her husband was cheating her with a man and this made her feel that that she is not that type of woman that a husband can be satisfied with. Her husband died shortly after their marriage. He committed suicide. The grief of losing a loved one especially a spouse at a young age is beyond comprehension. Everyone wishes to grow old together with their spouse. Blanche loved her husband Allan very much, and this is evident when he died.In fact, she had to go to her sister’s apartment after she engaged herself in promiscuity in a bid to deal with her pain. Even though, that happened after she lost her husband by ten years. She could not bear the pain of losing her home. It must have hurt her so much.It must have made her feel like less a woman.Blanche’s self-esteem took a turn. She felt so low about her appearance and that is when she started dressing scantily to get the attention of other men. She sleeps around with any interested man from her hometown. This behavior may have made her feel that she is still desirable after her husband cheated on her. She sleeps around with men to try and dismiss her feelings of betrayal self-worthlessness. As a result of not being able to deal with her grief and turning into promiscuity, Blanche was chased away from her hotel due to her loose morals. Since she did not have anywhere else to go, she moved in with her sister and brother in law. Blanche did not enjoy her stay here as well, a woman dealing with the pain of low self-esteem would do anything to make herself relevant. During her stay there, she puts herself in a superior position thus that got her loathed. Blanche calls Stanley, her brother-in-law callous names and demeaning her sister makes her feel that she is way above others. She uses that to mask her past and what she has become as a person. Blanche is bitter about life because of all the things that have happened to her. Treating people in a demeaning way makes Blanche feel better because she can hurt people as much as she has gotten hurt before and also numb her pain for a while. Most of the negative things that happen to Blanche are a result of the pain she went through and she is trying to hide that pain which leads her into committing more mistakes.Blanche then finds a job as a teacher, but the glory did not last long. She allegedly slept with one of the students. Despite having a job and a fresh start, the pain wouldn't just go away, .
Palestine last event orientationfvgnh .pptxRaedMohamed3
An EFL lesson about the current events in Palestine. It is intended to be for intermediate students who wish to increase their listening skills through a short lesson in power point.
Acetabularia Information For Class 9 .docxvaibhavrinwa19
Acetabularia acetabulum is a single-celled green alga that in its vegetative state is morphologically differentiated into a basal rhizoid and an axially elongated stalk, which bears whorls of branching hairs. The single diploid nucleus resides in the rhizoid.
The Roman Empire A Historical Colossus.pdfkaushalkr1407
The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
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.
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
THE KING COMPANY BACKGROUND The King Company experiences man.docx
1. THE KING COMPANY BACKGROUND The King
Company experiences many of the difficulties common in
today’s business climate. In response to declining sales, the
company must transform itself from a strategy of expansion and
high profit to one of cost containment and staff reductions.The
case discusses the organization and provides details of the
human resource department. Also presented are e-mails from
various staff members. The e-mails identify specific problems
that need to be addressed by the HR department and provides a
look at King’s overall culture. You may find the tone of some e-
mails to be unprofessional. This is a good lesson for us all--As
much as we enjoy informality in the workplace, all documents
and correspondence— including e-mails—can be retained and
are discoverable in litigation. Managers must be cautious in
their writing because inappropriate language may be impossible
to defend in court.
Employees In the Case:
Amera, Argonta---Accounting employee
Andreas, Gary---employee on workers’ comp
Call, Jake---Compensation & Benefits Manager
Dean, Don---C.E.O.
Dugas, Karla---Benefits Coordinator
Folkner, Meg---Supervisor, CAD Design
Grant, Alan---Current HR Director
Honduras, Margo---Previous HR Director
Jones, Lyle---Production Employee
Madison, Charles---Senior V.P.
Petersen, Matt---Production Supervisor, Team 3
Planky, Burt---fishing buddy
Putt, Tonia---CAD Designer
Rey, Dave---Production Foreman
Sanders, Tomas---Design Manager
Scholl, Karmen---HRD Manager
2. Simms, Bertie---Designer
Smith, Mike---V.P.
Songun, Amy---Accounting Supervisor
Stone, Guy---Production Supervisor
Tu, Kevin---Staffing Manager
Varn, Juan---Safety & Security Manager
Warner, Salty---union promoter
White, Shaun---Employee Relations Manager
COMPANY BACKGROUND:
The King Company is a small manufacturing company located
in a mid-sized city in the upper Midwest. King manufactures
high-quality specialty components for the computer industry.
The company was founded in 1994 by current CEO, Don Dean.
Dean was a talented young engineer in Silicon Valley. When
the industry hit the skids in the early 1990s, he found himself
out the door with little more than an entrepreneurial spirit and a
small severance. Dean left California, moved back to his home
state and used his severance to finance The King Company,
starting the company in small rented quarters in a nearly vacant
strip mall. He brought in Cliff Madison early on as chief
financial officer. Dean was smart enough to know that he had
no head for figures, but Madison did. Madison was an old
college buddy, a super accounting wiz, and somebody Dean
could trust to squeeze as much mileage as possible out of his
severance money. It was a good match. Madison managed the
business, and Dean was the idea man and designer of the
specialty components, patents of which were the backbone of
King’s success. Today, the low-rent strip mall is a part of
company history, and King employs 835 full-time workers in
its own contemporary facility built in 2002.
So far, King has not been significantly affected by the latest
downturn in the industry. Its market niche continues to be high-
quality, specialized equipment. The company is proud that its
products continue to be made in the United States and also
proud of its ISO quality certification granted by the
3. International Organization for Standardization. Dean believes
this is what has kept his company in business while others in
the industry shipped jobs offshore or went by the wayside.
King sells its own products and has a small customer base
scattered throughout the United States and Asia, but this
generates only a small percentage of King’s revenue. Eighty-
three percent of King’s sales come from building original
specialty components for one manufacturer. This has been a
steady income source for King, but heavy reliance on one
customer is a significant source of worry for King’s
management team, especially because sales of finished
products are down for this customer and cutbacks are expected.
If the rumor proves true, King will not escape unscathed.
Consequently, the push is on for belt-tightening in the
organization.
King instituted a hiring freeze, and marketing and sales budgets
were directed to increasing the company customer base.
Canadian and European markets are being explored, and while
there is some interest, there are no solid contracts. King
employees are understandably jittery.
Though King remains non-union, three years ago the
organization went through a difficult period of employee unrest.
There were complaints of poor management, inconsistently
enforced policies and unfair practices regarding job changes and
movement of employees within the organization. Because of the
company’s standing as a respected employer in the community,
it was a significant public relations black eye when an
anonymous employee wrote a scathing letter to the editor of the
local paper. This brought in union organizers who distributed
leaflets and circulated authorization cards. To address employee
concerns, The King Company responded with management
training and reorganization of lower-level supervisory positions.
A companywide “Talk-to-the-Boss” program was implemented,
allowing employees to bring issues to any level of management
without fear of reprisal. It seemed to help. The authorization
4. cards failed to generate enough interest for an election, and
things settled down. Unrest, though, never goes away entirely.
Employees became cynical about “Talk-to-the-Boss,” and “the
union buzzards,” as Dean calls them, never completely went
away.
Things have certainly changed for King from the old days of
the store-front location and a handful of employees. Dean
remains the CEO, but he no longer manages the day-to-day
operations, spending time instead at his family’s summer retreat
on the Maine coast or in the Caribbean during the winter
months. Decision-making is primarily in the hands of Madison,
who is now the organization’s senior vice president, and a
second vice president, Mike Smith. Smith came to King eight
years ago with an MBA/ HR concentration from TUI and a
successful military career.
With a history that has known only growth and strong revenue,
it will be a major culture change for King to respond to the
eroding economy and a possible decline in sales. In addition to
the hiring freeze, Madison directed managers to cut waste and
improve productivity across the board. Employees were
reminded that every department would be affected and that
nothing was sacred.
The Human Resources Department
Margo Honduras was HR director at King for eight years before
her departure in 2007. The official word was that she had taken
early retirement to spend more time with her family, but what
everyone really believed was that Smith finally got fed up and
gave her the boot. Of course, there was the official retirement
party where everyone said how much they would miss her, but
really, most employees in the department raised a toast to her
departure and gave a collective sigh of relief. Her management
style—when she managed at all—was divisive. She had her
favorites, especially Karla Dugas, King’s benefits coordinator,
for whom no perks were ever too many. Consequently, the
compensation and benefits staff fared well under Honduras
because it was Dugas’s area. Other employees in the HR
5. department found Honduras to be unfair and abrasive even on
the best of days.
With approval from Madison and Smith, Honduras and
compensation manager, Jake Call, had established a merit
bonus plan early in Honduras’s tenure at King. Though
Honduras continued to champion the bonus plan as a success in
accomplishing objectives and controlling costs, it has been a
bone of contention across the organization, particularly in the
HR department. The bonus plan required everyone to have
annual performance goals. Honduras allowed Call’s
compensation and benefits staff to set their own goals, but for
everyone else in the department, Honduras alone set the goals
with no input from those expected to carry out the activities.
The result was hard feelings and perceived inequity that
continues today. There is grumbling that even with Honduras’s
departure, things never changed. Dugas still offloads most of
her work on others and is never dependable for project
completion, yet she and her staff members receive top-tier
bonuses year after year. Even Call seems to look the other way.
Other HR department employees feel their work is not
supported by management and that there is little feedback on
progress toward goals. For them, bonuses, if paid at all, are
based on unknowns controlled arbitrarily by Call. As a result,
the HR department is rife with animosity and there is little
cooperation across functional areas. Certainly things couldn’t
get worse.
When Honduras retired, Smith promoted Alan Grant, manager
of safety and security, into the director’s position, even though
he had only been with King for a year before his promotion.
Though Grant had reported directly to Honduras, his good
track record at safety and security kept him below the radar of
many of the problems in the HR department. As manager of
safety and security, he focused primarily on increasing wellness
activities. Establishing an active wellness team across the
organization, he became the most visible member of the HR
6. department, and with his positive upbeat attitude, many
employees thought of him as the organization’s “cheerleader.”
Best of all, his management style was the polar opposite of
Honduras’s. Where she micromanaged and criticized, Grant
believed in encouragement and responsibility. Smith thought
Grant would bring a breath of fresh air to the HR department,
and he gave Grant free reign to make the changes necessary to
turn the department around.
When Grant moved into Honduras’s old office, he set a big jar
of candy on the desk and invited everyone to stop by and chat
with him whenever they wanted. Of course, Dugas was first in
the door.
The King Company, Inc.
CEO
Don Dean
Vice Pres. Mike Smith
Sr. Vice Pres. Cliff Madison
7. Operations
Human Resources Alan Grant
Finance
Sales and Marketing
Human Resource Development
Compensation and Benefits
Staffing
Safety and Security
Employee Relations
HR Director: Alan Grant
HRD Manager: Karmen Scholl
Compensation and Benefits Manager: Jake Call
Benefits Coordinator: Karla Dugas
Staffing Manager: Kevin Tu
Safety and Security Manager: Juan Varn
8. Employee Relations Manager: Shaun White
Current Situation
Three months ago, Alan Grant, director of HR, resigned
unexpectedly because of a family emergency. Despite the hiring
freeze, a quick but thorough selection process was conducted,
and you were hired as the new director of human resources.
You’ve come to King with an HR degree from a respected
university and with several years of experience as an HR
generalist in a large organization. This is an outstanding career
opportunity for you. You will be a member of the management
team, and this is a chance for you to make a real difference in
the organization. Congratulations on your new position and
welcome to The King Company.
It’s your first day on the job. You hang your diploma on the
wall, arrange a few personal mementos on your desk and settle
into Grant’s old chair. You notice his in-basket is overflowing.
You reach for the top file, open the bulging folder and start to
read the stack of e-mails Grant printed out before he left. You
notice that the emails are numbered, with the oldest one first.
Email 1:
To: Mike Smith, Vice President
Alan Grant, Director, HR
From: Charles Madison, Senior V. P.
It has come to my attention that our sales numbers were
misrepresented for the last two quarters. A number of
unconfirmed sales anticipated for January were pre-booked into
our accounting system between September and December of last
year. These sales were entered without signed purchase orders
or confirmed contracts. Most of them did not come to fruition,
and this significantly inflated our sales totals for the last fiscal
year. As you know, pre-booking of sales without confirmation
is a violation of company policy.
First, I want an immediate accounting of all bonuses paid to the
sales staff. Any bonuses paid on fictitious orders must be
returned to the company, and disciplinary action will follow for
9. those involved.
Second, because our staffing forecast is based on sales numbers,
this indicates that The King Company has a surplus of labor.
The hiring freeze may not be sufficient.
Email 2:
To: Alan Grant, Director, HR
From: Charles Madison, Senior V.P.
Alan,
I know you have already put in place a hiring freeze, but
considering the news that has come out of sales, we believe that
it will not be enough. You are directed to design a
comprehensive plan to reduce labor costs across the board. You
should plan for a 10% reduction in labor force by the end of this
fiscal year. We have scheduled a meeting with you in two
weeks to go over your plan and finalize decisions.
Email 3:
To: All staff
From: Charles Madison, Senior V.P.
Like all of you, I have watched the ups and downs in our
national economy, and I worry about reports of declining sales
in our industry. The business news is greeted with increasing
concern each time we hear of yet another company that moves
jobs off-shore and shuts down its U.S. facilities. Throughout it
all, King remains steadfast in our policy of American-made
products, and it is the quality of our workforce that has
garnered our success. Each of you is to be commended for the
good work that you do.
However, we must recognize that business cannot be sustained
today with policies of the past. We must be proactive and
anticipate change. Though the company remains healthy, our
revenue has been flat for the last two quarters, and sales
projections indicate a downturn going into next year. This
necessitates cost-saving measures throughout our organization.
Mike Smith (V.P.) and I will be meeting with all department
managers to determine specific goals and plans for the future.
10. All departments will be involved.
With falling sales, there will be significant cuts in staffing
expenses because our hiring freeze did not sufficiently reduce
labor costs. We cannot continue to build and stockpile
inventory without sales. Effective immediately, all areas of the
organization must plan for a 10% reduction in costs. I know
this will be a difficult time for all of you, but know that this is
for the health of the organization and not a reflection of the
quality of your work. As in the past, we will work together, and
the good work that you do will sustain us during these difficult
times.
Email 4:
To: Alan Grant, Director, HR
From: Jake Call, Compensation & Benefits Manager
Alan—
I am sending this on to you because I don’t know what to tell
her. Do we have a policy on this?
Jake
Forwarded message:
To: Jake Call, Compensation & Benefits Manager
From: Karla Dugas, Benefits Coordinator
Hey Jake—
I just got back from vacation today, and I wish I could say I had
a great time and was well-rested and ready to hit the ground
running. But, unfortunately, I was sick for 10 days of my two-
week vacation. What a bummer and a lousy way to burn up all
my vacation time! Since I have unused sick time available, can
I change the 10 days of vacation to 10 days of sick leave so I
can take a vacation when I’m not sick? Thanks in advance for
doing the paperwork for me!
Email 5:
11. To: Alan Grant, Director, HR
From: Shaun White, Employee Relations Manager
Hi Alan,
Hey, sorry to bring all these problems to you when I know you
have your hands full with the pending staff reduction, but we
had another issue with Guy Stone (Production Supervisor) on
the production floor this week. You know he’s hot under the
collar most of the time. He gets production out of his staff, but
he certainly has issues as a supervisor. I don’t think he’s
learned even one thing from all the management training
Karmen’s HRD group has provided. He had a run-in with Lyle
Jones (production employee) yesterday. I guess he and Lyle
really got into it—a real shouting match. In front of the whole
shop. Guy fired Lyle, marched him right over to his locker,
dragged out all his personal stuff and hauled it out the front
door. Granted, Lyle’s kind of a bad apple and having him gone
might be for the best, but I had a call this morning from some
junior lawyer at Ness, Terry and Smith saying he was
representing Lyle in his employment lawsuit. I thought you’d
want a heads up.
Hey, look at the bright side—one less person to downsize!
Email 6:
To: Karmen Scholl, HRD Manager
From: Alan Grant, Director, HR
Karmen,
As you know, upper management is looking for areas to cut
costs. In light of Shaun’s memo regarding the termination of
Lyle Jones, it looks like the supervisors aren’t getting much
benefit from your management training program. I hate to be
the bearer of bad news, but Charles Madison (Senior V.P.) has
management training on the chopping block. If you want to
save your training programs, you need to get a report to Charles
that demonstrates a clear ROI for training expenditures. Better
get to it ASAP before your whole department disappears.
12. Email 7:
To: Shaun White, Employee Relations Manager
From: Dave Rey, Production Foreman
Hey Shaun, I don’t know what’s the matter with people these
days. The rumor mill is crazy, and I know everybody’s nervous
about possible layoffs, but we’ve got some real problem
employees down here on the production floor. Salty Warner
and his gang are stirring things up with the unions again. He’s
getting quite a following, and there’s a group that meets in the
cafeteria at lunch and the talk is they are calling the union to
get out here again with the authorization cards. Attitudes are
terrible, production damage is up, and production’s hitting the
skids. I’m trying to put a stop to it. I changed everybody’s
lunch schedule to break up the group, and I transferred Salty to
a different shift. Frankly, I’m looking forward to some good
layoffs. You’d think they’d listen up and think about what’s
good for them.
Email 8:
To: Shaun White, Employee Relations Manager
From: Dave Rey, Production Foreman
Hey Shaun.
Some guy in a suit was here today, said he’s legal counsel for
the union. Gave me a bunch of lip service about switching
around employee lunches. Said it was an unfair labor practice.
I told him to get his fanny outta here. I’m the boss; I can make
lunch schedules any way I want, and besides, we aren’t even a
union shop. Can you believe the nerve of those guys? He also
said something about your employee involvement teams, but I
don’t know what he was talking about. He said he’ll be around
to see you later. I just thought I’d give you a heads up. When
do we start the layoffs?
Email 9:
To: Jake Call, Compensation & Benefits Manager
13. Alan Grant, Director, HR
From: Karla Dugas, Benefits Coordinator
Hi Jake and Alan,
I’m forwarding this on to you. I don’t know how this happened,
but it looks like we’ll have to do something about it. It must
have happened while I was on vacation. Thanks a bunch.
Karla Dugas
Forwarded message:
To: Karla Dugas, Benefits Coordinator
From: Meg Folkner, Supervisor, CAD Design
Karla--
As you must be aware, Tonia Putt in CAD design went on
approved family medical leave on the first of last month.
Somebody in your department messed up the paperwork and put
it through as a termination instead of FMLA leave. She should
have continued to get her regular salary because King policy
allows her to use sick leave and vacation pay under FMLA.
Because it was a termination, though, her salary was cut off.
She has direct deposit and didn’t even know it was cut off until
her checks started bouncing. Now she has overdraft fees, she
says her credit’s ruined, and her mortgage company is
threatening foreclosure. She is hopping mad, and I don’t blame
her. She wants the mix-up fixed right now. She wants all the
fees reimbursed, and you need to do something about her credit
score and her mortgage company. She says she’ll get an
attorney if need be. It’s crazy. Why would anybody think she
was terminated? She’s my best CAD designer!
Email 10:
To: Juan Varn, Manager, Safety and Security
Cc: Alan Grant, Director, HR
From: Matt Petersen, Production Supervisor, Team 3
Hey Juan—
You know we’ve got Gary Andreas out on workers’ comp for a
back injury, but the scuttlebutt is that it’s not a King Company
14. work injury. Burt Planky went fishing with Gary last
weekend, and after a few beers, Gary tells Burt he hurt his back
moving his sister’s refrigerator. The guys on the floor think it
is a big joke. Seems everybody but management knows that old
ankle injury that kept Gary off work a few years back was a
motorcycle accident and not a pallet that fell in the warehouse.
I suggest you cut off his workers’ comp and put him at the top
of the reduction list.
Email 11:
To: All Employees
From: Charles Madison, Senior V.P.
Mike Smith, V.P.
In light of the economic difficulties we are experiencing, the
following actions will become effective immediately. In
addition to the hiring freeze already in place, compensation paid
to all hourly and salaried employees will remain at the current
level until further notice. Accrual to the merit bonus system
will end at the close of this quarter, and the bonus system will
be eliminated at the end of this fiscal year. All travel
expenditures will be strictly scrutinized and must be approved
by Charles Madison (Senior V.P.). All equipment purchase
orders will be delayed by 90 days and must then be approved by
the Senior V.P.’s office. Tuition reimbursement is
discontinued, effective today.
In light of the importance of health care and retirement savings
to the well-being of employees, The King Company will, for the
present time, continue its current level of employee health
insurance coverage and King’s contributions to employee
retirement accounts. We are hoping these efficiencies will get
us through these difficult times and sincerely appreciate your
understanding and cooperation.
Email 12:
To: Karla Dugas, Benefits Coordinator
From: Amy Songun, Accounting Supervisor
15. Hi Karla,
You know Argonta Amera in accounting has been taking MBA
classes at the university using tuition reimbursement. She’s
already enrolled in a class for this term on a program we
approved last fall. We’ve paid her tuition reimbursement in the
past and she told me yesterday she would be turning in another
reimbursement form at the completion of this term, and she
expects to be paid because she was enrolled before the
cancellation of the policy. Her reimbursement is $1395. I’m
assuming it’s ok.
Email 13:
To: Amy Songun, Accounting Supervisor
From: Karla Dugas, Benefits Coordinator
Re: Tuition reimbursement for Argota Amera
Sorry Amy. No can do! I checked with Charles Madison
(Senior V.P.) and he said “No Way”! The reimbursement
benefit has been cancelled effective immediately.
Email 14:
To: Karla Dugas, Benefits Coordinator
From: Amy Songun, Accounting Supervisor
Karla—
I passed your message on to Argonta and she was pretty huffy
about it! She said Charles had approved Tomas Sanders’
reimbursement, and he’s in the same MBA class as she. You
know Tomas, he’s the manager over in Design. Argonta said
you couldn’t discriminate in benefits if one gets it, it has to be
available equally to all. I don’t know where that comes from,
but she acts like she knows everything since she’s been taking
those classes.
Email 15:
To: Amy Songun, Accounting Supervisor
From: Karla Dugas, Benefits Coordinator
Re: Tuition reimbursement for Argonta Amera
16. Wow! Now Charles is hopping mad! He said he didn’t have to
reimburse anybody after the policy had been cancelled. He said
he’d pay her $500 and that’s all she’s going to get. She can
take it or leave it. Besides, he said The King Company doesn’t
need an MBA at her level in the company.
Email 16:
To: Karla Dugas, Benefits Coordinator
From: Amy Songun, Accounting Supervisor
Re: Tuition reimbursement for Argonta Amera
Charles is not the only one that’s mad. You should have seen
Argonta! She said if her choice was to take it or leave it, she’d
leave it. But, I don’t think we’ve heard the end of this.
Email 17:
To: Alan Grant, Director, HR
Juan Varn, Manager Safety and Security
From: Mike Smith, Vice President
Re: Wellness Activities
I’ve gotten word from Charles Madison (Senior V.P.) that the
budget committee is about to ax our wellness program. I know
you both feel strongly about wellness, but it doesn’t seem
appropriate in this climate to pay people for fitness activities or
to stop smoking. You know Charles’ attitude has always been
that wellness is just a lot of expensive fluff anyway and not the
company’s responsibility. If you want to save the wellness
program, you’ve got a hard sell. You need to convince the
budget committee that there is a real return on investment for
wellness activities.
Charles is also looking at health insurance coverage for
nonsmokers only. Seems the company could save on premiums
if our entire workforce was nonsmokers. He is considering
giving our smokers 90 days to quit or lose their health
insurance. Can we do that here in Michigan?
17. Email 18:
To: Alan Grant, Director, Human Resources
From: Shaun White, Employee Relations Manager
Re: Pending Lawsuit
Hi, Alan. It looks like we’ve got a bad one here. I received a
letter from the law firm representing Bertie Simms. You
remember Bertie; she’s that girl who used to work in Design. I
thought she left The King Company to go back to school, but I
guess not. Looks like she’s got a chip on her shoulder. Her
attorney claims she reported sexual harassment twice, and
nothing was done about it. In fact, he says that somebody in
HR told her to stop complaining. I can’t imagine who would
say such a thing, but looks like we’ve got to answer for it. He
also claims when our HR people ignored her, she called our HR
Answers hotline, and all she got was somebody with a strong
accent she couldn’t understand and who didn’t help her at all.
I don’t expect this to amount to anything, but the attorney wants
to meet with us. I suspect they’re trying to strong-arm us for a
settlement. When are you available? We should keep this off
V.P. Mike Smith’s desk if possible. Agree?
In the HR’s Office:
You frown as you close the file and set it back on top of the in-
basket. There is a lot of work to be done here. There may be
more to The King Company than you thought.
As director, you must help resolve the organizational issues
confronting The King Company and develop solutions for the
issues facing the HR department.
Good Luck!
Source: The King Case is adapted from SHRM 2014 education
documents.
18. 1
Final Research Paper Assignment: Detailed Guidelines
For your final research paper, you are asked to write a paper of
1700-words (minimum word count—any
paper more than 150 words short of this minimum will not be
accepted as a complete paper) to 2000-words
(maximum word count—you may exceed this without penalty
only if it essential to attaining the purpose of
your paper). Your paper must cite the work of at least four
philosophers studied during the course; there
is no upper limit on the number of sources you may use. You
have the option of writing a position paper
or a comparison essay, depending on whether your plan is to
argue in favor of an original position
regarding the work and thought of at least four philosophers
covered in the course or to comparatively
evaluate the work of four or more philosophers. The topics
below may be approached using either strategy;
you may find that some will better lend themselves to a position
paper (also known as an argumentative
essay) and some will work better as a comparison essay. Choose
the topic that most interests you and the
strategy that works best for you.
Topic Areas
1) Plato, Hume, Kant, and Russell: What is human knowledge?
19. 2) Kant, Mill, Aristotle, and Kierkegaard: What is the ethical
life?
3) Sartre, James, Kierkegaard, and Nietzsche: What is an
authentic, autonomous individual?
4) Descartes, Hume, Searle, and James: What is consciousness?
5) Plato, Kant, Kierkegaard, and Nietzsche: What is truth?
6) Plato, Descartes, Hume, and Nietzsche: What is the soul or
self (conceived as an entity that is
purely mental, spiritual, or nonphysical)?
7) Sartre, James, Kierkegaard, and Nietzsche: What is the role
and value of religious faith?
8) Descartes, Kant, Sartre, and Nietzsche: What is free will and
why does it matter?
9) Socrates/Plato, Russell, Sartre, and Nietzsche: What is the
role and value of philosophy?
This assignment is broken into two parts:
Part I includes the following elements:
Special note: DO NOT title your paper,
"Final Paper." Your title is important; it should give the reader
an immediate snapshot of what the
paper will say and attempt to draw the reader in.
2
20. important part of the paper--it should
not be too short or too long (but probably at least five
sentences). Begin by introducing the general
topic and providing the reader with some rationale for why this
topic, and what you will say about
it, is worth thinking and reading about. Good writers usually
begin with a "hook" in the first line to
draw the reader in. You might pose an interesting or intriguing
question, bring in an apposite quote,
or make a controversial or surprising claim—even one that
seems to go against your thesis. You will
soon bring the reader around to what your position is when you
state your thesis, which is usually
very near the end of the first paragraph. The introductory
paragraph should also provide some
background on the topic in question that leads into the purpose
of the paper. Make sure that the
issue that your paper calls into question is crystal clear. Your
thesis statement (your position on the
issue) may be simple and straightforward, with all development
following in body of the paper, or
you may choose to forecast in the thesis itself the claims your
will bring forward in support of the
thesis in the argumentation sections.
about precise formatting here; this will
be expected in the final draft, but here, the point is just for the
instructor to see if you are headed in
the right direction and possibly recommend additional resources
that will be useful to you.
Part II, which is your completed final draft (that is, the finished
21. version), should include the
following:
the issue’s two or more sides, and
makes an explicit claim (thesis) that the position paper or
argumentative essay will support.
paragraphs, which will present your sustained
argumentation in support of your thesis. In a
comparison essay, you will be mainly concerned with first
summarizing and explaining the various
philosophical views or positions you are comparing and
contrasting, and then showing why the
comparative claim you make in your thesis is true, or at least to
be preferred over others. In a
position paper, you will be concerned to address at least one
opposing or alternative claim to what
your thesis states and to both show why your position is right
and the opposing view is wrong, or at
least less acceptable than the position asserted in your thesis.
(See below for more details.
the future.
e and properly formatted works-cited page or list of
references.
Whether you choose to write a position paper or a comparison
essay, your thesis is an essential element of
the paper. Focus in on the specific and significant issue you
wish to address within your selected topic area
(an issue is any claim that may be called into question). Your
thesis should state a specific and significant
point of view or position on the issue (or set of related issues)
22. you have chosen to write about. In a position
paper, the thesis will make an argumentative claim (that is, a
debatable or even controversial claim); in a
comparison essay, the thesis will make a comparative claim.
Your paper should include analyses and
discussion of terms, concepts, principles, theories, arguments,
etc., that are importantly related to your topic
area.
Remember that you will need at least four citations from four
different Required Readings (works by the
four philosophers in your selected topic area). You may include
citations from other works by your selected
philosophers or by other authors in addition to the four course
readings, but you do not need more than the
four course readings for full credit. The point of this research
paper is to go deeper, not simply to sample
more relevant reading selections. The goal here is to
demonstrate your grasp of the particular philosophical
ideas you are addressing as well as your overall attainment of
course learning outcomes.
3
How to Write a Position Paper
This is a research paper in which you will address a particular
issue related to a more general topic area. The
paper should be written in a formal style, in the third-person
voice, and it will present your original,
considered solution or unique approach to solving the problem
23. or settling the issue in question. It will be
your considered opinion, but the main point of writing a
position paper is not only to let others know your
opinion or point of view on an issue or particular topic, but also
to lay out, in a clear and logical manner, the
reasons why you hold this point of view. The presentation of
your “reasons why,” in other words, the sum
total of evidence you can bring forward to support your
position, plus a statement of the position itself,
comprises what philosophers call an “argument.” A position
paper is also known as an “argumentative
essay.” As a quick reminder: A philosophical argument is
simply giving reasons (the premises of the
argument) for why a particular claim (the conclusion of the
argument) should be taken as true.
The introductory paragraph should present the issue in question
and include a clear and precise statement
of your thesis, which is your position on the issue. Another
essential element of the position paper or
argumentative essay is a consideration of at least one alternative
position on the same issue, and this is
typically an opposing view. So in this paper, you will assert and
defend your own position, and you will
also consider at least one opposing or alternative position on the
issue and the argument(s) in
support of that view. Finally, you will show why you reject any
opposing or alternative position and instead
hold the one you do. For this assignment, if you do a position
paper, you will be taking a stand that in some
way connects all four of the philosophers you are covering. For
example, you may think that only one of the
four thinkers gets it right on some important philosophical
question. In this case, your thesis might assert
your agreement or approval of a particular theory or account,
and your arguments will provide the reasons
24. why you made the choice you did and why you rejected the
alternative views. You might agree with a point
on which all four agree, and your thesis would indicate this; you
might also disagree with all four, and then
your thesis would be that they all get it wrong, and your
argumentation shows why, and so on. In a position
paper, you will likely be arguing in favor of the view or views
with which you agree most.
There are several different ways of organizing a position paper,
but, after you have introduced your topic
and given some background on why this topic is worth thinking
and writing about, and then stated your
thesis in the introduction, often the opposing view(s) are fairly
presented first, and then your understanding
of the issue follows. You own position is then asserted and
shown to be superior to the opposing view(s).
This can be done in “block” or “point-by-point” fashion: use the
organization style that best suits your
purposes. You may also choose to present your positive
argumentation first; just use the strategy that works
best for your purposes. The conclusion of your paper will re-
state your “expanded” thesis, setting it back
into its more general framework with a look forward toward
related concerns. Your conclusion should be
brief, but it should leave the reader with the belief that your
position satisfactorily settles the issue, solves
the problem, and leads to a better state of affairs. You may also
want to use descriptive headings for each of
the major sections of the paper. But don't use the section
heading, “Introduction” above your introductory
paragraph: the title of your paper serves that purpose. And for
the conclusion, don't just use the word,
“Conclusion”; instead, just as in any other section heading,
encapsulate the essence of the content of that
section. Section headings are optional (but in a paper like this,
25. which includes discussion of four different
thinkers, it might help the organization of the paper).
Note that this is quite different from an informational report, an
expository essay, or even a commentary or
critique of a report or informative essay. You will be writing
about at least two sides of an issue (usually
the “pro” and the “con” positions), developing supporting
evidence for both sides, analyzing, evaluating,
and refuting competing arguments, and showing and explaining
why your argument and the conclusion it
supports (your thesis) is superior. So, for example, if your
thesis is the assertion that Philosophers A and B
get it right but Philosophers C and D get it wrong, you must
consider at least one credible opposing side to
this claim, and show why it may be safely rejected. For an
excellent and detailed explanation (with
4
illustrative examples) of how to write a position paper or
argumentative essay (the document uses the term
“argument essay”), please read Pearson Publishing’s chapter on
“Position Papers,” which is linked in the
Final Research Paper module. It tells you everything you need
to know, and if you follow the instructions
here to the letter, you are sure to get a high mark on the paper,
and you will have gained valuable knowledge
about to construct an important and respected style of academic
essay. Also linked in the course are two
shorter documents, “Writing a Position Paper,” from Simon
Fraser University (6 pages), and
“Argumentative Essays,” (2 pages) from Purdue Online Writing
26. Lab, a website that provides a wealth of
helpful information about all aspects of academic writing.
How to Write a Comparison Essay
The method of comparison and contrast may be used to analyze,
understand, and evaluate the ideas,
theories and arguments of a philosophical thinker. In a
comparison essay, you will consider both similarities
and differences between different philosophies. You will begin
with a brief formal analysis of the four views
or philosophical approaches you are comparing and contrasting.
Then add another level to the discussion by
pointing out, analyzing, and interpreting relevant similarities
and differences between or among the ideas
and theories in question. Remember that the comparisons you
make should make a point--the comparison
is headed toward establishing something you observe or
interpret about the ideas, theories, and approaches
in question. You will also be stating your thesis in the
introduction, but in this case, your thesis will make
some claim (which is, of course, debatable) that relates the
work of the four thinkers included in your topic
area in terms of how they compare to each other on some
specific issue. Your comparative thesis may focus
more on the specific similarities and differences in the work and
thought of each of the four philosophers in
relation to a specific issue or philosophical idea or problem
without deciding who “gets it right” or with
which view you most agree.
In the body of the paper, you will be arguing for your
comparative thesis. This means that you will be
providing grounds (your evidence or support) for the
comparative claims you make. A successful
27. comparative essay will be strong in two areas in particular: (1)
the originality and depth of the comparative
claim(s) and (2) the quality of argumentation you bring forward
to support those claims. A comparison
essay that presents little more than a “laundry list” of features
attributable to each of the four philosophers’
views will not receive high marks. You must go beyond this to
say something specific and significant based
on the comparative evidence. Please note that comparison
essays often compare and contrast only two
things; the challenge in this assignment, should you decide to
use the comparison essay strategy, is to
compare and contrast FOUR things—the views and ideas of four
different philosophers. That said, it may
make sense for you to put the four thinkers you are discussing
into two categories (and this could mean that
the four divide into two neatly divided positions, with two
philosophers on one side and two others on the
other side, or it may make sense to divide the four into a one-to-
three ratio, with one philosopher on one
side of things and three others on more or less the same page. It
is possible that all four philosophical views
are so disparate that there can be no less than four sides to the
issue in question. If the four thinkers you are
considering are all this different, it would likely be better to use
the position-paper strategy.
Comparisons may be organized in block (also called “text-by-
text”) or point-by-point style, sometimes
called "lumping" and "splitting." In using the block, or lumping,
method, you will discuss all the details and
aspects of interest in the work of one of your four philosophers,
then move on to the work of the other
three you are including in your comparison. As you move from
the work of one thinker to another in the
discussion, be sure to refer back to those already discussed. You
28. are not simply writing a series of
descriptions here; you are showing that something is the case
about the ideas, arguments, or theories in
question by comparing and contrasting them. In the point-by-
point, or splitting, method, you alternate your
discussion to focus on, for example, what each of the four has
to say on a particular point or aspect of the
issue in question. So you will be going through what each one
has to say on a particular point in the same
paragraph, and then move on to cover how each of the four
weigh in on another point or element integral
5
to the issue in question.. Use whichever method works best to
accomplish your expressive and analytical
goals. It is crucial to keep in mind why the comparison
contained in your thesis is revealing or illustrative of
something important you have to say that relates the work and
thought of the four philosophers in your
topic area. There are three documents linked in the course that
provide more details and helpful guidelines
and suggestions for writing a comparison essay or comparative
analysis: “How to Write a Comparative
Analysis,” (2 pages) from Harvard College, “The Comparative
Essay,” (2 pages) from the University of
Toronto, and “Comparative Analysis” (14 pages) from
Mississippi State University.
Organization and Formatting
It is important for you to state your thesis clearly and
29. unequivocally at the beginning of the paper. Note that
if you are doing a position paper, you may adopt some sort of
“middle-ground position,” as opposed to
taking a strictly “pro” or “con” stance, but you will have to
carefully explain and delineate such a position
since simply saying that both sides get some things right and
hence they also get some things wrong could
lead to your supporting a logically inconsistent view. It also
risks being an insignificant thesis. A strong
thesis is one that is both specific and significant: this means
that the claim you are making, the position you
are defending, is one with which an informed thinker may
disagree. If your thesis merely states the obvious,
or asserts what most people accept as common knowledge, it is
not significant. This is a relatively short
paper, so be sure to appropriately narrow the focus of your
thesis so that you can accomplish what you need
to do in the space allowed.
As noted above, the paper should be somewhere between 1700
and 2000 words, or about 5-6 typewritten,
double-spaced pages (not including title page and works
cited/references page). Also, to reiterate what is
said above, to earn full credit for this assignment, your position
paper or comparative essay must include at
least one citation (probably more than this) from each of the
four philosophers in your selected topic area,
and this citation must be from the course Required Readings. So
this is a minimum of four sources that
must be cited in the paper for satisfying the basic assignment
requirements. There is no upper limit. Just be
sure you use credible and clearly traceable sources.
In addition, you are free to bring in personal experience if it is
relevant to your argument. This means that
you may use the first-person voice if it makes sense in your
30. exposition. Otherwise, stick to the third-person
voice; avoid use of the second person (“you,” “your,” etc.—note
that these assignment guidelines do use the
second-person voice, which is appropriate for such
purposes).The paper should be typewritten and double-
spaced, using MLA, APA, or CMS documentation style, with a
type font similar to Times New Roman, 12
point. Be sure to cite all sources both within the text of the
paper as well as on a works-cited page (MLA),
list of references (APA), or bibliography (CMS). Avoid fancy
fonts and flashy document-template formats,
but you may include images, graphs, charts, or diagrams if they
help establish a point. Be sure you have
included all of the elements essential to writing strategy you
have selected.
Review Rubric and Proofread before Submitting
It is essential that you carefully review the Final Research
Paper Rubric (link is provided in course) both
before you begin writing the paper and again, once you have
completed it. It lays out, in specific detail, the
criteria your paper must meet to achieve the highest possible
score. If you fulfill all of the criteria in the
“Outstanding” column, you will have written an “A” paper. If
you feel that what you have written fails to
meet the criteria you are attempting to satisfy, then it is time to
go back and think things through more
carefully and edit your paper accordingly. Finally, do not
submit your paper without proofreading it. It is
indeed a rare occasion when the first draft is perfect, or even
the best one can do. An experienced writer
will tell you that the paper gets better with every review and
revision.