...The Case of the Troubled Computer Programmer By: William J. Frey This case study was developed from a scenario provided by Olga Rosas-Velez, presented before the DOLCE workshop, summer 2000. You are a computer programmer working for a small business that provides specialized financial services to local, mostly small businesses. You have been working for company X for about six months. Recently X has been occupied with reengineering the inventory system of a local hardware chain, ABC Hardware. The objective is to enable ABC to keep better track of their inventory, to be more responsive to changes in customer demand, and to adopt a “just in time” strategy to reduce inventory. Your supervisor calls you into his office. “Do you know of any existing software products to help ABC keep better track of its inventory?” You mention a particular product that you have worked with in another job and point out that ABC could use it without any modification. The only drawback, you point out, is that this software is somewhat expensive. Your supervisor leans back in his chair, puffs on his cigar and says, “That’s no problem. We have that software. Why don’t you just install it on ABC’s computers?” You diplomatically indicate that this would violate the licensing agreement X has with the developers of the software. “Do it anyway,” your supervisor says. “Nobody’s going to find out, and ABC is a very important client. We need to do all we can to keep them happy.” What should...
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...Case Study - The Schoen Ultimatum As newly-appointed Director of Human Resources, Clarissa Schoen was assigned principal authority and responsibility to coordinate, write and implement the company Human Resources Plan and any related strategies so as to ensure consistency throughout the company. In announcing Schoen’s appointment to the newly established position several months ago, the CEO indicated the advantages of a centralised HRM Division at the present stage of the company’s growth, and he urged all business managers and supervisors to give the new department their full cooperation. The CEO’s directive notwithstanding, most business managers have failed to give Clarissa Schoen very much cooperation. For example, when sending requests that new employees be hired, many supervisors are still not submitting associated job descriptions and person specifications which Schoen has requested be provided as a matter of routine. As a result, Human Resources cannot determine the required applicant qualifications in such instances but rather is forced to send the applicants to the department concerned for preliminary screening as well as final selection. Of the eight employee dismissals that have taken place since Schoen assumed her duties, in only two instances did the supervisor request the action through HRM. In the other cases the supervisor simply sent a memo informing Schoen of the action with little, if any, explanation given. Realising the necessity of working...
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...Below To Buy: http://hwcampus.com/shop/bis-261-week-1-ilab/ Please you only accept the assignment if you can do in 4 hours and 30 mnts STEP 1: Review background information Review the case study on Acme Medical Data Storage LLC, given in the Scenario/Summary section above, paying careful attention to the characteristics of the company and its IS projects. NOTE: This is an individual, not a team, iLab. In your review, make notes specifying how you would rate the following characteristics of the company and project. These notes will not be turned in, but you will use them in conducting your analysis in Step 2 and preparing your memo in Step 3. 1. Is theproject technologyextremely stable, moderately stable, or experimental? 2. At the start of the project, are theproject requirementswell known, partially known, or mostly unknown (i.e., experimental)? 3. Is theproject domainheavily regulated, moderately regulated, or lightly regulated by government or other outside agencies? 4. Is thesize of the organizationlarge, mid-sized, or small? 5. Is theorganizational culturebureaucratic, mixed, or entrepreneurial? 6. Is theorganization's competitive environmentslow-paced, moderately paced, or fast-paced? STEP 2: Analyze SDLC suitability Based on the information given in the case study, analyze the suitability of a specific Software Development Life Cycle (SDLC) model for Acme Medical Data Storage LLC: • If the last digit of your DSI Number is 0, 1, 2, or 3, use theWaterfall...
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...Below To Buy: http://hwcampus.com/shop/bis-261-week-1-ilab/ Please you only accept the assignment if you can do in 4 hours and 30 mnts STEP 1: Review background information Review the case study on Acme Medical Data Storage LLC, given in the Scenario/Summary section above, paying careful attention to the characteristics of the company and its IS projects. NOTE: This is an individual, not a team, iLab. In your review, make notes specifying how you would rate the following characteristics of the company and project. These notes will not be turned in, but you will use them in conducting your analysis in Step 2 and preparing your memo in Step 3. 1. Is theproject technologyextremely stable, moderately stable, or experimental? 2. At the start of the project, are theproject requirementswell known, partially known, or mostly unknown (i.e., experimental)? 3. Is theproject domainheavily regulated, moderately regulated, or lightly regulated by government or other outside agencies? 4. Is thesize of the organizationlarge, mid-sized, or small? 5. Is theorganizational culturebureaucratic, mixed, or entrepreneurial? 6. Is theorganization's competitive environmentslow-paced, moderately paced, or fast-paced? STEP 2: Analyze SDLC suitability Based on the information given in the case study, analyze the suitability of a specific Software Development Life Cycle (SDLC) model for Acme Medical Data Storage LLC: • If the last digit of your DSI Number is 0, 1, 2, or 3, use theWaterfall...
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...contract, employer deference, and the belief that both employers and employees favor an at-will employment relationship over job security. At-Will Defined At-will means that an employer can terminate an employee at any time for any reason (except an illegal one), or for no reason without incurring legal liability. Likewise, an employee is free to leave a job at any time for any or no reason with no adverse legal consequences. Exceptions to the At-Will Presumption Common Law • Public Policy • Implied Contract • Implied Covenant of Good Faith and Fair Dealing • Tort-Based Claims Limiting At-Will Employment • Promissory Estoppel Statutory • Illegal Discrimination • Retaliation (whistleblowing) Introduction to case study As a manager and supervisor of an accounting department, discuss the following issues related to the employment-at-will doctrine and liability of an employer based on actions and responses to the employee’s behavior and actions. Jennifer, a recent graduate, has recently been hired by your accounting firm out of college. Upon being hired, she engages in a number of different behaviors that need your attention. Scenario One Jennifer seems to be unable to learn the computer applications that are basic to her job responsibilities, but, consistently “tells” her boss that she is “a good worker and a genius” and that he does not “appreciate her”. Even after a few months of training and support, she...
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...Summary of Facilities scheduling at Mayer manufacturing case study Eddie Turner was appointed as a section supervisor in charge of scheduling activities for the new engineering research laboratory at the Mayer manufacturing company. Eddie reported to Gary Whitehead who was the manufacturing division manager. The new test lab was going to be used by the engineering, manufacturing and quality control departments to test therefore a proper schedule was needed to ensure every department got the appropriate schedule times and alleviate problems that were previously experienced. Eddie Turner’s responsibility was to have complete authority to establish priorities for use of the new test facility with approval from his manager Gary Whitehead in order to ensure there was no conflict between the departments and this meant a change in policy over the use of the new lab. On several occasions Eddie turned to his manager to explain the difficulties he experienced with his job however he did not get a resolution from his manager. The first encounter was when he explained that he cannot satisfy all department managers as they thought he was selecting departments to use test lab based on his favourites. Gary Whitehead dismissed the complaint and said it was part of Eddie’s job to resolve the issue. The second issue he raised was that the organizational structure does not support and respect his position because he is a section supervisor dictating testing schedules for department managers....
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...Case Study 28 – Suburban Health Center RE: After studying the case, prepare a written disciplinary memo to Wilson detailing the issues that were observed, the deviations from the standard policies, necessary steps for correction with timeframes, and consequences for non-compliance. Copy the instructor (your superior, Graham) on the memo. Also, as a supplement to the memo and written to your superior only, prepare a brief report (2-3 paragraphs) on which style of leadership you would like to employ to correct the situation and use support from text and other management resources. CONFIDENTIAL MEMORANDUM To: Betsy Graham Metro City Health Department Supervisor As you know there has been significant stories regarding employee Dorothy Wilson and her unfavorable rapport she has at Suburban. The depth of the problem is much bigger than I even realized, such that I am asking you to take disciplinary action on behalf of Suburban Health Center by terminating RN Dorothy Wilson. This letter highlights the official written report of Dorothy Wilson’s job performance. This analysis was prepared from my own research that was conducted from 2 weeks of extensive review on Wilson’s job performance, employee relations, and the evaluation of her personal file. CC: Dorothy Wilson Surburban Health Center and Staff RN From: Metro City Health Department Supervisor(s) This is in regards to the multiple issues of absenteeism, tardiness, careless work, and failure to follow rules/directions...
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...Teddy's Supplies' CEO has asked you to advise him on the facts of the case and your opinion of their potential liability. Write a memo to him that states your view of whether the company is exposed to liability on all issues you feel are in play. Include in your memo any laws that apply and any precedent cases either for or against Teddy's case that impact liability. Include your opinion of the "worst case" of damages the company may have to pay to Virginia. Student Answer: Dear Mr. Moore, After extended further research & study on this case, I would have to say that Teddy's Supplies is reliable for workplace and sexual harassment against Virginia Pollard. The environment that Ms. Virginia Pollard was placed in was indeed a "hostile" environment under the supervision of Steve King. When there is one female working in an environment with all males the CEO is to make sure that the woman is treated fairly. Even though Virginia participated in sexual harassment situations upper level management never reported or did anything to stop those things from going on. If the harassment did not lead to a tangible employment action then the employer is liable unless 1. it exercised with reasonable care to prevent & promptly correct any form of harassment or 2. the employee unreasonably failed to complain to management or to avoid harm. Laws that apply to this are 1. Workplace harassment is any unwelcome or unwanted conduct that shows hostility or an aversion toward another person on...
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...COURSE OBJECTIVES Financial and management accounting are more closely linked in practice than one might expect from reading traditional textbooks and the problems to be resolved often have income tax and auditing consequences as well. This seminar is designed to provide you with opportunities to apply general concepts and principles learned in intermediate and advanced financial accounting courses to new economic transactions and business decisions. Cases will be used to permit you to practice the skills you will need as a professional accountant whether in public accounting or private industry. In particular, this course is intended to refine your skills in researching the professional accounting literature to solve particular accounting problems, to arrive at defensible solutions where GAAP is vague or nonexistent, and to present your research conclusions in a professional manner. You will have opportunities to present your work orally and in writing. REQUIRED MATERIALS: A recent Intermediate Accounting text (Kieso used in Acct 315 & 414 would be fine) A recent Advanced Accounting text (whatever was used in for Acct 415-515 would be fine) On-line access to FASB’s ASC (accounting standards codification). The Department has purchase academic license so you can use the $850 “professional” version rather than the free version which has fewer bells and whistles. You can log on from fasb.org but it will take you to http://aaahq.org/ascLogin.cfm where you enter...
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...Case Study 1: Communication Dilemma – Getting Credit Tabitha E. Taylor Professor Bagher Fardanesh MGT 522 – Women in Leadership March 15, 2015 Propose some lessons we can learn from gender communication in business. Some of the main focuses of gender communication in business are the differences and stereotypes of the way females and males communicate. From their use of language, tone, to negotiation skills, men and women have always differed. This mainly stems from the upbringing of girls and boys. There are various lessons society can learn from gender communication in business. Some of the main these lessons can be learned are the following; • Understanding the differences in leadership styles of men and women. • Identifying what types of non-verbal communication methods men and women utilize. • Describing the stereotypes and other biases against women and men in the work place. Men and women have very different leadership styles. Women are classified as transformational leaders. Men are classified as more of transactional leaders. (Reeves 2010) Transformational leaders are more dedicated to building rapport and relationships with co-workers, supervisors, clients, or customers. Transactional leaders are more assertive, direct, and represent themselves in an authority figure image. Men and women utilize different methods of non-verbal communication. Women usually more reserved then males at work. They may simile and nod their head in meetings...
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...Organisational Behaviour FLEX TIME Case Analysis Group Members Summary of the Facts Electro Electronics was an electronic research firm established in 1948 and was based in Houston, Texas. Over time, the firm grew into a product area of electronic test instruments and commercial building control systems. Despite these changes, the firm was still involved in contract work. Mr. Fred Codova was the President of the company at this time. Due to severe traffic problems the implementation of a ‘Flex Time’ system was undertaken per suggestion from the Mayor. This implementation was said to be able to increase productivity along with a higher morale of work. President Cordova assigned the task of designing the plan and writing a memo to the Director of Personnel, Richard Sasche.The company was accustomed to the traditional work hours. The rush hour in the morning and evening period had always caused problems amongst the work force. The memo about the Flex Time plan was suggested to be posted for all employees to see. The memo informed workers about the plan and its guidelines. The Digital Display team was headed by Jim Hallora, who was the project coordinator. Jim worked at the firm for 27 years and is considered conservative with his thought and unsociable yet very argumentative whenever his mandates are criticized. He always exerts much authority over his workers.The Flex Time program is implemented and Jim disagrees and writes his own memo to be able to control and supervise...
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...Case Study 1.1 INTRODUCING WORK-LIFE BALANCE AT OXFORD MANUFACTURING Fiona McQuarrie, University College of the Fraser Valley Oxford Manufacturing is a company with 350 employees in a large Midwestern city. It specializes in producing custom plastic products, although it also manufactures a range of small plastic items (such as storage boxes and water bottles) that it sells to wholesale distributors. Because of the variety of products the firm produces, its workers have a wide range of skill levels and qualifications: engineers with university degrees work on design and production specifications for customized products, and assembly line workers, some of whom did not finish high school, operate machines in the production facility. The company’s plant operates 12 hours a day, seven days a week—although if a large order cannot be produced during regular hours, operating hours may be added to meet that demand. Over the last few years, where Oxford is located, the demand for workers has begun to exceed the supply. Oxford’s owners have realized that the company can no longer afford to sit back and let potential employees find them, as was the case in the past. They also realize that the company is now increasingly competing for employees, especially skilled ones, with other manufacturing firms in the same area. These realities have led Oxford’s owners to decide that Oxford needs to be seen as a “preferred employer” if it is going to attract and retain the best employees. They...
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...Jones and Shephard Accountants (Chapter 3, pp 138 - 140) This week's assignment consists of a case study from the text. Read the case study and prepare answers to the essay questions listed here. If the question is asking your opinion, you must provide a rationale or evidence from the case to justify your position. When you are ready, Click the Begin Checkpoint button below, where you will enter your answers. Please make sure to prepare your answers before you enter the Checkpoint assignment. See Syllabus/"Due Dates for Assignments & Exams" for due date information. For all of the case studies that you are reviewing and analyzing, you are expected to exercise good observation and thorough critical thinking skills. You are also expected to use good writing skills, with good grammar and spelling. You should prepare your answers in Microsoft Word prior to entering them in to the Checkpoint tab. Use the functions of Microsoft Word to help you. You may enter this area as often as needed before the due date. However, be sure to save your updates each time you enter the Checkpoint tab. Be sure to submit your answers when you are finished. Case Study Questions: 1. Provide a synopsis of the Jones and Shephard case. 2. Highlight three enterprise management causes/considerations and three project management causes/considerations for the situation. Include what seemed to be missing. 3. Consider that you are the systems manager who is now responsible for redesigning the organizational...
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...Review the Virginia Pollard case information located at the beginning of this project: You Decide ES. (If you click here, you will return to the face-sheet of the project area. To return to this page, click the Begin button again. You can do this all week.) To do well on this project, study the readings for this week and consider the work we did in Week 5. You may want to do some outside research for this project as well, reviewing recent case law on discrimination and harassment and including that in your answers to the project. Do not discuss this project with your classmates. You should do the work on your own. This project is "pooled," meaning your classmates may have different questions than you do. This project is worth 100 points toward your final grade. You can access this area all week and continue updating your answers until the end of the week – be sure to hit "save answers" before leaving each time! When you are done working on the project, hit "Submit for grade," and then it will be available in the grade book for grading. Your role in answering the questions: You are the independent human resources consultant hired by Teddy's Supplies to help explain to the company what the case against them will entail. You have gleaned the facts from your investigations into the situation to date. You have never talked with Virginia Pollard. The case is currently in the appeals stage and the company executives have some questions for you. Answer them using the most recent legal...
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....................................................................................................................8 Training Session Checklist...............................................................................................9 Trainer’s Instructions for Using the Book The Human Touch Performance Appraisal.........................................................10 Tips for Transferred Learning ........................................................................................11 Possible Session Agendas ...............................................................................................12 Trainer’s Personalized Session Agenda............................................................................13 Invitation Memo to Participants ...................................................................................14 Trainer’s Instructions for the Pretraining Survey....
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