...Module 4 Critical Thinking Case: Locating the New Recreational Vehicle Plant Module 4 Critical Thinking Case: Locating the Recreational Vehicle Plant The company GFMC wants to expand its U.S. operations and build a new plant to manufacture motorized recreational vehicles. The plant would employ 500 workers and GFMC would like to keep the new union-free. The United Automobile Workers (UAW) and other international unions may attempt to organize the workers after the first year. A planning committee is created and part of the committees’ responsibility is to provide advice about size, location, staffing, wages, and benefits to the company. This paper will outline what advice the committee could provide to GFMC to keep the new plant union-free and competitive. The first recommendation should be regarding the location of the plant. The plant should be located in a state with low union membership, so that unionization can be avoided. According to the Bureau of Labor Statistics (2014), South Carolina is the state with the lowest union memberships at 3%. Therefore, South Carolina would be the ideal state for the plant. The next recommendation is to survey the area of the plant for local wages and benefits and make sure that wages and benefits are compatible with the local area. This would avoid the need of a union to come in to bargain wages and benefits. When a company leads the market in pay levels, implements merit pay policies, and uses performance measures to increase pay...
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...Harvard University Fall 2014 MGMT E-4000: Organizational Behavior – Tuesday: 5:30 - 7:30 PM Online – Live Web conferencing/Hybrid (Weekend Required) Dr. Carmine P. Gibaldi Telephone: (718) 990-7446 Fax: (516) 944-4005 E-mail: cgibaldi@fas.harvard.edu Appointments: By appointment via the web, telephone, and in person COURSE DESCRIPTION This course deals with human behavior in organizations and with practices and systems with in organizations that facilitate or hinder effective behavior. Conceptual frameworks, case discussions, and skill-oriented activities are blended within each topic. Topics include communication, motivation, group dynamics, leadership, power, and organizational design and development. Class sessions and assignments are intended to help participants acquire the skills that managers need to improve organizational relationships and performance. COURSE OBJECTIVES This course aims to improve ones understanding of human behavior in organizations and ones ability to lead people to achieve more effectively and how to increase organizational performance. Readings are assigned to give the student a clear understanding of the specific material. Cases are assigned to afford the student the opportunity to apply the theory, and put it into practice. Students will be expected to explore and reflect on their own experiences in the work place, and discuss ways in which they might apply the material to their daily...
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...Labor Legislation Analysis Makisha S. Howell MGT 516- Effective Labor Management Colorado State University-Global Campus Prof. Kurt Miller January 14th, 2015 Labor Legislation Analysis Within the 20th century its Labor Legislations have been a key component for employers and employees. The main focal point for Labor legislations were set in place to give employees a platform and security under many working conditions. There are rules and regulations to abide by but the end result is what will not only protect the company/organization but their workers so it’s pretty much a win-win situation. In this paper you will read about two labor legislations that spark interest and what employees find very helpful if ever needed. Occupational Safety and Health Act The Occupational Safety and Health Act (OSHA) didn’t become a primary federal law until the 1970’s. This particular law focused on the overall safety and health of a workplace, it was enforced by congress and signed by then president Richard Nixon in December of 1970’s. The main point of this law was to ensure that all employers provided their employees/workers from a hazardous working environment. This hazardous working conditions consist of excessive noise, unsanitary conditions, cold or heat stress...
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...Hall CAMPUS TELEPHONE 463-5728 E-MAIL ADDRESS Matthew.Sonfield@ hofstra.edu (e-mail messages will receive responses much faster than voice-mail messages) HOME PAGE http://people.hofstra.edu/hu/faculty/matthew_sonfield/ GENERAL INFORMATION Location of Department Office 228A Weller Hall Telephone of Department (516) 463-5726 Department Chairperson Dr. Li-Lian Gao HOFSTRA UNIVERSITY BULLETIN DESCRIPTION OF COURSE A capstone course enabling students to integrate functional area knowledge in order to effect managerial decisions and assume leadership roles in organizations. Theory and concepts are applied using both case analysis and a computer-based business simulation. Topics include: elements of the strategic planning process, such as strategy formulation and implementation; ethics and corporate social responsibility; corporate, business, and functional-level strategy; the relationship between strategy and organizational structure; and strategic control and reward systems. PREREQUISITES OF COURSE Business majors with senior class standing and MGT 101, FIN 101 and MKT 101. (Students who have completed 88 s.h. or above may seek a...
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...Legal Status of Unions Legal Status of Unions The history of the American labor movement coincides with the development of labor unions in the United States, from the initial local craft unions like the Federal Society of Journeyman Cordwainers (shoemakers), to the formation of national unions such as the National Labor Union (NLU) and the Knights of Labor, creation of the American Federation of Labor (AFL), and the Congress of International Organizations (CIO), the merger of the AFL-CIO, and its breakup through the defection of the national unions that formed the Change to Win (CTW) coalition (Fossum, 2012, pp. 27-34, 53-54). Paralleling the union development was a series of national labor legislation: Railway Labor Act (1926), Norris-LaGuardia Act (1932) legitimizing collective bargaining, National Industrial Recovery Act (1933), ruled unconstitutional in 1935, National Labor Relations Act (Wagner Act, 1935) establishing the National Labor Relations Board (NLRB), Taft-Hartley Act (1947), and Landrum-Griffin Act (1959) (Fossum, 2012, pp. 63-75). This paper will examine this evolution of the legal status of American unions and what union activities were restricted by laws and courts; the major contributing causes to the failure of uplift unionism; advantages and disadvantages of a business union vs. labor political party approach; leading personalities contributing to the definition of labor relations in the United States; and the most effective union leaders during the...
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...Assignment on Information System of British American Tobacco Bangladesh Prepared for: Course Instructor: Dr. Alamgir Hossain Course No: BUS 516 Prepared by: Name | ID | Israt Nadia Orin | 131 1472 060 | Tazeen Hussain | 131 0699 060 | Marjana Tabassum Anna | 132 0636 060 | Shristi Rana | 131 0733 660 | Date of Submission: 19-08-2013 School of Business North South University Table of Contents 1. Letter of transmittal ……………………………………………………………………………. 3 2. Acknowledgement …………………………………………………………………………… 4 3. Executive Summary ……………………………………………………………………………. 5 4. Chapter: 1 Organizational Overview ……………………………………………………………………… 6 1.1 Background of British American Tobacco Bangladesh ……………………. 6 1.2 Production Process Overview ……………………………………………………….. 6 Production Process Flow ………………………………………………………………… 7 1.3Green Leaf Threshing Plant ………………………………………………………………. 8 1.4 Primary Manufacturing Departments………………………………………………. 8 1.5Secondary Manufacturing Departments ……………………………………………. 8 1.6 Distribution and Consumer ………………………………………………………………. 8 5. Chapter: 2 Information System in BATB ……………………………………………………………… 9-15 5. Chapter 3 Limitations …………………………………………………………………….. 16-17 6. Chapter 4 Prospects ……………………………………………………………………………. 18 7. Chapter 5 Conclusion……………………………………………………………………………. 19 8. Bibliography …………………………………………………………………………………………. 20 19th August, 2013 The Course Instructor...
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...TUI University William A. Green IV Module One Case Assignment MGT 516: Legal Implications in Human Resource Management Dr. Kyle Steadham 18 August, 2014 Introduction For our module ones case assignment we will look at the Gelato Cheese Company. It has 100 employees at its principal processing plant. The plant crew is primarily young with 85% between the ages of 25 and 35. It is located in Heartland Corners U.S.A. which is comprised of 50% white and 25% African American with the remaining 25% Hispanic American, Asian American and others. The company requires a high school diploma for employment on its cleaning crew and the entire crew is white. Statistically, 75% of Heartlands Corners white population has completed high school while 25% of those in minority groups have completed high school. We will look to see if the company is in in compliance with Title VII of the Civil Rights Act (CRA) of 1964 and the Age Discrimination Employment Act (ADEA) and if the company should make any changes to their policies and why those changes are necessary along with recommendations. We will also discuss how Title VII of the CRA of 1964 and the ADEA may or may not apply and how disparate treatment and adverse impact may or may not apply. There is also a reference page at the end of the paper quoting references and a grading rubric. Compliance to CRA 1964 The CRA barred racial discrimination in businesses, voter registration, and in any program that received support...
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...ork2012 - 2013 Catalog A Message from the President “Sullivan University is truly a unique and student success focused institution.” I have shared that statement with numerous groups and it simply summarizes my basic philosophy of what Sullivan is all about. When I say that Sullivan is “student success focused,” I feel as President that I owe a definition of this statement to all who are considering Sullivan University. First, Sullivan is unique among institutions of higher education with its innovative, career-first curriculum. You can earn a career diploma or certificate in a year or less and then accept employment while still being able to complete your associate, bachelor’s, master’s or doctoral degree by attending during the day, evenings, weekends, or online. Business and industry do not expand or hire new employees only in May or June each year. Yet most institutions of higher education operate on a nine-month school year with almost everyone graduating in May. We remained focused on your success and education, and continue to offer our students the opportunity to begin classes or to graduate four times a year with our flexible, year-round full-time schedule of classes. If you really want to attend a school where your needs (your real needs) come first, consider Sullivan University. I believe we can help you exceed your expectations. Since words cannot fully describe the atmosphere at Sullivan University, please accept my personal invitation to visit and experience...
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...Project Paper The Role of Cultural Values in Business Ethics: the case of ICT companies Muhammad Fikri Bin Ahmad (1022133) (Email:fikriahmad91@gmail.com) Mohamad Amali Bin Maulan (1013901) (Email: aku_amali@yahoo.com) Muhammad Muslim Bin Samsudin(1012545) (Email: aim_messi@yahoo.com) Tengku Muhammad Ihsan bin Tengku Hishamuddin (1027923) (Email: ihsan_libra@hotmail.com) MGT 3020 Business Ethics Section 1 IIUM Gombak 15th June 2011 The Role of Cultural Values in Business Ethics: the case of ICT companies Tengku Muhammad Ihsan Bin Tengku Hishamuddin, Mohamad Amali bin Maulan, Muhammad Muslim Bin Samsudin, Muhammad Fikri Bin Ahmad Kuliyyah of Economics And Management Sciences, International Islamic University Malaysia, Gombak, Malaysia. ABSTRACT Purpose-This paper aims to obtain views in ICT company regarding the role of cultural values in company performance in terms of customer satisfaction, skills in solving problems and capability in adopting new technologies and its influence to people behavior in terms of innovativeness and motivation. This paper also contributes to the discussion of cultural values in business ethics. Methodology-Data are collected through one on one interviewing process with 15 managers. Findings-The two main findings are firstly identified the moderating effects association between cultures in Malaysia with ICT company performance in terms of profit, customer satisfaction and capability in solving problems and adopting...
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...bru6171X_case02_023-038.qxd 11/24/12 2:24 PM Page 23 CASE 2 Bill Miller and Value Trust Bill Miller’s success is so far off the charts that you have to ask whether it is superhuman. Quite simply, fund managers are not supposed to be this good. Is it mortal genius, or is it celestial luck?1 By the middle of 2005, Value Trust, an $11.2-billion mutual fund2 managed by William H. (Bill) Miller III, had outperformed its benchmark index, the Standard & Poor’s 500 Index (S&P 500), for an astonishing 14 years in a row. This record marked the longest streak of success for any manager in the mutual-fund industry; the next longest period of sustained performance was only half as long. For many fund managers, simply beating the S&P 500 in any single year would have been an accomplishment, yet Miller had achieved consistently better results during both the bull markets of the late 1990s and the bear markets of the early 2000s. Over the previous 15 years, investors in Value Trust, one of a family of funds managed by the Baltimore, Maryland–based Legg Mason, Inc., could look back on the fund’s remarkable returns: an average annual total return of 14.6%, which surpassed the S&P 500 by 3.67% per year. An investment of $10,000 in Value Trust at its inception, in April 1982, would have grown to more than $330,000 by March 2005. Unlike the fund’s benchmark, which was a capitalization-weighted index composed of 500 widely held common stocks, Value Trust only had...
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...Forage for Thought: Mobilizing Codes in the Movement for Grass-fed Meat and Dairy Products Klaus Weber Northwestern University Kathryn L Heinze Northwestern University Michaela DeSoucey Northwestern University This study illuminates how new markets emerge and how social movements can effect cultural change through market creation. We suggest that social movements can fuel solutions to three challenges in creating new market segments: entrepreneurial production, the creation of collective producer identities, and the establishment of regular exchange between producers and consumers. We use qualitative data on the grassroots coalition movement that has spurred a market for grass-fed meat and dairy products in the United States since the early 1990s. Our analysis shows that the movement’s participants mobilized broad cultural codes and that these codes motivated producers to enter and persist in a nascent market, shaped their choices about production and exchange technologies, enabled a collective identity, and formed the basis of the products’ exchange value.• The creation of new markets is an important engine of economic and cultural change. But new markets do not emerge naturally; rather, they often arise from collective projects that mobilize the necessary economic, cultural, and socio-political resources (Fligstein, 1996; Swedberg, 2005). A growing body of research suggests that social movements can play a central role in fueling such projects (Carroll and Swaminathan...
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...MORGAN STANLEY RESEARCH ASIA/PACIFIC Morgan Stanley Asia Limited+ Brian Y Leung Brian.Leung@morganstanley.com +852 2848 5220 Jacky Chan Jacky.K.Chan@morganstanley.com +852 2848 5973 Angus Chan, CFA October 25, 2013 Industry View In-Line Angus.Kon.Chan@morganstanley.com +852 2848 5259 China Property Asia Insight: Is 2014 Another Robust Year? We expect 2014 contracted sales growth to be flat while policy risk is on the rise given the strong ASPs. We downgrade our industry view to In-Line. We favor stocks with greater exposure to the mass market segment of non-top-tier cities; Vanke, CG and Shimao are our top picks. Industry view downgraded to In-Line: We are less optimistic than consensus about the contracted sales and ASP outlook in 2014; we expect flat growth amid the increased policy risk and steady demand. MSCI China Real Estate index has outperformed MSCI China by 15% in the last 12 months. The average share price upside of our coverage universe has narrowed to 11%. Favor non-HPR/mass-market: We are more skeptical about tier-one cities given the 56% jump in land sales volume YTD and heightened policy risk amid the surge in ASPs. Demand-supply in lower-tier cities should continue to improve; we think there could be a third consecutive year of zero growth/decline in land sales in 2013, bringing down inventory-turnover. 17% contracted sales growth in 2014: We expect our coverage universe to continue to gain market share but they may only achieve half...
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...THE KENYA UNIVERSITIES AND COLLEGES CENTRAL PLACEMENT SERVICE University of Nairobi, Kenya Science campus Telephone : 0723954927, 0734879662 Email : kuccps@uonbi.ac.ke Website : http://kuccps.uonbi.ac.ke P.O. Box 105166 – 00101 Nairobi KENYA UNIVERSITIES AND COLLEGES CENTRAL PLACEMENT SERVICE (KUCCPS) PROCEDURE FOR ONLINE APPLICATION FOR PLACEMENT TO UNIVERSITIES AND COLLEGES 2013 KCSE EXAMINATION CANDIDATES 1 INTRODUCTION The Kenya Universities and Colleges Central Placement Service (Placement Service) was established as a Body Corporate under Section 55 of the Universities Act No. 42 of 2012 with its functions being to, among others co-ordinate the Placement of Government Sponsored Students to Universities and Colleges. A placement Policy and procedure for placement was subsequently developed and approved by the Board of the Placement Service. Based on the total declared capacity for programmes under Government sponsorship, and the performance analysis of the 2013 K.C.S.E Examination results, the Placement Service has set the cut off point for admission to bachelors degree programme at B of 60 points for male candidates and B- of 58 points for female candidates. In addition, all Candidates with a minimum overall grade of C- are eligible to apply for diploma programmes. The Placement Service therefore wishes to inform the 2013 K.C.S.E Examination Candidates that the online application system will open for application on Monday, May 19, 2014 at 0000 hrs and will close on...
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...MASTER OF BUSINESS ADMINISTRATION (Bilingual) September Intake, 2009 Chương trình Thạc sỹ Quản trị Kinh doanh (Hệ song ngữ) Nhập học: 09/2009 Subject code (Mã môn học) Subject name (Tên môn học) : MGT 510 : QUẢN TRỊ CHIẾN LƯỢC Student Name (Họ tên học viên) : NGUYỄN NGỌC QUYÊN TP.HỒ CHÍ MINH - 2010 Luận Văn Tốt Nghiệp GVHD: PGS.TS. Đào Duy Huân TÓM TẮT ĐỀ TÀI Quản trị chiến lược có vai trò quan trọng trong sự phát triển tổ chức. Nền kinh tế cạnh tranh càng gay gắt thì quản trị chiến lược càng có giá trị. Hiện nay có nhiều mô hình quản trị chiến lược, trong đó có 3 mô hình được sử dụng phổ biến: Mô hình Delta, bản đồ chiến lược và chuỗi giá trị M.porter. Trong bối cảnh toàn cầu hoá kinh tế, môi trường thường xuyên thay đổi, để tồn tại và phát triển, Công ty Cổ phần Thương mại-Dịch vụ Bến Thành (Ben Thanh TSC) cần có chiến lược kinh doanh luôn phù hợp với môi trường. Xuất phát từ thực tế đó, tôi chọn đề tài “Phân tích, đánh giá và đề xuất chiến lược của Ben Thanh TSC giai đoạn 2011 – 2015”. Để hoàn thành đồ án, tôi sử dụng các phương pháp nghiên cứu: Thu thập dữ liệu thứ cấp qua các nguồn như báo chí, internet, tài liệu nội bộ…Thu thập dữ liệu sơ cấp thông qua bảng câu hỏi gửi đến đối tượng cần khảo sát để đánh giá sự hài lòng của khách hàng đối với sản phẩm, dịch vụ của Ben Thanh TSC. Với phương pháp nghiên cứu đó tôi thu được các kết quả sau: (1) Khái quát các mô hình chiến lược: Delta, bản đồ chiến lược và chuỗi giá trị của M.Porter để làm khung lý thuyết...
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...A Project Report On Summer Training at Krishak Bharti Co-Operative Ltd. HAZIRA Submitted by: Exam Nos. Deepak Sharma 85 Anish Nair 46 Zaid Patel 70 Kevin Varsani 101 Tandel Gracee 93 Submitted to: Radha Vyas Jueela Mankar Namrata Khilochiya Hiren Patel Vivekanand College for BBA, Surat Academic Year-2006-07 ACKNOWLEGMENT Sharing our experience is one of the biggest honors, which every one cannot experience. To share our experience at KRIBHCO as management student is a matter grate honor and pride. We are grateful to KRIBHCO for letting us to do this project. We express our gratitude to Mr. Sunil jain (P&A Manager) Mr.Sampat (store department), Mr. Thomas T.S. (F & A Deptt), Mr. M.N Patel (H.R.D Deptt) .We are really thankful to employees of KRIBHCO who have been guiding us in this path Step by step and have made our path really simple to get through .we will use this experience through out our career and will make our future bright. So once again we thank all of them. In...
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