...16.1 Specific Performance The California and Hawaiian Sugar Company (C&H), a California corporation, is an agricultural cooperative owned by 14 sugar plantations in Hawaii. It transports raw sugar to its refinery in Crockett, California. Sugar is a seasonal crop, with about 70 percent of the harvest occurring between April and October. C&H requires reliable seasonal shipping of the raw sugar from Hawaii to California. Sugar stored on the ground or left unharvested suffers a loss of sucrose and goes to waste. After C&H was notified by its normal shipper that it would be withdrawing its services at a specified date in the future, C&H commissioned the design of a large hybrid vessel—a tug of a catamaran design consisting of a barge attached to the tug. After substantial negotiation, C&H contracted with Sun Ship, Inc. (Sun Ship), a Pennsylvania corporation, to build the vessel for $25,405,000. The contract gave Sun Ship one and three quarter years to build and deliver the ship to C&H. The contract also contained a liquidated damages clause calling for a payment of $17,000 per day for each day that the vessel was not delivered to C&H after the agreed-upon delivery date. Sun Ship did not complete the vessel until eight and one-half months after the agreed-upon delivery date. Upon delivery, the vessel was commissioned and christened the Moku Pahu. During the season that the boat had not been delivered, C&H was able to find other means of shipping the crop from Hawaii to its California...
Words: 354 - Pages: 2
...BUS 303 Week 3 Assignment Characteristics for high performance Get Tutorial by Clicking on the link below or Copy Paste Link in Your Browser https://hwguiders.com/downloads/bus-303-week-3-assignment-characteristics-high-performance/ For More Courses and Exams use this form ( http://hwguiders.com/contact-us/ ) Feel Free to Search your Class through Our Product Categories or From Our Search Bar (http://hwguiders.com/ ) Compensation Analysis The strategic and tactical value of producing a evaluation system is how it helps a person to design and perform tactics or specific practices that produce trust, competitive advantage, and value and that accumulate power within the organization as well as the customers they transact with. The capacity to produce new, fresh and increasingly valuable offers and practices enables one to invent new actions to avoid threats, fulfill obligations and exploit opportunities to make the strategies effective, strategic and powerful enough to fulfill Tri-Emerald Group’s business ambitions. Without the production of offers such as this it is impossible to think or act autonomously, effectively, strategically or powerfully to design and perform strategies powerful enough to maintain standards in the top 10% of the marketplace. To Download Complete Tutorial Hit Purchase Button BUS 303 Week 3 Assignment Characteristics for high performance Get Tutorial by Clicking on the link below or Copy Paste Link in Your Browser https://hwguiders...
Words: 3015 - Pages: 13
...The setting on the classical ballet video and the contemporary ballet is similar. Neither of the videos showed any setting or used any props. It was simple and plain, as if to emphasize the performance of the dancers than that of the entire play. The costumes on the other hand were completely different. In the classical ballet performers wore fancy, beautiful, bejeweled, costumes while the contemporary ballet dancers wore simple, comfortable, light clothing. It is clear that the costumes are made with the dancers movements in mind. For instance, the classical ballet dancers have more restricting, less fluid movements, while the contemporary ballet dancers are fluid, flexible and contortionists. As for the lighting involved, the contemporary dancers were being focused on most of the time, while the performers’ of classical ballet were not. During the performance the classical ballet used live instrumentation, while the contemporary ballet performed to a recorded soundtrack. Stage #2-Analysis Use of body During their performances the dancers mostly used their legs, however the contemporary dancers used all of their body more than the classical ballet performers. The contemporary performers contorted their bodies to create different shapes. For instance, at the beginning of the performance the male dancer creates an M shape with his body as he approaches the female. These...
Words: 940 - Pages: 4
...------------------------------------------------- Performance based services CON 280 CON 280 Defining Performance Based Services The Federal Acquisition Regulation defines performance-based acquisition as “the means an acquisition structured around the results to be achieved as opposed to the manner by which the work is to be performed.” (FAR 2.1) Specifically performance-based services involve strategies, approaches and various techniques that assist with defining a service requirement based on performance objectives. There are specific characteristics that must exist in order for a requirement to be considered a performance-based acquisition and each characteristic influences and shapes the others. One of the most important characteristics necessary for a performance-based service acquisition is the performance work statement. The performance work statement, commonly known to acquisition professionals as the PWS is defined as the following: a statement of work for performance-based acquisitions that describes the required results in clear, specific and objective terms with measurable outcomes.” The performance work statement is the backbone of a performance-based service contract because it is responsible for specifying the definitive expectations of work that is necessary for the successful performance of a contract. As a contracting officer I am just as accountable as my customers to ensure that the performance work statement describes their needs...
Words: 819 - Pages: 4
...activities that generate performance, and input controls focus on resources used in performing a behavior (Wheelen & Hunger, 2008). Behavior controls define how an employee is to perform. These controls include standard operating procedures, instructions from one's supervisor, policies and rules. One behavior control is monitoring an employee during work. For example, monitoring an employee on a customer service phone call or reviewing a worker's computer for inappropriate content not related to work are types for behavior controls. Output controls include benchmarks and performance goals where the specific outcome can be measured. These include measurable facts and figures such as sales quotas or profit objectives. For example, a firm might tell its sales staff that it needs to sell 20% more than last year's figure or it might tell its operations managers that costs need to be reduced by 10% over last year's figure. Input controls include employee skills, motivation and knowledge. Hiring an individual with the necessary education and job skills to perform in a position is an input control. Additionally, there are several primary measures of corporate performance. Financial measures include return on investment (ROI), earnings per share (EPS), and operating cash flow. Shareholder measures include market value added (MVA) and economic value added (EVA). DQ 2 What methods would you consider to measure organizational performance? •SWOT Analysis- used to...
Words: 387 - Pages: 2
... Matrix organizations are kinds of structures that a categorized flexible and responsive and are characterized by employees having more than one supervisor and in order for them to perform at their highest level of productivity, they must have some area of expertise that is disciplined. The project team happens to become a creation of several highly imaginatively intelligent groups of people that are formed to collaborate with each other and strive at creating more diverse ideas, or putting a different take on some of the many already formed ideas and the opinions of those more diverse ideas. The collegial model works flawlessly when each member is able to be independent, but equally share management responsibilities or work out a specific rotation that meets each individuals peer or colleagues needs. The need or want for freedom or independence in the aforementioned paragraph has little merit when they must come together to satisfy matters that affect the entire group....
Words: 270 - Pages: 2
...opportunities and constraints they are facing ; major strengths and weaknesses. Then you will give a one or two sentence statement of what the company desires you to study (or address) in this project, or what they agree to let you study (the broad intent). 2. Project Objectives: In this section, you will delineate, as precisely as possible, the specific objectives of the project, using perhaps bullet style. The stated objectives should be consistent with the “broad intent” mentioned in Sec. The objectives should reflect an underlying principle / concept. 3. Scope: Relative to the objectives stated above, here you would explicitly specify the delimiting aspects, if any, that would define the scope of the current study. For example, if the study concerns “employee motivation,” and if it is agreed that only employees from production functions are to be studied, the scope would be restrictive to all the employees of the production function. If there are more plants than one, and if it is agreed that only a specified plant’s production function employees would be covered, then this would be a restriction. All such aspects would define the specific scope of the project. 4. Methodology: This section must explain your detailed plan for conducting project, covering sampling logic, data collection, questionnaire etc., and analysis plan 5. Analysis: The data collected will have to be coded and classified according to the research requirements and then analysed. A qualitative or quantitative...
Words: 338 - Pages: 2
...Objective The first objective of this lab was to determine if the coarse aggregate meets ASTM C33 standards for coarse aggregates. Also this lab was used to determine the specific gravities of the coarse aggregate. Lastly, this lab helped to determine if this coarse aggregate could be used to make a good gravel driveway. Apparatus and Materials 1. Ohaus Heavy Duty Solution Balance, model 1119, property of Bluefield State College. 2. Common sieves: 1 – ½”, 1”, ¾”, #4, #8, including the pan and lid. 3. Peerless Stove and Mfg. Co. oven, #2324DS (Solitest model L-90), property of Bluefield State College. 4. Common gravel aggregate. 5. Common flask. 6. “Bath Scale”, BSC # 18589. Method Sieve Analysis: This lab exercise determined the size of coarse aggregate as it passed through the given sieves resulting in a percent that passed though, and a percent that was isolated on the sieves. Gravel coarse aggregate was obtained and weighed using the Ohaus HD Solution Balance and approximately 1 kg of the gravel aggregate was measured. Sieves were obtained then stacked according to sieve size, from largest screen openings to finest, with the pan on the bottom. The 1kg of coarse aggregate was then poured over the top sieve and the lid was placed on top. The stack of sieves was then shaken by hand to sift the aggregate over the layers of sieves. The lid was removed and the coarse aggregate on each sieve was weighed and the weight was recorded...
Words: 817 - Pages: 4
...following, create a database in 3NF that addresses the information needs of the revenue cycle from the sales order through the billing of customers. Use only the fields given below in your tables. Amounts that can be calculated (e.g., invoice total) need not be stored. Business Rules: 1. Our company, Duly Noted Inc., has enough employees that separation of duties is effective. 2. We are a manufacturer and wholesaler of musical instruments. 3. We sell our products under our brand name to retailers; all of our customers are businesses, not individuals. 4. All of our customers are domestic (thus, all addresses include U.S. zip codes). 5. Assume that the zip code uniquely identifies one city in one state. 6. We use the specific identification method of inventory (“invy”) costing. 7. We offer our customers payment terms of 2/10, n/60, and we track sales by salesperson. 8. All new customers undergo a credit check before our initial sale is recorded. The credit check results in assigning a credit rating code of 1 (excellent) to 5 (poor) by the credit manager. Each code represents the maximum allowed open accounts receivable balance for the customer; these dollar amounts are reviewed and updated regularly (to account for inflation, market conditions, etc.). 9. Inventory items are identified by type (e.g., trumpet, xylophone) and by category (good, better, best). Each type is assigned a two-digit number code (e.g., trumpet = 12, xylophone = 77); the categories...
Words: 406 - Pages: 2
...organizational level, TNA is pitched at the big picture, dealing with the overall performance and existence of the organization as an entity within its environment or market. TNA here aims to ensure that the organization is capable of meeting its obligations and following its corporate plan. With a mindset of survival in a competitive environment, an HR strategy would typically be developed to support the corporate plan, which itself would be produced to cover a particular time period. The occupational level of needs analysis focuses on specific disciplines within organization, namely at the department level, to identify what skills shortages can be addressed through training and which areas require the recruitment of staff from without, in order to enable the departments to meet its obligations for the period. It would also address some of the environmental issues affecting performance, for example the equipments/software requirements Then there is a third level which reveals the needs of the individual. Variances between actual performance and planned performance at this level are commonly manifested as skills gaps, where the knowledge of the individual does not satisfy the requirement of the role. In order to obtain that knowledge, attendance on a formal training course might provide the desired solution. ORGANIZATIONAL Needs ANALYSIS Within AN ORGANIZATION, there are needs which may be specific to that group of people. It is also the case that those needs may not...
Words: 1907 - Pages: 8
...worth of specific job, utilizing the human talent in the best possible manner, eliminating unneeded jobs and setting realistic performance measurement standards. Where to place the employees in order to best utilize their skills and talent? How to determine the need of new employees in the organization? How to eliminate unneeded jobs? How to set realistic performance measurement standards? How to identify the jobs and prepare a plan to fill them? One of the main purposes of conducting job analysis is to prepare job description and job specification which in turn helps to hire the right quality of workforce into the organization (analysis process, 2012). An effective analysis of a particular job helps human resources maintain the right quality of employees, measure their performance on realistic standards, assess their training and development needs and increase their productivity. The first step in the job analysis process is to determine its need and desired and output (personal manager, 11/10). Second step is who will conduct the job analysis: The second most important step in the process of job analysis is to decide who will conduct it and for most companies they prefer having it performed by their own human resource department while other companies tend to hire job analysis consultants. The next step is to decide the way in which job analysis process needs to be conducted and having a planned approach of how to carry the process in order to investigate the specific job. Once...
Words: 603 - Pages: 3
...descriptions. In doing the analysis, you will need to gather information about the job, eg by interviewing employees, observing performance of certain tasks, asking employees to fill out questionnaires and worksheets, and collecting information about a job from other sources such as related units of competency. Whatever sources you use to get basic information on what the job entails, the analysis should end up with written results that can be reviewed by the incumbent, or other employees who know the job. During the review, duties, competencies, knowledge, skills, abilities, and other characteristics of the job can be added, deleted or modified. Job analysis is designed to provide a reliable method of quickly and effectively identifying critical competencies (ie knowledge, skills and abilities) and establishing the qualifications for a job or role. The step-by-step process below will assist you to complete a job analysis using the template provided. |Process |Explanation | |Step 1. Understand the job |Start by developing a complete understanding of the position. This is the foundation on which training (and | |including duties and tasks |other human resources processes) is based. The basis of a job is the performance of specific duties and tasks. | | | ...
Words: 822 - Pages: 4
...Analyzing a job Today's work environment requires employees to be skilled in performing complex tasks in an efficient, cost-effective, and safe manner. Training (a performance improvement tool) is needed when employees are not performing up to a certain standard or at an expected level of performance. The difference between actual the actual level of job performance and the expected level of job performance indicates a need for training. The identification of training needs is the first step in a uniform method of instructional design. A successful training needs analysis that will identify those who need training and what kind of training is needed. It is counter-productive to offer training to individuals who do not need it or to offer the wrong kind of training. A Training Needs Analysis helps to put the training resources to good use. One of the tools is called- Job Description. A job description is an internal document that lays out in detail the exact roles and responsibilities of a particular position. A job description can be used as a tool for new employee orientation by helping to set expectations, supervision and performance reviews. As it was discussed in the class, the primary purpose of a job description is to identify the essential functions of the position. According to the Equal Employment Opportunity Commission (EEOC), essential functions are those tasks or functions of a particular position that are fundamental to the position. Knowing...
Words: 1195 - Pages: 5
...momentum effect. They attribute this effect to the fact that investors underreact to the release of firm-specific information. In detail, they compared the performance of stocks that have performed well in the past with those that have performed poorly, in 3-12 months’ time. Their theory is if stock prices either overreact or underreact to information consistently then profitable trading strategies that select stocks based on their past returns will exist. Previous studies in this area had shown that over a 3 to 5 year horizon, stocks that had performed poorly over the previous 3 to 5 years achieved higher returns than stocks that performed well over the same period. Their study covered the period from 1965 to 1989, involved ranking each company at the beginning of each month by its returns over the last ‘J’ months. Based on these rankings, ten equally weighted decile portfolios are constructed, with the portfolio comprised of those companies with the strongest historical returns and the portfolio with the lowest historical returns. The timeframes for both ‘J’ and ‘K’ horizons were 3, 6, 9 and 12 months. They constructed portfolios based on companies’ 3 month historical returns, and looked at their performance over the subsequent 3, 6, 9 and 12 months. The paper focused largely on the ‘zero cost’ portfolios, representing the difference in performance between the ‘winners’ and ‘losers’. It is important to note that momentum strategy appears to be temporary...
Words: 487 - Pages: 2
... direction, and purpose of their performances. T.J. Miller did not adhere to a strict structural script within his performance. His performance was impromptu and minimally scripted. Therefore, a strict structure did not exist. Instead, his performance had a topical organization—jumping from idea to idea, carefully accommodating the audience’s reactions. Due to the abrupt topical switches, he had little transitional sentences, but I do not believe this negatively impacted the performance. His initial contact with the audience was dry, but eventually connected with the audience. Miller began with an introduction of himself and his background, which served as a bridge to relate with the audience and establish his credibility or ethos. In addition, he interacted with audience members by asking them questions and using their answers as jokes to further establish his ethos. There was no specific objective in his comedy other than the overarching goal to entertain. His speeches and monologues were varied and covered many topics from school to sex and drugs. Therefore, an explicit thesis did not exist. However, there were many elements attributing to the purpose of his performance. First, he implemented a rhetorical genre to guide his performance’s content and style. He began with a speech of introduction to establish rapport and familiarity with the audience. Miller then moved to the speech of enrichment for the primary content of his performance—comedy. Miller seemed to be familiar...
Words: 730 - Pages: 3
