Discuss and define reliability; the methods to estimate reliability; the concept of error and discuss and define validity, and differentiate between content and criteria-related validation. Why are reliability and validity important to selection?

Question 3. Scheduling

ArtWork is a graphic design company. All jobs it receives must go through sketching (Process X) and then colouring (Process Y) in sequence. Each of the processes is operated by a dedicated designer.

1. The above 10 jobs have just arrived. Use Johnson’s rule to determine the optimal sequence to schedule the jobs. If there is more than one optimal sequence, show them all.

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2. Draw a Gantt chart for your schedule. If there is more than one optimal sequence, show anyone of them.

3. Calculate the average flow time.

4. If you are allowed to split the last job in the sequence (pay attention, not necessarily the
   1. last job in the table) into two equal halves. For example, a job spends 6 hours in X and 4 hours in Y can be split into two jobs of 3 hours in X and 2 hours in Y. Without changing the sequence, do you think this arrangement is quicker? Why or why not?
5. The company has received four special jobs. These jobs have to go through sketching (Process X), colouring (Process Y) and then printing and coating (Process Z) in sequence. Each of the processes is operated by a dedicated designer. What is the optimal sequence to schedule the jobs? Show your steps. [hint: self-study is required]

Q. You are an attorney working for a large law firm. Anthony, Paul and Silvio retain you to represent diem. With the material that you studied in the Chapters, prepare an essay explaining the issues presented. Be sure to explain the Courts (Federal or State) to which the matters could be brought and why, and the various legal issues that you studied with respect to the fact pattern. Hint: The best way to answer this essay is to take each set of facts the each paragraph, and explain the law as it applies to the facts.

You are an attorney working for a large law firm. Anthony, Paul and Silvio retain you to represent them. With the material given prepare an essay explaining the issues presented. Be sure to explain the courts to which the matters could be brought and why and the various legal issues that you find in the fact pattern. Anthony a New Jersey resident and owner of a waste disposal company in New Jersey decided to expand his business to the five boroughs of New York City. On a particular Sunday afternoon Anthony and some of his employees drove in the company SUV across the Bridge and headed to a meeting in the Queens with a local Queens based waste disposal company in order to enter into a joint venture for the collection of commercial waste. The SUV was traveling at approximately 30 miles per hr on the side streets of the Queens as it headed to the meeting. tony was driving the car and had his employees, Paul and Silvio (all NJ residents) sitting in the back seat of the vehicle. As Tony left the Long Island Expressway at the Utopia Parkway ramp he stopped at a traffic light. A truck travelling from behind was apparently traveling over the speed limit and was unable to stop in time. Tony's SUV was "rear ended" by the truck. The truck was owned by a local fireworks company, a New York domestic corporation and contained fireworks for the upcoming 4th of July display in the East River. Paul and Silvio sustained injuries as a result of the car crash. They were immediately hospitalized. The SUV was "totaled" and could not be repaired due to the extensive damage. The damage to the SUV ( a specially designed Porsche) was $85000. The cost of the hospitalization to Paul and Silvio was $15000 to each respectively. Anthony was able to keep his business appointment despite the fact that his entourage was hospitalized. During the business meeting, Anthony was angered that the Queens Company was not interested in the terms of the contract. He held a gun to the head of the Queens Company Vice President and as a result they agreed to enter into a joint venture agreement. His agreement with the Queens based company was as follows: THe Queens company could use his trucks for waste removal. they would pay him a monthly rental for the use of his trucks. the vice President then brought the agreement to the President of the Queens company for signature. The president was awoken from his sleep and presented with the agreement and was told he was signing a contract with a local vendor for truck parts. He signed the agreement without reading it as he was still groggy from being awoken. Two weeks later Paul, who owned a appliance store paid for an advertisement in the local Dollarsaver newspaper. The advertisement stated that the first person who entered the store at 9:00 am on Tuesday October 16, and who purchased a 19" plasmas TV set would receive a free outdoor barbeque set. Jim entered the store at 9:00 am on the 16th, purchased the 19" plasma TV and was advised that the appliance store had no barbeque sets in stock. The same day Paul signed an agreement with Sony to purchase all of the 19" plasma TVs that sony produces. Two weeks later, when the first shipment arrived, Paul rejects the shipment on the basis that there was no contract because the quantity was "too vague". Three weeks later Silvio decided to sell his home. He met with the potential buyers and advised them that the zoning for the house permitted the house to be used as a two family dwelling and that the property size was sufficient for the town to permit the construction of an in-ground pool. The real estate broker representing Silvo concurred. The broker was Silvio nephew. The purchasers , who wanted to convert the house to a two family dwelling in order to move their parent in, signed the agreement and relied upon the broker and Silvio's representation. Weeks later they met with the local Buildings Department for the town and were told that the zoning laws for the town nly permitted one family dwelling for their newly purchased house.

Read the article，“Internet privacy and the ‘right to be forgotten’”, and write an Argument Essay.

You should spend some time planning your ideas, and should include a clear introduction, main body, and conclusion. You must use and integrate content from the article for at least THREE times in your essay to provide support for your ideas and arguments (e.g., reasons, examples, and evidence).

. Avoid patch-writing (500 words)

Task:Write an argument essay on whether Internet users should be given the  

“right to be forgotten” online.

Guidelines: Analyze the arguments in favor and against, and state your own

opinion clearly.

Internet privacy and the “right to be forgotten”

When it comes to privacy, the Internet has long been something of a Wild West but that that is starting to change, with regulators in Europe and the United States beginning to pull in the reins.On both sides of the Atlantic, officials are scrutinizing how companies such as Facebook and Google handle users' personal data, as they draw up plans to protect surfers while ensuring the growth of rapidly expanding social media, search engine and other Web-based businesses.

In the first sign of where Europe may be headed with its privacy regulations, the European Union announced this week that social networking sites and search engines could face court action if they fail to obey new EU data privacy rules.Under proposals to be fleshed out in the coming months and that will update 16-year-old data-protection laws, the European Commission wants to force companies holding data to allow users to withdraw it from websites, calling it the "right to be forgotten."

Companies would also have to provide more information on what data they have collected from people and why."Any company operating in the EU market or any online product that is targeted at EU consumers must comply with EU rules," Viviane Reding, the European commissioner in charge of justice issues, said in a speech this week."To enforce EU law, national privacy watchdogs will be endowed with powers to investigate and engage in legal proceedings against non-EU data controllers," she added.Reding said that EU-based privacy watchdogs should even be given powers to enforce compliance outside Europe, which could include access to U.S.-based servers and other data sources.While privacy campaigners and Internet users may be pleased to hear what Reding has to say, her words will cause concern in parts of the United States, where many of the biggest and most successful search engines and social media companies are based.

Europe and the United States have traditionally differed on privacy issues, with the EU taking a stronger regulatory approach and U.S. officials more mindful of the need to balance entrepreneurship and business demands with data protection.But in recent weeks, as U.S. privacy experts have visited Brussels to try to close the gaps between the two regulatory frameworks, officials have emphasized how closely they are working together to come up with a common set of standards."I think our baseline understanding of the rules is very similar," said Fiona Alexander of the U.S. Department of Commerce, who was in Brussels this month to meet EU regulators. "The implementation in the past may have been different."

The EU and U.S. already agree on some general concepts, such as the idea that privacy safeguards need to be designed into Web products from the start. They also both want to require Web browsers to offer a "do not track" option to users.But differences remain on specifics and philosophy.EU officials are adamant that companies should obtain explicit permission from users before every use of their data -- such as through a pop-up consent box -- while that is not something U.S. regulators are pushing for, EU officials say.

The right to be forgotten is also a concept that goes against the grain for U.S. regulators, who favor a broader definition of freedom of information.In a sign of where Europe is going and how complex applying the law could become, Spanish data protection authorities ordered Google in January to remove links to more than 80 news articles mentioning people by name, saying it violated privacy.The case has been referred to Europe's highest court.

Some companies, such as Microsoft, support the effort by the European Union and the United States to align their policies, saying it will result in clearer, more uniform rules."Companies need solid, clear rules to be able to continue to invest and to be competitive," said John Vassallo, Microsoft's vice president of EU affairs. "Now, there are too many competing rules."

But even within individual EU countries, privacy rules vary so much that lawyers say it would be almost impossible for a multinational company to be compliant in all 27 EU countries.That suggests that Reding and her EU regulatory team will have their work cut out if they are to draw up a clear and workable policy in the months ahead, and one that fits well with the rules U.S. regulators are also drawing up.

Research and find an example company following a Cost Leadership strategy (not from the book, i.e. no Southwest Air, no IKEA , also no McDonald's and no Dollar Store - these are all too easy and obvious. ) Describe what the firm is doing to implement this form of competitive advantage. Be specific in explain which benefits the company has eliminated to reduce costs.

Discuss the major findings/rulings and selection/recruitment implications of the following select court cases.

*Griggs v. Duke Power (1971)
*US v. Georgia Power (1973)
*Spurlock v. United Airlines (1972)
*Watson v. Fort Worth Bank and Trust (1988)
*Rudder v. District of Columbia (1995)
*Frank Ricci et al. v. Hohn DeStefano et al. (2009)
*OFCCP v. Ozark Airlines (1986)
*Gross v. FBL Financial Services (2009)

explain the story of us, now and why as it applies to transformational leadership.

Discuss about the importance of BC/DR Maintenance.1-2 paragraphs max

Daniel Jones owns and managers Daniel's Restaurant, a 24-hour restaurant near a local hospital. Daniel employs 9 full-time employees and 16 part-time employees. He pays all of the full-time employees by check, the amounts determined by Daniel's bookkeeper, Gina. Daniel pays all of his part-time employees in currency. He computes their wages and withdraws the cash directly from his cash register.

Gina has repeatedly urged Daniel to pay all of his employees by check. But, as Daniel has told his friend who owns a similar business, "My part-time employees prefer the currency over a check. Also, I don't withhold or pay any taxes or worker's compensation insurance on those cash wages because they go totally unrecorded and unnoticed."

Questions -

1. What are the legal and ethical considerations regarding Daniel's handling of his payroll?

2. What are Gina's ethical responsibilities?

3. What are the implications for Daniel’s employees?

Also, cite a reference that you used to prepare your response.

In what manner are firms investing or using “offshore cash” being brought back into the United States?

In the divisional structure, if there were a separate sales organization responsible for providing revenue for each of the divisions, what are advantages and disadvantages of such a structure?

What if the structure was that way from the outset and an acquisition was made of a company with its own sales force. how hard would it be to integrate the acquired company into the new structure?

Case Study

Owen Mills Limited

We have all that you want!

Owen Mills Limited began its operations on Trumpet Land, a beautiful island in the Caribbean with a very diverse population in terms of age, gender, ethnicity, religion, disability, sexual orientation, education, and origin. In 1970, at the age of twenty-eight (28), Owen Mills a progressive thinking young man decided to start his own business.   His father had worked as a Manager at a large department store in the city of Trumpet Land for as long as Owen can remember, and his father would share his daily experiences. The idea of operating his own business was always at the forefront of Owen’s mind. After gaining four (4) Advanced Level subjects (Mathematics, Geography, English Literature and Spanish), Owen got a job at a large Credit Union where he moved up the ranks from a Customer Service Clerk to Supervisory level within four (4) years and then onto being a Credit Officer.

During his time at the Credit Union, Owen attended a number of short management courses. This built his confidence that someday soon he will achieve his dream of being a big business man. At age twenty-eight (28) Owen thought that he had saved sufficient money along with his wife who worked at another Credit Union, so that they could purchase a small one-story building in the heart of the city. The building was at the corner of French Street and John Street, the main street in the city. The building was refurbished and painted in bright red, and blue to suit the liking of Mr. Mills.   He thought to himself “No one could miss this building” and he also thought of a tag line. Business started in February 1970. From the inception of the business to date, the tagline emblazoned at the front of the store “We have all that you want!’ has remained.

The Early Years

Owen Mills Limited operated as a sole proprietorship for many years selling almost every item that a household could want, staying true to his tagline. The business began with five (5) employees: his wife serving as the cashier, two store clerks, one driver and a cleaner. The store was well sectioned with a variety of items as shown in Table #1 below.

Table #1 – Variety of Items sold by Owen Mills Limited

Orders would be placed with wholesalers who would deliver the products on scheduled days. Mr. Mills was very organized. During the first two (2) years of operating in the city of Trumpet Land, Mr. Mills observed that his customers comprised of citizens from all over the island. He got an idea, “I could go to the outer area of the city with my products.” He started in October 1971 to pack his Toyota panel van and leave with his driver on Saturdays and Sundays to the areas bordering the city.   Mr. Mills was successful with this venture and discovered that there were retirees and housewives who were at home during the week, and he began to go into those area at least two (2) days per week in addition to Saturdays and Sundays.

Clearly, Mr. Mills was an astute businessman who was always thinking of the next move to grow the business. He and his wife joined the Chamber of Commerce, read widely about what was happening locally, regionally and internationally, and made every effort to attend conferences and seminars which they thought would be beneficial. He was always thinking about growth and expansion. Owen Mills Limited became a known business even to those persons who had never patronized the store. In the midst of it all, Mr. Mills understood his corporate social responsibility and as such was respected highly by other businessmen and members of the community and country. A proud moment for Mr. Mills, his family and employees occurred when he was awarded Business Man of the Year Award in 1999.

On a Growth Path

The years flew by very quickly and by 1995, Mr. Mills had added two (2) more floors to the original building that he bought.   He now had four (4) grown children (two (2) boys and two (2) girls) all in their twenties and who all showed an interest in the business. Similar to their father, they had done very well at the secondary school level and had aspirations of gaining a tertiary level education as well as being a part of the business. They pondered their options of going to school full-time or enrolling in an online programme, so that they could better manage their time and fulfill their career objectives. The oldest son began to pursue the Association of Chartered Certified Accountants (ACCA) Programme.   He thought that he can become the Accountant for Owen Mills Limited or open an accounting firm in the next few years.  

By the year 2000, Mr. Owen Mills had spread his wings to the eastern, southern and western part of Trumpet Land.   He was able to purchase within a five-year period, three (3) large two-story buildings in each of the areas. The buildings were painted in the same colors as the first one in the city in the north and carried the well-known tagline - We have all that you want!  The business incurred a manageable mortgage loan, but that will be repaid in less than ten (10) years.

Mr. Mills began to think about succession for his business and the future of his children who had been supporting him throughout the years. He held a family meeting and it was decided that with the imminent opening of three (3) other Branches, that each child would manage a branch and he will now be considered as the Chairman.

In the midst of the initiatives being undertaken, Mr. Mills was very cognizant that the world of business was wrought with dynamism and uncertainty and he and his family needed to understand about strategic moves that could be undertaken. He had been reading and trying to keep up to date with what was happening in the world of business.   He and his family did not have a full grasp of the theoretical underpinnings to maneuver quickly out of any new challenges, and he understood very well that challenges can surface with expansion. By 2018, the total staff had grown to eighty (80) persons which included cashiers, information technology personnel, supervisors, customer service staff, cleaners, drivers and his four (4) children as managers,

Looking to the Future

Undoubtedly, Owen Mills Limited has been a successful enterprise. However, Mr. Mills and his eldest son, who had gained his ACCA qualification began to look at the financials very closely. They recognized that while the company had repaid the mortgage loans, and there was still an influx of customers at all branches, the profits had been reducing in the three (3) years prior to 2020, though minimally.

Mr. Mills and his family had their usual monthly meeting in December 2019. One of the daughters took some points in relation to the present status of the Company. It related to a SWOT Analysis. Whist the SWOT Analysis was not fully articulated in terms of what the strengths can and have brought to the Company; how the weaknesses are impacting the Company; the possible outcomes from taking advantage of available opportunities; and the possible impact of threats, her brief notes are highlighted below:

Strengths:

• Committed employees and management
• Appropriate management style
• Adequate financial and human resources
• Wide variety of products
• Broad market coverage
• Good financial management
• Brand name reputation
• Excellent customer service skills
• Some expertise in new venture management

Weaknesses

• Lack of research and development skills
• Lack of understanding of strategic management and planning

Opportunities

• Exploit new market segments
• Move into new businesses, but how and what type
• Expand into foreign markets
• Acquire a profitable acquisition

Threats

• Increase in competition, but where do we look
• New forms of competition
• Changes in customer preferences
• Rising costs of products and labour
• Changes in demographic factors
• Changes in economic factors and down turn in the economy
• Slow growth in the market

At the start of 2020, Mr. Mills and his family began to follow the news with respect to the deadly COVID-19 virus.  “This is a time for quick action” pondered Mr. Mills. The business has been successful, but Mr. Mills and family has recognized that things are changing in the environment and could have negatives on the business. At the January 2020 monthly meeting, it was decided that the company should seek the services of a reputable consultant who can advise and assist the company with getting a clear understanding of what strategic management and planning entails. Other matters discussed which the family agreed to pursue, include embarking on a training initiative which would include staff at all levels as well as to create an awareness of the environmental factors that can affect the company. One member in the meeting raised the issue of how they can determine with accuracy the financial situation at the company. She is aware that ratios could be used, but that’s as much as she knows.

Mr. Mills stretched his imagination, “We had better start thinking about starting a branch in some foreign country, or start to manufacture something that people will need.”   Then he pondered to himself, “I do not have all the knowledge about the intricacies of manufacturing and so-called strategies to continue to be a winner”  

The meeting ended with Mr. Mills thinking aloud that they should all read up about what it means to be innovative.   He indicated that at the next meeting, they will all come with their ideas of a plan that is different to what they are doing now and which can contribute to continued success. He was not sure what type of plan that would be.   He has been following keenly the possible impact and negative fallout that the company could experience because of the COVID-19 virus.   However, the astute businessman that Mr. Mills is, he purchased some cotton material, took some elastic and thread from the store, and hired two (2) seamstresses to make protective masks. The masks have been a fast seller and is bringing a profit to the store.   Once more, Owen Mills Limited is living up to its tagline - We have all that you want!

Question 3(c):

Based on the existing situation at Owen Mills Limited, and as the Consultant hired by the Company, suggest three (3) strategies that the Company could undertake to maintain a competitive advantage. Provide justification for your selected strategies.

Use the following project information:

(a) Calculate the expected completion time for this project.

(Round your answer to 2 decimal places, the tolerance is +/-0.01.)

Project completion time = weeks.

(b) Identify the activities included on the critical path of this project.

(If there are several critical paths enter the first one from the alphabetical order.)

Critical activities:

ACEFHJ

ABDFHJ

ACEGIJ

ABDGIJ

.

You have recently accepted a position as Human Resource Director for Jupiter Industries, a multi-national organization operating across 5 business segments, specifically, industrial valves and controls, plastics, fire suppression equipment, electronic components, and specialized medical products. Jupiter Industries has established worldwide headquarters in Bremen, Germany, and has groups located in the Americas, Europe, Asia and Pacific Rim countries. The MENA group is the most recently formed division within the Jupiter organization, and is composed of various concentric businesses that fit into one of the five organizational business segments, all of which have been acquired over the past two years in both the Middle East region (Saudi Arabia, UAE, Oman, Bahrain, and Jordan) as well as North Africa (Egypt, Morocco, Tunisia, and Algeria). You will be working at the MENA headquarters located in Manama, Bahrain and will be responsible for all divisions located in the MENA (Middle East, North Africa) region. You will report directly to the VP of Operations in Manama, with dotted-line reporting responsibility to Chief Human Resources Officer (CHRO) in Bremen.

Specifically, you are being tasked with establishing Human Resource policy and practice in regard to strategic collaboration with divisional heads, utilizing HRIS systems in addressing areas such as recruitment and retention, training and development, performance management programs, compensation management, employee benefit programs and employee relations, including motivational programs, incentive programs, and disciplinary procedures. You will be working on policies and procedures that can be utilized throughout the region, to bring some semblance of order and uniformity in dealing with strategic HR employee programs.

After a thoughtful review of current HR programs for the region, you will prepare a report for the VP of Operations and CHRO and distribute to all division heads, formulating your HR strategic goals across all HR areas of responsibility, highlighting recommendations for improving the overall impact of these programs on talent management initiatives including attraction and retention of top talent and the methodologies used to do so.

What role do line managers play in this rolprocess? Why are coaching skills a necessary asset for line managers? How does coaching influence employee motivation and job performance?

One of your first assignments will be to address high turnover among new hires employed for less than 120 days. This is a constant source of frustration for both HR and hiring managers. How could an onboarding program help reverse this trend? Describe your plan and explain your anticipated results and outcomes