The CIO of Independence Medical Center, a Vila Health hospital, wants to create positions to support its data management and governance plan. You have been asked to spearhead the project and identify three key positions.

Donald Trump railed against NFL players who protested at Thursday night's preseason games, saying the players are outraged about "something that most of them are unable to define."

"The NFL players are at it again - taking a knee when they should be standing proudly for the National Anthem. Numerous players, from different teams, wanted to show their 'outrage' at something that most of them are unable to define. They make a fortune doing what they love," he tweeted from his Bedminster golf club on Friday morning, the ninth day of his vacation.

On Thursday, as the preseason games officially kicked off, several players took a knee, raised a fist, or did not take to the field while the National Anthem was played before a dozen preseason games across the country.

NFL players have said the protests, which began in 2016, are intended to draw attention to what they see as systematic bias against people of color.

"It's not necessarily about the anthem, that's where everybody's messing up," Tennessee Titans star defensive end Jurrell Casey told CNN last month. "The way that the justice system treats minorities is the issue that we have."

Trump has previously expressed an understanding of the reasoning behind the protests.

"I am going to ask all of those people to recommend to me -- because that's what they're protesting -- people that they think were unfairly treated by the justice system," Trump told reporters in June before boarding Marine One. "And I understand that. And I'm going to ask them to recommend to me people that were unfairly treated -- friends of theirs or people that they know about -- and I'm going to take a look at those applications. And if I find, and my committee finds that they are unfairly treated, then we will pardon them or at least let them out."

The President sees the issue as a political winner, using the protests to fire up his base. He told attendees of a private dinner last year, "It's really caught on. It's really caught on."

In another tweet, Trump also reiterated his belief that players, who don't stand for the National Anthem should be penalized.

He wrote, "Be happy, be cool! A football game, that fans are paying soooo much money to watch and enjoy, is no place to protest. Most of that money goes to the players anyway. Find another way to protest. Stand proudly for your National Anthem or be Suspended Without Pay!"

NFL players, in fact, do not take home a majority of the revenue from games. According to Sports Illustrated, in the current collective bargaining agreement, players get a lesser share than NFL team owners, calculated around 47 to 48%.

The NFL said it won't punish the players who took part in Thursday's protests, noting it had shelved what was supposed to be a new policy on anthem conduct until it reaches an agreement with the NFL Players Association.

Trump has slammed the NFL players since the protests began, suggesting the players be kicked out of the country and praising sports he says are more patriotic.

1. Discuss in detail discuss and analyze your core beliefs and origins of the core beliefs. The discussion should provide greater depth and clarity of your core beliefs.

2. Identify the theory or theories involved in the scenario and accurately explain the details of the theory and how it relates to the scenario.

This matter of arbitration stems from an indictment of Thomas Allen for one count of arson– first degree and ten counts of burglary in Quitman County, Mississippi, on March 28, 1999. In a letter dated March 30, 1999, Billy Como, postmaster, wrote: This is written notice that you have been removed from employment with the Postal Service. This action is being taken in accordance with Article 16 of the Agreement. There is reasonable cause to believe you have committed a crime for which a sentence of imprisonment may be imposed. Specifically, by the indictment dated March 28, 1999, you were indicted in the Superior Court of Quitman County for one count Arson–First Degree and ten counts of Burglary. These aforementioned charges are so egregious in nature that retaining you in postal employment would not be in the best interest of the Service. In a letter dated April 9, 1999, Mr. Jesse G. Bolton, attorney for Mr. Allen, wrote to Walter E. Flatten, human resources manager: I have been asked to assist Mr. Allen in regard to his removal from the Postal Service. Although there has been an indictment of Mr. Allen by the Superior Court of Quitman County, MS, it is probable that the indictment has overstated the underlying facts and it is also possible that some or all of the charges could be dropped or minimized. The arraignment date in the case was set for March 28th, 1999, and this was suspended or continued on an indefinite basis. Mr. Allen is 47 years old and has never been charged with any criminal offense involving moral turpitude. He has only had one speeding ticket, in the year 1968, while in the service of the United States Air Force. His character and reputation in the community in which he lives are exceptional, and there is a reasonable possibility that a sentence of imprisonment will not be imposed. From the earliest days of the charges, restitution was made by the subjects and accepted by the affected party or parties. The hunting cabin for which the one count of arson was made, according to my information, was unoccupied at the time, and restitution for damage to that house has largely been accomplished by and through the replacement of the house and acceptance of the same by the owner. The only reason that rebuilding the cabin has been delayed is because the accused parties have been doing all the physical labor themselves.

On April 13, 1999, Mr. Allen filed the following Grievance:

1. Nature of Grievance: (Be specific: what, where, when, etc.) This is a Step 2 Appeal filed on behalf of Thomas Allen, a reg. carrier at the Marks, Mississippi, post office, from an adverse decision rendered at Step 1. Mr. Allen was issued a Notice of Removal on March 30, 1999 in accordance with Article 16 of the National Agreement. Mr. Allen received the letter on April 4, 1999.

2. Contract Violation: This action is a violation of Article 16 of the National Agreement.

3. Corrective Action Requested: The Union respectfully requests that the Notice of Removal be rescinded and the Grievant be made whole for all lost wages and benefits. The facts do not reveal reasonable cause to believe the Grievant is guilty. On April 21, 1999, Mr. Flatten wrote the following letter to Mr. Bolton. This letter stated: In accordance with Article 1, Section 1 of the National Agreement, the Rural Carriers’ Union is the exclusive bargaining representative for Mr. Allen. As such, I cannot grant your request for a summary outline of the evidence the Postal Service has obtained. In accordance with Article 15, Section 3, Step 1 of the National Agreement, Mr. Allen has a contractual right to file a grievance on any action taken by the Postal Service. In the event Mr. Allen exercises this right, he would be represented by the Rural Carriers’ Union.

Issue

Relevant Articles of the Agreement Article 16—Discipline Procedure

Section 1. Statement of Principle In the administration of this Article, a basic principle shall be that discipline should be corrective in nature, rather than punitive. No employee may be disciplined or discharged except for just cause such as, but not limited to, insubordination, pilferage, intoxication (drugs or alcohol), incompetence, failure to perform work as requested, violation of the terms of this Agreement, or failure to observe safety rules and regulations. Any such discipline or discharge shall be subject to the grievance-arbitration procedure provided for in this Agreement, which could result in reinstatement and restitution, including back pay. When there is reasonable cause to believe an employee is guilty of a crime for which a sentence of imprisonment can be imposed, the advance notice requirement shall not apply and such an employee may be immediately removed from a pay status.

Position of the Parties- The Agency:

Management stated that Mr. Allen was indicted on one count of arson in the first degree and 10 counts of burglary by a Grand Jury of Quitman County, Mississippi, on March 28, 1999. Each of the eleven counts carries a maximum sentence of 20 years’ imprisonment as provided by Mississippi State Law. The total would equate to 220 years’ imprisonment for the alleged crimes if he were convicted and given the maximum sentence. The Postal Service obtained a copy of this indictment and questioned Mr. Allen. After he was removed from employment, a letter from Mr. Jesse G. Bolton, attorney at law, on Allen’s behalf was forwarded to Mr. Flatten. TManagement stated that Billy Como, postmaster, had obtained a copy of the indictment on the advice of Labor Relations. Allen was given an opportunity to respond to the indictment and did not deny any of the charges. Mr. Como testified that he had copies of two newspaper articles from adjoining counties that pertained to Allen’s situation before issuing him his removal notice.

Management admitted that Mr. Como initially testified that he had been directed by Management to take this action and would not have done so if he had not been directed. On cross-examination, Como was asked for whom he worked. Under oath, he said his boss was Mr. Jimmy Whitestone, manager of Post Office Operations. Whitestone directed Como in the performance of his duties to do what was expected of him. Labor Relations has a responsibility to advise Management officials of the proper procedures to take in disciplinary matters that are consistent with postal policies and contractual procedures. Mr. Como stated that Labor Relations advised him on how this type of situation is normally handled. Mr. Como read Article 16 in the National Agreement, and he was satisfied that he complied with Article 16. Mr. Como testified that he felt like Allen and other employees of the Marks Post Office were family. This explained Como’s reluctance to remove Allen. Como stated that he had no problem upholding Postal Service’s policies once it was explained to him that the action taken was consistent with the postal policy on how to handle situations wherein an employee had been indicted for a crime for which a sentence of imprisonment may be imposed. Como issued the removal based on the indictment after he gave Allen an opportunity to respond.

Management stated that this Grievance should still be denied if this higher form of just cause is applied. Arbitrators have ruled consistently that the ‘‘reasonable cause’’ standard is the only proof required before removing an employee for criminal considerations. Arbitral jurisprudence has established the reason for the position taken by Management. Management closed by stating: Management has stated consistently that management based its decision to remove the grievant on an indictment. Proof of the grievant’s guilt, innocence, former standing in the community, or whether restitution has been made is irrelevant to this proceeding. What is relevant is, whether Management had substantive information in hand, prior to removing the grievant. Based on arbitral precedent, an indictment has been deemed to be the proper information on which one should base a decision of this nature.

The Union:

The Union claimed that Billy Como, postmaster and Allen’s immediate supervisor, testified that it was not his decision to remove Thomas Allen. Como testified that he did not notify the Labor Relations office in Jackson, Mississippi, after Allen was indicted. The Labor Relations office was informed about the indictment by a relative of Mr. Flatten, who attended a church service in Marks. When the Labor Relations office learned of Mr. Allen’s indictment, it directed Como to obtain a copy of the indictment and forward it to Jackson. Como dutifully obtained a copy of the indictment, which is public record. Como testified that, if it had been up to him, he would not have removed Allen, and Allen would still be working. Como testified that he did not draft the notice of removal; he was told by the Labor Relations office to sign and deliver it to Allen. Como clearly indicated that this entire matter was handled by the Labor Relations office in Jackson, Mississippi. The Union stated that where the imposition of discipline is not recommended or initiated by the employee’s first-line supervisor, the discipline cannot stand. When higher-level authority does more than advise and when it takes over the decision-making role and eliminates the contractual responsibility of local supervision—and then concurs in its own decision—a substantive due process violation occurs. Such violation cannot be overlooked as a mere technicality. The bi-level disciplinary procedure provides a unique protection for employees. It cannot legitimately be disregarded, and the employer’s neglect to follow it creates a breach of contractually established due-process requirements of such importance as to require that the resulting discipline be overturned. The Union argued that the Postal Service did not have just cause to remove Thomas Allen. The record reflects that the Postal Service did not carry its burden in showing that just cause existed for Allen’s removal. Throughout the Grievance Procedure and at the hearing, the Postal Service took the untenable position that, because Allen had been indicted, the Postal Service was privileged to remove him pursuant to Article 16 of the National Agreement. Article 16 only allows the Postal Service to immediately remove an employee from pay status when there is ‘‘reasonable cause to believe an employee is guilty of a crime for which a sentence of imprisonment can be imposed.’’ The Postal Service has taken the position that standards of just cause did not apply to this case, and the Postal Service made no serious efforts to show that just cause existed.

The Postal Service was unable to show that Allen’s indictment poses a threat to himself, his co-workers, or his customers or that the image of the Postal Service will be tarnished by his employment. Mr. Allen is well liked, the community wants him back on his route, and the image of the Postal Service will not suffer if he remains on the job. The Union presented three witnesses on behalf of Mr. Allen. Mr. Willie Andrews, a psychiatric social worker and Quitman County Board of Education member, testified that Allen was an excellent carrier who often went beyond the call of duty. Andrews stated that he was happier with his mail service when Allen was carrying the route. Mr. Andrews had known Allen for 10 or 15 years and stated that he was shocked when he learned of Allen’s arrest and indictment. He indicated that the Postal Service’s image would be improved if Allen were returned to work. Mayor E.L. Elton testified that he has known Allen all of his life and was in disbelief when told that Allen had been indicted. Mr. Elton was a very satisfied customer and would like to see Allen return to his duties. As mayor, Mr. Elton was in a unique position to gauge community sentiment and testified credibly that there was ‘‘very strong support’’ for Allen’s return to work. He believes that the image of the Postal Service will not be tarnished if Allen returns to work. Ms. Hortense Balk, a lifelong Marks resident, owned the property that was destroyed in the fire that Allen is accused of intentionally setting. The destroyed property was a hunting cabin that Ms. Balk rented to hunters. Ms. Balk was shocked when she learned that Allen had been indicted because she had known Allen all of his life. Ms. Balk testified that she did not press charges against Allen and noted that Allen had already rebuilt the hunting cabin. Ms. Balk testified that he did such a great job that she thought about moving into it. The Union noted that the fact that Allen made restitution to Ms. Balk should not be construed as an admission that he is guilty of a crime for which a sentence of imprisonment can be imposed. If anything, Allen’s gesture reflects favorably on his character. Despite the personal loss felt by Ms. Balk, she does not believe that Allen should lose his job. The Postal Service did concede that if the indictment is dropped or Allen is acquitted in a trial, he will be returned to work immediately. The Postal Service must do its part in managing its employees and imposing discipline where appropriate. The Postal Service has ceded all judgment to the criminal process and to a district attorney who has sat on this indictment for almost ten months with no specific date set for trial. During these ten months, Mr. Allen has been an effective postal employee, and no other employee’s performance has been affected. The Union stated that the Postal Service had an affirmative duty to investigate on learning of the indictment but did not. The Postal Service is required in cases of alleged off-duty misconduct to determine whether that alleged misconduct would affect the integrity of the operations of the Postal Service. If the Postal Service had been able to offer credible testimony in this regard, it may have met its burden under just cause. However, the Postal Service made no efforts to address these issues.

The Union concluded:

The removal of Thomas Allen was not properly initiated by Mr. Allen’s supervisor, Postmaster Como. Instead, the removal was forced on Postmaster Como by the Labor Relations office in Jackson. This is a clear violation of Article 16 of the National Agreement. There is no exception that allows the Postal Service to ignore the judgments and desires of its front line supervisors, even in cases where employees have been indicted for off-duty misconduct. The record reveals that the Postal Service failed to meet its burden to show that it had ‘‘reasonable cause to believe that Mr. Allen was guilty of a crime for which the sentence of imprisonment could be imposed.’’ The Postal Service also failed to show that removal was for just cause. The record reflects that Thomas Allen is an Air Force veteran and an exemplary 18-year postal employee. He does not pose a threat to his postmaster, his coworkers, or his customers. Indeed, these people want him back on the route. The Postal Service never had and does not now have a valid reason for removing Allen. The Union requested that the Arbitrator hold the Postal Service to its contractual promise that all removals be supported by just cause. As none exists here, it is requested that the grievance be granted and that Mr. Allen be reinstated with full back pay with interest and benefits to the date of his removal.

Questions

7. What level of proof should be used in this matter? Why?

8. Weigh the evidence and consider the burden of proof and the levels of proof. Be the arbitrator and support your decision.

During the last meeting of your management team, the chief financial officer presented a plan to phase out the airline’s major supplier of expendable supplies (such as oil, tires, hydraulic fluids, and other non-engine related parts). He had received a bid from a competing firm, Apex, to provide these supplies at an annual savings of at least $10,000. The director of maintenance spoke against the proposal: “I know that Apex Suppliers are a little less expensive, but our current supplier, Vest Brothers, which has been a very dependable supplier; they’ve shipped items needed in an emergency on Saturdays, Sundays, and holidays. They’ve always taken back any overstock item and given full credit to us. Although Apex Suppliers has a decent reputation, I don't think they’ll give us the same service we’re currently getting. It takes a long time to learn to work together like we do with Vest; price isn’t everything.” The financial vice-president responded, “Well, Apex has assured me they will give even better service and provide electronic data interchange (EDI) for ordering and billing; this will reduce lost or misplaced supplies and parts by 10%. If they don’t perform as promised, we have a 30-day cancellation clause built into the contract. Remember, we’ve given Vest Brothers a chance to bid again, and they’ve told us they’re at rock bottom prices now. But I personally think that if we continued to play one against the other we could get even lower prices.” The worried maintenance chief retorted, “I sure like the idea of saving 10%. But if it doesn’t work out with Apex and we want to get Vest back, we’ll have to start building the relationship again. And anyway, don’t we have some responsibility to suppliers as well as our other publics?” “Not if the suppliers can’t meet the competition’s prices,” countered the VP. What should your firm do?

1. Exemplary service pays: Keep your current supplier, Vest.

2. Business is business; the bottom line is all-important: Switch to the low bidder, Apex.

3. Attempt to continue to work with both suppliers, working one against the other until an even better deal emerges.

To ensure a full line of outdoor clothing and accessories, the marketing department at Teddy Bower insists that they also sell waterproof hunting boots. Unfortunately, neither Teddy Bower nor TeddySports has expertise in manufacturing those kinds of boots. Therefore, Teddy Bower contacted several Taiwanese suppliers to request quotes. Due to competition, Teddy Bower knows that it cannot sell these boots for more than $54. However, $40 per boot was the best quote from the suppliers. In addition, Teddy Bower anticipates excess inventory will need to be sold off at a 50 percent discount at the end of the season. Given the $54 price, Teddy Bower’s demand forecast is for 550 boots, with a standard deviation of 450.

a. If Teddy Bower decides to include these boots in its assortment, how many boots should it order from its supplier? (Round your answer to nearest whole number.)

Number of boots should it order from its supplier is ___?

b. Suppose Teddy Bower orders 530 boots. What would its expected profit be? (Round your answer to the nearest whole number.)

Expected profit it ___?

c. John Briggs, a buyer in the procurement department, overheard at lunch a discussion of the “boot problem.” He suggested that Teddy Bower ask for a quantity discount from the supplier. After following up on his suggestion, the supplier responded that Teddy Bower could get a 13 percent discount if they were willing to order at least 1,100 boots. If the objective is to maximize expected profit, how many boots should it order given this new offer? (Enter your answer as a whole number.)

Number of boots should it order given this new offer is ___?

Dynamics of diversity drive attention towards decisions and how they are negotiated. But there is a paradox to consider: While decision steps are central to your management authority, there is limited information within success stories and case studies about these details. This situation becomes problematic when there is a range of cultural expectations. In contrast, exploring how to making decisions by being attentive to diverse views adds power and analytical skill to your management performance. Important Questions to think about in posting:

You can observe important lessons about your decision/negotiating process by a look at a memorable or “turning point” event in which you recall a decision and how it was negotiated, or not.

In what ways was that decision effective?

Was the decision negotiated? Why or why not?

Would that process work effectively if there were diverse viewpoints?

SHOW ALL THE FORMULAS IN AN EXCEL FORMAT AND ANSWER ALL QUESTIONS. Please!

Question Set 2.

A manufacturing operation must periodically purchase bulk quantities of bolts. The bolts are purchased in boxes of 500 and are consumed at a constant rate. The operation expects to purchase 28,000 boxes over the coming year. Each box costs $140, the annual holding cost per box is $22, and the cost of placing an order is $170 (regardless of the quantity ordered). For the following questions, use the basic economic order quantity model (without quantity discounts).

1. What is the economic order quantity (in boxes)? (2pts)

2. Calculate the annual inventory holding costs based on the average inventory level and annual holding cost per box. (2pts)

3. Calculate the annual inventory ordering costs based on the number of orders expected to be placed during the coming year. (2pts)

4. Create a data table showing the total inventory costs (only) for order quantities varying from 100 to 1050 (use a step size of 50). You must use a data table structure to receive full credit for this problem. (8pts)

5. Create a scatter chart (use the one with markers and smooth lines) showing how total inventory costs are a function of the order quantity. Be sure to label your axes appropriately. (6pts)

what are your views on the targeting of products to children in today's world? discuss the issue of targeting to children from the view point of an ethicist.

As we know, information has additional value beyond the value of the individual facts. Are there any common ways to measure the value of data and information?

1. What should VW company do now and in the future to deal with the scandal, beyond what has already been done?

2. In general, what can companies (and not just VW) do to prevent scandals such as the one Volkswagen faces? List and explain two specific actions that companies can take to avoid this type of problems. (Be specific – for example: don’t recommend “just be honest” as this lacks detail and it might not be as easy as it sounds, as evidenced by the many scandals in this industry)

3. Should Volkswagen stop producing diesel engines completely? Why or why not?

4. List two strengths and two weaknesses of Volkswagen’s as a global automobile manufacturer?

5. Volkswagen had a strong and successful growth strategy in place before the scandal. What should its growth strategy be going forward, after the main effects of the scandal have been addressed?

2. Salsa Aguilar, a small startup business located in Pennsylvania, produces salsas that are sold through Heisler’s Market, a local grocery store located in McMurray, PA. Salsa Aguilar makes two types of products: Original Salsa and Fuego Salsa. Essentially, the two products have different blends of whole tomatoes, tomato sauce, and chopped vegetables. The Original Salsa is a blend of 50% whole tomatoes, 40% tomato sauce, and 10% chopped onions and jalapenos along with a proprietary spice blend. The Fuego Salsa, has a thicker and chunkier consistency, consists of 70% whole tomatoes, 10% tomato sauce, and 20% chopped onions and jalapenos, along with a proprietary spice blend. Each jar of salsa produced weighs 12 ounces. For the current production period, Salsa Aguilar can purchase up to 200 pounds of whole tomatoes, 150 pounds of tomato sauce, and 85 pounds of chopped onions and jalapenos; the price per pound for these ingredients is $1.00, $0.75, and $0.60, respectively. The cost of the spices and the other ingredients is approximately $0.15 per jar. Salsa Aguilar buys empty glass jars for $0.03 each and labeling and filling costs are estimated to be $0.02 for each jar of salsa produced. Salsa Aguilar’s contract with Heisler’s Market results in sales profit of $3.00 for each jar of Original Salsa and $3.25 for each jar of Fuego Salsa.

Letting

O = number of jars of Original Salsa sold

F = number of jars of Fuego Salsa sold

Leads to the formulation of the linear program as follows. The RHS ranges are simply the total ounces of each ingredient and the LHS ranges reflect the quantity in ounces of each ingredient that goes into each jar. Note that the pricing information here is not relevant to our analysis, since we are considering only the net profit for each jar:

               Max       3O + 3.25F

               s.t.

                              6O + 8F                ≤ 3200                Whole tomatoes

                              5O + 1F                ≤ 2400                Tomato Sauce

                              1O + 2F                ≤ 1360                Chopped Onions and jalapenos

                                     O, F               ≥ 0

The computer solution is shown in figure below.

1. What is the optimal solution, and what are the total returns based on these optimal production quantities?
2. Specify the objective function ranges
3. What are the dual values (shadow prices) for each constraint? Interpret each.
4. Identify each of the right-hand-side ranges.

What clauses are included in a commercial real estate sales contract that do not appear in a residential contract?

1. Should a company identify and formally acknowledge its high-potential managers or should it be kept secret? Should managers know they are considered high-potential managers? Explain your position

answer in own words and include citations and real information. NOT just opinion