Where have you seen real people rise to power, only to abuse their power or fail to maintain a focus on others? What can you do to be more mindful of the paradox of power as you enter your next team experiance or start your career?

In a minimum of 350 words, briefly compare and analyze two similar scenarios. Research scenarios that took place in the real world within the past five years that are similar to the scenario above. Select two and briefly compare how each case is similar to the scenario given and analyze how they differ. Based on the research you have found with similar scenarios, identify and describe two steps the victims of the data breach at ABC Bank can take after being alerted that their personal information was compromised.

This is the Scenario is was given and I'm having a hard time finding anything.

You work for B&SC Security, a security firm that is in charge of monitoring data breaches for ABC Bank. In the 5 years that you have worked for B&SC Security, you now manage a team of people; one of your tasks is to make sure that the data at ABC Bank is safe and the networks are secure. In the summer of 2018, ABC Bank experienced its biggest data breach. It has well over 10 million customers and from those 10 million customers, 6.5 million customers’ personal information such as names, addresses, social security numbers, bank account numbers, etc. were compromised. Hackers were able to find a weak spot in the security network and exploit it to gain access to the information which they stole. The attack went unnoticed for 90 days. Your security firm is starting to learn that some of the information that was stolen is now being used by the hackers to commit identity theft. ABC Bank has now reached out to you regarding the breach and to prevent future security breaches from occurring. Since then, you have been in constant communication with the President of ABC Bank and working closely with her to determine what can be done about the information that has been compromised, what changes need to be made in terms of security, and what future trainings and resources can be implemented to prevent another major data breach.

Your task is to prepare an analytical report to the President of ABC bank that determines the effects of the breach that occurred and investigate methods that can be used to prevent this magnitude of a breach in the future.

Problem 2

Incheon International Airport (ICN) is the entrance to South Korea as well as a connection hub for many cities in South Korea and other Asian countries. The airport’s top management is considering several proposals to expand the capacity of the check-in process. To better evaluate these proposals, the management asks you to identify passenger composition and the main resources in order to compute the current capacity at the airport. There are four groups of passengers as described below:

• Group A (international passengers with luggage check-in): 50% of the passengers

• Group B (international passengers without luggage check-in): 5% of the passengers

• Group C (domestic passengers with luggage check-in): 30% of the passengers

• Group D (domestic passengers without luggage check‐in): 15% of the passengers

There are four resources: self-service kiosks, kiosk agents, ID/Passport check, and security check. All passengers first need to check-in at the self-service kiosks. Then all international passengers continue to the kiosk agent to have their passport scanned and to check their luggage (if any). Any domestic passenger who needs to check luggage also proceeds to the kiosk agent to get the luggage tag and complete the check-in process. All the passengers then proceed to the ID/Passport check point and finally go through the security check before proceeding to the boarding gate.

However, the time required for each of these activities varies depending on the group of the passenger. All of the following activity times are expressed in minutes per passenger (assume the information is steady throughout the day):

• There are 10 self-service kiosks.

• There are 5 kiosk agents working to help the passengers.

• At the ID/Passport checkpoint, there are 3 airport personnel.

• In the security check area there are 6 security checkpoint agents with metal detectors and security screening.

You are asked to find the capacity of the system in passengers per day. Please assume that the selfservice kiosks and all employees work 8 hours per day. a

a. What is the average capacity for each of the four resources at the airport in total number of passengers per day assuming the stated mix of different groups of passengers given above? Which of the four resources is the bottleneck? What is the system capacity in total number of passengers per day?

b. Passengers are complaining that the check-in process takes too long. Compute the resource utilization for each of the steps assuming the stated mix of different groups of passengers given above.

c. To resolve passengers’ complaints, the management is planning to add three new security checkpoint agents. With this modification, what will be the bottleneck resource and the total system capacity? Again, compute the resource utilization for each of steps assuming the stated mix of different groups of passengers given above.   

Why might firms choose to internationalize instead of operating domestically? (a) Identify and explain three major motivations for expanding overseas. (b) What are the drawbacks of this strategy? Identify and explain three major drawbacks for expanding overseas

The cost of distrusting a perfume sample is $0.75 per unit. The company wants to distribute 30,000 units. If a sample recipient tries the perfume and converts to be a customer, he/she will buy on average of 5 units. The profit per unit is $4.

1) What is the recipient-to-customer conversion rate to break even?

2)If the target for the program to be successful is 10% gain over the break-even rate, how many customers have to convert after trying the perfume product?

• Describe three strengths

• Describe three weaknesses and turn them into positives.

• Describe one major accomplishment in your current or past employment (or college career).

• Your supervisor told you she is dissatisfied with your work, but you think it is acceptable. How would you resolve the conflict?

• Describe a time when you solved a difficult problem.

• Describe a time when you were able to deal with another personal successfully even though that individual did not like you personally (or vice versa).

• If you were a candy bar, what would you be and why? This question is being asked by employers on a regular basis. When answering this question, try to spin it into one of your strengths.

Throughout the history of the field of public administration there has been an on-going debate regarding the separation go politics and administration. Is it essential to have such a separation? How does this influence the role of the public administrator/?

Why are Online Travel Agents Important?

Use at least 400 words to answer this question, preferably with POINT and REFERENCE

As the supply chain director for a global company, you are facing increasing pressure to improve customer services, especially in handling customer returns. There is currently no system and processes in place. You have been requested by the CEO to set up a reverse logistics system to satisfy customers requirements. A consultant advises you that you need to start with a good gate-keeping process, and this includes a Return Policy and an RMA process. You need to make a presentation to management recommending the immediate action plan, in particular:

1. The objectives and major contents in a Returns Policy
2. The objectives and outlines of an RMA process

Problem 1

Consider a clinic similar to the Student Health Services at OSU. You are asked to perform a capacity analysis for the clinic. The current resources of the clinic are as follows (assume that the information is steady throughout the day):

In addition, the following information is presented to you on the operations of the clinic.

• All patients need to register with the receptionist before they can see a nurse/doctor. The average time to register at the reception desk is 5 minutes.

• On average, 30% of the incoming patients are considered to have only minor problems that can be handled by nurses. The remaining 70% are given appointments to see a primary care provider.

• The average consultation time with a nurse is 30 minutes. After diagnosis by a nurse, 30% of the patients are asked to see a primary care provider for further diagnosis.

• An appointment with a primary care provider lasts 20 minutes, on average. After check up by a primary care provider, 20% of the patients are referred to a radiologist, 10% are referred to the diabetes care center, 20% are referred to the nutrition care center and the remaining 50% either don’t need further referral or are referred to an outside hospital.

• The average consultation time with the radiologist is 40 minutes.

• It takes 30 minutes, on average, for diagnosis at the diabetes care center.

• An appointment at the nutrition care center usually takes 25 minutes.

The manager of the clinic is interested in the following questions:

a. What is the capacity of each resource in the clinic (reception, primary care provider, nurse, radiologist, diabetes care, and nutrition care) in number of patient-arrivals per hour?

b. What is the system capacity of the clinic in number of patient-arrivals per hour? Identify the bottleneck(s). What is the slack of each resource in total number of patient -arrivals per hour?

c. If the clinic hires two additional units for the bottleneck resource, what would be the new system capacity and bottleneck(s)?

d. Suppose that the proposal in part (c) is implemented and all employees work 10 hours per day, how many patients can the clinic serve each day?

relating to cultural change in organizations. Provide examples that you have seen in your own work life.

According to this article answer the following questions

A former Amazon manager alleges that her supervisor made her scour the social media accounts of applicants to determine their race and gender, and then fired her when she complained. Lisa McCarrick filed a lawsuit against an Amazon unit on Monday in the Superior Court of California, Alameda County, claiming retaliation, wrongful termination, failure to prevent discrimination and violation of the state's labor code. The 38-year-old, who lives in Rocklin, about 20 miles northeast of Sacramento, is also suing for violation of the state's Equal Pay Act, alleging that she made significantly less than her male colleagues although they were doing similar work. McCarrick joined Amazon as a loss prevention manager in July 2018 and was promoted to a regional manager five months later, the suit says. After her promotion, her supervisor instructed McCarrick to go through the social media profiles of job candidates "for the purpose of ascertaining race/ethnicity and gender," according to the lawsuit. McCarrick knew that Amazon had been criticized in the past for a lack of diversity in the workplace and thought what she was being asked to do was unlawful, according to the lawsuit. In September, she submitted a written complaint raising her concerns about being told to scour applicants' social media accounts and also the pay disparity between herself and her male coworkers. Two months later, in November, she was called into a meeting with human resources and the director of loss prevention informing her that she was fired. "During the meeting in which she was informed of her termination, it was communicated to her that her direct supervisor had admitted to utilizing social media accounts for the purpose of ascertaining race and ethnicity," the suit states. "Plaintiff's protected complaints of race/ethnicity discrimination were substantial motivating reasons for the decision to terminate her employment." The loss prevention director also told McCarrick during the meeting that her male colleagues do make more than her but "that happens all the time at Amazon," according to the lawsuit. The lawsuit claims that throughout McCarrick's employment with Amazon she always received positive performance evaluations but she was told that the reason for her termination was due to "not meeting expectations." McCarrick is seeking damages. An Amazon spokesperson said in a statement Thursday that McCarrick's claims are inaccurate. “At our core, we fundamentally believe that diversity, inclusion, equality, and equal pay for equal work are not just good for our teams and our business, it's just simply right," the statement read. "While we cannot comment on the specifics of this ongoing legal proceeding, Ms. McCarrick's allegations are just not accurate.”

1) Does this case bring about issues or Corporate Social Responsibility? How? Why?

CLASS : AVIATION

in one (1) to two (2) pages, review a Law that Congress has mandated the FAA to be implemented, that has yet to considered or implemented by the FAA.  You are welcome to use any Law. Further, very briefly describe what if anything you believe congress can or should do about Laws that are promulgated, but not implemented by the FAA.

THANK YOU!!

“There is no luck. Only good marketing” Please provide your opinion about this statement. Please use examples and academic sources to support your discussion. - Discussion in 300 words - Use at least 2 examples to illustrate your discussion - Use at least2 academic sources to support your argument.

You are the senior human resource professional in a company and part of the senior strategic management team. The company is a service company that operates five teleprofit centers of 300 representatives each in the following Florida cities: Jacksonville, Orlando, Gainesville, Tampa, and Miami. The CEO has asked the senior strategic team to develop a HR plan that will allow the company to grow by two more teleprofit centers, which will be located in Jacksonville, Florida. Considering turnover, length of training, hiring success and learning curve for new employeesdevelop a reasonable “hire ahead” plan, which keeps newly trained employees ready to take the place of employees who leave or are promoted to other positions. The “hire ahead” plan must allow no more than 3% of the employee base in each of the new teleprofit centers to consist of newly trained employees. The following factors should be considered while developing the plan: • There is a human resource budget of $3.5M. • From the HR Budget, $200K will be dedicated for recruiting and selection. • Recruiting costs will increase by 30%, but the HR budget will not increase. • Recruiting will be conducted through Monster, CareerBuilder, Sologig, and in various print publications in the listed cities. • There will be 4500 applications received per month from the recruiting efforts. • Average turnover of the teleprofit representatives in the company is 7% per month. • Average turnover of the teleprofit representatives in Jacksonville is 5% per month. • New representatives receive two weeks of training in the classroom and two weeks of “side-by-side” training before they are on their own. • All trainer positions are exempt. • It takes nine months for a representative to be considered “fully trained”. SELECTION PROCESS Choose as many, or as few, of the following steps to create the selection process that applies best to your plan. All applicants who pass these steps will be hired. o Pre-screening- performed by a human resource assistant (nonexempt position) - cost of $20 per applicant; 95% of applicants prescreened are successful and are passed on to a recruiter. o Interviewing- completed by a recruiter (exempt position) - cost of $70 per applicant; 50% of applicants who are interviewed are successful and are then tested. o Employee testing- administered by a human resource assistant- cost of $30 per applicant; 50% of those tested are successful and will have a drug screening check done. o Drug screening- coordinated by a human resource assistant- cost of $35 per applicant; 95% will have a successful drug screening and then have a background check completed. o Background check- coordinated by a human resource assistant using a third party contracted provider- cost of $25 per applicant; 60% will have a successful background check and will be submitted to a credit check. o Credit check- conducted by a human resource assistant-cost of $35 per applicant; 60% will fail the credit check. ISSUES TO ADDRESS The following list represents a minimum guideline of issues that should be addressed:  How does this current hiring process affect the successful filling of current position vacancies?  What process changes can be made to help your budget concerns?  How many new employees have to be hired each month to meet the objectives of the “hire ahead” plan?  What is happening to the vacancy rate?  What is the vacancy rate?  What can be done to improve your vacancy rate?  What can be done to understand the turnover rate?  What can be done to improve the turnover rate?  How does this scenario affect the bottom line of the company?

I am having trouble answering these 2 questions. What is the vacancy rate? What is happening to the vacancy rate? can u please write 2 detail paragraphs for each question. (Thanks)