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)

As you know, the news is often filled with stories of product or service failures. At first glance, it may be difficult for a marketer to pinpoint the cause of the product's failure. As such, prior to a product launch, it is important for marketers to initiate a situational analysis and a SWOT analysis. Based on your understanding of both of these analytical endeavors, which steps are essential to avoiding a product or service failure in the marketplace? Justify your selections with specific reasons, facts, and examples. In replies to peers, agree or disagree with their assessments and explain why.

Question 1

The Dalton Co. is considering hiring the daughter of one of the vice presidents for the position of administrative manager. The daughter, Joyce McGregor, is as well-qualified for the position as any other person who has been interviewed. The position involves responsibility for planning and controlling areas where services and technology are undergoing great change. The company wants a manager who can“grow with the job,” for the position is expected to grow rapidly in scope and status. Although the company has employed relatives of executives for other managerial posts in the company, there is no consensus that employing a relative for the administrative management job will work equally well. The four executives who have the responsibility for making the final decision have evaluated the situation as follows:

1. Alex McGregor, Joyce’s father, feels that since his daughter is well-qualified for the position, she should be hired.

2. Joan Flores, vice president of human resources, also feels that Joyce should be hired. But Flores is aware that the position is subject to much stress and change. Therefore, she feels that special measures must be taken to see that Joyce’s perform-ance is evaluated objectively and impartially. Flores firmly believes that if Joyce should fail to measure up to the job, she should be replaced immediately.

3. Donna Renz, vice president of finance, feels that nepotism in a situation such as this is too much of a gamble. She sees that McGregor's daughter may not measure up, and as a result, the company will be faced with a messy and extremely unpleasant decision. (Why does she feel that the daughter may not measure up, in your opinion? On what basis do you think she is making this assessment?)4. You, as president of Dalton Co., are trying to reconcile the different points of view and reach a decision.

You hold a great deal of admiration and respect for the ability of Alex McGregor, but you know that this is no guarantee that his daughter will perform equally well. Still, as you realize, there is a family tie here. And if you vote against Joyce, what will be the effect upon the father? You appreciate Flores’ point of view and agree wholeheartedly that if Joyce is employed, her performance must be evaluated objectively, and her rating must not be influenced by the position of her father. But, you ask yourself, how can a relative’s performance be evaluated objectively? Who will be responsible for conducting the performance appraisal for Joyce? Should she be required to complete a goals assessment similar to others? Renz has made a good point, too, for you're call that 10 years ago the former president's son-in-law was hired and turned out to be a misfit. It was a sticky situation, and the company had no alternative but to let the son-in-law “gracefully resign.” After that, things were never the same with the former president up to the day he retired. After listening to Alex McGregor, Flores, and Renz evaluate Joyce’s capabilities and express their viewpoints on nepotism, you realize the next step is up to you.

Answer Questions:

Cast your vote and defend your stand by answering each of the following questions.

1. What is your vote?

2. How would you justify your position to each of the three vice presidents if you were asked to do so?

3. How would you proceed to evaluate objectively the performance of an executive's relative such as Joyce McGregor?

Question 2

Ms. Saikley, AM at International BusinessServices, is wondering whether to vote to have a holiday office party this December. She has just spoken with the sales manager, who told her about an incident that happened at another company last holiday season. It seems that the other organization decided to have an “employees only” office party on Friday night from 5 to 8 p.m. at a local downtown restaurant. Two weeks later, the wife of one of the workers burst into the office area and began shouting accusations at an office worker who she thought was having an affair with her husband. It was embarrassing to everyone in the organization and most agreed it was unnecessary. The tantrum became loud and abusive on both parties parts—the wife making accusations and the office worker denying them. The situation became pretty tense at this point.

Answer Questions:

1. If you were the AM of that organization, how would you have reacted to the situation just described? The office worker would have reported to you, and you were the first manager on the scene.

2. Should a policy be written covering office parties? If so, what would be your input on this policy? Should a policy be written concerning visitors who enter the work-place (even family members) and create a disturbance?

What are some patents Tesla holds? Or are they sharing patent information?

SWOT Analysis: Balance the company's strengths, weaknesses, opportunities, and threats to create a competitive position for the company.

Describe a current problem facing your department, organization, or industry that would indicate the need for a simulation model. How best would this problem be solved by simulation versus the other modeling techniques covered in the course? Support your response with rationale from the readings.

Human Resource Planning (HRP) represents a significant improvement on traditional Manpower Planning exercise. Discuss

1. JD’s Firewood is a small locally owned supplier of firewood to consumers that use wood boilers to heat their homes. JD’s offers a variety of seasoned hardwood for sale by the cord with varying prices. In addition, he also sells coal by the ton to customers as a heat fuel. JD’s is interested in determining the breakeven point based on the following expenses: Rent, utilities, and insurance per month is $540.00. Salaries per week are $1,260.00. JD’s Firewood is open 5 days per week. Use two decimal points and round up or down accordingly.
   1. What is the breakeven point in dollars using the information presented below?
   2. What is the breakeven point per day of operation?
   3. Based on the data presented, how much of each product should JD have in stock each week to breakeven?