Organizations with strong cultures typically have fewer policies. Why is that?

The Cordis Building Works Company modifies and builds portable offices and homes based on customized plans using everything from shipping containers, to modular homes. The company has been in business for 35 years and has prided itself on providing a very competitive salary and great benefits as well as retaining most of its original employees since they began. While they originally began the company doing creative designs and one of a kind housing and office buildings, much of the routine work in the factory is now done robotically. They still need a supervisor and technicians to keep the operations running as well as the construction crew who actually deliver and construct the products on site. Now the designs might be modified a bit but are already in their computer and ready to produce with some small modifications when needed. There are two main engineers, one who predominantly works on high-end mansions, and the other who predominantly works on corporate office projects back at the main offices.

The CEO and President (i.e., the husband and wife team who are the founders), are the ones that meet with prospective corporate clients and negotiate the prices and building parameters. While the company used to construct low income housing as well, the clients are now almost exclusively, wealthy private clients or corporate titans. The CEO and the company president are beginning to think about retirement. They want to keep the company running but they cannot understand why the two engineers seem unmotivated when they are receiving such competitive salaries, and great benefits with three weeks’ vacation a year. In addition, the production line has had more problems of late and the supervisor seems to be coming in late several times a week as have the technicians. They are worried about the future of the company they built.

Checklist: Minimum Submission Requirements

Summarize the problems at the company that are possibly affecting employee motivation and performance.
Analyze motivation theories as provided in your text and Learning Activities (providing proper attribution) to explain the engineers’ lack of motivation.
Analyze motivation theories as provided in your text and Learning Activities (providing proper attribution) to explain the supervisor’s, technicians’, and construction crew’s lack of motivation.
Explain how the CEO and president might better motivate employees to improve performance.

answer in your own words, 4 sentences, ty

Interview questions:

What evidence do you have that you have created a positive climate or culture at your current employer?

Give an example of a time when you held an employee/peer accountable for results

Your assignment for this module is to fill out the grid below with a list of metrics that you think an ACO CFO should track in order to be successful with the ACO model.

Rules – fill out the table below

1. Pretend that you are the CFO of an accountable care organization that has access to (e.g. enrolls) 300,000 Lives. Your ACO is on the hook to provide the best care and care outcomes for a fixed amount of money that is shared between your two hospitals, three physician groups, and an ambulatory surgery/urgent care facility.

2. What are the top ten metrics to which the CFO should be paying attention in order to make sure the ACO is financially solvent?

3.  You must have at least one metric in each of the following categories:

Financial

Volume of patient care

Utilization of services

Patient care quality

You must provide a specific arithmetic definition of each metric.

Rate or ratio metrics require specific definitions of both the numerator and denominator

For each metric, you must supply a rationale for why this particular metric is critical to the financial success of your ACO. Convince me.

I’ve provided four examples; you can include them in your list but you have to have 10 in addition to mine.

Provide citations from the literature for at least three of your metrics.

Big hint. There are a number of required reporting metrics required by CMS. “Required by CMS” is a perfectly good rationale for including the metric

Describe typical stages of firms expanding into international business and each stage’s impact on HRM.

Connie Jefferson is the primary flower dealer in her hometown of San Flores. Connie has watched the sales volume of her favorite flower, the yellow rose, change over the past 10 weeks. The changes are due to an experiment that Connie is conducting. She has been told that she could sell more roses by reducing the price, and Connie tends to agree. In her experiment, Connie has set out to determine the relationship between the price charged for yellow roses and the quantity demanded. Over the past 10 weeks, Connie has carefully tracked the selling price of her roses and the quantity sold. Her data are as follows:

            a.         Develop a least squares regression equation that shows the relationship between the    

quantity of roses sold and the price charged.

            b.         If Connie sets the price at $17, what should be the demand for her roses?

            c.          Discuss the use of this modeling process in a different business setting.

*Please show working and please use the different answer from the chegg since my friends already use it. Handwriting is okay, thankyou and I appreciate it.

2) Provide examples from your own experiences in which leaders (work leads, supervisors, co-students, other organizations or family members) exhibited one or more of the six key leadership competencies described in this chapter. What impacts did these competencies have on you or the organization?

1) We emphasized that leadership is the “driver” of a total quality system. What does this statement imply and what implications does it have for future CEO’s? Middle managers? Supervisors?

In minimum 200 words, answer this question: From your readings in the First Week, could American Indians have done better in the face of European encroachment? If so, how could they have done better for themselves?

Discuss the concept of a security interest in personal property, as what is it, how is it perfected? Next discuss why it is important for businesses who engage in the sale of personal property to protect their interests in that property as what are the dangers if a business fails to perfect security interests in the property it sales? How and why do third parties have security interests in personal property?

Business Law... Please help...

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For more than two years, my school employer in Thailand had been trying to terminate me with forced retirement. In a January 2013 meeting with my supervisor, I was politely informed that my teaching contract for the new school year beginning in May of 2013 was not being renewed. The sole reason for this was my age. Although I was 68, my health was still good, and I hadn't missed one day of teaching during the past year. Furthermore, my mind was still very sharp, and teachers and students alike regarded me as one of the better teachers at school. Upon appealing this unfair action to the school's principal, I was given a contract for the upcoming school year but with a frozen salary, and the stipulation that both the school and I mutually agreed on my retirement in April of 2014. After an appeal and assistance from a third party, I was finally given a lawful due pay increase for my final year at the school.

Why, then, was my school so intent on forcing me into retirement? The answer lies in age discrimination or ageism which I will examine in this hub. After defining age discrimination and forced retirement, I will present the pros and cons of age discrimination and forced retirement in the workplace.

What is Age Discrimination?

Age discrimination or ageism may be defined as treating a person less favorably because of age. This is often reflected in the hiring, promotion, and forced retirement policies of businesses and governments. Whenever they can get away with it through loopholes in the law, businesses and the government will hire younger people in preference to senior citizens. A lot more younger than older persons will be promoted as seen during my career with the government.

Age Discrimination at Work

What Is Forced Retirement?

Forced retirement is the involuntary ending of a person's career usually through age discrimination. This can happen to an individual who is still in his or her 50s when a company is downsizing. Under the guise of early retirement with a few benefits, an employee who is still productive is coerced into a forced retirement. Forced retirement can also happen to an older employee in his or her 60s. This is done by making the workplace job so unpleasant that the employee eventually gives up and accepts a forced retirement.

Forced Into Retirement - What You Should Do

Arguments for Age Discrimination and Forced Retirement

What, then, are the arguments for and justifying age discrimination and forced retirement in the workplace?

1. The Employer Saves Money

It is a fact that older employees receive a much higher salary than younger employees. In the case of my employment at a school, wouldn't it make good business sense to replace my salary with that of a younger teacher who will earn half as much as me?

If a person is working for a business or government in the United States, the employer will contribute much less to retirement benefits for a younger employee than for an older one.

2. The Older Employee Is Less Productive

Some people have made the case that a worker's productivity declines rapidly after the age of 65. This is many times reflected in the increased number of sick days taken, and the slower reaction time both mentally and physically of older workers. Older workers are often challenged by new technology and find it very difficult to learn new office computer applications such as Microsoft PowerPoint, Excel, Word, and Office. In competitive professional sports such as baseball, basketball, and football, the older athlete most times in his mid or late 30s is not as good as the younger athlete.

3. More Opportunities For Younger People

If a company or the government has too many older employees, it will not be able to hire new blood in the form of younger employees. It is a fact that younger employees are more energetic and generally more able to adapt to change than the older. By examining what is reflected in today's media, it is, in fact, a young person's world. Trends and changes in business and society are initiated by younger people. In professional sports, most people recognize that it is a young person's sport. Consequently, teams are built around the younger athletes rather than the older.

Arguments Against Age Discrimination and Forced Retirement

Now for the arguments against age discrimination and forced retirement which are as follow.

1. It's Unfair and Against Most Laws

In many western countries, age discrimination and forced retirement are against most laws. In Thailand, forced retirement is allowed; however, according to labor laws, the employee forced to retire from his job is entitled to severance pay. I personally feel that if an older employee is in good health, and has a good flexible mind to his or her job, it is unfair to force retirement.

2. The Older Employee Has a Wealth of Experience

Older employees have a wealth of experience to contribute to businesses and the government. The United States persuades some of its older employees to accept an early retirement by promising them part-time contractor jobs after they retire. As a part-time contract worker, the retirement annuitant gets to mentor junior employees, and the government saves money by not keeping the older employees on as full-time workers. Unless businesses agree to keep their experienced older employees on as part-time workers and mentors, they would be foolish to let this wealth of knowledge and experience go.

3. Older Employees Have Better Work Habits and Loyalty than Junior Employees

Many older employees have much better work habits than younger workers. A senior dedicated employee will not miss much work time and will always be on time. Because the senior is not interested in upper mobility and only looking out for himself or herself, he will be more dedicated to his job with the government or a business.

It is completely understandable why my school forced me to retire with age discrimination. The school could save money, and maybe the school and students' parents prefer seeing a younger and more handsome face in the classroom. Just the same, I challenge the school to hire a younger teacher who is more dedicated, more experienced, and a better teacher than me.

Explain how firms can develop political capabilities? Discuss reasons for regulation and the potential costs associated with them?

For Microsoft Corporation Please provide a list of elements for each of the porters five force's Avaliabilty of Substitues and give them a rating all equal to 1 and state if it is highly attractive, mildly attractive, neutral, mildly unattractive, highly unattractive for the present and future ratings.

State if you agree or disagree with the summary of provided. PLEASE reframe from using Overuse of ambiguous terms such as it, this, and they should not be used.

I like the fact that in your response you bring up action plans and documenting what the conversation was around improving the employee's performance/behavior. I think as a leader it's also important to remember that documentation is a double-edged sword. While documentation of coaching conversations can hold the employee accountable for their poor performance or behavior, it also to some degree holds the manager accountable for the steps they take or don't take to try to improve the employee's behavior/performance. Action plans or performance improvement plans are important steps in the performance management and documentation process that become part of the manager's record or file as well.

Assume you are the manager of a company who is looking for just the right person to fill a unique new position. You need to write a very targeted and effective ad that will grab attention and create interest in potential candidates. You can decide what the company does and what position is needed. Using principles of motivation from the article on Southwest Airlines, the interview with Greg McEvilly, and the theories discussed in Chapter 8 of Introduction to Industrial and Organizational Psychology, write an advertisement for a job that would spark interest in people who are creative, dependable, and innovative.