The differential between the salary of top executives and the lowest paid workers in the same country is quite small in Japan, at least in comparison to the United States. The same is true in unions (president of union versus union workers). Explain why the differential might be small in Japan and in U.S. unions but much larger in private U.S. corporations.

The sales manager of a consulting firm hires salespeople based on the personalities of the customers and when assigning customers to sales people. What are the pros and cons of this?

Part 1 (mandatory): Create a market positioning map (MPM) for AT&T and its major competitors. Discuss the marketing strategies of the company versus strategies of major competitors. What are the advantages and disadvantages of the firm's versus competitors' market strategies?

Please ensure that you have at least three (3) companies on the MPM, including AT&T. You must comment on the MPM results.

Prepare a scholarly and supported discussion post identifying various barriers (noise) to effective communication, and describe strategies for getting your message across, while engaging in active listening.

State 5 suggestions for promoting safety in your workplace (example: recognition/rewards for safety milestones/performance or related behaviors). Think outside of the box. What are some practical ways to promote, recognize and reward safety performance? Be sure to clearly identify your 5 safety suggestions (example 1, 2 , 3, 4, 5,).

Describe a time when you used the consumer decision process while making a purchase, and the role advertising played.

Four members of a firm of solicitors were trustees of large settlement, and money was paid into the firm’s client account in their name. Those trustees misappropriated the money. Helen, another partner in the firm had no actual knowledge of the misappropriation and acted throughout honestly and reasonably in regard to the firm’s affairs, although as a partner he had access to documents, the inspection of which might have revealed a breach of trust. Helen died before the proceedings were commenced by the trustor.

Based on the facts above:

Advise the trustor as to his rights against Helen’s executors.

(b)        Explain if your answer would be different if Helen knew about the misappropriation.

Entrepreneurship in Action

Facebook Interview Process

Facebook has developed a rigorous application process for prospective employees that ensures that the company gets top talent and finds people who fit the Facebook culture. For those interested in technical jobs, Facebook offers an online timed coding challenge, open to all, where the best performers automatically win a phone interview.

The phone interview is the first major step in the hiring process. It covers the candidate’s résumé and questions about previous work experiences, especially about the leadership roles they have held in the past. Facebook recruiters pay close attention to candidates who have been successful in previous positions and show a passion for the work they did on that job. The length of the résumé is not important at Facebook. What recruiters look for is demonstrated excellence and accomplishments. For some positions, applicants may go through second, third, and even fourth telephone interviews. Some of these telephone screenings can be quite lengthy and may involve collaborative online problem-solving exercises with the person conducting the interview.

Those who pass the telephone screening are flown to the company’s Silicon Valley headquarters for a series of on-site interviews with the hiring manager and several team members who are part of the work group. These interviews are designed to determine candidates’ skills and their fit with the Facebook’s unique culture. Team members ask many questions about the candidate’s experience working in teams and make note of how they interact with the team members doing the interview. If a candidate is applying for a technical position, he or she faces more skill-based challenges and a take-home test. The team assesses not only the candidate’s skills and abilities but also the approach they take to problem solving. Creative solutions are particularly important.

Candidates have the opportunity to offer suggestions on how they might make the Facebook product or user experience better. Interviewers want to see specific solutions and metrics to assess how the improvements are working.

Some of the typical questions asked in Facebook interviews are not that typical. Questions such as, “If you were an animal what kind would you be and why?,” “What is the difference between Facebook ads and Google Ads?,” “Should Facebook be available in China?,” and “What do you see as Facebook’s biggest challenge in the next five years?” are common. The goal of these questions is to see how each candidate responds when faced with questions that they could not prepare for in advance.

Facebook employees who are involved in the interview process then make a collective decision on the candidate’s fit for the position.

Interview teams expect applicants for nontechnical positions, such as business operations, sales, marketing, or analytics, to have done a great deal of research into Facebook before they arrive for the interview. “If you are going to work for Facebook tomorrow, what project do you want to work on?” was one question posed to a recent applicant for a market research position.

Facebook managers recognize that once they have made the decision to hire, the candidate also must make a decision about his or her fit with the company’s culture. “After the interview, I wasn’t sure if I would be happy working at Facebook,” says one software engineer candidate, “so they let me come back and speak with my would-be manager and director, as well as some coworkers, so I could make a good decision.”

“We’re primarily looking for builders,” says Thomas Arnold, head of recruitment at Facebook, which prides itself on its entrepreneurial spirit. The company has maintained a flat organizational structure that is best for those who seek to be empowered in their jobs and are highly self-motivated.

Strong applicants also “just get the social space,” says Arnold, and interviewers confirm this by making sure that the candidate is an active Facebook user. If an applicant has not used his or her Facebook account for several weeks, recruiters take this is a sign that he or she will not be a good fit.

Answer the following questions:

What are the principles behind Facebook’s interview process? Do you think it is too complex? Explain.

What does the interview process tell you about Facebook’s culture? Explain.

Can Facebook’s interview process be applied in companies that are not technology based? How might it be applied to a company that makes golf clubs?

Why is hiring new employees so important for a small business? Why is it so difficult? How does the process at Facebook address some of the challenges that companies face when hiring?

Write a 1-2 page paper detailing the above questions, and be sure to cite your references.

1.         Develop training programs for the following WHS topics:

a. Hazardous Substances,

Identify the following for above topic:

·             The target group/s,

·             An outline of why the training is needed,

·             Level of training – who is it aimed at? (i.e. new employees, managers, etc.),

·             Learning needs/requirements of the target group/s,

·             Program content (list topics to be covered in dot point format)  NB you can select one aspect of a topic i.e. for hazardous substances you might identify one group of substances. Don’t try and cover too much in your outline,

·             Delivery mode and rationale for why you’ve selected it (i.e. workshops, coaching on the job etc.),

·             Estimate time (i.e. is this a whole day workshop or 3 hours online etc.),

·             What legislation, codes of practice, rules, regulations, policies, procedures etc. are relevant?

·             Where you will source the information required to develop the program (make a list)?

·             What aids will be used (i.e. flowcharts, videos etc.)?

·             Whether it will be delivered internally or externally and rationale for this choice,

·             An estimate of the cost of running the program (include the direct delivery costs as well as an estimate of time off the job for participants). You may need to do some research with RTO’s and other external providers to get cost estimates,

·             How you will evaluate its success

Describe the three main types of discrimination in the workplace, and discuss the organizational defenses for employee accusations of discrimination.

When looking at the life of a project plan, it is useful to graph and outline the cost variance (CV), and schedule variance (SV). Determining progress, or lack of progress, provides essential information to assess a given project. Execise#2: 2. On day 51 a project has an earned value of $600, an actual cost of $650, and a planned cost of $560. Compute the SV, CV, and CPI for the project. What is your assessment of the project on day 51? Complete exercise 2 Given the data provided, in an excel spreadsheet, PowerPoint, or other appropriate method of delivery, determine the following: 1. Schedule Variance (SV) 2. Cost Variance (CV) 3. Schedule Performance Index (SPI) 4. Cost Performance Index (CPI) In 250-300 words, answer the questions provided with the exercise. Reflect on the assessment of this project assessment. Should the project continue to improve?

Explain the difference between the traditional view and the current view/future vision of Human Resource Management. How should HR professionals in progressive HR functions behave and position themselves in order to be perceived as valuable collaborators, working with other functional areas to drive organizational success?

Write atleast 1,500 words on your Synthesis of Ideas presented in the film “Disclosure” to those Leadership concepts and ancilliary Theories. Examine and dissect the type of Leadership Styles, characteristics demonstrating success or failure and your recommendations or inferences to to employ or not employ using the course Topics. Determine if the course concepts are or are not applicable in critical, analytical, planned decision-making and behavior for individual or organizational benefit.