What is one thing that came to mind when you read the film study or the synopsis of Iron Jawed Angels?

Name one women in History that stood out for women's rights.

Why did this woman come to mind when asked that question?

Process Control at Polaroid (A)

1. Create and interpret SPC charts – Xbar and R charts for each work shift for finger height and pod weight. (provide step by step instructions on how you came up with the XBar, R, R bar, X double bar, UCL, and LCL)

Please read the case and answer the three questions below in specific

A group of bright and entrepreneurial graduates of the American University of Dubai Engineering, Arts and Sciences, and Business colleges has formed an idea generation company called ThinkTank4U. The company is built on an innovative idea itself. In a knowledge economy, new, novel and practical ideas become keenly sought-after ‘goods’. ThinkTank4U offers to its clients ‘ideas’ on a wide range of issues and themes including: how to bring new products to market, how to compete, how to grow, how to improve performance, how to deal successfully with competitors, complementors, customers, suppliers, and own employees. The mission of ThinkTank4U is to help clients with new working ideas that translate into greater performance. The company guarantees its clients the success of its ideas. It shares the revenue generated by its ideas with the client based on a formula agreed in advance by both of them. If no revenue is generated by the company’s ideas, it charges no fees for the assignment completed for the client.

The company is composed of a core group of four self-managed teams of ‘Ideators’ (the term used to describe team members indicating their task as idea generators) and helped by supporting contractual professional staff. Each team has on average seven members and is coordinated rotationally by the Ideator having the most valuable expertise in the basic issue of the assignment at hand. For example, if the client is asking for new advertising campaign ideas for promoting an electronic device, the team will be coordinated by the Ideator who has the most experience in the field of advertising. The company has no ranks in its structure, which is mainly based on teams and committees. The company also has a sophisticated information system that can be accessed by everybody in the core group.

After each assignment is completed, the team members set together for reflection. They make sure that the experience gained from the assignment is extracted, shared, and documented. The team learns how to better structure thinking, manage debate, activate participation, expose hidden assumptions, gain new knowledge, be acquainted with new industries, and so on. They revise their processes and outputs and try to discover weaknesses, gaps, and flaws in their working style, team structure, or relationship with clients. The company has a regular internal electronic publication it calls ‘The Pool’, where team members can present their thought, learned experiences, and ideas to share with the rest of the company.

The company’s strategic decisions are taken in general meetings coordinated by the company’s eldest member. The operational decisions are overseen by the committee of the current team coordinators. There are clear but simple policies and decision rules about how to make operational decisions to maintain consistency and to preserve the precious time of team coordinators. Strategic decisions are made by consensus whenever that is possible. When consensus is difficult to obtain in one session, another session is scheduled where arguments have to be presented, debated and then their merit is evaluated (by all members) using a scoring system from 1 (= weak) to 5 (= strong). The argument with the highest evaluation score will be wholeheartedly adopted by all.

The supporting contractual professional staff has a traditional pay policy unconditional upon the company’s performance. The core group pay, however, is based on performance of each member as evaluated by all members of the team. Each assignment’s revenue is divided into three parts: one third goes to the company’s account, one third is shared equally among the team members, and one third is allocated according to the contribution of each member as evaluated by the whole team.

Performance evaluation of Ideators is done by their teammates. Evaluation components are based on active and positive participation in clients’ assignments and in the running of the company’s affairs. These include skills such as initiative, creativity, debate, refutation, cooperation, knowledge sharing, the impartiality of judgment, and professionalism; and personal traits such as integrity, openness, responsiveness, sympathy, and willpower. There is a very strict exit policy. A team member who ranks last in evaluation in five consecutive times has to leave the company. Ranking last in performance in two consecutive times triggers an immediate inquiry into the reasons behind this ‘fatigue’. It also necessitates conducting what the company calls a ‘climbing’ session by all team members who offer help by sharing their experience and knowledge and by encouraging their teammate to climb back to high performance.

The company’s work culture and evaluation and support system succeed only on the basis of honesty, trust, and sheer candor (straightforwardness), traits that are at the heart of the hiring process of the company in addition to other competencies related to creative thinking and other soft skills. Members also have to possess strong characters to be able to withstand pressures, biases, and negative tendencies. These qualities are not easily found in many of the applicants who dream to join this company. Hiring is done by each team according to its own judgment but with non-binding consultation and coordination with other team coordinators. There is a well-established rule governing team size. When the size of a team exceeds 10 members it splits itself into two teams with each hiring new members if necessary. This is how new teams are formed out of current teams.

One of the company’s teams is currently working on a client’s assignment that requires the generation of ideas about how to increase sales of children’s games after the Eid season. A recently hired member of the team, known for his experience, knowledge, and creativity, has come with the following strategy:

• Make a strong advertisement campaign on TV channels watched widely by children to promote new games (reason: children will solicit promises from their parents to buy them these games in the Eid season).
• Supply limited numbers of these games to children’s toys stores and make available less attractive games (reason: children have to have games in the Eid season and when they cannot find their most desired ones they will ask their parents to buy them alternative games of equal value).
• Run the same strong advertisement campaign again after Eid season (reason: children will desire to have these games more than ever).
• Flood the children’s toy stores with these games (reason: children will remember their parents’ promises and pressure them to buy these games. Parents cannot refuse otherwise they look bad in the eyes of their children for not fulfilling their promises).

Please Answer the three questions below (be specific):

1. Assess the virtuousness of ThinkTank4U Company. (Virtue ethics, the focus on integrity the character not the act).
2. How ethical is the strategy suggested by one of the Ideators on how to increase sales of children’s games after Eid seasons? Base your evaluation on a specific ethical theory. (Choose one of theories: Utilitarian, deontological and justify)
3. How does the recently hired member of the team, who suggested the strategy, fit the culture of ThinkTank4U Company? Explain

What is the impact of PERT and CPM on global manufacturing and service based organizations?

• Increasing Global Competition

write an use case to request an amount from an financial overdraft system ?

Please review the following scenario and place yourself in the position of the new Human Resource Manager for Acme Manufacturing. Once you understand the circumstances of the problems in this organization, please respond to the questions that the General Manager has posed.

Scenario: You just started work as the new Human Resources Manager for Acme Manufacturing, a Fortune 1,000 company. The job was vacant for 6 months prior to your hiring. You have wondered about this, especially since reading about employee harassment incidents and fights recently in the news.

The General Manager (GM) calls you into his office the minute you arrive. He shuts the door after saying a quick word of welcome and begins to tell you about an incident that happened last week that needs your immediate attention. The company's manufacturing operation runs three shifts of production workers so that the plant is operating 24/7. Over the past 6 months, hostilities have arisen between employees on the third and first shifts. What started out as jeering and criticisms by the first shift, claiming they have to clean up the mess and complete all of the work left undone by the third shift, has escalated to physical confrontations and altercations. Although the GM says that aggressive bantering back and forth is common for shift workers in manufacturing, he admits that he is worried about further violent escalation. The GM says he needs your help.

• Where do you think that this evaluation should begin? In your reply, explain your reasoning.
• Explain the different levels of disciplinary actions that will be used for the Acme Manufacturing Company. Your reply should include the levels of discipline and 1 example of a disciplinary action for each level.
• How would you determine the disciplinary action appropriate for the employees involved in this scenario? Your response should include your reasoning.
• Why would you draft policies and procedures associated with disciplinary actions for the workplace? Provide a minimum of 2 reasons in your response.
• How would you ensure that the entire workforce is trained on these new policies and procedures? Provide 1 example in your response.

Write a 5–7-page memo to the GM that provides your responses to his questions above. Be sure to cite any references used in proper APA format.

Identify five different brands for which you have a high level of brand loyalty. Describe your level of loyalty and discuss why you are loyal. How important is brand equity in your loyalty?

discuss why knowledge of information technology applications are mandatory for managers?

Please review the following scenario and place yourself in the position of the new Human Resource Manager for Acme Manufacturing. Once you understand the circumstances of the problems in this organization, please respond to the questions that the General Manager has posed.

Scenario: You just started work as the new Human Resources Manager for Acme Manufacturing, a Fortune 1,000 company. The job was vacant for 6 months prior to your hiring. You have wondered about this, especially since reading about employee harassment incidents and fights recently in the news.

The General Manager (GM) calls you into his office the minute you arrive. He shuts the door after saying a quick word of welcome and begins to tell you about an incident that happened last week that needs your immediate attention. The company's manufacturing operation runs three shifts of production workers so that the plant is operating 24/7. Over the past 6 months, hostilities have arisen between employees on the third and first shifts. What started out as jeering and criticisms by the first shift, claiming they have to clean up the mess and complete all of the work left undone by the third shift, has escalated to physical confrontations and altercations. Although the GM says that aggressive bantering back and forth is common for shift workers in manufacturing, he admits that he is worried about further violent escalation. The GM says he needs your help.

• Where do you think that this evaluation should begin? In your reply, explain your reasoning.
• Explain the different levels of disciplinary actions that will be used for the Acme Manufacturing Company. Your reply should include the levels of discipline and 1 example of a disciplinary action for each level.
• How would you determine the disciplinary action appropriate for the employees involved in this scenario? Your response should include your reasoning.
• Why would you draft policies and procedures associated with disciplinary actions for the workplace? Provide a minimum of 2 reasons in your response.
• How would you ensure that the entire workforce is trained on these new policies and procedures? Provide 1 example in your response.

Write a 5–7-page memo to the GM that provides your responses to his questions above. Be sure to cite any references used in proper APA format.

You have just been promoted to the position of a Project Manager for a mega construction company with project sites across the Provinces in Canada. How would you describe to your team members the impact of governance on managing an individual project and why is the approach important to today’s business environment?

After having the opportunity to complete the Internet and Interactive Media Marketing course, what would you change and why? What topic particularly caught your interest and what do you want to know more about? Last, but not least, if you could share with the next class one piece of advice about this class, what would it be? Please note that this pertains to the class, the materials, flow/organization, etc.

Two of the most central lessons of organizational culture are that (1) different companies have very different cultures and subcultures, and (2) the fit between a person and the culture is a critical factor in determining job success and satisfaction. With that in mind, assume you have just received two job offers and both firms have offered the same pay, same job description, and same geographic location. So your hope is to begin to sort out which of those firms would be the best fit for you.

(a) What types of culture differences are most important to you in an organization?

(b) What questions would you ask to determine this and why (tie to chapter concepts)?

(c) What would be the sources of information (systems, rituals, traditions, values) you would seek to help determine the nature of each culture, and your potential fit? (It may help if you think about your own organization if you are working, or research a well known company, and then give an example.)

Entrepreneurship starts with an idea. Without being critical or judgmental, brainstorm a set of 10 ideas that could lead to the start up of a new business. Screen your ideas and select those that would enjoy the greatest market demand, the most attractive market structure and size, and the best profit margins. which if these screens caused most of the ideas to be discarded? What additional information would you need to seek out to answer all the screening questions?

Please find your own example for the following category (at least one example per category). Briefly explain your example with the product picture that you could search on the internet.

(a)   a new-to-the-world product

(b) a new product line

(c)   an addition to existing product lines

(d) an improvement or revision of existing products

(e)   a repositioned product

(f)   a lower-cost product

The Economist Intelligence Unit, in its 2014 report entitled, “Closing the Skills Gap: Companies and Colleges Collaborating for Change,” presents findings from a survey of 343 senior business executives. When asked what skills are most important to them for employees to have, 63% cite collaboration and teamwork skills. The only skill set ranked higher was critical thinking.

Business schools and their regulatory bodies correspondingly place a high level of emphasis on team and groupwork. Understanding that the output of teamwork should be larger than the sum of its individual parts, what do you see as the benefits and challenges of working in teams, specifically in an online learning program targeted at adult learners?