The cost was $500,000, to be paid in 30 days. When the cars arrived, some were in better condition than others. You sold 25 right away, for $10,000 each. Just to be safe, you sent the payments directly to Honda, even thought the whole sum was not yet due.

The remaining cars were a hard sell but you sold an additional 25 cars for $7500 each, and at the end of the month, you were left with 50 cars and the payment to Honda was due, as well as your rent, salaries, overhead etc.

In desperation, you sell the remaining 50 cars to another lot at a price of $4000 each. The price discount was based upon the purchaser's agreement to pay in cash upon delivery. When the driver returns after delivering the cars, instead of cash he hands you a check from the other dealer.......!

1. If the check clears, how much did you profit or lose in the transaction?

2. What action would you take now if the purchaser of the cars refused to pay with cash or a certified check, the regular check is the only payment available. What risks have you taken and what can the ramifications be?

3. What happens if the check does not clear (bounces)? What are your remedies? What will you do about your debt due to Honda?

The cost was $500,000, to be paid in 30 days. When the cars arrived, some were in better condition than others. You sold 25 right away, for $10,000 each. Just to be safe, you sent the payments directly to Honda, even thought the whole sum was not yet due.

The remaining cars were a hard sell but you sold an additional 25 cars for $7500 each, and at the end of the month, you were left with 50 cars and the payment to Honda was due, as well as your rent, salaries, overhead etc.

In desperation, you sell the remaining 50 cars to another lot at a price of $4000 each. The price discount was based upon the purchaser's agreement to pay in cash upon delivery. When the driver returns after delivering the cars, instead of cash he hands you a check from the other dealer.......!

1. If the check clears, how much did you profit or lose in the transaction?

2. What action would you take now if the purchaser of the cars refused to pay with cash or a certified check, the regular check is the only payment available. What risks have you taken and what can the ramifications be?

3. What happens if the check does not clear (bounces)? What are your remedies? What will you do about your debt due to Honda?

Describe what you think are the key elements of a modification to a contract that a contractor should be mindful of.

For example that the scope of the modification be well defined and understood or other key points

Provide 9 examples

Write your own numerical example and explain how Loeb-Magat (1979) Proposal works. How would you solve the known issues with this proposal? Explain

You registered your logo under the Trade Marks Act in May 1998. You are still setting up your business and have yet to use it. In January 2020,you discover that another company has started using the exact same trademark.Is there anything you cando about it?If so, what? If not, why not?

How to write the about us section of a new website for Nanny Agency online business? Please write in a professional format. Their main services would be that they a reliable platform for families and nannies both to get their work done and are trustworthy.

Answer the following questions:

a) List Zappos’ 10 Core Values.

b) Now, pretend you are the HR manager at Zappos and you are preparing to

interview an applicant for a customer service position at Zappos. The position

requires this person to answer customer questions about its products, over the

phone.

Select 3 core values and write 2 interview questions for each of the 3 core values

(Yes, you will be writing a total of 6 interview questions).

C. Be sure to explain why you are using the interview question and what you hope it

will reveal about the applicant. You are not allowed to use one of the interview

questions presented in the video or in the attached document. Come up with your

own interview questions. Be creative!

Could you please give me several real-life examples of marketing communications that try to persuade consumers by utilizing both aspirational and dissociative reference group appeals? It needs to be real-life example!

QUESTION 1. Kroger management and Meijer management decide to have a sit down face to face meeting. The Kroger people agree NOT to open any stores north of the stores in Midland and Mt. Pleasant. Further, any new stores that will be opened in Michigan will not be within 12 miles of any Meijer Stores. In exchange, Meijer agrees NOT to open any stores in Indiana. Further, Meijer agrees NOT to open any stores west of the western border of Ohio and to stay out of the Southwest area of Michigan from St. Joe’s to Big Rapids.

You work for IGA and you hear rumors about this agreement between your competitors. You consult with your friends at Wal-Mart and they have not only heard the same rumors, but, they have obtained documentation evidencing the agreement. You, acting on behalf of IGA as well as a rep from Wal-Mart, contact Tom Terrific, (TT), your favorite anti-trust attorney. Please share with us what advice he gave you as well as any specific cases, statutes, or principals of law in support of the attorney’s position.

Is the Calphalon acquisition a way to enhance Newell's capabilities, or a violation of its strategy? Will the same strategy that worked well in the past work here? The strategy is the cost leadership strategy.

1. Why is it important that materials handling be aligned with an organization’s objectives, customers, and products?
2. Please use example to explain what environmentally friendly packaging mean? How should a firm adopt the environmentally friendly packaging strategies?

Hi,

I am taking MGMT460 and I have a question on an assignment for Work rules ch.6 :

What style of leadership is encouraged at Google (phrase your answer in one of the four styles described in Organizational Design, pages 160 – 166)? Explain (provide at least 3 examples from Work Rules, chapter 6).

Discuss the Human Resource functions in any two countries in Europe, or Africa, or Asia, or South America.

Associations between Quantitative, Qualitative Job Insecurity and Well-being

Research questions

De Witte et al. (2010) investigated the association of employee’s perception of quantitative and qualitative job insecurity with job satisfaction, and psychological distress in the Belgium banking sector.

Job insecurity is defined as the employees’ concerns about their work-related future. There are two kinds of job insecurities, the quantitative job insecurity and the qualitative job insecurity. The quantitative job insecurity is about the threat to the continuation of the job in the future. The qualitative job insecurity is about threat to the various valued aspects of the job, such as job content or working conditions.

Data collection and respondents

In total, there were 69,000 employees working in the 63 Belgian banks affiliated to the sector’s joint industrial committee in 2001. As questioning all employees would be too expensive, the researchers decided to survey a sample of 15,000 employees (roughly 21%).

All the 63 banks participated in the survey. About 21% of employees in each bank were invited to participate in the survey. Within each bank, the respondents were selected at random with no particular quota for gender, age or employee level. The survey was based on addresses which had been provided by the banks (name, language, address) and each randomly selected employee received a personalized envelope through regular mail, sent to him/her by the employer. The completed questionnaire needed to be returned (free of charge) through the internal post within each bank. The researchers travelled to each bank to collect the completed survey.

The sample was representative for employees in the banking sector, however, not for the total working population. More men (58.5 percent) than women (41.5 percent) participated. About two in three respondents were between 35 and 44 years old or between 45 and 54 years old, while about one in four was between 25 and 34 years old. Only a minority (4 percent) was younger than 24 or older than 55. Most respondents had an education beyond high school (63.9 percent), had partners with an income and children (72.4 percent), and worked full-time (85 percent). There were about as many white-collar workers (54.4 percent) as executives (45.6 percent).

Measures

Quantitative job insecurity was measured with four items developed by De Witte (2000) on a scale from 1 (strongly disagree) to 4 (strongly agree). Sample items were “I feel insecure about the future of my job”’ and “I am sure that I will be able to keep my job” (reverse coded). Reliability (Cronbach’s alpha) equalled .89.

Qualitative job insecurity was measured with ten items from the 17 item measure that was originally proposed by Ashford, Lee, and Bobko (1989). These job features concerned four broad dimensions previously distinguished to describe the various characteristics of a job: job content (autonomy, skill utilization, and specific tasks), working conditions (workload and quality of working conditions), employment conditions (wage, working hours, and opportunities for promotion), and social relations at work (relations with colleagues and supervisors, respectively). Respondents had to indicate whether each of the job features would likely improve or deteriorate in the near future (1 = strongly deteriorate; 5 = strongly improve). We recoded the items so that a high score reflected qualitative job insecurity. Cronbach’s alpha equalled .87.

Job satisfaction was measured with one item: “Overall, how satisfied are you with your current job?” (1 = very dissatisfied; 5 = very satisfied).

Psychological distress was measured with the 12-item version of the General Health Questionnaire (Goldberg, 1978). A sample item was “Have you recently lost much sleep over worry?” Responses varied from 1 (“less than usual”) to 4 (“much more than usual“). Reliability (Cronbach’s alpha) was .89.

Control variables. The following social demographics and work-related factors were included: gender (0 = men; 1 = women), age (1 = 18–24; 2 = 25–34; 3 = 35–44; 4 = 45–54; 5 = 55+), education (0 = no education beyond high school; 1 = education beyond high school), extra income (0 = no partner with extra income; 1 = partner with extra income), children (0 = no children; 1 = children), occupational position (0 = white-collar worker; 1 = executive), working hours (0 = part-time; 1 = full-time). The demographics were used as control variables in data analysis.

Instructions for answering the questions

Use at least four academic sources in English to answer the questions. The sources can be books or peer reviewed journal articles or a combination of both books and peer reviewed journal articles. The academic sources as well as responding to the questions will be around 2000 words in total.

Q1: Sample size

The sample size for this study is fifteen thousand employees selected from a total of 69,000 bank employees (about 21% of the employees). Is a sample of this size necessary? Give your reasons.

Q2: Sampling method

What is the current method of sampling? What are the advantages and disadvantages of the current sampling method?

Q3: Measures of variables

Give your comments on the reliability and validity of measures of the variables.

Q4: Collection of data on social demographics

The purpose of this research is to find the associations between quantitative and qualitative job insecurity and well-being. However, data on variables such as gender, age, education level, extra income were also collected. What is the purpose of collecting data on variables such as gender, age, educational level etc.?

Q5: Research design

What research design is used for current research? What are the positive and negative side of the current research design?

References

Ashford, S. J., Lee, C., & Bobko, P. (1989). CONTENT, CAUSE, AND CONSEQUENCES OF JOB INSECURITY: A THEORY-BASED MEASURE AND SUBSTANTIVE TEST. Academy of Management Journal, 32(4), 803-829. doi:10.2307/256569

De Witte, H. (2000). Arbeidsethos en jobonzekerheid: meting en gevolgen voor welzijn, tevredenheid en inzet op het werk (Work Ethic and Job Insecurity: Measurement and Consequences for Well-Being, Satisfaction, and Performance at Work). In van groep naar gemeenschap, ed. R. Bouwen, K. De Witte, H. De Witte, and T. Taillieu, 325–350. Leuven: Garant. Goldberg, D. P. (1978). Manual of the General Health Questionnaire. Windsor, UK: NFER-Nelson.

De Witte, H., De Cuyper, N., Handaja, Y., Sverke, M., Näswall, K., & Hellgren, J. (2010). Associations between quantitative and qualitative job insecurity and well-being: A test in Belgian banks. International Studies of Management & Organization, 40(1), 40-56. doi:10.2753/IMO0020-8825400103

Detail explanation of Porters 5 Force Analysis for Whole food market?