Think about and identify several internal and several external environmental factors that affect marketers’ choices across the 4Ps+1 (think about that first section of the marketing plan). Discuss how specific internal and/or external factors can influence what products or services companies sell to customers, and discuss how specific internal and/or external factors can influence effective strategies using the other marketing mix elements.

Could the Federal Government dictate equal rights for women without an Amendment to the Constitution? In a multitude of articles and internet blogs it seems to be very challenging when dealing with the actions of an administrative agency. How successfully normally are these challenges?

Q1. ( 50 marks) please match word count to get a thumbs up

a. What is franchising? (150 words)

b. Analyze some industries in Dubai where franchising is expected to grow ( 220 word)

c. Why is pricing important for small businesses? ( 160 word)

Dissuss on the process of an effective human resource planning includes 3 factors: what positions the firm will have to fill, how to fill them and to identify/address the gaps between the employer’s workforce today, and its projected workforce needs.

Analyse those of 3 factors in detailed and find the solutions to improve the process.

1. Who should define the cost data that will be reviewed at end of phases in the project? Why is it necessary to define the elements in advance? What are the attributes of effective data?
2. What is the one most important thing that you took away from project managment? How will that help you achieve your goals.

Laws contain consequences for when they are broken (e.g. fines, imprisonment) while policies outlines principles of action for an organization. If you design an ethics policy for your organization and include consequences for violation of the policy, does the policy then become a law rather than a policy? Why or why not?

In 150 words

Q1. Answer the following questions in detail with examples as applicable:
a) What is different HR Structural Alternatives and how effectiveness and
optimization in People Management relates to core activities of HR?
b) Discuss the complexity of outsourcing process and how to manage it for
organizational efficiency.
c) Describe the latest trends in Human Resource information systems and technology
considerations.
d) Outline how HR can assure that communication can be used as an effective tool
towards delivering messages and exchanging organizational information

Part 1: Human Resource Planning
Discuss the development of an effective human resource planning process. Be sure to identify the major players and their functions, components of the process, and suggestions to improve the process.

Part 2: Compensation and Rewards
Differentiate among direct financial compensation, indirect financial compensation, and non-financial rewards. Be sure to include specific examples of each.

Just Briefly discuss this Management topics.

a. Managing Change, change process
b. Internal external forces of managing change, why people resist to change

c. Explain Clan water metaphor- Unfreezing, change and refreezing
d. Advantages and disadvantages of Global team

Could you please summarize this article

An Uber sticker above one for its ride-hailing rival Lyft. Even if a ruling like California’s eventually forces such companies to change their business model, that moment could be far off.CreditRichard Vogel/Associated Press

By Noam Scheiber

In a ruling with potentially sweeping consequences for the so-called gig economy, the California Supreme Court on Monday made it much more difficult for companies to classify workers as independent contractors rather than employees.

The decision could eventually require companies like Uber, many of which are based in California, to follow minimum-wage and overtime laws and to pay workers’ compensation and unemployment insurance and payroll taxes, potentially upending their business models.

Industry executives have estimated that classifying drivers and other gig workers as employees tends to cost 20 to 30 percent more than classifying them as contractors. It also brings benefits that can offset these costs, though, like the ability to control schedules and the manner of work.

“It’s a massive thing — definitely a game-changer that will force everyone to take a fresh look at the whole issue,” said Richard Meneghello, a co-chairman of the gig-economy practice group at the management-side law firm Fisher Phillips.

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The court essentially scrapped the existing test for determining employee status, which was used to assess the degree of control over the worker. That test hinged on roughly 10 factors, like the amount of supervision and whether the worker could be fired without cause.

In its place, the court erected a much simpler “ABC” test that is applied in Massachusetts and New Jersey. Under that test, the worker is considered an employee if he or she performs a job that is part of the “usual course” of the company’s business.

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By way of an example, the court said a plumber hired by a store to fix a bathroom leak would not reasonably be considered an employee of that store. But seamstresses sewing at home using materials provided by a clothing manufacturer would probably be considered employees.

In addition, a company must show that it does not control and direct the worker, and that the worker is truly an independent business operator, not just classified that way unilaterally.

While companies like Uber have had some success arguing that they don’t exert sufficient control over drivers to be considered employers, it would be hard to assert that drivers are performing a task that isn’t a standard feature of their business.

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In a recent case involving the restaurant ordering and delivery service GrubHub, for example, a California judge found that food delivery was a regular part of the company’s business in Los Angeles, where the plaintiff worked, potentially satisfying the ABC test. But she ruled in favor of the company, concluding that it did not exert sufficient control over the worker to be considered an employer.

Shannon Liss-Riordan, the attorney for the plaintiff in that case, said she would seek reconsideration in light of the new ruling.

GrubHub said in a statement that it was aware of Monday’s ruling but could not comment because of the appeals process in the case, other than to say it “will continue to ensure delivery partners can take advantage of the flexibility they value from working with our company.”

Uber declined to comment.

The case on which the court ruled Monday was brought by delivery drivers at a company called Dynamex, who had been considered employees before 2004, when the company changed the relationship to a contracting arrangement.

Were the courts to find that workers at companies like GrubHub and Uber, as now constituted, were employees rather than contractors, the companies could respond in several ways. They could simply make their workers employees rather than contactors.

Alternatively, ride-hailing companies like Uber might choose to rein in their operations, providing a more limited platform in which drivers and passengers can negotiate prices and the terms of the service.

Even if Uber and the like are eventually forced to change their business model, however, that moment could be far off. Uber drivers typically sign an arbitration agreement stating that any disputes must be brought individually and outside the court system. While the United States Supreme Court recently heard a challenge to such agreements, it is widely expected to uphold them.

Q2. Express your view with theoretical explanation for the following:
a) Why organizations must consider CSR (Corporate Social Responsibility) as a
strategic alternative? Apply the triple bottom line concept to an organization of
your choice and analyze the strategic intent of the selected organization by using
the CSR sux stage process.
b) How Employee Engagement can directly influence the organizational performance?
What value does Employee Engagement brings for the Employees as well as the
Employer?
c) Explain with examples how pay variations and broad banding can we be effectively
used as a total rewards external and internal key driver.

Part 1: This week, the journal will focus on your personal growth and development strategy. Review section 5.7, Formulating Organizational and Personal Strategy with the Strategy Diamond in the text and develop your own Strategy Diamond. Include the final list of your personal goals and objectives as well as the work you did to arrive at them. Part 1 should be a minimum of 300 words.

Part 2: Also, we want to check in with peer assessment. In class and in the world of business, your communication and feedback skills are important to develop. How do you feel about the feedback you received last week? What about the feedback you gave? How will you improve feedback you give this week? Part 2 should be a minimum of 200 words

What is the relevance of the outer game and the inner game on your leadership behavior? What points of leverage and strategies are given for increasing motivation and employee satisfaction? What variables affect motivation and satisfaction? Why?

What impact do the different levels of leadership have on employee attitudes, emotions, and behavior? Which level is closest to your present leadership style? Which level is closest to your desired leadership style?

Given the operation times provided:

	JOB TIMES (minutes)
	A	B	C	D	E	F
Center 1	20	16	43	60	35	42
Center 2	27	30	51	12	28	24

a. Develop a job sequence that minimizes idle time at the two work centers.

The sequence is             (Click to select)  A-B-C-D-E-F  B-A-C-E-F-D  C-A-B-D-E-F  F-E-D-A-B-C  E-F-D-B-C-A  D-C-B-A-E-F  .

b. Determine idle time of center 2, assuming no other activities are involved.

Idle time             minutes