In the conclusion to Chapter 4, Manuele states that top-level decisions largely cause potential for human error, and this impact spreads through the entire organization. Please examine this statement with respect to how it aligns with the tenets of the safety management systems approach to produce desired results.

Your response must be at least 200 words in length.

ABC Products s is a federal contractor with contracts worth over $1 million every year. What federal law requires ABC Products to take affirmative action to employ handicapped people?

Explain why.

Describe several unique characteristics about Google and its business practices?

Do some research; how did Google get its name?

What is Google’s philosophy about advertising?

How can less advertising be preferred to more advertising?

Appraise the concept of organizational culture and its relationship to successful implementation of safety management systems.

Your response must be at least 200 words in length.

Select a topic or organization, use Google to search, and view the results. What are the forms of advertising do you see there? How are they different?

Describe the types of online advertising available today. Which type of advertising does Google currently dominate? Why?

How can Google be successful in the display advertising business?

What other areas of growth are likely to be pursued by Google in the future?

Goodtime Food Products Ltd. produces processed foods, including pickles, relish, and canned vegetables. The production workers of Goodtime Food Products Ltd. are covered by a collective agreement. In September of this year, the Company terminated Rano, one of the employees in the bargaining unit after an incident in the plant. She had worked for the company for 7 years without incident prior to the day of her dismissal. Rano worked at a packing station monitoring a machine that filled pickle bottles with small cucumbers before they moved to additional processing. Occasionally when there was not enough work, Rano had been moved to another job in the plant inspecting bottles. On the day of the incident, Ed Thomas, her supervisor, decided that another employee should be trained on Reno’s regular job so there would be a replacement available if Rano were absent. Because Rano spoke very little English, Thomas instructed another employee who spoke the same language as Rano, Lucy Battaglia, to tell her to report to the inspection area when she arrived at work. Battaglia was not told the reason for the transfer, just to tell Rano to move. When Rano arrived for work and Battaglia told her she was been taken off of her regular job, she became enraged and swore about Thomas. She then walked a short distance to another workstation where Thomas was speaking to another employee. When Thomas refused to speak with her, Rano pointed at his ears and gestured at Thomas with a pair of scissors suggesting that he didn’t need them as he refused to listen. A few minutes later, Rano spoke to the shop steward. The steward immediately prepared a grievance for her rate of pay as the inspection job paid less than the filling job. When Rano and the shop steward presented the grievance to Thomas in his office, he crumpled it up in front of them and threw it in a garbage can. Thomas then told Rano to get back to work. Fifteen minutes later, Thomas went to the inspection area where Rano was working. Rano became enraged, when Thomas suggested that she make use of the local foodbank to offset her pay cut. She swore at Thomas, picked up a knife that was on a workbench, shouted obscenities and made slashing gestures about three feet from Thomas’ lower body. Thomas left the area. The company discharged Reno later the same day. The union filed a grievance challenging the dismissal. The grievance states that Reno has been “disciplined without just cause” contrary to the provisions of the collective agreement and requests she be “made whole” (reinstated to her job with no loss of compensation or seniority). The dispute has gone through the grievance process, and will now go to arbitration.

Answer the question: 1), At the arbitration hearing, what arguments will be presented by the employer.

Hashimoto, Inc. is a Japanese Tier 2 automotive supplier that operates in several parts of the United States. It provides to the Big 3 U.S. automakers, as well as to some foreign automakers, various types of parts used in manufacturing the automobile. The company’s motto is: “Leaders in Reliability, Quality, and Efficiency in the Supply Chain”. It primarily uses several 3rd party logistics firms to meet its transportation needs when providing the OEMs with parts. Consistent with its motto, sometimes, this company has had to use premium shipments in order to eliminate or minimize OEM penalties for parts that are not supplied on time. One company that Hashimoto, Inc. relies heavily on during such times is Dusseldorf Speed Express, Inc. Dusseldorf Speed Express, Inc. is a German company operating in the U.S. and a few other countries. It provides shipping service that guarantees overnight delivery anywhere in the continental United States. The company has various operations centers, called hubs, at airports in major cities across the country. Packages are received at the hubs from other locations, and are shipped to intermediate hubs or to the final destinations. Ms. Sara Trondheim is the manager in charge of Dusseldorf’s Speed Express’ hub in Fresno, California. She is concerned about labor costs at the hub and therefore, she is interested in determining the most effective way to schedule workers. She could schedule workers in such a way as to minimize the number of workers needed, as a surrogate for minimizing labor costs or she could schedule the workers to directly minimize the labor costs. 23 The hub operates 7 days a week, and the number of packages it handles each day varies from one day to the next. Using historical data on the average number of packages received each day, Ms. Trondheim estimates the number of workers needed to handle the number of packages as: Day of Week Number of Workers Required Sunday Monday Tuesday Wednesday Thursday Friday Saturday 98 95 109 68 57 74 59 The package handlers working for Dusseldorf Speed Express, Inc. are unionized and are guaranteed a five-day work week with two-consecutive days off. The handlers work 8 hours per day and are paid $23.75 per hour as base wage (this includes benefits). Because most workers prefer to have Saturday or Sunday off, the union has negotiated bonuses of $45 per day for its members who work on these days. Ms. Trondheim needs to schedule the workers so that there is sufficient enough workers available each day. Consider the following shifts with the prescribed days off. Shift Days off 1 2 3 4 5 6 7 Sunday and Monday Monday and Tuesday Tuesday and Wednesday Wednesday and Thursday Thursday and Friday Friday and Saturday Saturday and Sunday

(a) Determine a schedule of workers that minimizes the total number of workers used per week as a surrogate measure for minimizing total weekly labor cost. How much will this cost the company in labor per week?  

(b) Determine a schedule of workers that directly minimizes the weekly labor cost. How much will this cost the company in labor per week?

(c) How much annual savings (loss) will Mr. Shi incur for using approach (b) instead of approach (a)? Indicate whether it is a savings or loss. There are 52 weeks in a year.

MiniCase #15 (494-497): Disney: Building Billion-Dollar Franchises. Questions 1-4.

Q1. Before announcing its streaming services, what type of corporate strategy was Disney pursuing? Which core competencies are shared and how?

Q2. Why do you think Disney was so successful with its acquisitions of Pixar, Marvel, and Lucasfilm, while other media interactions such as Sony’s acquisition of Columbia Pictures or News Corp.’s acquisition of MySpace were much less successful?

Q3. Do you think focusing on billion-dollar franchises has been a good corporate strategy for Disney? What are pros and cons of this strategy?

Q4. Given the build-borrow-or-buy framework (see Exhibit 9.1), do you think Disney should pursue alternatives to acquisitions? Why or why not?

What is the risk probability/impact analytical model.

What is a high probability / low impact risk and recommend a response and what can be as an example.

What is a low probability / high impact risk and recommend a response and what can be as an example.

Explain some of the reasons why unethical practices occur in our legal system. Are there any circumstances under which unethical practices would be preferable to an ethical practice? What situations exist where ethics are muddy and unclear enough to make two opposing sides believe they are each behaving ethically? Give examples to support your arguments.

A jewelry store in the central downtown is facing low employee morale, decreased sales, and lowered profits since the last 3 months. The owners of the jewelry store have hired you as a Strategy Consultant to design strategies that would help them remedy these issues. Before you formulate any strategies you need to determine the KPIs of strategy implementation. For this purpose, you decide to implement the Balanced Scorecard technique. Fill the balanced scorecard template above with the relevant objectives, goals, indicators, and initiatives.

Discuss examples of functional/effective handling of conflict that teacher unions have to deal with.

thanks