Historically, women workers have earned approximately ________ percent of what men workers earned. By 2003, female workers were earning _______ percent of what male workers earned. 50,70 60,80 50,80 60,85

Which one of the following is not considered as part of a compensation program?

Fresh Munchables is a mid-sized but steadily growing food-processing company founded in 1967. Since its inception, the company has been committed to providing only premium quality health foods. The company is headquartered in Wichita, Kansas, and it is one of the area’s largest producers of soups and simple meals. In the past 20 years, the company has also begun processing healthy snacks and beverages. Fresh Munchables has traditionally sold its products through large grocery stores, but it is now venturing into online and restaurant businesses, which is all very new territory for management.

The company is split up into three overarching strategic business units—soups and meals, drinks, and snacks. Additionally, the company is divided into several business units at the operational level, consisting of a mix of business operations, manufacturing (production), research and development, finance, and so on. As the company continues to grow, the executive team and other leaders are constantly looking for ways to improve processes.

Because Fresh Munchables has grown from a very small company into a well-established organization, management has decided to broaden the company’s strategic HR functions. The human resources team is currently working to improve recruiting and hiring processes, succession planning, and most importantly, compensation and rewards.

For many years, the company has delegated compensation decisions to managers with little to no training on the subject. This has left the company in a disorganized, confused state when it comes to paying and rewarding employees. These problems have compounded as Fresh Munchables has recently opened up new manufacturing locations with new managers and many new employees.

The chief human resources officer has organized a team of compensation specialists of which you are a part to spearhead total compensation-related problems and help the company to reach its current and future goals. You and your team can achieve this by revising the current total compensation system to reflect the company’s current business strategies and goals as well as attract and retain top talent.

1. Angelina is a self-proclaimed “health nut” and animal activist. She recently was hired at Fresh Munchables, a food and beverage company offering vegan on-the-go snacks, as their marketing manager. Angelina could not be happier about her new position because it aligns with her values.

   What does the HR manager who hired Angelina know about the purpose principle?

   Purposeful employees are typically the hardest-working employees in any industry. Animal activists have a higher moral purpose than those who disregard animal rights. When the employee’s values align with the business’s core purpose, the employee will need fewer rewards. When the employee’s values align with the business’s core purpose, the employee will value their relationship with the business more.

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   After the departure of more than a few employees over the past six months, the management team at Fresh Munchables’ are concerned about their employees’ happiness and job satisfaction. The company has raised wages and found the best possible health care plan; yet, it still struggles to keep long-term employees.

   Which strategy can the management team use to figure out how to retain employees and increase employee satisfaction?

   Reward the managers whose departments have the highest employee retention rates and fire the ones with low employee satisfaction. Offer a better retirement plan for employees in order to incentivize older workers to apply for jobs. Create policies that penalize employees for leaving the company before a specified period of time in order to establish expectations. Conduct a survey asking employees what benefits they want in order to gain useful information about preferred compensation plans.

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   Liping was an employee in the marketing department at Fresh Munchables. As time passed, she became dissatisfied with her own pay after realizing that the sales team made more than she did and that they also received quarterly bonuses based on their sales numbers. Liping felt that her efforts in marketing led to more sales by the sales team and that the division of pay was unfair. Unfortunately, her manager wasn’t able to provide satisfactory answers to her questions about why the two departments were paid differently and Liping soon quit. Fresh Munchables does not want such a situation to occur again. While developing a total rewards system, the compensation team should do their best to build a model that is ________.

   private and inaccessible, because it will prevent the employees at Fresh Munchables from getting upset by pay disparities flexible and adaptable, because it will permit the managers at Fresh Munchables to make appropriate wage-related decisions clear and logical, because it will allow the employer to justify their compensation-related decisions fluid and ever changing, because it will enable Fresh Munchables to change its total compensation system on a monthly basis

4) As an HR professional, you understand that compensation and total rewards is a complicated topic. At Fresh Munchables, there have been many cases over the years in which employees have shared strong feelings and harsh words with HR when they felt that their pay was unfair.

In light of the company’s past dealings with employees concerning compensation, which of the following is important for you to understand as you revise the total compensation system?

1. Taylor Venz founded Venz Products on January 1.  During its first year the company had sales of $220,000, a cost of goods sold of $100,000, and operating expenses (not including depreciation) of $50,000.  The company estimates its income taxes expense will be approximately 25% of income before taxes.

The company's equipment, all of which was purchased on January 1, cost $80,000, with an estimated residual value of $5,000, and a useful life of five years.

You have been asked by Taylor Venz to assist in deciding which depreciation method to use in accounting for the Venz Products' activity for its first year ended December 31.

Required:

1. Calculate the Venz Products' net income using the straight-line and double-declining-balance depreciation methods.  Round all calculations to the nearest dollar.

ii.)           What depreciation method would result in more cash available for Venz Products on December 31? How much more additional cash? You must support your answer.

Integrated Waveguide Technologies, Inc. (IWT) is a 6-year-old company founded by Hunt
Jackson and David Smithfield to exploit metamaterial plasmonic technology to develop and
manufacture miniature microwave frequency directional transmitters and receivers for use
in mobile Internet and communications applications. IWT’s technology, although highly
advanced, is relatively inexpensive to implement, and its patented manufacturing techniques
require little capital as compared to many electronics fabrication ventures. Because of the
low capital requirement, Jackson and Smithfield have been able to avoid issuing new stock
and thus own all of the shares. Because of the explosion in demand for its mobile Internet
applications, IWT must now access outside equity capital to fund its growth, and Jackson
and Smithfield have decided to take the company public. Until now, Jackson and Smithfield
have paid themselves reasonable salaries but routinely reinvested all after-tax earnings in the
firm, so dividend policy has not been an issue. However, before talking with potential
outside investors, they must decide on a dividend policy.
Your new boss at the consulting firm Flick and Associates, which has been retained to help
IWT prepare for its public offering, has asked you to make a presentation to Jackson and
Smithfield in which you review the theory of dividend policy and discuss the following issues.
a. (1) What is meant by the term “distribution policy”? How has the mix of dividend
payouts and stock repurchases changed over time?
(2) The terms “irrelevance,” “dividend preference,” or “bird-in-the-hand,” and “tax
effect” have been used to describe three major theories regarding the way
dividend payouts affect a firm’s value. Explain these terms, and briefly describe
each theory.
(3) What do the three theories indicate regarding the actions management should take
with respect to dividend payouts?
(4) What results have empirical studies of the dividend theories produced? How does
all this affect what we can tell managers about dividend payouts?
b. Discuss (1) the information content, or signaling, hypothesis, (2) the clientele effect,
and (3) their effects on distribution policy.

Heights are generally normally distributed. Men have a mean of 69.5 inches and standard deviation 2.4 inches. Women have a mean of 63.8 inches and standard deviation 2.6 inches. The US Air Force has a height requirement for their pilots to be between 64 inches and 77 inches.

Make sure you are rounding z-scores properly to two places.

Part A: Find the two z-scores for women who meet this height requirement z =  (smaller value) and z =  (larger value)

Part B: Using the z-scores from part A, find the proportion of women who meet the height requirement. Give this answer as a decimal.

Part C: Find the two z-scores for men who meet this height requirement z =  (smaller value) and z =  (larger value)

Part D: Using the z-scores from part C, find the proportion of men who meet the height requirement. Give this answer as a decimal.

Part E: If the height requirement were changed to exclude only the shortest 1% of women and tallest 1% of men, what are the new heights? The short value would be  in inches and the tall value would be  in inches. Please give these two values rounded properly to one decimal place.

Three dimensions of cultural competence include self-awareness, respectful communication, and collaborative partnerships. We all have our own biases and need to recognize them in order to provide culturally competent care. Our clients are experts on their culture and can teach us in order to better understand and care for them.

Identify your own biases and discuss what changes you would recommend for yourself in order to become a more culturally competent individual. List a minimum of one resource, using APA formatting, that supports your discussion.

In this discussion, we will link together and examine the circular flow diagram, and how that connects to alternative market systems. Think of a business that you recently frequented (Target, Macy’s, McDonald’s, anything).

What prompted the producers of the individual products in the store to produce them and offer them for sale?

How did they decide on how and what resources to use to produce them?

Who made those resources available, and why?

How does the market determine who will get the goods and services?

Who ultimately decides whether the products being offered should continue to be produced and sold?

How do these decisions differ between capitalist and socialist systems?