You need to clearly identify at least 3 distinct, substantive issues. For each issue you need to 1), identify evidence from the case text that shows why this issue is important, 2), use theory from our textbook as a base for your analysis, and 3), draw an analogy from library materials other than the textbook to strengthen your argument

Assume that you are the Director of Human Resources for a Fortune 500 firm (a Fortune 500 firm is one of the 500 largest firms in the U.S.). You and the senior management team at your firm have noticed increasing tensions between the different generations in your employee workforce. Most of the managers are Baby Boomers or Generation X while much of the professional staff are Generation Y (“millennials”). Further, a new generation, known as “Generation Z” is entering the workforce. They are beginning to be entrylevel employees now but a substantive fraction of them will, of course, be promoted into management over time. The senior management team, including the CEO, has asked you to conduct a preliminary analysis of this new Generation Z. The conclusions and recommendations of your report could be used widely in firm especially but not only in the areas of attraction, retention, and development of employees. Write a brief management analysis report to the senior management team that informs them about the issues surrounding Generation Z, and what might be done to change company practices or otherwise address issues of Generation Z proactively. That is, using the language of our class, describe (explain or predict) specific examples of management skills or abilities that you think are needed—either among the existing (non-generation Z) managers and employees or among the new Generation Z employees themselves—along with possible suggestions for future interventions. Be certain to touch upon how new opportunities can be leveraged and new threats can be overcome.

Case: Sean McKeon was 11 years old when the 2008 financial crisis shot anxiety through his life in Hudson, Ohio. He remembers his father coming home stressed after the Federal Deposit Insurance Corp. took over the bank where he worked. A teacher asked classmates if their parents cut back that Christmas. They all said yes. That unsettling time shaped the job plans he hatched in high school. "I needed to work really hard and find a career that's recession-proof," says Mr. McKeon, now 21. He set his sights on a Big Four accounting firm. He interned at EY in Cleveland and will become an auditor there after graduating from Miami University in Oxford, Ohio, next year. About 17 million members of Generation Z are now adults and starting to enter the U.S. workforce, and employers haven't seen a generation like this since the Great Depression. They came of age during recessions, financial crises, war, terror threats, school shootings and under the constant glare of technology and social media. The broad result is a scarred generation, cautious and hardened by economic and social turbulence. Gen Z totals about 67 million, including those born roughly beginning in 1997 up until a few years ago. Its members are more eager to get rich than the past three generations but are less interested in owning their own businesses, according to surveys. As teenagers many postponed risk-taking rites of passage such as sex, drinking and getting driver's licenses. Now they are eschewing student debt, having seen prior generations drive it to records, and trying to forge careers that can withstand economic crisis. Early signs suggest Gen Z workers are more competitive and pragmatic, but also more anxious and reserved, than millennials, the generation of 72 million born from 1981 to 1996, according to executives, managers, generational consultants and multidecade studies of young people. Gen Zers are also the most racially diverse generation in American history: Almost half are a race other than non-Hispanic white. With the generation of baby boomers retiring and unemployment at historic lows, Gen Z is filling immense gaps in the workforce. Employers are trying to adapt. LinkedIn Corp. and Intuit Inc. have eased requirements that certain hires hold bachelor's degrees to reach young adults who couldn't afford college. At recruiting events, EY is raffling off computer tablets because competition for top talent is intense. Companies are reworking training so it replicates YouTube-style videos that appeal to Gen Z workers reared on smartphones. Page 7 of 10 "They learn new information much more quickly than their predecessors," says Ray Blanchette, CEO of Ruby Tuesday Inc., which introduced phone videos to teach young workers to grill burgers and slow-cook ribs. Growing up immersed in mobile technology also means "it's not natural or comfortable for them necessarily to interact one-on-one," he says. Demographers see parallels with the Silent Generation, a parsimonious batch born between 1928 and 1945 that carried the economic scars of the Great Depression and World War II into adulthood while reaping the rewards of a booming postwar economy in the 1950s and 1960s. Gen Z is setting out in the workplace at one of the most opportune times in decades, with an unemployment rate of about 4%. "They're more like children of the 1930s, if children of the 1930s had learned to think, learn and communicate while attached to hand-held supercomputers," says Bruce Tulgan, a management consultant at RainmakerThinking in Whitneyville, Conn. At Ruby Tuesday, Mr. Blanchette can't find enough young adult workers to wait tables and wash dishes because Uber and Lyft siphoned them off with worker-driven scheduling. "It's a swipe one way on their phone and they're working, and a swipe the other way and they're not. It's tough to compete against that," he says. Those who do pick Ruby Tuesday want assurances they will get health insurance and other benefits. "They're not even going to access these benefits that we offer, because they're staying on their parents plan, but they want to know it's there," Mr. Blanchette says. "They're thinking, 'What if I graduate college and I don't find a job, and I need to stay here?'" Gen Z's attitudes about work reflect a craving for financial security. The share of college freshmen nationwide who prioritize becoming well off rose to around 82% when Gen Z began entering college a few years ago, according to the University of California, Los Angeles. That is the highest level since the school began surveying the subject in 1966. The lowest point was 36% in 1970. The oldest Gen Zers also are more interested in making work a central part of their lives and are more willing to work overtime than most millennials, according to the University of Michigan's annual survey. "They have a stronger work ethic," says Jean Twenge, a San Diego State University psychology professor whose book "iGen" analyzes the group. "They're really scared that they're not going to get the good job that everybody says they need to make it." Just 30% of 12th-graders wanted to be self-employed in 2016, according to the Michigan survey, which has measured teen attitudes and behaviors since the mid-1970s. That is a lower rate than baby boomers, Gen X, the group born between 1965 and 1980, and most millennials Page 8 of 10 when they were high-school seniors. Gen Z's name follows Gen X and Gen Y, an early moniker for the millennial generation. College Works Painting, which hires about 1,600 college students a year to run painting businesses across the country, is having difficulty hiring managers because few applicants have entrepreneurial skills, says Matt Stewart, the Irvine, Calif., company's co-founder. "Your risk is failure, and I do think people are more afraid of failure than they used to be," he says. Mr. Stewart noticed that Gen Z hires behaved differently than their predecessors. When the company launched a project to support managers, millennials excitedly teamed up and worked together. Gen Z workers wanted individual recognition and extra pay. The company introduced bonuses of up to $3,000 to encourage them to participate. Michael Solohubovskyy was 12 when his family left Ukraine in 2012 for Snohomish County, Wash. His father, a former taxi driver, instilled in him that hard work was key to success. Reading about billionaires Bill Gates and Jeff Bezos reinforced the message. After graduating from high school, Mr. Solohubovskyy, now 18, took a job at Boeing as an electrical technician. The company pays for his classes to earn an airframe and powerplant license. Once a month he also works at a Tommy Hilfiger store so he can get 50% off clothing. "I never want to fail," says Mr. Solohubovskyy. "When you read the stories about famous people, they have to sacrifice something to achieve. I'll sacrifice my sleep." After seeing their millennial predecessors drown in student debt, Gen Z is trying to avoid that fate. The share of freshmen who used loans to pay for college peaked in 2009 at 53% and has declined almost every year since, falling to 47% in 2016, according to the UCLA survey. Denise Villa, chief executive of the Center for Generational Kinetics in Austin, says focus groups show some Gen Z members are choosing less-expensive, lower-status colleges to lessen debt loads. Federal Reserve Bank of New York data show that nationwide, overall student loan balances have grown at an average annual rate of 6% in the past four years, down from a 16% annual growth rate in the previous decade. Lana Demelo, a 20-year-old in San Jose, Calif., saw her older sister take on debt when she became the first person in their family to attend college. "I just watched her go through all those pressures and I felt like me personally, I didn't want to go through them," says Ms. Demelo. She enrolled in Year Up, a work training program that places low-income high-school graduates in internships, got hired as a project coordinator at LinkedIn and attends De Anza College in Cupertino part-time. Page 9 of 10 Gen Z is literally sober. Data from the Michigan survey and federal statistics show they were less likely to have tried alcohol, gotten their driver's licenses, had sex or gone out regularly without their parents than teens of the previous two or three generations, Ms. Twenge, the San Diego State professor, found. They grew up trusting adults, and Gen Z employees want managers who will step in to help them handle uncomfortable situations like conflicts with co-workers and provide granular feedback, says Mr. Tulgan, the management consultant. When Mr. Tulgan's company surveyed thousands of Gen Z members about what mattered most to them at work, he heard repeatedly that they wanted a "safe environment." He is advising clients to create small work teams so managers have time to nurture them. "I was in no rush to get a driver's license," says Joshua Berja, a 21-year-old San Francisco resident who waited until he turned 18 to get one. He lives with his parents to save money, runs errands for his mother and picks his father up from work. Gen Z is reporting higher levels of anxiety and depression as teens and young adults than previous generations. About one in eight college freshmen felt depressed frequently in 2016, the highest level since UCLA began tracking it more than three decades ago. That is one reason EY three years ago launched a program originally called "are u ok?" -- now called "We Care" -- a companywide mental health program. Mr. Stewart, of College Works Painting, says he wasn't aware of any depressed employees 15 years ago but now deals frequently with workers battling mental-health issues. He says he has two workers with bipolar disorder the company wants to promote but can't "because they'll disappear for a week at a time on the down cycle." Smartphones may be partly to blame. Much of Gen Z's socializing takes place via text messages and social-media platforms -- a shift that has eroded natural interactions and allowed bullying to play out in front of wider audiences. In the small town of Conneaut Lake, Pa., Corrina Del Greco and her friends joined Snapchat and Instagram in middle school. Ms. Del Greco, 19, checked them every hour and fended off requests for prurient photos from boys. She shut down her social-media accounts after deciding they "had a little too much power over my self-esteem," she said. That has helped her focus on studying at Embry-Riddle Aeronautical University in Daytona Beach, Fla., to become a software engineer, a career she sees as recession-proof. When the last downturn hit, she remembers cutting back on gas and eating out because her parents' musiclesson business softened. Page 10 of 10 The flip side of being digital natives is that Gen Z is even more adept with technology than millennials. Natasha Stough, Americas campus recruiting director at EY in Chicago, was wowed by a young hire who created a bot to answer questions on the company's Facebook careers page. To lure more Gen Z workers, EY rolled out video technology that allows job candidates to record answers to interview questions. Getting employees comfortable with face-to-face interactions takes work, Ms. Stough says. "We do have to coach our interns, 'If you're sitting five seats away from the client and they're around the corner, go talk to them.'" Intense competition for Silicon Valley talent prompted Intuit to change its recruiting practices. The Mountain View, Calif., financial software maker began responding to all 4,500 young adults who apply for internships and first jobs annually. Not responding could hurt the company's brand because tech-savvy young adults have the power to influence peers, says Nick Mailey, Intuit's vice president of talent acquisition. Intuit moved job postings to Slack, a messaging platform, so workers who pay less attention to email don't overlook opportunities inside the company. "They will gain a skill and move onto the next thing," Mr. Mailey says. "You're seeing more attrition." LinkedIn, which used to recruit from about a dozen colleges, broadened its efforts to include hundreds of schools and computer coding boot camps to capture a diverse applicant pool. "We don't care where they went to school or frankly if they went to school," says Brendan Browne, the company's vice president of global talent acquisition. "We'll take talent and build them from scratch." Mr. McKeon, the Ohio student, sees a silver lining growing up during tumultuous times. He used money from his grandfather and jobs at McDonald's and a house painting company to build a stock portfolio now worth about $5,000. He took school more seriously knowing that "the world's gotten a lot more competitive." "With any hardship that people endure in life, they either get stronger or it paralyzes them," Mr. McKeon says. "These hardships have offered a great opportunity for us to get stronger."

Matt’s Landscaping Pty Ltd is registered for GST purposes. It accounts for GST on the accruals basis and submits its Business Activity Statements monthly. Assume that all amounts in the question include GST when applicable.

The business operates from Brisbane’s north-side and its main business is to design and establish new gardens at shopping centres and office parks, and to provide ongoing garden maintenance services to clients.

During October 2018, Matt’s Landscaping Pty Ltd was involved in the following transactions:

* Designing and establishing a new garden at the refurbished Westfield shopping centre at North Lakes. The invoice issued on 25 October 2018 totalled $27,600.

* Ongoing garden maintenance services for clients. Invoices issued in October 2018 totalled $55,200.

* Matt’s Landscaping Pty Ltd prepared plans for the elaborate gardens of a new hotel being built in Dubai in the United Arab Emirates. The plans were sent to Dubai by airfreight on 1 October 2018. Matt’s Landscaping Pty Ltd issued an invoice for $17,500 on 15 October 2018.

* Purchases of plants, fertiliser and decorative stones from Brunnings Warehouse, one of Australia’s largest household hardware chains, totalled $9,900.

* The company purchased 100 square meters of Buffalo lawn from a retired school teacher who decided to dig up the lawn of his acreage in Caboolture to put down asphalt so that he no longer had to mow his lawn. The school teacher charged Matt’s Landscaping Pty Ltd $660 on 19 October 2018.

*The company purchased a second-hand lawnmower from a large supplier in Perth for $990 on 1 October 2018. The lawnmower was delivered a day later by a nationwide courier company that charged $110 for this service.

* Salaries and wages paid to staff in October 2018 totalled $12,000.

* Fuel costs for the company’s vehicles, lawnmowers and hedge trimmers totalled $1,980 during October 2018.

* The business operated from rented offices in North Lakes owned by a listed property group. Rent for October 2018 totalled $1,000.

* The October invoice that Matt’s Landscaping Pty Ltd received from the electricity and gas supplier for the rental property totalled $275.

* Purchases of milk, sugar, tea bags and coffee powder from a grocery store totalled $100 in October 2018. These were placed in a tea room in the rented offices for the exclusive use of staff.

* On 1 October 2018, Matt’s Landscaping Pty Ltd purchased a new one and a half tonne utility vehicle for $82,500.

* The company purchased specialised pruning shears from a company in France during October 2018. The shears cost $1,500 and international freight and insurance cost $100.

* Interest paid to the Commonwealth Bank of Australia in October 2018 on an overdraft facility totalled $660.

You are required to:

Calculate the GST payable or GST refundable for October 2018. Show all your calculations and provide reasons for your answers

Professor Brown is interested to see if the graduating seniors in her sociology class have higher or lower college GPAs compared to their respective high school GPAs.

Subtracting the high school GPA from the college GPA and to the nearest hundredth, what is the mean of differences?

A social epidemiologist is interested to see if young adults drink more alcohol if they’re in college compared to those not in college. He selects a sample of 1000 young adults (ages 18-23) in Burlington, VT. Five hundred respondents were attending one of three colleges in the area (sample 1), and 500 were not, and had never been, in college (sample 2). He asked the respondents how many alcohol drinks they consumed on a typical Friday evening. The mean number of drinks for sample 1 (college students) is 3.6, and the mean for sample 2 (non-students) is 1.8.

Click on the epidemiologists’ research hypothesis for this test.

A human factors psychologist wants to know if a new computer-generated voice is either easier or harder to comprehend than human speech. To test this, he gathers 30 volunteers and assigns each to one of two groups. Both groups hear a selection being read. One group's selection is read in the computer-generated voice, the other is read by a human. The results of the experiment, the number of words from the selection that were transcribed correctly, are presented below. Is there a difference in comprehensibility?

Computer Voice Group n = 15 mean = 227 variance = 841
Human Voice Group n = 15 mean = 261 variance = 1764

What is the decision for the hypothesis test conducted in 11.31 with alpha = .05.

A

Reject the nulll hypothesis

B

Fail to reject the null hypothesis

Comfy Carrier Systems, Inc. (CCS) modifies vans that seat 15–20 people by adding additional safety features or wheelchair ramps. Most of its customers are cities and counties, who use the vans to transport school children, the elderly, or the handicapped. The company has specialized in a no-frills approach, emphasizing safety, high quality, and low cost. The company's president was quoted as saying, "Let the other guys make a van pretty. We get people where they need to go—faster, better, and cheaper than anybody else."

The company obtains jobs by being the lowest bidder in a sealed bidding process. Recently, the company was solicited by a top-10 college to submit a bid for a van to be used by its athletic team. Some specialized items were required, such as the school's logo on the outside of the van, and the vinyl seats had to be covered in school colors. The company submitted a bid, and was very surprised to obtain it.

When the job was being prepared, the job manager pointed out that several extra costs could result in this job showing a loss. The boss, an ardent supporter of sports in general and this team in particular, told the manager to just record the standard labor and overhead cost for this job. He says that they could use the preset rate for specialized jobs, and increase the overhead application rate (used in submitting bids) by 5% for future routine jobs. "After all," he says, "nobody else comes close to our price anyway. This could start a whole new line of business for us."

Required:

1.   Who are the stakeholders in the decision to increase overhead for routine jobs?

2.   Is the decision to subsidize special jobs by increasing the overhead rate on routine jobs ethical?  Briefly explain.

Problem Set 2: The Two-factor ANOVA for Independent Measures

Research Scenario: In response to media reports of violence on college campuses, a psychologist who works at a local community college decides to study students’ perceptions of campus safety. He hopes to use these results to help develop an on-campus violence prevention program. The administration has asked him additionally to look at whether perceptions of safety differ depending on students’ year in school and gender. The psychologist administers a questionnaire with possible scores ranging from 1-70, with higher scores indicating higher perceptions of safety on campus, and lower scores indicating perceptions that the campus is less safe. Based on the data collected below, do year in school and/or gender have an effect on perceptions of campus safety?

Using this table, enter the data into a new SPSS data file and run a two-way ANOVA to test whether there is a difference in patients’ depression scores among the three therapists. Create a multiple line graph to show the difference among these scores.

1. Paste SPSS output.  

2. Write an APA-style Results section based on your analysis. Include your line graph as an APA-style figure as demonstrated in the APA writing presentation. Please write out this section just as a scientific results section, please! It is very important....thank you!

Texas is home to more than one million undocumented immigrants and most of them are stuck in low-paying jobs. Meanwhile, the state also suffers from a lack of skilled workers. The Texas Workforce Commission estimates that 133,000 jobs are currently unfilled, many because employers cannot find qualified applicants (The Boston Globe, September 29, 2011). Texas was the first state to pass a law that allows children of undocumented immigrants to pay in-state college tuition rates if they have lived in Texas for three years and plan to become permanent residents. The law passed easily back in 2001 because most legislators believed that producing college graduates and keeping them in Texas benefits the business community. In addition, since college graduates earn more money, they also provide the state with more revenue. Carol Capaldo wishes to estimate the mean hourly wage of workers with various levels of education. She collects a sample of the hourly wages of 30 Texas workers with a bachelor's degree or higher, 30 Texas workers with only a high school diploma, and 30 Texas workers who did not finish high school. A portion of the data is shown in the accompanying table; the complete data.

In a report, use the above information in SPSS to:

1. Use descriptive statistics to compare the hourly wages of the three education levels. Include description/summary of appropriate graphs.
2. Construct and interpret 95% confidence intervals for the mean hourly wage at each education level.

Analysis should be typed, double spaced, 12 pt font, times new roman, ariel, or Calibri.

TEXT only. How do I do both questions in excel?

1.

A three-digit number is formed from nine numbers (1, 2, 3, 4, 5, 6, 7, 8 & 9). No number can be repeated. How many different three-digit numbers are possible if 1 and 2 will not be chosen together?

Select one:

A. 672

B. 210

C. 462

D. 336

2.

In a recent survey conducted by a professor of UM, 200 students were asked whether or not they have a satisfying experience with the e-learning approach adopted by the school in the current semester. Among the 200 students interviewed, 121 said they have a satisfying experience. What is the 99% confidence interval for the proportion of all UM students who have a satisfying experience with the e-learning approach?

Select one:

A. 0.537 to 0.673

B. 0.548 to 0.662

C. 0.516 to 0.694

D. 0.524 to 0.686

3.

Suppose a professor wants to estimate the proportion of UM students who have a satisfying experience with the e-learning approach adopted by the school in the current semester. What is the minimum sample size that he should use if he wants the estimate to be accurate within 0.06 with a 90% confidence?

Select one:

A. 188

B. 267

C. 456

D. 752

4.

According to a poll on customer behavior, 30% of people say they will only consider cars manufactured in their country when purchasing a new car. Suppose you select a random sample of 180 respondents. The probability is 80% that the sample percentage will be contained within what symmetrical limits of the population percentage?

Select one:

A. 25.6% and 34.4%

B. 27.1% and 32.9%

C. 24.4% and 35.6%

D. 23.3% and 36.7%

Comment this discussion in few paragraphs?

In your own words, describe what Munger means by mental models:

In my opinion Mental Models Munger (1997) is a framework for building latticework of mental models is subsidiary to cross-training for the people’s groups’ psyches. Is all the knowledge an individual can take from learning from school, home and experience and learning them very well and effective. Having this knowledge can be applied in the future on solving difficult decisions.

Describe at least one example from your own experience where your perspective or experience provided a mode of thought that brought new light to a discussion or a tough decision.

On my previous job I have an experience that I was in charge of making the owner’s manuals of the products that the company manufacture. It was really hard task because I never have done any owner’s manual before. At the end of the time frame I finished the owner manual because with all the knowledge that I obtained from school and also with the meetings from my bosses I finished a perfect manual. I found help with my bosses so they explained me how they wanted to be the manual. What information was important to publish there and which was not.

Explain how this experience has affected your decision-making process.

This experience has affected in my decision-making process because it let me think ahead to take the best decision to resolve a problem. Thinking ahead or taking action I can avoid mistakes and time consuming. Also, speaking and asking questions of unclear information is order to be clear before taking the action of making the manual without any knowledge on how to make it.