Common law torts include claims for negligence and intentional torts. Those torts may be available to employees at their workplaces depending upon the specific facts at issue. Examples of intentional torts are: assault, battery, intentional infliction of emotional distress, defamation, invasion of privacy, unlawful restraint / confinement, intentional interference with employee and/or contractual relations and common law retaliatory discharge. Examples of negligence torts, relating to workplace matters, include negligent retention, negligent infliction of emotional distress (where recognized), negligent supervision and negligent hiring. These torts do not include an exclusive list.

Consider the following:

Clyde came to work at ABC, Inc. in an intoxicated condition. His immediate supervisor, Dana, detected a strong odor of alcohol on Clyde's breath. Clyde is a machine operator. Clyde's supervisor, Dana, who is also friends with Clyde's wife (a non-employee), immediately suspended Clyde. The company has no policies regarding substance abuse issues or for matters relating to the aforementioned circumstances. Dana received directions from the human resource manager to suspend Clyde immediately and to send him home for the day. The HR manager intended to contact the company's employment counsel for further direction and advise and Clyde left the workplace.

Clyde abruptly left ABC, Inc.'s premises as so directed. On his way home, Clyde caused a multi-vehicle crash with injuries. He was arrested and charged with driving under the influence.

A passenger in one of the vehicles, which Clyde struck, has sued Clyde and XYZ, Inc. for negligence to recover damages in a six-figure range.

What are the identified claims against ABC, Inc. and Clyde, if any? What are the company's defenses, if any, against such claims? What recommendations would you make to ABC, Inc. for future situations?

Question 1:

1. You have been studying various oncogenes and tumor suppressor genes in tumor cell lines in vitro, but would now like to address certain questions in mouse models in vivo. For each of the questions below, briefly describe the type of mouse model you would use.
   • For xenograft/allograft experiments, briefly describe the type of cell lines you might use and the experimental end points you would be looking at.
   • For GEMs, briefly describe the type of mouse you would make (you don’t need to go into details about how the mouse is generated), and the experimental end points you would be looking at.

Note: there is no single right answer. However, try to select the model that would be most straight-forward way to initially address your question.

3. You are studying a (hypothetical) newly-described member of a family of protein kinases (XYK6), which you suspect may function as an oncogene, based upon the observation that specific point mutations (especially Thr489Asp) are sometimes seen in human breast tumors.You’ve queried the TCGA database and found that this mutation, when present, seems to be an “early” mutation, since it is seen as frequently in early-stage lesions as in later-stage tumors.You therefore hypothesize that it may be a driver mutation that contributes to the process of breast cancer initiation.Describe a mouse model that would allow you to test this hypothesis.
4. Oncogenic mutations of the (hypothetical) PRO gene are present in many tumor types, and are associated with high rates of tumor cell proliferation. Several drug companies are therefore trying to develop agents that specifically inhibit the mutant PRO gene product without affecting the normal protein. One company has approached you to assist with in vivo studies to test the efficacy of this agent and its specificity for tumors with PRO mutations. What type of mouse model would you propose to use?

Soltis & Sons is a management consulting firm that is attempting to grow its business by targeting small businesses that are run by women or immigrants. In pursuing this strategy, the company has hired employees of other cultures whose first language is not English. Many of these employees are under 30 and they do not have college degrees. While this effort is leading to a workforce that mirrors the clients, the company finds that employees and managers are experiencing difficulties communicating with one another. This leads to misunderstandings and a decrease in productivity and customer satisfaction. For example, if a manager gives instructions about completing a certain task to an employee who fails to fully comprehend the instructions, the employee may make mistakes.
The director of Human Resources is considering whether or not to offer some type of training, yet none has been offered to date. She thinks some employees may be impacted by negative stereotypes associated with a lack of work experience with people from different cultures. She also noted that some work teams do not like to be supervised by younger people of color. A few employees quit over this issue and management is trying to decide what to do.


Using the 3-Step Problem-Solving Approach and the Organizing Framework, how can Soltis & Sons address the problem?Step 1: Define the problem. What are the gaps between the desired outcomes and the current state?

Step 2: Identify causes of the problem. Remember, the diversity climate is an important situation factor. There are also relevant processes across the individual level (perception, attributions, and psychological safety), the group/team level (group/team dynamics), and the organizational level (options to manage diversity). These inputs and processes have critical outcomes.
Step 3: Make recommendations for solving the problem. What options does Soltis & Sons have?

Change Calculator

Task:

Create a program that will input a price and a money amount. The program will then decide if there is any change due and calculate how much change and which coins to hand out. Coins will be preferred in the least number of coins (starting with quarters and working your way down to pennies).

Input:

total_price, amount_tender
allow the user to input 'q' for either value if they want to quit the program

Validate:

total_price

• cannot be negative
• cannot be 0
• cannot be text (other than q for quit)

amount_tender

• cannot be less than total_price
• can be equal to total_price
• cannot be text (other than q for quit)

Output:

change_amount
number_quarters
number_dimes
number_nickels
number_pennies

IF any of these values is zero, DO NOT output that value. IE: if the change is 26 cents you only need to tell the user they will receive 1 quarter and 1 penny. No more, no less.

Hint:

Use modular division to track the remainder after calculating each number of coins.

Convert the decimal to a whole number to make the calculation easier. Use math.floor() to round DOWN to the nearest integer.

Use a try-catch (try-except) to help validate input. Try to set the input value into afloat and if it does not fit then you can test the input further without an error stopping your program.

Requirements:

Use a function

Use a loop

Validate all input

Use an IF statement

Use helpful, human-readable text both to prompt for input, but also to let the user know about invalid inputs. Simply stating it is invalid doesn't help the user to correct their error.

If you can make your program also calculate the number of dollars for change. That is, change above 99 cents.

Turn IN:

Python file ONLY

Winning at Work: Working Virtually Takes Special Preparations

Advances in social networking, video conferencing, cloud storage, and mobile technology have enabled more and more employees to work virtually. A sizeable percentage of the U.S. workforce telecommutes from home at least part of the time. There are some challenges that can make it difficult for some people to work from home. One concern is that people miss the personal contact and social interaction that come with working in an office. Many people have difficulty creating boundaries between their work and home life. Finally, it takes discipline to work from home since there are no managers or colleagues around to motivate or prompt you to get things done. To work effectively virtually, you should have an effective work area that feels like an office; you should work specific hours and keep to your schedule; you should establish and maintain a morning routine; your family and friends must leave you alone to focus on your work; you should have a list of goals that must be accomplished; you need to maintain communication with your professional network; and take steps to ensure you get the desired level of human interaction. Not everyone is well suited for virtual work so it is important to know your true characteristics and strengths before beginning virtual work.

Discussion Questions/Topics:

• As a manager, what questions would you ask a job applicant to determine if the candidate is a good choice for a position that relies on telecommuting?
• If you have telecommuted for a current or previous job, what actions did you take to help you focus on work? If you have not telecommuted, what actions would you need to take to stay focused on work?
• What can a company do to create a sense of “community” when most or all of the firm’s employees telecommute?

1. Here is a link to a data set comparing proficiency in a second language to the density of grey matter in the human brain.

What is the correlation coefficient for these data? Use either the =correl(array1,array2) formul in excel, or the correlation feature in the Data Analysis ToolPak Add-in for Excel to determine the correlation coefficient.

Report your answer to four decimal places.

A. Based on the correlation analysis performed on the density of grey matter and proficiency in a second language, which of the following statements are reasonable conjectures?

(select all correct answers)

Program Specifications:

Write a program that defines a class HumanBMI, implements it as required, and tests the class implementation. The class definition and implementation should be separated into HumanBMI.h and HumanBMI.cpp files.

A. The class HumanBMI consists of three private member variables: name of type string, height of type int in inches, and weight of type int in pounds. The class HumanBMI also includes the following public member functions:

1) setName to set the name member variable with a string argument.

2) setHeight to set the height member variable with an int argument. The value of height should be a positive number, otherwise use 1 as a valid value.

3) setWeight to set the weight member variable with an int argument. The value of weight should be a positive number, otherwise use 1 as a valid value.

4) getBMI to calculate and return the value of BMI (Body Mass Index), in floating-point value, based on the following formula:  

  BMI = 703 * weight /(height * height)

5) print to output the name, height, weight, and BMI of a person. If a BMI is lower than 18.5, print out "Underweight", otherwise, print out "Not underweight".

6) equals to compare two Human objects’ name, height, and weight values, respectively, and return true if they are the same, otherwise return false.

7)  An overloaded constructor with default parameters to initialize name, height and weight. The default values for name, height, and weight are "None", 1, and 1, respectively.

8) A copy constructor to create an object and initialize it with an existing HumanBMI object.

B. In the client program Main.cpp, you should declare class objects and test each constructor and member function.

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>> HINT (Submit 3 Files): HumanBMI.h, HumanBMI.cpp, and Main.cpp

***DO NOT USE! Advanced Codinng Methods***

**Must Include Comments for FULL CREDIT**

A note on credible sources:

Credible sources are those whose reputation is widely respected and verifiable, such as McShane, Canadian Organizational Behaviour.

Case Eight   Organizational Culture

As a senior management consultant, you’ve been asked to make recommendations on how to change the organizational culture of Carfrae Filters. Carfrae Filters has had one President at the helm for more than thirty years. There is a senior executive group, including a Director of Human Resources. Supervisors, line managers and various office and production workers manufacture filters and related products.

Over the thirty years the President has had a very authoritative and hierarchal method of management and his bad temper is legendary. While it would be expected that decisions would come from the knowledge and experience provided by the executive group – the President has consistently made unilateral decisions, including those concerning hiring and firing. Lately the company is not doing as well as it had, due to increased competition and increased cost of production, and the President is making changes and firing people for no apparent reason.

As a result, there is a culture of fear. A negative reputation is forming about the organization on various company and job rating sites. Each functional group within the organization responds differently to the fear, for example: the people on the manufacturing line don’t understand why they have a new supervisor every six months, and several have begun calling in sick. The senior executive worry about their job security. No one looks forward to going to work anymore, and it is affecting the bottom line.

Questions:

• What steps would you recommend Carfrae Filters take to improve the culture of their organization under the current President’s leadership?

What steps would you recommend Carfrae Filters take to improve the culture of their organization once the current President decides to retire.  

Maura Currier has been working for ComputerTech for four years as a lead supervisor. During the past two year, Currier's mother has needed frequent medical attention for her diabetes. Being the only child, Currier has helped her mother, Jane Currier, as often as her work schedule would allow. Unfortunately, during the past two years, her mother's condition has worsened.

Currier asked the first for, and was granted, an unpaid leave until FMLA to care for her mother. The agreement states that Currier could miss work every Friday for 60 weeks rather than take off 12 straight weeks. At the end of the 60 weeks, Currier returned to work full time and immediately began missing work to care for her mother until all of her allotted vacation and sick leave days were exhausted. She then asked that her Friday leave be extended indefinitely, because her mother's condition remained serious and she required ongoing assistance.  

The firm's human resource director was uncertain what her response should be in this situation. ComputerTech needed Currier to be at work regularly because of the increasingly heavy workload, the fact that her job duties were critical, and because other supervisors and employees preferred not to have to cover for her. On the other hand, Currier was an excellent supervisor and had worked four years for ComputerTech. In addition, everyone was concerned about the welfare of both Currier and her mother and wanted to be supportive of them.

1. What are the advantages and disadvantages of extending Maura Currier's leave?

2. Refer to the fact sheet on calculating the 12-month period in the W11 Learning Materials. Does that matter in this case? How might the calculation change the outcome?

2. If you were the HR director, would you grant her request? Explain your answer.  

5.3    

a.   Eighteen-year-old Linus is thinking about taking a five-year university degree. The degree will cost him $25,000 each year. After he's finished, he expects to make $50,000 per year for 10 years, $75,000 per year for another 10 years, and $100,000 per year for the final 10 years of his working career. All these values are stated in real dollars. Assume that Linus lives to be 100 and that real interest rates will stay at 5% per year throughout his life.

i.    Calculate the present value of his lifetime earnings.          (1 mark)

ii.   Calculate the present value of the cost of his schooling.     (1 mark)

iii. Subtract the present value of the schooling cost from his lifetime labour earnings to determine his human capital. Use that value to determine his permanent income, that is, the equal annual consumption Linus could enjoy over the rest of his life.                                         (1 mark)

b.   Linus is also considering another option. If he takes a job at the local grocery store, his starting wage will be $40,000 per year, and he will get a 3% raise each year, in real terms, until he retires at the age of 53. Assume that Linus lives to be 100.

i.    Calculate the present value of Linus’s lifetime earnings, using a spreadsheet or using the growing annuity formula. You can find the formula in the lesson notes, at the end of Note 7 in Lesson 4.         (1 mark)

ii.   Use that value to determine Linus’s permanent income, i.e., how much can Linus spend each year equally over the rest of his life?                                                  (1 mark)

c.   Do you think Linus is better off choosing option a. or option b.? Consider both financial and non-financial measures.