Genes are specific sequences of nucleotides that code for mRNA which may be translated into a protein. The nucleotide is the building block of nucleic acids, RNA and DNA. A nucleotide is composed of a pentose sugar, attached to one of five nitrogenous bases, guanine (G), cytosine (C), thymine (T), or adenine (A) and phosphate groups. The bases are covalently bonded through an ester bond between the hydoxyl group of one ribose and the phosphate group of another nucleotide. All cells contain both DNA and RNA, in contrast to viruses which are acellular and have either RNA or DNA. DNA is double stranded and the two stranded of nucleotides are held together by hydrogen bonds between the nitrogenous bases.
1. What is the central dogma of biology using DNA, RNA and proteins?
DNA is associated are packed with proteins to form chromosomes, the typical structure of chromosomes is different for prokaryotes and eukaryotes. Prokaryotes have supercoiled circular DNA, which is the structure of DNA in mitochondria. The nucleoid region of the prokaryotic cell contains its genome. Eukaryotic cells have chormosomes in the nucleus and are organized into nucleosomes which form chromatin fibers.
2. Compare and contrast a plasmid in a prokaryotic cell with the chromosomes of a prokaryotic cell. Use at least three significant features,for example what kind of information is stored in each type of DNA molecule.
DNA replication is semiconservative, so each newly strand of DNA, which is double stranded, remains associated with the parental strand that had served as a template. DNA replication requires five types of enzymes to complete, in contrast to RNA is capable of self replication. Examples of enzymes needed for DNA replication are:
helicase which unwinds and/or unzips DNA, so it breaks the hydrogen bonds that hold the two strands together.
DNA polymerase which may be DNA pol I, II or III each has a different function but all synthesize the new strand of DNA by adding the nucleotide ONLY to the 3'hydroxyl group.
Primase to synthesize the RNA primers for DNA pol to begin joining the nucleotides which are base paired with their complementary base on the parental strand. Remember the leading strand requires only one RNA primer because DNA pol can join the nucleotides continuously and on the lagging strand multiple RNA primers are needed because DNA pol joins the nucleotides of the new strand. The discontinuous synthesis on the lagging strand in which the parental strand ends with a 5'phosphate group creates Okasaki fragments.
DNA ligase which connects the Okasaki fragments to form a continuous DNA strand.
3. Succintly explain the difference between the leading and lagging strand on the DNA replication diagram. How does the direction in which DNA pol connect nucleotides lead to the differences?
4. Name and explain three functions of methylation which occurs after DNA replication.
Gene function involves several steps in a process that is regulated by interruption or enhancement of the steps. The transfer of information begins with transcription in which RNA pol links the bases of RNA that that paired with complementary bases in ssDNA, the gene. Transcription begins at the region of DNA called the promoter for that gene. Transcription ends at the terminator.
5. How does the initiation and termination of transcription differ between prokaryotes and eukaryotes?
6. How soon after the mRNA is synthesized is it ready for translation in the ribosomes? Is there a difference in this process between eukaryotes and prokaryotes, if so describe that difference. k
In: Biology
JAVA JAVA JAVA
Hey i need to find a java code for my homework, this is my first java homework so for you i don't think it will be hard for you. (basic stuff)
the problem:
Write a complete Java program
The transport Company in which you are the engineer responsible of operations for the optimization of the autonomous transport of liquid bulk goods, got a design contract for an automated intelligent transport management system that are autonomous trucks which transport liquid bulk goods (urea, dust suppressants, acids, gasoline, milk, etc.), forming part of customer orders.
After loading at a centralized distribution center, the trucks move autonomously to the delivery points. After loading at a centralized distribution center, the trucks move autonomously to the delivery points.
The management of this automated intelligent transport management system is based on the following entities:
1) Goods stored at the centralized distribution center (Trois-Rivières).
2) Autonomous trailer trucks (tanks)
3) Orders of goods transported by autonomous trucks
4) Customers
5) Freight transport routes
6) Destination cities (delivery cities)
From lists of goods ordered from customers, a clerk generates delivery routes that send autonomous trucks pre-loaded with liquid goods transported by tanker.
The characteristics of each entity are:
Stages of realization: THE QUESTION !!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!1
Also displays information about Merchandises, orders, customers, trucks, cities.
Your application must take into account the handling of errors (exceptions).
In: Computer Science
Can be multiple answers to each answer
16 According to the Drake estimate of the probability that intelligent life exists elsewhere in the Milky Way at the present time, the issues one must consider include:
a the number of Population I stars in the galaxy.
b the likelihood that stars are not members of close multiple star systems.
c the main sequence lifetime of various types of stars.
d whether stars are in a spiral arm at them moment.
e the probability that carbon-based life will develop if the right conditions occur.
17 Among other considerations elliptical galaxies differ from spiral galaxies in that spirals:
a have a much wider mass range.
b have interstellar gas and dust.
c are composed generally population II objects.
d are all very old.
e are much brighter on the average than the brightest ellipticals.
18 Gravitational Lensing:
a occurs when the gravitational field of a star is lens shaped.
b is a valuable tool in determining the mass distribution of the intermediate object.
c is a technique that can be used to magnify telescope images much more that is possible with optical imaging techniques.
d has been clearly detected in some quasar images.
e has helped to characterize the dark matter distributions around galaxies.
19 The Large Scale Structure of the Universe is best characterized as:
a smooth and homogeneous on the scale of the distribution of superclusters of galaxies..
b containing many large void regions.
c having only rarely occurring galactic collisions (i.e. collisions of galaxies are relatively rare events).
d not being affected very much by the so-called dark matter.
e resembling a foam-like structure.
20. Inflation during the Big Bang refers to:
a. the rapid expansion that occurred when gravity separated from the other forces and briefly became repulsive.
b. a process that can explain the current observation of the acceleration of the expansion.
c. the general property of the Big Bang that refers to the expansion of the universe with time.
d. the fact that at the earliest times before the inflation occurred we were in causal contact with a portion of the universe that extends far beyond the present known universe.
e. the fact that the knowable universe is bigger than the known universe.
21. The current evidence for the acceleration of the Universe Includes
a. Éthe number and size of the giant black holes in the centers of galaxies.
b. Éthe shift in the shape of the Hubble Law for times more recent than about 5 Billion Light-Years
c. Éthe data from the ÒSupernova Project.Ó
d. Éthe discovery of the existence of Dark Matter.
e. Éthe observation that we seem to have less and less time to get things doneÉ.
22. Dark Energy:
a. Éhas been postulated to be responsible for the acceleration of the UniverseÕs expansion.
b. Éis possibly due to quantum fluctuations of the vacuum.
c. Éis any form of energy that is not light.
d. Éis the same thing as dark matter according to EinsteinÕs Theory of Relativity.
e. Écould provide the matter needed to make the Universe exactly flat.
23. Life on Earth:
a. Égenerally is all based on the DNA molecule.
b. Éapparently started only about 500 Million years ago
c. Ébegan with the emergence of Òextremophiles,Ó primitive bacteria-like cells that can exist in hostile environments.
d. Éexisted as no more complex than single-celled bacteria for Billions of years
e. Émay be a rare example in the galaxy in the sense that complex life is very rare.
24. Black Holes:
a. may exist at the cores of all large galaxies.
b. may have been created in the Big Bang in all sizes, including ones that are much smaller than the SunÕs mass.
c. will have very strong tidal forces as one approaches the event horizon, for all black holes regardless of mass.
d. Can be see directly by observing the light they all emit from their event horizons.
e. are believe to be the source of ALL jet phenomenon seen in astronomical objects including stars.
25. The greatest threats to the continued existence of the human species include:
a. Éour own rapid population growth.
b. ÉGlobal Warming from the emission of green house gases.
c. Énew diseases that might wipe out all human beings.
d. Éthe threat of invasion by a more advanced civilization and species from the stars.
e. Éthe threat of major natural disasters like super-volcanoes and asteroid or comet impacts.
In: Physics
It is September 1, and Sean is beginning his infectious disease rotation in Regional Medical Center, a referral center for a large section of a Midwestern state. He hears that there are patients to see with suspected WNV in both the adult and child intensive care units. Sean’s attending physician tells him this is becoming a late summer ritual at Regional Medical Center.
Sean learns that these patients have gone into coma after experiencing a short period of fever, headache, and fatigue. Clinicians usually diagnose the disease using the newest antibody tests, but occasionally the test results are negative until late in the course of the disease. Alpha interferon therapy, a type of immune therapy, shows some evidence of benefit in animal models but is not approved by the FDA for use in WNV. Because alpha interferon has been FDA approved for other uses, however, clinicians occasionally use it “off label” when patients are not doing well. Often, all that clinicians can do to help the patients is provide support, frequently in intensive care, while the body either heals or deteriorates.
Sean goes to the research literature available on the Internet to learn more about WNV. Sean learns that WNV is spread by mosquitos, which bite infected birds and then bite humans. Mosquitos are more likely to bite birds with high levels of WNV in the summer and early fall, explaining the high incidence of WNV in humans in the same time period. Sean learns in his reading that birds, especially jays and crows, are particularly susceptible to WNV. In fact, public health officials have used testing of these species as a way to anticipate increased disease in humans.
The vast majority of those infected with WNV show no symptoms. About 20% experience fever, headaches, fatigue, and, occasionally, a reddish raised rash on the back, legs, or stomach and/or swollen lymph nodes. A small percentage of those with symptoms progress to experience central nervous system symptoms, which can include meningitis, encephalitis, and/or paralysis, potentially progressing to coma and possibly death. Over 90% of those with severe WNV survive, but a small percentage is left with brain damage. Based on hospital reports of severe WNV from hospitals like Regional Medical Center and recognizing that these reports are just the tip of the iceberg, the CDC estimates that 100,000 or more individuals in the United States may be infected with WNV in high-incidence years.
Severe WNV especially affects the very young and old, whose immune systems are most vulnerable to progression of the disease. HIV/AIDS patients and others with reduced immunity are also vulnerable to severe WNV. Person-to-person transmission has only been observed through blood transfusions and organ transplantation. There is now a vaccine for WNV approved for use in horses, given that horses often experience severe consequences of WNV. The vaccine is a DNA vaccine, which has not been approved for human use because of the theoretical possibility of altering the human DNA and causing cancer. Other vaccines, including those with live attenuated viruses, are under investigation.
Sean’s attending physician tells him that WNV was unknown in the United States before 1999. It may have mutated to be more easily transmitted to humans. The virus first appeared in New York and within 3 years had spread across the country. In epidemic years, associated with high volumes of mosquitos, thousands of patients have been hospitalized, and several hundred people have died from WNV.
Personal protection is provided by using mosquito repellant, avoiding dawn and dusk exposures (when mosquitos most often bite), and preventing stagnant pools of water in close proximity to humans. Community-wide mosquito spraying may have short-lived effects on the intensity of mosquito populations.
WNV drops dramatically after the first frost, which kills most of the disease-causing mosquitos. By extending the length of the frost-free period, global climate change has the potential to extend the West Nile “season” later into the fall.
We know a lot about WNV, Sean concludes, but there is a lot more we need to know, and a lot more we need to do.
What is the role of individual prevention in WNV?
What is the role of medical treatment in addressing the issues of WNV?
If an effective and safe vaccine was approved for WNV, who should receive the vaccine?
What population health measures do you recommend to control the spread of the disease?
What One Health concepts are illustrated by this case study?
In: Nursing
Geographic area: Thailand
Health Condition: Between 1989 abd 1990, the proportion of direct
sex workers in THailand ingected the HIV tripled. From 3.5% to 9.3%
and a year later reached 21.6%. Over the same period the proportion
of male conscripts already ingected with HIC when tested on entry
at age 21 rose sixfold, from 0.5% in 1989 to 3% in 1991.
Global importance of the health condition today: HIV?AIDS is one of
the greates threats to human health worldwide, with an estimated
38.6 million people infected with the virus in 2005. The vast
majority of people with HIV are in sub-Saharan Africa, where the
life expectancy today is just 47 years' without AIDS, it is
estimated that life expectancy would be 15 years longer. THe number
of children who have lost a parent to AIDS is now estimated at 20
million.
Internvention or program: In 1991, the National AIDS committee led
by Thailland's prime minister implemented the "100% condome
program," in which all sex workers in sex establishments are
required to use condoms with clients. Health officials provided
boxes of condoms free of charge, and local police held meetings
with sex establishments owners and sex workers, despite the
illegality of prostitution. Men seeling treatment for sexually
transmitted infections (STIs) were asked to name the sex
establishment they had used, and health officials would then visit
the establishment to provide more information.
Cost and cost-effectiveness: Total governemtn expenditure on the
national AIDS program remained stead at approx $375 million from
1998 to 2001, with the majority spent on treatment and care (65%);
this investment represents 109% of the nation's overall health
budget.
Impact: Condom use in sex work nationwide increased from 14% in
early 1989 to more than 90% by June 1992. An estimated 200,000 new
ingections were averted between 1993 and 2000. The number if new
STI cases fell from 200,000 in 1989 to 15,000 in 2001; the rate of
new HIV infections fell fivefold between 1991 and 1995.
You will write an overview essay on what the case study was regarding, what you learned from it, and what you would do for the future.
Essays should be similar to the “conclusion” section of a paper and be approximately 1-2 paragraphs long.
Geographic area: Thailand
Health Condition: Between 1989 abd 1990, the proportion of direct
sex workers in THailand ingected the HIV tripled. From 3.5% to 9.3%
and a year later reached 21.6%. Over the same period the proportion
of male conscripts already ingected with HIC when tested on entry
at age 21 rose sixfold, from 0.5% in 1989 to 3% in 1991.
Global importance of the health condition today: HIV?AIDS is one of
the greates threats to human health worldwide, with an estimated
38.6 million people infected with the virus in 2005. The vast
majority of people with HIV are in sub-Saharan Africa, where the
life expectancy today is just 47 years' without AIDS, it is
estimated that life expectancy would be 15 years longer. THe number
of children who have lost a parent to AIDS is now estimated at 20
million.
Internvention or program: In 1991, the National AIDS committee led
by Thailland's prime minister implemented the "100% condome
program," in which all sex workers in sex establishments are
required to use condoms with clients. Health officials provided
boxes of condoms free of charge, and local police held meetings
with sex establishments owners and sex workers, despite the
illegality of prostitution. Men seeling treatment for sexually
transmitted infections (STIs) were asked to name the sex
establishment they had used, and health officials would then visit
the establishment to provide more information.
Cost and cost-effectiveness: Total governemtn expenditure on the
national AIDS program remained stead at approx $375 million from
1998 to 2001, with the majority spent on treatment and care (65%);
this investment represents 109% of the nation's overall health
budget.
Impact: Condom use in sex work nationwide increased from 14% in
early 1989 to more than 90% by June 1992. An estimated 200,000 new
ingections were averted between 1993 and 2000. The number if new
STI cases fell from 200,000 in 1989 to 15,000 in 2001; the rate of
new HIV infections fell fivefold between 1991 and 1995.
You will write an overview essay on what the case study was regarding, what you learned from it, and what you would do for the future.
Essays should be similar to the “conclusion” section of a paper and be approximately 1-2 paragraphs long.
In: Nursing
XYZ Federal Agency has multiple locations in different parts of the United States. It is going to start a BPM project for its Office of Human Resource (OHR/HR) functions.
The Human Resource system is currently on a thirty-year old mainframe that is shared by another large user. The other user of the mainframe is in the process of redesigning to another platform. That will leave the huge cost of the legacy system to be paid by the HR function.
A cost-benefit analysis was completed that determined it was not cost efficient for the HR function to pay for the entire mainframe. It will cost them the same amount of money to move to a different platform that is more agile, and can provide more reliable real-time metrics for managers to make decisions.
Here is some background information you need to better understand the hiring and onboarding processes in OHR:
? Executives are complaining about the length of time it takes to fill positions when an employee leaves, however, reliable metrics are not available to determine where the delays are occurring. It is probable that there is joint responsibility for the delays. On average it takes 4 months to fill a position.
? In some instances, employees do not have provisions such as computers, passwords, and identification badges when they begin work.
? Applications are accepted either electronically or through the mail. Sometimes the same application comes in through both channels.
? On an annual basis the finance office is given approval for a certain fill level (head count of employees) for each functional area of the agency. This targeted fill level does change unless there is a budget cut, or unless a division reaches its target and has extenuating circumstances allowing them to exceed their target. OHR accomplishes filling above the target by“borrowing” an unfilled position from a different unit.
The process
There are multiple steps required to hire and onboard an employee.
The hiring manager in the functional area must request replacement staff after a current employee gives his two week notice. The position cannot be filled by two employees at the same time. Once the hiring manager requests the staff, the head of the functional area must sign off on the request. The request must include the current job duties, and set up interview questions. The hiring manager must show how he/she is going to score the interviews prior to having the request approved.
Once they place the request, finance reviews and approves the request based on the targeted fill level for that functional area by checking the current number of employees plus outstanding fill requests and comparing it to the
target at the time of the request. They currently keep track of this information in a spreadsheet.
Once finance approves the request, OHR must approve the request for control purposes. They check the information about the position to make sure it agrees with the current job duties.
Once all of the approvals are received they can recruit for the position by posting it for a minimum of 2 weeks. This is a civil service requirement for the federal positions at this agency. They are unable to hire prior to the end of the posting period.
Once the posting period is complete, OHR staff review the candidates’resumes and other supporting documentation to verify they meet the qualifications of the job.
The list of verified candidates is provided to the hiring manager so they may contact the candidate for interviews. The hiring manager must choose a minimum of 3 candidates to interview.
Interviews are held using previously-created criteria for scoring. Once a selection is made, candidates are nominated, and OHR reviews the nomination to ensure that all of the hiring documents are in order. They also run a background check to determine if they misrepresented themselves on their application.
If OHR approves the nomination, the hiring manager can call and offer the position.
The position may be declined, in which case, the hiring manager can choose his second choice or start the process over.
If the position is accepted, an email is sent to Information Technology Assistance for a laptop request and system passwords. Another email is sent to the Office Services Department to request an employee identification badge. For the purposes of this assignment, you may assume that all offered positions are accepted.
The employee is required to complete information on his first day of work related to employee benefits and mandatory tax forms. An orientation session is held where the employee must complete the forms.
Question:
Propose a set of changes in the process. For each change, you should provide:
? A brief description of the process change
? Which issue(s) are being addressed by the proposed change
? How feasible is this change? In other words, how likely it is that the change can be implemented in a way that the benefits of the change exceed the costs in the medium-term (six months to one year timeframe). If the change requires an upfront investment, describe what investment is needed and how likely it is that this investment is justified given the impact of the issue that is being addressed.
In: Operations Management
James Adam has been the CEO in the company for the past 12 years. Before that, Mr. Adam had worked for a large organization for 10 years. He has implemented a number of changes that have earned him a great deal of respect and admiration from both companies' employees and surrounding community Perhaps more than anything else, James is known for establishing progressive human resources practice. He strongly believes that the company's employees are its most important assets and continually searches for ways to increase both employee satisfaction and productivity. He thinks that all employees should try to continually improve their skills and abilities. Therefore, he trains employees and send many of them to courses and conferences. Regarding employee compensation, James firmly believes that employees should be paid according to their contribution to organizational success. Most important James previous experiences in company “XXX”, has guided him as a current CEO. James recall that in his previous company, he implemented a result-based pay system under which employees could earn a bonus from 0 to 10 percent each year, depending on their job performance. Bonuses are typically determined by the company's HR committee during November and are granted to employees on January first of each year. In addition to granting employees several rewards according a scheme that was designed recently in the company. Further the company also began giving cost of living raises. James was opposed to this idea originally but had to agree to it. As a result, few rumors started to appear in relation to the fairness of the performance-based raise. XXX company has always been proud of its performance management system. As a policy, at the begging of each year, every employee and his/her supervisor develop goals for the employee to achieve over the following 12 months, with a follow – up meeting after six months to assess progress and take remedial action. Rumors were suggesting that the policy is not being implemented fairly. Some supervisors agree with their subordinated on very simple goals which requires minimal efforts were as other supervisors formulated complicated goals. Some of the staff even said that they do not see the results of their evaluation before the following January. One December, another competitor company in town. An alarming observation was made by one of the supervisors; XXX lost four of its employees to the new company in the first four months of its operation. Further James started to hear for the first-time rumors about complains about employee's salaries. Several staff complained that other employees in similar positions in other companies in the market are receiving better compensation than their compensation. To his surprise, he started to hear complaints from all departments. An exception was the dealers group department. James has been always well respected. People admired him, many employees did not raise an official complains or made formal demands for raise but rumors about complaints were hard not to be noticed by an experienced boss who pays attention to human resources issues. James was determined to be proactive and to take measures before the company loses its competitive position. Upon enquiring from the HR committee, he was informed that everything is fine. Actually, one member of the committee said that that "our dealers are the happiest in the market, they are being paid an average of $ 200 a month more than dealers in the other companies". James was not comfortable to this idea. He also was curious of whether the new HR committee leader has influenced the committee to introduce changes in the company HR practices that were not in line with his vision. He was thinking of restructuring the committee and may be establishing a new HR structure. In the middle of his thinking another issue was brought to him. The HR committee of the company met to determine what should be done regarding the dealer’s bonuses. They knew that none of the dealers had been told how much their bonus would be but that they were all expecting both performance award and cost of living raise. They also realized that, if other employees learned that the dealers were being overpaid in relation to market, conflict could develop, and morale might suffer. They knew that it was costing the Company over $ 30,000 extra to pay the dealers. Finally, they knew that as a group the XXX’s dealers were highly competent, and they did not want to lose any of them.
In: Operations Management
James Adam has been the CEO in the company for the past 12 years. Before that, Mr. Adam had worked for a large organization for 10 years. He has implemented a number of changes that have earned him a great deal of respect and admiration from both companies' employees and surrounding community
Perhaps more than anything else, James is known for establishing progressive human resources practice. He strongly believes that the company's employees are its most important assets and continually searches for ways to increase both employee satisfaction and productivity. He thinks that all employees should try to continually improve their skills and abilities. Therefore, he trains employees and send many of them to courses and conferences. Regarding employee compensation, James firmly believes that employees should be paid according to their contribution to organizational success.
Most important James previous experiences in company “XXX”, has guided him as a current CEO. James recall that in his previous company, he implemented a result-based pay system under which employees could earn a bonus from 0 to 10 percent each year, depending on their job performance. Bonuses are typically determined by the company's HR committee during November and are granted to employees on January first of each year. In addition to granting employees several rewards according a scheme that was designed recently in the company. Further the company also began giving cost of living raises. James was opposed to this idea originally but had to agree to it.
As a result, few rumors started to appear in relation to the fairness of the performance-based raise. XXX company has always been proud of its performance management system. As a policy, at the begging of each year, every employee and his/her supervisor develop goals for the employee to achieve over the following 12 months, with a follow – up meeting after six months to assess progress and take remedial action. Rumors were suggesting that the policy is not being implemented fairly. Some supervisors agree with their subordinated on very simple goals which requires minimal efforts were as other supervisors formulated complicated goals. Some of the staff even said that they do not see the results of their evaluation before the following January.
One December, another competitor company in town. An alarming observation was made by one of the supervisors; XXX lost four of its employees to the new company in the first four months of its operation. Further James started to hear for the first-time rumors about complains about employee's salaries. Several staff complained that other employees in similar positions in other companies in the market are receiving better compensation than their compensation. To his surprise, he started to hear complaints from all departments. An exception was the dealers group department.
James has been always well respected. People admired him, many employees did not raise an official complains or made formal demands for raise but rumors about complaints were hard not to be noticed by an experienced boss who pays attention to human resources issues.
James was determined to be proactive and to take measures before the company loses its competitive position. Upon enquiring from the HR committee, he was informed that everything is fine. Actually, one member of the committee said that that "our dealers are the happiest in the market, they are being paid an average of $ 200 a month more than dealers in the other companies".
James was not comfortable to this idea. He also was curious of whether the new HR committee leader has influenced the committee to introduce changes in the company HR practices that were not in line with his vision. He was thinking of restructuring the committee and may be establishing a new HR structure. In the middle of his thinking another issue was brought to him. The HR committee of the company met to determine what should be done regarding the dealer’s bonuses. They knew that none of the dealers had been told how much their bonus would be but that they were all expecting both performance award and cost of living raise. They also realized that, if other employees learned that the dealers were being overpaid in relation to market, conflict could develop, and morale might suffer. They knew that it was costing the Company over $ 30,000 extra to pay the dealers. Finally, they knew that as a group the XXX’s dealers were highly competent, and they did not want to lose any of them.
In: Operations Management
James Adam has been the CEO in the company for the past 12 years. Before that, Mr. Adam had worked for a large organization for 10 years. He has implemented a number of changes that have earned him a great deal of respect and admiration from both companies' employees and surrounding community Perhaps more than anything else, James is known for establishing progressive human resources practice. He strongly believes that the company's employees are its most important assets and continually searches for ways to increase both employee satisfaction and productivity. He thinks that all employees should try to continually improve their skills and abilities. Therefore, he trains employees and send many of them to courses and conferences. Regarding employee compensation, James firmly believes that employees should be paid according to their contribution to organizational success. Most important James previous experiences in company “XXX”, has guided him as a current CEO. James recall that in his previous company, he implemented a result-based pay system under which employees could earn a bonus from 0 to 10 percent each year, depending on their job performance. Bonuses are typically determined by the company's HR committee during November and are granted to employees on January first of each year. In addition to granting employees several rewards according a scheme that was designed recently in the company. Further the company also began giving cost of living raises. James was opposed to this idea originally but had to agree to it. As a result, few rumors started to appear in relation to the fairness of the performance-based raise. XXX company has always been proud of its performance management system. As a policy, at the begging of each year, every employee and his/her supervisor develop goals for the employee to achieve over the following 12 months, with a follow – up meeting after six months to assess progress and take remedial action. Rumors were suggesting that the policy is not being implemented fairly. Some supervisors agree with their subordinated on very simple goals which requires minimal efforts were as other supervisors formulated complicated goals. Some of the staff even said that they do not see the results of their evaluation before the following January. One December, another competitor company in town. An alarming observation was made by one of the supervisors; XXX lost four of its employees to the new company in the first four months of its operation. Further James started to hear for the first-time rumors about complains about employee's salaries. Several staff complained that other employees in similar positions in other companies in the market are receiving better compensation than their compensation. To his surprise, he started to hear complaints from all departments. An exception was the dealers group department. James has been always well respected. People admired him, many employees did not raise an official complains or made formal demands for raise but rumors about complaints were hard not to be noticed by an experienced boss who pays attention to human resources issues. James was determined to be proactive and to take measures before the company loses its competitive position. Upon enquiring from the HR committee, he was informed that everything is fine. Actually, one member of the committee said that that "our dealers are the happiest in the market, they are being paid an average of $ 200 a month more than dealers in the other companies". James was not comfortable to this idea. He also was curious of whether the new HR committee leader has influenced the committee to introduce changes in the company HR practices that were not in line with his vision. He was thinking of restructuring the committee and may be establishing a new HR structure. In the middle of his thinking another issue was brought to him. The HR committee of the company met to determine what should be done regarding the dealer’s bonuses. They knew that none of the dealers had been told how much their bonus would be but that they were all expecting both performance award and cost of living raise. They also realized that, if other employees learned that the dealers were being overpaid in relation to market, conflict could develop, and morale might suffer. They knew that it was costing the Company over $ 30,000 extra to pay the dealers. Finally, they knew that as a group the XXX’s dealers were highly competent, and they did not want to lose any of them.
In: Operations Management
In: Operations Management