21. Oil shocks, the shift from manufacturing to service jobs, and the use of new technologies are reasons for ___ unemployment.

A permanent B structural C cyclical D frictional

22. In a country where both the labor force participation rate and the unemployment rate are very low, which of the following answers explains why this may be the case?

A a large percentage of the population is employed B a large percentage of the population consist of children

C a large percentage of the population is unemployed D a large percentage of the population is aging and thus has retired

23. A real price is:

A an increase in the average level of the price of a good B the average number of times a dollar is spent on final goods and services in a year

C a price that has been corrected for inflation D a decrease in the average level of the price of a good

24. When the U.S government borrows, it sells:

A treasury bonds B federal paper C federal paper, treasury bonds, and government stocks D government stocks

25. The most basic U.S. employment law stipulates that an employee may quit and employer may fire at any time and for any reason is called:

A the Equal Employment Opportunity Act B the employee privacy law C affirmative action D the employment at will doctrine

26. Which of the following can drive long run economic growth in the Solow model?

A human capital B real capital C technological knowledge D physical capital

27. The consumer price index measures the:

A average price of a basket of goods and services bought by all families in the country B average price of a basket of goods and services bought by a typical consumer

C total price of a basket of goods and services bought by all families in the country D total price of a basket of goods and services bought by a typical consumer

28. The social benefits of research and development are equal to the private benefits.

True or False

29. The quantity theory of money predicts that if the money supply doubles, the price level will also double.

True or False

30. When it occurs at the industry level, Joseph Schumpeter's "creative destruction" results in:

A cyclical unemployment B Structural unemployment C frictional unemployment D underemployment

1. You are the HR manager for an automobile manufacturing plant. The assembly technicians in this plant are scheduled to take part in a one-day training seminar in safety awareness and expectations. The CEO has asked you to come up with a plan in advance for how you will evaluate the effectiveness of the training. Identify and name the four basic categories of training outcomes or effects that a manager can measure when evaluating the training effort. For each of the four categories, 1) describe at least one concrete way you could approach the measurement of effectiveness and 2) why you are recommending that approach. Be sure to relate your ideas to the specific nature of this training, e.g. safety awareness and expectations.

2. Megan has been a Human Resources recruiter for a mid-sized company for the past five years. She aspires to be promoted to an HR Manager or HR Director position when such an opportunity becomes available. Megan is accustomed to working about 45 hours per week, but this is taking into account that she prefers to work at a fairly relaxed pace. Megan's job has always been classified as exempt under the Fair Labor Standards Act (FLSA), but she has just been informed that it is being reclassified as non-exempt based on recent job evaluation. Identify two differences between exempt versus nonexempt status under FLSA. For Megan's situation, explain what the impact will be on her job as a result of being reclassified as nonexempt, and identify one potential advantage and one potential disadvantage she might perceive from her point of view. Explain how this change could have an impact on her morale and motivation for the better or the worse.

3. Define the term "situational interview" and the term "behavioral interview." Explain how the two approaches to interviewing are different from one another in terms of the types of questions that are asked. Describe the "STAR" technique used in behavioral interviewing and explain why this concept is important. Finally, reflecting back on the round of practice behavioral interviews you took part in during class or in our WebEx sessions, identify two specific things you learned that might be helpful to you in the future if you are ever interviewing job candidates on behalf of your employer.

5. Direct labor variances - Find the missing information:

6. Chuck makes Supersized Chucky-Puffs. Chuck determined the standards for each unit (bag) of Chucky-Puff produced requires 1.5 gallons of ingredients (direct materials) and 0.75 direct labor hours. Chuck expects to pay $2 per gallon of ingredients and his employees a rate of $10 per hour. Based on the company’s forecasts, Chuck is expecting to sell 15,000 units (bags) during the year. At the end of year, Chuck actually sold 16,000 units (bags) and used 20,000 gallons of ingredients and paid $1.9 per gallon. Further, Human resources informed Chuck that he incurred $80,000 in direct labor costs from 10,000 direct labor hours (assume no overtime is used).

a. What is the material price variance?

b. What is the material quantity variance?

c.What is the labor rate variance?

d. What is the labor usage variance?

7. Responsibility Accounting:

a. What is a cost center? Give an example of a cost center ____________________________________________________________________________________________________________________________________________________________

b. What is a Profit center? Give an example of a profit center ____________________________________________________________________________________________________________________________________________________________

c. What is an investment center? Give an example of an investment center ____________________________________________________________________________________________________________________________________________________________

d. What is management by exception: __________________________________________________________________________________________________________________________________________________________________________

e. The Mega Division of Green Corporation is an investment center. It has $1,000,000 of operating assets. During 2018, the Mega Division earned operating income of $300,000 on $6,000,000 of sales. Green’s companywide return on investment or desired rate of return is approximately 10% SHOW WORK FOR CREDIT!

1. What is the ROI?______________________

2. What is the margin? ____________________

3. What is the turnover? _____________________

4. What is the residual income? _______________

1. (T or F)   C++ throws an exception if you try to refer to element 47 in an array with 20 elements.
2. (T or F)   I can copy one array to another by simply using an assignment statement which assigns the one array to the other.
3. (T or F) An exception is the occurrence of an erroneous or unexpected situation during the execution of a program.
4. (T or F) The try / catch structure is used to test for and catch occurrences of syntax errors.
5. (T or F) There can be no code between a try-block and its associated catch-block.
6. (T or F) The reserved word throw is used to signal that an exception has occurred.
7. (T or F) The correct use of throw can be anywhere in a program; a try / catch structure is used only in class definitions.
8. (T or F) In C++, class is not a reserved word.
9. (T or F) Class attributes have no fixed type; their type can be changed during the program execution.
10. (T or F) A member of a class can be a method or an attribute.
11. (T or F)The private attributes of a class cannot be accessed by the public methods of that class.
12. (T or F) The initialization of a variable in the declaration

Ex: int counter = 0;

is not allowed inside a class definition.

13. (T or F) In C++ a class is a definition; it does not exist in RAM until an object is created, using the definition.
14. (T or F) A member of a class that was created “on the stack” (locally) can be accessed by using the dot operator (.) followed by the member name.
15. (T or F) Class objects can be passed to methods as arguments and can be returned from methods.
16. (T or F) A class constructor is a method that automatically is called whenever an object is created from the class.
17. (T or F) a class destructor is another name for a no-arg constructor..
18. (T or F) a class cannot have more than one constructo
19. (T or F) a class can have a destructor to match each constructor.
20. (T or F) The primary purpose of the separation of a class interface from the class implementation enables the code to be more easily read by a human programmer.
21. (T or F) Every time any method is called, a new “frame” is created in RAM.
    5. (T or F) A “pure” class definition can contain only methods.
    23. (T or F) A class definition by itself, takes very little space in RAM.

Lydia and John were a couple in their nineties who lived in their own home and had been married over sixty years. Both were confused and forgetful. They had two sons who were in their seventies and lived in nearby towns. One son was estranged from them. The other was somewhat involved in their lives, but he had a mentally ill wife and health problems of his own to deal with. The couple first came to the attention of a protective service worker when John was hospitalized after a fall. When left on her own, Lydia’s confusion became more pronounced. A referral was made for home care services, but, when a worker went out to assess the couple, their son was present and refused services. Based on concerns of benign neglect, a protective services report was issued. A case worker investigated and substantiated the report, citing the son’s interference with services and the couple’s own inability to provide adequate care for each other. The protective services worker found both John and Lydia to be very forgetful and somewhat confused, though Lydia was the more impaired. Due to their increased physical frailty, they had been using only the first floor of their home. Since the bedrooms and bathroom were upstairs, the living arrangement presented several problems for the couple. Lydia had a regular bed, but John was sleeping on a cot. The low height of the cot caused him to lose his balance easily, resulting in several falls. Since there was no toilet downstairs, they were using a bucket in the kitchen and emptying it outside. They were unable to maintain their home and conditions became unsanitary. The son tried to help, but he had his own limitations. The elderly couple was well able to afford assistance, but they did not want to spend the money. Furthermore, even though the son who helped with paying the bills was not taking advantage of his parents financially, he was obviously concerned with “preserving his inheritance.” Meanwhile, John and Lydia were extremely conservative in terms of how they chose to spend their money; they insisted they could not afford help.

Consider Lydia’s and John’s cognitive and physical limitations as well as their social support. If presenting this case to a team of other human services providers, what developmental theories, concepts, and principles help explain this case?

Second Life is a 3-D virtual world entirely built and owned by its residents. Since opening to the public in 2003, it has grown explosively and today is inhabited by millions of people from around the globe. This new virtual world could become the first point of contact between companies and customers and could transform the whole customer experience. Since it began hosting the likes of Adidas, Dell, Reuters and Toyota, Second Life has become technology's equivalent of India or China - everyone needs an office and a strategy involving it to keep their shareholders happy. But beyond opening a shiny new building in the virtual world, what can such companies do with their virtual real estate?

Like many other big brands, PA Consulting has its own offices in Second Life and has learned that simply having an office to answer customer queries is not enough. Real people, albeit behind avatars, must be staffing the offices - in the same way having a Web site is not enough if there is not a call centre to back it up when a would-be customer wants to speak to a human being. In future, the consultants believe call centers could one day ask customers to follow up a phone call with them by moving the query into a virtual world.
Unlike many corporate areas in the virtual world, the NBA Headquarters incorporates capabilities designed to keep fans coming back, including real-time 3-D diagrams of games as they are being played.

PROJECT FOCUS:

You want to create a presence on Second Life for the cafe. Create a CRM strategy for doing business in the virtual world. Here are a few questions to get you started:

• How can your virtual world help business in the real world?
• How will customer relationships be different in a virtual world?
• What is your strategy for managing customer relationships in this new virtual environment?
• How will supporting Second Life customers differ from supporting traditional customers?
• How will supporting Second Life customers differ from supporting Web site customers?
• What customer security issues might you encounter in Second Life?
• What customer ethical issues might you encounter in Second Life?

Read the text and in group of two to five students answer the questions

As a new member of the board of directors for a local bank, Mr. Jack Nelson was being introduced to all the employees in the home office (Headquarters of a firm).

When he was introduced to Mrs. Johnson, he was curious about her work and asked her what the machine she was using did. Mrs. Johnson replied that she really did not know what the machine was called or what it did. She explained that she had been working there for two months and she has not received a clear list describing her tasks, duties and responsibilities yet.

At one of the branch offices, the supervisor in charge spoke to Nelson confidentially, telling him that "something was wrong," but she didn't know what. For one thing, she explained, employee turnover was too high, and no sooner had one employee been put on the job than another one resigned.

All branch supervisors hired their own employees without communication with the home office (Headquarters of a firm) or other branches. In case of job vacancy, the supervisor tried to find a suitable employee to replace the worker who had quit.

After touring the 22 branches and finding similar problems in many of them, Nelson wondered what the home office should do or what action he should take. The banking firm generally was regarded as being a well-run institution that had grown from 27 to 191 employees during the past 8 years. The more he thought about the matter, the more puzzled Nelson became.

He couldn't quite put his finger on the problem, and he didn't know whether to report his findings to the president.

Questions

1. Identify and describe two main problems faced by the bank's home office and branches in terms of HRM. Justify your answer from the text.

2. Discuss HRM ineffective practices that led to such problems. Justify your answer from the text .

3. Based on the Human Resources strategic qualities, discuss the way a high turnover rate can affect the efficiency of the bank .

Note : Answers in Word Format and in details and in Own Words

Carter Cleaning Company

Getting Better Applicants

If you were to ask Jennifer and her father what the main problem was in running their firm, their answer would be quick and short: hiring good people. Originally begun as a string of coin-operated laundromats requiring virtually no skilled help, the chain grew to six stores, each heavily dependent on skilled managers, cleaner/spotters, and pressers. Employees generally have no more than a high school education (often less), and the market for them is very competitive. Over a typical weekend, literally, dozens of want ads for experienced pressers or cleaner/spotters can be found online or in area newspapers. All these people usually are paid around $15 per hour, and they change jobs frequently. Jennifer and her father thus face the continuing task of recruiting and hiring qualified workers out of a pool of individuals they feel are almost nomadic in their propensity to move from area to area and job to job. Turnover in their stores (as in the stores of many of their competitors) often approaches 400%. “Don’t talk to me about human resources planning and trend analysis,” says Jennifer. “We’re fighting an economic war, and I’m happy just to be able to round up enough live applicants to be able to keep my trenches fully manned.”

In light of this problem, Jennifer’s father asked her to answer the questions that follow.

I need your original answer, not someone's answer with at least three paragraphs per question. Thank you.

Questions

@ First, how would you recommend we go about reducing the turnover in our stores?

@ Provide a detailed list of recommendations concerning how we should go about increasing our pool of acceptable job applicants so we no longer face the need to hire almost anyone who walks in the door. (Your recommendations regarding the latter should include completely worded online and hard-copy advertisements and recommendations regarding any other recruiting strategies you would suggest we use.)

I need your original answer, not someone's answer with at least three paragraphs per question. Thank you.

Type down (easy to copy and paste) your thoughts (ie, agree or disagree and why ? ) after reading the following paragraph. (must be 5 sentences, 1 paragraph. 150-250 words)

Jon Bowers argues that we should seek perfection. Moreover, he states that perfection is achievable and the steps needed to obtain it will only make you stronger and better. He believes that failure and loss may come from trying to seek perfection but that these steps are necessary for success. He gives several examples regarding why we should not settle for giving 100%. I do not agree with him as I believe that nothing and no one in this world is perfect, and will never be able to be perfect. I believe that perfection does not exist, and although we can try to achieve it we should not allow our lives to be determined by the outcomes we obtain. To further substantiate his argument, Bower’s mentions that we have “stopped valuing perfection” and that this is wrong because “perfectionism is an attitude developed in the small things and then applied to the bigger things”. In other words, he thinks that if you do not aim for perfection in the little things, which are the ones that matter, you will never be able to take care of the big things. Later on he also gives some examples like saying that if we allow things to be “good enough” then we will make mistakes all around. This includes giving babies to their wrong parents, spelling words wrong in the dictionary or having more than 1 million cards with the wrong information on the magnetic strip on the back. I do not agree with these statements because I think he is over exaggerating. I do not think that we should settle for good enough but I don’t think that we do. We aim to make things perfect but mistakes are a part of human life. As humans we will make a mistake at some point and we can only accept it and move on. I believe that striving for perfection in all cases is not reasonable and will really only make us unhappy because this is ultimately unachievable. Instead, we should work on the way we handle our mistakes and learn to move on so we can do better the next time.