Apply the different components of systems thinking on the zillow business scenario. In other words, the different components of Zillow as system, the input, the output, and the different feedbacks.

Assume households and firms become optimistic about the economy and increase autonomous consumption and investment. Please explain how a central bank should respond to this event? Will the response differ if the central banks’ mandate imposes a strict inflation target? Explain your answer in words and with a graph based on the AS-AD model.
a)

C++ please

You have been challenged with a menu program before, but this one is a little more complex. You will use loops and you will use an output file for a receipt.

Using class notes, write an algorithm for a program which uses a loop system to allow customers to select items for purchase from a list on the screen. (List at least 8 items to choose from on your menu. You choose the items to be listed.).

When the user is finished choosing items, display the amount due and then accept the customer's payment. If the customer pays enough, display change due on the screen.

If the customer does not pay enough, use another loop system to get additional payment from the customer until the total due has been paid. When finished, have an output file that lists all items purchased along with prices, the subtotal, the tax amount, the grand total and total paid.

Please read the case and answer the three questions below in specific

A group of bright and entrepreneurial graduates of the American University of Dubai Engineering, Arts and Sciences, and Business colleges has formed an idea generation company called ThinkTank4U. The company is built on an innovative idea itself. In a knowledge economy, new, novel and practical ideas become keenly sought-after ‘goods’. ThinkTank4U offers to its clients ‘ideas’ on a wide range of issues and themes including: how to bring new products to market, how to compete, how to grow, how to improve performance, how to deal successfully with competitors, complementors, customers, suppliers, and own employees. The mission of ThinkTank4U is to help clients with new working ideas that translate into greater performance. The company guarantees its clients the success of its ideas. It shares the revenue generated by its ideas with the client based on a formula agreed in advance by both of them. If no revenue is generated by the company’s ideas, it charges no fees for the assignment completed for the client.

The company is composed of a core group of four self-managed teams of ‘Ideators’ (the term used to describe team members indicating their task as idea generators) and helped by supporting contractual professional staff. Each team has on average seven members and is coordinated rotationally by the Ideator having the most valuable expertise in the basic issue of the assignment at hand. For example, if the client is asking for new advertising campaign ideas for promoting an electronic device, the team will be coordinated by the Ideator who has the most experience in the field of advertising. The company has no ranks in its structure, which is mainly based on teams and committees. The company also has a sophisticated information system that can be accessed by everybody in the core group.

After each assignment is completed, the team members set together for reflection. They make sure that the experience gained from the assignment is extracted, shared, and documented. The team learns how to better structure thinking, manage debate, activate participation, expose hidden assumptions, gain new knowledge, be acquainted with new industries, and so on. They revise their processes and outputs and try to discover weaknesses, gaps, and flaws in their working style, team structure, or relationship with clients. The company has a regular internal electronic publication it calls ‘The Pool’, where team members can present their thought, learned experiences, and ideas to share with the rest of the company.

The company’s strategic decisions are taken in general meetings coordinated by the company’s eldest member. The operational decisions are overseen by the committee of the current team coordinators. There are clear but simple policies and decision rules about how to make operational decisions to maintain consistency and to preserve the precious time of team coordinators. Strategic decisions are made by consensus whenever that is possible. When consensus is difficult to obtain in one session, another session is scheduled where arguments have to be presented, debated and then their merit is evaluated (by all members) using a scoring system from 1 (= weak) to 5 (= strong). The argument with the highest evaluation score will be wholeheartedly adopted by all.

The supporting contractual professional staff has a traditional pay policy unconditional upon the company’s performance. The core group pay, however, is based on performance of each member as evaluated by all members of the team. Each assignment’s revenue is divided into three parts: one third goes to the company’s account, one third is shared equally among the team members, and one third is allocated according to the contribution of each member as evaluated by the whole team.

Performance evaluation of Ideators is done by their teammates. Evaluation components are based on active and positive participation in clients’ assignments and in the running of the company’s affairs. These include skills such as initiative, creativity, debate, refutation, cooperation, knowledge sharing, the impartiality of judgment, and professionalism; and personal traits such as integrity, openness, responsiveness, sympathy, and willpower. There is a very strict exit policy. A team member who ranks last in evaluation in five consecutive times has to leave the company. Ranking last in performance in two consecutive times triggers an immediate inquiry into the reasons behind this ‘fatigue’. It also necessitates conducting what the company calls a ‘climbing’ session by all team members who offer help by sharing their experience and knowledge and by encouraging their teammate to climb back to high performance.

The company’s work culture and evaluation and support system succeed only on the basis of honesty, trust, and sheer candor (straightforwardness), traits that are at the heart of the hiring process of the company in addition to other competencies related to creative thinking and other soft skills. Members also have to possess strong characters to be able to withstand pressures, biases, and negative tendencies. These qualities are not easily found in many of the applicants who dream to join this company. Hiring is done by each team according to its own judgment but with non-binding consultation and coordination with other team coordinators. There is a well-established rule governing team size. When the size of a team exceeds 10 members it splits itself into two teams with each hiring new members if necessary. This is how new teams are formed out of current teams.

One of the company’s teams is currently working on a client’s assignment that requires the generation of ideas about how to increase sales of children’s games after the Eid season. A recently hired member of the team, known for his experience, knowledge, and creativity, has come with the following strategy:

• Make a strong advertisement campaign on TV channels watched widely by children to promote new games (reason: children will solicit promises from their parents to buy them these games in the Eid season).
• Supply limited numbers of these games to children’s toys stores and make available less attractive games (reason: children have to have games in the Eid season and when they cannot find their most desired ones they will ask their parents to buy them alternative games of equal value).
• Run the same strong advertisement campaign again after Eid season (reason: children will desire to have these games more than ever).
• Flood the children’s toy stores with these games (reason: children will remember their parents’ promises and pressure them to buy these games. Parents cannot refuse otherwise they look bad in the eyes of their children for not fulfilling their promises).

Please Answer the three questions below (be specific):

1. Assess the virtuousness of ThinkTank4U Company. (Virtue ethics, the focus on integrity the character not the act).
2. How ethical is the strategy suggested by one of the Ideators on how to increase sales of children’s games after Eid seasons? Base your evaluation on a specific ethical theory. (Choose one of theories: Utilitarian, deontological and justify)
3. How does the recently hired member of the team, who suggested the strategy, fit the culture of ThinkTank4U Company? Explain

What is the impact of PERT and CPM on global manufacturing and service based organizations?

• Increasing Global Competition

Case Study

Jed Smith is a 38-year-old welder who came into the treatment center after being arrested for drinking and driving (DUI/DWI). His attorney has suggested that he quit drinking and enter treatment, at least until his trial, which is scheduled to occur in 2 months. Jed does not anticipate serving jail time, but he believes that treatment could strengthen his legal case. After his first arrest for DUI 2 years ago, he simply paid a fine and attended a special driver's education program for 6 weeks. Jed found the program to be a “waste of time.”

Jed has been married for 8 years and has two daughters, aged 8 and 6. He has had numerous arguments with his wife, Emily, concerning his drinking. He gets very angry and defensive when she confronts him about his heavy drinking and he asserts that he is not an alcoholic. He knows this is true because his father was an alcoholic and Jed says that he is not like his father. His father died as the result of a fight that occurred in traffic when he was drunk. Jed says that his father used to “beat the tar” out of him and his brother when he was drunk and that his father always belittled, taunted, and threatened their mother, whether he was drunk or sober. Jed references that his family is Irish and that it was cultural normal to drink and enjoy alcohol and that all of his family and relatives drink in excess.

Jed's work history is very good; he misses less than one day per year. He works the day shift on weekdays, putting in time-and-a-half on most Saturdays. He is well regarded by his supervisors and peers at work. He is fearful that his employer will find out about his treatment (it is being covered by his HMO), and that people at work will learn about the second DUI arrest.

Jed drinks with his buddies from the plant, and does not think that his drinking is any more than what they do. He was just “unlucky” and was caught doing what everyone else seems to get away with. Jed's drinking is very predictable: he drinks 8-9 beers on a weeknight. Several of these are consumed at the bar with friends, the remainder at home over the course of the evening. He usually falls asleep in front of the television. When he is not working on Saturdays, he often drinks several 12-packs between Friday and Sunday. A typical Saturday involves getting up at 10:00 a.m., playing soccer with friends, and going to the bar for the rest of the day and night. This pattern leads to arguments with Emily, who calls him a “lousy father.” At times, Jed has had unsettling episodes of being unable to recall what happened while drinking. He has commented to friends that “maybe I overdo it a bit.” Several times, he has attempted to cut down on his drinking, especially after the last DUI. He once attended a few AA meetings, but did not feel that AA was helpful: "It was listening to a lot of guys whining…" and he especially did not care for the prayers.

Despite these attempts, Jed has experienced increased consumption levels over the past 2 years. He admits that, as a result of the drinking, he has become increasingly estranged from his wife and daughters. Jed feels that his marriage has been basically good, but that he would not blame Emily for leaving him, the way things have been going lately. She will no longer sleep with him while he is intoxicated, which occurs regularly. She complains that the house is falling apart because Jed does not keep up with his chores. He believes that his marriage would become solid again, if he stopped overdoing the drinking, but he complains about her hassling him about the alcohol.

Jed is not close to his remaining family members. His mother is very religious and wishes Jed would see religion as a way out of his problems. His siblings live in other communities and they rarely get together. His wife and daughters regularly attend his mother's church, but Jed only attends on Christmas Eve and Easter Sunday.

Jed is distraught about having to remain abstinent in preparation for the trial. He has trouble getting to sleep without alcohol. He also “gets jumpy” when he tries to stay away from drinking, feeling “closed in or like he is suffocating.” Jed reports that he is not used to socializing without alcohol and alcohol helps him relax and be more social with people.

Jed is willing to go to AA meetings only because he knows they may be court ordered and it may be better for his legal case. He does struggle with the philosophy of AA. He does not like the spirituality part of the program and does not like when people talk about God.

He does believe that he can go to the bars with his friends and not drink. He does think that he can increase his sports activities to help him not drink although many of his friends who play also drink.

1. In this section, you will create a response plan to use when the client is faced with triggers and urges to lapse into using behavior. Complete the chart below and include coping strategies, client’s skills to redirect thoughts, and immediate actions to take before using substances.

Netflix customers in Australia could soon be facing steeper monthly charges. The popular streaming service on Monday confirmed that it recently tested higher subscription prices for new customers in Australia. The company—which has nearly 100 million global subscribers and expanded to Australia in 2015—has reportedly tested raising prices for new subscribers by as much as three Australian dollars (AU). Netflix’s test resulted in some Australian customers seeing price increases for the streaming service’s Basic plan (going from AU$8.99 to AU$9.99 per month), while Netflix’s Standard plan increased AU$2 to AU$13.99 and the Premium plan increased AU$3 to AU$17.99 per month, according to The Australian. Netflix confirmed the tests, but emphasized that it has not yet formally announced any permanent price increases. “We continuously test new things at Netflix and these tests typically vary in length of time,” the company said in a statement. “In this case, we are testing slightly different price points to better understand how consumers value Netflix. Not everyone will see this test and we may not ever offer it generally.”

Addendum from the lecturer: They increased the prices to $9.99, $13.99 and $17.99 respectively from 1st July 2017. And in 2019 they increased the premium plan to $19.99, while leaving the other two prices constant.

Discuss why you think Netflix conducted this test and what you think they found from that test based on their later decisions.

Refer in particular to concepts from what price elasticity of demand is and how it is calculated and used, its relationship with revenue, and relevant determinants of price elasticity of demand.

Troy Engines, Ltd., manufactures a variety of engines for use in heavy equipment. The company has always produced all of the necessary parts for its engines, including all of the carburetors. An outside supplier has offered to sell one type of carburetor to Troy Engines, Ltd., for a cost of $35 per unit. To evaluate this offer, Troy Engines, Ltd., has gathered the following information relating to its own cost of producing the carburetor internally:

*One-third supervisory salaries; two-thirds depreciation of special equipment (no resale value).

Required:

1. Assuming the company has no alternative use for the facilities that are now being used to produce the carburetors, what would be the financial advantage (disadvantage) of buying 20,000 carburetors from the outside supplier?

2. Should the outside supplier’s offer be accepted?

3. Suppose that if the carburetors were purchased, Troy Engines, Ltd., could use the freed capacity to launch a new product. The segment margin of the new product would be $200,000 per year. Given this new assumption, what would be the financial advantage (disadvantage) of buying 20,000 carburetors from the outside supplier?

4. Given the new assumption in requirement 3, should the outside supplier’s offer be accepted?

write an use case to request an amount from an financial overdraft system ?

Please review the following scenario and place yourself in the position of the new Human Resource Manager for Acme Manufacturing. Once you understand the circumstances of the problems in this organization, please respond to the questions that the General Manager has posed.

Scenario: You just started work as the new Human Resources Manager for Acme Manufacturing, a Fortune 1,000 company. The job was vacant for 6 months prior to your hiring. You have wondered about this, especially since reading about employee harassment incidents and fights recently in the news.

The General Manager (GM) calls you into his office the minute you arrive. He shuts the door after saying a quick word of welcome and begins to tell you about an incident that happened last week that needs your immediate attention. The company's manufacturing operation runs three shifts of production workers so that the plant is operating 24/7. Over the past 6 months, hostilities have arisen between employees on the third and first shifts. What started out as jeering and criticisms by the first shift, claiming they have to clean up the mess and complete all of the work left undone by the third shift, has escalated to physical confrontations and altercations. Although the GM says that aggressive bantering back and forth is common for shift workers in manufacturing, he admits that he is worried about further violent escalation. The GM says he needs your help.

• Where do you think that this evaluation should begin? In your reply, explain your reasoning.
• Explain the different levels of disciplinary actions that will be used for the Acme Manufacturing Company. Your reply should include the levels of discipline and 1 example of a disciplinary action for each level.
• How would you determine the disciplinary action appropriate for the employees involved in this scenario? Your response should include your reasoning.
• Why would you draft policies and procedures associated with disciplinary actions for the workplace? Provide a minimum of 2 reasons in your response.
• How would you ensure that the entire workforce is trained on these new policies and procedures? Provide 1 example in your response.

Write a 5–7-page memo to the GM that provides your responses to his questions above. Be sure to cite any references used in proper APA format.

Write a python code using a continuous random variable and using uniform distribution to output the expected weight of students in a class.

Strength Finder

What are two things that DID surprise you about your Strength? Why? (Strength#1 Developer , Strength#2 Empathy )

How can you enhance your strength Adaptability and developer in next 2 months?

plzzz ans asap...

The following data are accumulated by Geddes Company in evaluating the purchase of $92,700 of equipment, having a four-year useful life:

a. Assuming that the desired rate of return is 10%, determine the net present value for the proposal. Use the table of the present value of $1 presented above. If required, round to the nearest dollar.

When the American system was being created, the office of the President was not the center and most important role (if anything was, on the federal level, it as Congress). Now, however, the POTUS occupies the center of American governance, attention (think about voting behavior), and politics. Why do you think that is? Why do you think the presidency has grown to the role in now plays in American politics?

CLASS- POLI 1