Brian Reed: Roller Bearing Company

Brian Rosenbarger was the entrepreneur that we chose to interview to gain more insight into what it takes to be a successful entrepreneur. Brian is the owner of R&R construction and it is a sole proprietorship that he started in 1999. Since he has been in business for 17 years, he was able to offer a lot of advice to us as young entrepreneurs. We will discuss the advice he gave more in depth later. There were quite a few things that stood out to us about Brian that allowed us to better understand the life of an entrepreneur.

But it seems not a systematized situation. Perhaps several things could be improved. One is that Bob should add an attorney to the board to deal with

This case is about the Customer Service at American Vinyl Products. AVP is a vinyl and plastic manufacturer. In the text , they describe a fax that was sended from one of their big clients called American Performance Car. This fax was a complaining letter due to the poor customer service of AVP . Now , American Vinyl Products need to find a solution in order to provide a quality , efficient and effective customer service to all of their clients and to provide their solution to American Performance Car. The main issues that AVP has are :

One assumption that should be clearly analyzed is that the collection period is of 30 days net. Not always customers have the ability and willingness to pay off their debts in 30 days, some may take more time, and some could incur in bad debt.

Dennis is at the forefront of this issue presenting the pros and cons of the layoffs and his position may be at stake if it is perceived he is not utilizing appropriate judgement.

Any business, large or small, takes someone with a dream and a passion, exactly what Joseph Shaughnessy had. Starting out after his graduation from college, and ten yesars of employment, him and his friend Lorry Bannes were already making great strides, holding executive positions, but they wanted more. They took their desire and created their own business, setting up their future and achieving their goals. Did they make the right decisions along the way? Did they have the right balance? And how did Joe use the business to promote his beliefs?

Mike Smith, a 34-year-old Asian male, according to this case, he is a model employee. He has an above average track record, and even though employees have a hard time understanding him because of his thick accent, it does not change the fact that his productivity level is high. He also has a Bachelor 's degree in Information Systems and has had no absenteeism. The course of action I would take for Mike is that I would terminate him because his services will not

Why did Hampton repurchase a substantial fraction of its outstanding common stock? What is the impact of this repurchase on Hampton's financial performance? Critically assess Hampton's dividend policy. Do you agree with Mr. Cowin's proposal to pay a substantial dividend in December?

Colin Moore works hard to distinguish himself; however, he is dissatisfied with organizational opportunities, which cause no appreciative compensation. Moreover, he believes he has missed a chance to compete with new employees because of technical inability. Looking at another position, a massive fix is needed by Bob, who has worked seven years in HUS’s HR department. In a pressured working environment, Bob has been asked for offering competitive raises to support managers’ preferred employees. It will cause him to switch lots of programs to provide better compensation for employees. Based on what Bob’s shared he is also having a problem filling out benefit forms, which he has considered be fixed. Bobs role is very hectic at this time; he was not able to hand out forms unless he would have an assistant.

2. The company will lose a hard working employee whose previous job performance shows that he’s one of the best and hard working programmers in the company.

employee leaves the company, it is up to the employer to determine whether or not

Brannen’s suitability for the position. Each one said without equivocation that she was the best employee he had ever had in any position. Both former employers concluded the conversation by saying they would rehire her in a minute if she were still available. The only bit of disturbing information gleaned from these two calls was the fact that her annual salary had risen to $32 900 in her last job. Although Harvey thought that the cost of living was probably a bit higher in Houston, where she had last worked, he was not sure she would react favourably to the $30 000 offer he was planning to make. However, he was determined that, somehow, Cathy Brannen would be his first employee.

Matt Leeds has been working as an associate consultant in Danner Boynton for (4) months. He has a bad relationship with his boss, Dan Lyle and with a colleague, Eleanor Swift. His performance review was not good and since the first day his boss expressed disliking Harvard MBAs. Leeds had a choice to take a job with Right-Away stores or Danner Boynton after graduation. In Right-Away, he had done an internship doing consulting work and was respected and valued by the President Scott Kingston. Leeds felt that taking a position in the consulting firm would give him a broader exposure in the retail/marketing field and the job in general was more glamorous. Kingston offered him a job and also promised Leeds would become a VP

say no to his boss, so after pondering that he is sure he’s not doing anything wrong, he then

The Rump Organization is a commercial real estate company that purchases and constructs commercial property. On the basis of the corporate restructuring plan, Rump’s CEO, Ronald Rump, and Rump’s board of directors on December 27, 2005 approve a plan to involuntarily terminate 100 of the company’s employees. The plan provides for each terminated employee to receive a lump-sum cash payment equal to one month’s salary only if the employee voluntarily signs a waiver of any right to legal action against Rump.