Case Study

We hold that a franchisor may be subject to vicarious liability for the tortuous conduct of its franchisee only if the franchisor had control or a right of control over the daily operation of the specific aspect of the franchisee’s business that is alleged to *135 have caused the harm. Because Arby’s did not have control or a right of control over DRI’s supervision of its employees, there was no master/servant relationship between Arby’s and DRI for purposes of the plaintiffs’ respondeat superior claim against Arby’s. Arby’s cannot be held vicariously liable for DRI’s negligent supervision of Pierce.

3.       Variable cost per unit will be reduced from $25 to $18.80. A total of 1,000,000 units will still be sold. The reduction in variable costs per unit is a direct result of the increased fixed costs and the associated automation.

It is clearly that the company is experiencing some growth; however, the management needs to find a solution to solve the arising issue where their employees are lacking of motivation in their job. However, the executive team’s decision to raise pay rates for its customer service staff and the vested profit-sharing plan does not improve the employees’ work performance or customers’ satisfaction.

The Data that has been collected, read, and analysis was to determine Miguel’s strengths and challenges (weaknesses). According to Miguel’s Data his strengths are Phonemic Awareness, Phonics, and Vocabulary. In the phonemic awareness: The student is scoring very well in phonemic awareness/oral language. He was able to get 10 out of 10 in sounding out words. He was also able to

Mark volunteered to help with the community arts festival; he was supporting the not-for-profit organization as he had in the past. However, he did not know his good intentions as a volunteer would cost him his job as an assistant manager. The retail store’s phone number was printed in the festival advertising in error and ticket requests overloaded the phone lines, causing loss of business and annoyed the store manager. As a result, Mark was seen as the cause of the problems and terminated.

The manager’s retaliatory approach to lower the loss percentage was not a motivational factor for the employees at all when he changed the number of hours employees had to work to receive free food from 6 hours a day to 12 hours. Evidently the employees did not respect his authority as the change did not seem to have an effect on them nor did it give them any motivation to do better. These jobs where minimum pay jobs

Jennifer is a 2nd grader being referred for possible learning disabilities in reading. Jennifer has always attended Sand Hill Elementary and has not repeated a grade. She is eight years old. She has been screened for vision and hearing problems and was found to have normal vision and hearing. Her teachers have described her as cooperative and likable. She does not exhibit behavioral problems.

Management expects all employees to achieve that goal in order to receive a monthly bonus in their paycheck. The problem with this motivational technique was that each employee was to push the sale of clothing and other retail in order to make the bonuses each month. This would cause some employees to get hostile because they were not selling the most that they had set for themselves. Another problem that arose from this motivational technique was that employees began to dislike the employees that had met their quota for the month because they had received bonuses, while the other believed that had worked just as hard but not received the extra money for their effort. This technique was based solely on the amount of inventory

In the Romano Pitesti case, Tickton-Jones’ Management Team is faced with a situation that is not altogether uncommon in the business world, in that some employees feel that members of the Sales staff are being given “special” treatment by the company. Romano’s actions have probably not been as bad as what has been described to Management, but due to the fact that employees are still trying to find their place in the new, combined company, any hint of “unfairness” is immediately put under a microscope by other employees, and therefore, Management will have to take some sort of action, in order to show the other employees that their concerns are being taken seriously.

Case Name The Smithson’s Mortgage Case Study Teams This case is designed to be conducted by a team of students. The discussion, questioning, and resolution of differences is an important part of the learning experience. Another significant advantage is the sharing of the workload in preparing the final case study report. Knowledge Background This case draws heavily on the material presented in Chapters 2 and 3 of Principles of Engineering Economic Analysis, 4th Edition by White, Case, Pratt, and Agee, particularly Section 3.4 (Principal Amount and Interest Amount in Loan Payments). To a limited extent it draws on concepts from Chapter 4 (Measuring the Worth of Investments), Chapter 5 (Comparison

Performance for each franchise is determined on the basis of the percentage of wasted or unsold food. In fact, given the reward system, the only attractive outcome for an employee other than simply keeping his job is to abuse the free food allowance. In other words, employee can only squeeze rewards out of the system by abusing the system. Though the manager does receive a bonus for achieving a low percentage, his incentives are extremely limited. That bonus is his only incentive to

Krispy Kreme has experienced dramatic growth over the past 5 years based on their income statement. Every line on the income statement has grown rather impressively. Revenues have grown from $220M to $666M and net income has grown from $6M to $57M. Based on the income statement, Krispy Kreme is doing very well.

“While Mangers complain about lack of motivation in their workers, they might as well consider the possibility that the reward systems they’ve installed are paying off for the opposite”.

1. Explain Alfredo’s management approach at Bella Food prior to the Salmonella outbreak? Discuss whether this an effective management approach and why? Use examples from the case to support your response.

1. Jerry Kline and Grace Gallo are too eager in getting customers and reaching their quotas without thinking what would be its effect to the company. They focus more on money instead of having a good