Consumer Behavior: Week Four Response

Butcher, D. (2008, November 13). 5 Strategies for managing employees after layoffs. Industry market trends. Industry market trends rss. Retrieved from http://news.thomasnet.com/IMT/2008/11/13/5-strategies-for-employers-managing-surviving-employees-after-layoffs/

Layoffs are not always the best solution for a decline in company profits. A business must resolve the conflict that exists between their responsibility to meet economic targets and the ethical responsibility of non-maleficence. Furthermore, it must be determined if the layoffs would even maximize stakeholder welfare from a utilitarian perspective (Arce & Xin Li, 2011).

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When staff arrived to 208 Nick was finishing getting dressed. Staff monitored Nick as he self-administered his medication. Staff helped nick put together a schedule for the evening. Nick was provided visuals to help make choices for a preferred activity as well as dinner items. Staff then helped Nick develop a grocery list and then prompted him to pack his bag for swimming. Nick independently located all of the necessary items for the gym and then headed there. Nick was reminded of behavioral expectation prior to entering ACAC. He navigated into the building and then verbally checked in. Nick was reminded to pack off of his belongings in his locker before heading to the poo area. Nick enjoyed his time swimming as he displayed a positive affect.

All businesses at one time or another will have to deal with employee layoffs due to a re-organization or changes in the economy. Employee layoffs can have a damaging impact to the remaining employee and management staff. There are several solutions that can be done to alleviate the negative impact and the recommendation is to provide managers with the proper training on how to properly handle a layoff so there is a more positive impact on the remaining staff. Proper training prepares managers for

1. Using the tricomponent attitude model, compare the differences in attitude of consumers towards Kraft Foods versus their attitude towards Vegemite.

MSTT met with Nikki, BIlly, Ercia, and Shawron for a session. MSTT pulled out the family desired outcomes and reviewed with them if they felt all their desired outcomes have been met. Nikki explained she is very happy with the outcome from MSTT services. Nikki explained Billy physical aggression have been reduced and he no longer breaks things or kick in doors within the home. Nikki stated the verbal aggression has reduced BIlly no longer call her names but he does raise his voice at times and once corrected he is able to calm down. Nikki is also happy with the home school link which has helped out a lot. Billy explained he feels he can control his anger better now and he liked working with MSTT.

The author of this report is asked to answer to five major questions as it relates to layoffs at companies including how they affect people and how they should be handled from a procedural and logical standpoint. In order, the author will suggest three ways a manager can cope with executing and undergoing a layoff, will list a step-by-step process for conducting the dismissal meeting, will determine the compensation that will be provided to the departing employees, will show a chart showing the disbursement schedule and structure for the aforementioned severance payouts and finally predict three ways in which the layoffs will affect the remaining employees and the company itself going forward.

It is imperative that information regarding the layoffs remains consistent in every communication with every interaction without exception. What is held back from employees is as crucial as what is discussed. When there is disparity or voids in the message staff hear, it is human nature to fill in those gaps and with information that is often inaccurate. Rumors are of considerable concern during times of adversity in any organization. Furthermore, the grapevine is a substantial method of communication and information is traveling through the organization regardless leadership’s performance (Treviño & Nelson, 2014). In addition, assuring that there is congruity with the message and actions of leadership

For management team or an organization layoff is never easy especially if they are good workers. Nonetheless, sometimes it comes unexpected and the company is beginning to go downhill, as well, cost is becoming a factor. Manager now must determine the hardest decision ever of who they must let go and who they would keep during this process of saving cost for the company. In preparation for this management team must come together in addressing to those employees why they reach the decision, provide solid explanation and have concrete facts to support those decisions. Questions will surely be asked why them or why not transfer them to a different department, managers must be able to address those question with absolutely no problem. Meaning, all their ducks need to be to eliminate any outburst from those employees that is being laid off.

Freecycle.org or as nicknamed by users, “Freebay” is a great way for individuals to give away items that they no longer want. It is very apparent that this website has achieved such high levels of success and growth in such a short period of time, due to the fact that they are different from all other sites. Everyone has become accustomed to a world where nothing is free. Human beings are used to to having to pay for anything they receive. Most people are even leery of the fact of receiving something for free. The common question behind something being given away for free is “what’s the catch?” The same is true for websites. As consumers, we are programmed to believe that when

After reading the article, I can related to the boss. The boss did the correct decision of terminating Colvin. Colvin lie about having a family emergency and went to a Halloween party. For not being honest to his boss he did deserved to be terminated. I can related to this story. When I was a supervisor for an after school program I was responsible for 12 staff and 180 students. It was really difficult to have full staff. One day I had three teachers out because they had to attend a training. So, I was going to be out of ratio. One of the teachers decide to text me 30 minutes before her work schedule to inform me she will be out for the day due to a family emergency. I was okay with it and help the teachers out. As we were getting ready

1. What led UPS to pursue an integrated marketing communications approach? What was the promotional objective as it repositioned itself in the "synchronized commerce" marketspace?

While no employer wants to lay off employees, it is especially difficult in small, close-knit organizations like this one where the staff was has become friends after working together for so long. Even so, decision makers must ignore personal matters and preferences and make a selection based on what is best for the library, though it may not be what is best for an employee. In this case, we were given a lot of information about the personal lives of these employees and we had to weed through their descriptions to find the information most relevant to the library.

1. Consumers are often` confronted with incomplete information. How do consumers deal with incomplete information for (a) attribute values (b) brands? (give examples)