Acc 543 Week 4

The customers, Charles Ellison and Susan Bresler represented by the Atlanta law firm Strickland Brockington & Lewis sued the Natural Gas Company “under a private right of action in the Gas Act.” The plaintiffs sought to recoup their overpayments charged through the defendant’s violations of the Natural Gas Competition and Deregulation Act (Natural Gas Act). The defendant asked the court to dismiss the case due to the plaintiff’s failure to establish a reasonable claim on which repayment should be given. A trial court granted a motion to dismiss the case, but an

On October 29th, 2015, I made the trip to small claims court at the Superior Court North County Division in Vista, California. The case I observed was a contract dispute between Michael Mendell and Ediga Narashima. The plaintiff (Mendell) was sueing the defendant (Narashima) for $4,000 over a breach of contract. Narashima had given Mendell the opportunity to build theatre system and a bookshelf for his home. They both came to an agreement that the total cost of this procedure would be $4,100. Mr. Mendell is a professor at APT College where he teaches telecommunications. Mendell claims that the full $4,100 was never paid to him. During the whole process of the build there was many setbacks and problems that arose. Mendell claimed that while he was working on this home theatre project, he missed out on work and money he could have obtained from his other job as a professor. That is the reason why he is sueing Narashima as well as the fact that Mendell claims Narashima did not pay him his final installment of $300 for the job. Ediga Narashima claims that the final installment was paid through a friend or third party named Mario Diaz. Mario was a friend of both the plaintiff and defendant. He had referred Mendell to Narashima for the job. Mendell counterclaims that he had never received the final installment from Mario. The big question is to whether Mario had payed the final installment to Mendell as they agreed in

This case is Azte Inc. v Auto Collection, Inc., 2012 NY Slip Op 51731(Unpublished) [36 Misc. 3d 1238] (US Supreme Court, Kings County, 2012).

The week four individual paper addresses the implementation of Activity Based Costing (ABC) by Super Bakery, Inc., a virtual corporation founded by Franco Harris. Specifically, management strategies, the reasoning behind an ABC system, and the alternatives of a job order cost system or a process order cost system are assessed for this enterprise.

The evaluation of training consists of a reaction, learning, behavior, and results. Results determine how much the trainee liked the program. Learning outlines what facts and concepts were learned. Behavior determines if the program had an effect on the behavior(s) of the trainees. And results highlight what was accomplished as a result of the program, i.e. reduction of turnover or cost. Evaluating a training program allows for an employer to identify and correct areas in which improvement is needed. In order accomplish company goals employees must be trained effectively. Training cannot be an afterthought; it should be planned and implemented correctly. Career Development Strategies

Now one must ascertain that such regulations would only be applied under certain governance systems- a good government; a government that is liable to the people. In such cases, there should be funds available for social programs. I will classify social programs as two types, based on how they should prioritizes allocation of funds:

The first facet that Landslide will utilize is a traditional position-based compensation model, this allows the compensation strategy to be divided into the jobs of the organization, competition will make more sense and be more transparent to the employees. This will also allow for a positive motivator and friendly competition among peers. Each separation position within the company will be entitled to compensation levels that are understood within the industry to be recognized as a standard based on the employees position and responsibilities in the company.

Case Name: Norkunas v. Cochran, 398 Md. 1; 919 A. 2d 700, Court of Appeals of Maryland, 2007.

Duhigg, C., & Barboza, D. (2012, January 25). In, China, Human Cost Are Built Into an IPad, p. The iEconomy.

Name given to certificates: Labels on documents conclude that the advances say they are debt, but labels alone cannot change equity to debt. This factor favors the advances treated as debt, but there is less weight to this factor because it is based on form rather than substance.

Aspects Essential in Identifying the Appropriate Members for a Team and Ensuring the Team Is Successfully Launched

The purpose of this assignment requires consideration of how to develop and maintain trust at work, as well as how teams are built within the workplace and what effects and concerns a manager needs to be aware of.

A team leader’s role is to instruct a group of people, providing directions and guidance to the team in order to ensure the completion of tasks. A good team leader will motivate and inspire his team, solving problems and empowering others to do the same. A team leader should lead by example and be able to ensure the group work well together in order to promote team spirit. They should ensure that each member of the team receives the correct training in order to perform their duties. Each individual in the team brings their own skills and specialisms to the group. A good team

The personal style and personalities of each member in a group may be influence their team effectiveness. Individuals will tend to play an important role in a group and depend on their personality and working group style. To improve a team and effectiveness in project or working, each team member need to understand the role of every member in a group. With 3 contemporary theories of team roles to use in our group is:

Building and leading a high performing team takes planning. In order to develop a successful team, a good leader must first have a reasonable and concrete expectation of the end goal as well as a solid understanding of the teams components. Once the team is formed, in order for the leader to successfully successfully guide his or her team, an environment of trust must be built, adequate resources must be supplied, timely feedback supplied, and positive reinforcement paired with recognition distributed. These are things that I learned along the way in my experiences as a manager in my various careers. I saw what worked for my managers, and what backfired. I tried to apply those in practice, and made many mistakes along the way. The keys are to determine what defines a high performing team, and to lead rather than direct.