Katie received an entry-level job offer from a clothing store. She feels the initial salary offer istoo low. What is the first thing that she should do?O Request a 35% increase in salary.Agree to the salary and hope she will get a raise if she performs well.O Decline the job offer.O Research the starting salaries for this position in her geographic area.

Answer - Option D Explanation :- A entry level job is one which need new comers or person who has…

Answered: Katie received an entry-level job offer…

Practical Management Science

6th Edition

ISBN:9781337406659

Author:WINSTON, Wayne L.

Publisher:WINSTON, Wayne L.

Chapter2: Introduction To Spreadsheet Modeling

Section: Chapter Questions

Problem 21P

See similar textbooks

Similar questions

When the idea first occurred to her, it seemed like such a win-win situation. Now she wasn't so sure. Marge Brygay was a hardworking sales rep for Inspire Learning Corporation, a company intent on becoming the top educational software provider in five years. That newly adopted strategic goal translated into an ambitious, million-dollar sales target for each of Inspire's sales reps. At the beginning of the fiscal year, her share of the sales department's operational goal seemed entirely reasonable to Marge. She believed in Inspire's products. The company had developed innovative, highly regarded math, language, science, and social studies programs for the K— 12 market. What set the software apart was a foundation in truly cutting-edge research. Marge had seen for herself how Inspire programs could engage whole classrooms Of normally unmotivated kids; the significant rise in scores on those increasingly important standardized tests bore Out her subjective impressions. Bur now, just days before the end of the year, Marge's sales were $1,000 short of her million-dollar goal. The sale that would have put her comfortably over the top fell through due to last-minute cuts in one large school system's budget. At first, she was nearly overwhelmed with frustration, but then it occurred to her that if she contributed $1,000 to Central High, the inner-city high school in her territory probably most in need of what she had for sale, they could purchase the software and put her over the top. Her scheme would certainly benefit Central High students. Achieving her sales goal would make Inspire happy, and it wouldn't do her any harm, either professionally or financially. Making the goal would earn her a $10,000 bonus check that would come in handy when the time came to write out that first tuition check for her oldest child, who had just been accepted to a well-known, private university. Initially, it seemed like the perfect solution all the way around. The more she thought about it, however, the more it didn't quite sit well with her conscience. Time was running out. She needed to decide what to do. 1. Donate the $1,000 to Central High, and consider the $10,000 bonus a good return on your investment.
Directions: For this assignment you will be researching one of the following careers related to the food industry. Careers to choose from: food scientist food author food editor food photographer chef nutritionist TV chef restaurant owner Required Slides: Slide 1: Name of the profession Slide 2: Description of the profession Slide 3: Yearly salary Slide 4: Normal working conditions Slide 5: Benefits/perks associated with the job (examples: morning shifts, travel, vacation time, etc.) Slide 6: Training, education and qualifications required for this position Slide 7: Job outlook-- will there be jobs available in the future? If so, how many? ( Slide 8: Other interesting facts about this profession
A hiring manager told a candidate that if they joined the company , they would be promoted within 6 months , would be given an office , and would be given a substantial raise . The candidate took the job based on this information . After the 6 month period , the employer did not come through with these promises and stated the reason was financial constraints . 1. What is this an example of ? 2. Discuss how employees can protect themselves from these types of situations ?
Johnny graduates at the end of this term. He has been actively searching for the right job in his field of study. The perfect job was finally advertised, and it's with a company Johnny really wanted to work for. He quickly prepared his resume and cover letter and was successful in getting an interview. After carefully preparing for the interview, Johnny was successful! He got the job. During this process, Johnny thought he needed a little extra "ammunition" in his job hunt. He exaggerated just a little on his GPA and listed an internship that he applied for but did not get. Was he justified in his actions? Since he has been hired, does he have anything to worry about? If you were in human resources at this company and just uncovered the information, what would be your reaction?
What must follow as the next step after the candidate accepts the offer in a selection process? Select a Choice Below OptionATo provide salary research of similar positions OptionBTo send an e-mail or a formal letter outlining details of the employment agreement OptionCTo receive confirmation of the start date OptionDTo explain the career growth the company can provide
1. Using the Opportunity-Loss (aka minmax regret) strategy: What is the Maximum Regret if "One Examiner" is hired? 2. Using the Opportunity-Loss (aka minmax regret) strategy: What is the Maximum Regret if "Two Examiners" are hired? 3. Using the Opportunity-Loss (aka minmax regret) strategy: What is the Maximum Regret if "Three Examiners" are hired? 4. If she uses the Opportunity-Loss (aka minmax regret) strategy, how many new examiners will she decide to hire?
When large-scale redundancies are announced, it is common practice for a firm to consult with employees’ representatives (usually, trade unions) to agree a rational basis on which to make the redundancies. Several sets of criteria are in common use: (1) FIFO (First In, First Out), is less frequently used but is often attractive where there are many long-standing employees at the top of their pay scale, hence their leaving will significantly ease the salary bill; (2) LIFO (Last in First Out) is often seen as fair in that those employees who have been with the company the least length of time have less personal stake in the company; (3) Measured Employee Performance is based on the view that the firm would prefer to keep the best workers; and (4) Commitment, often measured in terms of disciplinary record is also based on an argument that the organisation will try to keep people who will work well.1. Which of the above options is the most ethical choice, and why, Explain?
When large-scale redundancies are announced, it is common practice for a firm to consult with employees’ representatives (usually, trade unions) to agree a rational basis on which to make the redundancies. Several sets of criteria are in common use: (1) FIFO (First In, First Out), is less frequently used but is often attractive where there are many long-standing employees at the top of their pay scale, hence their leaving will significantly ease the salary bill; (2) LIFO (Last in First Out) is often seen as fair in that those employees who have been with the company the least length of time have less personal stake in the company; (3) Measured Employee Performance is based on the view that the firm would prefer to keep the best workers; and (4) Commitment, often measured in terms of disciplinary record is also based on an argument that the organisation will try to keep people who will work well.1. Which of the above options is the most ethical choice, and why?
FACTS: Miss Joan Santos, a computer programmer in Mannadel Corporation for more than six (6) years now, was discussing her salary situation with Mr. Roderick Santiago, her manager. Miss Joan was unhappy because she did not receive any salary increase from ten to fifteen percent. Miss Joan’s performance has been considered very satisfactory for the last five (5) years and previous to this she got very substantial increases in salary due to the important programs that she made for the corporation related to accounting and personnel matters. She made a lot of improvements in the purchasing systems and systematized inventory records in materials management. The management had recently started a comprehensive job evaluation program and some positions are aligned within the salary grade approved by the management committee, where Mr. Roderick Santiago is also a member. Mr. Santiago explained to Joan that her salary was already way above the salary grade for the position evaluated and…
FACTS: Miss Joan Santos, a computer programmer in Mannadel Corporation for more than six (6) years now, was discussing her salary situation with Mr. Roderick Santiago, her manager. Miss Joan was unhappy because she did not receive any salary increase from ten to fifteen percent. Miss Joan’s performance has been considered very satisfactory for the last five (5) years and previous to this she got very substantial increases in salary due to the important programs that she made for the corporation related to accounting and personnel matters. She made a lot of improvements in the purchasing systems and systematized inventory records in materials management. The management had recently started a comprehensive job evaluation program and some positions are aligned within the salary grade approved by the management committee, where Mr. Roderick Santiago is also a member. Mr. Santiago explained to Joan that her salary was already way above the salary grade for the position evaluated and…
9The human resource, finance and marketing managers at XYZ Ltd, a manufacturing plant are generally at a conflict because they have their own objectives. Usually each manager in the firm thinks that only he/she is qualified enough to evaluate, judge and decide on any matter, according to their professional criteria. They have arguments on every little decision where they always try to ignore each other suggestion. Continue arguments among the managers leads to job conflict, no proper planning, extra cost, high attrition rate and grievance in the organization. Top level management was fractured and frustrated because it the situation continues then organization will not able to sustain for longer duration in the market. There was gossip and “pot stirring” among the staff. The CEOs management style was not helping the organization function smoothly. Key staff were thinking about quitting. Meetings revealed the source of the fracture: unmet expectations, perceived lack of personal…
hello so i asked this question before to bartleby the guy gave me the answer but it was very long and i got confused in the end which part is which can you please the below thanks: Nikos Anastopoulos of EMPROSS Strategic IT Consultants, leads the development of a new football stadium. He developed the activities, durations, and predecessor relationships in the following table for delivering company valuations. Activity Predecessor Duration in Weeks A - 5 B - 3 C A, B 8 D C 3 E - 4 F E 10 G F 8 H E 18 I D 20 J D, G, I 7 K I 5 L H 10 6A. Draw the Network Diagram, and identify and discuss the project duration and the critical path using the following activity notation: the first pic: First: Draw the precedence diagram. Second: Using the notation given identify the duration of the project: you can type it. Third: identify the critical part and explain the critical path.…

SEE MORE QUESTIONS

Recommended textbooks for you

Practical Management Science

Operations Management

ISBN:

9781337406659

Author:

WINSTON, Wayne L.

Publisher:

Cengage,

Management, Loose-Leaf Version

Management

ISBN:

9781305969308

Author:

Richard L. Daft

Publisher:

South-Western College Pub

Practical Management Science

Operations Management

ISBN:

9781337406659

Author:

WINSTON, Wayne L.

Publisher:

Cengage,

Management, Loose-Leaf Version

Management

ISBN:

9781305969308

Author:

Richard L. Daft

Publisher:

South-Western College Pub

SEE MORE TEXTBOOKS