BUISNESS COMMUNICATION LL W/MINDTAP
10th Edition
ISBN: 9780357533413
Author: Guffey
Publisher: CENGAGE L
expand_more
expand_more
format_list_bulleted
Concept explainers
Question
Chapter 8, Problem 13CT
Summary Introduction
To critically think about:
Incentives that make people settle to requests that do not directly benefit themselves or their organization.
Introduction:
The incentives that make people perform such actions that do not directly benefit themselves or the organization.
Expert Solution & Answer
![Check Mark](/static/check-mark.png)
Want to see the full answer?
Check out a sample textbook solution![Blurred answer](/static/blurred-answer.jpg)
Students have asked these similar questions
Sally and Sam have recently purchased from the Edgars Red Hanger sale. However, both had encountered different levels of customer service. Sally was assisted by a member of staff and was able to get the style and size that she needed. Sam on the other hand walked around the store for a period of time just looking for someone to help but was unable to get any assistance. Based on these experiences, this has impacted on the way they will make future purchases.Q.1 It is important to maintain relationships with the extended market. Discuss Prospective employees as a part of the extended market.
Please do not give solution in image format thanku
article review of Lawler III, E. E. (1994). From job-based to competency-based organizations. Journal of Organizational Behavior, 15(1), 3–15
-39. Ethics and Pressure to Improve Profit Plans
Art Conroy is the assistant controller of New City Muffler, Inc., a subsidiary of New Cy
Automotive, which manufactures tailpipes, mufflers, and catalytic converters at several plans
hroushout North America. Because of pressure for lower selling prices, New City Muffler has had
disappointing financial performance in recent years. Indeed, Conroy is aware of rumblings from
corporate headquarters threatening to close the plant.
One of Conroy's responsibilities is to present the plant's financial plans for the coming year
to the corporate officers and board of directors. In preparing for the presentation, Conroy was in-
trigued to note that the focal point of the budget presentation was a profit-volume graph projecting
an increase in profits and a reduction in the break-even point.
Curious as to how the improvement would be accomplished, Conroy ultimately spoke with
Paula Mitchell, the plant manager. Mitchell indicated that a planned…
Chapter 8 Solutions
BUISNESS COMMUNICATION LL W/MINDTAP
Knowledge Booster
Learn more about
Need a deep-dive on the concept behind this application? Look no further. Learn more about this topic, subject and related others by exploring similar questions and additional content below.Similar questions
- 36. Bread Baking Company operates a commercial baking plant—a “major source”—that emits hazardous air pollutants for which the Environmental Protection Agency has set maximum levels of emission. The plant does not use any equipment to reduce its emissions. Under the Clean Air Act, this is most likely Group of answer choices a violation. not a violation because the plant does not use any equipment. not a violation because the plant is not a mobile source. not a violation because baking is not considered to be polluting.arrow_forwardA1. help needed and work explanationhelp needed and work explanationarrow_forwardQ. As an associate member of the institute of human resources, you have been invited to give a Presentation on employee benefits. Briefly outline your presentation under the following subheadings1. Justification for employee benefits2. statutory benefits and their importance3. Factors considered in benefit planning4. d)Effective administration of benefitsarrow_forward
- Create a marketing plan on a new hair product. (4). Conclusion.arrow_forwardWhat is one important benefit that an organization should offer its terminated employees? Question 13 options: performance appraisal discussions continuation of the access to benefits for a certain period of time access to organizational intranet and email family counsellingarrow_forwardQuestion Aguinis Performance Management 3rd edition. Case study 1-3 Distinguishing Performance Management Systems from Performance Appraisal systems Criticism 1:[ there can be] inconsistency between comments and scores on an employee's evaluation Criticism 2: the annual performance review is a bad management tool. to start with it is not timely. if your subordinate is deficient in some ways, you wait 11 months to say something about it. how does that help next weeks performance? Criticism 3: never make the evaluation a hit and run. it should take the form of a dialogue between the supervisor and subordinate, not an isolated event but rather a part of performance/career management more generally. Criticism 4: a number of years ago, the U.S. EEOC created a "like me" task force. its general conclusion, there was a human tendency to favor employees who are like the managers making the employment assessment. Criticism 5: few managers jump with glee at appraisal time. when they triage…arrow_forward
- Q.NO.4. (08) Designing the Training A focus group was held with five managers to find out what they wanted from the training and to assess their concerns about performance management. This was a useful process. The managers wanted to include training in how to deal with difficult people, which otherwise may not have been included in the program. Including this also assured managers that their views were important and had been considered in the program’s design. The training would take place in-house and outside the normal workday. It was agreed that the most appropriate method was a two-hour workshop. The workshop would include various activities geared to develop the skills and knowledge of the participants: Trainer-ledinteractive Roleplay Use of aspecially designed case study. Small-group By developing and delivering the session in-house, training materials specific to the new performance management system could be created, rather than relying on generic training materials. It was…arrow_forward. Create a job specification for the temporary associate position at Jaimie’s Market?2. Assess the knowledge, skills, and abilities required for the temporary associate positionJaime’s Market? (do not describe)3. What aspects of the job specification would be considered essential (i.e. must haves)?What aspects are optional (nice- to- haves). Ensure you justify your argumentsarrow_forwardNew York Times "Half of Doctors Routinely Prescribe Placebos" By Gardiner Harris Oct. 23, 2008 Half of all American doctors responding to a nationwide survey say they regularly prescribe placebos to patients. The results trouble medical ethicists, who say more research is needed to determine whether doctors must deceive patients in order for placebos to work. The study involved 679 internists and rheumatologists chosen randomly from a national list of such doctors. In response to three questions included as part of the larger survey, about half reported recommending placebos regularly. Surveys in Denmark, Israel, Britain, Sweden and New Zealand have found similar results. The most common placebos the American doctors reported using were headache pills and vitamins, but a significant number also reported prescribing antibiotics and sedatives. Although these drugs, contrary to the usual definition of placebos, are not inert, doctors reported using them for their effect on…arrow_forward
- Please do not give solution in image format thanku According to ethics surveys, which of the following is the underlying factor behind most ethical lapses in the workplace? Select the correct answer personal financial problems distrust of co-workers company pressures unclear standards Fundamentals of Human Resource Management, 5e (Dessler) Ch. 13, "Labor Relations and Collective Bargaining" Question 14. Right-to-work laws inhibit union formation by ________. Select the correct answer leaving the question of union security up to each company making union membership a precondition for employment outlawing unions in right-to-work states prohibiting any form of union securityarrow_forwardPlease no written by hand solutions Lisa was a successful bartender at a casino in Blackhawk for 10 years. She never had any disciplinary actions and is a favorite with repeat customers. The casino owners have a difficult time hiring and retaining employees. As a result, they offer a $2,000 signing bonus to any new bartenders who stay for 6 months. Lisa asks for a "retention bonus" of $5,000, but the owners refuse. She is the only female bartender and all the new hires are male. When Lisa complains, she is fired. QUESTION #13: What cause(s) of action could Lisa bring against the casino? QUESTION # 14: Who is likely to win-Lisa or the casino? What elements are the easiest to prove? What elements are the hardest to prove? QUESTION #15: If Lisa tells customers why she was fired and to stop going to the casino, can the casino successfully sue Lisa for loss of business? Why or why not? QUESTION # 16: If you are the casino's attorney, what would you advise the casino to do to avoid…arrow_forwardn 2006, Hewlett-Packard Development Company LP became embroiled in a controversy over methods used to investigate media leaks from its board. HP Chairperson Patricia Dunn could have simply asked the directors who was the source cited in the story, sought an apology and gone from there. With some direct face-to-face communication, the story would likely have ended quickly. It did not. “Not only did investigators impersonate board members, employees and journalists to obtain their phone records, but according to multiple reports, they also surveilled an HP director and a reporter for CNet Networks Inc. They sent monitoring spyware in an e-mail to that reporter by concocting a phoney tip. They even snooped on the phone records of former CEO and Chairperson Carly Fiorina, who had launched the quest to identify media sources in the first place.” The situation continued to escalate. For example, the New York Times reported that HP consultants even considered planting clerical or custodial…arrow_forward
arrow_back_ios
SEE MORE QUESTIONS
arrow_forward_ios
Recommended textbooks for you
- BUSN 11 Introduction to Business Student EditionBusinessISBN:9781337407137Author:KellyPublisher:Cengage LearningEssentials of Business Communication (MindTap Cou...BusinessISBN:9781337386494Author:Mary Ellen Guffey, Dana LoewyPublisher:Cengage LearningAccounting Information Systems (14th Edition)BusinessISBN:9780134474021Author:Marshall B. Romney, Paul J. SteinbartPublisher:PEARSON
- International Business: Competing in the Global M...BusinessISBN:9781259929441Author:Charles W. L. Hill Dr, G. Tomas M. HultPublisher:McGraw-Hill Education
![Text book image](https://www.bartleby.com/isbn_cover_images/9781337407137/9781337407137_smallCoverImage.gif)
BUSN 11 Introduction to Business Student Edition
Business
ISBN:9781337407137
Author:Kelly
Publisher:Cengage Learning
![Text book image](https://www.bartleby.com/isbn_cover_images/9781337386494/9781337386494_smallCoverImage.gif)
Essentials of Business Communication (MindTap Cou...
Business
ISBN:9781337386494
Author:Mary Ellen Guffey, Dana Loewy
Publisher:Cengage Learning
![Text book image](https://www.bartleby.com/isbn_cover_images/9780134474021/9780134474021_smallCoverImage.gif)
Accounting Information Systems (14th Edition)
Business
ISBN:9780134474021
Author:Marshall B. Romney, Paul J. Steinbart
Publisher:PEARSON
![Text book image](https://www.bartleby.com/isbn_cover_images/9781947172548/9781947172548_smallCoverImage.gif)
![Text book image](https://www.bartleby.com/isbn_cover_images/9781259929441/9781259929441_smallCoverImage.gif)
International Business: Competing in the Global M...
Business
ISBN:9781259929441
Author:Charles W. L. Hill Dr, G. Tomas M. Hult
Publisher:McGraw-Hill Education
![Text book image](https://www.bartleby.com/isbn_cover_images/9780357026595/9780357026595_smallCoverImage.gif)