You Are The HR Manager For A Commercial Airline. You Have Been Assigned To Develop A Realistic Job Preview For Flight Attendants. Your Objective Is To Give A Balanced Picture Of The Job So That Applicants Will Better Understand What They Will Be Asked To

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You are the HR manager for a commercial airline. You have been assigned to develop a realistic job preview for flight attendants. Your objective is to give a balanced picture of the job so that applicants will better understand what they will be asked to do. Job duties, schedules, and other facets of the job should all be well understood early in the recruiting process to avoid poor P/E fit later on.

A.  How would you gather information about the job context and environment? Explain what sources you would use and why.

B.  How could you use technology to show the positive and negative aspects of the job

 
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Unit III Case Study – Training And Development

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For the case study, we will focus on the importance of safety and all parties helping to make safety a priority. The effectiveness of the safety training will depend on how prepared the participants are for the training and their perception of the training.

Review “Case: Safety First” located in the textbook on page 196, and respond to the prompts below. You are not required to answer the questions at the end of the case study in the textbook.

1. Examine the components of an effective training needs analysis for this scenario. What would the basic parts for a successful training program be?

2. Describe how the training should be delivered, and briefly describe one motivational theory from those listed on pages 161–173 in the textbook and how it supports this type of training to enhance an organization’s performance.

Your case study should be at least three pages in length. You are  required to use APA style for this assignment;  your writing should be clear and concise. Information about accessing the grading rubric for this assignment is provided below.

Unit VII Homework

In this homework assignment, you will develop a table on performance appraisals (PA) and how they are applied to training.

In column 1, identify three different types of PAs that can be offered.

In column 2, analyze how the PA can be applied to a training effort.

In column 3, identify one type of training and one assessment tool for each PA that could be used to identify training success.

 
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BUS303 Ashford University Week 2 Assignment – Job Description Paper

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Job Description Paper

The primary function of the job description paper is to increase understanding of your current, or a prospective, position. The following areas of the job description should be considered:

Tasks,

Tools and Technology,

Knowledge,

Skills and Abilities,

Educational Requirements.

Submit a paper in which you describe each of the above mentioned areas of the job description from the vantage point of your chosen position. Provide two or more ways that you would advertise or recruit someone for that position (see chapter 4 of the textbook). In addition, include a description of at least two methods of assessment used when recruiting qualified candidates and why these two assessment methods would be most appropriate.

Writing the Job Description Paper:

Must be three double-spaced pages in length, excluding the cover page and reference page, and formatted according to APA style as outlined in your approved style guide.

Must include a cover page with the following:

Name of paper

Student’s name

Course name and number

Instructor’s name

Date submitted

Must include an introductory paragraph with a succinct thesis statement.

Must address the topic of the paper with critical thought.

Must conclude with a restatement of the thesis and a conclusion paragraph.

Must use APA style as outlined in your approved style guide to document all sources.

Must include, on the final page, a Reference List that is completed according to APA style as outlined in your approved style guide and has at least two references in addition to the text.

Carefully review the Grading Rubric (Links to an external site.)Links to an external site. for the criteria that will be used to evaluate your assignment

 
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Case Study And 3 Questions

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Read Case Study 11-2, “Sleeping on the Job,” on pages 426-427 of your textbook. Then, answer the following questions:

  1. Should the company’s treatment of the grievant for the first two “sleeping on the job” incidents influence the outcome in this case? Explain.
  2. Did the Company have just cause to dismiss the grievant for violating safety rules when in each instance cited, the truck was out of gear with the safety brake on?
  3. Is the union’s argument that the grievant just appeared to be “sleeping” creditable in the absence of any testimony of support by the backhoe driver, a fellow union member?

Your response should be a minimum of 150 words per question. All sources used, including the textbook, must be referenced; paraphrased and quoted material must have accompanying citations, and cited per APA guidelines.

 
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BUS 696 Final Paper

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Focus of the Final Paper
In a twelve to fifteen page paper (excluding title page, reference page and appendix), present an initial business plan. Using information from the final paper submitted in your other entrepreneurial concentration courses and following the categories of a strategic audit of a corporation (Appendix 1.A in your textbook), provide information on the following:

  • Business Idea
  • Governance
  • External Environment: Opportunities and Threats
  • Internal Environment: Strengths and Weaknesses
  • Analysis of Strategic Factors
  • Strategic Alternatives and Recommended Strategy
  • Implementation Programs
  • Evaluation and Control Measures
  • Growth Issues
  • Summary
  • At least five peer-reviewed sources are to be used.

Writing the Research Paper
The Final Paper:

  1. Must be twelve to fifteen double-spaced pages in length, and formatted according to APA style as outlined in the Ashford Writing Center.
  2. Must include a title page with the following:
    • Title of paper
    • Student’s name
    • Course name and number
    • Instructor’s name
    • Date submitted
  3. Must begin with an introductory paragraph that has a succinct thesis statement.
  4. Must address the topic of the paper with critical thought.
  5. Must end with a conclusion that reaffirms your thesis.
  6. Must use at least five scholarly sources, including a minimum of two from the Ashford Online Library.
  7. Must document all sources in APA style, as outlined in the Ashford Writing Center.
  8. Must include a separate reference page, formatted according to APA style as outlined in the Ashford Writing Center
 
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Strategic Workforce Planning Analysis

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Strategic Workforce Planning Analysis

(Strategic Workforce Planning Analysis)

questions 

1. Discuss the workforce planning process. After discussing each step, explain what would happen if an organization did not follow the workforce planning process. Explain from the perspective of the employer and the employees. (210 Words)

 

2. Based on the reading in this unit, there are many external sources of information that firms can tap into to forecast the demand for their product. Discuss the five most common types of information that can be used to evaluate general business trends in the economy. Provide an example for each. (210 Words)

 

3. Within staffing planning, there are three questions that need to be addressed. Identify and discuss each question and its components in detail. (210 Words)

 

4. Part of forecasting a firm’s labor supply requires an understanding of current and future skill and competency trends in the labor market. Compare and contrast forecasting the internal labor market and the external labor market. Be certain to discuss key components used within each process. (210 Words)

APA CITATION

REFERENCE:

Phillips, J. M., & Gully, S. M. (2015). Strategic staffing (3rd ed.). Upper Saddle River, NJ: Pearson

Strategic Workforce Planning Analysis

Staffing and Labor Forecasting Paper

Workforce Planning Process

Firstly, workforce planning involves environmental scanning to identify internal and external trends. Secondly, forecasting workforce demand predicts needed positions based on strategic objectives. Thirdly, forecasting workforce supply assesses current employee skills and future availability. Fourthly, gap analysis compares demand and supply projections to identify shortages or surpluses. Fifthly, solution implementation addresses identified gaps through recruitment, training, or redeployment. Finally, monitoring and evaluation ensure plan effectiveness and enable timely adjustments.

If an organization skipped environmental scanning, strategic threats might go unnoticed. Consequently, forecasting demand would lack precision, causing understaffing or overstaffing. Moreover, ignoring supply assessments could overlook employee retirements or promotions. Therefore, gap analysis would fail to guide recruitment or training correctly. In turn, solution implementation would be misaligned with actual needs. Finally, without evaluation, the organization cannot measure success or correct course.

From the employer perspective, bypassing workforce planning leads to skill mismatches. Hence, project delays and higher labor costs may occur. Additionally, legal risks might increase when staffing levels do not comply with regulations. Moreover, staffing inefficiencies hinder productivity and reduce profitability.

Employees also experience negative outcomes. Firstly, understaffed teams face excessive workloads and burnout. Secondly, overstaffed units may see unclear roles and diminished job satisfaction. Moreover, limited communication channels may foster uncertainty and lower morale. Thirdly, limited development opportunities reduce engagement. Ultimately, employees may leave, increasing turnover and harming organizational culture.

External Information Sources

Firstly, economic indicators track macroeconomic performance through measures like gross domestic product. For example, rising gross domestic product signals increased consumer spending potential. Secondly, consumer market surveys gather direct feedback on preferences and purchase intentions. For instance, a smartphone manufacturer might survey buyers on desired battery life. Thirdly, competitor analysis examines rival strategies, pricing, and product offerings. For example, a clothing company may analyze a competitor’s new sustainable line. Fourthly, industry trend reports identify evolving patterns in technology and consumer behavior. For instance, an automotive firm may use an electric vehicle adoption report. Fifthly, government statistics offer reliable data on labor costs, trade volumes, and import trends. For example, a furniture exporter might use import tariff changes to forecast pricing.

Moreover, economic indicators include unemployment rates and inflation measures. Therefore, a retailer could adjust stocking based on predicted consumer confidence shifts. Furthermore, consumer market surveys often involve focus groups and online polls. Consequently, survey data helps firms align product features with customer expectations. Similarly, competitor analysis may involve benchmarking key performance metrics. In contrast, industry trend reports often originate from consultancy firms. Additionally, government labor statistics guide staffing decisions and production capacity planning. Therefore, combining these sources improves forecast accuracy and supports strategic planning. Moreover, using diverse data reduces risk from any single erroneous forecast.

Staffing Planning Questions

Firstly, organizations must ask how many employees they require. Quantity analysis involves headcount projections by department. Firms evaluate workload, production schedules, and turnover rates to estimate needed staff numbers. In addition, firms may use trend analysis and historical headcount data to adjust projections.

Secondly, firms ask what skills and competencies employees should possess. Skill analysis covers educational qualifications, technical expertise, and behavioral competencies. This ensures alignment between employee capabilities and job requirements. Moreover, competency mapping helps reveal internal talent pools and development needs.

Thirdly, planners inquire when and where employees will be needed. Timing components include recruitment lead times, training durations, and project deadlines. Location considerations cover geographic distribution and remote work feasibility. Furthermore, planners consider seasonal demands and project-based requirements for precise timing.

Furthermore, balancing these questions reduces labor costs and improves service quality. Consequently, organizations can implement recruitment or training before shortages emerge. Therefore, organizations gain competitive advantage through proactive planning. Ultimately, addressing these three questions fosters efficient and effective staffing practices.

Internal and External Labor Market Forecasting

Internal forecasting examines existing workforce capabilities. Internal processes include skill inventories, performance appraisals, and succession planning. For example, a hospital may track nursing competencies and identify future nursing leaders through performance reviews.

By contrast, external forecasting evaluates outside labor supply and skill trends. Components involve analyzing labor force participation rates, educational output, and occupational outlook data. For instance, a clinic may review nursing graduate numbers entering the market.

Internal forecasting focuses on employee development and mobility. It uses talent management systems and career path analysis to fill upcoming vacancies. Conversely, external forecasting relies on government labor statistics and industry association forecasts. This approach helps anticipate skills shortages and wage pressures.

Moreover, internal forecasts often leverage replacement charts and internal applicant pipelines. In contrast, external forecasts use demographic trends and immigration patterns. Therefore, organizations can plan recruitment campaigns or partnerships with educational institutions. Additionally, internal forecasting ensures retention of institutional knowledge. Meanwhile, external forecasting supports strategic decisions about outsourcing or offshoring. Ultimately, combining both forecasts yields robust staffing strategies that balance internal talent development with external labor market realities.

References

Phillips, J. M., & Gully, S. M. (2015). Strategic staffing (3rd ed.). Upper Saddle River, NJ: Pearson.

 
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Survey of Healthcare Management

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HE310 Survey of Healthcare Management

(Survey of Healthcare Management)

Directions: Be sure to make an electronic copy of your answer before submitting it to Ashworth College for grading. Unless otherwise stated, answer in complete sentences, and be sure to use correct English spelling and grammar. Sources must be cited in APA format. Your response should be three (3) to six (6) pages in length; refer to the “Assignment Format” page for specific format requirements.

This written assignment has two parts and involves combining the case studies from lessons 1-4. For each of the case studies, you are responsible for selecting the appropriate case at the end of the applicable chapter and response to the question. In each of the cases you will respond as if you are the hospital administrator. For part 1 of this written assignment, please see case studies relating to lessons 1-4 below. Please combine your response to these case study questions into part I of your written assignment.

Part I(Survey of Healthcare Management)

Lesson 1

Case Study 1. Better Service to Current Patient Population

You are the administrator of a 250-bed hospital. A recent report from the county tells you that the population within a 25-radius of your facility is getting younger – the median age in the area has decreased from 35 years of age to 29 years of age. This was an expected impact of the new state university campus that has opened about five miles away. What do you need to review and analyze to ensure that you can provide the services required by this changing population in your area?

Lesson 2

Case Study 2. Using Statistics to Support Expansion Plans

Evaluate the data from the Agency for Healthcare Research and Quality (AHRQ) Data & Surveys (www.ahrq.gov/data) shown in Figure 2-8 in your textbook. After reading the statistics and referencing Figure 2-8 determine what services you would recommend if you were the administrator of a health care facility in Illinois, to expand what is available at your facility. Support your recommendation with specific statistics from the table.

Lesson 3

Case Study 2. Determining Opportunities to Increase Revenues

Evaluate the data available in Figure 3-6, which is from the Health, United States, 2010 report from the US Department of Health and Human Services, available in Figure 3-7. If you were the administrator of a heath care facility, what actions would you recommend to ensure your organization can increase revenues? Support your recommendations with specific statistics from Figure 3-6.

Lesson 4

Case Study 3

“Researchers now believe that most medical errors cannot be prevented by perfecting the technical work of individual doctors, nurses, or pharmacists. Improving patient safety often involves the coordinated efforts of multiple members of the health care team, who may adopt strategies from outside health care.”

“The report reviews several practices whose evidence came from the domains of commercial aviation, nuclear safety, and aerospace, and the disciplines of human factors, engineering and organizational theory. Such practices include root cause analysis, computerized physician order entry and decision support, automated medication dispensing systems, bar coding technology, aviation-style preoperative checklists, promoting a ‘culture of safety,’ crew resource management, the use of simulators in training, and integrating human factors theory into the design of medical devices and alarms.”

Discuss this concept of utilizing standard business quality initiatives and the logic of adopting them to use in healthcare. Choose one of the practices identified in paragraph 2, research it, summarize it, and include how you might apply this concept in your healthcare facility.

The practices identified in paragraph 2 are:

  • Root cause analysis

  • Computerized physician order entry and decision support

  • Automated medication dispensing systems

  • Bar coding technology

  • Aviation-style preoperative checklists

  • Promoting a “culture of safety”

  • Crew resource management

  • The use of simulators in training

  • Integrating human factors theory into the design of medical devices and alarms

Part II(Survey of Healthcare Management)

For part II of the written assignment, explain why the following course objectives are important for hospital administrators:

  1. Identify the responsibilities of the healthcare administrator.

  2. Evaluate various types of healthcare facilities and the different types of services performed in these facilities.

  3. Analyze the financial side of healthcare, including reimbursement methodologies.

  4. Explain the link between quality of care and health care administration.

Please include at least 3 scholarly articles within your response. Overall response will be formatted according to APA style and the total assignment should be between 3-6 pages not including title page and reference page.

Grading Rubric

Please refer to the rubric on the next page for the grading criteria for this assignment.

CATEGORY

Exemplary – 25 points
Student provides all case study activities and presents information in a manner that demonstrates the skills of hospital administrator. A deeper level of critical thinking skills are displayed in case study activity responses.

Satisfactory – 20 points
Student provides all case study activities and presents information in a manner that demonstrates some skills of hospital administrator. Critical thinking skills are displayed in case study activity responses.

Unsatisfactory – 15 points
Student does not provide all case study activities or does not demonstrate skills of a hospital administrator appropriately. No critical thinking skills displayed in response.

Unacceptable – 10 points
Student does not provide all case study activities and does not demonstrate skills of a hospital administrator appropriately. No critical thinking skills displayed in response.

Exemplary – 50 points
Student applies critical thinking skills to appropriately discuss why first four learning objectives are critical to hospital administrators. Student uses more than 3 scholarly articles to substantiate response. Each objective discussion exceeds expectations and demonstrates deep level of analysis.

Satisfactory – 40 points
Student applies some critical thinking skills to appropriately discuss why first four learning objectives are critical to hospital administrators. Student uses 3 scholarly articles to substantiate response. Each objective discussion is adequately discussed, but further, deeper level of analysis is needed.

Unsatisfactory – 30 points
Student does not apply critical thinking skills to explain why first four learning objectives are critical to hospital administrators or the student uses less than 3 scholarly articles to substantiate response. Each objective discussion is not adequately discussed and some objective could be omitted.

Unacceptable – 20 points
Student does not apply critical thinking skills to explain why first four learning objectives are critical to hospital administrators and the student uses less than 3 scholarly articles to substantiate response. Each objective discussion is not adequately discussed and some objectives are omitted.

Mechanics

Exemplary – 10 points
Student does not make any errors in grammar or spelling, especially those that distract the reader from the content.

Satisfactory – 8 points
Student makes 1-2 errors in grammar or spelling that distract the reader from the content.

Unsatisfactory – 5 points
Student makes 3-4 errors in grammar or spelling that distract the reader from the content.

Unacceptable – 2 points
Student makes more than 4 errors in grammar or spelling that distract the reader from the content.

Format – APA Format, Citations, Organization, Transitions (15 Points)

Exemplary – 15 points
The paper is written in proper APA and organizational format. All sources used for quotes and facts are credible and cited correctly. Excellent organization, including a variety of thoughtful transitions.

Satisfactory – 12 points
The paper is written in proper format with only 1-2 errors. All sources used for quotes and facts are credible, and most are cited correctly. Adequate organization includes a variety of appropriate transitions.

Unsatisfactory – 8 points
The paper is written in proper format with only 3-5 errors. Most sources used for quotes and facts are credible and cited correctly. Essay is poorly organized, but may include a few effective transitions.

Unacceptable – 5 points
The paper is not written in proper format. Many sources used for quotes and facts are less than credible (suspect) and/or are not cited correctly. Essay is disorganized and does not include effective transitions.

 
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Healthcare Payment Trends Matrix

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Healthcare Payment Trends Matrix

(Healthcare Payment Trends Matrix)

HCS/385 – HEALTH CARE FINANCE: Finance Environment Matrix

Create a matrix in which you:

  • Identify at least 3 economic trends of the health care payment system.
  • Identify ethics and compliance issues associated with those trends.

Cite 3 peer-reviewed, scholarly, or similar references to support your chosen trends and issues.

Note: This assignment is meant to be a high- level look at these issues where you primarily identify what the issues are. You will cover the issues in more depth in the Week Five Finance Trends assignment.

please if you do this assignment i really will like you to do week five assignment to because they are connected both.

Finance Environment Matrix

Economic Trend Description Ethics Issues Compliance Issues
Value-Based Care Models Value-based care shifts reimbursement from volume to quality, rewarding providers for improved patient outcomes rather than number of services. Ethical concerns arise over equity in access; providers may avoid high-risk patients who could hurt quality metrics. Compliance requires accurate coding, outcome documentation, and transparency in reporting performance metrics.
Rising Out-of-Pocket Costs for Patients Patients bear a larger share of costs through deductibles, copays, and coinsurance, affecting affordability and access. There is an ethical obligation to ensure financial transparency and to protect vulnerable populations from being priced out of care. Compliance with cost transparency laws (e.g., Hospital Price Transparency Rule) is mandatory.
Growth of Alternative Payment Models (APMs) APMs such as bundled payments and accountable care organizations (ACOs) are expanding to promote cost-efficiency and coordination. Ethical concerns include fair distribution of shared savings and avoiding cost-cutting that compromises care quality. Must comply with Centers for Medicare and Medicaid Services (CMS) regulations and anti-kickback statutes.

References

  1. Berwick, D. M., Nolan, T. W., & Whittington, J. (2008). The triple aim: Care, health, and cost. Health Affairs, 27(3), 759–769. https://doi.org/10.1377/hlthaff.27.3.759

  2. Rice, T., & Unruh, L. Y. (2016). The economics of health reconsidered (4th ed.). Health Administration Press.

  3. Mechanic, R. E. (2017). Value-based payment and health care delivery reform: The urgent need for alignment. Health Affairs, 36(3), 436–444. https://doi.org/10.1377/hlthaff.2016.1050

 
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Developing Internal Advancement Strategies

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Developing Internal Advancement Strategies

(Developing Internal Advancement Strategies)

Review the Week 2 Individual Knowledge Check.

Read Ch. 5, Incident 2, “I am Qualified, Why Not Me?”

Write a 700- to 1,400-word analysis, using your research, of the incident, “I am qualified, Why Not Me?” Include the following in preparing your response:

  • Discuss whether or not you believe that Bobby has a legitimate complaint. Does any organization, like Crystal Productions, have a responsibility to provide training and development opportunities to enhance promotion from within?
  • Explain the advantages and disadvantages of a promotion from within policy and whether such a policy would be appropriate for Crystal Productions.
  • Identify, if you were the head of HR, the first step in creating the policy, who should be involved in developing the policy, and what you would do in preparing for implementation.
  • Recommend the desired goals/outcomes of such a policy and the impact your new policy would have on staffing and performance management strategies.
  • Summarize what impact the changing workforce might have on your new policy.
  • Summarize a brief policy that addresses hiring from within.

INCIDENT 2 I Am Qualified, Why Not Me?

Five years ago, when Bobby Bret joined Crystal Productions as a junior accountant, he felt that he was on his way up. He had just graduated with a B+B+ average from college where he was well liked by his peers and by the faculty, and had been an officer in several student organizations. Bobby had shown a natural ability to get along with people as well as to get things done. He remembered what Roger Friedman, the controller at Crystal, had told him when he was hired, “I think you will do well here, Bobby. You’ve come highly recommended. You are the kind of guy that can expect to move right on up the ladder.”

Bobby felt that he had done a good job at Crystal, and everybody seemed to like him. In addition, his performance appraisals had been excellent. However, after five years he was still a junior accountant. He had applied for two senior accountant positions that had opened, but they were both filled by people hired from outside the firm. When the accounting supervisor’s job came open two years ago, Bobby had not applied. He was surprised when his new boss turned out to be a hotshot graduate of State University whose only experience was three years with a large accounting firm. Bobby had hoped that Ron Greene, a senior accountant he particularly respected, would get the job.

On the fifth anniversary of his employment at Crystal, Bobby decided it was time to do something. He made an appointment with the controller. At that meeting, Bobby explained to Mr. Friedman that he had worked hard to obtain a promotion and shared his frustration about having been in the same job for so long. “Well,” said Mr. Friedman, “you don’t think that you were all that much better qualified than the people that we have hired, do you?” “No,” said Bobby, “but I think I could have handled the senior accountant job. Of course, the people you have hired are doing a great job too.” The controller responded, “We just look at the qualifications of all the applicants for each job, and considering everything, try to make a reasonable decision.”

 
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McDonald’s Strategic Case Studies

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McDonald’s Strategic Case Studies

(McDonald’s Strategic Case Studies)

Business Policy and Strategy, CSU (Case Studies – Units I – VII)

Unit I Case Study

Read the Cohesion Case on pages 27-37 in the course textbook. Create a five- to seven-page PowerPoint presentation in which you a) briefly describe your view of McDonald’s strategic position, and b) answer Step 4 of the Assurance of Learning exercise on page 37.

Unit II Case Study

Complete the Assurance of Learning Exercise 3D on page 87 of the course textbook. In addition to completing Steps 1, 2, and 3, summarize your findings in a two-page APA formatted paper and discuss your views of McDonald’s strategic

prospects based upon your analysis of the external assessment and consideration of the opportunities to grow, as well as threats from competitors and the macro environment.

Unit III Case Study

Complete the Assurance of Learning Exercises 6A and 6B on page 205 of the textbook. Use the completed SWOT and SPACE matrices to draw conclusions regarding both the long term and short term strategies you would recommend in light of your findings. Summarize in a two-page APA formatted paper. NOTE: It is not necessary to consult other students

to complete these exercises in the textbook.

Unit IV Case Study

Complete the four elements of the McDonald’s organization chart exercise in the Assurance of Learning Exercise 7A on page 248 of the textbook. Once the organizational chart recommendation is completed, create at least one high-level objective for each functional group in the organizational chart. State your rationale for each and briefly state how each

would be measured. Compile your work into a minimum two-page APA formatted paper.

Unit V Case Study

Read the Assurance of Learning Exercise 8A and 8B on page 282 of the textbook. Prepare a product positioning map, and perform the EPS/EBIT calculations given in 8B. Discuss, in a two-page APA formatted paper, how the product positioning is aligned with McDonald’s corporate strategy. Identify potential gaps in the product line or weaknesses in

positioning. Describe the relevance of the EPS/EBIT chart and why it is significant with respect to strategy implementation.

Unit VI Case Study

Follow the instructions for the Assurance of Learning Exercise 9A on page 306 of the textbook. Create a minimum two-page APA formatted paper evaluating McDonald’s strategy. Choose at least one of McDonald’s competitors and discuss its position relative to McDonald’s. Comment on McDonald’s prospects of success against this competitor.

Unit VII Case Study

Complete the Assurance of Learning Exercise 10A on page 326 of the textbook. You will be asked to analyze and to compare and contrast the code of ethics of both Starbuck’s and McDonald’s. Summarize your analysis and findings in a two-page APA formatted paper

 
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