I NEED A Paper That I Already Have Have To Be Completely Reworded.

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Business Ethics Task 1:

Organizational ethics and Corporate Social Responsibility

SCHOOL University

MILKMAN / Student ID #: XXXXX

A. Corporate Policies

To restrain from any misuse of TechFite funding, the human resources department will implement the following policies.

· Requirements of full-time employees: All employees with a full-time status are required to work a minimum of 36 hours per week; this is not to exceed more than 40 hour per week. If an employee works more than 40 hours per week, he/she is eligible to receive overtime compensation at indicated in the employee handbook. All full-time employees are eligible to receive company employee benefits. Any employee working less than 36 hours per week will be classified as a part-time employee and will be required to sign a change of status form acknowledging change of benefit.

· Bonus Distribution to Employees: TechFite will prohibit the distribution of bonuses to executive and leadership of the company. The company will use revenue assets to compensate all employees at the same percentage increase regardless of job titles and status. This will assist of equal opportunities within the company.

· Sponsorship and Company Participation of Community Events: The company will mandate the sponsorship of all community organizations. This policy will assure all executive attendance and sponsorship is present for organizations that would benefit from TechFite.

A1. Rationale

· The policy, Requirements of Full-Time Employees, will serve as a protection of all employee status. This policy will outline that full-time employees will no longer have a decrease of hours which could potentially harm the security of their employee benefits. This policy will also outline the proper communication and documentation required for any status changes. This will assure employee awareness of any benefit changes due to their status.

· The Bonus Distribution to Employees policy will grant equal opportunities and equal compensations to all employees. This policy will fully detail no preference will be given to higher executives for bonus compensations.

· The policy, Sponsorship and Company Participation of Community Events, will assure all executive attendance and sponsorship is present for organizations that would benefit from TechFit, which in return will increase the moral of the company within the community. This policy will indicate that sponsorship is not optional, yet mandatory.

A2. Ethical Versus Legal issues

· Not all ethical issues are illegal, as some do not cause a violation of governing law. The issues discussed were only unethical for employees and the community, but not criminal acts upon anyone. Unethical issues only become illegal actions when a legal law has been broken. In the case of TechFit only ethical beliefs were broken that affected employees and the community.

A3. Ethical Issues in the Scenario

· TechFite is currently experiencing the ethical issues concerning the organization’s core values, morality, and integrity. The company is not following by it’s standards and values towards their employees and the community. The core values of the company are being challenged by not assuring that all employees are one of the company’s top priority. Not providing them the appropriate compensation and decreasing the opportunity to receive all of the employee benefits challenged the loyalty of the company to their employees. The company’s morality towards employees and the community was not appropriate and did not look towards the best overall. The company itself only looked towards benefit the executives with higher positions. Each unethical decision made by TechFite will unfortunately play a role on the company. Many employees will assume that the company will not provide them t he best opportunities. The employees will be insecure about the company’s loyalty and whether it is capable of following the standards and core values it stands for.

A4. Purpose of the Ethics Officer

· The ethics officer serves as the leaders of an organization capable of identifying ethical and unethical issues within an organization. The duties and responsibilities of an ethics officer is to provide leadership for ethical concerns, to assure compliance is being followed by all members of the organization, as well as serving as a liaison between the organization, affiliates, and employees. The ethics officer contributes to assure that the company’s mission and vision are being met and no illegal acts are taking place. The ethics officer can ensure that a safe and professional environment is being provided to all of its employees. The ethics officer can assure compliance within an organization policies and standards by providing training to all of its employees including executives and leadership. The ethics officer can also implement deadlines for policy implementations as well as reviewing of existing policies. All policies can be written in terms for all employees to easily understand and follow.

B. Corporate Social Responsibility

· Corporate Social Responsibility (CSR) is a business practice which is incorporate into the business model of a company that can give a positive impact to the company itself, community, and environment. This is important as it provides the company an improved image and brand building. TechFite would benefit from being socially responsible, as it will give employees a sense of compliance of its core values and engagement within the community. The City of Dellberg and the TechFite employees benefit from the practice of CSR by being allowed the opportunity of growth and improvement of the environment and society. CSR will provide more work opportunities and better engagement and salary to their employees.

B1. Community Reputation

· TechFite did not provide all full-time employees their full-time scheduled hours, which in return placed at risk all employee benefits and compensations, and violations of company HR compliance.

· The company allowed for budget earnings to be used as bonuses to higher executives, which limited resources to its employees and the community.

· Techfite also failed to provide the assistance with monetary funding during and for community organizations and sponsorships.

B2. Course of Action

· In order to prevent from any violation of human resources compliance, the company will adopt a policy that clearly elaborates the requirements of all full-time employees, minimum hours, and employee compensations. This will assist with employee retention and recruitment.

· TechFite will have to implement a policy that fully executes no bonus pay for any higher executives from company earnings, which could lead to community growth as well as advancement for its employees.

· TechFite will be mandated to attend and sponsor all community events and youth programs that would benefit from its support. A policy will be created to assure that this is in compliance and that community involvement and engagement is present.

B3. Course of Action: Explanation

· TechFite can provide an ethical responsibility assuring that human resources compliance is met by securing the status of all full-time status employees and their benefits, based on their policy. This will aid in the ethical commitment of the company towards its employees.

· A social responsibility TechFite can provide is utilizing earnings to develop better resources for its current employees and the community rather than using the money as bonuses for higher executives.

· By committing its community involvement and engagement through sponsorship, TechFite will be environmentally responsible, as it will support influential growth. This will add acceptance of the company as a benefit to its community.

 
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Quantitative Analysis For Management

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Quantitative Analysis For Management ELEVENTH EDITION

Write a culminating quantitative research report on the concepts and topics that you learned in this course. For this paper, you need to critique two or more research papers/journals that use quantitative research methods for business. Using the book Quantitative analysis for management. At least 8 pages no to include title page and reference page.

Your paper needs to include the following items:

1. An abstract

 

2. A Scale of Data Measurement

 

o      Was it quantitative or qualitative?

 

o      Describe how did the researcher collect the data?

 

3. Variations within the data

 

o      Include the implications this may have for business methods.

 

4. Concluding results

 

§       Critique the findings.

 

o      What type of errors occurred in the research that may affect the outcome of the data?

 

o      Is there any missing information that should be included?

o      Discuss how you would approach the research and what type of questions you may ask.

 
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Leadership And Culture Ch 12 MCQs

Chapter 12

Leadership and Culture

Multiple Choice Questions
1. (p. 326) _____________ is the process and practice by key executives of guiding and shepherding people in an organization toward a vision over time and developing that organization’s future leadership and organizational culture.
A. Organizational structure
B. Organizational strategy
C. Organizational leadership
D. Cultural context

Difficulty: Easy
Learning Objective: 1

2. (p. 328) Which of the following is NOT a way through which leaders galvanize commitment to embrace change?
A. Involve every employee in corporate strategic decision making
B. Shape organizational culture
C. Build the organization
D. Clarify strategic intent

 

Difficulty: Easy
Learning Objective: 1

3. (p. 328) Leaders help their company embrace change by setting forth their ________ a clear sense of where they want to lead the company and what results they expect to achieve.
A. Strategic quota
B. Mission
C. Vision
D. Strategic intent

 

Difficulty: Medium
Learning Objective: 1

 

4. (p. 328) Traditionally, the concept of _________ has been a description or picture of what the company could be that accommodates the needs of all its stakeholders.
A. Mission
B. Vision
C. Strategy
D. Performance

 

Difficulty: Medium
Learning Objective: 2

5. (p. 328) A _________ is an articulation of a simple criterion or characterization of what the leader sees the company must become to establish and sustain global leadership.
A. Leader’s principle
B. Mission
C. Leader’s vision
D. Strategic intent

 

Difficulty: Medium
Learning Objective: 2

6. (p. 329) A key element of good organizational leadership is to make clear the ___________ a leader has for the organization and managers in it, as they seek to move toward the vision. This will help keep the firm on track in the present term.
A. Strategic purpose
B. Strategic goals
C. Alternative structures
D. Performance expectations

 

Difficulty: Medium
Learning Objective: 2

 

7. (p. 331) Because leaders are attempting to embrace change, they are often _____________ their organization.
A. Abandoning
B. Rebuilding or remaking
C. Divesting businesses in
D. Repositioning

 

Difficulty: Medium
Learning Objective: 2

8. (p. 331) ____________ is the effort to familiarize future leaders with the skills important to the company and to develop exceptional leaders among the managers you employ.
A. Identifying an action plan
B. Education and leadership development
C. Developing principles
D. Creating passion

 

Difficulty: Easy
Learning Objective: 3

9. (p. 333) ____________ are your fundamental personal standards that guide your sense of honesty, integrity and ethical behavior.
A. Values
B. Ethics
C. Principles
D. Passions

 

Difficulty: Medium
Learning Objective: 3

 

10. (p. 333) A future leader’s personal philosophies and choices ___________ for any key leaders of any organization.
A. Manifest themselves exponentially
B. Are usually diminished over time
C. Always permeate the company
D. Become less pronounced with time

 

Difficulty: Medium
Learning Objective: 3

11. (p. 333) An effective organization is better built and is strongest when:
A. Its leaders clearly articulate their vision for the firm
B. Its leaders show by example what principles are important
C. Its leaders “manage from afar”
D. Its leaders micromanage the employees of the firm

 

Difficulty: Easy
Learning Objective: 3

12. (p. 333) _____________ can be seen in principles, honesty and “living by example.” This can become a major force by which a leader will shape and move his or her organization.
A. Prioritization
B. Transparency
C. Strategy
D. Long-term objectives

 

Difficulty: Easy
Learning Objective: 3

 

13. (p. 332) __________ is the capacity to see a commitment through to completion long after most people would have stopped trying.
A. Perseverance
B. Passion
C. Principle
D. Integrity

 

Difficulty: Easy
Learning Objective: 3

14. (p. 334) __________ is a highly motivated sense of commitment to what you do and want to do.
A. Passion
B. Patience
C. Perseverance
D. Principle

 

Difficulty: Easy
Learning Objective: 3

15. (p. 336) Leaders look to managers to execute strategy, accept risk and cope with the complexity of change. So, _________ becomes a major leadership role.
A. Setting short-term strategy
B. Selection and development of key managers
C. Establishing priority among senior executives
D. Limiting managerial “buy-in”

 

Difficulty: Easy
Learning Objective: 3

 

16. (p. 336) ___________ will increase pressure on corporations to push authority downward in their organizations. This means every line manager will have to exercise leadership prerogatives to an extent unthinkable a generation earlier.
A. Globalization
B. Fragmentation of industries
C. Consolidation of industries
D. The accelerated pace and complexity of business

 

Difficulty: Medium
Learning Objective: 3

17. (p. 338) Researcher David Goleman addressed the question of:
A. What types of competencies are needed among organizational leaders?
B. The optimal age and maturity for successful organizational leaders
C. What types of personality attributes generate the ideal type of competencies needed in organizations?
D. How an organization can groom new executives from within

 

Difficulty: Medium
Learning Objective: 3

18. (p. 338) _________ exists in terms of the ability to read and understand one’s emotions and assess one’s strengths and weaknesses, underlain by the confidence that stems from positive self-worth.
A. Self-management
B. Self-awareness
C. Social awareness
D. Social skills

 

Difficulty: Hard
Learning Objective: 3

 

19. (p. 338) __________ exists in terms of control, integrity, conscientiousness, initiative and achievement orientation.
A. Social awareness
B. Self-awareness
C. Social skills
D. Self-management

 

Difficulty: Hard
Learning Objective: 3

20. (p. 338) ___________ occurs in relation to sensing others’ emotions, reading the organization and recognizing customers’ needs.
A. Self-awareness
B. Social skills
C. Social awareness
D. Self-management

 

Difficulty: Medium
Learning Objective: 3

21. (p. 338) One may define _________ as sensing others’ emotions.
A. Sympathy
B. Empathy
C. Relationship
D. Sensitivity

 

Difficulty: Medium
Learning Objective: 3

22. (p. 338) One can define _________ as being able to “read” the organization.
A. Social integrity
B. Empathy
C. Organizational awareness
D. Social-management

 

Difficulty: Easy
Learning Objective: 3

 

23. (p. 338) ___________ comes from recognizing customers’ needs.
A. Service orientation
B. Position power
C. Self-awareness
D. Organizational management

 

Difficulty: Medium
Learning Objective: 3

24. (p. 338) ____________ occur(s) in relation to influencing and inspiring others; communicating, collaborating and building relationships with others; and managing change and conflict.
A. Competitive management
B. Social skills
C. Self-management
D. Self-awareness

 

Difficulty: Medium
Learning Objective: 3

25. (p. 338) A key way the characteristics of the desirable manager manifest themselves in a manager’s routine activities is found in the way they:
A. Seek to get favorable decisions from corporate management
B. Collaborate with others
C. Choose individual workers
D. Seek to get the work of their unit done over time

 

Difficulty: Medium
Learning Objective: 3

 

26. (p. 338) Organizational sources of power are derived from:
A. The manager’s tenure at the firm
B. The manager’s role in the organization
C. The manager’s style of working individually
D. The manager’s functional tactics

 

Difficulty: Medium
Learning Objective: 4

27. (p. 338) _________ is formally established based on the manager’s position in the organization.
A. Organization power
B. Reward power
C. Position power
D. Information power

 

Difficulty: Easy
Learning Objective: 4

28. (p. 338) By virtue of Sam’s vice presidency in the organization, certain decision-making authorities and responsibilities are conferred that he is entitled to use to get things done. This is an example of:
A. Peer influence
B. Expert influence
C. Punitive power
D. Position power

 

Difficulty: Medium
Learning Objective: 4

 

29. (p. 338) ___________ is the source of power many new managers expect to be able to rely on, but often the least useful.
A. Referent power
B. Reward power
C. Punitive power
D. Position power

 

Difficulty: Medium
Learning Objective: 4

30. (p. 338) __________ is available when the manager confers something in return for desired actions and outcomes.
A. Punitive power
B. Referent influence
C. Reward power
D. Information power

 

Difficulty: Medium
Learning Objective: 4

31. (p. 338) Often a power source, _________ is the type used when Jomar, a business unit manager, gave Elisa, his subordinate, the option to have a flexible work schedule or to work from home in return for her finishing several projects on-deadline.
A. Referent power
B. Reward power
C. Information power
D. Peer influence

 

Difficulty: Easy
Learning Objective: 4

 

32. (p. 338) ___________ can be particularly effective and is derived from a manager’s access to and control over the dissemination of information that is important to subordinates yet not easily available in the organization.
A. Information power
B. Organization power
C. Expert influence
D. Referent power

 

Difficulty: Easy
Learning Objective: 4

33. (p. 338) Jerry was using __________ when he asked his workers to reorganize the department. They did not yet know why they were doing this, but knew that Jerry had a good reason that he had not yet shared.
A. Referent power
B. Punitive power
C. Information power
D. Peer influence

 

Difficulty: Easy
Learning Objective: 4

34. (p. 338) ___________ is the power exercised via coercion or fear of punishment for mistakes by a manager’s subordinates.
A. Expert influence
B. Information power
C. Position power
D. Punitive power

 

Difficulty: Easy
Learning Objective: 4

 

35. (p. 338) The assembly line workers had already received cutbacks in bonus compensation when profits fell last quarter. Rogeco’s managers made it clear that unless productivity and profits were brought back up to the industry benchmarks within two quarters, further cuts would be made to base pay. This demonstrates:
A. Expert influence
B. Referent influence
C. Information power
D. Punitive power

 

Difficulty: Medium
Learning Objective: 4

36. (p. 338) Leaders today _________ rely on their personal ability to influence others.
A. Decreasingly
B. Try not to
C. Increasingly
D. Should never

 

Difficulty: Medium
Learning Objective: 4

37. (p. 338) ________, a form of power, comes mainly from three sources: expert, referent and peer influences.
A. External influence
B. Personal influence
C. Punitive influence
D. Organizational influence

 

Difficulty: Easy
Learning Objective: 4

 

38. (p. 338) _________ is derived from a leader’s knowledge in a particular area or situation.
A. Expert influence
B. Information power
C. Punitive power
D. Peer influence

 

Difficulty: Medium
Learning Objective: 4

39. (p. 338) __________ comes from having others want to identify with the leader.
A. Expert influence
B. Peer influence
C. Referent influence
D. Coercive power

 

Difficulty: Medium
Learning Objective: 4

40. (p. 338) Asif was one of the most charismatic managers at Titan Systems. He had a great personality and was always very empathetic to employee needs. Asif can be characterized as having strong:
A. Referent influence
B. Peer influence
C. Expert influence
D. Information power

 

Difficulty: Medium
Learning Objective: 4

 

41. (p. 339) ___________ can be a very effective way for leaders to influence the behaviors of others. This is used when leaders use the assignment of team members and the charge to the team to influence the outcomes produced.
A. Punitive power
B. Peer influence
C. Information power
D. Referent influence

 

Difficulty: Easy
Learning Objective: 4

42. (p. 339) Effective leaders:
A. Choose just one key source of power and influence
B. Tend to limit these types of influence and use more legitimate means
C. Usually do not have reason to use more than one of these types of power at a time
D. Make use of all seven sources of power, often in combination

 

Difficulty: Medium
Learning Objective: 4

43. (p. 339) Bartlett and Ghoshal studied several of the most successful global companies in the last decade. Their research suggests that combining flexible responsiveness with integration and innovation:
A. Requires consistency in the management role in a twenty-first century company
B. Is based on an institution, not a process in a twenty-first century company
C. Determines the value of the management role in a twenty-first century company
D. Requires rethinking the management role and the distribution of management roles within a twenty-first century company

 

Difficulty: Medium
Learning Objective: 5

 

44. (p. 339) The ___________ according to Bartlett and Ghoshal involves decisions about opportunities to pursue and resource deployment.
A. Entrepreneurial process
B. Integration process
C. Innovation process
D. Renewal process

 

Difficulty: Medium
Learning Objective: 5

45. (p. 339) The ___________ according to Bartlett and Ghoshal involves building and deploying organizational capabilities.
A. Integration process
B. Innovation process
C. Entrepreneurial process
D. Renewal process

 

Difficulty: Medium
Learning Objective: 5

46. (p. 339) The ___________ according to Bartlett and Ghoshal involves shaping organizational purpose and enabling change.
A. Entrepreneurial process
B. Renewal process
C. Integration process
D. Innovation process

 

Difficulty: Medium
Learning Objective: 5

 

47. (p. 339) The research of Bartlett and Ghoshal suggests that the critical management functions:
A. Must be present in the organization, but not necessarily in all three levels of management
B. Is strictly the domain of top management?
C. Should be confined, typically, to the top two management levels
D. Need to be shared and distributed across three management levels

 

Difficulty: Medium
Learning Objective: 5

48. (p. 339) Developing operating managers and supporting their activities occurs in middle management as part of the:
A. Integration process
B. Renewal process
C. Innovation process
D. Entrepreneurial process

 

Difficulty: Hard
Learning Objective: 5

49. (p. 339) In front-line management, creating and pursuing opportunities and managing contiguous performance improvement is an example of the:
A. Integration process
B. Entrepreneurial process
C. Renewal process
D. Innovation process

 

Difficulty: Hard
Learning Objective: 5

 

50. (p. 339) Providing institutional leadership through shaping and embedding corporate purpose and challenging embedded assumptions at the top management level is reflective of the:
A. Innovation process
B. Integration process
C. Renewal process
D. Entrepreneurial process

 

Difficulty: Medium
Learning Objective: 5

51. (p. 339) Linking skills, knowledge and resources across units in the middle-management level demonstrates the:
A. Renewal process
B. Integration process
C. Entrepreneurial process
D. Innovation process

 

Difficulty: Medium
Learning Objective: 5

52. (p. 339) Attracting resources and capabilities and developing the business at the front-line management level exemplifies the:
A. Renewal process
B. Integration process
C. Innovation process
D. Entrepreneurial process

 

Difficulty: Medium
Learning Objective: 5

 

53. (p. 340) ________ is the set of important assumptions that members of an organization share in common.
A. Organizational culture
B. Organizational leadership
C. Organizational strategy
D. Organizational change

 

Difficulty: Easy
Learning Objective: 5

54. (p. 340) The important assumptions shared by members of an organization are often:
A. Very similar to all other organizations in that industry
B. Very obvious to outsiders
C. Unstated
D. Formalized

 

Difficulty: Medium
Learning Objective: 5

55. (p. 340) When a member internalizes the beliefs and values of the firm, the corresponding behavior is:
A. A shared assumption
B. Extrinsically rewarding
C. Enforced using referent power
D. Intrinsically rewarding

 

Difficulty: Medium
Learning Objective: 5

 

56. (p. 340) Assumptions become shared assumptions through __________ among an organization’s individual members.
A. Internalization
B. Externalization
C. Reiteration
D. Reflection

 

Difficulty: Medium
Learning Objective: 5

57. (p. 340) Joe Germane, CEO of Brady Healthcare, has made sure to visit each of the international business units biannually since he was brought on in the firm. This demonstrates Joe’s:
A. Building time in the organization
B. Emphasizing key themes
C. Adapting common themes in a unique way
D. Institutionalizing practices that reinforce desired beliefs

 

Difficulty: Easy
Learning Objective: 6

58. (p. 341) An organization is much like a(n) __________, in which new members must be initiated and earn trust and credibility among fellow members.
A. Institution
B. Tribe
C. Army
D. Elite club

 

Difficulty: Medium
Learning Objective: 6

 

59. (p. 342) ________ are a person’s basis for differentiating right from wrong.
A. Principles
B. Ethical standards
C. Morals
D. Laws

 

Difficulty: Hard
Learning Objective: 6

60. (p. 344) Power Fund is a long-standing brokerage firm with a great history of high returns and well-managed growth. The managers at Power Fund repeatedly refer to terms like “quality,” “growth,” and “reliability” in the firm’s advertisements. This demonstrates managers’:
A. Dissemination of stories and legends about core values
B. Emphasis on key themes or dominant values
C. Building time into the organization
D. Managing the firm globally

 

Difficulty: Medium
Learning Objective: 6

61. (p. 344) Foto Show, an online full-service photo processing site, institutionalizes its storytelling among old and new employees alike–they even give awards to reinforce the given theme. This demonstrates:
A. Emphasizing dominant values
B. Encouraging dissemination of legends about core values
C. Building time in the organization
D. Managing organizational culture in a global organization

 

Difficulty: Medium
Learning Objective: 6

 

62. (p. 345) _________ create differences across national boundaries that influence how people interact, read personal cues and otherwise interrelate socially.
A. Values
B. Religions
C. Social norms
D. Educations

 

Difficulty: Medium
Learning Objective: 6

63. (p. 345) __________ about similar circumstances varies from country to country. In North America, individualism is central, but in Japan, the needs of the group dominate.
A. Values and attitudes
B. Religions
C. Educations
D. Social norms

 

Difficulty: Medium
Learning Objective: 6

64. (p. 345) __________, manifest in holidays, practices and belief structures, differ in fundamental ways that must be taken into account as one attempts to shape organizational culture in a global setting.
A. Values and attitudes
B. Social norms
C. Religion
D. Education

 

Difficulty: Easy
Learning Objective: 6

 

65. (p. 346) __________ differs across national borders in the various ways people are accustomed to learning.
A. Social norms
B. Social awareness
C. Education
D. Religion

 

Difficulty: Easy
Learning Objective: 6

66. (p. 346) When there is a high potential compatibility of changes with the existing culture and many changes in key organizational factors that are necessary to implement the new strategy:
A. Managers should manage around the culture
B. Managers should reformulate strategy or prepare carefully for long-term, difficult cultural change
C. Managers should link changes to the basic mission and fundamental organizational norms
D. Managers should focus on reinforcing the culture and achieving synergies

 

Difficulty: Hard
Learning Objective: 7

67. (p. 346) When there is a low potential compatibility of changes with the existing culture and many changes in key organizational factors that are necessary to implement the new strategy:
A. Managers should link changes to the basic mission and fundamental organizational norms
B. Managers should reformulate strategy or prepare carefully for long-term, difficult cultural change
C. Managers should focus on reinforcing the culture and achieving synergies
D. Managers should manage around the culture

 

Difficulty: Hard
Learning Objective: 7

 

68. (p. 346) When there is a high potential compatibility of changes with the existing culture and few changes in key organizational factors that are necessary to implement the new strategy:
A. Managers should focus on reinforcing the culture and achieving synergies
B. Managers should link changes to the basic mission and fundamental organizational norms
C. Managers should manage around the culture
D. Managers should reformulate strategy or prepare carefully for long-term, difficult cultural change

 

Difficulty: Hard
Learning Objective: 7

69. (p. 346) When there is a low potential compatibility of changes with the existing culture and few changes in key organizational factors that are necessary to implement the new strategy:
A. Managers should link changes to the basic mission and fundamental organizational norms
B. Managers should focus on reinforcing the culture and achieving synergies
C. Managers should manage around the culture
D. Managers should reformulate strategy or prepare carefully for long-term, difficult cultural change

 

Difficulty: Hard
Learning Objective: 7

70. (p. 347) Using a time of relative stability to remove organizational roadblocks to the desired culture is one broad theme in attempting to:
A. Manage around culture
B. Maximize synergy
C. Link to mission
D. Reformulate the strategy or culture 

 
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Calculating Proper Staffing

Scenario – Staffing is an important part of nursing management as healthcare is very labor intensive. Since nursing is a major expense in any institution it is oftentimes the area where administrators will try to save money, sometimes forsaking quality and increasing the chances that there will be disgruntled nurses after a short time. The following scenarios are for two units in the same hospital so acuity levels will be the same. Acuity levels are as follows: #1=4.0; #2=3.2; #3=2.3; #4=1.4. The first unit is the ICU. The second is a Med-Surg floor.

ICU Unit

· 6 patients = #1 acuity

· 2 pts = #2 acuity

· 0 pts = #3 acuity

· 0 pts = #4 acuity

Med-Surg Unit

· 6 pts. = #1 acuity

· 2 pts. = #2 acuity

· 0 pts. = #3 acuity

· 0 pts. = #4 acuity

Below is information from study material

In addition to numbers of staff, the manager must be cognizant of the staffing mix. Staffing mix refers to the mix (percentages) of licensed (registered nurse [RN] and licensed vocational nurse [LVN]) and unlicensed assistive personnel (certified nursing assistant [CNA]/nursing assistive personnel) working at a given time. The manager must also be aware of the patient acuity so that the most economical level of nursing care that will meet patient needs can be provided.

Although Unit V discusses staffing, it is necessary to briefly discuss here how staffing needs are expressed in the personnel budget. Most staffing is based on a predetermined standard. This standard may be addressed in hours per patient-day (HPPD) (medical units), visits per month (home health agencies), or minutes per case (the operating room). Because the patient census, number of visits, or cases per day never remains constant, the manager must be ready to alter staffing when volume increases or decreases.

The standard formula for calculating nursing care hours per patient-day (NCH/PPD) is shown in Figure 10.1.

 FIGURE 10.1 Standard formula for calculating nursing care hours per patient-day (NCH/PPD). (Copyright © 2006 Lippincott Williams & Wilkins. Instructor’s Resource CR-ROM to Accompany Leadership Roles and Management Functions in Nursing, by Bessie L. Marquis and Carol J. Huston.)

A unit manager in an acute care facility might use this formula to calculate daily staffing needs. For example, assume that your budgeted NCH are 6 NCH/PPD. You are calculating the NCH/PPD for today, January 31; at midnight, it will be February 1. The patient census at midnight is 25 patients. In checking staffing, you find the following information:

Shift Staff on Duty Hours Worked
11:00 PM (1/30) to 7:00 AM (1/31) 2 RNs 8 h each
  1 LVN 8 h
  1 CNA 8 h
7:00 AM to 3:00 PM (1/31) 3 RNs 8 h each
  2 LVNs 8 h each
  1 CNA 8 h
  1 ward clerk 8 h
3:00 PM to 11:00 PM (1/31) 2 RNs 8 h each
  2 LVNs 8 h each
  1 CNA 8 h
  1 ward clerk 8 h
11:00 PM (1/31) to 7:00 AM (2/1) 2 RNs 8 h each
  2 LVNs 8 h each
  1 CNA 8 h

RNs, registered nurses; LVNs, licensed vocational nurses; CNA, certified nursing assistant.

Ideally, you would use 12 midnight to compute the NCH/PPD for January 31, but most staffing calculations based on traditional 8-hour shifts are made beginning at 11:00 PM and ending at 11:00 PM the following night. Therefore, in this case, it would be acceptable to figure the NCH/PPD for January 31 by using numerical data from the 11:00 PM to 7:00 AM shift last night and the 7:00 AM to 3:00 PM and 3:00 PM to 11:00 PM shifts today. The first step in this calculation requires a computation of total NCH worked in 24 hours (including the ward clerk’s hours). This can be calculated by multiplying the total number of staff on duty each shift by the hours each worked in their shift. Each shift total then is added together to get the total number of nursing hours worked in all three shifts or 24 hours: The nursing hours worked in 24 hours are 136 hours.

The second step in solving NCH/PPD requires that you divide the nursing hours worked in 24 hours by the patient census. The patient census in this case is 25. Therefore, 136 / 25 = 5.44.

The NCH/PPD for January 31 was 5.44, which is less than your budgeted NCH/PPD of 6.0. It would be possible to add up to 14 additional hours of nursing care in the next 24 hours and still maintain the budgeted NCH standard. However, the unit manager must remember that the standard is flexible and that patient acuity and staffing mix may suggest the need for even more staff for February 1 than the budgeted NCH/PPD.

The personnel budget includes actual worked time (also called productive time or salary expense) and time that the organization pays the employee for not working (nonproductive or benefit time). Nonproductive time includes the cost of benefits, new employee orientation, employee turnover, sick and holiday time, and education time. For example, the average 8.5-hour shift includes a 30-minute lunch break and two 15-minute breaks. Thus, this employee would work 7.5 productive hours and have 1.0 hours of nonproductive time.

 
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Management Question

Extra Credit Questions

These question provide an opportunity to improve your final grade by demonstrating that you understand the concepts presented in the course.

These optional questions are worth 100 points. You may respond to any or all answers, and will not be penalized for not responding to a question. You must submit your responses prior to the last day of class. Late submission will not be accepted. No exceptions.

Remember to properly cite any references, although opinion responses do not require citations.

1. (Five Points). If you compare Microsoft and Apple side-by-side, by any measure of business success (market capitalization, stock price, dividends, market ownership), Microsoft is much more successful. Nonetheless, Steve Jobs has been characterized as a great leader, but Bill Gates has not been so defined. In your opinion, why?

2. (Five points). You are a hiring manager for an IT company. You have one position to fill and two candidates. Candidate one is a white male and candidate two is an Asian female. Candidate one is slightly more qualified than two—in fact you have some doubts whether candidate two is fully qualified. However, your company is under-represented by Asians and by women, based on the local labor pool. Your company has no complaints filed against it with the Equal Employment Opportunity Council. Which candidate do you hire? Why? What are the possible consequences?

3. (Ten points). Several months ago, Walgreen’s announced a plan to move its corporate headquarters overseas to avoid corporate taxes. The estimated savings was estimated at $2 billion a year. Walgreen’s stated that the move was in the best interest of its stockholders despite that fact that the move would result in the loss of a few jobs in the United States.

After the announcement, its stock price increased 12%. However, Walgreen’s suffered a lot of abuse in traditional and social media. One week later, Walgreen’s acquiesced and announced the cancellation of these plans. Its stock price fell.

While the debate over corporations moving offshore is political, there were clear business advantages. Do you believe that Walgreen’s first decision was ethical? Why do you think Walgreen’s management reverse course?

4. (Ten points). In May 2015, a business owner by the name of Dan Price changed his firm’s pay policy. Here decided to pay every employee the same salary, $70,000. He even reduced his million dollar salary to that amount. His firm has experienced consequences that he did not foresee.

a. What theories that we have addressed in this course might have given him insight into the consequences of his action?

b. What would these theories have predicted?

5. (Five points). Go to this URL: https://www.youtube.com/watch?v=BKorP55Aqvg and review the comedy sketch, The Expert. What did you learn from this sketch?

6. (Five points). What is the purpose of continuous process improvement?

7. (Ten points). What is the best continuous process improvement methodology? Defend your response.

8. (Five points). List the four human hormones that affect human performance, attitudes, and outlook from a business perspective.

9. (Ten points). Describe your understanding of “autonomy, mastery, and purpose.”

10. (Ten points). Do you consider yourself a “Type I” or a “Type X” person? Why?

11. (Five points). Describe a policy or practice at your work or in school that has decreased your motivation to perform well.

12. (Ten points). What organizational structure do you consider the best? Why?

13. (Ten points). Are the leaders of the Mexican cartels good or bad examples of leadership? Why?

 
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Union Leadership – 3 Pages

1. Write a statement in which you write to your (fictional) union leader asking to take on one form of political action. The 4 basic forms are listed on page 145. Write a statement of petition to your union leader, include in your argument, which of the 4 tributes you should be assigned to lead and why. Call on any personal, work, volunteer or education experiences you have had to justify your choice. Include in your assessment your understanding of the organization’s core values and how your skills and abilities align with them.

2. Answer discussion question 2 on page 151.  The question is as follows: How can the inclusion of women in top leadership position local and national unions be increased? As you do so, please write a paragraph regarding why unions lack female leadership. Discuss how this diverse topic should align with organization’s core values.

3. Read through any of the website of ongoing political action groups at the bottom of the page on 151 (under key terms). Provide a summary of what you learned from the website. Some of the sites are listed below:

 

aflcio.org

uschamber.com

http://www.nrtw.org

 

Any papers/assignments should at a minimum contain 3 pages of content (double spaced), include a properly formatted cover page, and a reference listing page with at least three (3) NEW references properly listed at the end of your work. Providing additional references to your assignments demonstrate your desire to conduct additional research on the topic area and can improve your research skills.

 
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Writing Assignment 1: Formal Analysis Paper

FORMAL ANALYSIS CHECKLIST

This does not need to be turned in with your assignment, but failure to meet any of the following criteria will result in the dropping of half a letter grade (meaning 5 points) for each omission (with only the exception of plagiarism – see the syllabus policy):

FORMAT

____ It must have a word count of between 750 and 1000 words WITHOUT PICTURES, FOOTNOTES, TITLE PAGE OR BIBLIOGRAHY, OR YOUR NAME/DATE/CLASS. Your paper will be marked down if it is not the required length.

____ It must be typed in Times New Roman 12 pt Font.

____ It must have one-inch margins on all four sides.

____ It must be double spaced.

____ No extra space between paragraphs. (In Word, highlight all of your text, go to Paragraph, then click the box next to “Don’t add space between paragraphs of the same style.”) Indent the beginning of each paragraph.

____ Title specific to your paper, that expresses the ideas about which you write in the text, not the name of the assignment (for ex., not “Writing Assignment 1” or “Formal Analysis Paper”). No title page required. You may put your name at the top of the first page.

____ Introductory paragraph with thesis statement and brief description of work of art.

____ All paragraphs include topic/introductory sentence, information relating to that topic, explanation or details, and concluding sentence.

____ Concluding paragraph summarizes your important points without simply repeating what you’ve already said and without introducing new ideas that you haven’t discussed.

GRAMMAR/STYLE

____ It must not contain more than 3 major grammar or punctuation errors (including plurals, possessives, semicolon and comma use, use of adverbs v. adjectives, verb conjugation, incomplete sentences, pronoun use, not using contractions, appropriate capitalization, etc.). If you have questions pertaining to grammar issues, you should consult The Elements of Style, which is available online at the following site: http://www.bartleby.com/141/ . Also, you can go to the Writing Center for help. For more information see http://www.coastal.edu/writingcenter/

____ Do not use first- or second-person personal pronouns, such as “I” and “you” (or me, my, mine, your, we, us, our…) or “one”

____ Do not refer to the viewer; anything you describe will be stated from the viewer’s point of view, so this is not necessary. For example: “the viewer sees…”, “one notices that…”, “it can be seen that…”, “when looking…”, “the audience…”, “the eye notices that…,” “looking at the painting…,” “are visible,” “it looks like…,” “at first glance,” “based on observations,”etc.

____ Keep verb tense consistent in your paper and when discussing works of art (usually use present: i.e. “The painting is…The figures in the painting show…”)

____ No conversational language, for example: “gives off,” “sticks out,” “vibe,” “guy,” “laid back,” “looks to be,” “kind of,” “sorta,” “grab,” “looks okay,” “looks weird,” “relatable,” “how come,” “builds off of,” “impactful,” “shows up,” “way too…,” “have a feel to them,” “big on,” “ditto,” “back in the day,” “genius” used as an adjective, etc. Try to sound art historical.

____ If you discuss a specific work of art, you must provide: 1) the name of the artist, spelled correctly; 2) the title of the work, italicized; the first time you mention the work, give the date the work was created (in parentheses after the title is fine).

____ If you refer to an artist, use last name, not first name.

CITATION (you do not need to do any research for this paper, but in case you do use something from an outside source)

____ All citations cited using Chicago style footnotes or endnotes. (See links on Moodle for guidelines, or see the Chicago Manual of Style in the library. You must give the exact page number for each citation, not a range of pages. Each footnote has a separate number; do not repeat numbers.) If you use text or information from uncited sources it is PLAGIARISM and may result in an FX grade for the class.

____ All citations/quotes contextualized, not just dropped into the paper as independent sentences.

____ Citations used to quote the artist or theoretical ideas; facts rephrased in your own words BUT STILL CITED. (For example, this should be rephrased: The painting “was completed in the nineteenth century in Barcelona.”1 This quote should be rephrased in your own words. BUT: Monet said, “When you go out to paint, try to forget what objects you have before you.”2 These are Monet’s own words, so it’s good to cite them exactly. Give specific page numbers.

FINAL REVIEW

____ Proofread for spelling and grammar issues.

____ Re-read assignment directions before submitting final copy.

____ Upload the paper to Moodle Turnitin. You do not need to submit a hard copy.

____ No text or information from outside sources has been used. If you use text or information from uncited sources, it is PLAGIARISM and may result in an FX grade for the class. If you cite any information, use Chicago style citation: http://www.chicagomanualofstyle.org/tools_citationguide.html

____ The paper must be turned in by time scheduled on the due date. Anything submitted afterwards will not be accepted. NO EXCEPTIONS.

 
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Case Write-Up

In your write-up, please write a minimum of two pages (double-spaced, 12 point, Times New Roman is acceptable) answering the questions listed below.

  1. How did the marketing campaign for The Hunger Games: Catching Fire mark a departure from a traditional marketing campaign for a movie? What was innovative about the marketing approach adopted by Lionsgate?
  2. A good transmedia storytelling campaign should be persistent, pervasive, participatory, and personalized. Critically evaluate the campaign based on these elements.
  3. Discuss why Lionsgate focused on engaging existing fans rather than attracting new customers to the movie. Do you agree with the decision to not focus on other segments like older customers or male customers?
  4. Carefully review all the creative and media tactics used in the campaign. What did Lionsgate do well and what could have been done better?

You will be graded on the depth of your analysis. Use relevant points from the case to justify your responses. If you recognize multiple points (e.g., there may be several ways that the campaign departed from traditional campaigns) so be sure to include them all. Use this case write-up to show that you are able to draw out relevant information from the case, and use them to argue your point. As outlined in the syllabus a portion of your case grade will also be based on your involvement in the class discussion.

 
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Assigment For Researcher_D

Resources: Ch. 11 & 12 of Managing Human Resources, Ch. 9 & 10 of Human Resource Management, the InterClean Scenario, and Employee Profiles

Consider the following scenario:

Now that you have created an appraisal system for employees on your new team and a career development plan for each member, you need a compensation plan for your employees. Because InterClean is embarking on a new strategic direction, upper management has asked you to suggest a new compensation plan specifically for your Puerto Rican team. You must propose the plan and a rationale to the Human Resources Department for approval.

Write a proposal of no more than 1,050 words that includes the following:

  • A description of a compensation package for your new employment team
  • An explanation of why your pay system will work
  • A description of three components of a total rewards package that would motivate employees to reach peak performance
  • A description of your compensation plan’s benefits to the individual as well as to the company
  • An explanation of how the Puerto Rican compensation plan differs from the parent company’s compensation plan, including a rationale for the differences.
 
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Uber Case Study

2-1 Introduction

 

Uber Technologies Inc. (Uber) is a tech startup that provides ride-sharing services by

facilitating a connection between independent contractors (drivers) and riders with the use

of an app. Uber has expanded its operations to 425 cities in 72 countries around the world

and is valued at around $70 billion, making it the world’s most valuable startup.

Approximately 30 million users use Uber’s services monthly. Uber has become a key player

in the sharing economy, a new economic model in which independent contractors rent out

their underutilized resources such as vehicles or lodging to other consumers. The sharing

economy is quickly becoming an alternative to owning resources outright. Because its

services cost less than taking a traditional taxi, Uber and similar ride-sharing services have

upended the taxi industry. The company has experienced resounding success and is

looking toward expansion both internationally and within the United States.

However, Uber’s rapid success is creating challenges in the form of legal and regulatory,

social, and technical obstacles. The taxi industry, for instance, is arguing that Uber has an

unfair advantage because it does not face the same licensing requirements as they do.

Others accuse Uber of not vetting their drivers, creating potentially unsafe situations. Some

major cities are banning ride-sharing services like Uber because of these various concerns.

Additionally, Uber has faced various lawsuits, including a lawsuit filed by its independent

contractors. Its presence in the market has influenced lawmakers to draft new regulations to

govern this “app-driven” ride-sharing system. Legislation can often hinder a company’s

expansion opportunities because of the resources it must expend to comply with regulatory

requirements. Uber has been highly praised for giving independent contractors an opportunity to earn money as long as they have a car, while also offering convenient ways for consumers to get around at lower costs. Although its “Surge Pricing” technique has been criticized for charging higher fares during popular times, it is also becoming a model for other companies such as Zappos in how it compensates its call center employees. The biggest issues Uber faces include legal action because drivers are not licensed, rider and driver safety,protection and security of customer and driver information, and a lack of adequate insurance coverage. To be successful, Uber must address these issues in its marketing strategy so it can reduce resistance as it expands into other cities.

2-2 Background

In 2009 Travis Kalanick and Garrett Camp developed a smartphone application to connect

drivers-for-hire with people needing rides to a destination in their city. Earlier in the year the

founders had attended the inaugural address in Washington, D.C. and could not hail a taxi.

They recognized the need for a convenient, low-cost transportation service. This innovative

service was originally founded as UberCab Inc., a privately held company. It was renamed

Uber Technologies, Inc. in 2010. Co-founders Kalanick and Camp designed the mobile app

for iPhone and Android smartphones, enabling customers to get an estimated time of arrival

from the driver on their smartphone with the use of an integrated GPS system.

Consumers liked the Uber app because of its convenience and ease-of-use. After the

mobile app is downloaded to their smartphones, passengers can pay for the rides-for-hire

service through a third party, known as a Transportation Network Company (TNC), using the

UberX platform that scans or takes a picture of their credit card with the smartphone’s

camera. Uber does not maintain automobile inventory for drivers, such as a fleet of taxicabs

or limousines. Instead, each driver-for-hire supplies his or her own personal automobile,

gas, insurance, and maintenance of his or her own car. Drivers can drive their own cars

where they want when they want, providing them with freedom to run their own small

businesses. A surge pricing model is used during times of peak demand. While Uber initially

charged about a 20 percent commission, it later introduced a new tiered structure in some

cities that charged different commission rates depending upon the number of hours worked.

Due to the increased demand in the rides-for-hire industry, Uber makes about $4 billion in

revenue. The term uber has become so popular that people have started using it as a verb,

much like google. Founder and former CEO Travis Kalanick sees Uber’s services as a type

of disruptive technology, believing that the types of ride-sharing services Uber offers will one

day make it a viable alternative to owning a car. Younger generations appear more open to

using services as needed rather than owning them outright. In emerging economies such as

India, many people do not own cars, which gives Uber a major advantage. As ride sharing

continues to increase, Uber could find itself competing against car ownership.

Uber maintains a presence in major U.S. cities including Los Angeles, San Francisco, New

York City, Chicago, Washington D.C., and Boston. These cities have the most driver–

partners, although many other cities also have driver–partners. Uber technology-based

products are available under these various brands: Uber, UberX, UberXL, UberSelect,

UberBlack, UberSUV, UberLUX, UberPool, and the logistics-request brand UberEats. Uber

has also upgraded its current navigation service (Google and Apple) with deCarta Mapping

Company. This new mapping system continues to improve Uber’s navigation and location

technologies.

2-3 Uber’s Marketing Strategy

Like all companies, Uber must understand its target market and maintain a strong marketing

mix to be successful. Due to its technology, Uber does not have as many constraints as taxi

cabs, although it has encountered regulatory obstacles and some public resistance. The

Uber business model takes advantage of the smartphone technology of consumers and

links them with independent drivers as their cabs. This provides a more potentially efficient

and less-expensive way to purchase transportation.

2-3a Products

Uber’s products are all digital. Consumers download Uber’s app onto their smartphones.

When they want to request a ride, they can use the app to contact a driver in the near

vicinity. The Uber app allows consumers to track the location of the car and alerts them to

when the car arrives.

Uber offers a few different services to customers based upon their preferences. Its most

used service is UberX, the low-budget option. Drivers use their own vehicles to transport

passengers. UberSelect is a more luxurious option than UberX but with lower prices than

the premium options. UberBlack is for consumers who desire to have their own private

driver in a high-end sedan. UberSUV connects users with SUVs, while UberLux is the most

expensive service with luxury vehicles. UberXL is similar to UberSUV but costs 50 percent

less. Another low-cost option includes UberPool, which allows passengers to share rides

and split the costs.

Uber is also attempting to expand into other services. Its UberEats is a meal delivery app

that partners with local restaurants to offer meals to consumers within 10 minutes. Uber is

also looking to break into the emerging self-driving car industry (known as autonomous

cars), competing against the likes of Google and Tesla. Uber partnered with Carnegie

Mellon University to begin testing autonomous cars in Pittsburgh, Pennsylvania.Since it is

still in the testing stage, autonomous cars have two Uber employees in the front seat ready

to take the wheel if needed. The company hopes to take what it learns to improve how

autonomous cars run in different terrains. These new services are allowing Uber to branch

out and expand into different businesses.

 

2-3b Distribution

Uber operates in more than 425 cities in 72 countries. One major reason Uber is so popular

is because its app allows users to contact any drivers in the near vicinity. Drivers use the

Uber app to provide them with directions. Los Angeles, San Francisco, New York, Chicago,

Washington D.C., and Boston have the most drivers in the United States. Most Uber drivers

offer their ride-sharing services on a part-time basis.

To be successful, Uber engages in strategic partnerships with other companies. In the

United States it partnered with American Express. Card members enrolled in American

Express’s Membership Rewards program can earn points with Uber for rides. Strategic

partnerships with local firms are especially important as Uber expands internationally

because it allows the company to utilize the resources and knowledge of domestic firms

familiar with the country’s culture. Uber has partnered with Times Internet in India, Baidu in

China, and AmericaMovil in Latin America.

 

2-3c Pricing

Uber uses its app to determine pricing. Once the passenger completes his or her ride with

an Uber partner–driver, the person’s credit card is charged automatically. Fees charged for

speeds over 11 miles per hour are charged by the distance traveled. Uber operates on a

cost leadership basis, claiming that it offers lower rates than taxis. However, the app

OpenStreetCab suggests that Uber might be more cost-efficient only when the fare is more

than $35.

Uber uses an algorithm to estimate fees charged when demand is high. Called surge

pricing, Uber has even applied for a patent for this type of system. This “peak pricing”

strategy is not too different than when utilities or flights charge higher prices when demand

is high. Passengers are alerted during times when the price is higher. However, the extent of

the pricing increase has been questioned as some consumers believe Uber uses this high

demand to “price gouge” passengers.

In some situations, Uber’s surge pricing has led to considerable criticism. During one New

Year’s Eve, pricing surged up to seven times the normal price. During a hostage crisis in

Sydney, Australia, Uber charged as much as four times the normal price as an influx of

people struggled to evacuate. Uber responded by claiming its price hikes encouraged more

drivers to pick up passengers in the area, but consumers were outraged. Within an hour

Uber agreed to refund users in the Sydney area who paid the higher prices. In extreme

shortages, prices are sometimes hiked to as high as 6–8 percent. On the one hand, it can

be argued that surge pricing increases the number of drivers during times of high demand. It

is estimated that the number of drivers increases by 70–80 percent due to surge pricing. On

the other hand, consumers believe this is a form of price gouging and that Uber capitalizes

on emergency situations such as the Sydney hostage crisis. Uber has to reconcile these

different situations to create a pricing strategy considered fair by its users.

 

2-3d Promotion

Uber has engaged in a number of promotional activities to make its brand known. Often it

adopts buzz marketing strategies to draw attention to its services. For instance, to celebrate

National Ice Cream Month one year Uber launched on-demand ice cream trucks in seven

major cities. In one promotion Uber partnered with General Electric to offer free DeLorean

rides to San Francisco users reminiscent of the movie Back to the Future. Uber also uses

promotion to portray its benefits compared to its rivals. For instance, Uber assumed a

combative advertising approach to its major rival Lyft through a Facebook ad campaign.

Uber advertising often stresses the convenience and low cost of its ride-sharing services.

However, like all companies Uber must take care to ensure that its advertising could not be

construed as misleading. A lawsuit was filed in the U.S. District Court in San Francisco

stating that Uber violated the 1946 Lanham Act that prohibits false advertising. Taxi

companies claimed, for instance, that Uber’s drivers do not have to undergo fingerprinting in

California as part of background checks, and yet it used advertising such as “the safest ride

on the road” and sets “the strictest safety standards possible,” as well as Uber’s $1 “Safe

Rides Fee.” According to the taxi drivers, these deceptive advertising practices take

customers away from their services and are therefore leading to economic harm.

2-4 Uber Faces Challenges

Uber faces a number of challenges including internal struggles, legal and regulatory

challenges, and global issues. In the United States, major cities are considering regulating

Uber. However, it faces even more challenges as it expands internationally as some

countries are opting to ban Uber services. Uber will have to adapt its marketing strategy to

address both domestic challenges within the United States and the various laws enforced in

different countries.

2-4a Internal Challenges—Driver Relations

Uber operates in an industry where trust between strangers is vital. This trust ensures a

safe and comfortable ride for both passenger and driver. Uber has developed a rating

system to help assure this trust and reliability between passengers and drivers, called a

ride-share ratings system. Ride-share rating systems pose a unique challenge for Uber

because of the way they are set up and the level of rider objectivity. Uber’s insistent policy of

maintaining a five-star fleet can put drivers at a disadvantage. Uber rivals have similar

policies; for instance, Lyft tells customers that anything less than 5 stars indicate

unhappiness with the ride.

Low driver scores can mean drivers are forced to take remedial classes where they learn

about safe driving techniques and driver etiquette. Those who fail to increase their scores

risk suspension or permanent deactivation. Because consumers have different views of

what constitutes quality, it can be argued that Uber drivers are placed at the mercy of the

consumer’s mood.

Drivers have also expressed unhappiness with Uber’s pay. Uber will often lower fare rates in

order to gain a competitive advantage in different markets, which cuts into driver earnings.

Additionally, drivers are driving their own cars and spending their personal funds on upkeep

and insurance. In 2014 drivers working with Teamsters Local 986 launched the California

App-based Drivers Association (CADA), an Uber drivers’ Union. More cities have started

their own unions.

Uber has begun to guarantee hourly earnings of $10–$26 per hour for its drivers, but to

qualify drivers have to comply with Uber’s rules including accepting 90 percent of ride

requests, doing one ride per hour, and being online 50 out of 60 minutes. Critics say these

restrictions effectively keep drivers from working for other ride-sharing services. Uber drivers

are independent contractors and not employees of the company, so they have the option to

work for competitors. However, these new criteria may be a way to keep drivers working for

Uber and no one else.

This independent contractor status has also created controversy for drivers. Drivers claim

that Uber’s requirements make them more employees than independent contractors. For

instance, Uber has certain rules about types of car and soliciting business. Some also claim

that after Uber takes its commission, they end up earning less than minimum wage.

Disgruntled drivers have staged protests and filed lawsuits against the firm.

In 2015 Uber faced a setback when a California labor commissioner ruled that an Uber

driver qualified as an employee. The commissioner argued that because Uber was “involved

in every aspect of the operation,” including setting fares and nonnegotiable fees, it had enough control over the driver for her to qualify as an employee. Uber was ordered to pay

the driver $4,100 to cover mileage and tolls. Uber continues to maintain that its drivers are

independent contractors and is still fighting against other lawsuits in California. While this

does not necessarily mean all Uber drivers will qualify as employees under the court

system, it does set a precedent for drivers in other states to file lawsuits. If Uber encounters

more issues in this area, it might have to alter its relationship with drivers and give up some

control so its drivers will fall beneath the employee threshold.

2-4b Corporate Culture

More recently, Uber has come under criticism for an aggressive—and some say toxic—

corporate culture. Some prominent executives at Uber have left the firm, claiming that the

corporate culture conflicted with their values. The problems became so serious that one of

Uber’s biggest shareholders and other investors pressured Travis Kalanick to resign as

CEO, although he will remain on the board. Kalanick was well known for his aggressive

strategies, and according to critics, this behavior began trickling down to employees.

Investors began to question how Kalanick’s temperament might impact his leadership

capabilities after some high-profile negative events. For instance, an Uber driver driving

Travis Kalanick had a heated exchange with Kalanick that was recorded and released to the

public. Kalanick was highly criticized for his participation on President Donald Trump’s

president advisory panel, and accusations that Uber had weakened a taxi union strike

protest led to 200,000 customers deleting their accounts. Autonomous car company

Waymo, owned by Alphabet Inc., has sued Uber, claiming that one of its employees stole

trade secrets.

Like many Silicon Valley startups, Uber has also been criticized for its lack of diversity. One

woman who worked as an engineer for the firm maintains her sexual harassment claims

were dismissed after complaining of unwanted sexual advances by her superior. She wrote

a blog detailing her ordeal. In response, Uber launched an investigation into the claims.

However, it initially resisted calls from the media and Civil Rights leader Reverend Jesse

Jackson to disclose the demographics of its workforce.

Uber’s resistance to releasing its diversity statistics coupled with accusations of sexual

harassment led to a backlash among certain investors. Two prominent investors wrote a

letter to Travis Kalanick claiming that Uber had a toxic culture that needed to change. Uber

agreed to release its first diversity report, have its employees undergo diversity training, and

hire a new chief operating officer. The company hired Bernard Coleman, who was chief

diversity officer for Hillary Clinton’s presidential campaign, as its chief diversity officer in

order to help increase the diversity of its workforce. It also fired 20 employees it believed

were involved in harassment, discrimination, or other improper behaviors.

Travis Kalanick responded to the negative press by apologizing for his behavior and

admitted he needs leadership help. When morale dropped after the engineer’s sexual

harassment allegations, he met with a group of female employees to discuss their concerns.

Despite these positive actions, it was not enough to quell shareholder unease. Travis

Kalanick agreed to resign as CEO due to the pressure from investors. The challenge Uber

faces is that it has become so associated with its founder that it may be difficult to change

leadership while maintaining such rapid expansion and success.

 

2-4c Legal Challenges

Regulation is a constant challenge for Uber. As it becomes more popular, Uber will become

subject to more legal and regulatory requirements common to other big businesses. For

instance, the Americans with Disabilities Act is becoming a challenge for Uber. Since the

Uber service is usually operated within a driver’s personal vehicle, many of the vehicles are

not wheelchair friendly.

Taxi lobbies are also pressuring local governments to block Uber in many cities. They claim

that Uber hurts their businesses and has an unfair advantage as Uber drivers are not

subject to the same restrictions as licensed taxi drivers. Cities have taken action against

Uber by blocking ordinances that provide a path to legalization for mobile ride-booking apps

and issuing cease-and-desist orders. With Uber looking into expanding into self-driving

vehicles—a new industry that will prompt a number of safety laws—its encounters with

regulators are not likely to decrease any time soon.

Uber has often taken an aggressive stance against regulations that would place limitations

on its services. For instance, in 2012 when Washington D.C. attempted to force Uber to

accept a price floor to operate in the city, Travis Kalanick accused regulators of price fixing

and encouraged Uber users to contact their representatives. The result was a flood of angry

responses. Kalanick’s approach to negotiating with regulators could be described as

antagonistic as he often ignored his lobbyists’ advice to seek compromise. Uber has also

been accused of blatantly disregarding laws in other countries that forbid ride-sharing

services, a criticism that will be discussed more in-depth in a later section.

In addition to having an unfair competitive advantage, another accusation levied against

Uber is that it does not adhere to proper safety standards. Allegedly, Uber drivers were

involved in three rapes in Delhi, India; Chicago; and Boston. These rapes harmed Uber’s

reputation and cast its safety into question. A lawsuit was filed against Uber in San

Francisco for the wrongful death of a 6-year-old girl. The lawsuit alleged that a driver was

distracted using the UberX app when he struck and killed the girl. Uber responded by

claiming that the driver was not an agent for Uber and was not en route or transporting a

passenger at the time of the accident. Once again, this brings up the issue of how much

Uber should be responsible for its drivers as independent contractors.

To reestablish its reputation for safety, Uber has added a “safe ride checklist” to its app,

which is a pre-pickup notification that encourages riders to confirm the license plate number

and verify their driver’s name and appearance before entering a vehicle. They have also

added a team of safety and fraud experts to authenticate drivers and a dedicated incident response team to address rider issues in India. Insurance is another criticism. Although Uber’s website claims that it offers $1 million in liability insurance plans for its drivers, some states are issuing warnings stating that rideshare insurance may not cover them should there be an accident. This is because personal cars are being used for commercial purposes. Many states in the United States are reconsidering insurance requirements in light of this issue, and insurance firms such as Geico and MetLife have begun offering insurance packages for ride-sharing services.

 

2-4d Global Expansion

Uber has adopted the motto “Available locally, expanding globally” to describe the

opportunities it sees in global expansion. International expansion is a major part of Uber’s

marketing strategy, and it has thus far established the ride-sharing service in 72 countries.

Uber is correct in assuming that consumers from other countries would also appreciate the

low cost, convenience, and freedom that its app services offer.

Even though it is successful in some countries, many countries have regulatory hurdles that

have caused trouble for Uber to successfully operate in these areas. Perhaps the biggest is

the failure to obtain licenses even though Uber drivers offer many of the same services as a

taxi. Governments have responded by banning Uber or Uber services due to the lack of

professional licenses for drivers. For instance, in Spain, Uber shut down its ride-sharing

service after a judge ruled that Uber drivers are not legally authorized to transport

passengers by unfairly competing against licensed taxi drivers. Uber has since returned to

Spain with UberX, which uses licensed drivers. Police in Cape Town, South Africa

impounded 33 cars operating with the Uber app because the drivers did not have a taxi

license. Police in Indonesia have been prompted by taxi and transportation operators to

investigate whether Uber’s start-up practices are illegal. Bans have also been instituted in

France, India, and Germany.

France

In 2011 Paris became the first city outside of the United States where Uber set up

operations. However, an attempt was made to ban one of its services because drivers did

not need to be licensed. French police even raided Uber’s Paris office. A French law was

passed mandating that operating a service that connects passengers to non-licensed

drivers is punishable with fines of over $300,000 and up to two years in prison. Hundreds of

Uber drivers in France were issued fines for operating illegally.

Uber challenged that law, claiming that it is unconstitutional because it hinders free

enterprise. A French court decided against banning Uber’s service and sent the case to a

higher court. This has generated strong criticism from taxicab officials in France as they

claim that they have to license drivers while Uber is currently free from this restriction.

French courts later ruled against Uber, and the company no longer uses unlicensed drivers

in the country.

India

India is Uber’s second largest market after the United States. India rejected Uber’s

application for a taxi license. In New Delhi a woman’s rape allegation led to a ban against

app-based services without radio-taxi permits in the capital. In response to the alleged rape, Uber began installing “panic button” and tracking features to its app. Uber also began

offering its service in New Delhi without charging booking or service fees.

Despite these changes, Uber continued to run afoul of Indian authorities. India asked

Internet service providers to block Uber’s websites because it continued to operate in the

city despite being banned. However, it did not ban the apps themselves because doing so

would require it to institute the ban across the entire country. Uber must tread carefully to

seize upon opportunities in India without violating regulatory requirements. This is more

difficult as Uber drivers are independent contractors that set their own schedules and make

their own decisions about whether to work.

Germany

In 2015 a German court banned Uber services if they used unlicensed drivers. Uber argued

in court that the company itself is only an agent to connect driver and rider. Rules that apply

to taxi services do not apply, and all services are deemed to be legal, according to Uber.

The court ruled that Uber’s business model clearly infringes the Personal Transportation

Law, because drivers transport riders without a personal transportation license. The

injunction includes a fine of more than $260,000 per ride for non compliance. If the

injunction is breached, drivers could go to jail for up to half a year, in addition to an

imposition of fines. The German Taxi Association (Taxi Deutschland) was pleased with the

outcome and claimed that taxi services will remain in the hands of qualified people and keep

everyone safer. Despite the ruling, an Uber spokesperson said that the company will not

give up on Germany because other Uber services that use licensed drivers remain

unaffected by the District Court’s verdict.

 

2-5 Uber Addresses Risks

Long-term sustainability of Uber depends on managing future risks in five key areas:

1. Drivers: The number of disgruntled drivers could get out of control if Uber increases its

profit share deductions. With recent laws mandating healthcare insurance, drivers

may require healthcare coverage. Training programs to improve driving skills could

reduce risk from negligent drivers and decrease liability insurance costs. Additionally,

if Uber successfully expands into the autonomous car industry, it will most likely have

to deal with resistance as autonomous vehicles could reduce and/or eliminate the

need for drivers. Finally, strong competition in the industry has caused Uber to make

changes in how it compensates drivers, which has prompted some drivers to complain

that they cannot make a sustainable income.

2. Competitors: Uber’s business model can be found in similar rides-for-hire services,

such as Lyft and the Indian ride-sharing service Ola. More rides-for-hires could

emerge, in addition to the everyday competition from taxis, limos, rental car

businesses, air travel, trains, and city and chartered buses. Switching costs for

customers are low, and because ride-sharing companies do not own their own fleets,

costs of operating are much less than in other industries. This means that Uber must

remain competitive if it wants to keep its customers loyal. Lyft is probably Uber’s

biggest competitor in the United States with 20 percent market share. Its smaller size

makes it easier for Lyft to subsidize drivers and lower fares. Expanding into the

autonomous car industry will also place Uber in competition with Google, Tesla, and

major automobile manufacturers that are also trying to enter the industry.

3. Customer Base: Increasing the demand for rides-for-services is a continuous or future

challenge that requires attention primarily to safety improvements and rates that have

a cost/benefit to both passengers and drivers. Unpredictable demand is a future risk

that could be met with product diversification. Currently, Uber offers technologyoriented

products, and it must continue to be competitive in an industry where there is

intense competition for rates.

4. Technology: Customers are wary of downloading apps, and some online businesses

have been hacked for credit card information. Uber could upgrade its database

security system to reduce financial or personal account information risks. Additionally,

success in the autonomous car industry will take a lot of investment from Uber, and many regulators are likely to be initially wary of self-driving cars—especially since

there are so few laws governing it.

5. Customer Satisfaction: Long waits, inexperienced drivers, and even sexual

harassment have been reported. Better Business Bureau complaints mainly involve

pricing and problems with service. Uber might use the Internet to check consumer

complaints and address them to improve customer satisfaction.

 

2-6 Conclusion

The emergence of Uber has influenced many services to follow the Uber business model.

There are similar firms that offer ride-sharing services, and there are firms that want to be

an Uber-type business in the way they deliver goods and services. For example,

Cargomatic has developed an app to help fill space on trucks. Cargomatic, which now

operates in California and New York, has been called the Uber for truckers because it

connects shippers with drivers who are looking for extra shipments to haul. This is signaling

a shift in the industry, in which people are the infrastructure rather than buildings or fleets of

vehicles. Uber faces a number of ethical challenges, including regulatory and legal issues both inside and outside of the United States. Laws that protect consumers specifically target taxi services, whereas Uber defines its services as “ride sharing” and Uber as an “agent” of their “individual contractors.” However, many courts do not view its services in the same way and are forcing Uber to comply with licensing laws or stop business in certain areas. Additionally,snafus by Travis Kalanick and Uber’s aggressive corporate culture has led to Kalanick’s resignation as CEO.Despite Uber’s challenges, the company has become widely popular among consumers and independent contractors. Supporters claim that Uber is revolutionizing the transportation service industry. Investors clearly believe Uber is going to be strong in the market in the long run. Uber has a bright future and expansion opportunities are great. It is therefore important for Uber to ensure the safety of its riders and the drivers. It should also adopt controls to ensure that independent contractors using its app obey relevant country laws. Uber has to address these issues to uphold the trust of its customers and achieve long-term market success.

 

2-7 Chapter Review

2-7a Questions for Discussion

1. What are the ethical challenges that Uber faces in using app-based peer-topeer

sharing technology?

2. Since Uber is using a disruptive business model and marketing strategy, what

are the risks that the company will have to overcome to be successful?

3. Because Uber is so popular and the business model is being expanded to

other industries, should there be regulation to develop compliance with

standards to protect competitors and consumers?

 
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