Case Study Assignment Help

/in /by

Please try to post by Sunday sometime so I have time to go over it before I post it. Its due Monday morning at 9am EST. Thank you!!!

Case Study 3: Zappos: Delivering Customer Satisfaction

Due Week 9 and worth 200 points

Read the “Zappos: Delivering Customer Satisfaction” case, located on page 475 of the textbook.

Write a four to six (4-6) page paper in which you:

  1. Analyze the manner in which Zappos’ leadership has fostered a culture of ethicalness in the company. Suggest two (2) actions that other companies can take in order to mimic this culture.
  2. Determine the major impacts that Zappos’ leadership and ethical practices philosophy have had on its stakeholders.
  3. Examine three (3) of the ethical challenges that Zappos faces. Recommend three (3) actions that Zappos’ leadership should take in order to address these ethical challenges.
  4. Evaluate the effectiveness of the core values in relation to developing a culture of ethicalness. Determine the manner in which the core values support the stakeholder’s perspective.
  5. Analyze the major ethical challenges that Zappos has faced. Determine whether or not you would have resolved these challenges differently than Zappos’ management. Provide a rationale for your response.
  6. Use at least three (3) quality academic resources in this assignment. Note: Wikipedia and other similar Websites do not qualify as academic resources.

Your assignment must follow these formatting requirements:

  • Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.
  • Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.

The specific course learning outcomes associated with this assignment are:

  • Examine ethical issues and dilemmas in business.
  • Analyze scenarios to determine the ethical character of decisions made and the related impact on the organization.
  • Examine the significant issues of an ethical controversy in business to moral philosophy and values.
  • Write clearly and concisely about issues in ethics and advocacy for HR professionals using correct grammar and mechanics.
  • Use technology and information resources to research issues in business ethics and advocacy for HR professionals.
 
Do you need a similar assignment done for you from scratch? Order now!
Use Discount Code "Newclient" for a 15% Discount!

Starbucks Employee Training – Delivery Methods

/in /by
Running head: NEEDS ANALYSIS 1

 
NEEDS ANALYSIS 7

 

Needs Analysis

Needs Analysis

Every organization needs to train their employees from time to time to keep them updated on the knowledge and skills needed for the job. Training is important and can be a big investment for the corporation. The first step in an effective employee training program is to identify the knowledge or skills the employees are missing or need to improve upon. This can be accomplished by performing a needs assessment at both individual and organizational levels. This process includes establishing an understanding of the current organizational status, as far as the employee skills are concerned, and at what level it should be in the future.

“A training needs analysis (TNA) is a systematic method for determining what caused performance to be less than expected or required. Performance improvement is the focus of training” (Blanchard & Thacker, 2007, p. 101). By performing a TNA, a company or organization can decide if training can improve performance issues. A TNA can be performed when a company or organization decides to change a policy or has concerns about a specific issue. A TNA also can be performed to help encourage and enhance team-building skills.

Team E has chosen Starbucks Corporation as the organization to perform a needs analysis that identifies training objectives and defines a measuring system that identifies those objectives’ effectiveness. The analysis will include an organizational analysis, a team analysis, and a task analysis.

Organizational Analysis

Since the time Starbucks was founded in 1971, the company has undergone tremendous development that has not been attained by many global companies. However, for the sustainability of the development the company has had so far, there is a need to look at issues that have acted as hindrances in the development of the company (Bucks, 2009). These issues range from: organizational needs, conflict with host nations, dealing with hostilities and ensuring that the responses made by the customers are looked into.

Between 2001 and 2008, Starbucks had managerial problems that led to instability in the profits made. Between these times, two CEOs served the company (Gilbert, 2008). The first five years were under Orin Smith and the last three years the company was led by Jim Donald. During this time there was an unsteady rise and fall in business that was culminated by closure of 300 outlets in the United States of America (Bucks, 2009). However, between 2009 and 2012 when the management was given back to Howard Schultz, the company could get back on its feet. This poses a major threat on the future of the company. Bearing this in mind, Starbucks should be able to create a modernity that will ensure the continuity of business preempting post Howard era of the company (Bucks, 2009).

Starbucks closed its stores in Israel in 2008 because of operational difficulties. Some of the difficulties include the historic war between Israel and Palestine. Whereas Starbucks closed its stores, there are many companies both local and international that have still maintained their markets there. This calls on the ability of the company to deal with hostilities (Gilbert, 2008). There is no proof that the 62 countries where Starbucks has extended its markets will remain peaceful. The September 11, 2001 terrorist attack in America is one of experiences that caught the world by surprise. The attack revealed how prone any part of the world was to insecurity and thus the need for any company to be prepared for hostility occurrences.

The other area that Starbucks needs to improve on is how to deal with the feedback from customers and other external environment. A case in this respect is the outcry on the treatment of revenue gotten from Ethos water a company that Starbucks purchased in 2003 (Gilbert, 2008). In the branded bottles’ the company indicates that the sales made are aimed at ensuring that clean water is available to children. Critics have been raising the query why the brand is not yet charitable. In response, Starbucks argues that the statement on the bottle is aimed at creating awareness on need to use clean water (Bucks, 2009). This has raised even more criticism that is a risk to the market of both the Ethos brand and other products of Starbucks.

Team Analysis

A team analysis might be necessary when an organization needs to hone in on or work on team-building skills. The goal of team-building is to train the team so that the team members work together in a unified and efficient manner. Team members may bring different knowledge, skills, and attitudes to the team. When team building is necessary, the members of the team should be trained together.

Starbuck’s associates are arranged into teams with each member possessing a different level of training or experience that gives him or her knowledge and skills relevant to his or her department. Not only is training necessary for knowledge of the products but also cognitive ability, skills for communication, and strategies for solving problems are also necessary for effective sales associate performance and satisfactory customer service. Because cognitive ability is crucial to sales an associate is that he or she needs to process information related to the variety of products offered by Starbucks. The three dimensions of cognitive ability are quantitative ability, verbal comprehension, and the ability to reason. Most of the customers who engage with customer service are not familiar with what they need and use of the variety of products. The development of training programs at Starbucks is centered on the team concept, and the focus remains primarily on the department in which the retail associate serves.

Task Analysis

According to Blanchard and Thacker (2007), a task-oriented job analysis “identifies the various work activities (tasks) required to perform the job. After the tasks are identified, systematically examine these tasks to determine the knowledge, skills, and attitudes (KSAs) necessary to perform them. Now you have justification for the KSAs and potential ideas for developing training” (p. 116).

When performing the task-oriented job analysis, one should determine the tasks, subtasks, and knowledge, and skills required to perform such tasks. Another important factor is to decide how significant the task is and the importance of an individual knowing how to accomplish the task at the time of employment. From the task-oriented analysis one can determine the expectations of a particular job and develop a training program to achieve the expected results.

According to Noe (2008), “Task analysis results in a description of work activities, including tasks performed by the employee and knowledge, skills, and abilities required to complete the task” (p. 110). If the employees lack the knowledge, skills, and abilities to perform the tasks expected, training is required. The key is to determine if the issue exists because of employee knowledge, skills, and abilities or is there another reason the issue is occurring.

In the Starbucks example, there is an issue with customer feedback and follow through. On the Starbucks website, Starbucks states “At Starbucks, we have always believed in the importance of building a great, enduring company that strikes a balance between profitability and a social conscience” (Starbucks, 2013, Being a Responsible Company). If customer feedback is not followed up in an acceptable manner, certainly this can cause problems for the company. Some training may be needed in the customer service department. The main task that would need to have training is following up in a professional, timely manner to customer feedback. When a company states in the profile or mission statement what their intent is, but do not follow this statement up with action, more training is necessary to keep up with the expectations of the company and the consumer.

Conclusion

The Starbucks Corporation is a great organization for both employees and customers to be involved with. The work environment at Starbucks is safe for the employees, and the many areas of training that are available help the employees learn new skills. The training classes are designed out of concern for the customers and the desire to increase the customer base and customer satisfaction.

Training is essential to employee performance and meeting company expectations. Performing a needs analysis will determine the source of the problem and what type of training is required to achieve the outcome the company expects. Once a determination is made, a training schedule should be developed that reflects the company’s mission and desired outcome. Training should be presented in a positive and encouraging manner. The bottom line is the company and the customers have expectations of the employees that can be achieved with proper training and education. A needs analysis can justify the cost and effort of training for employees and can establish a plan to train employees on an ongoing basis.

Once training has been completed, frequent follow-up is necessary to make sure the expected progress is taking place and continues to be followed. An important step is to make sure the trainee knows who to go to for follow up questions and assistance. After the training is implemented and the trainee appears to have learned the tasks, follow-up can taper off and be done on a less frequent basis.

References

Blanchard, P. N., & Thacker, J. W. (2007). Effective Training: Systems, Strategies, and Practices (3rd ed.). Upper Saddle River, NJ: Pearson Education, Inc.

Bussing-Burks, M. (2009). Starbucks. Santa Barbara, CA: Greenwood Press.Gilbert, S., (2008). The story of Starbucks. New York: ICI

Gilbert, S. (2008). Built for Success: The Story of Starbucks. Mankato, MN: Creative Education.

Noe, R. A. (2008). Employee Training and Development (4th ed.). New York: McGraw Hill.

Starbucks Corporation. (2013). Starbucks company profile. Retrieved March 30, 2013, from http://globalassets.starbucks.com/assets/9a6616b98dc64271ac8c910fbee47884.pdf

 
Do you need a similar assignment done for you from scratch? Order now!
Use Discount Code "Newclient" for a 15% Discount!

Organizational Behavior Chapter 15 Multiple Choice Questions

/in /by

Multiple Choice Quiz
1
Which of these statements about organizational structure is(are) true?
A) It refers to the division of labour.
B) It refers to patterns of coordination.
C) It refers to patterns of work flow and formal power that direct organizational activities.
D) Organizational structure reflects cultural and power relationships.
E) All of the above statements are true.

2
Organizational structure refers to coordination and:
A) division of labour.
B) delegation of authority.
C) assumption of authority.
D) decentralized decision making.
E) chain of command.

3
Work is divided into specialized jobs because:
A) it potentially increases work efficiency.
B) job incumbents can master their tasks quickly because work cycles are short.
C) less time is wasted changing from one task to another.
D) training costs are reduced.
E) all of the above.

4
Fundamental requirements of __________ are division of labour into distinct tasks and coordination of that labour.
A) span of control
B) centralization
C) organizational structure
D) job specialization
E) concurrent engineering

5
Coordination through formal hierarchy is a(n) __________ coordinating mechanism.
A) flexible
B) inefficient
C) efficient
D) effortless
E) a contemporary and optimal

6
Each of these are basic elements of organizational structure, EXCEPT:
A) formalization.
B) departmentalization.
C) standardization.
D) centralization.
E) span of control.

7
As organizations grow, they tend to _________ decision making authority.
A) centralize
B) decentralize
C) maintain
D) control
E) standardize

8
A flat organizational structure creates a(n) __________ span of control.
A) tall
B) narrow
C) wide
D) centralized
E) informal

9
__________ is the degree to which organizations standardize behaviour through rules, procedures, formal training, and related mechanisms.
A) Formalization
B) Standardization
C) Centralization
D) Departmentalization
E) Decentralization

10
In a formalized structure, some work rules become so __________ that organizational efficiency would decline if they were actually followed.
A) flexible
B) ordinary
C) decentralized
D) centralized
E) convoluted

11
What is a problem associated with formalization?
A) Rules and procedures reduce organizational flexibility.
B) Employees can become alienated and disempowered.
C) Rules and procedures can become the focus of attention.
D) All of the above.
E) None of the above.

12
Companies with an organic structure have a:
A) wide span of control.
B) little formalization.
C) decentralized decision making.
D) all of the above.
E) none of the above.

13
A(n) ___________ structure has a wide span of control, little formalization, and highly __________ decision-making.
A) organic; decentralized
B) mechanistic; centralized
C) departmental; departmentalized
D) formal; decentralized
E) informal; centralized

14
Departmentalization is a(n)
A) form of informal communication.
B) element of organizational structure.
C) type of formalization.
D) element of standardization.
E) component of a flat span of control.

15
Departmentalization refers to:
A) organic structure.
B) functional structure.
C) tall structure.
D) the organizational chart.
E) span of control.

16
All of these are characteristics of a company with a simple structure, EXCEPT:
A) few people are employed.
B) owner’s direct supervision coordinates work activities.
C) narrowly defined roles.
D) minimal hierarchy.
E) flexible.

17
Which of these is NOT a type of divisional structure?
A) Client
B) Product/service
C) Geographic
D) Functional
E) All are divisional structures

18
An advantage of functional structures is:
A) encourages specialization and increases employee identity with their profession.
B) permits grater specialization so that organization has expertise in each area.
C) direct supervision is easier.
D) creates common pools of talent that typically serve everyone in the organization.
E) all of the above.

19
A divisional structure groups employees around:
A) clients.
B) outputs.
C) geographic areas.
D) all of the above.
E) none of the above.

20
Which structure is usually optimal for project-based organizations with fluctuating workloads?
A) Functional
B) Divisional
C) Matrix
D) Network
E) Virtual

21
A feature of a team-based organizational structure is:
A) building around self-directed work teams.
B) organized around work processes.
C) flat hierarchy.
D) little formalization.
E) all of these.

22
A main force pushing toward a network structure is that an organization has ___________ core competencies.
A) undefined
B) a few
C) many
D) interdependent
E) independent

23
A network structure that represents several independent companies that form unique partnership teams to provide customized products or services, usually to specific clients, for a limited time are known as:
A) host organizations.
B) virtual corporations.
C) global organizations.
D) centralized organizations.
E) formalized organizations.

24
The way an organization positions itself in its setting in relation to stakeholders, given the organization’s resources, capabilities, and mission is referred to as:
A) organizational strategy.
B) network structure.
C) technology utilization.
D) formalization.
E) all of the above.

 
Do you need a similar assignment done for you from scratch? Order now!
Use Discount Code "Newclient" for a 15% Discount!

Course: The Essentials Of Managing Conflict (UNIT 1 CHALLENGE)

/in /by

UNIT 1 CHALLENGE 1 Describing Conflict  (100% Correct)

1. Select the statement that best describes the interests of the parties involved in the conflict. 

o Diana wants a place for children to play; Tony wants more access to parking in the neighborhood.

o Tony and Diana both want the playground to be removed.

o Diana wants more access to parking in the neighborhood; Tony wants more space for children to play.

o Tony and Diana both want a new parking lot in the neighborhood.

2. Diana has children that need a place to play, whereas Tony and his community need convenient parking. This is an example of a(n) __________ conflict.

o interest-based

o relationship-based

o values-based

o data-based

3. Given the opposing perspectives in the community, the conflict may continue to develop and become increasingly intense. Select the statement that describes the misunderstanding stage of conflict. 

o The parties are communicating about the conflict, but their differing views cause increased resentment.

o The parties actively try to harm one another.

o Something happens to make the parties aware that their needs are in conflict.

o The parties develop very negative views of one another and no longer have the ability to communicate effectively.

4. Select the true statement regarding the escalation of Tony and Diana’s conflict.

o The conflict has escalated to the tension stage because Tony and Diana are actively trying to harm one another.

o The conflict has escalated to the tension stage because Tony and Diana are no longer able to communicate with one another or see each other in a positive light.

o The conflict has escalated to the tension stage because the encounter at the store caused Tony and Diana to realize that they disagree on the neighborhood issue.

o The conflict has escalated to the tension stage because Tony and Diana have a vague feeling that something is wrong between them.

5. Select the statement that best explains Rick and Ella’s situation. 

o Rick and Ella are in the pre-conflict stage because they are uncomfortable talking to one another due to the dispute between their spouses.

o Rick and Ella are in the pre-conflict stage because they are currently unaware of the problems that their relationship may cause.

o Rick and Ella are in the pre-conflict stage because neither one of them understands the reason for the conflict between Tony and Diana.

o Rick and Ella are in the pre-conflict stage because they are both aware that their needs are not being met by the other party.

6. Diana’s statement, underlined in the scenario, shows that she sees the conflict as __________.

o values-based

o interest-based

o structural

o relationship-based

7. By ensuring all parties have the same information and are interpreting it in the same way, Ava is trying to avoid a __________ conflict. 

o interest-based

o values-based

o data-based

o structural

8. Tony described the escalation of the conflict as it moved to increasingly intense stages. Which of his statements describes the discomfort stage?

o “Now people are yelling at each other in the street, saying all sorts of mean things about people on the other side….”

o “At first, it was just kind of awkward— I could sense something was wrong between Diana and me.”

o “Then we had a fight and other people took sides in the last meeting.”

o “It seems like the only communication going on is yelling and fighting.”

9. Select the true statement about the post-conflict stage in Tony and Diana’s conflict.

o Tony and Diana have reached the post-conflict stage by finding a way to get both of their needs met.

o Tony and Diana have reached the post-conflict stage by finding a way to get the single most important need met.

o Tony and Diana have reached the post-conflict stage because it always comes after the crisis stage.

o Now that Tony and Diana have reached the post-conflict stage, their conflict cannot escalate again.

UNIT 1 CHALLENGE 2 Conflict Styles (100% Correct)

1. Select the true statment regarding Martin’s comment. 

o His comment reflects the avoiding style of conflict, which is low in assertiveness and low in cooperativeness.

o His comment reflects the compromising style of conflict, which is moderate in both assertiveness and cooperativeness.

o His comment reflects the accommodating style of conflict, which is low in both assertiveness and cooperativeness.

o His comment reflects the collaborating style of conflict, which is high in both assertiveness and cooperativeness.

2. Which of the following describes the accommodating style of conflict? 

o Parties using this style choose not to acknowledge the conflict rather than try to solve it.

o Parties using this style agree to sacrifice some of their own needs in order to come to a mutual agreement.

o Parties using this style work collectively in order to ensure that the needs of everyone are met.

o Parties using this style try to meet the needs of others by giving up their own needs.

3. According to the assessment, Samir’s preferred conflict style is __________, and Martin’s preferred conflict style is __________.

o collaborating, competing

o compromising, collaborating

o accommodating, collaborating

o avoiding, compromising

4. How would Molly describe the compromising style relative to assertiveness and cooperativeness?

o Moderate in assertiveness, high in cooperativeness

o High in assertiveness, high in cooperativeness

o Moderate in assertiveness, moderate in cooperativeness

o Low in assertiveness, high in cooperativeness

5. Martin’s statement reflects a conflict resolution style called __________, while Samir’s statement reflects a conflict resolution style called __________.

o competing, avoiding

o avoiding, collaborating

o avoiding, compromising

o competing, accommodating

6. Select the statement that reflects Samir’s concerns. 

o Martin is failing to consider Japan’s culture when crafting the proposal.

o Martin is failing to consider Japan’s intercultural conflict style when crafting the proposal.

o Martin is failing to consider Japan’s preferred conflict style when crafting the proposal.

o Martin is failing to consider Japan’s subcultures when crafting the proposal.

7. Select the true statment regarding Martin’s comment. 

o His comment reflects the avoiding style of conflict, which is low in assertiveness and low in cooperativeness.

o His comment reflects the compromising style of conflict, which is moderate in both assertiveness and cooperativeness.

o His comment reflects the accommodating style of conflict, which is low in both assertiveness and cooperativeness.

o His comment reflects the collaborating style of conflict, which is high in both assertiveness and cooperativeness.

Unit 1 CHALLENGE 3 Resolving Conflict (100% Correct)

1. Which question would provide some helpful information for Phillip as he works to determine suitability of process?

· How many days a week is the store open?

· How many years have the parties worked at the store?

· Which specific employee is the most difficult to work with?

· Which stage has the conflict escalated to?

2. The form of mediation that Phillip described is called __________.

· facilitative mediation

· mediation-arbitration

· evaluative mediation

· transformative mediation

3. Select the true statement about arbitration.

· Arbitration is slower and more expensive than court.

· The decision reached during arbitration is called an “award” and is legally binding and enforceable by law.

· The arbiter must be a legal professional or expert on the topic of the disagreement in order to be able to arbitrate the conflict.

· Arbitration is unique because it always involves a decision made by a group of arbiters instead of a single person.

4. Select the statement that describes conciliation, but not shuttle diplomacy. 

· The process focuses on tangible issues only.

· The process addresses intangible issues, such as emotions and communication.

· The process is beneficial for parties who are uncomfortable meeting face-to-face.

· The conflict resolver moves separately between each of the parties.

5. Select the true statement about collaborative law as a conflict resolution process. 

· Collaborative law can address the financial issues in a divorce, but not custody issues.

· A participation agreement is the last step in the collaborative law process.

· Collaborative law works best when the separating couple is willing to work together toward a solution.

· Collaborative law requires a mediator, but the presence of lawyers is optional.

6. Select the true statement about restorative justice as a conflict resolution process. 

· Restorative justice prevents the victim from interacting with the offender

· Accountability is one of the main goals of restorative justice.

· Restorative justice pertains solely to juvenile offenders.

· Restorative justice primarily focuses on punishing the offender.

7. Select the statement from Phillip’s session notes that relates to conciliation. 

· “We need to solve the problem, but I don’t want to be around her. There has to be a way to find a solution that we both can agree to.”

· “We want to avoid the court system if possible. We’re on good enough terms that I think we can split our finances and come to a custody arrangement that we mutually agree upon.”

· “Our business uses this method often since it is cheaper and easier than handling things within the courts. A third party reviews the case, and makes a decision.”

· “I think this young individual will benefit more from hearing from the victim so that he can take accountability for his actions versus being punished by the courts.”

8. Which question would provide some helpful information for Phillip as he works to determine suitability of process?

· How many days a week is the store open?

· How many years have the parties worked at the store?

· Which specific employee is the most difficult to work with?

· Which stage has the conflict escalated to?

Course: The Essentials of Managing Conflict

Units 1 UNDERSTANDING CONFLICT

 
Do you need a similar assignment done for you from scratch? Order now!
Use Discount Code "Newclient" for a 15% Discount!

1) Is The Formal Cultural System Within A Firm The Most Important Factor In Creating An Ethical Workplace? How Do Formal Cultural Systems Attempt To Promote Ethics?

/in /by

Ethics & Governance Lecture 1: Introduction to Ethics & Governance

1

2

Overview Today

A brief introduction to the course’s management, readings and assessments

Plagiarism – academic integrity

Essay writing – study research techniques

Ethics and morality

Ethics and the law

Ethics in business and corporate governance

RMIT University©2013

School of Management

3

Readings

There is no prescribed textbook for this subject.

There are essential readings on the myRMIT studies website.

A lot of the material in the course has been developed from these two texts which are excellent references:

1. Mallin, C A, 2010. Corporate Governance, Oxford University Press, UK.

2. Trevino, LK & Nelson, KA (2011) Managing Business Ethics: Straight Talk about How to Do It Right (5th Edition), John Wiley, USA.

RMIT University©2013

School of Management

4

Assessment Overview

Research Essay (2000 words) 40%

Due date: TBA.

Exam 60%

Scheduled during examinations period

All assessment tasks must be submitted to pass & 50% must be attained in order to pass

RMIT University©2013

School of Management

5

Assessment 1: Research Essay

(2000 words)

Choose one of the following three topics:

Is the formal cultural system within a firm the most important factor in creating an ethical workplace? How do formal cultural systems attempt to promote ethics?

RMIT University©2013

School of Management

For the essay:-

Use at least 15 references:

* six academic journal articles peer reviewed

&

* six other quality references

Electronic and Hardcopy submission.

Turnitin

RMIT University©2013

School of Management

6

Assessment Criteria for the Essay

Key issues relating to the question have been developed

Original and clear argument

Logical and convincing discussion

Ideas and assertions substantiated through use of high quality reference material and key academic perspectives/views used to develop arguments

Appropriate Harvard style referencing (intext and list of references)

Number and quality of references

Clear and comprehensive written style (spelling, grammar, syntax etc.)

RMIT University©2013

School of Management

7

Harvard referencing style continued

Harvard is an author-date referencing style widely accepted in scholarly circles. Each reference is indicated in the text by the author and date of the publication cited, sometimes with added information such as page numbers. The full details of these references are listed at the end of the text in a Reference list. Please follow this information given to you by us regarding referencing.

RMIT University©2013

School of Management

8

Harvard Referencing continued

Here is another clear guide to show our students and staff how to reference using the Harvard Referencing style.

Harvard Citation Style Examples

Follow this link for a simple and clear way to use Harvard Citation Style Examples –

http://guides.is.uwa.edu.au/content.php?pid=43218&sid=318559

The PDF for the above url is also on the on MyRMIT Learning Hub for this Course – see Assessment

RMIT University©2013

School of Management

9

RMIT University©2013

School of Management

10

10

REFERENCING FROM THE INTERNET

You cannot copy works (text, images, media etc.) off the

Internet without referencing your source.

If you are using text, an image or other media from a webpage, you must reference the material.

Check with your lecturer or course guides for your course requirements.

RMIT University©2013

School of Management

11

11

Essay assessment criteria

See the course information Document for assessment criteria for the essay.

12

Ethics vs Morality

Morality reflects a person’s or group’s standards of right and wrong. Moral understanding is usually developed passively.

Ethics is the assessment of moral standards. Ethics is developed actively – through the use of theories and experience.

RMIT University©2013

School of Management

 
Do you need a similar assignment done for you from scratch? Order now!
Use Discount Code "Newclient" for a 15% Discount!

Coca Cola Implementation Plan

/in /by

Rewrite this paper

Implementation Plan

Objectives

The objectives of the strategic plan are to build upon the already successfully developed business structure for Coca-Cola, and continue a successful path for the growth of the business. The strategic plan will allow Coca-Cola to create goals and more value for the business and its brands.Functional Tactics

The functional tactics for the strategic plan focus on activities that can be accomplished as soon as possible. Coca-Cola will separate each strategy recommended and develop upon them immediately. In the generic strategy Coca-Cola will analyze cost and differentiation of their current markets and provide feedback of the current conditions. In the grand strategy Coca-Cola will analyze the current markets and regions for necessary changes or innovations that may be necessary for growth. The global strategy will focus on supporting our current global markets while finding new global markets to move into.Action Items

Action items for Coca-Cola are tasks that need to be addressed immediately. The current action items for Coca-Cola are the investment in technology and more efficient logistics to support the analysis of costs for the focus strategy. Cost leadership will require Coca-Cola to find lower priced ingredients for the manufacturing process or purchasing the ingredients in larger bulk for a lower price. The grand strategy will require immediate action upon the current markets with advertising and innovation for domination and growth. Coca-Cola will also focus in on organizational operations to reinvest in employees and the company.

Milestones & Deadlines

Milestones will include monthly progress reports for each strategy, the successful execution of action items, and the overall success of each strategic plan and its goals for the company. The deadline for the strategic plan’s full implementation will be 2 years after the start date. The strategic plan will be reevaluated and adjusted each quarter as necessary.

Tasks & Task Ownership

Tasks will be given by the CEO to each of the team members as necessary. Each team member will be placed on one of the strategic plans exclusively with another member and expected to work cohesively to carry out the plan. All team members will collaborate each quarter and aid each other as necessary on all plans.

Resource Allocation

Coca-Cola currently has multiple resources that will allow the successful implementation of the strategic plan. All team members are able to allocate resources as necessary to their strategy. Each quarter the team will approve the initial plans of resource allocation and be available for collaboration if necessary to reevaluate.

Organizational Change Management Strategies

Change management strategies are recommended for The Coca-Cola Company which can improve the success of the implementation plan. The organizational change management strategies to be applied for The Coca-Cola Company are a combination of generic, grand, and international strategies as well as value disciplines. Generic strategies in the cost leadership strategy will provide The Coca-Cola Company with product positioning through strategic pricing methods as compared to key competitors in the industry by reducing production costs as well as producing products on a large scale to minimize operating costs. Value disciples in operational excellence is another strategy to be applied. Operational excellence has key drivers that are geared towards product volume, costs, and efficiency. This strategy has the potential to streamline the processes as well as standardization of products to reduce costs which works well in conjunction with the focus leadership strategy.

Grand strategies are aimed in achieving the long term goals and objectives of The Coca-Cola Company. While there are different types of grand strategies that are available, for The Coca-Cola Company these grand strategies are focused on growth. This can be achieved by implementing growth strategies that focus on expansion through operations, product development by modifying existing products that can be remarketed to consumers as well as introducing new products to consumers to earn premium margins for new products and horizontal integration by acquisition growth of similar companies.

Because The Coca-Cola Company operates in the domestic market and the international market, applying international strategies for the company should be considered. International strategies should focus on globalization. Since The Coca-Cola Company has already established recognizable logos and trademarks as well as the foundation of the company operating in soda production, The Coca-Cola Company can maximize on efficiency along with continued investment in the company as a global strategy.

Risk Management Plan

Establishing a risk management plan as well as identifying any risks are key to carrying out the implementation plan. For The Coca-Cola Company, there are different risks that are presented that must be addressed early on to minimize its impact and any complications that can arise further along the process. The risk management plan will identify and prioritize risks including establishing set measurements to reduce those risks while capitalizing on the opportunities that are available. The risk management plan can be considered a continuous process for The Coca-Cola Company by monitoring the identified risks and other external factors that can influence the soda market as well as the operations of The Coca-Cola Company negatively. Some of the risks identified are new regulations imposed by governments of developing or current markets that restrict marketing and production or require additional regulations for soda production, economic downturn, oversaturation of the local market, patent infringement concerns for new products, and poor product performance.

Risks that deal with any major changes to the operations and process of soda production and marketing will need to be adaptable for The Coca-Cola Company. Changes that come through new laws and amended acts dealing with government body regulations such as the Food and Drug Administration or the European Food Safety Authority will have to be taken into consideration to meet compliance. Economic downturns are another risk that needs to be addressed as economic downturns can pose a threat to the operations and sales of the company. Certain procedures will have to be set into place for possible shifts of the country’s economy such as reducing the amount or resources, product volume, and reevaluating budget criteria needs.

While the soda production is a large industry with major competitors, oversaturation is possible and can take place in the local market with numerous competitors offering the same product. The Coca-Cola Company needs to look at overall expansion of its products to different countries with a wider consumer market and consider offering new products in other segments of the market.

Patent infringement concerns are another possible risk when entering an industry with competitors offering similar products. The Coca-Cola Company will need to ensure that any new or enhanced product ideas are patented and address any branding concerns. Poor product performance is the final identified risk in the risk management plan. As with any product on the market, a life expectancy is established to determine the longevity of the product for consumers. While carbonated drinks can be considered a staple of consumer beverages, some carbonated beverages may not maintain the attention of consumers who may move to a different brand of carbonated beverages. Image plays a role in this risk in addition to product taste which can either cause strong or poor product performance as well as understanding consumer responsiveness to soda products in different countries.

 
Do you need a similar assignment done for you from scratch? Order now!
Use Discount Code "Newclient" for a 15% Discount!

Unit 4 Assignment

/in /by

Review the SHRM case: “Designing a Pay Structure”

You will prepare the SHRM case analysis on “Designing a Pay Structure” which consists of your completion of Tasks A–J that simulates the creation of a compensation system for an organization in meeting its goals and supporting its mission. In your analysis, respond to the following tasks found in the case study.

Your case analysis should consist of:

  • Task A: Create a complete job description for the Benefits Manager position using O*NET.
  • Task B: Calculate the job evaluation points for the administrative assistant, payroll assistant, operational analyst, and benefits manager jobs. Provide a rationale for assigning specific degrees to the various jobs.
  • Task C: If there were any outliers (i.e., extreme data points) in the data, what would you recommend doing with them? From this point forward, assume no extreme data points exist in the dataset.
  • Task D: Conduct a simple regression in Excel to create a market pay line by entering the job evaluation points (on the X axis) and the respective weighted average market base pay (on the Y axis) for each benchmark job.
  • Task E: What is your R squared (variance explained)? Is it sufficient to proceed?
  • Task F: Calculate the predicted base pay for each benchmark job.
  • Task G: Because your company wants to lead in base pay by 3 percent, adjust the predicted pay rates to determine the base pay rate you will offer for each benchmark job.
  • Task H: Create pay grades by combining any benchmark jobs that are substantially comparable for pay purposes. Clearly label your pay grades and explain why you combined any benchmark jobs to form a grade.
  • Task I: Use your answer to Task H to determine the pay range (i.e., minimum and maximum) for each pay grade.
  • Task J: Given the pay structure you have generated, consider the following: Does this pay structure make good business sense? Do you think it is consistent with the organization’s business strategy? What are the implications of this pay structure for other HR systems, such as retention and recruiting?
  • Your analysis of this case and your written submission should reflect an understanding of the critical issues of the case, integrating the material covered in the text, and present concise and well-reasoned justifications for the stance that you take. You are to complete this case analysis using Excel in a spreadsheet analysis format.

You may discuss your case analysis Assignment with the class, but you must submit your own original work.

Case analysis tips: Avoid common errors in case analyses, such as:

●  Focusing too heavily on minor issues.

●  Lamenting because of insufficient data in the case and ignoring creative alternatives.

●  Rehashing of case data — you should assume the reader knows the case.

●  Not appropriately evaluating the quality of the case’s data.

●  Obscuring the quantitative analysis or making it difficult to understand.

Typical “minus (–)” grades result from submissions that:

●  Are late.

●  Are not well integrated and lack clarity.

●  Do not address timing issues.

●  Do not recognize the cost implications or are not practical.

●  Get carried away with personal biases and are not pertinent to the key issues.

●  Are not thoroughly proofread and corrected.

Make sure your document includes:

• Your name

• Date

• Course name and section number

• Unit number

• Case name

• Page numbers

The case analysis should contain Tasks A–J stated in the case. Check for correct spelling, grammar, punctuation, mechanics, and usage. Citations should be in APA style.

Here is the Assignment grading rubric.

Assignment submission: Before you submit your Assignment, you should save your work on your computer in a location that you will remember in Excel format. Save the document using the naming convention: Username_Unit4_Assignment.xlsx. Submit your file by selecting the Unit 4: Assignment Dropbox.

HELPFUL NOTE:

To My Students:

I just wanted to reach out in advance regarding the Unit 4 Assignment.  The case study presented asks you to work through calculations for a pay structure involving 5 different positions.  This is a pretty heavy set of tasks to accomplish in one week.  Fortunately, I have been able to readjust this a bit so that the work load would be manageable in a week’s time.

FOR THE UNIT 4 ASSIGNMENT, YOU ONLY NEED TO CALCULATE FOR THE FRONT DESK RECEPTIONIST AND THE BENEFITS MANAGER POSITIONS.  You do NOT have to calculate for the other 3 positions:  Administrative Assistant, Payroll Assistant, Operations Analyst.

Additionally, since this involves math (and a little statistics), I have put together supportive material (see below) to help guide you through how to do this.  PLEASE just follow the guidance below and you will be able to move through this easily.

PLEASE be sure to not wait until the last minute to do the Unit 4 Assignment.  There’s a lot to it, so I don’t want anyone to be surprised.

I can’t provide a sample since that would contain the answers… But that’s okay, you can take this piece by piece..!  PLEASE READ THESE DETAILS BELOW CAREFULLY.  If you take it slowly, this goes pretty well.  (And!  If you get to the math portion below and you feel out of your element, PLEASE touch base with the Math Tutor (see separate announcement about Academic Support Centers for links).  They offer wonderful assistance!

First, let’s take this steps..!

In Task A, you have to create one job description for the Benefits Manager. There are details in how to approach this and in the Appendix there are other job descriptions for the other positions so you can see how these should look. The case study provides suggestions about where to go to get info on this job description. So please read through those details for more guidance.

Next, in Task B,  you will calculate the job evaluation points for positions. If you look just above the Task B item (on the previous page), you’ll see info and a sample of how to do this based on the receptionist position. Don’t forget to provide your rationale for the job evaluation points assigned. Use those same items as in the sample chart – Skills, Responsibility, Effort (and their subcategories).  You can change up the percentages these are worth as you see fit for each job…   Please be sure to remember that you have to take into consideration what would be required for each of the elements in the job evaluation – again read the sample that gets you started.  For instance, in the education area, please remember that the weight would be more for a job that needs a Bachelor’s degree rather than a high school diploma/GED.  Please also be sure that you multiple the Degree times the Weight to get the Points for each line (far right item).  Then total that Points column at the bottom. This needs to be done for each Benchmark job.  And each one should have a different Points total as they have different requirements from each other.

And in Task C, here’s a little further help/guidance with regard to completing this.  The first part deals with what to do with outliers. That would require you to address this via text in your document. (Again your readings will support this, and you can also do more research online if you’d like.  Don’t forget to use supporting citations when you can – these strengthen your academic work..!)

The second part deals with calculating weighted means. (This isn’t as bad as it sounds – I promise..!)

Weighted means of base pay should be calculated for each benchmark job from the survey data. Weighted means, as compared to simple means, are calculated to better represent the market data (Milkovich & Newman, 2008). A simple mean would be calculated by adding up the average base pay rates and dividing by the number of organizations (six in this case); but small and large companies would both be given the same weight if using a simple mean. A weighted mean gives equal weight to each job incumbent’s wage and thus is more representative of the data. For example:

            Mean      # of employees

Co. A    30,000           2

Co. B    15,000          10

The simple mean salary is $22,500.

[(30000 + 15000) / 2 = 22500]

But the weighted mean salary is $17,500.

[(2/12 * 30000) + (10/12 * 15000) = 17500]

For each position, you take the number of employees in Co. A, which is 2.  Divide that into the total number of employees in all companies, which is 12.  Or 2/12…  Which equals 0.16667.

Then multiply that by the mean salary in Co. A, which is $30,000.

So, 30,000 times 0.16667 equals 5,000.

Then for the next company, Co. B, you do the same with those numbers. You take the number of employees in Co. B, which is 10.  Divide that into the total number of employees in all companies, which is 12.  Or 10/12…  Which equals 0.833333.

Then multiply that by the mean salary in Co. B, which is $15,000.

So, 15,000 times 0. 0.833333 equals 12,500.

Then you take the $5,000 from the first company and the $12,500 from the second company and add them together to get the $17,500 weighted means.

—————————–

Do this for the Front Desk Receptionist and the Benefits Manager companies.

For Task D, you are asked to do some statistics with a regression analysis.  Don’t worry..!  Keep reading and you will see a link to an online calculator that can help you with this!  😉

Regression analysis is “the statistical tool for the investigation of the relationship between variables” (Sykes n.d.). It is used when data is analyzed to determine the causal effect of one variable upon another variable. For example, the effect of the increased cost of a gallon/litre of gasoline/petrol on the demand for that product is determined via “regression analysis”.

If you want to do the regression analysis calculation in Excel (rather than using the online calculator link that is below), you can go to:

http://www.law.uchicago.edu/files/files/20.Sykes_.Regression.pdf – here you will find the article “An introduction to Regression Analysis” by Dr. Alan Sykes that may help you understand regression analysis more clearly and help you in answering the discussion questions below.

Video for how to run the regression analysis in Excel:

http://www.wikihow.com/Run-Regression-Analysis-in-Microsoft-Excel

NOTE: I have Excel 2010, so getting the Regression Toolpak added in was easy. You may have to add this Excel Analysis Toolpak in – no matter what version of Excel you may have. Here is link to how to add that toolpak, for the various Excel versions:

http://office.microsoft.com/en-us/excel-help/results.aspx?qu=data+analysis+toolpak&ex=1&origin=HP001127724

AND FINALLY, IF YOU WANT TO JUST USE AN ONLINE SIMPLE REGRESSION CALCULATOR FOR TASKS D AND E (GETTING THE R SQUARED NUMBER BUT STILL YOU HAVE TO ANSWER THE QUESTION IN TASK E AS WELL…) (AND SKIP USING EXCEL), YOU CAN GO HERE:

http://www.graphpad.com/quickcalcs/linear1/

Here you would plug in your Job Evaluation Points for each position in Task B (under the X column), and also the corresponding weighted average salary for each position in Task C (under the Y column).  It would look something like this:

Regression Analysis
Job Evaluation Weighted
Points Avg. $
X    Y
Recept. 120 19944.44
Admin Asst. 145 29458.33
Pay Asst. 175 34000
Ops Analyst 215 56875
Ben Mgr. 245 62900

NOTE:  THE JOB EVALUATION POINTS YOU HAVE WILL BE DIFFERENT FROM THE EXAMPLE ABOVE.  EVERYONE WILL HAVE SLIGHTLY DIFFERENT POINT VALUES, AND THAT IS PERFECTLY OKAY.  THE WEIGHTED AVERAGE SALARIES THOUGH MUST MATCH THE ONES IN THIS EXAMPLE.  SO IF YOU DIDN’T QUITE GET THE ANSWERS RIGHT FOR TASK C, PLEASE GO AHEAD AND USE THESE WEIGHTED AVERAGE SALARY FIGURES.

Once you run your simple regression through the calculator link (http://www.graphpad.com/quickcalcs/linear1/), you will get results that will look something like this (yours will be different since everyone will have different job evaluation points that they created in Task B – again, that’s perfectly okay):

Best-fit values

Slope

360.33 ± 36.29

Y-intercept

-24324.19 ± 6737

X-intercept

66.31

1/Slope

0.002798

95% Confidence Intervals

Slope

241.9 to 472.9

Y-intercept

-45137 to -2262

X-intercept

9.211 to 96.90

Goodness of Fit

R square

0.9700

Sy.x

3683

Is slope significantly non-zero?

F

96.99

DFn,DFd

1,3

P Value

0.0022

Deviation from horizontal?

Significant

Data

Number of XY pairs

5

Equation

Y = 360.33*X – 24324.19

**************

Note: I’ve gone through this material and it really does provide useful info that can basically hold your hand through this process. So I encourage you to take a look and follow along – I hope it you find this helpful! (I really think you will!)

Now, let’s focus on the next bit to get you started..! The first item that Task D asks for is: Identify the slope and y-intercept and write the equation for the market pay line.

Regression creates a “line of best fit” by merging the job evaluation points (X) and the external salary data (Y). The resulting regression line is used to predict the base pay (Y) for a specific number of job evaluation points (X). The equation for the simple regression line (as it is for any line) can be represented as: y=mx+b; in which:

y =the predicted base pay
m =the slope of the line
x =the job evaluation points
b =the y-intercept

So, for example, if the regression results show that m = 400 and b is -20000, then the equation is y=400(x) – 20000 and the predicted pay rate for a job assigned 100 points would be y= 400(100)-20000, or $20,000.

The regression output will also show information about how good the regression line fits the data. Specifically, look at the “R squared” in the regression output. Generally, the R squared, referred to as variance explained, should be .95 or higher. If R squared is significantly lower than this, there may be problems stemming from the job evaluation step. For example, the points assigned to certain benchmark jobs may be off – i.e., not make sense given the level of tasks, duties and responsibilities required for the job and the knowledge, skills and abilities needed by the job incumbent. If this is the case, re-examine the job descriptions and reconsider the points assigned to the benchmark jobs. Alternatively, there may be errors in the weighted average calculations. After conducting the regression again, examine the new R squared.

To calculate the slope of the market pay line, look in the Excel regression output for the “Coefficient of the X Variable.” The y-intercept is located in the regression output as the “Coefficient of the Intercept.” Be sure to write out the regression equation appropriately. Here’s an example:

Y = m(x)+b
Y = 360.33(x) -24324.19

This means that each job evaluation point is worth $360.33 based on the figures I used.  PLEASE remember that everyone will have different figures based on how they planned their job evaluation points.  And that’s fine..!  It’s perfectly okay for different people to have different numbers for this.

For Task E, the sample R squared from above is .9699 (or .97 when rounded up).  The description below tells you about R squared and how to interpret it:

R-squared is a statistical measure of how close the data are to the fitted regression line. It is also known as the coefficient of determination, or the coefficient of multiple determination for multiple regression.

The definition of R-squared is fairly straight-forward; it is the percentage of the response variable variation that is explained by a linear model. Or:

R-squared = Explained variation / Total variation

R-squared is always between 0 and 100%:

  • 0% indicates that the model explains none of the variability of the response data around its mean.
  • 100% indicates that the model explains all the variability of the response data around its mean.

Please check your R-squared to proceed with your response.

——————————————-

PLEASE BE SURE TO ANSWER TASK E’S QUESTION:  What is the R squared?  And is it sufficient to proceed?

For Task F:

Let’s have you do the basic math:

Here’s the formula to use: y=mx+b, where x is the job evaluation points, b is the y-intercept, and m is the slope coefficient from the regression. So you can use this formula:

Y = 360.33(x) -24324.19

as the predicted base pay for each job.

Just insert for (x), the job evaluation point number that you created in Task B.  Each job evaluation point number will be different, so you’ll get a different output for each position.

So your calculations would be:

-Y = 360.33 times (the job evaluation point number that you created in Task B for the receptionist) minus 24324.19     (Note:  Y would be the answer to the calculations above…)

-Y = 360.33 times (the job evaluation point number that you created in Task B for the benefits manager) minus 24324.19     (Note:  Y would be the answer to the calculations above…)

Then for Task G, you take each of the answers for Task F, and increase them by 3% (as the case states the policy will be to lead base pay by 3%).

Your calculation would be:

-Take your answer for the receptionist in Task F, and multiply it by 1.03.

-Take your answer for the business manager in Task F, and multiply it by 1.03.

For Task H, you create pay grades for the job, put them in the grades, and be sure to explain what each pay grade represents and why you put the positions into those grades. No calculations are needed here.  You can select 2 pay grades (you can name them A, B, or 1, 2,…  or whatever you would like).  Then based on the predicted pay that you just did, and taking into consideration the skills required, place these into the necessary pay grade and provide a rationale as to why you you put that job there.  (Everyone may end up with a slightly different answer to this item, and that’s fine!)

For Task I, you’ll show the minimum and maximum for each pay grade. You’ll use the pay figures for the positions from Task H here to show these. So if you have 2 positions in one pay grade – the lower position would be the minimum… The higher one would be the maximum.  Then calculate the average for the two positions.  (Add them together, and divide by 2 for the average.)  Note:  If you have just one position in a pay grade, then you just have the one pay for an average and that’s it…

Then finally, apply the percent guidelines provided in the case to determine the pay ranges.  So if the case calls for 10% above and below the midpoint, calculate as follows:

Take the minimum pay, and multiply by 1.10.  Take the maximum pay, and multiply by 1.10.  (If you only have one position in a pay grade, take that pay and multiply by 1.10 (which is 10% above) and then multiply again with that same pay and this time multiply by .90 (which is 10% below the midpoint).  Now you’ve created minimums and maximums as defined by the case for each pay grade..!

And for Task J, please just answer the questions..!

I think that should give you a basic guide through the assignment. I hope this is helpful, and I look forward to reading your work!

Okay, you can breathe now… (Really, this is NOT bad… I just know how folks who are math-phobic can worry, so I wanted to walk you through this..!)

Again, since this may take some folks some extra time/effort, it might not be bad to set aside time to start working on this ahead of time…  Hint, Hint, Hint…  😉

Dr. Sue

 
Do you need a similar assignment done for you from scratch? Order now!
Use Discount Code "Newclient" for a 15% Discount!

Health Insurance Matriz

/in /by
Health Insurance Matrix

HCS/235 Version 7

 1

Health Insurance Matrix

As you learn about health care delivery in the United States, it is necessary to understand the various models of health insurance to develop important foundational knowledge as you progress through the course and for your role as a future health care worker. The following matrix is designed to help you develop that knowledge and assist you in understanding how health care is financed and how health insurance influences patients and providers. Fill in the following matrix. Each box must contain responses between 50 and 100 words and use complete sentences.

Model Describe the model How is the care paid or financed when this model is used? What is the structure behind this model? Is it a gatekeeper, open-access, or combination of both? What are the benefits for providers in using this model? What are the challenges for providers in using this model?
Health Maintenance Organization (HMO) . A type of health insurance plan that usually limits coverage to care from doctors who work for or contract with the HMO. It generally won’t cover out-of-network care except in an emergency. An HMO may require you to live or work in its service area to be eligible for coverage. HMOs often provide integrated care and focus on prevention and wellness.

 Health maintenance organizations represent “pre-paid” or “capitated” insurance plans in which individuals or their employers pay a fixed monthly fee for services instead of a separate charge for each visit or service. The monthly fees remain the same, regardless of types or levels of services provided. Services are provided by physicians who are employed by, or under contract with, the HMO. You’ll select a Primary Care Physician who will be the first point of contact for your healthcare. You are encouraged to build a strong relationship with your PCP because they will connect you to specialists or other health care providers. Your PCP will be able to see the total picture of your overall health. With an HMO plan, your out-of-pocket medical costs and monthly premiums will generally be lower than with other types of plans. If you are someone who doesn’t see a lot of specialists or would like having your care coordinated through a PCP, then you might save more money with an HMO plan. Tight controls can make it more difficult to get specialized care

As an HMO member, you must choose a primary care physician (PCP). Your PCP provides your general medical care and must be consulted before you seek care from another physician or specialist. This screening process helps to reduce costs both for the HMO and for HMO members, but it can also lead to complications if your PCP doesn’t provide the referral you need
Preferred Provider Model . A Medicare PPO Plan is a type of Medicare Advantage Plan (Part C) offered by a private insurance company. In a PPO Plan, you pay less if you use doctors, hospitals, and other health care providers that belong to the plan’s network . You pay more if you use doctors, hospitals, and providers outside of the network Rather than prepaying for medical care, PPO members pay for services as they are rendered. The PPO sponsor (employer or insurance company) generally reimburses the member for the cost of the treatment, less any co-payment percentage. In some cases, the physician may submit the bill directly to the insurance company for payment. The insurer then pays the covered amount directly to the healthcare provider, and the member pays his or her co-payment amount. The price for each type of service is negotiated in advance by the healthcare providers and the PPO sponsor(s). Free choice of healthcare provider

PPO members are not required to seek care from PPO physicians. However, there is generally strong financial incentive to do so. For example, members may receive 90% reimbursement for care obtained from network physicians but only 60% for non-network treatment. In order to avoid paying an additional 30% out of their own pockets, most PPO members choose to receive their healthcare within the PPO network.

 Out-of-pocket costs generally limited

Healthcare costs paid out of your own pocket (e.g., deductibles and co-payments) are limited. Typically, out-of-pocket costs for network care are limited to $1,200 for individuals and $2,100 for families. Out-of-pocket costs for non-network treatment are typically capped at $2,000 for individuals and $3,500 for families. And they have a free choice of healthcare provider.

 More paperwork and expenses than HMOs

As a PPO member, you may have to fill out paperwork in order to be reimbursed for your medical treatment. Additionally, most PPOs have larger co-payment amounts than HMOs, and you may be required to meet a deductible. Less coverage for treatment provided by non-PPO physicians

As mentioned previously, there is a strong financial incentive to use PPO network physicians.
Point-of-Service Model A Point of Service (POS) plan is a type of managed healthcare system that combines characteristics of the HMO and the PPO. Like an HMO, you pay no deductible and usually only a minimal co-payment when you use a healthcare provider within your network. You also must choose a primary care physician who is responsible for all referrals within the POS network. If you choose to go outside the network for healthcare, POS coverage functions more like a PPO.   No “gatekeeper” for non-network care

If you choose to go outside the POS network for treatment, you are free to see any doctor or specialist you choose without first consulting your primary care physician (PCP). Of course, you will pay substantially more out-of-pocket charges for non-network care.

 POS coverage allows you to maximize your freedom of choice. Like a PPO, you can mix the types of care you receive. There is no minimal co-payment. Also when you choose to use network providers, there is generally no deductible. As well as no healthcare cost paid out of your own pocket Substantial co-payment for non-network care

As in a PPO, there is generally strong financial incentive to use POS network physicians. For example, your co-payment may be only $10 for care obtained from network physicians, but you could be responsible for up to 40% of the cost of treatment provided by non-network doctors. Thus, if your longtime family doctor is outside of the POS network, you may choose to continue seeing her, but it will cost you more.
Provider Sponsored Organization A Provider-Sponsored Organization (PSO) is a type of managed care plan that is operated by a group of doctors and hospitals that form a network of providers within which you must stay to receive coverage for your care. People with Medicare can choose to get their Medicare benefits through a PSO. PSO receives a fixed monthly payment to provide care for Medicare beneficiaries. PSOs may be developed as for-profit or not-for-profit entities of which at least 51 percent must be owned and governed by health care providers (physicians, hospitals or allied health professionals). PSOs may be organized as either public or private entities The gatekeeper would be Medicare in the United States can be defined as ‘ A group of doctors, hospitals, and other health care providers that agree to give health care to Medicare beneficiaries for a set amount of money from Medicare every month. This type of managed care plan is run by the doctors and providers themselves, and not by an insurance company    
High Deductible Health Plans and Savings Options A health savings account (HSA) is a tax-advantaged medical savings account available to taxpayers in the United States who are enrolled in a high-deductible health plan (HDHP). The funds contributed to an account are not subject to federal income tax at the time of deposit.   You have the freedom to see any health care provider, including specialists, without a referral, although you will save money if you see in-network providers. This is especially important since instead of a copay, you will be paying the full cost of a doctor’s visit or service until you satisfy your deductible Others can contribute to your HSA. Contributions can come from various sources, including you, your employer, a relative and anyone else who wants to add to your HSA. High deductible plans also allow you to meet health plan stipulations that your community may have. By having yourself and your family covered with health insurance, you can be in compliance with specific laws that require insurance coverage. You have high deductible requirement. Even though you are paying less in premiums each month, it can be difficult – even with money in an HSA – to come up with the cash to meet a high deductible.

You have unexpected healthcare costs. Your healthcare costs could exceed what you had planned for, and you may not have enough money saved in your HSA to cover expenses.

 

Cite your sources below. For additional information on how to properly cite your sources check out the Reference and Citation Generator resource in the Center for Writing Excellence.

References

Copyright © 2016 by University of Phoenix. All rights reserved.

 
Do you need a similar assignment done for you from scratch? Order now!
Use Discount Code "Newclient" for a 15% Discount!

Kenworth Motors Case Study Essays And Term Papers

/in /by
 Kenworth Motors Case

As a consulting you mostly have to be compelled to come back and prepare before you meet the potential shopper.   The proposal should be gift at the meeting.   As i’m reading this case study, i believed it absolutely was simply a proper personal review of a gathering that 2 business partners that reach out for facilitate.   I don’t believe that the adviser was ready for the meeting.   He simply talks to the shopper and attend a firm that he knew nothing concerning.   He failed to have associate degree agenda of what the business was all concerning and he wasn’t centered concerning the agenda.   He manager himself doesn’t even grasp what’s the matter that running within the company before having the consulting to return in.

If he’s an expert adviser, he ought to initial analysis concerning the organization and ready himself a trifle higher. additionally he has to do some analysis on the management and it operation inside the organization.   One issue that I will offer credit to the current consulting is that he’s a decent trafficker.   He initial begins his question concerning the plant and product of the

organization and semiconductor diode the manager to speak concerning completely different topic of their product. additionally each the manager and adviser had a positive perspective toward everything.

The adviser lay out the retreat however didn’t have any arrange of however the retreat would facilitate their issues.   Everything wasn’t in writing and also the time to arrange for the retreat is just too short to even harden.  As a consulting, he wasn’t professionally gift his action and plans to gift however it’ll facilitate the potential shopper.   This case study shows a really ineffective ways in which of doing consulting for giant organization. additionally it permits you to suppose that hiring effective consulting isn’t by victimization mutual acquaintance. this can be a decent example of contract meeting of what to try and do or to not do.

I think this initial meeting goes well however with unprepared consulting will cause several wrong direction and cause failure as a adviser however additionally injury the corporate name.   There area unit several   effective methods to assist consulting to own an expert contract meeting.

 
Do you need a similar assignment done for you from scratch? Order now!
Use Discount Code "Newclient" for a 15% Discount!

EXAM Questions

/in /by

p. 1

Mid-Term Exam

Instructions

* This is a take-home essay exam. Given that you have a week to complete the exam, I expect the answers to be comprehensive and logical.

* Pick FOUR out of FIVE questions described below. Please circle below (at the right bottom corner – e.g., Q1), which questions you would like to be graded. If you complete all five and do not indicate clearly, I will take the lowest four scores.

* Please do NOT change the format already embedded in this exam sheet (12-point font, Times New Roman, 1 inch margins on all sides, single-spacing. Your answer should be limited to maximum of 2 pages for each question.

* Complete the following information FIRST:

I have neither given nor received any aid from others during this exam.________________________________________

Signature_______________________________________

Print Your Name_____________________ _____________

 

For use by the Examiners
Q1 (25 points)  
Q2 (25 points)  
Q3 (25 points)  
Q4 (25 points)  
Q5 (25 points)  
Total (100 pts)  
   

Q1: Please explain how various drivers to the internationalization of business influences human resource management practices for organizations. Describe in detail, five drivers and how these drivers influence specific human resource management practices (5 points each). Here, please specify which function of human resource management practices are being affected (job design, selection and recruitment, training & development, performance appraisal, or compensation and benefits).

Q2: Please describe in detail your understanding of what national culture is (10 points). Please try to be as comprehensive as possible (within the page limitation given). In addition, please tell me how national culture influences human resource management practices. Please use three specific examples (countries and specific HR functions) here (3 x 5 points).

Q3: Why is it important to understand the legal context of international business? Please describe how a national laws and regulations (5 points), supranational laws (5 points), and extraterritorial laws (5 points) influence human resource management practices. Again, please use specific examples for each.

Q4: Describe the nature of union membership around the world (5 points) and explain how various forms of union and non-union worker representation influences human resource management practices for multinational enterprises (10 points). In addition, explain how the existence of such labor organizations influences multinational enterprises (5 points).

Q5: What are the factors that makes up receptivity to international careers? Please select five factors that you consider most critical and explain why these factors influences receptivity to international career (4 points each). In addition, explain why receptivity to international careers is important for selection of candidate for international assignment (5 points).

 
Do you need a similar assignment done for you from scratch? Order now!
Use Discount Code "Newclient" for a 15% Discount!