...Research or Interview Paper Instructions You can choose 1 of the following two options for your Research or Interview Paper. Your paper will be 7 double-spaced pages for the main content (not including the cover page and reference page). Your choices include: 1. A research paper Steps for writing the research paper: a) Choose a topic in Managerial Economics. b) Submit the topic and the outline of the paper to the instructor anytime for approval. c) A minimum of 3 references besides the textbook are required. Liberty University library has excellent resources for your search for journals. http://www.liberty.edu/index.cfm?PID=178 OR 2. An interview paper Steps for writing the interview paper: a) Choose a topic in Managerial Economics. b) Design at least 5 questions according to the topic. c) Submit your questions to the instructor for approval. d) Contact a local or non-local company for an interview. e) Conduct the interview for answers to your questions. f) The paper must have 3 parts: • The description of the company; • Interview questions and answers; and • Your comments. *The research paper is to be done individually, not as a group. **Do not wait until the last module/week to work on the paper. Do it as early as possible. ***A paper that was written for other classes would not be accepted for...
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...Case Study: Chapter 8 Aaron Lambert Saint Leo MBA 540 Managerial Economics Analyzing Managerial Decisions: Leaving New York for the Farmlands of Illinois While the co-workers may be rightly supportive of the individual’s aspirations, they are likely not qualified to advise him on this matter. The individual claims to have $800,000.00 saved from bonuses at his current place of employment. Based on that information alone, it appears that he is considering walking away from what seems like a fairly secure and profitable situation at his current job and committing to a new and less certain endeavor. With reports implying that demand for corn will soar the farming proposition may seem like a good idea; however, our potential farmer needs to consider other factors. The costs associated with acquiring the land are known and estimated to be $800,000.00, but there are other costs involved that are considerable and quite fixed. He will need to purchase farming equipment and machinery, which will require much more cash upfront in addition to the land. These fixed costs definitely need to be factored into the decision but are omitted in the text. If he has a lot more of that bonus money remaining, he could purchase the machinery outright. If paying cash is not possible he will need to take up a loan, lease, or rent; either option resulting in additional expenses incurred each period. Based on an article published by the University of Illinois in 2014, corn farmers in Illinois...
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...give a keyboarding test to a candidate applying for a job as an administrative assistant. However, it would not be valid to give a keyboarding test to a candidate for a job as a physical education teacher. If a keyboarding test is given to the same individual on two separate occasions, the results should be similar. To be effective predictors, a selection device must possess an acceptable level of consistency. Application forms For most employers, the application form is the first step in the selection process. Application forms provide a record of salient information about applicants for positions, and also furnish data for personnel research. Interviewers may use responses from the application for follow-up questions during an interview. These forms range from requests for basic information, such as names, addresses, and telephone numbers, to comprehensive personal history profiles detailing applicants' education, job experience skills, and accomplishments. According to the Uniform Selection Guidelines of the EEOC, which establish standards that employers must meet to prevent disparate or unequal treatment, any employment requirement is a test, even a job application. As a result, EEOC considerations and application forms are interrelated, and managers should make sure that their application forms do not ask questions that are irrelevant to job success, or...
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...MID-TERM EXAM - 1st Semester, 2012 |Date |Time |Course Title & Code |Room No. | |29 June, 2012 |11.00 am ~ 12.30 pm |501: Accounting System & Auditing |502 | |(Friday) | | | | |30 June, 2012 |7.00 pm ~ 8.30 pm |502: Managerial Economics |402 | |(Saturday) | | | | |06 July, 2012 |3.00 pm ~ 4.30 pm |503: Business Communication |502 | |(Friday) | | | | |07 July, 2012 |7.00 pm ~ 8.30 pm |504: Advanced Management |502 | |(Saturday) | | | | |13 July, 2012 |3.00 pm ~ 4.30 pm |503: Business Communication...
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...Interviewing 101 Lauren Powell BUS 670 Legal Environment (MOD1533A) Jennifer Stephens September 15, 2015 Interviewing: 101 Preparing for a job interview is one of the hardest things to do for both the interviewer and the interviewee. The interviewee has been selected out of who knows how many people to sit face to face and speak with someone who has the key to their success in getting this position in their hand. Of course the interviewee wants to show that they are the best fit for the job and want to do everything in their power to make sure they have a fighting chance. While the interviewer has the responsibility and job to find the right person for the job. Doing all the research Sitting in interview after interview can be overwhelming for both parties but in the end, the goal is to find someone that will dedicate their time, effort and commitment to being the best they can be in the role in which they applied. When I was a supervisor a couple of years ago at a movie theater, one of my jobs were to sit in on the interviews and help with the hiring process. Interviews are never the most exciting but the goal is to be as professional and as friendly as possible. You never want the interviewee to leave feeling uncomfortable or violated in any kind of way. If my supervisor set me in place to hire a new, full-time administrative assistant for my job, I would put out an advertisement that is straight to the point on what I am looking for. I want to make sure the...
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...IIBM Institute of Business Management Examination Paper Human Resource Management Subject Code-B102 Section A: Objective Type & Short Questions (30 marks) MM.100 Part Two: Answer 1. Career planning involves efforts on the part of the organizations to provide avenues for growth to its employees. Certainly this growth should be accompanied by development. The other side of the coin is the role of employees in career planning. It involves effort on the part of employees to clearly think through and decided areas in which they would like to make a career for themselves. When employees have assessed their career needs and have become aware of organizational career opportunities, the problem is one of alignment. The crucial role has to be played by HRD in ensuring this alignment to build up morale in the organization. A systematic choice of development techniques like training, special assignment, counseling and rotational assignments should be made to ensure this alignment. Employees are often uncertain as to the type of work that would suit them best. There are a number of evaluation instruments available to determine basic aptitudes. Human Resource Development Managers should be able to guide employees by administering these instruments on them. Employees should also find out whether they are loners or socially active. These exercises with some assistance from HRD Managers should help in career need assessment. Realizing that employees have...
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...theory • practice OB organizational analysis interviewing skills and appropriate behaviors; and • prepare and present OB analysis documentation. The specific task is to: • select an organization and arrange an interview with someone in a managerial position • discuss with the interviewee ten (10) specific OB topics; and • prepare and present an OB organizational analysis document summarizing your findings, and most specifically, an analysis of your findings. General Instructions 1. When arranging the interview, and developing your interview questions, be realistic as to how much time you require. Providing the interview questions to the interviewee ahead of time is likely to be appreciated. Address only the required ten (10) topics; and include only these in your analysis report. This analysis report is the assignment. 2. There are no page requirements for the analysis report. Keep it as short as possible. Edit carefully. Marks are allocated for the thoroughness of coverage of the ten required topics listed below, and their analysis – linkages to appropriate OB theory; linkages to the text. It is not enough to just describe the happenings in the organization, or the responses to the interview questions. Analysis is required of the ten topics. Use these as headings in your analysis report. 3. Please submit your completed assignment to me by email. 4. Please check the Timeline for the due date. Specific...
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...inventories are the activities that one can do well. Supervisors within an organization methodically record the most recent skills that the employees acquire in the database. Some internal assessment methods are not very useful. One of them is peer assessment where the employees rank and rate one another. Its advantage is that the workers know each other, and they may hence give first-hand information (Phillips & Gully, 2015). However, this method is not very efficient since the criteria put into use is not clear. Self-evaluation is another method where job applicants evaluate their skills to establish the probability of a promotion. The employee may be dishonest about the information they give hence rendering the process ineffective. Managerial sponsorships are an internal assessment method that is less...
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...Reflection Manager Interview MGMT 3110-002 | Fall 2015 | Professor Joel Nichols | University of Memphis |November 19, 2015 Individual Experience Reflection Interviewing a manager was a great experience and I have learned a lot from it. I had interviewed a former manager and owner of a sewing shop called Alterations and her name was Norayda Bautista. It was a great learning experience by getting to know the manager’s duties and perspectives. Being a manager requires a lot of work, skills, and determination. The first question asked on this interview was about their day-to-day duties. Bautista’s daily tasks were to assign loads of work and give instructions to get things done in time. She signed a subcontract with a clothing company and she received orders from them to sew clothing and it would be picked up on a certain day of the week. Besides assigning work and giving instructions, she also worked on scheduling employees. I also asked her what goals she and her team members had set. Bautista had set a quota to just finish all of their work by the end of the week. Their tasks depended on what their contractor from the subcontract has asked for them to sew and alter. Bautista’s strategy to achieve the goal was to teach her employees how to work and keep them on track to get work done faster. It seemed that Bautista focused on speed since schedules were usually tight. Timing and speed were two important factors. Next question of this interview was asking if the manager...
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...If you were Stephen Conner, who would you hire, and why? In the case study of “Recruitment of a star” there are four candidates for the job offered by Stephen Conner. They are Gerald Baum, David Hughes, Sonia Meetha and Seth Horkum. Among all, my choice is Seth Horkum. There were several positive aspect which made him my first option such as his time management (being at interview before the schedule), his prior experience with PowerChip company (Upcoming client for RSH), his long term commitment (15 years of service @ Jefferson Brothers) which allows dependency and loyalty. With all the above aspects and the intelligence he exhibited in the interview makes him the best fit for the job. What problems does Stephen Conner face? When Stephen let Peter go, the biggest problem was to find the right replacement at the earliest. So the time was the key factor because it was the time when they were in need of a senior analyst to get started with the new client (PowerChip Company). Apart from that, he was facing a lot of concerns from the senior executives of the organization about his decision of letting Peter go. In fact they were more upset with his decision of making Rina who was an assistant to peter and joined the organization just 3 years ago as a substitute for Peter. What should Peter's replacement look like, and which of the candidates best fits this description? (Page 4) Peter was extremely intelligent and his analytical skills were superior. So if one has to replace...
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...discussion will center on one’s testimony surrounding their interview process to transition into a more desirable career opportunity with a targeted new employer. In this dialogue, the reader will be able to determine that communication and personality of the interviewee helped to position them to receive an initial offer, negotiate to make a, and accept a new win-win proposal. Inspiration of Goals About 10 years ago after employed for approximately two years with a leading financial institution in their retail credit card division, a customer service supervisor sought to establish a new career path. The first order of business after months of deliberation became his setting of some specific career objectives. The results produced four goals: higher compensation, job growth/opportunity for advancement, stability, and better working conditions. Prior to his current employer, he previously earned $15k more. Because of a corporate reorganization and his brief tenure compared to his peers who had on average 10-plus, he became first out because he was last in. His background work experience also incorporated his managing a mid-sized call center of 63 associates with five supervisors as direct reports. As a manager, his position offered favorable growth and exciting challenge because it involved the startup of a regional loss mitigation operation for a growing credit card issuer based in Fort Worth, Texas. Although this managerial assignment resulted in long hours worked, the higher compensation...
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...MKT 348 CONSUMER BEHAVIOR PROJECT GUIDELINES General Overview All students must complete a consumer behavior project that will be due at the end of the semester. The purpose of this project is to provide you with the opportunity to: * Examine a specific consumer behavior in detail as experienced/practiced by consumers personally and directly * Gain experience in collecting and analyzing primary consumer data * Apply some of the important concepts and knowledge acquired in the course to derive practical, managerial insights about the behavior you have examined * Work through differences of opinions, work habits, schedules, and so on characteristic of a group dynamic to produce a quality final report Group Formation Students must complete the project in self-selected as opposed to professor assigned groups of 4 students. These groups should be formed as early as possible (as soon as the enrollment stabilizes around the third week of the semester). Groups must elect one designated member, who will be responsible for all project online submissions/uploads. For the most part of the semester, you will need to meet outside the class to work on project-related tasks. Additionally, to ensure that you have adequate time to meet with your group to work on the project, three project workshop days (refer to syllabus) have been scheduled during class time. Topic Selection Although your group can pick the project topic, you are strongly encouraged to...
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...qualities of the previous employee and without defects. This ignores the changing future requirements the job demands. 2. Unrealistic specifications: Job description mentioned by the search team are generally long and detailed which is difficult to be found in a single candidate thus eliminating many good candidates having the priority skills. 3. Evaluating people in absolute terms: It is mentioned that the evaluation of performance of a person is difficult without proper understanding of circumstances. Questions like “what are your strengths and weaknesses are very contextual in nature. These are the candidates view about him and should not be taken as fact. 4. Accepting people at face value: Many candidates who attend the interview don’t tell the full truth, or at least often finesse it. So, accepting people on their face value is not considerable. All candidates try to put in their best self forward. 5. Believing references: The author mentions that executives generally give less importance to...
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...finally had to give GD in Coca Cola, ITC and Schlumberger. So you can never be too sure of what comes your way during the placements. PLACEMENT EXPERIENCE - I started my placement journey by getting shortlisted in Capital One on Day 1. They shortlisted 125 candidates on the basis of resume. Then they took a case study interview and reduced the number to 30. Then again took an aptitude test but finally didn’t give offer to anyone. - Then came Coca Cola on Day 2. They organised GD in the groups of ten each and then there was a single interview of about half an hour which mainly consisted of HR based questions. The topic of the GD was “Are Engineering students wasting time in studies ?”. The interview mainly focussed on the commitment to work with them and asked whether I did any activity depicting leadership skills. - Coca Cola shortlisted candidates with medium profile like moderate CPI with few extracurrecs. I had a target of gettng placed in Qualcomm from second year itself. It came on Day 2 and I got a call from Qualcomm in the middle of the interview of Coca Cola so I could not take their call. Immediately after this I went for the Qualcomm interview but they were not happy and asked me to leave without much interrogation. The results of Day 2 came and I got placed in Coca Cola. AJAYPAL SINGH, MECHANICAL...
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...tEXECUTIVE SUMMARY The paper identifies different source and causes of different types of conflict in the work place. Analysis of the conflict was done with the aid of Blake and Mouton’s model of conflict management. The paper reflects on a real life observation using brightlands care home. Conflicts observed in the home were analysed and discussed. Manager positions in handling the conflict were also analysed using Blake and Mouton’s conflict management style model. Five conflict management style (competitor, collaborator, compromiser, accommodator and avoider) were used to analysed the conflict were based on the research of Blake and Mouton (1964). Using the conflict scenario, the paper critically discussed various approach towards conflict resolution within and between groups. 1.0 INTRODUCTION Conflict is a normal and natural aspect of life and the working environment hardly do without one form of conflict or the other. Conflict in the workplace is a well known daily phenomenon and it is on the increase. It is worth saying that a conflict free company never existed and will never exist. Tension, cultural differences, aggressions, antagonisms, negative attitude and frustration will usually exists especially wherever men are forced to live and work together. . Burton (1972) said in his book that Conflict, like sex is an essential creative element in human relationships. It is the means to change, the means by which our social values of welfare, security, justice and...
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