...Snap on Tools Case Study 1. Selling strategy is a major component of Snap-on’s marketing strategy. They developed certain strategies that attracted customers and expanded their market, their original selling strategy did not work and once they went to a more direct approach, customers started buying the product. The second component is that their basic commitment to direct selling has remained pretty much unchanged, even though the dynamics have changed over the years, the basic building blocks and marketing strategy is still used to this date. This also means the company’s basic purpose has remain unchanged – “the production and sale of quality hand tools and related items to professional mechanics and industrial users”. The third component is how each independent dealer carries rolling stock of Snap-on small hand tools, which is a unique marketing strategy compared to most companies since it uses each franchise dealer carried a massive amount of company product. What changed for Snap-on was how they marketed and showed customers how they product worked in person through demonstration and even letting the clients try it. Once that happened, the sales skyrocketed. Its final major marketing component is how Snap-on has avoided expanding and mainly focuses on its core customers. 2. The element of familiarity is one that separates it from every other business. The way Snap-on markets its products is completely different. The way the Snap-on van travels around...
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...Case Study Calculations 1a. Direct Education: SNAP-Ed PARTICIPANTS by Age and SNAP Status • For Question 1a, indicate below if you are providing actual unduplicated counts or an estimate of SNAP-Ed direct education participants. _X__ Actual Counts of Participants (unduplicated) ___ Estimated Counts of Participants | | |A |B |C |D |E | |1 |Number of SNAP Recipients in SNAP-Ed | |4,032 |859 |180 |5,071 | |2 |Number of All Other Participants in | |3,448 |329 |132 |3,909 | | |SNAP-Ed | | | | | | |3 |Total Number of SNAP-Ed Participants | |7,480 |1,188 |312 |8,980 | Answers in Table: B1= 3074 + 958 C1=168 + 320 + 293 + 78 B3= 5800 + 1680 C3=216 + 420 +450 +102 B2= B3 – B1 C2= C3 – C1 D1=90 + 90 E1= 4032 + 859 + 180 D3 = 150 + 162 E2= 3448 + 329 + 132 D2= C3 – C1 E3= 7480 + 1188 + 312 F1b. Direct Education: SNAP-Ed CONTACTS by Age and SNAP Status • For Question 1b, indicate below if you are providing actual counts or an estimate of SNAP-Ed direct education contacts. ___ Actual Counts of Contacts __X_ Estimated Counts...
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...Introduction Health and Human services are a state department in every 50 states. This is the state department that handles the processing of Medicaid, SNAP (Foodstamp), W.I.C, Medical transportation, Women Health and many other state welfare program. Health and Human Services (HHS) has to follow state and federal laws. Depending on the importance of the change, some changes can get lost in translations. Sometime those changes over look once caught can cost the department fines and or losing funding. Overview of the Organization and Case Study HHS is monitor by the state Auditor office. The office makes sure the agencies follow and apply all new guide lines. In 2011 a new disclaimer was sign into law. The disclaimer basically stated that the worker did take the correct step and confirm the SNAP case was should be denied. When a case is denied and the denial is not valid it not only cost the state money but it is also report. Too many denial had been appealed and over turn. “Sanctions Document the SNAP Employment and Training (E&T) or Choices penalty information from the automated Texas Workforce Commission interface; Form H1816, SNAP E&T Noncompliance Report; or Form H2581, Choices Noncooperation Report, including the noncooperation date, applicable penalty period and reason when staff are not able to enter the penalty in TIERS, as required by policy in A-1890, Documentation Requirements” (Health and Human Service Pg3) Once the issue was discovered after...
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...Do something--he's about to snap. Roche E. Abstract Lynne Tabor, an IT manager at manufacturing giant MMI, has a great team. Everyone works hard and gets along. Everyone, that is, except Max Dyer. Max is a talented programmer, but he's terrible in the interpersonal skills department. So terrible, in fact, that three years ago Lynne reworked his job after employees complained that he was unengaged and even belligerent. Since then, he's been a solid worker, putting in extra hours and meriting good performance evaluations. But recently, Max's coworkers have noticed a change for the worse in him. True, everyone at MMI is on edge after a round of layoffs, but Max's behavior seems like more than a case of the jitters. To make matters worse, reports of a workplace shooting in Seattle are all over the news. Paige overhears Max shouting at someone on the phone. George finds Max pinning up a certificate from a shooting range in his cubicle, and Nicole, who worries they will all end up as statistics of office violence, wants to know how Lynne plans to ensure their safety. When Lynne tries to talk to Max, it's clear he thinks his coworkers are out to get him. And the truth is, they believe he fits the profile of a man on the edge. But what can Lynne do about an employee who has never made so much as a veiled threat to anyone? Commentators James Alan Fox, a professor of criminal justice at Northeastern University; Steve Kaufer, a cofounder of the Workplace Violence Research Institute; Christine...
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...Case Studies Weeks 1-4 Advanced Anatomy and Physiology Name: Robert Mixon Student ID#: 4321101 Case Studies – Instructions: Type your answers IN RED and use your textbook and other resources such as the ones listed below to help you answer the questions. Merck Manual of Diagnosis and Therapy: http://www.merck.com/mmpe/index.html MedlinePlus: Medical Dictionary: http://www.nlm.nih.gov/medlineplus/mplusdictionary.html E-medicine from WebMD: http://emedicine.medscape.com/________________________________________ Case #1: Jim and Jane Magnolia have tried for years to conceive a child, with no success. So instead, they have decided to adopt a child. They have found a beautiful little girl named Emma who has been given up by her mother....
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...MEANINGFUL WORK: EXPLORING BARRIERS INTERVENING AS WELL AS FACTORS ENHANCING EMPLOYEES’ ENGAGEMENT IN MEANINGFUL WORK. Course: Careers & Organizations Student: Isabelle van den Tol Studentnumber: 2509606 Contact: i.vandentol@student.vu.nl Coordinators: Prof. dr. Svetlana Khapova & Dr. Sylvia van de Bunt Datum: October 19th, 2015 MEANINGFUL WORK: EXPLORING BARRIERS INTERVENING AS WELL AS FACTORS ENHANCING EMPLOYEES’ ENGAGEMENT IN MEANINGFUL WORK. ISABELLE VAN DEN TOL 2509606 Vrije Universiteit Amsterdam Through interviews and literary findings, a qualitative case study has been done to enrich the theory about the factors enhancing and barriers intervening meaningful work. For this case study two interviews were conducted. Together with the literary findings several findings became apparent. There were three sources found that enhance the meaning of work, being: the self, the others and the work context. There were also several constraints found that are intervening the meaning of work. These constraints were the individualism within the jobs, the communication within the management team and the organizational pressure of being as efficient and effective as possible. These constraints together formed the barriers, which has a negative effect on the meaning of work. These findings were then discussed and concluded. Implications of the findings (e.g. limited amount of data) for both theory and practice are discussed. The area around Human Resource...
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...Tutorial One Case Study - Generation snap Continuance commitment is one dimension to organizational commitment, which refers to the economic reason for staying in an organization (Robbins et al. 2011). If the generational snap exists regarding this commitment, it is obviously that the Gen Y will have a high turnover rate comparing with other generations. As the case illustrates, Gen Y are well connected with the society, impatient for career success and possessing high technological skills. Thus, economic reasons cannot prevent them from leaving the organization when they intend to do so. While other generations may afraid that there are less opportunities for them to find another job with a satisfactory salary once they quit the job. Another possible difference is that the Gen Y seems to have more confidence than other generations. They are confident about the skill they had acquired and their ability to socialize. There are several strategies for improving the level of job satisfaction for generation Y employees. The first strategy is to approve. The Gen Y need to feel that their abilities have been confirmed and they are making a contribution to the company. People in other generations may have the mentality of “Let nature take its course”, but the Gen Y like to take the initiative and get things done depend on their strength. Thus, other people’s recognition is essential to a satisfactory job. The second strategy is to give response quickly. The generation Y are impatient...
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...beginning of the 21st century, its CEO/ Chairman, Yang-Ho Cho undertook various transformation initiatives - for instance, improving service quality and safety standards, technology integration, upgrading pilot training, better business focus; putting in place a professional management team, improving corporate image through sponsorship marketing, etc. He gave a new corporate direction in the form of '10,10,10' goal. However, Korean Air is held up by a slew of challenges. Among which are inefficiencies of - Chaebol system of management, possible clash of its cargo business with its own shipping company, limited focus on the domestic market and growing competition from LCCs. How would Korean Air manage growth as a family-owned conglomerate? The case offers enriching scope for analysing a family business’s turnaround strategies, with all the legacy costs involved. Pedagogical Objectives • To discuss the (operational) dynamics of Korean Chaebols - their influence/ effects on the country’s industrial sector and the economy as a whole • To analyse how family-owned businesses manage the transition phase - from a supplier-driven economy to a demanddriven economy • To identify all the possible reasons for Korean Air ’s turbulent times and assessing whether they are controllable or not • To critically evaluate Korean Air ’s transformation efforts - in terms of growth, productivity and cost cuts, especially the efficacy of '10,10,10' goal in a family-run business • To identify various challenges...
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...contemporary organizational issue you find intriguing. Use one field site or example for the entire paper. Also, be explicit about the level issue. For example, if you are using the concept of personality then it is an individual level issue. A list of concepts and their related levels is provided in a separate document. Focus of paper-related requirements: Outline: Submit a formal outline for your paper, complete with references. The purpose of the outline is to help you organize your content, which also results in increased clarity, improved logic, and better structure of the paper. There may be adjustments from this document to your final paper, but at this stage the paper should not require major revisions. Final Paper: Use a case study format for the structure of your paper. Identify and analyze issues using course concepts, and propose recommendations for the organization you are focusing on. Use of course concepts 1. Use a minimum of 8 concepts for the paper. Include a list of the concepts you used at the beginning of the paper. 2. Briefly define each concept you use within the text (a paragraph or two). 3. For each concept, write a diagnosis at one level (e.g., the person level). For example, you might write “The employee misses work frequently due to stress from conflict with her supervisor.” Note, stress and conflict would require definitions.) 4. For each concept, write a solution or solutions. Identify the level(s) you addressed in Step 2...
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...Calendar Overall for Case-Study Presentation & Mid-Term Exam – MGT 4760 (Strategic Management) Sem 1, 2012/2013 Sec 8 (M-W) No. | Week | Topics | Class Day | Date | Schedule | Details | | 1 | Chapter 1: The Nature of Strategic Management | 1- Mon 2- Wed | 10/912/9 | | | | 2 | Chapter 2: The Business Vision and Mission | 3- Mon 4- Wed | 17/919/9 | | | | 3 | Chapter 3: The External Assessment | 5- Mon 6- Wed | 24/926/9 | | | | 4 | Chapter 4: The Internal Assessment | 7- Mon 8- Wed | 1/103/10 | Quiz 1 (Chapter 1.2.3) | | | 5 | Chapter 4: The Internal Assessment | 9- Mon 10- Wed | 8/1010/10 | | | | 6 | Chapter 5: Strategies in Action | 11- Mon 12- Wed | 15/1017/10 | | | | | BREAK(22/10 – 28/10) | 13- Mon 14- Wed | 22/1024/10 | | | | 7 | Chapter 5: Strategies in Action | 15- Mon 16- Wed | 29/1031/10 | Case Presentation Session 1Case Presentation Session 2 | Group 1:L: Lia Hilaliah (Case Study 3)Group 2:L: Mas Syairah bte Mohamad (Case Study 5) | | 8 | Chapter 6: Strategy Analysis and Choice | 17- Mon 18- Wed | 5/117/11 | | (Mid-Term Exam 7/11 Wednesday)Seminar Room 1.1 | | 9 | Chapter 6: Strategy Analysis and Choice | 19- Mon 20- Wed | 12/1114/11 | Case Presentation Session 3Case Presentation Session 4 | Group 3:L: Mohamed Sheikh (Case Study 9) Group 4:L: Izzati Nor binti Salleh (Case Study 14) | | 10 | Chapter 7: Implementing Strategies: Management and Operations...
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...ARCTIC MINING CONSULTANTS Case Synopsis Arctic Mining Consultants is a mining company that deals with mineral exploration. In this case study, the project given is staking 15 claims in Eagle Lake, Alaska. The project Manager was Tom Parker, who has a wide experience and specialized knowledge in all nontechnical aspects of mineral exploration. He is a geological field technician and field coordinator for Arctic Mining Consultants. He assigned his previous field assistants John Talbot, Greg Boyce and Brian Millar to help him complete the project. The job required them to stake at least 7 lengths each day in order to be completed on time. However, the whole team has became very tense and agitated, especially Tom Parker, as the deadline was just around the corner and there’s still many to be finished within the limited time. The problem became worse with the way Tom managed and treated his team. The only motivation to the team was the $300 bonuses promised by the company when the job is done on time, otherwise, they might wished to give up already. This happened because working as a field assistant and in long-working hours only giving them low wages, which is considered unreasonable compared to what they have to do. During the eight hard days, everything had actually proved the strengths and weaknesses of each of the team members, including Tom. Case analysis symptoms 1) What symptom(s) exist in this case to suggest that something has gone wrong? The symptom(s) to suggest...
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...Running head: CASE STUDY XYZ Case Study XYZ: An Examination of Project Procurement Management Practices Group 12 John Doe Jane Smith Bobbie Sue University of Maryland University College Project Procurement Management, Semester XXXX, Section XXXX Professor Stephen R. Guth MMMM DD, YYYY [No Abstract or Introduction required for this assignment] The Inception Phase Rating Scale: 5—Excellent, 4—Very Good, 3—Good, 2—Poor, 1—Very Poor |Project Management Area |Inception Phase | |Scope Management | | |Time Management | | |Cost Management | | |Quality Management | | |Human Resource Management | | |Communication Management | | |Risk Management | | |Procurement Management | ...
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...policy. 2) Employee conditions: a. Lack of motivation b. Compensate for low wages by over indulgence of free food allowance c. High turnover rate due to availability of high application rates. d. Employees are mostly college and high school students e. Lack of respect for managers. f. No incentive to increase motivation. In the case study Perfect Pizzeria, the area supervisor has many problems that need his attention. The largest appears to be the organization. In this case study I will assume that the area supervisor has the authority to affect change within his organization (i.e. he is the franchise owner). Being in an area with few job opportunities should give him the perfect opportunity to recruit bright, ambitious, and motivated people to staff his pizzerias. How can the area supervisor change his organization to achieve a more fluid corporate culture? I think this change can be achieved by human resource changes, structure changes, motivational changes, and reward for good performance as well as accountability for poor performance. Each one of these areas will require a change from the corporate level. For the sake of my case study I am going to assume that the area supervisor (franchise owner) can lobby to achieve this change within the organization. The first area to look...
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...letters in industry or for a class, knowing your purpose and audience will help determine what information to include. Generally, business letters follow a particular format, although your instructor or company may require you to use alternative formats. This guide provides writers with an introduction to writing business letters. Case Studies: This guide examines case studies, a form of qualitative descriptive research that is used to look at individuals, a small group of participants, or a group as a whole. Researchers collect data about participants using participant and direct observations, interviews, protocols, tests, examinations of records, and collections of writing samples. Starting with a definition of the case study, the guide moves to a brief history of this research method. Using several well documented case studies, the guide then looks at applications and methods including data collection and analysis. A discussion of ways to handle validity, reliability, and generalizability follows, with special attention to case studies as they are applied to composition studies. Finally, this guide examines the strengths and weaknesses of case studies. Desktop Publishing: Desktop publishing is the process of laying out and designing pages with your desktop computer. With software programs such as PageMaker and Quark Xpress, you can assemble anything from a one-page document to a...
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