Case Study: Goodyear Tire Coree Cox MKTG 4354 4/9/15 The Problem Due to the growth of warehouse membership clubs and discount tire retail chains, the Goodyear brand has recorded a 3.2% decline in their market share for passenger car replacement tires in the U.S., as well as, a significant drop in their repurchased tire sales. The Answer Goodyear needs to rethink and restructure their distribution policy by creating a joint venture with the mass merchandiser, Sears. Goodyear should only
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this analysis is Ford Motor Credit. There was a point and time when Ford had lost its credibility with the many Americans. There were many lawsuits against the company. There was an ongoing issue with the firestone tires that were put on each Ford SUV. The claims were that the tires blew out and caused many deadly accidents. Ford had to adhere to the lawsuits but yet still run the multibillion dollar company. How do you do that with thousands of employees? Downsize is the first thing and then
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Toy Company USA| To:|John Johnny, CEO| From:|--- || Date:|7/9/2012| Re:|Constructive Discharge of Former Employee. Research and Response.| Comments:|Following your request to investigate how our company should respond to the recent claim by a former employee under Title VII of the Civil Rights Act of 1964 after our schedule policy change I have made several notes regarding how we should respond to their claim.A. Constructive Discharge: According to an article by the Denver Business Journal
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Recall the firestone company recall of tires Total Recall The Firestone Company’s Recall of Tires Seth Jackson Current Trends in Electronic Management ABSTRACT This paper discusses the recall of Firestone Tires in the United States .and the relative complicity of Firestone, Ford Motor Company and its consumers. Because of Firestone’s knowledge of the tire defects and lack of action, fatal and critical accidents resulted from tires used on the Ford Explorer. Firestone
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Case Analysis Report In August 2000, Ford Motor Company and Firestone Tire Company recalled 6.5 Million ATX and AT tires that had been installed on Ford’s Explorer model SUV. At the time, it appeared as though Ford and Firestone were doing the right thing. They had found out that the tread separated on Ford Explorers in states with intense heat, such as Florida and Texas. However, it later came to light that both Ford and Firestone had known about these problems earlier than 2000 and that Ford
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still experience the unfair practice of unequal pay. To address this issue, in 2009, President Obama signed the Lilly Ledbetter Fair Pay Act. The purpose of this act was to restore the discrimination caused by the ruling in the Ledbetter v. Goodyear Tire & Rubber Co case (The Lilly Ledbetter Fair Pay Act of 2009, 2009). The Lilly Ledbetter Fair Pay Act gives individuals the power to challenge pay discrimination and forces employers to eliminate any discriminatory pay practices (The Lilly Ledbetter
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Facts: Lilly Ledbetter worked for Goodyear Tire and Rubber Company’s in Gadsden, Alabama for nineteen years. For most years, she worked as an area manager, which was one, held primarily by men. In the beginning, Ledbetter’s salary stayed similar with the men whom performed similar work. Throughout time, her pay was less than the males pay whom held equal or lower seniority area manager positions. During 1997, Ledbetter’s salary was approximately fifteen percent lower than the lowest paid male Area
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Griggs V. Duke Power On December 14, 1970 in Draper North Carolina thirteen African Americans were represented by Griggs in the first legal law suite of its kind. Duke Powers reserved the good jobs for the white employees. There were extreme differences in wages and jobs. Also, there were standardized tests required to be taken by potential employees or employees who wanted promotions. The courts ruled that the tests did not pertain to applicant’s ability to perform the job. This case was pivotal
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Lilly Ledbetter was a supervisor at Goodyear Tire and Rubber’s plan in Alabama from 1979 until her retirement in 1998. She was an area manager and initially her starting salary was similar to her male counterparts, however as time went the pay discrepancy between Lilly and 15 male managers was obvious. Lilly Ledbetter was paid $3,727 a month were the lowest paid male area manager was earning $4,286 per month and the highest male was paid $5,236 a difference of approximately $1,500. Lilly’s initiated
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Lilly Ledbetter was a long-time manager of a Goodyear Tire Company in Gadsden, Alabama from 1979 till 1998. Around the time she was going to retire she discovered that she was making much less than her male counterparts, almost 40% less over her 20 years there. She sued Goodyear and won being rewarded $3,514,417 from the jury, but due to laws restricting how much money a jury could reward, the judge reduced the winnings to $360,000. Goodyear appealed the case and brought it to the 11th Circuit of
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