An Online MBA Opens Doors, Part I Essays

An Online MBA Opens Doors, Part I Essays An Online MBA Opens Doors, Part I Essay An Online MBA Opens Doors, Part I Essay We are on the whole searching for circumstances with regards to our work †when entryways open we hope to stroll through them at whatever point we get the opportunity. Yet, there are sadly a few entryways that are just shut to us due to our absence of experience or maybe our degree of instruction. For the individuals who are in this position and can't comprehend how they would approach expanding their degree of instruction while as yet keeping up their activity, there is consistently the chance of acquiring an online MBA. An online degree is one of the best in class contributions of the Internet †permitting understudies in all circumstances and of any age to gain degrees in any industry where they are intrigued. While it might appear to be insane that you can gain a propelled degree on the web, in all actuality an online MBA is just unique in relation to a conventional MBA program in area. Instead of heading to a grounds and going to classes †an accomplishment not prone to be pulled off by a bustling proficient working an all day work †understudies logon to the Internet to go to classes. In any case, it every single other region, an online MBA is equivalent to its customary partner including: * Registration. Understudies must apply for an online MBA program and be acknowledged into the program before enrolling for classes. There are the individuals who believe that anybody can essentially turn on their PC and go to classes in this regard. In any case, in all actuality these are trustworthy, certify projects and understudies must be welcome to join. * Books. Because classes happen online doesn’t imply that there’s no perusing included. Toward the start of the semester †similarly as with every different class †a class schedule is conveyed to online MBA understudies; on the prospectus is a rundown of the books that they will utilize that semester. It is officeholder upon the understudies to get the necessary books and stay aware of planned perusing. In the following post, we’ll examine some different manners by which an online MBA program is like customary classes and a portion of the reasons why an online degree might be for you.

Investigating Decision-Making Methods Essay Example | Topics and Well Written Essays - 1250 words - 2

Exploring Decision-Making Methods - Essay Example This paper takes a gander at methods of settling on the best choices utilizing the instance of Miller as the contextual analysis (Lindblom, 2008). It additionally gives a knowledge to a portion of the approaches to moderate issues as well as irreconcilable circumstance that may emerge as one is taking care of various gatherings. The contextual investigation includes Mr Miller who is new to the school and on his first day is invited by two gatherings. The principal bunch needed Mr Miller to build up capacity gathering at the school as they contended that the moderate kids took a great deal of instructional time leaving just not many hours for the skilled kids. The subsequent gathering anyway needed no change and was the view that everything was running admirably at the school and they needed no progressions at the school. Mr Miller was left with a significant issue which was to ensure that the two gatherings went to a comprehension and if not settle on a choice that would be reasonable by acting with uprightness and in moral way. There are diverse dynamic methodologies that Mr Miller could utilize and attempt to determine this issue. First there is the dictatorial methodology whereby Mr Miller settles on a choice without speaking with some other gathering in the school network. This is refered to as perhaps t he quickest type of dynamic as there are no others included that may slow down the dynamic procedure. Disregarding what others may need to state and surveying the issue and settling on a choice may not be gotten well by the network. Being another school chief it is significant for Mr Miller to have the network backing him up and not to begin having his choices tested by everybody including his workforce staff. Also Mr Miller may utilize the interview approach where a pioneer looks for the counsel of the supporters and in the wake of giving him the thoughts, sentiments and recommendations the pioneer settles on the choice dependent on these commitments all alone. This methodology may likewise be

How to Delegate Tasks Effectively (and Why Its Important)

How to Delegate Tasks Effectively (and Why It’s Important) One of my favorite Olympic sports to watch is track relay. The runners make blindly reaching for a baton at 20 mph while staying in their lanes look incredibly easy. But in truth, what they’re doing is extremely difficult. And it’s a lot like delegating effectively. Delegating sounds easyâ€"and others who can do it well make it look easyâ€"but passing the baton effectively requires a lot of trust, communication, and coordination. Still, if you learn how to delegateâ€"and you do it wellâ€"everyone on your team wins. Table of Contents: Why Is It Important to Delegate? Why Managers Fail to Delegate How to Determine When Delegating is Appropriate How to Delegate Tasks Effectively Why Is It Important to Delegate? As a leader, delegating is important because you can’tâ€"and shouldn’tâ€"do everything yourself. Delegating empowers your team, builds trust, and assists with professional development. And for leaders, it helps you learn how to identify who is best suited to tackle tasks or projects. Of course, delegating tasks can lighten your workload, but according to Dr. Scott Williams, professor of management at Wright State University, delegating does much more than just get stuff off your plate. For one, the people who work for you will be able to develop new skills and gain knowledge, which prepares them for more responsibility in the future. “Delegation can also be a clear sign that you respect your subordinates’ abilities and that you trust their discretion,” Williams writes. “Employees who feel that they are trusted and respected tend to have a higher level of commitment to their work, their organization, and, especially, their managers.” Why Managers Fail to Delegate While the benefits of delegating are obvious and plentiful, many managers still fail to delegate effectively. The reality is that there are several myths and misconceptions about delegating that can make some leaders wary of handing off work to others. They think delegating is just passing off work to someone else “Managers often mistake delegation for passing off work,” writes Harvey Mackay, founder of MackayMitchell Envelope Co. “So they don’t do it, and they wind up wasting their time as well as the company’s time and resources.” Delegation can be a chance to make workloads more manageable, but more than that, it can provide really valuable teaching opportunities for your employees, Mackay notes. Delegation is not a sign of weakness; it’s a sign of a strong leader. They think they can do it better One study found that two psychological processes make people more reluctant to delegate work: the self-enhancement effect, which is a manager’s tendency to evaluate a work product more highly the more involved he/she is in its production the faith in supervision effect, which is when people have a tendency to think work performed under the control of a supervisor is better than work performed without as much supervision Watch for those biases in your work. They could be a sign that you need to focus on building more trust within your team. Related: 6 Simple Tips for Effective Team Management They’re nervous about letting go Letting go can be challenging, but accepting that you can’t do everything yourself is important. “Giving up being ‘the go-to expert’ takes tremendous confidence and perspective even in the healthiest environments,” says Carol Walker, president of Prepared to Leadâ€"a consulting firm that focuses on developing young leaders. Remind yourself that your team wants to do good work and be successful just like you do. If your employees succeed, you succeed. “I’ve learned that people will seldom let you down if they understand that your destiny is in their handsâ€"and vice versa,” says Mackay. Theyre worried delegating will take longer than just doing the work Another common barrier to delegation is that it can take longer to teach someone else how to do a task than to just do it yourself. And while that might be true the first time you delegate the task, over time, the amount of time you have to dedicate to that task decreases because you won’t have to be involved with it at all. Imagine that it will take you eight hours to walk someone through a task you have to complete every week. Typically, it takes you an hour to complete the task. Once eight weeks have passed after you’ve trained someone else to do the task for you, you’ll have recouped the time you spent on training and now have an extra hour each week. With that extra hour, you can focus on more important work, such as strategy, coaching, or developmentâ€"the things leaders are supposed to do. How to Determine When Delegating is Appropriate Another common barrier to delegation is that leaders aren’t sure which tasks they should and shouldn’t be delegating. In every manager’s workloadâ€"particularly new managersâ€"there are likely tasks that you should do and tasks that you should delegate. Career and business strategist Jenny Blake recommends conducting an audit of your tasks using the rules below to find out which of your tasks should be delegated: Tiny: Tiny tasks are little things that only take a small amount of time to complete but add up over time. These might be things an assistant could do: scheduling meetings, booking flights for business trips, or deleting spam/marketing emails from your inbox. Tedious: Tedious tasks are mindless tasks, such as copying and pasting lead information from your marketing automation tool to your CRM. Tedious tasks require little skill and can be easily delegated. Time-consuming: Time-consuming tasks are opportunities to break work into smaller chunks and delegate portions of the work to others. If you perform a task regularly that takes a lot of time, look for opportunities to hand off segments of that task to others. Teachable: Do you have tasks on your plate that you could easily teach someone else to complete? If a task is entirely teachableâ€"if it does not require expertise that only you can provideâ€"it’s a worthwhile candidate for delegation. Terrible at: Maybe you have no design skills, so it takes you six times as long to create graphics for your blog posts as it would a professional designer. It’s better to delegate that task to someone who’s more equipped to do the work quickly and well. Time-sensitive: Maybe it would be better if you handled all of the tasks belonging to a time-sensitive project, but if you won’t have time to complete it doing it all on your own, it’s time to find ways to delegate parts of that task to other members of your team. Additionally, you may need to consider delegating tasks you love doing but are no longer part of your job. If you recently moved into a leadership role, you may have pet projects from your days as an individual contributor, but if it’s now someone else’s job to complete those tasks, it’s time to delegate and teach that person how to do it for you. Delegate tasks efficiently Sign up for free Sign up for free How to Delegate Tasks Effectively Here are a few tips to help you delegate effectively so that your team shares the workload and makes progress that benefits everyone. 1. Choose the right person for the job Part of being a good leader is understanding your employees’ strengths, weaknesses, and preferences. If you need to delegate a task that is going to require a lot of collaboration to complete, don’t delegate it to someone who very strongly prefers working alone. Delegate it to someone who prefers collaborating. If you conducted the audit recommended in the section above, you may have a list of tasks you’re looking to delegate. You may want to consider sitting down with your team, going through the list, and letting people self-select the tasks they’re most interested in taking over. Letting people choose the tasks they’re delegated is another way to build trust with and inspire engagement among your team. 2. Explain why you’re delegating If you’re delegating a task to someone out of the blue, it really helps when you provide context for why you’re giving them that responsibility. “When you select people to delegate to, tell them why you chose them specifically and how you hope to see this help them grow,” says Alex Cavoulacos, founder of The Muse. “Help them see each delegated task as an opportunity to take on more responsibilities or grow new skills.” 3. Provide the right instructions Every good delegator provides basic and important information without micromanaging. Stephen Covey, author of The 7 Habits of Highly Effective People, suggests that you delegate results rather than methods: “For example, say, ‘Here’s what we are doing. Here’s what we’re after. I want you to get the sale,’ instead of ‘Follow up on those leads,” Covey says. Tell employees your goals or the milestones you hope to hit and let them tackle the problem in their own way. Don’t look for perfection or micromanage; someone else might complete a task differently than you would. As long as you get the result you’re looking for, that’s okay. 4. Provide resources and training You have to make sure the person tasked with a job or project has the tools and resources they need to be successful. “A good training rule of thumb is ‘I do, we do, you do’ (i.e. watch me do this, then let’s do it together, now you try),” says Cavoulacos. Make sure that when you delegate a task, the person has the tools and skills they need to complete the taskâ€"or provide a way for them to work on those skills. For example, if you ask someone to use a specific tool they’ve never used before to complete a task, make sure there’s a plan for them to become familiar with the tool first. 5. Delegate responsibility *and* authority You’ve probably been in a situation where you were tasked with something but didn’t feel fully empowered to make decisions. As a result, the work stalls, you end up having to ask for help, and the task takes more time from both the employee and the manager. “Managers who fail to delegate responsibility in addition to specific tasks eventually find themselves reporting to their subordinates and doing some of the work, rather than vice versa,” writes Martin Zwilling, founder and CEO of Startup Professionals. Foster an environment and culture where people feel they’re able to make decisions, ask questions, and take the necessary steps to complete the work. 6. Check the work and provide feedback There’s nothing worse than a manager who delegates something to an employee and then blames the employee when something goes wrong. Don’t be that manager. Check the work you delegated to your employees when it’s complete, make sure they did it correctly, and give them any feedback needed to improve when handling the task going forward. 7. Say thank you When someone completes a task or project you delegated, show genuine appreciation and point out specific things they did right or well. When you make a note of those specifics, you’re giving people a roadmap for what they should continue to do to be successful. “This is the simplest step but one of the hardest for many people to learn,” Zwilling says. “It will inspire loyalty, provide real satisfaction for work done, and become the basis for mentoring and performance reviews.” The Benefits of Learning to Delegate If you delegate well, you can increase trust and commitment with your employees, improve productivity, and make sure the right people are performing the tasks that best suit them. So don’t be afraid to pass the baton. It might take some practice to become a great delegator, but if you work at it, you’ll all go further. Originally published in March 2017, this post has been updated to provide more information about how to determine which tasks should be delegated and to add a few more delegating tips. You might also like: 3 Creative Leadership Methods to Spark the Next Big Idea 3 Proven Strategies to Motivate Your Team 4 Strategies to Make Creativity a Key Part of Company Culture 4 Steps for Successful Employee Development Delegate tasks efficiently Sign up for free Sign up for free

Alzheimer s Dementia And Its Effects - 1496 Words

When looking into the future and thinking about what your life will be 10, 20, even 30 years down the road I would guess the majority of us picture our lives as carefree and exciting, in perfect health and rich. Maybe you have 5 kids, the perfect job and a cookie-cutter husband. Or maybe you travel the world, have a rockin’ body and work for the CIA. Unfortunately that isn’t the outcome for everyone. There are those who will develop Alzheimer s dementia. Alzheimer’s dementia is responsible for 60-80% of dementia cases and is the 6th leading cause of death in America (Alzheimer’s Association). Once diagnosed there’s no escaping it’s grip. The severity and rapid progressive state of the disease make Alzheimer’s a rather excruciating disease. Alzheimer’s affects groups of nerves in the brain. Doctors believe it prevents the nerve â€Å"factories† from running correctly and prolonged back up in a single grouping of nerves begins to affect those surrounding/connected to it (Alzheimer’s Association). As the damage spreads, cells begin to die and cause serious irreversible brain damage. Nerve damage occurs before there is any signs that the patient is developing dementia, and by the time early signs of Alzheimer’s dementia begin to appear there is already significant amount of the brain that has been touched and can no longer to salvaged. The most common early sign is a reduction in the patient s ability to retain new information, but the emergence of the disease differs from personShow MoreRelatedEffects Of Dementia On Alzheimer s Disease1849 Words   |  8 Pagesâ€Å"Dementia is characterized by chronic, global, non-reversible deterioration in memory, executive function, and personality. Speech and motor functions may also be impaired† (Butler and Radhakrishnan, 2011). As defined by Butler and Radharkrishnan, dementia is a disease that affects a person for their whole life. In the next part of this paper, I’m going to talk about the dementia and the effects it has on a person live whether it is with the symptoms, overall experience with it, and what exactlyRead MoreThe Effects Of Alzheimer s And Dementia Among Elderly Populations1709 Words   |  7 Pagesresidents are estimated to have a psychiatric disorder which includes Alzheimer s disease (Curlik, SM, et al, 1991). In 2003, the report on the Pre sident’s New Freedom Commission on Mental Health, Achieving the Promise: Transforming Mental Health Care in America, recommended that mental health must be addressed with urgency in light of the prevalence of increasing diagnoses of Alzheimer’s and dementia among elderly populations ( â€Å"President s New Freedom Commission on Mental Health†). The Physician’s CommitteeRead MoreThe Effects Of Dementia On Alzheimer s Disease And Vascular Disease1803 Words   |  8 Pages The Effects of Dementia Alex Guthrie University of Tennessee Chattanooga Introduction Dementia is a chronic illness that effects millions of Americans annually with increasing numbers. The general understanding of dementia is that it affects the mind, and while it does affect the mind, entangles much more than just that. Dementia engulfs a patient s mind, family, a level of caregiving, and an involvement in research of the disease. The Mind Adults age 65 years and older makeRead MoreAlzheimer s Disease : The Most Common Form Of Dementia1427 Words   |  6 PagesDementia, known as one of the world s current pandemics, is estimated to be the fourth most common cause of death in the developed country, second only to cardiovascular, cerebrovascular diseases and cancer. With the aging population, dementia has gradually become a serious threat to the health of the elderly people in Australia. Alzheimer s disease is the most common form of dementia. Alzheimer s disease usually occurs in a primary degenerative encephalopathy in senile and pre senior periodRead MoreAlzheimer s Disease Is An Ongoing Condition That Destroys The Connection Of Cells1689 Words   |  7 PagesAlzheimer s disease is an ongoing condition that destroys the connection of cells in the brain. According to the Alzheimer’s Foundation of America (AFA), it is estimated that as many as 5.1 million Americans have Alzheimer s disease today. Alzheimer s disease was discovered by a German physician named Alois Alzheimer. In 1906, Dr. Alzheimer saw changes in the brain tissue of a woman who died from what he presumed to be a mental illness. He described her symptoms as memory loss, language complicationsRead MoreAmerica s Elder Population Is Living Longer936 Words   |  4 PagesAmerica s elder population is living longer. Current data trends show that 46.2 million people living in America are age 65 an d older (Millennials Outnumber Baby Boomers ,2015). Research shows the life expectancy of the average American woman is 81.2 years of age. Although advancements in medicine continue to evolve there remains one condition which impedes the quality of life for this growing population. Dementia, an Alzheimer s related condition which hinders the quality of life for 3.2 millionRead MoreThe Disease Of Alzheimer s Disease1677 Words   |  7 Pagesis one thing Alzheimer s cannot take away, and that is love. Love is not a memory - it s a feeling that resides in your heart and soul.† (Fade to Blank). The human brain is a remarkably complex organ that processes, stores, and recalls information. â€Å"Alzheimer s disease (AD) is a slowly progressive disease of the brain that is characterized by impairment of memory and eventually by disturbances in reasoning, planning, language, and perception. Many scientists believe that Alzheimer s disease resultsRead MoreAlzheimer s And Alzheimer Dementia991 Words   |  4 PagesSome alternate names for Alzeheimer s include Alzheimer dementia (AD), Alzheimer dementiia, syndrome, and sclerosis. The name of the disease was chosen after Dr. Aloysius Alzheimer was credited with discovering the first case of presenile dementia. This would later be called Alzheimer s disease in honor of Dr. Alzheimer s discovery. In the year of 1901, Dr. Alzheimer was studying a 51-year-old patient named Auguste Deter. The patient was suffering from strage behavioral patterns of symptoms. OneRead MoreDementia And It s Types Essay1429 Words   |  6 PagesDementia and it s types Dementia is a syndrome caused by multiple progressive illnesses that affects memory, thinking, orientation, behaviour, comprehension, calculation, judgement, learning capacity, language, and loss of motivation and emotional control. The syndrome is characterized by Alzheimer’s disease, dementia with lewy bodies, vascular dementia, and frontotemporal dementia. Dementia mainly affects older people. Alzheimer disease is the most common form of dementia. Prevalence 44.4Read MoreAlzheimer s Disease : A Progressive Disease1663 Words   |  7 Pages15:06 Alzheimer s disease is a progressive disease that destroys memory and other important mental functions. At first, someone with Alzheimer s disease may notice mild confusion and difficulty remembering. Eventually, people with the disease may even forget important people in their lives and undergo dramatic personality changes. Alzheimer s disease is the most common cause of dementia — a group of brain disorders that cause the loss of intellectual and social skills. In Alzheimer s disease

Antitrust Investigation On The Anti Monopoly Law - 868 Words

Title page Antitrust Investigation Zhou Xiaoyan torimichelle74@gmail.com Table of Contents Abstract†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. page 2 Introduction†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦... page 2 Investigation and Costs†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ page 3 How Society was Affected †¦Ã¢â‚¬ ¦.†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ page 3 Conclusion†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦......... page 4 References†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.......... page 5 Trust Issues Abstract: The article reports on the anti-trust investigations performed by the Chinese authorities to the business enterprises in acquiescence with the Anti-Monopoly Law in 2014. Corporations that were investigated by these authorities embrace the automobile dealer Chrysler collection China†¦show more content†¦14). The contents of this article applies to certain aspects of economics by responding to the following questions: 1. Why were these specific companies considered for antitrust behavior investigations? 2. What are some pecuniary and no pecuniary costs related to the antitrust behavior? 3. Do monopolies and oligopolies always reflect negatively on society? 4. What is an example that shows how monopolies and oligopolies can benefit society? Investigation and Costs Chinese consumers were complaining about being charged too much when buying cars, auto parts, and maintenance services arose, so did many reports of fines from several car companies. â€Å"On September 11, the FAW-Volkswagen Sales Co., together with seven dealers of its luxury brand, Audi, were fined heavily. The same day, Chrysler Group China Sales Ltd. and three of its dealers were also held subject to financial penalties† (Xiaoyan, 2014, p. 15). This caused authorities to specifically investigate Mercedes, Audi, BMW, Qualcomm Incorporated and Japanese auto part makers. Therefore, the antitrust behaviors in this particular case consist of pecuniary costs, which are costs of or relating to money. Moreover, these antitrust behaviors are in violation of a specific act, which would be the Sherman Act. Violations of the Sherman Act include price-fixing, bid-rigging and market-allocation

The Real Travesty Of The Scarlet Letter - 1301 Words

The Real Travesty of The Scarlet Letter â€Å"The real sin of this ‘Scarlet Letter’ [film] is that it doesn’t respect the concept of sin† (Ansen). Nathaniel Hawthorne’s The Scarlet Letter delves deeper into the explicitness of sin, shame, and guilt. Set in the Massachusetts Bay Colony during Puritan colonization, the characters have strong relationships with God and a sturdy foundation in their beliefs and church. Puritans rely on the concept of predestination, the belief that God has decided whether one is saved or damned before their birth (Heyrman). This gives some great security, but others become anxious and stressed due to the constant wondering. Many attempt to live the life they believe is the most pleasing to God as a way to prove they are worthy of Heaven, but this belief causes melodrama and a strict, pretentious lifestyle. The Scarlet Letter thoroughly encompasses this 1800s era conduct to a much better extent than the 1995 movie adaptation. The â€Å"freely adapted† mov ie scarcely attempts to emulate the book, merely pleasing the audience with a rough outline of the 1850’s novel. The loose fiction begins with The Custom House, in which a seemingly unknown narrator begins to describe the way they happened upon the tangible Scarlet Letter and its history. Drawing close similarities to the author, the narrator is a Custom House surveyor, as was Salem, Massachusetts born Hawthorne. Hawthorne also has a notable Puritan ancestry, with his late relatives being religiouslyShow MoreRelatedIt ´s Not Just Girls Play1077 Words   |  4 Pagesthem and the will stop. In fact most times that is not the case, they just become more brutal with their humiliation because their goal is to destroy to their victim not just injury them. I implore you as parents and adults to put an end to this travesty make being a bully the thing kids are afraid to be know as, not the victim. If you say you have a zero tolerance toward bulling back up your statement and show these girls what they are doing is wrong, be harsh in their punishment do not just giveRead MoreAmerican History : The Wo rld s Richest Woman The Witch Of Wall Street 2033 Words   |  9 Pagesown property, participate in contracts, or earn a salary (Dudden). Deprived of any sizeable means of income, women were forced to construct a new identity to grant themselves a sense of purpose in a rapidly changing society. In the novel, The Scarlet Letter, Hawthorne suggests that colonial era women were seen as sexual and independent beings to their husbands, yet were relegated to an idealistic pedestal of purity and passivity by the nineteenth century (Hawthorne). Cultural historians have linked

Compensation and Benefits-Free-Samples for Students-Myassignment

Question: Analyze Compensation data that exists for the position of HR Generalist and Bank Manager. Based on the information you gather, recommend the elements you would include in a compensation mix for the role of HR Generalist and Bank Manager. Provide reasons why you chose those elements, and in particular the specific examples you identified as being important in the compensation mix. Answer: The major five elements of compensation mix are basic salary, bonus, incentives, profit sharing and commissions. The following discussion relates these components with the compensation mix of a bank manager and HR generalist. The basic salary of a bank manager is from C$ 47,865 to C$ 86,481 and for HR generalists is from C$ 40,136 to C$ 67,281. After that, the amount of bonus and incentive for the bank manager is from C$ 3,041 to C$ 15,634; and this amount for the HR generalist is from C$ 0.00 to C$ 6,086. The profit sharing portion of the bank manager is from C$ 1.01 to C$ 5,047; and the amount is from C$ 395 to C$ 3,418 for the HR generalist. The bank manager is entitled to get C$ 4500 as commission while the HR generalist is not entitled to get commission. Thus, the total compensation for the bank manger is from C$ 44,053 to C$ 98,706; and for the HR generalist is from C$ 39,134 to C$ 68,552. From the above table, it can be observed that there is a clear difference between the compensation mix of a bank manager and a HR generalist as the compensation mix of the first is higher than the latter. Both the starting range and maximum range of the basic salary for the bank manager is higher than that of the HR generalist. The same trend can be seen for bonus and profit sharing. However, the HR generalist is not entitled for commission where commission is included in the compensation mix of the bank manager. It needs to be mentioned that both the position requires some different set of skills, knowledge and other characteristics to get success and all these aspects create the difference in the compensation mix. The bank managers is responsible for the overall development of the bank and thus, he/she needs to acquire many skills like people management, sales management, money management, human resource management, resource management and others. It implies that he/she should have knowledge and skill in every aspect of the bank. At the same time, HR generalist is responsible for only managing the human resources of the organization. Thus, the required skills are management of employee relation, recruitment, compensation and benefit management, performance management, legal compliance and others. Hence, the job responsibilities of the bank manager are greater than the HR generalist and it contributes to the high compensation of bank manager than the HR generalist (Gomez-Mejia, Berrone Franco-Santos, 2014). The suggested compensation of a bank manager should be C$ 100,000 and C$ 70,000 for a HR generalist. In case of the bank manager, the basic pay should be 50% of the whole compensation that is C$ 50,000. After that, long-term and short-term incentives of the bank manager will be of 20% each of the total compensation that is C$ 20,000 each. Lastly, indirect payment will be of 10% of the total compensation that is C$ 10,000. In case of the HR generalist, the compensation mix will be different as there are three major components. Basic pay will be of 60% of the total compensation that is C$ 42,000. After that, indirect pay will be of 25% that is C$ 17,500; and performance pay will be of 15% of the total compensation that is C$ 10,500. The LTI and STI of the bank manager include cash, shares of the bank and performance right. In case of the HR generalist, the performance payment will depend on the achievement of the target of the HR specialist. In this portion, certain portion of performance pay will depend on the overall achievement of the group target. For both the bank manager and the HR specialist, indirect pay includes certain specific facilities like reimbursement of medical fees, car allowances and other non-cash benefits (Moore Viscusi, 2014). These compensation structures are suggested due to the difference in the job responsibilities of a bank manager and a HR generalist References Branch Manager, Banking Salary (Canada). (2018).Payscale.com. Retrieved 10 February 2018, from https://www.payscale.com/research/CA/Job Gomez-Mejia, L. R., Berrone, P., Franco-Santos, M. (2014).Compensation and organizational performance: Theory, research, and practice. Routledge. Human Resources (HR) Generalist Salary (Canada). (2018).Payscale.com. Retrieved 10 February 2018, from https://www.payscale.com/research/CA/Job Moore, M. J., Viscusi, W. K. (2014).Compensation mechanisms for job risks: wages, Workers' Compensation, and product liability. Princeton University Press.