Provide an explanation of the Two types of value-based pricing (1. Good-Value Pricing & 2.Value-Added Pricing). Provide specific examples each to illustrate your explanation. Explain thoroughly
What impact does a consumer’s purchasing power have on the pricing system used by businesses? Explain thoroughly
Examine the history and background of the Beijing Consensus Development Model and it suitability for the global south. As a result, China has the world’s fastest-growing major economy, with growth rates averaging 10% over 30 years. Since the 12th National Congress of the Chinese Communist Party in 1982, the economy has been described as a “socialist market economy with Chinese Characteristics”.
Kindly provide reference or citations for your answer.
Motivational interviewing discourages the social worker’s confrontation of clients. In what situations do you now confront clients? How is it appropriate in those situations? In your opinion, does motivational interviewing and enhancement offer a realistic alternative to confrontation?
Think about the kinds of clients seen by social workers for whom narrative interventions would and would not be appropriate. What is the difference? Can narrative interventions be incorporated into other clinical interventions without violating the essence of the approach
During the later 1800s industrial workers across the U.S. pushed for shorter work hours and work weeks
– initially, to reduce their time to 10 hours a day, six days a week, and later, efforts to obtain an 8 hour
workday). This “8-hour workday” movement was, at least in part, a reflection of workers’ hopes of
having some time for family and recreation in addition to their labor. In the spring of 1886 the focus on
this initiative focused on the city of Chicago. What actions occurred as part of the Haymarket Square
tragedy, and what were the long lasting effects of this tragedy on the U.S. labor movement?
In economic downturns, layoffs are quite common. However, in Clearwater Electronics’ HR plan, the company wants to minimize the need for layoffs should the company face economic difficulty. A redundancy plan involving buyouts, job skill retraining, job transfers, and outplacement conseling has been added to the HR plan. Why is it most important for the HR plan to address redundancy for times of economic downtrun?
The union claims that the company violated the collective bargaining agreement by dismissing Erin McNamara without just cause. The company claims that Erin McNamara was dismissed for just cause. So the issue is clear: was Erin McNamara dismissed with just cause?
Based on Chapter 9, thoroughly and thoughtfully answer the following questions based on your analysis of Case #3.
As the HR professional at Barrera Recycling Company: Prepare for arbitration (see page 324). Review the arguments in detail prepare questions for witnesses, and describe anticipatory evidentiary issues.
Present a well-articulated case supporting management’s assertion that ErinMcNamara was dismissed for just cause. (Before answering this question, please review the section on Employee Discipline and the Seven Tests of Just Cause.pp.325-327)
As the chief steward for Local 37: Prepare for arbitration (see page 324). Review the arguments in detail, prepare questions for witnesses, and describe anticipatory evidentiary issues.
Present your case substantiating your allegation that the dismissal violated the collective bargaining agreement.
In the role of arbitrator, describe the alternative ruling available to you. How would you rule? Explain with details supporting the decision.
Moka House, a coffee “cooperative” has 3 locations in Victoria (Cook Street Village, Fort Street and Fisherman’s Wharf). It also has a unique business model which is described as:
…the Moka House locations have formed a cooperative, where each owner can meet the individual needs of the neighborhood but yet can still benefit from working together as a group. No two neighborhoods are the same and nor should your ‘local” be either. (MokaHouse.com, 2018)
Each location has an owner and 14-18 employees. Employees are both full and part- time, and are primarily students and young people. The Moka House locations each have a number of long-term employees. Employees are experiencing the common issues with jobs that require standing for long periods of time, dealing with hot items. dealing with challenging customers.
Scenario
The 3 Moka House owners are looking at offering a benefits plan to their employees. One owner thinks the best choice is a fixed benefits system: another owner wants a flexible benefits system. The third owner has never had a benefits plan and doesn’t know what to think. If you were providing advice on designing indirect pay plans to the owners, what would you recommend and why?
Questions
1. Which type of benefits system do you recommend? Provide a rationale for your recommendation. Be specific.
2. The owners can’t afford to include every possible benefit. Which benefits do you think Moka House should consider including in their plan? Prepare a preliminary list of benefits and a rationale for each for the owners to review.
3. Assume the owners agree with your preliminary list of benefits. How do you recommend the owners proceed in order to finalize the specific benefits to include in their plan? Include your rationale for your recommended approach. Ensure your recommendations are based on what you’ve learned about connecting pay to the organization’s goals and compensation strategy and properly designed indirect pay plans.
ANSWER
3. Recommended approach for the owners to finalize the specific benefits in their plan and rationale:
1. Home Cleaning Inc., a mid-sized home cleaning services firm, located in Mississauga,
Ontario wants to ensure that its payment systems are internally fair and externally competitive
in the labour market. The CEO, who believes the organization’s compensation system can
help it achieve its goals, has hired you to re-design the base pay for four key jobs in the
organization: Customer Service Manager, Senior Customer Service Representative, Junior
Customer Service Representative, and telephone receptionist. The firm has about 50
employees hired in these four jobs.
Using a point-method job evaluation system, discuss in detail how you would go about
establishing a compensation (base pay) system for Home Cleaning Inc. The process
should ensure internal and external equity. Make assumptions, as necessary.
Rajendra is a structural engineer and is working for a major metro rail project. He is in charge of design, construction and positioning of pillars of metro flyover. A junior engineer in his team tells him that there is a major flaw in two erected pillars supporting a section of the flyover and they should be replaced/ readjusted at any cost. These two pillars supported a flyover curve and if collapsed, it would cause a major accident and put many lives into danger. Moreover, in few days it is to be inaugurated for trial runs. Rajendra brushes aside the apprehension and warning by his junior But later in the evening, on second thought, he once again scrutinizes his plans and drawings, and finds that his junior was indeed right. Accepting own mistake would tarnish reputation for Rajendra. If any accident happens. which is certain to happen at some point of time in future, it would affect the reputation of the company. It will embarrass the government too. Also, replacing the pillars would inflate the cost for the company and would further delay the project. In this situation: a. What should Rajendra ideally do? b. What would be the ethical consequences of Rajendra’s continued silence? c. What are the qualities that are tested in this case study? What clues does Indian model of Management provide us in this regard?
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