Definitions and Benefits of conceptual framework

i am attaching my 4 questions that are may be uncompleted but you just have to guess and you can guess because you r professional. Document Preview: Subject :- accounting theories and issues Questions 1 Ethics -What can company do with respect ensuring to cover themselves ethically. Recommendations -put yourself in the place of a company… -set up the company what it needs to have.. Ethical principals Ethical code of conduct Education and trained people Policies and principal Management with good ethical guidelines Outside organization bodies you heard inside and outside ethical business. Good internal control Structure— deontology, utilitarianism, libertarianism, virtue ethics Talk about briefly what they are Professional ethical bodies objectivity, integrity, accountability, transbility How do you do this how do you balance greed self-interested culture to present the changes? Organization fall They need to competition How can we battle that and society What suggestions If you are talking one theory dont mention the elements of other theories 2 International accounting is now Conceptual framework theories Definitions and Benefits of conceptual framework Write about benefits diffulties.barriers, culture, religion, political system languages Consider why its necessary standards Big corporations Australian framework very strong framework Conceptual framework now harmonized new framework criticised 3 social and environmental factors Again its cretic Why reporting is happening legitimacy theory explain relevant here Current state Suggestion to solve this problem What is the current position/state? What is social and environmental reporting today where its failing how we can prove its There is no transparent, theories no rules no regulations, monopoly Institutional theory What can we do as an accounting? Comment on those which are not regarded Triple bottom line Issues about inconsistency 4How does pat (positive accounting theory) and Nat enable us to come up with new rules? Pat-explain and predicts How can pat and Nat help to regulate it Pat is detail we… Attachments: exam-theories….docx

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Approximately 250 words

Discuss the economic duality Excellent

i already attached my question . can you plz put as much digram you can. Document Preview: Due Friday Week 11 2500 words and extra for diagrams: WORTH 20% The Resources, Events, and Agents (REA) Approach to Database Modelling Choose any company (your choice) and do the following SIX (6) items: 1. First of all discuss how the REA approach to database design will overcome problems with traditional approaches for your company of choice. 2. Identify the Resources, Events and Agents entity types in your company. 3. Discuss the economic duality that occurs in your company. 4. Develop three (3) individual REA diagrams. 5. Develop one (1) Enterprise-Wide REA model (i.e. View Integration). 6. Discuss the c ompetitive advantages of using the REA approach in your company. This will be done by doing a value chain analysis. Report is due by week 11 Friday 5pm online AND with a hard copy to Holmes (same deadline). Worth 15% All notes for this assignment can be found in Chapter 10 of the textbook: Hall, James A. (2013) Accounting Information Systems, 8th edition, South-western Cengage Learning. MARKING SCHEME FOR REPORT: Question 1: REA approach to database design Excellent 8-10 Good 6-7 Average 5 Not adequate 3-4 Poor 0-2 Clearly justified reasons Well referenced literature to topic Comments: /20% Question 2: Resources, Events and Agents entity types Question 3: Discuss the economic duality Excellent 8-10 Good 6-7 Average 5 Not adequate 3-4 Poor 0-2 Selection of suitable resources, events and agents Appropriate use of economic duality References used to justify choices Comments: /30% Question 4: Three (3) individual REA diagrams Question 5: One (1) Enterprise-Wide REA model Question 6: the competitive advantages of using the REA approach Excellent 8-10 Good 6-7 Average 5 Not adequate 3-4 Poor 0-2 Suitable use of REA diagrams Correct REA diagrams Suitable use of enterprise-wide REA model Correct enterprise-wide REA model Correct competitive advantages with references Comments: /50% Overall… Attachments: HI5019-Group-….docx

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Approximately 250 words

What is the maximum load a cable of flicker is able to carry before one component or the other begins to yield?

i attached 3 problems for mechanics of material Document Preview: Please, draw an outline around your answer to each part. Figure 1. Cross section of an aluminum conductor, steel supported (or core) (ACSS or ACSC) high tension line. Aluminum provides electrical conductivity and steel supplies strength. (1) The figure above shows the cross section of an aluminum conductor, steel supported (ACSS) high tension (tension means voltage in this usage) line known in the trade as flicker. The steel core consists of seven wires that are each 0.094inches in diameter and may be aluminum clad for corrosion resistance. This steel has a yield strength of 900MPa. The aluminum conductor consists of 24 wires each 0.141inches in diameter of annealed soft pure aluminum. The assembly weighs about 605lbf/1000feet. As wound on a spool the cable is stress free at 25?C. However, once installed on a set of pylons conductors like this carry a large mechanical load in tension to keep them from sagging. What is the maximum load a cable of flicker is able to carry before one component or the other begins to yield? What would be the partition of load carried in the steel versus that in the aluminum at this point? Assume that the strands in the cable do not slip against one another. At this maximum load how close is each material to failing through yield? In other words, what is the implied safety factor of each? 1st gear 6.4:1 2nd gear 3.09:1 3rd gear 1.69:1 4th gear 1:1 Reverse 7.82:1 Table 1. Gear ratios for the F5 Four speed manual transmission. First gear for example produces one rotation of the driveline for each 6.4 engine rotations. Figure 2 shows a Ford F5 truck. Any farm kid of my age drove one like it as a youngster. The engine would produce 110hp and 200ft -lbf of torque maximum. The manual transmission had gear ratios as in table 1. Assume maximum torque to start a heavy load in reverse. Assume the outer diameter of the drive shaft, which lies beyond the transmission toward the rear differential, is 4inches. Placement of… Attachments: h.w.docx

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Approximately 250 words

Legal action to prevent the proposed alteration to the constitution.

i am happy to give you some guidelines given by my lecturer. Document Preview: Instructions: 1. Address each of the questions, clearly indicating which question your answer relates to. 2. Maximum 1,500 words in total. 3. Marks will be awarded or deducted for quality of presentation, e.g. format, structure and referencing. 4. Students are expected to use legal referencing system – see additional reading on blackboard for a copy of Melbourne University Law Review Association Inc., Australian Guide to Legal Citation (2010, 3 ed). Question 1 Cotton Limited holds 89.5% of the shares in Satin Co Limited. The remaining shares are held by Silk and several other small investors. The Board of Satin wants the company to become a wholly owned subsidiary of Cotton Limited as they expect this will result in both taxation benefits and a saving on accounting fees and administration charges of about $230,000. Cotton Limited offers to buy the shares held by Silk and other minority members but they refuse. Arrangements are made to hold a members meeting to pass a resolution changing the constitution of Satin by inserting a new clause 53 any member entitled to 80% or more of the issued shares may compulsorily acquire all the remaining shares. Silk and other minority members receive written notice of the company meeting together with a proxy form and a valuation certificate stating the shares were worth $2.50 each. Although the offer is fair Silk does not want to sell her shares and wants to start legal action to prevent the proposed alteration to the constitution. Discuss whether she may succeed in her action. Would your answer be different if the real reason for compulsorily acquiring the shares from Silk was that she discovered operating a business in competition with Satin Co and was using information gained as a member to take away some of Satins business? Question 2 Polyester is a director of Style Pty. Limited involved in making womens clothing. Has she breached any duties under the Corporation Act in the following situations? Situation 1. She arranges… Attachments: Assignment-T-….pdf

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Approximately 250 words

What are example(s) of morbidity, mortality, and rate of incidence or rate of occurrence in the general population?

i NEED THIS ASSIGNMENT ON HOURLY ROUND TOPICDevelop a searchable question using the PICOT format. (The question is a single statement identifying the components of PICOT.)Refer to “Developing a Question” and “Topic 1: Checklist.”2 NRS 441v.11R.Module1_Checklist.doc 3 NRS 441v.v10.0RDeveloping a Question.docx2.Prepare for the capstone project by listening to the audio interview, “Capstone: Planning Your Project”.Preview and utilize the “Topic 1 Checklist.” This resource will assist you in organizing your work and will provide additional information regarding the assignment.Consider the clinical environment in which you are currently working or have recently worked. Collaborate with a leader or educator in the clinical environment to identify a problem, issue, or educational deficit upon which to build a proposal for change.In a paper of no more than 800 words, describe the nature of the problem, issue, or educational deficit. Include the following in your discussion:The setting and/or context in which the problem, issue, or educational deficit can be observed.Detailed description of the problem, issue, or educational deficit.Impact of the problem, issue, or educational deficit on the work environment, the quality of care provided by staff, and patient outcomes.Gravity of the problem, issue, or educational deficit and its significance to nursing.Proposed solution to address the problem, issue, or educational deficit.Prepare for the capstone project by listening to the audio interview, “Capstone: Planning Your Project”, located at http://lc.gcumedia.com/zwebassets/courseMaterialPages/nrs441v_capstone.php.Review “Topic 1: Checklist.” This resource will assist you in organizing your work and will provide additional information regarding the assignment.Prepare this assignment according to the APA guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required.You are not required to submit this assignment to Turnitin.https://lc-ugrad1.gcu.edu/learningPlatform/content/content.html?operation=viewContent&contentId=74dac6f5-ec46-4802-88ab-c1101a96e553.Details:Locate a minimum of 15 peer-reviewed articles that describe the problem or issue and that support the proposed solution. Eight of the 15 articles must be research-based (e.g., a study which is qualitative, quantitative, descriptive, or longitudinal).Hint: Begin your search for literature by utilizing the databases located in the GCU Library. Contact your faculty member, the librarian, or library staff for additional researching tips and key word suggestions.Preview each of the 15 articles chosen by reading the article abstracts and summaries.Hint: Article abstracts and summaries provide a concise description of the topic, research outcomes, and significance of findings.Hint: Refer to “RefWorks” and “Topic 1: Checklist.”Perform a rapid appraisal of each article by answering the following questions (one to two sentences are sufficient to answer each question):How does each article describe the nature of the problem, issue, or deficit you have identified?Does each article provide statistical information to demonstrate the gravity of the issue, problem, or deficit?What are example(s) of morbidity, mortality, and rate of incidence or rate of occurrence in the general population?Does each article support your proposed change?Prepare this assignment according to the APA guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required.You are not required to submit this assignment to Turnitin.2 NRS 441v.11R.Module1_Checklist.docx 1 NRS441v.10.0R RefWorks.docx

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Approximately 250 words

Can you describe a time when you set out to acheive a goal and you needed to work with a group of people to achieve that goal?

i NEED AS SOON AS POSSIBLE IN 12 HOURSi have to make an application for ERNST &YOUNG ACA TRAINEE AND I NEED HELP FOR SOME QUESTIONS Document Preview: Please give a recent example of team work you have been involved in. What was your role? What was important for the efficient working of the team? (no more than 150 words) Please detail your extra curricular activities, positions you have held and all of your awards and achievements over the last 4 years. This may include accomplishments in sports, societies, clubs, charities, academic awards or prizes. Please detail your level of involvement in the activities (1000 character limit). Why can other people rely on you? Give specific examples to illustrate. (max 1000 characters) Can you please outline why you are interested in Ernst & Young and how the skills that you have gained from university and extra curricular roles will enable you to contribute to the success of our business. (max 1000 characters) Can you describe a time when you set out to acheive a goal and you needed to work with a group of people to achieve that goal? What do you think makes a good team member? ? thinking globally is a key component of our people culture. Drawing on your past experiences, explain how you have demonstrated a global mindset. Attachments: ————-….docx

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Approximately 250 words

A non-ideal voltage source

hw – BackgroundIn Figure 1, a non-ideal voltage source supplies a signal to a load circuit. Document Preview: BackgroundIn Figure 1, a non-ideal voltage source supplies a signal to a load circuit. Internally, the source can be modeled by an ideal voltage sourceVSin series with a resistorRS. The complexity of the load circuit will be modeled by a single load resistorRL. This is illustrated in Figure 2.For fixed values ofVSandRS, there is an optimum value forRLthat maximizes the power delivered from the source to the load.The total series currentIis given by Ohms Law:Therefore, the power delivered to the load is:With some elementary calculus, it can be proven that the power transfer is maximized when the load resistance and source resistance are equal in value, i.e.,RL=RS.Problem StatementInstead of using calculus, you will write a C program to verify that the equation for load power versus load resistance does, in fact, maximize whenRL=RS. Although it will not prove the assertion for all cases, it does demonstrate the principle for a limited range of values.The program should give the user the option of displaying either a table ofPLvs.RLor a graph ofPLvs.RL.Here is the sequence of tasks:Ask for the desired action.Allowed actions: Generate table, Generate graph, or Quit programThe program should continue asking until a valid action is entered.This procedure should be implemented as a separate C function.If the desired action is to quit, then the program should exit immediately. Otherwise, it should proceed to ask for the equation setup values.Ask if the output should be displayed on the video screen or saved to a text file.If the output is sent to a text file, use “output.txt” for the filename in thefopen()function.This procedure should be implemented as a separate C function.Prompt for the source voltageVS.VShas units of volts.Thevalue should be checked for validity (0 =VS= 100).The program should continue asking until a valid value is entered.This procedure should be implemented as a separate C function.Prompt for the source… Attachments: hw.docxSample-Output….docxSample-Progra….docx

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Approximately 250 words

Outline a social strategy to prevent mental, social, and emotional trauma in such human-induced disasters.

human disaster – Assignment 2: Disasters and Mental HealthSelect a human-induced disaster that has occurred in the past 57 years. Document Preview: Assignment 2: Disasters and Mental HealthSelect a human-induced disaster that has occurred in the past 57 years. Prepare a 4-page reflective essay about the people most affected by the disaster. Categorize the victims according to their social groupcommunity, culture, race, and religion. Describe the mental, social, emotional, and physical health effects on members of each social group. Outline a social strategy to prevent mental, social, and emotional trauma in such human-induced disasters. Provide a suitable title for the essay.Name your document as:LastnameFirstInitial_W5_A2.doc. For example, if your name is John Smith, your report will be named SmithJ_W5_A2.doc Attachments: week-5-Assign….docx

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Approximately 250 words

How can job analysis help us select the most appropriate certain compensation technique(s) for our organization?

human resource class Question Detail: 1. A comparison of earnings of women with those of men highlights what many consider: a. inequities in pay decisions. b. external pay equity. c. equity theory of motivation. d. comparative wage principle. e. supplemental pay benefit. 2. Stockholders generally pay particular attention to what issue associated with pay? a. Executive compensation b. Internal consistency c. Benefits d. Administration e. Base wage 3. In the United States, pay for executives is supposed to be tied to the: a. external pay equity theory. b. financial performance of the company. c. cost of living index. d. industry-wide norm. e. piece-rate production plan. 4. For managers, compensation influences their success in the following way: a. It is a major expense which must be controlled. b. It must be linked to an employee’s preferences. c. It is used to influence employee behaviors. d. A & C. e. all of the above. 5. All of the following are forms of pay except: a. base wage. b. incentives. c. merit. d. benefits. e. administration. 6. Which form of pay would best be described as a return, rather than a reward? a. Base wage b. Merit pay c. Short term incentive d. Sales commission e. Promotion 7. A merit increase is best described as: a. an incentive that recognizes past performance. b. an inducement for achieving long-term organizational objectives. c. a one-time reward for past performance that does not increase base pay. d. an increase that is exempt from the regulations of the Fair Labor Standards Act. e. a promise of future payments. 8. An incentive payment: a. will increase base wages in future years. b. is nontaxable and therefore highly preferred by employees. c. may be made at the beginning of a quarter for expected performance during that quarter. d. can be based on individual or group performance. e. all of the above. 9. Incentives are: a. rewards that induce performance. b. rewards for past work behaviors and accomplishments. c. long-term and short-term. d. A & C. e. paid as a flat rate. 10. Programs that help employees better integrate their work and life responsibilities include time away from work, access to services to meet specific needs, and flexible work arrangements. These programs are referred to as: a. long-term incentives. b. merit pay. c. total earnings opportunities. d. work/life focus benefits. e. income protection benefits. 11. Relational returns from work include all of the following except: a. recognition and status. b. challenging work. c. long-term incentives. d. learning opportunities. e. employment security. 12. The compensation objective of compliance refers to: a. controlling labor costs. b. complying with common accounting procedures. c. complying with product quality standards. d. complying with relevant regulations and laws. e. comparing the total wage bill to the estimated wage bills of competitors. 13. Which of the following relationships within a pay system is accurate? a. Compensation objectives shape pay policies. b. Pay policies determine the objectives of the pay system. c. Organization strategies determine employee pay needs. d. Pay policies form the compensation strategy of the organization. e. External competitiveness is the sole determinant of employee pay. 14. Which policy provides the foundation on which pay systems are built? a. Internal alignment b. External competitiveness c. Employee contributions d. Administration of the pay system e. All of the above 15. Internal alignment may be achieved by: a. making cost of living adjustments. b. matching competitors’ wage rates. c. paying below-market base wages but offering training and rapid promotion. d. matching outside job offers employees receive from other organizations. e. paying on the basis of similarities among jobs within a firm. 16. The objective(s) of a pay system is(are) to: a. help the organization achieve financial success. b. help the employees connect their behavior with the success of an organization. c. comply with federal and state pay regulations. d. help the organization work more efficiently. e. all of the above. 17. A strategic compensation perspective addresses the question: a. What business should we be in? b. What is our desired return on assets? c. What kind of job evaluation system should we use? d. How can job analysis help us select the most appropriate certain compensation technique(s) for our organization? e. How can our total compensation help gain competitive advantage to achieve organization success? 18. Contingency refers to: a. lawyers’ fees in any tobacco settlement. b. external labor markets in Japan. c. the alignment of the compensation system to the organization’s strategy. d. paying whatever the market dictates. e. compatibility among different forms of pay. 19. The fundamental strategic choice of a compensation plan is decided on at the: a. supervisory level. b. employee level. c. stockholder level. d. corporate level. e. middle-management level. 20. The business strategy that stresses satisfying customers and bases employee pay on how well they do this is a (an): a. market-driven strategy. b. customer-focused strategy. c. affirmative action policy. d. focus strategy. e. innovator strategy. 21. Internal alignment refers primarily to: a. the value of the work of one individual compared to the value of the work of another individual. b. the desire of management to pay above market salaries. c. the pay relationships among jobs within one employer. d. the pay relationships of all jobs within the same industry. e. pay relationships among the violinists in two orchestras. 22. Which of the following pay policies refers to how an employer positions its pay relative to what competitors are paying? a. external consistency b. internal alignment c. external competitiveness d. internal competitiveness e. administration 23. Deciding how much employees should be told about how their pay is determined is an issue of: a. internal consistency. b. external competitiveness. c. recognition of contributors. d. management. e. articulation. 24. A pay strategy that has the potential to sustain a competitive advantage: a. will be difficult for employers to imitate. b. specifies low base pay and high job security. c. will not change even if the company changes business directions. d. will be the same in all countries in which the organization operates. e. will dictate promotions from within the organization. 25. The process used in the design and administration of a pay structure is known as: a. distributive justice. b. equity justice. c. exchange justice. d. procedural justice. e. none of the above. 26. Fairness of the results produced by a pay structure is known as: a. egalitarianism. b. procedural justice. c. exchange value. d. distributive justice. e. social justice. 27. The pay differences among levels are referred to as: a. differentials. b. the gini coefficient. c. criteria. d. internal equity. e. external equity. 28. A job-based pay structure relies primarily on: a. the work content tasks, behaviors, responsibilities. b. the skills and knowledge of an employee. c. the competencies of an employee. d. the exchange value of the jobs. e. all of the above. 29. The major factors that shape internal structures are: a. boundary-spanning roles of management. b. labor unions. c. job enrichment programs. d. external and organization factors. e. re-engineering and human resource planning tools. 30. External factors that can influence compensation programs of employers include all of the following except: a. unions. b. work design. c. stockholders. d. cultures and customs. e. government regulations. 31. Internal pay structures in Japan tend to emphasize seniority and “waiting for your turn. ” This is an example of: a. the economic conditions affecting the operations of an organization. b. the technology of an organization. c. the influence of cultural factors . d. the characteristics of the work involved. e. none of the above. 32. A hierarchical pay structure will encourage employees: a. to accept a promotion which requires developing new skills. b. to offer customers excellent service. c. to search for other jobs. d. to be committed to the organization objectives. e. to control costs. 33. When job analysis is done for compensation purposes, data collected must focus on: a. the type of training needed to perform the job effectively. b. establishing similarities and differences among jobs. c. the typical career path for a family of jobs. d. the performance levels of job incumbents. e. task inventories. 34. The major questions that need be asked when designing a job analysis are: a. for what purpose are we collecting job information. b. what information should be collected. c. how to collect the information. d. how useful are the results. e. all of the above. 35. Job analysis usually collects information about: a. specific tasks or behaviors. b. the reasons pay differences exist. c. market rates paid by competitors. d. performance outcomes. e. none of the above. 36. The Position Analysis Questionnaire (PAQ) is typically used in: a. job analysis. b. performance appraisal. c. collective bargaining process. d. human resource planning. e. none of the above. 37. The major limitation of conventional job analysis for compensation purposes is: a. it pertains only to managerial positions. b. it requires excessive lead time. c. its complexity. d. the difficulty in documenting its objectivity. e. the amount of employee involvement required. 38. Advantages of quantitative job analysis over conventional methods include: a. faster collection of more data. b. an emphasis on collecting subjective data. c. the feasibility of statistical analysis of the results. d. A & B. e. A & C. 39. Why is it important to involve the employees when conducting a job analysis? a. It is less expensive. b. It takes less time. c. It may aid acceptance. d. It may be easier. e. They get to learn their jobs. 40. Job descriptions: a. should contain all the information gathered in job analysis. b. require creative writing skills. c. should be written by someone outside the organization. d. include the name(s) of people currently holding the job. e. provide a word picture of a job, containing information on the tasks, people, and things included. 41. In addition to defining and describing jobs, descriptions of managerial/professional jobs often include more detailed information on the: a. nature of the job, its scope, and accountability. b. job evaluation of the specific tasks. c. nature of the job specifications. d. redesign of the work flow. e. quantitative nature of the work. 42. In assessing the relevance of job analysis, which of the following factors are considered? a. reliability b. validity c. acceptability d. usefulness e. all of the above 43. Obtaining consistent results regardless of the job analysis method used is a measure of: a. validity. b. flexibility. c. acceptability. d. reliability. e. administration. 44. A job analysis is considered “reliable” if: a. the results of the analysis are the same regardless of who is involved in performing the analysis and what methods are used. b. the jobholder feels the results are an accurate analysis of the work. c. research proves the analysis to be an accurate portrait of the work. d. all judgmental assessments of the job have been eliminated. e. it leads the government to conclude that the system is fair. 45. A systematic process designed to aid in determining the relative worth of jobs and establishing pay differentials among jobs within an organization is:a. the point method.b. job evaluation.c. market pricing.d. performance appraisal.e. broad banding.46. An internal structure based on job value refers to the relative contribution of the:a. skills, duties, and responsibilities of each job to the organization’s goals.b. compensable factors of a point plan to the organization’s goals.c. job characteristics model to achieving the organization’s goals.d. PAQ to achieving the organization’s goals.e. all of the above47. Job evaluation is linked to internal alignment because it:a. recognizes similarities in performance levels.b. results in a pay plan.c. establishes a job hierarchy based on relative value of jobs.d. describe internal jobs.e. all of the above.48. Multiple internal structures:a. make compensation planning easier.b. may have different job evaluation plans for different types of work.c. evaluate all jobs in the organization simultaneously.d. are more cost-effective.e. all of the above.49. A benchmark job has all of the following characteristics except:a. its contents are well known and stable.b. it is usually medium to high paying.c. a sizable proportion of the work force is employed in the job.d. it is common across a number of different employers.e. it is not unique to a particular employer.50. A pay structure in which employees are paid based on what they have shown that they know rather than what particular job they are doing is known as a/an:a. skill-based structure.b. task-based structure.c. behavior-based structure.d. job-based structure.e. administrative structure.51. Skill plans focus on:a. gaining additional years of experience on the job.b. producing a superior product or service.c. depth and/or breadth of skills.d. participation of employees in structuring the work flow.e. all of the above.52. Pay increases in a skill-based plan are based on the:a. certification of new skills.b. performance of critical incidents.c. combined efforts of a team of employees.d. accomplishments of an employee.e. production of a superior product or service.53. One of the main advantages of a skill-based plan is:a. the link to an organization’s performance is clearly specified.b. it facilitates matching employees to a changing work flow.c. it minimizes favoritism in determining which employees receive training.d. it facilitates the involvement and commitment of all stakeholders.e. all of the above.54. What is the first major decision in designing a skill-based plan?a. Determine the skill blocks and certification methods.b. Evaluate the plan’s usefulness.c. Establish the objective of a skill-based plan.d. Obtain involvement and commitment of stakeholders.e. Top management approval of the financing for the committee.55. Practices for certifying that employees possess the necessary skills and are able to apply them include:a. peer review of skill accomplishments.b. on-the-job demonstrations of skills.c. successful completion of tests for certification.d. ongoing recertification to ensure skills are fresh.e. all of the above.56. A potential problem with a skill-based approach to compensation is:a. the workforce becomes lazy.b. employees may be difficult to train.c. over time all employees may qualify for top pay rates.d. employees may not understand the criteria for advancement.e. all of the above.57. If employees do not feel they are being fairly paid compared to employees in similar jobs outside the organization, this is a problem of:a. employee contributions.b. the relative importance of jobs.c. external competitiveness.d. internal alignment.e. inflationary pressure.58. What factors influence external competitiveness?a. Labor market factorsb. Product market factorsc. Degree of competitiond. All of the abovee. None of the above59. Which of the following is a factor that influences the pay level in an organization?a. Labor market factors.b. Product market factors.c. Organizational factors.d. None of the above.e. All of the above.60. Which of the following is not a primary determinant of an organization’s pay level?a. Level of product demand.b. Organization strategy.c. Employee performance.d. Degree of competition.e. Industry environment.61. Which of the following is not an assumption an economist typically uses to explain the environment and the wage determination process?a. Employers seek to maximize profits.b. Labor is homogeneous.c. Pay rates reflect all costs (base wage, benefits, etc.) associated with employing labor.d. Markets are competitive.e. Human behavior is frequently irrational.62. In a perfectly competitive market, what is likely to happen as a result of the following scenario? Employer A raises its wages in an attempt to attract more employees. Employer A’s competitors immediately raise their wages to the same level.a. Employer A will attract more employees.b. Employer A will still be shorthanded and may be forced to pay more just to keep the employees it has.c. Employer A’s competitors will lose workers.d. Employer A’s competitors will attract employees away from employer A.e. We cannot predict from the data given.63. The additional output associated with the employment of one additional unit of labor is:a. marginal product.b. marginal revenue.c. a compensating differential.d. market signaling.e. product supply curve.64. The marginal product of labor does not take into account:a. differences among worker characteristics.b. the addition of labor.c. fixed factors of production.d. diminishing returns.e. addition to total output.65. In a perfectly competitive market, the supply curve facing the individual firm:a. is upward sloping.b. is horizontal.c. is downward sloping.d. does not intersect the demand curve.e. is inelastic.66. Marginal revenue:a. is a function of the pay structure.b. is measurable only in a conceptual sense.c. is easily calculated using computers.d. progressively increases with each added input of labor.e. all of the above.67. Pay surveys:a. are more useful if they use nationwide data.b. are more useful if all data sources are local.c. help employers set their competitive pay position relative to other organizations.d. assist employers in establishing internal alignment.e. must use statistical sampling techniques if they are to be useful.68. Wage survey data is used to establish:a. relative value of clerical v. technical jobs.b. a competitive pay position.c. rankings of jobs relative to the market.d. which jobs will be chosen as benchmark jobs.e. the internal job hierarchy.69. Which of the following is a systematic process of collecting and making judgments about compensation paid by other employers?a. Market surveyb. Job questionnairec. Job analysisd. Competency analysise. Job evaluation70. According to the text, an employer participates in a survey for all of the following reasons except:a. to establish or price the pay structure.b. to analyze pay-related problems.c. to estimate its internal alignment policy.d. to estimate the labor costs of competitors.e. to set the mix of pay forms relative to competitors.71. Which of the following would not be considered a purpose of a pay survey?a. To adjust the pay levelb. To keep labor costs as low as possible within a given industryc. To estimate the labor costs of product market competitorsd. To establish or price a pay structuree. To set the mix of pay forms relative to competitors72. In defining relevant markets for pay surveys, relevant market competitors include employers who compete in all of the following areas except: a. the same products and services.b. the same occupations and skills.c. in the same geographic area.d. A, B & C.e. A & C.73. Global competition requires global pay comparisons because of the complexities pertaining to all of the following except:a. legal regulations.b. tax policies.c. customs.d. work force diversity.e. all of the above.74. Which occupation would most likely be sought in a local or regional labor market?a. Engineerb. Compensation specialistc. Genetic researcherd. Executive secretarye. Professor75. Internet-based businesses are often created by a “fusion” of industries called:a. regional markets.b. performance-based markets.c. supply markets.d. equity markets.e. all of the above.76. Designing a survey requires answering all of the following questions except: a. who should be involved in the survey design.b. how many employers should be included.c. communication feedback to the sender.d. which jobs to include.e. what information to collect.77. All of the following are advantages of the ranking method except: a. simple to use.b. less time involved.c. easy to understand and explain to employeesd. use of well-defined criteria to rank the jobs.e. least expensive method.78. A job ranking method that uses a matrix to compare all possible pairs of the jobs would be:a. paired comparison.b. factored comparison method.c. point method plan.d. critical incident method.e. job classification method.79. Which job evaluation method has a series of classes, each one defined by a class description of the work activities?a. Factor comparison method.b. Point method.c. Critical incident method.d. Skill-based plan.e. all of the above.80. Which method of job evaluation is favored in the public sector?a. Classificationb. Skill-based planc. Rankingd. Market pricinge. Point plan81. The U.S. federal government’s job evaluation system is an example of which job evaluation technique:a. alternation ranking.b. the point method.c. a skill-based plan.d. market pricing.e. the classification method.82. Which job evaluation method has compensable factors, factor degrees that are numerically scaled and weights reflecting the relative importance of each factor?a. Classificationb. Point methodc. Rankingd. Competency-based plane. all of the above83. Each job’s relative value, and hence its location in the point method of job evaluation in a pay structure, is determined by:a. observation by the supervisor.b. critical incidents.c. the total points assigned to it.d. paired comparison of job factors.e. behavioral anchors.84. Point plans represent a significant change from ranking and classification methods because:a. they make explicit the criteria for evaluating jobs.b. they leave the evaluation up to employees.c. they create loyalty to the company.d. they lend credence to the theory of diminishing returns.e. all of the above.85. Which job evaluation method is based on assigning weights to compensable factors?a. Rankingb. Classificationc. Point methodd. Factor comparisone. Policy capturing86. The point method of job evaluation has all of the following characteristics except:a. compensable factors.b. factor degrees numerically scaled.c. weights reflecting the relative importance of each factor.d. pairs of comparison.e. use of job analysis.87. The relative output for each dollar of pay is called:a. performance-based pay.b. supplemental pay benefits.c. productivity.d. job evaluation.e. performance appraisal.88. Which of the following is not included in the definition of compensation in the U.S.?a. Paid vacationb. Health insurancec. Promotionsd. Cost of living adjustmentse. Merit pay89. The two main categories of pay are:a. direct and indirect compensation.b. total compensation and relational returns.c. cash compensation and benefits.d. cash compensation and allowances.e. all of the above.90. The traditional view of compensation in Japan is:a. it is a reward for doing one’s job.b. it is an entitlement.c. it is something given by one’s superior.d. it includes providing allowances as well as providing for financial needs.e. all of the above.91. The basic cash compensation that an employer pays for the work performed is called:a. merit pay.b. base wage.c. compensation.d. incentives.e. all of the above.92. Which of the following is not one of the key aspects associated with a strategic perspective of compensation?a. Internal alignmentb. Pay techniquesc. External competitivenessd. Recognizing employee contributionse. Management of the system93. When considering the pay model proposed by the authors, all of the following are true except:a. Policies include internal alignment, external competitiveness and employee contributions.b. Compensation objectives are efficiency, fairness, and complying with government regulations.c. Internally equitable pay within the organization focuses people on what competitors are paying.d. Employers with strong “pay for performance” policies are more likely to place greater emphasis on incentive and merit schemes as part of their pay systems.e. The model helps organize our thinking about objectives.94. The compensation strategy of SAS Institute, a software company, emphasizes:a. work/life programs.b. external competitiveness.c. payment of bonuses based on company performance.d. internal alignment.e. all of the above.95. In most European countries:a. pay systems communicate a need for change in the organization.b. unions play a lesser role in pay determination than in the U.S.c. pay systems tend to be based more on markets and performance than in the U.S.d. pay plays a supporting role in the overall HR strategy.e. all of the above.96. The key question to be addressed in developing business unit strategies is:a. what business should we be in?b. how do we gain and sustain competitive advantage?c. how should total compensation help gain and sustain competitive advantage?d. what should be the balance between total compensation and relational returns?e. none of the above.97. A company that decides to compete on the basis of innovation:a. will emphasize cost control.b. will probably pay on the basis of productivity increases.c. may use detailed job descriptions.d. wants to shorten the time it takes to develop a new product and get it to customers.e. will use a piece rate pay system.98. All of the following are features of a compensation system that supports a cost cutter strategy except: a. a focus on competitors’ labor costs.b. an emphasis on productivity.c. a focus on system control and work specifications.d. the use of flexible, generic job descriptions.e. the use of variable pay.99. Which of the following is not one of the key steps involved in developing a total compensation strategy?a. Determining which best-practices options to use.b. Reassess the fit between policy decisions and the strategy.c. Implement the strategy.d. Assess the total compensation implications.e. Fit policy decisions to the strategy.100. Social and political context factors include all of the following except:a. legal and regulatory requirements.b. influence of other HR activities.c. cultural differences.d. workforce demographics.e. all of the above.

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Approximately 250 words

Does it conflict with the fiduciary duties of management and the board of directors to maximize shareholder wealth?

https://suffolku.blackboard.com/bbcswebdav/pid-738113-dt-content-rid-1466217_2/courses/13SP-BLE-215-I/Hosmer%20Case%203.1.pdfthis is the link forarticlefor question number 4and my friend did the same exam so i dont want it to be the same Document Preview: BLE 215: Midterm—Due in class on March 7, 2013 This is not a group project. Each question must be answered separately. Use course materials to elaborate on your answers. The examination must be handed in during the regularly scheduled class period. Please do not e-mail your exam. The exam should be 6-10 pages, 1 inch margins, double spaced. Do not repeat the questions in the body of the paper. Question 1 (25 points) Joseph Johnston argues, in his article, Natural Law and the Fiduciary Duties of Business Managers thatSimply put, stakeholder theory sounds good in social theory but will not work in practice. Explain his reasoning Do you agree or disagree? Make sure to explain your reasons and use course materials to support your argument. Question 2 (30 points) Steven Kellman provides a critique of the cost/benefit analysis and whether it leads to a flawed ethical result. Do you agree or disagree with his analysis? Make sure to explain your reasons and use course materials to support your argument. Explain the value of corporate sustainability using case studies and examples from the class materials. III: Question 3 (25 points) Explain Edward Freemans model of Stakeholder Analysis and how it applies to corporate social responsibility. Does it conflict with the fiduciary duties of management and the board of directors to maximize shareholder wealth? Explain your reasons. IV: Question 4 (20 points) Read the attached case study (Hosmer Case 3-1) and answer each of the following questions. Using the Hosmer model, answer the following questions: What groups will be benefited by shipping the defective wafers to the inner city? What groups will be harmed by shipping the defective wafers to the inner city? What groups will be able to exercise their rights by shipping the defective wafers? What groups will have their right ignored by this shipment? Express the moral problem so that everyone involved will believe that their particular interests… Attachments: Midterm-ble.docx

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Approximately 250 words