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Critical Thinking/Critique
Critical Thinking/Critique
Read the article entitled: Be a Global Risk Manager.pdf, which address human resources risk, and then answer the questions that follow. Your responses should be thorough and include at least three references from outside sources Questions for DiscussionThe article Be a Global Risk Manager illustrates the dangers associated with the deployment of employees worldwide. How might the methods for planning risks discussed in this week’s readings be used to solve similar problems?Assume you are a project manager tasked with managing personnel risk from afar. Explain how and why mobility professionals should recognize the nature of human resource risks and how they should address them. Name two key criteria that should be used to evaluate family issues posed by personnel before they are added to the current project team.What does this article demonstrate about the effect of poor project screening methods on a firm’s ability to manage employees effectively from afar?In addition write a 150-word critique describing how to approach the concept of risk resource management as described in this article. Be sure to follow college level writing, demonstrate your knowledge of risk planning and management taken from this readings, and cite at least three outside sources.

Final 402
Final 402
Final Case Study and Strategic Plan A final case study and strategic plan is due the last class session. Focus of the Final Case Study and Strategic PlanRead the Starbucks’ Global Quest 2006: Is the Best Yet to Come? case provided in the Course Materials section. From the perspective of an executive with the firm, prepare a 10-12 page, three-year strategic management proposal to Starbuck’s managing board of directors. Your proposal must be future-oriented and include an economic assessment, marketing assessment plan, a financial plan, an organizational structure recommendation, and supporting rationale. Use non-course materials to support your contentions and incorporate pro-rata financial statements and supporting documentation. Use APA style and submit your proposal to the instructor by the last day of class.Writing the Final Case Study and Strategic PlanThe Final Case Study and Strategic Plan: Must be 10-12 double-spaced pages in length and formatted according to APA style as outlined in the approved APA style guide. Must include a cover page that includes: - Title of paper - Student’s name - Course name and number - Instructor’s name - Date submitted Must include an introductory paragraph with a succinct thesis statement. Must address the topic of the paper with critical thought. Must conclude with a restatement of the thesis and a conclusion paragraph. Must use at least five professional resources, including a minimum of two from ProQuest. Must use APA style as outlined in the approved APA style guide to document all sources. Must include, on the final page, a Reference Page that is completed according to APA style as outlined in the approved APA style guide. http://vizedhtmlcontent.next.ecollege.com/pub/content/8978589d-9db1-4a7e-9898-4df8addc2215/BUS402_Case.pdf

Discussion: Finding People Who Are Passionate about What They Do
Discussion: Finding People Who Are Passionate about What They Do
Answer the questions to the case, "Finding People Who Are Passionate about What They Do," at the end of Chapter 3. Include at least one outside source supporting your answers. Explain your answers in 200 words.Finding People Who Are Passionate about What They DoTrilogy Enterprises Inc. provides software solutions to giant global firms for improving sales and performance. It prides itself on its unique and unorthodox culture.There is no dress code and employees make their own hours, often very long. They tend to socialize together (the average age is 26), both in the office’s well-stocked kitchen and on company-sponsored events and trips to places like local dance clubs and retreats in Hawaii. An in-house jargon has developed, and the shared history of the firm has taken on the status of legend. Responsibility is heavy and comes early, with a “just do it now” attitude that dispenses with long apprenticeships. New recruits are given a few weeks of intensive training, known as Trilogy University and described by participants as “more like boot camp than business school.” Information is delivered as if with “a fire hose,” and new employees areexpected to commit their expertise and vitality to everything they do. Jeff Daniel, director of college recruiting, admits the intense and unconventional firm is not for everybody. “But it’s definitely an environment where people who are passionate about what they do can thrive.”The firm employs about 700 such passionate people. Trilogy’s managers know the rapid growth they seek depends on having a staff of the best people they can find, quickly trained and given broad responsibility and freedom as soon as possible. CEO Joe Liemandt says, “At a software company, people are everything. You can’t build the next great softwarecompany, which is what we’re trying to do here, unless you’re totally committed to that. Of course, the leaders at every company say, ‘People are everything.’ But they don’t act on it.”Trilogy makes finding the right people (it calls them “great people”) a company-wide mission. Recruiters actively pursue the freshest people in the job market, scouring college career fairs and computer science departments for talented overachievers with ambition and entrepreneurial instincts. Top managers conduct the first rounds of interviews, letting prospects know they will be pushed to achieve but will be well rewarded. Employees take top recruits and their significant others out on the town when they come to Austin for the three-day preliminary visit. A typical day might begin with grueling interviews but end with mountain biking or laser tag. Executives have been known to fly out to meet and woo hot prospects.One year, Trilogy reviewed 15,000 résumés, conducted 4,000 on-campus interviews, flew 850 prospects in for interviews, and hired 262 college graduates, who account for over a third of its current employees. The cost per hire was $13,000; Jeff Daniel believes it was worth every penny.QUESTIONS1.Identify some of the established recruiting techniques that underlie Trilogy’s unconventional approach to attracting talent.2.What particular elements of Trilogy’s culture most likely appeal to the kind of employees it seeks? How does it convey those elements to job prospects?3.Would Trilogy be an appealing employer for you? Why or why not?4.What suggestions would you make to Trilogy for improving its recruiting processes?

Discussion:The Tough Screener
Discussion:The Tough Screener
Answer the following questions to the case, “The Tough Screener,” at the end of Chapter 4: What specific legal problems do you think Rosen might run into because of his firm’s screening methods? How would you suggest he eliminates these problems? Include at least one outside source supporting your answers. Explain your answers in 200 words.Case Incident: The Tough ScreenerEveryone who knows Mark Rosen knows he is tough when it comes to screening applicants for jobs in his firm. His company, located in a large northeastern city, provides financial planning advice to wealthy clients, sells insurance, and sets up pension plans for individuals and businesses. His firm’s clients range from professionals such as doctors and lawyers to business owners, who are sophisticated in financial matters and very busy people. They expect accurate advice provided in a clear and expeditious manner.Rosen is always described as somewhat autocratic. The need to be very selective in whom he hires has led him to be extraordinarily careful about how he screens applicants. Some of his methods are probably beyond reproach. For example, he requires every applicant to provide a list of names and phone numbers of at least five people he or she worked with at each previous employer to use as references.On the other hand, given legislation including the Civil Rights Act of 1991 and the ADA, some of his other “tough” screening methods could be problematic. For example, Rosen requires that all applicants take a purported honesty test, which he found in the catalog of an office supply store. He also believes it’s extremely important to check every viable applicant’s credit history and workers’ compensation history. Unknown to his applicants, he runs a credit check on each of them, and retains the services of a firm that checks workers’ compensation and driving violation histories.QUESTIONS1.What specific legal problems do you think Rosen might run into because of his firm’s screening methods? How would you suggest he eliminate these problems?2.Given what you know about Rosen’s business, write a two-page proposal describing an employee testing and selection program that you would recommend. Say a few words about the sorts of tests, if any, you would recommend and the application form questions you would ask, as well as other methods, including drug screening and reference checking.

Job Analysis
Job Analysis
1. Submit an eight-to ten-page job analysis paper (excluding cover page and references).
2. Scenario: The Research paper is organized around the premise that you
have recently been promoted from your current job to the next
management level above that job. You must now find a replacement for
yourself and then supervise that person in your old job. In order to do
this you must engage in
A. A job analysis exercise and produce a job description.
B. Using the job description, you then develop a recruiting plan and selection strategy including testing and interviewing.
C. Once that person has been hired, his/her job performance must be
evaluated. A performance evaluation philosophy and method must be
developed. You must then decide how the position should be paid and why.
D. Finally, training and development issues must be addressed for
professional growth. Use at least one theory from the organizational
behavior literature to support your positions.
The Research paper asks you to apply the knowledge you have gained from
the material presented in class in addition to your own experiences.
Writing the Research Project Paper
The Paper:
Must be eight- to ten- double-spaced pages in length and
formatted according to APA style as outlined in the approved APA style
guide. Title, reference, and any exhibits or appendices are not counted
in the paper length.Must include a cover page that includes:- Title of paper
- Student's name
- Course name and number
- Instructor's name
- Date submitted
Must include an introductory paragraph with a succinct
thesis statement. - this thesis statement should simply state that what
the paper is about and set up the reader for what they are about to
read. Must address the topic of the paper with critical thought.
If possible, provide a context of a first-person
experience where you saw this academic concept in operation. Do not
simulate third-party statements of experience.Readdress the concept and the experience with critical
thought. That is, what is your response to the content, either positive
or negative, and then defend your position. If multiple
options/alternatives/positions are present and are being rejected you
must also defend the reasons for rejecting an option.Must conclude with a restatement of the thesis and a conclusion paragraph.Must use APA style as outlined in the approved APA style guide to document all eight or more sources.Must include, on the final page, a Reference List that is
completed according to APA style as outlined in the approved APA style
guide
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