STRUCTURED HOMEWORK ASSIGNMENT 3 PART 1 Question 1 (A) First‚ invert the demand function QD= 8‚300 - 2.1P into the price function‚ so that price is on the left hand side on its own. QD= 8‚300 - 2.1P → 1QD/2.1 = 8‚300/2.1 – 2.1P/2.1 0.5QD = 3‚952.4 – P → P = 3‚952.40 – 0.5QD TR = P*Q → TR = (3‚952.40 – 0.5Q) *Q → TR = 3‚952.40Q – 0.5Q^2 MR = 3‚952.40 – Q (B) Profit = TR – TC Profit = 3‚952.40Q – 0.5Q^2 – (2‚200 + 480Q + 20Q^2) Profit = -2‚200 + 3‚472.40Q – 20.5Q^2 Marginal Profit = 3‚472
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attracting employees to that job‚ screening and selecting applicants‚ hiring‚ and integrating the new employee to the organization. Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the “organisation”. Recruitment is the activity that links the employers and the job seekers. A few definitions of recruitment are: A process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when
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Job Evaluation and Job Structured JOB A Deli -Bakery Clerk Team Member This job requires excellent customer relations skills‚ clear and effective communication‚ and cooperation with fellows. Responsible for preparing‚ processing‚ packaging‚ and stocking products according to Whole Foods Standards. This job requires some deli experience and the proper use of knives‚ slicer‚ trash compactor‚ baler and all other equipment used during food preparation and cleanup. This job also involves following
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EBay Bids for Structured Change. Case Study Answers EBay started out with a U form‚ or functional‚ design. What changes in that design have already occurred as a result of the company’s growth? What kind of changes seem likely for the future? • One of the first things we need to look at is what the u-form design is. The U-form organization (U stands for unity)‚ also called functional design‚ relies almost exclusively on the functional approach to departmentalization . The U-form design is used
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Unit Manual Copy right Author Editor Version Programme Unit 2012/13 Nelson College London Dr. Imran and Nazim Uddin Nazim Uddin V1-December 2012 HND Business Organisations and Behaviour Organisation Behaviour and UNIT MANUAL- HND Business- Organisations and Behaviour TABLE OF CONTENTS Organisational structures and culture..........................................................................................3 Impact of organisation’s structure and culture on the performance of the business
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conflicts Conflict is seen as an inherent feature of organisations and induced‚ in part‚ by the very structure of the organisation. The causes might stem from individual characteristics‚ interpersonal factors‚ communications‚ behavior‚ structure and previous interactions. “Conflict‚ per se‚ is not necessarily good or bad but an inevitable feature of organisational life and should be judged in terms of its effects on performance. Even if organisations have taken great care to try to avoid conflict it
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ORGANISATION BEHAVIOUR INTRODUCTION Organisation behaviour is the study and application of knowledge about how people -as individuals and as groups- act within organisations. Organisational behaviour comes from two words: - * Organisation and * Behaviour. Organisation is a place where two or more people work together in a structured way to achieve a specific goal or set of goals. Behaviour is response of an individual to stimulation. So organisational behaviour is the behaviour of
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INTRODUCTION This essay focuses on two perspectives; modernist and postmodernist‚ each have their own interpretation of theories. They are analyzed in terms of power‚ conflict and control‚ physical and social organization structure‚ organization culture and their relationship with the environment. The theoretical framework will provide clear differences of the two perspectives whereas the analysis on Apple will provide a more comprehensive understanding on the application of theories from each perspective
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explaining why reflection is important and use aspects of Driscoll’s‚ (2007) Model of Structured Reflection to show my professional development. According to Ghaye and Lilleyman (2010) re-flective practice can transform healthcare professional’s experiences by turning them into strengths that allow actions to be taken as a result. Therefore‚ for the purpose of this reflection Driscoll’s‚ (2007) Model of Structured Reflection has been chosen as it uses an experimental learning cycle with added trigger
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learning and learning organisations have been the focus of a great deal of evaluation within management literature since the 1990’s (Senge‚ 1990; Michaux‚ 2002). This paper aims to define and critically evaluate the concept of a learning organisation by drawing on the writings of core authors to both support and demonstrate criticisms of the ‘learning organisation’ concept. The Learning Organisation Organisational learning is a continual process whereby an organisation adapts to its environment
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