picking a college Essay -- essays research papers

Picking A College Picking the right college is an important step in contributing to the outcome of a person’s life. But finding the right college to suit the needs and desires of a young individual poses a difficult task.   Ã‚  Ã‚  Ã‚  Ã‚  Much time and effort must be spent on deciding which college to attend. Avoid making a horrible mistake by rushing a decision and going somewhere not compatible with one’s aspirations. Visit the college, ask for information, look at the courses offered, and research its reputation for education. Check out the dorm rooms and campus life. Is it a beautiful campus, or just filled with buildings? Find quiet places that time could be spent reading and studying. Also look at its strengths, along with the weaknesses. Meeting with the professors and discussing what is offered are magnificent ways to learn more about the college. By thinking with a broad frame of mind, one doesn’t look just at colleges with the big names. Though these institutions may be wonderful colleges, they might not offer specific courses. Maybe the smaller, private schools -- with their much smaller professor to student ratios -- are more desirable places.   Ã‚  Ã‚  Ã‚  Ã‚  Next, considering the location of the college is crucial. For instance, interests in outside sports, such as golf, should be concentrated toward the lower half of the country. Texas, Arizona, Louisiana, and Mississippi are prime states regarding golf. A school without a strong go...

Value Chain Concept

Dollar General has taken many steps to deliver value to Its customers. The Dollar General stores compete on the basis of convenience with highly price sensitive consumers. The chain also strives for simplicity with both 10 basic-needs core SKIS categories and and even dollar price points. Simplicity, price, and convenience are of high value to a Dollar General consumer. Dollar General practices a low cost business model and each step the company makes contributes to he value delivered to the customer.Before major transformations in the last two decades, Dollar General stores had followed a pack-away strategy to store all unsold seasonal merchandise for the following year. Since most stores only consisted of about 6,900 square feet, small back rooms piled up quickly with inventory causing overflow in some stores. Focus of managers was on how to keep the rooms organized with Irrelevant product rather than operational activities that involved staff and the customers. Managers minds ere also clouded with how to get the seasonal SKU Into the hands of the customers.Dollar General was able to evaluate this strategy and notice that the focus on the back rooms and no room for extra Inventory could erode the value the customer receives from shopping in Dollar General. Dollar store could potentially lose space for its core category products that initially attract the consumers. In the video â€Å"Keeping the Supply Chain Moving,† a shoe store is featured in which the layout also suffered from a tiny back room. KEFIR) The owner was often unable to provide certain shoe styles to her customers due to inventory pile up in her back room.Value is lost. In recent years Dollar General put the consumer value In front of them and made structural changes that addressed the legacy Issues (Kaufman 8). These changes were accompanied with the decision to eliminate the pack-away policy. This enabled Dollar Generals to provide fresher and more relevant merchandise. The remodeling o f the strategy also contributed to effectiveness of the District Managers-They are no anger elbows deep in back room inventory with the store managers digging up Ski's.Now, District Managers are now able to increase in-store training and improve labor planning by simply avoiding the back room problem. Dollar General was able to protect the core SKIS value that it delivers to its consumers. By evaluating its back room policies and activities, it was able to identify the value lost with decrease in manager/employee productivity and potential to lose core SKU storage space.

HRMG Midterm - 1615 Words

Running head: TERMINATION RECOMMENDATIONS FOR MORE BEER, INC. 1 Termination Recommendations for More Beer, Incorporated. HRMG 5700 – Employment Law September 22, 2013 Termination Recommendations for More Beer, Incorporated When a company experiences a financial setback of the magnitude that More Beer, Incorporated had after its failed venture into internet marketing, it sometimes becomes necessary to reduce the workforce in order to mitigate the losses. The Human Resources (HR) Department faced a very difficult decision in choosing whom to fire, as there was a potential for legal action with each of the five candidates presented for possible termination. In addition, many of the candidates also had personality traits or†¦show more content†¦There is no apparent benefit to transferring him elsewhere in the company, especially since Mr. Price mentioned he feels he has been treated differently after recently announcing that he is homosexual. Mr. Price will likely argue his termination is a violation of Title VII of the Civil Rights Act as it pertains to sex. He may also claim disparate treatment or disparate impact. Title VII does not contain specific language protecting against discrimination ba sed on homosexuality, as both the Equal Employment Opportunity Commission (EEOC) and the courts â€Å"have determined that the word sex as used in Title VII means a person’s gender and not a person’s sexual orientation† (Twomey, 2013, p. 427). Still, in Oncale v. Sundowner Offshore Services, Inc., the Supreme Court found that sex discrimination consisting of same-sex harassment is actionable under Title VII. To have a claim under Title VII, Mr. Price would have to allege that his termination was solely based on â€Å"sex, † thus bringing his case within the precedent set by Oncale. More Beer, Incorporated is an at-will employer, which means it is â€Å"free to terminate the relationship with or without cause,† (Twomey, 2013, p. 598), so his argument will be moot. Mr. Price will receive the severance package that consists of one week of pay for every year of service to the company. He had used all of his sick leave, annual and holiday leave, and so will not receive any additional pay. Sally James Sally James is the thirdShow MoreRelatedThe Vice President Of Human Resource For Moore Beer, Inc.1331 Words   |  6 Pages Muzhda Rasool Webster University HRMG 5700 Midterm 07-03-2016 Introduction As the Vice President of Human Resource for Moore Beer, Inc., it is my duty and responsibility to direct all of Moore Beer, Inc. employees in accordance with the company s policies and procedures as well as abide by all the laws that are put in place to protect employee’s rights. Moore Beer, Inc. has suffered a decrease in sales profits, as a result the company is reducing its workforce. The President