A large multinational organization formed from mergers and acquisitions experienced a lot of disruptive behaviors at all levels. With a new CEO at the helm, the organization made a concerted effort to train its employees about ways to achieve a consensus. Which of the following outcomes shows that the training was successful?

A) Insights from different people merge into overall solutions.
B) People arrive at expedient solutions under pressure.
C) Conflicts are solved by assertiveness for quick action.
D) No further conflicts are expressed between people or teams.

Ajustification for job training programs is that they improve worker productivity. suppose that you are asked to evaluate whether more job training makes workers more productive. however, rather than having data on individual workers, you have access to data on manufacturing firms in ohio. in particu- lar, for each firm, you have information on hours of job training per worker (training) and number of nondefective items produced per worker hour (output). (i) carefully state the ceteris paribus thought experiment underlying this policy question. (ii) does it seem likely that a firm’s decision to train its workers will be independent of worker characteristics? what are some of those measurable and unmeasurable worker characteristics? (iii) name a factor other than worker characteristics that can affect worker productivity. (iv) if you find a positive correlation between output and training, would you have convincingly established that job training makes workers more productive? explain.

You decided to charge $100 for your new computer game, but people are not buying it. what could you do to encourage people to buy your game?

The purpose of safety stock is to: a. eliminate the possibility of a stockout. b. control the likelihood of a stockout due to variable demand and/or lead time. c. eliminate the likelihood of a stockout due to erroneous inventory tally. d. protect the firm from a sudden decrease in demand. e. replace failed units with good ones.