I have been having some issues with tutors using course hero to get their answers and it turns out that the answers are wrong. I am not paying you to do that. If you can’t get the correct answers do not take the project. The website gives refunds for work that is done incorrectly and I will me reporting any tutor that waste my time AND money. I am not trying to be mean, but I have been very disappointed recently. I will be getting the work that you send me checked by a tutor.

I have attached what I have so far and notes from my tutor on the assignment. I can’t make this any easier for you.

PLEASE INCLUDE FORMULAS BECAUSE IT IS THE ONLY WAY TO TELL HOW YOU CAME UP WITH THE ANSWERS

Option #1: DPC and Weighted Average Method

DPC manufactures medical testing strips in a continuous process environment.

Direct materials are added at the beginning of the process. Conversion costs are added throughout the manufacturing process. The manufacturer has a computer-aided quality control step that

rejects 1.5% of the production for defects.

Requirements:

1. Compute the numbers for normal and abnormal spoilage.
2. Compute the equivalent units.
3. Compute the cost per unit completed and transferred out of the process.
4. Summarize the total costs to account for, compute the cost per equivalent units, and assign costs.

Follow the instructions on the Data tab of the worksheet. Show all calculations within the cells of the Excel spreadsheet. This means that you must use formulas and links so that your thought process can be examined. You must also include a detailed explanation of each journal entry that you make or do not make on each date to convey your thought process. There should be no hard coding of solutions.

Review the grading rubric to understand how you will be graded on this assignment. Reach out to your instructor if you have questions about the assignment.

PLEASE RESPOND TO THIS, I MUST COMPLETE A PEER REVIEW ON THE BELOW. Thanks

Please demonstrate critical thinking abilities. No fewer than 250 words for post. Do not summarize the post and/or course concept(s), but perhaps comment on concepts directly applicable to your workplace.

For this response, should outside sources be used to support the content within the postings, proper in-text citations and correctly formatted references should be prepared consistent with the APA (6th edition). The list of references should be physically positioned at the end of the postings.

**NOTE***Please do not plagiarized.

The company I chose is Walmart, because of their distribution system and ability to keep prices low at least lower than other stores in the same area and with similar items.

Value Chain

Support Activities

Firm Infrastructure – The infrastructure of Walmart is its ability to get the products to the stores in a timely manner of within a day Chekwa, Martin, & Wells (2015) says that strategically located where they can serve up to 150+ Walmart stores within a day.

Human Resource Management – Having an adaptive culture and flexible leadership Chekwa, Martin, & Wells (2015) says Transformational leadership stands at the forefront of an organization’s culture.

Technology Development – Walmart has been using technology to track data and merchandise Chekwa, Martin, & Wells (2015) says the chain made the decision to insource its IT development last year, and it has opened or expanded three technology centers in the past 18 months near San Francisco, Bangalore and Sao Paulo, Brazil.

Procurement – The ability get items and workers to the right place at the right time Binod, (2015) says self-developed management system of warehouses and stores, location choice, the culture to support values and skills, use of technology, excellent relationship with the supplier and consumer, human resources management and employee motivation.

Primary Core Activities

Inbound logistics – The coordination with suppliers has been revolutionary Chekwa, Martin, & Wells (2015) says Walmart instigated was the practice of unprecedented coordination with suppliers. This is key to keeping prices low.

Operations – Walmart is a store with a lot of goods Chekwa, Martin & Wells (2015) says that the stores boast a wealth of goods for the everyday consumer product categories including food, home & household, automotive, sporting goods, paint & hardware, stationary, and health & beauty aids.

Outbound Logistics – Walmart has the ability to pick and choose its suppliers Chekwa, Martin, & Wells, (2015) says that their business is wide and hence they offer a large number of businesses to manufacturers and suppliers. This gives the company an upper hand over its suppliers.

Marketing and Sales – Walmart is well known for low prices and Chekwa, Martin, & Wells (2015) says that the very first store in 1962, Sam Walton’s philosophy was “Always Low Prices.”

After-Sales Services – After a sale Walmart will exchange products back into the store customer service area and with a receipt they will either give cash back for the price of the item or give a gift card with the amount on the card to be used in the store with additional purchases. Without a receipt and the item is undamaged they will likely give a gift card of equal amount to be used in Walmart at a later time or same day.

Strategic tactics

Keep prices low Walmart (2017) says Everyday low prices on a broad assortment – anytime, anywhere. This is a useful tool because everyone expects them to have the lower prices and once the customer is in the store they are more likely to shop for more and maybe go out with more than they planned.

Innovative thinking. Leadership through service. And above all, an unwavering commitment to saving people money (Walmart, 2017). Innovative thinking and Leadership through service shows that the company is willing to stay up to date with technology and a lead by example leadership style. Binod, (2015) says that the act of recombining and reconfiguration of assets not only helps to sustain profitable growth, but also helps an organization to make a fit with the changes occurring in market, technology and to avoid disadvantageous situations

Binod T. (2015). As a key for superior and sustainable business performance: an example from Walmart. In: Management, Vol 10, Iss 3, Pp 273-292; University of Primorska, 2015. Language: English, Database: Directory of Open Access Journals

Chekwa, E., Martin, J., & Wells, K. (2015). Riding on the waves of sustained competitive advantage consumer perspective on Walmart Corporation. International Journal of the Academic Business World. Vol. 9 Issue 1, p61-73. 13p. , Database: Business Source Premier

Walmart. (2017) Walmart corporate web site retrieved https://corporate.walmart.com/Links to an external site.

STAGE   BASIC
CONFLICT   EXPLANATION

Infancy
  Trust vs. mistrust   Infants must form loving relationship
with caregiver or they will develop mistrust.

Toddler
  Autonomy vs. shame and doubt   The child learns to do things for
themselves like walk, talk, etc.  If the
child does not, he/she will feel shame and doubt.

Pre-schooler
  Initiative vs. guilt   Pre-schoolers get an idea and follow
through with it.  If a child is punished
too forcefully or made to feel that she was “bad” when she followed
through on an idea, then the child will feel guilt about trying to do anything.

School –aged Industry vs. inferiority   Must feel that they are good at
something or will feel like a failure and develop a sense of inferiority.

Adolescent   Identity vs. role confusion   Adolescents have to discover their own
identity or they will always follow the crowd.

Young adult   Intimacy vs. isolation Young adults are able to open themselves up to
others or suffer feelings of isolation.

Middle adult   Generativity vs. stagnation   Middle adults need to be open to new ideas
of young generation or they will be stuck in the “good old days”.

Senior
adults   Ego identity vs. despair   Senior adults feel ok about life and
accomplishment or they complain and find no happiness in later years.

TASK HERE:

Create a power-point for each of Erickson’s stages
and give the good points of the stage, the bad points of the stage and
interesting things about the stage.  For the ones you have been through reflect on your own development or ask parents and siblings about your experience.
For the ones that you have not been through yet, find someone in that
stage and ask them what is good, bad and interesting about being where
they are in development.  Use pictures and illustrations.

Rubric for Assignment 4-2

Correct explanation of each stage with good, bad and interesting points of the stage	8 points (2 pts for each stage)
Overall effort	4 points

Lynette Moultrie

” Getting the Right People”

” New Haven Firefighters”

In late 2003, a total of 77 firefighters in New Haven, Connecticut, took a test for promotion to the rank of lieutenant. Of the 43 whites who took the exam, 25 passed (58 percent); of the 19 blacks, six passed (24 percent); and of the 15 Hispanics, three passed (20 percent). Because there were only eight vacancies, only the top scores were eligible for promotion. None of the six black firefighters with passing scores was eligible.

Upon learning these results, and knowing that the city was nearly 60 percent black and Hispanic, city lawyers advised the city’s Civil Service Board to reject the results, warning the city could be exposed to a race discrimination lawsuit by minority firefighters if it let the exam stand. The board elected not to certify the exam. Firefighters whose scores gave them a good chance at being promoted filed suit, alleging their rights had been violated under the 1964 Civil Rights Act and the Constitution’s equal protection clause. The lead plaintiff, Frank Ricci, who is dyslexic, said he prepared exhaustively for the test and paid someone to record study material so he could learn by listening.

The U.S. District Court ruled for the city, concluding that the city’s efforts to avoid discrimination against minority firefighters was “race neutral” because “all the test results were discarded, no one was promoted, and firefighters of every race will have to participate in another selection process.”

The firefighters appealed the district judge’s ruling, and the case landed with a three-judge panel at the Second Circuit Court of Appeals in 2007. At the end of oral arguments, one appeals judge, Sonia Sotomayor, told Ricci’s lawyer, “We’re not suggesting that unqualified people be hired. But if your test is going to always put a certain group at the bottom of the pass rate, so they’re never, ever going to be promoted, and there is a fair test that could be devised and measures knowledge in a more substantive way, then why shouldn’t the city have an opportunity to look and see if it can develop that?” Ultimately, Judge Sotomayor and her colleagues upheld the district judge’s decision.

In June 2009, the Supreme Court ruled 5–4 in favor of the white firefighters. Judge Antonin Scalia scoffed at the district court judge’s claim that rejecting the results was racially neutral. “It’s neutral because you throw it out for the losers as well as for the winners? That’s neutrality?”

Some private-sector employers said the ruling might prompt them to use tests more in making hiring and promotion decisions. But the decision had others scrutinizing their existing tests to ensure they are free of bias. The impact of the decision is likely to be more muted in the private sector than in government agencies because private employers are less likely to use a test as the single or predominant criterion for a job promotion.

Ironically, civil service exams were supposed to be the fairest way for cities to hire the best firefighters and police, while opening the doors to more minorities. Exams, it was thought, provided a color-blind way to measure performance and promote minorities into leadership roles within organizations that had clearly discriminated in the past. The problem is that, for reasons not understood, minorities have not performed as well as whites on tests.

But are multiple-choice tests to measure firefighters’ retention of information the optimal way to predict how someone would react at a four-alarm fire? Arguably, the most important skills of any fire department lieutenant or captain are sound judgment, steady command presence, and the ability to make life or death decisions under pressure.

In any event, New Haven city officials concluded that their written test was flawed and that there was another trusted method to select firefighting lieutenants and captains that posed less of a disadvantage to blacks and Hispanics. That method relies largely on assessment centers where applicants are evaluated in simulated real-life situations to see how they would handle them. Supporters of the idea say assessment centers do far better than written exams in measuring leadership and communications skills and an applicant’s ability to handle emergencies. (You will learn more about assessment centers in this chapter.)

Besides the relatively narrow issue of how best to promote firefighters, this case also raises a broader issue posed to Sotomayor during her Supreme Court confirmation hearings in July 2009. Senator Herb Kohl, a Democrat from Wisconsin, asked an interesting question about 2028. By then, according to recent Supreme Court jurisprudence, some kinds of affirmative action may no longer be permissible. In Grutter v. Bolinger (2003), Sandra Day O’Conner upheld race-based discrimination in college admissions, but only for the current generation. Such policies “must be limited in time,” she wrote, adding that “the court expects that 25 years now, the use of racial preferences will no longer be necessary to further the interest approved today.” Indeed, by 2023, if current demographic trends continue, nonwhites—blacks, Hispanics, and Asians—will constitute a majority of Americans under 18. By 2042, they will constitute a national majority. In fact, in several large states today, these minorities already constitute a majority.

Is there a difference between allowing reverse discrimination in the wake of segregation and discriminating in the name of diversity indefinitely? How effective was the New Haven Fire Department’s promotional system in 2003? How do the U.S. armed forces handle these issues?

SOURCES: Ed Stannard, “Firefighters Exam at Center of Supreme Court Case,” Hispanic Business News (June 29, 2009); Ronald Dworkin, “Justice Sotomayor : The Unjust Hearings,” New York Review of Books (September 24, 2009); Suzanne Sataline and Stephanie Simon, “Cities Yearn for Clarity on Bias in Hiring,” Wall Street Journal (June 30, 2009); Jess Bravin and Suzanne Sataline, “Ruling Upends Race’s Role in Hiring,” Wall Street Journal (June 30, 2009); Adam Liptak, “Justices to Hear White Firefighters Bias Claims,” New York Times (April 10, 2009); Adam Liptak, “Supreme Court Finds Bias against White Firefighters,” New York Times (June 30, 2009); Lani Guinier and Susan Strum, “Trial by Firefighters,” New York Times (July 11, 2009).

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• All students are encouraged to use their own words.
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