Consumer Behavior: Week Four Response

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Layoffs are not always the best solution for a decline in company profits. A business must resolve the conflict that exists between their responsibility to meet economic targets and the ethical responsibility of non-maleficence. Furthermore, it must be determined if the layoffs would even maximize stakeholder welfare from a utilitarian perspective (Arce & Xin Li, 2011).

Layoffs are tough for both the employee being laid off and the company for which he/she worked. The situation causes so much uncertainty amongst the remaining employees. The feeling among the employees is; if this happened to them this could happen to me as well. According to Johnson (n.d.), “There is a major disruption in the status quo; relationships are severed, work is redistributed with a probable increase in everyone’s

When staff arrived to 208 Nick was finishing getting dressed. Staff monitored Nick as he self-administered his medication. Staff helped nick put together a schedule for the evening. Nick was provided visuals to help make choices for a preferred activity as well as dinner items. Staff then helped Nick develop a grocery list and then prompted him to pack his bag for swimming. Nick independently located all of the necessary items for the gym and then headed there. Nick was reminded of behavioral expectation prior to entering ACAC. He navigated into the building and then verbally checked in. Nick was reminded to pack off of his belongings in his locker before heading to the poo area. Nick enjoyed his time swimming as he displayed a positive affect.

Managers can cope with the stress and gravity of a layoff situation in a number of ways. First, the manager must realize that while laying off people can be stressful and can induce some bad feelings, the layoffs are for the betterment of the company itself and the remaining employees and is in fact necessary to protect all of the above. The employees being let go may indeed be able to return if the fortunes of the company improve but the company must remain solvent in the short term for there ever to be a long-term horizon for the company's financial state improving and its overall fortunes getting better.

While no employer wants to lay off employees, it is especially difficult in small, close-knit organizations like this one where the staff was has become friends after working together for so long. Even so, decision makers must ignore personal matters and preferences and make a selection based on what is best for the library, though it may not be what is best for an employee. In this case, we were given a lot of information about the personal lives of these employees and we had to weed through their descriptions to find the information most relevant to the library.

It is imperative that information regarding the layoffs remains consistent in every communication with every interaction without exception. What is held back from employees is as crucial as what is discussed. When there is disparity or voids in the message staff hear, it is human nature to fill in those gaps and with information that is often inaccurate. Rumors are of considerable concern during times of adversity in any organization. Furthermore, the grapevine is a substantial method of communication and information is traveling through the organization regardless leadership’s performance (Treviño & Nelson, 2014). In addition, assuring that there is congruity with the message and actions of leadership

1. What led UPS to pursue an integrated marketing communications approach? What was the promotional objective as it repositioned itself in the "synchronized commerce" marketspace?

“The consumers in the fine jewellery market segment are quality conscious individuals who appreciate and understand the prestige and pride of ownership when purchases are made in such companies and markets.”

1. Using the tricomponent attitude model, compare the differences in attitude of consumers towards Kraft Foods versus their attitude towards Vegemite.

Based on the solution of providing managers with the proper training an organization should make sure that they are prepared. A meeting of some type or even conference calls every quarterly period will ensure the managers are up to date and can also introduce new ways to deal with these layoffs. This business decision will include the most accurate and appropriate training that has proven to help with the layoff process. Proper training can reduce the frustration and anxiety that can arise amongst the other employees. The training made by the business will also allow for the managers to prepared after the layoff and dealing with the employees still there. ("How To Conduct A Layoff", 2014). Managers will be able to relate the fellow employees and answers any questions that they have as this will boost their morale.

After reading the article, I can related to the boss. The boss did the correct decision of terminating Colvin. Colvin lie about having a family emergency and went to a Halloween party. For not being honest to his boss he did deserved to be terminated. I can related to this story. When I was a supervisor for an after school program I was responsible for 12 staff and 180 students. It was really difficult to have full staff. One day I had three teachers out because they had to attend a training. So, I was going to be out of ratio. One of the teachers decide to text me 30 minutes before her work schedule to inform me she will be out for the day due to a family emergency. I was okay with it and help the teachers out. As we were getting ready

1. Consumers are often` confronted with incomplete information. How do consumers deal with incomplete information for (a) attribute values (b) brands? (give examples)

Coca-Cola is a well-established brand which is famous for its carbonated soft drinks. Almost everyone has heard or tried its products and many people may consider coke as their first choice when choosing a beverage. In order to further ignite people’s passion in Coca-Cola’s products and link the brand to positive associations, Coca-Cola had launched a campaign called “Share a Coke” in more than 80 countries, which was debuted in Australia during the summer of 2011 (Moye, 2015).

1). Often and Widely Communication; This will/can eliminate negative emotions from employees that has been laid off and the remaining employees because explaining and allowing each party to gain an understanding of what has transpired and why the dismissal was necessary as well giving each party an opportunity to vent about what they may be feeling.