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[>Management homework help](https://www.sweetstudy.com/fields/business-finance-management) paragraph- no minimum no references – 2 years ago **files (2)** – ## UnitV.pdf – UnitVpart1.pdf **## UnitV.pdf** PHI 4301, Business Ethics 1 Course Learning Outcomes for Unit V Upon completion of this unit, st…

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[>Management homework help](https://www.sweetstudy.com/fields/business-finance-management)

paragraph- no minimum no references

– 2 years ago

**files (2)**

– ## UnitV.pdf

– UnitVpart1.pdf

**## UnitV.pdf**

PHI 4301, Business Ethics 1

Course Learning Outcomes for Unit V

Upon completion of this unit, students should be able to:

5. Formulate ethical solutions for real-world situations using ethical theories and concepts.
5.3 Determine whether an organization’s hiring practices should consider diversity.

Required Unit Resources

Chapter 6: Ethical Decision Making: Employer Responsibilities and Employee Rights
It is not required to read the Questions, Projects, and Exercises at the end of the chapter.

Unit Lesson

The lesson for Unit II, in the discussion of principle-based moral perspectives, mentioned Kant’s ethics. An
important principle in Kant’s ethics is known as respect for persons. It is so important that Kant himself
thought all of morality is ultimately derived from this principle. In his Groundwork of the Metaphysics of Morals
(1785), Kant says, “Act in such a way that you treat humanity, whether in your own person or the person of
any other, never simply as a means but always at the same time as an end” (p. 429). An end is simply the
thing we want to achieve. In business, which means revenue, profit, capital, growth, etc. Means are the things
we use to get the things we want. For example, advertising is a means to increase sales, which means to
increase revenue. What Kant is saying is that it is always, and in all circumstances, wrong to treat a person
(including yourself) as a means to an end—as having only instrumental value. As rational, autonomous
individuals, persons possess intrinsic value.

The respect for persons’ principle is an assumption that pervades business ethics, particularly with regard to
issues of employer responsibilities and employee rights. Because employees work for businesses, it is natural
to infer that any individual employee is simply a means by which the business succeeds. Countless examples
lurk throughout history, such as in the Gilded Age, where businesses regarded employees as a collection of
more-or-less interchangeable bodies to be put to work as cheaply as possible. Similar practices persist to this
day in sweatshops across the developing world. As Arnold and Bowie (2003) suggest, respect for persons is
the moral principle behind our strong moral intuition that such practices need to change.

As noted in the textbook, in the United States today, the employer-employee relationship recognizes respect
for persons variously through the legal enforcement of due process, civil rights, and just cause (Hartman et
al., 2024). The situation is by no means perfect, as the controversial legal doctrine of employment at will
attests; however, employees are now more protected from arbitrary use of the power employers have over
their employees. When worker exploitation does occur, employees have greater access to resources for
seeking remedy.

We can see the principle of respect for persons play out in the context of downsizing, which is one of the most
difficult decisions a business can make. If eliminating a portion of the workforce were simply a means for
cutting costs and increasing profitability, then it would not be a moral issue. It is respect for persons that
makes downsizing a moral issue. “When a firm decides to downsize…it is critical to lessen the impact as
much as possible and to allow the terminated employees to depart with dignity” (Hartman et al. 2024, p. 205).
This entails giving notice of intent to downsize, careful management of the downsizing process, and sensitivity
to the employees affected.

Employee health and safety is another area where respect for persons has come to dictate business practice
in the United States. Many occupations entail a certain amount of risk for bodily injury, mental distress, or
other harms. On the face of it, allowing employees to decide whether or not to engage in risky occupations

UNIT V STUDY GUIDE

Employer Responsibilities
and Employee Rights

PHI 4301, Business Ethics 2

UNIT x STUDY GUIDE

Title

suggests a respect for their autonomy (Hartman et al., 2024). However, employers have an unfair advantage
when it comes to controlling job information and options available, and thus can (and do) seriously constrain
what employees can choose to do. If your choice is between dangerous factory job A and dangerous factory
job B, is your personal autonomy really respected? Because the unbridled free market often fails to respect
employee health and safety, regulations and standards are the responsibility of government.

Diversity is undoubtedly the most controversial issue, where respect for persons arises in the workplace.
Suppose a company institutes a hiring program with the purpose of increasing the racial diversity of its
workforce, based on the premise that companies with a more diverse workforce are more profitable. The
dominant racial category in the workforce will find its proportional representation decreasing as a result.
Applicants from the dominant racial category will be disadvantaged compared to applicants from other racial
categories currently underrepresented in the workforce. Individual applicants who have been disadvantaged
in this way might feel the hiring program violates respect for persons, specifically their own persons; however,
the company argues the program promotes respect for persons by addressing implicit biases in its current
system of hiring. Further, the hiring program serves a legitimate business good (profitability), and the rights of
all applicants are respected in the process. If applicants for a position are well qualified but do not get the job,
this does not amount to a violation of their rights; no one has the right to be offered a particular job in the first
place.

On a final note, the relationship between employers and employees is another area in business ethics, where
the commitment to moral principles and the commitment to good consequences both point in the same
direction. We have seen how the principle of respect for persons shapes our understanding of how employers
ought to treat their employees. As the principle has been observed more consistently, both in this country and
abroad, it has proven to be good for business (Edmans, 2016). Humans like to associate themselves with
organizations where they are respected. In business, this natural affinity translates to a more productive and
resilient workforce.

References

Arnold, D., & Bowie, N. (2003). Sweatshops and respect for persons. Business Ethics Quarterly, 13(2), 221–

242.
https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?dire
ct=true&db=bsu&AN=9975527&site=ehost-live&scope=site

Edmans, E. (2016, March 16). 28 years of stock market data shows a link between employee satisfaction and

long-term value. Harvard Business Review.
https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?dire
ct=true&db=bsu&AN=118706360&site=ehost-live&scope=site

Hartman, L. P., DesJardins, J., & MacDonald, C. (2024). Business ethics: Decision making for personal

integrity and social responsibility (6th ed.). McGraw-Hill Education.
https://online.vitalsource.com/#/books/9781265810153

Kant, I. (1785). Groundwork of the metaphysics of morals. Longmans, Green, and Co.

Suggested Unit Resources

In order to access the following resources, click the links below.

The following article examines the responsibilities of multinational enterprises when using offshore
manufacturing facilities.

Arnold, D., & Bowie, N. (2003). Sweatshops and respect for persons. Business Ethics Quarterly, 13(2), 221–

242.
https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?dire
ct=true&db=bsu&AN=9975527&site=ehost-live&scope=site

[https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=bsu&AN=9975527&site=ehost-live&scope=site](https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=bsu&AN=9975527&site=ehost-live&scope=site)

PHI 4301, Business Ethics 3

UNIT x STUDY GUIDE

Title

The following article examines the long-term value of stock returns among companies with high employee
satisfaction.

Edmans, E. (2016, March 16). 28 years of stock market data shows a link between employee satisfaction and

long-term value. Harvard Business Review.
https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?dire
ct=true&db=bsu&AN=118706360&site=ehost-live&scope=site

[https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=bsu&AN=118706360&site=ehost-live&scope=site](https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=bsu&AN=118706360&site=ehost-live&scope=site)

[https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=bsu&AN=118706360&site=ehost-live&scope=site](https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=bsu&AN=118706360&site=ehost-live&scope=site)

– Course Learning Outcomes for Unit V
– Required Unit Resources
– Unit Lesson

– References

– Suggested Unit Resources

**UnitVpart1.pdf**

This file is too large to display. [View in new window](https://www.sweetstudy.com/files/unitvpart1-pdf)

**UnitVpart1.pdf**

This file is too large to display. [View in new window](https://www.sweetstudy.com/files/unitvpart1-pdf)

**## UnitV.pdf**

PHI 4301, Business Ethics 1

Course Learning Outcomes for Unit V

Upon completion of this unit, students should be able to:

5. Formulate ethical solutions for real-world situations using ethical theories and concepts.
5.3 Determine whether an organization’s hiring practices should consider diversity.

Required Unit Resources

Chapter 6: Ethical Decision Making: Employer Responsibilities and Employee Rights
It is not required to read the Questions, Projects, and Exercises at the end of the chapter.

Unit Lesson

The lesson for Unit II, in the discussion of principle-based moral perspectives, mentioned Kant’s ethics. An
important principle in Kant’s ethics is known as respect for persons. It is so important that Kant himself
thought all of morality is ultimately derived from this principle. In his Groundwork of the Metaphysics of Morals
(1785), Kant says, “Act in such a way that you treat humanity, whether in your own person or the person of
any other, never simply as a means but always at the same time as an end” (p. 429). An end is simply the
thing we want to achieve. In business, which means revenue, profit, capital, growth, etc. Means are the things
we use to get the things we want. For example, advertising is a means to increase sales, which means to
increase revenue. What Kant is saying is that it is always, and in all circumstances, wrong to treat a person
(including yourself) as a means to an end—as having only instrumental value. As rational, autonomous
individuals, persons possess intrinsic value.

The respect for persons’ principle is an assumption that pervades business ethics, particularly with regard to
issues of employer responsibilities and employee rights. Because employees work for businesses, it is natural
to infer that any individual employee is simply a means by which the business succeeds. Countless examples
lurk throughout history, such as in the Gilded Age, where businesses regarded employees as a collection of
more-or-less interchangeable bodies to be put to work as cheaply as possible. Similar practices persist to this
day in sweatshops across the developing world. As Arnold and Bowie (2003) suggest, respect for persons is
the moral principle behind our strong moral intuition that such practices need to change.

As noted in the textbook, in the United States today, the employer-employee relationship recognizes respect
for persons variously through the legal enforcement of due process, civil rights, and just cause (Hartman et
al., 2024). The situation is by no means perfect, as the controversial legal doctrine of employment at will
attests; however, employees are now more protected from arbitrary use of the power employers have over
their employees. When worker exploitation does occur, employees have greater access to resources for
seeking remedy.

We can see the principle of respect for persons play out in the context of downsizing, which is one of the most
difficult decisions a business can make. If eliminating a portion of the workforce were simply a means for
cutting costs and increasing profitability, then it would not be a moral issue. It is respect for persons that
makes downsizing a moral issue. “When a firm decides to downsize…it is critical to lessen the impact as
much as possible and to allow the terminated employees to depart with dignity” (Hartman et al. 2024, p. 205).
This entails giving notice of intent to downsize, careful management of the downsizing process, and sensitivity
to the employees affected.

Employee health and safety is another area where respect for persons has come to dictate business practice
in the United States. Many occupations entail a certain amount of risk for bodily injury, mental distress, or
other harms. On the face of it, allowing employees to decide whether or not to engage in risky occupations

UNIT V STUDY GUIDE

Employer Responsibilities
and Employee Rights

PHI 4301, Business Ethics 2

UNIT x STUDY GUIDE

Title

suggests a respect for their autonomy (Hartman et al., 2024). However, employers have an unfair advantage
when it comes to controlling job information and options available, and thus can (and do) seriously constrain
what employees can choose to do. If your choice is between dangerous factory job A and dangerous factory
job B, is your personal autonomy really respected? Because the unbridled free market often fails to respect
employee health and safety, regulations and standards are the responsibility of government.

Diversity is undoubtedly the most controversial issue, where respect for persons arises in the workplace.
Suppose a company institutes a hiring program with the purpose of increasing the racial diversity of its
workforce, based on the premise that companies with a more diverse workforce are more profitable. The
dominant racial category in the workforce will find its proportional representation decreasing as a result.
Applicants from the dominant racial category will be disadvantaged compared to applicants from other racial
categories currently underrepresented in the workforce. Individual applicants who have been disadvantaged
in this way might feel the hiring program violates respect for persons, specifically their own persons; however,
the company argues the program promotes respect for persons by addressing implicit biases in its current
system of hiring. Further, the hiring program serves a legitimate business good (profitability), and the rights of
all applicants are respected in the process. If applicants for a position are well qualified but do not get the job,
this does not amount to a violation of their rights; no one has the right to be offered a particular job in the first
place.

On a final note, the relationship between employers and employees is another area in business ethics, where
the commitment to moral principles and the commitment to good consequences both point in the same
direction. We have seen how the principle of respect for persons shapes our understanding of how employers
ought to treat their employees. As the principle has been observed more consistently, both in this country and
abroad, it has proven to be good for business (Edmans, 2016). Humans like to associate themselves with
organizations where they are respected. In business, this natural affinity translates to a more productive and
resilient workforce.

References

Arnold, D., & Bowie, N. (2003). Sweatshops and respect for persons. Business Ethics Quarterly, 13(2), 221–

242.
https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?dire
ct=true&db=bsu&AN=9975527&site=ehost-live&scope=site

Edmans, E. (2016, March 16). 28 years of stock market data shows a link between employee satisfaction and

long-term value. Harvard Business Review.
https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?dire
ct=true&db=bsu&AN=118706360&site=ehost-live&scope=site

Hartman, L. P., DesJardins, J., & MacDonald, C. (2024). Business ethics: Decision making for personal

integrity and social responsibility (6th ed.). McGraw-Hill Education.
https://online.vitalsource.com/#/books/9781265810153

Kant, I. (1785). Groundwork of the metaphysics of morals. Longmans, Green, and Co.

Suggested Unit Resources

In order to access the following resources, click the links below.

The following article examines the responsibilities of multinational enterprises when using offshore
manufacturing facilities.

Arnold, D., & Bowie, N. (2003). Sweatshops and respect for persons. Business Ethics Quarterly, 13(2), 221–

242.
https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?dire
ct=true&db=bsu&AN=9975527&site=ehost-live&scope=site

[https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=bsu&AN=9975527&site=ehost-live&scope=site](https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=bsu&AN=9975527&site=ehost-live&scope=site)

PHI 4301, Business Ethics 3

UNIT x STUDY GUIDE

Title

The following article examines the long-term value of stock returns among companies with high employee
satisfaction.

Edmans, E. (2016, March 16). 28 years of stock market data shows a link between employee satisfaction and

long-term value. Harvard Business Review.
https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?dire
ct=true&db=bsu&AN=118706360&site=ehost-live&scope=site

[https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=bsu&AN=118706360&site=ehost-live&scope=site](https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=bsu&AN=118706360&site=ehost-live&scope=site)

[https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=bsu&AN=118706360&site=ehost-live&scope=site](https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=bsu&AN=118706360&site=ehost-live&scope=site)

– Course Learning Outcomes for Unit V
– Required Unit Resources
– Unit Lesson

– References

– Suggested Unit Resources

**UnitVpart1.pdf**

This file is too large to display. [View in new window](https://www.sweetstudy.com/files/unitvpart1-pdf)

**## UnitV.pdf**

PHI 4301, Business Ethics 1

Course Learning Outcomes for Unit V

Upon completion of this unit, students should be able to:

5. Formulate ethical solutions for real-world situations using ethical theories and concepts.
5.3 Determine whether an organization’s hiring practices should consider diversity.

Required Unit Resources

Chapter 6: Ethical Decision Making: Employer Responsibilities and Employee Rights
It is not required to read the Questions, Projects, and Exercises at the end of the chapter.

Unit Lesson

The lesson for Unit II, in the discussion of principle-based moral perspectives, mentioned Kant’s ethics. An
important principle in Kant’s ethics is known as respect for persons. It is so important that Kant himself
thought all of morality is ultimately derived from this principle. In his Groundwork of the Metaphysics of Morals
(1785), Kant says, “Act in such a way that you treat humanity, whether in your own person or the person of
any other, never simply as a means but always at the same time as an end” (p. 429). An end is simply the
thing we want to achieve. In business, which means revenue, profit, capital, growth, etc. Means are the things
we use to get the things we want. For example, advertising is a means to increase sales, which means to
increase revenue. What Kant is saying is that it is always, and in all circumstances, wrong to treat a person
(including yourself) as a means to an end—as having only instrumental value. As rational, autonomous
individuals, persons possess intrinsic value.

The respect for persons’ principle is an assumption that pervades business ethics, particularly with regard to
issues of employer responsibilities and employee rights. Because employees work for businesses, it is natural
to infer that any individual employee is simply a means by which the business succeeds. Countless examples
lurk throughout history, such as in the Gilded Age, where businesses regarded employees as a collection of
more-or-less interchangeable bodies to be put to work as cheaply as possible. Similar practices persist to this
day in sweatshops across the developing world. As Arnold and Bowie (2003) suggest, respect for persons is
the moral principle behind our strong moral intuition that such practices need to change.

As noted in the textbook, in the United States today, the employer-employee relationship recognizes respect
for persons variously through the legal enforcement of due process, civil rights, and just cause (Hartman et
al., 2024). The situation is by no means perfect, as the controversial legal doctrine of employment at will
attests; however, employees are now more protected from arbitrary use of the power employers have over
their employees. When worker exploitation does occur, employees have greater access to resources for
seeking remedy.

We can see the principle of respect for persons play out in the context of downsizing, which is one of the most
difficult decisions a business can make. If eliminating a portion of the workforce were simply a means for
cutting costs and increasing profitability, then it would not be a moral issue. It is respect for persons that
makes downsizing a moral issue. “When a firm decides to downsize…it is critical to lessen the impact as
much as possible and to allow the terminated employees to depart with dignity” (Hartman et al. 2024, p. 205).
This entails giving notice of intent to downsize, careful management of the downsizing process, and sensitivity
to the employees affected.

Employee health and safety is another area where respect for persons has come to dictate business practice
in the United States. Many occupations entail a certain amount of risk for bodily injury, mental distress, or
other harms. On the face of it, allowing employees to decide whether or not to engage in risky occupations

UNIT V STUDY GUIDE

Employer Responsibilities
and Employee Rights

PHI 4301, Business Ethics 2

UNIT x STUDY GUIDE

Title

suggests a respect for their autonomy (Hartman et al., 2024). However, employers have an unfair advantage
when it comes to controlling job information and options available, and thus can (and do) seriously constrain
what employees can choose to do. If your choice is between dangerous factory job A and dangerous factory
job B, is your personal autonomy really respected? Because the unbridled free market often fails to respect
employee health and safety, regulations and standards are the responsibility of government.

Diversity is undoubtedly the most controversial issue, where respect for persons arises in the workplace.
Suppose a company institutes a hiring program with the purpose of increasing the racial diversity of its
workforce, based on the premise that companies with a more diverse workforce are more profitable. The
dominant racial category in the workforce will find its proportional representation decreasing as a result.
Applicants from the dominant racial category will be disadvantaged compared to applicants from other racial
categories currently underrepresented in the workforce. Individual applicants who have been disadvantaged
in this way might feel the hiring program violates respect for persons, specifically their own persons; however,
the company argues the program promotes respect for persons by addressing implicit biases in its current
system of hiring. Further, the hiring program serves a legitimate business good (profitability), and the rights of
all applicants are respected in the process. If applicants for a position are well qualified but do not get the job,
this does not amount to a violation of their rights; no one has the right to be offered a particular job in the first
place.

On a final note, the relationship between employers and employees is another area in business ethics, where
the commitment to moral principles and the commitment to good consequences both point in the same
direction. We have seen how the principle of respect for persons shapes our understanding of how employers
ought to treat their employees. As the principle has been observed more consistently, both in this country and
abroad, it has proven to be good for business (Edmans, 2016). Humans like to associate themselves with
organizations where they are respected. In business, this natural affinity translates to a more productive and
resilient workforce.

References

Arnold, D., & Bowie, N. (2003). Sweatshops and respect for persons. Business Ethics Quarterly, 13(2), 221–

242.
https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?dire
ct=true&db=bsu&AN=9975527&site=ehost-live&scope=site

Edmans, E. (2016, March 16). 28 years of stock market data shows a link between employee satisfaction and

long-term value. Harvard Business Review.
https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?dire
ct=true&db=bsu&AN=118706360&site=ehost-live&scope=site

Hartman, L. P., DesJardins, J., & MacDonald, C. (2024). Business ethics: Decision making for personal

integrity and social responsibility (6th ed.). McGraw-Hill Education.
https://online.vitalsource.com/#/books/9781265810153

Kant, I. (1785). Groundwork of the metaphysics of morals. Longmans, Green, and Co.

Suggested Unit Resources

In order to access the following resources, click the links below.

The following article examines the responsibilities of multinational enterprises when using offshore
manufacturing facilities.

Arnold, D., & Bowie, N. (2003). Sweatshops and respect for persons. Business Ethics Quarterly, 13(2), 221–

242.
https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?dire
ct=true&db=bsu&AN=9975527&site=ehost-live&scope=site

[https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=bsu&AN=9975527&site=ehost-live&scope=site](https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=bsu&AN=9975527&site=ehost-live&scope=site)

PHI 4301, Business Ethics 3

UNIT x STUDY GUIDE

Title

The following article examines the long-term value of stock returns among companies with high employee
satisfaction.

Edmans, E. (2016, March 16). 28 years of stock market data shows a link between employee satisfaction and

long-term value. Harvard Business Review.
https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?dire
ct=true&db=bsu&AN=118706360&site=ehost-live&scope=site

[https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=bsu&AN=118706360&site=ehost-live&scope=site](https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=bsu&AN=118706360&site=ehost-live&scope=site)

[https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=bsu&AN=118706360&site=ehost-live&scope=site](https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=bsu&AN=118706360&site=ehost-live&scope=site)

– Course Learning Outcomes for Unit V
– Required Unit Resources
– Unit Lesson

– References

– Suggested Unit Resources

**UnitVpart1.pdf**

This file is too large to display. [View in new window](https://www.sweetstudy.com/files/unitvpart1-pdf)

November 5, 2026
[Solved] Investment Recommendations

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[>Accounting homework help](https://www.sweetstudy.com/fields/business-finance-accounting) The purpose of this assignment is to analyze the financial performance of a company to make recommendations to potential investors about the purchase of stock. Studying all aspects of a company's financial sta…

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Assignment Prompt & Instructions

[>Accounting homework help](https://www.sweetstudy.com/fields/business-finance-accounting)

The purpose of this assignment is to analyze the financial performance of a company to make recommendations to potential investors about the purchase of stock. Studying all aspects of a company's financial statements is necessary in order to understand the financial performance and health of a company. This is particularly important for investors trying to determine whether to buy stock in the company.

An investor has approached you about whether purchasing stock in the company would be a wise investment. Using your financial analysis of one of the approved companies, you will send a letter to the investor summarizing your findings and explaining whether or not you recommend a stock purchase at this time. Refer to the "Annual Reports for Approved Companies," located in the Class Resources. You will use information in the Form 10-K to complete this assignment. Using the correct formulas and a separate tab for each analysis, calculate the following ratios using Microsoft Excel:

1. Three liquidity ratios for the past 2 years
2. Three solvency ratios for the past 2 years
3. Three profitability ratios for the past 2 years

In addition, use the list of approved companies within the same industry to conduct research about a competitor company. Using IBIS World or another applicable resource, locate three ratios for the competitor company. Compare your company to the competitor company and indicate the differences in the ratios for the two organizations. Next, locate the same three ratios for the industry. Compare your company to the industry average and discuss how well it is performing compared to the industry. Note: you are not required to calculate the ratios for this portion of the assignment, but proper citations are required for the ratios used in the comparison. Justify your analysis by explaining your findings.

Using your research findings and analysis of company performance in relation to industry competitors, construct a 500- to 750-word letter making stock purchase recommendations for a potential investor. In the letter, address the following, referencing specific ratios and comparative numbers as appropriate:

1. Discuss the overall financial performance of your company in relation to the specific competitor.
2. Discuss whether the company performed better or worse than the industry average, providing specific numbers and an explanation of what the numbers illustrate. For this portion of the memo, consider the 21 questions in Chapter 6 of the textbook to explain what the ratio results tell the user of the financial statements about the health of the company. Instead of providing calculations or showing numerical comparison(s), describe the performance of the company and use the ratio results to support your points.
3. Recommend whether the potential investor should purchase stock in your company and justify your recommendation based upon your research and analysis of the company ratios and industry competition.

– 2 years ago

November 5, 2026
[Solved] Discussion Q – Marketing Strategy

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[>Management homework help](https://www.sweetstudy.com/fields/business-finance-management) Click link https://pressbooks.bccampus.ca/foundationsindigitalmarketing/chapter/email-marketing/ Source Above (Only) NO Ai (At all) – **Explain** why email marketing is important to digital marketing – **Expla…

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[>Management homework help](https://www.sweetstudy.com/fields/business-finance-management)

Click link

https://pressbooks.bccampus.ca/foundationsindigitalmarketing/chapter/email-marketing/

Source Above (Only) NO Ai (At all)

– **Explain** why email marketing is important to digital marketing
– **Explain** the different types of email and how they are used
– **Describe** ways to prevent emails from being marked as spam

Click link

https://pressbooks.bccampus.ca/foundationsindigitalmarketing/chapter/content-marketing/

Source – Above link (No AI)

1. Explain the purpose of content calendars

2. Describe several content marketing do’s and don’ts

– 2 years ago

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[Solved] BA 2500 MOD 1 ASSN 3

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[>Economics homework help](https://www.sweetstudy.com/fields/business-finance-economics) ## **Overview:** For this assignment, you will prepare a presentation which describes market segmentation methods and target market. Please save your presentation in .ppt or .pptx format. Please follow the instr…

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[>Economics homework help](https://www.sweetstudy.com/fields/business-finance-economics)

## **Overview:**

For this assignment, you will prepare a presentation which describes market segmentation methods and target market. Please save your presentation in .ppt or .pptx format. Please follow the instructions below. Be sure to utilize proper APA formatting. _Refer to the APA Resources folder in the "Student Resources" area on our course menu._

## **Instructions:**

In Module 1, we learned about various ways of segmenting a market to better identify prospective buyers for products and services, and the importance of selecting a target market.

1. For this assignment, assume that you are hired as a marketing consultant to a company that manufactures and sells the product that you utilized for this week's discussion about the 4 P's of Marketing.

2. For an upcoming meeting, you have been asked to help managers better understand market segmentation and selecting a target market.

3. In preparation for your meeting, prepare a PowerPoint presentation which covers the following concepts:
1. Explain to the managers what we mean by market segmentation and target market.

2. What are the benefits of segmenting and targeting markets?

3. Describe the various ways (bases) that markets can be segemented for consumer products and services. In your discussion, be sure to not only list these, but also discuss how these are relevant for your chosen product or service.

4. Explain how, once you have identified marketing segments, you can select one or more target markets.

5. **OPTIONAL EXTRA CREDIT** (10 additional points) Add information about Buyer Personas:
– Search the Internet to learn about Buyer Personas.
– In your presentation, explain what is a Buyer Persona, why the company might want to create one.
– Copy/paste a sample Buyer Persona from the Internet into your presentation

– 2 years ago

November 5, 2026
[Solved] Sharing Your Perspective

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[>Accounting homework help](https://www.sweetstudy.com/fields/business-finance-accounting) This course provided you with the ability to assess the playing field, the competition, and your organization in order to develop a game-winning move. Discuss how this knowledge has changed your perspective on…

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[>Accounting homework help](https://www.sweetstudy.com/fields/business-finance-accounting)

This course provided you with the ability to assess the playing field, the competition, and your organization in order to develop a game-winning move. Discuss how this knowledge has changed your perspective on strategy and how your new skills might be helpful for your career trajectory.

– 2 years ago

November 5, 2026
[Solved] Scholarship Statement Letter

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[>Marketing homework help](https://www.sweetstudy.com/fields/business-finance-marketing) One-page written statement describing reasons why you merit the scholarship. •How will this scholarship help you achieve your academic and professional goals in marketing? •How will this scholarship contribute t…

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[>Marketing homework help](https://www.sweetstudy.com/fields/business-finance-marketing)

One-page written statement describing reasons why you merit the scholarship.

•How will this scholarship help you achieve your academic and professional goals in marketing?

•How will this scholarship contribute to your academic and professional aspirations?

•How will this scholarship help you make a meaningful impact in the marketing field?

The selection committee values authentic voices and genuine experiences in the writing.

– [\
\
DeniseKaniaPersonalStatement.docx](https://www.sweetstudy.com/files/denisekaniapersonalstatement-docx "DeniseKaniaPersonalStatement.docx")
– [\
\
ScholarshipStatement.docx](https://www.sweetstudy.com/files/scholarshipstatement-docx "ScholarshipStatement.docx")

– 2 years ago

November 5, 2026
[Solved] Quenchbliss Case Study: Present Recommendations

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[>Operations Management homework help](https://www.sweetstudy.com/fields/business-finance-operations-management) Attached are directions, powerpoint based off previous SWOT analysis assignment. – 2 years ago **files (5)** – ## Touchstone1completed.docx – Directions1.PNG – Directions3.PNG – Direction…

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[>Operations Management homework help](https://www.sweetstudy.com/fields/business-finance-operations-management)

Attached are directions, powerpoint based off previous SWOT analysis assignment.

– 2 years ago

**files (5)**

– ## Touchstone1completed.docx

– Directions1.PNG
– Directions3.PNG
– Directions2.PNG
– Touchstone2Rubric.PNG

**## Touchstone1completed.docx**

**Sophia Learning: Organizational Behavior**

**Touchstone 1: Create a SWOT Analysis**

**09 March 2025**

**Touchstone 1: Create a SWOT Analysis**

**ANALYSIS**

Please make sure that you review the Unit 1 Touchstone 1 instructional guide carefully. After you’ve analyzed the scenario and completed your research of outside sources, record at least four strengths, four weaknesses, four opportunities, and four threats as
bulleted lists in the appropriate spaces below.

| | |
| — | — |
| **Strengths** | **Weaknesses** |
| · Innovative Flavor Portfolio: Its unique tastes, such as "Bacon and Eggs" and "Thanksgiving Turkey," make Quenchbliss stand apart. With this innovation, Quenchbliss stands apart from popular soda companies; customers want unique flavor sensations. Customer visits are frequent because they want to taste their new flavors, which drives social media hype. Because of this differentiating approach, Quenchbliss may charge higher pricing than regular soda companies, increasing company profits.<br>· Subscription Model Success: One of Quenchbliss' most successful business initiatives is its quarterly subscription box comprising four of its newest flavors and seasonal favorites. Subscription services retain consumers and generate income (Williams, 2025). The limited-edition tastes generate a feeling of urgency and exclusivity, enticing subscribers to commit. Customers feel linked to the company's journey and product innovation, which boosts brand loyalty.<br>· Integrated Operations: Strategically, the company's choice to centralize R&D, manufacturing, sales, and distribution in El Paso is advantageous. This framework strengthens teamwork, enabling rapid product testing and deployment. Manage many sites with less overhead expenditures. A shop linked to the warehouse provides immediate consumer input for product and marketing improvements.<br>· International Market Penetration: Quenchbliss achieves a significant milestone by becoming global. Successfully opening a distribution facility in Juarez, Mexico, shows that craft sodas are popular abroad and that the firm can succeed abroad. This growth minimizes domestic sales dependency and diversifies income. Quenchbliss has a first-mover advantage in the Mexican craft soda industry, which might boost its long-term success. | · Flat Organizational Structure: Flat structures provide flexibility but may cause inefficiencies as companies grow. Due to multitasking, workers may make delayed decisions and be less accountable. The complexity of this structure may increase as Quenchbliss expands and workers struggle to juggle several tasks. Undefined work responsibilities may also confuse and reduce efficiency.<br>· Employee Compensation Challenges: Quenchbliss struggles to pay industry-standard compensation, making hiring and retaining manufacturing and distribution workers hard. Staff turnover interrupts operations and raises training expenses (Sorn et al., 2023). Labor shortages may cause production slowdowns and delayed shipments if the firm does not address salary discrepancies. Dissatisfied workers may also lower morale and productivity.<br>· Recent Contract Decline and Subscription Loss: Quenchbliss lost a contract with a local restaurant chain, reducing income. Losing such alliances might affect market exposure and distribution. Subscription box sales are also declining, suggesting client retention difficulties. Since subscriptions are a key source of income, any decline might hurt profitability. Increased competition, changing consumer tastes, or a lack of exciting flavor developments may explain the drop.<br>· Strategic Direction Internal Friction: The company's withdrawal from foreign growth to concentrate on product development has caused internal conflict. Employees who were enthusiastic about global expansion may feel demotivated, lowering morale. Internal conflicts impair teamwork and production because team members may not support the strategy move. If not handled well, these conflicts may cause disengagement and lower performance. |
| **Opportunities** | **Threats** |
| · Health-Conscious Consumer Trends: The rise of health-conscious consumers may lead Quenchbliss to expand. Many consumers choose prebiotic and low-sugar drinks. Quenchbliss may add natural sweeteners, additives, or probiotics to sodas for this growing market. The company may increase its customer base and brand longevity by leveraging on the health-conscious trend.<br>· Market Expansion in the Caribbean: The Company is expanding into Santo Domingo, Dominican Republic, and Kingston, Jamaica, after succeeding in Mexico. Craft soda markets in these places are prospective for growth. Quenchbliss may explore new global markets to diversify revenue and reduce U.S. dependence. Warm weather boosts drink demand in these areas, making them good expansion prospects.<br>· Culinary Artists' Collaborations: Working with chefs, bartenders, and mixologists to create unique soda flavors may increase Quenchbliss' brand recognition and attract culinary and mixology fans. Limited-edition agreements may improve the company's innovative profile and media attention. Quenchbliss drinks at high-end restaurants and cocktail bars may promote brand awareness beyond retail.<br>· Leveraging e-commerce platforms: Quenchbliss gains from internet sales growth. Direct-to-consumer sales may help the company contact more consumers as many prefer online buying. Effective websites, social media promotion, and online shop partnerships may enhance e-commerce revenues. Subscription boxes might potentially be promoted online to halt the decline. | · Increasing Competition: The craft soda industry is growing increasingly competitive as bigger beverage companies enter. Quenchbliss struggles to maintain market share since bigger companies have better marketing and distribution. As more companies develop new flavors and premium beverages, Quenchbliss needs innovation to remain ahead. Without differentiation, the brand risks losing its core audience.<br>· Economic fluctuations: Premium craft drinks are recession-sensitive and discretionary. If clients are poor, they may pick mainstream beverages over Quenchbliss. Inflation and component increases may erode corporate profits, making pricing tougher to sustain. Economic instability may reduce subscription renewals as customers cut non-essential expenditure.<br>· Supply chain vulnerabilities: Quenchbliss uses uncommon chemicals to generate different soda flavors. Shortages, transportation issues, and worldwide trade bans may delay production. Due to supply chain concerns, Quenchbliss may absorb or pass on higher expenses, hurting sales.<br>· Regulatory Changes: Sugar prices and labelling rules might threaten Quenchbliss. If new health standards restrict sugar or demand greater ingredient disclosures, the company may need to reformulate its drinks. Compliance with new legislation may increase manufacturing costs and change marketing strategy. International markets with stronger rules may complicate growth. |

**IMPACT**

Select at least two items identified in your SWOT Analysis that are likely to have an effect on aspects of the internal organization, such as structure, culture, stability, and complexity. Write 2-4 paragraphs that explain why each is important and what effect it will have on the organization. Be sure to include citations from your outside references to support your paragraphs.

| |
| — |
| The flat organizational structure, which promotes flexibility but becomes inefficient as Quenchbliss expands, is one of its most prominent internal influences. Multiple positions may cause work ambiguity, fatigue, and lower productivity. Unspecialized roles may impede decision-making, product development, and operational efficiency. Primary objectives like expanding into new foreign markets or improving the subscription model may be challenging without defined leadership structures. Organizational behavior theories imply that more prominent organizations benefit from increased structure and job specialization (Davis & DeWitt, 2021). Quenchbliss might improve agility and efficiency by adopting a hybrid organization where teams communicate but have more explicit responsibilities. To simplify flavor creation, the product development team may be given more autonomy, while a specialized international expansion team could manage logistics, relieving personnel of many jobs.<br>Employee reward and retention are other primary concerns, especially in manufacturing sectors. Due to recruiting and training expenses and workflow disruptions, frequent turnover in these jobs affects operational stability. Herzberg's two-factor theory states that pay discontent is a primary hygiene issue that may lower employee morale and satisfaction (Alrawahi et al., 2020). Quenchbliss risks losing entry-level and experienced staff who help the firm succeed if it never addresses salary concerns. Quenchbliss should decrease costs or sell higher-margin items to boost pay. Expanding a premium product line with limited-edition chef or mixologist collaborations might justify a higher price point, boosting profitability and employee compensation. Non-monetary incentives like recognition and skill development may boost work satisfaction and prevent turnover.<br>Quenchbliss needs to capitalize on its innovation and worldwide growth to prevent future dangers, especially from economic downturns and increased competition. Quenchbliss can stay relevant by leveraging consumer trends like health-conscious alternatives and functional drinks and using its unique flavor variety. A low-sugar or prebiotic soda brand may attract health-conscious consumers and boost soda sales. Expanding into craft soda-free Santo Domingo and Kingston diversifies income. Ensuring demand and laws in these regions involves considerable market research. Testing markets before full-scale expansion avoids risks and resource abuse. Internal modifications and outward growth initiatives may help Quenchbliss survive. |

**RECOMMENDATIONS**

Write 2-4 paragraphs with recommendations for Quenchbliss based on the impact statements above. Each recommendation should include a brief risk analysis to anticipate potential pitfalls and propose measures to address these risks. Be sure to include citations from your outside references to support your paragraphs.

| |
| — |
| **Quenchbliss should progressively organize its structure while keeping innovation and cooperation. Clarifying work duties improves efficiency, burnout, and decision-making as the company grows. Clear leadership and cross-functional cooperation may maximize flexibility and efficiency. A Product Innovation Division distinct from operational teams would help food scientists and creatives explore flavors without distribution and marketing interruptions. Employees who are used to a flat hierarchy may resent this. Quenchbliss should carefully introduce changes and include workers in decision-making to engage them. Leadership training for existing workers may assist in smoothing the transition by promoting internal hiring into new positions, guaranteeing continuity, and upholding the company's values.**<br>**Quenchbliss should improve lower-level production and distribution of worker wages and benefits to keep and attract workers. Operating inefficiencies and higher recruiting expenses result from high turnover in these jobs. While raising pay may not be possible, Quenchbliss might provide performance-based incentives or profit-sharing bonuses to motivate employees. Non-monetary incentives, including flexible scheduling, transportation stipends, and professional promotion routes, may boost work satisfaction without raising expenditures (Alrawahi et al., 2020). Raising pay or perks without adequate financial planning might strain the company's budget. Quenchbliss might progressively boost compensation while enhancing operational efficiency, such as supply chain logistics or automating industrial operations to decrease long-term labor expenditures. Strategic relationships with vocational schools or workforce development programs give a stream of skilled people, saving recruiting time and expense.**<br>**Quenchbliss should expand its product line to attract health-conscious customers and capitalize on its distinctive tastes. Functional beverages like low-sugar sodas, probiotic-infused drinks, and electrolyte-enhanced craft sodas might attract new customers while keeping their brand identity. Since customer preferences are shifting toward healthier options, this would keep the firm competitive (Warren, 2024). Quenchbliss' unusual, decadent tastes attract customers, but this technique risks alienating them. To avoid this, the corporation could present health-conscious choices as a supplement to its drinks. Limited-time releases or co-branding with health and wellness celebrities may boost brand awareness without diminishing its character. Quenchbliss can be future-proof and developed by blending craft soda tastes with healthy alternatives.** |

**REFERENCES**

List at least 5 references in APA format, 2 of which can be from the Sophia Learning course tutorials and at least 3 that are original research on the external environment.

| |
| — |
| Alrawahi, S., Sellgren, S. F., Altouby, S., Alwahaibi, N., & Brommels, M. (2020). The application of Herzberg’s two-factor theory of motivation to job satisfaction in clinical laboratories in Omani Hospitals. <br>_Heliyon_, <br>_6_(9). https://doi.org/10.1016/j.heliyon.2020.e04829<br> <br>Davis, G. F., & DeWitt, T. (2021). Organization theory and the resource-based view of the firm: The great divide. <br>_Journal of Management_, <br>_47_(7), 1684–1697. sagepub. https://doi.org/10.1177/0149206320982650<br> <br>Sorn, M. K., Fienena, A. R. L., Ali, Y., Rafay, M., & Fu, G. (2023). The effectiveness of compensation in maintaining employee retention. <br>_Open Access Library Journal_, <br>_10_(7), 1–14. https://doi.org/10.4236/oalib.1110394<br> <br>Warren, R. M. (2024). Are probiotic sodas and other wellness drinks really good for you? <br>_Washington Post_. <br>[https://www.washingtonpost.com/wellness/2024/05/27/probiotic-green-beverages-health-promises/](https://www.washingtonpost.com/wellness/2024/05/27/probiotic-green-beverages-health-promises/)<br>Williams, S. (2025). <br>_Subscription boxes as A flexible and profitable side hustle_. Forbes. https://www.forbes.com/councils/forbesbusinesscouncil/2025/02/05/subscription-boxes-as-a-flexible-and-profitable-side-hustle/ |

| | | |
| — | — | — |
| | | |

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**## Touchstone1completed.docx**

**Sophia Learning: Organizational Behavior**

**Touchstone 1: Create a SWOT Analysis**

**09 March 2025**

**Touchstone 1: Create a SWOT Analysis**

**ANALYSIS**

Please make sure that you review the Unit 1 Touchstone 1 instructional guide carefully. After you’ve analyzed the scenario and completed your research of outside sources, record at least four strengths, four weaknesses, four opportunities, and four threats as
bulleted lists in the appropriate spaces below.

| | |
| — | — |
| **Strengths** | **Weaknesses** |
| · Innovative Flavor Portfolio: Its unique tastes, such as "Bacon and Eggs" and "Thanksgiving Turkey," make Quenchbliss stand apart. With this innovation, Quenchbliss stands apart from popular soda companies; customers want unique flavor sensations. Customer visits are frequent because they want to taste their new flavors, which drives social media hype. Because of this differentiating approach, Quenchbliss may charge higher pricing than regular soda companies, increasing company profits.<br>· Subscription Model Success: One of Quenchbliss' most successful business initiatives is its quarterly subscription box comprising four of its newest flavors and seasonal favorites. Subscription services retain consumers and generate income (Williams, 2025). The limited-edition tastes generate a feeling of urgency and exclusivity, enticing subscribers to commit. Customers feel linked to the company's journey and product innovation, which boosts brand loyalty.<br>· Integrated Operations: Strategically, the company's choice to centralize R&D, manufacturing, sales, and distribution in El Paso is advantageous. This framework strengthens teamwork, enabling rapid product testing and deployment. Manage many sites with less overhead expenditures. A shop linked to the warehouse provides immediate consumer input for product and marketing improvements.<br>· International Market Penetration: Quenchbliss achieves a significant milestone by becoming global. Successfully opening a distribution facility in Juarez, Mexico, shows that craft sodas are popular abroad and that the firm can succeed abroad. This growth minimizes domestic sales dependency and diversifies income. Quenchbliss has a first-mover advantage in the Mexican craft soda industry, which might boost its long-term success. | · Flat Organizational Structure: Flat structures provide flexibility but may cause inefficiencies as companies grow. Due to multitasking, workers may make delayed decisions and be less accountable. The complexity of this structure may increase as Quenchbliss expands and workers struggle to juggle several tasks. Undefined work responsibilities may also confuse and reduce efficiency.<br>· Employee Compensation Challenges: Quenchbliss struggles to pay industry-standard compensation, making hiring and retaining manufacturing and distribution workers hard. Staff turnover interrupts operations and raises training expenses (Sorn et al., 2023). Labor shortages may cause production slowdowns and delayed shipments if the firm does not address salary discrepancies. Dissatisfied workers may also lower morale and productivity.<br>· Recent Contract Decline and Subscription Loss: Quenchbliss lost a contract with a local restaurant chain, reducing income. Losing such alliances might affect market exposure and distribution. Subscription box sales are also declining, suggesting client retention difficulties. Since subscriptions are a key source of income, any decline might hurt profitability. Increased competition, changing consumer tastes, or a lack of exciting flavor developments may explain the drop.<br>· Strategic Direction Internal Friction: The company's withdrawal from foreign growth to concentrate on product development has caused internal conflict. Employees who were enthusiastic about global expansion may feel demotivated, lowering morale. Internal conflicts impair teamwork and production because team members may not support the strategy move. If not handled well, these conflicts may cause disengagement and lower performance. |
| **Opportunities** | **Threats** |
| · Health-Conscious Consumer Trends: The rise of health-conscious consumers may lead Quenchbliss to expand. Many consumers choose prebiotic and low-sugar drinks. Quenchbliss may add natural sweeteners, additives, or probiotics to sodas for this growing market. The company may increase its customer base and brand longevity by leveraging on the health-conscious trend.<br>· Market Expansion in the Caribbean: The Company is expanding into Santo Domingo, Dominican Republic, and Kingston, Jamaica, after succeeding in Mexico. Craft soda markets in these places are prospective for growth. Quenchbliss may explore new global markets to diversify revenue and reduce U.S. dependence. Warm weather boosts drink demand in these areas, making them good expansion prospects.<br>· Culinary Artists' Collaborations: Working with chefs, bartenders, and mixologists to create unique soda flavors may increase Quenchbliss' brand recognition and attract culinary and mixology fans. Limited-edition agreements may improve the company's innovative profile and media attention. Quenchbliss drinks at high-end restaurants and cocktail bars may promote brand awareness beyond retail.<br>· Leveraging e-commerce platforms: Quenchbliss gains from internet sales growth. Direct-to-consumer sales may help the company contact more consumers as many prefer online buying. Effective websites, social media promotion, and online shop partnerships may enhance e-commerce revenues. Subscription boxes might potentially be promoted online to halt the decline. | · Increasing Competition: The craft soda industry is growing increasingly competitive as bigger beverage companies enter. Quenchbliss struggles to maintain market share since bigger companies have better marketing and distribution. As more companies develop new flavors and premium beverages, Quenchbliss needs innovation to remain ahead. Without differentiation, the brand risks losing its core audience.<br>· Economic fluctuations: Premium craft drinks are recession-sensitive and discretionary. If clients are poor, they may pick mainstream beverages over Quenchbliss. Inflation and component increases may erode corporate profits, making pricing tougher to sustain. Economic instability may reduce subscription renewals as customers cut non-essential expenditure.<br>· Supply chain vulnerabilities: Quenchbliss uses uncommon chemicals to generate different soda flavors. Shortages, transportation issues, and worldwide trade bans may delay production. Due to supply chain concerns, Quenchbliss may absorb or pass on higher expenses, hurting sales.<br>· Regulatory Changes: Sugar prices and labelling rules might threaten Quenchbliss. If new health standards restrict sugar or demand greater ingredient disclosures, the company may need to reformulate its drinks. Compliance with new legislation may increase manufacturing costs and change marketing strategy. International markets with stronger rules may complicate growth. |

**IMPACT**

Select at least two items identified in your SWOT Analysis that are likely to have an effect on aspects of the internal organization, such as structure, culture, stability, and complexity. Write 2-4 paragraphs that explain why each is important and what effect it will have on the organization. Be sure to include citations from your outside references to support your paragraphs.

| |
| — |
| The flat organizational structure, which promotes flexibility but becomes inefficient as Quenchbliss expands, is one of its most prominent internal influences. Multiple positions may cause work ambiguity, fatigue, and lower productivity. Unspecialized roles may impede decision-making, product development, and operational efficiency. Primary objectives like expanding into new foreign markets or improving the subscription model may be challenging without defined leadership structures. Organizational behavior theories imply that more prominent organizations benefit from increased structure and job specialization (Davis & DeWitt, 2021). Quenchbliss might improve agility and efficiency by adopting a hybrid organization where teams communicate but have more explicit responsibilities. To simplify flavor creation, the product development team may be given more autonomy, while a specialized international expansion team could manage logistics, relieving personnel of many jobs.<br>Employee reward and retention are other primary concerns, especially in manufacturing sectors. Due to recruiting and training expenses and workflow disruptions, frequent turnover in these jobs affects operational stability. Herzberg's two-factor theory states that pay discontent is a primary hygiene issue that may lower employee morale and satisfaction (Alrawahi et al., 2020). Quenchbliss risks losing entry-level and experienced staff who help the firm succeed if it never addresses salary concerns. Quenchbliss should decrease costs or sell higher-margin items to boost pay. Expanding a premium product line with limited-edition chef or mixologist collaborations might justify a higher price point, boosting profitability and employee compensation. Non-monetary incentives like recognition and skill development may boost work satisfaction and prevent turnover.<br>Quenchbliss needs to capitalize on its innovation and worldwide growth to prevent future dangers, especially from economic downturns and increased competition. Quenchbliss can stay relevant by leveraging consumer trends like health-conscious alternatives and functional drinks and using its unique flavor variety. A low-sugar or prebiotic soda brand may attract health-conscious consumers and boost soda sales. Expanding into craft soda-free Santo Domingo and Kingston diversifies income. Ensuring demand and laws in these regions involves considerable market research. Testing markets before full-scale expansion avoids risks and resource abuse. Internal modifications and outward growth initiatives may help Quenchbliss survive. |

**RECOMMENDATIONS**

Write 2-4 paragraphs with recommendations for Quenchbliss based on the impact statements above. Each recommendation should include a brief risk analysis to anticipate potential pitfalls and propose measures to address these risks. Be sure to include citations from your outside references to support your paragraphs.

| |
| — |
| **Quenchbliss should progressively organize its structure while keeping innovation and cooperation. Clarifying work duties improves efficiency, burnout, and decision-making as the company grows. Clear leadership and cross-functional cooperation may maximize flexibility and efficiency. A Product Innovation Division distinct from operational teams would help food scientists and creatives explore flavors without distribution and marketing interruptions. Employees who are used to a flat hierarchy may resent this. Quenchbliss should carefully introduce changes and include workers in decision-making to engage them. Leadership training for existing workers may assist in smoothing the transition by promoting internal hiring into new positions, guaranteeing continuity, and upholding the company's values.**<br>**Quenchbliss should improve lower-level production and distribution of worker wages and benefits to keep and attract workers. Operating inefficiencies and higher recruiting expenses result from high turnover in these jobs. While raising pay may not be possible, Quenchbliss might provide performance-based incentives or profit-sharing bonuses to motivate employees. Non-monetary incentives, including flexible scheduling, transportation stipends, and professional promotion routes, may boost work satisfaction without raising expenditures (Alrawahi et al., 2020). Raising pay or perks without adequate financial planning might strain the company's budget. Quenchbliss might progressively boost compensation while enhancing operational efficiency, such as supply chain logistics or automating industrial operations to decrease long-term labor expenditures. Strategic relationships with vocational schools or workforce development programs give a stream of skilled people, saving recruiting time and expense.**<br>**Quenchbliss should expand its product line to attract health-conscious customers and capitalize on its distinctive tastes. Functional beverages like low-sugar sodas, probiotic-infused drinks, and electrolyte-enhanced craft sodas might attract new customers while keeping their brand identity. Since customer preferences are shifting toward healthier options, this would keep the firm competitive (Warren, 2024). Quenchbliss' unusual, decadent tastes attract customers, but this technique risks alienating them. To avoid this, the corporation could present health-conscious choices as a supplement to its drinks. Limited-time releases or co-branding with health and wellness celebrities may boost brand awareness without diminishing its character. Quenchbliss can be future-proof and developed by blending craft soda tastes with healthy alternatives.** |

**REFERENCES**

List at least 5 references in APA format, 2 of which can be from the Sophia Learning course tutorials and at least 3 that are original research on the external environment.

| |
| — |
| Alrawahi, S., Sellgren, S. F., Altouby, S., Alwahaibi, N., & Brommels, M. (2020). The application of Herzberg’s two-factor theory of motivation to job satisfaction in clinical laboratories in Omani Hospitals. <br>_Heliyon_, <br>_6_(9). https://doi.org/10.1016/j.heliyon.2020.e04829<br> <br>Davis, G. F., & DeWitt, T. (2021). Organization theory and the resource-based view of the firm: The great divide. <br>_Journal of Management_, <br>_47_(7), 1684–1697. sagepub. https://doi.org/10.1177/0149206320982650<br> <br>Sorn, M. K., Fienena, A. R. L., Ali, Y., Rafay, M., & Fu, G. (2023). The effectiveness of compensation in maintaining employee retention. <br>_Open Access Library Journal_, <br>_10_(7), 1–14. https://doi.org/10.4236/oalib.1110394<br> <br>Warren, R. M. (2024). Are probiotic sodas and other wellness drinks really good for you? <br>_Washington Post_. <br>[https://www.washingtonpost.com/wellness/2024/05/27/probiotic-green-beverages-health-promises/](https://www.washingtonpost.com/wellness/2024/05/27/probiotic-green-beverages-health-promises/)<br>Williams, S. (2025). <br>_Subscription boxes as A flexible and profitable side hustle_. Forbes. https://www.forbes.com/councils/forbesbusinesscouncil/2025/02/05/subscription-boxes-as-a-flexible-and-profitable-side-hustle/ |

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**## Touchstone1completed.docx**

**Sophia Learning: Organizational Behavior**

**Touchstone 1: Create a SWOT Analysis**

**09 March 2025**

**Touchstone 1: Create a SWOT Analysis**

**ANALYSIS**

Please make sure that you review the Unit 1 Touchstone 1 instructional guide carefully. After you’ve analyzed the scenario and completed your research of outside sources, record at least four strengths, four weaknesses, four opportunities, and four threats as
bulleted lists in the appropriate spaces below.

| | |
| — | — |
| **Strengths** | **Weaknesses** |
| · Innovative Flavor Portfolio: Its unique tastes, such as "Bacon and Eggs" and "Thanksgiving Turkey," make Quenchbliss stand apart. With this innovation, Quenchbliss stands apart from popular soda companies; customers want unique flavor sensations. Customer visits are frequent because they want to taste their new flavors, which drives social media hype. Because of this differentiating approach, Quenchbliss may charge higher pricing than regular soda companies, increasing company profits.<br>· Subscription Model Success: One of Quenchbliss' most successful business initiatives is its quarterly subscription box comprising four of its newest flavors and seasonal favorites. Subscription services retain consumers and generate income (Williams, 2025). The limited-edition tastes generate a feeling of urgency and exclusivity, enticing subscribers to commit. Customers feel linked to the company's journey and product innovation, which boosts brand loyalty.<br>· Integrated Operations: Strategically, the company's choice to centralize R&D, manufacturing, sales, and distribution in El Paso is advantageous. This framework strengthens teamwork, enabling rapid product testing and deployment. Manage many sites with less overhead expenditures. A shop linked to the warehouse provides immediate consumer input for product and marketing improvements.<br>· International Market Penetration: Quenchbliss achieves a significant milestone by becoming global. Successfully opening a distribution facility in Juarez, Mexico, shows that craft sodas are popular abroad and that the firm can succeed abroad. This growth minimizes domestic sales dependency and diversifies income. Quenchbliss has a first-mover advantage in the Mexican craft soda industry, which might boost its long-term success. | · Flat Organizational Structure: Flat structures provide flexibility but may cause inefficiencies as companies grow. Due to multitasking, workers may make delayed decisions and be less accountable. The complexity of this structure may increase as Quenchbliss expands and workers struggle to juggle several tasks. Undefined work responsibilities may also confuse and reduce efficiency.<br>· Employee Compensation Challenges: Quenchbliss struggles to pay industry-standard compensation, making hiring and retaining manufacturing and distribution workers hard. Staff turnover interrupts operations and raises training expenses (Sorn et al., 2023). Labor shortages may cause production slowdowns and delayed shipments if the firm does not address salary discrepancies. Dissatisfied workers may also lower morale and productivity.<br>· Recent Contract Decline and Subscription Loss: Quenchbliss lost a contract with a local restaurant chain, reducing income. Losing such alliances might affect market exposure and distribution. Subscription box sales are also declining, suggesting client retention difficulties. Since subscriptions are a key source of income, any decline might hurt profitability. Increased competition, changing consumer tastes, or a lack of exciting flavor developments may explain the drop.<br>· Strategic Direction Internal Friction: The company's withdrawal from foreign growth to concentrate on product development has caused internal conflict. Employees who were enthusiastic about global expansion may feel demotivated, lowering morale. Internal conflicts impair teamwork and production because team members may not support the strategy move. If not handled well, these conflicts may cause disengagement and lower performance. |
| **Opportunities** | **Threats** |
| · Health-Conscious Consumer Trends: The rise of health-conscious consumers may lead Quenchbliss to expand. Many consumers choose prebiotic and low-sugar drinks. Quenchbliss may add natural sweeteners, additives, or probiotics to sodas for this growing market. The company may increase its customer base and brand longevity by leveraging on the health-conscious trend.<br>· Market Expansion in the Caribbean: The Company is expanding into Santo Domingo, Dominican Republic, and Kingston, Jamaica, after succeeding in Mexico. Craft soda markets in these places are prospective for growth. Quenchbliss may explore new global markets to diversify revenue and reduce U.S. dependence. Warm weather boosts drink demand in these areas, making them good expansion prospects.<br>· Culinary Artists' Collaborations: Working with chefs, bartenders, and mixologists to create unique soda flavors may increase Quenchbliss' brand recognition and attract culinary and mixology fans. Limited-edition agreements may improve the company's innovative profile and media attention. Quenchbliss drinks at high-end restaurants and cocktail bars may promote brand awareness beyond retail.<br>· Leveraging e-commerce platforms: Quenchbliss gains from internet sales growth. Direct-to-consumer sales may help the company contact more consumers as many prefer online buying. Effective websites, social media promotion, and online shop partnerships may enhance e-commerce revenues. Subscription boxes might potentially be promoted online to halt the decline. | · Increasing Competition: The craft soda industry is growing increasingly competitive as bigger beverage companies enter. Quenchbliss struggles to maintain market share since bigger companies have better marketing and distribution. As more companies develop new flavors and premium beverages, Quenchbliss needs innovation to remain ahead. Without differentiation, the brand risks losing its core audience.<br>· Economic fluctuations: Premium craft drinks are recession-sensitive and discretionary. If clients are poor, they may pick mainstream beverages over Quenchbliss. Inflation and component increases may erode corporate profits, making pricing tougher to sustain. Economic instability may reduce subscription renewals as customers cut non-essential expenditure.<br>· Supply chain vulnerabilities: Quenchbliss uses uncommon chemicals to generate different soda flavors. Shortages, transportation issues, and worldwide trade bans may delay production. Due to supply chain concerns, Quenchbliss may absorb or pass on higher expenses, hurting sales.<br>· Regulatory Changes: Sugar prices and labelling rules might threaten Quenchbliss. If new health standards restrict sugar or demand greater ingredient disclosures, the company may need to reformulate its drinks. Compliance with new legislation may increase manufacturing costs and change marketing strategy. International markets with stronger rules may complicate growth. |

**IMPACT**

Select at least two items identified in your SWOT Analysis that are likely to have an effect on aspects of the internal organization, such as structure, culture, stability, and complexity. Write 2-4 paragraphs that explain why each is important and what effect it will have on the organization. Be sure to include citations from your outside references to support your paragraphs.

| |
| — |
| The flat organizational structure, which promotes flexibility but becomes inefficient as Quenchbliss expands, is one of its most prominent internal influences. Multiple positions may cause work ambiguity, fatigue, and lower productivity. Unspecialized roles may impede decision-making, product development, and operational efficiency. Primary objectives like expanding into new foreign markets or improving the subscription model may be challenging without defined leadership structures. Organizational behavior theories imply that more prominent organizations benefit from increased structure and job specialization (Davis & DeWitt, 2021). Quenchbliss might improve agility and efficiency by adopting a hybrid organization where teams communicate but have more explicit responsibilities. To simplify flavor creation, the product development team may be given more autonomy, while a specialized international expansion team could manage logistics, relieving personnel of many jobs.<br>Employee reward and retention are other primary concerns, especially in manufacturing sectors. Due to recruiting and training expenses and workflow disruptions, frequent turnover in these jobs affects operational stability. Herzberg's two-factor theory states that pay discontent is a primary hygiene issue that may lower employee morale and satisfaction (Alrawahi et al., 2020). Quenchbliss risks losing entry-level and experienced staff who help the firm succeed if it never addresses salary concerns. Quenchbliss should decrease costs or sell higher-margin items to boost pay. Expanding a premium product line with limited-edition chef or mixologist collaborations might justify a higher price point, boosting profitability and employee compensation. Non-monetary incentives like recognition and skill development may boost work satisfaction and prevent turnover.<br>Quenchbliss needs to capitalize on its innovation and worldwide growth to prevent future dangers, especially from economic downturns and increased competition. Quenchbliss can stay relevant by leveraging consumer trends like health-conscious alternatives and functional drinks and using its unique flavor variety. A low-sugar or prebiotic soda brand may attract health-conscious consumers and boost soda sales. Expanding into craft soda-free Santo Domingo and Kingston diversifies income. Ensuring demand and laws in these regions involves considerable market research. Testing markets before full-scale expansion avoids risks and resource abuse. Internal modifications and outward growth initiatives may help Quenchbliss survive. |

**RECOMMENDATIONS**

Write 2-4 paragraphs with recommendations for Quenchbliss based on the impact statements above. Each recommendation should include a brief risk analysis to anticipate potential pitfalls and propose measures to address these risks. Be sure to include citations from your outside references to support your paragraphs.

| |
| — |
| **Quenchbliss should progressively organize its structure while keeping innovation and cooperation. Clarifying work duties improves efficiency, burnout, and decision-making as the company grows. Clear leadership and cross-functional cooperation may maximize flexibility and efficiency. A Product Innovation Division distinct from operational teams would help food scientists and creatives explore flavors without distribution and marketing interruptions. Employees who are used to a flat hierarchy may resent this. Quenchbliss should carefully introduce changes and include workers in decision-making to engage them. Leadership training for existing workers may assist in smoothing the transition by promoting internal hiring into new positions, guaranteeing continuity, and upholding the company's values.**<br>**Quenchbliss should improve lower-level production and distribution of worker wages and benefits to keep and attract workers. Operating inefficiencies and higher recruiting expenses result from high turnover in these jobs. While raising pay may not be possible, Quenchbliss might provide performance-based incentives or profit-sharing bonuses to motivate employees. Non-monetary incentives, including flexible scheduling, transportation stipends, and professional promotion routes, may boost work satisfaction without raising expenditures (Alrawahi et al., 2020). Raising pay or perks without adequate financial planning might strain the company's budget. Quenchbliss might progressively boost compensation while enhancing operational efficiency, such as supply chain logistics or automating industrial operations to decrease long-term labor expenditures. Strategic relationships with vocational schools or workforce development programs give a stream of skilled people, saving recruiting time and expense.**<br>**Quenchbliss should expand its product line to attract health-conscious customers and capitalize on its distinctive tastes. Functional beverages like low-sugar sodas, probiotic-infused drinks, and electrolyte-enhanced craft sodas might attract new customers while keeping their brand identity. Since customer preferences are shifting toward healthier options, this would keep the firm competitive (Warren, 2024). Quenchbliss' unusual, decadent tastes attract customers, but this technique risks alienating them. To avoid this, the corporation could present health-conscious choices as a supplement to its drinks. Limited-time releases or co-branding with health and wellness celebrities may boost brand awareness without diminishing its character. Quenchbliss can be future-proof and developed by blending craft soda tastes with healthy alternatives.** |

**REFERENCES**

List at least 5 references in APA format, 2 of which can be from the Sophia Learning course tutorials and at least 3 that are original research on the external environment.

| |
| — |
| Alrawahi, S., Sellgren, S. F., Altouby, S., Alwahaibi, N., & Brommels, M. (2020). The application of Herzberg’s two-factor theory of motivation to job satisfaction in clinical laboratories in Omani Hospitals. <br>_Heliyon_, <br>_6_(9). https://doi.org/10.1016/j.heliyon.2020.e04829<br> <br>Davis, G. F., & DeWitt, T. (2021). Organization theory and the resource-based view of the firm: The great divide. <br>_Journal of Management_, <br>_47_(7), 1684–1697. sagepub. https://doi.org/10.1177/0149206320982650<br> <br>Sorn, M. K., Fienena, A. R. L., Ali, Y., Rafay, M., & Fu, G. (2023). The effectiveness of compensation in maintaining employee retention. <br>_Open Access Library Journal_, <br>_10_(7), 1–14. https://doi.org/10.4236/oalib.1110394<br> <br>Warren, R. M. (2024). Are probiotic sodas and other wellness drinks really good for you? <br>_Washington Post_. <br>[https://www.washingtonpost.com/wellness/2024/05/27/probiotic-green-beverages-health-promises/](https://www.washingtonpost.com/wellness/2024/05/27/probiotic-green-beverages-health-promises/)<br>Williams, S. (2025). <br>_Subscription boxes as A flexible and profitable side hustle_. Forbes. https://www.forbes.com/councils/forbesbusinesscouncil/2025/02/05/subscription-boxes-as-a-flexible-and-profitable-side-hustle/ |

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November 5, 2026
[Solved] week 10

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[>Management homework help](https://www.sweetstudy.com/fields/business-finance-management)

1. **Activity Directions:**

You are the newly appointed Director of the Human Resource Department. Your predecessor, who you only had a brief interaction with, had her own way of handling HR related matters. When you stepped into your new role, you were told by employees of the department that performance management processes, specifically within the HR Department, were inadequate (at best). On your first day of the job, you find a folder on your desk from the previous Director of HR. You think to yourself, “Wow! It was nice for Sandra to leave some information to get me started.” Soon, you realize that the information isn’t as pleasant as you had hoped.

In the folder, Sandra recommends the following:

– You consider firing Sarah, as her performance has been inadequate since she began with the company five years ago.
– You consider promoting Jorge, as he has been a star employee for the past six months and has received exceptional feedback from his colleagues.
– You create performance goals for all of the employees within the HR Department, which they will be required to carry out by the upcoming year.
– Note: Presently, your organization does not have a formal system to track performance and, unfortunately, the only information that you can locate about employee performance is in the folder that Sandra provided you with.

Based upon the information that you have been provided with, address the following questions:

– Do you plan to implement the recommendations offered by the past Director of HR? Why or why not?
– What are the strengths and weaknesses of the approach recommended by the past Director of HR?
– What, if any, legal implications might these suggestions result in?
– Your assignment should be submitted in proper APA formatting and must be between 2- to 3-pages in length (not including your cover page or reference page). You are required to use Times New Roman 12-point font. Your paper must be double-spaced and use 1-inch margins. Before submitting your assignment, please ensure the following:

1. You have included an APA formatted cover page.
2. You have included properly formatted headings and subheadings.
3. You have addressed all of the assignment requirements.
4. You have used your textbook and two other scholarly sources to support your points (and have cited this content in-text and in the reference list).
5. You have provided a properly formatted reference list.
6. **Resources for Activity Completion:**

_APA Sample Paper:_ [APA Sample Paper](https://owl.purdue.edu/owl/research_and_citation/apa_style/apa_formatting_and_style_guide/documents/APA%207%20Student%20Sample%20Paper.pdf)

_Link to Heading and Subheading Formatting:_ [Heading and Subheading Support](https://apastyle.apa.org/style-grammar-guidelines/paper-format/headings)

_Link to a Sample Reference Page (Including Details of APA Rules):_ [Creating a Reference Page](https://apastyle.apa.org/instructional-aids/reference-examples.pdf)

_Link to the UC Citation and Plagiarism: Academic Integrity and Plagiarism Website:_ [Academic Policies and Expectations](https://ucumberlands.libguides.com/c.php?g=504168&p=6176892)

**Critical Reminders:**

Please Note: Plagiarism will not be tolerated. Your assignments must be written in your own words. Quotes should be seldomly used. If you are using quotations, you need to properly cite the following in-text: (1) the author(s), (2) the year in which the quote was published, and (3) the page or paragraph in which the quote was located. Example: Smith et al. (2023) stated, “Citing content properly is essential” (p. 1). In addition to using proper in-text citations, you also need to properly reference the quotation in your reference list.

– 2 years ago

November 5, 2026
[Solved] digital media

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– 2 years ago

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November 5, 2026
[Solved] responsible management

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November 5, 2026