Case Analysis

eBay is one of the biggest online auctioning companies in the world. Buyers and sellers of all types are able to hop online, put up something for sale, and sell it! Basically, the way it works is that you find something you want to bid on, place a bid on it, and wait to see if your bid wins. If it does, you send your information to the seller, and in return, he or she sends you your goods.

Is an eBay auction a legally-binding contract? In a minimum of 500 words, consider whether a bid placed in an online auction on eBay is legally binding and, therefore, enforceable. Explain your reasoning using the elements of contract analysis that you have learned thus far, including valid offer, valid acceptance, and the various forms of consideration.

BBA 3210, Business Law 3

Cite any direct quotes or paraphrased material from outside sources. Use APA format. Information about accessing the grading rubric for this assignment is provided below.

REMEMBER THIS IS BUSINESS LAW HENCE WORDING SHOULD BE AS PER THE GUIDELINES PROVIDED IN THE BOLD ITALIC TEXT IN THE QUESTION.

 

"Looking for a Similar Assignment? Order now and Get 15% Discount! Use Code "FIRST15"

Need a 100-135 word reply  to the discussion:

Defining and describing what it means to lead change.

Leading change is an essential part of any leadership role. Organizations are rarely static; instead, they are almost certainly in some phase of change at any given time. One of the most important steps to leading change is transparency through communication (Mollica, n.d.). Communicating what changes are occurring, how changes are occurring, and when changes are occurring can help followers be more adaptable and willing to make the changes required (Goman, 2013). Leading change also means developing and implementing an effective strategy (Llopis, 2014). Strategy will play an important role when it comes to actually communicating what is needed. Leading change means motivating, building a team, and following through (Mollica, n.d.).

Defining and describing what it means to lead diversity.

Diversity plays a key role in ensuring an organization is able to enhance creativity, employee development, and organizational culture (Rice, n.d.). Leading diversity means identifying differences and working them into the desired values and culture of an organization (Rice, n.d.). A leader has the challenge of allowing differences to interact with each other in an appropriate way to create one team and one mission (Rice, n.d.).

Defining and describing what it means to lead knowledge.

Leading knowledge means facilitating learning, encouraging creativity, and using available information to make informed decisions (Quast, 2012). Knowledge is something that is abundant in most organizations, but not always discovered unless a good leader is on the lookout for it. Knowledge can come from studies, employees, or past experiences among other things (“Importance”, n.d.). An individual in charge of leading knowledge should always be trying to gain more knowledge through customer relations, employee relations, research, and reflection of past events (“Importance”, n.d.). Leading knowledge also means knowing what to do with the information that is retrieved. Leaders know when to share information and when to keep something private; they protect what information they have (“Importance”, n.d.).

Defining and describing what it means to lead innovation.

Leading innovation can be difficult simply because of the nature of innovation. Innovation is tough because it means creating something unknown (Doss, 2014). Leading innovation means taking on risk, setting standards for yourself and followers, develop a culture conducive to innovation, and encourage individuals to create new things (Doss, 2014). An innovation leader is a tough job, but being flexible and developing a culture that allows for creativity and reflection are highly necessary for success.

Defining and describing what it means to lead sustainability.

Sustainability encompasses many areas of an organization to include people, strategies, finances, and products (“Organizational”, n.d.). Leading sustainability really means knowing an organizations vision and needs and using that information to motivate others to reach those goals (Hargreaves & Fink, 2004). Someone who is a good sustainability leader is likely planning for the future, thinking ahead, and focusing on results (Hargreaves & Fink, 2004).

 Describing three reasons why leading diversity and sustainability are more important than leading innovation and change

1. Diversity and sustainability have more of an internal focus. Diversity encourages creativity and allows new ideas to be incorporated into the organization (Maddux, 2013). Along with the desire for sustainability and an organization that keeps on going well into the future, diversity and sustainability are what allows an organization to take an inward reflection and develop a plan. Encouraging diversity will eventually allow for innovation (Hewlett, 2013), so it is better for an organization to embrace diversity and sustainability and the innovation and change will come later.

2. Diversity and sustainability revolve more around culture. Culture plays a crucial role in organizations for many different reasons (Lowe, n.d.), and diversity and sustainability both support organizational culture because both involve decisions that affect people and people are a critical part of an organization’s culture (Lowe, n.d.). Because of the importance of culture and the way both diversity and sustainability interact with culture, these two things would be more important than innovation and change.

3. Diversity and sustainability are based more on people. Diversity encourages opportunity and collaboration among peers and sustainability encourages out-of-the box thinking for future products and processes. Sustainability is focused on people because it means creating relationships that allow for more predictability in the future (Wookey, 2014). Because of an organizations dedication to sustainability and diversity, people become the focal point, which improves reputation as well as services and competitive advantage (Roberson & Park, 2006).

REFERENCES:

Doss, H. (2014). How to lead a culture of innovation. Retrieved from http://www.forbes.com/sites/henrydoss/2014/04/29/being-innovation-leadership/#1c375c9d9076

Goman, C. (2013). Communicating change: What people want to hear and what they need to see. Retrieved from http://www.forbes.com/sites/carolkinseygoman/2013/07/18/communicating-change-what-people-want-to-hear-and-what-they-need-to-see/#46d35b7e3f4d

Hargreaves, A. & Fink, D. (2004). The seven principles of sustainable leadership. Retrieved from http://www.ascd.org/publications/educational-leadership/apr04/vol61/num07/The-Seven-Principles-of-Sustainable-Leadership.aspx

Hewlett, S. (2013). How diversity can drive innovation. Retrieved from https://hbr.org/2013/12/how-diversity-can-drive-innovation

Importance of knowledge to a growing business. (n.d.). Retrieved from http://www.infoentrepreneurs.org/en/guides/importance-of-knowledge-to-a-growing-business/

Llopis, G. (2014). Every leader must be a change agent or face extinction. Retrieved from http://www.forbes.com/sites/glennllopis/2014/03/24/every-leader-must-be-a-change-agent-or-face-extinction/#64a2f929238b

Lowe, K. (n.d.). The importance of culture in organizations. Retrieved from http://smallbusiness.chron.com/importance-culture-organizations-22203.html

Maddux, W. (2013). Multicultural experiences: Making the world creative, innovative…and flat! Retrieved from http://knowledge.insead.edu/innovation/entrepreneurship/multicultural-experiences-making-the-world-creative-innovativeand-flat-2555

Mollica, K. (n.d.). Organizational change: What effective leaders do. Retrieved from http://www.thecentregroup.com/organization-change-what-effective-leaders-do/

Organizational sustainability. (n.d.). Retrieved from http://managementhelp.org/organizationalsustainability/

Quast, L. (2012). Why knowledge management is important to the success of your company. Retrieved from http://www.forbes.com/sites/lisaquast/2012/08/20/why-knowledge-management-is-important-to-the-success-of-your-company/#2aa8b7745e1d

Rice, K. (n.d.). Leading diversity: A comparative analysis. Retrieved from http://www.multiculturaladvantage.com/recruit/diversity/Leading-Diversity-Comparative-Analysis.asp

Roberson, Q. & Park, H. (2006). Examining the link between diversity and firm performance: The effects of diversity reputation and leader racial diversity. Retrieved from http://digitalcommons.ilr.cornell.edu/cgi/viewcontent.cgi?article=1401&context=cahrswp

Wookey, C. (2014). The future of business lies in people, not profit. Retrieved from https://www.theguardian.com/sustainable-business/2014/oct/27/future-business-people-not-profit-sustainability

 

"Looking for a Similar Assignment? Order now and Get 15% Discount! Use Code "FIRST15"

Please use 2–3 of the following to support your arguments:

• The call for a national focus on emergency management that occurred in the 1970s
• FEMA’s problems in the late 1980s and early 1990s
• The impact of September 11, 2001
• Hurricane Katrina

 Write 6–8 paragraphs that respond to the following questions:

• Research 2–3 of the topics listed above, and then address the following:
  • How do you think natural hazards have shaped and changed emergency management in the last 30 years? Explain.
  • How do you think technological hazards have shaped and changed emergency management in the last 30 years? Explain.
  • How important do you think risk assessments are in emergency management? Why? 
  • Do you feel it is possible to realistically and accurately assess risks? Why or why not?
  • Are effective emergency management operations possible without proper risk assessment? Why or why not?

 

"Looking for a Similar Assignment? Order now and Get 15% Discount! Use Code "FIRST15"

Review the text material below for best practices of self-regulated ethics programs. Summarize the material of corporate self-regulation ethics programs. Explain the major challenges and issues to enforce these programs as well as the business ethics training portion, such as codes of conduct, peer review, and the readiness checklists. Use citations and references in APA style to support your post. 5 Corporate Self-Regulation and Ethics Programs: Challenges and Issues According to the ethicist Lynn Paine in a Harvard Business Review article, a values-based approach in ethics programs should be more effective than a strict, rules-based compliance approach, since a values approach is grounded and motivated in personal self-governance.[93] Employees are more likely to be motivated to “do the right thing” than threatened if they violate laws and rules. A values-based stakeholder management approach assumes that corporations (owners and management) ought to intrinsically value the interests of all stakeholders.[94] In practice, this is not always the case.[95] Later studies suggest that both values-based and compliance ethics programs seem to work effectively together. Without values-based compliance, however, compliance and fear-based programs are less likely to succeed.[96] Responsible self-regulation in companies can enhance entrepreneurship and reduce unnecessary costs of too much bureaucratic control (e.g., it is estimated that the 2002 Sarbanes-Oxley Act costs large public companies $16 million to implement). One study by the Open Compliance Ethics Group (OCEG) found that firms that had had an ethics program for 10 or more years did not have “reputational damage” during the last five years. Ethics programs appear to have some intended effect.[97] Complete your company’s “Ethical Weather Report” to identify your point of view regarding how ethical your company is. Chapter 4 discussed in more detail ethics programs that include codes of ethical and legal conduct that are designed to help companies financially and legally. As noted there, the Federal Sentencing Guidelines for Organizations (FSGO) were established in 1984 by Congress—which passed a crime bill that instituted the U.S. Sentencing Commission. This commission, made up of federal judges, was empowered with sentencing those found in violation of the guidelines. In 1987, uniform guidelines were created for sentencing individuals in the federal courts. Some federal judges quit the bench in protest of the strictness of the guidelines and the sentences they were required to hand down. In 1991, the commission shifted the emphasis from individual wrongdoers to organizations that might be found guilty for the illegal actions of their employees. The 1991 revised guidelines threaten fines of up to $290 million to companies found guilty of violating the federal guidelines. However, those fines can be substantially reduced if an organization implements an “effective program to prevent and detect violations of law.” Companies that followed the requirements of the FSGO could find relief from lawsuits that resulted from one or more criminally motivated professionals. However, without active, ethical leadership, there is less likely to be a strong culture, open communication, and support from other organizational systems to support ethics programs

 

"Looking for a Similar Assignment? Order now and Get 15% Discount! Use Code "FIRST15"