PLEASE ANSWER ALL QUESTIONS AND NO GUESSING OR POINTS WILL NOT BE RE.pdf

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PLEASE ANSWER ALL QUESTIONS AND NO GUESSING OR POINTS WILL NOT BE REWARDED:) 10. Find the Z- Score such that the area inder the standard normal curve to the left is 0.82,,,,,,,,,,,11. Find the z-score that seprate the middle 6% of the distribution from the area in the tails of the standard normal distribution.......the the value of za z0.38..........13. P(X>36)=..........14.P(57<=x<=70)=........... Solution Drawing a standard normal curve is fairly simple. You can find many online. Now use z-score table to find z-score such that P(Z < z) = 0.1 http://www.regentsprep.org/Regents/math/.

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Peter had been a human resource (HR) manager for 18 years and vice president for 2 more years for Zyedego Corporation, a small company in New Orleans. In the last decade, there have been many changes to what potential/actual employees can be asked and what constitutes fair and equitable treatment. Frankly, the situation Peter was in was partly his own fault. The first issue began with Hurricane Katrina. In its wake, Zyedego employees had been working around the clock to get the company up and running again. The company had been calling all employees (if they could locate them) to get them to return to work. Gwyn, one of Peter’s HR managers, was planning on rehiring Dana Gonzales but found out that Dana was pregnant. Because of the “rough” condition of the workplace, Gwyn was concerned for Dana’s safety. Gwyn felt that if Dana were rehired, employees’ hourly wages should be decreased by 25 percent because the company had experienced setbacks during the hurricane and had to work with a reduced budget. In addition, Gwyn had some concerns over Dana’s citizenship because her passport appeared to be questionable. The flooding destroyed the original documents, and although Gwyn requested new documents, Dana had been slow in providing them. Gwyn had asked some difficult questions, and Dana stated that if not rehired she would go to a competitor and expected the company to pay severance of two weeks’ wages for the time she was out of work during the hurricane. Another issue is the hiring of truck drivers. Zyedego hires many truck drivers and routinely requests driving records as part of the preemployment process. Several of the potential new hires have past DWI records. All have stated that they would never do it again, have maintained a clean record for at least five years, and understand the consequences of another infraction. Gwyn has hired some drivers with infractions to secure the necessary number of drivers needed for the company. However, Gwyn has some concerns over whether she is exposing the company to unnecessary risk because of the increased potential for accidents or repeat DWI violation. From Peter, Gwyn needs guidance related to continuing these hiring practices. However, Zyedego has even deeper problems, which is what concerns Peter. The problem really started when Peter was still an HR manager, and involves one “family.” Guy Martin started working for Zyedego 20 years ago. He was married with two children, and had a mortgage. A little over a year ago, Guy separated from his wife, and they divorced only to remarry six months later. When Guy was hired, Peter had made sure that Guy’s son, who has asthma, would be covered by health insurance. Peter also helped out the family several times when money was tight and provided Guy with overtime work. But tragedy struck the Martins when Guy was killed in the hurricane. Police and rescue workers hunted for his body, but it was never found. Because Martha, Guy’s wife, was a stay-at-home mother, t.

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