How well overall did the sales team (Johnson, Barnhart, and Harris) do in negotiating concessions? What, if anything, should they have done differently?

Negotiating Price With A Taskmaster

Chuck Johnson and his sales manager, Tom Barnhart, have been trying to sell DuraFlor residential sheet vinyl to Bargain City Stores for many years. Johnson and Barnhart work for McGranahan Distributing Company of Toledo. McGranahan’s handles the DuraFlor line of resilient flooring products, which includes both flooring tile and sheet vinyl. In the resilient flooring market, the six competing major manufacturers all use “traditional” marketing channels of independent distributors, who sell to retailers, who, in turn, sell to the general public or contractors.

Bargain City operates a chain of sixty-five discount stores throughout Ohio, Michigan, and Indiana, with headquarters in Toledo, Ohio. The firm concentrates on secondary markets, and although they stock all the major product lines that other mass merchandisers offer, they have an excellent do-it-yourself building materials department. Don Schramm is the chief buyer for this department, and his strategy is to buy good value at the low end of the market to sell in Bargain City outlets. It is commonly known throughout the industry that Bargain City buyers always want good product quality at the lowest possible prices, with low price being their top priority.

The product that Johnson and Barnhart are attempting to sell to Mr. Schramm is a low-end line of twelve-foot sheet vinyl flooring called Imperial Accent. This line has twelve different patterns and fifty-six stock-keeping units. McGranahan’s sold the Imperial Accent line to Schramm seven years ago, and the sales volume was $250,000. Now, with Bargain City’s expansion, Johnson estimates the first-year order volume should be more than $500,000. Johnson lost the business when another distributor offered Schramm a 15 percent discount on a similar product made by Congolese Manufacturing. At the time, DuraFlor was unwilling to meet the competitor’s lower price, asserting that its superior brand awareness increased retailer inventory turnover and justified a higher price.

DuraFlor controls more than 60 percent of the entire resilient flooring market, but only 30 percent of the low-end twelve-foot sheet flooring market. DuraFlor has tended to neglect this market because the low-end market is a fiercely competitive one. The manufacturing process, called rotogravure, is so common that no manufacturer has a competitive cost advantage. The process allows virtually any picture to be made into a pattern. Thus, competitors can copy top sellers, making it difficult to maintain styling advantages.

Recently, Chuck heard that Bargain City’s current distributor for twelve-foot sheet vinyl is having financial problems and can’t keep its customers’ stores stocked. On the chance that Bargain City might be looking for a new supplier, Tom called Mr. Schramm and was delighted to hear him confirm a sales call appointment with him and Chuck.

Chuck and Tom have decided to ask the DuraFlor district manager, Ron Harris, to participate in the sales presentation to Bargain City because to win the Bargain City business his firm must ultimately lower the price to McGranahan Distributing. McGranahan’s current profit margin is 24 percent on the DuraFlor product.

In the pre-call strategy meeting, Johnson, Barnhart, and Harris decide to stress Imperial Accent’s improved styling and other product features. They will point out the inventory turnover benefits it offers Bargain City because of its high brand awareness with the store’s customers. The three of them agree that they will have to do some “paper-and-pencil” selling by demonstrating in specific numbers how profitable the DuraFlor line would be for Bargain City. They also agree that Johnson and Barnhart will finish the sales call with a review of the inventory monitoring, prompt delivery, and sales support that McGranahan’s can provide.

After waiting in the lobby of Bargain City’s large headquarters building for thirty-five minutes, a receptionist leads the three men to Mr. Schramm’s office. Schramm’s assistant buyer, Sixto Torres, is also there and, seeing the three of them march in, comments, “Oh boy, they’re bringing in the big guns today. We’re in for a real dog-and-pony show, Boss.” Everybody laughs, and greetings are exchanged all around.

Then Tom Barnhart says, “We appreciate the opportunity to review the merits of the Imperial Accent line with you today, Don. I’m sure by the conclusion of our meeting that you’ll agree that it offers an attractive profit opportunity for Bargain City.”

“I’ll be the judge of that,” snaps Schramm, peering menacingly over his bifocals while leaning forward in his chair.

“Here are the twelve patterns in the Imperial Accent line,” says Chuck Johnson, as he lays the patterns before Schramm and Torres. “As you can see, DuraFlor has restyled the line with five new patterns, including geometric designs, floral, and the always-popular brick patterns. We’ve also brightened the color palette in the line because market research has shown us that low-end buyers prefer brighter colors.”

“What do you think of this pattern, Sixto?” asks Harris, holding up a bright red, rather garish thirty-six-by-thirty-six-inch sample.

“It’s really ugly,” replies Torres. “I wouldn’t have it in my house. But who cares what I think about the pattern—how does it sell?”

“It’s brand new, and we don’t have any data on it yet,” answers Harris.

Barnhart jumps in. “Don, Sixto, here’s a list of the top twenty-five sellers nationwide, by color and by pattern. We suggest you begin by stocking all the patterns to see how they sell in your different markets. We’ll ship new inventory promptly to any of your stores as needed.”

Schramm leans forward, “Mm, so we won’t have to stock anything in our warehouse?”

“That’s right, Don, we’ll handle all the inventory concerns and my salespeople will regularly call on all of your stores to make sure the twelve-inch roll racks are fully stocked,” says Barnhart.

Harris chimes in, “The Imperial Accent line is really coming on strong lately, Don.” Holding up a sample of the new embossing, he continues, “Our improved rotogravure process allows us to emboss the product now, enabling it to hide subfloor irregularities better than any product on the market. We’re also using new ‘hi-fidelity’ inks that give these brighter colors.”

Schramm puts his glasses on and folds his arms as his assistant picks up one of the samples and compares it to a sample of the Congolese product they are now carrying. “This doesn’t look any different from the Congolese product,” says Torres. “How many mils is the wear layer on your product?”

“Eight,” says Harris.

“Congolese has a ten-mil wear layer,” replies Torres.

“That’s because they pump it up with air. We don’t do that. Our research shows this product is the most durable in its product class.” Harris is tired of competitors making claims that imply greater durability, while what they’re doing is literally blowing hot air into the product. DuraFlor has always been conservative in its product claims, perhaps too conservative.

Harris continues talking, interrupting Barnhart, who is urging the discussion back to what McGranahan’s can do for Bargain City. “Don, look at this profit opportunity,” says Harris, handing a sheet of paper to Schramm. “If you buy Accent from McGranahan’s at two dollars and five cents per square yard and sell it for three ninety-nine, you’ll make almost 49 percent gross margin. Now with sixty-some stores, eight rolls per store, and seven turns a year, with the average roll being, say, one hundred square yards, that’s a profit of $369,000. I know it will take a while to get the Congolese off your racks, but you could be generating these kinds of profit dollars in a year or two.” Harris smiles and looks at Schramm.

Schramm crosses his arms again and stares at the sheet Harris has put on his desk. He rubs his eyes and grimaces slightly. “Well, for one thing, Ron, if I were to pay two dollars and five cents per square yard for this product, Sixto would have my job the next day. It’s nice of you to try and help me run my department, but if I made a 49 percent margin on this product, it wouldn’t exactly be a bargain for the customer, now would it?”

“I think Ron was just trying to point out the profit potential, Don. Obviously, you’ll be changing the numbers to fit Bargain City’s marketing strategy,” offers Johnson. “And remember that 2 percent of all your purchases will accumulate in a fifty-fifty co-op advertising fund.”

“We’re only paying a dollar eighty-two per square yard for the Congolese product. Can you meet that price?” asks Schramm.

“We’ll sure try,” quickly responds Barnhart. “What about it, Ron, can we get there?”

“I don’t know for sure,” says Harris to Schramm. “Let me talk to the product manager and get a price to Tom, and he’ll give a price to you. If we can meet Congolese’s price, will you give us the business, Don?”

“Maybe,” Schramm replies. “Come back with your best price and we’ll see. The products look similar to me, your styling has improved, and the co-op program is good. But I’ll look at what your competitors are offering before I make up my mind.”

“Remember, Don, we’ll carry all the inventory, service your stores so the managers won’t have to remember to order, and deliver the products right off our own truck so you won’t take any risk of damage during delivery. And those costs are all in the price of the goods. You’ll never get a bill for delivery charges. What have you got to lose? How about giving us a shot at the sheet goods business?” pleads Johnson.

“We’ll see,” says Schramm.

Later that week Harris calls Barnhart with a wholesale cost that would yield McGranahan’s a price of $1.90 per square yard with a normal margin. Barnhart calls Johnson into his office and asks if he will be willing to take a 2 percent commission instead of 3 percent in order to help bridge the 8 percent gap. Thinking that it is critical to meet the competitor’s price of $1.82 in order to win the business, Johnson agrees to take the cut in his commissions. Barnhart calls Schramm with the price of $1.82 per square yard, reviews all the benefits of the Imperial Accent line and the services provided by McGranahan’s, and asks for the order. Schramm says he will let him know in a few days, after he hears from other suppliers.

When Schramm calls back three days later, he says McGranahan’s can have the business if they will take another nickel off their price. Apparently, the Congolese distributor has lowered the price to keep from losing the business. Barnhart really doesn’t have a nickel to give. He has already cut the price to the bone, and another nickel off will reduce McGranahan’s gross margin to 17 percent, not too attractive considering all the services they will be providing. Barnhart thinks for a few minutes, then calls Johnson in to discuss the new terms that Bargain City is requesting.

Reprinted with permission of James T. Strong, Dean, California State University, Dominguez Hills.

Questions

1.Should McGranahan’s lower the price to Bargain City by another five cents? Should Johnson agree to take an even lower commission to win the order?

2.How successful do you think Johnson, Barnhart, and Harris were in negotiating price resistance during the   sales call? What types of techniques did Johnson, Barnhart, and Harris use to negotiate resistance? Do you think more persistence could have won the three-member sales team the Bargain City order?

3.Do you think it was a good idea to bring Ron Harris, the district manager of DuraFlor, along to help make the sales presentation to Bargain City? Why or why not?

4. How well overall did the sales team (Johnson, Barnhart, and Harris) do in negotiating concessions? What, if anything, should they have done differently?

5.What would you advise Chuck Johnson and Tom Barnhart to say in responding to Mr. Schramm’s request for another nickel cut in price to win the Bargain City business?

Provide a paragraph summarizing the concept of stakeholder management based on your readings. How do you think the following stakeholder groups in the above scenario will be impacted?

Business Ethics and Stakeholder Management

We will be reviewing articles that cover the concept of stakeholder management. Stakeholders are important to consider in significant business related decisions. This is because organizational decisions – especially substantial decisions involving significant resource allocations/re-allocations – tend to impact various stakeholder groups as you will be reminded in your reading. These stakeholders may have the power to impact the organization’s success.

Assignment Instructions:

In this assignment you will be asked to apply stakeholder management theory to the following scenario:

A public corporation of 980 employees manufactures a popular brand of garments (mostly jeans) that are primarily made and sold in America nation-wide. It has a large contingent of employees in several small rural communities in the Eastern US and is the primary employer in all of those communities. Two of its 5 shops are unionized, but the union and management have a good working relationship. The company has traditionally marketed its clothing line as “Made in the USA” and attracted a bit of a “cult like” following as a result, but an outside consulting firm has suggested that significantly greater profits are possible if a different strategy is employed. The corporation is subsequently considering whether to off-shore its manufacturing facilities to a poor nation to save money on labor. It would also discretely discontinue its “Made in the USA” marketing ads and hopefully ride the wave of its previous marketing campaigns for a while. It is estimated that total cost per unit of production will be decreased by one third which equates to tens of millions of dollars.

Please write a 2-3 page paper in which you respond to the following:

  1. Provide a paragraph summarizing the concept of stakeholder management based on your readings.
  2. How do you think the following stakeholder groups in the above scenario will be impacted?
  • Employees/unions
  • Communities
  • Stockholders
  1. What would you recommend the employer described above should do?

Assignment Expectations

Your 2-3 (or more) page paper should be double-spaced and in 12-point type.

Your paper should have a separate cover page and a separate reference page. Make sure you cite your sources.

Use APA style.

Required reading:

Terris, D. (2013). Ethics at work: Creating virtue at an American corporation. Waltham, MA: Brandeis University Press. Retrieved from the Trident Online Library (ProQuest Ebook Central). Read pages 1-48.

Howitt, M., & McManus, J. (2012). Stakeholder management: An instrument for decision making. Management Services, 56(3), 29-34. Retrieved from Trident Online Library (ProQuest).

Harrison, J. S., & Wicks, A. C. (2013). Stakeholder theory, value, and firm performance. Business Ethics Quarterly, 23(1), 97-124. Retrieved from Trident Online Library.

Emerson, W. M., Alves, H., & Raposo, M. (2011). Stakeholder theory: Issues to resolve. Management Decision, 49(2), 226-252.

Stieb, J. A. (2009). Assessing Freeman’s stakeholder theory. Journal of Business Ethics, 87(3), 401-414.

Vlachos, P. A., Panagopoulos, N. G., & Rapp, A. A. (2013). Feeling good by doing good: Employee CSR-induced attributions, job satisfaction, and the role of charismatic leadership. Journal of Business Ethics, 118(3), 577-588.

Schweitzer, M. E., & Gibson, D. E. (2008). Fairness, feelings, and ethical decision-making: Consequences of violating community standards of fairness. Journal of Business Ethics, 77(3), 287.

Provide a summary about the resource. Whatis theresource, and what interested you about this resource? How is this resource helpful? What did you learn from the resource?

Primary Task

The Career Services Resource Center allows you to connect with valuable job search resources thatfocus on resume and cover letter development, professional networking, interviewing skills, and more.

Explore the CTU Career Services Resource Center by clicking on this link: CTU Career Services Info. Find1 resource that will be helpful for you. You can explore resources outside of the CTU Career Services Resource Center as well.

Step 2: Write Your Career Reflection

  • Paragraph 1: Identify at least 1 resource that you will use in your career planning and management, and discuss the following:
    • Provide a summary about the resource. Whatis theresource, and what interested you about this resource?
    • How is this resource helpful? What did you learn from the resource?
    • When will you use this resource (when developing your career plan, during your job search, throughout your career, etc.)?
  • Paragraph 2: You are likely in school because you want to build your future career success, and you are making that happen right now. Discuss your plans to ensure your career success. Specifically, discuss the following:
    • Education is one valuable part of the career success equation, but what other things do you need to find career success?
    • Look back at your Unit 1 Discussion Board and your response to where you are in your career and where you want to be. What steps will you take in the next month to continue to ensure your career success? Using the information you learned when you analyzed your skills and the information about setting SMART goals (Specific, Measurable, Action-Oriented, Realistic,andTimely), set 1 career goal that you can begin in the next month.
  • Paragraph 3: This course is designed to provide the knowledge and application of effective career management strategies for career development and transition, including the ability to identify and communicate who you are as a brand. Discuss the following:
    • In what ways has this course influenced your thinking about your career plan?
    • What is the most important thing you learned or discovered during this course?

Reading and Learning Materials

Use the followingresources to help you complete this assignment:

  • The Importance of the Post-Interview Thank You Follow-Up
    • Discover the importance of a Thank You note
  • 6 Things You Need to Figure Out Before You Negotiate Salary
    • Information to know before negotiating a salary
  • 13 Things Successful People Do in the First 3 Months at a New Job
    • Tips on being successful in your first 3 months on the job
  • Setting Goals and SMART Goals
  • Setting Up SMART Goals

Analyze the key components of three (3) sources of law related to the effects that each source could potentially have on your healthcare organization’s new initiative.

Assignment 1: Health Policy and Law Basics Due Week 3

As a chief operating officer of a hospital, you have been tasked with opening a new ambulatory care center in your city.

Write a 2-3 page paper in which you:

  1. Specify whether you would utilize the professional autonomy, social contract, or free market perspective as the paradigm to design the structure of your new center. Debate at least two (2) advantages and two (2) disadvantages of your chosen perspective. Provide at least two (2) examples of your perspective in action to support your response.
  2. Analyze the key components of three (3) sources of law related to the effects that each source could potentially have on your healthcare organization’s new initiative.
  3. Use at least two (2) quality references. Note: Wikipedia and other Websites do not qualify as academic resources.

Your assignment must follow these formatting requirements:

  • Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.
  • Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.

The specific course learning outcomes associated with this assignment are:

  • Describe the evolution of hospitals and sources of law.
  • Examine tort law and the criminal aspects of health care.
  • Use technology and information resources to research issues in healthcare policy, law, and ethics.
  • Write clearly and concisely about healthcare policy and law using proper writing mechanics.

Based on your experience, to what extent do you agree or disagree with Hammonds’ arguments and why?

Week 1 Discussion 1 Why We Hate HR

Read the article “Why We Hate HR (Links to an external site.)Links to an external site.”. Address three out of the five questions below:

  • Is there more to HR than its predecessor, PA? Discuss the arguments for and against this notion.
  • Based on your experience, to what extent do you agree or disagree with Hammonds’ arguments and why?
  • In your opinion, who is responsible for HR not reaching its full potential in general? Who is responsible for HR not reaching its full potential in your organization (if applicable)?
  • Based on what you have learned so far, how can HR act as a strategic business partner in general? How can HR act as a strategic partner in your organization?
  • After reading Hammond’s article, do you think your employer should increase, decrease or outsource HR roles and functions and why?TEXT

Youssef-Morgan, C. M., & Stark. E. (2014). Strategic human resource management: Concepts, controversies, and evidence-based applications [Electronic version].Articles

Hammonds, K. H. (2005, August). Why we hate HR (Links to an external site.)Links to an external site.. Fast Company. Retrieved from http://www.fastcompany.com/53319/why-we-hate-hr

Chhanwal, Sunil. (2015, August 9). Putting the ‘person’ in personnel (Links to an external site.)Links to an external site.. Retrieved from https://www.linkedin.com/pulse/putting-person-personnel-sunil-chhanwal

Connors, G. (2013, February). Employers: Your HR managers should be ‘expert’ at being a fact witness (Links to an external site.)Links to an external site.. Forbes. Retrieved from http://www.forbes.com/sites/theemploymentbeat/2013/02/27/employers-your-hr-manager-should-be-expert-at-being-a-fact-witness/

Dorfman, P. W., Cobb, A. T., & Cox, R. (2000). Investigations of sexual harassment allegations: Legal means fair – or does it? Human Resource Management, 39(1), 33. Retrieved from the ProQuest database.

Meister, J. (2013, July). Lessons for human resource departments, from the Huffington Post (Links to an external site.)Links to an external site.. Forbes. Retrieved from http://www.forbes.com/sites/jeannemeister/2013/07/10/lessons-for-human-resource-departments-from-huffington-post/

Websites

Case studies of age discrimination in job ads (Links to an external site.)Links to an external site.. (2012, May 24). Retrieved from http://www.bizfilings.com/toolkit/sbg/office-hr/hiring-workers/age-discrimination-in-job-ads-case-studies.aspx

U.S. Equal Employment Opportunity Commission (Links to an external site.)Links to an external site. (www.eeoc.gov)

Determine which patients and how many would not have complied with  the new policy because their boosters were not recent enough. What is  the rate of patients out of compliance, as a percentage of the total  sample? Remember to exclude children.

You work at Holy Mercy Hospital as the health information department  manager. The hospital’s quality manager comes to you with a question.  The Centers for Disease Control has just changed recommendations for  tetanus booster immunizations (Td) in adults. Instead of every 10 years  for adult booster immunization, the CDC now says every adult patient  admitted to a hospital for surgery should have had a Td booster in the  past 4 years. (NOTE: This policy change is fictitious, used only for the  purposes of this exercise.)

Your quality manager knows that you, as health information manager,  have data on hospital admissions and might have information in the  records on immunizations. She wants an informative report, not just the  raw data. You will develop this report on a historic sample of patients  to predict possible effects of this policy.

At first, you scratch your head. It could take a long time to count  back days from the hospital admissions. You figure out you need to  compare the hospital admission date with the tetanus immunization date.  You check your data. Fortunately these data are saved as date fields.  You should be able to compute the information.

Your task:

Adult patients are those over age 18. For the purposes of this  analysis, assume that all patients in the database were surgical  patients.

  1. Download the Patient Information Excel datasheet  for the sample of patients.
  2. Open the spreadsheet.
  3. Add one column on the right called Days Td to Admit. Add another column to its right called, Years Td to Admit.
  4. Compute the Days Td to admit by subtracting Tetanus Date from Admission Date. Compute the Years Td to admit.
  5. Determine which patients and how many would not have complied with  the new policy because their boosters were not recent enough. What is  the rate of patients out of compliance, as a percentage of the total  sample? Remember to exclude children.
  6. Create a new worksheet in the Patient Information Excel datasheet  and prepare a table of patients who would be out of compliance,  including patient names, birthdates, admission dates, and number of  years Td to Admit for the quality manager. Indicate this information was  from a sample, not the entire hospital.

How would you evaluate the alternatives that are available to SG in terms of the options being able to solve SG’s problems?

Look at the Scientific Glass Incorporated case materials (see this week’s Required Readings).

The objectives of this case are for you to explore the challenges of inventory control and to examine Scientific Glass’s (SG’s) options and alternatives in resolving the issues they have identified. Remember inventory management is about facts, specifics and quantitative factors that guide decision making. Avoid generalities and be as detailed as possible in your work.

Here are the questions you should answer:

  1. What are the problems facing SG in 2010?
  2. How do SG’s problems illustrate the relationship between the number of warehouses and inventory levels?
  3. How would you evaluate the alternatives that are available to SG in terms of the options being able to solve SG’s problems?
  4. What specific actions would you recommend to management?

Note: Your work should include a basic quantitative analysis that shows the overall costs of SG’s inventory and a base case for savings based on your recommendations.

Requirements

  • Length: 750-1,000 word essayNumbers in your analysis do not count towards the word count requirement.
  • Word file, 12-font, double spaced
  • List each question followed by your answer

Refer to the Syllabus for point value of this assignment.Give two examples of brands where manufacturing costs are well below the price. How have the companies been successful in charging high prices despite the low costs? How was customer information used as a part of pricing strategy?

Create an Outline in WordCreate an outline in Word. Click here to use an outline template or use your own.

Assignment 1: Outline 

Before starting your outline, watch the “Creating a Speech Outline” video located here. An outline helps create an organized structure for what you plan to say. To review the assignment details, View Assignment 1. Complete these two steps to create and submit your outline: 1. Create an Outline in WordCreate an outline in Word. Click here to use an outline template or use your own.2. Submit in BlackboardAfter creating the outline, you must submit it in Blackboard. Click the Assignment 1: Outline link above to submit your outline as an attachment in .doc or .docx format

Assignment 1: Introductory Speech 

Attached Files:

  • ???? View Assignment 1 (157.177 KB)

After you’ve created an outline and practiced your speech, it’s time  to record and upload your video. The speech is due this week.Instructions:Click the blue Assignment 1: Introductory Speech link above to  record and upload a video of yourself delivering your speech.  Instructions are available here.

Assignment 1: Self Review 

The  self review helps you step back and take a second look at your work,  with an eye on improvement and highlighting your achievements! Instructions: 1. Review the rubric for the introductory speech here. 2. Download the Self Review Questionnaire. Then check your Downloads folder to open and edit the file.3.  Watch the video of your speech. Complete the questionnaire based on how  well you met the criteria listed in the rubric, and remember to save  the file in your preferred location. 4. Click the blue Assignment 1: Self Review link above to attach and submit your Self Review file.

What factors are important in understanding this decision situation? What are the possible alternatives? Fully describe at least two.

Before beginning this discussion, read the Marketing in Action Case: Real Choices at Chobani on page 248 of your textbook.

Chobani’s history has included its successful offering of a variety of single-serving packages of fruit flavored Greek yogurt. The Chief Marketing and Brand Officer of this company stated, “We want to inspire customers to eat yogurt throughout the day, and increase per-capita consumption.” Looking at social-cultural trends, Chobani desires to be innovative and wish to begin to develop and offer a wider product mix.

What are your thoughts about new product development at Chobani? How will it convince customers that their new products belong in their refrigerators? What factors are important in understanding Chobani’s position in the marketplace and efforts to expand its product mix and lines?

After you have read through the entire case study, post your responses to each of the questions below. For your answer to the third question, you should include a full discussion of at least two possible alternatives. For your response to the fourth and fifth question, respond as those you are the marketing manager of this company.

  1. What is the decision facing Chobani?
  2. What factors are important in understanding this decision situation?
  3. What are the possible alternatives? Fully describe at least two.
  4. Pretend you are the marketing manager at Chobani. What decision(s) do you recommend?
  5. What are some ways to implement your recommendation?

Provide the detailed criteria that faculty use to evaluate students’ Case, SLP, and Discussion assignments.

Case Assignment

The Case Assignment is typically a written assignment worth 50 points. Almost half of your course grade will come from these assignments.

The purpose of this page is to introduce you to how Assignment Expectations work. Please review these important expectations.

Communicating Assignment Expectations

Trident University uses a number of tools to assess student performance in meeting assignment expectations, including Course Requirements, Learning Outcomes, Assignment Expectations, and Grading Rubrics. Trident has integrated these performance expectations into each course in My TLC Courses:

1.       Course Requirements (located in the course Syllabus): Show the grading points associated with each assignment and module, and describe the nature of the Case, SLP, and Discussion assignments.

2.       Learning Outcomes (located in the Syllabus, and the Home and Learning Outcomes pages in each module):

a.       Express what students should be able to demonstrate through their work in the module, course, and ultimately, the program.

b.      Are explicitly related to the Case, SLP, and Discussion assignments for each individual module.

3.       Assignment Expectations (located on the Case and SLP assignment pages in each module):

a.       Provide detailed instructions for completing each Case and SLP assignment.

b.      Are designed to support students in achieving the learning outcome(s) associated with that assignment. They are related to, but not synonymous with, the learning outcomes.

c.       Vary by program, as well as within the program by type and level of course. See the SLP in this module for an example.

4.       Grading Rubrics:

a.       Provide the detailed criteria that faculty use to evaluate students’ Case, SLP, and Discussion assignments.

b.      Support consistency, quality, and relevance of evaluation by the same faculty member across multiple students and across multiple faculty members across multiple students on the same assignments.

c.       Are normally tailored to each type of assignment. Each assignment—Case, SLP, and Discussion—usually has its own rubric.