BUS 250 Ashford University Insider Trading Discussion Discussion 1
Prior to beginning work on this discussion, read Chapter 3, Chapter 6, and Chapter 9 from your textbook, the article Fair to All People: The SEC and the Regulation of Insider Trading (Links to an external site.), and the Week 4 Weekly Lecture. In a minimum of 200 words, supported by textbook evidence and other research, describe a recent example of insider trading. Determine if the case qualifies as insider trading established by the Supreme Court in United States v. O’Hagan (1997), described in the article Fair to All People: The SEC and the Regulation of Insider Trading (Links to an external site.).
Prior to beginning work on this discussion, review Chapters 3, 6, and 9 from your textbook, the New York Stock Exchange (Links to an external site.) website, and the Week 4 Weekly Lecture. In a minimum of 200 words, define, while citing the text, shareholder activism and stock screening. Defend your position using at least one example. 3 Herzberg’s Two-Factor Theory
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Frederick Herzberg’s two-factor theory (also called motivation-hygiene theory)-intrinsic factors
are related to job satisfaction, while extrinsic factors are associated with job dissatisfaction. 10
Popular theory from the 1960s to the early 1980s.
· Criticized for being too simplistic.
Influenced today’s approach to job design. (See From Past to Present box here
Research focus: When people felt exceptionally good (satisfied-see left-hand side of Exhibit
11-20) or bad (dissatisfied-see right-hand side of exhibit) about their jobs.
1
334
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>
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Replies showed these were two different factors!
When people felt good about their work, they tended to cite intrinsic factors arising from
the job content (job itself), such as achievement, recognition, and responsibility.
· When they were dissatisfied, they tended to cite extrinsic factors arising from the job
context, such as company policy and administration, supervision, interpersonal
relationships, and working conditions.
Exhibit 11-2
Herzberg’s Two-Factor Theory
MOTIVATORS
HYGIENE FACTORS
C
>
Achievement
Recognition
Work itself
Responsibility
Advancement
Growth
Supervision
Company policy
Relationship with supervisor
Working conditions
Salary
Relationship with peers
Personal life
Relationship with employees
Status
Security
Extremely
Satisfied
Neutral
Extremely
Dissatisfied
Replies also gave us the new view of Satisfaction vs. Dissatisfaction (see Exhibit 11-30).
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