A manufacturing business pursuing cost leadership will likely
A. rely on experience effects to raise efficiency.
B. use advertising to build brand image.
C. focus on a narrow market segment.
D. overemphasize product engineering.
Answer: A
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Answer the following statements true (T) or false (F)
1.Alberto is concerned that he and Adrianna have shared passwords and can now see each other’s e-mails and social media accounts. One danger is the potential for each person to reveal the other’s secrets should the relationship turn dark or end. 2.One in twelve young people surveyed having received sexts. 3.Revenge porn often results in the subject featured in the sext being harassed, cyberbullied, or blackmailed. 4.Digital social networks are secure in a way that they can be effective at preventing the spreading rumors and misinformation. 5.Being trustworthy means working to get to know others so you can take advantage of their vulnerabilities.
The ________ approach is usually implemented by asking customers to develop short phrases in their own words about the benefits and needs of a particular feature of a product, for example, car door
A) classic linear B) rugby C) cost differential D) voice-of-the-customer
Technical standards do NOT play any role in product differentiation.
Answer the following statement true (T) or false (F)
CASE 13.2, EEOC v. Abercrombie & Fitch Stores, Inc (2013) involved a question of whether a clothing retailer violated Title VII when it refused to hire a Muslim woman-applicant because she wore a head scarf in violation of its company dress code, and whether the applicant gave proper notice of a religious accommodation. How did the court rule?
a. That the employer did not violate Title VII because the employer did not have to accommodate the wearing of the scarf because wearing the scarf involved a cultural practice, not a practice required by the potential employee's religion. b. That the employer did not violate Title VII because the employer did not have to accommodate the wearing of the scarf because the employer established that it did not involve a sincerely held religious belief on the part of the potential employee. c. That the employer did not violate Title VII because the employer did not have to accommodate the wearing of the scarf because such accommodation would place an undue hardship on the employer. d. That the employer did not violate Title VII because the applicant failed to give proper notice of a religious accommodation.