Read the following case scenario and answer the following questions. Use the information in the case to respond to each question that follows. Point form answers are acceptable. Make sure you provide sufficient information to ensure your points are clear. Case: Newbridge Limited Newbridge Limited is a Mississauga-based organization that manufactures medical devices and equipment for Canadian hospitals and private medical institutions. Newbridge specializes in making stretchers and transport chairs. They also make some patient room furniture including bed frames and overbed tables. Newbridge employs approximately 300 employees. Some of the positions within the organization include Warehouse Managers, Production Supervisors, Production Workers, Sales Representatives, Equipment Service Technicians, Human Resources Administrators, and Marketing Associates. The company has been in operation since 2017. For the first three years that the company was in operation, the production workers started at minimum wage. Today, the production workers earn $18 per hour with a shift bonus if they work the evening shift. However, there is still no formal wage structure. Currently, wage rates are mostly based on those prevailing rates in the surrounding area and are adjusted by the supervisors to maintain some semblance of equity between the workers. The Warehouse Manager, Bruno Iksil, noticed that some of the production supervisors follow a policy of paying their employees about 10 per cent above what others are paying, a policy that they believe reduces turnover while fostering employee loyalty. A greater concern to Bruno is his colleague, JP Hinkle, who believes in paying male workers about 20 per cent more than female workers. JP has been heard to say, "Men are stronger and can work harder for longer hours on the production line, and besides they have families to support." While the company offers all employees a dental plan, there are no further extended benefits. While Newbridge advertises to be an "great place to work", many of the employees have expressed their concerns. Turnover has been a longstanding issue for the company. Employee exit interviews revealed that the three most significant sources of their dissatisfaction appear to be inadequate benefits, monotonous work, and poor recognition. The human resources department is faced with the continuing task of recruiting and hiring qualified production workers. The qualifications for these positions are a minimum of a high school diploma, excellent gross and fine motor coordination and teamwork skills. Yet, the department often struggles with attracting enough applicants for these positions.