I will evaluate FedEx’s recent actions dealing with risk and uncertainty. Over the last six months, FedEx has taken a number of steps to reduce its exposure to risk including developing more robust safety protocols for its operations, investing in technology that helps it better track cargo movements during transit, and introducing new methods of payment acceptance. To improve its overall risk management, I recommend that FedEx invest further in data analytics to help them better predict potential risks before they occur. This could include using advanced predictive modeling techniques such as machine learning algorithms or neural networks which can be used to identify patterns in past events and flag any potential risk factors before they happen. Additionally, leveraging more automation technologies into their processes can also help reduce human error as well as save time & money by streamlining routine activities like order fulfillment etc. The company is currently facing an adverse selection problem due to the lack of accurate information available about customers when making decisions related to pricing or services offered (etc.). To minimize the negative impact from this issue, I recommend that FedEx focus on providing high-quality customer service so customers feel valued and appreciated at all times which will incentivize them stay loyal towards business; this may entail offering personalized discounts/promotions based upon individual needs/preferences etc., thereby helping build long-term relationships over short-term gains from just trying maximize revenue each transaction . FedEx is actively working on reducing moral hazard issues through initiatives like training programs aimed at educating employees about ethical behavior standards expected while interacting with customers (both internal & external), establishing clear policies surrounding acceptable work practices followed by regular audits conducted ensure compliance amongst stakeholders involved etc.. Some other best practices used industry wide include utilizing insurance coverage tied specific roles/activities undertaken throughout organization - thus allowing people know exact boundaries set associated any particular role when interacting with others outside scope job description itself - plus also implementing reward systems which incentivize everyone perform highest possible level quality across board! Finally, one principal-agent problem faced by company arises discrepancies between objectives senior executive team wish achieve versus actual goals achieved lower levels because incentives often don't match up properly thus leading misalignment main priorities tracked firm i.e., profit maximization versus employee motivation derived from salary structure implemented within workplace. To address this issue effectively would suggest usage tools such compensation packages dependent performance metrics laid out beforehand agreement both parties involved – along implementing strong feedback loops into system gauge success rate different strategies employed over course given period time - so right incentives inherently embedded corporate culture itself thus ensuring everybody ultimately “on same page” when taking part day-to-day operations !