Saturday, November 16, 2019
Subjective exam Essay Example for Free
Subjective exam Essay A) Selling price of bond The determination of the selling price of bonds is important because it helps the bondholders know the yield they will receive if they were to purchase the bond. Bonds can be issued at par, premium and at a discount. A Bond is said to be issued at par if the yield is equal to the coupon rate. If the current market yield is more than the coupon rate stated on the bond, then, that bond has been issued at premium. If the coupon rate is more than the yield rate currently earned by similar bonds in the market (Sheth, 2007, Slide 23, chapter 12). Bondholders receive periodic payments of interest amount, which is constant over the life of bond. Therefore the price of the bond is arrived at by discounting all these payments i.e. the selling price is the present value of all periodic payments plus the present value of the maturity amount, which is the principle amount of the bond. (Englard, 1992, Page 6, chapter 1). The formula for calculating the price of the bond is as shown below. Bond price= (PV) =p (1+r)-2 + p (1+r)-2 +†¦. +p (1+r)-n + m (1+R)-n Where =p= period receipt/payment r=required yield –effective M=maturity value (principle amount) The periodic receipts of interest amount are constant over the bond period and therefore are annuity in nature. Therefore to calculate the present value of the interest payments the annuity formula is used. Present value interest payments=                    Constant interest receipts* (1-(1 +r) –n The maturity amount (principle) is received as a single amount at the end of the bond period, thus is a single amount discounted using the single amount formula. Present value maturity value =m (1+r)-1 Therefore, the total selling price is the sum of present value of interest and principal amount. 2) Presentation of bonds in balance sheet When a bond is issued, the following factors are considered in accounting for the bonds. Recording the issue or purchase of the bond Recording the interest received during the life of the bond. -Accounting for the retirement (through calling, refinancing or conversion) of the bond. (Sheth, 2007, Slide 16, Chapter 12) Issuer’s books As seen earlier bonds can be issued at par, discount or premium. Bond issued at par- the bonds were issued between interest dates. Long-term liabilities. Bond payable                                     xxx Current liability Interest payable (1 month)                  xxx Current assets Cash (amount of bond)                      xxx Bond issued at a discount Long-term liabilities Bonds payable                                   xxx Discount on bonds payable                 xxx Current assets Cash (less discount on bond)              xxx Bonds issued at a premium Long-term liabilities Bonds payable (plus premium) xxx Current assets Cash (including premium)                    xxx Investors books The buyers’ balance sheet will be as follows At par Assets Investments in bond                            xxx Current-asset Interest accrued (1 month)                  xxx Cash (amount of bond)                       xxx At discount Assets Investment in bond (less discount)       xxx Current assets Cash                                                  xxx At premium Assets Bond investment (plus premium)         xxx Current assets Cash               (plus premium) xxx B) Income statement items The items that will be included in the income statement of Norris co. for the year 2008 include -Interest expenses -Adjustment to interest expenses (amortization) Interest expenses The amount of interest is determined using the par value and the coupon rate and not effective rate. (Englard, 1992, page 2-3) Illustration At par Using the example of Norris co. bond assuming that it was issued at par, then the interest will be 1000*xx%= interest. At discount Payment- interest = xx%*1000 Interest amount = yy% *(1000-discount) The difference between the interest payment and interest amount is amortization of discount. At premium Interest payment =xx% * 1000 Interest amount= yy% * (1000 +premium) The difference between the interest payment and the interest amount is the amortization of premium.
Thursday, November 14, 2019
Cancer Taking Lives :: Personal Narrative Writing
Cancer Taking Lives The East Pennsboro elementary school raised money for a statue at a local park. The statue was a ring of children that were holding hands. There was one child missing; the link was broken. The statue was dedicated to East Pennsboro students that did not make it to their graduation. My sophomore year of high school inspired this piece of artwork. Mid December during my sophomore year I found out that a friend of mine had lost her struggle with cancer. Tiffanie was diagnosed with two rare forms of ovarian cancer during seventh grade. Having either type of cancer is very rare, so the fact that she had both types was unbelievable. I had been best friends with Tiffanie during elementary school. We had lost touch in middle school, but our friendship never ended. She had her ups and downs during her illness, but I never expected her cancer to be fatal. I was told at the beginning of December that the doctors didn’t expect her to live until Christmas. Because she was in my grade, my class sent cards to her. I made a funny story about the two of us growing up. I sent the story with an angle ornament. Christmas had to be celebrated early this year, and I thought that an angel would be appropriate. If anything did happen to her, her mom could keep the ornament in memory of her. She died a week later at the young age of 16. I found out about her death two days after it occurred. I was in church getting ready to play my flute in the choir. My best friend was with me. I guess she knew that I didn’t see the news. I can remember still remember what she said. She told me that she was at a friend’s house on Friday night. They were getting ready for a dance that I did not go to. Her mom told them that something had happened. She conveyed the message to me by saying â€Å"Meg†¦I think that Tiff died.†She couldn’t just tell, because she knew that I would be devastated, but I knew that it was no mistake. I ran to the bathroom and began to grieve for my friend who never even got to receive her driver’s license. That night, I watched the news. Her cancer story had been televised for years, so when she finally past, the local news stations began showing clips of her throughout her life as a final memorial.
Monday, November 11, 2019
ADDIE
The training process includes three main steps for a new employee: 1- Induction Course This course conducted for the new employee to make him/her familiar with the Meany's basic issues like: 1- Code and ethic 2- Safety and health policy 3- Legislation 4- Employee hand book 5- Process manual (SOP) All the previous Issues should be summarized In manuals by the HER department depending on the Job description.These manuals should be handed to the new employee to read them and become more familiar with the company codes and procedure Instead of leaving the new employee to ask other employee. 2- Orientation The second step in the training process is to make the new employee more familiar with the company working environment which done at two main levels: 1- 1st Program: this program includes a Job rotation in deferent company sections for short periods, where the new employee awareness increased about the company operation. – 2nd Program: In this program the new employee observe the work in his section to learn how the work is done form his/her colleague, after that the new employee handled the new Job under observation. 3- Performance Appraisal (result) In this step the result from performance appraisal used to assess the strength and weakness of the employee and decide what type of training Is needed to Improve his/ err weakness and benefit from his/her strength.Type of training: 1- Managerial Training: 1- Time management 2- Problem Solving 3- Leadership 4- Report Writing 2- Technical: According to technical needs 3- Behavioral: 1- Conflict management 2- Dealing with customer 3- Stress management Level of Training Organizational level: training is needed here to achieve the company strategic 2- Company expansion 2- Task level: according to Job description 3- Personal level: according to single employee strength and weakness.For example if the employee is weak in time management, so he/she need time management raining. For example if the employee have leaders hip attitude we can benefit from his/her strength by giving him/her leadership training. Transfer of learning into workplace needs: 1- Management Support: 2- Work environment : the work condition and tools EDDIE EDDIE is instructional design model that can be used to build training program for the company .Now let's see how we can use EDDIE model in the training process: 1- Analysis: A good analysis of the company situation and its employee knowledge, skill and ability can provide important information about the training needs for the organization at three levels (organization, task, personal) The analysis phase of EDDIE model contain main four steps: 1- Instructional goals: here we need to decide what is the goal of our training program according to the organization needs?The goal can be at any level (organizational, task, personal) for example at the organization level the goal can be improve the employee knowledge, skills and ability to achieve ISO excellence, or it can be at the personal level improve the time management skills, or at the skills level like how to weld iron. 2- Instructional analysis: here we need to define all the steps accessory to achieve the instructional goals, if our instructional goal was to learn an employee how to weld iron the steps can be: 1. Clean and prepare the steel that need to be welded 2. Ware safety equipment 3.Turn on welding machine 4. Weld Joint slowly 5. Clean the Joint after welding 3- Learner Analysis: here we need to understand what already the learner knows instead of give him/her a training that he/she does not need. This can be accomplished by studding the available employee knowledge and skills that they have and decide what the necessary training that they need is. 4- Learning Objectives: here we need to build a learning objective of the training, it include what the employee should be able to do after taking the training. Suppose that our training was how to weld iron, the objective should be: 1 . Scribe the welding process (ability) 2. List the needed welding equipment (Knowledge) 3. Ability to weld in three different technique (skill) 4. List type of irons that can be welded (Knowledge) 2- Design 1- Design Assessments: here we create an assessment tools to assess if the learner and ability has been improved. In other world we need to check if the training aerogram has achieved its goal that has been decided in the analysis stage consider the learner knowledge, skills and ability, thus the idea is not to trick the learner but to make sure that the goal has been achieved.And this tool can be used later to check the effectiveness of the training program and decide what aspect of the training need to be improved. The assessment tool can be a paper test (multiple choice) or practical test (demonstration of using a machine). 2- Choose a Course Format: here we need to decide the medium by which the course is presented to the learner, it can e a class room, through internet, printed material or a combination. 3- Create an Instructional Strategy: here the instructor has to decide how to deliver the training, that's including the following tools and learning component: Tools learning Component 1.Lectures 2. Reading 3. Projects 4. Discussion 5. Activities 1 . Pre-limitations activity: motivate the learner by showing the value of the training(how will benefit them), show the course objective. 2. Content Presentation: direct to the objective with examples 3. Learner Participation: enable the student to reactive their new information and provide them with feedback. 4. Assessment: Quizzes 5. Follow Through Activity: review main all the training material to provide the student holistic view. – Develop 1- Create a sample: create a sample of the basic instruction martial depending to the previous two phases of EDDIE (analyze, design) to make sure that is consistent with the organization needs and objective. 2- Develop the Course Material: after the management approve that sample of the training build the whale the material with depth 3- Conduct a Run-through: run a rehearsal using all the media and material hat has been created to get a feedback and make sure everything is k. – Implementation 1- Training the Instructor: most of the time the one who develop the training program is also the one who teach the training, but in case the instructor is different personae than the training developer, the instruct should be trained on the course material 2- Prepare the Learners: here the instructor has to make sure that the learner should have the need tools and knowledge to attend the training like prerequisite, material needed, time to attend the training. – Arrange the Learning Space: room, chairs, tables, and projector. – Evaluation 1- Formative Evaluation (at each stage of EDDIE): The evaluation should be done through each phase of the EDDIE model. 1 . One-to- evaluation: This evaluation done one to one between the instruct and the l earner to check the effectives of the material to check its: 1. Clarity of the material: is the material clear and easy to Feasibility of the material: how practical is the material. 2.Small Group Evaluation: same as the above but for group(Clarity, Impact, Feasibility) 3. Filed trial evaluation: here we create real time rehearsal and check if the learners are able to utilize their raining to deal with the situation. (Clarity, Impact, Feasibility) 2- Assumptive Evaluation (at the end of the training): the purpose of this evaluation is to prove the worthiness of the training by evaluation the outcome of: 1. Reaction: getting the reaction of the learner about the training using agree-disagree. . Learning : knowledge (test), skills (performance test ), 3. Behavior : test in actual situation to check if the learner using the new knowledge and skills 4. Result: how does the training does affected the organization in profit, productivity, moral, Job satisfaction Performance management is a set of activities and evaluations that ensure the company is being effective and efficient in the process of meeting its goals and it is ongoing process that evaluates day-to-day performance.It analyzes different elements inside the company structure, such as the 1- performance of the overall company, 2- performance of a specific department, 3- performance process, product or service 4- performance of employee Managers and supervisors act as coach by setting realistic goals and encouraging the employee to achieve these goals, then measuring the result daily or weekly Performance management methods are more flexible than Performance appraisal, and its parameters more tangible concentrate on what an employee can realistically achieve in a day of work.Performance appraisal is intended to measure the performance of employees inside the company for a year. Performance appraisal can be considered as a single step in management performance-a step that focuses on the employee's past perfo rmance. Managers and supervisors act as Judge for the employee work performance by identifies weaknesses and strengths of the employee and set a plane to improve his knees ability utilizing his strength. Performance appraisal use structured and formal method in evaluating the employee, these evaluations consist of specific measures at specific area and they based on the company goals.Performance appraisal sets a high performance measurement to show employees what is expected and encourage them to meet those expectations. Performance management process is a systematic process that contains the flowing component: 1- Planning (Setting expectations) planning means setting performance expectations and goals for groups and individuals to achieve the company goals. Getting employees involved in the planning process will help them understand the goals of the organization, what needs to be done, why it needs to be done, and how well it should be done.Also this step measurable, understandable , and achievable. 2- Monitoring performance Monitoring well means continually measuring performance and providing ongoing feedback to employees and work groups on their progress toward reaching their goals. 3- Developing. Developing means improve the capacity to perform and this can be done by addressing the developmental needs of their employees by training and improve the irking process to become more effective and efficient. 4- Rating.Rating meant rating the employee against performance standard by summarize employee performance, this rating help the manger compare the performance over time or between the employee 5- Rewarding. Rewarding means rewarding good performance and this can be by day-to-day recognition (like say thank you) or it can yearly like cash and time off. It Lifelong, self-monitored process of career planning that involves choosing and setting personal goals, and formulating strategies for achieving them. Employer: The employer should build a career management pr ogram that's meet present and future needs of the company.Retirement Plans: How long I must be employed before you qualify to participate in retirement plans? Vacation and Paid Time Off How long is the yearly vacation? What is the standard time for the vacation? Disability Insurance: Does this company have disability insurance? Does the company have stock options? My benefit package that I will negotiate is: Medical insurance from the first degree, and it should include my family and my parents. Dental Insurance A bonus at the end of the year that does include at least two months' salary. 30-day yearly paid vacation.
Saturday, November 9, 2019
Seven Personal Qualities Found in a Good Leader
How often have you heard the comment, â€Å"He or she is a born leader?†There are certain characteristics found in some people that seem to naturally put them in a position where they're looked up to as a leader. Whether in fact a person is born a leader or develops skills and abilities to become a leader is open for debate. There are some clear characteristics that are found in good leaders. These qualities can be developed or may be naturally part of their personality. Let us explore them further. 1. A good leader has an exemplary character. It is of utmost importance that a leader is trustworthy to lead others. A leader needs to be trusted and be known to live their life with honestly and integrity. A good leader â€Å"walks the talk†and in doing so earns the right to have responsibility for others. True authority is born from respect for the good character and trustworthiness of the person who leads. 2. A good leader is enthusiastic about their work or cause and also about their role as leader. People will respond more openly to a person of passion and dedication. Leaders need to be able to be a source of inspiration, and be a motivator towards the required action or cause. Although the responsibilities and roles of a leader may be different, the leader needs to be seen to be part of the team working towards the goal. This kind of leader will not be afraid to roll up their sleeves and get dirty. 3. A good leader is confident. In order to lead and set direction a leader needs to appear confident as a person and in the leadership role. Such a person inspires confidence in others and draws out the trust and best efforts of the team to complete the task well. A leader who conveys confidence towards the proposed objective inspires the best effort from team members. 4. A leader also needs to function in an orderly and purposeful manner in situations of uncertainty. People look to the leader during times of uncertainty and unfamiliarity and find reassurance and security when the leader portrays confidence and a positive demeanor. 5. Good leaders are tolerant of ambiguity and remain calm, composed and steadfast to the main purpose. Storms, emotions, and crises come and go and a good leader takes these as part of the journey and keeps a cool head. 6. A good leader, as well as keeping the main goal in focus, is able to think analytically. Not only does a good leader view a situation as a whole, but is able to break it down into sub parts for closer inspection. While keeping the goal in view, a good leader can break it down into manageable steps and make progress towards it. 7. A good leader is committed to excellence. Second best does not lead to success. The good leader not only maintains high standards, but also is proactive in raising the bar in order to achieve excellence in all areas. These seven personal characteristics are foundational to good leadership. Some characteristics may be more naturally present in the personality of a leader. However, each of these characteristics can also be developed and strengthened. A good leader whether they naturally possess these qualities or not, will be diligent to consistently develop and strengthen them in their leadership role.
Thursday, November 7, 2019
Free Essays on Cognitive Behavior
Where did Cognitive Behavior Therapy come from? Cognitive behavior therapy was devised in the late 1950s and early 1960s by Albert Ellis, Ph.D. in New York and by Aaron Beck, M.D. in Philadelphia. Although they worked independently of each other, both Ellis and Beck had grown dissatisfied with the traditional psychoanalytic (Freudian) therapies that they thought were ineffective. They both trained with Freud. Both Ellis and Beck believed that peoples’ conscious beliefs and thought processes were very important in understanding how people became depressed, anxious, or disturbed. Freudian psychoanalytic theory, on the other hand, had tended to de-emphasize conscious thought. By the late 1950s, advances in behavioral science and experimental psychology had brought up questions of the main assumptions of psychoanalysis, and new theories of the human mind were coming about. â€Å"There are actually several kinds of Cognitive-Behavioral therapies (spelled behavioural in British English), and they all employ the same general premise: in contrast to the psychodynamic emphasis on insight into unconscious motivation, the cognitive-behavioral therapies emphasize the ability of people to make changes in their lives without having to understand why the change occurs. â€Å" (Richmond, 2001) What is the theory behind Cognitive Behavior Therapy? By 1962, research into human emotion had found that people’s thoughts, beliefs, and assumptions about events are important in guiding emotional experience (Carson, B.M. 2000). For example, important research showed that people tend to label their physiological arousal according to the environmental situation they perceive. Experiments demonstrated that the physical effects of adrenaline could be labeled as fear, anger, or giddiness, depending on the person’s assumptions and thoughts about their situation. Because people's thoughts had such powerful effects on their emotional experience and emotional ... Free Essays on Cognitive Behavior Free Essays on Cognitive Behavior Where did Cognitive Behavior Therapy come from? Cognitive behavior therapy was devised in the late 1950s and early 1960s by Albert Ellis, Ph.D. in New York and by Aaron Beck, M.D. in Philadelphia. Although they worked independently of each other, both Ellis and Beck had grown dissatisfied with the traditional psychoanalytic (Freudian) therapies that they thought were ineffective. They both trained with Freud. Both Ellis and Beck believed that peoples’ conscious beliefs and thought processes were very important in understanding how people became depressed, anxious, or disturbed. Freudian psychoanalytic theory, on the other hand, had tended to de-emphasize conscious thought. By the late 1950s, advances in behavioral science and experimental psychology had brought up questions of the main assumptions of psychoanalysis, and new theories of the human mind were coming about. â€Å"There are actually several kinds of Cognitive-Behavioral therapies (spelled behavioural in British English), and they all employ the same general premise: in contrast to the psychodynamic emphasis on insight into unconscious motivation, the cognitive-behavioral therapies emphasize the ability of people to make changes in their lives without having to understand why the change occurs. â€Å" (Richmond, 2001) What is the theory behind Cognitive Behavior Therapy? By 1962, research into human emotion had found that people’s thoughts, beliefs, and assumptions about events are important in guiding emotional experience (Carson, B.M. 2000). For example, important research showed that people tend to label their physiological arousal according to the environmental situation they perceive. Experiments demonstrated that the physical effects of adrenaline could be labeled as fear, anger, or giddiness, depending on the person’s assumptions and thoughts about their situation. Because people's thoughts had such powerful effects on their emotional experience and emotional ...
Monday, November 4, 2019
Worldwide View on the Death Penalty Research Paper
Worldwide View on the Death Penalty - Research Paper Example Moreover, criminal activities that may result in a death penalty are referred to capital offences or capital crimes. The phrase capital stems from a Latin word meaning execution that is undertaken through beheading (Hood 8). In previous times, capital punishment has been put into practice by a large number of societies. Presently, 58 countries aggressively put it into practice, and 97 nations have abolished it. The remaining nations have not employed death penalty for almost 10 years or only practice it in isolated occasions, for example, during war time. In addition, the death penalty is a subject of dynamic controversy in a number of states and countries, and opinions may differ within a sole cultural religion or political ideology. Article 2 of the Charter of Fundamental Rights of the European Union proscribes the employment of capital punishment. Presently, Amnesty International deems a large number of countries as abolitionist. In 2007, 2008, and 2010, the United Nations General Assembly adopted non-binding declarations requiring a global moratorium on executions, with an aim to ultimate abolition. Even though numerous countries have abolished the death penalty, more than 60% of the population of the world resides in nations where executions occur, for example, the United States of America, China, and Iran. Also, the United States of America and China voted against the resolutions of the General Assembly (Hood 54). This paper will analyze the worldwide view on the death penalty while looking at the trends that have affected obliteration of the death sentence in states that have abolished it, the movement towards global abolition of the death penalty, some of the major countries who practice the death penalty, trends between pro death penalty countries. It will also analyze the potential of abolition in these countries, the role of international organizations in the search for a worldwide abolition, and the differences that might exist in public opinion reg arding the death penalty around the world. The global death penalty trends are obviously in the direction of abolition. The practice of the death penalty globally has continued to reduce in size, and use of the death penalty has also been gradually more restrained in international law. Since 1990, approximately 3 nations have abolished the death penalty, and currently, 141 countries and almost two-thirds of the globe have abolished the death penalty or have terminated capital punishment in practice or law (Mandery 36). The Hungarian Constitutional Court asserted that the death penalty abuses human dignity and the inherent right to life as highlighted in article 54 of the constitution, on October 24th, 1990. This had the impact of abolishing the death penalty for all criminal activities in the country. The South African Constitutional Court affirmed the death penalty for murder as illustrated by the laws to be contrary with the exclusion of punishment, cruel, degrading or inhuman tre atment, or punishment under the nation’s acting constitution, on 6th June 1995. On 9th December 1998 the Republic of Lithuania’s Constitutional Court judged the death penalty for murder in the Criminal Code conflicts with the Constitution on protecting the right to life. The Ukrainian Constitutional Court asserted that the death penalty was not constitutional and the laws permitting it invalid on 29th December 1999. The constitution prohibits torture and inhuman behavior that abuses human dignity. On 11th November 1999 the Republic of Albania’s Constitutional Court declared the death penalty in peace time as conflicting with the constitution, which gives the
Saturday, November 2, 2019
The Changes in Business Strategies for the Royal Furniture Term Paper - 1
The Changes in Business Strategies for the Royal Furniture - Term Paper Example In order to cope with these challenges, Royal Furniture has to bring a positive change in the company’s overall structure through the integration of change management, organizational behavior, and corporate strategies. This is important to sustain long-term modifications because critics argue that change management comes along with unavoidable risks and failures (Burnes, 2009). Hence Royal Furniture would have to critically evaluate its past and present performance prior to making future strategies. The Royal Furniture is operating in the international furniture industry for more than four decades. However, the company is currently facing immense challenges in terms of business policies, structure, and people. For instance, competition is drastically increasing because competitors are implementing new management and marketing strategies. Moreover, the business environment all over the world is now dominated by customized products and services. This has persuaded many organizations to change their traditional business structure and policies. Globalization has greatly facilitated business expansion while unveiling new markets and business opportunities, but it has also boosted the competition in the international consumer market subsequently leading to the change in business environment (Gottschalk, 2007). The consumer mindset is transforming as per the latest trends prevailing in the society which has been facilitated by intense communication networks. Social networking and internet marketing has proved fairly beneficial to the progress and development of different organizations.Â
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