Finance Analysis Assignment Example | Topics and Well Written Essays - 500 words

Finance Analysis - Assignment Example The company’s debt to total assets and the debt to equity ratio clearly shows that the company has been keen towards loan finance and currently the company’s debt as a percentage to its total has exceeded over 50%. The company’s quick ratio portrays a falling trend. This reduction in the quick ratio suggests that the company may face problems in paying of its obligations as they fall due, this can be because of an increase in debt obligation and a reduction in the ability to convert stock into cash (as shown by the inventory turnover ratio). 2. Assuming that the share price for REC company is $30, the company’s P/E ratio in the year 2004 would be 15.3 (30/1.96 (Market price per share/ EPS)). This P/E ratio can be considered to be good with respect to the clothing industry, hence it can be deduced that a $30 price per share for the REC company is the best value for money for an investor (Yahoo Finance, 2011). 3. The days payable outstanding ratio for the REC company is 41 days. This collection period is higher than the industry average, hence it clearly suggests that the wholesaler would be paid in comparison to the industry trend. As a wholesaler, this would not be amusing and would result in selling shoes to other retailers rather than REC company, who would pay a bit earlier i.e. in line with the industry average of days payable outstanding ratio. 4. As a recent college graduate, I would definitely join the company as the company seems to be a good learning prospect. The company operates in two different industries i.e. recreational equipment and clothing hence it would provide good learning exposure for me. The company’s finance department seems to be operating efficiently, considering the financial statements and the ratios prepared by the finance department. The financial statements seem to prepared after considering the relevant accounting and financial standards hence it the seniors

The Duty of the Employer to the Employee is the sole focus of Health Essay

The Duty of the Employer to the Employee is the sole focus of Health and Safety Law in Ireland - Essay Example Regardless of the post or position in an organisation each and every employee is protected by the law governing provisions on safety conditions in an organization. However, many organizations breach these laws. For this reason, employees have the responsibility of ensuring they receive the proper safety precautions from their organization. Additionally, employees should demand compensation in case of an accident in their organization2. On many occasions, many employees choose to sue their organisation in case of an accident. However, there are laws that protect an organisation from unnecessary law suits. In Ireland, employees are protected by the Health and Safety Authority (HSA). The body is responsible for the provision of guidelines under which employees and employers relate to workplace safety. The organisation also provides evaluation and analysis reports on the state of workplace safety in Ireland. The body also governs the way in which workplace safety disputes are solved. Workplace safety in Ireland is the creation of HAS since it has been functioning as a workers union in the country in terms of protecting employees from hazardous working environments3. The author further argues that the establishment of the organisation was a big step towards the global campaign of ensuring employers is responsible for their employees’ safety. As a nation, Ireland has large industrial market under which millions of human resources are employed across the nation. This number is also comprised of the self employed persons. Additionally, employers are also including both public and private companies4. Under the HAS all these organizations are governed by the rules and regulation provided by the organization. The large industrial market in Ireland greatly depends on the effort by the human resources and for this reason they have to be protected from hazardous working conditions. In a workplace safety report according to the HSA there was 7658 non-fatal accident

Finance Analysis Assignment Example | Topics and Well Written Essays - 500 words

Finance Analysis - Assignment Example The company’s debt to total assets and the debt to equity ratio clearly shows that the company has been keen towards loan finance and currently the company’s debt as a percentage to its total has exceeded over 50%. The company’s quick ratio portrays a falling trend. This reduction in the quick ratio suggests that the company may face problems in paying of its obligations as they fall due, this can be because of an increase in debt obligation and a reduction in the ability to convert stock into cash (as shown by the inventory turnover ratio). 2. Assuming that the share price for REC company is $30, the company’s P/E ratio in the year 2004 would be 15.3 (30/1.96 (Market price per share/ EPS)). This P/E ratio can be considered to be good with respect to the clothing industry, hence it can be deduced that a $30 price per share for the REC company is the best value for money for an investor (Yahoo Finance, 2011). 3. The days payable outstanding ratio for the REC company is 41 days. This collection period is higher than the industry average, hence it clearly suggests that the wholesaler would be paid in comparison to the industry trend. As a wholesaler, this would not be amusing and would result in selling shoes to other retailers rather than REC company, who would pay a bit earlier i.e. in line with the industry average of days payable outstanding ratio. 4. As a recent college graduate, I would definitely join the company as the company seems to be a good learning prospect. The company operates in two different industries i.e. recreational equipment and clothing hence it would provide good learning exposure for me. The company’s finance department seems to be operating efficiently, considering the financial statements and the ratios prepared by the finance department. The financial statements seem to prepared after considering the relevant accounting and financial standards hence it the seniors

Development of Youth Culture Essay Example for Free

Development of Youth Culture Essay There is no single reason for the development of culture; rather, it came about as a result of the number of different social changes occurring at the same time. These developments included the increasing economic power of young people, the influence of the USA and globalisation, social changes at the end of World War 2, development of the media, demographic change in the numbers of young people and the transition to adulthood. Defining youth culture can be difficult because different cultures and interruptions in employment status’s can affect the perspective of what â€Å"youth† is. Culture is the way we live within our culture and youth culture is the way youth lives within it but because of the difficulties youth culture could mean different things to different cultures. Youth culture developed in the early 1950’s, although the idea of youth as a phase in life has a longer history. Youth culture was first developed in America after World War 2, which then Britain decided to follow due to media and other influences from America. In my opinion the most important factor that developed youth culture was the economic changes in society. Due to the demand in workers after the Second World War there was an economic growth. The first person to realise the impact this was having on young people was Abram’s (1959) who analysed the increased economic power of the ‘teenage consumer’. There was a noticeable pattern in what was getting most money spent on, because young people were the age group spending the highest proportion of their income on leisure activities and music, clothes and cosmetics. This increase in economic power created the conditions for the emerging youth culture to develop. For the first time, young people had significant amounts of money to spend. Another extremely important factor for the development was the social change at the end of World War 2. There was much more opportunities for young people and possibilities at this time. Before the war, Britain was characterized by a class structure. By the time it came to the 1950s, we started to see a change in the economy and this opened up oppurtunities and individual expression. Judging on conventional standards, opportunities were becoming bigger. Cinema, art, literature and theatre began to explore new ideas. Amongst many new ideas was that young people were a distinctive group with new values and ideas about their place in society. The next important development for youth culture in my opinion was the influence of the USA and globalisation. With the changing culture and the growth in affluence of the 1950s, there was a ready market for American goods and culture, which included rock and roll music and other products aimed at the new ‘teenage market’. A quote from Leech (’76) saying ‘youthquake’ explained how a change in the new youth was such a sudden change it was like an earthquake. Globalisation recognised what young people wanted and advertised it more. I think the next development of the youth culture which was important was the growth and specialization of media. Media was becoming a lot more popular and so was advertisement. The media started to advertise the products that young people during that time wanted and this was a massive boost for the economics and spread quickly across the world. The 1950’s saw an explosion of different sorts of media. This was only possible because of the growth in social diversity and an increase in spending power that persuaded companies to spend large amounts of money advertising the new media. As a high-spending and newly discovered group, young people became the target for advertisers and hence the commercial media competed to attract this market. Another social condition that made the development of youth culture possible was transition to adulthood. Transition refers to the movement from being economically and socially dependent on parents, towards independence. The length of transition increased over the 20th century as the average period in education. Due to the longer age of being in education, it meant that typical adult responsibilities were taken on increasingly later in life, leaving young people with a number of years where they were physically mature but without the responsibilities of adulthood. This caused young people to want their own place in society. The last social condition that helped youth culture become possible was the demographic change in numbers of young people. After the war because couple had been split for so long because of hundreds of men being sent abroad, many sexual experiences had been delayed for years. The result was that when the men were released from the armed forces in 1945/46, there was a huge increase in birth rate. Although many of the children born at this time were not ‘teenagers’ until the end of 1950’s, they did ensure that youth culture continued and grew as a cultural form. Around 50 to 60 years ago, for the first time, a youth culture appeared to be emerging – young people appeared to be developing their own values, customs, tastes, clothes, music and language. After studying and discussing all the different social conditions that developed youth culture I have discovered that youth culture wasn’t made overnight. It took all these 6 main factors to create this culture and carry it on until this day. Economics was the most important condition in my opinion due to the fact that it all started because of the economic boost after World War 2. America was the country that started this youth culture and Britain followed it after the war ended. Abercrombie et al. (2000) has suggested that youth culture has three distinguishing features: leisure, style and peer group.

Reflection on Leadership Skills for the Forces

Reflection on Leadership Skills for the Forces Task 1: From LC â€Å"Context† lessons 6-9, describe ONE significant insight that you have gained and explain why. The concept of â€Å"Organisational Culture† taught in Lesson 7 left the deepest impression on me, as I sought to ponder and apply this concept in the context of the Singapore Armed Forces (SAF), specifically the Army. The key question that arose was whether there is a uniform culture in the Army. If so, what is important about the presence of such a culture? As I sought to clarify these questions, a related concept of leadership came into mind. Undeniably, the leadership of an organisation would form and develop, or even change the foundation of its values and cultural norms. These values, assumptions and norms can then shape an organisation’s culture. According to Colins and Porras, leaders need to adopt a firm belief that some things should never change (Collins Porras, 2011). Some things such as the SAF core values and beliefs ought to remain unchanged as alterations could potentially lead to destabilisation. Using my experience while serving as an Officer in Command (OC) and the observations of my Divisional Commander, BG Lam Shui Tong; I would explain how leadership is able to shape the organisation’s value systems, and in the process align the followers to its mission statement, purpose and values. As an OC, I was in charge of a ‘support’ company of 150 men from different walks of lives, and my duty was to train them to become operationally ready soldiers. To align everyone with SAF’s mission statement, I consciously inculcated the message of ‘Always (being) Ready and Expect the Unexpected’ into my men. I also made it a point to ensure that I am a positive role model who ‘walks the talk’ and to facilitate their internalising of this core value. Over time, it was observed that my men were more self-motivated and strived to become more competent. At the higher level, I observed the same dynamics at work. My Divisional Commander, BG Lam, believed strongly in a culture of fitness. He held the belief that physical fitness activities can bond people and build their character. To instil this culture of fitness within the organisation, events such as â€Å"Olympics Challenge†, Friendship runs, Frisbee and cycling were organised. As a leader who ‘walks the talk’, he would personally conduct physical training for the division on Mondays and for all NS units during their In Camp Training. On Wednesdays and Fridays, he would play Frisbee and cycle with his men. Over time, everyone began to appreciate the greater sense of camaraderie, as well as improved fitness levels. These two examples demonstrated that a leader’s actions can influence and impact organisational culture. When the individuals within the organisation are influenced with the organisation’s culture, they become more committed and aligned with the organisation’s shared values and vision. Task 2: State the appointment that you are likely to be posted to after CSC. Analyse and describe key aspects of the leadership context of the appointment that you will face, using the circle from SAF Leadership Framework and concepts you learnt from lesson 6-9. After CSC, I will have the opportunity to command a NS Infantry Battalion (IB). As a NS CO, I am responsible for NSmen who will come under my charge. These NSmen are soldiers who have completed the 2 years of national service and my core responsibility is to ensure that they continue to be competent, and are operationally ready. The foundation and strength of our Army lies in our people, thus my first emphasis would be to understand the composition, values and history of the unit. During the NSmen’s active days, the CO would have made a positive impact to the soldiers and some form of organisational culture would have been formed. As their NS CO, there is a need for me to sincerely understand and analyse the unit’s culture before proposing any change. Even in the implementation of new rules or norms, the process has to be gradual to allow for ease of adjustment. In addition, the SAF 24/7 Leadership Framework will serve as a reference point for me to influence my soldiers towards achieving the unit’s mission and purpose, the desired outcomes and new operating environment (Yin, 2011). Fundamentally, it must be understood the motivation of NSmen will be different from their active days (Chee, 2012). However, I believe our core SAF values will be the binding factor in a unit of diverse personalities. In managing such diversity, I foresee having to apply direct leadership. Specifically, during their ICT, the adoption of direct leadership methodology such as â€Å"Meet The People† sessions is important in providing an open communication channel, which will allow the NSmen to raise their concerns and for me to respond appropriately. In order to facilitate such communication effectively, it is paramount to bring on board my key appointment holders such as the Principal Staff Officers and OCs. In situations, such as mobilisation exercises, there will be a need to exercise organisational level leadership. Besides having to empower my commanders, there has to be a focus on addressing complex policies such as NS training requirements. Through the application of different leadership levels, and communicating the unit’s mission, purpose and values to every stakeholder, it will provide the platform to achieving SAF’s mission. Task 3: Identify and explain the key leadership requirements for this appointment. First, with the SAF 24/7 Leadership Framework (Figure 1), I understood the theoretical basis of having to possess the ‘right’ values, so as to guide my actions. My values should, and need to be aligned with the organisation’s values; in order for me to convey SAF’s vision effectively through my speech and actions. With this self-awareness, I understand that my actions can either positively or negatively influence my followers’ behaviours. Second, I have learnt from LLC lecture 5 that appropriate leadership style is dependent on situations. This is because the adoption of different leadership styles will allow for more effective addressing of the issues faced by my subordinates. As a Battalion Commander, I need to change my leadership styles according to the competency, motivational and commitment levels of the staff under my charge. A/P Chan also highlighted that a leader should possess a â€Å"full repertoire of styles 6† to suit different situations. As I build upon this new understanding of a spectrum of leadership styles, it is essential for me to exercise flexibility and adjust my leadership style accordingly. Third, prior to attending CSC, I was introduced to the Leadership, Management and Command Model (LMC) when I read the SAF Pointer Monograph â€Å"Called to Lead†. Then, I saw LMC as three separate skill sets that a leader ought to possess, and that a leader cannot be effective in all 3 domains. After attending the LLC lectures (1 to 5), I gained a more thorough understanding of the 3 domains that are intertwined. I gained the insight that I cannot afford to exercise my role as Leader, Manager, and Commander (in the position of a Battalion Commander) independently of each other. Instead, I have to work on exercising all three domains simultaneously. This relationship is illustrated in Figure 2. The LMC model provides a clear conceptual tool to analyse and formulate my command and leadership strategy accordingly. In the scenario where my subordinates are already doing a good job in administration and resource management, I can then devote more time and effort in motivating and inspiring my team. Task 4: My leadership strengths and weaknesses. How do I intend to deal with my weakness. As an SAF personnel who has been deployed into various appointments and also through the feedback channels available in this course, I understand that my strengths lie in the ability to employ values-based leadership, and interpersonal effectiveness. In leading my staff, I consciously endeavour to treat every man fairly and respectfully. Also, I ensure that my actions are guided by sound moral principles, and be willing to take responsibility for my actions. For my commitment to employ values-based leadership, I am well-regarded by my superiors and subordinates Possessing interpersonal effectiveness is another strength of mine that would help to establish and maintain good relationships in the workplace. In order for the SAF to excel in its mission of national defence effectively, it is essential that a strong rapport is established between colleagues with different job functionalities. The strong bonds and cordial relations would help the big SAF family to support to one another through challenging times. To enhance my effectiveness as a leader, it would be beneficial that I strengthen my skills in the area of communicating to influence, and in exercising style flexibility. When there is a need to share my ideas, the natural instinct would be to convey my thoughts in a direct manner, and assume that they will be accepted wholly by others because my ideas are anchored on logical thinking and research. When this does not happen, I would presume that others are less informed than I am. Upon deeper reflection, I internalised the learning point that it is necessary for me to explain the rationale of my ideas, so as to encourage acceptance by others. Essentially, part of effective leadership is â€Å"†¦ the process of influencing others to achieve a common outcome†[1]. Through the opportunities provided in this course, I would make a conscious attempt to explain the rationale of my ideas to my course-mates. The other area that I could work on is to exercise style flexibility, according to the situation and circumstances. When there is a need to tackle problems, I have the tendency to approach the issue in a rigid manner. As a result, I appear to be stubborn or foolhardy. The lesson on FRLM increased my knowledge of the different leadership styles that a leader could undertake. I would consciously explore utilising transformational leadership instead of relying heavily on transactional leadership. I have requested for my CSC buddy and my course-mates to provide feedback on my progress. REFERENCES SAF Leadership Development Doctrine Directive 2/2004, SAF Leadership Framework dated 26 Jul 2004 SAF Leadership Development Doctrine Directive 3/2004, SAF Leadership Competency Model dated 26 Jul 2004 Chan, K.Y.; Soh, S. Ramaya, R. (2011). Military Leadership in the 21st Century: Science and Practice. 1 [1] Chan Kim-Yin, Star Soh, Regena Ramaya (2011), Military Leadership in the 21st Century: Science and Practice. Cenage Learning, p4.

Health Policy and Chronic Pain Management Essay -- palliative care, ch

Introduction   Pain is not always curable but effects the life of millions of people. This essay examines the Essence of Care 2010: Benchmarks for the Prevention and Management of Pain (DH, 2010). Particularly reflecting on a practical working knowledge of its implementation and its relevance to nursing practice. It is part of the wider ranging Essence of Care policy, that includes all the latest benchmarks developed since it was first launched in 2001. It was produced specifically to improve localized quality in the delivery of healthcare. The document was chosen because I have a particular interest in palliative care and those suffering from chronic pain. Pain effects the quality of life effecting large numbers of the population, especially those near the end of life. This essay will look at defining what social policy is and give a brief overview of the selected policy. Examining the need for the policy, statistical evidence supporting this. Then the pressure groups lobbying and who may have been influential in policy development. The goals and objectives set out in the policy and subsequently analysing one aspect of the policy in particular are included. How patient care and nurses delivery of said care is improved by this policy. Practically considering the difficulties involved in implementing the policy in nursing practice. Along with methods of delivery and evaluation. Body So what is social policy? David Gill is often regarded as one of the most authoritive authors on the subject (1973 cited by Lavalette and Pratt 1997). For Gill it was â€Å"the analysis of access to life-enhancing and life-sustaining resources† In his book 'Social Policy' (Titmuss, 1974) Timuss suggested that 'policy' is action-orientated and proble... ...n.org.uk/__data/assets/pdf_file/0004/269185/003542.pdf [last accessed 6/5/2013] Titmuss, R. (1974) Social Policy. London: Unwin Hymen publishers. Toofany, S. (2005) Nurses and health policy. Nursing Management :(12)3 :pp. 26-30 Winfield, H., Katsikitis, M., Hart, L. and Rounsefell, B. (1989). Postoperative pain experiences: Relevant patient and staff attitudes. [online] 34(5): pp.543-552. Available at: http://www.sciencedirect.com/science?_ob=ArticleURL&_udi=B6T8V-45WYV7R-7G&_user=10&_coverDate=12%2F31%2F1990&_rdoc=1&_fmt=high&_orig=gateway&_origin=gateway&_sort=d&_docanchor=&view=c&_acct=C000050221&_version=1&_urlVersion=0&_userid=10&md5=35e6b5e8c8f803b487b35d4ae3b06cef&searchtype=a[ [accessed 8/5/2013] World Health Organization (WHO)(2011). WHO's Pain Ladder.[online] Available at: http://www.who.int/cancer/palliative/painladder/en/. [Accessed 7/5/2013].

Employee view of a Fat Person :: essays research papers

Overweight Americans face discrimination every day. This type of discrimination is a violation of The Civil Rights Act of 1964(Title VII, 42 U.S.C.  § 2000 et seq.) which â€Å"established basic federal law on employment discrimination† (http://www.obesity.org/discrimination/employment.shtml). Three major factors contribute to being overweight. These factors are hereditary, medication and ethnicity. An obese person may be entitled to claim disability payments from the Social Security Administration. Discrimination against an employee for being overweight would be wrong when the Social Security Administration recognizes obesity as a disability. Adults who qualify for disability claim it for muscle or skeletal complications. Severe obesity inflicts the body with pain and affects normal daily activities. When severely obese people find performance in their occupation of choice is compromised and qualifies for disability. Individuals use disability programs for assistance when they cannot commit to normal employment. â€Å"The American Obesity Association defends the rights of disabled persons with obesity, because obesity: is a disease, is the second leading cause of premature death, can cause many health conditions such as diabetes and coronary heart disease, is a source of stigmatization and discrimination, can lead to a poor quality of life and impaired mobility, can cause physical and emotional pain that can be disabling† (http://www.obesity.org/subs/disability). Companies should not discriminate against anyone with this type of disability since the Social Security Administration considers obesity a disability. If an obese person can do her job without any inabilities, there should be no reason for an overweight employee to be dismissed. Obesity is a factor of a heredity condition. Obesity is defined â€Å"as a weight more than 20% above what is considered normal according to standard age, height, and weight tables, or by a complex formula known as the body mass index† (http://www.encyclopedia.com/printable.asp?url=/ssi/o1/obesity.html). This condition runs in families but does not mean an individual is predisposed to it. Some contributing factors to obesity are sedentary lifestyles and poor eating habits. The environmental factor that contributes to overweight problems includes little or no physical activity. Most adults working long hours do not have time for physical activities. Companies should promote physical activities within the organization to help employees become more active. Psychological factors influence eating habits. Employees who become depressed will overeat. Negative emotions including boredom, sadness, or anger may influence employees eating habits. Employers should offer mental health programs to assist employees when dealing with emotional situations. Certain medications are known to increase weight.