Accounting Theories

Accounting Theories It is possible to use the stakeholders theory in analyzing the case study ‘Westpac chief admits banks failed in the bush’ by Sid Harris (Deegan 2009, p.326). According to the stakeholder’s theory, the issue of ethics and morality are important in making sure that the managerial decisions of the organization do not negatively affect the stakeholders. Westpac Bank’s decision to close some of its branches in rural areas is both unethical and illegitimate in nature.Advertising We will write a custom case study sample on Accounting Theories specifically for you for only $16.05 $11/page Learn More However, the illegitimacy of the decision is only emerges when analyzing the case on the perspectives of the community’s. It is clear that the bank presence in the rural areas makes the community a pertinent beneficiary. In addition, the case gives an insight into the interests of other major stakeholders in rural banking. For example, t he case refers to an intense competition between banks and government deregulations common the area. This makes the competitors and the government the major stakeholders. It also makes then gain a significant influence on the bank’s decision. Apart from the bank employees, the case also refers to other major stakeholders such as telecommunication companies. The purpose of these stakeholders was to offer technology for in-store operations. The stakeholder’s theory states that if the company does not make certain decisions, then its impact on stakeholders, the company and the community will not take place. Therefore, it was necessary to carry out a major assessment on the binding social contract and evaluation by all stakeholders (Friedman Miles 2006, p. 54). In one of the health surveys done in Canberra, the stakeholder’s theory supports critical issues affecting the society (Deegan 2009, p. 369). For example, it is evident that people rely heavily on the enviro nment, while its pollution is detrimental to both the business and human health. Another scenario where stakeholders theory applies is in the article ‘Bank to slash extra 1000 jobs’ by Nicola Webber. Webber’s article investigates and analyses how an unethical decision by Commonwealth Bank to retire its staff affects various stakeholders (Deegan 2009, p. 369). This decision is unethical, considering that the bank is still gaining high profits. The need for a social charter provides an evidence for a social contract. This acknowledges that corporations are still liable to communities. On the other hand, the case study also shows how other important stakeholders like the consumer advocates, the government and labor unions are key stakeholders in businesses. Ethical considerations are essential in determining the morality of business decisions.Advertising Looking for case study on business economics? Let's see if we can help you! Get your first paper with 15 % OFF Learn More Institutional theory is also applicable in the case study. Institutional theory asserts that certain trends and cultures may have an impact on the institutional or corporate policies, but only if they are relevant to the prevailing environmental conditions or regulations (Tool 2000, p 222). This compliance to the prevailing conditions makes organizations thrive. For example, competition and government deregulation has made the bank pull out of business in rural areas. Businesses normally do this. A social contract is another form of institutionalism. A social contract is important in ensuring that an organization develops good relations with the community. This form of institutionalism is also evident in the case study ‘Bank to slash extra 1000 jobs’ by Nicola Webber. In understanding accounting theories, the theory of legitimacy is another important concept. Legitimacy theory depicts that certain obligations bind corporations to ensure the communities in which they operate benefit from their activities (Hoque 2006, p. 169). From this perspective, a social contract becomes legitimate and an important consideration before starting any business within any given social-setup. In case of the Westpac Bank, the bank already lacked legitimacy because its existence did not benefit the community. It was necessary to challenge the existence of the bank in the rural areas because it was already in a social contract with the local community. The same problem occurs in the case of Commonwealth Bank that failed to protect its staff’s jobs. The management of the Commonwealth Bank lacks to understand the impact of the loss of 1000 jobs. The bank is supposed to consider the implication the decision will have on the community. Most of those who lost their jobs are vulnerable to antisocial behavior such as crime and drug abuse. The way in which corporations take responsibility in ensuring their operations should not affect the environment. This is an important way of evaluating the legitimacy of corporations. For example, ensuring that the corporation’s affluent and waste do not pollute the environment is critical. Otherwise, by not protecting and preserving the environment, a corporation is liable to penalties by relevant authorities. In each case discussed above, there are theories that best define the scenarios. For example, both the stakeholder’s theory and the legitimacy theory best analyze the Westpac’s Bank case. On the other hand, legitimacy theory highly focuses on the environmental impact of some organizational decisions.Advertising We will write a custom case study sample on Accounting Theories specifically for you for only $16.05 $11/page Learn More Therefore, it is good in analyzing the health survey study in Canberra. Finally, the three accounting theories (institutional, legitimacy and stakeholders’ theory) best analyze the Commonwealth Bank case. The fact that the case has an impact on stakeholders, business culture and the environment provides a justification for the analysis. References Deegan, C, 2009, Financial accounting theory, McGraw-Hill, Sydney. Friedman, A Miles, S 2006, Stakeholders: Theory and practice: theory and practice, Oxford University Press, New York. Hoque, Z, 2006, Methodological issues in accounting research: Theories, methods and issues, Sprimus Press Ltd, New York. Tool, M, 2000, Value theory and economics progress: The institutional economics of J. Fagg Foster, Springer, New York.

Case Of Organizational Behavior Samples

In a very broad sense, organizational behavior refers to the study of how human individuals interact or behave within a group. These studies are conducted extensively to understand how to better integrate the employees and run a business more efficiently. At the core of this field of study lies the idea that scientific approach can benefit an organization through better managing the workers and, thus, making sure the individuals work more cohesively and as a single unit. Organizational behavior may be loosely described as the process of understanding and predicting of human behavior as a group member or as an individual in order to manage and maximize their output within an organization. Organizational behavior also studies the behavioral traits or patterns individuals show to one another within the organizational sphere. The effects of these interactions are also studied in depth. Organizational behavior is the study of every behavioral aspects of an individual who is a part of a bi gger organization, the interface of two or more individuals, or between the individual and the organization or of the organization itself. Organizational culture is the single most important aspect and parameter that decides how will the performance of the employees be as individuals or a whole group. Moreover, organizational culture is the conglomerating bundle of the assumptions, values, ethical considerations, ideologies and other organizational parameters that decide how would an individual or a group within the organization behave while their interactions and interfaces between themselves and the organization or amongst themselves (Alvesson and Sveningsson 2015). These parameters all have important and extensive influences upon individuals and modulate their behavioral patterns, dictate how they dress or act as a member or part of the organization. Organizational culture also often sets the bar that decides and measures how will the performance of the individual and the group is (Alvesson 2016). Every single organization has distinct and visible organizational culture that varies from each other and are unique in i ts nature. These organizational culture are developed over days and are maintained tirelessly to uphold the organizational reputation within the industry. This reputation is one of the biggest attributes for ensuring a successful business (Ehrhart and Kuenzi 2017). Organizational culture is primarily a very basic but overall guideline or boundaries as to how should the employees behave while representing the company. Organizational culture is the unification of the values, ethics and behavioral pattern of the employees that make up the unique environment for each organization (Ostroff and Schulte 2014). While these behaviors are often up-front and are very visible, it is also often the case that these are embedded psychologically. The very core beliefs and values are personified by the behavior of the organization and, in some cases, the employees as well. The managing authorities are the ones who decide how would the employees behave within the organization. Organization culture fl ows down from the senior authorities to the employees and not the other way around (Ashkanasy and Dorris 2017).    Also termed â€Å"corporate culture†, organizational culture is reflected through a few basic functions of the company. It is the guidelines and broad paths through which an organization functions and operates its business: how does the organization treats and interacts with its customers and employees as well as how does it serve or helps the wider social communities (Bortolotti, Boscari and Danese 2015). Organizational culture decides upon how much freedom is given to the employees to have inputs about the operations of the company and what contributions do they have in the decision making process, providing new ideas for development and benefit of the organization or how much leniency is tolerated for p3ersonal expression. The hierarchical construction, the flow of power and how free flowing is information within the organization are all decided by the organizational culture and work ethics(Barbera 2014). The organizational goals and purposes demand the employees to believe and be committed to them and organizational culture plays a pivotal and decisive role in this: the organization must be able to make the employees feel welcomed and a valuable part of the organization so that they want to work for the employers and help them to fulfil the objectives that were set out with in the first place of starting the company (Glisson 2015). If the employees are made to feel they are important and they understand that the company is taking their care, they will themselves take care of the customers. The whole functioning of the company will be much smoother and the higher authority need not be directly involved in the interaction with the customers, rather, they can be focused more on other more pressing issues. Customer care and services, post sales services, product quality are all results and/or shaped by organizational culture (Hogan, S.J. and Coote, L.V., 2014). Another very important aspect of running a business in the modern world is the environmental s ide of it. Every business, industry or organization must abide by the rules and requirements to protect the environment and reduce the process of global warming. A strong and ethical organizational culture helps to make sure that organizations keep this in mind and not cause any harm to the planet (Dubey et al. 2017). Virtually every single step of the operations of an organization is impacted by the organizational culture: how will the idea of a new product or service be conceived and shaped, how will the marketing tactics be planned, how to reach the potential customers and how to penetrate the market (Uzkurt et al. 2013). Organizational culture takes a lot of time to achieve and once established, it is so involved in every operation of the organization that it becomes almost impossible to change. That is why organizations must be very careful from the very beginning, having a concise and cohesive idea about what they want to achieve through the business, i.e. the motives of the company (Kangas et al. 2016). Employees and customers have to be able to identify with the organizational business operations or goals if they either want to work there or buy the products or the services of a particular company. Organizational culture is defined as an â€Å"emergence† of a state within an organization that is highly complex and is incalculable. This state results from a few very simple ingredients, though the final outcome is different for every organization. There are three parameters within an organization that can be controlled, moderated and managed: the employees, the work and the customers. These are the three basic pillars of any organization and every single operation is executed and planned with focus on any, or all, three of these. Organizational culture is almost always highly influenced by regional cultures (Modaff, Butler and DeWine 2016). The beliefs and ideals of different social community shape how an organization will behave, treat its customers and employees. These beliefs and values are deep inside the collective social mentality, and it is only natural that these will be some of the primary things to decide what will be the operations of the organization. The creation of any organizational culture is dependent upon the beliefs and values of its leaders. Workplace culture is entirely created by the leaders as they are the ones with a proper idea about what is to be done band the true motives of the organization (Asgary and Li 2016). However, it is not the final deciding factor: while most of the times leaders do shape the organizational culture, there are also times when organizational culture also decides what kind of a leadership is possible, or how will the leaders behave him/herself. An established culture influences and shapes a leader just as much as it being influenced by the leader (Fullan 2014). An effective organizational culture decides and governs the mentality and behavior of the employees and the authority that will ensure the employees reaching their goals while adhering to the collective motivations. When an employee feels that she or he is being assisted and helped by the leader to fulfil their personal goal, job satis faction also gets better and this, in turn, pushes the employees to work even harder. While a strong organizational culture will help the employees in the process of achieving its goals and grow together, a weak one will have disruptions in the work and functions of the organization. However, if individual employees are seen as to be more important than the organization itself, sustaining the operations and striving towards the organizational goals may become difficult as the company will be having a tough time trying to balance the priorities (Goetsch and Davis 2014). The market orientation and culture of an organization must be focused at generating a profit and should revolve around results. Competition within an industry must be kept up with, if the organization wishes to stay in the game and keep generating a profit. Having an adaptive culture can help organizations immensely. This means an inclusive work culture where all the employees are included in the decision making process of the company. An adaptive or inclusive work culture ensures that the company y will survive through time, simply because it will have all the employees looking after its interests. A flexible work culture is dynamic in nature and are focused upon risk-taking and innovation (Glisso n 2015). Power culture within an organization decides how would information flow within the organization among the different departments. It also determines the hierarchy of the organization and the power structure. This kind of work culture is spearheaded by a single leader who takes all the decisions on behalf of the entire organization and controls the marketing and other strategies of the company. A role culture is where the employees all know their specific jobs and roles in the organization and report to their seniors. Efficiency and accuracy are paramount in a work culture like this one. There are some basic characteristics of organizational culture, despite being unique to every organization. Some of them are elaborated below: The organizational culture is a self-sustaining pattern that gives an idea about how things are to be done in the organization. Organizational culture is mostly instinctive and repetitive and cannot be easily categorized or labelled. Corporate culture is always evolving: slowly, but surely (Katzenbach, Oelschlegel and Thomas 2016). While it is almost impossible to change the entire established work culture, it is possible to control certain emotional aspects of it to control the performance and outcome of some of the functions. Cultural inputs and catalysts help companies to make changes that last longer and have more positive impact on the performance of the employees (Modaff, Butler and DeWine 2016). There are some basic principles of the organizational culture that help companies to achieve long term success. These can be defined as follows: Now that a rough but cohesive idea about the basic tenets of organizational culture has been comprehended, further discussion would try to establish the same as an important of business running. To achieve this, three case studies are looked into in greater detail and discussed how did they manage to be so successful despite such fierce competition in the sector and what role did organizational culture had to play in it. It is not unknown that Google has a very strong work culture that is also the biggest reason behind it being recognized as one of the most sought after companies to work at. Even pictures from inside Google’s offices make people chart their education and career plans so that one day they can achieve that. A company does not achieve such a status just like that. The very essence of the core ideals and beliefs of the company is forged within the organizational culture of the organization, that prompts its actions and every other strategy (Wei, Samiee and Lee 2014). The company has teams who are solely focused towards keeping the employees happy and making sure that productivity is consistent and regular. While it may seem intrusive to many, it is also true that great visions are often misjudged and/or frowned upon. It is understandable if some companies are weary of the organizational culture simply based on the fact that the industry of Google are absolutely different. While di fferent sectors do demand different work cultures, it is also true that some basic ideas can be used by every sector or organization within it. It has already been elaborated in the previous section about how can a greater employee integration help an organization to achieve higher degrees of success can happier employee circle ensure higher performance. This section will look into the different ways through which Google tries to achieve this aspect of organizational culture and, in turn, attain success. Google firmly believes in the fact that it is the employees behind the success of the organization. There are innumerable applications to work for the company and every single one of them are reviewed. The employee integration process begins at the very first step of hiring a person as an employee. In the interview process, the applicants are faced with odd situational questions and are asked to provide answers. The answers are not expected to be correct, rather the company tries to see which of the applicants have an aptitude for imagination and can come up with innovative ideas under pressure. This gives the organization an insight about the inner capacity of each individual at the very beginning. Human resource department relies solely on scientific research and data analysis to understand an d measure the performance of each individual employee properly. Extensive application of algorithm based formulae help the company to predict when will an employee leave the organization; optimal size of tables is also assessed using scientific methods. Google discovered that female employees take twice as many leaves as the male counterparts and this led the company to revamp the entire leave plans, giving the female employees paid maternity leaves. All of these steps taken provided the company with employees who were happier. Retention of the employees was achieved through providing them with higher perks and better paid leave plans. Google gives its employees a lot of perks including the advantages of bringing the children to the office and availing day care right there, sleep pods, free food throughout the day and many more which make the employees want to stay at the company. Studies have also shown that the employees perform better as well under these conditions. Google has clearly written guidelines about what are the ideals and organizational values. These ten grounding premises serve at the very core of the company and help the applicants properly understand what the organization expects them to do, which skills to possess and what are expected of them should they be selected to work for the company. Google shares all of its information with all of its employees. This makes the operations of the organization clear and transparent. The company also takes care to resolve any questions an employee may have regarding the organization. This assures the employees with a sense of security and makes them understand the operations of the company properly and enables them to work for the company in a clearer and proper fashion. Keeping the employees informed and enlightened about which direction the company is headed enables them be aligned with the objectives of the company and cohesively work towards the collective goals. Every employee is given recognition for however small an achievement may it be, encouraging them to work harder so that they can achieve even more credit for their work. At the same time, failure on the part of any employee or team is also highlighted. This type of clear and open appreciation of their efforts make the employees want to improve their performance and ensu res an office culture which is fearless. Google encourages its employees to socialize even outside of office so that a sense of a bigger society can be formed where everyone knows each other. This gives the employees a level of comfort to be working among the people they know, and being relaxed they can work with better concentration. This case study reveals that Google uses some basic and very normal ideas to form an organizational culture through employee appeasing, based on the very core idea that happy employees guarantee happy customers. Another very important aspect of Google’s work culture is that; it is never stagnated. The company is always changing and evolving its work culture, making sure any new aspect that would make the employees happier is not ignored. The company policy on employees is one of the most important things that ensure the employees’ higher performance rate and establishes the organizational dominance in the overall industry. Google is evidently highly successful in being able to use organizational culture by means of integrating the employees within itself and making themselves a successful company. All of these steps have helped Adobe to become the successful company that they are today and enjoy a great market share. Companies and organizations invests billions of dollars and uncounted amount of hours only to ensure that innovation and creativity are boosted. To stay ahead of the curve, to ensure organizational leadership in the industry and grabbing maximum market share, there is no substitution for innovation. Creativity helps every organization to come up with new ideas that help to create a new product or develop on an already existing product and innovate something. The aspiration to do something, to create something new is a great driver for motivation to work harder. This improves performance by a huge margin and often boosts the overall company performance as a whole. To ensure that the employees are going to work hard, Adobe looks into the fact that their employees are having fun at work. The organization firmly believes in the fact that innovation and creativity can be ushered through relaxation, where pressure is not an issue. Culture is the conglomeration of ideas, customs, beliefs, values and behavior of a particular person or of group as a whole. Adobe, above all encourages the employees to creative and tries to establish a work culture within the company that will itself evoke creativity. It is an observed fact that the companies that take these steps can see higher growth rate as well as better revenue. Adobe is one of the biggest software companies on the planet and also one of the most lucrative places to work at. Creativity has helped the company to stay ahead of its competition simply by making sure their products offer something extra that the other products do not. Adobe believes that creativity is something that should start at the top and should be reflected through the behavior and the working of the senior authorities. The people at the top are expected to lead the way by displaying innovative thinking themselves. If the leaders fail to behave in the company’s desired way, the employees would also fall short of their tasks. The leaders in the company are bestowed with the responsibility to unleash the creative capabilities of the employees. â€Å"KickBox† is a unique concept of the company that allows every employee to bring their imaginations and ideas through life using the company’s own resources. These are funded by the organization themselves to encourage the employees to develop new ideas. The employees are not expected to submit any proposals for it: they just go ahead with the plans. Adobe has a corporate culture that embraces risk taking rather than shunning it away. Risk aversion is believed to be, by the company, the single biggest threat to innovation. Adobe gives out its employees the signal that they are open to new ideas and new interpretations of existing products so that they are encouraged to take risks. If the risks are worthy, the organization rewards the employees and credit is given elaborately. This is another way through which the company ushers in new ideas for products. The leaders again play a pivotal role here: they have to make the employees understand that risk taking is awarded and not something that would land them in trouble. The training and development program of Apple is very well planned and organized. The employees of Apple are treated as one of the key advantages in the departments of the research and development as well as marketing. In order to attract and retain skilled and competent employees the Apple Inc. provides effective training and development program (Shafie, Siti-Nabiha and Tan 2014). These employees will improve the ability and benefit of the company. To meet its transformational challenges, the company needs to train new and current staffs. The ways in which the employees learn and achieve reflect as well as transform how the company does its business. Thus, they engage the employees to work responsively and improve the products. On the other hand, they raise awareness about the employees’ rights. To Apple it is not enough only to find and correct problems. Apple’s training programs are specially designed to educate employers about laws, rights, health and safety of the workers as well as suppliers (Cornelissen and Cornelissen 2017). Verità © and the Fair Labor Association — two organizations recognized internationally, dedicated to human rights have worked with Apple to figure out the quality of the company’s social responsibility training. It shows that the knowledge and awareness of the rights of the employees has been increased through Apple’s mandated training. They train supervisors and managers on their responsibilities, direct hire processes and even onsite management of foreign workers. Supplier Employee Education and Development (SEED) program has been launched by Apple to enhance professional development opportunities. Here, the classes on finance, computer skills, and the English language are offered. The company also made a partnership with Chinese universities to allow workers to achieve associate degrees. Over 60,000 workers participated in their first pilot program in 2011 and came up with higher morale are promoted more often than other employees (Myers and Fellow 2014). Their final suppliers have onsite e-learning centers. In order to follow up and compute the employee’s performance Apple audits. In 2011 the company conducted training sessions to prevent underage labor. This year, no cases of underage labor could be found in their audits. While the organization is encouraged by these results, Apple claims that they will continue regular audits and go deeper into their supply chain to ensure that there are no underage workers at any Apple supplier (Asgary and Li 2016). The company has decided to continue regular audits to ensure that there are no underage workers at any Apple supplier. Apple has made their training and development program intensively dedicated in order to bring out and sustain the competitive advantage. Apple frequently produces new products like computers, music devices, media sales, and telephones that require skill in completely different industries. Therefore, the expertise of its employees needs to change faster than at almost any other tech firm. Apple feels that the employees must be self-reliant. The reason behind it is that in a fast-changing environment, employee self-reliance gets weaken for providing target competencies and prescribing training. In order to develop the required skills, the employees need to learn continuously which employee ownership of development encourages. Instead of giving training how to sell a product, the employees are empowered which will shape them according to the company’s requirement as well as the customer’s. Apple’s team environment helps to build cohesion within team. The cohesion strengthens when the different development teams work competitively. This healthy competition helps in their development and they learn from each other. Apple’s effective training and development programs motivate and encourage innovation and creativity of the employees. Apple has compensation policies and packages which is structured and prepared by a committee. The compensation committee prepares, review, and modify the incentive programs and policies. The board set the committee members and empower them to take external or internal counseling, advice and ask for any employee. Apple provides very good benefits like health and life insurance, Short- and long-term disability coverage, flexible Spending Accounts, disability coverage and employee stock exchange plans. As found in the official website of Apple, the company has built plenty of flexibility for the employees and their families. Apple’s executive compensation aims to attract and retain the executives with genius, creativity and entrepreneurial skill. To the company, the employees are their assets. It is the executives who are responsible to transform the company and bring success in the international market. The Compensation Committee examines the compensation program and determines the compensation for the executives. The distributes annual performance-based cash bonus program for the employees and follows pay system based on performance. Every executive is awarded with cash bonus equal to 100% of his basic salary. The compensation committee compensates fairly and adequately. In today’s weak economy, Apple has taken advantage of job demand and provided a good ambience to work. It faces no difficulty to replace the employees who have resigned. Apple maintains a healthy work culture that helps the company to flourish and prosper internationally. From the above discussion and a good look into the cases of the three organizations, it can firmly have concluded that organizational culture does help an organization to be successful. Organizational culture has been seen to be one of the most important aspects of business running which can make pivotal differences between a successful organization and one that is not. A strong work culture is something that would enable companies to make its strategies in a way that would help them to achieve the collective organizational goals and would also enable to establish a strong sense of bond within the company as well. A strong organizational culture makes sure that the environment within the company is cordial and a homely atmosphere prevails. This is one of the most important things to make the employees feel relaxed, enabling them to work even better. The companies with a good organizational culture makes the employees feel welcomed and an integral part of the company. This sense boost s them to try and work better. Recognizing the employees’ efforts and rewarding risk taking capabilities also ensure enhanced performance. Alvesson, M. and Sveningsson, S., 2015.  Changing organizational culture: Cultural change work in progress. Routledge. Alvesson, M. ed., 2016.  Organizational culture. Sage. Asgary, N. and Li, G., 2016. Corporate social responsibility: Its economic impact and link to the bullwhip effect.  Journal of Business Ethics,  135(4), pp.665-681. Ashkanasy, N.M. and Dorris, A.B., 2017. Organizational culture and climate. Barbera, K.M., 2014.  The Oxford handbook of organizational climate and culture. Oxford University Press. Bortolotti, T., Boscari, S. and Danese, P., 2015. Successful lean implementation: Organizational culture and soft lean practices.  International Journal of Production Economics,  160, pp.182-201. Cornelissen, J. and Cornelissen, J.P., 2017.  Corporate communication: A guide to theory and practice. Sage. Dubey, R., Gunasekaran, A., Helo, P., Papadopoulos, T., Childe, S.J. and Sahay, B.S., 2017. Explaining the impact of reconfigurable manufacturing systems on environmental performance: The role of top management and organizational culture.  Journal of Cleaner Production,  141, pp.56-66. Ehrhart, M.G. and Kuenzi, M., 2017. The Impact of Organizational Climate and Culture on Employee Turnover.  The Wiley Blackwell Handbook of the Psychology of Recruitment, Selection and Employee Retention, pp.494-512. Fullan, M., 2014.  Leading in a culture of change personal action guide and workbook. John Wiley & Sons. Glisson, C., 2015. The role of organizational culture and climate in innovation and effectiveness.  Human Service Organizations: Management, Leadership & Governance,  39(4), pp.245-250. Goetsch, D.L. and Davis, S.B., 2014.  Quality management for organizational excellence. Upper Saddle River, NJ: pearson. Hogan, S.J. and Coote, L.V., 2014. Organizational culture, innovation, and performance: A test of Schein's model.  Journal of Business Research,  67(8), pp.1609-1621. Kangas, M., Kaptein, M., Huhtala, M., Là ¤msà ¤, A.M., Pihlajasaari, P. and Feldt, T., 2016. Why Do Managers Leave Their Organization? Investigating the Role of Ethical Organizational Culture in Managerial Turnover.  Journal of Business Ethics, pp.1-17. Katzenbach, J., Oelschlegel, C. and Thomas, J., 2016. 10 principles of organizational culture.  Strategy+ Business,  82(Spring), pp.1-7. Modaff, D.P., Butler, J.A. and DeWine, S.A., 2016.  Organizational communication: Foundations, challenges, and misunderstandings. Pearson. Myers, C. and Fellow, K., 2014. Corporate Social Responsibility in the consumer electronics industry: A case study of Apple Inc.  Resource document. Georgetown University, Edmund A. Walsh School of Foreign Service. https://? lwp.? georgetown.? edu/? wp-content/? uploads/? Connor-Myers.? pdf. Accessed,  10. O’Reilly III, C.A., Caldwell, D.F., Chatman, J.A. and Doerr, B., 2014. The promise and problems of organizational culture: CEO personality, culture, and firm performance.  Group & Organization Management,  39(6), pp.595-625. Ostroff, C. and Schulte, M., 2014. A configural approach to the study of organizational culture and climate. Shafie, S.B., Siti-Nabiha, A.K. and Tan, C.L., 2014. ORGANIZATIONAL CULTURE, TRANSFORMATIONAL LEADERSHIP AND PRODUCT INNOVATION: A CONCEPTUAL REVIEW.  International Journal of Organizational Innovation,  7. Uzkurt, C., Kumar, R., Semih Kimzan, H. and Emino?lu, G., 2013. Role of innovation in the relationship between organizational culture and firm performance: A study of the banking sector in Turkey.  European Journal of innovation management,  16(1), pp.92-117. Wei, Y.S., Samiee, S. and Lee, R.P., 2014. The influence of organic organizational cultures, market responsiveness, and product strategy on firm performance in an emerging market.  Journal of the Academy of Marketing Science,  42(1), pp.49-70. Wiewiora, A., Trigunarsyah, B., Murphy, G. and Coffey, V., 2013. Organizational culture and willingness to share knowledge: A competing values perspective in Australian context.  International Journal of Project Management,  31(8), pp.1163-1174.

Financial Statement forecast for General Mills Essay

Financial Statement forecast for General Mills - Essay Example We have put together 5 financial parameters(Matz, 1980) in Chart 4.1.1. The 5 parameters are Cost of Good Sold as a percentage of Sales ("CGS%S"); Selling, General, and Administrative Expenses as a percentage of Sales ("SGA%S"); Operating Current Asset as a percentage of Sales ("OCA%S"); Property, Plant, and Equipment as a percentage of Sales ("PP&E%S"); and Other Intangible Assets as a percentage of Sales ("OIA%S"). The percentage of Cost of Goods Sold in relation to the total Sales is ranges from the start in the year 2000 at forty eight percent and fluctuates every year until it reaches its highest percentage of fifty seven percent in the year 2005. The cost of goods sold percentage in relation to Sales then is fixed at fifty six percent starting the following year, 2006, until the last year 2026. The Sales, General and Administrative Expenses percentage in relation to sales starts at the very high twenty seven percent and goes down to twenty six percent in 2001. The percentage then goes further down to its lowest ratio of twenty two percent. The percentage of this expense over sales is finally forecasted to stay at the ratio of twenty three percent starting in the year 2006 until the last year 2026. The Total Current assets percentage over sales starts at a low twenty three percent. The ratio, then, starts picking up until it reaches the next position at twenty nine percent. The ratio then fluctuates mostly in the ratio of twenty seven percent. The ratio reaches further up to thirty seven percent. The new ratio then reaches again a higher ratio of Fifty four percent, sixty percent, and even until the highest ratio of seventy percent until the last year of the forecast 2026. The ratio of net plan, property and equipment (PPE) in relation to sales(Meigs, 1995) is fluctuates. In the year 2000, the ratio is twenty three percent. The ratio goes up to thirty five percent in the year 2002 and even goes down to twenty six percent. This ratio is fixed at twenty six percent starting the year 2006 until the last forecasted year 2026. The ratio of Other Long term operating assets to sales fluctuates from the year 2000 at thirty eight percent until reaches its highest ratio of one hundred twenty four percent in the year 2003. The ratio is then forecasted to be fixed at one hundred two percent within the time period of 2006 to 2026. Based on the Table 1 found after the References Section, the graph is shown below as figure Chart 4.1.1 as follows. For more information concerning the specific values of each ratio, you may refer to Table 4.1.1 of the appendix A. Chart 4.1.1 Trend of 5 financial ratios from 2000 to 2026 To conclude this section, we would like to discuss the Dividend Payout Ratio ("DPOR"). From the chart, we may observe that the company had high DPORs in late 2000 till 2005. Indeed, the Company is among the top food and beverage companies in the United States and around the world both in giving out Dividend to its shareholders(Meigs, 1992) and filling the demands of its discriminating clients. Dividend Pay

Police and Education Dissertation Example | Topics and Well Written Essays - 13250 words

Police and Education - Dissertation Example Different groups have different and often incompatible interests in the society which give rise to conflicts and eventually results in the incidence of crime. Police are the inevitable component of an ideal criminal justice system. They are primarily concerned with the responsibility for the maintenance of peace and enforcement of law and order. Of late, police duties have increased enormously and are becoming more and more diversified. The modern police force is to protect the public against physical dangers, rescue lives, regulate traffic and preserve law and order in the streets and public places. It has also a definite duty with regard to the prevention of juvenile delinquency and atrocities against women and children. The emergence of police has a historic context. With the upsurge of the modern scientific invention and improved living standard, the crime rate has drastically increased in the society. The necessity of curbing crimes has led people taking a serious note for the formation of Police force for the purpose of the protection of their lives and property and eliminates the criminalities from the society. The historical backgr ound of the origin of Police traces its back much earlier. The word Police has been derived from the Greek word politeia or its Latin equivalent politia. The term politia stands for the state or administration. In the present context, the term police connote a body of civil servants whose primary duties are the preservation of order, prevention and detection of crimes and enforcement of crimes.... With the upsurge of modern scientific invention and improved living standard, the crime rate has drastically increased in the society. Consequently, the necessity of curbing crimes has led people taking a serious note for the formation of police force for the purpose of the protection of their lives and property and eliminates the criminalities from the society. The historical background of the origin of police traces its back much earlier. The word Police has been derived from the Greek word politeia or its Latin equivalent politia . The term politia stands for the state or administration. In the present context, the term police connote a body of civil servants whose primary duties are the preservation of order, prevention and detection of crimes and enforcement of crimes. Marine police in London and the Napoleonic Police of Paris established in 1800 can be regarded as the first Modern police forces of the world. However, with the rise of FBI (Federal Bureau of Investigation) and Lo ndon Metropolitan Police in US and UK respectively, police forces started to be seen as the prime law enforcement agency of the State. Although policing involves a huge variety of activities, the prominent ones are law and order maintenance and the stipulation of services (Cohen, 1972). Police forces are given different names like police department, police service, constabulary, gendarmerie, militsiya, etc. Police in United States of America Before United States came under the influence of the Britain, the civilians performed the function of night-watchman by rotation with a view to protecting the society from crimes and criminals. These watch and ward arrangement proved ineffective to control growing incidence of crime and disorder in

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Many animals depend on different environments such as lakes, oceans or the forest in order to survive. However due to human intervention such as pollution of the ocean, or heavy deforestation, many animals are at the risk of extinction. One such example is known as the Gundlach Hawk which due to deforestation is currently on the endangered species list. Due to it being on the list, conservation attempts are being made in order to keep the animal alive and save it from extinction. To begin with, The Gundlach hawk was discovered and is only located on the island of Cuba. Before heavy human intervention, the Gundlach hawk was located commonly throughout Cuba however in present day, the Gundlach hawk can only be found in five isolated locations. Two of the larger populations current live in the eastern half of Cuba while the three smaller populations are distributed along the western half. Also the Gundlach hawk also is no very restricted to any particular habitat which allows them to live in forests, swamps or wooded coasts. However since it is a very secretive creature, it makes it v...

Marijuana legalization Research outline Essay

Topic Sentence: Like alcohol in the 1920s, marijuana should be legalized because doing so would not only reduce crime, but make the substance more reliable and safer and would generate tax dollars. Background/History: Why is marijuana illegal? Why is it legal in some states and not in others? Marijuana became widely criminalized in 1937 when congress passed the â€Å"Marijuana Tax Act† 1 as a result of a national propaganda campaign against the substance. Harry J. Anslinger 1 led the campaign as the first commissioner of the Federal Bureau of Narcotics from 1930 to 1962. He used the themes of racism and violence to cause widespread hatred and fear of the drug in order to make it illegal. He was often quoted saying â€Å"Colored students at the Univ. of Minn. partying with (white) female students, smoking [marijuana] and getting their sympathy with stories of racial persecution. Result: pregnancy† and â€Å"Two Negros took a girl fourteen years old and kept her for two days under the influence of hemp. Upon recovery she was found to be suffering from syphilis.† 2 In 1996, Proposition 215 was passed in California and this allowed for the medical use of marijuana. Since then, 22 other states, D.C, and Guam have enacted similar laws. These laws have now decriminalized possession and/or legalized medical marijuana in the state. 1 How is it similar to the prohibition era before and after? It is similar to the prohibition era in that both the prohibition of alcohol and the prohibition of marijuana were country wide bans on the substance that carried some form of legal punishment for their sale, use, and/or possession. In contrast, the ban on alcohol was created as a result of legislators claiming that the grains needed to distill alcohol were needed for food as the country was at war. Then in December of 1917, the US congress enacted a permanent ban on the sale, transportation, importation, and exportation of alcoholic beverages. Similarly to supporters of marijuana prohibition, supporters of alcohol prohibition claimed that as a result, the  nation would become an overall healthier country and that crime rates would fall. In addition, the average worker’s productivity was supposed to increase, leading to greater economic prosperity for the US as a whole. However, none of these claims came true. Instead of promoting the nation’s health, the new alcohol made illegally was far worse for people and was often much higher in alcohol content. In addition, crime increased since illegal activity was required to make and distribute the newly illegal drug. Criminal activity then became organized as the benefit for large criminal enterprises to murder people and bribe public officials and law enforcement officers to move the bootleg brew became too tempting. Worker productivity failed to increase and jails quickly filled with people convicted of minor violations of the ban, which cost millions to enforce. In 1933, the prohibition of alcohol ended, causing a reduction in crime and creating many new jobs in the expanding liquor industry. 3 (Medical Uses/Benefits:) Although the Food and Drug administration have not supported the legalization for medical marijuana, doctors and researchers have found that the use of marijuana provides relief for many medical conditions and illnesses. According to the American cancer Society the use of smoked marijuana is not considered medicine (â€Å"The FDA’s Opposition to Medical Marijuana Legalization is based on science† 1). The reason the American Cancer Society believes that smoking marijuana cannot be used as a medicine because of the result of the damage to the lungs. (What are the medical benefits of marijuana?) OPPOSITION: National medical associations like the American Medical Association, American Cancer Society and the American Academy of Pediatrics do not endorse the use of smoked marijuana as a means of medicine. This is because there is not enough evidence to justify its medical use. Under the Controlled Substances Act, marijuana is listed as a schedule I substance. Substances that are placed in that category indicate that they have â€Å"a high potential for abuse, [have] no currently accepted medical use in treatment in the United States, and [have] a lack of accepted safety for use under medical supervision.† 8 Marijuana then, being classified as such, has no medical value. That makes it quite difficult for scientist to study any potential medical uses, since  medical trials require permission from federal agencies like the FDA. With numerous conditions on researchers, it deters the researchers from conducting such studies. Although these associations do not advocate the use of inhaled or smoked marijuana as medicine, they do incite for more research to be done. While recreational usage of marijuana remains controversial, many people agree that the drug should be legal for medical uses. There are at least two active chemicals that researchers believe have medicinal benefits. One is CBD, which has medical effects without a high and THC, which has pain-relieving properties. One of the most well known uses is in the treatment of the eye disease â€Å"glaucoma†, which increases pressure in the eyeball, damaging the optic nerve and causing loss of vision. According to the National Eye Institute, â€Å"Studies in the early 1970s showed that marijuana, when smoked, lowered intraocular pressure in people with normal pressure and those with glaucoma.† These effects are shown to slow the progression of the disease, preventing blindness. 4 5 Legal: What states have enacted bills regarding the legalization of marijuana? The first states to act were Colorado and Washington, both of which made the possession, cultivation, and use of marijuana legal in 2012 in addition to allowing sellers to obtain licenses to legally distribute the drug. Next came Alaska and Oregon in 2014 with similar laws that have already legalized the possession, cultivation, and use of marijuana but not necessarily the sale. In addition, 23 other states have either decriminalized cannabis possession and/or legalized medical cannabis. 6 Can marijuana be regulated like alcohol is? Does regulating marijuana make it safer? How much revenue and tax dollars has the legalization in certain states brought in. Based on current results in states that have legalized marijuana, the substance can be regulated like alcohol and regulation in fact makes it safer for consumption. Using Colorado as an example, not much has changed on the surface but the proof can be found in data reported about the state after a full year in which adults were allowed to purchase and grow marijuana legally in the state. According to state data, possession charges for the drug, which were at 30,000 in 2010, are expected to total below 2,500 for the year 2014. As for the regulation, the rules enforced by the Colorado Department of Revenue caused the state to bring in more than $40 million in  marijuana taxes alone, a majority of which will go towards efforts to prevent the use of the drug by youths and the promotion of overall mental health. Traffic fatalities are also near historic lows, and since the legalization have continued to drop. Colorado is also now seen as a state with one of the fastest growing economies as the unemployment rate is at its lowest since 2008, which is well below the national average.7 Conclusion: Efforts to legalize marijuana as medicine in the United States has grown significantly in recent years and will continue to grow. With modern technology becoming more and more state-of-the-art, the hope for medical marijuana to be nationally recognized, as a form of medical treatment remains strong. The legalization of marijuana will reduce crime activity, provide better treatment for certain diseases or illness, and could save the country up to 14 billion dollars per year in government spending enforcement. The billions of dollars being thrown away on marijuana prohibition is not going to make this huge market go away but will cause the bloodshed that inevitably comes with prohibition, just as it did during America’s hapless experiment with alcohol. Bibliography 1. â€Å"Marijuana Timeline.† PBS. PBS, n.d. Web. 14 Apr. 2015. . 2. Inciardi, James A. â€Å"The War on Drugs: Heroin, Cocaine, Crime and Public Policy. Palo Alto,.† Inciardi, James A. The War on Drugs: Heroin, Cocaine, Crime and Public Policy. Palo Alto,. Mayfield, 1986. Web. 11 Apr. 2015. . 3. â€Å"The Prohibition Era.† The Prohibition Era. N.p., n.d. Web. 11 Apr. 2015. . 4. â€Å"What Is CBD?† Project CBD. N.p., 2015. Web. 12 Apr. 2015. . 5. Loria, Jennifer Welsh and Kevin. â€Å"23 Health Benefits Of Marijuana.† Business Insider. Business Insider, Inc, 20 Apr. 2014. Web. 12 Apr. 2015. . 6. â€Å"Legality of Cannabis by U.S. Jurisdiction.† Wikipedia. Wikimedia

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