... For the months now, I've been searching for the Home Based Job which is authentic. Though I have not found any so far, I came across many home based jobs asking for the payments/deposits initially. Internet is the field which so much of fake websites providing false information and still they remain active for a longer period misleading the people. I would like to share a scenario I came across which in search of Home Based Part time Jobs. In these days it seems as though the bigger companies do also try having their popularity by the fake advertisements. I happened to come across an add from may be a dozen of people with the AIRCEL logo describing that they offer part time Home Based Jobs. I rang up the contact number provided on the Advertisement and spoke to the other person on the call who described her Job for AIRCEL. She said that, we have to deposit INR 200 to an account which is possibly of an agent working for AIRCEL, who will have us in his contact to post Advertisements on web. Once he checks the advertisements about AIRCEL online, he will pay us via online transfer. Also the advertisements that we publish online should be done regularly. APPEAL from readers. Please do not trust these kind of Jobs where we just loose the money and kill our time doing the Job which is not worth of anything, Fooling others and ourselves. Instead we can try finding a better Job, a Real Job. Good...
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...Response to Discussion Mod 3 1. Job order costing is a system for assigning manufacturing costs to individual products. Job order cost systems is used when products are made based on specific customer orders. Each product produced is considered a job. Costs are tracked by each job. 2. Residential Home Construction company 2a. A Job Order Cost system can be used to help maximize profits in a residential home construction company by measuring and recording direct material cost, direct labor cost and applying these costs to specific jobs. Each home can be considered a separate “job” and as such each home is billed separately. Once job order cost system has been utilized a construction company can determine the profit of building a specific type of home. By utilizing job order cost a construction company can identify whether using a certain material or laborer can reduce the cost of building and increase the profit margin, or vice versa. 2b. Cost control forces a construction company to ensure that all decisions made during the construction of a home are based on an estimate of cost propositions of the alternatives being considered, and that no decisions are taken whose cost propositions will cause the total budget to be surpassed. This ensures that each model will be profitable for the company. 2c. A residential home construction company can maximize profits by producing houses that have similar material and designs. A construction company has the potential of purchasing bricks...
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...women as having to stay at home in order to care for children, husband, and household, and therefore women are discouraged by society to hold a job. In the piece “An Overview of Sex Inequality at Work,” Padavic and Reskin further explain that women who are in the job market are excluded from certain male dominated jobs and are often paid and promoted less than male coworkers. Padavic and Reskin’s piece as well as Blair-Loy’s agree that the inequalities found in the workplace, including limited prospects for promotion of women and sex differences in earnings, directly limit the social opportunities of women and keep them subordinate and dominated by men. The constructed roles that men and women are expected to play in our society also affect social institutions such as the home, where women are stereotypically expected to be caregivers, and men are expected to be the breadwinners. Women face a very unfair challenge when deciding what role to play in their adult lives. They also face unwelcome pressure by society to choose one of two schemas that are revealed in the piece by Blair-Loy. In her work, she defines a family devotion schema, and explains how it appoints women to designated roles in society. “The family devotion schema assigns primary responsibility for home and family to women…Homemaking is a calling. It demands and deserves single-minded focus and allegiance” (Blair-Loy 263). The work devotion schema, which regards dedication to one’s job, also demands complete dedication...
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...Final Project Week 9 A New House – Decision By Barbara Rosol Due, Sunday, April 14, 2013 XECO/212 - Terry R. Blankenship, MBA, CBB Wanting to be a home owner is a very scary, unknowing and risky venture unless you have the right tools and the proper knowledge to make it a smooth transition and one you will be committed to for many years to come. This happened to me when I was young and thought it was time to move out of a small space I was renting. The choices that best describe my decision to purchase a new home would be based on the following principles. I could not imagine starting over again but I do know that by following the 10 principles of economics and analyze the markets for home purchases, you will see how easy it is to measure the benefits versus the costs. For me just starting a family and having little money to start, the best we could do is look for a home within our means. We rented a small 2 bedroom apartment with no garage and it was miles from schools and local grocery stores. We needed to raise our children in something nicer and with lots of yard space for the children to safely play. But how do we do it? We here the interest rates for mortgages are great now but the market price where I want to live must be in my budget and in a decent neighborhood, free of crime and must be close to grocery stores. I would need to seek the help from a bank that can finance and pre approve a loan for me so a realtor can start showing me my options...
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...CHAPTER 2 Job Order Costing YOUR LEARNING OBJECTIVES After completing this chapter, you should be able to: LO1 LO2 LO3 LO4 LO5 LO6 Describe the key differences between job order costing and process costing. Describe the source documents used to track direct materials and direct labor costs to the job cost sheet. Calculate a predetermined overhead rate and use it to apply manufacturing overhead cost to jobs. Describe how costs flow through the accounting system in job order costing. Calculate and dispose of overapplied or underapplied manufacturing overhead. Calculate the cost of goods manufactured and cost of goods sold. Lecture Presentation–LP2 www.mhhe.com/whitecotton1e 36 FOCUS COMPANY: Toll Brothers Inc. “America’s Luxury Home Builder” www.tollbrothers.com H ave you ever found yourself in the following situation? You go out to a trendy new restaurant with a group of friends. You are on a limited budget, so you order the cheapest dish on the menu and a glass of ice water. Meanwhile, your friends indulge in a full-course meal with drinks, appetizers, entrees, and dessert. When it is time to pay the bill, would you prefer to split the check or get a separate tab for each person at the table? This common scenario illustrates the basic difference between the two costing systems discussed in the next two chapters. Process costing is similar to splitting the check, or spreading the total cost over the number of units produced (or in the case of a restaurant...
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...Confirming Pages CHAPTER 2 Job Order Costing YOUR LEARNING OBJECTIVES After completing this chapter, you should be able to: LO1 LO2 LO3 LO4 LO5 LO6 Describe the key differences between job order costing and process costing. Describe the source documents used to track direct materials and direct labor costs to the job cost sheet. Calculate a predetermined overhead rate and use it to apply manufacturing overhead cost to jobs. Describe how costs flow through the accounting system in job order costing. Calculate and dispose of overapplied or underapplied manufacturing overhead. Calculate the cost of goods manufactured and cost of goods sold. Lecture Presentation–LP2 www.mhhe.com/whitecotton1e 36 whi10777_ch02_036-087.indd 36 9/17/09 2:29:08 PM Confirming Pages FOCUS COMPANY: Toll Brothers Inc. “America’s Luxury Home Builder” www.tollbrothers.com H ave you ever found yourself in the following situation? You go out to a trendy new restaurant with a group of friends. You are on a limited budget, so you order the cheapest dish on the menu and a glass of ice water. Meanwhile, your friends indulge in a full-course meal with drinks, appetizers, entrees, and dessert. When it is time to pay the bill, would you prefer to split the check or get a separate tab for each person at the table? This common scenario illustrates the basic difference between the two costing systems discussed in the next two chapters. Process costing is similar...
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...CHAPTER 2 Job Order Costing YOUR LEARNING OBJECTIVES After completing this chapter, you should be able to: LO1 LO2 LO3 LO4 LO5 LO6 Describe the key differences between job order costing and process costing. Describe the source documents used to track direct materials and direct labor costs to the job cost sheet. Calculate a predetermined overhead rate and use it to apply manufacturing overhead cost to jobs. Describe how costs flow through the accounting system in job order costing. Calculate and dispose of overapplied or underapplied manufacturing overhead. Calculate the cost of goods manufactured and cost of goods sold. Lecture Presentation–LP2 www.mhhe.com/whitecotton1e 36 FOCUS COMPANY: Toll Brothers Inc. “America’s Luxury Home Builder” www.tollbrothers.com H ave you ever found yourself in the following situation? You go out to a trendy new restaurant with a group of friends. You are on a limited budget, so you order the cheapest dish on the menu and a glass of ice water. Meanwhile, your friends indulge in a full-course meal with drinks, appetizers, entrees, and dessert. When it is time to pay the bill, would you prefer to split the check or get a separate tab for each person at the table? This common scenario illustrates the basic difference between the two costing systems discussed in the next two chapters. Process costing is similar to splitting the check, or spreading the total cost over the number of units produced (or in the case of a restaurant...
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...personal or family commitments to join the workforce. The common flexible work arrangement includes Flexi-Time, Part-Time Work, Job Sharing and Telecommuting. Gajendran and Harrison (2007, 1538) have concluded that flexible work arrangement has positive effective on work-family conflict, work performance, job satisfaction, turnover and work-stress. Flexible Work Arrangement in Singapore In Singapore, more corporate entities are adopting flexible work arrangements as part of its organisational strategy. There are several factors that drives Singapore’s need for flexible work arrangements. As a country that is dependent on its strong Gross-Domestic-Productivity (GDP) to boost its economy, the availability and size of the workforce in Singapore is vital to sustain its strong economic growth annually (Anwar, 2008, 448). Therefore, in order to increase the number of domestic workforce, many measures are in place to facilitate the re-entry of women with family responsibilities and retirees back to the workforce. With the increasing number of women and retirees back in the workforce, there is a need for companies to implement flexible work arrangements to cater to the different needs of these people. As mentioned earlier, there are several common flexible work arrangements available that organisation can implement, which is Flexi-Time, Part-Time Work, Job-Sharing and Telecommuting. These arrangements helps employers better manage their employees and improve employer-employee relations...
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...proliferation of the sharing economy. The advent of AirBnB, UBER, Lyft, Zip CAR have effectively demonstrated that communal ownership of an asset is often much more efficient than singular ownership, provided an efficient channel for distribution and use of the asset exists. Though AirBnB has made great strides towards bringing home ownership into the fold of the sharing economy, an analysis of the notion and future of home ownership indicate that substantial room for innovation exists in addressing the pain points associated with the use of property. II. Pain Points: Despite the innovation of recent years, homeowners continue to be plagued by several persistent pain points related to liquidity, taxation, equity and maintenance of property. Liquidity: Real estate still remains largely an illiquid asset due to the high costs associated with the sale of property. No reliable peer-to-peer network exists for the sale of property, thereby leaving homeowners to rely on a network of real estate agents who extract significant amounts of value from sale proceeds - often 6% of the sale price. Aside from commissions, often closing cost contributions are required by home owners in addition to the correction of defects discovered by inspectors. Tax: Taxes associated with the sale of real estate (i.e. capital gains and property taxes) are also a...
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...((( RESEARCH PROJECT (BMBR5103) FACTORS AFFECTING TO THE JOB STRESS OF EMPLOYEES IN HSBC BANK (Vietnam) Ltd. [pic] Ho Chi Minh City, January 2015 ADVISOR’S ASSESSMENT Advisor’s signature Nguyen The Khai, DBA TABLE OF CONTENTS LIST OF TABLE 3 ABSTRACT 4 CHAPTER I: INTRODUCTION 5 I. INTRODUCTION OF HSBC bank 5 1.1 Over view of the company 5 1.2 Products and brand name 6 1.3 Business Objectives 6 1.4 HSBC bank to commitments to its employees 7 1.5 Human resource manager system 8 II. RESEARCH INTRODUCTION 9 2.1 Problem statement 9 2.2 Main construct 9 2.3 Research objective 9 2.4 Research questions 10 CHARPTER II: LITERATURE REVIEW 11 I. JOB STRESS 11 II. TYPES OF JOB STRESS 13 CHARPTER III: RESEARCH MODEL AND HYPOTHESES 16 I. RESEARCH MODEL 16 II. RESEARCH HYPOTHESES 17 2.1. Work Interference With Family and Family interference with work. 17 2.2 Job –Family Role Strain Scale……………………………………………......19 2.3 Work to family Conflict Scale 21 CHARPTER IV: RESEARCH METHODS 24 I. RESEARCH DESIGN 24 II. RESEARCH METHODS 24 2.1 Data collection method 24 2.2 Measures 24 2.2.1 Work interference With Family and Family interference with work…….25 2.2.2 Job- Family Role Strain Scales 28 2.2.3 Work to family conflict 29 2...
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...telecommuting. Whitman, Mayer as well as some other leaders have assessed that employees that work from home are the cause of poor financial performance and lackluster product innovation. The article I read, “A Better Way for HP to Boost Performance”, by Aubrey C. Daniels, addressed these two company leaders with a critical assessment of their management decisions on this issue. Daniels asserts that the claims of Whitman, Mayer as well as other company leaders and managers are not basing their managerial decisions on accurate assessments. She argues that this approach is misguided and flies in the face of the laws of human behavior. Daniels claims that furthermore, this method is likely to be counterproductive. The basis of the article is saying that leaders that are targeting telecommuting are missing the point that employees that work from home are not the cause of poor financial performance or lackluster product innovation, and policies forcing them back to the office will not solve the issues restraining growth. The article asserts that organizations that forbid working from home are losing opportunities to shape individual behavior and that employees who enjoy working at home will often work more than the regular company because of their involvement with their work as well as due to the fact that they don’t have to commute. Daniels states that depriving people who thrive at home of this option could dampen their commitment. This article argues that whether or not...
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...their lives, and desperate to find a balance between work and life. - Two thirds of people want to work from home. - 36% would choose it over a pay raise. - A poll of 1,500 technology professionals revealed that thirty-seven percent would take a pay cut of 10% if they could work from home. - Gen Y’ers are more difficult to recruit (as reported by 56% of hiring managers) and to retain (as reported by 64% of hiring managers) but they are particularly attracted flexible work arrangements (rating among benefits as an * on a 10 scale as impact on overall job satisfaction) - 80% of employees consider telework a job perk. • Reduce attrition - Losing a valued employee can cost an employer $10,000 to $30,000. - Recruiting and training a new hire costs thousands. - 14% of Americans have changed jobs to shorten the commute. - 46% of companies that allow telework say it has reduced attrition. - 95% of employers say telework has a high impact on employee retention. - Almost half of employees feel their commute is getting worse; 70% of them feel their employers should take the lead in helping them solve the problem. - 92% of employees are concerned with the high cost of fuel and 80% of them specifically cite the cost of commuting to work. 73% feel their employers should take the lead in helping them reduce their commuting costs. - Two-thirds of employees would take another job to ease the commute. • Reduces unscheduled absences - 78% of employees, who call in sick, really aren’t...
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...most common geographic issues Home Depot faces is that of Latino day laborers standing outside the stores looking for jobs. This has been an ongoing issue for years and many cities have tried to enact laws that would ban day laborers from using city parking lots to find work. In 2007, the city of Baldwin Park tried considering a new law that would ban day laborers as well as street vendors on parking lots. There were too many complaints from residents and businesses about the laborers congregating at the Home Depot. Luckily, this ordinance never made it through as it challenged because it was said to be cruel and unconstitutional, due to the fact that the primary target were Latino men. In the end the council repealed the ban and city officials found an alternative solution, which was to establish a covered area at the corner of the parking lot which would be the designated area for laborers to stay within. Many other cities face this same issue when it comes to Latino laborers seeking employment outside of Home Depot, therefore it is the most know geographic issue they face and will continue to do so. Surplus of Skilled Labor Without a doubt Home Depot has a surplus of skilled labor since there are more than enough workers. Reason being is that too many people apply for a position and not enough jobs are available. If a job opening was vacant for a long period of time then there would be a shortage, but unfortunately that is not the case with Home Depot. There is an excess in...
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... Chapter 14 Discussion Question 1 & Case Study 1. Discuss the strengths and weakness of the following methods for establishing base pay in international contexts: home country-based pay, headquarters-based pay, and host country-based pay. *Home country-based pay method compensates expatriates the amount they would receive if they were performing similar work in the United States. The strengths are the most appropriate for expatriates, equity problems are not likely to rise due to short, or establish local employees. In general the home based pay method is the most suitable when expatriate assignments are short in duration and local nationals performing comparable jobs to receive substaintially higher pay. * Host country- based pay method compensates expatriates based on the host countries’ pay scales. Companies used various standards for determining base pay, including market pricing, job evaluation techniques. * Headquarters based pay method compensates all employees according to the pay scales used at the headquarters. This method makes the most sense for expatriates who move from one foreign assignment to another and rarely, if ever, work in their home countries. Case Study 1. How should Dale approach the determination of the consultant’s salaries as expatriates? In my opinion Dale approach the determination of the consultant’s salaries as expatriates should recognize...
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...needs to make sure that their turnover ratio is maintained while, at the same time, keep their best employees. Compensation and benefits are just two ways that a company can do such things. The company must know what each individual is looking for at the same time. Not all employees want the same thing. Some employees want the steady 40 hour 5-day a week salary job, while others may want 4-day weeks and more paid time off. By providing a proper balance of all items such as compensation, benefit programs, and salary, the administration of the company can keep their excelling employees and may not have to worry about a huge turnover ratio. Compensation Methods “Compensation is a systematic approach to providing monetary value to employees in exchange for work performed. Compensation may achieve several purposes assisting in recruitment, job performance, and job satisfaction.” (HR Guide to the Internet) In this type of economy, many businesses will start to freeze wages and stop giving their employees any type of compensation. However, this may hurt the employee morale. By giving out a reward for an excellent job performance at times, a company could see a bigger profit in this rough economy. There are a few different types of compensation methods. These methods include but are not limited to the following: • Commission • Overtime • Bonus • Expense Allowances Commission can be given to employees if they sell a certain number of items or a certain amount of profit...
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