...Watson Company pays a bonus to any of its five division managers who increase their percentage of income to sales over that of the year before. The manager of Division A is displeased because of the results of operations of the line for the current year. The division showed a decrease in net income percentage, as follows: Current Year Last Year Net sales $252,000 $216,000 Cost of goods sold Division fixed costs $29,000 $29,000 Allocated costs $40,000 $19,000 Variable costs $72,000 $141,000 $72,000 $120,000 $111,000 $96,000 Gross margin Selling and administrative expense Division fixed expenses $25,000 $22,000 Allocated expenses $45,000 $37,000 Variable expenses $22,000 $92,000 $19,000 $78,000 Income $19,000 $18,000 The items of allocated costs and expenses represent general cots and expenses of the company that were allocated to the divisions. Required: a. Prepare a statement that shows more clearly the performance of Division A. b. Comment on the method used by the company to calculate bonuses. We will calculate the controllable margin to understand clearly the performance of Division A It is calculated after deducting the controllable costs. Increase Current Year Last Year Net sales $252,000 $216,000 Cost of goods sold Division fixed costs $29,000 $29,000 Variable costs $72,000 $72,000 Selling and administrative expense Division fixed expenses $25,000 $22,000 Variable expenses $22,000 $19,000 Controllable...
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...Assignment #5 – NEW AND IMPROVED REWARDS AT WORK Leslie Medlock June 15, 2012 Total Rewards - HRM 533 Dr. Judie Bucholz, Instructor Assignment #5 – New and Improved Rewards at Work 1. Determine how innovations in employee benefits can improve the overall competitive compensation strategy of the organization. The innovations in employee benefits can improve the overall competitive compensation strategy of the organization tremendously in a positive manner due to the employee benefits strategy directly contributes to the success of an organization by attracting and retaining good employees. The benefits offered by an organization are an extremely important part of the puzzle in order for an organization to retain their top talent and for the organization to be competitive in the job market and the success of the organization. In order for the success to take place an organization must present itself differently than others; the employee benefits tied into the competitive compensation strategy is a very successful differentiator to make this happen. Some examples in which an organization could implement in reference to benefits to improve the overall competitive compensation strategy: • Education Benefit – This is plan in which help an employee save money and prepare for their child (ren) education. This benefit could cover the child (ren) tuition, room and board, book and supplies. • Scholarships – Which would be paid by the organization that...
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...these employees? - Job dissatisfaction by D. Keith Denton Newspaper headlines tell of a growing disenchantment with work, even within organizations many had thought of as well run. Perhaps of even greater concern is the fact that this is occurring not only among employees but also among middle managers, the traditional backbone of American business. Engaging the work force will be a key component of future competitiveness. One example of this disenchantment was noted in a recent Wall Street Journal article (Faludi 1990). Nordstrom, a high-service, high-performance company, is struggling with employee problems. Among the "Nervous Nordies," as employees like to call themselves, there is growing dissatisfaction. The article notes that Nordies are "under increased pressure to work many hours without pay in an environment of constant pressure and harassment that incites employees to prey on each other." This is according to 500 complaints filed with the workers' union and interviews with several dozen employees in stores from Seattle to Los Angeles. The Washington State Department of Labor and Industries concluded that the agency systematically violated state law. They ordered Nordstrom to pay back wages estimated at $30 to $40 million. The article goes on to note that in the high pressure for sales there is a "Darwinian struggle" where thousands have thrived but many other thousands are unhappy. Among other things, complaints include employees having to punch out on the time clock...
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...environments, we know relatively little about the effect of conflicting labor market institutions on multinational firms’ strategic choice and operating performance. With its decision to invest in manufacturing operations in nearly every one of the world’s largest welding markets, Lincoln Electric offers us a quasi-experiment. We leverage a unique data set covering 1996–2006 that combines data on each host country’s labor market institutions with data on each subsidiary’s strategic choices and historical operating performance. We find that Lincoln Electric performed significantly better in countries with labor laws and regulations supporting manufacturers’ interests and in countries that allowed the free use of both piecework and a discretionary bonus. Furthermore, we find that in countries with labor market institutions unfriendly to manufacturers, Lincoln Electric was still able to overcome most (although not all) of the institutional distance by what we term flexible intermediate adaptation. Key words: global strategy; institutions; labor market; adaptation; complementarity...
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...For exclusive use at University of Strathclyde, 2015 IMD320 02.10.2006 INTERNATIONAL PRUDENTIAL UK: REBUILDING A MIGHTY BUSINESS Research Fellow Jean-Louis Barsoux and Professor JeanFrançois Manzoni prepared this case as a basis for class discussion rather than to illustrate either effective or ineffective handling of a business situation. 5, 4, 3, 2, 1…. It felt like New Year’s Eve as Prudential senior managers joined their chief executive, Mark Wood, in counting down the seconds to midnight. The date was October 4, 2005. The venue was a trendy London restaurant. And they were celebrating the completion of the company’s 1,000-day journey. Wood gave a very personal speech, thanking several individuals. He also recognized the tremendous collective effort that had propelled the insurer from seventh position to second in terms of domestic market share. In less than three years, there had been a 55% jump in sales, a 58% increase in new business achieved profit and a 22% gross reduction in cost base. Yet the success had not been achieved without pain. The UK workforce had almost halved since Wood had been appointed CEO in February 2001. Indeed, of the 87 executives present that evening, 38 were new to the senior management group. And from the top executive team he inherited, there were only two survivors. As he completed his speech, Wood’s mind wandered back to the state of the company he had joined. Copyright © 2006 by IMD - International...
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...Principal Agent Problems in the Financial Crisis of 2007-2009 BMI Master Thesis November 2009 Jasper Holke Klein Supervisor: Rob van der Mei [pic] Faculty of Sciences Business Mathematics and Informatics De Boelelaan 1081a 1081 HV Amsterdam Preface This paper is one of the last compulsory elements of the program Business Mathematics and Informatics at the VU University Amsterdam. The objective of this subject is to demonstrate the student's ability to describe a problem in a clear manner for the benefit of an expert manager. This is accomplished by doing a literature research and to apply this research to a practical situation. I have always had a strong interest in strategic thinking. One of the ways that this is modeled in the scientific theory is through game theory. From the broad range of subjects that are available in game theory I decided to focus on information asymmetry and, more specifically, on the principal-agent relationship as this theory is very widely applicable and has a strong explanatory power. In this way I was able to combine my interest in strategic thinking and the financial sector and able to give a clear explanation for the events that happened within the financial crisis of 2007 - 2009. Finally, I would like to thank my supervisor Rob van der Mei for his comments and suggestions. Amsterdam, November 2009, Jasper Holke Klein Summary This paper analyses the origin of the...
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...Head of Human Resources, Standard Chartered Bank Tony Palmer, Head of the Marple Partnership Vicky Wright, Partner, Human Capital, Ernst & Young Human capital reporting Human capital reporting: an internal perspective 3 Human capital reprting Contents Preface 4 Introduction 6 Step 1 – Setting human capital management in context 10 Step 2 – Getting started: gathering and collating the data 21 Step 3 – Measuring human capital: tools and methodologies 27 Step 4 – Reporting the data: from internal to external reporting 34 Step 5 – Developing a route map to human capital reporting 40 Case Studies 1 Engaging employees to drive business performance – Standard Chartered 44 2 The service–profit chain – Nationwide 48 3 Reporting a 'People P & L’ – RAC 51 4 Building a people strategy – MultiCo 54 5 Linking people to business...
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...Seattle, Washington January 26, 2012 Dear Shareholders: You are cordially invited to attend the Starbucks Corporation 2012 Annual Meeting of Shareholders on March 21, 2012 at 10:00 a.m. (Pacific Time). The meeting will be held at Marion Oliver McCaw Hall at the Seattle Center, located on Mercer Street, between Third and Fourth Avenues, in Seattle, Washington. Directions to McCaw Hall and transportation information appear on the back cover of the notice of annual meeting and proxy statement. Under the Securities and Exchange Commission rules that allow companies to furnish proxy materials to shareholders over the Internet, Starbucks has elected to deliver our proxy materials to the majority of our shareholders over the Internet. This delivery process allows us to provide shareholders with the information they need, while at the same time conserving natural resources and lowering the cost of delivery. On January 26, 2012, we mailed to our shareholders a Notice of Internet Availability of Proxy Materials (the “Notice”) containing instructions on how to access our proxy statement for our 2012 Annual Meeting of Shareholders and fiscal 2011 annual report to shareholders. The Notice also provides instructions on how to vote online or by telephone and includes instructions on how to receive a paper copy of the proxy materials by mail. The Notice will serve as an admission ticket for one shareholder to attend the 2012 Annual Meeting of Shareholders. On January 26, 2012, we also first...
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... 专 业： 经济学（投资经济方向） 课程名称： 发展经济学 学生姓名：贺语濛 冯稚颖 司易凡 邹文敏 王芸 江宇川 向湘齐黄鑫海 蔡欣然 招慧青 指导教师： 丁岚 2013年 1 月 6 日 Abstract Use empirical analysis to discuss the relationship between organizational commitment, turnover rate and other relate variables. Survey data, collected from an enterprise of Chinese communication, structuring a multiple linear model including 4 kind of variables including direct economic return, indirect economic return, personal factors and work burden to estimate the parameter about organizational commitment of Chinese communication enterprises’ employees. Discuss and suggest the results of the function and offer some advices to manager of the enterprises. In contemporary society, human resource has played an important role in enterprises management. With the change of ethos and mode of thought in enterprises and individuals, employee loyalty becomes a significant tool to measure whether the management of firms is successful and brilliant. Today an individual's career is no longer tied to a single organization, as career changes and job mobility have become phenomena(Rousseau,1998) which means two-way choice, including employees and enterprises not only have respect to the personal development of employees, but also have respect to the operation and management of enterprises. Organizational commitment is the individual's psychology attachment to the organization. (Meyer...
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...23rd May 2013 Assignment submitted to GROUP II ASSESSMENT OF LINKAGE BETWEEN STRUCTURE & PERFORMANCE Group Members Sonal Zade Jayeeta D’Souza Bipul Sharma Rohit Kedare Rajneesh Malik Nitin Amin – Roll No. 32 – Roll No. 08 – Roll No. 02 – Roll No. 26 – Roll No. 20 – Roll No. 14 – IBM – Capita – HUL – H J Heinz – Zynga – WNS 1. Introduction 2. Case on Formation of Autonomous Work Groups at Hindustan Unilever Limited 3. Case on Adaptability, Discipline & Innovation in Structure at H J Heinz Company 4. Case on Job Architecture and Performance at WNS Global Services 5. Case on Impact of structural change and Ventura grades at Capita India 6. Case on structural linkage with performance at Zynga (Online Gaming) 7. Case on matrix structure linkage with performance at IBM 3 3 5 8 11 13 16 Page 2 of 18 Introduction We have undertaken studies in our companies to understand the correlation between structure and performance. We have made an attempt to disintegrate the level of complexity in the structures and what impact it exercises on the output or performance. We have explored the above subject keeping in mind that the important variables while dealing with organisation structure are – formalization (rules, routines), centralization (hierarchy, use of authority, verticality), control systems (span of control), coupling and structural embeddedness and specialization (role clarity). Case 1 - The Hindustan Unilever Experience By the end of year 2010, Hindustan...
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...fulfilment of the requirements for the degree of Doctor of Business Administration 15 May 2009 Statement of Original Authorship I certify that the substance of this thesis has not currently been submitted for any degree and has not previously being submitted for any other degree. I also certify that to the best of my knowledge any help received in preparing this thesis and all sources used have been acknowledged in this thesis. Signed ………………………………………………. Ken Lovell 15 May 2009 K Lovell: SHRM in Australia Page i Acknowledgements This study had its origins in my curiosity about the divergence that I perceived to exist between the management practices recommended in scholarly literature, and often by professional HR managers, and the actions and priorities of senior managers in Australian organisations. I worked as a senior executive in a construction...
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...fulfilment of the requirements for the degree of Doctor of Business Administration 15 May 2009 Statement of Original Authorship I certify that the substance of this thesis has not currently been submitted for any degree and has not previously being submitted for any other degree. I also certify that to the best of my knowledge any help received in preparing this thesis and all sources used have been acknowledged in this thesis. Signed ………………………………………………. Ken Lovell 15 May 2009 K Lovell: SHRM in Australia Page i Acknowledgements This study had its origins in my curiosity about the divergence that I perceived to exist between the management practices recommended in scholarly literature, and often by professional HR managers, and the actions and priorities of senior managers in Australian organisations. I worked as a senior executive in a construction...
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...Intermediate textbooks published by CIPD in September 2012 Many of our centres are providing students with all the resources required to succeed in their chosen qualification. CIPD offer bespoke textbook collections written by chief examiners and module authors to meet the needs of your students. To organise a collection specifically relevant for your students please email publishingmarketing@cipd.co.uk for more information. Introduction These three titles cover the content of the CIPD intermediate level core units in human resource management and development. The books are written and edited by CIPD accredited experts and offer a wealth of experience in teaching, writing and examining, whilst covering the unit learning outcomes. They also include a wide range of learning features such as reflective activities, annotated further reading, and case studies. Reviews Studying Human Resource Management ‘Through the successful collaboration of the core modules of the intermediate qualification into one text, a valuable resource to both learners and tutors has been created. It enhances the continuing alignment of educational objectives and the CIPD’s professional development framework to deliver and develop outstanding HR professionals.’ Ian Chapman, CIPD course leader, Warrington Collegiate ‘This is a clearly written text which successfully bridges the gap between theory and practice. Coverage of the core modules of the CIPD Intermediate qualification is...
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...decreases others (assuming costs remain constant) d. all of the above e. b and c only 3. In the shareholder wealth maximization model, the value of a firm's stock is equal to the present value of all expected future ____ discounted at the stockholders' required rate of return. a. profits (cash flows) b. revenues c. outlays d. costs e. investments 4. Which of the following statements concerning the shareholder wealth maximization model is (are) true? a. The timing of future profits is explicitly considered. b. The model provides a conceptual basis for evaluating differential levels of risk. c. The model is only valid for dividend-paying firms. d. a and b e. a, b, and c 5. According to the profit-maximization goal, the firm should attempt to maximize short-run profits since there is too much uncertainty associated with long-run profits. a. true b. false 6. According to the innovation theory of profit,...
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...Human Resources Benefits Insurance Rhonda Richmond National American University Human Resource Management April 28, 2012 Abstract Benefits are only one part of Human Resource Management department or division of a company. There are several areas that Human Resource Management department involved in all departments an aspect of a business from performance management, insurance, compensation and benefits, training and development, employee relations, retention, and health and safety, involve also in hiring and firing of employee from what positions full time to part time packets in intake and outtake of employment of a business. The Human Resource manager typically plays three roles in an organization. These Human Resource manager roles are advisor, service, and control. Human Resource Management department involved in insurance compensation and benefits has evolved from small, medium, large and to the huge corporations have Human Resource managers and/or department have been evolving with the time from very simple to more complex benefit packages for their employees and play an important part of it is use as retention to keep employees. Human Resources Benefits- Insurance Human Resources management is the compensation and benefits are developing and maintaining a wage/salary structure, as well as a benefit system, Human Resources management department is responsible for ensuring that compensation and...
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