High Compensation Pay Will Influence Employee Motivation

High Compensation Pay Will Influence Employee Motivation This article shows the relationship between high compensation pay and employees motivation in organization. Besides training, job satisfaction, and work environment, compensation pay is one of the factors that can influence employee motivation. Motivation has many theories that support employee will perform better in their job. Compensation pay aspects such as pay or reward package and promotion will lead or boost up employee motivation in order to perform in their work that contributes to organization. There are many theories that explain compensation effect on employee motivation. Many researchers had mentioned about the relationship between compensation pay aspects, pay or reward package and promotion and employee motivation in organization. Higher the compensation pay, employee motivation in organization will increase. Introduction Compensation is the total amount of the monetary and non-monetary pay provided by employer to an employee in return for work performed as required. Wayne. F. Cascio had stated that compensation which includes indirect cash payment and direct payments in the form of employee benefits and incentives that provide by employer in order to motivate employees to perform well for higher levels of productivity is an important component of the employment relationship between employer and employee. According to Milkovich, Newman Gerhart (2011), compensation refers to all forms of financial returns and tangible services and benefits that give by employer to employee as part of an employment relationship. For monetary pay, it as the return for employee that work or contribute in organization, while for non-monetary pay is provided by employer to an employee in order to motivate employee to perform in their work. Every stakeholder such as employer, manager, shareholder and others have their own perceptive regarding compensation and how compensation affects how they behave. Employee may define compensation as an exchange of service employee contribution or as a reward for a job well done. Employee see compensation as to some reflects the value for their personal skills and abilities, or the return for the education training they have learned or acquired. The pay individual receives for the work they perform in their work is usually the major source of personal income and financial security in their life and so it is very important determinants of an individual economic and social well being. For manager, compensation pay directly influences their success in two ways. Firstly, it is a major expense competitive pressure both internationally and domestically, forces employer to consider whether their compensation decisions is affordable or not. Other studies show that many organization labor cost s account for more than 50% of total costs. And for industries such as public employment or service, this figure is even higher. Compensation is one of the factors that influence employee motivation in organization. The good compensation pay is a good motivator for employee. Employee motivation and behavior influence by compensation by two ways (Milkovich, Newman Gerhart 2011). High compensation pay will lead employee to motivate in doing their job or perform well in their work and performance. If employee did not get compensation pay much as they should get, employee tend to not perform well and motivate to do their job. Compensation pay desired behavior which is motivated employee for better performance. This study would like to investigate the relationship between compensation pay aspects which are pay or reward package and promotion towards employee motivation in organization. The problem After bonuses are distributed, management teams may often be frustrated by the lack of employee motivation. If the employee does not see a direct correlation between performance and bonus, this may lead to a lack of motivation because employees see no reason to perform better. Shun Linda Wang, 2003 Nowadays organization whether small or large, people pay much more attention to their life style and the money they earn from the work than their senior. However, it still remains unclear whether many of employees would continue working if it were not for the money that they earn. Employee will expects their employer give a compensation plan are that it is fair and equitable, that it provides them with tangible rewards matched with their skills and, further, that it provides recognition and employee feel their employer appreciate them. Employer will face big challenge in order to motivate employees in organization. Motivation of employee is an important key to an organization that can lead to overall effectiveness of organization. Basically, employee will do or perform well in their work if their employer provides compensation pay to them. In other word, employee is not motivated in order give full commitment in their work because of compensation pay that they receive from employer is not enough or dissatisfied. Employee will perform better if they see the relationship between compensation pay and performance. Employee tends to motivate and perform better in their job if employer provides high compensation pay. Are wages attached to jobs and do promotions play an important role as a wage determinant? Do expected promotions affect motivation and, once the promotion has been realized, will this make the motivation disappear completely? These questions is the famous question that employer will ask in order perform well towards increase productivity or efficiency of organization. As Herzberg (1968) has argued, just because too little money can affect and demotivate employee, does not mean that more and more money will lead about increased satisfaction, much less increased motivation. But it is reasonable to assume that if employees take-home pay or salary was cut in half, employee morale would suffer enough to not perform well and undermine performance. It doesnt necessarily follow that doubling that employees pay would result in better work or employee will motivate to perform well. According to Schuler and MacMillan (1984), they stressed that Human resource management practices (including com pensation) may give a competitive advantages to one corporation over its rivals in order to retain and motivate their employee in organization. Literature review Motivation is the desire to achieve beyond expectations, being driven by internal rather than external factors, and to be involved in a continuous striving for improvement. (Torrington, Hall, Taylor Atkinson, 2009, p. 276) Motivation, in the context of work, is a psychological process that results from the interaction or relationship between an employee and the work environment and it is characterized by a certain level of willingness to do something. Motivation also defined as the employees are willing to increase their work effort in order to desire that they hold or obtain a specific need (Beardwell Claydon, 2007). According to Arnold (1991), motivation consists of three components: Â · Direction what a person is trying to do? Â · Effort how hard a person is trying to do? Â · Persistence how long a person keeps on trying to do? Motivation of employee was set as the dependent variable in this study. Although the construct of motivation can be operationally defined with the help of similar to variables such as motives, dispositions, needs, and values (Hogan and Hogan, 1990), the field of psychology has not observed a single, crucial measure of employee motivation. Therefore, there is the study that measures motivation by a single straightforward item: How has the level of your work motivation level changed in the last three years? The responses of the study had range from decreased (1) to increased (5). (Takahashi, 2005) Moreover, in a way of accomplishment expected work productivity and job satisfaction motivation is the outmost element to be taken into account (Schultz Schultz, 1998). Mainly, the impacts of motivation on the work performance and productivity will attract attention towards employee motivation in the work environment (Huddleston Good, 1999). Employee with high level of motivation tends to work hard and perform better in their work as compared to the employees with low level of motivation. The understanding of the employees expectations and needs of employees at work signifies the base for their motivation. In order to increase employee satisfaction and motivation with their work, it is important to arrange employees work and the level of satisfaction with work. Motivational models are usually divided in to two between and those, which are process theories that focus on the individuals interactions with their environment and those content theories that which focus on an individuals internal attributes. Expectancy theory is one of the process motivation theory describes motivation as a function of individual or employees perception that they have about their surroundings and they will form the expectation based on these perceptions. The organizational psychology literature includes a number or many motivational theories, but based on Ghazanfar, Chuanim, Khan Bashir (2011) they have selected expectancy theory as their implementation mechanism for some reasons. Firstly, the theory has been subjected to rigorous academic testing that each of its components has been experiment and the result is there is a positive influence or relationship on employee motivation. Other researcher such as Klein (1991), Pritchard and Sanders (1973), and Arvy (1972) give support for the link or relationship between effort and E-P expectancy. Hope and Pate (1988) established that the link between instrumentality and effort is one of be the best supported of the components and measured by Lawler and Porter (1967), Snead and Harrell (1994), Klein (1991), Harrell and Stahl (1984). Pritchard and Sanders (1973) have confirmed the motivational link between effort and valence. Secondly, the theory is easily to understand and very straightforw ard. Developed by Vroom (1964), expectancy theory determines three factors that play an interactive role in motivation. Effort-performance expectancy refers to E-P expectancy that concerns the employees perception which effort is positively linked with level of performance in organization. Maslows theory shows that human needs as a role of the capacity in which the human needs have already been fulfilled. It means that human needs that are fulfilled have a low motivation value. Other than that, Herzberg explains that work satisfaction is based on the presence of intrinsic motivation, while the presence of extrinsic factors will lead to dissatisfaction of work. If there is hygienic factors, workers will be happy with their current work situation. In order to have motivated workforce in organization, the hygienic factors must be satisfied and when motivations are in place. This model is in the same type as the theories of Lewin and Vroom that it is concern with the influence of perception and expectancy on motivation. However, this model is a more comprehensive theory than the other theories. The model is based on the following propositions: The motivational force of an individual is based on how individual see the value of the goal, the power required achieving the goal and the probability that the goal will be achieved. Because of individuals past experience is similar of situation, it will enable to a better self-assessment of the required effort, ability perform well and achieve the goal Performance achievement can be achieved by individual efforts which mean individual understand the task requirement and know their self-assessment of ability. Individual sees performance as lead to both rewards which is extrinsic and intrinsic can give satisfaction if individual feel the rewards are fair. This model is most complete and has enough description of the process of motivation. Performance of employee is usually described as a joint function between both ability and motivation, and one of the primary tasks that employer have to face is motivating employee to perform to the best of their own skill or ability (Moorhead Griffin, 1998). Basically, when economists talk about incentives and motivation, it refers to type of motivation which is extrinsic motivation (Frey, 1997, Benabou and Tirole, 2003). Extrinsic motivation is a type of behavior influence by external interventions, examples your boss give reward in term of money, praise your work, or status (Frey, 1997). This type of incentives works same as quid pro quo: employee has the implicit contract that after perform well in a performance they will receive an external reward. This means that the view of monetary rewards, either in the form of incentive compensation or promotions automatically will increase employee motivation. According to Minner, Ebrahimi, and Watchel (1995), they explain that motivation consists of these three interdependent and interacting elements which are drives, needs, and incentives. As long as organizations have been operated, compensation had recognized as one of major motivator of employees in order to perform better as well as an important tool for organizations. To construct compensation systems, organization must have mutual understanding so that it can be to the organizations structure, strategies, and employees that has been an important area. To use compensation as a motivator to employee motivation, personnel employer must look at four major components of a pay structures in an organization (Popoola Ayeni 2007). These four major components are job rate, which is the importance the organization attaches to each job, payment, which employer give reward to encourage employee based on to their performance, personal or special allowances, like transport allowance and fringe b enefits such as holidays with pay and pensions. According to Akintoye (2000), he highlight that money is still be the most important motivational strategy. Early year 1911, Frederick Taylor and his scientific management associate defined money as the most important factor to motivate employee in order to achieve and improve better productivity. Taylor also defined compensation and performance based pay as one of the major tools management had to motivate employees and to improve their productivity hence reduce turnover. Money sees as an important motivating power in as much as it symbolizes intangible goals like security, prestige, power, and a feeling of accomplishment and success. Sinclair (2005) explained that the motivational power of money with the process of job choice. Sinclair explains that money has the power to attract, retain, and motivate employee in order to increase and improve performance. As example, if an employee gets another job offer, which offers best financial rewards and has same job characteristics with his current job, that employee would be motivated to leave current job and accept the new job offer. Banjoko (1996) states that employers which want to reward or punish their employees, they usually use money. This is can be done through the process of rewarding employees for increase productivity by give recognition to employee so that employee will feel fear of loss of job or other related issues such as no promotion because of not perform well in performance. The eagerness to be promoted and earn improved pay also will motivate employees. Compensation research is more focus on stressing the internal orientation to an individuals reaction to pay. This research orientation is always led by industrial organizational psychologists and has contributed to human resource management practice. The main force for this research has been the suggestion that pay will affects level of job satisfaction of employee and work behaviors or employee motivation (Oshagbemi, 2000). Generally, organizations offer their employees three types of opportunities which are (Ospina, 1996): Promotion. Pay. Challenges at work. According to Kwon (2004) there are two ways promotion provided incentives. First, wage increase upon promotion or promotion premium can be fixing by principal, and let the promotion probability depend on performance. Second, a principal also can fix the promotion probability and let the promotion premium depend on performance. Hence, both promotion probability and promotion premium will base on performance. However, the literature has only focused on the former, and mostly will ignore the final. Remind that when use for performance-based wages, in most previous models of promotion-based incentives, the principal do not have any reason to provide huge incentives, and sometimes promote employees without any reason. Our model highlights the final. Because employees in the model is same and usually makes an investment along the equilibrium path, the principal promotes them based on term unless they realized performance or wages. This is consistent based on seniority-rule in promote emplo yees. But, a wage increase with promotion based on performance in order to provide incentives for investments on job-specific human capital that does not for a new job level. In the extreme case, controlling for term, the promotion probability based whether on performance or on wages. According on a survey amongst all individual employees, Herpen, Cools Praag (2004) found a positive link that effect of promotions on intrinsic and extrinsic motivation, which leads to the effectiveness of promotion. They show that promotion will affect positively on extrinsic motivation that constant with one of the basic assumptions in the tournament model. Motivation is high in this type when employees think that they will get promotion in the future. Intrinsic motivation is not so much affected by an expected promotion but rather by a recently realized promotion. Without a realized or expected promotion in long period will lead to a decrease of intrinsic motivation (Herpen, Cools Praag, 2004). Promotions should elaborate motivation in many ways. Moreover, there often does not seem to be strong pay for performance within jobs, which only increases the clear importance of promotions for organizational incentives (Hedstrom, 1987). But for internal labor markets, the status of higher positions is more important rather than higher pay because employees tend to perform well to win the competition. Promotion defines an incentive mechanism that gives value to employees that in higher position (Takahashi, 2005). For organizations that want to motivate their employees, they must fully the incentive effects of promotion. Lazear Rosen (1981) stated that promotions have contributed a great deal in theoretical interest, especially in the tournament models. A promotion can be an indication of trust and lead to empowerment, which is correlated positively with intrinsic motivation (Deci and Ryan, 1985). In order to find out the full incentive that effect promotion, organization will analyze the relationship between perceived promotion opportunities and intrinsic motivation. Reward is the benefits that workers can get from perform well in a task, representation a service or discharging a responsibility. (Colin Pitts, 1995, p. 11.) Pay can be as the most important factor that will motivate employees and also can be motivating reward that is received when employees can perform better in a task and service. Individuals will motivate to go out and find a work in order to get pay. Pay is also can be seen as a way in order to value employees work that contributed to organization. Organization will face a problem such as hard to retain good employees in organization if employees feel reward package that they get is unfair and not satisfied. It is because pay can be a powerful demotivator towards employees (Colin Pitts, 1995). It shows that rewards absolutely can influence employee motivation. Inequity in the management of compensation such as performance that measure unfair may give negative impact to the objectives of the company, as employees will not work ha rd but want to get reward so it will lead to expense of contribution. But if the compensation pay is perceived as fair, satisfied and competitive, hence good employees are likely to stay in the organization (Schuler, 1998). Many employees think that reward package is only wages and salaries that employer give as a return of their contribution to organization. Actually the reward package is include bonuses, health insurance, pension schemes, car allowance, beneficial loans, meal allowance, profit sharing, share options and others. (Pitts, 1995, p.13). Efficient reward system can be a good motivator but an inefficient reward system can lead to demotivation of the employees. Reio and Callahon (2004) concludes that both intrinsic and extrinsic rewards motivates the employee resulted in higher productivity. Carraher et al (2006) stresses that there should be an effective reward system in organization in order to retain the quality employees and reward should provide based on their productivity. There many works has been done in order to evaluate the link between rewards and employee motivation and there are many researchers investigated and agreed that reward can give impact on employee motivation. Organization must make sure that policies and procedures to form reward system will increase employee motivation and satisfaction in order to maximize the performance of the employees. Performance-based pay (PBP) is one of the compensation schemes that have link between employee performances with pay. It can be defined as a system of remuneration in which an individuals increase in salary is solely or mainly dependent on his/her appraisal or merit rating (Swabe, 1989). Armstrong (2005) defines it more comprehensively as the process of providing a financial reward to an individual which is linked directly to individual, group or organizational performance. But Schuler (1998) maintains that PBP is not limited to financial rewards, and that non-financial rewards, such as recognition, can also constitute pay for performance. The basic reasons for PBP are performance enhancement for competitive advantage and equity (MIlkovich and Newman, 1996). In this regard, Beardwell and Holden (1995) identify several specific reasons for which managers may introduce PBP. These include: Help in recruitment and selection; Facilitate change in organizational culture; Weaken trade union power; increased role of the line manager; Greater financial control and value for money; Ability to reward and recognize performance; and Encouragement to flexibility. Proposition/ Recommendation Each researcher has their own recommendation regarding this study that investigated the relationship between compensation pay and employee motivation. Organization or employer should understand what influences individuals motivation which determines how they behave and why they behave in a certain way. Organization can use theories of motivation in order to determine level of motivation or factors that can influence employee motivation in organization. One of the theories that organization can be use is the basic one, Maslows theory. Maslows theory shows that human needs are a function of the capacity in which the needs have already been fulfilled. This means that a fulfilled need has a low motivation value. Bishop (1987) suggested that pay is directly related with productivity and reward system depends upon the size of an organization. Compensation pay such as pay or reward package and promotion will influence employee motivation in organization. For efficiency of compensation pay, organization can give compensation pay based on their size of organization. If the organization is big, employer should provided compensation pay that suitable to their employee such as high compensation pay in term of give employee high pay so that employee will motivate and tend to perform well. Consequently, it will increase employee motivation in organization and employee. Herzbergs theory explained that if employer give an opportunities for promotions and actual promotions are highly to motivate higher performance than regular pay structures. This is supported by Maslows earlier needs theory, which ranks self-esteem and self-actualization as higher-order needs compared with physiological needs, which would include pay, as lower-order needs. Promotions do usually increase pay, but the motivational influence stems from recognition, increased responsibility, more challenging work and a personal sense of accomplishment all of which are motivating factors, according to Herzberg. Herzberg even notes opportunities for advancement specifically as a motivator. If employer gives opportunity or promotion to employee, motivation of employee will increase towards to perform better in work because employee feels that employer appreciate their contribution to organization and get recognition from organization. Conclusion and Implication Human resources Compensation pay is one of the most important factors that influence employee motivation in organization. The findings of the present study adds a new perspective on the basis of a new environmental settings to the existing evidence signifying that the work motivation in the organizations is influenced by the satisfaction of the employees with their compensation, which is offered by the organization. The further analysis of the data pertaining to the satisfaction with compensation and work motivation suggest that benefits had a positive but weak relationship with the work motivation. Benefits include allowances and reimbursements for miscellaneous expenses, company housing and company conveyance. The previous researches in this regard refer benefits as not an ingredient, which motivates employees, Jacques and Roussel, (1999). Our findings relate with these findings because of the weaker relationship of benefits with work motivation. We might also find an explanation f or the inefficiency of benefits, in research by Hills, Bergmann and Scarpello (1994). Referring to surveys concerning employees, they formulate the proposition that benefits are generally perceived as a right in United States society, so they have no incentive character.

ku klux klan :: essays research papers

Ku Klux Klan Prejudice comes in many forms. Two such forms of extreme prejudice are the Salem witch-hunts and the Ku Klux Klan. In the colonial time, from 1700 to 1775, the Salem witch-hunts took place. The KKK originated after the civil war and is still going on today. These two groups based their prejudice on religious beliefs. People from many different cultures founded our nation, which gives us a unique diversity that was and is not always respected. The Ku Klux Klan states they are based on Christianity and uses such symbols as the flaming cross. Burning the cross is supposed to represent â€Å"opposition to tyranny and obedience to God.† The KKK believes they are superior to all non-whites. The people responsible for the Salem witch-hunts feared and persecuted those whom didn’t share religious and personal beliefs. A way of testing your beliefs was being forced to recite the 10 commandments without falter. Ku Klux Klan often expressed their beliefs by putting burning crosses in non-white homes, setting homes and businesses on fire, and even hanging non-whites. In the same way, the witch-hunts would force those who were prosecuted to confess and incriminate, if not, they would be hung, burned, or in one case smashed to death. Both groups use Christianity against other people that differed from them. The KKK was an underground organization, and used robes and hoods to disguise themselves. Rarely did members become publicly known because they were denounced by majority of society. Public leaders such as, reverends and government officials conducted the Salem witch-hunts. The trials were often public events that were well attended by the general population. The Ku Klux Klan was not based on fear of non-whites, rather their own supremacy. While the witch-hunts feared those with different beliefs including what we would now consider, â€Å"mentally disabled.† What good are religious beliefs such as Christianity if they are twisted, warped, and used as an excuse for violence.

Ethics and Behaviour in War-related Activity Essay

The use of military force, whether within a country or against a foreign target, is guided by two prominent principles. Jus ad bellum (right toward war) helps in determining whether the situation justifies a military response or whether there exist non-violent alternatives. Jus in bello governs the execution of military operations at whose heart are discrimination and proportionality. Military attacks should be aimed at the right targets and civilian deaths should be avoided as much as possible. The weapons or force used in the attack should also be proportionate to the threat, so that it would be unethical to destroy a whole city if the aim was to eliminate a dozen terrorists hiding in one building (Cook, 2001). Many wars, and particularly the ongoing ‘War Against Terror’ have seriously challenged the principles of warfare, forcing the U. S. troops to use what has been described as excessive force against suspected enemy combatants and many civilians. This paper sheds light on conditions which justify such behaviour in war. Justification for aggressive behaviour in the War Against Terror Acts of terrorism are perpetrated by individuals or groups who hold hard-line ethnic, cultural, or religious positions, and who obey no national or international war agreements or principles. Terrorists largely target civilians and civilian structures with the aim of causing indiscriminate harm and violence. Combat troops participating in the war against anti-US hardliners in Iraq and Afghanistan have been accused of flouting ethics of war for engaging in activities which have been regarded as too aggressive and unethical. It is important to note that members of terrorist cells or groups are not state agents and are mostly non-uniformed, making it difficult to distinguish them from civilians. In order to enjoy the protection ideally accorded to civilians, the combatants hide among civilians. When U. S. troops capture a suspect, they are forced to use force to get information from the suspect as they have no other way of telling whether the suspect is actually a terrorist or not. In societies where combatants or terrorists hide among civilians and hurt the same civilians, and others elsewhere, use of force is justified â€Å"primarily to remove dangerous people from society (domestic or international)†¦and to send a message to other potential criminals that such behavior will not be tolerated† (Litchenberg, 2001). The aim of the war on terror is not much to apprehend and try perpetrators in law courts as to directly eliminate as many terrorists as possible (Cook, 2001). The fact that there have not been any other major terrorist attacks in the U. S. since 2001 suggests that the country has made some achievements in deterring such attacks, thereby justifying the means used. Terrorist operations are funded from many sources, among them legitimate governments. While many of the sponsoring organizations are known, there exists the serious difficulty of proving in a court of law that these individuals, groups and governments actually fund and harbour terrorists. When such suspects are captured, military topguns appreciate the difficulty of proving the association between such people and terrorists in a court of law yet know that releasing the suspects allows them to support more terrorist activities in future. Such situations necessitate the indefinite incarceration of suspects in such places as the Abu Ghraib and the Guantanamo Bay where the military, and not the US law reigns supreme. Although such confinement may be deemed unethical, it justifies the end of ensuring that the suspects are not released to sponsor more crimes against innocent civilians. Conclusion. The U. S. campaign against terrorists in Afghanistan and Iraq has been unlike many wars before. The U. S. and her allies are engaged, not in retaliatory military action but in pre-emptive military crusade. The circumstances surrounding the war have driven the combat troops to take actions which have been regarded as unethical. However, careful analysis of the situation in the two countries, and the behaviour and operations of the terrorists reveals that the troops have no option but to take the same actions if they hope to win the war against terrorists. That terrorists follow no ethical codes strengthens the argument for such behaviour among the anti-terrorist troops. References Cook, M. (2001). Ethical Issues in Counterterrorism Warfare. US Army War College. Retrieved March 26, 2010, from http://ethics. sandiego. edu/Resources/PhilForum/Terrorism/Cook. html Litchenberg, J. (2001). The Ethics of Retaliation. Philosophy & Public Policy Quarterly, Vol. 21, No. 4: pp 4-8.

Government Surveillance A Controversial Issue On Terrorism

Since the events of September 11th, government surveillance has skyrocketed to some of the most advanced programs seen today; the government has the ability to intercept almost anybody’s internet activities, personal messages, and phone calls. 9/11 brought about the implementation of the Patriot Act, new NSA programs, and a new found â€Å"war on terrorism.† This has become a controversial issue on whether these programs violate Americans’ civil rights. Future government surveillance can be predicted to only become bigger and stronger, unless citizens seek to change the laws that allow the interception of privacy. Although the Fourth Amendment gives citizens the right to privacy, the interpretation of the law leaves the NSA to ultimately invade peoples’ privacy. The Fourth Amendment was added to the Constitution on December 15, 1791. The Fourth Amendment came about in correspondence to the rule of King George in the Colonial Age. The King of England only saw the American Colonies as another means of asset. The Colonists fought the imposed taxes by the British government with smuggling operations. King George fought back with writs of assistance, broad legal search warrants that allowed the British agents to search anyone they suspected to have stolen goods; this included property and home intrusions without notice or reason. This episode of government invasions on personal privacy was one of the leading factors to the addition of the Fourth Amendment to the Bill of Rights of theShow MoreRelatedThe Patriot Act And Homeland Security Act Of 20021329 Words   |  6 Pagesto come from the political and legislative action for the fall were the Uniting and Strengthening Americas by Providing Tools Required to Intercept and Obstruct Terrorism Act of 2001(USA Patriot Act) and the Homeland Security Act of 2002. While the USA Patriot Act and Homeland Security Act of 2002 have formed the backbone of terrorism laws in the United States, they are not without their problems, especially in terms of how far they infringe upon the right, freedom, and liberties of the publicRead MoreThe United States Of The Patriot Act1090 Words   |  5 Pagesmost powerful nations. However, it has been facing the problem of terrorism for many decades, most notably after the tragic events of September 11th. The Patriot Act was passed shortly after these events in response to the acts of terrorism witnessed by the whole nation. At the time, it seemed rational and logical to allow this bill to pass, due to the extreme anger of American citizens, and the willingness to fight against terrorism. However, certain breaches of privacy came with the introductionRead MoreThe USA PATRIOT Act of 2001: Need for National Security vs. Protection of Civil Liberties 1247 Words   |  5 Pageson civil liberties and individual rights but was an opportunistic ploy to grant excess power to the government in the wake of September 11th empathy. USA PATRIOT is what is referred to as a â€Å"backronym†, or a title from which is construed from a pre-existing word. The phrase itself stands for Uniting and Strengthening America by Providing Appropriate Tools Required to Intercept and Obstruct Terrorism Act of 2001 (USA PATRIOT Act of 2001, 2014). While the goals and provisions outlined in the originalRead MoreWiretapping And Surveillance Laws On The United States1029 Words   |  5 PagesThe uses of wiretapping and surveillance have become extremely evident in the society we live in today. With issues of terrorism and foreign threat, the concern for the safety of American citizens is at an all-time high. Over the past 50 years, different amendments and acts have been passed to help regulate the use of wiretap and surveillance tactics, but perhaps the most significant of the bunches would be Title III, FISA, and the Patriot Act. These acts paved way to a safer feeling society, butRead MoreSurveillance Program Unethical U se Of Computer1628 Words   |  7 PagesPrograms created by US Government to invade people s privacy It is primary mission that governments protect its people, and this protection includes using some software programs to monitor suspicious activities that could be caught on the web or from telecom communications. However, would this act invade people s privacy? Would these programs restrict the people freedom? Is this program unethical use of computer? There has been a case similar to that situation when the US government used national securityRead MoreGovernment Surveillance Should Not Be A Better Medium Between Liberty And Security1093 Words   |  5 PagesGovernment Surveillance The fight to obtain a happy medium between liberty and security continues to be a hard fought game of Tug-of-War. Considering the profusion of various opinions and ideas on the subject of government surveillance there will never be a solution that will satisfy everyone but there is one that will satisfy the majority. There are many logical rationales on the proper course of action whether it is in favor of the National Security Agency (NSA), against them, or a whole otherRead MoreThe Government And The People s Personal Privacy1601 Words   |  7 PagesFor the past few decades, the relationship between the government and the people’s personal privacy has been a widely controversial topic in the United States. According to the Merriam-Webster online dictionary, privacy is the state of being away from the public’s attention. The right to privacy is becoming increasingly harder for individuals to keep hold of, and a primary cause of this is the widening of the scope of the government for the sake of national security. For over a decade, there hasRead MoreDon t Tread On Me1532 Words   |  7 Pagesduties assigned upon them by the responsibilities that is their families, carriers, and the self. The United States government is endowed with the privilege to operate this nation with the duties administered upon them by the people who have appointed them to their position and with best lawful interest execute the bylaws passed down by the forefathers of this country. So when these government officials are off to work to pursuit a democracy that complies with the rules of the constitution and adjustsRead MoreThe Transportation Security Administration ( Fema )1540 Words   |  7 Pages Legal definitions of terrorism, domestic and foreign: According to the Federal Bureau of Investigation 18 U.S.C.  § 2331 within Chapter 113B domestic terrorism and foreign terrorism will all fall under the title of Terrorism. 2. O.R.C 2909.23 making terrorist threats (LAWriter, 2002) No party shall make a threat solely to terrorize the inhabitant population, sway government policy, or disturb the behavior or a government by threating commit a specified offenseRead MoreThe Nsa And The Terrorist Attacks Against Paris1336 Words   |  6 PagesIn wake of the terrorist attacks against Paris, many American political leaders are urging to increase security measures used to fight terrorism. The question is perpetual, Is government spying necessary to curtail terrorist acts? History The NSA was created on November 4, 1952, by President Harry Truman and was held responsible for collecting, processing, and distributing intelligence information from foreign electronic signals. The NSA contributed to the Nation s work in breaking German

The Movie Freedom Writers - 1137 Words

Freedom writers is a film based in 1990’s southern California where racial sensitivity ran rampant. The film follows a true story of a teacher Erin Gruwell, a freshmen teacher in Woodrow Wilson high school Long Beach, California, where she has to deal with these tensions on a daily basis. As we learn from the movie the class is as keen on disrespecting each adding to the tension. Another issue she has to deal with is the lack of understand though out the class and a refusal to understand each other. After a fatal race based shooting, the class shows more insensitivity by passing around a racist drawing of a class member. This sparks Ms. Gruwell to start talking about how racial bias killed millions of people during world war two. Once the students heard of these actions they were affected in a profound way, causing them to become curious in how the actions of a few killed so many. Which then, made them think of how they will be remembered in the future after they are gone. I n this Essay I will be explaining how these events effect Eva, Marcus, and her fellow colleague Ms. Campbell, who never supported her endeavor. Eva Benitez, is a young Latin woman from long beach, California, who was forced into a gang life since a young age. As the story starts off, Eva shows that she cares little for people outside of her own race. This hatred stems from an interaction of a white police officer and her father who was arrested by him, for what is assumed to be gang violence. When sheShow MoreRelatedMovie Review : The Movie Freedom Writers 917 Words   |  4 Pagesevery good movie has at least one theme or message to relay. These can be positive or negative, meaningful or inconsequential. A movie with a powerful message is Freedom Writers. It focuses on the difficulties of a young Los Angeles school teacher. Ms. Gruwell is faced with the unfeasible task of bringing a racially diverse class together. In spite of adversity and bad attitudes, she heals wounds between cultures and teaches her kids how to be successful students and citizens. The movie Freedom WritersRead MoreFreedom Writers Movie Analysis1054 W ords   |  5 Pages The movie and the book called Freedom Writers talk mostly about the same story. They have similarities, but also have differences. The story talks about the cruel misfortunes in students lives everyday. It mentions how students are drug addicts, living in fear everyday, gangsters, get abused, and another things people go through. This story takes place in Los Angeles, Ca where Erin Gruwell is going to teach at Wilson High School. She is a new teacher at this school and ready to change these studentsRead MoreTechniques of the Movie Freedom Writers1372 Words   |  6 Pages‘Richard La Gravense’s’ movie ‘Freedom Writer’ is based on a true story of a teacher and one hundred and fifty students of Woodro Wilson High School. This story is taken by the Eva’s diary, a true story of a girl, who suffers a lot in her life because of the racial riot. In the movie all the students are affected by the gang violence and racial tension i n their life. This movie shows the effort of the teacher, who reconciles all the student in-spite of big racial wall. To erase the gap between theRead MoreAnalysis Of The Movie Freedom Writers 1070 Words   |  5 PagesIntroduction ‘Freedom Writers’ is an American film, directed by Richard Granvense and based on a true story, which is dedicated and idealistic teacher Erin Gruwell. Mrs Gruwell inspires and teaches her class of belligerent and aggressive students that there are a positivity and hope for a life outside rather than gang violence and death. This is because students were divided into groups based on race, believed that they had no future and convinced that they had nothing to learn from other racesRead MoreFreedom Writers Movie Review Essay707 Words   |  3 PagesMarch 2013 Replacing Buses with Notebooks: Freedom Writers worth Admission Price At first glance, Freedom Writers seems like an overdone clichà © and knowing that it was produced by MTV does not help. The film is about kind-hearted, strong-willed teacher who signs up to teach a class of hardened gang members, drug dealers, and the like. After watching Freedom Writers you realize that it was worth the $6 admission. The positive, uplifting messages andRead MoreThe Movie Freedom Writers : Erin Gruwell Essay850 Words   |  4 PagesSummary The movie Freedom Writers is about Erin Gruwell who is starting her first year as an English teacher at Woodrow Wilson High School. This school is racially divided with many gangs and violence erupting at any time. Ms. Gruwell was the students main subject of hate too. After having a discussion with her students about what they were feeling about their lives and situations, she took the responsibility of educating the students no matter what the cost was. She would eventually get throughRead MoreHistorical, Social and Political Issues in the Movie Freedom Writers998 Words   |  4 PagesHistorical, Social and Political Issues in the movie FREEDOM WRITERS The thorough presentation of a well researched context in the film provided the environment for priming the viewers on the concept of belonging which was highlighted in the film. This grounded the film and prepared the viewers on the film’s main focus. Through the brief but meaningful snippets of what happened during the trial of Rodney King, the viewers were introduced to the conflict used in the film that surfaced and distinctlyRead MoreMy Favorite Movie That I Have Chosen For This Report Is Called Freedom Writers862 Words   |  4 PagesMy favorite movie that I have chosen for this report is called Freedom Writers. This movie takes place in the year 1994 at a school in Long Beach, California where a school is racially divided. At this school, there is a dedicated woman with idealistic views called Mrs. Erin Gruwell that is starting her first teaching job as a freshman and sophomore English teacher. Her first class that she has is a class of â€Å"at-risk† student s deemed incapable of learning and/or obeying. Mrs. Gruwell has a roughRead MoreComparing and Contrasting Mudies Peom My Father Began as a God and the Movie Freedom Writers984 Words   |  4 Pagescomposer writes â€Å"strangest of all†. The underlying meaning of this phrase is that he never expected to see any similarities between him and his father. ‘My Father Began as a God’ shares a few things in common with ‘Freedom Writers’, a movie directed by Richard LaGravenese. In ‘Freedom Writers’, Eva Benitez, the main character, was raised by a father who believed that white people marginalised the other ethnic groups. This led her to â€Å"hate white people on sight†. However, Erin Gruwell, their new teacherRead MoreEmotional, Educational, Extreme, Exciting : The Freedom Writers971 Words   |  4 PagesEmotional, educational, extreme, exciting: The Freedom Writers. This movie is packed with tons of elements that keep the viewer interested and intrigued; best of all, it is based on a true story. Every movie has a message that the writers are trying to portray to the viewers. Whether the message is love, justice, sacrifice, escape, etc., each movie is encrypted with actions and words that help explain the message in detail. The Freedom Writers is an excellent film that makes the viewer an alyze the

The Issues With Police Recruitment - 1069 Words

Issues with Police Recruitment Police recruitment, specifically the recruitment of women and minorities, is an issue within the police organization. When it comes to gender in law enforcement, males outnumber females by a large margin. When looking at race in law enforcement Whites outnumber any other race. By leveling the fields of gender and race in law enforcement, this will prove to be beneficial to police organizations across the board. According to U.S. Census Bureau of 2005, women make up approximately 51% of the total U.S. population. The percentage of women in the total workforce equals 46%, while 38% of women are in some type of management position. While these numbers are positive, the percentage of women in law enforcement is low. Only 14% of women hold line operation positions, 10% hold some type of supervisory role and 7% hold top command positions ( Barratt). The F.B.I. showed that in 2011, female law enforcement officer made up 26.6% of the total law enforcement population. That is a 13.9% increase from 2004 but it is still not high enough since females make up 46.5% of the entire labor force. So why is the percentage of women in law enforcement higher? Research tells us that women in law enforcement can be just as effective male law enforcement officers but uneven hiring practices, selection processes and recruitment policies keep the number of women artificially low. Often women are screened out of the selection process early on, as a resultShow MoreRelatedThe Law Enforcement Recruitment And Training Needs1580 Words   |  7 PagesIdentify the Major Law Enforcement Recruitment and Training Needs: Recruitment Needs The profession of policing derives its effectiveness from its ability to attract and employ quality individuals who will strive to better their community. Therefore proper recruitment and selection of officers is incredibly important to a police organization. Some major needs to Missouri’s recruitment process will be addressed in the following paragraphs. Diversity recruitment is vital to any organization, especiallyRead MoreThe Importance Of Diversifying Police Agencies And Selection773 Words   |  4 Pagesthe cause of countless police/immigrant community confrontations, and that in return diminishes the chances of recruiting Asian-American candidates towards a career in law enforcement. Purpose of the Study The objective of this thesis is to provide comprehensive information to all stakeholders who have an interest in enhancing minority recruitment and selection. The goal of this thesis is to address law enforcement professionals about the importance of diversifying police agencies; more importantlyRead MoreCase Review : The Jacksonville Sheriffs Office1518 Words   |  7 Pagesexperience a population and demographic growth. Despite recent efforts to become more diverse, minorities remain underrepresented in police departments throughout the country. A 2013 census reports that JSO, accounts with a total minority police share of 24% with Whites leading the full-time officer totals: 1,209 Whites, 69 Hispanic, 32 Asian and 275 Black. Thus, 76% of the police share are White, 17.3% are Black, 4.3% are Hispanic, and 2.0% are Asian (Governing Magazine, 2017). It’s paramount to not onlyRead MoreTask 1:Workforce Planning, Recruitment, Selection. Course1044 Words   |  5 PagesTask 1: Workforce Planning, Recruitment, Selection Course Code: 234 Student Name: Brenda Dempsey Student ID: 255891 Date: April 23, 2017 Student Mentor Name: Becky Melton â€Æ' A1. Factors that are influencing labor demand. 1. Crime: Crime has increased in most areas. The mayor has promised the community they would be ramping up patrols in high crime areas. 2. Overtime: Police Department has come under some scrutiny due to excessive overtime. This has been identified by the mayor as an area forRead MoreA Theoretical Framework For Recruiting Asian American Police Candidates843 Words   |  4 PagesStates, law enforcement agencies must search beyond traditional methods to attract potential Asian-American police candidates (Crump, 2011). It is not to say that traditional methods of recruiting are ineffective in today’s 21st century policing, but rather, law enforcement agencies must utilize both traditional and non-traditional methods to recruit and hire the most qualified Asian-Americans. By analyzing, assessing, evaluating, and combining the works of several law enforcement scholars regardingRead MorePolice Corruption: Time to Get Rid of Crooked Cops Essay1653 Words   |  7 Pagesâ€Å"Police throughout the United States have been caught fabricating, planting, and manipulating evidence to obtain convictions where cases would otherwise be very weak. Some authorities regard police perjury as so rampant that it can be considered a subcultural norm rather than an individual aberration of police officers. Large-scale investigations of police units in almost every major American city have documented massive evidence of tampering, abuse of the arresting power, and discriminatory enforcementRead MoreStaffing Problems Of The Virginia State Police Department Essay1430 Words   |  6 Pagesstaffing issues. Staffing issues can be internal, external, or both. In addition, the intensity levels of the issues may vary from company to company. Recently, the Virginia State Police suffered from several staffing issues. This paper will address the specific staffing concerns with the Virginia Police Department, the ineffectiveness of the situation illustrated in the article, and ways the police department could have done differently or prepared itself better. The Virginia State Police has experiencedRead MoreTraditional Organizational Structures Of Policing Agencies1013 Words   |  5 PagesTraditional Organizational Structures of Policing Agencies The principle role of police organizations is to uphold and enforce the law. Police organizations achieve this by safeguarding life and property, maintaining public order, and through detecting and preventing crime. Policing at the state level is composed of separate police organizations. At the state level we have the City or Local Police, County Sheriff and State Police, also known as Highway Patrol or State Troopers. The U.S. government givesRead MoreRecruitment and Selection Process of Police Officers1357 Words   |  5 Pages For an individual to become a police officer, he has to be prepared for a challenging yet rewarding role. There are various requirements and selection processes that have to be carried out before this individual is chosen to join the police force. This requirements and processes are carried out in trying to identify the very best applicants who show that they possess the potential of becoming fully effective in the role. Requirements for one to join the police force include: One has to be 21Read MoreDiscrimination Based On Sexual Orientation Essay1492 Words   |  6 Pagesintolerance, police departments and chief executives should embrace a â€Å"Do Ask, Do Tell† attitude toward gays and lesbians (Winchell, 2008)†. They will go out of their way to cause harm either (physically/ mentally), professional humiliation, and the refusal of some heterosexual officers to work in close proximity with the LGBT officers. Instead of discriminating on others, officers should begin to judge based on the quality of their work and strength of character. A survey of police officers in South

Managerial Finance Analysis Valuation

Question: 1. Dewhurst Plcfounded in 1919 is an independent supplier of components to the lift, keypad and rail industries. The company employs over 300 people in locations around the world. Dewhurst is known for its range of high quality pushbutton products (often sold under the Dupar brand). The companys pushbutton innovation in 1971 was the launch of the unique US81 Original Pushbutton. Following on from the success of the US81 the company has since focused heavily on pushbuttons and fixture products and now has a wide range of Braille and EN81-70 buttons. As well as having a significant presence in the lift industry, Dewhurst is also a major player in the keypad industry and supplies a wide range of keypad products for the ATM industry. The companys modern manufacturing plant is located in London, where the research and development facilities are also located with the latest Computer Aided Design equipment as well as test equipment such as shadowgraphs, endurance test equipment, environmental and dust chambers. The company has become a specialist in pushbutton design and production with extensive knowledge of hertzian stress design, QTC switch technology, pushgate switch technology and membrane enhancements. 2. BCU is a new private hospital in Birmingham that offers a range of cosmetic surgery. Figures for the hospital for 2015 are provided below and taking on some outsourcing from the state provider the NHS (National Health Service) is being considered. During 2015 the hospital charged patients 400 per patient per day for nursing care and a 5m turnover was reported. During 2015 40 beds were available for the 365 days of the year. The number of beds is regarded as bed capacity and this is agreed at the commencement of each year by the hospitals board of directors. The costs of running the hospital consist of allocated variable costs, fixed costs and direct staffing costs. The charges for variable costs such as catering and laundry are based on the number of patient days in hospital. Charges for fixed costs such as security, administration and rent are based on bed capacity (i.e. for 2015, 40 beds). Direct staffing costs are established from the personnel requirements applicable to particular levels of patient days. The tables presented below shown the break-down of the variable, fixed and staffing costs applicable to the hospital unit for 2015. Required Prepare marginal cost comprehensive statement of income to report the contribution per patient day cost unit, the overall contribution and the overall profit or loss. The break-even number of patient days, the Margin of safety as a percentage, the breakeven point in revenues for the hospital and comment on the financial return performance. The Birmingham NHS (National Health Service) is currently offering BCU a contract for 2,000 patient days at 300 per patient day. Evaluate and advise if this should be accepted in 2016 justifying with reasons your decision assuming the 2015 cost structures remain constant. 3. Human and intellectual capital form a significant part of the competitive advantage of twenty-first-century organisations, and yet remain unmeasured and non-disclosed in the annual report. Given the nature of these type of intangible assets involved, it is difficult for businesses and their stakeholders to properly assess an organisations effectiveness in terms of creating, transferring and deploying knowledge. This lack of visibility, coupled with an unstable and uncertain financial environment, can make it nearly impossible for organisations to articulate their true potential for creating long-term value. Human capital management remains inadequate. Critically discuss this statement within a cited academic essay. Answer: 1. In this given assignment, analysis of various financial data obtained from the profit and loss account and balance sheet given will be done. 5 years data is available based on which vertical and horizontal analysis of the financial statement is made. Based on these financial data various ratio are computed which shows the profitability, efficiency and liquidity aspects of the company. (a) Financial Analysis Horizontal analysis of Income Statement Here revenue means the amount received by the company from sale of its product. Cost of Sales (COS) is the purchase price of the goods sold by the company. Gross profit is derived by subtracting COS from sales (Nobles, Mattison and Matsumura 2013). Operating cost is the expenses incurred in running the business. Operating profit is the profit of the company from its operation. Finance cost is the cost of interest payment made by company. Profit before tax is derived by deducting finance cost and other expenditure from operating profit and by adding finance income with the operating profit. Profit after tax is derived by deducting tax expenses from profit before tax. Cost of sales is 47% of total revenue during the year then it increased during the year 2012 to 50% of revenue and then it has again decreased during the year 2013 and 2014 to 46% of revenue. Therefore, it can be said that in the year 2013 has increased a lot which may be due to the economic inflation. Operating cost was 39% of revenue in the year 2010 then it increased to 41 % in the year 2011 then it again fall to 39% in the year 2012 which again increased to 44% in the year 2013 and again falls in the year 2014 to 42% . Therefore, it can be said that operating cost has been very fluctuating during this 5-year span. . Gross profit has increased from 52.74% in the year 2010 to 52.94% in the year 2011 by only 0.20%. Again, it has fallen during the year 2012 to 49.65% and again increased to 53.59%. In the year 2013 and again decreased during the year 53.52% by only 0.07%, which will not affect the company as it, is tolerable. Operating profit 13% of revenue in the year 2010, which has fallen to 11% in the year 2011, stayed at that rate in 2012, and again decreased during the year 2013 to 6%, which again increased during the year 11%, which is a good sign for the company. Finance cost 0% during the year 2010 and 2011, which has increased to 1% in the year 2012 and stayed at that level in 2013 and 2014. Profit before tax was 13% during the year 2010, which decreased to 10% during the year 2011 and again increased to 11% in the year 2012, and then it suddenly falls to 5% in the year 2013 and finally it doubled in the year 2014 to 10%. Therefore, it can be said that profit before tax has fluctuated a lot during the 5 years time span. Profit after tax has followed the same trend as profit before tax, which is expected. It was 9% in the year 2010, and then it decreased to 7% in the year 2011 and stayed at that level in the year 2012, then it has decreased during the year 2013 to 2% which is due to the economic downturn bu the company revived itself in the next year and its PAT increased to 8%. Horizontal Analysis of Balance Sheet Non-current asset is the fixed and intangible asset of the company. Current asset are those asset, which can be easily converted into cash. Total asset is derived by summing up Current asset and non-current asset. Equity is the summation of shareholders fund and reserve and surplus. Long-term liability is the debentures and pension funds payable by the company (Hoskin, Fizzell and Cherry 2014). Current liability are those liability which is payable by the company within 12 months. Total liability is the summation of short-term and long-term liability. Shareholders fund, long-term liability and short-term liability taken together is known Total liability and equity. Vertical Analysis of Income Statement In this section, the difficulties in the various items of income statement are to be discussed. Revenue has increased up to the year 2012 and then it has again decreased during the year 2013 and again increased in 2014. The trend of cost of goods and operating cost sold is the same as Revenue. Operating profit has decreased in the year 2011, then it has increased in the year 2012 due to gain on disposal of 3994, and again it has decreased in the year 2013, which again increased in 2015. Profit before tax has followed the same trend as operating profit. Income tax has increased up to the year 2012 and then decreased during the year 2013 and 2014 due to lower profit before tax. Vertical Analysis of Balance Sheet Total noncurrent asset has increased in 2011, and then it has again decreased during the year 2012 to 2014. Total current asset has fluctuated during the year 2010 to 2014 i.e. every alternative year it has either increased or decreased. Total asset has increased up to the year 2012 and then it has decreased during the year 2013 and again increased during the year 2014. Noncurrent liability has have only pension which have increased up to the year 11856 and then it has decreased during the year 2013 and again increased in the year 2014. Total current liabilities have also followed the same trend as of Noncurrent liability. Equity shareholders fund has increased in the year 2011, and then it has decreased during the year 2012 and again increased during the year 2013 and 2014. Financial Ratios Analysis of various ratios for 5 years is given below: Table 1 RATIO ANALYSIS 2014 2013 2012 2011 2010 Profitability Ratio Gross Profit 53.52% 53.59% 49.65% 52.94% 52.74% Interest Coverage 11.65 5.67 16.91 32.53 32.47 Operating Profit Ratio 20.76% 11.08% 22.11% 20.14% 24.98% Profit before tax (PBT) 10.32% 5.08% 10.56% 10.41% 13.05% Profit after tax (PAT) 8.46% 2.09% 7.28% 6.97% 9.43% Return On capital employed (ROCE) 21.44% 10.15% 25.24% 19.86% 22.89% Return On Asset (ROA) 9.63% 2.36% 9.44% 7.87% 10.34% Liquidity Ratio Working capital or Current Ratio 4.19 3.81 3.84 3.14 4.50 Acid Test or Quick ratio 3.48 3.08 3.08 2.35 3.60 Efficiency Ratio Asset Turnover 1.14 1.13 1.30 1.13 1.10 Receivable Collection or debtors turnover 10.36 9.59 10.63 9.72 9.22 Payables or creditors turnover 4.01 3.72 4.65 3.74 4.13 Inventory Turnover 10.36 9.59 10.63 9.72 9.22 Capital Gearing ( since there is no debt in this company) NA NA NA NA NA Cash Cycle 154.96 154.00 118.40 156.92 144.30 Cost Analysis Cost Of Goods Sold % on Revenue 46.48% 46.41% 50.35% 47.06% 47.26% Operating Cost % on Revenue 41.77% 44.25% 38.87% 41.17% 39.25% (b) Narrative Interpretation From the above Table-1, it can be seen that Gross profit ratio has remained within the range of 49% - 53% during the 5 years period. It has not changed much so it can be said that the revenue of the company has not grown too much during the past 5 years. Interest coverage is very much high for the company as the standard ratio is 2.5. It means the company has a good capability to pay its interest (Vogel 2014). This company used to have a 32.47 interest coverage ratio in 2010, which is reduced to 11.65 in 2014 still tough it is very high. Operating Profit ratio for the company has decreased 24.98% in 2010 to 11.08% in 2013 and again it has increased to 20.76% in 2014, which shows that operating expenses of the company has increased during this 5 years period. PBT and PAT of the company has decreased during the year 2010 2013 and then it has again increased during 2014 which is a good sign for the company as it can be seen from the trend of ratios that 2013 was a down turn for the company (Whitecotton, Libby and Phillips 2013). ROCE and ROA has fluctuated during past 5 years which means that the management of the company has not been efficient in generating earning on its capital employed and Asset. This must be taken into account immediately by the company to increase its efficiency. Current ratio and Acid test ratio of the company is well above 2 which is a standard ratio for a company. it is danger sign for the company if it falls below 1. Therefore, it can be said that the liquidity position of the company is very excellent and it has the ability to pay of its debts easily (Saaty and Peniwati, 2013). Asset turnover of the company has remained within the range of 1.10 1.14 within the 5 years period, which means the company, is not efficiently using its asset to generate revenue. The higher the ratio the better is for the company and asset turnover of 1.14 is considered as significantly low for a company. The company collects its receivable from debtors almost 10 times in a year and it pays to its creditors almost 4 times in a year, which is a good sign for a company. Cash Cycle means the number of days required in the process of purchasing the raw material converting into salable condition and collection after sale. This is currently 155 days for this company this average as per industry (Healy and Palepu 2012). The company keep 1/10th of its salable units as its stock in hand for its safety which is a good practice from the view point of the company. 2. In this section Marginal costing which includes BEP, MOS and new proposal acceptance will be discussed. (a) Marginal costing In this given assignment, marginal costing concept will be discussed in depth and its impact on the operation and profitability off the hospital (BCU) is discussed below. Table-2 Marginal Costing Statement Occupancy 12500 Total () Per unit Revenue 5000000 400 Less: Variable Cost Catering 400000 32 Laundry 185000 14.8 Medical Material 675000 54 Contribution 3740000 299.2 Less: Slab Fixed cost Supervisor 140000 11.2 Nurse 260000 20.8 Assistant 250000 20 Less: Fixed Cost Security 75000 6 Administrative 700000 56 Rent 900000 72 Profit 1415000 113.2 From the above statement in Table-2, it can be seen that the hospital is currently running at a total profit of 1415000 and a per unit profit of 113.2 which is a very good sign for the trustee and management of the hospital. (b) BEP and MOS analysis Analysis of Profit Volume ratio (PV), Breakeven point (BEP), Margin of safety (MOS) will give a clear picture of the standing and financial position of the hospital, which is given below: Profit Volume Ratio 74.80% Units Euro Break Even Point 7771 3108289 Margin of safety (MOS) 37.83% PV ratio is derived using this given formula: Contribution/Sales*100, where contribution means Sales minus variable cost (Kaplan and Atkinson 2015). It shows that variable cost is only 25.2% of sales. Higher the PV ratio the better is for the hospital. BEP is derived using this given formula: Units: Fixed Cost/Contribution per unit Value: Fixed Cost/PV Ratio or BEP(units)*Revenue per unit. In case of this hospital, BEP (units) is 7771 whereas its actual occupancy is 12500 (85.6%). Therefore, it can be said that BCU has outperformed in this year. MOS is derived using this given formula: (Sales BEP Sales)/Sales*100 In case of BCU, Its MOS is 37.83%, which is very high as compared to hospital industry. Therefore, it can be said that there is no chance of shut down in recent years. (c) Analysis of New Proposal Analysis of the new proposal from NHS is discussed below: New Proposal Revenue 600000 Relevant Cost Variable Cost Catering 64000 Laundry 29600 Medical Material 108000 Opportunity Cost 0 Discretionary Fix Cost Supervisor 0 Nurse 78000 Assistant 50000 Net Gain 270400 If there is ideal capacity and new proposal is to be accepted then only relevant cost is to be taken into account (DRURY 2013). Relevant cost comprises of variable cost, opportunity cost and Discretionary fixed cost. In case of BCU, there is no opportunity cost so variable cost of 2000 patient days and discretionary fix cost due to salary paid to extra 3 nurses and 4 assistants since number of patient has increased above 13000 is to be taken into account. Since the company has a net gain of 270400 from the new proposal, it should be accepted. 3. Human and intellectual capital means the value of intangibles in the company, their relationship of which intellectual property is a component. It is used in evaluating the intellectual and human wealth of the company, which cannot be determined properly, and due to this reason their impact on the company remains un justified (Scafarto, Ricci and Scafarto 2016). These are not directly visible tangible assets. Intellectual property comprises of Structural, Strategic alliance, Human and Relational capital. Human capital gives values to the employees of the organization whereas Relationship capital takes into account the customer relationship (Machlup 2014). Structural capital focuses on the infrastructure of the company whereas Human and Relational capital deals with the external relationship. Human capital is inherent capability of an individual and organization has no control over it. It can only be improved by the organization with proper training. Therefore, it can be said that if an efficient employee leaves an organization then human capital also leaves the organization. It also shows that how an organization effectively manages its human capital for achieving its goals and objectives. Structural capital focuses on trademarks and patents together with organizational image, information system and softwares. Because of its diversified field, it is further categorized into process, innovation capital and organization. Process capital is the techniques and procedure to improve the delivery system of services and goods. Relationship capital is separated from human and structural capital since it the central importance area of an organization. Often relationship with customer is referred as goodwill of the company but will not properly accounted properly for in the books of accounts of the organization. For an organization to survive and thrive in the competitive market they need to capitalize their intellectual and human capital. Organization tends to transfer their intellectual capital to their subsidiaries to avoid corporate tax. Audit of intellectual capital is required to explore the opportunities available within and outside the organization References DRURY, C.M., 2013.Management and cost accounting. Springer. Healy, P. and Palepu, K., 2012.Business Analysis Valuation: Using Financial Statements. Cengage Learning. Hoskin, R.E., Fizzell, M.R. and Cherry, D.C., 2014.Financial accounting: a user perspective. Wiley Global Education. Kaplan, R.S. and Atkinson, A.A., 2015.Advanced management accounting. PHI Learning. Machlup, F., 2014.Knowledge: Its Creation, Distribution and Economic Significance, Volume III: The Economics of Information and Human Capital(Vol. 3). Princeton university press. Nobles, T.L., Mattison, B.L. and Matsumura, E.M., 2013.Horngren's Financial Managerial Accounting: Pearson New International Edition. Pearson Higher Ed. Saaty, T.L. and Peniwati, K., 2013.Group decision making: drawing out and reconciling differences. RWS publications. Scafarto, V., Ricci, F. and Scafarto, F., 2016. Intellectual capital and firm performance in the global agribusiness industry: the moderating role of human capital.Journal of Intellectual Capital,17(3). Vogel, H.L., 2014.Entertainment industry economics: A guide for financial analysis. Cambridge University Press. Whitecotton, S., Libby, R. and Phillips, F., 2013.Managerial accounting. McGraw-Hill Higher Education.