Author, artist, and all around great guy Todd Wilson joined Andrew Pudewa and Julie Walker for some conversation in Podcast 157 recently. Todd is well known for his humorous yet honest glimpse of homeschooling life through his cartoons, which appear in several books, including Help! I’m Married to a Homeschooling Mom. Andrew and Todd first met about seventeen years ago, so they spent some time during the podcast reminiscing about the years. Todd now has children who are fully grown and have gone on to get married and are beginning their own families. Having transitioned from being a parent of small children to one of adult children, Todd shared some wisdom for homeschooling parents who are early on in their journey. And what is it? â€Å"Enjoy and hold onto these days,† he encourages. So listen to the podcast and enjoy your own wave of refreshment. And when it’s over, check out his new website that he has started with his son. Called â€Å"The Smiling Homeschooler,† its aim is to reintroduce smiles to homeschooling parents’ faces everywhere.  

Profitability Analysis And Comparison Finance Essay - Free Essay Example

Sample details Pages: 12 Words: 3544 Downloads: 7 Date added: 2017/06/26 Category Finance Essay Type Research paper Did you like this example? ROCE is a comprehensive profitability indicator because it measures managements ability to generate earnings from a companys total pool of capital. It should always be higher than the rateÂÂ  at whichÂÂ  the company borrows; otherwise any increase in borrowing will reduce shareholders earnings. The ratio at the start of the period is 16.9% and at the end of 2012 it reaches to 19% as compare to 129% that ends up 71%. In this area next plc looks very strong. Though there is decrease in the ratio but it is at advantage here. Return on Share holders Funds (ROSF) Return on Shareholders Fund (ROSF) is the amount of net income returned as a percentage of shareholders equity. It reveals how much profit a company earned in comparison to the total amount of shareholder equity found on the balance sheet. The return ranges from 16% to 19% except a sudden increase to abnormal event as compare to -371% that represent loss and ends up 195% positive. Next also has advantage here as company has recovered it losses in 2009. Although if industry average is available then this ratio can be interpreted in a much good way but from the data available it is safe to say that the Next Plc is in way better position. Don’t waste time! Our writers will create an original "Profitability Analysis And Comparison Finance Essay" essay for you Create order Gross Margin Percentage The Gross Margin Percentage is one of the most widely used profitability ratios. It represents how much of sales revenue is spent on providing the goods or services sold. The result of the Gross Profit Percentage indicates what is left from sales revenue for operating costs and profit. Generally, the higher the figure, the better it is. The ratio at the start is 14.55 % and after four years it is 13.56 % as compare to NEXTs 28.51% to 30.38%. NEXT has advantage over the Debenhams in this area. Further there is decreasing trends of Debenhams compare with increasing one of NEXTs. Net Profit Margin Percentage The net profit percentage is the ratio of after-tax profits to net sales. It reveals the remaining profit after all costs of production and administration expenses have been deducted from sales, and income taxes recognized. In the early year it is 4.19 % and after 4 years it reached to 5.62 % as compare to NEXT which has 14.96% that reached to 16.84% at the end of 2012. Both the companies have increasing trend but overall position of NEXT is better. Further gross profit and operating profit of Debenhams has decreasing trend and it is surprising that company have increasing net profit margin. Possible causes could be non-operating income which is non-reoccurring nature Earnings per share The portion of a companys profit allocated to each outstanding share of common stock.ÂÂ  Earnings per shareÂÂ  serve as an indicator ofÂÂ  a companys profitability. Earnings per share are generally considered to be the single mostÂÂ  important variable in determining a shares price. The higher the ratio the better it is. Debenhams ratio at start is 0.09 and after the end of four years it is 0.10. Company ratio is consistent over the period and shows a good performance in that area despite the variation in the profit and increase in the expenses. The ratio is almost in two digits over the period. On the other hand Next start with 1.69 and ends with 2.55 which is way better so it is safe to say that NEXT take a lead here. Efficiency Analysis and Comparison of both companies Stock Turnover Period This ratio shows how many days a companys inventory is hold and replaced over a period of time. If the ratio is low it means cycle of purchasing raw material and turn to finished goods is very short and low investment in inventory and vice versa. The ratio start with 56 days and with changes during the period it ends with 62 days as compare to NEXTs 46 days at start and ends with 56 days . Debtors Turnover Period An accounting measure used to quantify a firms effectiveness in extending credit to its customers. By maintaining accounts receivable, firms are indirectly extending interest-free loans to their clients. So lower the ratio the better it is. Debenhams ratio at the start is just 4 days and at the end with a light change it reached to 3.6 days that is very good. Low ratio as in this case suggests that either major sale of the company is on cash or debtors management is extraordinary efficient. In either the case company is handling its debtors remarkably. On other hand NEXT has 52 days at start and ends up 60 days which is very high than Debenhams. Although industry average would help it better to analyses the concerned area but from the available data it would be safe to say that the NEXTs management regarding inventory is more efficient. Creditors Payment Period This is an estimate of the average time period taken for a Company to pay off its trade creditors. By maintaining creditors, company is indirectly taking interest free loans so the higher the ratio the better it is. The ratio at the start is 58 days and at the end of the period it changes to 57 compared with NEXTs 27 days at the start and ends up 30 days. Debenhams is managing its creditors better than NEXT. Further as compare to debtors it should be higher which is right in the case of Debenhams. Cash Conversion Cycle The cash conversion cycle is the length of time between a Companys purchase of inventory and the receipt of cash from accounts receivable. It is the time required for a business to turn purchases into cash receipts from customers. CCC represents the number of days a firms cash remains tied up within the operations of the business. A cash flow analysis using CCC also reveals in, an overall manner, how efficiently the company is managing its working capital. The lower the ratio the better it is. Company maintains a very efficient cash conversion cycle during the last five year. Debenhams ratio starts with 1.6 and it ends 8.1, although the increase is a negative impact but that is very slight. The company is managing its financial resources very well by restricting the cash flow conversion period to single digit. On the other hand NEXTs ratio start with 71 days and ends up with 87 days which comparatively very high. The main difference is due to the debtors turnover period. Financial Position Simply stating, financial position means the value of assets and liabilities of a company. In other words the overall financial health of a company in terms of its assets, liability and the capital. When the business is growing it becomes very vital to prepare monitor some key indicators of corporate financial position on consistent basis and to compare them with prior periods to ensure timely and appropriate corporate decisions. Lack of precise and timely information can result in severe consequences. Some of the important KPIs that should be monitored include the following: Current Ratio Current ratio measures a companys ability to pay its short-term obligations through its short term assets. Debenhams starts with 0.54 and with changes it ends up 0.63 compare with NEXTs 1.1 in start and 1.54 at the end, which means that for every 1 GBP of current liabilities the companies have 0.54 or at the end 0.63 and 1.1 and 1.54 respectively worth of current assets. Debenhams is facing liquidity issues as it has very low current ratio over the last five years. Quick Ratio The quick ratio is stricter test of liquidity as it measures a companys ability to meet its short-term obligations using its most liquid assets. If the acid-test ratio is much lower than the working capital ratio, it means current assets are highly dependent on inventory as in this case. This is not an ideal situation for a company to maintain such a low ratio. Debenhams starts with 0.17 and after five year it ends with 0.17compare with NEXTs 0.65 to 0.91. The ratio depicts that for every 1GBP there is 0.17 worth of liquid asset and NEXT has 0.91. Gearing Ratio It is used mainly for analyzing a companys capital structure and thus assessing the companys financial position in the long run. During the earlier years Debenhams ratio is very high which represents that company is under high debts which leads to high interest and low profit available to the shareholders. Company managed its debt effectively during the last three years and financial health has been improved a lot. In the start it is almost 88% and after the end of fifth year it decrease to just 27% that is very significant. On the other hand Next has same trend as Debenhams but NEXTs ratio is very high as compare to Debenhams. Interest Cover Ratio The interest cover ratio measures the amount of profit available to cover the interest payable by the company. The lower the level of interest cover the greater the risk to lenders that interest payments will not be met. If interest payments and capital repayments are not paid when they fall due there can be serious consequences for a company. The ratio of both companies is low during the earlier period which tells that interest cost is high during the said periods and there is not much available to the shareholders. The ratio afterwards improved a lot. Debenhams ratio in the start is 0.5 and with the passage of time it increases to almost 10% as compare to NEXTs 12.77% that increase to 25.99% which is very significant and appreciable. Dividend Yield The dividend yield compares the amount of dividend per share with the market price of a share, and provides a direct measure of the return on investment in the shares of a company. Debenhams has not declared any dividend in the last couple of years but the ratio is consistent. The distribution of the dividend depletes the retained earnings of the company. On the other hand NEXT has been declared dividend regularly which is positive sign and advantage over the Debenhams. Market price per share Market price is an indicator of the stake-holders view about the worth of the company. It just not shows the net worth of the company and the future expectation from the company. As it shows the intentions of the general public and determine through the forces of supply and demand. Market value of the companys share is 0.48 and after the four years it reached to 1.02 that is a significant improvement. It shows that net worth of the company is increasing. Next start with1.29 and ends with 2.77 which is multiple times greater than Debenhams. Vertical analysis of Balance Sheets Debenhams vertical analysis of current asset shows that there are ample resources available in the form of cash short term investment during 2009 and 2010. These resources can be managed to minimize the interest cost. Account receivable of both the companies has been increased over the period but managed well. Inventory also has been increased over the period of time in both companies but Debenhams inventory increased more than the NEXTs. Debenhams prepaid expenses have been comparatively increased. Overall both the companies managed their current asset very well except cash and short term investments by Debenhams. Both companies do not made any major investments in the property plant and equipment during the periods. Debenhams Intangible has been increase a lot, more than double over the period and on the other hand NEXTs intangibles have been decreased consistently. Debenhams long term investment has been decreased a lot; liquated almost all long term investment. On the other hand NEXTs investments have been increased. Overall current liabilities of Debenhams have slight changes and nothing important variation except the current portion of the long term loans but in case of NEXT it has been decreased over the period. Non-current liabilities analysis of Debenhams shows that long term loans has been almost paid in 2010 and then again raised in 2011 but the raised amount is much less than the amount paid during the period. NEXTs long term loans has been increased over the period. Other non-current liabilities have grown by 75% over four year in case of Debenhams and decreased by 24% in case of NEXTs. Over all non-current liabilities has no major variation except long term loans. Corporate Governance Corporate governance refers to the set of systems, principles and processes by which a company is governed. They provide the guidelines as to how the company can be directed or controlled such that it can fulfil its goals and objectives in a manner that adds to the value of the company and is also beneficial for all stakeholders in the long term. Stakeholders in this case would include everyone ranging from the board of directors, management, shareholders to customers, employees and society. The management of the company hence assumes the role of a trustee for all the others. The financial reporting council formulated and implemented the UK Code of Corporate Governance in 1992. The code of corporate governance not only helps to monitor the companies performance but also is responsible to attract investments, since the code applicable in UK is of the highest standard. The companies listed on stock exchanges of the country are liable to comply with the requirements of the code and are required to report on how they have applied the main principles of the code and in case of any deviation to disclose the same in their annual report. Hence it is explained on comply or explain The code of corporate governance sets out the standards on the composition and effectiveness of the board, risk management, committees, shareholders relations internal controls. The board (trustee) is responsible to shareholders for the overall direction and control of its company and specifically reserves certain matters for its consideration. In order to ensure the compliance with the principles of corporate governance the Composition of board represents executive and sufficient independent non-executive directors to evaluate the performance of the company. The principle board committee consists of following three committees: Audit committee Nomination committee Remuneration committee To ensure continuing compliance the board undertakes formal evaluation of its own performance and that of its committees and individual directors. The directors complete appraisals on matters relevant to the board, committee and director performance. A report is presented to and reviewed by the board. Consecutive board meetings are being held to evaluate the performance of the management independently from time to time. Further independent evaluation has been performed by the auditors of the company. Findings of the evaluation are being presented to the board and afterward to the shareholders. Compliance by Debenhams plc The board of Debenhams plc acknowledges its responsibility for the long term success of the company, groups strategy risk management. The board discloses its composition and any changes therein that might have occurred during the period. The board held five meeting during the period which were attended by all the directors and other relevant personnel Specific matters including the Companys business model and strategy, approval of financials, major investments decisions and other matters as required by the code to be undertaken by the board, were considered by the board. Operational decisions were delegated to the committees. The board confirms that there are clear divisions of responsibilities between the Chairman and the Chief Executive. Debenhams plc recognises that the non-executive directors have other business interests outside of the Company and that other directorships bring benefits to the board. The board states that In 2011 the performance evaluation was facilitated by Lint stock Ltd. This year an evaluation of the performance of the board, its committees, the individual directors and the Chairman was conducted internally. The board also identifies the fact that the board is responsible for ensuring that the Company maintains a satisfactory dialogue with shareholders. Compliance by NEXT plc NEXT plc identifies the fact that Effective corporate governance is essential to the success of business and states that the Group complied throughout the year under review with the provisions set out in the UK Corporate Governance Code. The Board includes four independent non-executive directors and the Chairman who bring considerable knowledge, judgement and experience to the Group. The board took major policy decisions whilst delegating more detailed matters to its committees and officers including the Chief Executive. The Board also ensured system of internal control and for monitoring implementation of its policies by the Chief Executive. A clear division of responsibilities between the offices of Chairman and Chief Executive as agreed by the board was set out in writing. The board has placed a formal system so as to disclose the interest of the directors in any matter. The performance of the Board, its non-executive directors and committees was formally evaluated during th e year. The evaluation was conducted by directors completing a detailed questionnaire, the results of which were compiled by the Company Secretary for review by the Chairman and the Board as a whole. Ratings given by the independent institute (CSRHUB) are 66 to NEXT plc and 58 to Debenhams plc. Corporate Social and Environmental Reporting The corporate social responsibility may be defined as the commitment of business to contribute to the sustainable economic development, working with employees, their families, the local community and society at large to improve their quality of lives. Corporate social responsibility is a concept that the organizations have a responsibility to consider the interests of the customers, the suppliers, shareholders, communities and the ecological considerations in all of their operations. It means the rights of the employees, suppliers, investors; other stake holders should be protected. The activities of the company should not harm the environment in the form of pollution. Every country has enforced such laws so as to ensure that the companies do not deviate from these moral and ethical principals so as to increase their wealth. Both the Companies are taking proper measures to ensure the corporate social and environment issues. There is number of agreements and commitments made to f ulfil the duties towards the people and planet and to make it a better place for living. Following are the major areas (i) Supplier code of conduct is designed to be ethical, achievable, auditable, and universal to promote the ongoing development of companies sources of supply. Such code ensures the timely, efficient and required quantity of raw material delivery and the supplier satisfaction and commitment owing to timely payments (ii) Legal Requirements were duly considered while building the code. (iii) Employment issues are properly handled like: (a) Appropriate employees and management training programs were held so as to acquaint them to the latest practices and procedures Employees compensation is fixed at an appropriate level so as to ensure employee are retained for a long period of time. Working hours are appropriate and are not excessive enough so as to deviate from the labour laws. (b) Employment of children is considered to be illegal (c) D isciplinary practices are implemented to ensure a professional and corporate culture. (d) No gender discrimination is practiced at all the work places (e) Providing a working environment in which our employees can develop to achieve their full potential and have opportunities for both professional and personal development. (f) Safety measures in consultation of professional organizations are implemented so as to ensure the lowest possible work place accidents (g) Employee group insurance is being provided so as to ensure relief in case of any accident. (iv) Appropriate steps are taken to ensure: (a) Customer Service Department incorporates effective procedures in place, for both Retail and Directory customers, for customers to contact through telephone calls, letters and email correspondence, to resolve enquiries and issues in relation to products, operation, policies or the service provide (b) Market research and direct customer approach practices are adopted t o have an insight into the customers perspective (c) For the satisfaction of the customers it is ensured that the quality of products is 100%. That product is safe and fit for their intended purpose. Products fully comply with all legislation and standards (iv) Environment issues are considered like controlling the pollution (v) Charity work has been supported a lot. NEXT Plc approached and delivered financial support to 350 charity organizations during the year and paid over three million pounds for the these activities. NEXT has also diverted its excess stock, that previously was dumped, to the charities which makes use of it for their benefit. NEXT Plc is also supporting scrap stores UK. NEXT has worked in partnership to support the work of Doncaster Refurnish for over 3 years. NEXT has also been engaged in collaboration with Oxfam Gmbt to support the social development activities. (vi) Workers representation should be sufficient (vii) Monitoring, Inspection and as sessment is made on regular basis Rating given by independent institutions Good Guide has given Debenhams rating of 5.7 out of 10for social responsibility as compare to 6.1 of next plc. Good Guide has given Debenhams rating of 6.4 out of 10 for Environment responsible as compare to 6.4 of next plc. CSRHUB has given Debenhams rating of 52 out of 100 for Basic corporate social responsibility as compare to 58 of next plc. Conclusion Recommendation: A prospective investor has to assess financial aspects of a company before he makes any investment decision. The fact that the non financial factors are also too important is not deniable. Based on our previous detailed analysis, I recommend the investor to invest in the shares of NEXT PLC over Debenhams PLC for the following reasons. (i) Better profit margins over the periods. (ii) Better liquidity position. (iii) Better return on investment (iv) Better financial position (v) Better corporate governance rating (v) Better Corporate, social and environmental rating

Personal Statement My Experience At Stamford Hospital...

SCSU Personal Statement When I was growing up, I wanted to make a difference in the world by helping people who were less fortunate. I spent a lot of time volunteering at Stamford Hospital and raising money for my community through my local church. Somewhere along the line, though, I lost sight of my childhood ambitions and began to pursue a lucrative career in business for the prestige, competition, and money. I graduated from Temple University with a Bachelors of Business Administration in January 2014 and a week later, I began working for Liberty Mutual, a Fortune 100 insurance company. In reality, though, I had no passion for insurance. I felt the work was devoid of meaning, but most importantly, I was not being fulfilled as a person. After six months, I realized that no matter how far I climbed the proverbial corporate ladder, I would never reach happiness in this career. I handed in my two weeks notice and purchased a one-way ticket to Europe. This is my story of how I rediscovered my passion for help ing others and developed an interest in social work. †¨ I left Liberty Mutual and adventured alone to Europe. In three short months, I backpacked to fifteen countries and was embraced by a wide variety of people and cultures. Traveling for such an extensive period helped expand my consciousness and showed me how much I loved working in a community directly with people. I volunteered at organic farms, at hostels, and even on a sailboat in exchange for room and board. IShow MoreRelatedPerformance Evaluation of a Private Bank3560 Words   |  15 Pagesprivate sector of Bangladesh. Prepared For: Narzia Florin Lecturer, Dept. of Business Administration Prepared By: Saleh Ahmed BBA – 02406160 24th GI Dept. of Business Administration Stamford University Bangladesh. 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Calorimeters free essay sample

The Calorimeters Calorimeters are a device that can measure the heat that comes from burning an item. Simple Calorimeter A simple calorimeter is used to detect the enthalpy change when a fuel is burned. The fuel is burnt to heat a specific mass of water and then measure its rise in temperature. The word calorimeter comes from the Latin phrase calor which means heat. A simple calorimeter just consists of a thermometer attached to a metal container full of water suspended above a combustion chamber. Below is a diagram of a simple calorimeter. The temperature of the water allows for calculating calorie content of the fuel. Pressurized with pure oxygen and containing a known mass of a sample and a small amount of water, it is submerged under a known volume of water before the charge is electrically ignited. The bomb, with the sample and oxygen, form a closed system, no air escapes during the reaction. We will write a custom essay sample on Calorimeters or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The energy released by the combustion raises the temperature of the steel bomb, its contents, and the surrounding water jacket. The temperature change in the water is then accurately measured. This temperature rise, along with a bomb factor (which is dependent on the heat capacity of the metal bomb parts) is used to calculate the energy given out by the sample burn. A small correction is made to account for the electrical energy input, the burning fuse, and acid production (by titration of the residual liquid). After the temperature rise has been measured, the excess pressure in the bomb is released. Basically, a bomb calorimeter consists of a small cup to contain the sample, oxygen, a stainless steel bomb, water, a stirrer, a thermometer and ignition circuit connected to the bomb. Below is a diagram of a bomb calorimeter.

John Rowans Sub-Personalities Essay Example

John Rowans Sub-Personalities Essay After viewing the Art of Mediation DVD, identify the John Rowan’s sub-personalities from your Reading Assignment for each disputant (Ann and Liz) and explain why you chose the particular sub-personality for each of the disputants. You are permitted to choose more than one sub-personality for each disputant. In addition, select your most predominant sub personality then provide a paragraph about how you believe this will influence your mediation style. Ann-I believe initially before mediation she was The Exploder-she shouted back numerous times no matter the consequence and had a strong energy of frustration.She also was The Please-she wanted everyone to get along and maintain happiness in the business. She was The Hurt Child-her feelings were hurt when her life long friend wanted to end the business without her input. After mediation she became The Warrior/Leader-willing to find a solution to save her passion the business as well as her friendship. Liz-She was definitely The E xploder-she on many occasions just let her emotions out with total disregard. She was also unpredictable and was capable of blowing up at any time. Sometimes she was downright frightening with her actions too.She was a bit The Moaner-numerous times being self righteous and complaining about everything as well as initially not interested in solutions. She was also The Hurt Child-storming out initially in the beginning when Ann was expressing her feelings. Seemed to be very unreasonable in the beginning as well as into the mediation process. After mediation she too became The Warrior/Leader-she had a wider perspective when she communicated with Ann. She was willing to support their new idea for the business as well as maintain her friendship with Ann.I think the sub personality that I attribute myself to is The Warrior/Leader. I believe this suits my personality and I would use in my business practice as well. I am productive, organized, and grounded which would be suitable for my sty le in mediation. I am a strategist and goal setter who always seek solutions in a sensible and rationale and fair way. I think this sub personality is beneficial in my practice as to answer what is mediation all about? Coming together to find sound solutions for people who are in conflict.. 2.Read the below case study then review Harris’s life positions from your Reading Assignment. Identify which life position each character in the case study displays with a full explanation for such selection. 1. Im Not OK, Youre Not OK-position of futility, no way out, everyone is wrong, everyone is damned. 2. Im Not OK, Youre OK-there is something wrong with me, I do not deserve to be treated with respect and consideration, I will be motivated to get away from you, I will accept unachievable targets, take time off, drink too much, resign or self harm. . Im OK, Youre Not OK-there is something wrong with you, I do not need to treat you with respect or consideration. 4. Im OK, Youre OK-I am a valuable human being, I deserve respect and consideration and so do you, I am motivated to get along with you and I will go for what is right and fair for us both. Johnson Rice-Im OK, Youre OK. Johnson has always been a team player with a high work ethic and hoped to recruit those with the same mindset. He would often work late hours and weekends without pay to keep his new venture going.Verily Masters-Im OK, Youre Not OK.. began to make a regular habit of belittling the other partners with her constant bragging about how her credentials as a nurse and her MBA made her the most valuable part of the business. Further she would constantly threaten the other partners that she would start her own business and get paid $300,000 per year without having to teach them all she knew about nursing. Perry Klein-Im Not OK, Youre Not OK.. Perry also believed that he could take the same business idea back to his hometown where he would thrive.Perry believed that his superior sales skills were th e cause for the company’s growing success and he was convinced that he did not need either Johnson or Verily anymore. Perry was also having pains of missing his family. Perrys wife-Im Not OK, Youre OK. was threatening divorce if he could not give her a date and time for his return to the family home. This involved Perry spending countless working hours on the telephone and on elongated vacations during working hours. 3. Read the case study below then review Tuckman’s team development model. Identify and explain each stage of Tuckman’s model as it relates to this scenario.Be very specific. Johnson Rice set up a home health aide business in the basement of his family home. At first the business was relatively small but as it began to grow he realized the need for additional employees. Johnson has always been a team player with a high work ethic and hoped to recruit those with the same mindset. He would often work late hours and weekends without pay to keep his new venture going. Forming-New company just starting out. Verily Masters, a 39 year old woman, with whom Johnson had a dating relationship with many years prior but they remained friends after their breakup in high school.Johnson admired Verily for her background in nursing and her ability to articulate her position to outside referral agencies so Johnson asked Verily if she would consider a partnership to combine their talents. Johnson realized that Verily possessed skills where he had deficits. Verily accepted with joy, since she had just been fired from her last position, for reasons unknown to Johnson. Forming- Gathering information and impressions about each other, and about the scope of the task and how to approach it to benefit the business.Perry Klein, Johnson’s cousin, was the next person that Johnson approached to become the final member of the partnership. Perry lived 1,500 miles away with his wife and children but agreed to relocate to be part of the business venture . Neither Perry’s wife nor children joined him when he relocated for this business venture. Johnson had approached Perry for his sales skills and his ability to connect to community organizations. Forming- Gathering information and impressions about each other, and about the scope of the task and how to approach it to benefit the business. Soon the company began to grow quite rapidly.The headquarters of the company moved from the basement of Johnson’s home to an affluent neighborhood in the suburbs with an operation of more than 100 employees. At first the working relationship among the three partners seemed to go rather smoothly. Johnson continued to work 12 hour days while both Perry and Verily worked 4-6 hour days. As the company began to grow each partner enjoyed a six figure income of $100,000 each. Performing- This is the phase where team members start to come together, developing processes, establishing ground rules, clarifying who does what, and how things will be done.The company is growing as the employees are doing whats needed for the company to succeed. The group seems comfortable within themselves. Lot more independent. About 6 months into the partnership, the honeymoon phase of this partnership ended. Verily began to make a regular habit of belittling the other partners with her constant bragging about how her credentials as a nurse and her MBA made her the most valuable part of the business. Further she would constantly threaten the other partners that she would start her own business and get paid $300,000 per year without having to teach them all she knew about nursing.Storming- Cliques and factions form and there may be power struggles. The team needs to be focused on its goals to avoid becoming distracted by relationships and emotional issues. Once team members begin to familiarize themselves with other personalities in the group, initial power struggles and protective, work practices can begin to get in the way of smooth, effe ctive workflow. Perry was also having pains of missing his family. Perry’s wife was threatening divorce if he could not give her a date and time for his return to the family home.This involved Perry spending countless working hours on the telephone and on elongated vacations during working hours. Perry also believed that he could take the same business idea back to his hometown where he would thrive. Perry believed that his superior sales skills were the cause for the company’s growing success and he was convinced that he did not need either Johnson or Verily anymore. Forming- Individual behavior is driven by a desire to be accepted by the others, and avoid controversy or conflict. Serious issues and feelings are avoided, and people focus on being busy with routines.Johnson was aware of mediation and just wanted everyone to get along. He had learned mediation through a meeting he attended at his local community center. He told the other partners about the process and t hey thought that Johnson was trying to thwart them from the business and became very suspicious. At first they all rejected the notion, until participating in a free consultation with the local mediator. All parties then agreed to participate in mediation as a way to resolve their issues and preserve the friendship/family relationships and heal their business relationship.Storming- Cliques and factions form and there may be power struggles. The team needs to be focused on its goals to avoid becoming distracted by relationships and emotional issues. Once team members begin to familiarize themselves with other personalities in the group, initial power struggles and protective, work practices can begin to get in the way of smooth, effective workflow. The first session was very long as the parties took much time to tell their story from their prospective. The parties soon realized during mediation that policy and procedures, job descriptions, and party expectations had never been memori alized.Therefore all of this as done using the mediation process which resulted in four 3 hour sessions. The parties mediated an effective action plan. Norming- The group become established, and the scope of the groups tasks or responsibilities are clear and agreed. Having had their arguments, they now understand each other better, and can appreciate each others skills and experience. Individuals listen to each other, appreciate and support each other, and are prepared to change their views.

Tthe Tang Dynasty essays

Tthe Tang Dynasty essays The Tang Dynasty is one of the most well known Chinese dynasties. It was one of the most prosperous dynasties and is frequently referred to as the golden age. The Tang dynasty, founded by Li Yun and his son Li Shih-min along with the help of Turkish allies, ruled from 618 to 907. The strength of the early Tang was built directly on the organization of communications and administration established by the Sui. The boundaries of this great empire expanded as the Tang armies defeated the Koreans in the north, the Vietnamese in the south, and the Tibetans and Turks in the west. By the middle of the 7th century, the Tang ruled large portions of Manchuria, Mongolia, Tibet and Turkistan. There were many great achievements during this dynasty that helped the Tang to be so prosperous. The Empress Wu Zhoa restored the Han method of standardized government throughout China. They rebuilt the central bureaucracy and enlarged the civil service system in order to recruit more educated men in Confucian philosophy. The Tang emperors distributed land plots to peasants, which in-turn would weaken the power of large landowners. This also increased government revenues, since the peasants were now required to pay taxes. A system of canals increased internal trade and transportation. In the Tang dynasty, family members were expected to help around the house. Only boys could get an education, but girls were to learn at home. The two main social classes were the gentry and the peasantry. The Gentry consisted of the scholars( scholarship was valued more than physical labor). Peasantry consisted most of the Chinese population. They worked on the land and lived on what they produced. Woman in the Tang held high status. They were to run the household and take care of any family affairs. The Tang era was a time when Chinese sculpture flourished and paintings were considered masterful. From the literary perspective, poetry a ...

Accountability, Uniformity and Time Management

Accountability also reflects the responsibility the unit has over each and every person in the unit. Everyone is required to report for duty so that the commander can verify that he/she has all the unit personnel accounted for.If i don’t show up and nobody notices, the commander reports 100% accountability, but no one notices that i am not physically accounted for, they may find me some time later and be uncertain of what to think because they did not know i was not physically present, which puts the unit and the unit commander at risk for some evasive action. if there are times that i must be late then i should inform someone so that i can be accounted for. Which could also tie in with uniformity.What is the importance of uniformity, dress right dress, and discipline in the army? the importance of uniformity is to make everyone become and look equal. there are no differences between us, no separation because we are all a team. what is the point of uniformity, when a whole pla toon is uniformed it shows accountability, responsibility, discipline and being in uniform is one of the things that is part of the foundation of the army. Without uniformity there cannot be discipline, and then it turns into a chain reaction and destroying the foundation of the army. being in uniformity shows soldiers how they can do things together and how working together, we as people can do anything we want to accomplish. it also teaches soldiers that uniformity also shows responsibility that when things are disorganized nothing ever gets done, but when there are no differences holding back from completing the mission anything can be done 110%. Everything needs discipline in order to be successful and uniformity, not only in dress code allows for working in harmony to get things done right and in a timely manner. Speaking of timeliness, personal time management skills are essential for professional success in any workplace. Those able to successfully implement time management strategies are able to control their workload rather than spend each day in a frenzy of activity reacting to crisis after crisis – stress declines and personal productivity soars! These highly effective individuals are able to focus on the tasks with the greatest impact to them and to the organization, which help to make them more successful in the end then those who have poor time management skills. In writing this essay the importance and purpose of these three words have become clearer to me. We need accountability, uniformity and time management in everything we do in order to be successful and efficient in all things we undergo. Read also: Time Management Accountability, Uniformity and Time Management Accountability also reflects the responsibility the unit has over each and every person in the unit. Everyone is required to report for duty so that the commander can verify that he/she has all the unit personnel accounted for.If i don’t show up and nobody notices, the commander reports 100% accountability, but no one notices that i am not physically accounted for, they may find me some time later and be uncertain of what to think because they did not know i was not physically present, which puts the unit and the unit commander at risk for some evasive action. if there are times that i must be late then i should inform someone so that i can be accounted for. Which could also tie in with uniformity.What is the importance of uniformity, dress right dress, and discipline in the army? the importance of uniformity is to make everyone become and look equal. there are no differences between us, no separation because we are all a team. what is the point of uniformity, when a whole pla toon is uniformed it shows accountability, responsibility, discipline and being in uniform is one of the things that is part of the foundation of the army. Without uniformity there cannot be discipline, and then it turns into a chain reaction and destroying the foundation of the army. being in uniformity shows soldiers how they can do things together and how working together, we as people can do anything we want to accomplish. it also teaches soldiers that uniformity also shows responsibility that when things are disorganized nothing ever gets done, but when there are no differences holding back from completing the mission anything can be done 110%. Everything needs discipline in order to be successful and uniformity, not only in dress code allows for working in harmony to get things done right and in a timely manner. Speaking of timeliness, personal time management skills are essential for professional success in any workplace. Those able to successfully implement time management strategies are able to control their workload rather than spend each day in a frenzy of activity reacting to crisis after crisis – stress declines and personal productivity soars! These highly effective individuals are able to focus on the tasks with the greatest impact to them and to the organization, which help to make them more successful in the end then those who have poor time management skills. In writing this essay the importance and purpose of these three words have become clearer to me. We need accountability, uniformity and time management in everything we do in order to be successful and efficient in all things we undergo. Read also: Time Management