British Petroleum (BP) Strategic Change Management

A Team in a Slump

For somebody who isn't a lot of an avid supporter as he asserts himself to be, Richard Cohen is the most far-fetched individual to expound on the parallelisms of a Knicks’ season and the Iraq War.For Cohen, a game and a war must  both be won.â He can't help contradicting Vince Lombardi with the latter’s axiom that triumphant isn't the main thing.â He is more in concurrence with Henry Ford about gaining more from disappointments than in successes.Cohen refered to the New York Knicks as having the most generously compensated players in the class, including the individuals who pass on it in urgent games.â The backup players have $53 million contracts.â He believes the figure to be really costly for a ball club completing at the base score of the Eastern Conference.Cohen moreover brought to mind Gil Hodges of the Dodgers who performed beneath desires in 1952 and was for an awkward period of time on such an unexpected decay, or on a slump.â Hodges was very much c herished, amazingly great and very strong.â But as a great many people would state at that point, things happen.â Things were not generally inside one’s control.The Cohen exposition is likewise about George W. Bramble once the proprietor of the Texas Rangers.â Owning a ball club previously, Cohen accepts that Bush ought to have referred to that as on account of the Knicks, cash nor influence, doesn't a champ make.â â  In Iraq, even with every one of its assets America is ineffective.â It resembles the Knicks on a slump.Cohen composed, â€Å"It’s not the seat that should be replaced.â It’s the front office.†Ã¢ The purpose behind the thrashing isn't on the grounds that the players or the fighters are not exactly great, it is a greater amount of the individual claiming the ball club or the president from whom the requests are coming being unequipped for driving his group to victory.â What it takes to win, the man in control ought to know.Th is might be an alternate method to take a gander at the much-discussed Iraq War, at a games edge withâ a games examination on the side.â â â Richard Cohen, from his own confirmation is an intermittent games fan.For the most piece of his exposition, one would not effectively discover an association between a group in a droop and an extended war, between a previous ball club proprietor and a president who gives orders in Iraq.â For the normal American who has a host group to pull for he might naturally want to isolate his games from his politics.â As for Cohen, he should shoot from another angle.Works CitedCohen, Richard. â€Å"A Team in a Slump.† 20 April 2006.â Washington Post Writers Group. 15 May 2007 <http://www.realclearpolitics.com/articles/2006/04/a_team_in_a_slump.html>

How to Negotiate for a Salary Increase After Probation

How to Negotiate for a Salary Increase After Probation Salary negotiations can be dreadful. Most of us want more money for the jobs we perform, but asking for it is a very different thing.Negotiating for a salary increase can be especially tough after probation. Is it even possible?In this guide, I’ll explain what probationary periods are and what you should know about them and your salary prospects before you enter into a contract. I’ll also give you tips on how to prepare for salary negotiations after probation and what to do and say during the daunting meeting. If you take all of this on board, you might be in for a bigger paycheck!DO COMPANIES OFFER SALARY INCREASES AFTER PROBATION?Before I get into the nit and grit of negotiating a salary increase, it’s worth stopping for a second, and understanding what the likelihood is for this. What are probationary periods in the first place and how common it is to get a raise after you pass the test period?What is a probationary period?As I revealed in the last sentence above, probationary periods are in essence a test to check how well you can perform in the role. Employees use them to check if they’ve made the right choice hiring you and it does provide you the opportunity to also see whether you enjoy the job and the role.The probation is generally a specific timeframe; for example, a three-month period. It’s a kind of safety net for the employer, and to so me extent you. It can help test your ability to perform in the role and to ensure you are the right fit for the team and the work environment. It does provide the employer more flexibility in dismissing you, if you don’t meet the standards set before the probation.On the other hand, if you don’t feel the job is right for you, walking away at the end of the probation period can be easier than quitting your job later on.So, how common are probations? The answer would be rather common. Most companies in both public and private sector have some sort of testing period. The length and the criteria can differ from company to company â€" always understand the rules of the probation period before entering it.In terms of salary increases and probation, the period typically ends with a performance review, which can be a good time to talk about salary issues â€" especially if you’ve performed exceptionally well.But a salary negotiation may or may not be part of the agreed period and it ca n be difficult to negotiate a raise at this early in your employment. But don’t despair â€" salary increase is possible and I’ll show you what to do!And if you’re looking to survive the probation period, check the tips for your first 90 days at a new job by Smith Arnold Partners: What to know before you accept a probationary period?Before you enter a probationary period â€" in fact, before you enter employment â€" you need to check whether you’ll have to go through probation and what the specific terms of it are. Knowing these can help you with your possible salary negotiations later on.Here’s the checklist of what to know before:Do you have a probationary period and how long is it?What are the specific terms of the period:Your duties during the probation.For the employer and yourself in terms of terminating the contract after or during the period.The performance criteria for a successful passing of the period and any other benchmarks for passing the period.The salary nego tiation timeline:Will there be an automated review after the probation?Does the company offer a review at regular intervals?Is there an option to negotiate the salary after a good probation?You would ideally want the above in writing to ensure you don’t end up in a “She said, he said” situation. You’ll most likely have the employment offer in writing, so just ask them to include or clarify the probation clauses.This can make negotiating a salary easier, but it also ensures the whole period is smoother for both of you.IF YOU DON’T ASK, YOU WON’T GET ITI once read an interesting blog post by Krystal Yee from the Give Me Back My Five Bucks and it helped me open my eyes to a crucial problem people have in terms of negotiating a raise. Other than having terms in writing, there’s another essential tip for negotiating a salary â€" not just after a probation period, but also at any point.The golden rule of getting an increase is: if you don’t ask, you probably wont’ get it .There aren’t many bosses out there willing to sit you down and say, “Let’s give you a big raise”. This isn’t to say they don’t want you to say or they don’t think you might deserve more â€" but increasing salaries just isn’t generally their priority. You need to be the active member in looking after your interests â€" no one else will do it for you.I understand that asking for more money might not come naturally to you, and it can feel uncomfortable, especially when you’ve recently joined the firm. But do you want to spend months slaving off; performing tasks that you know should pay more, just because it might seem awkward to ask?Asking for a salary increase (especially after you’ve followed the below steps) is a natural and necessary thing to do. You aren’t being a moneyhungry person â€" we all need money and we all work to get money to some extent. Naturally, you do need to follow the below steps and to establish valid reasons and justifications for the rai se.But don’t talk yourself out of it or feel bad about asking â€" if you don’t ask, you probably won’t get it. So, either you stop dreaming about the raise or step up and take initiative.Remember, asking for a salary increase is not bitchy or selfish; it’s smart. To survive in today’s competitive job market, you need to understand the value of what you do. If your employer is unwilling to even listen to your case, then someone else out there will.Asking or negotiating is not the same as getting exactly what you want â€" but you also can’t expect to get what you want, if you aren’t willing to outline it. The whole point of negotiating is reaching an agreement that suits both parties â€" a salary that satisfies you and which the employer is able to commit to at this point in time.So once more, you need to get over the hurdle of asking, before you can start dreaming about a salary increase.THE STEPS TO TAKE BEFORE STARTING SALARY NEGOTIATIONSAny good negotiator will tell you preparation is the key to a successful result. Therefore, your journey to negotiating a salary increase should start long before you enter your manager’s office and ask for the raise.So, how to prepare for the negotiations? You need to first evaluate the work environment and then carefully consider your value and performance.Evaluate the work environmentIt’s beneficial to look around a bit and carefully evaluate what is happening in the company. What this means is to understand the current financial situation of the company a little before you start asking for more money.You can’t expect the train to start moving a lot faster, if you’ve stepped into a steam train in the first place. Now this doesn’t mean you need to know the ins and outs of the company â€" you simply need to use your discretion in understanding whether it’s the right time for a raise. How do you know this? Ask yourself:Has the company been hiring many new people recently? This can be a sign of health y financial situation and open the door for negotiations.Has the company fired a lot of the staff recently? On the other hand, if many people have been fired recently, the company might be suffering financially and you might not succeed with your request.Aside from getting a sense of the financial environment of the organization, you should also consider the company’s salary position.In effect, you need to understand whether the company has an automatic salary review schedule in place. Certain companies regularly negotiate salaries and offer increases accordingly.If such a system in place, when is the next interval for these negotiations? If the salary discussion will take place within a few months anyway, you might as well wait until this happens instead of launching your own negotiations. On the other hand, if you know the company doesn’t have regular review, you can start the negotiations.Finally, look at your work environment, including the requirements and responsibilities. Has there been any change from what you were expected at the start of your probation and what you have ended up doing? Have you acquired responsibility on your own initiative or has the manager added to your tasks?If you have suddenly seen a change in your work environment and the responsibilities you have, you should start noting these down. Creating a list of things that have changed your work description or added to your challenges can help you outline why the raise is in order.Consider your value and performanceThe other important thing to consider before starting negotiations is your work performance and the value you add to the organization.As I mentioned earlier, you shouldn’t be afraid to ask for a raise, but only if you can prove you are worth it. Don’t simply ask for a salary increase for the sake of it â€" you need to prove to the company you are worth the money you are asking for.How do you evaluate your worth? Well start by listing out your duties and responsibilit ies. This means writing a list of everything you’ve been doing during the probation and the kind of tasks you’ve done. Once you have the list, you should compare it with the responsibilities listed either by the employer, either in the job description or the probation agreement you have drafted.Compare and note down any discrepancies. Have you done tasks that were not mentioned? Has the list of responsibilities changed? This simple act can help better identify your actual job description and thus help you evaluate what you should be paid based on your actual duties.You should also keep building a portfolio of achievements. This means noting down any special tasks you’ve undertaken and any specific ways you’ve helped the team or the organization in their objectives. For example, perhaps you were in charge of the sales team and under your supervision, they were able to increase their sales by 40%.Note these achievements shouldn’t be part of your regular job description, but be about the extra value you’ve added. So, if your responsibility was to meet a monthly 40% increase and you’ve done it, you’ve not added anything that wasn’t expected of you. But performing above expectations or adding more value than what was expected of you is an achievement to mention.The portfolio is helpful in highlighting the extra value you provide for the organization â€" so even if your job description hasn’t changed or you don’t perform extra duties, you can seek for a raise based on the added value you provide for the team.Finally, you want to look around in the job market and compare what you are doing to salaries out there. Does the organization pay a lot less than the average in the industry for the role?If your salary is based on junior manager role, but the list of responsibilities shows you act more like a senior manager, what are the salary differences? It can help your negotiation position to show that other organizations are offering better salaries for the same position. Furthermore, doing this research will help you see whether you are actually deserving of a salary increase or if you are just trying to milk more money.So, if you find that your position already pays a lot more than average and your list of duties doesn’t seem out of the ordinary, negotiating a raise might not be in your best interest.You can use job sites like Glassdoor and Monster to find information on different positions and average salaries. You can also talk with your colleagues (if they seem willing) and have a chat with any friend or acquaintance you have working in a similar role or the industry.But remember: don’t make direct comparisons during the negotiations. The fact your mate Steve gets more can depend on many different factors, even if you do similar jobs. But do use the information as a leverage and guidance in terms of what you could be asking.NEGOTIATING A SALARY INCREASEBy now, you should have enough proof to convince your boss that you deserve a raise. How to go about negotiating the salary increase? First, organize the meeting with the person who has been in charge of your probation. You also want the person in charge of approving raises present at the meeting.Why do you need both? Well, you want the person who’s overseen your performance to be present, as they can vouch for your performance. You also need to negotiate directly with the person who can decide the increases, as it’s always better to make your case face-to-face with them rather than have a manager speak for you.When you are organizing the meeting, be open about your intention. This doesn’t necessarily mean you need to say you want to talk about money. Instead, say you are looking discuss your role in the organization and your career growth options. This sends the message, but isn’t quite the same as organizing a meeting stating you want more money.When it comes to the actual negotiation, you need to keep in mind a few essential tips and tac tics. I’ve listed the key things to focus on with your communication style and the flow of the conversation. These include:Be polite and friendly, even if the conversation is not going your way.Explain how much you enjoy working for the company and the things you like about the new role. Do this first to ensure the people understand you do enjoy your work.Give a brief summary of what you feel you’ve helped the company to achieve. Use your list of achievements at this point to point to the positives you’ve achieved.Give your account on where you’d like the company to move forward and how you would like to see it grow. It’s great if you could offer some ideas you think might add more value to the company or the team. For example, if you’ve noticed the software for keeping track of customers has had problems, recommend another you’ve been researching about. If you think a new social media campaign on Instagram could drive up sales, provide a short introduction to this ide a. Don’t start talking about these projects or ideas as the main point, but do mention something showing your passion for helping the company and the real value you can continue to add in the future.Ask about your probation period. You want to get a sense of what the employer thought of it, did you recognize the same achievements that you did, and what is the main criticism he/she has.Give an honest account of what is the value you think you add to the organization. If you know you are being underpaid by industry standards, then don’t be afraid to nudge them towards knowing it. It can help to let them know you understand the worth of your work and to make them see that other companies might be willing to offer more.Listen to the manager and the boss, trying to get a feel of where they stand. Do you hear a lot of positive feedback? Is the feedback negative and different from your own experience? Adjust your expectations accordingly. If the management sounds positive about your pr obation and seems excited about your ideas, you have a good opportunity for focusing on the higher end of your salary expectations.Take the initiative and ask directly for you feel, for the reasons you’ve talked about (value, achievements, current industry standards, etc.), you would like to see your salary increased. Provide them with a number as well. You might not receive this, but it gives a starting point for the discussion. If you simply state you want a raise, they might give you a slight increase, but this might not be satisfactory for you. As I’ve mentioned at the start, if you don’t ask, you won’t get it.The golden rule about negotiating a salary increase is about focusing on value. You need to make the management understand how you have added value to the company and the team and how you could be adding more value in the future.Furthermore, there are three big things to avoid during a salary negotiation, especially after probation. The three big ‘no-nos’ are:T hreatening to quit or cause disruption. Even if you’ve been offered the moon by another company or you are being taken advantage big time, you can’t start threatening the company. The response in these situations would most likely be, “Well, there’s the door!” In fact, think about it; if you hate working in the organization or you know someone else is offering something better then you might as well leave now. On the other hand, if you just threaten in the hope it guarantees a pay rise, you are going to be on the black list of the management team.Taking rejection or critique personally. The manager might be blunt. He/she might just go, “Sorry Sally, we appreciate your work, but at this point in time, you really aren’t worth 3k extra.” You need to learn to distance yourself from the decisions, especially when it comes to negotiating a salary. The financial implications of increasing an employee’s pay might not have anything to do with how good the person is at his/h er work or what the organization would want to pay him/her. Sometimes issues of money are just issues of money.Complain about the role or the company. Yes, you might struggle having to do two people’s roles or having to work in a cold office. But salary negotiations are not the place to critique the organization. Remember the golden rule: the conversation should be about value â€" nothing more, nothing less. Let’s say you don’t like the fact that you suddenly had to start responding customer e-mails, which wasn’t part of your job. Instead of going, “I don’t like the fact that now I also need to write e-mails”, you should say, “I also took on the additional task of replying to customer e-mails and while I’ve not had this responsibility before, I’ve found it has helped me in my ability to serve customers.”If you stick to the above tips, then you’ll be able to showcase the management your talent and you’ll be offered a raise. Remember to think carefully whethe r you accept the offer before you say no, as you don’t want to stick with a company you don’t think appreciates your value enough. Keep in mind that no matter how well you stick to the advice, the answer can also be ‘no’. BE PREPARED FOR THE ‘NO’Whenever you ask for a salary increase, there are two possible outcomes. You either:Get a ‘yes’. This option in itself can have three outcomes:You get exactly the kind of raise you were looking for â€" positive ending.You get more than you asked for â€" extremely positive ending.You don’t get quite what you were hoping for â€" slightly disappointing ending, but you can always negotiate further or move on from the organization.Get a ‘no’. You need to be prepared for the rejection or the disappointment of not getting enough. The sooner you start thinking about those options and preparing for them, the easier it’ll be to respond to the situation and to move on from the situation. You don’t want to storm out of the off ice or hand in your notice of resignation in the heat of the moment. A ‘no’ might not be the end of the world.Therefore, if you hear the dreaded word or you feel the salary offer is disappointingly low, you should:Understand and examine your boss’ reasoning. There can be plenty of reasons for saying ‘no’, but some of the most common examples include:The company explains the decision is down to a financial situation, in which case you might be able to expect a raise as soon as the situation gets better.The company might not negotiate outside of the annual salary negotiation schedule. In this case, you might just have to wait it out.The company does not agree with your value assessment and doesn’t agree you necessarily deserve more. This is the trickiest, as it doesn’t provide much breathing room, other than finding out how you could improve your performance.If the reasons are performance-based, take a long and hard look at what your boss is telling you. What is their re asoning for the current salary or only the slightest increase? Be honest with yourself and compare the situation in the industry. As I’ve mentioned, if you’re already being paid close to the average, then you might not have much room for seeking an increase unless you drastically improve performance.What is the right move to make in these situations? According to a 2015 Glassdoor survey, 35% of employees think it’s quitting. Honestly speaking, there isn’t any ‘correct’ answer and you need to figure it out yourself. Nonetheless, you should examine the situation in different ankles depending on the reasoning. What this means is that if:The reasons are outside of your hands, meaning they aren’t performance related, you need to consider your commitment to the organization and the prospect of a raise in the near future. Did your boss hint a possible raise would be incoming as finances improve? Is the increase likely, as the annual negotiations get closer? Think how willing you are to commit to working at the organization even at the current salary and how likely you think a raise would be within a year. If you love the role and you see light at the end of the tunnel, stay and see what happens. If you really don’t feel the company is able to change the salary it pays and you feel it is undervaluing your input, you might want to move forward.The reasons are performance-based, evaluate the basis of them carefully. If you understand where the management is coming from and you feel they’ve given you clear and reasonable expectations for obtaining a salary, simply try working harder and adding more value and showing passion. Even if you don’t agree with the valuation, moving on immediately after probation might not be a good idea. Sometimes it can take longer for the company to understand your true value. So again, if you love the role and you enjoy it, consider staying put, showing that commitment and skill, and the pay rise will follow. On the other hand, if you feel you’re being taken advantage off and the organization truly doesn’t get what you are doing, consider leaving and testing the waters elsewhere.As you’ve seen, closing the door might not always be the best idea. While you should never continue working for a company that doesn’t appreciate your value or which doesn’t pay the right salary for the work you do, sometimes patience is a virtue. You don’t want to end an employment and find yourself in a situation where you aren’t getting offers for roles. Before you close the door behind you, check the current job market and ensure there are options out there that seem either more fitting for your talent and passion, or which pay the kind of salary you are looking for.To get over the disappointed, take these tips by Brendon Burchard on board. The video is perfect for getting past disappointments in life â€" whether it’s salary negotiations or job application rejections. THE BOTTOM LINEBefore you take the st ep of negotiation for a salary increase after probation, you need to focus on two things: understand you won’t get what you want until you are prepared to ask and outline it, and you need to know your value to the role and the company before you can put a figure on it. Assess and evaluate the work environment and your own input â€" be able to show how, when and why you are useful and valuable to the organization.When you enter the negotiations, be open and willing to listen. Do not slam the door of opportunity just because you don’t agree with your management. Always consider your options and understand where the other party is coming from. If you don’t get what you want, then be prepared to take the leap if it’s the right choice to make.

Essay about Dells Working Capital Case Solution - 2552 Words

Dell’s Working Capital Substantive Issues Dell manufactures, sells, and services personal computers. The company markets directly to its customers and builds computers after receiving a customer order. This build-to-order model enables Dell to have much smaller investments in working capital than its competitors. It also enables Dell to enjoy more fully the benefits of reductions in component prices and to introduce new products more rapidly. Dell has grown quickly and has been able to finance that growth internally by its efficient use of working capital and its profitability. Dell’s Competitive Advantage: The extent of Dell’s working capital advantage over its competitors can be assessed using data contained in Table A†¦show more content†¦Short-term investments are assumed to be constant. The projected 1996 assets equal about $2.2B, an increase of about $582 million. If 1995 profit margins of 4.3% had held, Dell would have realized $227 million in net income, leaving a funding requirement of $355 million ($582 million minus $227 million) assuming that liabilities remain constant as detailed in the Fixed Liabilities projection in Exhibit TN-1. The Proportional Liabilities projection assumes that the liabilities grow as sales grow based on the 1995 sales ratios. Those projections show that Dell would have excess funding of $139 million. Thus, as of 1995, Dell would be projected to be able to grow at 32% without increasing its leverage. Exhibit TN-2 presents Dell’s sustainable growth rate. In 1995, Dell’s sustainable growth rate was 31.6%, which was below the 52% of actual growth in 1996. Typically, when a firm grows beyond its sustainable growth rate, it either increases leverage or obtains additional equity. Dell was able to grow beyond its sustainable growth rate without increasing leverage or obtaining additional equity because short-term investments were assumed not to grow with sales in Exhibit TN-1. To gauge the impact of these short term investments on sustainable growth, the Panel B of Exhibit TN-2 presents the sustainable growth rate adjusted for the short-term investments by subtracting them from the prior-year assets and equity. Net income should also be adjustedShow MoreRelatedMatching Dell Case Analysis1033 Words   |  5 PagesKeep section headings. 2) The questions in the outline are to help you analyze the case and develop your own thought. 3) Limit your memo to three pages of text. Diagrams and tables do not count as part of the three pages of text. Do not use bullet points. 4) Double-check your grammar before submission. It matters! 5) Upload your write-up in Word format to WISE. 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Although there are several key differences between the companies, the restructuring plans of Ford 2000 have set a viable foundation to implement Dell’s virtual integration strategy in inventory management, customer service and support and suppliers’ management. The redesign of the process must include design not only of the supply chain but also of fulfillment, forecasting, purchasing, and a varietyRead MoreDell Valuation2841 Words   |  12 Pagesblame for Dell’s demise, Apple and Google have established new markets for smartpho nes and tablets that has shifted demand to these new toys away from laptops/PCs. These new disruptive technologies are a cheaper and thus more accessible substitute to the old guard (laptops and PCs). COMPLICATION: With Dell’s old core business in rapid free fall and competition eating away at its margins, Dell shares have plummeted from their all-time highs. As a result any favorable returns to Dell’s investors haveRead MoreReport on International Ethical Issues2719 Words   |  11 Pages†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦10 5.1 Supplier Responsibility†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦10 5.2 Environmental Protection†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦11 6). Recommendations†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦12 7). Appendix †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦13 Appendix I Dell’s code of ethics†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦13 Appendix II Reference†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦15 Executive Summary Background This is a report on the major international ethical issues. In the report, we will do an in-depth study of the major internationalRead MorePersonal Computer and Dell4377 Words   |  18 PagesCase Study # 3 Dell Inc; Changing the Busines Model (Mini Case) MGT 504: Strategic Management Prepared For Tanvir H Dewan Course Co-ordinator College of Business Administration IUBAT Prepared By Group: Indestructible Name | ID # | Program | Dipika Mazumdar | 11104017 | MBA | Md.Heron Mia | 11304035 | MBA | Md.Zainal Abdin | 11304037 | MBA | Md.Mofigul Islam | 11304028 | MBA | Syed Badrus Sattar | 11304025 | MBA | Md.Yeasin | 12104026 | MBA | Md.Rajib Hossain | 12104021 | MBA | Md.ShohelRead MoreRelationship Management Strategies in Dells Supply Chain5443 Words   |  22 Pagesalso examines and gives an analysis of, using several diagrams, tables and models, Dell’s product range – and the customers who buy them. This paper also examines several Key Issues associated with maintaining positive relationships with supply chain members, and how they may be worked out, besides providing an in-depth analysis of the relationships between Dell and its suppliers, customers and competitors. Dell’s customers are many and come from many segments, but for this paper the focus will

Scrooge in A Christmas Carol by Charles Dickens Essay...

Scrooge in A Christmas Carol by Charles Dickens The novel, ‘A Christmas Carol’, is more than just a mere story instead it tries to expose the negative side of Victorian society and the reason behind this horror, the greed of the wealthy, through the development of the character Scrooge. All this while attempting to prompt readers with Scrooge’s similar wealth to make a change. As mentioned earlier, the development of Scrooge’s character is vital to this and I will explain how his character develops as the story proceeds and how it is used to accomplish the aim as mentioned above. In the first stave, Dickens tries to point out that Scrooge is a character that society considers negative. In the introduction, Dickens points†¦show more content†¦This haste to put down Scrooge’s character was carried out by Dickens to set an impression of Scrooge as an overall negative character which is supposed to reflect, in exaggeration, the negative characteristics of the wealthy businessmen in Victorian society. The first stave also tries to pass Scrooge off as an isolated character, it does this through the use of repetition as the emphasis of Marley’s death is repeated several times in the first stave that even dickens admits this with the quote ‘permit me to repeat, emphatically, that Marley was as dead as a doornail’ which basically means that Dickens is admitting that he has repeated that Marley is dead, this proves that repletion is used to allow the reader to gain the impression that Scrooge is an isolated character which. This isolation is further emphasized when Scrooge described love and Christmas, both very social occasions, in one statement as ‘the only thing in the world more ridiculous than a merry Christmas’, this proves Scrooge’s isolation and his anti-social characteristic. Scrooge is also comes off the first stave as an anti-social and cold character, this is proven because Scrooge repeatly dismisses his nephew who is trying to make friends with him with the quote ‘Good afternoon’ which proves Scrooge’s anti-social and cold character. Not only is Scrooge’sShow MoreRelated Scrooge in A Christmas Carol By Charles Dickens Essay1089 Words   |  5 PagesA Christmas Carol By Charles Dickens Scrooge is represented from the beginning as a miserable old man being described as a squeezing, wrenching, grasping, scraping, clutching, covetous, old sinner! I think this a perfect description of him in one sentence. People know Scrooge well and avoid him, this suites Scrooge because he does not like other people and not a big fan of being sociable. The name Scrooge was created by Dickens and is now well known in the dictionaryRead MoreThe Comprehensibility of Scrooge in Charles Dickens A Christmas Carol1184 Words   |  5 PagesA Christmas Carol: The Comprehensibility of Scrooge A Christmas Carol by Charles Dickens is one of the most classic stories that has been embraced by Western culture. There is a certain timelessness to the entire story, in that it demonstrates the powerful transformation of an incredibly stilted and unlikeable character to that of someone who is giving, kind and generous. 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A Christmas Carol is about how a â€Å"cold-hearted, tight fisted, selfish† money grabbing man is offered an opportunity of a life time, to change his behaviour, attitude... to have a second chance in life. The theme of this novel is to look at the good you do in life and how it carries over after your death. The moral of the book is; People can make changes in their lives whenever they really want to

Fly-by-Night Case Free Essays

Part A There were many signals shown in the financial statements and other exhibits in the case that represented poor cash flow through Year 14. The most obvious of them all is that the collectability of the accounts receivables was problematic. It seemed as if Fly-by-Night had a good system of collecting their sales on account from year 9 to year 10 as the accounts receivable number decreased during those years. We will write a custom essay sample on Fly-by-Night Case or any similar topic only for you Order Now However, the accounts receivable account increased by more than six times through years ten and fourteen. Because of this poor system of collecting accounts receivable, Fly-by-Night’s cash flow would suffer. The same can be said about the inventory account. Because the amount of inventory increased by almost five times through years twelve and fourteen, the cash would continue to decrease at the same rate. Another area of concern that affected Fly-by-Night’s cash flow negatively was their income from continuing operations. All of the companies’ expenses on its comparative income statement had enormous increases from year 13 to 14. This was the first year that Fly-by-Night recorded a loss from continuing operations and it was a pretty big loss. This suggests that they paid too much to run their business. Some of the ratios presented in the case also suggests a negative flow of cash for year 14. The long term debt ratio dropped from 88% to 0% in year 14, which means that the company paid all of its long-term debt in year 14 and that would have a huge impact on cash flow. The quick ratio also had a major drop from year 12 to year 14, which indicated that the amount of cash and accounts receivable to cover its current liabilities was becoming a problem. Part B I do not believe that FBN can avoid bankruptcy by year 15. In the case, it states â€Å"As of April 30, Year 14, the Company is in default of its debt covenants. It is also in default with respect to covenants underlying its capitalized lease obligations. As a result, lenders have the right to accelerate repayment of their loans. Accordingly, the Company has lassified all of its long-term debt as a current liability. † The way the company is moving, it does not appear that FBN will have enough cash to cover these now current liabilities. The company has to implement new strategies in order to avoid bankruptcy. First of all, there has to be better communication between the members of the board. It says that Mather received a loan authorized by the board for $1,000,000 when later that month the board said it was unaware of this loan and that it never authorized it. Obviously there was fraud occurring when Mather was the CEO. With better oversight by the board, problems such as this could be averted. Also, FBN needs a better system to collect its accounts receivables. As said in Part A, the accounts receivable amount had increased so much in the past 5 years and that negatively affected cash. It is a misnomer that high revenue is the sign of success when really it should be how much cash the company has. That is why Mather was confused why there was a problem with cash and the reason was that the company did not pay enough attention to the cash flow statement. How to cite Fly-by-Night Case, Essay examples

Williams, Tennessee The Glass Menagerie Essays -

Williams, Tennessee The Glass Menagerie The Glass Menagerie By Tennessee Williams (1911-1983) Main Characters Laura Wingfield - She is the crippled and very shy daughter of Amanda who keeps her hard pressed to finding a husband. Tom Wingfield - As Laura's sister, he is also pressed by his mother to find his sister a gentleman caller, and to keep the job at the shoe factory to support the family. Amanda Wingfield - She is the mother of Tom and Laura and often digresses back to memories of her former days on the southern plantation farm and her night with 17 gentleman callers. Jim O'Conner - He is a friend of Tom from the factory who Tom invites to dinner and Amanda treats as Laura's first gentleman caller. Minor Characters Mr. Wingfield - He is Amanda's husband who deserted the family about 16 years ago and is only seen in the play as a large photograph hung on the wall, but he is often referred to. Settings The Wingfield house - This takes up most of the stage and the different room are separated by curtains. There is the living and the kitchen. The fire escape - This is on the side of the stage and is what the characters use to get into and out of the apartment. Plot Tom begins by introducing the play as a memory play of his own memory of his past. He introduces the character. The start of the play shows the Wingfield family eating dinner. Amanda keeps telling Tom to chew is food, and Tom gets thoroughly annoyed and leaves the table to smoke. Amanda tells her story of 17 gentleman callers. The next day, Laura is sitting at her desk in front of the typewriter chart when Amanda comes in angry. She asks Laura about the business college and tell Laura she found out that she dropped out. Laura explains that she couldn't handle the class and went walking everyday. Later Amanda sits with Laura and asks her about a boy she liked. Laura points out Jim in the yearbook. Later, Tom gets into an argument with Amanda. Amanda cannot understand why Tom goes to the movies every night. Tom says he cannot stand working for the family like he does. Tom makes his speech about being an assassin and leaves to the movies. He returns late at night drunk, but looses the key. Laura opens the door and Tom tells her about the movie and the magic show he saw, giving her a scarf from the magic show. The next morning, Amanda makes Tom wake up as usual and prepares him for his work. Before he leaves, she asks him to bring home a gentleman caller for Laura. That night Tom informs his mother that he asked Jim O'Conner to dinner the next day. The next day, Laura and Amanda prepare furiously for the dinner getting well dressed and decorating everything. At night, Tom arrives with Jim. After they eat dinner, the lights go out and Amanda brings out the candles. Laura sits alone with Jim. They talk for a while, and Jim kisses Laura, but regrets it. He tells her that he is already engaged, and Laura is devastated. She gives him a glass unicorn which was broken during the night. Jim says good-bye to the family and leaves. Amanda is angry with Tom for not telling them that Jim was engaged, but Tom insists that he did not know. Tom leaves never to return. Symbols victrola - the escape and the private world of Laura. jonquils - a reminder of Amanda's glorious past. magic show - the escape so desired by Tom. glass menagerie - Laura's private world, and the breaking of it. fire escape - simply the escape from Amanda's world. Tom seeks to leave it, but Laura stumbles whenever she does. unicorn - Laura's singularity, her return to reality, and her return to her retreat back into her world. candelabrum - Tom's relationship (or lack thereof) with his family. scarf - Tom's attempt to share his magic and desire for escape with Laura. gentleman caller - the real world as opposed to Amanda's imagined one. Style The organization of the play is out of the ordinary. Tom's role as a narrator, character, and stage director is somewhat off the wall, and the use of the screen where the pictures are projected is not common. However, it does serve the purpose well as the pictures set the mood, and Tom acting as a character and narrator allows us to enter into Tom's mind and his inner world and thoughts. Philosophy The idea conveyed in this play is that of image versus reality. Amanda has