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The Leadership Influence And Motivation

Before I can describe how my understanding has evolved; it is important that I give one of my change experience. I was responsible for implementing and managing a change program within the logistical function. I was the change implementer and strategist within the change program. The scope of the change affected the engineering and logistical functions daily working. I initially thought about and planned for the negative effects on the logistical employee’s motivation, commitment and perception of job security. This transformational change was the outcome of economic factors within the far environment of the business cause by the global credit crunch, slow rate of economic growth and internally by the need to reduce cost. The garage at Harrow Weald (HD) failed to retain 2 contracts from Transport for London as the business was out bid by the competition, First bus. This resulted was a reduced work load for the Material Manager at HD. The Material Manager workload reduced from 9% in 2009 to 6% between January 2010 and May 2010. I made the decision along with the Head of Purchasing, with support from the Engineering Director to merge Edgware (EW) and HD store rooms because of the 5 miles distance between sites and the same bus types at their locations. The Material Manager at HD will be moving to Holloway (HT) to support HT as their current workload has increased to 25% and the Material Manager at EW will be running HD and EW store rooms. Personally this was needed to reduce cost at HD logistical function; if cost was not reduced, this might have led to redundancies. I felt I had to do something to protect my team while solving a manning issue at HT. However, I learnt as the change continued that it was not the Material Manager’s or the Trade unions (TU) unitary involvement which had the negative views caused by the uncertainty created by this change program. But the Engineering manager’s of EW and HD who were worried about their logistical cover for their repair programs. There were a lot of resistance from the Engineering managers which my change program did not take in account. I did not understand the reasons at the time. From that experience; I have learnt from reading about the range of stability Arnold et al., ibid and using the stakeholder analysis model. (The principles and practices of change Pg 16) That understanding behaviour and attitudes is vital in the change process. Using that methodology; more careful planning by using multiple change tools, frameworks and by providing information through sensitive implementation; while involving everyone affected by the changes; will help increase the success of the change. Any change program needs to be understood fully by providing information, which will strengthen the program and implemented in a way that people can cope effectively with it. I failed to inform and involved the Engineering managers’ within the change sufficiently before. I needed to show people that the change had integrity and benefits. I see treating people with humanity, honesty and respect will reduce the resisting forces, that’s involves good leadership. Change I now see; can be unsettling to everyone within the program; managers and staff, nothing must be taken for granted within change. If change is forced on people problems and resistance normally arise. I have come to realize; that I can achieve my personal change if I follow the same format. Change must be realistic, achievable and measurable (SMART). Figure 1 How my understanding of change has evolved over the 5 weeks This is what I took for granted; as the Engineering managers were managers, I expected them to be committed to the change. I did not focus on their needs 1.2 McKinsey 7’S Model The McKinsey 7-S model is an approach to planned internal change devised by Peters (1970). This method collectively analyzes the interdependence between 7 variables on how the change within business must operate. I really identify with this model because it focuses on internal relationships between systems and people. Figure 2 McKinsey 7’S Model (The principles and practice of change Pg 11) If I had used this model during my pervious change program, I might have notice the interdependence between the Engineering managers and their repair program. Thus with this information, I could have created a clearer shared vision and involve them within the strategies. I will be using this in the future on my stores project to research the interdependence of systems and people to reduce resistances and improve communication. 1.3 Kurt Lewin’s Force Field Analysis This model from Lewin (1940) focuses on the individuals who resist change and do not want to change their status quo (The principles and practices of change Pg 278). According to figure 3; there are 2 types of forces within a change program. This model looks at internal and external forces; the change strategy looks to increase the change driving forces and at the same time reduce the resistance forces. This model would have being useful in my previous experience of change; as it focuses on people’s activities who are affected by the change in a negative or positive way. This is definitely a useful model for the future as it helps to formulate strategies used in reducing these resisting forces. Figure 3 Force Field Analysis Source: www.change-management-coach.com/images/force-field-analysis.jpg accessed 19-12-10 1.4 Kotter Model To me this is the most important model I have come across; it focuses on internal and external factors and forces to bring about organizational change. However to me it seems a little complex and time consuming. However this theoretical emergent approach to change known as the Kotter Model is great way of analyzing, planning and implementing change which involves 8 steps Figure 4 Kotter 8 step Model Source: www. downloadsoftwarestore.com/software_images/82/34/00053482/Software__Kotter_Change_Model-screenshot.gif Accessed 19-12-10 Personally, I really like this model compared to McKinsey 7-S model and Kurt Lewin’s Force Field Analysis, as this model focuses on the change drivers internally and externally and the reason for change. It looks at empowerment of staff and picking the right change leaders to make the change work. The model is complex as it entails focusing on the entire organization, the impact of the change and timing is critical between steps. What is beautiful about it; it also looks at the aftermath of the change and quick wins to encourage participation and visual simulation. However change is complex and I now see using one model or framework within a change program, something or someone will be missed. Over the last 5 weeks; I have learnt that organization does not exist in isolation, but its part of a complex 3 phases environment. These environments exhort pressure on businesses internally and externally. The organization has to “change” to meet these pressures in order to survive, adapt or seize opportunities. Thus it’s essential to use multiple frameworks, good leadership and evaluations to increase the sustainability of change. Part 2 2.1 Identify the aspects of change which you expect to follow up in later work in developing your EBI From my research; I came across “Leadership and change in small firms and entrepreneurship” http://learn.open.ac.uk/mod/oucontent/view.php?id=439879 accessed 02-01-11. The concept of Entrepreneurial Leadership illustrated in figure 5; which is leading through direct involvement by creating shared values for organizational stakeholders. Through flexibility, innovations and evolving concepts of organizational frameworks that can be constantly changed. Thus change is welcome and second natured within the business. Figure 5 Paradigm of keys to organizational excellence and leadership strategies Source: Darling and Beebe, 2007, p. 87 At this stage; I believe this course will enables me to review my current leadership style illustrated in figure 6. I will never become a perfect leader or manager, I acknowledge this now. But I am someone who likes order and I have chosen change tools which bring order to the change complexity. Now, I am going to step out of my comfort zone with the cognitive, affective and behavioural responses to change framework and identify ways to improve my leadership skills and effectiveness by contributing to an environment that empowers my managers by encouraging innovative thoughts. By allowing my managers to lead me to a vision within my stores project will improve our systems inside the logistical function. According to Gersick (1991) Change brings about positive and negative emotions caused by stimuli within the change, which affects our behaviour (The principles and practices of change Pg 185). Figure 6 My development of leadership and change at workUnderstanding emotional intelligence, as defined by Goldman (1998), is often associated with key social skills which includes self-awareness, trust and empathy which are also important in the workplace. Using the Goldman’s five major factors of emotional intelligence model illustrated in figure 5 which involves intrapersonal and interpersonal components. I would like to explore more in the upcoming weeks at work. Gersick (1991)- stimuli Kotter (2009)- Leadership or Management Vera and Rodriguez-Lopez (2004)- Humility Baker (2009- Fellowship Goldman- (1998)- Emotional Intelligence Self discovery- Improve communication and relationships at work My Delivery- Making it happen Innovation and Design- Using My Emotional Intelligence My Vision- involves fellowship and humility leadership, allowing myself to be led My Discovery and Planning- cognitive, affective and behavioural responses to change framework http://www.infopeople.org/training/webcasts/webcast_data/203/FiveComponentsEmotionalIntelligence.pdf accessed 02-01-10 To achieve this concept, I have to be trusted and respected within the change program, which have to demonstrate integrity by doing the right things. This concept is very fascinating and I think this is the pinnacle of me evolving; this tie into my humility and emotional aspects of leadership I am trying to explore as part of my EBI. The concept of giving respect and providing meaning by creating a sense of worth to the change recipients will show my humility. Thus increasing the level of commitment to the change while keeping change recipients within their range of stability and (The principles and practices of change Pg 16) reducing the resisting forces. I do not see myself as a brilliant change agent; but I do understand how change can make people feel uneasy and the level of uncertainty that can be created from my past experience of change. In achieving successful organizational change, I must able to inspire and turn negatives into positives by finding innovative ways of doing things while working with the change recipients. Even if the change has bad news, being honest and open will help build trust through positioning; which will enable my reputation for future change programs to be viewed with honesty, confidence and respect. Over the 5 weeks I come to understand that organizing and communicating the possibilities of what can be achieve from the change is management and while giving meaning to change is leadership. Trust through positioning implies having predictability, accountability and reliability this provides the foundation for the change integrity. Now the question is how I would show this within my EBI and does this make any sense. 2.2 Give a brief summary of the scouting work (including key inquiries) you have undertaken on the options and opportunities for your EBI EBI name Key features Stores reorganisation -Current organisational change program – Exploring differing leadership and management theories and concepts. Then putting them into practice – 6 months to complete – Work related Researching universities to study my MBA – My personal goal – Will have to involve friends and family Searching for a new job in China to further -Very challenging -Risky -My personal and situational goal Relevance, feasibility and ranking of EBIs which were identified during scouting EBI name Relevance1 Relevance to my organisation1 Feasibility2 Rank Stores reorganisation- 75% – sure Probably very relevant Probably very achievable 1 Researching universities to study my MBA 20%- sure May be relevant, but can’t quite tell I’m pessimistic about my ability to do this 2 Searching for a new job in China to further 5%- sure Not very relevant to my organisation at first glance I’m uncertain about whether it can be done 3 After the TMA 2; I spoke with my mentor about possible EBI’s. We were both in agreement that the stores reorganisation project is a perfect inquiry for my EBI; as there are elements of change and leadership focusing on the emotional characteristic of humility within the project and the project deals with changes which I personally would like to develop, as I am too task- oriented. This will encourage me to reflect on my daily experiences, identify what I would like to learn about from the course materials and the Tutor group forums. In addition try to engage with the course materials and themes in the light of my experiences. This is essential for me to develop as a good leader and manager and I will be able to use this knowledge and notes, I have acquired via this process to advance to my EBI. Although the entire aspects of my EBI is still unclear with the problems of linking leadership and change together is still a little ambiguous. I still have some doubts of which EBI to choose and what area of leadership and change to focus on. In addition, if I am actually making a journey into a better leader or manager, but I am learning new theories and framework to deal with my day to day work problems. Additionally, the stores reorganisation is a very important project for me and my logistical team. I am trying to standardise the warehouses layout throughout 10 sites. The local material managers are already not happy with some of my ideas, but I need to “win” them over with the new warehouse layout which will test my own leadership skills, by “letting go of my order and control” and letting them lead me to a shared vision of the change. Thus, I might use my stores reorganisation project as one giant inquiry for my EBI. I have also spoken with my line manager; to check the feasibility of the stores project; he is happy for me to use the project as part of my studies. However, he added that the stores project was already complex without adding another dimension of things to do. I never thought about the stores project with this perspective, therefore, the following questions will need to be addressed: is it too complex to conduct an EBI with such an important work project? Can I test and report on any actual growth within my understanding of things I have learnt? His perspective has added a new dimension on my possible EBI’s and created a level of uncertainty. Word count Part 1 1.1 My change experience and change issues- 568 words 1.2 McKinsey 7’S Model- 117 words 1.3 Kurt Lewin’s Force Field Analysis-113 words 1.4 Kotter Model- 248 words Total: 1089 Words Part 2 2.1 Identify the aspects of change- 529 words 2.2 Give a brief summary of the scouting work- 544 words Total: 1073 words Part 1 Part 2 = 2119 words 3.1 Appendix Stocktaking – Week 16 What do you feel about the course so far? How have you found it? (You may find it helpful to look at some possible responses on page 8 of Study Guide 2.) What are the three most important things you have picked up so far? What have been the three most important things so far? Have you shared your work on B204 with colleagues at work? What do they think about what you are doing? After the scouting and the study you have done, how do you now feel about the EBI you will have to do? Do you feel you are in control of your learning on the course – or are you just being driven along by the work and the schedules? What are the reasons for your answer? What things are you hoping to build on as your move into Phase 2? Looking forward, what things are you now feeling most anxious about? What are your real hopes and concerns about the next stages of the course? What issues have really struck you most? Any other thoughts
“Saboteur” and “Everyday Use” Literary Comparison Essay. The stories we are going to talk about are Saboteur by Ha Jin and Everyday Use by Alice Walker. The first one centers around some unfair punishment, which the main character Mr. Chiu is suffering and his strange way to take revenge on people. The second story describes the life of a common family in which even tenor is interrupted by the visit of one of the daughters of Mama and their different understanding of identity. These two stories are absolutely different, and the main characters are different too. They possess qualities that distinguish them from each other, making Mr. Chiu and Mama absolutely dissimilar. The main character of the story, Saboteur, is Mr. Chiu. He is a very well educated person working as a lecturer at Harbin University (Jin para. 34). He has just returned from his honeymoon and wants to enjoy a day to day routine. However, there is one thing that darkens his life. It is the fact that “he had suffered from acute hepatitis” (Jin para. 4) This knowledge becomes very important for the development of the story. Being imprisoned, he shows qualities which are peculiar for a noble, high educated though a bit naive person. He believes in justice and the ideal of tolerance as it was proclaimed that “all citizens were equal before the law” (Jin para. 27). However, another part of his nature is shown at the end of the story. Being irritated, he just wants to take revenge, infecting people with hepatitis. He serves as a typical image of a despaired intellectual who is totally exhausted. The main character of another story is Mama. She is totally different. She serves as an embodiment of the image of the working woman “I am a large, big-boned woman with rough, man working hands. In the winter, I wear flannel nightgowns to bed and overalls dur.ing the day. I can kill and clean a hog as mercilessly as a man” (Walker, para. 5). Of course, she is not educated. She finished only one class, and she cannot even read. Her character corresponds to her look. The story is presented from her point of view, and her thoughts sound very steadily without any complicated constructions. However, she is a good woman who is satisfied with her life, and she loves her children and cares about them. Her daughter Dee comes to her after a long pause, totally different; however, she does not deprive her of mothers love. From the first point of view, these two main characters seem to be very different. It is possible to oppose well educated and intelligent Mr. Chiu to uneducated mother of two daughters. He believes in some high ideas of tolerance and human rights, while she seems to be totally indifferent to these words. Life is her best teacher, and she shows the existence of some kind of worldly wisdom. While Mr. Chiu does not have any sign of it. His attempt to go against the system perfectly demonstrates it. It can be taken as the great desire to attain justice; however, form another point of view, he just behaves himself silly admonishing the policeman. The great difference can also be seen in the endings of the stories. An uneducated woman shows more compassion, love, and understanding of her identity than intelligent Mr. Chiu, who infects a great number of innocent people in his blind desire to take revenge. Works Cited Jin, Ha. Saboteur. 2000. Web. Walker, Alice. Everyday Use. 1973. Web. “Saboteur” and “Everyday Use” Literary Comparison Essay
MAN 1300 Rasmussen College The Organizations Training Process Discussion.

You are the Human Resources Assistant at an alternative energy company. A new safety regulation was passed and implemented quickly and without warning. Some people in the organization have the knowledge and skills to make changes to their work required of the new law, but others do not. A third group are somewhat prepared to make these changes but not fully. There is no data available on the exact percentage of employees who fall into these categories. While the Training and Development Specialist and the VP of Human Resources support your efforts to create and facilitate the needed training to ensure all employees make the required changes, the forepersons and Senior Engineers are opposed to the new regulations. They are openly hostile to the changes and probably to any related training and development.In your first post, explain how lack of time and support impact the needs assessment portion of training and development. Also, explain how you would conduct a complete and accurate needs assessment given the urgency/lack of time and the lack of support from Engineers and forepersons. What strategies would you implement to ensure collection of the necessary data despite these challenges?Return to this discussion and reply to at least one classmate. Be specific and intentional in replies. Do more than agree or disagree.
MAN 1300 Rasmussen College The Organizations Training Process Discussion

The effect of poor diet

There is increasing concern about the effect of poor diet on both the health and educational attainment of children. Childhood health problems related to diet, including obesity, have increased substantially over the last twenty years. Poverty has long been regarded as a major cause of poor nutrition but what other factors influence children’s diet? In 1980 the Black Report (Townsend et al; 1988) concluded that the main explanation for inequalities in health (between the higher and lower classes) was deprivation. In 1998 the Acheson report endorsed this view. Poor health, linked to diet, has increased across all social classes but is more pronounced among manual classes. ( Babb et al; 2004) Barry and Yuill (2008) highlight statistics that show that people living in poverty make bad nutritional choices and diets are often high in fat and sugar leading to heart disease and increased risk of certain cancers. Caraher and Dowler in ‘The Great Food Divide’ agree, ‘living in poverty more often than not leads to poor diet and people dying younger’. Food poverty today differs greatly from Victorian times when large sections of the population were unable to afford to eat while food poverty today is more to do with dietary imbalance than under-nourishment. Many of the UK’s poorest households are clustered together in estates suffering from high unemployment and poor housing. Many have experienced the withdrawal of food shops as large out of town supermarkets have put the smaller local stores out of business. The Local Action on Food network highlight four main factors as influencing consumption of affordable and healthy food; accessibility; availability; affordability and awareness. People that live within communities lacking local shops or transport links may find it difficult to shop regularly for fresh foods. Local shops that remain may not stock fruit and vegetables due to low shelf life and poor profit margins. Local shops cannot compete with the buying power of the big supermarkets and are unable to compete on price with their larger rivals. It is the poorest in society that pay the highest price for their food. People on low incomes are likely to pay other bills before buying food and will spend only what is left over on their shopping for the week, Some Mothers on tight budgets worry about spending money on healthy foods that their children may not eat so instead buy unhealthy products that they know their children enjoy. Many individuals lack the knowledge needed to budget, shop and cook: such skills are generally learned from parents and grandparents but, if previous generations also lacked the skills, this problem becomes common through the generations. The Local Action on Food Network defines food poverty as ‘the inability to obtain healthy, affordable food’. People on low incomes are likely to have a lower intake of fruit and vegetables and an over reliance on ‘junk’ food which leads to cancer, diabetes, obesity and heart disease. In times of recession where family budgets are stretched, outlets such as MacDonald’s, KFC and Greggs are reporting increased sales. Poorer families avoid expensive restaurants and choose cheaper ones where the food on offer has a high fat content. Children perceive such an outing as a treat and visits are often organised for birthdays and other family celebrations. Three pieces of chicken and fries from KFC contains 940 calories: well over half of the daily calorie intake recommended for a child under 16 years old. In the current recession, sales of supermarket value ranges have leapt. Dispatches screened on channel 4 last year undertook a survey on the content of some of the ‘value’ lines with shocking results.: a beef pie which contained only 18% beef with the rest made up of ‘connective tissue’ , a pork sausage just 40% pork with pig skin for ‘bulk’ or an apple pie only 14% apple. Would anyone choose to purchase such products if it wasn’t for the cost? Sales of value ranges have leapt during the current economic recession. For those on very low incomes eating healthily is not a priority: feeding their families with the cheapest food available is often the only option. (Dispatches, 2009). BBC News in December 2009 reported that the class gap with regard to diet is widening.. However, the situation is more complex than that. There is research to show that the children of middle class, working Mothers have poor diets. In September 2009 an article in the Daily Mail said that children with stay at home mothers have a healthier lifestyle. Children of working mothers snack more on junk food and spend more time in front of the TV and so less time working off excess calories. Lack of time is most likely to be the strongest influence on diet. Yet working mothers are normally better educated, have a higher social status and live in middle class areas. Seventy five percent of women work and preparation of a healthy meal can be perceived as time consuming resulting in families’ nutritional welfare suffering. Many families now regularly consume food from takeaway outlets. Family meals have become fragmented around the working hours of parents, children regularly eat in front of the T.V. and fewer meals are taken together, around the dining table. A further study by the Consumption research Laboratory in Paris also concluded that having a Mother at home had a positive impact on the total nutritional intake of children. Darren Osborne writing fir ABC Science called Mothers the ‘gatekeepers of children’s health’. Childhood dietary issues have also been shown to be linked with the use of grandparents as carers. Research carried out by The Centre for Paediatric Epidemiology in London analysed data from a cohort study of 12,000 pre-school children and were able to link a poor childhood diet with grandparents being used as daily child carers. The Daily Mail suggested that some grandparents ‘spoil’ their grandchildren with high calorie treats and are more likely to give into what the child wants to eat than provide healthier alternatives. Contrary to the belief that childhood diet and resulting health problems are more common in lower class families, this study showed that children who are regularly cared for by grandparents are more likely to be from middle class, educated families with two parents working full time to support their standard of living. Families with two incomes normally live in better, middle class, areas. The cohort study showed that children cared for regularly by a grandparent were a third more likely to be overweight. An additional issue is changes in thinking regarding appropriate age at which to wean a baby. Older generations tended to wean by around 10 weeks while current recommendations are to wait until at least 16 weeks. University college scientists found that children weaned early have a higher chance of being over-weight by age 3 than those weaned later. Career women retuning to work shortly after birth, leave weaning to grandparents who are unaware of current guidelines. Fat food outlets also have a part to play in the rising obesity tide. McDonalds has been successful in securing working class customers but have now set their sights on the middle class market. During the current recession McDonalds has defied plunging high street sales and increased takings by 10%. McDonald’s sales suffered during the BSE scare of the 1990s and negativity was also enhanced by Morgan Spurlock’s film ‘Super Size Me’ which documented the effect his MacDonald’s exclusive diet had on his physical and psychological health. The MacDonald’s marketing machine was successful in staging a massive recovery in both the UK and US markets. With the working class market cornered, Macdonald’s has set its sights on middle class families. Restaurants have had a cafe-style refit, the brand removed the fibre glass chairs bolted to the floor prison style and replaced them with sofas, pot plants, wall art and fashionable lighting. Even vases on tables contain a white rose. Advertisements declare news of a new ‘quality food’ menu aimed at the middle classes in an attempt to encourage a new wave of McDonalds customers. Restaurants are now open longer, have free Wi Fi and serve cappuccinos and lattes alongside burgers and deep fried apple pies. Breast feeding may also be a factor as mothers who return to work early are more likely to use formulae milk. Studies have shown that babies fed formulae take in 30,000 more calories in their first year than they actually need: calories that are stored and result in early childhood obesity. Mothers heeding the advice of the fit4 life campaign and taking advantage of free swimming for their children then have to navigate their young children past vending machines within leisure centres stocked with crisps, confectionary and unhealthy drinks. Crisps and chocolate are on sale in leisure centres despite being banned from school canteens and school vending machines. Cafe areas in leisure centres tend to be dominated by chips, hot dogs and pizza. The average calorie content of a mars bar is 467 which would take a 7 year old 88 minutes to burn off. Alongside the advertisements for fast food, the government spend huge amounts of money (but not a fraction of that of McDonalds) on advertisements urging us to ‘eat well, move more’. The government has also spent £640k on new ads using Homer Simpson urging us to give up the doughnuts. Hardly a healthy role model: Homer is seen replacing his usual popcorn with a healthier snack and encouraging his family to do the same. One thing the Simpsons do enjoy is family meals around the dining table – another aspect of family life which is dying out and being replaced by TV dinners. Ironically the Simpsons used to be sponsored by Dominoes pizza until Ofcom ruled it inappropriate. Dominoes are another giant who have navigated their way around the new rules by advertising within ‘family’ shows such as ‘I’m a celebrity…’ which attracts young views in millions. Another area to consider is the various policies in place in school regarding lunch times and whether children are allowed off the premises or not. Fast food outlets deliberately set up new schools to lure children in at lunchtime to spend their pocket money on chips and muffins rather than on the much publicised healthier school dinners. In conclusion, poverty remains a major factor and statistics published by the National Child Measurement Programme, issued in November 2009, did produce a correlation between diet, health and household income. This latest study showed that 22% of girls in the lowest income group were overweight compared to 9% in the highest income group. Although this remains the case, recent research has also shown that middle class children are starting to suffer health problems arising from poor diet. Working Mums may claim to be working to provide a quality of life for their children but they need to consider carefully the implications of this lifestyle choice on the diet and future health of their child. Large fast food outlets and supermarket chains also need to consider the part they play: the poorest have to take what they decide to give them but is this good enough? If unwilling to make changes to the quality of their lowest priced products, government action may be required to raise the quality of ingredients within meals or at least for the hidden ingredients, fat and salt content to be clearly displayed on the packaging. Parents must be mindful of the persuasive advertising techniques used on their impressionable youngsters and if advertisers cannot follow the spirit of the new code enforced regulation may be needed.

“women were less effective than men in military positions, but they

online homework help “women were less effective than men in military positions, but they. “women were less effective than men in military positions, but they were somewhat more effective than men were in education, government, and social service organizations.” Thinking about this information, do you think there are positions better suited for women and others better suited for men, depending on the industry and the tasks? Explain your rationale. please mention your resources Business Management Share QuestionEmailCopy linkLink copied!”women were less effective than men in military positions, but they

Management Accounting in Healthcare Organizations

Management Accounting in Healthcare Organizations.

I’m working on a finance question and need an explanation to help me study.

Name ______________________(1)Please calculate the following ratios using the attached financial statements. Use my formulas even if they are slightly different from the textbook’s.Show the numbers that you use.Label each with the name from the list following ratio (G).(A)Total MarginTotal assets(B)Accumulated Depreciation / Depreciation Expense (C)Long-term debt / (Net assets+ Long-term debt)Name ______________________(D)Cash + Marketable Securities + Long-term Investments(Operating Expenses – Depreciation) / 365(E)Total margin / (Operating revenue + net non-operating income)(F)Net Patient Accounts Receivable (Net Patient Services Revenue / 365) (G)Operating income / Operating revenuesName ______________________Formula namesEBITDA coverage ratio Days cash on hand Return on assetsAverage age of plant Total margin Debt to capitalizationDays revenue outstanding in accounts receivable Current ratioTotal asset turnover Times interest earned Return on equityOperating margin(2)Using the general ledger and ONLY THE ACCOUNTS provided as an attachment, 1) recordthe following transactions, 2) complete and show the trial balance, 3) closing entry and 4) post-closing trial balance, 5) prepare a balance sheet and a 6) statement of operationswith 7) proper headings for the Tricia Jenden Billes Clinic.Please build your own EXCEL spreadsheets for the general ledger and financial statements. The beginning balances are as follows: Cash $65,000, Accounts Receivable $40,000, Equipment -0-, Accumulated depreciation -0-, Accounts payable $30,000, Payroll payable $12,000, Net Assets $63,000, Patient revenue -0-, Salaries & Wages -0-, Supply expense -0- and Depreciation -0-.Transactions and financial statements (accrual basis) for the month ending July 31, 2021.1)They purchase equipment for $60,000 with $15,000 paid at the date of order with the balance to be paid off over the next 11 months, with no interest charged (accounts payable not notes payable). The equipment is expected to be used for 60 months with no salvage value at the end.2)Medical & office supplies are ordered and delivered from a vendor in the amount of $5,000. No payment was made at the time the order was delivered. The first payment will be due in August 2021. Supplies will be expensed when received.3)During the month the practice incurred an obligation to pay employees $25,000 in the following month.4)They paid various vendors $55,000 for supplies, utilities and services provided and accrued in this month and prior months.5)The clinic paid its employees $17,000 for hours that they worked in prior periods. 6)Services, which will net $50,000, were provided during the month. $20,000 was collected during the month and the balance is expected next month.7)Depreciation on the equipment purchased this month is expensed during the month.8)The clinic collected $35,000 from patients and their insurers for services provided in prior periods.undefinedName _______________________(3) Fill in the blanksRevenueVariable CostFixed CostTotal CostProfitA________ __70170 (35)B_ __1500___________2200300C42007003200_______________(4) Your clinic’s revenue and cost structure is as follows: You expect 3,000 clinic visits next year.Variable cost/visit $ 64Fixed costs $ 47,000Collections/visit $ 78 A)Construct a projected P&L, statement using the above assumptions. (Use the format in Gapenski.) Page 179B)What volume is required to breakeven?C)What is the contribution margin per visit and in total at 3,000 visits?
Management Accounting in Healthcare Organizations

SPCH 1301 NLCC Speech Communication Power of Perception Video Analysis Discussion

SPCH 1301 NLCC Speech Communication Power of Perception Video Analysis Discussion.

Perception VideoOnce you have watched the Perception video in the Assignment Folder/Perception please answer the following questions and respond to 2 other Peer posts:1. How often do you “Turn to Wonder” (Covey, 2016), to check your Perception of others in your friendship circles, workplace of home? The concept of “Turning to Wonder”, has to do with trying to understand the “How, Why , When” did the other person arrive at their Perceptual Perspective.2. Have you ever Blocked/Unfriended someone from Social Media simply because their Perception was different than yours?3. What are healthy ways to “Cope/Deal/Benefit” with others who thinking differently or contradict your Perceptions?4. What are your thoughts pertaining to the FedEx Logo
SPCH 1301 NLCC Speech Communication Power of Perception Video Analysis Discussion

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