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Week 13 Activity Assignment
The purpose of this assignment is to allow you to observe a
leader in action. Perhaps you are a leader yourself. If this is
the case, then this experience will afford you the opportunity
to evaluate someone else's leadership style. This is often a
great opportunity to identify personal strengths and
weaknesses.
Assignment: Attend a local business, nonprofit, or civic
meeting. Pay careful attention to:
• How the meeting is organized and run.
• How much was accomplished?
• How many people actively participated?
• How did the chair of the meeting behave, and
• How did this impact the outcome of the meeting?
Describe this experience in a 250 word response. Cover each
of the topics discussed above, use proper grammar, and
adhere to the length requirements for this assignment.
Purchase answer to see full attachment
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Explanation & Answer:
250 words
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Explanation & Answer
View attached explanation and answer. Let me know if you have any questions.
Running head: ACTIVITY ASSIGNMENT
1
Activity Assignment
Name
Institution
ACTIVITY ASSIGNMENT
2
Activity Assignment
I once worked at an organization that deals in manufacturing, designing, and selling
mobile phones. While working in this organization, I attended several business meetings aimed
at improving effic...
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Case for Critical Analysis Not Measuring Up
ch3: Apply Your Skills: Case for Critical Analysis Not Measuring Up “I must admit, I'm completely baffled by these scori ...
Case for Critical Analysis Not Measuring Up
ch3: Apply Your Skills: Case for Critical Analysis Not Measuring Up “I must admit, I'm completely baffled by these scoring results for Cam Leslie,” Carole Wheeling said as she and company CEO Ronald Zeitland scrolled through the latest employee surveys for middle management. For the second year, RTZ Corporation used Wheeling's consulting firm to survey and score managers. An increasingly younger workforce, changing consumer tastes, and technology changes in the industry had caused Zeitland to look more closely at culture and employee satisfaction. The goal of this process was to provide feedback in order to assure continuous improvement across a variety of criteria. The surveys could be used to highlight areas for improvement by showing manager and company strengths and weaknesses, anticipating potential problem areas, providing a barometer for individual job performance, and as a road map for transforming the culture as the company expanded. From the outset, Zeitland insisted on employee honesty in scoring managers and providing additional comments for the surveys. “We can't change what we don't know,” Zeitland instructed employees in meetings two years ago. “This is your opportunity to speak up,” Zeitland had told them. “We're not looking for gripe sessions. We're looking for constructive analysis and grading for what we do and how we do it. This method assures that everyone is heard. Every survey carries equal weight. Changes are coming to this organization. We want to make those changes as easy and equally beneficial as possible for everyone.” Now, two years into the process, the culture was showing signs of changing and improving. “The results from last year to this year show overall improvement,” Wheeling said. “But for the second year, Cam's survey results are disappointing. In fact, there appears to be a little slippage in some areas.” Zeitland leaned back in his chair, paused, and looked at the survey results on the screen. “I don't really understand it,” Wheeling remarked. “I've talked to Cam. He seems like a nice guy—a hard worker, intelligent, dedicated. He pushed his crew, but he's not a control freak.” “He actually implemented several of the suggestions from last year's survey,” Zeitland said. “From all reports and my own observations, Cam has more presence in the department and has increased the number of meetings. He appears to have at least attempted to open up communications. I'm sure he will be as baffled as we are by these new results because he has put forth effort.” “Employees mentioned some of these improvements, but it's not altering the scores. Could it merely be a reflection of his personality?” Wheeling asked. “Well, we have all kinds of personalities throughout management. He's very knowledgeable and very task-oriented. I admit he has a way of relating to people that can be a little standoffish, but I don't think it's always necessary to be slapping everyone on the back and buying them beers at the local pub in order to be liked and respected and. . .” “. . . in order to get high scores?” Wheeling finished his sentence. “Still, the low percentage of ‘favorable’ scores in relation to ‘unfavorable’ and even ‘neutral'. . .” her voice trailed off momentarily. “That's the one that gets me. There are so many ‘neutral’ scores. That's really strange. Don't they have an opinion? I'd love to flesh that one out more. It seems that in a sea of vivid colors, he's beige.” “It's like he's not there,” Zeitland said. “The response doesn't tell me that they dislike Cam; they just don't see him as their manager.” Wheeling laughed. “Maybe we can wrap him in gauze like the ‘Invisible Man,'” she joked. The joke appeared lost on Zeitland. “That invisibility leaves him disengaged. Look at the comments.” He scrolled down. “Here's a follow-up comment: Employee Engagement: Are you kidding? And here's another: Advocacy: I don't think and I don't believe anyone here thinks he would go to bat for us.” “I know,” Wheeling said. “On the other hand, many of their remarks indicate they consider him fair in areas like distribution of workload, and they score him decently in the area of follow-through in achieving company goals. But overall satisfaction and morale levels are low.” “That's what I don't understand,” Zeitland commented. “Morale and productivity are normally so strongly linked. Morale in this case is blah, blah, blah, and yet these guys manage to perform right up there with every other division in the company. So they're doing it. They just don't like it or find any sense of fulfillment.” “Does Cam?” “Interesting question,” Zeitland agreed. “So, how do we help Cam improve these scores in the coming year?” Wheeling asked. “What positive steps can he take? I'd at least like to see an up-or-down vote—not all of this neutrality—on his management skills and job performance.” Questions 1. Do you think Zeitland's desire for changes in culture are related to changes in the external environment? Explain. 2. What additional investigation might Wheeling and Zeitland undertake before settling on a plan of action? 3. In which quadrant of Exhibit 3-8 would you place Cam? What are some steps you would recommend that Cam consider to better connect with the employees who report to him?
BUS 302 Strayer University Creating a Culture of Innovation Discussion
ASSIGNMENT INFORMATIONDue Date Monday, April 27, 20209:00 AM Points Possible 200Click here to download the template for th ...
BUS 302 Strayer University Creating a Culture of Innovation Discussion
ASSIGNMENT INFORMATIONDue Date Monday, April 27, 20209:00 AM Points Possible 200Click here to download the template for this assignment. Assignment 1: Creating a Culture of Innovation Due Week 3 and worth 200 pointsImagine you are creating a new and innovative technology company. In this assignment, consider the culture, management, and leadership of your organization. Remember that your company should be a place that people want to work.Write a three to five (3-5) page paper in which you:Describe the characteristics of the people you would want working at your company, in relation to the culture you are trying to cultivate.Identify two (2) leadership qualities you would look for in employees. What does their background and previous experience look like?Discuss your company’s organizational culture. What are the ways you can help ensure that the company’s culture fosters creativity and innovation among employees?Format your assignment according to the following formatting requirements:This course requires use of new Strayer Writing Standards (SWS). The format is different than other Strayer University courses. Please take a moment to review the SWS documentation for details.The specific course learning outcomes associated with this assignment are:Explain the principal theories and the various approaches to management that have evolved over time and their application to current management situations.Assess how various leadership styles fit cultural differences and effectively operate in global markets.Describe control systems that can improve a firm’s operations and facilitate change.Use technology and information resources to research issues in management concepts.Write clearly and concisely about management concepts using proper writing mechanics.ClickGrading for this assignment will be based on answer quality, logic / organization of the paper, and language and writing skills, using the following rubric.Points: 200Assignment 1: Creating a Culture of InnovationCriteriaUnacceptableBelow 60% FMeets Minimum Expectations60-69% DFair70-79% CProficient80-89% BExemplary90-100% A1. Describe the characteristics of the people you would want working at your company, in relation to the culture you are trying to cultivate.Weight: 20%Did not submit or incompletely described the characteristics of the people you would want working at your company, in relation to the culture you are trying to cultivate.Insufficiently described the characteristics of the people you would want working at your company, in relation to the culture you are trying to cultivate.Partially described the characteristics of the people you would want working at your company, in relation to the culture you are trying to cultivate.Satisfactorily described the characteristics of the people you would want working at your company, in relation to the culture you are trying to cultivate.Thoroughly described the characteristics of the people you would want working at your company, in relation to the culture you are trying to cultivate.2. Identify two (2) leadership qualities you would look for in employees. What does their background and previous experience look like?Weight: 25%Did not submit or incompletely Identified two (2) leadership qualities you would look for in employees. Did not submit or incompletely explained what the employee’s does their background and previous experience looked like.Insufficiently Identified two (2) leadership qualities you would look for in employees. Insufficiently explained what the employee’s does their background and previous experience looked like.Partially Identified two (2) leadership qualities you would look for in employees. What does their Partially explained what the employee’s does their background and previous experience looked like.Satisfactorily Identified two (2) leadership qualities you would look for in employees. Satisfactorily explained what the employee’s does their background and previous experience looked like.Thoroughly Identified two (2) leadership qualities you would look for in employees. Thoroughly explained what the employee’s does their background and previous experience looked like.3. Discuss your company’s organizational culture. What are the ways you can help ensure that the company’s culture fosters creativity and innovation among employees?Weight: 25%Did not submit or incompletely discussed your company’s organizational culture. Did not submit or incompletely discussed what are the ways you can help ensure that the company’s culture fosters creativity and innovation among employees?Insufficiently discussed your company’s organizational culture. Insufficiently discussed what are the ways you can help ensure that the company’s culture fosters creativity and innovation among employees?Partially discussed your company’s organizational culture. Partially discussed what are the ways you can help ensure that the company’s culture fosters creativity and innovation among employees?Satisfactorily discussed your company’s organizational culture. Satisfactorily discussed what are the ways you can help ensure that the company’s culture fosters creativity and innovation among employees?Thoroughly discussed your company’s organizational culture. Thoroughly discussed what are the ways you can help ensure that the company’s culture fosters creativity and innovation among employees?4. Follow Strayer Writing Standards (SWS) requirements for format, in-text citation of quotes and paraphrases, and references page.Weight: 10%Did not complete the assignment or had more than 9 errors in following SWS requirements.Had 8-9 errors in following SWS requirements.Had 6-7 different errors in following SWS requirements.Had 4-5 different errors in following SWS requirements.Had 0-3 different errors in following SWS requirements.5. 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Capella University Performance Evaluation Executive Summary
Assessment 3 Instructions: Performance EvaluationPRINTWrite a 1-2 page executive summary, along with an appendix of supporting information, in which you analyze an organization's financial performance as well as their level of risk for lending and make and present a recommendation to help leadership make a loan decision.IntroductionThis portfolio work project will help you complete a thorough review of an organization’s financial performance as well as their level of risk for lending. Your recommendation will help leadership create a loan portfolio, and your executive summary will clearly and concisely communicate your review to others in the organization.ScenarioYou work for an organization that provides loans to businesses. You are working with a client who is requesting a loan that will require a review of financial and related performance documents. You have been asked to review the documents and summarize your findings in a loan recommendation for your management team.You may apply this scenario to either Option 1 or Option 2, described in Requirements below.Your RoleYou are a loan manager for a lending organization, and your responsibilities include reviewing loan requests and providing recommendations in regard to whether the loan requests should be funded.RequirementsOption 1:Your client works for Ace Company. Assume Ace Company requested a $3 million 10-year loan to purchase production equipment and develop accompanying software. Use the Ace Company Data document for this option.Option 2:Use a firm or scenario of your choosing.Before choosing a company, read the assessment thoroughly to ensure:The company fits the assessment requirements.You have access to the financial statements and related performance documents needed to assess risk and make a loan recommendation. You will need information for this year and last year.You can distribute the financial statements and related performance documents without disclosing confidential company information.Loan RecommendationTo arrive at your recommendation, analyze the financial performance of the requesting company and present it to your organization’s upper-management team. The management team will take your recommendation into consideration as they finalize loan requests.Analyze the company's performance and performance trends. Include the following in your analysis:Analyze the trend for accounts receivable collections.Identify the trend.Explain the relevance of the trend.Determine if the trend is improving or getting worse.Compare the company's average inventory turnover to the industry average inventory turnover rate. Note that the average industry turnover rate for Ace Company is 10 times per year.Consider whether the company’s average inventory turnover is higher or lower than the industry average.Explain whether a higher or lower average is better.Determine whether the trend is improving or getting worse.Evaluate the company's short-term and long-term credit worthiness based on financial performance and trend (comparing this year to last year). Include in your evaluation:Information about performance and trends.Information about other relevant financial information you consider important to the decision.Your recommendation regarding whether the bank should grant the loan based on the financial data.Deliverable FormatThe management team of your organization requests this information in the form of a 1–2 page executive summary along with a title page, references page, and appendix of supporting information. The executive summary must highlight the key findings from your review and will provide your recommendation and rationale. The appendix must include data used in your analysis for others to review. Assume that this document is the only communication in regard to your analysis and recommendation and that you will not be with the team to explain anything as it deliberates. In other words, the documentation you provide must be well organized and include information for the management team to clearly see your recommendation and rationale.Related company report standards:The executive summary is a professional document and should therefore follow the corresponding MBA Academic and Professional Document Guidelines, including single-spaced paragraphs.In addition to the executive summary, include:A title page.A references page.Appendix with supporting materials. If you are using a firm or scenario of your choosing, ensure faculty has sufficient information to understand how you reached your recommendation.At least two APA-formatted references.EvaluationBy successfully completing this assessment, you will demonstrate your proficiency in the following course competencies through corresponding scoring guide criteria:Competency 1: Explain how accounting concepts and practices impact financial reporting.Analyze the trend for the company’s accounts receivable collections.Compare the company’s average inventory turnover ratio to an industry average.Competency 2: Apply principles of accounting to assess financial performance.Evaluate the company’s short-term and long-term credit worthiness.Competency 4: Communicate financial information with multiple stakeholders.Communicate accounting information clearly.Faculty will use the scoring guide to review your recommendation as if they were a member of your organization’s management team. Review the scoring guide prior to developing and submitting your assessment.
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Create an overview on IFRS.
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Case for Critical Analysis Not Measuring Up
ch3: Apply Your Skills: Case for Critical Analysis Not Measuring Up “I must admit, I'm completely baffled by these scori ...
Case for Critical Analysis Not Measuring Up
ch3: Apply Your Skills: Case for Critical Analysis Not Measuring Up “I must admit, I'm completely baffled by these scoring results for Cam Leslie,” Carole Wheeling said as she and company CEO Ronald Zeitland scrolled through the latest employee surveys for middle management. For the second year, RTZ Corporation used Wheeling's consulting firm to survey and score managers. An increasingly younger workforce, changing consumer tastes, and technology changes in the industry had caused Zeitland to look more closely at culture and employee satisfaction. The goal of this process was to provide feedback in order to assure continuous improvement across a variety of criteria. The surveys could be used to highlight areas for improvement by showing manager and company strengths and weaknesses, anticipating potential problem areas, providing a barometer for individual job performance, and as a road map for transforming the culture as the company expanded. From the outset, Zeitland insisted on employee honesty in scoring managers and providing additional comments for the surveys. “We can't change what we don't know,” Zeitland instructed employees in meetings two years ago. “This is your opportunity to speak up,” Zeitland had told them. “We're not looking for gripe sessions. We're looking for constructive analysis and grading for what we do and how we do it. This method assures that everyone is heard. Every survey carries equal weight. Changes are coming to this organization. We want to make those changes as easy and equally beneficial as possible for everyone.” Now, two years into the process, the culture was showing signs of changing and improving. “The results from last year to this year show overall improvement,” Wheeling said. “But for the second year, Cam's survey results are disappointing. In fact, there appears to be a little slippage in some areas.” Zeitland leaned back in his chair, paused, and looked at the survey results on the screen. “I don't really understand it,” Wheeling remarked. “I've talked to Cam. He seems like a nice guy—a hard worker, intelligent, dedicated. He pushed his crew, but he's not a control freak.” “He actually implemented several of the suggestions from last year's survey,” Zeitland said. “From all reports and my own observations, Cam has more presence in the department and has increased the number of meetings. He appears to have at least attempted to open up communications. I'm sure he will be as baffled as we are by these new results because he has put forth effort.” “Employees mentioned some of these improvements, but it's not altering the scores. Could it merely be a reflection of his personality?” Wheeling asked. “Well, we have all kinds of personalities throughout management. He's very knowledgeable and very task-oriented. I admit he has a way of relating to people that can be a little standoffish, but I don't think it's always necessary to be slapping everyone on the back and buying them beers at the local pub in order to be liked and respected and. . .” “. . . in order to get high scores?” Wheeling finished his sentence. “Still, the low percentage of ‘favorable’ scores in relation to ‘unfavorable’ and even ‘neutral'. . .” her voice trailed off momentarily. “That's the one that gets me. There are so many ‘neutral’ scores. That's really strange. Don't they have an opinion? I'd love to flesh that one out more. It seems that in a sea of vivid colors, he's beige.” “It's like he's not there,” Zeitland said. “The response doesn't tell me that they dislike Cam; they just don't see him as their manager.” Wheeling laughed. “Maybe we can wrap him in gauze like the ‘Invisible Man,'” she joked. The joke appeared lost on Zeitland. “That invisibility leaves him disengaged. Look at the comments.” He scrolled down. “Here's a follow-up comment: Employee Engagement: Are you kidding? And here's another: Advocacy: I don't think and I don't believe anyone here thinks he would go to bat for us.” “I know,” Wheeling said. “On the other hand, many of their remarks indicate they consider him fair in areas like distribution of workload, and they score him decently in the area of follow-through in achieving company goals. But overall satisfaction and morale levels are low.” “That's what I don't understand,” Zeitland commented. “Morale and productivity are normally so strongly linked. Morale in this case is blah, blah, blah, and yet these guys manage to perform right up there with every other division in the company. So they're doing it. They just don't like it or find any sense of fulfillment.” “Does Cam?” “Interesting question,” Zeitland agreed. “So, how do we help Cam improve these scores in the coming year?” Wheeling asked. “What positive steps can he take? I'd at least like to see an up-or-down vote—not all of this neutrality—on his management skills and job performance.” Questions 1. Do you think Zeitland's desire for changes in culture are related to changes in the external environment? Explain. 2. What additional investigation might Wheeling and Zeitland undertake before settling on a plan of action? 3. In which quadrant of Exhibit 3-8 would you place Cam? What are some steps you would recommend that Cam consider to better connect with the employees who report to him?
BUS 302 Strayer University Creating a Culture of Innovation Discussion
ASSIGNMENT INFORMATIONDue Date Monday, April 27, 20209:00 AM Points Possible 200Click here to download the template for th ...
BUS 302 Strayer University Creating a Culture of Innovation Discussion
ASSIGNMENT INFORMATIONDue Date Monday, April 27, 20209:00 AM Points Possible 200Click here to download the template for this assignment. Assignment 1: Creating a Culture of Innovation Due Week 3 and worth 200 pointsImagine you are creating a new and innovative technology company. In this assignment, consider the culture, management, and leadership of your organization. Remember that your company should be a place that people want to work.Write a three to five (3-5) page paper in which you:Describe the characteristics of the people you would want working at your company, in relation to the culture you are trying to cultivate.Identify two (2) leadership qualities you would look for in employees. What does their background and previous experience look like?Discuss your company’s organizational culture. What are the ways you can help ensure that the company’s culture fosters creativity and innovation among employees?Format your assignment according to the following formatting requirements:This course requires use of new Strayer Writing Standards (SWS). The format is different than other Strayer University courses. Please take a moment to review the SWS documentation for details.The specific course learning outcomes associated with this assignment are:Explain the principal theories and the various approaches to management that have evolved over time and their application to current management situations.Assess how various leadership styles fit cultural differences and effectively operate in global markets.Describe control systems that can improve a firm’s operations and facilitate change.Use technology and information resources to research issues in management concepts.Write clearly and concisely about management concepts using proper writing mechanics.ClickGrading for this assignment will be based on answer quality, logic / organization of the paper, and language and writing skills, using the following rubric.Points: 200Assignment 1: Creating a Culture of InnovationCriteriaUnacceptableBelow 60% FMeets Minimum Expectations60-69% DFair70-79% CProficient80-89% BExemplary90-100% A1. Describe the characteristics of the people you would want working at your company, in relation to the culture you are trying to cultivate.Weight: 20%Did not submit or incompletely described the characteristics of the people you would want working at your company, in relation to the culture you are trying to cultivate.Insufficiently described the characteristics of the people you would want working at your company, in relation to the culture you are trying to cultivate.Partially described the characteristics of the people you would want working at your company, in relation to the culture you are trying to cultivate.Satisfactorily described the characteristics of the people you would want working at your company, in relation to the culture you are trying to cultivate.Thoroughly described the characteristics of the people you would want working at your company, in relation to the culture you are trying to cultivate.2. Identify two (2) leadership qualities you would look for in employees. What does their background and previous experience look like?Weight: 25%Did not submit or incompletely Identified two (2) leadership qualities you would look for in employees. Did not submit or incompletely explained what the employee’s does their background and previous experience looked like.Insufficiently Identified two (2) leadership qualities you would look for in employees. Insufficiently explained what the employee’s does their background and previous experience looked like.Partially Identified two (2) leadership qualities you would look for in employees. What does their Partially explained what the employee’s does their background and previous experience looked like.Satisfactorily Identified two (2) leadership qualities you would look for in employees. Satisfactorily explained what the employee’s does their background and previous experience looked like.Thoroughly Identified two (2) leadership qualities you would look for in employees. Thoroughly explained what the employee’s does their background and previous experience looked like.3. Discuss your company’s organizational culture. What are the ways you can help ensure that the company’s culture fosters creativity and innovation among employees?Weight: 25%Did not submit or incompletely discussed your company’s organizational culture. Did not submit or incompletely discussed what are the ways you can help ensure that the company’s culture fosters creativity and innovation among employees?Insufficiently discussed your company’s organizational culture. Insufficiently discussed what are the ways you can help ensure that the company’s culture fosters creativity and innovation among employees?Partially discussed your company’s organizational culture. Partially discussed what are the ways you can help ensure that the company’s culture fosters creativity and innovation among employees?Satisfactorily discussed your company’s organizational culture. Satisfactorily discussed what are the ways you can help ensure that the company’s culture fosters creativity and innovation among employees?Thoroughly discussed your company’s organizational culture. Thoroughly discussed what are the ways you can help ensure that the company’s culture fosters creativity and innovation among employees?4. Follow Strayer Writing Standards (SWS) requirements for format, in-text citation of quotes and paraphrases, and references page.Weight: 10%Did not complete the assignment or had more than 9 errors in following SWS requirements.Had 8-9 errors in following SWS requirements.Had 6-7 different errors in following SWS requirements.Had 4-5 different errors in following SWS requirements.Had 0-3 different errors in following SWS requirements.5. Follow guidelines for clear and organized writing: include an introductory and concluding paragraph; address main ideas in body paragraphs with a topic sentence and supporting sentences.Weight: 10%Did not submit or incompletely followed guidelines for clear and organized writing.Insufficiently followed guidelines for clear and organized writing: did not include an introductory and / or concluding paragraph; did not address main ideas in body paragraphs with a topic sentence and supporting sentences.Partially followed guidelines for clear and organized writing: included a partially developed introductory and / or concluding paragraph; partially addressed main ideas in body paragraphs with a topic sentence and supporting sentences.Sufficiently followed guidelines for clear and organized writing: included an introductory and concluding paragraph; sufficiently addressed main ideas in body paragraphs with a topic sentence and supporting sentences.Fully followed guidelines for clear and organized writing: included an engaging introductory and thoughtful concluding paragraph; fully addressed main ideas in body paragraphs with a topic sentence and detailed supporting sentences.6. Adhere to standard rules of English grammar, punctuation, mechanics, and spelling.Weight: 10%Did not complete the assignment or had more than 9 errors in grammar, punctuation, mechanics, spelling.Had 8-9 errors in grammar, grammar, punctuation, mechanics, spelling.Had 6-7 different errors in grammar, punctuation, mechanics, spelling.Had 4-5 different errors in grammar, grammar, punctuation, mechanics, spelling.Had 0-3 different errors in grammar, punctuation, mechanics, spelling.to view the grading rubric.By submitting this paper, you agree: (1) that you are submitting your paper to be used and stored as part of the SafeAssign™ services in accordance with the Blackboard Privacy Policy; (2) that your institution may use your paper in accordance with your institution's policies; and (3) that your use of SafeAssign will be without recourse against Blackboard Inc. and its affiliates.
13 pages
THE CIVIL LAW TRADITION
CHAPTER I: History, Culture & Distribution. “Romanist”, “Romano-Germanic” or “Civil Law” Systems: these system ...
THE CIVIL LAW TRADITION
CHAPTER I: History, Culture & Distribution. “Romanist”, “Romano-Germanic” or “Civil Law” Systems: these systems are grounded in a common legal tradition (a sub-tradition of a mode of legal thought known as “western”). Root: the Law of the
Capella University Performance Evaluation Executive Summary
Assessment 3 Instructions: Performance EvaluationPRINTWrite a 1-2 page executive summary, along with an appendix of suppor ...
Capella University Performance Evaluation Executive Summary
Assessment 3 Instructions: Performance EvaluationPRINTWrite a 1-2 page executive summary, along with an appendix of supporting information, in which you analyze an organization's financial performance as well as their level of risk for lending and make and present a recommendation to help leadership make a loan decision.IntroductionThis portfolio work project will help you complete a thorough review of an organization’s financial performance as well as their level of risk for lending. Your recommendation will help leadership create a loan portfolio, and your executive summary will clearly and concisely communicate your review to others in the organization.ScenarioYou work for an organization that provides loans to businesses. You are working with a client who is requesting a loan that will require a review of financial and related performance documents. You have been asked to review the documents and summarize your findings in a loan recommendation for your management team.You may apply this scenario to either Option 1 or Option 2, described in Requirements below.Your RoleYou are a loan manager for a lending organization, and your responsibilities include reviewing loan requests and providing recommendations in regard to whether the loan requests should be funded.RequirementsOption 1:Your client works for Ace Company. Assume Ace Company requested a $3 million 10-year loan to purchase production equipment and develop accompanying software. Use the Ace Company Data document for this option.Option 2:Use a firm or scenario of your choosing.Before choosing a company, read the assessment thoroughly to ensure:The company fits the assessment requirements.You have access to the financial statements and related performance documents needed to assess risk and make a loan recommendation. You will need information for this year and last year.You can distribute the financial statements and related performance documents without disclosing confidential company information.Loan RecommendationTo arrive at your recommendation, analyze the financial performance of the requesting company and present it to your organization’s upper-management team. The management team will take your recommendation into consideration as they finalize loan requests.Analyze the company's performance and performance trends. Include the following in your analysis:Analyze the trend for accounts receivable collections.Identify the trend.Explain the relevance of the trend.Determine if the trend is improving or getting worse.Compare the company's average inventory turnover to the industry average inventory turnover rate. Note that the average industry turnover rate for Ace Company is 10 times per year.Consider whether the company’s average inventory turnover is higher or lower than the industry average.Explain whether a higher or lower average is better.Determine whether the trend is improving or getting worse.Evaluate the company's short-term and long-term credit worthiness based on financial performance and trend (comparing this year to last year). Include in your evaluation:Information about performance and trends.Information about other relevant financial information you consider important to the decision.Your recommendation regarding whether the bank should grant the loan based on the financial data.Deliverable FormatThe management team of your organization requests this information in the form of a 1–2 page executive summary along with a title page, references page, and appendix of supporting information. The executive summary must highlight the key findings from your review and will provide your recommendation and rationale. The appendix must include data used in your analysis for others to review. Assume that this document is the only communication in regard to your analysis and recommendation and that you will not be with the team to explain anything as it deliberates. In other words, the documentation you provide must be well organized and include information for the management team to clearly see your recommendation and rationale.Related company report standards:The executive summary is a professional document and should therefore follow the corresponding MBA Academic and Professional Document Guidelines, including single-spaced paragraphs.In addition to the executive summary, include:A title page.A references page.Appendix with supporting materials. If you are using a firm or scenario of your choosing, ensure faculty has sufficient information to understand how you reached your recommendation.At least two APA-formatted references.EvaluationBy successfully completing this assessment, you will demonstrate your proficiency in the following course competencies through corresponding scoring guide criteria:Competency 1: Explain how accounting concepts and practices impact financial reporting.Analyze the trend for the company’s accounts receivable collections.Compare the company’s average inventory turnover ratio to an industry average.Competency 2: Apply principles of accounting to assess financial performance.Evaluate the company’s short-term and long-term credit worthiness.Competency 4: Communicate financial information with multiple stakeholders.Communicate accounting information clearly.Faculty will use the scoring guide to review your recommendation as if they were a member of your organization’s management team. Review the scoring guide prior to developing and submitting your assessment.
15 pages
Coca Cola Company.edited
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Coca Cola Company.edited
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CTU International Financial Reporting Standards Convergence Discussion
Choose a company from the Securities and Exchange Commission (SEC) EDGAR Web site for your Key Assignment to evaluate for ...
CTU International Financial Reporting Standards Convergence Discussion
Choose a company from the Securities and Exchange Commission (SEC) EDGAR Web site for your Key Assignment to evaluate for the impact of convergence to IFRS. Review the financial reports and notes for the company that you have chosen from the EDGAR Web site. Using this company as your point of reference, provide general information on the following:
Create an overview on IFRS.
What will be some of the main concerns for your company as it moves from U.S. GAAP to IFRS?
Generate a list of differences that you would expect to see on your income statement and your balance sheet after the convergence process is complete.
Describe what impact the convergence will have on your company’s inventory account (IAS 2).
Describe some of the differences between IFRS and U.S. GAAP regarding the accounting for financial instruments.
Give a minimum of 2 examples of how your company will be impacted by the conversion process (IAS 32, IAS 39, and IFRS 7).
Earn money selling
your Study Documents