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Global Financial Management Debt Policy, Capital Structure, and Capital Budgeting Copyright 1999 by Alon Brav and Ernst Maug. All rights reserved. No part of this lecture may be reproduced without the permission of the authors. Latest Revision: August 24, 1999 7.0 Capital Structure: An Introduction In this lecture we analyze the firm’s capital structure and its impact on the value and returns of a company. Capital structure is defined as the composition of all the securities the firm issues in order to finance its operations. These securities can be different in many respects: • Leverage: the amount of debt financing relative to equity financing • Maturity: we can have long-term and short-term debt. • Fixed versus variable payments: some bonds and loan agreements have interest rates fixed until maturity, whereas others are reset in certain intervals of time. • Seniority: We can have different priorities associated with debt, where senior creditors have always to be paid before junior creditors. • Currency: Bonds and bank loans can be denominated in different currencies, and some firms have even issued hybrid "dual currency" bonds that have interest payments in one and principal payments denominated in another currency. • Control: Securities confer control rights to the owner, e.g., owners of common stock can vote at annual general meetings, whereas creditors often have the right to stop the firm from paying dividends or selling assets that serve as ...
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Herzing University EHR Implementation Memorandum

Assume the role of the manager in a small physician’s practice. The practice includes three physicians, one nurse pract ...

Herzing University EHR Implementation Memorandum

Assume the role of the manager in a small physician’s practice. The practice includes three physicians, one nurse practitioner, three medical assistants, and a front desk individual. Due to the passage of the HITECH Act, the practice is in the process of identifying the best electronic medical record program for implementation. In order to transition to the new program, the manager needs to research, prepare for, and implement the change. Throughout this course, each unit assessment from units 1 – 6 will encompass an aspect of this change, culminating with the creation of an overall plan for the change process.Instructions: Taking into consideration the scenario above, draft a memo to the staff regarding the new EMR implementation plan. The memo needs to be informational and needs to include the reasons for the change and a proposed plan of action. Include the following content in the memo:Title of planEstimated time to complete planReasoning behind the changeProposed plan of action and information on the change process (This should be a “big picture” summary – the plan will be developed in more depth in a later unit)Contact person for questions and concerns (This should be you, as the office manager in the scenario)List of at least 3 potential questions and answers (FAQ – Frequently Asked Questions)Expected start date of the planThe next step in the process

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BA 506 Upper Iowa University Experiential Training and Advances in Technology Discussion

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BA 506 Upper Iowa University Experiential Training and Advances in Technology Discussion

DQ1 Experiential training encourages changes in work behavior and growth in one’s abilities, which is accomplished through a multitude of methods. Experiential training has proven to be cost-effective while motivating employees as well as improving self-awareness, personal accountability, teamwork skills, and communication skills (Ritchie, 2011). Additionally, the training methods provide trainees with direct experience, the opportunity to reflect on that experience, and share models to help trainees to deduce using both present and past experience, while accommodating learning styles and strengths (Ritchie, 2011). Valkanos and Fragoulis identify several reasons why experiential training provides value: Ongoing advances in technology requiring changes in knowledge, skills, and abilities Divergence between theory and practice Mergers and acquisitions of enterprises which tend to bring new jobs, organizational culture, and work content Constant environment of change, from working conditions to processes and procedures relating to organizational issues, quality, and new products or services, and requiring new competencies, duties, or work content (Valkanos & Fragoulis, 2007, p. 22). Method Description On-the-job Training Receives instructions on the functions of their job in their assigned workplace. Simulators Teaches employees on how to operate equipment in a given context Role Playing Developing interpersonal and business skills, such as decision-making, communication, conflict resolution, and solving complex problems. Case Study Develops critical thinking skills to include analytical, higher-level skills, and exploring and resolving complex problems. Games Develops general business and organizational principles addressing application in a variety of situations. Behavior Modeling Used when learning goals are a rule and inflexible procedures. Provides skills and practice to modify and model behavior. In-basket Techniques A variety of items placed in an envelope that reflects what might be found in an inbox. This activity is used to assist trainees in developing and applying their strategic and operational skills. (Blanchard & Thacker, 2013, pp. 222-223) References: Blanchard, P. N., & Thacker, J. W. (2013). Effective training: Systems, strategies, and practices (5th ed.). Upper Saddle River, NJ: Pearson Education, Inc. Valkanos, E., & Fragoulis, I. (2007). Experiential learning – its place in in?house education and training. Development and Learning in Organizations: An International Journal, 21(5), 21-23. doi:10.1108/14777280710779454 Discussion Question--Choose one perspective in which to respond. Non-HR Perspective: Your department is not meeting performance expectations. What steps do you take to resolve the issue? Is training a possible solution; if so, which of the above training methods would be the most effective in addressing the issue? Would you, at any point, involve HR--if so, at what point and why? HR Perspective: A manager comes to you stating employees are not meeting performance expectations. The manager wants you to design and conduct training to help employees improve their skills and morale. What would you? In developing your response, you want to consider some of the following elements: ADDIE model of training, needs analysis, organizational alignment, employee engagement, and other course concepts addressed up to this point.

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Herzing University EHR Implementation Memorandum

Assume the role of the manager in a small physician’s practice. The practice includes three physicians, one nurse pract ...

Herzing University EHR Implementation Memorandum

Assume the role of the manager in a small physician’s practice. The practice includes three physicians, one nurse practitioner, three medical assistants, and a front desk individual. Due to the passage of the HITECH Act, the practice is in the process of identifying the best electronic medical record program for implementation. In order to transition to the new program, the manager needs to research, prepare for, and implement the change. Throughout this course, each unit assessment from units 1 – 6 will encompass an aspect of this change, culminating with the creation of an overall plan for the change process.Instructions: Taking into consideration the scenario above, draft a memo to the staff regarding the new EMR implementation plan. The memo needs to be informational and needs to include the reasons for the change and a proposed plan of action. Include the following content in the memo:Title of planEstimated time to complete planReasoning behind the changeProposed plan of action and information on the change process (This should be a “big picture” summary – the plan will be developed in more depth in a later unit)Contact person for questions and concerns (This should be you, as the office manager in the scenario)List of at least 3 potential questions and answers (FAQ – Frequently Asked Questions)Expected start date of the planThe next step in the process

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CHEM 11 SMC Gravimetric Analysis of An Unknown Sulfate Lab Report

1. Calculate the mass of sulfate in the unknown sample. Clearly show each step of your Number of mole of barium sulfate = ...

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1. Calculate the mass of sulfate in the unknown sample. Clearly show each step of your Number of mole of barium sulfate = 0.403g / 233.3896g/mol = ...

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When analyzing the current system used by Nestle SA which clearly shows the three dimensions which include; costs of imple ...

When analyzing the current system used by Nestle SA which clearly shows the three dimensions which include; costs of implementation, convenience and ...

BA 506 Upper Iowa University Experiential Training and Advances in Technology Discussion

DQ1 Experiential training encourages changes in work behavior and growth in one’s abilities, which is accomplished throu ...

BA 506 Upper Iowa University Experiential Training and Advances in Technology Discussion

DQ1 Experiential training encourages changes in work behavior and growth in one’s abilities, which is accomplished through a multitude of methods. Experiential training has proven to be cost-effective while motivating employees as well as improving self-awareness, personal accountability, teamwork skills, and communication skills (Ritchie, 2011). Additionally, the training methods provide trainees with direct experience, the opportunity to reflect on that experience, and share models to help trainees to deduce using both present and past experience, while accommodating learning styles and strengths (Ritchie, 2011). Valkanos and Fragoulis identify several reasons why experiential training provides value: Ongoing advances in technology requiring changes in knowledge, skills, and abilities Divergence between theory and practice Mergers and acquisitions of enterprises which tend to bring new jobs, organizational culture, and work content Constant environment of change, from working conditions to processes and procedures relating to organizational issues, quality, and new products or services, and requiring new competencies, duties, or work content (Valkanos & Fragoulis, 2007, p. 22). Method Description On-the-job Training Receives instructions on the functions of their job in their assigned workplace. Simulators Teaches employees on how to operate equipment in a given context Role Playing Developing interpersonal and business skills, such as decision-making, communication, conflict resolution, and solving complex problems. Case Study Develops critical thinking skills to include analytical, higher-level skills, and exploring and resolving complex problems. Games Develops general business and organizational principles addressing application in a variety of situations. Behavior Modeling Used when learning goals are a rule and inflexible procedures. Provides skills and practice to modify and model behavior. In-basket Techniques A variety of items placed in an envelope that reflects what might be found in an inbox. This activity is used to assist trainees in developing and applying their strategic and operational skills. (Blanchard & Thacker, 2013, pp. 222-223) References: Blanchard, P. N., & Thacker, J. W. (2013). Effective training: Systems, strategies, and practices (5th ed.). Upper Saddle River, NJ: Pearson Education, Inc. Valkanos, E., & Fragoulis, I. (2007). Experiential learning – its place in in?house education and training. Development and Learning in Organizations: An International Journal, 21(5), 21-23. doi:10.1108/14777280710779454 Discussion Question--Choose one perspective in which to respond. Non-HR Perspective: Your department is not meeting performance expectations. What steps do you take to resolve the issue? Is training a possible solution; if so, which of the above training methods would be the most effective in addressing the issue? Would you, at any point, involve HR--if so, at what point and why? HR Perspective: A manager comes to you stating employees are not meeting performance expectations. The manager wants you to design and conduct training to help employees improve their skills and morale. What would you? In developing your response, you want to consider some of the following elements: ADDIE model of training, needs analysis, organizational alignment, employee engagement, and other course concepts addressed up to this point.

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