Financial Statements

Financial Statements Free Online Research Papers Financial statements are important in providing an overview of the company’s financial condition both in short and long term. Financial statements should be understandable, relevant, reliable, and comparable and are used by owners, managers, investors to help them make important business decisions. The audience, purpose, and nature of financial statements and managerial reports will be examined. In addition, the use of financial accounting information in making informed and ethical business decisions will be discussed. What are financial statements? Financial statements are part of a process of financial reporting which provide information about the financial strength, performance, and changes in financial position of a company that is useful in making economic decisions. Financial statements include an income statement, a balance sheet and a cash flow statement and owners and managers require financial statements to assist them in making business decisions that affect the performance of the company (Block Hirt, 2005). Management of the company is primarily responsible for preparing and presenting financial statements of the firm and all reports included the date prepared, the period covered, and descriptive labels and titles are comprehensible to the general reader. The reports are produced annually and often generated quarterly or monthly and frequent reports are more useful as management tools because they are based on current data and provide more opportunities to react to changes in financial markets. Financial statements are also used by employees and their representatives to determine company’s ability to provide retirement benefits and employment opportunities, and the company’s stability and profitability. Moreover, government and their agencies rely on financial statements to regulate the company’s activities, determine taxation policies, and as the basis of national income and similar statistics. Financial statements contain important information for investors, providers of risk capital to the company and their advisers are concerned with the risk inherent in, and return provided by their investments. Investors rely on financial statements to assess management’s accountability and determine whether to hold or sell their investment, reappoint or replace management. Shareholders are interested in information to assess the ability of the company to pay dividends. â€Å"An income statement is a major device for measuring the profitability of a firm over a period of time† (Block Hirt, 2005, p. 3) and also shows the costs and expenses associated with generated revenues and net earnings or losses. Income statements also report earnings per share or a calculation that shows how much money shareholders would receive if the company decided to distribute all of the net earnings for the period. â€Å"Price- earnings ratio is a multiplier applied to earnings per share to determine current value of the common stock and is influenced by the earnings and sales growth of the firm, the risk or volatility in performance, the debt-equity structure of the firm, dividend payment policy, the quality of management and a number of other factors. Since companies have various levels of earnings per share, price earnings ratios allow for comparison of the relative market value of many companies based on $1 of earnings per share† (Block Hirt, 2005, p. 9). A balance sheet provides detailed information of the company’s assets, liabilities, and shareholder’s equity and shows all transactions accumulated since the inception of the company and balance sheet items are based on original cost rather than current market value. Assets are what the company owns that have value and can be converted to cash within a year or normal operating cycle of the company and include plants, trucks, equipment, inventory, trademarks, patents, investments and cash. Liabilities are financial obligations of the company due in one year or longer term and can include money borrowed from the bank, rent for use of the building, money owed to suppliers for materials, payroll for employees, environmental cleanup costs and taxes owed to government, providing goods and services to customers in the future and bonds. Shareholder’s equity is referred to as capital or net worth or the money that would be left if the company sold all of its assets and paid off all of its liabilities and the leftover money belongs to the shareholders or owners of the company (Block Hirt, 2005). Both the income statement and balance sheet are based on an accrual method of accounting, in which revenues and expenses are recognized as they occur regardless of when the actual payment is received and even if the supplies has not been paid. However, a cash flow statement shows a companys sources and uses of cash or actual cash flow position of the firm including how changes in the balance sheet and income statement affected cash and cash equivalents and breaks down analysis according to operating, investing and financing activities. Cash flow statement excludes transactions that do not directly affect cash receipts and payments such as depreciation and write-offs on bad debts and provides information on the companys liquidity and solvency and its ability to change cash flows in future circumstances. The financial manager must understand the institutional structure of the Federal Reserve System, the commercial banking system and economic variables such as gross domestic product, industrial production, disposable income, unemployment, inflation, interest rates, and taxes to assist in the financial decision making process. In addition, the financial manager is responsible for interpreting and using financial statements in allocating the company’s financial resources to maximize profits and the wealth of the company’s shareholders (Block Hirt, 2005). â€Å"The goal of shareholder wealth maximization must also be consistent with a concern for social responsibility for the company by adopting policies that maximize values in the market; the company can attract capital, provide employment, and offer benefits to the company† (Block Hirt, 2005, p. 27). The company may also use financial information to make informed and ethical business decisions, for example declining stocks due to immense competition in the telecommunications industry and the shareholders are bemoaning on the returns. The company is under pressure to develop an aggressive approach to cut costs and realize growth by outsourcing some of their jobs and create partnerships with other providers to offer new services. The company must communicate with their loyal employees and shareholders and involve them in the decision making process because of social responsibility and ethical values. Furthermore, financial statements have significant value, but non- financial indications such as employee commitment, customer satisfaction, quality of corporate governance, and operational performance are really the key to the company’s success (Chasan, 2007). Conclusion Financial statements including income statement, balance sheet, and cash flow statements provide important information for managers, employees, investors to assist in making informed business decisions. Financial managers must have thorough understanding of accounting principles to allocate the company’s financial resources to generate the highest returns for the company. In addition, the use of financial accounting may be used to make ethical decisions impacting the company’s performance and other stakeholders. 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Safe medication administration Research Paper Example | Topics and Well Written Essays - 1250 words

Safe medication administration - Research Paper Example 61). Together, these safety measures reduce risk of medication errors, yet, these do not fully address the complexity of human factor in the error. Although addressing medication errors through modern clinical technologies are appropriate parameters in patient safety, priority must be centered on correcting internal culture in clinical practice that cradles medication errors into a communicating environment that promotes early correction of errors through voluntary reporting of underlying error sources. Concept Similarities The act of committing any form of mistakes in clinical set-up generates much concern as single mistake can possibly lead to worse conditions and death. As noted by Vogelsmeier, Scott-Cawiezell, and Zellmer (2007, p. 8), a number of factors hinder to safe medication execution, from â€Å"prescribing, documenting, dispensing, administering, and monitoring.† In all functional categories, poor communication patterns commonly appeared in every level. Even in dou ble-checking medication before administration, communication problems may still occur. Collaborative partnership against error is deferred as junior nurses shies from questioning senior nurses on faulty medication strategies, compounded when two colleagues deviate to personal topics during medication checking and when automatic nursing processes reject further analysis of rechecking drug concepts (Armitage, 2007). As Brous (2008) agreed, communication needs improvement in actual practice, and added that nursing knowledge and skill competencies, as well as staffing issues, should be enhanced in an organizational environment that nurtures culture of safety against errors. Communication, among other stressors, drive nurses to enhanced vulnerability, but this is only a portion of man’s naturally limiting capabilities. Distinctions Revealed A number of potential solutions have been introduced that promises to minimally lessen, if not eliminate, human errors in professionally distr ibuting pharmacological agents. On a traditional way, Dennison (2007) promoted technologically-enhanced strategy of educational training in safe medications, measured through practical improvements in performing â€Å"smart† pumps in medication infusion. As administration phase occupies majority of medication errors, technological creations have been introduced to intercept functional mistakes. For DeYoung, Vanderkool, and Barletta (2009, p. 1111), adverse pharmacological events can be reduced by â€Å"bar-code-assisted medication administration (BCMA),† utilized specifically at the bedside to verify and remind nurses of former medication activities and necessary drug care. Errors are, thereby, prevented as nurses are made aware of correct medication procedures for individual patients prior to actual administration. On a different level, supportive infusion pumps system benefits nurses in three ways; reduces worries on dosage miscalculations, boosts confidence in accur ately delivering infusion agents, and lightens medication workload (Rosenkoetter, et al., 2008). Functions in efficiently distributing medications are performed, and all nurses have to do is monitor it for possible malfunction. In another technological system, â€Å"

Abstract for the paper Essay Example | Topics and Well Written Essays - 250 words

Abstract for the paper - Essay Example There are healthy relationships between all levels of employees. They are characterized by respect and trust which promote innovation and responsibility. Apple’s leadership style and organization structure is also under scrutiny with special attention to the role of managers and their interaction with their subordinates and superiors. Apple Inc. adopts transformational leadership style while the organization structure is collaborative in nature. Each manager adopts a transformative style while also promoting centralized decision making that includes employees. The management of human resources at Apple Inc. is reviewed in this paper. The findings are that Apple Inc. is keen to hire and retain quality employees. It has recruitment strategies that focus on top students from different colleges as well as training and development programs to ensure that employees are equipped with contemporary practices in the industry. The training and development programs also aim at promoting t eamwork. This analysis of Apple Inc. will provide insightful information as on the management practices of Apple that are renowned for its success in the technology

Investigatory Project Essay Example for Free

Investigatory Project Essay This investigatory project is to be conducted to study the feasibility of Kalamansi (Citrus Microcarpa Bunge), Oregano leaves (Coleus aromaticus Benth.) and Kakawate leaves (Gliricidia sepium (Jacq.) Steud.) as mosquito repellant lotion. As of today it is not only dengue virus, there is a new disease called chikungunya virus that is anarthropod-borne virus, of the genus Alphavirus, that is transmitted to humans by virus-carrying Aedes mosquitoes. There have been recent breakouts of chikungunya associated with severe illness. It can cause death for many people. We all need a repel to protect ourselves from mosquitoes so this study is conducted to help people prevent these mosquitoes and its viruses by simply using Kalamansi, Oregano leaves and Kakawate leaves mosquito repelling lotion. Kakawate’s insecticidal study showed nematicidal activity against Meloidogyne incognita nematode with 60% mortality; mosquito repellent activity against Aedes aegypti with maximum 78% repellency (http://www.stuartxchange.com/Kakawati.html) Kalamansi have linalool that is used as insecticide (http://en.wikipedia.org/wiki/Linalool) in Oregano, the oil was insecticidal to white termites It was more active than synthetic insecticides, (http://www.stuartxchange.com/Oregano.html) Mosquitoes can carry deadly diseases that cause thousands of illnesses and deaths each year. With the increase in international travel, no one is immune to mosquito-borne diseases. (http://www.mosquitomagnet.com/advice/mosquito-info/mosquito-borne-diseases) The researcher wants to prove that Kalamansi (Citrus Microcarpa Bunge), Oregano leaves (Coleus aromaticus Benth.) and Kakawate leaves (Gliricidia sepium (Jacq.) Steud.) can be used as lotion in repelling mosquitoes.

Influences of Gender and the Southwest :: Essays Papers

Influences of Gender and the Southwest Gender influences women artists in many ways. Some artists utilize their artwork to combat sexism. Others portray gender through their art in different ways than male artist might. Additionally, the careers of women artists may be influenced by their gender (or physical sex). The influence of the southwest is also very visible in the artwork of many artists who live or have lived here. Some are influenced by the diverse cultures who make this region their home. Others are influenced by the landscape. (I realize that this paper is not representative of all of the cultures which have helped to shape the southwest. This was not intentional. It is primarily because, regretably, I had a hard time finding resources on women artists in the Southwest who were from cultures other than Euro-American, Native American and Mexican-American.) Through this paper, I hope to be able to show examples of a few of the many ways in which gender and the southwest influence the lives and careers of southwestern women artists, and in turn, how many of these artists utilize their art to change people's perceptions of gender, the southwest and southwestern cultures. One artist whose art is strongly influenced by living in the southwest is Roz Driscoll. Driscoll lived in Arizona for seven years during the 1970's. According to Driscoll, the pieces in her exhibit, A Sense of Touch, " . . . grew out of traditions such as Native American pueblos, Indian temples and wells, Egyptian tombs. They reflect themes as, plateaus, and canyons of the Southwest . . ." (1999) Another artist whose work was strongly influenced by the Southwest is Georgia O'Keeffe, whose art was strongly influenced by the landscape of New Mexico. In fact, " . . . that region's dramatic mesas, ancient Spanish architecture, vegetation, and desiccated terrain became her constant themes. ( Gale, 1998 ) Culture differences in the Southwest have also been portrayed through the artwork of many Southwestern women artists. The artwork of Carmen Lomas Garza, who has spent much of her life in Texas, is strongly influenced by her Chicana heritage.

Rebuilding Employee Morale Essay

Layoffs and work-force reductions have a big impact on both those who lose their jobs and those who remain. Employees who remain after a work-force reduction may be affected for weeks or months afterwards. They may feel overwhelmed, have a hard time focusing on work, or experience low morale. This may be a stressful time for you as well. As a manager you not only have to make the transitions yourself, but you’re also counted on to help steer your team through the changes. As a manager, it’s important to be aware of what employees are feeling and to offer support in ways that can help your team get through this difficult and challenging period. And it’s important to recognize how the changes affect you as well. Common feelings employees may have Several employees, or hundreds of employees, may have lost their jobs at your company. Whatever the size of the work-force reduction, it’s likely that many well-liked people who were doing good work will be leaving the company and that the employees who remain are sad and are grieving for co-workers who were let go. The remaining employees may also be fearful about the security of their own jobs or how their roles might change. Employees may experience some or all of the following emotions, all of which can affect productivity, commitment, and morale: †¢ Sadness. †¢ Anger. †¢ Guilt. †¢ Fear and anxiety. Many may wonder, â€Å"Am I the next to go?† †¢ Envy of those who are leaving. Employees may feel that those who were laid off are moving on to new opportunities while they are â€Å"stuck at the same old job.† †¢ Apathy. They may find it hard to concentrate or get back to work. †¢ Loss of trust in the organization. Employees may lose trust in upper management’s messages and mission and may not feel that the company cares. †¢ Overwhelmed. People may feel overloaded and worried about how their workload will change. 57114-1008 2 Rebuilding Employee Morale Following a Layoff Helping employees cope A layoff or downsizing is a business decision. But before employees who remain can move on and begin working productively again, it’s important to deal with the emotional side of the job cuts and their impact on people’s lives. †¢ Hold an initial meeting with employees staying on your team on the day of the downsizing announcement. Have an open and honest discussion with them about the job cuts and why they took place and how they will help keep your organization moving forward. Employees need to know why the cuts happened and what the organization is doing to avoid more job cuts. Talk about the layoffs in terms of job functions and the business. Do not discuss specifics or specific individuals. Expect this to be a time of deep emotion, confusion, and anxiety for your employees. †¢ Hold a â€Å"jump-start† meeting. A work-force reduction can change the way your team functions. In the days following the announcement, plan and hold a jumpstart meeting to get people focused on what matters. At the meeting: – Review the organization’s goals, strategy, and new direction. Enlist your team’s support in finding ways to meet those goals. – Clarify the reasons for the change. Identify and describe ways that individual employees may have to shift their attention. – Explain fully the expected results of the team’s efforts, linking those results to the overall business goals of the organization. – Identify those things the team and individuals are already doing well that support the new direction or business strategy. Highlight what may change. – Discuss needs and develop concrete action plans for short- and long-term periods. – Provide training if employees will be asked to take on new work or functions. †¢ Give employees continued opportunities to talk about their feelings. Encourage them to voice their fears, questions, complaints, and concerns. Hold meetings. You can do this both one-on-one with employees and as a group. Have drop-in sessions. These will be helpful for employees and for you as a manager. Remember that when people are allowed to express their feelings they are better able to adjust and move on. Continue to have these discussions for as long as they seem productive. Watch that employees don’t get stuck or caught up in too much negativity. Use coaching skills to help them accept the change and move on. †¢ Be honest with employees and keep lines of communication open. The more honest and straightforward you are, the more quickly you’ll rebuild trust on your team. During times of major change, information is often incomplete. No manager has all the answers. If an employee asks a question about the reorganization that you are not in a position to answer, don’t be afraid to say, â€Å"I don’t have the answer to 3 Rebuilding Employee Morale Following a Layoff that question.† If possible, commit to finding answers and information within a fixed period of time and â€Å"close the loop† with the employee who asked the question. If relevant, share the information with everyone on the team. Remind employees that in times of flux even some of the updated information will change but that you will keep them as up to date as you can when this happens. †¢ Lead by example. Take a close look at your own attitudes and behavior and how you are responding to the workplace change. Positive, sincere, and communicative managers who demonstrate strong leadership qualities while acknowledging the difficulty and pain of the layoff are typically able to get their staff back on track during times of adversity and challenge. †¢ Offer resources to help employees reduce feelings of stress. Make sure members of your team are aware of the resources available to them to help reduce feelings of stress, including the employee assistance program (EAP) or the program that provided this publication. †¢ Recognize that, initially, employees may be so absorbed with the reorganization that they get less work done than usual. During times of major change, especially in the period right after the change, it’s common for people to look out for themselves. Employees may spend increased amounts of time on personal activities like phone calls and Internet use. By keeping employees actively engaged in constructive job-related tasks with a direct value to the business, anxiety can be kept in check and employees will be more focused on what matters. It’s important to take action to rebuild the team and help employees get back up to speed and move forward. Ways to rebuild trust and morale It can take months for employees to adjust to a major organizational change and to new systems and ways of doing things. It’s important to keep an eye on employee morale during this transitional period. Here are some ways to rebuild trust and morale on your team during this time: †¢ Spend extra time with your team and with individual employees. In times of stress managers can be tempted to spend more time in their offices away from their anxious employees, but this is just the time your employees need you to be more visible and accessible than usual. †¢ Communicate openly and often about company strategies and goals. Share information. Clarify goals. Be honest in your communications. If more change is coming, share as much as you’re able to with employees. It’s critical to check with upperlevel managers on what messages to communicate to employees. Different messages coming from managers across departments will result in mixed messages and rumors. Encourage employees to share any rumors they hear with you and address each one as quickly as you can. 4 Rebuilding Employee Morale Following a Layoff †¢ Talk about changes within the organization and how these may affect the work and your group. Talk about how the work will change as a result of the reorganization. Let everyone know that plans or tasks may change and that this is normal during times of transition. If work expectations for the department or individuals have changed, communicate this as soon as possible. Be clear and concise about new job duties and responsibilities. Remember to give frequent updates. This helps employees deal with feelings of uncertainty and confusion. †¢ Avoid complaining about the organization or telling employees your woes. Managers sometimes do this to reduce feelings of guilt — they want employees to feel that they are suffering, too. But a manager who complains to employees only loses respect and creates more anxiety among employees. Speak with other managers you trust about your feelings and concerns and to get more ideas of what steps you can take to help rebuild your team. Take very good care of yourself during this time as many managers experience additional stress as they guide their teams through challenging times. †¢ Use team-building exercises to renew relationships and commitments to goals. Work on a group or team project together. You might order pizza or bagels when you do. Offer a seminar on dealing with workplace change. Work hard to be sure everyone understands his or her role on the team and how group efforts contribute to the larger business goals. †¢ Be respectful of the people who have been laid off. Avoid comments like â€Å"He wasn’t such a great employee anyway.† Focus on the positive attributes of employees who have left. Express regret and make sure your team knows that you wish them well. This will show those who are staying that the organization treats people with respect and dignity. Your employees will assume that if they were to be laid off, you would talk about them the same way you talk about former em ployees. †¢ Help employees see the opportunities that change can bring. The reorganization may mean that people will have the opportunity to learn new skills or to take on new responsibilities. †¢ Recognize and reward good work and continued commitment. Let employees know that you appreciate everyone pulling together to do their part in meeting the company’s goals. It’s more important than ever at this time to reward employees who are staying — for meeting goals and milestones and for steady, dependable effort. Here are some ways to offer rewards: – through company recognition or incentive programs – by giving public recognition at a meeting – by sending an e-mail to upper management applauding an employee’s efforts and spelling out what those efforts were and how they contributed to the company’s goals – by using bulletin boards to call attention to someone’s good efforts 5 Rebuilding Employee Morale Following a Layoff Keep in mind that it takes time for people to let go of old ways, adapt to new ones, and recommit to the organization. The more proactive you are in helping employees through this transition, the more everyone will be able to adjust, move on, renew their enthusiasm, and confirm their commitment to the company. Written with the help of Elizabeth Bakken, B.A., M.A. Ms. Bakken has a certificate in organizational development and an extensive background in the fields of human resource development and career coaching. She writes a column, CareerWise, on executive career issues for the Rochester Business Journal.  © 2001, 2008 Ceridian Corporation. All rights reserved. 102908

Financial Analysis Coca-Cola - 2218 Words

Financial Analysis for the Coca-Cola Company and PepsiCo years 2004 and 2005. Financial Analysis is very important to present how well a company is being managed. Keeping track of financial statements, taxes, audits, and various other areas of financials show how well a company is doing, or better yet has done in these years, and the probability of improvement in the future. Having data on how a company will do in the future is important so that management, investors, and creditors can see if there are areas that need improvement and work on them they become an issue and hinder the growth of the company. In this essay I will compare financial data from Coca Cola Company and PepsiCo. This essay briefly describes what vertical and†¦show more content†¦This essay provides a ratio analysis for each company with tests of the liquidity ratio, the solvency ratio, and the profitability ratio. The Liquidity Ratio measures the short term ability of a company to pay its maturing obligations and to meet unexpected needs for cash (1). This ratio is particularly in teresting for short-term creditors, such as bankers and suppliers, for they are able to access liquidity of the company. There are four ratios that can be used to determine the company’s short-term debt-paying ability. These are: current ratio, acid test, receivables turnover, and inventory turnover. This essay brings the current ratio for Coca Cola and PepsiCo. For the year 2005. Current Ratio for Coca-Cola Company 2005 Current Assets 10,250 divided by Current Liabilities 9,836 = 1.04 (2) There is for Coca-Cola, 1.04 dollars of Current assets for every dollar of current liabilities. Current Ratio for PepsiCo. Inc. 2005 Current Assets 10,454 divided by Current Liabilities 9,406 = 1.11 (2) There are for PepsiCo, 1.11 dollars of Current assets for every dollar of current liabilities. Solvency Ratios measures the ability of a company to survive over a long period of time (1). This ratio is particularly attractive to long-term creditors and stockholders. There are two ratios that deliver information about the company’sShow MoreRelatedA Financial Analysis of Coca Cola2473 Words   |  10 PagesINTRODUCTION The Coca-Cola Company is the world largest beverage company. Along with Coca-Cola, recognized as the world’s most valuable brand, the company markets four of the world’s top 5 non-alcoholic sparkling brands, including Diet Coke, Fanta, and Sprite. Consumers in more than 200 countries are enjoying the company’s beverages at a rate exceeding 1.4 billion servings each day. 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It is the world s most valuable brand. One may not, however, be as familiar with their extensive product portfolio, how they work with their bottling partners or the specific actions they take every day as they relate to people and the planet. The Coca-Cola Company is the world s largest nonalcoholic beverage company. They market a wide range of beverages, including coffees and teas, juice and juice drinks, and sports drinks and watersRead MoreFinancial Report Analysis : Coca Cola And Pepsico1020 Words   |  5 PagesFinancial Report Analysis: Coca-Cola and PepsiCo Coca-Cola and PepsiCo are the most iconic and globally known biggest soft drink companies, and their products and beverages are sold around the world. It seems that their battle in the non-alcoholic beverage drinking industry never ends. 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