Tuesday, November 26, 2019
History of the Income Tax essays
History of the Income Tax essays The federal progressive income tax has been an issue that has been argued on the floors of Congress, in front of the United States Supreme Court, in front of television cameras, and around the dinner table. The tax served its purpose in supplementing revenue during the Civil War and World War I, but continued taking from Americans income in peacetime, allowing fewer dollars to be spent on goods and services. When the American government was in a deficit, it was harder to argue for the abolishment of the income tax, but now that Congress is looking at a government surplus for the first time in decades, the question is raised again: Do we have to have a progressive federal income tax? Prior to the Civil War, the vast majority of government funds came from tariffs on imports. The only exception was during the War of 1812, when blockades by the British, as well as the war being with the young countrys number one trade partner, lowered income from tariffs. Government revenues were accompanied by funds from the sale of public lands, such as the Louisiana Territory and the Oregon Country, as well as excise taxes, which were introduced during the War of 1812 (Hansen 62). As Abraham Lincoln, who once said that he had no money sense and never enough money to fret him, came into office with a national debt of nearly $75 million and little to no inflow of customs duties, as well as an outflow of investments to foreign countries by investors who feared war. After attempts to raise money by selling bonds, doubling tariffs, increasing excise taxes, and creating license fees, it was realized that another form of tax was needed (Paul 7-8, Witte 67). The details of the tax, however, were not agreed on easily. The tax was originally proposed to tax land in each state, with revenue to be handed out according to population. The idea of this tax created a congressional rebellion, led by the South and West,...
Friday, November 22, 2019
REFLECTIVE ESSAY EXAMPLES
REFLECTIVE ESSAY EXAMPLES All reflective essays have a number of common rules that must be followed. First of all let’s remind ourselves that reflective essay is a type of writing that reflects on personal experience or event. The personal experience of the author is revealed throughout the paper. The reflective essay examples demonstrate the importance of understanding the connection between people’s essence, their uniqueness and social relations. Some philosophical elements should be applied to this type of writing. It is important to remember to reflect on specific details like personal character, surroundings, weather, etc. It is beneficial to apply a whole range of possible topic understandings to give the viewer a wide variety of impressions, feelings and thoughts. Reflective essay examples must imply strong essay outline. It includes reflective description, following main facts and environment rules observation. Reflective essay structure is also another element that must be strongly followed. Opening paragraph, middle part and concluding summary. REFLECTIVE ESSAY EXAMPLES If you are looking for reflective essay examples, we are able to provide you with brilliant examples essays today upon your request. We would like to focus on the reflective essay outline and structure. This will give you an understanding of how your reflective essay must look. You will also be able to obtain the comprehension of reflective essay examples structure in order to write your perfect reflective essay today. Reflective essay examples are easily found on the web. We offer you a different path of getting your custom written reflective essay today. Order your reflective essay online and receive your 15 discount today. To start with your reflective essay should answer to these questions. These specific questions will guide you through your reflective essay writing. They are â€Å"What did I experience?†â€Å"What was my major notice about an event or an experience?†â€Å"Did this event change me or my personal point of view?†â€Å"How did this event helped me to grow as a person?†â€Å"What is different about my life perception now?†and/or â€Å"What did I learn?â€
Thursday, November 21, 2019
Final Exam Assignment Example | Topics and Well Written Essays - 1750 words
Final Exam - Assignment Example You use the following article from ABI/Inform Complete in your research paper: Teaching Managers to Appraise Performances by Donna L. Mitchell and Esther Green in Nursing Management, Mar. 1996, Vol. 27, Issue 3, pages 48-49. The URL for the journal ishttp://www.nursingmanagement.com. How would you cite it in APA 6th edition format? If you were researching telecommuting and its effect on productivity and your search using the search term, telecommuting, produced too many irrelevant results, how might you change your search statement to cover the key concepts more thoroughly and find the most relevant search results? Your small business is the support unit for various learning software products sold by other vendors and purchased by academic institutions. With the increasing popularity of these software solutions, growing your business requires reviewing current research and information on new products, product performance, and statistics on the market. What type of resource will best keep you up-to-date? You are doing research on the use of mobile technology such as cell phones or PDAs in patient care. Which of the following groups of subject terms would be the best for searching the subject field of a health database like Health Source: Nursing/Academic Edition on this topic? You are using a chapter from an edited book in your research paper. Published in 2007, the book is called The Handbook of Mentoring at Work and is edited by Belle Rose Ragins and Kathy E. Kram.
Tuesday, November 19, 2019
Avoiding sexual harassment problems Term Paper Example | Topics and Well Written Essays - 1750 words
Avoiding sexual harassment problems - Term Paper Example The responsibilities and caution requisite for the achievement of an environment favorable for work and studies is one of the high expectations that the society has laid upon all members (Tatiana 2). The golden rules involved in the process of maintaining a sex harassment free zone is a core duty of all the members of the society (Tatiana 2). For instance at the workplaces, every employee holds a legal obligation to keep their working surrounding free from sexual harassment. In situations where such obligations are less taken into consideration or even ignored, Francis (23) offers a stern warning that low output from work, loss of dignity as well as low quality work may result. Coupled with the golden rule of life stating that individuals should always strictly aspire to do unto others what they would also wish to be done to, Kent State University developed an elaborative policy as regards unlawful harassment and the discrimination based on gender, race and tribe, political or even r eligious differences. Keeping in mind that sexual harassment is an act that may not spare an individual for some special reason, employees at all work places should ensure that they fully acquire a proper comprehension of the various forms of sexual harassment (Francis 20). ... As Francis (45) reports, many office managers have also been reported to instill extreme discomfort to the other office users such as cleaners by making sexually explicit statements in their presence. In times of ideological differences that may naturally arise among employees, others may belittle their coworkers by insulting them through using sexist or demeaning arguments in order to silence them. More frustrating is when employees harass the rest of the university workers by posting sexually oriented jokes such as pornographic pictures or videos on the university’s intranet bulletin sites as others also sends electronic mails to their coworkers that contain sexually oriented language (Linda & Hajdin 7). Similarly, in the higher learning institutions such as the universities, more or less similar cases of sexual harassment forms have been reported either from the male or female students against senior staff members such as the university professors and lectures. Workers with in the university are encouraged to beware of all forms of sexual harassment in the entire university community in order to help curb such vises completely. Tatiana (12) reports in his book that even though the act is gender and superiority neutral, most reported cases have been those against female students by fellow male students and the university professors and lectures. As opposed to the fellow student’s forms of harassment, the professors and the lectures resort their power and academic authority to intimidate the female students in favor of sexual pleasure with them (Linda & Hajdin 3). A professor may blackmail a female student by asking them to choose between either to getting an â€Å"A†in their examinations or fail the
Sunday, November 17, 2019
Virtue Ethics Criticsm Essay Example for Free
Virtue Ethics Criticsm Essay The biggest criticism of Virtue Ethics is that it doesnt give clear guidance on how to act in specific circumstances. It cannot tell us what the law should be about abortion, euthanasia, pre-implantation genetic diagnosis etc. It gives no clear answer to questions such as Is the environment intrinsically valuable?. The lack of moral rules or a method of addressing dilemmas is the main conceren here, but there is also uncertainty about how you decide on what the virtues are. Many critics say Virtue Ethics simply doesnt do the job of an ethical theory. There are many responses to this. There are no absolute answers to these questions, MacIntyre takes this view that contemporary ethics has distanced itself from real people and real issues by debating fine legalistic points which they will never agree on. Virtue Ethics asks a much more important question what sort of person should I be? This question may have different answers depending where and when it is asked, but it gives real direction and purpose to people. Nussbaum says that there are absolutes. However, it is virtues that have value, not rules. We should strive for Justice, Wisdom, Temperance etc. rather than looking for absolute rules. When thinking about whether to go to war, there are no absolute rules (You must not kill an innocent person, for example, is seen as impractical as all wars lead to innocent people dying). However, we have elected a leader who we want to act justly, to be temperate, to have wisdom etc. Issues such as Embryo Research depend a lot on answers to questions such as When does an embryo/foetus become a person? These questions cannot be answered by ethical theories. MacIntyre would say that to move forward in these issues, we need to better understand the context. For example, we are a society where thousands of embryos die at various stages of the IVF process. There is therefore a contradiction between our societys comfortable response to IVF and the often violent negative reaction to embryonic stem-cell research. When approaching these issues, we should aim to respond with wisdom, right ambition, temperance etc. Virtue Ethics responds confidently to many of these criticisms by drawing attention to the failings of deontological theories and consequentialist positions (GEM Anscombe coined the phrase consequentialism in her 1958 article Modern Moral Philosophy which attacked contemporary ethical theories for being out of touch with the real world. This article may have been largely responsible for the resurrgence of interest in Virtue Ethics). There are other criticisms, though. For example, Virtue Ethics rejects moral absolutes such as Do not lie, but then values the virtue of honesty. Critics claim that the virtues are really another way of stating moral rules, and that the virtues depend on the existence of these rules. Honesty is precisely a virtue because it is wrong to lie. This sort of criticism can lead to a circular debate, but it is actually the biggest threat to the virtue theorist.
Thursday, November 14, 2019
B/M Ratio Essay -- Research Analysis
We can see from regression I of Panel A and B that B/M is highly significant relative to the future returns, which are consistent with the B/M effect theory. The B/M effect for NOA/P^NOAï ¹ ¤1 data also cannot be rejected for the ambiguous t-statistic. Similarly, the enterprise B/M ratio is confirmed by regression II. The testing results for one factor model of financial leverage (ND/M) presents that the financial leverage is not significantly relative to future returns, or even negatively relative to future returns. It is an anomalous phenomenon that the leverage (financial risk) reduces the expected returns, but it may be explained by the negative association between leverage and operating risk. Actually, these results are also consistent with also correlation analysis in Table 2. When NOA/P^NOA≠§1, leverage is positively and insignificantly relative to the NOA/P^NOA. However, when NOA/P^NOAï ¹ ¤1, leverage is negatively relative to NOA/P^NOA. Regression V shows the leverage coefficient under controlling for operating risk (enterprise B/M ratio). For full sample tests, the coefficient is insignificant which means we cannot get any reliable conclusions from this result. And for NOA/P^NOA ≠§1, the coefficient is insignificantly positive, for NOA/P^NOAï ¹ ¤1, the coefficient is significantly negative. If we split the ND/M ratio into financial liabilities/market value and financial assets/ market value like in regression VII, FA/P coefficients are significantly positive in all of three panels, but the FL/P negatively or insignificantly relative to future returns. It indicates that the high future return premium is awarded for the high operating risk rather than financial risk. As the financial leverage is insignificant in some regressions, we u... ...returns, and this association is even insignificant for most NOA/P^NOA portfolios. The only exception is in the highest two NOA/P^NOA portfolios, highest ND/M portfolios give higher returns than lowest ND/M portfolios. Similarly with US evidence, the findings in UK evidence suggest that the UK FTSE 350 stock returns are inconsistent with PRT’s equation 2. In Panel B of table 4, we use similar methods with Panel A to spilt the year-firm observations into 10 portfolios, and sort these observations into five groups by B/M ratio rather than leverage ratio. According to PRT equation 1, if NOA/P^NOA >1, a higher leverage ratio will lead to a higher B/M ratio; if (NOA )/P^NOA 1, a higher return the higher B/M ratio.
Tuesday, November 12, 2019
Motivations at work Essay
Introduction            Every human experience involves a causative factor that produces a kind of response. In explaining the behavior of people, we start our description with reference to some kind of active driving force: the individual seeks, the individual wants, the individual fears. Various psychologists describe motivation, in other words, as the driving force behind our behavior (Halonen & Santrock, 1996; Atkinson, et al. 1983).            Smith, et al. labels their discussion on motivation as the â€Å"Why†of behavior (1982). Why does the tardy student in mathematics spend the rest of the period outside instead of inside the mathematics classroom? Emotions or strong feelings usually accompany motivated behavior. Often, emotions direct behavior toward goals (Atkinson, et al. 1983).            Essentially, the role of motivation in a person’s life is crucial to the understanding of human activities. Motivation is never static because in life, there always presents a dynamic and changing pattern of needs. Internal and external motivation provides in brief, an astute way of explaining the â€Å"why’s†of people’s behaviors (Halonen & Santrock, 1996). No wonder then, that in general, educators handle pupils or learners in the light of this ideation.            Again the question, why do people behave as they do? How can people account for the workers who are always on time, exceed production quotas, and are polite to the boss, whereas other workers at the same plant who perform the same job under the same conditions for the same pay behave in the opposite way?            It is easy to say that there must be an increase the motivation of the employees, but unless people know precisely what factors constitute motivation in this specific instance, changes may not be that feasible.            Human motivation is most complex. People seldom behave or respond to a particular situation because of a single motive. Generally, individuals are driven by a variety of needs and desires, some complimentary and others conflicting (Halonen & Santrock, 1996). Although there is no full and accurate understanding of a human being’s motivational structure, there is a body of knowledge from psychological research, which shows quite a bit about the forces that drive humans. Motivation theory 1 – McClelland’s Achievement Motivation Theory            This desire to accomplish something, to do a good job, to be the best typifies many people in this society, not only successful business executives(McClelland & Burnham, 1976). Those who possess this need derive great satisfaction from their achievement and are motivated to excel in everything they undertake.            Evidence also shows that the economic growth of private companies and of whole societies is related to the level of the need for achievement among managers in these private companies and members of these societies (McClelland & Burnham, 1976).            Successful business managers generally score higher in need for achievement – need persons have been identified, it is possible to determine what they want and what they need in their work to satisfy this high level of achievement motivation (McClelland & Burnham, 1976).            The organization for which high achievement-need persons work is not required to generate motivation; these persons already possess the motivation. What the company must do is to provide working conditions that will allow them to achieve. If they cannot satisfy their high drive for achievement, they will become frustrated and will probably look for another job. If they can satisfy this drive, however, they will become happy and productive members of the organization (McClelland & Burnham, 1976).            McClelland’s research identified three characteristics of high need-achievement persons: They favor a working situation in which they are able to assume personal responsibility for solving problems. If they were not solely responsible for finding the solutions to the problems, they would not have any sense of achievement. They are not happy when the solution depends on chance or on external factors beyond their control. It must depend on their own efforts and ability (McClelland & Burnham, 1976). This is a desirable characteristic for an executive as long as the working situation affords the opportunity for personal responsibility. The organization must provide these persons with challenging responsibility and a degree of personal autonomy. They have a tendency to take calculated risks and to set moderate achievement goals. By assuming tasks of moderate difficulty, high achievement need persons are able to satisfy their achievement needs (McClelland & Burnham, 1976). If the tasks or goals were too easy, there would be little sense of accomplishment. If they were too difficult, they might not succeed and would again have no sense of accomplishment. They must arrange the job and working conditions to face new problems or goals of moderate difficulty constantly. High achievement-need persons must have definite and continuing feedback about their progress. If they did not receive recognition for their work, they would not have a clear idea of how well they were doing (McClelland & Burnham, 1976). Fortunately, companies provide continuing feedback in periodic sales, cost, and production figures. High achievement-need persons feel a greater sense of accomplishment if they have personal feedback from superiors in the form of congratulatory memos, pay raises, promotions, or a pat in the back.            The higher the achievement-need scores of the executives, the more successful were their companies. Other studies show that managers high in achievement-need display a number of desirable managerial characteristics. They tend to have more respect for their subordinates and to be receptive to new ideas and new ways of doing things (McClelland & Burnham, 1976). Also, they are more open to participatory democracy than are managers low in achievement need. High achievement-need managers appear to be better than low achievement-need managers to lead and motivate the new breed of employee.            There are unresolved questions about the need-achievement theory, and not all research supports the findings discussed (Klinger, 1966). However, it seems to be a useful theory of behavior and a plausible explanation for the motivation of some employees. The theory is judged to be high in scientific validity and in its usefulness in application to the world of work (McClelland & Burnham, 1976). Motivation theory 2 – Adam’s Equity Theory            The notion that people’s motivation is influenced by their perception of how equitably they are treated at work was proposed by J. Stacy Adams. In any work situation, be it a classroom or an office, people assess both their inputs – how much effort they are putting into the work – and their outcomes – how much reward they are receiving for the work. people then, perhaps unconsciously, calculate the ratio of outcome to input and compare their ratio with what they perceive are the ratios of fellow students or co-workers (Adams, 1965).            Are people getting equal outcomes as a function of their inputs or are they getting less than other people? If they are getting less, a state of inequity exists, which motivates them to create a condition of equity. If people are getting the same, a state of equity exists.            Research shows and personal experience confirms that people do make such comparisons. One may have felt unfairly or inequitably treated in a course for which he worked harder than someone who, ultimately, received a higher grade. Did one work even harder as a result of this inequity?            It is generally accepted that a sense of being treated fairly with respect to others can influence work motivation, either by increasing or reducing it. The theory is fairly well supported by research but has a limited application to specific situations at work (Marx, 1976). Motivation theory 3 – Goal Setting Theory            Developed by Edwin Locke, goal-setting theory also has a common-sense appeal and is clearly relevant to the world of work. Locke argues that a person’s primary motivation in a work situation can be defined in terms of his desire to achieve a particular goal. The goal represents what the person intends to do at a given time in the future. For example, people may have as a goal graduating from college with honors or achieving the highest sales recorded in the company or getting a pay raise to buy a new house (Locke, 1968). Goals are important in any endeavor, motivating and guiding ones’ behavior so that the person performs in the most effective way. Studies of work behavior have shown how goals influence a person’s motivation; for example, having goals results in higher performance than not having goals. Specific goals are more motivating than general goals (Marx, 1976). Goals that are difficult to obtain are more motivating than easy goals. On the other hand, goals that so difficult as to seem impossible to achieve are worse than having no goals at all as far as motivation and performance are concerned.            The goal-setting theory is probably the most thoroughly researched of all the motivational theories that are discussed. The evidence is highly supportive, in case after case goal-setting has been found to produce substantial increases in employee output (Marx, 1976; Locke, et al., 1981). Furthermore, the theory is high in both scientific validity and in usefulness on the job. Conclusion – The problem of employee motivation is critical in all kinds of organizations today and is responsible for the shoddy products we buy and the careless service we receive. It was thought that all that was necessary to produce high motivation in workers was to pay them more; this idea may no longer be valid for a large portion of the work force. Modern workers demand jobs that satisfy their inner needs for fulfillment, expression, and self-actualization. Traditional values involved loyalty to the company and a strong drive for money, status, promotion and security. The new breed of workers focuses on self-fulfillment and self-actualization and demands jobs that are challenging and that allow participation in decision-making. They have little loyalty to the organization and less concern with money, status and security.            Psychologists have proposed several theories of motivation. The need for achievement by McClelland posits the existence to be the best in whatever they undertake. Studies show that good executives are higher in Ach than poor ones. High in ability and take calculated risks and set moderate achievement goals. These individuals constantly need feedback on their progress.            These theories deal with content of motivation, with internal needs that arouse and guide behavior. Process theories of motivation focus on the psychological processes involved in making decisions and choices about work. This is illustrated in the goal-setting theory, which argues that employee motivation is defined by our intention to achieve a particular goal; and equity theory, which deals with our perceived ratio or outcome to input and how equitably that ratio compares with those co-workers.            Knowing what a person values most, like I do, still these things do not reduce the presence or effects of stressors in my life. Trying to achieve a correct balance of my work and the more important life relationships as well entails a big bulk of decision-making dilemmas and resolutions of what should be followed or not. Whenever other people in the workplace are around us, it is undoubtedly a complicated set-up knowing that these people have values and priorities and desires multiplied over their number. Their motivation at work or in life is impinged upon by their values and priorities which are in turn what makes them motivated. These values are translated into goals that fuel what and how their conduct will be in their field of work.            The workplace today considers any of the perspectives mentioned in this paper. However, what are more reflective at many organizations are their strategies in enhancing the life of the average worker. The understanding of the needs or drives that motivate people is therefore critical in the choice of what â€Å"motivator variables†that the management may employ to encourage their people to do or sustain an excellent job or an efficient performance.            Work-life initiatives are strategies implemented by firms to reduce turnover and increase productivity and overall firm performance. Studies were made to examine the influence and effects of work-life initiatives on employees and the organization in general. Workplace diversity which incorporates the concepts of work-life initiatives does indicate that it is inevitable that when a company introduces work-life initiatives, there is a resulting increase in diversity. Substantial evidence point to the effectiveness of workplace diversity hence, many institutions encourage and promote this in their particular milieu (http://www.cmdronline.com/workshops.htm). This type of strategy caters to the goal-setting perspective posited by Edwin Locke. Although the other two are also very valid in many instances or situations, the applicability of the former (goal-setting) seemed to be more realistic and practical.            It is inevitable that juggling work and family life will be one of a person’s demanding experiences. The rationale for having a job is not only to have a livelihood, achieve personal satisfaction in the expression of his abilities and trainings, and receive his remuneration and perks on the side. Preparation for family stability to be able to provide and thus create an atmosphere of care, for bachelors/maidens, is also the foremost and logical reason for having a job. However, the thin thread that separates between the two polarities becomes blurred, and there lies the tension that pulls a person in different directions. The Center for Mediation and Dispute Resolution opens its website with the following quote: â€Å"Our life is one giant balancing act (http://www.cmdronline.com/workshops.htm).† Perhaps, no person will ever disagree with that statement. The goal then is to know how to do the balancing act, to gain competencies in achieving a rewarding, flourishing kind of life that holds work in one hand, while maintaining a well-nurtured and healthy family on the other hand.            Every home has its set of beliefs or tradition that they hold in high esteem. This is referred to as family values. Anything that the family believes is important comprises a family values system. Among the values an individual possesses, the most important I believe is that a person must regard most his/her values about family as the most significant. Many people don’t usually pause and contemplate what their values are. They may not know whether these values they already have are still practical or useful in a modern day world. Moreover, they do not think how their values fit in with their kind of milieu that they evolve in. There are families that take time out though to impart to their children what had been passed on to them when they too were yet very young. The values may not be as strong as when were yet children because the person may have adapted to his world and adjusted his values that others may be accommodated. Through the years, a family value system may be a combination of what had been passed on to an individual and the values system of one’s friends or colleagues at work (_______†Values: What are they?†2007). The primary reason that goals and goal-setting are critical aspects in the role of motivation in people is pointedly because what we hold as important affects how we use time, money and energy or how we interact with people. If a person believes in the importance of education then he tries to save for the schooling of their children. What we set as goals are actually our values influencing how we spend our resources and make decisions. Reference: Adams, J. Stacey (1965), â€Å"Inequity in social exchange†, in            Berkowitz, Leonard (Ed),     Advances in Experimental Social Psychology, Vol. 2, Academic Press, New York,      pp. 267-299. Atkinson, Rita L., Richard C. Atkinson, and Ernest R. Hilgard. 1983. Introduction to     Psychology. 8th ed., New York: Harcourt Brace Jovanovich, Inc. Halonen, JS and JW Santrock, 1996. Psychology: Contexts of Behavior, Dubuque, IA: Brown   and Benchmark, p.810. Klinger, E. 1966. Journal of Economic Psychology. Fantasy need-achievement as a       motivational construct. Psychological Bulletin 66 4 (1966), pp. 291–308 Marx, Melvin H. 1976. Introduction to Psychology: Problems, Procedures, and Principles.        Columbia: Collier MacMillan. McClelland, D. C., & Burnham, D. H. 1976. Power is the great motivator. Harvard        Business Review, 54(2), 100-110. Morris, Charles G., Maisto, Albert A., 1999. Understanding Psychology.4th ed., Prentice          Hall: New Jersey, pp.315-          316. Smith, Ronald E., Sarason, I.G., and Sarason, B.R. 1982.  Psychology: The Frontiers of           Behavior.2nd Ed. New York:          Harper and Row Publishers. __________ â€Å"Values: what are they?†2007. Family Works : University of Illinois extension.   Accessed February 18, 2008. http://www.urbanext.uiuc.edu/familyworks/values-    01.html _________Centre for Mediation & Dispute Resolution, Accessed February 18, 2008.in            http://www.cmdronline.com/workshops.htm
Saturday, November 9, 2019
Harley Davidson Case Study Essay
Harley Davidson, established in 1903, is the largest manufacturer of motorcycles in the United States. While Harley Davidson dominates the moto market in the United States, it is very small compared to the international market which is infiltrated with large Japanese firms such as Kawasaki, Honda and Yamaha who produce various categories of motorcycles. Harley Davidson has deep rooted brand equity in the United States and remains loyal in it’s style. It has also remained consistent in manufacturing only heavyweight motorcycles. By showcasing only a single model type, Harley Davidson has established itself as a leader in the United States market. Other international markets, especially Europe and Asia, produce many lines of sports motorcycles (street bikes, scooters etc), as this meets the demands of these markets. Harley Davidson classifies their bikes into three main heavyweight categories (1) Touring Bikes, (2) Custom Bikes, and (3) Sportster Bikes. More than half of Harley Davidson’s revenue is generated from sales from within the United States, with a much smaller presence in Europe, Asia and Latin America. Harley Davidson has tried unsuccessfully to acquire additional motorycle companies twice since its origination but ultimately has continued to keep its product lines simple and focused around a few primary products. Description of Data and Sources Initialal research was conducted on the history of Harley Davidson Motorcycles by researching their website. Data was then obtained from a variety of sources including industry journals, annual sales reports, and company websites. By comparing sales and annual (10k) reports to those of its competitors, we were able to determine market patterns and explain the market structure in which Harley Davidson Motorcycle competes. Sales reports compared units sold by the Harley Davidson , as well as competition among firms internationally displayed by the type of bikes sold and in which geographic areas. Explanation of Methods In order to establish initial market structure and competitiveness, we collected data on the total units of Heavyweight motorcycles sold in 2012 in the United States. We gathered data on the numbers of units sold by Harley Davidson’s top three competitors, which we learned were Honda, Kawasaki and Yamaha, respectively. In order to establish a price per unit, we took the median price of each firm’s heavyweight inventory and then took an average based on these figures. The number of units sold multiplied times average price per unit gave us an accurate reflection of over sales for 2012 when cross referenced with annual report data. Our data had some limitations as some firm’s data did not highlight units sold or sales revenue from the heavyweight market. We had to deduce and infer with the data we were given. Another limitation in data collection came when gathering information about price mark up and marginal cost. We sought information from industry experts who had insight in this area. Analysis and Results The C4 four-firm concentration ratio of .880 indicates that there are only a few firms who produce most of the industry’s output. The heavyweight industry is highly concentrated. Most of this industry’s output is produced by Harley Davidson, Honda, Yamaha and Kawasaki. The Herfindahl-Hirschman Index (HHI) is 3,586 out of 10,000. This suggests that there are multiple firms in the industry who consume a considerable part of the market share. The top four firms account for almost 40% of the market. This number would deter an investor when considering a possible merger. Demand and Pricing Structure/Lerner Index The Lerner Index for a Harley Davidson is .25 and the mark-up is 1.3. HD charges a price 25% over the marginal cost or 1.3 times the actual marginal cost. In other words, for each dollar paid from the consumer towards the purchase of a new motorcycle, $.25 is markup. Market Structure Harley Davidson (HD) Motorcycles have many different aspects that contribute to the market structure, specifically the classification of motorcycles by size, the number of firms in the market both national and international, brand equity merchandising which includes entry to the apparel, accessories and licensing markets, barriers to entry and various merger attempts in the past. HD Motorcycles are classified into heavyweight classes such as Touring, Custom, or Sportster. In 2011 Touring motorcycle accounted for 92,002 bikes out of a total of 233,117 bikes sold for Harley Davidson (Harley Davidson Inc., 2012). Second leading in sales were Custom bikes at 91,459 bikes (Harley Davidson Inc., 2012). Overall, Harley Davidson sold 152,180 units in the United States and 80,937 units internationally for FY 2011 (Harley Davidson, Inc., 2012). In international markets Harley Davidson sold 83,505 units compared to 151,683 units in the United States (Harley Davidson, Inc., 2012). Outside of the United States, sales in Europe and surrounding regions were the second largest region for Harley Davidson with 44,340 units sold in 2011 (Harley Davidson, Inc. 2012). Units sold in the Asian Region came in third at 21,416 units, and the least number of units sold for Harley Davidson was in the Latin American Region, at 7,247 units. All regions saw an increase in the number of units sold from 2010 to 2011 but the United States still remains responsible for 68% of total units sold (Harley Davidson, Inc., 2012). In 2012 HD experienced continued growth as they sold 145,391 units globally in the first 6 months; this is a 9.3% increase from the year before. Retail sales also increased by 12% in the US with a 16.5% increase in Asia/Pacific and a 58% in Latin America (Harley Davidson, Inc., 2013). Harley Davidson has seen steady growth in recent years. Harley Davidson has not always sustained yearly growth. As the economy was slowing slipping during the recession of 2008, Harley Davidson was forced to make some decisions in order to survive. In 2009 Harley Davidson announced they would discontinue the Buell Motorcycle brand from their line to focus all of their resources on producing their primary products in order for Harley Davidson to stay afloat (Crowe, 2009). In 1994 Harley Davidson became a 49% owner in Buell Motorcycle Company, a company that was founded by a former Harley Davidson engineer, Erik Buell (Autoevolution, 2013). In 1998, four years after entering business together Harley Davidson purchased an additional 49% of Buell Motor Company leaving the creator with only 2% ownership (Autoevolution, 2013). Harley Davidson would continue operating with Buell motorcycle brand for the next eleven years creating over 17 models of innovative motorcycles, however in 2009, as profits decreased, HD made a decision to end business with Buell. In 2008, during these same difficult economic times, Harley Davidson acquired an Italian motorcycle company MV Agusta for $109 million hoping to increase sales and market expansion overseas in an area dominated by Japanese competitors (Barrett, 2010). Shortly after acquisition the market tanked and Harley Davidson had recorded $162 million in losses with the MV Agusta line (Crowe, 2009). The relationship lasted just over a year before Harley Davidson decided to sell the brand in 2009, at the same time it discontinued its relationship with Buell. Finally, accessories and licensing sales is another segment of the market heavily dominated by Harley Davidson. During the economy crash while bike sales slowed revenue generated from the sales of apparel and merchandise helped to contribute to the overall bottom line for Harley Davidson. In 2012 $69.3 million was generated from the sales of general merchandise trademarked as â€Å"MotorClothes†was up 12.8% from FY 2011 (Harley Davidson Inc., 2012). Summary and Conclusion Although Harley Davidson dominates the market in the United States, it has been the smallest in Europe and the 4th in Asia/Pacific region which is dominated by Japanese brands. One reason for Harley’s smaller market share in the Europe and Asia region is that the company cannot produce enough motorcycles to meet the demand and its prices tend to be higher than competitive models. Shortages of Harleys lead many consumers to purchase competitive bikes as there are 2-year waiting lists for some Harley models (â€Å"Company spotlight: Harley-Davidson†). This would lead us to believe that Harley Davidson acts as a leader in a Stackelberg Oligopoly as it chooses its level of output in the market. In the United States Harley Davidson is one of a few firms that create motorcycles for touring or cruising. Harley Davidson produces differentiated products and remains the leader in selling them. Competitor firms such as Honda and Yamaha sell a significantly smaller number of motorcycles in the US markets compared to Harley Davidson. Barriers to entry have been exemplified by companies such as Polaris and Triumph who have tried to enter the market but remain at 2-3% of market share. Market Percentage In United StatesUnits Sold (in K units)Revenue (in M $) Harley Davidson57%161$2,500 Honda17%48$744 Kawasaki9%25$587 Yamaha5%14$217 Other12%34$527 References Autoevolution. (2013). Buell Brand History. Retrieved from http://www.autoevolution.com/moto/buell/history/ Barrett, R. (August, 2010). Harley Davidson takes beating on MV Agusta. Retrieved from http://www.jsonline.com/blogs/business/100759404.html Company Spotlight: Harley-Davidson Motor Company. (2006). MarketWatch: Global Round-up, 5(10), 14-19. Crowe, P. (November, 2009). Harley Davidson and Buell – Unfinished Business. Retrieved from http://thekneeslider.com/harley-davidson-and-buell-unfinished-business/ DATAMONITOR: Harley-Davidson, Inc. (2011). Harley-Davidson, Inc. SWOT Analysis, 1-9. Delmont, J. (2013). LEANING INTO THE CURVE. Dealernews, 49(1), 20. Harley Davidson, Inc. (January, 2012). Harley Davidson Earnings, Retail Motorcycle Sales Shows Continued Strength. Retrieved from http://investor.harley davidson.com/phoenix.zhtml?c=87981&p=irol-newsarticle&ID=1651657 James B. Kelleher, R. (2013, June 30). Harley-Davidson looks beyond the aging white male. St. Paul Pioneer Press (MN) M.L. Johnson The Associated, P. (2013, June 10). Stripped-down Harley-Davidson rebounds from recession. Charleston Gazette (WV). Motorcycle Daily (August, 2010). Victory Motorcycle First Ride. Retrieved from http://www.motorcycledaily.com/2010/08/2011-victory-motorcycles-md-first-ride/ Motorcycle USA. (February, 2008). Victory Motorcycle History. Retrieved from http://www.motorcycle-usa.com/690/2587/Motorcycle-Article/Victory-Motorcycle-History.aspx Muller, J. (2013). Return of the Indian. Forbes, 191(1), 36-38. (2013, February 14). StockCall Study on Polaris Industries and Harley-Davidson: Recreational Vehicle Companies Raise Dividends. PR Newswire Europe.
Thursday, November 7, 2019
Evaluate the effectiveness of the responsive regulation model with reference to the regulatory powers and responses available under the Consumer Protection from Unfair Trading Regulations 2008. The WritePass Journal
Evaluate the effectiveness of the responsive regulation model with reference to the regulatory powers and responses available under the Consumer Protection from Unfair Trading Regulations 2008. Introduction Evaluate the effectiveness of the responsive regulation model with reference to the regulatory powers and responses available under the Consumer Protection from Unfair Trading Regulations 2008. ), 41 Common Law World Review 1. Case Law Esso Petroleum Co Ltd v Harper’s Garage (Stourport) Ltd [1968] AC 269 Lloyd Shuhfabrik Meyer Co GmbH v Klijsen Handel BV [1999] ETMR 690 Lloyds Bank v Bundy [1974] 3 WLR 501 Macaulay v Scroeder Publishing Co Ltd  [1974] 1 WLR 1308 (HL) Office of Fair Trading v Purely Creative Ltd and Others [2011] EWHC 106 (Ch) Tiscali UK Ltd v British Telecommunications Plc [2008] EWHC 3129 (QB) [1] F Sudweeks and C T Romm., Doing Business on the Internet Opportunities and Pitfalls with 39 Figures (United States: Springer, Business Economics) 9. [2] [1999] ETMR 690 [3] P Stokes., ‘New OFT Powers in the Credit Clamp-Down’ (2005) 155 New Law Journal 236, Issue 7164. [4] [1974] 1 WLR 1308 (HL) [5] [1968] AC 269 [6] [1974] 3 WLR 501 [7] M J Trebilcock., ‘The Doctrine of Inequality of Bargaining Power: Post-Benthamite Economics in the House of Lords’ (1976) 26 University of Toronto Law Journal 4, 359. [8] S Brown., Protection of the Small Business as Credit Consumer: Paying Lip Service to Protection of the Vulnerable or Providing a Real Service to the Struggling Entrepreneur?’ (2012), 41 Common Law World Review 1, 59. [9] Office of Fair Trading., ‘Consumer Protection from Unfair Trading Regulations 2008’ (2008) Information for Businesses on the Consumer Protection from Unfair Trading Regulations, oft.gov.uk/business-advice/treating-customers-fairly/protection [Accessed 13 April, 2014].
Tuesday, November 5, 2019
How to Work With a Recruiter and Build a Lasting Relationship
How to Work With a Recruiter and Build a Lasting Relationship Chances are, at some point in your career, you’re going to need a recruiter. It’s best not to attack them out of the blue when you’re at your most desperate. Instead, try to keep in mind that recruiters are human beings too. Try building a relationship that way, rather than being a job-sucking vampire. Also keep in mind there are different kinds of recruiters. Figure out first if you’re dealing with someone salaried who does this all day every day, or whether you’re dealing with someone who works only on commission. Tailor your needs to match theirs, and vice versa.Here is your 10-step plan to building a good relationship with a recruiter.1. Start with â€Å"the talk†Your recruiter should open your working relationship by asking you a bunch of questions: who you are, where you are, what you’ve been doing, your strengths, your weaknesses, your goals, etc. The more they know about you, the better they can help put you in a good position- both for you and for the company.2. Know thyselfDon’t recruit a recruiter if you don’t already know what you want and need. Figure out what you want to do and be when you grow up before you start soliciting the services of a professional. Make sure that every job they put you up for is one you’d be glad to take.3. Have all your documents readyGet your ducks in a row before making the call. Up-to-date resume, updated LinkedIn profile, a tasteful and professional headshot, a website, samples of your work, etc. And then go in with the list of companies or titles you’d like to aim for.4. Don’t be needyYou’re not in a position to make demands. The recruiter is not â€Å"working for†you. Hopefully you’ll both come to a mutually advantageous outcome, but your chances of this go down the more you play the diva. Know your place in the food chain, make life easy on your recruiter, and things will turn out right.5. Ask for tipsIf you r recruiter knows a company well, feel free to ask for tips before you interview. There might be some very valuable information to be gleaned that you couldn’t get from the usual pre-interview research session. 6. Think about your salary historyYou aren’t required to share this with your recruiter. But they can (and should) ask. And it might be useful for you both to be on the same page when it comes time to figuring out which applications fit you best.7. Know the ins and outs of industry salaryIf you want to go for a pay increase, make sure you’ve done your homework and know exactly what the range is for your position or your field. If you’re really being underpaid, you can walk into a meeting with stats.8. Don’t be a pushoverSome recruiters do work entirely on commission. If they don’t place people that month, they don’t pay rent. Don’t let yourself get shoe-horned into a position that isn’t right for you just to please your recruiter. It is okay to say no and push for something more appropriate.9. Hold onto the good onesA good recruiter, with whom you have a fruitful working relationship, is a thing of beauty. Hold onto this relationship with both hands. Trust and goodwill are not to be taken for granted. And they aren’t always the norm.10. Give backIf you get the job, make sure to thank your recruiter. A thank you card goes a long way towards showing your appreciation and bolstering good will all around. And keep in touch! You never know when you might need your recruiter’s services again.
Sunday, November 3, 2019
Causal Argument Paper Essay Example | Topics and Well Written Essays - 1000 words
Causal Argument Paper - Essay Example The deaths have dropped by 1.8 percent in men and 1.6 percent in women each year. Several causes are attributed to the decrease in the rate of cancer in the United States of America. In this paper, I discuss three causes that have led to the decrease of cancer rates in U.S., which include life changes, change in diagnostic and treatment related aspects and sensitization and awareness programs. The most notable cause of decrease in the number of cancer related illnesses in the U.S is the change in lifestyle of Americans. Today, cancer has been attributed to unhealthy eating habits, lack of exercise, more consumption of alcohol and smoking. The American Institute for Cancer Research (AICR) asserts that about 300 people out of 100,000 people in America develop cancer each year. (American Cancer Society 3) This means that the U.S ranks as the seventh country with the highest number of cancer diseases in the whole world. These numbers were compiled using the World Health Organization†™s estimates. AICR also indicates that the U.S is the tenth country in terms of cancers in men and eighth in terms of cancers in women. Because of the realization of the fact that cancers occur because of the lifestyle people lead, many have decided to change their lifestyles. MedicineNet states, â€Å"Behavioral, lifestyle, and environmental factors contribute to cancer. Cancer prevention involves modifying these factors to decrease cancer risk†(MedicineNet). Many people in the U.S check into fitness facilities or have fitness equipment in their houses that they use to exercise in the morning or evening, or at their appropriate time. Others choose to run distances in order to keep fit. In addition, it has been reported that the smoking rate among Americans has dropped significantly. In addition to this, most people have started eating healthily for instance by consuming less red meat and more whole grains and vegetables that are high in fiber content that helps in keeping a healthy weight. Consuming more fruits and nuts as well as fish and moderation of alcohol consumption has contributed to the reduction in the rates of cancer in the U.S. All these issues are considered as a manifestation of lifestyle change by Americans and have helped in the decrease of cancer cases. However, this is not to say that all people have changed their lifestyles, but the majority who have, experience less risks (MedicineNet). The second cause of the reduction in the rate of cancer cases in the U.S is the change in diagnostic and treatment related issues. This cause is especially tied to certain types of cancers such as breast cancer. It is noteworthy to indicate that breast cancer has been the leading cause of deaths in women, in the United States, in terms of the deaths caused by cancer. The high cases of breast cancer especially in European countries have been attributed to the high prevalence of reproductive factors that are linked to early menarche, late child bear ing, and use of menopausal hormone therapy, fewer pregnancies and increased screening through mammography. However, DeSantis states, â€Å"Breast cancer incidence rates in the United States have decreased since the early 2000s largely due to reduction in the use of menopausal hormone therapy†(Jemal and DeSantis. 1896). Other factors include reduction in the use of mammography and the decrease in the number of preclinical cases found
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