Wednesday, May 6, 2020

Online Is The Perfect Website Destination For Those Who...

E! Online E! Online is the perfect website destination for those who eat, sleep, and breathe pop culture. Pop culture is a phenomenon that has taken root all across the nation. In order to reach that wide range of audience eonline.com branched out and can now be accessible on other social media networks such as twitter, Facebook, Instagram, and many more. With more than thirty-nine million multiplatform visitors per month E! Online is one of the fastest growing digital destinations. This website does a perfect job on delivering what’s viral now with exclusive breaking news, in-depth celebrity coverage, TV scoops, fashion trends and much more. This website is not only informative to the viewer but also very captivating to the viewer’s eye due to its visual appearance, simple readability, and trouble-free navigation. One major key element that makes a website successful is to have an appealing visual appearance. Just like people form first impressions by looking at a person, first impressions on a website is no different. Although, E! Online homepage is very simple with its white background and black text they do make sure to add splashes of color here and there to highlight the latest news and trends. As you start to navigate through the website each category depending on what it’s about has its own distinct background which is quite unique. The pictures and videos eonline.com chose to put on their website are very captivating and same goes for their captions. These imagesShow MoreRelatedDieting Makes People Fat Essay19490 Words   |  78 Pagesinvestigated by scientists to know more about the smoking related diseases. IF YOU HAVE AN EXCESS WEIGHT, HOW CAN YOU LOSE IT? Tips to Lose Weight in a Week To shed those calories without going on a weight loss diet, try these simple steps: 1. Wake Up Early . 2. Take a Brisk Walk. 3. Do not skip breakfast. 4. Eat a balanced lunch. 5. Eat Smaller, Frequent Portions. 6. Drink a lot of water during the day. Drink a glass of water every 2 hours or so.   7. At least 2 hours between dinner and bedtime. 8Read MoreSocial Networking Sites-Boon/Bane15517 Words   |  63 Pagesalso found concerns about the ability of people to tamper with the tracking technology and lie about where they are. Accuracy aside, people were concerned about the potential for the technology to erode trust among friends and family, says Abbas, who presented the pilot study results at this weeks IEEE International Symposium on Technology and Society conference in Wollongong. Youre working towards trusting a technology rather than trusting someone youre in a relationship with, she said.Read MoreEssay on Fall of Asclepius95354 Words   |  382 Pagesworthy; Zombies. It was a simple word. At the same time it was the most complicated word to enter any human language. I mean just think about it... You say that word to anyone before the outbreak and what would they think of? They would, think of those horror movies or comic books where, for no reason what so ever, zombies appear all around the globe in an instance. Thats not how it happened for us. There were signs for over two months. Its just that no one took the time to put the pieces togetherRead MoreStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 PagesInc., Permissions Department, One Lake Street, Upper Saddle River, New Jersey 07458, or you may fax your request to 201-236-3290. Many of the designations by manufacturers and sellers to distinguish their products are claimed as trademarks. Where those designations appear in this book, and the publisher was aware of a trademark claim, the designations have been printed in initial caps or all caps. Library of Congress Cataloging-in-Publication Data Robbins, Stephen P. Organizational behavior /Read MoreManagement Course: Mba−10 General Management215330 Words   |  862 PagesMorin−Jarrell Leadership, Fifth Edition Hughes−Ginnett−Curphy The Art of M A: Merger/Acquisitions/Buyout Guide, Third Edition Reed−Lajoux and others . . . This book was printed on recycled paper. Management http://www.mhhe.com/primis/online/ Copyright  ©2005 by The McGraw−Hill Companies, Inc. All rights reserved. Printed in the United States of America. Except as permitted under the United States Copyright Act of 1976, no part of this publication may be reproduced or distributed in anyRead MoreDeveloping Management Skills404131 Words   |  1617 Pages mymanagementlab is an online assessment and preparation solution for courses in Principles of Management, Human Resources, Strategy, and Organizational Behavior that helps you actively study and prepare material for class. Chapter-by-chapter activities, including built-in pretests and posttests, focus on what you need to learn and to review in order to succeed. Visit www.mymanagementlab.com to learn more. DEVELOPING MANAGEMENT SKILLS EIGHTH EDITION David A. Whetten BRIGHAM YOUNG UNIVERSITY

Tuesday, May 5, 2020

Accounts and Finance

Questions: You are Susans assistant and you have been asked to prepare a report that is backed by scholarly literature addressing the following issues regarding approaches to compensation: a. Typical elements of compensation packages b. Outline the key assumptions of traditional agency theory and theirinfluence on approaches to compensation c. Explain the difference between extrinsic and intrinsic motivation and therelationship between the two motivations d. How might an employees attitude to risk influence their desiredcompensation package? e. How might the time period when employee receives a financial benefitinfluence they desire for the benefit? f. What role do fairness considerations have when determiningcompensation? g. Why an executive compensation committee may provide benefits indetermining compensation. h. How to structure an executive compensation committee to achieve thebest outcomes. i. Conclusion: use the information in your previous answers to developrecommendations for determining compensation that enhance job satisfaction and work motivation. Answers: Introduction In the given report, a construction company, whose director and CEO is Bill Strong is worried about the decreasing motivation of its employees. Therefore, he wants to introduce an executive compensation committee to reward its employees in which the executives will be given shares of the company, which will be held in the trust for three years before employees can sell them. For this reason, he has appointed a CFO to look after the matter who has suggested that the intrinsic value must be taken into account whereas CEO is of view that traditional agency theory approach must be implemented to determine compensation of executives. Discussion (a) Elements of Compensation Executives are one of the important factors for the growth and sustainability an enterprise hence compensation package is another factor that is paid to the executives in return of the work performed by them (Major, Sawyer and Kunstman 2013). The compensation package differs from company to company but there are some basic elements of the compensation package that are same. In the given case of Strong Built Construction Company, a new Chief Financial Officer, Susan Bold is appointed who seeks information for typical elements of compensation that are stated as follows: Basic Salary Annual or Quarterly Bonus Other Bonus Stock Options Stock Equity Pre- tax contribution Health perquisites Life and Accident Insurance Travelling or Legal Insurance Other basic perquisites The above-mentioned elements are basic elements, which an organization provides to its executives whereas; these elements may vary from entity to entity based on factors like geographical region, industrial norms and policy, professional qualification and experience (LaCosse et al. 2015). Further, an organization may provide high basic salary and low compensations and perquisites while some companys may provide low basic salary and high compensations and perquisites depending on the industrial policies. (b) Assumptions and influence of traditional agency theory Agency theory is the relationship between principals and agents. Principals are those who hire agents to perform task according their need and in return pay them remuneration. The key assumptions of traditional agency theory are the principals are the masters and employees have to do what their masters tell them to do (Moradi et al. 2014). The relation between the argents and principals are not always harmonious, it is concerned with conflicts within the agency only, it has implication on business ethics and corporate governance and it gives rise to agency cost. Because of this agency assumption, it gives rise to conflict in employer-employee relationship. It also tends to de motivate the employees and discourage them while performing their work. If this thing happen in an organization on a regular basis then will become more and more difficult to achieve organizational goals and objectives (Sonnier 2013). The stakeholders will also lose faith on executives and board members on whom they have delegated authorities. (c) Difference between intrinsic and extrinsic motivation Extrinsic motivation is a kind of motivation in which employees are motivated to work hard in order to get reward or avoid any type of punishment. Intrinsic motivation is a kind of motivation in which an employee work hard in order to satisfy him personally without and external reward i.e. doing any work for own sake (Wilkins, Hermanson and Cohen 2015). The main difference of extrinsic and intrinsic motivation is that extrinsic motivation comes from inside whereas intrinsic motivation comes from external reward. Various surveys have shown that excessive external reward for a task for which employees are already internally motivated can lend down the intrinsic motivation of an executive (Conyon 2014). Extrinsic motivation can be helpful in situation where individual have no personal interest on the work, it is best to motivate an employee when a new training to obtain new skills is to be given to the employee. The relations between these two motivations are external rewards which are given unexpectedly does not reduce intrinsic. Praising can also help to increase the employees internal motivation. Both the motivation if put together, can play an important role in setting up learning objectives and motivate the employees. (d) Employees attitude toward risk affecting their package In an organization, there are various factors, which influence the attitude of an employee. The management policies toward their employees give rise to the risk factor within the employees. If the management tendency is to terminate their employees if their performance falls below certain level or punish then it will give rise to internal risk of low job security among the employees and they will demand higher compensation for maintaining a certain standard of work (Hermanson et al. 2012). If the work done by the employees is highly risky to their health or other issues then they will demand higher compensation package for working in such environment. This issue must be taken into account by the management of the company while determining the compensation package of a employee. It is a very well known fact that if employees can smell risks factor in their job then they will tend to demand a high package (McCall et al. 2014). So management must ensure that there no risk factor in the job done by their employees or at least minimize the risk factor so that the employee cost of the overall organization is lower. (e) Time-period of receiving financial benefit. Whenever any financial benefit is given by the organization to its employees, it is a bit time consuming. Time is required due to various reasons like calculating and processing with the incentives, certain structure of the rewards like employees stock option scheme where first company gives an option to their employees then employees execute their option after certain fixed time and then the company makes allotment (Dittmann, Yu and Zhang 2015). This can be very lengthy process sometimes, which may affect the desire of the employees toward the benefit. Employees may tend to think that they may not even get the incentives after such long period as it will get un-noticed by the management and their hard work will have no reorganization. If an employees is of urgent need of money and because of that he tends to work hard to get incentives immediately then benefits given to him after a long period of time will not be of any help to him. (f) Fairness consideration while determining compensation The management of an organization must while determining incentives and rewards payable to their employees consider fairly the hard work done by all employees. Management must not be partial towards some employees i.e. they must not prioritize their employees. If partiality becomes a companys policy then it will hamper its reputation and de-motivate their employees (Guthrie, Sokolowsky and WAN 2012). Most of the executives will not be willing to work hard if they come to know that their effort will never be rewarded as some of the executives who have linkups with top management will only be rewarded even though they did not perform well. All the employees of the organization must be treated equally by the management to motivate them achieve organizational goals and objectives. (g) Executive compensation committee The main object of Executive compensation committee is to perform the responsibility delegated by board of directors in managing and designing executive compensation for its executives. While performing its duties the committee must take into account the monetary as well as non-monetary compensation and benefits payable to its executives. The committee should take advice from a self-governing compensation consultant hired by the organization. The advisor will independently act without any bounding from the management, evaluate the performance of each executive, and compute the benefits and rewards accruable to them accordingly (Boyle and Roberts 2013). This will also motivate the executives, as there will be fair consideration of their hard work. (h) Structure of Executive Compensation Committee As per new rules made by Australian government, every listed company must have an Executive committee consisting of independent directors. The committee must comprise of at least three to six members. The average members of executive compensation committee are 5. The independent directors must not have any financial interest in the organization. The executive committee must meet at least 4 times in a year and at least once in a year. The members of the committee may not be expert in deciding compensation but they should have the knowledge of analyzing cost, benefits and risk (Bol, Hecht and Smith 2015). The committee members must have the capability to ask complicated questions and put a limitation on the payment made to the executives. The members of the committee must be rotated at periodic intervals to ensure transparency in the committee. (i) Conclusion From the typical analysis of the above questions, a clear understanding of various compensation packages required to motivate the employees is obtained. Traditional agency theory can and its impact on the organization is understandable from the above analysis. The difference between external and internal motivation and their relation is clear. The risk factor that affects the compensation on an executive is also discussed. The time factor to getting the rewards and incentives can also affect the motivation of the employees to work hard. Fairness in determining the compensation is also a big motivating factor for its employees. The structure and role of executive compensatory is also analyzed. References Bol, J.C., Hecht, G. and Smith, S.D., 2015. Managers' discretionary adjustments: The influence of uncontrollable events and compensation interdependence.Contemporary Accounting Research,32(1), pp.139-159. Boyle, G. and Roberts, H., 2013. CEO presence on the compensation committee: a puzzle.Journal of Economics and Business,70, pp.16-26. Conyon, M.J., 2014. Executive compensation and board governance in US firms.The Economic Journal,124(574), pp.F60-F89. Dittmann, I., Yu, K.C. and Zhang, D., 2015. How important are risk-taking incentives in executive compensation?.Available at SSRN 1176192. Guthrie, K., Sokolowsky, J. and WAN, K.M., 2012. CEO compensation and board structure revisited.The Journal of Finance,67(3), pp.1149-1168. Hermanson, D.R., Tompkins, J.G., Veliyath, R. and Ye, Z.S., 2012. The Compensation Committee Process*.Contemporary Accounting Research,29(3), pp.666-709. LaCosse, J., Tuscherer, T., Kunstman, J.W., Plant, E.A., Trawalter, S. and Major, B., 2015. Suspicion of White people's motives relates to relative accuracy in detecting external motivation to respond without prejudice.Journal of Experimental Social Psychology,61, pp.1-4. Major, B., Sawyer, P.J. and Kunstman, J.W., 2013. Minority Perceptions of Whites Motives for Responding Without Prejudice The Perceived Internal and External Motivation to Avoid Prejudice Scales.Personality and Social Psychology Bulletin, p.0146167213475367. McCall, C., Steinbeis, N., Ricard, M. and Singer, T., 2014. Compassion meditators show less anger, less punishment, and more compensation of victims in response to fairness violations.Frontiers in behavioral neuroscience,8. Moradi, S., Garcia, D., Andersson Arntn, A.C. and Archer, T., 2014. Motivation as a Mediator: Internal External Factors fostering Employee Engagement. In26th Association for Psychological Science Annual Convention. San Francisco, California, USA. Sonnier, B.M., 2013. The effects of wrongdoer motivation and internal versus external reporting channel on the intention to report fraud.Journal of Forensic Investigative Accounting,5(2), pp.77-113. Wilkins, A.M., Hermanson, D.R. and Cohen, J.R., 2015. Do Compensation Committee Members Perceive Changing CEO Incentive Performance Targets Mid-Cycle to be Fair?