Microeconomics: Corn Market Problems

Corn Market Problems Since April there have been some major issues with the production in the Corn Belt of America. The central and west areas of the Corn Belt are relatively unaffected, but the north and east areas have seen some major decreases in corn output due to underweight corn and corn diseases. North Dakota, Indiana, Illinois and parts of Iowa have seen the most damage, mainly because of molds and mycotoxins. Many fear that this shortage of corn will affect the grain trade and the economy as a whole since many of the corn is too damaged to be used for feed or energy.Some farmers have experimented with mixing good quality corn with the underweight corn in order to meet the national standard for corn weight, so this may help a little. With a shortage like this, on a product that has so many purposes, it would be hard to find a substitute; therefore we can expect the demand of corn to rise. A rise in demand will also lead to a rise in price and a rise in quantity demanded. Farm ers will strive for maximum efficiency and cut corners to yield as much corn as possible, but the supply still will not be enough.The shortage of corn will cause the supply curve to move to the left. This means that price will increase, but the quantity supplied is going to be limited. Hopefully there can be enough corn in other areas to pick up after the north and east ends of the corn belt. The market-equilibrium price will be affected as well. Since there is an obvious shortage and corn suppliers are unable to produce as much corn as normal, the rise in demand and decrease in supply will inevitabley lead to an increase in market price.

Definition paper on the word “Strength” Essay

Strength is more then just a physical word. It is a word of high stature. Strength can be used in three ways; physical, mental, and spiritual. Strength is the quality of being physically strong, capacity to sustain the application of force without yielding or breaking, effectiveness, and concentration. Strength is a word that is a greatly misinterpreted from time to time. To some, strength is only in physical form, but for others strength comes with emotions and spirituality. Physical strength is a good thing to have for your personal benefit. To be physically fit is good for your health and for the protection of you and others. To have physical strength is a great asset, but for some a mere burden. For the bully who abuses his physical strength, it could lead to anguish and pain for him and others. Is a man strong when he hits his wife or is a man strong when he offers comfort? That’s were mental strength comes into play. Mental strength can be one of the best things to have. To be able to control a situation is a great thing. When we get older we gain more mental strength, because our minds gain more knowledge. Karate teaches self defense, but their main focus is on mental strength. The instructors  teach their students to only use karate as self defense. That it takes more strength to not use karate then it does to actually use it. In a relationship mental strength is the top quality. â€Å"It takes a lot of mental strength to focused and stay married for twenty-nine years.†(John Hart) Teaching anything and everything involves a lot of mental strength (patience). For some having attractive features can lead to over confidence, niaveness, and broken relationships. For others having beauty is not taken lightly and put it to good use by being faithful to their mates which takes mental strength by choosing not to be a rover. Spiritual strength takes a lot of self assurance. Strength in the religious world comes from within. Faith and trust are the strong reminders for those in their beliefs. Is a pastor strong because he stays in a church that is conspiring against him and lost their ability to hear the word of God through their Pastor, or is he strong when he chooses to leave? I would have to say that a Pastor has to be wise and listen to God telling him its time to go and be a fresh voice to others. It takes strength to discern from what the Devil wants us to believe and the truth. Spiritual strength can come in hard times as well as good. Consider a mans thoughts when he suffers a tragic fall and becomes a paraplegic and has to spend the rest of his life looking up to short people, having to ask for the simplest of help (wheel chair getting stuck in a small hole), or simply having to behave or else. Spiritual weakness can come in the form of  cursing God for our misfortune and asking him why Spiritual strength is accepting that the Bible tells us there is a reason for all things. To some spiritual strength is doing good deeds and keeping a record of them. I have seen people of strong spiritual strength who never seem to waiver in challenging times. Job was a man of spiritual strength and I know personally I would not want to suffer as much or the way he did. Job was a man of all three strengths, physical, mental and spiritual.

Alzheimer’s Disease Stages and Symptoms

Alzheimers Disease Stages and Symptoms ABSTRACT Alzheimer’s Disease is a neurological disease majorly characterized by â€Å"decline in the brain function† and â€Å"memory loss†. The disease involves mainly three stages. Different chemical factors and possibly genetic factors are responsible for causing the disease. Symptoms can be treated by provision of the sufficient supplements to reduce the risk of the disease. Techniques are also available for the treatment and detection which are being expected to be more advance in future. INTRODUCTION Alzheimer’s disease is severly deliberating condition that affects thinking, learning and memory beginning with declines in the (1)episodic memory. Alzheimer’s disease (AD) is a slowly progressive disease of the brain that is characterized by impairment of memory and eventually by disturbances in reasoning, planning, language, and perception. Many scientists believe that Alzheimer’s disease results from an increase in the production or acc umulation of a specific protein(2)(beta-amyloid protein) in the brain that leads to nerve cell death. The likelihood of having Alzheimer’s disease increases substantially after the age of 70 around 50% of persons over the age of 85 may be affected by it. Nonetheless, Alzheimer’s disease is not a normal part of aging and is not something that happens inevitably in later life. For example, many people live to over 100 years of age and never develop Alzheimer’s disease. Symptoms of Alzheimer’s disease: Usually, the onset of Alzheimer’s disease is gradual and it is slowly progressive. Most often, family members initially think memory problems as â€Å"a normal part of aging† but these problems noted by the family can be the first stages of Alzheimer’s disease. When other problems along with memory problems also occur start to consistently affect the usual level of functioning;families begin to suspect that something more than â€Å"norma l aging† is going on. Commonly early memory problems in Alzheimer’s disease are particularly characterized by â€Å"short-term memory†. For example, the individual may, on repeated occasions, forget to turn off an iron or fail to recall which of the morning’s medicines were taken. Early illness may show mild changes in personality such as less spontaneity, apathy and a tendency to withdraw from social interactions may occur. Problems in abstract thinking and in other intellectual functions also develop as the disease is progressed. The person may begin to face problems such as trouble with figures when working on bills, with understanding what is being read, or with organizing the day’s work. This point of the disease may also show further disturbances in behavior and appearance, such as agitation, irritability, quarrelsomeness and a diminishing ability to dress appropriately. Later in the course of the disorder, affected individuals may become conf used or disoriented about what month or year it is, be unable to describe accurately where they live, or be unable to name a place being visited. Eventually, patients may wander, be unable to engage in conversation, erratic in mood, uncooperative and bladder and bowel control is lost. In late stages of the disease, persons may become totally incapable of caring for themselves. Cosequently, (3)pneumonia can occur which can lead to death or some other problem can occur due to severely deteriorated states of health.

TermPaper2types of promotional strategies Term Paper

TermPaper2types of promotional strategies - Term Paper Example There are four types of promotional strategies, which are: online promotion, traditional media, push marketing and pull marketing. Online Promotion is also called online marketing or Emarketing. It represents advertising the products through the internet. Online promotion gained great popularity as almost every company tries to create its own website to attract customers online. Now almost all the people use internet to buy different products as online they can have more opportunities. The main disadvantage of online promotion is changes which happen rapidly. In order to have successful online promotion, every company needs to have efficient online promotion strategy. The most important characteristic feature for modern managers is insight. It is essential to have good education and be aware of the situation (Kotler). Online promotion is the field that changes rapidly, thus it is very important to be always on time with the advertising and have the appropriate approach. (Orton, 2009). The most popular and beneficial form of online promotion is pay-per-click advertising, when the advertiser pays for the promotion only after the ad is clicked. This kind of advertising is very demanding as it does not accept all the businesses. Some companies can’t advertise their products with the most popular advertising engines as they have many restrictions and special rules for companies. Those companies, which use pay-per-click approach, have many benefits. They have a perfect opportunity to attract customers without paying much for the advertising. Thus, online promotion represents the cheapest way to advertise products and services Any advertising campaign uses many traditional media channels such as television, radio, newspapers, etc. An advertising campaign can be defined as a number of different kinds of advertising, which have the common purpose and content. Ad campaign is the essential part of management strategy. Management strategy implies

Journals Essay Example | Topics and Well Written Essays - 1250 words - 2

Journals - Essay Example during the World economic Outlook (WEO), the IMF, however, noted that the growth would be quite sluggish and it would not be able do much to prevent further unemployment across the globe. It also added a word of caution about credit crunches and lesser demands during the recovery period. A much better growth is forecast primarily for 2010 with an expansion of about 3.1%. The IMF forecast for Britain is a weaker growth in the remaining of 2009 and a 0.9% rate for 2010, three times more than the previously expected rate of 0.2%. Europe, North America and Japan are expected to show a moderate growth of 1.3% next year, while the largest growth rate has been predicted for China and India at 9% and 6.4% respectively. Thus Asia is been predicted to lead the economical growth from the front during 2010. However, unemployment is expected to remain on a high in most developing countries even next year especially in the US, Germany, France and Italy. The WEO has attributed this resurgence to strong public policies that have been initiated by many world economies together with the large cuts in interest rates by Central Banks. The IMF also warned against complacency as it would not do any good to improve the situation further. The current recovery has been attributed mainly to increased public spending and inventory adjustments and the IMF adds that a sustained recovery will require careful balancing of private and public demands and also between countries with large current accounts and those showing current account deficits. The article stresses that there will be a sure recovery and there will not any global economic meltdown as previously forecasted and adds that this road to recovery will have its own share of hurdles and only a proper balancing act between surplus and deficit economic countries will help to achieve complete recovery. There is also no forecast of an immediate improvement in unemployment rates due to the sluggish growth to recovery. A complacent

Supply chain management, innovation capability of the company Dell Essay

Supply chain management, innovation capability of the company Dell - Essay Example The organization is continuously focusing on technological innovation. Attractive tablets and touch screen products has increased the brand preference. Recently, Dell is one of the leading brand names within the technology industry due to its effective product differentiation and supply chain process (Mentzer, 2004, p.112). This essay will focus on various supply chain strategies and processes of Dell. Discussion Delegated suppliers of Dell are the strongest assets of the organization. Effective and unique supply chain process is the major core competency of the organization. Dell focuses on two criteria during the selection of the suppliers. These are health and safety and management qualification. Effective contribution of diverse suppliers have supports the whole business process of Dell. Effective supply chain strategy and process helps the organization to meet market demand and customer satisfaction. A firm of suppliers need to have the dignity, respect and ethical standards (Ma ngan, Lalwani and Mentzer, 2004, p.112). Moreover, women owners, ethnic minorities, veterans and disable veterans are the effective parts of the supply chain management of Dell. Supply chain network of Dell consists of 6 key ingredients, such as sub-component manufacturer, component manufacturer, component assembler, wholesaler, retailer and final customer. The organization utilizes several sub-component manufacturers to establish the major component. These established components are provided to Dell. The organization has developed itself as large wholesaler in global market place. These completed components of Dell are then purchased by the wholesaler. Following to this, several global retailers purchase these products from their wholesalers to mitigate the market demand (Bozath, 2006, p.22). Finally, the end-potential customers avail the products from retailers to satisfy their own individual level of needs and desire. Dell follows a unique supply chain process. Suppliers and cust omers are two key parts in the supply chain process of Dell. The suppliers of Dell supply the products on appropriate demand in every two hours. Generally customers place order for the products through phone and internet (Li, 2007, p.51). All the manufacturing units or plants of Dell have unique internal storing system. Merging storing system is the key part of the supply chain of Dell. Effective logistics associates of Dell provide deliveries and services within the mentioned deadline. The organization focuses on highly qualified and capable suppliers as the major goal of the organization is to meet the satisfaction level of customer through effective customer service and significant technological innovation. Dell operates within the first movers industry. The suppliers of Dell always focus on innovation and effective supply chain processes. The organization tries to invest significantly in order to avail latest and developed materials to develop several innovative products like to uch screen. Highly qualified suppliers are necessary for this reason. The unique suppliers help the organization to utilize unique source of product materials. Supply chain theory depends on two key aspects like supply chain management and internal functional co-ordination. Effective supply chain management helps the organization to monitor and manage the suppliers in a unique strategic manner. The employees of Dell take the major initiative

Wikipedia entry. The Global city . Focusing on London Area Essay

Wikipedia entry. The Global city . Focusing on London Area Spitalfields - Essay Example A global city bears a large percentage of the world’s financial transaction, and there are twenty-five cities in the world which control almost the entirely global financial transactions. Among them, New York, London and Tokyo stand out as the most influential cities in the world, in matters of economy and financial transactions, and they are characterized by large scale in-migrations from different countries, societies and cultures throughout the world [1]. According to Sassen, a global city refers to the central â€Å"command and control point† of the global economy, where corporate presence is the fundamental characteristic, with many of the multinational corporations based in the city as their headquarters. Further, productive service companies such as accounting, management and law firms have also been attracted into the city, to provide services to the major corporations with their headquarters in such cities [1]. Productive Support Services in London Area Spitalf ields The concept of global city developed in the past two decades, and has become a phenomenal concept in the modern world, owing to the ability of the global cities to influence the financial and the economic activities of the world. ... Aspects of different socially stratified classes of societies The rise of the London Area Spitalfields as a global city started in the early 17th century, specifically in 1669, when Truman’s Brewery was opened and was followed by a major boost in 1682, when King Charles II issued a charter allowing for market activities to be held on two market days, namely Thursday and Saturdays [3]. It is the success of the market that encouraged people to settle in the region, and in-migration then followed, with the French being the first group to immigrate into the region, to bring their silk weaving skills which were highly desirable in the market. Subsequently, the Irish in-migrated into the region escaping from the potato famine, and were followed by the Jews. Between 1880s and 1970s, the area became an overwhelmingly Jewish community area, representing the largest Jewish community in Europe [4]. The Bangladeshi also followed the in-migration route, and by the early 20th century, the c ommunity had established itself in the London Area Spitalfields, and introduced further Eastern cultures, businesses and trades. Therefore, the London Area Spitalfields suits the definition of a Global city, because it has become the societal and cultural melting and fusion point, where different cultures from the East and the West were integrated, to create a unique regional culture of its own [5]. The evidence of the people who have given the London Area Spitalfields its unique name and culture is still observable to date, with the existence of Jewish synagogues, Methodist Chapel, Muslim mosques and Huguenot church for Christians [3]. Characteristics of London Area Spitalfields

Current Events in Public Health Leadership and the Fiedler Contingency Assignment - 1

Current Events in Public Health Leadership and the Fiedler Contingency Theory - Assignment Example In adults, pertussis is starting as a cough but is ending up as a persistent cough (CDPH, 2014). The response of the department exemplifies the tenets of Fielder’s contingency theory. The director of the California Department of Public Health (CPDH) has acted by mobilizing his subordinates to launch a statewide campaign against the epidemic. The harmony with which the response has taken off demonstrates the good relationship that exists between the leader and his juniors. For example, some juniors have gone to local health departments and they are coordinating vaccination activities with physicians. They are providing a link between the physician in the grassroots with CDPH so that to ensure that there are enough supplies of the vaccines. Just as in Fielder’s theory, Dr Ron Chapman, the director of CDPH, comes across as a leader who can exercise control. He has been quoted assertively clarifying the rumours that the epidemic has killed people already (Kapur & Smith, 2011). An important observation that is in line with Fielder’s contingency theory is that Dr Chapman is using a task-motivated interaction with his subordinates. This is seen in the way the director has emphasized the nature of the epidemic and how fast it is spreading rather than his relationship with his subordinates. Based on his perception of the high volatility of the epidemic, Dr Chapman has taken a multisectoral approach to curbing the effects of the disease. Schools are one of the sectors that he has deployed some subordinates to sensitize teachers and students about pertussis and the available resources such as vaccine stations. He has directed others to work with media outlets in order to disseminate accurate information about the progress of the epidemic and about the actions that are being taken to curb its spread (Clements, 2009). The emphasis that Dr Chapman has demonstrated on the task of curbing pertussis shows that he has a low score on the least preferred co-worker.     

Distributive justice, position of John Rawls,Robert Nozick, Milton Essay

Distributive justice, position of John Rawls,Robert Nozick, Milton Friedman, James Donaldson(comparing the relationship of state - Essay Example According to Rawls, distributive justice serves to ensure that all is done in a manner that guarantees equality for all; nothing should be done to damage or hurt another person. The principles of the model include that every demographic group should be offered access to the same goods and treatment as all others, where for instance, the poor receive the same healthcare services as the wealthy. Further, the advocates of this model hold that there is a need to change the outlook of our institutions, so as to ensure that they help in improving the lives of the disadvantaged within the community (Lamont, 43). On the other hand, Nozick views that distributive justice would be fair, in the case that it defined three main areas, including the ways that properties not owned by anyone can be acquired; the transfer of goods from one person to the other, and the course of rectifying past injustices – which arose from the violations of acquisition and transfer of goods (Wolff 57). Nozick views that the transfer, acquisition and the rectification of ownership should not necessarily be patterned to anything else. For example, he states that a gift or things acquired by chance can be duly owned and warranted. The distribution of property is fair, as long as it is done according to the rules of acquisition, rectification and transfer. The arguments used by Rawls in supporting his distributive justice include that all goods and liberties should be distributed equally among all people and the opportunities for positions or offices should be advanced in equitable manner (Wolff 57). Thirdly, the more advantaged within the society should contribute towards the betterment of the lives of the disadvantaged. The flaws in Rawls arguments include that he does not regard the entitlement of more goods or opportunities, which may be warranted due to individual traits. Secondly, the arguments do not accommodate for the acquisition of properties that are not claimed by any person, as well as the differences in the views of different people about equitability. Nozick argues that distribution patterns cannot be patterned and can never be representative of all cases requiring the exercise of justice among different individual, which calls for human rationality and differentiated preferences (Wolff 81). Other arguments by Nozik include that the distribution of good within the society arises from the aggregation of decisions about the talents to nurture, the location to live in and what to buy. Unlike in the cases where the model of acquisition or transfer is unjust, according to a theory of justice, the entitlement of property may not be questionable. Some of the ways of acquisition that may be unjust include fraud or stealing. The flaws of Nozick’s model include that the possibility of an unjust central distributor is not ruled out, the injustices of dispersed people are not explored, and the questions about the rights channels of distribution are not explor ed in details. Further, he refutes the paternalistic nature of the justice system, which can be evidenced through the structures of contracts, rights and the taxation structure. 2. The position that best characterizes Friedman’s position is this: B-â€Å"Business and/or corporate decision makers have moral obligations to society in general†. This is the theme behind his arguments; because his libertarian explanation of distributive justice is in favor of an operational free-market where there are

Summarize Sidgwick's Hedonism and the Ultimate Good Essay

Summarize Sidgwick's Hedonism and the Ultimate Good - Essay Example The hedonistic argument against assumption of the objectives as the ultimate good. The argument is divided into two parts. The first one is immediate intuition of reflective and the second one is the comprehensive comparison ordinary judgment of mankind. There is emphasis on the second point in that pleasure is derived from the ideal goods. The ultimate end of these may be pain or pleasure. A strong argument has been proposed that pleasure as a feeling is intuition which cannot be conceived as rational action. It is the amount of pleasure derived from the object that is the standard for deciding between alternative of actions. Happiness is the aggregate of the possible engagement in the future. What is surprising about this is that pleasant feeling cannot be quantified. The feelings cannot be added neither is removed and therefore it appears challenging. The two views are given to so that the reader can take the position for or against the hedonism as the ultimate

Good sameritan essay Essay Example for Free

Good sameritan essay Essay Should being a Good Samaritan be a law? This is a question that many people do not think about everyday. In my opinion, I believe that there should not be a law on being a Good Samaritan. I believe this because; there should not be a law that causes human beings to put their lives at risk, only to save another’s. This may sound selfish but it is also the truth. Do you think its right for human beings to put their livea at risk to save anothers? The Good Samaritans USA are afraid to Act article states â€Å"They are imposing on us a duty to assist, provided we don’t put ourselves at risk. † (Sjoerdsma Paragraph 4) This means that if we have to be Good Samaritans then there is a chance that we are putting ourselves at risk. There is a chance that we could die. Therefore, there is a chance that there would be many deaths at a cause of this law. If you have a special relationship between the victims, then of course it would only be logical for you to help the person in need. For example, â€Å"certain people have a duty to take care of others†¦Ã¢â‚¬  (Sjoerdsma Paragraph 9) This would be like between a doctor and a patient. Then it would be the doctor’s duty to make sure that the patient is taken care of. Also the article states â€Å"instead of compelling reluctant incompetent people to intervene, we should concentrate in protecting Good Samaritans who act now without force of law.† (Sjoerdsma Paragraph 6) Here we can clearly see that humans can be good people without law forcing them to do so. It would be better for all of the US to feel like they are doing a good deed by being a Good Samaritan rather than a requirement. Therefore, it shouldn’t be a requirement for US citizens to always be a hero and do an act of kindness. This law would put not only one life at risk but the lives of many others at risk.

A Birthday Gone Bad Essay Example for Free

A Birthday Gone Bad Essay While I was standing inside the kitchen of my home, preparing the food for my daughter’s twelfth birthday party, I heard the terrible screams of my daughter crying out for help. Without any hesitation at all, I dropped everything in my hands and ran to the back yard where all the guests of the party were at. I found my daughter sitting on the concrete floor next to our hot tub, holding her foot and sobbing in horrible pain. As soon as I sat next to her, she ripped a three prong gardening rake out of the arch in the middle of her left foot. I thought for a moment that I was going to be sick to my stomach. The gardening rake was dirty and rusted, and punctured a deep hole right in the bottom of my daughters left foot. I picked her up and rushed her into the bathroom where I began to clean the wound to the best of my abilities. She started to tell me how she managed to get a rake stuck in the middle of her foot when my husband walked in to the bathroom. He stopped her in the middle of her sentence to examined lesion and agreed with me that she needed to be taken to the hospital incase major damage was done into the inside of her foot. So I rushed her to the nearest emergency room. See more: Ethnic groups and racism essay On our way to the emergency room she was finally able to tell me what had happened to her. My daughter informed me that she was simply jumping outside of the hot tub in the attempt to jump into the pool. However, she failed to notice the gardening rake just lying about on the floor and landed right on it. When we got to the emergency room the doctor quickly informed me that my daughter was going to need tetanus shot to eliminate the risk of major infection. This information completely freaked my daughter out and made her want to leave the hospital that very minute because she was deathly afraid of needles. After some time of convincing, she agreed to hold still for the shot to be administered. After the shot was given the doctor ordered a MRI and an x-ray of my daughters’ foot to see if there was any damage done. When the results came in the doctor informed me that when she ripped the rake out of her foot, she managed to rip multiple ligaments and tendons inside of her foot. The only way to completely heal her foot was to put her in a leg cast that went all the way up to her knee and leave in on for four weeks. By the time the doctor had finished putting the cast on, she was already complaining about having to use crutches and how everyone at school was going to make fun of her. When we got home my daughter had just had it with the day. It was suppose to be a great day and it so quickly turned into an ugly day. Nobody wants to spend their birthday in the hospital. Unfortunately for my daughter, she is one of the unlucky ones who has unexpected things happen to them in the blink of an eye.

The management approach of the Compstat model

The management approach of the Compstat model The police department of New York has integrated the Compstat model, which is a management approach that uses computer technology to follow up crime occurrences and help police officers identify the areas that are most vulnerable to criminal activities. At the same time, the model is useful in examining current crime patterns, and aims at maximizing resources available to the police officers in their fight against crime. According to Vito, Walsh, Kunselman (2004), Compstat (Computerized Statistics) is a goal orientated strategic management process that uses information technology, operational strategy, and managerial accountability to control crime and police neighborhoods, (p.1). There are four main principles of the Compstat model. The first one outlines the need for the police to obtain in good time, correct information on crime occurrences. In this case, police personnel perform crime analysis, that is, they identify the nature of the crime, the offender, the time of offense, and how the offender intends to carry it out. To achieve this, police personnel write reports on a weekly basis, giving statistical information on the arrests and summons they have made during the week, complaints they have received from the public concerning crime, crucial cases and the crime trends they have observed. The head of the Compstat Unit is in charge of receiving the weekly reports and saving them in a database. With the help of these reports, police officers can make comparisons between trends in crime and identify similarities as well as differences, and the most appropriate strategies to address these. The second element requires that the police employ workable strategies based on the intelligence they have, to prevent and solve crimes. In this instance, they identify which crimes and crime zones need quick intervention and make these their priority. At the same time, the police assess the available strategies in terms of their short and long-term effectiveness, as well as involve other groups, which are not necessarily police agencies. For instance, they involve religious, educational institutions, entrepreneurs, local government authorities and the community. The third element prescribes fast mobilization of material, financial and personnel resources to counter the crime patterns. This is because; the model can identify potential crime situations in an area, even before the residents alert the police on their suspicions. The fourth element demands progressive appraisal of police personnel, departments, and material resources in order to ensure that crime trends reduce. Performan ce appraisals are possible through reports that capture the profiles of each commander of police and these enable the other police officers to compare their own performance with that of their heads. With correct implementation, the Compstat approach can aid government authorities to assess police departments and check for the improper use of material and financial resources, as well as poor performance. The other two principles of the Compstat model require that the police operate on clear objectives in their fight against crime and each officer is responsible for the overall success of the police force in reducing crime rates. The members of the police force should be aware of the goals they intend to achieve and these must at the same time, be attainable within the stipulated period. Goals dictate the rating of the performance of police personnel, depending on whether they have achieved them. The chief as well as the commanders of various police agencies therefore have the responsibility of communicating clear and precise instructions to their subjects, in order to ensure that the latter achieve the desired performance. This explains why there is need for regular briefs among the police force in order to equip them with the necessary information on what their leaders expect of them. On a short-term basis, the Compstat model aims at reducing crime rates, while its long-term objective is to create a permanent change in the community and improve peoples lives by ensuring a safe environment. The measures to assess the effectiveness of the model on short-term basis would include examining weekly reports on the crimes occurring, in order to establish whether there are fewer or more offenses each day. Long-term effectiveness measures would involve the analysis of crime trends over a period such as a number of years, in order to establish whether the crime rates have gone down. At the same time, the weekly meetings to review crime reports provide forums to assess whether the police departments are making progress in reducing crime rates. These meetings on performance appraisal of police personnel serve both the immediate and long-term goals of the Compstat model. This is because if appraisals indicate that, some of the members of the force are not successful in reducing crime over a given period, the chief may take action such as re-training, retrenchment, or shifting to another department. The model is advantageous in that it promotes a consultative process in decision-making. It enhances intelligence sharing among the police officers and departments, accountability as well as coordination and a team spirit. This is possible through the meetings involving all levels of management. In addition, seeks to enable the police maximize the available resources in their fight against crime. Moreover, holding every member of the force accountable for its success in fighting crime ensures that each plays his or her role, and that there is no blame game when results are not forthcoming. In addition, ensuring timely and correct information on potential crime zones enables the police to act swiftly to prevent criminal activities. This is because; they are aware of what is happening on the ground. At the same time, they are able to develop the right strategies and response to the crime trends they have already identified. This increases their chances of success rather than in cases where they act after crisis. The Compstat approach to management promotes the belief that the police force is able to lower crime rates through employing the right strategies. Promoting continuous performance appraisal based on weekly reports enables the police force to establish its strengths and weaknesses. Moreover, it allows police to involve the community and other stakeholders in the fight against crime. This shows that the police are not working alone and are committed to ensuring a safe environment for all. On the other hand, the Compstat model has some disadvantages. One limitation of this model is that it is difficult to assess its success. When crime rates reduce, it is hard for police officers to attribute this phenomenon only to the model. On the other hand, when the crime rates stagnate or increase, it is difficult to tell whether failure lies only in the implementation of the models principles. Moreover, the Compstat model is susceptible to manipulation by police officers. For instance, due to pressure to reduce crime rates, they may fail to keep reports of crimes in order to give a false impression of less crime occurrences in a given area. At the same time, police officers may use their subjective judgments to declare some crimes as minor, and therefore of less significance, in order to reduce the statistics on the major crimes. This sort of manipulation of statistics will therefore give a false impression of progress in reduction of significant crimes. Similarly, communities whose crime rate reports show that the police have made progress in averting crimes, will receive less financial, material and personnel resources than those where the crime rates are still high. In case these reports are false, this implies that such communities will suffer more from crime because the police will attend to them less. In addition, since evaluation of the performance of police personnel depends largely on the crime rate reports, members of the force are likely to manipulate these, in order to give a false impression of their success in fighting crime. Consequently, the performance appraisals will be faulty, given that their bases are not accurate. At the same time, there is a possibility of awarding ineffective police personnel, rather than those who deserve merit. This is because the ineffective members can manipulate c rime reports to favor them, and they will get acknowledgment. As part of the implementation of the Compstat model, the chief of police will have to take other measures. These include having the current police force undergo refresher courses on crime prevention and at the same time, recruit, and train new officers in order to have sufficient and qualified personnel to serve the community. Police officers will also require training on the Compstat model in order to understand its functioning and crime analysis so that they are able to filter intelligence in an accurate manner. In this case, the chief will need to seek budgetary support from the government and non-governmental organizations. Apart from monetary aid, the chief will require the government to see to it that unemployment rates reduce through the creation of jobs. This is because crime rates tend to increase with high unemployment rates, as people have to find ways to feed themselves and their families. If they do not have jobs, they are likely to engage in criminal behavior such as th eft and murder in order to earn a living. Another intervention required will be the integration of other police departments, such as traffic police, crime detectives, and forensic experts into the crime prevention department. This will assist in spreading crime prevention to other areas and increase the scope of operation of the model. At the same time, the chief will need to appoint commanders at different levels in order to ensure that there is decentralization of the decision-making process. He will also create meeting rooms to allow for roundtable discussion sessions, as these are more likely to enhance the participation of all the police personnel in decisions concerning strategies to fight crime. Moreover, the chief will have to lay down the protocols that his officers will follow in the convening of briefings and other meetings as well as reporting procedures. This will ensure that there is no conflict in the lines of command because the police officers will be aware of to whom they should report. Since the Compstat model requires the use of technology, the chief will need to see to it that the police department has sufficient computer equipment as well as the necessary software programs such as systems to aid in identifying crime-prone areas, and databases to record crime occurrences. At the same time, a police website may be necessary to enhance community policing. This will enable the flow of information on crime rates from the public to the police, as well as reports from the latter to the community. In addition, the chief will need to ensure that the police officers clear any pending warrants of arrest and make the community aware that the force will not tolerate even the minor crimes. In this case, the chief will need to organize the force to carry out awareness initiatives among themselves and in the community. In conclusion, the chief can still adopt the Compstat model and modify it to suit the needs of his police department. He does not have to copy the model of the New York police department, because the situational needs of his department and that of the former are likely to be different. This is because the approach outlines only the basic principles of management that the police force and other organizations need to follow to achieve the intended objectives. Its intent is to serve as a guide to managerial principles and not to provide a dogmatic approach to the running of organizations. The model is therefore flexible, and police personnel can adopt different strategies to fight crime, based on the needs of the community they are serving. According to the models principles, they will only need to ensure that they choose strategies that are efficient for the crimes they target. Consequently, the model is suitable and can work even in small law enforcement agencies.

Review on Sunrise :: essays papers

Review on Sunrise Introduction to Cinema Studies Assessment Task 2 For this assignment I have chosen question 2 on the discussion of a particular edit. The film I have chosen to discuss is Sunrise, and the edit is from the portion of the film where the lady from the city and the husband are discussing the city at the lake. I chose this particular edit for a couple of reasons the first being that for it’s time the effect it produces is quite remarkable. It’s also the scene that caught my eye and held it for the longest period. Visually rich without the need of sound. The edit flows through a variety of images and the shots that surround it are filled with references and common cliches that get the point across. The edit is graphically continuous as it dissolves from shot to shot without any solid cuts. We begin with the city girl telling the husband that he should come to the city. The scene then dissolves to an image of a huge brass band busily and noisily at play. This shot is in complete contrast to the serenity of the still country and the bright silent moonlight. The edit then continues to dissolve into an angled shot of a city street teeming with people hurriedly about their business. This shot is dissolved with that of the band, creating the feeling of organised chaos. This dissolve reiterates the hustle and bustle feeling of the city in contrast to that of the country. The edit then dissolves back to the scene at the waterfront where the city girl is dancing away to the imagery she has created through her tales to the husband. He stares at her wide-eyed as the cliche’ country person reacts to the big city, almost hypnotically. I believe that this edit encompasses most of the major themes of the film. Firstly we are given a rivalry or good Vs evil, or slow Vs fast, or nature Vs cocnrete. The good countryman meets dazzling evil city girl and is hypnotized by the glitz and glamour. On one hand we are shown the serenity of the lake and through the dissolves we are brought into a fast pace with the band and the people, that finishes with a lakeside jive from the city girl. The edit creates an increasing rhythmic relationship. It gives you the feel of stepping on the gas pedal. It starts at a solid stable shot that in its entirety from still water to still people gives us the feeling of dead calm.

State of Research on the Snowball Earth Hypothesis Essay -- essays res

State of Research on the "Snowball Earth Hypothesis" The "Snowball Earth Hypothesis" also known as the "Varangia glaciation" is a hypothesis presented in 2001 by Geologist Paul Hoffman. (Wikipedia, 2002) The hypothesis purposes that 540 million years ago during the Neoproterozic, a meter thick of ice covered the oceans and glaciers the continents for 100 million years. Albedo; when ice and snow reflect solar radiation into space, in absents of greenhouse gases, which don't exist within the atmosphere, heat therefore escapes the planet. A condition of temperature disequilibrium occurs, when freezing cold reaches a state, the climate never warms to normal, and cold freezes the hemisphere and buries it under massive glaciation. The glaciers begin when a green house gas, carbon dioxide, is depleted from erosion of silicates. Once the atmosphere is depleted of carbon dioxide, it can not absorb solar radiation. The global tempertures drops to cold and glaciation occurs, glaciation continues, temperature gradients drop further to colder, below freezing, cold is irreversible, glaciers reflect solar radiation into space. The lack of atmospheric carbon dioxide prevented greenhouse from occurring, earth is frozen until the hemisphere is totally glaciated. (Hoffman, 1998) Deglaciation can occur when volcanic eruptions saturate the atmosphere with carbon dioxide gas and resume the greenhouse effect on climate. Solar radiation is absorbed by greenhouse gases, rewarming the climate. A dramatic expansion of the biosphere occurred. ("Cold") History of "Snowball Earth Hypothesis" A tree toppled during a hurricane. A 700 million year old rock bed was discovered in Appalachia. The rock, diamictite consisted of basalt -size cobbles mixed with a slurry of fine silt and sand. The region consisting of Appalachian Blue Ridge range, Sharp Top mountain had once bordered a seaway cutting through Rhodina, a giant continent that included most of the worlds land. Sharp Top contained signs of tides, indicating the glacier had streached down to the sea. During this time, Virginia was 15' to 30' of the equator. Scientist wanted to know why ice was on the equator during the Neoproterozoic era. (Monastersky,1998) The team of scientists consisted of a biogeologist, geochemist, and tectonic geologist with the common goal of understanding the coevolution of life and environ... ...excursions a record of gas hydrate destabilization following Earths coldest intervals? Geology 286-287 Hoffman, Paul F.; Schrag, Daniel P. "Snowball Earth" Scientific America 21 Jan 2000 Scientific American Online. Online 31 Mar 2003 Kennedy, Martin J.; Christie - Blick, Nicholas; Prave, Anthony R. (2001) Carbon isotopic composition of Neoproterozoic glacial carbonates as a test of paleoceanographic models for Snowball Earth phenomena. Geology 1135-1138 Kennedy, Martin J.; Runneger, Bruce; Prave, Anthony R.; Hoffmann, K -H. ; Arthur, Michael A. (1998) Two or four Neoproterozoic glaciations? Geology 1059-1063 Knoll, Andy "The Planet ary Context of Biological Evolution" Lead Teams Online. NASA Astrobiology Institute 2Apr 2003 Monastersky, Richard, "Popsicle Planet, The king of all ice ages may have spurred animal evolution" 22Aug 1998 Science News Online Online. Science Service 2 Apr 2003 Simpson, Sarah "Triggering a Snowball, Did Methane addiction Set Off Earth's Greastest Ice Ages? Scientific America 16 Sept 2001 Scientific American Online. Online 1 Apr 2003 Wikipedia, the free encyclopedia. Snowball Earth 29 Sept. 2002. Online. Wikipedia Internet 31 Mar 2002

The Ethics of Cloning Essay -- Genetics Biology Genes Essays Papers

Imagine a world where everyone looked like you and was related to you as a sibling, cousin, or any form of relation, wouldn’t that be freaky? Although cloning is not an important issue presently, it could potentially replace sexual reproduction as our method of producing children. Cloning is a dangerous possibility because it could lead to an over-emphasis on the importance of the genotype, no guaranteed live births, and present risks to both the cloned child and surrogate mother. It also violates the biological parent-child relationship and can cause the destruction of the normal structure of a family. The cloning of the deceased is another problem with cloning because it displays the inability of the parents to accept the child’s death and does not ensure a successful procedure. Along with the risks, there are benefits to Human Reproductive Cloning. It allows couples who cannot have a baby otherwise to enjoy parenthood and have a child who is directly related to them. It also limits the risk of transmitting genetic diseases to the cloned child and the risk of genetic defects in the cloned child. Although the government has banned Human Reproductive Cloning, the issue will eventually come to the surface and force us to consider the 1st commandment of God, all men are equal in the eyes of god, but does this also include clones? That is the question that we must answer in the near future in order to resolve a controversy that has plagued us for many years. In the world today, issues such as Global Warming and the War in Iraq take the front cover on any newspaper, but in the world tomorrow, the concept of cloning will become an ever-more pressing issue. How do you define the term cloning? Well, in the words of Jac... ...e pressing issue that will question our morals, ethics, and view on human dignity. As a society, we must come to a decision regarding Human Cloning and stand by it, whether it is the right decision or not. Our actions will have a profound impact on the methods of reproduction used by future generations. Works Cited Page Cibelli, Jose, et al. Principles of Cloning. San Diego: Academic Press (AP), 2002. Brannigan, C. Michael. Ethical Issues in Human Cloning. New York: Seven Bridges Press, Chatham House Publishers, 2001. "Arguments for "Reproductive Cloning." The Presidents Council on Bioethics. Vers. 3a. 7/12/07. http://bioethicsprint.bioethics.gov/background/workpaper3a.html â€Å"Arguments against â€Å"Reproductive Cloning.† The Presidents Council on Bioethics. Vers. 3b. 7/12/07. http://www.bioethics.gov/background/workpaper3b.html

Poem Explication Essay

The first two lines show the king’s envy of other people in his court who unlike him can sleep soundly. Subsequently, he blames his not being able to sleep upon nature and questions why it has not made him sleepy yet. Line five seems particularly important because there King Henry hints that what he really wants is not sleep itself but the forgetfulness that comes with it. This line somewhat shows why the king is not able to sleep. King Henry wants nature to steep his sense of forgetfulness and let him rest but it does not, and so the king further questions nature as to why those that he considers below him are granted what he is not. He contrasts the common sleeping area with that of his grand chambers in lines six to eleven and asks nature why it would choose the former over the latter. In this part of the poem, the king describes the first sleeping place as shabby and poor while describing his own bed chambers as â€Å"perfumed† with sheets that are very expensive. This shows that the king thinks highly of his status as being superior to others as first expressed in the poem’s first two lines. The king further establishes this in the next lines of the poem, comparing himself to a lowly cabin boy who is probably somewhere sleeping while the monstrous winds rocked the ship floor where he slept. The king again contrasts it to his own situation, peacefully lying down without the disturbance of a heavy storm and again questions why he is denied of sleep. The last line supports the inference made in the fifth line. The words â€Å"uneasy lies the head that wears this crown† denotes that the king cannot sleep because there was something that was really bothering him. Reference The Second part of King Henry the Fourth. Retrieved March 27, 2008 from: http://shakespeare.mit.edu/2henryiv/2henryiv.3.1.html

Interesting Recycling Facts

A running faucet wastes 2.5 gallons of water each minute. A dishwasher uses 11 gallons of water per use. 75 percent of all water used in the household is used in the bathroom. A toilet made in 1992 or earlier uses up to 60 percent more water per flush than newer high efficiency toilets. Turning of the tap while brushing your teeth in the morning and before bedtimes can save up to 8 gallons per day. This is a savings of 240 gallons per month. Running your faucet for 5 minutes uses up enough energy to run a 60 watt light bulb for 14 hours. A full bath tub uses 70 gallons of water. A 5 minute shower only uses 10-25 gallons. Interesting Recycling Facts / Paper Recycling 1 ton of paper saves 17 mature trees, 7,000 gallons of water, 3 cubic yards of landfill space, 2 barrels of oil, and 4000 kilowatt hours of electricity. This is enough energy to power the average American home for 5 months. The process of recycling paper instead of making it from new materials generates 74 percent less air pollution and uses 50 percent less water. Manufacturing recycled paper uses 60 percent of the energy needed to make paper from new materials. Over 73 percent of all newspapers are recovered for recycling. About 33 percent of this is used to make newsprint the rest is used to make paperboard, tissue, or insulation. A little more than 48 percent of all office paper is recycled. This is used to make writing papers, paperboard, tissue, and insulation. Interesting Recycling Facts / Metal Recycling steel and tin cans saves 74 percent of the energy used to make them. Americans throw away enough aluminum every month to rebuild our entire commercial air fleet. Americans throw out enough iron and steel to continuously supply all the auto makers in the entire nation. A steel mill using recycled scrap reduces water pollution, air pollution, and mining waste by about 70 percent. When you throw away an aluminum can you waste as much energy as if you’d filled the can half full of gasoline and poured it into the ground. Americans use 100 million tin and steel cans each day. Recycling one aluminum can saves enough energy to run a 100 watt light bulb for 20 hours, a computer for 3 hours, and a TV for 2 hours. Interesting Recycling Facts / Plastic Enough plastic is produced in the United States each year to shrink wrap Texas. In 1998 Americans used 2 billion pounds of HDPE to make plastic bottles for household products. That’s the equivalent weight of 90,000 Honda civics. Approximately 88 percent of the energy is saved when plastic is made from plastic rather than from the raw materials of gas and oil. Enough plastic bottles are thrown away in the United States each year to circle the Earth four times.

Israeli-Hezbollah Conflicts: The Insensibilities of War Essay

The world has witnessed again the hostilities of war this year. The terrorist group Hezbollah initiated the spate of violence in the Middle East by sending raiders into Israel from Lebanon. This attack killed eight Israeli soldiers and two others kidnapped, while they launched missiles into northern Israel. Not taking this action sitting down, Israel retaliated by bombing Beirut’s airports, roads and Hezbollah hangouts, killing innocent civilians in the process. It was in June this year that the Hezbollah gained 80 percent of the votes in the Lebanese parliamentary elections in southern Lebanon. This will mean that the group will cover 35 seats in the 128-member national assembly. Despite their popularity in Lebanon, Hezbollah had been involved in the 1982 Israeli invasion and the subsequent U. S. military intervention, engaging in a series of kidnappings and assassinations of Americans as well as the deadly truck bombings of the U. S. embassy and a Marine barracks (Zunes 21). As an organization, Hezbollah essentially means â€Å"Party of God†. Their history emanated to help the Islamic Revolutionary Guards fight active opponents who demonstrated in the streets. The name was used as early as 1973 by Ayatollah Mahmood Ghaffary in Iran. It was resurrected in 1978 in one of the revolution’s slogans: â€Å"Our Party Is the Party of Allah and Our Leader Is Ruh Allah. † The so-called party consisted of a thousand young thugs who infested Tehran’s poor neighborhoods. For a modest monthly allowance, they waged street battles against members of more sophisticated political groups. In contrast to its beginning, the â€Å"party† today boasts a membership of more than one million adherents in Iran alone. Its offshoots in Muslim countries, Europe, and America act as operatives and as a vanguard for the Islamic Republic of Iran. In Lebanon, the party also has a powerful military wing that has bombed Israel and given assistance to militant groups like Hamas in the Gaza Strip (Hoveyda 94). Acclaimed for their notoriety, Zune indicated that: For more than a decade, however, the Hezbollah militia had restricted its armed activities to fighting Israeli occupation forces, initially in southern Lebanon and then — following Israel’s withdrawal in 2000—in a disputed border region with Syria still under Israeli control. Attacks against foreign occupation forces have traditionally been recognized as legitimate acts of self-defense and not as acts of terrorism, a term usually restricted to deliberate attacks against civilian targets (21). Hezbollah’s leader Sayyid Hassan Nasrallah declared war on Israel because had no option. They could disarm and participate more fully in Lebanon’s government, but that would have meant giving up â€Å"the resistance,† the ideology so central to Hezbollah that it functions as a national founding myth. Their resistance is, first and foremost, an ongoing guerrilla war against Israel, which occupied southern Lebanon until its withdrawal in 2000. Hezbollah had weapons to defend their land—rockets, Iranian-made missiles, and drones. It is the source of fierce pride for Hezbollah, the only Arab force to succeed in ousting Israel from its land. But, before anything else, the resistance was a political movement, born decades ago, of empowerment for Lebanon’s eternally despised Shia. In Hezbollah’s collective mind, the Shia have finally emerged on top after being put down for so long, and now they want to prove that they can do what no other Arab country has done: defeat Israel. â€Å"You do not know today who you are fighting,† declared Nasrallah on July 14. â€Å"You are fighting a people who possess strength of faith that no one else has on the face of this Earth† (Ciedlo 14). Due to their own misgiving, Israel is now dealing with crises on two fronts. First, it was carrying out an operation in the Gaza Strip to rescue Corporal Galid Shalit, who had been captured by Palestinian militants. This triggered an ongoing conflict between Israeli forces and Palestinian militants taking place in Gaza. After that, a second operation into Lebanon was launched to rescue Ehud Goldwasser and Eldad Regev — the two soldiers captured by Lebanon-based Hezbollah. Nevertheless, despite the overwhelming task of fighting on two fronts, Prime Minister Olmert ruled out any negotiations with Hezbollah, just as it had foreclosed the discussions with Hamas. Additionally, his government filed a complaint with the United Nations, calling on the Security Council to enforce an existing resolution that required the Lebanese government to disarm militias (Coleman, 29 July 2006). In fairness to the Lebanese government, it denied that they had no previous knowledge of Hezbollah’s activities and would not take responsibility for the abduction of the two Israeli soldiers. To this end, Lebanese Prime Minister Fuad Siniora said, â€Å"The government was not aware of and does not take responsibility for, nor endorses what happened on the international border† (Al Jazeera, 7 July 2006). Experts on the ground in Lebanon also pointed to the fact that despite the existence of United Nations Security Council Resolution 1559, the country simply was not in the position — politically or militarily — to disarm Hezbollah on its own. With the ongoing scuffles, Lebanese government represented by Social Affairs Minister, Naila Mouawad, called for the two Israeli soldiers to be returned home. She also reiterated Lebanon’s previously-noted position that her government was neither aware of Hezbollah’s plan, nor supported it. With that statement, Mouawad criticized Israel’s response for being too heavy-handed, particularly with regard to the lives of Lebanese civilians. She warned that Lebanon was experiencing a catastrophe and explained that her government could not disarm Hezbollah by force (Coleman, 29 July 2006). Naturally, the reaction around the globe was intense woes that these conflicts might sprout in something bigger, many countries already had requested for restraint from all parties involved. United Nations Secretary General Kofi Annan condemned both the abduction of the Israeli soldiers as well as the resulting offensive by Israeli forces into Lebanon. Russian, France and the European Union expressed the view that Israel’s response to the capture of two soldiers was disproportionate. But Israeli spokesman, Mark Regev, said that Israel was simply responding to an â€Å"unprovoked act of aggression. † Margaret Beckett, the Foreign Secretary of the United Kingdom, voiced out that Israel should ensure its own security, it should do so in a way that avoided civilian deaths. The Vatican later added its condemnation of the situation – calling for the release of the soldiers by Hezbollah and decrying Israel’s strikes against the sovereignty of Lebanon. On the U. S. government’s part, President George W. Bush characterized Hezbollah as terrorists and supported Israel’s right to defend itself. However, he also warned that whatever action Israel took, it should be mindful of the stability of the Lebanese government. With all these bombings here and there, the head of the emergency relief agency for the United Nations, Jan Egeland, characterized the damage caused by Israeli strikes on Beirut as â€Å"horrific. † He lambasted the demolition job caused by Israel’s retaliatory action against Hezbollah, calling it excessive. He also condemned Hezbollah for â€Å"cloaking itself among the civilian population†, which is causing the rise in civilian casualties. With damages continuing to heighten, Egeland called on both sides to cease their attacks and noted that humanitarian aid would begin arriving shortly in Lebanon. In that latter regard, he appealed for safe access of all civilian evacuees caught between the warring parties. He also said that the United Nations would be launching an appeal for humanitarian aid amounting to $150 million dollars (USD). Egeland arrived in Beirut on the heels of an Israeli strike against the Hezbollah-dominated portion of Lebanon’s capital city. In Beirut, there were four injuries when one strike hit a mosque. While Hezbollah said the facility was used only for prayer, Israel contended that it was one of several legitimate targets used not only for conventional purposes, but also by Hezbollah for its activities (Coleman, 29 July 2006). Israel’s aerial bombing of southern and eastern Lebanon continued. The Israeli strikes had already caused Lebanese engineers, who had been attempting to repair impassable roads, to retreat for safety reasons. The southern town of Sidon several people seeking safety were hit by Israeli strikes. Not spared, the historic city of Tyre was the site of action from both sides. It was one of several places from which some Hezbollah militants were firing missiles and, as such, Israel made it a target of retaliatory strikes. There were eight deaths reported across Lebanon. They included a young boy, a photographer, three people fleeing in a minibus, as well as three Hezbollah fighters. On the other side of the border, two Israelis died in Haifa and over twenty people were injured as a result of repeated Hezbollah rocket attacks. United States Secretary of State Condoleezza Rice arrived in July 24, 2006 for talks regarding the crisis in between Lebanon and Israel. Before arriving in the Middle East, Rice mentioned to reporters that the United States still had an embassy in Syria. Her statement was interpreted by some as a reminder that the United States and Syria still shared diplomatic relations that could be leveraged, if necessary. Her first stop was Lebanon where she met with Prime Minister Fuad Siniora. In that meeting, she expressed concern for the Lebanese people, while also making clear that Hezbollah’s attacks on Israel from within Lebanese territory could not be permitted to continue. In the backdrop of these developments, the White House announced that it had authorized humanitarian aid to be sent to Lebanon. Secretary Rice, and later President Bush, both conveyed the view that the only possible solution to the conflict was a sustainable ceasefire and enduring peace. The United States’ stance has been that a ceasefire might result in only Israeli compliance, thus subjecting Israel to future attacks. Clearly, this view has not been shared by many world leaders and foreign policy chiefs who have called for an immediate ceasefire, arguing that continued hostilities were untenable, regardless of optimal long-term objectives. Many Middle Eastern experts have further said that no long-term objectives can be achieved, at all, without addressing the Israeli-Palestinian conflict (Coleman, 29 July 2006). In an article in the New Republic, Lawrence Kaplan declared that Bush has spent many more hours encouraging Israel than constraining it. This could be analyzed as the US government seems has no more use for Hezbollah than Israel does. â€Å"And, while the organization may not pose the existential threat to the United States that it does to Israel, the administration views it as a crucial proxy for Iran. Critics delight in faulting the Bush administration for viewing the international scene through a ‘state-centric’ lens. But, when it comes to Hezbollah—which boasts verifiable return addresses in Tehran and Damascus—what other lens is there? † In my opinion, the Israeli government is doing more harm than good. Rescuing two soldiers, while endangering hundreds of lives is really irrational. They should have sought the U. N.’s help rather than waging a war that intruded the normal living conditions of innocent Lebanese civilians. War should be the last option rather than an initial response. Now, Israel is seemingly suffering the brunt of all of its actions because of the retaliatory attempts that the Hezbollah troops are waging in Israel’s areas. The U. N. , on the other hand, as well as countries like the U. S. , should have taken proactive measures to put a stop in these conflicts. As stated above, long-term solutions should be delineated from their mediation to avoid the further destruction of both countries. As we all know, there is no long term solution that could be resolved through bombs and guns. We cannot, of course, repeat history by neglecting these conflicts that are costing the lives of many people. Countries cannot repeat the errors in history, where wars had lost not only lives, but properties and the freedom of people. War could not fully reconstruct people’s experiences. We certainly cannot feel other people’s sufferings, although we can empathize with them because we have general knowledge, and many unfortunately have some experience of suffering. The suffering of the victims, especially the innocent ones, is enough reason why Israel and Hezbollah should hold a ceasefire and negotiate about their scuffles. If they cannot understand the destruction they are causing, people around the globe should knock some sense out of these leaders who cannot feel the suffering of the victims. Works Cited Al Jazeera Website. â€Å"Hezbollah Captures Israeli Soldiers,† (July 12, 2006). Acquired 30 July 2006 at http://www. aljazeera. com/me. asp? service_ID=11629 Ciedlo, Anna. â€Å"Entombed† (cover story). New Republic, 235. 5 (July 31, 2006): 13-15. Coleman, Denise Youngblood. â€Å"Israel and Lebanon-based Hezbollah Mired in Violent Conflict,† CountryWatch Forecast, (July 29, 2006). Acquired 30 July 2006 at http://forecast. countrywatch. com/fc_moreon. aspx Hoveyda, Fereydoun. The Broken Crescent: The â€Å"Threat† of Militant Islamic Fundamentalism. Westport, CT: Praeger, 1998. Kaplan, Lawrence F. â€Å"Other Means,† New Republic, 235. 5 (July 31, 2006): 12-13, Zunes, Stephen. â€Å"U. S. Rhetoric about Hezbollah Blurs Reality. † National Catholic Reporter, 41. 33 (July 1, 2005): 21-21.

The Reporting of Human Resource Accounting

CHAPTER ONE INTRODUCTION 1. 1 BACKGROUND OF THE STUDY Indeed, accountancy profession is a profession that encompasses other profession and that is why accounting has usually been thought of as highly technical field that can only be understood by the professionals (chartered accountants). Also, it has often been called ‘the language of business. Even, people in the business world owners, managers, banks, stockbrokers, investors, human resource managers, lawyers, to mention a few all uses accounting terms and concepts to describe their resources and the activity of every business they engage in whether large or small. While, according to the dictionary of management by Daniel Hartzell ‘Human Resource Accounting’ is defined as a concept that views the employees of an organization as capital assets like plant and equipment. It is important to say here that human resources accounting involves measuring the costs incurred by business organizations and other entities to recruit, train, develop and maintain their human capital. It also involves measuring the economic value of people to organization. These people consist of suppliers, customers and the society as a whole. It is not an overstatement to say that we are living in an era of accounting and as such human resources accounting must not be seen as an ordinary concept in the field of accounting but as a current trend that has come to stay. However, in this study, focus shall be placed on human resources accounting and how it will be reported in the financial statement, which also mean the capitalization of human resources as an asset which can be amortized. Although, the worth of human resources may be fairly difficult to quantify, hence there is no reason to value them at zero or not to record them in the financial statement as an asset. If the change in the value of money are accounted for, depreciation and maintenance of plants and machinery are also accounted for different adjustments are made in material, machinery and other asset therefore, inclusion in the financial statement, human aspect which form about seventy-five percent or more of the total asset that makes up the production in the organizations are only accounted for in terms of salary and wages. Leaving such information out of financial statement presents only twenty-five or less percentage of the cost of production. Based on this, such financial statement does not provide total information for decision making. 1. 2 STATEMENT OF* THE* PROBLEM While the concept ‘human resources accounting’ is intuitively attractive, the significant problems it poses will not be swept under the carpet. For the purpose of this research the following problems are areas we to proffer solution to: The possible ways of measuring the monetary worth of an individual in an organization. The treatment of human resources as an asset to be amortized overtime in the financial statement. How to estimate the effect of managerial action to employee moral, productivity and turnover. To furnish a more complete and realistic picture of the organization financial strength and the total contribution to the economy in general. {text:list-item} The aim of this study is to evaluate human resources accounting and treatment in financial statement. It is pertinent to note that objectives are identifies into two divisions; the general or broad objectives and the specific objectives. Bearing in mind the problem this study hope to provide a solution to, the general objective is to achieve a creation of idea to be employed by a further researcher for the formulation of any technique, for the monetary value of human resources and the specific objectives is the preparation of a more complete financial statement given the monetary value. {text:list-item} Employees as individual are not usually accounted for rather the value of their output is accounted for and the rate of their pay in the nature of salaries and wages are accounted for. This study intend to classify employees as asset and give value to them accordingly and create ideas to aid the formulation of measure for treating them in the financial statement. {text:list-item} The limitations to the study include: INFRASTRUCTURAL FACILITIES: There is limited library and computer facilities which have gross effect on this research work. LIMITED FUND: The situations of the economy constitute problems to students as relating to raising funds. LIMITED TIME: Due to the nature of the school calendar, there is little or no time to carry out adequate research on the study being done. text:list-item} The followings are the research question to be considered: How can monetary values of employee’s service be established? Can this monetary value aid management in internal control? What are the possible effects of the monetary worth of employee’s services to the profitability of an organization? What impact would training and development of employees have on th e performance of an organization? {text:list-item} The hypotheses to be tested are stated below: H0: Most income statements are incomplete without adequate consideration and inclusion of the human resources element in the financial statement. H1: Most income statements are complete without adequate consideration and inclusion of the human resources in the financial statement. H0: There is need for capitalization and amortization of human resources like other fixed asset in the financial statement. {text:list-item} FINANCIAL STATEMENT: This are the accounting reports in respect of the economic activities of an enterprise, prepared periodically and usually at the end of every financial year. These statements form an integral part of the company’s annual report and accounts while their components are specified in both CAMA and the Statement of Accounting (SAS) No. . CAPITAL ASSETS: Assets including investments not held for sale, conversion or consumption in the normal course of business. Capital assets are certain types of assets that qualify for special treatment when gains and losses result from transactions involving the assets. AMORTIZATION: It is the writing off of assets, the lives of which are determined not by deterioration or obsolescence, but the expiry of the tenure of ownership. It is distinguished from depreciation in that there is generally no deterioration in the performance of the asset during its life. Amortization is for intangible asset. CAPITALIZATION: The term â€Å"capitalization† is derived from the word â€Å"capital†. Capitalization is the process of determining long term capital requirements of a business and obtaining capital for it from various sources of fund. HUMAN CAPITAL: That part of an organisation capital represented by the ability, experience and skill of its work force. It refers to the knowledge, education, training, skills and experience of a firm’s worker that have economic value to the organisation. {text:list-item} Access Bank Plc. was incorporated in 1989 as a private limited liability company with ownership residing with Nigerians and institutional investors. The Bank was subsequently listed on the Nigerian Stock Exchange in 1998. Access Bank Plc. is a full service corporate – commercial bank operating through a network of over branches and service outlets located in all major centres and cities across Nigeria, Gambia and Sierra Leone. Access Bank is recognized as Nigeria’s fastest growing bank in the fastest growing sector of the fastest growing African economy. Access Bank had consistently grown at a triple digit across key performance indicators since 2002; an unparallel performance in Nigeria and indeed in Africa. As a result, from a low ranking position in the Nigerian banking industry in 2002, the bank had risen significantly to rank amongst Nigeria’s top 10 banking groups. Access Bank had painstakingly built a formidable brand over the years in its continued drive towards becoming one of Nigeria’s leading financial institutions with the appointment of its current management team in 2002. Access Bank has successfully implemented a two-pronged growth strategy of both organic and inorganic growth with the objective of emerging as one of the top three banks in Nigeria within the next five years (2007-2012). THE POST CONSOLIDATION Access Bank Plc. was one of the first to successfully comply with the Central Bank of Nigeria’s banking consolidation policy through the acquisition of two Nigerian banks: Capital Bank International Plc. (formerly Commercial Bank Credit Lyonnaise Ltd) and Marina International Bank Ltd (formerly Allied Irish Bank). The three banks’ people, processes, systems and technology were fully integrated in a record time of 60 days. The Access Bank Plc. integration approach is now the model for integration in the banking industry. After the management and staff of the Bank, the Netherlands Development Finance Company (FMO) of the Netherlands is amongst a number of significant institutional investors in Access Bank Plc. stock, having invested US$15million in the bank by way of direct equity in 2005. This depicts the degree of confidence international investors have in the bank, its corporate governance and management strategies. The bank in 2007 conducted a phenomenally successful local and international public placements of common stock which has seen its shareholders’ funds grow by 560% to approximately N160billion. CHAPTER TWO LITERATURE REVIEW {text:list-item} The term ‘human resources accounting has been conceptualized to involve measuring the costs incurred by business organization and other entities to recruit, train, develop and maintain their human capital. But an overview of this research study shows that if researcher must discuss or research on human resources accounting, certain related terms such as human resources planning, human resources forecasting, human resources auditing, and human evaluation must be defined. {text:list-item} This involves having to employ the right number and the right kind of skill that result in the long run maximization of individual and organizational benefits. It also gives consideration to skill auditing within organization but additionally requires that human resources goals give attention to labour market condition in the environment of the organization. Human resources planning are the process of determining personnel requirements and the means of meeting those requirements in order to carry out the integrated plans of an organization. Human resources activities are important to individual, organization and national arenas in order to bring about the optimal utilization of human resources. Human resources planning involve projecting and forecasting the present personnel functions into the future. {text:list-item} This focuses on institutional adaptations resulting from external pressures and changes. This human resource forecasting is important because of various external pressure that affect resources forecast includes: Amount of production. Technological change. Supply and demand condition. {text:list-item} Auditing is an intensive, analytical and comparative process. Human resources auditing has to do with investigation into job analysis, recruiting, testing, interviewing, training, promotion and transfer personnel appraisal, labour relations, employee benefits and service, wages and salaries, administrative and personnel research. Computerized personnel system today uses human resources skill inventories. This inventory require a lot of data, which include personnel factors, education and training experiences, skill job experience and other additional information. It is obvious that it is an overstatement to say that the reporting of HRA information in external annual reports brings with it the question of its audit. Costs incurred in human resource are readily subject to verification by the auditor and thus present no new problems. Cost expirations on the other hand, if based on the theoretically sound assessment of future benefits remaining for the organization, present some problems for the auditor because human resource and behavior are highly complex. But, conventional accounting also uses estimates, assumptions, in many areas such as depreciation related to the future which could be as unpredictable and less accurate. The verification of value-based data for human resource in annual reports had represented a different and more substantial problem for the auditors. However, there had been found a growing interest in value-based human resource accounting at some time in the future could not be ignored. Flamholtz suggested that: â€Å"Human resource accounting will have an impact upon corporate financial reporting. In the future, corporations would have to report on their investments in human assets. At first this information will be reported in the chairman’s letter of corporate annual reports. The purpose will be to show management’s attention to building human assets. Some companies may choose to include this information in a statement of intangibles, and some will include it in proforma financial statements. Ultimately, however, it will be included in conventional statements as a generally accepted accounting practice† {text:list-item} Theoretically, human resources accounting had been explained from different analysis made by different authors. Conner (1991) in his theory titled â€Å"the resource theory† considered human resources in a more explicit way. This theory considered that the competitive position of a firm depends on its specific and not duplicated assets. The most specific (and not duplicated) asset that an enterprise has is its personnel. It takes advantage of their interdependent knowledge that would explain why some firms are more productive than others. With the same technology, a solid human resource team makes all the difference (Archel, 1995). Another interested theory is that of the two principles of â€Å"human resource cost† and â€Å"expenses recognition principle† Theoretically, the two principles of ‘human resources cost’ and ‘expenses recognition principle’ have been used to explain the treatment of human resource accounting in the financial statement. Accountants are known with human resource cost principle of treating human resource in the financial statement. They claimed to have accounted for human resource cost for a long time before the phrase ‘human resource accounting’ come into light. Generally, they have followed the practice of changing human resource cost, associated with production (e. g. direct labour) to inventories manufactures and changed all other human resource cost(wages and salaries) to operating expenses in the period incurred. This principle of accounting for human resource provides little insight into the recording of human resource cost but it does not show or identify human resource as an asset in the balance sheet. Strictly speaking, for the purpose of this research the accepted theory had been deeply rooted in different models of accounting for human resources as explained by Jawhar Lal (2003). {text:list-item} These two under-listed method of accounting for human resources will be critically examined and explained broadly for the purpose of this work. Human Resource Cost Accounting (HRCA), i. e. , cost-based human resource accounting. Human Resource, Value Accounting (HRVA), i. e. , value-based human resource accounting. {text:list-item} HRCA may be defined as the measurement and reporting of the costs incurred to acquire, develop and replace human resources. Generally speaking, (i) historical costs and (ii) replacement costs are recognized in human resource cost accounting model. Historical Cost (Acquisition Cost) of Human Resources This model known as the historic cost model focuses upon the amount of expense incurred during the defined period on formal training and orientation, familiarization and on-the-job training, and formal development and experience. This is the amount of the additional development and experience. This is the amount of the additional investment in the acquisition and development of human resources. Acquisition cost involve costs of recruiting, selecting and hiring people to meet an organisation’s present and future human resource needs. These costs refer to the sacrifices that must be incurred to ‘acquire’ a new employee. Development costs refers to the sacrifice (costs) that must be incurred to train a person either to provide the level of performance normally from an individual in a given position or to enhance the individual’s technical, administrative, or interpersonal skills. Development costs include these components: Orientation, off-the-job training, and on-the-job training. These three components generally include costs such as salaries, tuition, materials, travel and consulting fees. Orientation costs are costs associated with formal orientation of employees. The orientation makes employees familiar with personnel policies, company products, facilities and so on. Orientation costs are generally a mixture of salaries and materials. The salaries are for both trainer and trainee. Materials may include brochures describing firm policies, history, etc. Off-the-job training costs are incurred in formal training not directly connected with actual job performance. Formal training programmes may be advance technical training, or management development programmes. Off-the-job training costs may include salaries, tuition, meals, travel, facilities costs, consulting fees, and materials. Salaries include the cost of trainers as well as trainees. On-the-job training costs are incurred in training an individual on the job itself rather than in formal training programmes. On-the-job training is used not only for production workers but also for professionals such as accountants, engineers, and management trainees. The cost associated with on-the-job training include labour and materials costs. Accounting for Historical Costs Historical costs of human resources are treated in the same way as expenditure on fixed assets such as buildings, plant and machinery. Upon capitalization, the amount of investment in human resources will appear as assets on an enterprise’s balance sheet, and be written off over the expected employment life of the particular group of human resources employed in the enterprise. This allotting process involves recording of investments in human resources through a capitalization process; recording of routine (periodic) expectations of such capitalized items using a suitable mortization procedure; recording of losses on account of special expirations which may result from obsolescence of investments in certain skills or knowledge capabilities or the turnover of personnel; and dynamics and conditions of human resources in terms of investments therein. The determination of a suitable amortization procedure to recognize expirations in human resource is difficult and highly involved. Human resource investments are of a highly varied nature with different periods of long term benefits. Further, uncertainties of conditions of employees, and even mortality add to the complication of deciding upon appropriate amortization practice. Ideally, expiration of human resource investments should be determined by association with those periods during which the benefits of the investments are experienced by the entity. As example, cost of recruiting should be amortized over a period of time which is the best estimate of the remaining time that the individual will remain actively in the employment of the company. Training costs should be amortized over a period which is the best estimate of the time during which the benefits for such training will be enjoyed by the firm. Special training to develop a skill which will be utilized for a short time period should be amortized rapidly. General executive training on the other hand, may be amortized over the estimated remaining tenure of the recipient with the company. Amortization time periods should never extend beyond the date of the recipient’s tenure with the organization. TABLE 2. 1 ABC COMPANY LTD. BALANCE SHEET AS AT 31ST DECEMBER, 2003 FINANCED BY: TABLE 2. 2 ABC COMPANY LTD INCOME STATEMENT FOR THE YEAR ENDED 31ST DECEMBER, 2008. In summary, while cost-based HRA system, are rather severely restricted in the range of their usefulness, within that range, they can be quite worthwhile. Furthermore, the applicability of existing accounting techniques and the familiarity of managers with these techniques suggest that such an approach can save as a logical starting point. Replacement Costs of Human Resources. Replacement costs as used here refers to the estimated costs that would have to be incurred by an enterprise in order to replace its existing human resources with others of similar ability and experience. The determination of replacement cost involves estimates and these estimates are concerned with the present rather than with the future. Flamhottz has developed a concept (model) for calculation of ‘positional replacement cost’ which he defines as the sacrifice that would have to be incurred today to replace a person occupying a specified position with a substitute capable of rendering equivalent services in the given position. There are three basic elements of positional replacement costs; acquisition costs, development cost and separation costs. Acquisition and development costs still remain as discussed under historical cost of accounting for human resources. Separation costs are or incurred as a result of an employee leaving a position or job in an organization. It includes three basic components: separation compensation costs, differential pre-separation performance cost, and vacant position cost. These costs are generally capitalized and amortized, but should be expensed when the employee ceases to be employed. Separation compensation cost is the cost of severance pay, of any personnel. It may range from very little or no cost to a person’s salary for one year, and perhaps more. Differential pre-separation performance cost is the cost of lost productivity prior to the separation of an individual from an organization. There is a tendency for performance to decrease prior to separation. In many cases, differential pre-separation performance costs may be difficult to measure for specified individuals but may be measurable from historical performance records by personnel classifications. Vacant position costs may be incurred during a period when a search is made for replacement in other positions, holders of the latter may perform less effectively when the former is vacant. This difference in performance or less performance can be termed a cost of vacant position. Evaluation In a sense, replacement costs can be viewed as representing a bridge between historical cost approaches and economic value approach. The justification for considering replacement cost as a form of economic value is the proposition that the value to an organization of an individual’s services is reflected by the amount by the amount that the organization would have to pay to replace their services. Furthermore, replacement costs are present-oriented rather than future-oriented. Thus, it is not necessary to make estimates about the future in order to determine human resources values in terms of replacement costs. There are several difficulties associated with the use of replacement costs for human resource accounting. Replacement costs are often irrelevant since management may be either unwilling or unable to replace a particular individual with another person of similar abilities. {text:list-item} Jawhar Lal (2003) explained in his study that human resource value accounting is an attempt to measure the value of human resources on the basis of benefits accruing to an organization. The amounts of such benefits are derived from the value differentials attributable to investment in human resources. Many authors have developed models for calculating (estimating) the value of human resources of an organization. These models have some similarities, but they do vary somewhat in both concept and in choice of surrogates. For this research work to proffer solution to the question of how human resources of an organization can be valued. Some models have been used thus; Hermanson’s model Hermanson discussed two possible valuation methods, both of which are based on economic concepts of value: (a) The Unpurchased Goodwill method, and (b) the Adjusted Present Value Method. Unpurchased Goodwill Method: Hermanson had suggested that the value of human resources of an organization may be assessed by capitalizing earning in excess of normal earnings for the industry or group of companies of which the firm is a part. This approach is historical cost-based and thus of limited use as a predictor. Also, if it is based on projected earnings rates it could be no better. This approach implicitly assumes a zero value for all human resources in competitive situations since a positive value of human resources requires above average earnings. Adjusted Present Value Method: This method requires four steps in order to arrive at the value of the human assets. Estimate annual wage and salary payments for five years into the future. Calculate the present value of estimated wage and salary payments by applying a discount factor equal to the normal rate of return in the economy. Calculate an average efficiency ratio based on the previous five years performance. This ratio is found by dividing the actual earnings of the firm by normal earnings for each year and averaging the result. (In making this calculation, the latter years receive more weight than the earlier years). Multiply the present value of the future wage and salary payments by the average efficiently ratio. The resulting figure represents the estimated present value of the human resources. This method also is related to Hermanson’s unpurchased goodwill model and shares the same limitations. In addition, it may be criticized on the ground that future compensation is as much as measure of the liability of the firm employing the individual as it is an asset. The concept, therefore may relate to the human capital represented in individuals employed by the firm. Both of Hermanson’s models were suggested as possibilities for external reporting and management uses. Giles and Robinson’s Model Giles and Robinson suggested that the valuation of human assets should be made in term analogous to the valuation of a business on a going concern basis. The price earning ratio, which relates market capitalization to the latest reported earning figure is their point of departure. Based on a sample of companies with similar characteristics, an average P/E multiple is computed and then adjusted to arrive at the multiple applicable to the firm by providing for (deducting from the average multiplier) the factors that are not related to human assets. The multiple is further adjusted as needed, for application to different job categories. Gross remuneration of employees and all additional expenditures related to investments in human resources are capitalized by using the appropriate multipliers. The technique provides the basic data necessary for periodic human asset, balance sheets and income statements and human asset profiles and projections of the firm. The multiplier represents a number of year’s capitalization of the annual human resource figure. The total human asset value in a firm is either equal to or less than the amount of ‘goodwill’ (the going concern value less net non-human assets). Due allowance is made for other goodwill elements, such as product loyalty, patented processes and the value of long term contracts. The net change in human assets value in a period is computed as the difference between capitalized amounts which enhance the value and capitalized provisions for dimension or amortization of value. Lev and Schwartz’s model This model determines present value of future earnings of a person in an organization. The model developed by Lev and Schwartz to estimate human capital value of a person (y years old) is: EVr*=t=rTPr? t+1)i=rtIi1+rt-r Where: EVr*= the human capital value of a person ‘r’ years old. I(i)= the person’s annual earning until retirement and this series is represented graphically by the earnings profile. r= a discount rate specific to the person. T= retirement age. Pr(t)= Conditional probability of a person of age ‘r’ dying in year ‘t’. I*t=fI? (t), t=r,.. ,T This model provides a reasona ble measure of human capital which could be used for aggregation in macro statistics and in assessing the dynamics and mobility of such capital. While the authors indicate that capital values determined by use of this model will provide financial statement uses with valuable information about changes in an organization’s labour force, the model’s use for practical decisions of managers of organizations or of potential investors in organization is obscure or even non-existent. Organ’s Model Organ attempted to measure in monetary terms the net present values of some of the human resources of a certified public accounting firm. A human resource value model was utilized in the research which is exhibited in table 2. Table 2. 3 Major Determinants of human Resource value Model Source: Pekin Organ, â€Å"Application of a Human Resource Value Model: A field Study†, Accounting, Organisation and Society, Vol. 1 No. 2-3, 1976, p. 198. According to Organ, there are seven major determinants of the values of human resources. Monetary value benefits potential. The individual performance index. Efficiency index. S tandard work index. Maintenance costs (salaries or wages) Start-up costs (recruiting, initial training). Training and development costs. Probability of continued employment. Probability of survival. Organ believes that has model generates data that are amiable for use in an on-going manner like a performance evaluation system or a human resource value accounting system. Organ’s model has two major limitations which are, one, the ‘total’ value of the individual is not considered, and two, the model is limited for use in professional service organizations. Jaggi and Lau’s Model In human resource valuation, there is a problem of forecasting the expected promotion chances and tenure of employees on an individual basis. To overcome this problem, Jaggi and Lau refer to ‘group’ as homogenous group of employees who may not be necessarily working in the same department. They claim that on a group basis it is possible to know the percentage of people (in a particular group or department) likely to get promotions or to leave the organization before death or retirement in future years. This model assumes that the pattern of employees’ movement generally remains constant over time. Therefore, predictions based on historical data for one period can be used for future periods also. The authors assert that with some intuitive justification, the model is likely to provide greater accuracy and reliability. Morse’s Model According to Morse in his study â€Å"A Note on the Relationship between Human Assets and Human Capital†, (1973), the following equation was implicating attributed to Flamholtz: A=i=1NrTIi(t)1+rt-r+rTX(t)1+rt-rdt Equation 1 Where A= human assets value to a formal organization; N= Number of individuals currently employed by the organizations; R= current time; T= highest time at which an individual currently employed leaves the organization; Ii(t)= net value of the services rendered by individual ‘i’ at time ‘t’ to the organization, Ii(t)=Gi(t)-Ei(t). Gi(t)= gross value of services rendered by individual ‘i’ at time ‘t’ to the organization. Ei(t)= all direct and indirect compensations given to individual ‘i’ at time ‘t’ by the organization. X(t)= value of services of all individuals presently employed working together in excess of value of their individual ervices at time ‘t’ and r= time value of money. Morse then converts the Lev and Schwartz equation, which determines an individual’s human capital value under certainty to: C=i=1NrTEi(t)1+rt-rdt Equation 2 Which according to Morse, is the total â€Å"human capital employed in an organization† as it exists at time ‘r’. Now, by expand equation 1 and re-arranging it, the writ e says: Equation 3 says that the present value (PV) of human assets equals Total Present value (TPV) of human resources less present value of payment to the employeed. Flamholtz Model Flamholtz in 1971 proposed a normative human resources valuation model which would trace the movement of an employee through organizational positions or service state where the employee â€Å"†¦ is expected to render in specific quantity of service to the organization during a specified time period. The probability of the individual occupying this service state is needed so that expected service from the individual can be derived using: ES=i=1NSiP(Si) Equation 4 Where: Si= services that are required from the individual in a service state; and PSi= probability that the individual will occupy the particular service state. The service than an individual renders determines his or her value to the organization and Flamholtz stated that the monetary equivalent of this services can be represented in two ways. The first way is to determine the quantity and price of the services and use their product as the monetary equivalent, and the second expected services are discounted so that their present value can be determined. Also, in 1972, Flamholtz offers a model for calculating an individual’s value to an organization using the present value of the set of future services the employee is expected to remain in the organization. This model is conceptually sound from a benefit point of view and would have left little room for improvement. During this same year, Flamholtz proposed ‘expected realizable value’ as a form of economic valuation of the human resources. His model postulates that an individual is not valuable to an organization in the abstract. An individual is valuable to an organization in relation to the personal attributes and the characteristics of the organization. On a conceptual and theoretical level, Flamholtz has tried to identify the key variables that determine an individual’s value to an organization and the inter-relationships of such variables; he recognizes that these determinants may land themselves to monetary or non-monetary indicators. The model developed by Flamholtz is shown in table 2. 4 below. TABLE 2. 4 Revised Model of the determinants of an Individual’s value to a formal organization Source: Eric Flamholtz, â€Å"Human Resource Accounting: A Review of Theory and Research,† unpublished paper presented to the Organization Behaviour Division at the 32nd Annual Meeting of the Academy of management, Minneapolis, Minn. , August 15, 1972, p. 10. Flamholtz suggested appropriately that this â€Å"model is suggested as a first step toward the development of a theory†. It is conceptual theoretical and perhaps only impressionist. One of the most difficult aspects of calculating realizable value is the estimation of the value of a person’s expected services. Flamholtz had proposed that it might be desirable to use a substitute measure of surrogate, for this purpose. Examples of possible surrogate measures include compensation, replacement cost and performance indexes. In an experiment designed to test the appropriateness of using these measures. Flamholtz found that all three may be relevant for this purpose. He suggested that the choice of the ‘best’ measure in a specific situation will depend on the intended use of the data. To summarize, according to Flamholtz, the measurement of human resource value of an individual to an organization requires the following: Estimate the total time period during which the individual can be expected to render services to the organization. Identify the various service states (i. e. position) that the individual may occupy during the time he is with the organization. Measure the value derived by the organization if the individual occupies the various service states for the specified time periods. Estimate the probability that the individual will, in fact, occupy each state at the specified future time. Akintoye’s Model Akintoye in 2006 proposed the ‘Net Benefit Model’ to human resources accounting in service organization as an expectation of the earlier conventioned models of Morse (1973), Lev and Schwartz (1971, 1972) and Flamholtz (1971, 1972). In this type of an organization, the estimate of benefit generation is a relatively simple exercise. Each employee has a stipulated and readily ascertainable billing rate and amount of time (measured in billable hours) over his or her estimated useful life with the organization. That may be other types of organizations that give themselves to parallel measurement like doctors and lawyers. The Net Benefit Model as proposed by Akintoye is hereby stated in it most general form below, thereafter the suggested constructs are explained and illustrated in details. Cij=j=1nk=tE-t1(1+r)c? Bqj Equation 1 Where *Figure 1: Adjusted Net Value of Human Resource for the *Organization The equation 1 above tells us that the total adjusted net present human resources benefit of a services organization is equal to the summation, discounted certainty-equivalent net benefits of the employees in the organization as shown in the above figure. The major thrust of this work is to conceptualise the determinations of certainty-equivalent net benefit streams generated by each individual, after all, the individual are determined, the total human resources benefit for the organization can be resolved by relatively simple procedures of discounting aggregation (Equation 1 and figure 1 refer). {draw:frame} Figure 2: Major Determinants of Certainty Equivalent Net Benefits {draw:frame} Empirically, analysis made by Walker (1995) with the aid of diagram showed that Human Resources Accounting in services organization seeks to make managers more of the importance of people as valuable resources and to hold managers more accountable for these resources. It is also an excellent way to assess management performance in this use of human resources. In this way it is expected to encourage better planning for human resources and better decisions wherever they involve people. Lastly, Human Resources Accounting in service organization is an excellent way to encourage managers to take a long-run outlook towards the value of people, rather than a short-run, quick-profit outlook that ignores human resources. Figure 3 Source: James W. Walker (1995), Grolier Library Adams (1965) stated that an individual who is involved in an exchange relationship, such as exchanging services for pay in a gainful employment situation, will perceive his or her inputs in more than monetary terms. The perceived input include effort, education, experience, skill, seniority and job status. Inputs are considered relevant only if they are perceived as inputs by individual contributor. On the other side of the exchange relationship is what the individual perceives he or she is deriving from the job-outputs. These are categorized in terms of their recognition and relevance and include salary, prerequisite, prestige and personal fulfillment. The individual will make comparisons of his or her output-input ratio with the situations of others whom he or she considers equal, in an all round sense. The purpose of this comparison is for the individual to determine whether the ratio of his or her output to input is fair. In making this comparison, the individual has in mind another specific individual whom Adam calls the individual’s ‘referent’. When the normative expectation of the individual in this comparison is violated to that of his or her output-input ratio as perceived is not equal to that of his or her referent (peer), then a feeling of in equity may result. Note that in this definition of inequity, the absolute level of outputs and inputs for the individual and his or her referent is irrelevant. What determines the equity of this output-input comparison is the individual’s perception of what he or she is giving and receiving as well as what he or she perceives the referent is giving and receiving. The relationship may occur when the individual and his or her referent are in a direct exchange relationship with a third party. {draw:frame} Symbolically, inequity exists when: Where: Oi=Output of the individual. Similarly, the individual will perceive a condition of equity when: The relationship of â€Å"equity theory† to the individual’s perceived rewards and peer’s perceived reward is that when the balance of ratio of these indices is disturbed, this will affect the individual’s internal satisfaction. Also it should be clear from Adam’s model that a feeling of inequity may exist when the individual perceives his or her ratio of output as greater or less than his or her referent’s ratio. This indicates that the model is realistic and not unidirectional. CHAPTER THREE RESEARCH METHODOLOGY 3. 0 INTRODUCTION This chapter covers the method used in the collection and generation of data in carrying out this study. It deals with the basic methods, sources of data and procedures used in gathering and analyzing of data and the problem s encountered in collecting the information required for the research. 3. 1 RESEARCH DESIGN Research design means the structuring of investigation aimed at identifying variables and their relationship to one another. It is used for the purpose of obtaining data to enable researcher test hypothesis and answer research questions. In an attempt to properly carryout this research, the researcher has obtained materials from both primary and secondary data. PRIMARY DATA: Primary data is information obtained for particular purpose/problems under consideration. According to Anyanwu (1994), it is first hand â€Å"tailor made† information be it personal, by a phone and by use of questionnaire administration. This research work employed the use of closed ended questionnaires administration as its sources of primary data in order to get the business opinion on the numerous questions to be asked. SECONDARY DATA: Is information assembled for some other purpose which the researcher finds relevance to his own research and incorporates these into his own work. Sources of secondary data used in this research includes articles in journal, textbooks, post written project work, newspaper articles, Access bank Annual Financial Report. 3. 2 RESEARCH POPULATION/POPULATION SIZE . 3 SAMPLING PROCEDURES However, due to some constraints like money, time, human and material resources and other facilities; the use of the entire research population is not only difficult but not feasible. Hence, there is need for the use of a subset of the entire population. Based on this fact, the use of judgemental/non-probability sampling is employed in choosing the sample size. Sampling according to Anyanwu (1994) is a pr ocess of selecting a proportion of the population for the purpose of generalizing the result from he sample about the population itself, the target population and any other population having the same characteristics. The researcher has some element of control because in non random sampling process, the researcher selects his sample on the basis of his own knowledge of the population its elements and the nature of the researcher aim. 3. 4 SAMPLE PLAN The study employed the use of primary data through questionnaire sampled among the employees of Access Bank Plc. , service industries and professionals. A total of fifty questionnaires were administered and these questionnaires were distributed to the selected sample size. At the end, 40 completed questionnaires were personally retrieved. Thereafter, the completed questionnaire were tested for validity 3. 5 DATA ANALYSIS Based on the nature of the study, analysis has been limited to the use of Chi-Square (? 2). Data analysis contains the statistical calculations performed with the raw data collected to provide answer to the questions initiated in the research. Chi-Square (? 2) is defined as the â€Å"sum of the ratio of difference between the square of observed and expected frequencies† (Hoel Paul, 2005). It is a measure of significances and is important in hypothesis testing especially in the type of research where only people who are among the managerial staff of the institution are required to fill the questionnaires to compute the Chi-Square, we find the difference between the sum of square of the observed and expected frequencies and divide whatever is gotten by the expected frequencies. Mathematically, the Chi-Square can be expressed thus, is given as: ? 2=O-E2E O is the observed frequency. E is the expected frequency. ? is the symbol of summation If the value of the observed value is greater than the expected value, the Chi-Square will largely indicate a poor experimental agreement, if the observed value and the expected value perfectly agree with one another; the value of the Chi-Square will be zero. Indicating an excellent or perfect experimental agreement, however, the value of the Chi-Square can never be zero Taylor (1977). The degree of freedom (df) is another important feature of the Chi-Square distribution. Its computational formula is given as: df=(r-1)(c-1) The decision rule is that if the computed value of Chi-Square is greater than tabulated critical value (? ). The null hypothesis is rejected as the state of significant. If the test is less than the critical value, the null hypothesis is retained (Murray 1977). A Chi-Square test is always a one tailed test. The level of the significance is 0. 05 or 5% which will be given in the Chi-Square table. 3. 6 RESTATEMENT OF RESEARCH QUESTIONS Most income statements are inc omplete without adequate consideration and inclusion of human resources element in the financial statement. The following are the research questions: How can the monetary value of employee service be established? Can these monetary values aid the management in internal control problem? What are the possible effects of the monetary worth of employee service to the profitability of an organization? What impact would the development of employee have on the general performance of an organization? 3. 7 RESTATEMENT OF RESEARCH HYPOTHESES Hypotheses set to be tested are stated below: H0: There is need for capitalization and amortization of human resources like fixed assets in financial statement. H1: There is no need for capitalization and amortization of human resources like fixed assets in financial statement. . 8 LIMITATION OF THE STUDY Factors limiting the scope of the study are as follows: TIME: The research is expected to merge school activities as a student with gathering data for this study. Also, the staffers of Access Bank Plc have to combine their daily work with attending to the researcher using their leisure time. DISCLOSURE OF HUMAN RESOURCE ACCOUNTING INFORMATION: Company had not made any serious attempt to provide HRA information in their published annual reports and is an area which is not yet fully developed. Further to attach quantitative values to them. The report is limited to use of questionnaire to gathered relevant data. Inspite of these limitations, this investigation will yield beneficial results and the limitations of this study will not have any significant effect on the research result. CHAPTER FOUR PRESENTATION AND ANALYSIS OF DATA {text:list-item} This chapter presents and analysis the data collected from Access Bank, First Bank Plc and United Africa Company (UAC). This is done on other to find out the possibly of human resource accounting. Through this analysis, the hypothesis set forth is either validated or nullified. The hypothesis states that most income statement are incomplete without adequate consideration and inclusion of monetary value of human resource element in the financial statement, and there is need for capitalization and amortization of human resources like other fixed asset in the financial statements. The findings present in this research are based on the response on the model of data selection supporting or negating the hypothesis. SUMMAR Y OF THE QUESTIONNAIRE DISTRIBUTED AND RESPONES COLLECTED The table shows that out of 30 questionnaire representing 42. % of the total distribution which were administered to Access Bank 27 or 38. 6% were returned, leaving a shortfall of 4. 3%. 20 questionnaire representing 28. 6% of the total distribution were administered to First Bank, of this questionnaire 19 representing 27. 1% were returned leaving a shortfall of 1. 4% while 20 questionnaires representing total distribution were administered to UAC, 18 representing 25. 7% were returned but 2 which is 2. 9% of the questionnaire were not returned. It should be noted that all returned questionnaire were used in this research based on the responses to the question. The researcher decides to select questions closely related to the hypothesis for the testing of the hypothesis. {text:list-item} Earlier in this research, it has been show that different schools of thought exist in respect of human resources accounting. In order to ascertain possibility of human accounting the analysis of all the questions will have to be used {draw:frame} TABLE 4. 2: DISTRIBUTION OF RESPONDENTS BY EDUCATIONAL QUALIFICATION {draw:frame} TABLE 4. 3*: DISTRIBUTION OF RESPONDENTS BY *HOW LONG THEY HAVE BEEN IN THE ORGANIZATION {draw:frame} TABLE 4. *: DISTRIBUTION OF RESPONDENTS BY *MARITAL STATUS {draw:frame} TABLE 4. 5*: DISTRIBUTION OF RESPONDENTS BY *COMPANY THEY WORK {draw:frame} TABLE 4. 6*: DISTRIBUTION OF *THE RESPONSE ON THE QUESTION â€Å"HAVE YOU HEARD ABOUT HUMAN RESOURCES ACCOUNTING? † {draw:frame} From the above, 64 respondents answered the question. 85. 9% have heard about human resource accounting, while 14. 1% said they have not heard about human resources. TABLE 4. 7*: DISTRIBUTION OF *THE RESPONSE ON THE QUESTION â€Å"DO YOU THINK THAT THE SKILL OF EMPLOYEE CAN BE MEASURED IN MONETARY TERMS? † {draw:frame} Out of the 55 respondents who have agreed that they have heard about human resources accounting, 56 agreed to the fact that the employee skill can be measured in monetary terms, while 8 respondents said the skill cannot be measured in monetary terms. TABLE 4. 8*: DISTRIBUTION OF *THE RESPONSE ON THE QUESTION â€Å"DO YOU THINK THIS SKILL *IS *TRUELY REFLECTED IN THE FINANCIAL STATEMENT OF AN ORGANIZATION? † {draw:frame} 48 out of the 64 respondents says that the skill is not truely reflected in the financial statement, while 16 said the skill is truely reflected in the financial statement. TABLE 4. *: DISTRIBUTION OF *THE RESPONSE ON THE QUESTION â€Å"ARE YOU SATISFIED WITH THE PRESENT METHOD WHEREBY HUMAN RESOURCES IS REFLECTED IN FORM OF SALARIES AND WAGES ONLY? † {draw:frame} In the above question 47 respondents replied that they were not satisfied with the present method whereby human resources is shown in form of wages and salaries. 17 respondents believed that it were to shown in form of wages and salaries *TABLE 4. *10*: DISTRIBUTION OF *THE RESPONSE ON THE QUESTION â€Å"DO YOU FEEL THAT HUMAN RESOURCES SHOULD BE CAPITALIZED AND AMORTIZED LIKE OTHER FIXED ASSETS? † {draw:frame} Out of the 64 respondents, 53 believe that human resources should be capitalized and amortized with other financial assets, while 11 respondents said human resources should not amortized and capitalized. TABLE 4. 11*: DISTRIBUTION OF *THE RESPONSE ON THE QUESTION â€Å"DO YOU THINK MONETARY WORTH OF AN EMPLOYEE SKILL OR SERVICES CAN AFFECT THE PROFITABILITY OF AN ORGANIZATION? † {draw:frame} 58 i. e. 90. 6% were of the opinion that the monetary worth of an employee can affect the profitability of organization, while 9. 4% were of the view that such cannot affect the protability of the organization. TABLE 4. 12*: DISTRIBUTION OF *THE RESPONSE ON THE QUESTION â€Å"DO YOU THINK THIS MONETARY VALUES OF HUMAN RESOURCES CAN THUS BE JUSTIFIED LIKE ANY OTHER ITEMS IN THE INCOME STATEMENT? † {draw:g} 54 respondents states that the monetary values of human resources can be justified like other items in the income statement, i. e. they can be treated and adjusted in the financial statement, while 10 respondents says otherwise. TABLE 4. 12*: DISTRIBUTION OF *THE RESPONSE ON THE QUESTION â€Å"DO YOU THINK THAT HUMAN RESOURCES ACCOUNTING IS POSSIBLE? † {draw:frame} 82. % of the respondents felt that human resources accounting because in production we cannot do without human factor, while 17. 2% feel that human resources accounting is totally impossible. TABLE 4. 13*: DISTRIBUTION OF *THE RESPONSE ON THE QUESTION â€Å"DO YOU THINK INCOME STATEMENT IS COMPLETED WITHOUT THE CAPITALIZATION ND AMORTIZATION OF HUMAN RESOURCES? † {draw:frame} 51 respondents believe that inco me statement is not completed without the capitalization and amortization of human resources, while 13 respondents believe that there is no need for the capitalization and amortization of human resources. TABLE 4. 14*: DISTRIBUTION OF *THE RESPONSE ON THE QUESTION â€Å"DO YOU THINK INCOME STATEMENT IS COMPLETE WITHOUT ADEQUATE CONSIDERATION OF HUMAN RESOURCES? † {draw:frame} 55 respondents maintain and believe that human resource elements are not well handled in the financial statement which the make the income statement incomplete, while 9 respondents feels that the income statement is complete without the consideration of human resources. TABLE 4. 15*: DISTRIBUTION OF THE RESPONSE ON THE QUESTION â€Å"DO YOU BELIEVE THAT HUMAN RESOURCES ACCOUNTING WILL HAVE IMPACT UPON CORPORATE FINANCIAL REPORTING IN THE FUTURE? † {draw:frame} 7. 8% of the respondents believe that human resources will have no impact upon corporate financial reporting in the future. 92. 2% felt that human resources accounting will have great impact upon corporate financial reporting in the future. TABLE 4. 16*: DISTRIBUTION OF *THE RESPONSE ON THE QUESTION â€Å"ARE HUMAN RESOURCES (PEOPLE) THE MOST IMPORTANT ASSET OF AN ORGANIZATION? † {draw:frame} TABLE 4. 7*: DISTRIBUTION OF *THE RESPONSE ON THE QUESTION â€Å"DO HRA INFORMATION PLAY ANY ROLE IN MAKING INVESTMENT DECISION BY INVESTORS AND OTHER USERS? † {draw:frame} 58 out of the 64 respondents felt that human resources accounting will play an important role in making investment decision by investors. 6 respondents believe that human resources accounting cannot affect investors’ decision in making in investment decision. {text:list-item} Question 5 and 10 give response to the null hypothesis which is to be tested. CHI-SQUARE TEST {draw:frame} {draw:frame} CHI-SQUARE TEST {draw:frame} {draw:frame}