CAPITAL FOR A PROFIT ORGANIZATION Term Paper Example | Topics and Well Written Essays - 500 words

CAPITAL FOR A PROFIT ORGANIZATION - Term Paper Example The chief sources of capital for any given profitable organizations are debt and equity financing; which accounts for almost 40 percent of all the existing companies in the entire world. In most cases, profitable organizations will always dwell on the external sources of money during a financial crisis. Debt financing refers to the situation whereby the profitable organization decides to borrow money and use it to finance the several business projects and departments. The best examples of the debt financing available for the profitable organization entail of the banks, government guaranteed loans and financing companies (Coleman, 2008). In most cases, the profitable company will refund the money with interest. The interest depends on the amount of capital borrowed and duration of payment. The agreement between the lender and the management of the profitable organization determines the rate of payment of debt. However, in the case of equity financing, the profitable company acquires capital from the money that owners and stakeholders invest in the business. Most of the profitable companies will always utilize the money obtained from owners and stakeholders before borrowing. In such a case, borrowing of the money will only occur if the money from the owners is not enough. In some situations, well-developed profitable organizations might choose to sell a portion of the company to investors in exchange for capital. In today’s world, most profitable companies sell shares to the public to raise necessary funds to aid in running the business. Other sources of capital for the profitable businesses entail of the internal sources of money, which originate from operations in the companies. According to Mayover (2009, p. 127), a positive operating income originates from the business activities undertaken hence yielding profitable returns. The amount of money that the profitable organization gains as profit might act as

Judicial Retirement - A Supreme Idea? Essay -- U.S. Justice System

Supreme Court Justice Anthony McLeod Kennedy (born July 23, 1936) recently turned 75. Justice Kennedy is considered the â€Å"swing vote† on the current Supreme Court. He recently told acquaintances that he does not plan on leaving the Court any time soon (DeFrank). We tend to hold justices in high esteem; that they are superior in knowledge, wisdom, and fairness but, the truth is, they have faults and imperfections just like the rest of us. Our Constitution allows our justices to sit on the Court for life, termed as â€Å"good behaviour† (â€Å"U. S. Constitution†). Justice Kennedy appears to be in good mental and physical health, but it has not always been so with every justice. At what point does one become too old? Is it time to entertain an amendment to the Constitution that addresses this issue, or would testing and education resolve this point in question? In the past, justices have been mostly shielded from the public eye so, for the most part, illnesses and mental decrepitude went unnoticed. Today, with the ability for extensive media coverage, it has become difficult for justices to hide the conditions of their health. Justices’ ages and mental competence are not just recent considerations. Moreover, the solutions to some of the problems that have arisen have not always been the most excellent. One method for avoiding a debilitated Court would be to pass a Constitutional Amendment. It would take an amendment to impose a mandatory retirement age since the Constitution assures the justices life tenure to secure their judicial independence. This new amendment would propose to phase out older justices in an effort to be the most beneficial to the public for which they are meant to serve. Mark Levin writes in the pr... ...("Oyez") Lazarus, Edward. "The Problem of Supreme Court Justices' Remaining on the Bench Too Long: Although It's a Genuine Concern, Recently-Suggested Reforms Are More Problematic Than the Status Quo." FindLaw. Thomson Reuters, 14 Apr 2009. Web. 19 Apr 2012. . Levin, Mark R. Men in Black: How the Supreme Court is Destroying America. Washington, DC: Regency Publishing, Inc., 2005. Print. Toobin, Jeffrey. The Nine, Inside The Secret World Of The Supreme Court. New York: Anchor, 2008. Print. "U.S. Constitution." U.S. Constitution. Law Revision Counsel of the U.S. House of Represen, 2004. Web. 15 Mar 2012. . Lewis, John G. Personal Interview. 25 Mar 2012. Payton, John. Personal Interview. 18 Apr 2012.

Rob Parsons -Promote Not Promote

This report presents an independent analysis addressing the insights for important management issues associated with performance appraisal and performance management in the Capital Market Services of Morgan Stanley. The analysis will be focused on identifying the major problems, analyzing the situations, and making feasible and thorough recommendations for the board of Morgan Stanley to improve the existing situations. 2. Problem Statements. Rob Parson was a star producer in the Capital Market Services Department who had been recruited from a competitor two years ago and had generated substantial revenues since joining the firm.I would like to address more specific and surface problems for this situation as follows: 2. 1 Problem 1 -Rob Parson's Performing Issues. Parson's success at generating business was offset by performance reviews from internal co-workers that painted him as a poor fit in the firm's collaborative culture. Parson's performance issues had been making his two immed iate supervisors, Paul Nasr, the senior managing director in early 1996 and Gary Stuart, the just promoted managing director in early 1997 faced the dilemma whether to promote Rob Parson as managing director. 2. Problem 2 -Rob as Irreplaceable Staff. Stuart felt certain that Parson would leave the firm if he was not promoted in 1997. This would mean losing a valuable employee and a star producer and creating an empty seat in an area important for the firm's business. Morgan Stanley needed Parson to attain the firm's strategic business objectives and even Stuart felt strongly that Parson would be impossible to replace. 2. 3 Problem 3 – Little consensus for the 360-degree evaluation process The purpose of 360-degree evaluation is to emphasize teamwork, cooperation, and cross selling.However, there was little consensus on what the 360-degree evaluation actually meant in practice since its implementation in 1993. 3 Issues / Problem Analysis. It is doubt that the 360 degree perfor mance evaluation process at Morgan Stanley yield data that were valid and reliable. It is critical to figure out whether the 360 degree performance management system well aligned with Morgan Stanley's strategic objectives. It is also important to verify the two performance evaluation results and bjectively induce the implications so that Gary or the board could effectively manage the situation. 3. 1 Not a real 360 degree performance review @ Nasr's time. The performance comment â€Å"raw data† including the quantitative, qualitative, and anecdotal — none of which is perfectly consistent from the 360 process. It is doubt that raters knew how to effectively participate in the process and the Paul knew how to use the data. There was no indication of rater's interaction with Parson and how each rater's rating contributed to the average scores shown on Summary of Performance Ratings.The arithmetic average for the collage average score is 3. 6, how ever the overall rate is a t 2. 8. It seems that quiet a number of Parson's supervisor and colleagues were admiring his cross-selling skill but it was hard to tie to the result of Downward Average 3. 0 and colleague Average of 3. 7. What were the criteria to evaluate item 4A in the Summary of Performance Ratings. -Team Player Skill and how the comments from Parson's supervisors and colleague tied to the average rating.Rater Parson E's comments in the â€Å"Development Recommendation† sections did not include concrete example but just stating rather subjective observations and feelings. The rates were not interpretable and there was no scale identification for the rates. What a 2. 0 different was from a 4. 0 average score? What were the benchmarks? There was no explicit indication of management's expectations for Parson, such as specific sales target and customer satisfaction index that are measurable and be able to described in concrete terms.It seems that there was no prior communication of the expect ations of the key performance indicators with specific values to Parson. There was no attempt to think deep the unique qualities of Parson that bring him to achieve excellent business sales. There were no indications of key success factors for Parsons that would link to the performance evaluation process. There was inherited bias from Nasr that he treated Parson harsher because he wanted to show to everybody in Morgan Stanley that he would not treat a subordinate who was hired from his previous life better. . 2 Improved 360 degree performance review @ Gary's time In early 1997 during Gary Stuart's time – A â€Å"revised† performance review â€Å"raw data† including the quantitative, qualitative, and anecdotal was come up in different ways. The process had been improved when compared with the last year exercise in the following ways: Indication of involvement from each rater and excludes the ratings from evaluators who had limited interaction with Parson when com ing up with average score in every performance criteria to ensure fair evaluation.Indication of rating scale from 1-6 and with interpretations for each rating. However, there is no in-depth explanation on how to define Top 10%, Top 20% and Top 50% etc. Each rater provided a rating with corresponding comments and valid examples for each performance requirements category Elimination of the â€Å"Team Player† rating which was previous seen as a subjective and board term. However, the review showed an extraordinary amount of Parson's progress on the team player front by examples. The overall rating from downward and colleague at 5 and 5. respectively which is in the category of Outstanding -Top 20% It was mentioned by Stuart that he need to deal with the politics in the firm, it is time to think of whether Parson was confronting the culture or he a gear to help the firm to change some of the rooted culture. 3. 3 What are the alternatives? After illustrating the underlying causes of the problems, we have to consider whether the efforts Parson had made were sufficient to be promoted, promoting Parson would mobilizing a lot of support from within the firm. The main alternatives are as follows: * Be prepared to search Parson # 2 for replacement and fire Parson. No to promote and increase payment for Parson and let him tender his resignation. * Promote Parson to the managing director and further motivate and develop his weak area. 4 ;Solutions and Recommendations. Morgan Stanley changed its corporate strategy to focus on being a â€Å"one-firm† firm, the use of the 360 degree performance evaluation procedures at Morgan Stanley has been designed to reinforce the change in culture which is now emphasizing teamwork, corporation, and cross selling. The firm should reward those who acting in accordance with the mention notions as well as great business generators.The main purposes of carrying out an efficient 360 degree performance assessment in Morgan Stanley are to develop, to manage and to pay ;amp; promote. The effectiveness of the performance assessment did affect the job satisfaction of Parson and the organization effectiveness. Therefore, it is critical to come up with a fair judgment for Parson, review and improve for any loop holes in the existing performance assessment process. I would like to recommend promoting Parson to the managing director, further motivating, rewarding and developing his weak areas.It was hard to compare the results from 2 consecutive years because it is meaningless to use some misleading or ill-defined rates from @ Nasr's time and compare to a more representative set of result this year. However, the revised process in the recent year provided more sensible data, it is worthwhile to focus on the review result of this year as decision making base. The Summary of Performance Ratings and Distribution showed that nearly all (except 33% of his supervisor rate 3 for leadership and management skills) Parson's s upervisors rated 4 to 6 for all 4 perspectives include the Overall Downward.These implied most of the Parson's higher up did recognize Parson's contributions. It should be easier to mobilize a consensus on Parson Promotion this year. The management needed to reconsider the motivation elements and to come up with a through career development plan for Parson rather than just focus on using the review result as a promotion justifications. Actions Plans: * A constructive and through feedback session to be held by Stuart with Parson and mentioned that he will be promoted to the managing director on condition that Parson need to further improvement on certain areas from leadership and management skills.Quote concrete example for his weak areas. * Make sure a detail job specifications (expectations) and key performance index for the managing director position be in placed. To communicate management's expectation to Parson clearly. * To carry out after promotion review with Parson in three months time and make sure he will still be in good shape after his promotion. * Stuart has to tender a promotion recommendations report to the management with support and firm tone that Parson is ready to promote based on this year's performance assessment results. * To involve those being rated in the development of the rating scheme.Continuous to carry out performance appraisals training to make sure all the staff understands the logic behind. To fine tune the process with more specific definition for each of the ratings. In conclusion, with proper implementations, a 360 degree performance assessment process can provide a more accurate assessment of an employee's performance and help eliminate accusations of favoritism. It will definitely lead to continuous learning, team building, growing self-confidence and improved productivity. I look forward seeing a more constructive and productive team lead by Parson in the coming future.

The Other Boleyn Girl By Anne Boleyn - 2145 Words

The Other Boleyn Girl is a 2008 feature film based on the ambitious rise and fall of Anne Boleyn and her family. The two sisters Anne and Mary Boleyn fight for the heart and bed of King Henry VIII of England only to find heartache and betrayal in their path. Becoming with child as well as becoming Queen of England was the beginning of Anne’s descent. Having a miscarriage of a son and trying to convince her brother George to have carnal relations with her to get her re-pregnant was high treason, she along with her brother were found guilty and beheaded (1:41:25-1:41:39/1:48:00-1:48:30). Anne Boleyn’s refusal of Henry causes him to force himself upon her in a fit of rage. The history of Anne and Henry’s courtship is well known, there is no evidence of this rape ever occurring. We will be looking at historical facts to see if the rape of Anne Boleyn occurred and to see if the movie portrayed the relationship between Henry and Anne accurately. There is not much history on Anne Boleyn as a child, there is even a debate amongst historians as to when she was actually born and which Boleyn property she was actually born at. History shows sometime between 1501 and 1507 while the birth of her sibling are under the same confusion(Schmid). The Other Boleyn Girl portrays an adult Anne being exiled to France for her non-permissible and consummated marriage to Henry Percy; who was already contracted to young Mary Talbot. According to the movie Anne was only inShow MoreRelatedThe Light Of The Labyrinth By Wendy Dunn1498 Words   |  6 Pagesgood rhetorician. I believe that Anne Boleyn is a prime example of someone who has a wide set of views about herself. Throughout this course we have been given different texts and films about Anne Boleyn, and they have all shown Anne from a different perspective. These different outlooks of Anne allow readers to form their own opinions and decide for themselves who Anne Boleyn really w as. We’ve been able to see her character portrayed in the documentary Henry and Anne: The Lovers Who Changed HistoryRead MoreThe Other Boleyn Girl1843 Words   |  8 PagesThe Other Boleyn Girl It is said that we are doomed to repeat history if we do not learn from it. Let us hope that history does not repeat itself with the era of the Tudors. King Henry the VIII ruled according to his own wants and desires. He would favor people with great gifts or on a whim take their life. His rule was a time of tip toeing and avoiding displeasing him or The Church. Unfortunately, in order to learn from history, its stories and facts must retold truthfully and accurately.Read MoreThe Other Boleyn Girl1812 Words   |  8 PagesThe Other Boleyn Girl The two adaptations after the controversial novel â€Å"The Other Boleyn Girl† by Philippa Gregory present a historical fictional story of the Boleyn sisters, Anne and Mary. This is a ravishing, emotionally intense story of love, loyalty and betrayal in the chase for power and social position, portraying the human desires and flaws in a beautifully described historical background at the English court. The private life of the historical figures from the XVIth century and the intriguesRead MoreAnne Boleyn950 Words   |  4 PagesAna Bolena – Anne Boleyn 1501(1507)-1536 Queen of England 1533-1536 Mother of Elizabeth I Information about the early years of Anne Boleyn is almost non-existence; her birth has been dated from 1501 to 1507. Although information about her parents is abundant. Her father, Sir Thomas Boleyn, was named Sir in 1503. He was fluent with the languages, which allowed him to travel through Europe under the King’s orders and be part of important meetings. He was one of the bodyguards that took theRead MoreThe Other Boleyn Girl1698 Words   |  7 PagesIntroduction†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..3 Plot Segmentatin†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦4-7 Sequence Anylysis†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..7-8 Introduction „The Other Boleyn Girlâ€Å" is a historical drama based on the novel of Philippa Gregory and tells the tale of romance, intrigues and betrayal of a defining moment in English history. It is set in the 16th century when the two sisters, Anne and Mary Boleyn are driven by their father and uncle to advance the family’s power and status. They are expected to divert the King of EnglandRead MoreThe Other Boleyn Girl Analysis1425 Words   |  6 PagesThe film, The Other Boleyn Girl, written by Peter Morgan, and produced by Alison Owen, is about the many relationships of King Henry the Eighth, who is the antagonist, his involvement with the Boleyn family, and his many children. This story is set in England in the early to mid- 1500’s. King Henry the eighth ascended the throne of England in 1509, succeeding his father, Henry the seventh. (There als the sixth, the fifth, the fourth, and so on. Clearly the Kings were all very original when it cameRead MoreHenry Viii And Henry Vi : Why Did Shakespeare Do This !?1510 Words   |  7 PagesWolsey had a house party and Henry VIII was in a disguise but Cardinal Wolsey seen right through it. That is when Henry VIII met Anne Boleyn at that party. Then every body heard about the divorce of Henry VIII s first wife Katherine of Aragon, but Henry VIII demoted her to â€Å"Princess Dowager†, but while they were still in the divorce process, he secretly got married to Anne Boleyn. Then he asked Cardinal Wolsey if he was trying to take the throne from him. He said no, but Henry VIII had papers that heRead MoreKing Henry Viii Of England2253 Words   |  10 Pageschild who was stillborn on the 31st of January,1510. Catherine also gave birth to Henry on the 1st of January,1511 who died seven weeks later. Catherine had another stillbirth in 1514. On the 18th of February,1516 Catherine gave birth to a healthy girl, Mary[Later Mary I]. The inability of Catherine of Aragorn to provide a healthy male heir strained their relationship. Henry invaded France on the 30th of June, 1513 and defeated the French armies under the command of Louis VII at the Battle of SpursRead MoreEssay on Queen Elizabeth841 Words   |  4 Pageswould have been heir to the throne, but that was stripped from her when Henry VII divorced her mother, Catherine of Aragon. Anne Boleyn, Elizabeths mother, failed to provide Henry VII with a male heir he desired. She suffered two miscarriages, and was suspected of having an affair. Anne Boleyn was arrested, and on May 19, 1536 she was beheaded. After the death of Anne Boleyn, Henry VII married Jane Seymour, and gave birth to Prince Edward. Jane Seymour died twelve days after the birth of her sonRead MoreThe Monarch : King Henry Viii1792 Words   |  8 Pagesinfancy. Without a male child, Henry became very frustrated and began keeping mistresses at his summon. One of the mistresses, Mary Boleyn, introduced him to her sister Anne Boleyn. Anne had been a lady in waiting to his first wife, Catherine. Henry and Anne soon enough started seeing each other and fell in love. Eventually Henry became infatuated with Anne Boleyn and wanted to officially leave his wife, Catherine. â€Å"I beseech you now with all my heart definitely to let me know your whole mind as