The Paper Talks About An Economic Analysis Of The Company - 275 Words

The Paper Talks About An Economic Analysis Of The Company (Essay Sample) Content: NameInstitutionDateEconomicsCapital budgeting is a managerial planning process that is used to determine whether long term investments like new plants or machinery are worth the funding. This is achieved by forming different capitalization structure. The strategy adopted by the management in allocation of scarce resources to the huge capital investment is crucial in management planning. Capital budgeting seeks at increasing the value of the company by the wealth of the shareholders. Different project evaluation techniques are used to examine the viability of each project before deciding on which project to invest and which to forego. Some of the project appraisal techniques include payback period, net present value measure, profitability index, internal rate of return, accounting rate of return and annuity method. Microwavable frozen meals examples are Kashi and Lean Cuisine and offer diet solution to many busy individuals and are the leading producers of these types of foods (Aldred et al, 2012). All the companies have a similar trait of the product type, the nutritional value of the meals produced, and the products price. Recent research indicates that the two companies have been suffering from a decline in the market share thereby a reduction in the overall sales. A decline in sales has reduced the overall revenue made by the companies thereby affecting their annual cash flow. To avert this problem, the companies may be forced to change the approaches used in the sales department by selling their products on a competitive pricing model (Aldred et al, 2012).Lean cuisine producer, The Nestle Company, is experiencing a decline in the overall profit due to market contraction experienced in the industry. To avert this, the company started a new product that had natural ingredients and little preservatives. The contraction of the market in the industry has been attributed to the production of products that contain high levels of preservatives with little or no natural ingredients. Opting to produce more natural products will reduce the use of preservatives resulting to a fall in the cost of production. The strategy coupled with increased investment in the line of production of the brand will avert the detrimental effects on the market. The investment in the line of production will ensure that the customers who shied away from the previous product are reached and access the new product. When all these strategies are fully implemented, the companies will experience a performance boost and an increase in the profits.The two companies are predominant in the market and this indicates characteristics of a monopolistic market. It is therefore prudent to adopt different measures to increase the overall profit in the market. The strategies to be adopted include product differentiation. In order to maintain the current market share, strategic planning is essential in both companies. In the planning the management should seek to reduce the overall price, providing unique product different from the normal in the market and product differentiation. To ensure the success of the new product, the company should invest heavily in research and development plan. The product should be produced cheaply and at the same time offer maximum utility to the consumers. Reducing the cost of production should not in any way compromise on the quality of the product. Price reduction in monopolistic competition market may be detrimental to the firm due to the homogeneity of the products in the market. Managers should opt increasing the scope of product reach by distributing in many stores. This can also be achieved by massive investment in advertisement and creating product awareness. Lowering the price of low-calorie foods is a viable option for the firms without the financial muscles. (Chandon, Wansink, 2007). To assist in the case analysis, lets us the US foods market. There has been an increasing popularity in healthy menu, but th e people are not necessarily eating healthy foods. For example, despite the numerous efforts to campaign to eat healthy, there have been numerous cases of obese Americans. According to Chandon and Wansink (2007), from 1991 to 2001, obese adults proportion in the U.S increased from 23% to 31%. Consequently, increasing the prices of the low-calorie foods might cause diminished demand, irrespective of other control measures (Chandon, Wansink, 2007).Whenever companies do their business, they are always influenced by the government policies. The policies affect the business directly or indirectly on the production and employment. The impact of the policies is felt on the supply and prices of the products. when the prices are affected, there is an impact on the dietary patterns of the individuals. Cost of production is directly related to the cost of raw materials and the government taxes on production. These production costs directly relate to the retail prices that determine the respons e of the community due to price sensitivity characteristic of the customers thus influencing the consumers preferences. Though the changes in the production pattern, the impact may not be felt on the dietary choices of the individuals. These regulations include federal pricing, marketing orders and minimum quality standards usually carried out through extensive inspections. (Piketty, Ganser, 2014). The policies that the government formulates directly the types of production by the companies. The quality management, and production requirement may be affected by the policies. Setting standards for the product may increase the cost of production. When a company wants to bridge the gap between the expected sale and the projected amounts can be achieved by marketing orders. Quality management is a key role by the government and every business should seek at maintaining a favorable environment. The set quality fuels the businesses to constantly improve that can be achieved by research an d product development. This aspect then increases the cost of operations and capital investment which depicts the stability of the company. (Dobbs et al, 2010)Government involvement in ensuring the quality of low-calorie microwavable products is essential since the products are under highly regulated food processor. Food safety can only be assured by regulating the technology used. All the attempts by the government are aimed at protecting the public from manipulation. The packaging and branding of the products should ensure that the information available is clear and precise about the safety. Aggressive inspection by the government agencies in all the companies ensures fairness to all the parties involved. The regulation should ensure there is proper food handling techniques. Due to the increase in the companies offering microwavable products, there has been a price war. While the price war goes on, the government should be in the centre of all as the regulator to protect people fr om inferior products. With this fast growing sector, the Food Standards Agency has contributed significantly in governance by use of stringent policies and regulations. (Aldred et al, 2012). The government is involved in the production sector to ensure that companies conform to the set standards. Food security will be achieved by checking into the production techniques by firms. The government wants to protect the consumers from exploitation by the producers. All companies are required to give correct details regarding products and not to compromise on quality. (Chandon, Wansink, 2007)Many low-calories microwavable companies are experiencing fast growth and therefore there is need to adopt the use of technology. Some of the complexities include capital appraisal. The ever changing technology requires constant funding from the cash flows. In order to protect the company from losing revenue, it is prudent to utilize low capital technologies and at the same time maintaining the quality of the food. (Dobbs et al, 2010). The pricin...

A List of Some Medical Specialties - 1407 Words

GASTROENTEROLOGIST Gastroenterologist is also a sub-specialty of internal medicine .a gastroenterologist deals with digestive system problems. They diagnose and treat disorders of the gastrointestinal tract. †¢ ERCP (endoscopic retrograde cholangiopancreatography) — a procedure to detect disorders in the ducts such as narrowing, gallstones, blockages, tumors and cysts. An ERCP combines the use of X-rays and endoscope — a long, flexible, lighted tube. The endoscope is advanced through the mouth and into the small bowel to view the common opening to the ducts from the liver and pancreas. A contrast material is injected into the ducts so they can be seen on X-rays. Additional instruments are used to remove stones and or other†¦show more content†¦Ã¢â‚¬ ¢ Schobers test tests the flexion of the lower back. †¢ Multiple joint inspection †¢ Musculoskeletal Examination o Screening Musculoskeletal Exam - a rapid assessment of structure and function o General Musculoskeletal Exam - a comprehensive assessment of joint inflammation o Regional Musculoskeletal Exam - focused assessments of structure, function and inflammation combined with special testing REPRODUCTIVE ENDOCRINOLOGIST A reproductive endocrinologist is a type of medical doctor who specializes in treating people with reproductive disorders. Many infertile couples choose to see a reproductive endocrinologist when deciding upon fertility treatments. It is a reproductive endocrinologists job to identify factors involved in your infertility and appropriate methods with which to treat these factors. A reproductive endocrinologist is trained to manage a number of different problems related to the reproductive system. Reproductive endocrinologists deal with: †¢ hormonal disorders †¢ menstrual problems †¢ infertility †¢ pregnancy loss †¢ sexual dysfunction †¢ menopause Treatments Reproductive endocrinologists can perform a wide variety of treatments for infertility. If you are facing infertility, your reproductive endocrinologistShow MoreRelatedMy Journey Of Clinical Medicine784 Words   |  4 PagesAs I walked onto the medical floor in a white coat, I experienced a flood of emotions and suddenly found myself travelling very quickly down memory straits. The joy of providing care to patients and families always hung on and the desire to practice medicine was never lost. Having invested time and effort getting to know myself better, I have come to a place where I am more certain than I have ever been of my deepest inner conviction of giving to the human course, the sustenance of life. 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Job Satisfaction as Well as How It Influence Job- myassignmenthelp

Question: Discuss about theJob Satisfaction as Well as How It Influence Job Turnover. Answer: Introduction The impacts of job pleasure on workers turnover are fundamental component towards the success of different organizations that operate in the global business community. Job satisfaction within a company can be achieved through several methods that are different in nature (Wickramasinghe, 2010). The major effects of job satisfaction on job turnover is essential to the society as it targets to find out different approaches that are essential in motivating employees to stay within an organization for long duration. Cases of job satisfaction help in reducing cases of resigning of employees to seek employment in different organizations. Therefore, the reason for this investigative paper is to investigate the connection between work fulfillment and the worker turnover. Content of Literature Review Definition Job pleasure Job pleasure refers to how satisfied a person becomes in regard to their assigned job. It is the pleasurable enthusiastic state from the evaluation of an individual occupation as accomplishing or encouraging the achievement of value of job by an individual (Poon, 2004). Job pleasure among employee in the operations shave become the driving force of different operations of organizations around the global marketplaces. Job turnover Intentions of turnover remain to be an individuals behavioral attitude to leave their place of work voluntarily. It is the choice made by most workers to terminate their commitment to working with a given organization without being fired by the management or receiving any interdiction notice. Cases of turnover within operations of organizations remain to be an exercise that makes operations to be company as they seek to recruit and employee new workers for replacement. Job Turnover in General Research There are several factors that lead to cases of job turnover that are more than the negative relationship with people in an organization and payment among other factors (Manish et al., 2008). Therefore, job turnover in most cases has persisted to be a significant concern in operations of most companies. There are several reasons why employee turnover remains to increase among activities of different business organizations. Some of these reasons comprise of increase charges of services, the decline in rates of production, reduction in the amount of revenue that a company earns, and poor management among other reasons (Chen et al., 2004). However, job satisfaction has the most significant impact on employee turnover in most companies around the global business community. Job Turnover (dependent Variable) in specific area of study Job turnover on operations of business corporations have been emphasized mainly in different research work since it has huge effects on job performance, firm performance, along with improved customers perception of high service leading to reduced cases of job turnover (Tian-Foreman, 2009). Job turnover in human resource has the critical influence on performance among employees as more top cases of satisfaction tends to mitigate intention of the employee willing to leave work voluntarily. Relationship of Job turnover (Dependent Variable) and job pleasure (Independent Variable) In general The present global competition in the marketplace, changing needs of targeted as well as esteem clients, the impact of technological advancements, along with globalization in the changing business settings, employment turnover with job satisfaction continue to be vital in operations of businesses. Lee et al., (2016) defined the job satisfaction as an extent to which an individual presents happiness with his job and devotes enthusiastically to carry out optimum level for the associated responsibility. For this, there should be work engagement and turnover intention between the management and employees to improve the job satisfaction. The supervisors should have lower turnover intention and higher work engagement with their subordinates. Every commitment of employee in the operation shave becomes the driving force of different organizations in international markets. Advantages of job satisfaction on operations of business corporations have been emphasized mainly in different research w ork since it has the positive effect on job performance, firm performance, along with improved customers perception of high service leading to reduced cases of job turnover. According to Tian-Foreman (2009), job satisfaction in human resource has the critical influence on job turnover among employees as more top cases of satisfaction tends to mitigate intention of the employee willing to leave work voluntarily. Therefore, commitment of employees to operations remains to reduce cases of turnover since it forms the general expression that improves positive attitudes of the structure of employees towards their actions. In a Specific area of study Maintaining proper interrelation among several stakeholders stays to be the critical aspect that determines the performance of the organization. As illustrated by Lee Li (2017), most investigations have reported that employee commitments are the mediating factor that exists between organizational practices along with job satisfaction in delivering necessary services to customers. There are several effects of job satisfaction on job satisfaction around operations of different business organizations. Huang et al., (2017), stated that job satisfaction has the huge impact on the reduction of cases of employee turnover since it ensures that only the right employees are recruited as well as retained in the operations of an organization. The positive impact of job satisfaction on the productivity of employees tends to justify the time and expenses involved with the creation of a pleasant working place that helps in reducing cases of job turnover among workers. Different factors that come w ith job satisfaction like reduced costs of operations increased production rates, and increased business profits decrease cases of job turnover among employees. Synthesis of the Literature Review Job satisfaction enhances the accountability of employees when they are recruited to support operations of a given business organization. The idea of making employees responsible makes them be able to feel satisfied with their job. Accordance to presentation by Poon (2004), relationships about employee turnover with job satisfaction with their jobs in different organizations have been the subject of a significant amount of empirical study, and still, there seems little agreement concerning the unexpected connections amid these two vital attitudes of employees. The need to understand such attitudes remains to be significant merely because they have the essential influence on the performance of the organization (Cheng et al., 2004). Hence, most employees feel more empowered when they are responsible for different operations. The idea of being responsible enables most employees to explore more empowered to affect the manner that they operate to attain the companies set objectives and mi ssion in every business setting. The improvement of employees commitments by ensuring that all their needs are met while they engage their energies to achieve companies objectives help in reducing cases of turnover. According to Huang Su (2016), job loyalty helps in providing that there is a mental state along with illustrated associations of workers with the organization for which they operate. Job loyalty increases the satisfaction of employees by influencing decisions of employees to remain with the organization for the long duration. Tian-Foreman (2009) reported that employee satisfaction positively correlated with the loyalty of workers to their organizations. Therefore, there exist constructive associations amid jobs satisfactions along with allegiance of employees that make them remain on working in a given organization for the extended period. According to study by Ramalho et al., (2018), creations of ideal practices that focus on supervisory backing affect intentions of employees turnover in different ways. Companies that have supervisors that encourage workers to attain company objective remain to be effective in ensuring that every issue that affects operations of workers are addressed in an ideal approach. Lee Li (2017) indicated that companies that forms physical along with psychological encouragement given by the employer who values the contribution of workers help in promoting their development. Organizations, where supervisors are not involved in an evaluation of employees performance, tend to remain to have declined in job satisfaction among employees and most employees always opt to resign or leave work without notice of the company managers. Critical Review It is evident that job satisfaction has huge impact on cases of employees turnover while they operate in different business corporations around the global community. Therefore, various companies need to concentrate on improving their operations to make employees satisfies with their jobs for them to concentrate on performing their duties without considering to resign from their operations. From the discussion, it is clear that job turnover primarily relies on the capacities of different management of companies in human resource departments to improve their job satisfaction among employees. Therefore, it is necessary for most companies to improve their operations on reinforcing the right behavior, engaging workers on the process of making decisions and developing supervisory support team to enhance job satisfaction among employees that in turn make employees stay in a given company without considering resigning from their operations. References Andrews C. M., Michele Kacmar, K., Kacmar, C. (2014). The mediational effect of regulatory focus on the relationships between mindfulness and job satisfaction and turnover intentions. Career Development International, 19(5), 494-507. https://dx.doi.org/10.1108/cdi-02-2014-0018 Chen, T., Chang, P., Yeh, C. (2004). A study of career needs, career development programs, job satisfaction and the turnover intentions of RD personnel. Career Development International, 9(4), 424-437. https://dx.doi.org/10.1108/13620430410544364 Huang, S., Chen, Z., Liu, H., Zhou, L. (2017). Job satisfaction and turnover intention in China. Chinese Management Studies, 11(4), 689-706. https://dx.doi.org/10.1108/cms-12-2016-0263 Huang, W., Su, C. (2016). The mediating role of job satisfaction in the relationship between job training satisfaction and turnover intentions. Industrial And Commercial Training, 48(1), 42-52. https://dx.doi.org/10.1108/ict-04-2015-0029 Lee Boxu, X., Li, W. (2017). The influence factors of job satisfaction and its relationship with turnover intention: Taking early-career employees as an example. Anales De Psicologa, 33(3), 697. https://dx.doi.org/10.6018/analesps.33.3.238551 Manish K., Hemang J., Ashish R., Sandeep S. (2018). Managerial support for development and turnover intention: Roles of organizational support, work engagement and job satisfaction, Journal Of Organizational Change Management, 31(1), 135-153. https://dx.doi.org/10.1108/jocm-06-2017-0232 Poon, J. (2004). Effects of performance appraisal politics on job satisfaction and turnover intention. Personnel Review, 33(3), 322-334. https://dx.doi.org/10.1108/00483480410528850 Ramalho Luz, C., Luiz de Paula, S., de Oliveira, L. (2018). Organizational commitment, job satisfaction and their possible influences on intent to turnover. Revista De Gesto, 25(1), 84-101. https://dx.doi.org/10.1108/rege-12-2017-008 Tian?Foreman, W. (2009). Job satisfaction and turnover in the Chinese retail industry. Chinese Management Studies, 3(4), 356-378. https://dx.doi.org/10.1108/17506140911007503 Wickramasinghe, V. (2010). Impact of time demands of work on job satisfaction and turnover intention. Strategic Outsourcing: An International Journal, 3(3), 246-255. https://dx.doi.org/10.1108/17538291011093820