...Armco Inc. Armco Inc is a steel manufacturer that used to be the sixth largest in its industry in United States in 1990. The Kansas City Works within its Midwestern Steel Division was hit by the decline in the business in the US steel industry. The firm produces grinding media and carbon wire rod. The first on has been successful in the industry with its great durability compared to the competitors. Carbon wire rods on the other hand were non profitable and covered only some of its fixed costs through its production volume. The old performance measurement system used by Armco Inc did not work properly because it had some problems. First, it did not provide information on the product mix being produced while it provided data on total tonnage produced but didn’t breakdown what was produced. Second the measurement system compared actual to objective but didn’t provide data on what factors exactly caused variance. Third, the costs were not broken down by fixed costs, variable costs and relevant range. Also the reports were generated on the 15th day following every month ending so I think managers could not take immediate corrective actions which would have been sometimes very necessary. In my opinion, also the fact that the system did not measure Key Performance Index for each department such as the new system, is one important reason why the old system was inadequate. there was inconsistency with organization’s current strategy. The objective of Armco Inc. is maximizing profits...
Words: 316 - Pages: 2
...VARIABLE Trochim (2006) defined a variable as an object, event, idea, feeling, time period, or any other type of category you are trying to measure. On the other hand, Moore and George (1993) defined a variable as any characteristic of a person or thing that can be expressed as a number whilst Frank, Little and miller (200) defined a variable as any factor that can change in an experiment. Anything that can vary can be considered a variable. For instance, age can be considered a variable because age can take different values for different people or for the same person at different times. A value of the variable is the actual number that describes a particular person or thing (Moore and George, 1993). For example, Height and sex are variables that describe people. Moore and George (1993) continue to say that there are two types of variables and these are quantitative variables and categorical variables. A quantitative variable takes numerical values for which arithmetic operations such as differences and averages make sense. A categorical variable simply records into which of several categories a person or thing falls. Variables measured as numbers in a scale of equal units, such as height in centimeters are quantitative variables. Examples of categorical variables include sex and age. INDEPENDENT VARIABLE An independent variable is exactly what it sounds like. Moore and George (1993) defined independent variables as explanatory variables. On the other hand, Shuttleworth...
Words: 409 - Pages: 2
...718-20-35-3 A modification of the terms or conditions of an equity award shall be treated as an exchange of the original award for a new award. In substance, the entity repurchases the original instrument by issuing a new instrument of equal or greater value, incurring additional compensation cost for any incremental value. The effects of a modification shall be measured as follows: ? a. Incremental compensation cost shall be measured as the excess, if any, of the fair value of the modified award determined in accordance with the provisions of this Topic over the fair value of the original award immediately before its terms are modified, measured based on the share price and other pertinent factors at that date. b. Total recognized compensation cost for an equity award shall at least equal the fair value of the award at the grant date unless at the date of the modification the performance or service conditions of the original award are not expected to be satisfied. Thus, the total compensation cost measured at the date of a modification shall be the sum of the following: ? o 1. The portion of the grant-date fair value of the original award for which the requisite service is expected to be rendered (or has already been rendered) at that date o 2. The incremental cost resulting from the modification. Calculate total compensation expense: $15 estmated fair value per option * 1000 ...
Words: 1220 - Pages: 5
...Solution Inquiry Lab 2/26/2013 Formal Lab Report Materials- • 1x Measuring Cylinder (100ml) • 100ml of water (hot) • 100ml of water (cold/room temperature) • Sugar • 1x Bunsen Burner • 1x Stirring Rod • Safety Goggles Procedure: PART A- ROOM TEMPERATURE WATER • Use a 100ml measuring cylinder to measure out 100ml of tap water. • Put the measured water into a 250ml beaker. • Put 3g of sugar into the room temperature beaker and stir. • Wait until the sugar has dissolved, record the time. • PART B- HOT WATER • Use a 100ml measuring cylinder to measure out 100ml of tap water. • Put the measured water into the other 250ml beaker. • Place the beaker on the gauze mat. • Turn the Bunsen burner on. • Wait until the water has heated up, and then add 3g of sugar to the water and stir. • Wait until the sugar has dissolved, then record how long it took. What kind of difference? Substance Observation Time Hot Water With iodized salt Quickly dissolved 2.8 minutes Room Temperature Water With iodized salt Took forever!!! 30 minutes Stirring Sugar cube Quickly dissolved 5 minutes No Stirring Sugar cube Slowly dissolved 12 minutes Small Pieces Iodized salt Quickly dissolved 3 minutes Large Pieces Ice Cream Salt Slowly dissolved 35 minutes Discussion- I think that having the hot water boiling worked well because it meant that the salt dissolved even faster than it would if the water...
Words: 287 - Pages: 2
...Brands represent enormously valuable pieces of legal property, capable of influencing consumer behavior, being bought and sold, and providing the security of sustained future revenues to their owner. The value directly or indirectly accrued by these various benefits is often called brand equity (Kapferer, 2005; Keller, 2003). A basic premise of brand equity is that the power of a brand lies in the minds of consumers and what they have experienced and learned about the brand over time. Brand equity can be thought of as the "added value" endowed to a product in the thoughts, words, and actions of consumers. There are many different ways that this added value can be created for a brand. Similarly, there are also many different ways the value of a brand can be manifested or exploited to benefit the firm (i.e., in terms of greater revenue and/or lower costs). For brand equity to provide a useful strategic function and guide marketing decisions, it is important for marketers to fully understand the sources of brand equity, how they affect outcomes of interest (e.g., sales), and how these sources and outcomes change, if at all, over time. Understanding the sources and outcomes of brand equity provides a common denominator for interpreting marketing strategies and assessing the value of a brand: The sources of brand equity help managers understand and focus on what drives their brand equity; the outcomes of brand...
Words: 311 - Pages: 2
...http://www.labcompliance.com/tutorial/methods/default.aspx?sm=d_d TutorialHome | Contact Us | Newsletter | Usersclub | Books | Audio Seminars Seminars Audio Seminars Video Seminars Workshops Literature Books SOPs Validation Examples Free Literature Glossary Usersclub Intro Log-in Register Preview Renewal Tutorials Risk Management Practices Computer Validation Part11 Method Validation ISO 17025 Lab Equipment Qualification Good Laboratory Practices About About Labcompliance Contact Labcompliance Scope Tax/Bank Information All come with 10+ Best Practice Documents: SOPs, Checklists, Examples Transfer of Analytical Procedures According to the New USP Chapter <1224> With SOPs, templates and examples for easy implementation March 21, 2013 Quality by Design (QbD) for Analytical Method Development and Validation Learn how to design robustness for easy transfer and to avoid OOS situations Recorded, available at any time Validation of Analytical Methods for GLP and Clinical Studies Learn how to design, prepare, conduct and document for FDA compliance Recorded, available at any time Eight Steps for Cost-effective Laboratory Compliance Up-to-date overview, hot topics and trends. Recorded, available at any time Verification of Compendial Methods according to the New USP Chapter <1226> Understand the new risk based approach and and get real world case studies for testing Recorded, available...
Words: 10613 - Pages: 43
...Integrated Marketing Communication and Customer Satisfaction Rodney M. Edge, Sr. Dr. Charles Richardson MKT 500 – Summer 2011 ← Question 1: Discuss the company’s advertising strategy and how it aligns with its marketing goals. The majority of our advertising practices will make use of resources on the web. We have done multiple experiments with several events and have had fairly decent success with those events. Facebook and Twitter are excellent for spreading news about concerts, listening parties and other entertainment functions. Combined with news from our own website, this allows us the ability to quickly and effectively spread the word and create a buzz about our products and events. ← Question 2: Discuss how the effectiveness of the advertising will be measured. Effectiveness for our company will be assessed in two ways. First, our marketing initiatives can be measured through a tool called Band Equity, set up through our distribution resources. This tool assesses the effectiveness of our marketing by measuring how our advertising turns our fan base into actual customers. The second measure is attendance to live events. Though attendance measures can vary, generally a venue that is at least 50-75% capacity is considered a really great accomplishment. ← Question 3: Discuss the promotional strategies that may be used in addition to advertising. Selling compact discs generally don’t allow a lot of room for promotions. But there are a...
Words: 521 - Pages: 3
... Allstate provides their employees with a road map to succeed by executing the goal setting definitions. The employees were given tools and resources to become better. They have quarterly leadership measurements as well as the survey to get feedback from employees. Allstate focus on diversity, they see diversity as a strategy for leveraging differences in order to create a competitive advantage thus create four steps process to reach their effective goals. The first step which is the succession programming explains how Allstate identified and developed candidates for each key position. Allstate’s management information system enables it to track and measure key drivers of career development and career opportunities for all of its employees, ensuring that the company’s future workforce will be diverse at all levels. The goal of which came to manifestation; women were empowered, minorities grew above national averages, Hispanics, and people with diverse cultures now have positions in the company. The second step is development. Through the company’s employee development process, all employees receive an assessment of their current job skills and a road map for developing the critical skills necessary for advancement. The third step which is measurement allows the company to take a survey called the Diversity Index twice a year. An...
Words: 1046 - Pages: 5
...Organizational effectiveness is a tool manager’s use to measure how effective they; and their organizations are at achieving outcomes and creating value. Organizational effectiveness can be very difficult to measure in an organization. Why? The answer is because organizations can be diverse and very large. Also one organization can have multiple goals and perform many activities at the same time. Managers must decide which indicators they want to measure in order to determine the effectiveness of their organization. There are three approaches managers can use in evaluating effectiveness. They are the external resource approach (Control); the internal systems approach (Innovation); and the technical approach (Efficiency). Each approach has something to offer but all focus on different parts of the organization. The external resource approach evaluates how much control the organization has over its external environment. Managers must look at indicators such as stock price, profitability, and returns on investments. These indicators are used by organizations to show them how well they perform in comparison to their competitors. In order to attract other customers managers gather information about their products and services through surveys and customer feedback to see how they measure up to the competition. Organizations also have stakeholders and the external resource approach can be used to measure the ability to influence stakeholder’s perceptions in its favor (Jones, 2007)...
Words: 992 - Pages: 4
...kHz, 278mVPP. In this lab, methods of improving measurement accuracy, dealing with floor noise and averaging were all explored. Overall this lab was a useful tool in understanding the lab equipment. RESULTS AND DISCUSSION: PART 1 - QUESTION 1 i) A 1 kHz, 2.78 VPP sinusoid wave is displayed with trigger level at 200 mV (rising edge). See Fig.1 Fig.1: Time Domain Representation of Signal Power dissipated in the load: P_load=〖V_rms〗^2/R , where V_rms=V_amp/√2 and V_amp=V_PP/2 So, V_amp=(2.78 "V" )/2=1.39 "V" and V_rms=(1.39 "V" )/√2=0.9829 "V" Hence, P_load=((〖0.9829 "V" )〗^2)/(50 "Ω" )=19.32 "mW" ii) When we set the triggering level to 1.5V, the resulting signal displayed is an unstable one. The reason for this is because the trigger level must be on the rising or falling edge. iii) A 1 kHz, 2.78 VPP sinusoid wave is displayed and the accuracy of the measurement is calculated. The volts/division is equal to 500 mV. See Fig.2 Fig.2: Accuracy of Time Domain Representation of Signal error = 2% Vfs , where Vfs= (number of spaces) x (volts/division) So, Vfs = 8 x 500 mV = 4 V Hence, error = 2% x 4 V = 80 mV Thus, Accuracy = 2.78±0.08VPP iv) The embedded functions on the oscilloscope are explored to improve the quality of the measurement. One of these functions was to use the ‘fine’ volts/Div to display the signal across the entire screen of the oscilloscope. As a result a more accurate measurement can be made. See Fig.3...
Words: 1274 - Pages: 6
...Introduction The first lab involved measuring g or measuring acceleration due to gravity. To measure the values of g we used two steel balls of different sizes, and dropped both balls from different heights. First we started by measuring the masses of each ball with the small steel ball having a mass of 15.8 grams, while the larger one had a mass of 28.8 grams a 13 gram difference. Then we dropped each ball from the same height starting at 87 centimeters. This measurement was from the bottom side of the ball to the timer pad. After both balls had been dropped at least three times from the same height, we would then change the distance that the balls fell. The height ranged from 87 centimeters down to 33.4 centimeters. The team measured the time that it took for each ball to drop from the starting point to the ground. We took a time measurement three times to be sure we some consistency. The following equipment was used to perform the experiment: * One 15.8 g steel ball * One 28.8 g steel ball * Timer (ME 9215A-1) * Triple Balance Beam (PHY 28) * Free Fall Apparatus (ME-9207B), Measuring Tape (39395). References and Sources Ellis, Steven. University of Kentucky Department of Physics and Astronomy Physics 241 Spring 2012 Laboratory Manual. 30 January 2012 Google Earth google.com 31 January 2012 Record of Post Lab Meetings Meeting #1 Attendees: Mattie Conley, Matt Hudzinski, and Reece Glenn Task: Finish Calculating analysis and tables used...
Words: 2837 - Pages: 12
...PRINCIPLES OF PERFORMANCE MANAGEMENT Do a Performance Improvement Analysis Measure the frequency of behavior (what the individual says or the physical movements made) and the outputs (the physical evidence of completed work produced by those behaviors) prior to any management change. This analysis can be done for just one behavior and output or for many by job category, department and organization. Through this analysis, one measures present performance, establishes standards, specifies why behavior is deficient, calculates the net economic value of improvement after the cost of solutions, and places them in priority order. The result of this analysis is identification of potentially high-payoff behaviors and outputs that can be improved - an important first step, because, surprisingly, key behaviors and outputs are often overlooked or undervalued in organizations. Introduce the procedures used in Performance Management and quantify the amount of change that occurs in specific time periods. Because the investment in changing behavior is often very low and the economic payoffs may be high, the potential high return on investment usually excites top management Be specific Describe and communicate desired performances and the standards for judging them in terms that are measurable, observable and objective. A description of the events that are signals prompting the response should be included. In training, coaching, measuring performance, feeding back performance data...
Words: 1176 - Pages: 5
...live and second recorded calls. Over the years, many companies have switched from live calls to recorded calls in order to save supervisors and management time. Now evaluating the call center many companies seek professionalism, friendliness, call control, attention, honesty, and overall employee satisfaction. Evaluations help maintain order, goals, performance, and department need in line using scorecards, performance indicators, measuring calls, reporting, and feedback. Appropriate metrics are placed in order to measure service, measure quality, and how efficient the company is. The best metric to help evaluate the call center can reflect on speed of answer, communication etiquette, and average call handle time. These three types of measurements would be use to evaluate the entire call center in order for improvements. Evaluations help employees stay in track, have the same goals, same communication tactic, and help improve employees. Overall monitoring and evaluating the call centers main goals is to keep customers satisfaction at its best, without customers a company would not be able to grow. Reference Call Center Assessment...
Words: 368 - Pages: 2
...Measurement and Density The objectives of this experiment were to determine whether there is a difference between the density of Coke and Diet Coke. We also looked at the significant difference of the average densities within each tool used to measure the volume of the sample. Within this experiment we were able to see the impacts of different kinds of error. Random error is inevitable and causes measurements to be a little high and a little low. Averaging several measurements can reduce random error. Systematic errors are caused by equipment malfunction. These cause readings to be always high or always low. This can be corrected by using a different experimental setup. Gross errors are mistakes made by the student that could cause the measurement to deviate from the mean of other measurements. My hypothesis was that there would not be a difference in the densities of Coke and Diet Coke. Since the only difference between Coke and Diet Coke is the sugar in Coke compared to the sweeteners in Diet Coke I did not think there would be a significant difference between the two drinks. The data proved my hypothesis wrong. These sweeteners must have a different mass. From the results of my experimental data, the density of Coke is slightly higher than Diet Coke. The density of Coke averages out to be between 1.0-1.03 g/mL. The density of Diet Coke averages out to be between 0.95-1.00 g/mL. There was a difference in the densities of Coke and Diet Coke between the glassware. The Volumetric...
Words: 657 - Pages: 3
...professionals looking to assess candidates for employee selection or development, click "View Tests" to explore our range of psychometric tests and exercises. View Tests Candidates and Job Applicants: Try out some of our free practice psychometric tests For candidates that want to familiarise themselves with the testing process, we have created these free sample tests below. Click on the buttons bellow to begin your practice test. Personality Test Inductive Test Numerical Test Verbal Test Please note that these free tests are NOT to be used for selection/assessment. These sample tests are purely to familiarise candidates with psychometric testing. What are psychometric tests? Psychometric tests are standardised psychological measurements of knowledge, abilities, attitudes or personality traits. Psychometric tests have been extensively used in commercial, academic and educational settings for centuries and their popularity has continued to increase. Psychometric tests work by recording a candidates responses to a set of questions, designed to measure a specific psychological construct, such as cognitive ability or personality. These psychological constructs have been found to be related to real-world outcomes, such as job performance, trainability and competence. In an employee selection setting, psychometric tests provide the ultimate insight into a candidates potential, providing a meaningful and highly valid prediction of that candidates knowledge, skills, abilities...
Words: 703 - Pages: 3
