Managing An Overseas Branch Office Management Essay

Managing An Overseas Branch Office Management Essay Cabelas Inc. is a well-established specialty retailer of hunting, fishing and outdoor gear, since its founding in 1961 by the brothers Dick and Jim Cabela, it has grown from a small company from their parents kitchen table into a 3 billion NYSE publicly listed company with 41 stores in the United States and Canada. In order to have better support and more effective communication with vendors, the Cabelas HK office had been started in 2005 to cope with the rapid increase in merchandise styles and the growing demand of an overseas quality assurance team. For the first 43 years Cabelas would only need to manage offices, warehouses and retail locations all inside United States, with the new HK office in 2005 and Canada office in 2009, and possibly an Australian store in the coming 2 years, it is time to identify the methodology of Managing an Overseas Office. 1.2 Rationale for Identifying the Issue At the beginning there was only 5 contract staff in the Cabelas Hong Kong office, as the company grew to a 25-employee office, to manage it becomes a challenge. As a member of the Cabelas HK office, seeing the differences between the US and HK team, and also the issues with communications with respect to differences in background, culture, language, knowledge, relationships, etc., its important to identify the issues and tackle them using the 3Rs Recognize, Remedy and Report. When interviewing our CEO and President Mr. Tommy Millner, he said, The challenges of running an international office are pure cultural in my view. Specifically, how do we get our employees in China to accept and embrace the values that were created in the farm lands of Western Nebraska? Whereas when interviewing the HK Office Manager Mr. Justin Gordon his view is very different, as he mentioned The main challenge for a manager is to ensure he /she gets clear instructions / directions / objectives from those he /she reports to. Without these it is virtually impossible for the manager to give clear instructions to those that report to him/her. This then results in what appears to be poor management. These would be 2 of the most important HR related issues with managing an overseas office Cultural and Communication. This document will discuss all the related challenges and provide recommendations for management on how to effectively manage an overseas office, in order to create a happy working environment that creates trust and value their employees, with responsible HR practices aligning to CSR values. 1.3 Recommendations for Management The question of how to better manage an overseas office has been a broad issue, there are many variables and could have a lot of ways to do it better, which should all be catered to a particular situation. The below outlines a few main concerns and recommendations to management to make a difference in the overseas office. Cultural Differences For urban dwellers it would be hard for them to imagine the life of people growing up in the nature while hunting, fishing, hiking and camping is embraced in their everyday lifestyle. It is not easy to change how employees think, except to fly them to Nebraska to really experience it, listen to stories how hunting should be done ethically, and why hunting is considered essential in some areas of the world. The reason for thinking it is cruel is that they are not exposed before and thus do not understand, by education and exposing them with the reality, this could be corrected in times. Of course for them to fall in love with hunting would not be very possible, but taking another direction and lead them to appreciating the nature could be a better approach. Cabelas has recently launched a new anthem Its In Your Nature. It has always been a controversial topic in the office where hunting equals cruelty. As the anthem suggests, its in your nature to respect for tomorrow, it could apply to hunting and fishing, and it could also apply to overseas staff with preserving the environment by less greenhouse gas emission, switching off the lights behind you, and printing conservatively. The difference in the traditional cultural background could also be creating issues at work. Nobody intends to offend anyone else, but may do so inadvertently if not educated in the cultures. For example Americans casually throw their name cards over their desks, while Asians considered that as rude. Relationships in Chinese context are very important in businesses, but westerners might see that as bribery in some ways. It would take both sides to learn each others culture, as a responsible corporate this difference must be respected and HR policies should be sensitive in addressing this through values, ideas and beliefs. It would also be HRs responsibility to educate employees about diversity, that different people would act differently for the same circumstances, and respect would be the key to work together. Suggestions to Management: Educating and exposing employees to company culture lead employees into appreciating the nature and wildlife HR policies should be sensitive in addressing cultural differences HR should educate employees about diversity Coordination between Corporate Office and Overseas Office As the HK Office Manager has identified, clear instructions from corporate office to overseas office would be essential for managers to communicate directions to employees. These would include long and short time objectives and goals, HRM initiatives as well as CSR commitments. Objectives and goals could assist employees recognize their value, have a target to look forward to, knowing what they are doing is making a difference, and would be contributing to the sustainable growth of the company. The current Employee Handbook is written for US outfitters, the Director of Human has commented that the company will follow the same HR practices for overseas outfitters where the policies are not otherwise dictated by local laws or customs. Of course ideally there should be a customized local version as the office grows, it would be the best if employees can be involved with setting the policy so that what they are looking for could be considered and included too. Whereas for CSR commitments, bear in mind that employees nowadays not only look for the salary, but also if they are working for a responsible employer with greater corporate disclosure  [1]  . With the cultural differences, it would not be surprising to see different expected CSR initiatives between US and overseas employees, and therefore staff involvement would be crucial to make sure HR is working on the focused areas when drafting the CSR commitments for overseas offices. It is important to keep your HRM initiatives and CSR commitments alive in your corporate communications on a regular basis. Very often employees of overseas offices would have a feeling that they are being neglected being far away. Semi-annual or even seasonal meetings with the corporate HR department could pull everybody together so that employees will get to hear first-hand updates and HR can hear about comments to policies and procedures. Either somebody from the corporate office visits the overseas office regularly, or the video conferencing system could be utilized, as face to face meetings create warmer atmospheres. Also whenever anybody from the senior management team visits the overseas office, make sure they schedule an hour to meet with the whole office and update them with what is happening at the corporate office, how is the business for the last quarter, new management level changes, exciting new store opening announcements, comments from US team to the work from the overseas team, etc., could be great information for the employees. Other than that, sharing corporate presentations, keeping employees updated through company announcements and regular newsletters are the instruments necessary to keep employees energized about the organizations socially responsible initiatives. Suggestions to Management: there should be a customized local version of the Employee Handbook with employee involvement when drafting CSR commitments for overseas offices take into account employees needs too regular meetings with the HR department from the corporate office keep employees updated whenever senior management team visits the overseas office Good communication within Teams Although emails would do for day to day routine communications, weekly departmental or whole office face to face meetings would also be a good way for the team to sit together and go through the agendas and projects to see if there are obstacles and any help could be provided. It would also be a good time for the HR manager to announce anything related to the office well-being, such as new medical care plans, job duties assigned, or new regulations imposed by the corporate office etc. Currently there is a lack of these weekly meetings in the Cabelas HK office for the office manager to know if there are any concerns with work, although the office manager usually keeps an open door policy, it would still be beneficial to start so that employees will feel warmer with the closer communications and a feeling that they are well taken care of with their job security and career progression  [2]  . Managers should also not be locked up in their room the whole day but to walk out and talk to the team more, through these day to day communications would the manager be able to know how employees have been working hard to gain the trust and advance on the targets. Managers could also be able to establish a loving environment and let the employees feel a sense of belonging through additional interactions. Whenever the office manager needs to make a big decision he should ask the employees for advises so that they feel respected and a better sense of confidence. Sometimes interdepartmental task forces would be created for special tasks, these groups could have members from both US team and overseas team. To ensure better communication web conferences on a regular basis could enhance the communication and grow the bond between the teams, as well as eliminating misunderstanding through email communications too. Suggestions to Management: More face to face meetings should be arranged between Office manager and all employees Manager should check with employees for comments before making major decisions Web conferences should be utilized for tasks forces to communicate with the US team The Role of HR Manager Talents that are well suited into a companys culture are hard to find but are the greatest asset any company can possess. In order to obtain and retain these talents, HR would need to make sure the company brand is well managed to attract talents, and competitive packages, rewards and incentives are offered to retain talents. Employees nowadays would also be looking forward to involvements in giving back to the society, the HR manager could send surveys and discuss with the staff what employee volunteering would they prefer, and work with social enterprises to arrange volunteer projects. At times of major disasters the company can setup donation boxes and send love to organizations that uses the money most wisely. Also working with employees to preserve the environment by switching off lights behind, printing less, and avoiding non-reusable utensils cold help too. Other than daily administration work, the HR Manager should also periodically hold workshops with employees to go through employee handbook and code of conducts and make sure everybody understands their rights and obligations. Employees also work happier in an environment without discrimination, one that promotes a diversity workforce and inclusion in the workplace. HR in US has recently employed a Senior Diversity Manager, whom would be planning events for diversity and inclusion. The HR manager could take the initiative and work with the diversity manager to create diversity programs specially catered for overseas office, especially with a big cultural difference in HK. Suggestions to Management: HR manager should hold workshops to go through employees rights and obligations HR should make sure company brand is well managed to attract talents HR should ensure there are competitive packages, rewards and incentives to retain talents Staff volunteering should be arranged for employees to give back to society HR should work with Diversity manager to promote diversity and inclusion in overseas offices Staff Involvement Employees nowadays look for working with a good and responsible company that they have pride working for, and not only for a stable income. Many CSR initiatives fail as a result of the lack of employees involvement and failure to embed the socially responsible values into organizational culture. Before policies are imposed, HR can set up a review committee to ensure staff involvement and to collect comments of what the employees actually want. In this way they will be more involved in the process and will actively follow up, thus internalizing corporate culture. Also try to get the staff involved as much as possible with every project that involves multiple parties, they will feel respected by their contribution and the knowledge they possess, higher morale leading to better results. Whenever employees take pride in their work strengthen employee identity, making them the brand ambassador. Although there are no retail stores in Asia, this brand ambassador will work with vendors and factories as well to be sending positive message to partners and ensuring them mutually benefits by working with Cabelas. Although taxidermies are mounted to make the office more Cabelas, its still difficult to feel the nature-loving culture with from overseas offices. To further enhance staff involvement management should send employees to the corporate office at their first year so that they can feel the passion of corporate employees towards outdoor living, going out to the fields to inhale the scent of nature, and stepping into the retail stores and be greeted by the outfitters, would they feel how enthusiastic customers would feel when they step into a Cabelas store and feel the sense of belonging. When the employee return, HR should also encourage them to share their experiences so that other teammates could feel the same too. With this sense of involvement, whenever employees identify risks at the factory they would know where to report so that the company can work on risk management remedies immediately, reducing the possibility of destroyed reputation if sweatshop factories being identified, child labor found, etc. Employees that are less involved might simply pretend not seeing the risks and give a pass to the factory audits in order to do less. Suggestions to Management: HR can set up review committee to ensure staff involvement in setting up of CSR policies send employees to the corporate office at last once when the employee returns arrange for experience sharing encourage staff involvement so that risks would be identified and reported Fair Employment Practices and Leveraging Diversity In job posted for openings in the corporate office, it will quote Cabelas as an Equal Opportunity Employer (EOE)  [3]  , this is not included in the job ads from the HK office and should be added to make sure eligible candidates know that the company is a responsible employer. The ads will also list the workplace as inclusive, embracing diverse background, life experiences and perspectives. This will be very important to send a message to candidates that this is the company that they would love to work for. From within, HR has to be living up with the promises and be fair with the selection, interview and recruitment process for new employees, not discriminating candidates with race, religion, color, sex, national origin, age, disability, genetic information, sexual orientation, gender identity, etc. As the employee handbook clearly wrote, Cabelas is committed to improve the quality of life within our community. To be a fair employer all benefits should not be withhold for certain employees as well, therefore benefits including vacations, medical insurance, dental coverage, employee insurance, provident funds, etc should have the same treatment as US colleagues. As the Director of Human Resources has mentioned that The entire area of compensation and benefits must of course be administered based upon international differences. We do need to be aware of any differences by culture or customs. This fairness will also be enhanced when the group gains more awareness with diversity program being carried out both in US in overseas offices. By leveraging diversity, a company should respect and relate to people from varied backgrounds, see diversity as an opportunity, creating an environment where diverse people thrive, challenge bias and intolerance, and understand diverse worldviews and are sensitive to group differences. Cabelas has a moral and ethical commitment, as well as a legal responsibility, to promote equal opportunity within all operating units. Overseas offices should make sure employees understand their rights to be treated equally, if there is unlawful and discriminatory treatment, they should inform supervisor or HR manager immediately, and if they are the source of the problem, employees can utilize the Cabelas anonymous In-Touch Hotline to report concerns. HR should re-communicating this information to employees periodically. Corporate HR has been doing a good job last year with the Diversity week, arranging a diversity photo competition and inviting all employees to submit photos related to the Cabelas Core values. By taking part in the game employees go through self-evaluation to think what is important in their work that relates to the core values, thus promoting CSR initiatives from within. Management should be encouraging overseas employees to participate in living the company culture. Suggestions to Management: Job postings in HK should include Cabelas as an Equal Opportunity Employer (EOE) HR should be fair with the recruitment process for new employees make sure benefits provided to overseas team match with the corporate office make sure employees understand their rights to be treated equally encourage employees to participate in diversity competitions Recruitment, Retention, Redundancy and Performance Appraisal Many successful CEOs had identified the most important measure of corporate success and main business objectives as hiring and retaining of talents over profitability  [4]  , and treating the talented workforce as the most valuable asset, as Cabelas CEO has also stated that the right talents are often hard to find but are the greatest asset any company can possess. Employer branding is essential with attracting talents, recruiting the right person at the right time, retaining them and as a result, strengthening the employer brand.  [5]  Good CSR initiatives will attract good employees as candidates will look at a companys CSR policy before they apply. Employees that look for a responsible employer would at the same time be more committed in helping with improving the CSR policies after they have joined. With fair employment in mind, HR should be selecting, interviewing and recruiting new talents with an aim to attain a diversity workforce. Job advertisements should be posted in the main career newspapers and websites, as well as sending to agencies to recruit the best candidates available. For management posts head hunters could be utilized to capture the experienced. It is very important that we have leaders in place to manage the staff that understands the importance of the companys core values and treating everyone with respect, honesty, and integrity. Once talents have been obtained, the orientation programme for newly recruited employees should be designed in a manner that corporate philosophies will be well communicated, with CSR being highlighted. It would take a new person weeks or months to understand a companys culture by himself, so a thorough introduction would be beneficial, and managerial positions should be sent to the corporate office as soon as possible to learn the culture too. Good CSR leads to improved staff retention and better motivated and innovative staff and thus improving work performance and profitability of the company, therefore making sure employees are aware of the efforts done in CSR would help in building faith and trust with employees. Employees have a lower morale when there are other individuals not performing up to standard or have a comparatively smaller workload. HR would need to work with the manager to give him more responsibilities, or consider this as redundancy and let him go. Carefully handling this case could make sure a positive impact on the morale of other employees Given replacement costs is 100% to 250% of annual compensation, HR should investigate if this person is having a work life imbalance or not that result in lower performance and use the 3Rs to try and fix it. Current performance appraisals have been done annually, but to effectively manage and retain the talents, this should be done every 6 months to make sure employees are on track with their yearly planning and expectations. Senior managers can have a CSR bonusable goal, while employees could set personal CSR objectives to be reflected in their annual performance reviews. In Chinese society appreciation and incentives is a big push to better performance, if possible, mid and end of year bonuses could be motivations to better performances. Suggestions to Management: make sure the employer brand is established to attract and retain talents recruitment process should be fair and aiming at a diversity workforce orientation programmes should communicate corporate philosophies with CSR highlighted Investigate if an employee has become redundant and try to remedy before letting go. Performance appraisals should be done mid-year as well HR should assist employees in setting personal CSR goals Bonuses as incentives could better motivate employees Leadership Development and Mentor program Employees nowadays not only look for career advancement, but also how would the company assist them to step up to the next level, therefore leadership development and mentor programs are common staff requests. Cabelas CEO Mr. Tommy Millner has picked 24 managers from all locations to attend his From the Field Leadership trainings, which he would be talking about his own experience on various topics, through interesting work experience sharing, managers could learn to be a good leader and how to handle different situations. More of these leadership courses should be held through the Cabelas University, an online Learning Management System where courses are provided for various topics from policies explanation to how to be a good leader. HR should encourage overseas employees to attend as many courses so as to better equip themselves. The Women in Leadership council will also be working on mentor programs to train up potential women into higher positions. HR should work with the WIL council to make sure these programs will consider overseas employees as well. Suggestions to Management: HR should encourage staff to attend training classes on Cabelas University Make sure the Woman in Leadership program consider mentorship in overseas offices Staff Engagement and Development For employees to be more engaged in work and the company, one of the easiest ways is to make them satisfied and happy with their work and with their supervisors  [6]  . People tend to be happier when they feel the trust. The first office manager of the Cabelas HK office has returned to US after 7 years, upon re-joining the US team one of his responsibilities is to educate US team about the role and connection the HK team had played in the business, and how important it is to include the HK team when making important decisions. With involvement of more big projects, the overseas teams could all be more engaged. The management should also persuade directors to further empower the overseas team, like moving Quality Assurance and Sourcing to HK as the team is closer to the factories and suppliers. With each individuals vast knowledge of the industry and environment and also with the common language, work would be done more effectively and employees would love to be trusted by corporate office. As for staff development, internally, management should encourage employees in utilizing the Cabelas University for courses such as leadership, communication, process management, etc. to equip staff with the necessary skills and be more confident at work. Cabelas also has a Tuition Reimbursement Program where job related courses could have tuition fee reimbursed. Management should encourage employees to look for further education to increase their industrial knowledge, stay ahead of the trend, and to be more professional in their work. Suggestions to Management: Management should encourage US to get overseas team involved in projects. Further empowering the overseas office could increase staff engagement Encourage more internal training through the Cabelas University Encourage employees to attend external trainings and further education. Managing Work Life Balance Making sure employees has a balance between work and life is a very important task for the Human Resources team. Using the 3Rs, HR professionals should be able to easily recognize if an employee has too much stress at work or from life that has affected their performance. Once issues were identified they will also need to remedy or report it. In the US employees can enjoy a very flexible working hour system, they can shift their work given that they work 40 hours a week. Some prefer to start earlier at 6am and leave earlier by 3pm to fetch their kids from school. Some might need to take care of personal matters on Fridays, and therefore work a 10-hour per day schedule for 4 days only. This should be applied to the overseas office as well, where if employees prefer to stay late at night, they can go to work slightly later as well. This has traditionally been not accepted by the older generation managers since they look for punctuality, however flexibility is very important as well, if shifting work schedule slightly and start working at 9:30am could enable employees to take their kids to school they would be more happy with their managers. Too much overtime could be due to slow performance, but could also be due to too much work and understaffing. Managers should evaluate each employees workload and check if extra staffing will be necessary. Of course to be keeping a smaller team could save extra headcounts, however if employees are working late into the night, the next day they will come in with a lack of sleep and the possibility of incorrect calculations and human input errors would increase. If the manager could remedy the situation by increasing staff for the same amount of work, employees can leave work earlier, enjoy their own personal life, and come back with a fresh mind, increasing productivity and result in happier employees too. Suggestions to Management: Be flexible with working hours HR should assist employees reach a Work Life balance by recognizing stress. Make sure the teams are not understaffed to avoid excessive overtime. Managers and the Generation Y team Among the 4 managers in the Cabelas HK office, only one of them is from the Generation Y and at least 2 of the managers are still using the traditional way of managing their team. Generation Y employees are more diverse, achievement oriented, attention craving, confidence, collaborative. In order to keep them interested in their work, managers should periodically check with the team if they are satisfied with their current work, and if they have any suggestions to changes, the job nature, the way projects are handled, the way information is gathered, etc., anything that they could find challenges in, manager should evaluate and give it a try. Managers should also ask employees if there are any courses that theyd like to take to enrich their knowledge. In this way the employees will feel they are being respected with their ideas and needs and the manager has been an open minded one that they can continue to work for. Keeping the Gen Y employees busy is another key to managing them. Manager should be setting short to long term goals and targets with employees that are feasible and mutually agreed upon. New projects and challenges could keep the employees challenged and prevent them from feeling bored too. Another characteristic of Gen Y employees is they prefer to work anytime anywhere, this would require a change of mindset to traditional managers, but as long as they can deliver their work managers should give them the flexibility. Bear in mind that they are accustomed to multitasking, managers might see a surprising better result with the change! Newer generation employees like to be acknowledged, managers should be holding team meetings for them to share achievements, and everybody should be encouraged to praise good work done. This creates a sense of belonging to the company and further boost productivity. Suggestions to Management: Managers should be educated the characteristics of Gen Y employees Keep the Gen Y employees busy and entertained. Praise good work from the employees. 1.4 Conclusion The key to better manage an office is always, trust, respect and communicate. Managers that understand what the employees want and act upon them, know how to keep them happy, be innovative with providing little benefits, have CSR initiatives in mind, keeping the employees entertained, competitive and educated, assist with preparing for the next step, etc., could be good managers. To manage an overseas office will be very similar, add the ability to handle cultural differences and be able to communication well between parties, employees will stay happy and loyal. Think, decide and act, and managers would have a devoted workforce that drives better performance and profitability. (4992 words) 2a Question 1 Business Case for Diversity and Inclusion within Cabelas Established since 1961 in the farmlands of Western Nebraska, Cabelas has a large workforce of mostly white people at the corporate office, with male dominance in some departments a

Sears V.S Walmart

1. What ratios are MOST important in assessing current and predicting future value creation for Sears? For Wal-Mart? Sears Sears grew up to the world’s largest retailer by expanding annual sales through diversifying sale products, such as apparel, cosmetics, jewelry, electronics, household appliances, cookware, bedding and hand-tools. This article shows that Sears suffered from a cost increase in 1997, including lawsuits, credit collectibles and sales in Mexico. Besides, the flexible payment facility that Sears offered is also a reason for cost increase. These problems brought Sears with bad debt and hence decreased the cash flow. The problems of the company came from the liquid market security, so I emphasize the flowing concepts: 1. Profit Margin, ( Net Income / Total Revenue) â€Å"It measures how much out of every dollar of sales a company actually keeps in earning. † This concept is effective to compare similar companies in an industry; a higher profit margin indicates a better leading position in the industry. It is an indicative factor for Sears to forecast its position in this industry 2. Asset Turnover rate ( Revenue/ Asset) This ratio can measure how efficient Sears uses its asset to chase for revenue. . DEBT to Equity Ratio ( Total liability/ equity) (5. 6 in 1997, 6. 3 in 1996) The ratio of debt to equity measures the risk of the corporation’s creditors and its prospective creditors 4. ROA (Net Income/Total Asset), Since the company has a higher sales in 1997 than the past 2 years but lower net income. To evaluate the performance of the company, we must know how profitable Sears is relative to its total assets. 5. ROE (Profit Margin * Assets Turnover * Leverage Ratio) which is more accurate way to evaluate the performance of Sears in the retailer industry. . Days of receivable Since Sears have a big issue about the credit collection, we need to think about the days of receivable. 7. Liquidate ratio * Cash ratio * Current ratio ( Current Assets / Current Liabilities) (1. 94 in 1997, 1. 90 in 1996) the current ratio is about 1. 9, it indicate Sears is using its liquidity to grow up. * Quick ratio Wal-Mart Wal-Mart was founded in 1962 and has the ROE of 20%. Wal-Mart also offers store Credit Card, but unlike Sears, it is Chase Manhattan Bank rather than its own credit company. Wal-Mart also boosts the annual sale by diversifying products as Sears does, but Wal-Mart also has different stores to target at the customers of various market segments, such as Wal-Mart Discount Store, Wal-Mart Supercenters and Sam’s Clubs. In order to measure how the performance of the Wal-Mart now and in the future, (Wal-Mart wants in low price and low cost) we need to analysis some financial ratio from the number on books. 1. Profit Margin, (Net Income / Total Revenue) 2. Asset Turnover rate (Revenue/ Asset) this ratio can measure how efficiency Sears to use its asset for revenue. 3. DEBT to Equity Ratio ( Total liability/ equity) . Leverage Ratio ( Long Term Debt / Shareholder) 5. ROA (Net Income / Total Asset), 2. Do you agree with Ravi Suria's analysis of the credit risks associated with Amazon bonds ? 1 In Ravi Suria’s analysis, â€Å"we believe that the current cash balances will last the company through the first quarter of 2001. † According to Exhibit 12c the cash flow statement, in contrast, the cash balance could last for the first quarter of 2001, when it suffered from 407 losses in operating activities, though positive in investing and financial activities. In summary, Amazon experienced 375 losses in the first quarter in 2001. Just from the number on the accounting book, we cannot see whether it is wrong or right. We must see the business strategy and where they spent the money, which is the key of the company for the long term. 2 I personal calculate the working capital of the 2000 and 2001 | Working capital ($M)2000| Working Capital 2001| March | 704| 205| Jun | 559| 87| Sep | 504| (21)| Dec | 386| (38)| His analysis was based on the working capital is shirking. The Working Capital table shows a decreasing trend since 2000. I don’t think amazon can still cover the cash flow in 2011 and use its capital efficiently. However, we cannot only use assumption of Working Capital to analysis a company, we need to look at the strategy, inventory, and so on. As this point, we will know Suria’s analysis is not proper. 3 Suria calculated the inventory as the stable mumble and use the revenue instead of Cost Goods Sold. But the revenue record as the market value, not as cost goods sold can indict the cost for the inventory. Amazon’s revenue varies season by season. We can use COG / average of the inventory to include the seasonal factor, instead of revenue/ inventory. 4 As for the inventory, I think, Suris is misleading by another point. He only thinks the inventory turnover is very low. However, amazon increases its inventory at the beginning year (from the case, the company only have 4000 books, but later on it run CDs, video, and movie. That’s why amazon has a very low inventory turnover at the beginning years. 5 Suria thinks the Amazon has low â€Å"cash flow per unit of product sold†, and he shows us some calculation about his conclusion on page 10. However, this is already a great business mode and strategy in the market. And it has already been proved from the success of Wal-Mart and Costco retailer, which is called â€Å"low gross margins†.

Essay on Theology Proper - 983 Words

Theology Proper What is God like? What does God do? Ones view of God affects all of ones life. Big policeman who corrects people who stray from truth/sin. Acts of God hurricanes, tornadoes, earthquakesÂ… Grandfatherly, indulgent, kindly old gentleman. Others? Trinity Ââ€" debated at one time, have to believe to be a Xian? UPC Transcendence, God is above all. Immanence, God is close. Can God work through nature? (evolution) Is God fixed and unchanging? Or does he grow and develop like the rest of the universe? The study of Gods nature should be a means to a more accurate understanding and a closer personal relationship with him. Not belief in the great whatever. Attributes 1. The characteristics†¦show more content†¦3. Treat name respectfully (Exod 20.7), names not just to designate because its cute; chosen for their meaning. 4. God knows and communes with persons, talks to Adam Eve, depicted as having all the capacities associated with personality: knowing, feeling, willing, acting. 5. Father, warmth, understanding, not a machine, he can be approached and spoken to, and in return he speaks. 6. God is a reciprocating being, not an object or force; not to be manipulated (cant be used or harnassed, this is magic). 7. God is an end in himself, not a means to an end; value in and of self. III. Life Ââ€" God is alive. 1. Scripture does not argue for existence, simply assumes it. Hebrews 11.6 2. Contrasted with inanimate objects, metal, stone; interacting not passive. 3. From the beginning, life is in himself (John 5.26), not created, the uncaused one. IV. Infinity Ââ€" God is infinite. 1. Omnipresence Ââ€" God is not subject to limitations of space, not that he is everywhere but that he is not limited by our understanding of space and time. Finite things are places, those descriptions are not applicable, cant plot his location. 2. Immanence Ââ€" he is everywhere available, no where he cannot be found. 3. Transcendence - God is accessible everywhere in creation, but is not just there. 4. Be careful about localizing God in a certain place where you felt him, or experienced him. 5. Omniscience - God is timeless, he does not grow or develop. But he is conscious ofShow MoreRelatedThe Relationship Between Philosophy And Theology1444 Words   |  6 PagesToday, philosophy and theology are contrasted by some members of society, specifically those who think that faith and reason can never coincide. Other people, though, see the two subjects of study as collaborative instead. Similar to how as intellectuals of our Church today support this relationship, the intellectuals Thomas Aquinas and Bonaventure also reinforced it in the thirteenth century. However, both Aquinas and Bonaventure have their own (sometimes differing) opinions on what the true relationshipRead MoreIs Anselm s Perfect Being Theology?1153 Words   |  5 Pages In her book Perfect Being Theology, Katherin A. 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Others, though, see the two subjects of study as collaborative instead. And just as intellectuals of our Church today support the relationship which is otherwise seen as faith and reason, so too did the intellectuals Thomas Aquinas and Bonaventure reinforce it in the thirteenth century. However, both Aquinas and Bonaventure have their own diffe rentRead MoreByzantine Sacred Arts Bearing The Mystic Ideal Of Human Deification As Ontological Therapy1213 Words   |  5 Pagesmusic, 3. by re-centering his life upon the ontological principle of self-identity against the interactive rationality of cyberlogic, and 4. by re-substantiating human self-experience as homo theologicus. In the light of Byzantine onto-therapeutic theology, we can interpret our own being-in-the world as a reaching-out towards the other as epiphany himself of Transcendence. We can recall our essence as self-identical personhood by affirming ourselves as preserving care for other’s being, i.e. as a self-sacrificeRead MoreDr. Entwistle s Psychology And Christianity With The Intent Of Using The Text For Undergraduate1255 Words   |  6 Pageslevel for students studying Theology. The text begins with diverse worldviews intertwining Psychology and Christianity throughout various societies and each with its own deep rooted perspectives. Each culture has its own worldview regarding Psychology and Christianity together as one thought process and also taking each doctrine on its own. In the latter portion of the text there is much more detail regarding the integration of of those doctrines. Psychology, theology and the five paradigms whichRead MoreEssay on Francis Bacons New Atlantis1512 Words   |  7 Pagesuniverse, he pointed the way that science, as a new civil religion, might take in developing such a theory. Bacon divided theology into the natural and the revealed. Natural theology is the knowledge of God which we can get from the study of nature and the creatures of God. Convincing proof is given of the existence of God but nothing more. Anything else must come from revealed theology. Science and philosophy have felt the need to justify themselves to laymen. The belief that nature is something to beRead MoreProposed Seven Philosophers On The Existence Of God And Their Development Of These Ideas1413 Words   |  6 Pagesworld all have a religious significance.(Text) For St. Augustine his true fulfillment was through God, and he believed that for others this would also be true. He felt that unless you sought ought absolute and eternal truth, there would not be a proper foundation to build one’s life upon. He believed that there are two kinds of reality, one of which, transcends the physical world, which was God s sovereign realm of existence (Text). During his rationalization of God and all the things which heRead MoreThe Doctrine Of The Trinity1670 Words   |  7 PagesBarth, and Elizabeth Tanner reveal the necessity for discussion about the trinity to evolve throughout the last 1500 years of Christian theology in order for the doctrine to be modernized to the lexical and social understanding of contemporary Christians. Although Augustine may be one of the Fathers of Trinitarian Theology, his fifth century Trinitarian theology has not progressed compatibly in regards to twenty-first century linguistics, rhetoric, and philosophy. In order to understand the limitations

Prohibition And Its Effect On America - 906 Words

In 1920 prohibition started in the United States, this was a legal act that outlawed the manufacturing, transport and sale of alcohol. Though this law only lasted till 1933 it had an extremely large impact on America while it was still in place. It is important for the people of America today to learn about prohibition in order to prevent causing the problems that prohibition created then in today’s society. While the intention of the ban of alcohol was meant to be a good thing it did not turn out as such in the long run. If people in America learn about the past here it can help in preventing them from making the same mistakes again and bettering our country instead of possibly hurting it. America, land of the free, or so it was supposed to be, yet to many of the people who resigned in the U.S during the time of prohibition it didn’t feel as such. In the words of H.L Mencken the American people viewed â€Å"Prohibition as a symbol of all the countless snoutings and repressions that now characterized life in the republic.† Countless amounts of individuals throughout the prohibition felt as though it was their decision to chose whether they should be allowed to drink or not. The greater majority felt as though prohibition was an unnecessary thing, especially when it seriously came into effect. Once the law was in place more crime began to occur then had before. Prohibition was viewed as an â€Å"attempt to control man a mans appetite by legislation and make crimes out of things thatShow MoreRelatedProhibition and the Effect on America756 Words   |  3 Pagesfederal government have fought to control alcoholism in America. I chose to do prohibition because the fact that the action taken by the federal government in order to form a better society has led to an explosion of criminal offences in the past as well as today. The effects of prohibition consistently offer a hand in the shaping of American culture. Full-fledged black markets and organized crime groups both offset the supposed benefits of prohibition. Today, teenagers often turn to the underage consumptionRead More absolut Failure Essay1685 Words   |  7 PagesThe social changes during this period are reflected in the laws and regulations that were implemented. One of the most prominent examples of this was prohi bition. The 18th Amendment to the Constitution, or the Volsted act as it is also know, was implemented to eliminate the use of alcohol in the United States. In doing this, the advocates of prohibition hoped to also eradicate the social problems associated with alcohol. â€Å"It was an attempt to promote Protestant middle-class culture as a means of imposingRead MoreThe Causes of Prohibition (America 1920s)848 Words   |  4 PagesWhy was prohibition introduced in America in the 1920? When federal prohibition was introduced in America with the 18th Amendment to the constitution in 1919 and the Volstead Act in 1920, it was often termed ‘The Nobel Experiment’. It didn’t take long for most people to recognise that the experiment had gone terribly wrong and that it was fostering what it was supposed to eradicate, crime, excess and corruption. But the question is why it was introduced in America in 1920 and to understand thisRead MoreThe Negative Impact of American Prohibition1632 Words   |  7 Pagescalled the Prohibition era.† (Scott, Robert.) Many people called this time â€Å"The Roaring Twenties† and the â€Å"Jazz Age†, new music appeared, along with new dances and a new and exciting era for women. Also, a general relaxation of standards after the stressful years of WWII. (Prohibition.) Prohibition in the 20’s was also called the â€Å"Noble Experiment† by many, because it was America’s first try at the prohibition of alcohol on a national level that many people didn’t agree with. Prohibition has changedRead MoreReligious Communities and The Consumption of Alcohol1338 Words   |  6 PagesThe legislation surrounding the banning of alcohol in America had intent to boost a moral and righteous America however and was not expected to affect the economy however; the country responded in a polar way; corrupting officials, hurting the economy and American people, and even dividing the country and its politics. The Prohibition was put in place to benefit America; to do away with drunkenness and make America more productive and healthy. Although the intentions of the legislations were goodRead MoreEssay on The Introduction of Prohibition661 Words   |  3 PagesThe Introduction of Prohibition Prohibition was introduced in 1920 as part of an amendment to the Constitution of the USA. It was introduced for a variety of different reasons including a wartime concern for preserving grain for food rather than for brewing and distilling. There were also feelings against the German-Americans, who were responsible for brewing and distilling, at a time when America was at war against Germany which also let the Anti-Saloon league influenceRead MoreHistory, Social Factors and Economic Impac of the Prohibition of Alcohol in the United States1490 Words   |  6 PagesThis current paper will examine the history, social factors, and economic impact of the prohibition of alcohol in the United States. Ken Burns and Lynn Novick (2011) delve into the topic of alcohol in America in their documentary Prohibition, and this paper will discuss the events before, during, and after the prohibition of alcohol in the United States. This paper will also relate the prohibition of alcohol to the current drug policies of cocaine in the United States. Alcohol and cocaine wereRead MoreNegative and Positive Effects of Prohibition in Canada1061 Words   |  5 Pagesthe years of 1918-1920 Canada had a brief moment of prohibition. During this period in time drinking alcohol was considered illegal. As a result many negative and positive side effects had taken place in the country. Although the ban of alcohol may have been able to do great good on Canada, the people’s reaction to it completely flipped it around. Although it may have been overall a disastrous idea; Canada still managed to benefit from prohibition just like the United States (maybe even more). AlthoughRead MoreProhibition in the Great Gatsby1355 Words   |  6 Pagesinfluenced by prohibition. The prohibition law restricted the manufacturing, consumption, transportation, and sale of alcohol. The law was put into effect to lower the crime and corruption rates in the United States in the 1920s. It was also said to reduce social problems and lower taxes. In The Great Gatsby, F. Scott Fitzgerald examines the negative repercussions of prohibition on the economy, characters in the Great Gatsby, and on the different social classes of the 1920s. Prohibition was passedRead MoreProhibition Essay1491 Words   |  6 PagesProhibition The 18th amendment, known as prohibition, had America in fits when it was ratified in 1919. The government was hoping to achieve a healthier, efficient society with good morals and a break for women from receiving beatings from drunken husbands. Although the motives behind prohibition were reasonable, it was so corrupted from the beginning that it never could have successfully been carried out. America became a lawless period, and many Americans felt that if they could get away with