Argumentative Essay Donald Trump - 1278 Words

Boone 1 Andre Boone Jones ENGL 103-008 11 Nov. 2016 Argumentative Essay Donald Trump was born on June 14, 1946. He was born in Queens, New York. His father was a builder and real estate developer in Queens, Staten Island and Brooklyn. Trump was an energetic, assertive child, and his parents sent him to the New York Military Academy at age 13, hoping the discipline of the school would channel his energy in a positive manner. Trump did good at the academy both socially and academically. He became a star athlete and a great student. He then entered Fordham University and two years later transferred to the Wharton School of Finance at the University of Pennsylvania. He graduated in 1968. During his years at college, Trump secured education deferments for the Vietnam War draft and ultimately a 1-Y medical deferment after he graduated. Trump, as well as his father, had a career in real estate development, bringing his grander ambitions to the family business. As a student, Trump worked with his father during the summer Boone 2 and then joined his father s company, Elizabeth Trump Son, after he graduated from college. He financed an expansion of the company s holdings by convincing his father to be more liberal in the use of loans based on the equity in the Trump apartment complexes. However, their business was very competitive. It is evident that over the years, Trump was used to being in control and wealthy. There are many things that are named after Trump that holdShow MoreRelatedRhetorical Essay : Donald Trump V. S. Hilary Clinton1295 Words   |  6 PagesEvaluative Argumentative Essay Donald Trump V. S. Hilary Clinton In the history of The United States of America there have been 44 presidencies. The current election is showing many promising candidates and of them two have made a rather large name for themselves, Donald Trump for the Republican Party and Hilary Clinton for the Democratic Party. When discussing these candidates, although both have their respective positives and negatives, I believe Donald Trump to be the better candidate forRead MoreJonathan Swift s A Modest Proposal1456 Words   |  6 PagesEnglish landowners. Instead of allowing for the issue to continue to be avoided, he addressed the issue. In 1729, Swift released a very popular narrative known as A Modest Proposal. This proposal is anything but modest but the title goes with the essay. This essay uses satire to get the message of HELP OUT THE IRISH to reach English landowners who should be accounted for as the reason countless Irish have died. Swift’s message is not blatantly stated and one must analyze his satir ical remarks to getRead MoreArgumentative Speech On Freedom Of Speech801 Words   |  4 PagesWhile some believe freedom of speech violates the rights of others, it is one of the most fundamental rights that individuals enjoy. In this argumentative essay, I’ll discuss why freedom of speech is important, but it’s not the only important right that we have. Yes, freedom of speech should be absolute, but we should not give anyone the chance to define reasonable restrictions. But hate speech should strictly be restricted, as it infringes on free speech of others. â€Å"Have the courage to followRead MoreIs Music Piracy Stealing?1229 Words   |  5 Pagesand 70% of online users find nothing wrong with online piracy (â€Å"Music’s Last Decade: Sales Cut in Half†). Is it wrong? Is music piracy stealing? This topic is said to have inspired Charles W. Moore to illustrate these points in his essay. Charles W. Moore writes the essay â€Å"Is Music Piracy Stealing?† and tries to answer his own question. Moore starts off by explaining that current day pirates simply do not care about copyright laws. He goes into detail about the philosophy, ethics, and morality of theRead MoreArgumentative Essay On Confederate Statues1561 Words   |  7 PagesArgumentative essay confederate Imagine walking through a town plaza and suddenly spotting a bust depicting Adolf Hitler, or a statue of a Nazi Swastika. A passerby may stare in horror upon its recognition, and wonder why a symbol of such hatred and violence is displayed prominently in a town. These statues would incite an uproar and immediate demands to remove such offensive monuments. Thankfully, such a situation would never arise in modern America; however, a similar plight is unfolding acrossRead MoreArgumentative Essay On Deforestation1399 Words   |  6 PagesMakenzie Sheldon Jennifer Wilson Composition 1-ENG 1113 40 October 10, 2017 Argumentative Essay Even though young Americans are aware of the importance of protecting our environment, they still do not care enough to create the level of change that we need to avoid catastrophic worldwide consequences in our near future. When the choice comes down to what is truly better for our planet or what is cheaper, most people and businesses value cheaper, regardless of the effects on the environment. ThusRead MoreIs American Education Getting Worse Or Better?. One Of1638 Words   |  7 PagesIs American Education getting worse or better? One of Michael Crichton’s well-known books is Jurassic Park. As an intelligent man who is good at writing stories, apparently, he did not impress his English teacher at Harvard with one of his essay. Michael’s confidence was ruined when he found out he had a C- on his English paper. Michael’s creativity did not meet the principle of writing. America’s education is ranked number 14th compared to other countries. There are three different ways to preventRead MoreLibrary Management204752 Words   |  820 Pagesscientific management school, whose theories already had been applied to a number of industrial situations but not yet to libraries. It was not until the 1930s that particular attention was paid to the application of scientific management to libraries. Donald Coney emphasized this â€Å"new† approach by stating that â€Å"scientific management furnishes library administrators with a useful instrument for orientating their activities.†31 R alph R. Shaw began his landmark studies of the scientific management of libraryRead MoreStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 PagesFrancis Marion University Elena Capella, University of San Francisco ACKNOWLEDGMENTS xxxi Don Capener, Monmouth University Dan Caprar, University of Iowa David Carmichael, Oklahoma City University Carol Carnevale, SUNY Empire State College Donald W. Caudill, Bluefield College Suzanne Chan, Tulane University Anthony Chelte, Midwestern State University Bongsoon Cho, State University of New York—Buffalo Savannah Clay, Central Piedmont Community College David Connelly, Western Illinois State University

Corporate Finance Essay Free Essays

Corporate Finance Essay Most corporate financing decisions in practice reduce to a choice between debt and equity. The finance manager wishing to fund a new project, but reluctant to cut dividends or to make a rights issue, which leads to the decision of borrowing options. The issue with regards to shareholder objectives being met by the management in making financing decisions has come to become a major issue of recent times. We will write a custom essay sample on Corporate Finance Essay or any similar topic only for you Order Now This relates to understanding the concept of the agency problem. It deals with the separation of ownership and control of an organisation within a financial context. The financial manager can raise long-term funds internally, from the company’s cash flow, or externally, via the capital market, the market for funds of more than a year to maturity. This exists to channel finance from persons and organisations with temporary cash surpluses to those with, or expecting to have, cash deficits, i. e. the shareholders. The agency problem on a firm’s capital structure decisions Potential conflict arises where ownership is separated from management. The ownership of larger companies is widely spread, while the day-to-day control of an organisation’s business interests rests in the hands of a few managers who usually have a relatively small proportion of the total shares issued. This can give rise to the problem of managerial incentives. Examples of this include pursuing more perquisites (splendid offices and company cars, etc. ) and adopting low-risk survival strategies and satisficing behaviour. This conflict has been explored by Jensen and Meckling (1976), who developed a theory of the firm under agency arrangements. Managers are, in effect, agents for the shareholders and are required to act in their best interest. However, they have operational control of the business and the shareholders receive little information on whether the managers are acting in their best interest. According to Jensen and Meckling (1976), if a wholly-owned firm is managed by the owner, he will make operating decisions that maximize his utility. These decisions will involve not only the benefits he derives from pecuniary returns but also the utility generated by various non-pecuniary aspects of his entrepreneurial activities such as the physical appointments of the office, the attractiveness of the office staff, the level of employee discipline, the kind and amount of charitable contributions, personal relations (friendship, respect and so) with employees, a larger than optimal computer to play with, or purchase of production inputs from friends. A company can be viewed as simply a set of contracts, the most important of which is the contract between the firm and its shareholders. This contract describes the principal-agent relationship, where the shareholders are the principals and the management team the agents. An efficient agency contract allows full delegation of decision-making authority over use of invested capital to management without the risk of that authority being abused. However, left to themselves, managers cannot be expected to act in the shareholders’ best interests, but require appropriate incentives and controls to do so. Agency costs are the difference between the return expected from an efficient agency contract and the actual return, given that managers may act more in their own interests than the interests of shareholders. The capital structure of a firm is divided between debt capital and equity. Debt capital is the use of borrowed funds by the management of a firm to carry out its financial decisions. Most companies borrow money on a long-term basis by issuing loan stocks. The terms of the loan will specify the amount of the loan, rate of interest and date of payment, etc. Equity capital on the other hand is the long-term finance of a firm which is provided by the shareholders of a company. By purchasing a portion of, or shares in, a company, almost anyone can become a shareholder with some degree of control over the company. Ordinary share capital is the main source of new money from shareholders. For an established business, the majority of equity funds will normally be internally generated from successful trading. Any profits remaining after deducting operating costs, interest payments, taxation, and dividend are reinvested in the business and regarded as part of the equity capital. The finance manager will monitor the long-term financial structure by examining the relationship between loan capital, where interest and loan repayments are contractually obligatory, and ordinary share capital, where dividend payment is at the discretion of directors. This is known as gearing. There are two basic types of gearing, they are capital gearing which indicates the proportion of debt capital in the firm’s overall capital structure; and income gearing indicates the extent to which the company’s income is pre-empted by prior interest charges. Both are indicators of financial gearing. Now, the advantages of debt capital centre on its relative cost. Debt capital is usually cheaper than equity because, the pre-tax rate of interest is invariably lower than the return required by shareholders. This is due to the legal position of lenders who have a prior claim on the distribution of the company’s income and who in liquidation precede ordinary shareholders in the queue for the settlement of claims. Debt is usually secured on the firm’s assets, which can be sold to pay off lenders in the event of default, i. e. failure to pay interest and capital according to the pre-agreed schedule; debt interest can also be set against profit for tax purposes; the administrative and issuing costs are normally lower, e. . underwriters are not always required, although legal fees are usually involved. Jenson and Meckling (1976) argue that if the manager owns only 95 percent of the stock, he will expend resources to the point where the marginal utility derived from a dollar’s expenditure of the firm’s resources to the point where the marginal utility derived from a dollar’s expenditure of the firm’s resources on such items equals the marginal utility of an additional 95 cents in general purchasing power (i. e. his share of the wealth reduction) and not one dollar. Such activities, on his part, can be limited (but probably not eliminated) by the expenditure of resources on monitoring activities by the outside stockholders. They also add that prospective minority shareholders will realize that the owner-manager’s interests will diverge somewhat from theirs; hence the price which they will pay for shares will reflect the monitoring costs and the effect of the divergence between the manager’s interest and theirs. As the owner-managers fraction of the equity falls, his fractional claim on the outcomes falls and this will tend to encourage him to appropriate larger amounts of the corporate resources in the form of perquisites. This also makes it desirable for the minority shareholders to expend more resources in monitoring his behaviour. Thus, the wealth costs to the owner of obtaining additional cash in the equity markets rise as his fractional ownership falls. Read more: http://www. businessteacher. org. uk/free-finance-essays/corporate-finance-essay. php#ixzz2OdRy7DzZ How to cite Corporate Finance Essay, Essays

Occupational Health Management for Metropolitan- MyAssignmenthelp

Question: Discuss about theOccupational Health Management for Metropolitan. Answer: Introduction Metropolitan Hospice is an advanced healthcare facility in Melbourne. The facility was established in 1990 to provide palliative care to the patients with life-threatening illnesses. Since its establishment, the facility has been a leading hospice in the city (Senthil et al., 2015). It has been credited for providing high quality services which satisfy the clients. Its proximity means that it serves a population of over 500,000 people both from within and out of Melbourne (Rim, Lim, 2014). As an established facility, Metropolitan Hospice has been offering job opportunities to a wide range of people (Chan-Mok, Caponecchia, Winder, 2014). Currently, the hospice has a total workforce of 200 employees. Out of this number, there are 160 full-time and 20 part-time workers. These include Registered Nurses (RNs), physicians, surgeons, palliative care nurses, palliative doctors, pharmacists, therapists, counselors, spiritual advisors, bereavement counselors, and support staff (Shea et al., 2016). Each of these employees has been of great help to the facility. This is what the management of the facility requires because it is interested in providing satisfactory services. The purpose of this paper is to analyze occupational health management for mental stress for the hospice. Risks and Hazards The management of Metropolitan Hospice has been concerned about occupational health and safety in the workplace (Healy et al., 2016). Because of this, it has been taking the necessary steps to create a safe environment for its staff, patients, and the public which rely on its services. However, there are still some cases of hazards in the hospice (Chan-Mok, Caponecchia, Winder, 2014). One of the major health hazards in the organization is mental stress. This refers to a fatigue and burn out which is experienced by the employees who are attached to the organization. A large number of employees have been complaining of mental stress because of the kind of working environment in which they operate (Shea et al., 2016). The management has not done much to provide the employees with a safe environment which can enable them to lead a safe and comfortable life. The problem of mental stress has been affecting all the employees who are serving the patients who are suffering from life threatening illnesses (Singh et al., 2016). There are many reasons why the employees have been experiencing mental stress in the hospice. First, the workers have been raising complaints because they are facing stress in handling the patients with advanced illnesses. The palliative care providers work in a more challenging environment than the ordinary healthcare providers (Xiang et al., 2015). This exposes them to lots of stress because they have to handle difficult patients who are facing serious physical and emotional difficulties. This kind of environment exposes the workers to lots of mental stress. It is quite stressful to handle patients who are battling life-threatening illnesses because some of them do not comply with medications prescribed by the healthcare providers (Senthil et al., 2015). The palliative care providers also experience stress because they are sometimes dealing with the dead people. As a matter of fact, there is a high rate of deaths in the palliative care facilities than the ordinary hospitals. Dealing with the cases of dying patients cause serious stress to the healthcare providers (Chan-Mok, Caponecchia, Winder, 2014). Many patients can feel stressed when they imagine that some of their patients have died. This kind of emotional distress which is faced by the family members also extend to the palliative care providers because they have to deal with the effects of death (Singh et al., 2016). This kind of situation traumatizes the palliative care providers and makes it challenging to operate as expected. It is for this reason that the palliative care providers have been complaining of challenging working environments (Healy et al., 2016). The employer has however done nothing about is because death is a normal occurrence that must be faced in the palli ative care facility. Neuhaus et al. (2014) notes that the palliative care providers have also been experiencing mental stress because of the kind of workload that they are given. Over the years, the hospice has been accused for overworking its staff. Several complaints have been lodged by the workers who say that they work for longer hours (Singh et al., 2016). The employees are overworked because the organization does not have enough employees. There are inadequate full-time employees who are forced to work for longer hours because there is so much work to be done (Shea et al., 2016). This is a bad situation because it causes stress, fatigue, and burn out which makes employees to feel stressed. It is not good for the employees to be stressed because it can demoralize them (Knibbs, 2014). At the same time, stress can make the workers to be unproductive because they have a feeling that the management does not appreciate or care about them Current Management Plan for the Mental Stress Hazard The management of Metropolitan Hospice is aware that its palliative care staff is facing a myriad of challenges (Neuhaus et al., 2014). The management has been engaging in some strategies to address the challenge of mental stress because it affects it in many ways. First, mental stress is bad for the employees because it makes them to feel fatigued and demoralized (Singh et al., 2016). No employee wishes to operate in a stressful environment because it can hinder them from delivering their best services. Secondly, mental stress has been affecting the quality of services provided by the hospice (Paul, Pearse, 2016). A survey so far conducted revealed that the stressed employees are not productive because they feel de-motivated to serve in the organization. Lastly, stress has been affecting the prosperity of the organization because low quality services injures its image and makes it difficult to accomplish its short and long-term goals (Healy et al., 2016). Currently, the management of Metropolitan Hospice has been engaged in hazard plans to address the challenge of mental stress within its premises (Knibbs, 2014). The first strategy that has been applied in handling the situation is the delivery of counseling services to the affected employees. The organization has put in place a team of professional therapists whose work is to counsel the employees who might be undergoing stress and fatigue because of the kind of activities that they undertake in the workplace (Paul, Pearse, 2016). This strategy has been helpful because it has been enabling the management to identify serious cases and address them because they escalate into a crisis. Through such counseling sessions, the management has managed to reduce the cases of mental stress within its premises. Besides, the management has been engaging in a restricting program. This has been accomplished by employing adequate staff which can be relied upon to propel the organization to the next level (Senthil et al., 2015). Since it has been established that one of the major causes of mental distress is poor working environment, the management has been employing additional personnel to continue serving it (Singh et al., 2016). This is a commendable step because the recruitment of enough workers has made it easier for the employees to have reasonably fair workloads which they can sustain and manage without much stress (Paul, Pearse, 2016). The end result for this strategy is that there has been a reduction on the number of stressed employees within the organization (Bamford, 2015). This is a clear proof that the strategy has been of great contribution in addressing the cases of mental stress amongst the employees. Proposed Management Plan for the Mental Stress Hazard The cases of mental stress are still rampant in the organization (Healy et al., 2016). Meaning, all the measures that have been taken to manage the hazard have not been so effective (Singh et al., 2016). Otherwise, the rates of mental stress would have been eliminated from causing further hindrance in the delivery of services by the palliative care providers (Paul, Pearse, 2016). It therefore implies that the management should take appropriate measures to ultimately address the challenge. The management should change lots of strategies that will enhance its effort towards the elimination of the hazard. In its plan, the management should consider improving the quality of counseling services provided to the employees (Senthil et al., 2015). Although the management has been engaging in a series of counseling services for its personnel, it has not done much to address the needs of all the patients (Singh et al., 2016). The best strategy to adopt to address the hazard is to provide effective counseling services to the workers. All the employees should be taught that palliative care service-delivery is a very challenging endeavor (Chan-Mok, Caponecchia, Winder, 2014). Therefore, they should not be stressed, but be ready to sacrifice and handle all sorts of clients no matter how challenging it might be. This goal can be achieved by setting up a department to deal with the affairs of the employees (Knibbs, 2014). The department should be made up of professionals who have deep knowledge on employee welfare and be equipped with counseling skills to use in supporting the employees who might be experiencing mental stress in the workplace (Singh et al., 2016). The other strategy that should be applied by the management is to address the cases of heavy workloads taken by the workers (Healy et al., 2016). For a very long time, employees have been complaining of overwork. It has made them to be stressed and fatigued (Bamford, 2015). Therefore, to deal with the situation, the management should consider hiring enough employees to deliver services to the patients. The number of full time employees should be increased so as to enable the organization to have workers who are not overworked at any given time (Chan-Mok, Caponecchia, Winder, 2014). If there is any inefficiency, the management should consider hiring part-time staff that should only be used to fill the missing gaps and supplement the services provided by the full-time personnel. This will be an effective strategy in getting rid of stress and mental depression that might be experienced by the employees. The benefits of adopting these strategies are that there will be no more cases of mental stress in the workplace (Portell et al., 2014). Palliative care is a very sensitive area that should be manned by motivated personnel. All the employees should be adequately supported to ensure that they are not stressed at all. To monitor the progress of these strategies, the management should consider engaging in regular evaluations (Reinhold, Jrvis, Tint, 2015). The assessment process should be done by using surveys. Here, the management should interview the employees to determine if there is any progress in addressing the persistent challenge of mental stress within the workplace (French, 2016). The responses provided by the employees will be used to determine if the new management strategies are effective in the reduction of the hazard of mental stress in the workplace (Chan-Mok, Caponecchia, Winder, 2014). Therefore, for effective evaluation of the plan, the surveys should be periodically conducted by involving all the employees whose views should be considered (Samantra, Datta, Mahapatra, 2016). The surveys are important because they can be relied upon to generate reliable and valid data that can be relied upon to ascertain the extent to which the new hazard management plans are applicable and benef icial to the organization. When a proper evaluation is conducted, it will be much easier for the organization to identify its progress in the management of the hazard of mental stress among its employees (Chan-Mok, Caponecchia, Winder, 2014). Any improvements in the management should be noted because they can help in carrying out an objective evaluation which is needed by the management (Bamford, 2015). The surveys should be conducted at different times so as to enable the management to come up with appropriate strategies which can be applied in the ultimate eradication of the problem of mental stress in the workers who are concerned about the provision of palliative care services to the patients. Conclusion In conclusion, Metropolitan Hospice is one of the leading palliative care providing facilities in the country. Despite making tremendous steps in the delivery of healthcare services, the facility still face a wide range of challenges in its day-to-day endeavors. One of the most serious hazards faced in the organization is mental stress. A large number of the hospices staff has been complaining of mental stress which has been linked to poor working conditions . However, the hazard can be ultimately addressed if the management of the hospice comes up with appropriate measures to create a stress-free working environment for all the workers. References Bamford, A. (2015). The influence of work arrangements on hazardous exposures: a study of Australian and United Kingdom horticulture.Policy and Practice in Health and Safety, 13(2), 7-23. Chan-Mok, J. O., Caponecchia, C., Winder, C. (2014). The concept of workplace bullying: Implications from Australian workplace health and safety law.Psychiatry, Psychology and Law, 21(3), 442-456. French, K. (2016). VCE geography unit one: Area of study 1-characteristics of hazards. Interaction, 44(1), 17. Healy, G. N., Goode, A., Schultz, D., Lee, D., Leahy, B., Dunstan, D. W., ... Eakin, E. G. (2016). The BeUpstanding Program TM: Scaling up the Stand Up Australia Workplace Intervention for Translation into Practice. Knibbs, L. D. (2014). Occupational hazards to the health of professional gardeners.International journal of environmental health research, 24(6), 580-589. Neuhaus, M., Healy, G. N., Fjeldsoe, B. S., Lawler, S., Owen, N., Dunstan, D. W., ... Eakin, E. G. (2014). Iterative development of Stand Up Australia: a multi-component intervention to reduce workplace sitting. International journal of behavioral nutrition and physical activity, 11(1), 21. Paul, G., Pearse, W. (2016). An international benchmark for the Australian OHS Body of Knowledge (BoK).Safety Science, 81, 13-24. Portell, M., Gil, R. M., Losilla, J. M., Vives, J. (2014). Characterizing occupational risk perception: the case of biological, ergonomic and organizational hazards in Spanish healthcare workers. Spanish Journal of Psychology, 17(e51), 1-12. Reinhold, K., Jrvis, M., Tint, P. (2015). Practical tool and procedure for workplace risk assessment: Evidence from SMEs in Estonia. Safety science, 71, 282-291. Rim, K. T., Lim, C. H. (2014). Biologically hazardous agents at work and efforts to protect workers' health: a review of recent reports. Safety and health at work, 5(2), 43-52. Xiang, J., Hansen, A., Pisaniello, D., Bi, P. (2015). Perceptions of workplace heat exposure and controls among occupational hygienists and relevant specialists in Australia. PloS one, 10(8), e0135040. Samantra, C., Datta, S., Mahapatra, S. S. (2016). Analysis of occupational health hazards and associated risks in fuzzy environment: a case research in an Indian underground coal mine. International journal of injury control and safety promotion, 1-17. Senthil, A., Anandh, B., Jayachandran, P., Thangavel, G., Josephin, D., Yamini, R., Kalpana, B. (2015). Perception and prevalence of work-related health hazards among health care workers in public health facilities in southern India. International journal of occupational and environmental health, 21(1), 74-81. Shea, T., De Cieri, H., Donohue, R., Cooper, B., Sheehan, C. (2016). Leading indicators of occupational health and safety: An employee and workplace level validation study. Safety science, 85, 293-304. Singh, R. K., Kamath, A. T., Bhagania, M. K., Bansal, T. (2016). Occupational hazards awareness and preventive practices among students of a dental institution in South India. International Journal of Medical Science and Public Health, 5(11), 2312-2315