Monday, December 2, 2019

Investigating Financial Control Essay Example

Investigating Financial Control Essay The business Ill be examining and find out their objectives and aims is Sainsbury. Sainsbury is a retail store that was founded in 1869 by John James and Mary Ann Sainsbury and it is Britains longest-standing major food retailing chain. They opened their first small dairy shop at 173 Drury Lane, London. Drury Lane was one of Londons poorest areas and the Sainsburys shop quickly became popular for offering high-quality products at low prices. It was so successful that further branches were opened in other market streets in Stepney, Islington and Kentish Town. In addition, their head office is in J Sainsbury plc, 33 Holborn, London, EC1 N2HT.By 1882, John James Sainsbury had four shops and had plans to expand his business further. He opened a depot in Kentish Town, north-west London, to supply this growing chain and, on the same site, built bacon kilns that produced the first Sainsbury brand product. It was also in 1882 that John James opened his first branch in the prosperous suburb o f Croydon. This shop sold a wide range of high-class provisions and was more elaborately decorated than the earlier shops. However, between 1890 and 1900 the number of Sainsburys branches increased from 16 to 48.In addition to a wide range of quality food and grocery products, many stores offer bread baked on the premises, delicatessen, meat and fish counters, pharmacies, coffee shops, restaurants and petrol stations. There are over 14 million people that shop at Sainsburys supermarkets regularly and there are 721 stores throughout the UK. Over 10.3 million aluminium cans are recycled at Sainsburys stores each year along with 22,000 tonnes of glass.J Sainsbury plc is one of the UK and USs leading food retailers with interests in financial services and property. Sainsburys is the parent organisation controlling these operating companies and they are:* Sainsburys supermarkets* Sainsburys bank in the UK* Shaws Supermarkets* Star Market in the US* Sainsburys Development* Sainsburys prop erty companySainsburys goal isTo deliver an ever-improving shopping experience for customers with greater product at fair pricesSainsburys mission isTo be the consumers first choice for food, delivering products of outstanding quality and great service at a competitive cost through working faster, simpler and togetherSainsburys has got a lot of different aims. One of the aims is:* To exceed customer expectations for healthy, safe, fresh and tasty food making their lives easier every day.Sainsburys has also got a lot of different objectives. One of the objectives is:* To meet customers needs effectively and in addition provide shareholders with good, sustainable financial returnsSainsburys main products are supermarket/grocery products, retail banking services, and retail property development services. Sainsburys are committed in providing food at the highest quality that is not only delicious but also safe for everyone. The range of customers is the public; it is a store that is ope n to everyone. Sainsburys sells almost all types of products, for example:* Milk* Bakery products* All types of food* Toiletries* Canned food, etcSainsbury provides employees with a stimulating and well-equipped working environment. According to one of the departmental head, he stated that Making teamwork work should be the goals of a lot of organisations in order to make use of all employees strengths to improve the organisation as a whole.TransactionsIs a method of buying or selling goods and it could also be a way of purchasing money from one person to another. It can also be a technique of transferring services from one business to another.Transaction from customersThere are different ways in which customers purchases their goods. It could either be by cash and debit or credit card. Furthermore, most customers pay by debit or credit card because they feel more convenient and they could always get limited cash from the store when they are paying for their shopping and then the st aff records it on to the till and also their receipt.Transaction Manual recordingThis is when a ccutomer purchases goods from the store and then he/she pays by credti or debit card. After paying for the items with the credit or debit card, the customer recieves a receipt to sign and then when he/she signs the receipt, the staff checks the receipt with the card given by the customer to be sure its the right signature and the signed reciept is being kept with other customers receipt. However this is copy of the store and everything is being recorded at the end of the day.Transaction Electronic recordingIf a customer made purchses with cash, credit or debit it is automatically registered in the cash register and this is recorded electronically. This process is easy because at the end of the day the business would know how much money theyve made and they could easily retrieve information on the system for future references.The effectiveness and security of recording transaction mauall y and electronicallyManual recording is effective because its way of recording transaction easily and faster by customers purchasing items from the store. In addition, all the receipts should be kept for future references at the end of the day and they should be stored in a safe and dry place.Manual recording is not secure due to some certain reasons like if:* Customers reciepts could be lost.* Receipts may not be handled with proper care, that is, a staff could put it in the bin without taking note that it is still a receipt that could be useful for the future.* Time is being wasted because it takes a lot of time to record transaction of customers.* Receipts could get wet mistakely by staff.* Staff could forget to record transaction.Electronic recording is effective because it saves a lot of time. Whenever a transaction is made it is automatically recorded on to the main system. In addition, customers see how much theyve spent whenever a transaction is being processed for them.Elec tronic recording is not secure because when the system crashes, most of the transaction information being recorded could be lost. When typing in the payment made by customers, the wrong amount of money could be recorded and this could lead to difficulty when trying to retrieve customers payments on the products purchased from the store.Task 2They are different ways in which fraud could occur in Sainsburys and they are:* Fraud could occur in this business when any of the staff gives out the security code for some certain information.* Fraud could take place when a staff obtains money from the company, cashier or till.* When some basic equipments or products are being taken out without anyone knowing.* When purchases made by customer, purchases made by staff and sales to customers are not recorded.* Fraud could occur when a staff gives out a product to family, peers without payment.* When customers or staff walks out from the store with some certain products without paying.* When staf f or customer eats or drinks a certain product form the store without payment.* Fraud could occur when staff doesnt record a purchase made by customer.* It could occur when prices of products are beind reduced for some family or peers without recording.* Where the companys equipment is used for inappropriate personal use or log in to some confidential information, e.g. access to the computer and the changing some information on spreadsheets or database.Task 3Prevention of fraud could be avoided in different ways in Sainsburys and they are:Fraud monitoring serviceIf Sainsburys staff sees unusual transactions appearing on a customers card and become suspicious that someone is using his/her card or card details without the customers knowledge, Sainsburys company would as soon as possible to check whether the customer made the recent expenditures. The business organisation has also a contact number to call in case of any fraud, which is 0845 355 0866.Free online guaranteeIf a transactio n is using a customers details and has been carried out on the Internet without the knowledge or consent of the customer, Sainsburys organization take this case serious by providing a free online guarantee to safeguard against malicious card use.Chip and PINAs in this modern time, there are all new credit and debit cards, customers Sainsburys Bank credit card comes with the added security of Chip and PIN. This is a simple way to pay for shopping that doesnt involve signing a receipt. When paying for something, the customer needs to have or do is entering a 4-digit personal identification number (PIN) this is just as using a cash machine. This is a PIN that will be personal to the customer; it will make counterfeiting almost impossible, keeping all customers transactions secure. All customers can change their PIN to make it easier to remember or if anyone knows their PIN and they want to change it for security. If a customer wants to change his/her PIN, they could visit any Sainsbur ys Bank, Halifax or Bank of Scotland cash machine and simply follow the on screen instructions.Sainsburys strongly advise that customers never write down or tell anyone their credit card PIN number. In addition, customers should never give their card, or card number, to anyone unless they are giving them payment details. There is also a contact number, which is 0845 300 0344* in case a customer thinks anyone is in a position to use their card without their permission.Public ActionThe company encourages members of the public or staffs that if they presume fraud and corruption, they should contact anyone in a higher rank in the store, that is the Chief Executive, Manager or security.My source of information was from www.sainsburybank.co.ukFraud could also be prevented through this ways too, which are:o Staffs are trainned on how to recognise shop lifters.o CCTV cameras are being installed.o Before employees are employed, their personal record are being checked for any criminal record before they are employed.o Security gaurds.o At the start and at the end of sales for the day, stock are being doubled checked in order to make sure everything is in perfect and not missing.This is an appendix of Sainsburys group profit and loss account to show how much the business has gained and lost through sales.

Wednesday, November 27, 2019

Grandmas Passing essays

Grandmas Passing essays Grandma was a frail older woman, in her early 70s, and of small stature. Her skin was of a light brown complexion, wrinkled and ashy. When I sat on her knee, her brittle hands would always gently wrap around my waist. I would kiss her on her cheek, which was always cold for some reason. Grandma always wore dark blue dresses that came down to her ankles and an old pair of black dress shoes everywhere. You know, the ones with no heels that appear as if they are slippers. She was old fashioned, and didnt hesitate to instruct my dad to switch me if I stepped out of line. Grandma was soft-spoken, but firm; I never back-talked her for fear of the painful consequences my dad would inflict on my legs. I remember one time I had acted up; oh I paid for that one. It had just rained, saturating the earth in the back yard beyond capacity. Mud puddles were everywhere; they were enormous filled with dirty grimy water. These mud puddles were everything a kid could dream of; they were irresistible. My cousins and I jumped, stomped, splashed, and rolled in the mud puddles; we had a great time. My grandma had told us kids not to track mud through the house, but I was having too much fun with my cousins to take her seriously. We were chasing each other, and I ran into the house with the mud still caked all over my body. My grandma caught a glimpse of me dashing through the living room when she bellowed for my father. Grandma told him that she had warned me to not track mud through the house, but I had done it anyway. My father came, took one look at the carpet, and instructed me to retrieve the switch. I did as ordered, and subsequently was beaten for my insolence. I had red whelps all over my legs; I never tracked mud through the house again. Mother summoned for Janelle and I to come to her room; from the sound of her voice, we felt she was distressed about something. As we entered her bedroom, we discovered she ...

Saturday, November 23, 2019

Pronouncing Words That End in -lm

Pronouncing Words That End in -lm Pronouncing Words That End in -lm Pronouncing Words That End in -lm By Maeve Maddox Not many one-syllable English words end in the letters -lm. Sometimes the l in them is pronounced; sometimes it isnt. Heres a list of the most common -lm words, together with the pronunciation in the phonetic notation given at Answers.com. Many Americans pronounce all of these words with an l. alms [mz] balm [bm] calm [km] elm [Ä•lm] embalm[Ä•m-bm] film [fÄ ­lm] helm [hÄ•lm] palm [pm] psalm [sm] qualm [kwm] realm [rÄ•lm] whelm [hwÄ•lm] These pronunciations all agree with those given in the OED. Additionally, the OED acknowledges U.S. pronunciations with the sound of l for palm, psalm, and qualm. Merriam-Webster uses the symbol ] to indicate a sound that facilitates the placement of variant pronunciation. For example, ï ¿ ¼]mz. This symbol, which seems to indicate an almost l, is used for the first pronunciation given for alms, balm, calm, embalm, palm, psalm, and qualm. The pronunciation with a full l sound is given as an alternate: also ]lm. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Spelling category, check our popular posts, or choose a related post below:Bare or Bear With Me?How Long Should a Paragraph Be?When to use "an"

Thursday, November 21, 2019

Using the Plan & Process for Competitive Positioning Essay

Using the Plan & Process for Competitive Positioning - Essay Example The first pitfall involves an ineffective participative structure. Many HCOs make an inclusion of all the people in the organization during the implementation of a strategic plan. However, the top management does not really incorporate the views of other staff members. Therefore, they only have the other staff members physically, but there is a limitation in their participation. In other words, the HCOs do not consider an open communication during the implementation process. In addition, the other staff members feel they are left out in the decision making process and subsequently become discouraged in strategic planning implementation. In addition, the second pitfall is the achievement of a casual consensus rather than a real consensus. A consensus is an agreement reached after the consideration of various conflicting and attaining a compromise. Most HCOs achieve a casual consensus, meaning that after a successful agreement in the setting of goals and objectives, the top management usually implements their own objectives. This makes other employees feel neglected because after all their opinion does not count. The habit of a casual consensus affects most HCOs and has become a culture. The culture does no justice to the implementation of strategic plans; rather they slow the transition process. The first pitfall could be addressed using various techniques. The management of the HCOs could organize various groups of the employees and assign them different roles. This makes every group accountable for their responsibilities and every member must participate in the implementation of strategic planning (Moseley, 2009). The management could also appoint supervisors to monitor and give advice to the groups in the process of implementing the strategic plans. However, the management needs to define clearly the role of such individuals, failure to which

Tuesday, November 19, 2019

Product Evaluation Essay Example | Topics and Well Written Essays - 500 words

Product Evaluation - Essay Example good thing about this product is its added features and benefits such as affordability above all, while ensuring quality, availability of spare parts, customer support and more added values. Starting with affordability, other brands such as those from Apple Incorporated, Sony, Acer and others are becoming expensive because of the higher rating they obtained from customers and third parties. In general this is the bottom line of highly influential marketing activity, which is an integral part of creating significant needs for certain product or service offerings – the essence of advertising or promotion (Boone and Kurtz 482). Once these needs are created, it would now become easy to take control of the price on the part of the producers or manufacturers because of their higher or strong market power (Porter 4). This is evident in the case of Apple brands and others which substantially take hold at the top of the competition even though their prices are relatively higher. The case of Dell is different because it tries to create its market share by ensuring affordability while maintaining high value for customer support and availability of spare parts, which would result further to opportunity for long-term usage (Dell Official Site). All of these based on experience could be justifiable and are substantially met by Dell as it continues to cater price-conscious customers who also want to get something more at remarkably cheaper price. Dell is a good brand of choice among customers who are substantially looking forward to cheaper price but would also want to get something more. This is the area where Dell is making out the most of its market opportunity. It continuously seek to cater market segments where the basic criteria they considered is affordability at high level of functionality and including value-added features such as quality, availability of spare parts, and reliable customer support. In other words, Dell has what it takes to have something more

Sunday, November 17, 2019

Religious Discrimination Essay Example for Free

Religious Discrimination Essay Religious discrimination under Title VII as defined by the U. S. Equal Employment Opportunity Commission (EEOC) involves treating a person unfavorably because of his or her religious beliefs. The law protects not only people who belong to traditional, organized religions but also others who have sincerely held religious, ethical or moral beliefs. The law forbids discrimination on the basis of religion in any and all aspects of employment. This includes hiring, firing, pay, job assignments, promotions, layoff, training, and benefits. Title VII also prohibits workplace segregation based on religion, such as assigning an employee to a non-customer contact position because of actual or presumed customer preference. Title VII also addresses reasonable accommodation in relation to religion. The law requires that the employer must reasonably accommodate an employee’s religious beliefs or practices, unless doing so would cause more than a minimal burden on the employers business. For example, if an employee needs to be off work on Sunday mornings to regularly attend church services it would be the responsibility of the employer to reasonably attempt to accommodate this need. An accommodation for this could include paying another employee to cover the Sunday morning shift, even if it requires paying overtime. Or the employer could hire an additional employee to be able to cover the shift. Since Title 7 of the United States Civil Rights Act was passed in 1964 there have been several judicial decisions that have molded the way this law in interpreted and applied. The first such court case that I came across was the case of Welsh V. United States which brought into question what types of beliefs can be used to obtain conscientious objector status when being selected to go to war. In this case the prosecutor was convicted of refusing to accept induction into the armed forces; he did claim conscientious objector status but did not base this decision off religion. He did not claim to believe in a deity that would morally keep him from fighting in a war, he instead asserted his own personal moral opposition to any conflict in which people are being killed. He alleged that the sincerity of his belief should qualify him for exemption from military duty under the Universal Military Training and Service Act. The Act allowed only those people whose opposition to the war was based on religious beliefs to be declared conscientious objectors. However in a 5-3 decision the court allowed Welsh to be declared a conscientious objector even though his opposition was not based on religious convictions. The implication this case has on Human Resources Management is that HR personnel must be aware of the broad scope of beliefs that will be protected under Title 7. Whereas before this case only majorly defined religions such as Judaism and Catholicism would be protected you now see religions such as scientology seeking protection under the law. Another relevant case would be Seshadri v. Kasraian which established that an employee bringing a religious discrimination claim does not need to belong to an established church. Another case that has shaped this law and impacted human resource management was Campos v. City of Blue Springs. In April 1996 Campos was hired as a crisis counselor for the Blue Springs Police Department’s Youth Outreach Program (YOU). At the time she did not have the advanced degree as required by the written job description, but her supervisor told her that she would have until February 1997 to obtain her degree and guarantee her position. She was also guaranteed via verbal contract that she would be paid an extra $10,000 per year for support group work, she would be a team leader within three months, and she would be an assistant director within six months of starting her full-time employment. She began working in October 1996, enjoying her job until she disclosed to her supervisor that she observes tenets of Native American Spirituality, not Christianity. Campos claimed that immediately her supervisor’s behavior towards her changed; she was unfriendly and critical, excluded her from employee meetings, and told her that she may not have been a good fit for the job. After failing to show up to work due to attending a mandatory meeting to obtain her dissertation, which was required by her employer, Campos received so much scrutiny from her supervisor that she resigned. After her resignation, Campos filed suit against the City, alleging that she suffered from employment discrimination based upon her religion, sex, and national origin. The charges of sex and national origin discrimination were eliminated, and the case was submitted to the jury on the theory that Campos was constructively discharged because of her religion. On April 13, 2001, the jury awarded Campos $79,200 for back pay and compensatory damages. The district court denied the Citys Motion for Judgment as a Matter of Law, or in the Alternative, for a New Trial, and awarded Camposs attorneys 90,556. 20 in fees and $11,825. 41 in expenses. This case has implications on Human Resources Management today because it establishes that employment decisions cannot be made based on whether or not an employee or potential employee agrees or disagrees with the employers religious views. One relevant business that comes to mind is Chik Fil A and their openly Christian beliefs. Even though they include Christian values in the core content of their mission statement and business plan they know that they cannot make any employment decisions based on religious affiliation. In Eatman V.  United Parcel Service in 2002 the company’s policy of requiring its drivers that had unconventional hairstyles to wear hats was called into question. The plaintiff was required by the company to wear a hat while on the clock because his hairstyle of choice was dreadlocks, a hairstyle where sections of hair are hand-rolled together in tight, interwoven spirals. After putting a lot of thought into the decision, Eatman, who is black, began wearing locks in February 1995 as an outward expression of an internal commitment to his Protestant faith as well as his Nubian belief system. At this same time he also became enlightened about locked hair and its connection to African identity and heritage. The position that his supervisor at UPS took on his hair was that the company uses common sense to determine which hairstyles are not businesslike; he finds ponytails, Mohawks, green hair, carved shapes, and locked hair—short or long—unacceptable. And there were currently 19 other drivers at this particular UPS that were required to wear hats to cover their unconventional hairstyles, including others that had dreadlocks. Even though Eatman claimed that the policy was discriminatory the jury did not rule in his favor. It was ruled that Eatman’s hairstyle was dictated by a personal choice. Nowhere in his religious texts did it dictate in any way that followers of the faith must wear their hair uncovered in dreadlocks. The implications of this case are actually pro employer and pro Human Resource Manager. It shows that not every claim that an employee makes based off of religious need has to be immediately catered to. There are cases where the request can be frivolous and off topic of religion, in which case the employer does not need to go out of their way to make accommodations. Another very interesting court case that I came across was EEOC v. Union Independiete De La Autoridad De Acueductos y Alcantarillados De Puerto Rico. I found this case to be very interesting because it stipulates that employees cannot pick and choose which parts of their religion they wish to follow and which ones they do not. In this case the issue was whether or not a Seventh day Adventist’s objection to union membership was the product of a sincerely held belief. Although the religious foundation of the Seventh day Adventist faith’s opposition to union membership has long been recognized, there was evidence that this employee often acted in a manner inconsistent with his professed religious beliefs. He was divorced, took an oath before a notary upon becoming a public employee, worked five days a week (instead of the six days required by his faith), and there was some evidence that the alleged conflict between his beliefs and union membership was a moving target. This case seemed important because is forces the employee to prove that religion is vital part of their life. It keeps them from claiming that they are Christian for the sole purpose of being off on Christmas, or from claiming that they are Catholic only to be off on Easter. It not only keeps people from faking being religious but it also helps to ensure the sanctity of those who actually are as religious as they claim to be. And the final court case that I found addresses sincerely held beliefs that have not always been there but can conceivably come about. In the case of E. E. O. C. v. Ilona of Hungary, Inc. an employee sincerely believed that she should refrain from working on the Jewish holiday of Yom Kippur even though she had not frequently celebrated Jewish holidays in the past. Her rise in faith was brought on by recent family events such as the passing of her mother-in-law and father, the birth of her son, and her husband’s rising faith. The court decided that these were significant enough to have caused a change in lifestyle and that she did believably have a real change of faith. After reviewing all of the cases mentioned above, along with numerous others, I have found that the topic of religion isn’t nearly as â€Å"black and white† as most would assume. There are many grey areas: What constitutes religion, how do you know if someone legitimately believes in their religion, and what aspects of someone’s lifestyle are pertinent to their claimed religion are just a few examples of where courts have to make a decision that will affect the way this topic is viewed for years to come. With the world become more and more diversified every day the topic of religion and all others under title 7 will continue to be tested and pushed to their limits. It is the job of the Human Resources Management team to be on high alert of potential discrimination cases and have all employees properly trained on these matters to ensure it does not happen at their company.

Friday, November 15, 2019

Aging Nurse workforce Essay -- Employment, Nursing Worforce, Retiremen

A variety of conceptual frameworks were used to research the aging nursing workforce. The theoretical model of Organizational and Personal Factors and Outcomes, developed by Schaefer and Moos (1991), was one context used during this review of literature. This framework suggests that the personal system as well as work stressors affect the association between the organizational system and work morale and performance (Atencio, Cohen, & Gorenberg, 2003). This model suggests that the individual system as well as work stressors influence the relationship involving the organizational scheme and work morale and performance. Occupation stressors combined with organizational and individual system factors induce coping responses and the result of retaining the older nurse (Schaefer & Moos, 1991). Another theoretical model used was the Conceptual Model of Intent to Stay by Boyle et al. (1999). This model describes four variables that shape a nurse’s plan to stay in employment. These variables consist of leadership characteristics, nurse characteristics, system characteristics, and work characteristics. The primary concentration for this model was to research the influence that leadership uniqueness has on a nurse’s intention to stay employed versus retiring. The outcomes showed that control over nursing practice, situational stress, and the manager characteristics had implicit effects on older nurse intention to remain employed (Cranley & Tourangeau, 2005). Karasek and Theorell’s Demand-Control Model (1990) was an additional conceptual framework noted in the review of literature on the ageing nursing workforce. This representation implies that intense job strain and decision-making opportunity contributes to work tension and lead... ...parture from the nursing profession or retirement from the line of work. Several key elements have been established throughout the research that lead to theses nurses feeling the need to retire and include: burnout, physical demands, mental health, linkage to the organization, hours worked, organizational culture, work intensity, and fiscal requirements. Organizations are beginning to establish evidence-based strategies in an effort to retain older registered nurses. Human resources are beginning to formulate policies and procedures to meet the needs of these aging nurses, which focus on their safety, stress levels, preferred work setting, schedule, and job satisfaction. The ability to delay retirement of these nurses or creating career paths that help facilitate a transition to a different work setting could help ease the shortage of nurses in the next decade.