Of Mice and Men Essay examples -- Literary Analysis, John Steinbeck

â€Å"One day our descendants will think it incredible that we paid so much attention to things like the amount of melanin in our skin or the shape of our eyes or our gender instead of the unique identities of each of us as complex human beings† (QuoteGarden.com). This quote by Franklin Thomas is a great example of marginalization and mistreatment in the past, both issues that were made very evident in the books that were read during the summer. Throughout A Lesson Before Dying, Burned Alive, and Of Mice and Men, marginalization and maltreatment were immanent. In the novel Of Mice and Men by John Steinbeck, some of the characters experience several examples of both mistreatment and marginalization. Throughout the book Curley’s wife is mistreated due to her female gender. The farm hands were always calling her a ‘tramp’ and George once said, â€Å"I seen ‘em poison before, but I never seen no piece of jail bait worse than her† (Steinbeck, 32). When George says this, he is warning Lennie to stay away from Curley’s wife because he thinks that she is very effective at deceiving men to get what she wants. Lennie was also mistreated throughout the book, though not because of his gender but due to the fact that he was developmentally delayed. He was even neglected by his own friend, George, who would constantly be thinking of a life without Lennie. George continuously blamed Lennie for causing him to lose his jobs and having to move all around the country (Steinbeck, 11). Unlike Lennie, Crooks was discriminated against considering his race and color. One example from the book would be: â€Å"Where the hell is that God damn nigger† (Steinbeck, 29)? Just like in this example, throughout the book Curley would refer to Crooks as a ‘nigger’,... ...k had many ideal examples of various types of marginalization and mistreatment including those about gender, race, and the Handicapped. Where Of Mice and Men had diverse examples of maltreatment, Burned Alive by Souad was based on just one case of maltreatment: the mistreatment of women in a Middle-Eastern society. The marginalization and exploitation of African-Americans was also made very apparent in the novel A Lesson Before Dying by Ernest J. Gaines through the treatment of Jefferson and his community. Many people throughout history have hoped for a better future free of marginalization and mistreatment, and one of those people was Martin Luther King Jr. He once said, â€Å"I have a dream that my four little children will one day live in a nation where they will not be judged by the color of their skin, but by the content of their character† (BrainyQuote.com). Of Mice and Men Essay examples -- Literary Analysis, John Steinbeck â€Å"One day our descendants will think it incredible that we paid so much attention to things like the amount of melanin in our skin or the shape of our eyes or our gender instead of the unique identities of each of us as complex human beings† (QuoteGarden.com). This quote by Franklin Thomas is a great example of marginalization and mistreatment in the past, both issues that were made very evident in the books that were read during the summer. Throughout A Lesson Before Dying, Burned Alive, and Of Mice and Men, marginalization and maltreatment were immanent. In the novel Of Mice and Men by John Steinbeck, some of the characters experience several examples of both mistreatment and marginalization. Throughout the book Curley’s wife is mistreated due to her female gender. The farm hands were always calling her a ‘tramp’ and George once said, â€Å"I seen ‘em poison before, but I never seen no piece of jail bait worse than her† (Steinbeck, 32). When George says this, he is warning Lennie to stay away from Curley’s wife because he thinks that she is very effective at deceiving men to get what she wants. Lennie was also mistreated throughout the book, though not because of his gender but due to the fact that he was developmentally delayed. He was even neglected by his own friend, George, who would constantly be thinking of a life without Lennie. George continuously blamed Lennie for causing him to lose his jobs and having to move all around the country (Steinbeck, 11). Unlike Lennie, Crooks was discriminated against considering his race and color. One example from the book would be: â€Å"Where the hell is that God damn nigger† (Steinbeck, 29)? Just like in this example, throughout the book Curley would refer to Crooks as a ‘nigger’,... ...k had many ideal examples of various types of marginalization and mistreatment including those about gender, race, and the Handicapped. Where Of Mice and Men had diverse examples of maltreatment, Burned Alive by Souad was based on just one case of maltreatment: the mistreatment of women in a Middle-Eastern society. The marginalization and exploitation of African-Americans was also made very apparent in the novel A Lesson Before Dying by Ernest J. Gaines through the treatment of Jefferson and his community. Many people throughout history have hoped for a better future free of marginalization and mistreatment, and one of those people was Martin Luther King Jr. He once said, â€Å"I have a dream that my four little children will one day live in a nation where they will not be judged by the color of their skin, but by the content of their character† (BrainyQuote.com).

Cultural Diversity in Organizations Essay

â€Å"Diversity† has arrived as a descriptive word for the American lifestyle in the modern world. With increasing immigration of people from many countries, many races, and many cultural backgrounds to the United States, the country has become a nest of diversity. Several factors shape the fact that the workforce is becoming increasingly culturally diverse: women represent an increasing percentage in organizations; the difference in age is becoming more evident on all levels; due to continuously changing demands organizations are employing more and more people with diverse professional and specialist backgrounds; there is a growing number of immigrants having different customs, religions and cultures and finally, the ongoing globalization is causing an influx of a large number of expatriates, who comes from various countries in the world, also contributing with different values and cultures. This increasing cultural diversity is both an opportunity and a challenge. Diversity brings with it a wide range of creativity and fresh thinking into the system. Diversity is here, in the population, in the workforce and in the marketplace. Racism, discrimination in the workplace, social stratification, and conflicts in social lifestyles are all negative byproducts of diversity. Thus cultural diversity in America is a highly debated issue because of the numerous problems arising due to it. One of the most serious and explosive issues in the United States today is meeting the business goals within an environment of multicultural diversity. When companies fail to create a culture of diversity and inclusion effectively, the costs can be high – costs arising due to ‘diversity training† and settlement of discrimination lawsuits. Many well-known companies have spent millions of dollars on â€Å"diversity training,† after settling discrimination lawsuits totaling hundreds of millions of dollars. Moreover, diversity also raises issues of interpersonal relations and communications among employees. This fact is underlined by increasing discrimination and class action lawsuits. Diversity impacts every person, every project, and every transaction in today’s business world. Some companies approach it in terms of the noticeable differences among people. What many fail to realize is that diversity is really about personal interaction and emotions, and creating a corporate culture that welcomes all kinds of differences. Managing Diversity: Managing diversity is all about approaching the issue proactively as a business opportunity. There needs to be a culture of diversity within the organization. One of the major obstacles in managing diversity is that many companies view diversity as a problem that needs to be solved. They just take a reactive approach. Supposing there is a lawsuit brought under the Equal Employment Opportunity Act, they just take an initiative that would solve the problem in the short run. Though this approach seems to be successful, in the long run, there is likely to be no impact on the corporate culture in a positive way. Such reactive approaches can negatively impact the workforce morale as they don’t appear to be a genuine commitment to diversity. The path to diversity is not always an easy one. One of the most common obstacles is resentment from white male managers who see diversity as threatening to them. â€Å"Since diversity is typically framed to be about white women and people of color, the focus is rarely on examining what it means to be white and male,† say Bill Proudman and Michael Welp, Partners at White Men as Full Diversity Partners LLC, a consulting firm based in Portland, Oregon. â€Å"White men, and sometimes others, thus conclude that diversity is not about them† (Goffney, 2005) Another obstacle that can arise in a multicultural business environment is resistance to change. When new diversity programs are introduced, it is essential that the employees view it as a genuine effort. Hence, these diversity programs should be tailored to meet the needs of the company’s workforce and integrated into the daily environment. Any diversity initiative should be tied to the company’s bottom line. Even though top management may make the commitment to diversity, if the initiative is not tied explicitly to the company’s bottom line, it does not become a priority for middle managers. The diversity initiative should be integrated into the tools and processes they use to manage employees, including orientation, training and education, and interpersonal communication. If not, existing employees will not accept the diversity initiative and new employees are likely to get disillusioned with a taste of it. Top management must ensure that the commitment to diversity has buy-in at all levels of the organization by making diversity an integral part of company success. Yet another obstacle to managing diversity is that the diversity initiatives might be restricted to training alone and is left as an ‘HR issue†. This narrow focus results relegation of diversity to a single department and companies thus miss out on opportunities to improve and integrate the diversity initiative into other areas of the company. Any corporate initiative should be feedback based, dynamic and flexible. Else, there is the danger that the initiative will remain static. Too often diversity initiatives begin and end with the first efforts undertaken. Diversity and inclusion are part of company culture, and like the culture, diversity must continue to evolve (Adams and Ruch, 2006). Managing all these obstacles require the ability to value a diverse world. This means there should be individual assessment of beliefs about work values. People from differing backgrounds having different experiences bring to work the biases and â€Å"veils† as well as the strengths that arise out of cultural differences. To work effectively with persons from diverse backgrounds, it is necessary to understand others– people from other racial, ethnic and cultural heritages, and people whose values, beliefs and experience are different. This involves learning to recognize when new competencies are needed, knowing how to develop the requisite new competencies, and implementing the competencies effectively. Companies need to assess their state of diversity: What is the state of diversity in our company? Are we making the most of diversity? Do we speak with one voice with respect to diversity? Companies that ask these questions on a continual basis, set strategic goals, measure their progress and evolve their programs in sync with their overall organizational change will be the ones to leverage the full potential of diversity (Adams and Ruch, 2006). Individual Reactions to Diversity: Diversity may be viewed positively or negatively depending on the individual reaction to diversity. In a culturally diverse workplace, there is likely to be prejudice, stereotyping and discrimination. This is because of self-fulfilling prophecies. The perceiver develops false belief about a person from a different cultural background. He then treats the person in a manner consistent with that false belief. Ultimately, the person responds to the treatment in such a way to confirm the originally false belief. Other negative reactions of individuals to diversity may include: tension among staff, distrust of anything new, gossip and rumor, open hostility or bullying, absenteeism, tarnishing of the agency’s reputation, low staff retention rates, lack of response to customers and falling standards of service quality (NSW, 2006). In the positive sense, diversity that brings with it community language skills and cultural competencies can be seen as valuable assets to an agency (MSASS, 2006). Customer service improves when employees are able to tackle customers from a range of backgrounds. When employees are encouraged to learn from one another, their skills and knowledge are also enhanced. Diversity can reduce skill shortages at specific times. In a business, diversity gives the advantage of utilizing the language, international expertise and cultural knowledge of staff to identify successful export opportunities. When employees are encouraged to work in their areas of strength and capability, they are happier, more productive and more likely to stay with the agency. Productive diversity is based on the concept that there are potential economic benefits to be gained from valuing different experience, perspectives, skills and the cross-transfer and integration of these into the agency and local economy. Productive diversity makes good business sense in an environment where local diversity and global interconnectedness play a critical economic role (Muhr, 2006). Diversity effects on groups and teams: In the context of working in groups or teams, diversity seems to cause contrasting goals, miscommunication or inter-group anxiety, thereby prohibiting teamwork creativity. Miscommunication and the lack of a common language make it difficult for team members to engage in an exchange of ideas and questions, an exchange, which is essential for effective teamwork (Nahapiet & Ghoshal, 1998). If individuals carry out negative stereotyping of outgroups it can prevent them from trusting and engaging with others and can threaten communication patterns within organizations. This is mainly due to a lack of common context and language usage. Anxiety in the team occurs when people identify themselves as placed among people belonging to different diversity categories. Thus, diversity will in this situation make it difficult for the individuals to identify with the team, since there is no unified perception of what values the team represents (Muhr, 2006). In a diverse work team, the values and perceptions of different diversity categories may be contrasting or even mutually exclusive, which is likely to bring about incongruence in goals. Incongruence in goals can limit communication, which is fundamental to the creation of interpersonal relationships and trust. Furthermore, goal incongruence may also prevent individuals from sharing and combining knowledge all together, if they are not able to reach agreement on common goals for pursuing such knowledge processes (Muhr, 2006). On the positive side, it has been shown that diversity in fact improves creativity by promoting variations, thinking out of the box and avoiding ‘groupthink’. Several analyses have shown that teams made up of people with different cultural and educational backgrounds, different personalities, different professional backgrounds and different skills are potentially more creative and innovative than relatively homogeneous teams. This is because diversity creates variations – variations in perceptions, values, ideas, opinions, and methods, which are highly essential for developing a stimulating creative environment (Mohr, 2006). Conclusion: In the global economy today, most companies operate globally. Diversity of thought, culture, geography, race, and gender enables companies to deliver the best solutions to their customers and markets. Diversity pays off both internally and externally. A company that embraces diversity can offer a challenging and creative work environment, and as a result, can attract and retain top talent with diverse backgrounds. There is also a connection between diversity and increased productivity. Diversity also fosters organizational creativity. But despite these benefits of diversity, work teams will not truly benefit from diversity unless sufficient communication, trust and openness are nurtured in the organizational climate. The powerful advantage of embracing diversity in organizations is best brought out by the words of Ted Childs, IBM’s vice president of global workforce diversity. In a recent issue of Fast Company magazine, in a feature article was entitled: â€Å"Difference is Power†, Ted Childs suggests that, â€Å"No matter who you are, you’re going to have to work with people who are different from you. You’re going to have to sell to people who are different from you, and buy from people who are different from you, and manage people who are different from you. This is how [companies] do business. If it’s (diversity) not your destination, you should get off the plane now† (Meisner, 2006). Bibliography: Adams, Brandon and Ruch, Will (2006). Diversity as a core business strategy. http://www. versantsolutions. com/knowledgecenter/EB_DiversityAsACoreBusinessStrategy2. pdf NSW (2006). What is Diversity? http://www. eeo. nsw. gov. au/diversity/whatis. htm Muhr, Louise Sara (2006). Openness to Diversity –Turning conflict into teamwork creativity. Paper submitted for the 10th International Workshop on Teamworking. http://www. mau. se/upload/IMER/Forskning/Diverse/Muhr%5B1%5D. pdf Nahapiet, J. , & Ghoshal, S. 1998. Social Capital, Intellectual Capital and the Organizational Advantage. Academy of Management Review, 23(2). MSASS (2006). Valuing a diverse World. http://msass. case. edu/downloads/academic/diverse. pdf Goffney, Phyllia (2005). Champions of Diversity. Essence. May 2005. http://www. findarticles. com/p/articles/mi_m1264/is_1_36/ai_n13660850 Meisner, Lora (2006). The American Quilt – Workplace Diversity. http://career. thingamajob. com/general-career. aspx/The-American-Quilt-Workplace-Diversity. aspx

Family Is Not As Harmful At Times As Economic Struggle And...

Introduction Families in our nation have evolved over the past few decades. One thing is for certain, children need the support of their families regardless of the makeup or division of the family. Children are adversely effected by situations that the family encounters. Divorce is not as harmful at times as economic struggle and lack of communication with the children over such issues. Finally, the family is defined by blood and extension. Those that children are closest to are the ones that influence them. Children and Kinship Children build a kinship base on their involvement with their families. Kinship is the relationships with others to whom children are related to or they feel a sense of family or relatedness toward (Mason and Tipper, 2008, p. 442). As I read Mason and Tipper article on â€Å"BEING RELATED, how children define and create kinship,† this article reflected on the socioeconomic, ethnic and cultural background of a selected number of children that was interviewed (Mason and Tipper, 2008, p. 442). I learned that children’s kinship was not reckoning processes were highly creative and inclusive but provided meaning that children who experience parental divorce or separation create who they consider to be their family. No matter how conventional or unconventional status of the parent kinship (heterosexual marriage, nuclear or single kinship) (Mason and Tipper, 2008, p. 443). Overall, this article implicates children’s reckoned and practices of kin ship.Show MoreRelatedChildren in Need1565 Words   |  7 Pages Introduction to Human Services Abstract Children go through difficult situations beyond their control. Many families have divorced, become widowed, lost jobs, or are abusive or neglectful. 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Throughout the vast history of humanity, humans have always used their innovative and cognitive skills to create tools to better improve their chances at survival on this planet. This technology advancement first began in the Stone Age when man fist discovered that stone could be utilized as both a harvesting tool and hunting weapon; which gradually developed into spears, bows and arrows, and swords. And as time pressed on, one of the most importantRead MoreThe Positive Parenting Program : The Triple P Program3345 Words   |  14 Pagesanalyzed five articles. Each article I examined focused on the negative effects that contribute to poor parenting and harmful child outcomes. There has been evidence to state that depression, poverty, and family structure all contribute to poor parenting skills. The Triple P will be divided into three components. These components will include education, parent and child communication skills, and group counseling. Throughout the program, mothers wil l slowly develop on how to practice positive parenting

Exploring Chance In Pushkins the Queen of Spades Essay

Exploring Chance In Pushkins the Queen of Spades It is said in The Bible that God has given Man free will. Unfortunately for Man, The Bible does not entail exactly what free will is. Some speculate that there is a force called Chance. These people believe that through a serious of coincidence, luck, and their own choices, they can control their future. Others believe in a force known as Fate. With this line of thinking, everything has a goal, and those goals will be met eventually. This gives the believer a sense of inevitability and they tend to be more laid back due to the philosophy of least resistance. Least resistance is the idea of its going to happen anyway, so there?s no real point in pushing back. In Pushkins†¦show more content†¦All this was set up for her to continue living the life she was accustomed to and by doing so gave birth and had assistants, and lived to be very old. This set up for the rest of the events to take place. At times, it appears that everything is happening for a reason; as if a coin were fl ipped and it was known what the result would be and due to the result being pre-ordained and not left to chance, something would happen. Or to relate more to the story, had she never learned the secret, she wouldn?t be killed because of it. ? ?Money is not necessary,? replied St. Germaine: ?be pleased to listen to me.? ?Then he revealed to her a secret, for which each of us would pay a great deal (Pushkin, pp. 3) But discussing fate as an inevitability goes against the notion of free will. If we cannot escape our fate, are we actually making the choices at all? Instep the third force. The Puppeteer. God. If fate has goals, who sets them? When this question is asked, another force happens to be created. When this happens, chance and fate may be more easily meshed. God set a goal for Fate to strive toward. Fate achieves this by acts of Chance. Acts of chance are based on our decisions. With this line of thinking, fate and free will can exist. Some would argue that if God is setting our goals, then we have no free will. A rebuttal to that would be that we have the freedom to choose how

Manchus and Qing Dynasty Essay Example

Essays on Manchus and Qing Dynasty Essay The paper "Manchus and Qing Dynasty" is a good example of an essay on history. The areas of Asia, Russia, and Europe all underwent transitions in ruling during the times of the mid-1600s leading right up to the 1800s. The Chinese had a strong ruling with the emperors of the Qing dynasty and it led to the west, joining the Russian Empires and Central Asia while the British too were expanding. Many varying factors led to the expansion of all of these areas were subject to growth, change, commercialism, trade, military influence, interactions throughout the different cultures socially and control over the land territories that had previously not been occupied prior to expansion.   The Qing Empire began its development in 1636 and carried until 1783. Manchu rules had overtaken China and the Empire began to expand larger than any other group of people that currently lived on that land. This made the Qing emperors extremely influential in the decisions that were made in that vicinity. Some of the people tried to get along with the emperors that had helped to expand and keep it peaceful by following their policies and the Great Wall served as a division for many of these people. The Russians eventually were expanding into Central Asia and it created problems between those that fought for the religions to which they were each devoted. Trade increased between China and Europe, especially due to Chinese handmade silk. During this time, Russia was expanding due to its fur-trapping territory. Art, fashion and luxurious lifestyles also became predominant as Russia grew under the influence of Catherine the Great who married into a Russian royal family. The British also b ecame more commercialized and some of the customs that they had picked up in Asia were also integrated into their own lives such as playing polo and smoking from a hookah. Each of these expansions created cross-cultural socialization that still held its own original cultures intact.

Atomic Structure Free Essays

The Rutherford Model of the Atom 1. In 1911 Rutherford proposed the nuclear model of atomic structure. He suggested that an atom consists of a central nucleus (where most of the mass of the atom is concentrated) having a positive charge, surrounded by moving electrons carrying negative charge. We will write a custom essay sample on Atomic Structure or any similar topic only for you Order Now Geiger and Marsden carried out an experiment to verify his proposal. The Geiger/Marsden a Particle Scattering Experiment 1. The apparatus is illustrated in the diagram below. | 2. The apparatus was in an evacuated container. The detector was a ZnS screen observed through a low power microscope. Each time an alpha particle hit the screen, a small flash of light was produced. 3. The detector was mounted on a support such that it could be rotated to measure the angular deflection of the alpha particles as they passed through a very thin sheet of gold. They measured the numbers of particles deflected through various angles. 4. It was found that most of ? particles pass through the gold undeflected; only a relatively small number are deflected (scattered). 5. Their results were considered to confirm Rutherford’s model and allowed them to estimate the size of the nucleus (greater than 10-14m) and the size of the atom (greater than10-10m), thus producing the slightly surprising conclusion the most of the space occupied by an atom is empty space! Closest Approach of an Alpha Particle to a Nucleus 1. For a given speed of alpha particle, the closest approach to a nucleus, rmin, will occur when the initial direction of motion of the particle is along the line joining the centers of particle and nucleus. 2. In this case, at the point of closest approach, the speed of the particle is zero. 3. As the particle approaches the nucleus, kinetic energy is being converted to electrical potential energy. K. E. lost = E. P. E. gained| 4. Electrical potential at a distance r from a point charge Q is given by | 5. For a nucleus of atomic number Z, the charge is Ze, where e is the magnitude of the charge on one proton (the same as the magnitude of the charge on an electron). 6. The magnitude of the charge on an alpha particle is 2e 7. Therefore, the energy, w, possessed by an alpha particle placed at distance, rmin, from a charge Ze is given by | 8. So, we have | which gives | Millikan’s Experiment to Measure the Charge on one Electron 1. The diagram below is a very simplified representation of Millikan’s apparatus. | 2. Small drops of oil were allowed to fall into a region between two metal plates, (the top plate had a hole in it). 3. Some of the drops became charged by friction. Further ionization was caused by a beam of x rays. 4. Millikan measured the terminal speed of a drop as it fell through the air, with V = 0. From this he could calculate the radius of the drop (and hence it’s mass). He then applied a voltage, V, to the plates and measured the new terminal speed of the same drop. 5. The change in the terminal speed of the drop was used to calculate the magnitude of the charge on the drop. 6. When many measurements had been done, all the charges were found to be integral multiples of a basic unit of charge, assumed to be the charge on one electron. 7. The value, e, is approximately -1. 6? 10-19 C. 8. A simplified version of Millikan’s experiment can be done by finding the voltage needed to just hold an oil drop stationary between the two plates. 9. Consider a drop having a charge q and mass m. | 10. If the drop is stationary, then the two forces acting on it have equal magnitudes. where E is the field strength. 11. Now, , where d is the distance between the plates, Therefore The Electron Volt (eV) 1. The electron Volt is a unit of work (or energy) much smaller than the Joule. 2. If 1electron moves through a potential difference of 1V then 1eV of work is done. Relation between the Joule and the electron Volt 1. Potential difference is work done per unit charge so, . 1 J is the work done when 1C moves through a p. d. of 1V. 2. The charge on one electron is -1. 6? 10-19 C. 3. Therefore 1eV is the work done when 1 ·6? 10-19C moves through a p. d. of 1V. This means that . 4. To convert energy in J to energy in eV, Experiment to measure the Charge to Mass Ratio of Electrons 1. The method proposed here is similar to that used by J. J. Thomson in 1897. Electrons in an evacuated tube (a â€Å"cathode ray tube†) are sent towards a region of space where there are electric and magnetic fields at 90 ° to each other. If the field strengths have a particular ratio then charged particles can pass through them undeflected. | | | 2. In the following analysis | | | V = voltage accelerating the electrons and producing the electric field between the plates| | v = speed of the electrons| | m = mass of one electron and e = charge on one electron| | E = electric field strength (E = where d = distance between plates)| | B = magnetic flux density| 3. If the electrons pass undeflected (magnitude of electric force equal to magnitude of magnetic force), then it can easily be shown that | 4. To find the speed of the electrons, remember that during acceleration the electrons are losing electric P. E. and gaining K. E. | | E. P. E. lost = K. E. gained| eV = 5. Therefore, | | | 6. Combining equations 1 and 2 to eliminate v gives, | | | | 7. Thus, using his experimental apparatus, Thomson was able to determine the charge-to-mass ratio of the electron. Today, the accepted value of is C kg-1. How to cite Atomic Structure, Papers

Finanace for Cash management

Question: Discuss about the Finanace for Cash management. Answer The cash budget for the period January to March 2011 is presented below: Jan 11 Feb 11 Mar 11 Opening balance -$10,800 -$34,200 -$12,600 Income Cash sales $20,000 $30,000 $30,000 Credit sales $7,500 $10,000 $15,000 Credit sales $5,000 $7,500 $10,000 Legacy $40,000 Total income $32,500 $87,500 $55,000 Expenses Cash purchases $6,000 $9,000 $10,000 credit purchases $10,000 $12,000 $18,000 credit purchases $8,000 $10,000 $12,000 Cash Wages $15,000 $10,000 $10,000 Credit wages $10,000 $15,000 $10,000 Variable overheads $5,000 $8,000 $6,000 Fixed overheads $1,900 $1,900 $1,900 Fixed assets $30,000 Total expenses $55,900 $65,900 $97,900 Net Cash flow -$23,400 $21,600 -$42,900 Closing Balance -$34,200 -$12,600 -$55,500 (Calculations given in annexure) Cash budget is related to forecasting the various cash inflows and outflows of a business for a future time period in order to plan and control the use of cash (Jain and Khan, 2008) Cash budget helps in identifying any excessive or shortage of cash in the future so that decisions that can be taken to put them to better use or to raise the required funds respectively. Also a safe level of cash can be maintained which ensures smooth running of business activities. Like in the above case, the company has negative cash balance at the end of each month; hence it can take loan to ensure smooth functioning. Also cash budget helps in deciding the credit to be extended to debtors in order to ensure no liquidity problems and having a control over the business (Gatewaycfo, 2011) The various ratios for X BHD and Y BHD are given below: Ratio X BHD Y BHD Gross profit 17.20% 26.88% Net profit 6.64% 10.63% Expenses ratio 10.56% 16.25% Stock turnover 9.4 7.3 Return on capital employed 45.11% 76.23% Current ratio 2.11 5.24 Acid test ratio 0.95 1.03 Debtor/sales ratio 24.04 55.17 Creditor/purchase ratio 11.11 7.58 (Calculations in annexure) The performance of a company can be measured through ratio analysis in which the ratios can be categorized into profitability ratio, liquidity ratio, efficiency ratio and capital structure ratio Profitability From the above ratios we see that Y has a better profitability as compared to X. It has a higher gross profit and net profit ratio. However, Y also has a higher expense to sales ratio. We have taken the administrative expenses in this ratio. Since Y has higher administrative expense as a percentage of sales, the ratio is higher. Also Y has a higher return on capital employed. This means Y is utilizing its capital more effectively in generating revenues and making profits. This ratio is particularly important for investors. Liquidity The liquidity is measured by the current ratio and quick ratio. Company Y has a very high current ratio as compared to X indicating enough current assets to meet its current obligations. However, the acid test ratio of both the companies is almost same. This means Y has most of its current assets in the form of inventory. This makes the immediate liquidity of the company low. A lot of funds are tied in stock which the company cannot liquidate immediately, hence resulting in low liquidity. Company X has ideal liquidity ratios in both current and quick ratio. Efficiency Company X has a higher stock turnover ratio as compared to X. This means X is able to convert its stock into sales faster as compared to Y. Also X has a higher accounts payable ratio. This means the company pays off its suppliers more quickly than Y and is more regular in paying the bills. However, company Y has a higher debtors turnover ratio indicating the company recovers cash from its debtors more quickly. This results in more free funds for the company which it can use in its business. Even company X has an impressive debtors turnover but Y is better. Overall company X is more efficient in managing its working capital as compared to Y (Petty, Titman, Keown, Martin, Burrow, 2011) Company Y is better in terms of profitability whereas company X is better in terms of liquidity and efficiency. Reference Khan, M.Y., Jain, P.K., (2008), Cost Accounting and Financial Management, 3rd Edition, CA Examination Series Gateway CFO, (2011), Why a Cash Budget is Important What It Should Look Like, accessed online on 25th January, 2017, available at https://gatewaycfo.com/2011/10/why-a-cash-budget-is-important-what-it-should-look-like/ Petty J.W., Titman, S., Keown, A.J. ,Martin P., Burrow, M., (2011), Financial Management : Principles and Applications, 6th Edition, Pearson Australia