A company is considering constructing a new factory and is considering funding it by issuing a corporate bond to the value of $9m. The bond would have a term to maturity of 12 years, a coupon rate of 3.0% and the bond would be sold into the market at expected yield of 2.8%. Show how an immunisation portfolio could be constructed from the bonds below if the CB cut interest rates by 0.50% over the next year. Show how this strategy would work and explain the nature of the risk and how the protection is created.

2.3% US Treasury 2030, @ Yield to Maturity of 1.50%

2.5% US Treasury 2030, @ Yield to Maturity of 1.67%

3.2% USTreasury 2035, @ Yield to Maturity of 1.71%

3.6% US Treasury 2038, @ Yield to Maturity of 1.73%

2.5% US Treasury 2039, @ Yield to Maturity of 1.74%

5.5% USTreasury 2042, @ Yield to Maturity of 1.78%

Below is the extract of a research

Qualitative Design

The philosophical underpinnings of qualitative studies include perspectives of phenomena and a consideration for multiple realities held by different individuals (Munhall, 2010). The outcomes of qualitative research rely heavily on the information provided by those with subject experience related to the study (the participants), providing data through first- person narratives (Munhall, 2010). The acquisition of contextualized, multi-faceted descriptions enrich the understanding of a phenomenon (Holloway & Wheeler, 2010). In contrast, a quantitative study focuses on collecting numerical data to validate hypotheses and draw generalizations (Maltby Williams, McGarry, & Day, 2013).

Phenomenology is based on the idea that understanding a phenomenon is attainable through the subjective perceptions of people who underwent the experience being studied (Flood, 2010). Phenomenological studies emphasize that the person is fundamental to the environment; therefore, researchers must focus on individual perceptions (Flood, 2010; James, Cottle, & Hodge, 2010). The purpose of phenomenological research is often to describe the participants’ experiences with the phenomena, the interpretations of these experiences, and the meaning of those experiences to the participants (Sissolak, Marais, & Mehtar, 2011). This study investigated the phenomenon of elderly patients’ perceptions of pain 48 hours after undergoing ORIF surgery.

The study used a qualitative descriptive phenomenological approach to explore the following two research questions: (a) What are the perceptions of pain and pain management of patients between 65 and 75 years of age 48 hours after ORIF surgery? (b) What are the perceptions of adaptation for patients between 65 and 75 years of age after ORIF surgery?Husserl’s (1970) descriptive approach was selected because it used knowledge development that could effectively achieve the objectives of this inquiry and supplement what was already known regarding the phenomenon under investigation. The philosophical underpinnings of qualitative studies include perspectives of phenomena and a consideration for the multiple realities held by different individuals (Munhall, 2010).

Data Collection and Instrumentation

The study integrated a pilot study into the methodology, which explored one research question: What are the perceptions of pain and adaptation of patients 65 and 75 years of age after open reduction and internal fixation surgery? The pilot study was conducted with four patients, who answered 11 interview questions. Results of the pilot study were used to validate the appropriateness of the research questions.

Before conducting any data collection procedures, a letter of cooperation was received from the hospital prior to seeking Institutional Review Board (IRB) approvals from the University of Phoenix and the hospital. This facilitated the appropriate access to hospital records to identify the patients who had ORIF surgery within the specified period of the study. I sought self and peer monitoring to adhere to HIPPA laws. No participant information was left unattended and all documents pertaining to the study were confidential. Once IRB from the University of Phoenix and the hospital were approved, data collection started with recruiting participants for the study. An introductory and recruitment letter was sent to the patients and the orthopedic surgeons asking for assistance in finding candidates who were suitable for the study. Information on patients who had ORIF was obtained from the patients' charts. The patients consented to disclosing their identities and surgeries to a researcher. The participants were approached after their procedures, and informed consent and interviews were scheduled at the patient’s convenience. No patient was asked to sign an informed consent or beinterviewed while under the influence of pain medication.

Data collection was conducted as a one-on-one recorded personal interview and was facilitated by a semi-structured interview guide composed of ten open-ended questions, which made up the Pain Perception Interview Questions (PPIQ). A closing semi-structured question ("Do you have anything else to add?") was added to facilitate further information gathering or clarification. Interviews were one hour long and took place in the participant’s room. Questions focused on the perceptions of pain and pain management 48 hours after ORIF surgery and adaptation after ORIF as narrated in participants’ own words.

Population and Sampling

Prior to data collection, each participant reviewed and signed a consent form and received information about the reasons for the study. Before the start of each interview, participants were made aware that they could discontinue the interview if they experienced pain and if their healthcare provider entered the room. One of the most important responsibilities of a researcher of human subjects is to ensure informed consent of any participants. Research cannot be undertaken without this consent. Informed consent gave the researcher permission to delve into private areas of a human subject’s life and enter a person’s emotional, physiological, intellectual, or other very intimate arena that must be protected. I transcribed all information obtained from the participants and I was the sole individual with access to the participant information. At the conclusion of the study, all information, including audio recordings and field notes, were locked in an encrypted secure electronic database.

A total of 12 participants was recruited from a community primary care hospital that conducted an average of 12 ORIF surgeries monthly. Ten participants met the study’s inclusion criteria: (a) age between 65 and 75 years; (b) have undergone ORIF surgery in the past 48 hours, (c) speak and understand English fully; and (d) should not exhibit any form of mental illnesses. The concepts of diminishing returns and saturation in qualitative studies were considered when determining the sample size for the study.

Data Analysis

The use of NVivo 10.0 (QSR International) to process the data collected from the interviews enhanced categorizing statements and emerging themes. The modified Van Kaam (1969) method, based on Husserl’s (1970, 2012) philosophy, was used to analyze the data collected. Van Kaam’s method requires that intersubjective agreement be reached with other expert judges. Roy’s four modes of adaptation -- physical, self-concept, role function, and interdependence -- were used to determine adaptation responses (AR) and ineffective responses (IR) of participants based on responses to the PPIQ. Van Kaam’s (1969) approach in the phenomenological generation and analysis of data has been frequently utilized by nurse researchers because of its rigor in accomplishing accurate results from studies.

Using Moustakas' (1994) seven-step approach in conjunction with the NVivo© 10 software, participants were interviewed, and textual datum collected and analyzed to discern themes that developed from the data. Additionally, a descriptive analysis was conducted regarding the differences between the participants’ responses. Analysis involved comparing the invariant constituents that was revealed within the main themes.

The coding process utilized the NVivo© 10 software that has the capability to list the key words and phrases emerging from the transcripts of the participants. For instance, key words identified in interview question one was (a) personal, (b) different, and (c) self. This list of words and phrases guided me to identify specific codes that were then re-uploaded in NVivo© 10 for code grouping. For instance, the key word “personal” was identified as “differences of pain.” The grouped codes served as the basis for determining the themes. These themes were refined from the coded text to reflect the themes critical to the central question.

The preliminary grouping was coded by the following: (a) experiences of pain, (b) perceptions of pain, (c) failure of pain management, (d) understanding pain management options, (e) involvement mechanism in pain management, (f) factors affecting caregiver interaction, (g) meanings of adaptation, and (h) recommendations of pain management. These groupings were then utilized to understand the lived experiences of elderly concerning pain management.

Question:

a) Please illustrate the methodology used in this qualitative study

b) Describe the application of the methodology stated above in qualitative research study

Love Language Project Part I
Objective:
To demonstrate the principles of love languages and effective use of interpersonal communication skills through “gifting” a close interpersonal relationship.
Assignment:
Please research the 5 Love Languages. Set a time when you can interview your selected person, at least ½ hour. Choose a quiet, comfortable environment where you will be able to listen effectively. The goal of your interview is to learn how your selected person most likes to receive expressions of affection.
You might begin by sharing the five love languages with them and asking some versions of the following questions:
1. Based on the descriptions in this section and this piece, which of the five love languages is most appealing to you to receive?
2. Can you share a story/example of a time when you received affection this way?
3. Which is the most challenging/uncomfortable love language for you to receive?
4. Can you share a story/example of a time when you received affection this way?
5. What changes do you think you could make in the way you receive affectionate messages in your close relationships?

Please describe the person that you chose to interview and your relationship with them. Then, post their responses to the questions

Love Language Project Part II

Write a personal reflection paper, at least 1.5 pages long, double spaced, typed, include the following:
1. What did you learn about your selected person and their preferred love languages from your interview? What was challenging about the interview? What surprised you?
2. How does their preferred love languages differ from yours? Did this make it difficult to plan your special event?
3. Comment on planning your Love Language Event. How did you come up with your ideas? What was easy and what was challenging?
4. Comment on implementing your Love Language Event. What was enjoyable? What was challenging? Did it go as you’d planned?
5. Comment on the Love Language Project in general. What did you learn? About the other person? About yourself?
6. How might what you learned during this Love Language Project affect your expressions of affection in other relationships?

THE DEMOTIVATION OF CEO PAY
How much did your CEO get paid this year? What did any CEO get paid? You may not know the exact amounts, but you probably think the answer is, “Too much money.” According to research from 40 countries that probed the thoughts of CEOs, cabinet ministers, and unskilled employees, we all think leaders should be paid less. Beyond that, we are clueless.
Where we err (fail to adhere to the proper or accepted standards) can be calculated by an organization’s pay ratio, or the ratio between CEO pay and average worker pay. In the United States, for example, the average S&P 500 CEO is paid 354 times what the lowest-ranking employee makes, for a ratio of 354:1 (eight times greater than in the 1950s). Yet, U.S. participants in the study estimated that the ratio between CEOs and unskilled workers was only 30:1! Americans are not alone in making this gross underestimate: Participants from Germany, for instance, estimated a ratio of around 18:1 when the actual is closer to 151:1.
In general, people worldwide are unhappy with—and demotivated by—their perception of inequity, even when their estimates of the ratios are far below the reality. Taking the German example further, the ideal ratio of CEO pay to unskilled workers as judged by study participants was around 7:1. To put it all together, then, people think the ratio should be 7:1, believe it is 18:1, and don’t realize it is actually 151:1. For all the countries worldwide in the study, the estimated ratios were above the ideal ratios, meaning participants universally thought CEOs are overpaid.
How does this affect the average worker’s motivation? It appears that the less a person earns, the less satisfied the person is with the pay gap. Yet virtually everyone in the study wanted greater equality. The ideal ratio, they indicated, should be between 5:1 and 4:1, whereas they thought it was between 10:1 and 8:1. They believed skilled employees should earn more money than unskilled individuals, but that the gap between them should be smaller.
No one in the United States would likely think the 354:1 ratio is going to dip to the ideal of 7:1 soon, although some changes in that direction have been suggested. Other countries have tried to be more progressive. The Social Democratic Party in Switzerland proposed a ceiling for the ratio of 12:1, but putting a cap into law was considered too extreme by voters. No countries have yet been able to successfully impose a maximum ratio.
Therefore, the job of restoring justice perceptions has fallen to CEOs themselves. Many CEOs, such as Mark Zuckerberg of Facebook and Larry Page of Google, have taken $1 annual salaries, though they still earn substantial compensation by exercising their stock options. In one extreme recent example, Gravity CEO Dan Price cut his salary by $1 million to $70,000, using the money to give significant raises to the payment processing firm’s employees. Price said he expects to “see more of this.” In addition, shareholders of some companies, such as Verizon, are playing a greater role in setting CEO compensation by reducing awards when the company underperforms.

there are 2 questions:

1- Read the case titled, “The Demotivation of the CEO Pay’ and explain the following two questions:
a. Which motivation theory would you use to explain the above case? Why
b. Can you solve the problem raised in the above case in all countries? Why?

2- You are a management consultant in Oman. One of the Omani domestic companies wants to expand to two different countries – one in Asia and the other one in North America. The company is hiring you to assist them in understanding ‘material culture’ and ‘social culture’ so that they can create appropriate strategies for these two countries.
a. Explain what is ‘material culture’ and ‘social culture’ to this firm with appropriate framework
b. What are the problems this firm would face if 2(a) is not handled properly?

Chapter 7:  

Central University of Illinois has a newly appointed president, Catherine Husker. This has been a challenging budget year due to the difficulties of getting a state budget passed in the State Legislature. It appears from all reports that the budget that may get passed will be only 90% of last year’s state appropriations for the University. This means the University will have to cut their own operating budget for next year because of the State’s expected reduction in appropriations to higher education.

Husker just had a meeting with the athletic director of the university, Gareth Connor, to discuss the budget for the athletic department. Central University has been a men’s football and basketball powerhouse for the last several decades. However, the women’s athletic program has had less success. Last year, though, the women’s basketball team was one of the team’s selected to participate in the NCAA Women’s Basketball Competition through an “at-large bid” due to their outstanding season.

Connor and Husker discussed the 2018 Athletic Department budget, which Connor believed was the final draft. The meeting did not go well. In fact, it went terribly.   Husker discussed four grave concerns she had about the Athletic Department budget and requested Connor to review and revise the budget in light of her concerns below. Draft II of the budget is due in two weeks time.

Concern 1: The Athletic Department is budgeting a loss of over $3 million. Given the tight fiscal position of the university, this outcome is unacceptable to Husker. A budgeted loss of $1 million is the most she will tolerate for 2018. By 2019 the Athletic Department has to operate with a balanced budget. She tells Connor this is nonnegotiable.

Concern 2: The low allocation of money to the women’s athletic program. Fox Valley News, a tabloid television show, recently ran a program titled “It’s a Man’s World at Central University Athletics’ Program.” Husker said Connor is treating woman athletes as “third-class citizens.”

Concern 3: The low academic performance of the men’s football athletes, many of whom have full scholarships. She notes that the local TV news recently ran an interview with three football-team students, only one of which “exemplified the high academic credentials she wants Central to showcase to the world.” As for the other two students, she calls one student “incoherent” and another “incapable of stringing sentences together.”

Concern 4: The outrageous salary paid to “Bull” Mason, the football coach. She notes it is twice that of the highest paid academic person on campus, a Nobel Prize winner. Moreover, Mason receives other payments from his “Football the Central Way” summer program for high school students.

Below is Draft I of the Athletic Department budget:

Central University 2017 Athletic Department Budget ($ millions)

Revenues:

         Men’s athletic programs                    $10.350

         Women’s athletic programs                   0.780

         Other (endowment income, gifts)           3.400      $14.530

Costs:

         Men’s athletic programs                    $11.040

         Women’s athletic programs                   2.800

         Other (non-assigned to programs)*         3.700      17.540

Operating Income                                                        $( 3.010)

*Other non-assigned programs include rugby, soccer and volleyball

Men’s Athletic Programs:

                           Football      Basketball       Swimming             Other       Total

Revenues              $8.600        $1.500            $0.100    $0.150   $10.350

Costs                    7.400            2.700              0.300      0.640     11.040

Full Scholarships         37                         21                 6                4       68

Women’s Athletic Programs:

                                             Basketball       Swimming             Other       Total

Revenues                                $0.600            $0.080    $0.100   $ 0.780

Costs                                        1.800              0.200      0.800       2.800

Full Scholarships                            11                 4                2       17

REQUIRED:

Connor will be holding a half-day meeting with key officials of the Athletic Department (of which your team are some of these key officials) to discuss the university president’s concerns. In order for your team of officials to be prepared to discuss the concerns of the president at this meeting, please answer the following questions prior to the meeting.

Questions:

Who are the stakeholders? (Worth 4 pts.)

The Athletic Department is operating at a loss. What are some of the ways the Department can increase revenues? Are there any potential pitfalls or problems with any of your ideas? (Worth 6 pts.)

Are there any ways that the Athletic Department can decrease costs? Are there any potential pitfalls or problems with any of these suggestions? (Worth 6 pts.)

What are some of the gender issues that Husker raised and how would you attempt to address them? (Worth 4 pts.)

Simmons Corp

Balance Sheet

As of December 31, 2019 and June 30, 2020

During 2020 to date (June 30, 2020), Simmons had the following transactions:

1. Provided services to customers on account for $1,000.
2. Paid cash for salaries of employees for $400 (includes amounts owed as of December 31, 2019).
3. Paid cash for utility bills of $100
4. Collected $30 cash from customers on account.
5. Paid $40 cash to suppliers on account.

Additional information:

1. The Note Payable bears interest at 6% per year, but no interest is due until the due date of the note, which is 2024.
2. The equipment, purchased in 2019, is being depreciated using the straight-line method with an estimated service life of 5 years and no estimated residual value.

1. Provide any adjusting entries needed to account for interest on the note payable and depreciation on the equipment through June 30, 2020.
2. Prepare an income statement for Simmons Corp for the period January 1 – June 30, 2020.
3. Enter the balances of balance sheet accounts as of June 30, 2020 in the balance sheet above. Don’t forget the closing entry needed to make the balance sheet balance!
4. In Simmons Corp.’s cash flow statement for the period January 1 – June 30, 2020, what would be the reported amounts of each of the following? (You do NOT have to prepare a cash flow statement)
5. Cash flows from operating activities:
6. Cash flows from investing activities
7. Cash flows from financing activities:
8. Based on the financial statements (income statement and balance sheet) that you prepared, and based on the cash flow information you determined in part (4), comment on the performance of the company, both from a profit and a cash flow perspective. Also comment on the company’s financial position (its ability to pay bills, e.g.).

On April 1, 2020, Mendoza Company (a U.S.-based company) borrowed 504,000 euros for one year at an interest rate of 5 percent per annum. Mendoza must make its first interest payment on the loan on October 1, 2020, and will make a second interest payment on March 31, 2021, when the loan is repaid. Mendoza prepares U.S. dollar financial statements and has a December 31 year-end. Prepare all journal entries related to this foreign currency borrowing assuming the following exchange rates for 1 euro:

Sadie Manufacturing makes fashion products and competes on the basis of quality and​ leading-edge designs. The company has $1,500,000 invested in assets in its clothing manufacturing division.​ After-tax operating income from sales of clothing this year is $450,000.

The cosmetics division has $6,200,000 invested in assets and an​ after-tax operating income this year of $1,550,000. Income for the clothing division has grown steadily over the past few years. The​ weighted-average cost of capital for Sadie is 10​%. The CEO of Sadie has told the manager of each division that the division that​ "performs best" this year will get a bonus.

Exercise 3-9 (Algo) Balance sheet preparation [LO3-2, 3-3]

The following is the balance sheet of Korver Supply Company at December 31, 2020 (prior year).

Transactions during 2021 (current year) were as follows:

Additional Information:

The notes payable are dated June 30, 2020, and are due on June 30, 2022. Interest at 10% is payable annually on June 30. Depreciation on the furniture and fixtures for 2021 is $27,000. The furniture and fixtures originally cost $370,000.

Required:
Prepare a classified balance sheet at December 31, 2021, by updating ending balances from 2020 for transactions during 2021 and the additional information. The cost of furniture and fixtures and their accumulated depreciation are shown separately. (Amounts to be deducted should be indicated by a minus sign.)

Exercise 3-9 (Algo) Balance sheet preparation [LO3-2, 3-3]

The following is the balance sheet of Korver Supply Company at December 31, 2020 (prior year).

Transactions during 2021 (current year) were as follows:

Additional Information:

The notes payable are dated June 30, 2020, and are due on June 30, 2022. Interest at 10% is payable annually on June 30. Depreciation on the furniture and fixtures for 2021 is $27,000. The furniture and fixtures originally cost $370,000.

Required:
Prepare a classified balance sheet at December 31, 2021, by updating ending balances from 2020 for transactions during 2021 and the additional information. The cost of furniture and fixtures and their accumulated depreciation are shown separately. (Amounts to be deducted should be indicated by a minus sign.)