A study of able-bodied female students at the University of Illinois found that their times for the mile run were approximately normal with mean 7.11 minutes and standard deviation 0.74 minutes.

(a) Choose a student at random from this group and call her time for the mile X. What is the probability her mile run time was no more than 6 minutes? Sketch a graph of this situation and shade the appropriate region.

(b) What is the probability that exactly 2 out of 5 randomly selected females in the study will run the mile in less than 6 minutes?

The average college student goes through 500 disposable cups in a yeat. To raise environmental awareness, a student group at a large university volunteered to help count how many cups were used by students on their campus. A random sample of 50 student's results found that they used a mean of 476 cups with a standard deviation of 42 cups. At the 0.01 level of significance, is there sufficient evidence to conclude that the mean differs from 500? USE THE 5 STEP RESPONSE AS OUTLINED IN THE BOOK ON PAGE 413. use the z score method. (example 8-3)

It is 2017. My 2-year old daughter wants to go to Harvard (a private U.S. university) starting in 2033 (in 16 years’ time). The tuition fee is estimated to be $250,000. How much do I need to put aside starting one month from today and at the end of every one month until I have $250,000 saved up to pay her tuition fees in 2033? Assume I can earn 1% interest per month in my investment account. Please round your answer to two decimal places.

Anna is a graduate accounting student. She is the recipient of a $1,000 scholarship from the university. Anna also works as a part-time teaching assistant for which she is paid $3,000 per calendar year and receives a tuition waiver covering 100 percent of her tuition. If not for the waiver, Anna would have paid $8,000 for tuition. Further, she paid $400 for books and supplies related to her coursework and incurred room and board expenses of $6,200. How much gross income Anna must report related to her status as a student?

Lionel is an unmarried law student at State University Law School, a qualified educational institution. This year Lionel borrowed $30,000 from County Bank and paid interest of $1,800. Lionel used the loan proceeds to pay his law school tuition. Calculate the amounts Lionel can deduct for interest on higher-education loans under the following circumstances:

a. Lionel's AGI before deducting interest on higher-education loans is $50,000.

Deductible interest expense:

b. Lionel's AGI before deducting interest on higher-education loans is $90,000.

Deductible interest expense:

Activity based costing "blasted" on the cost accounting scene in the late 1980s and early 1990s. It's authors, Dr. Robert Kaplan and Dr. Robin Cooper, from Harvard University, presented it as a more accurate costing method which would improve the accuracy of accounting information, and therefore lead to much improved decisions, leading to more profitable and successful companies. Has ABC lived up to its hype? Has it been a success? A dud? or somewhere in between? Is the novelty wearing off? Find evidence in the literature to support your opinion.

8. Adam, Bonnie, Chuck, Dave and Elaine are engineers from different companies attending a professional conference at the University of Arizona in Tucson. There are seven hotels near the campus. Each engineer will stay at a randomly picked hotel. a. What is the probability that they will all stay at the same hotel? b. What is the probability that they will all stay at different hotels? c. Adam has a crush on Bonnie, what is the probability that they will stay at the same hotel? d. What is the probability that exactly two of the five engineers will stay at the same hotel with no one else staying at a same hotel?

Sunshine Company is a calendar year accrual-basis taxpayer and is in its first year of operations. Sunshine Company had the following income, expense, and loss items for the current year: Sales $650,000 Corporate dividend (from 5% owned corporation) 60,000 Municipal bond interest 25,000 Long-term capital gain 0 Short-term capital loss (8,000) Cost of goods sold 320,000 Depreciation 65,000 Nondeductible fines 4,000 Advertising 7,000 Utilities 6,000 Rent 5,000 Furthermore, Sunshine’s liabilities (all recourse) increased from $0 on 1/1 to $300,000 on 12/31 of the current year. 1) Assume that Sunshine Company is owned by Alvin as a sole proprietorship. Alvin received $2,400 per month ($28,800 in total) from Sunshine Company as an owner’s draw. Additionally, Alvin took $55,000 out of Sunshine Company near the end of the year as a partial distribution of profits.

a) Calculate the net business income of Sunshine Company/Alvin that would be reported on Schedule C of Alvin’s Form 1040.

b) How much of the $2,400 per month ($28,800 total) and the $55,000 distribution would Alvin include as taxable income on his Form 1040?

c) What amount of Alvin’s income will be subject to self-employment tax?

d) Note that you do not need to complete Schedule C or other forms, but these form will be a useful guide in completing this portion of the assignment.

2) Assume that Sunshine Company is a c corporation. Alvin contributed $60,000 to purchase 60% of the stock while his wife’s best friend, Ann, contributed $40,000 to purchase the remaining 40% of the stock when the corporation was formed this year. Alvin received a $2,400 per month salary ($28,800 in total). Ann doesn’t work for the company so she received no salary. The company distributed some profits at the end of the year by paying out a $55,000 dividend.

a) Calculate Sunshine Corporation’s taxable income and income tax liability to be reported on Form 1120.

b) What amount and type of income must Alvin report on his individual Form 1040 tax return?

c) What amount of Alvin’s income will be subject to self-employment tax?

d) What is Alvin’s basis in his Sunshine stock at the end of this year?

e) Note that you do not need to complete Form 1120 but this form and related schedules will be a useful guide in completing this portion of the assignment

19) Boris, a sole proprietor, manufactures glass containers for beverages. Boris wants to convert his business to a corporation. Just before he completes the paperwork to incorporate, Boris renews the lease on his factory. Which of the following is true?

Select one:

a.
The lease contract is breached as soon as Boris’ business is incorporated.

b.
The new corporation is instantly liable on the lease as soon as it is incorporated.

c.
Boris remains personally liable on the lease unless the corporation adopts it through a novation.

d.
No one is liable: Boris’ sole proprietorship no longer exists and the corporation did not sign the lease.

20) A provision in the bylaws of Wells Fergo Corporation allows each shareholder to maintain his proportionate control by giving preference over prospective purchasers to purchase a pro-rated share of the new stock. This provision is called

Select one:

a. Cumulative voting.

b. Pro-rata rights.

c. Stock warrants.

d. Preemptive rights.

21) Steve Alan, a college student, founded a start-up company called Macrosoft. Steve wants to borrow money from Bank of Washington, which will give him the loan if Steve’s father cosigns. Steve’s father agrees. He is a

Select one:

a. A security.

b. A surety.

c. A guarntor.

d. A promisor.

22) Mieko is a shareholder of Natural Gas, Inc. Natural Gas uses cumulative voting to elect directors. This means that the number of Mieko’s votes is determined by the number of

Select one:

a. Shareholders present at the shareholders’ meeting.

b.
The number of shareholder meetings that Mieko has attended.

c.
Members of the board to be elected multiplied by the total number of voting shares that Mieko holds.

d. Years that Mieko has been a shareholder.

team 7 provide a  3-4 paragraph answer for the following questions

1-What are 4 key things you learned about the topic from reading their paper?

2-How does the topic relate to you and your current or past job?

3-Critique the paper in terms of the organization and quality.

In today’s technological age, employers have a plethora of options on how and where to find employees. Companies often choose between two different sources to find candidates: internal or external sources. The Internal sources that organizations use to acquire new hires include locations for walk-ins, career programs, website job listings, employee referral, internships, and pay for new hire services by career search websites. External sources can vary from job postings or job posting sites, to local recruiters, and career fairs. Often, the internal sources are the most effective method that employers have when it comes to finding employees.

Internal sources have three significant methods to successfully convert applicants to interviews. The first one is Website job listings. On the job listing the human resource department directly handles with every applicant, which is quickly evaluated, responds with acknowledgement for every application. The second one is career programs, it immediately has new hires for-go a training program that could be paid by the employer or educational grants or out of pocket. This career program would allow the new hires to be ready for joining the company. The last method is walk-in and career fairs. This means that new hires would be recruited in specific locations to directly apply with human resources.

Websites like Indeed and Monster have great career builder tools for online applicants which is one of the reasons why external sources have become successful in finding candidates for employer. Some companies want more options to recruit new hires rather than official websites, walk-in, career programs, career fairs, and employee referrals so they usually have external sites like monster and indeed.com promote paid advertisements for positions. This is why external individual companies that have been paid to have certain positions advertised are considered an internal source. These types of sources end up giving the highest percent of interviews and hires. Human resource departments have been recruiting employees today in a much more specific way. They have utilize their incentives as tools to target quality employees in to staying with the company or recruit talent. These tools and incentives were not always available in the past, so some companies have been creative in utilizing these tools to widen their candidate pools and hire the individual that meets the qualifications of their ideal employee.

The way employers hire candidates is broken down to straight forward metrics from SilkRoad technology, a global provider of social talent management solutions that has been partnered up with over 700 of its customers to uncover which recruitment methods yield the most interviews and hires. SilkRoad collected data from OpenHire, an applicant tracking system, that measures the 222,308 job postings, 9.3 million applicants to the 147,440 interviews, ending up to the 94,155 hires, into a rate. These measurable rates would help optimize recruitment, advertising budgets, and new sources of hire. External online recruitment marketing sources hires are about half of all interviews and search engines, considered an external source, produced over 90% of interviews. Companies in today's industry are utilizing the internet and other mobile technologies for new hires which can lead to a quicker turnaround in finding quality employees.

Companies lean towards using online methods of hiring since more than half of the interviews are created by online applications. The external online recruitment market is a resource that companies can pay to have an internal process made to acquire new hires specific to their needs. Examples of these external recruitment markets are Monster, hcareers.com, and indeed.com. These companies supply several tools as online applications to successfully find new hires. I personally believe utilizing internal sources is the better choice because you are able to create a physical presence while meeting the HR department. Local recruiters like CERS and Octagon Technologies have added physical tools within communities to collect new hires. Career fairs also have a social dynamic as a physical location for getting local talent.
            Once a company knows what employee they are looking for and what sources they are utilizing to find them, they must research what benefits they will offer to entice the employee and create loyalty to the company. Companies normally implement standard employee benefits that include covering 50% of a universal Health insurance plan and providing 2-weeks paid vacation after the first year of joining the company. Then for more innovative employee incentive ideas for talent, companies tend to use 20% discounts and stay bonuses, also known as retention bonuses due to the fact that they attempt to reward the employee for staying with the company for different increments of time. Other employee incentives that companies use to promote an attractive program are referral bonuses after a new hire has past the a certain time mark with the company, onboarding or hiring bonuses where students can work to get loans and tax incentives to attract young talent, and remote work options which gives hires an advantage of today’s technologies allowing them to work at home. The option I believe is most popular with employees would be cash bonuses and company profit sharing.

Once companies find the employees they must also focus on retaining them. It cannot be underestimated how paramount it is to ensure that employees remain at the company they work for. There are many key factors on how to ensure employee retention is secured and why that is so. The cost effectiveness of employee retention is what is most important for human resource departments when discussing the post hiring stage of the company. This also plays in line with the immersion period for when employees begin their job at the company. Orientation and company culture is what is key.
            It is not cost effective at all when a company loses employees and has high turnover rate. Turnover is extremely expensive and this factor is what many human resource departments fear during the hiring process. Finding the qualified applicant is just as important as ensuring the applicant will stay with the company. Replacing an employee can cost up to 50-60% of the annual salary of a position. In addition to the cost of turnover, there are also unfilled position cost. With an unfilled position at a company productivity is down and soft costs and be exponentially increased.
            With new employment it must be noted that the anticipated results of a new employee are not immediate. Companies with too high of expectation during the orientation period may put too much pressure on an employee. It is better to take time and allow the new employee to immerse themselves into the company culture and truly understand how to do their job. This is otherwise known as the ‘learning period.’ Company culture is also something to be taken into consideration in regard to employee retention.
            Employee retention can easily be secured through a positive company culture. Cultures vary from one company to another however, hostile cultures that make employees feel uncomfortable and unwelcome will experience higher turnovers. Sexual harassment should be taken very seriously, and company culture should reflect that. As a new employee, one would want to feel welcome and feel part of a culture where they can be comfortable. There is enough stress getting used to a new job, if the company culture is accommodating then employee will want to stay. By implementing the company culture, team building, and employee engagement and ensuring that companies are invested in their employee’s workplace happiness, employees will invest in the company they work for and the company can decrease their turnover rates.

It is incredibly important when working for a company for all employees to have a positive mindset, which will result in a supportive environment. An enthusiastic surrounding will result in higher productivity, as well as an increase in the company’s success. When a person feels supported and accepted due to the cheerful surrounding at their job, that individual will want to see the business flourish by working harder, rather than an employee who feels discouraged about their negative work environment. Countless adults are at work more than they are at home, so why not make it worthwhile? There are five main tips that will improve a positive work environment: make a strong effort to connect with teammates, show appreciation and positivity towards peers, have open ears and listen to other people’s ideas, have trust in the coworkers around, and lastly to be spontaneous.

The first pointer of a constructive work environment is to make a strong connection with teammates. When someone goes out of their way to interact with their peers, it shows a sense of consideration that they care for the business they represent, and that ends up radiating motivation to individuals in all sorts of ways. This is because unless that person is a one-man team, it is critical to work with the people around to make the company thrive and be successful. Also, anyone can send a message in an email, but that lacks getting to know that coworker face-to-face and will end in short messages and not-so connecting responses.

Another suggestion would be to show appreciation towards coworkers as much as possible when they accomplish a task for the business. This may seem like stating the obvious, but it is surprising how often a company is insufficient in awarding a workmate when they do a superior job. From my experience, one of the top complaints told by employees is that they feel like they do not matter to the company, and how all their hard work is not being appreciated enough. Without them, the company would not be where they are today, and to show gratitude managers can do a quick “great job” or a 5-minute appraisal out of the day. This will even make that coworker work harder than they already were because they feel invested in the work that they are doing. A business owner or manager will only gain by giving something as simple as a “thank you.”

To develop a positive work locality, it is significant to have open ears as well as an open mind when listening to other people’s ideas. It does not matter if it is the CEO or the janitor, everyone has their own personal ideas and first-hand experiences with the company. This goes along with trusting team members, which will also create a positive work environment. Nothing is more valuable than trust, whether it is work-related or something personal. Without trust, it is like a train with no tracks- the train will go nowhere. When delegating with peers, it is important for managers to try to let go of wanting to take control of everything, and allow them to help with the tasks needed to be complete. Trust is a very powerful word that can take years to build, yet seconds to break. If someone is incapable of trust, that individual will not be able to work well with others, and therefore will crumble in the business, which will negatively impact the workplace.

The last part of tips that will improve a positive work environment is being spontaneous. Employment does not always have to be so serious; it is okay to have some enjoyment at work. An average American works at least 45 hours a week, which ends up being a little less than 1/3 of the week; why not make the most of it by connecting well with the team and collaborate together to reach the same goal. When teams work nicely together, whether it is during downtime in the office or coming up with a last minute work party for the Super bowl, the outcome is incredible and will not only make anyone feel better about themselves, but create a pleasant work environment.

After discussing why having a positive work environment is so predominant when uncovering different ways of how to maintain a successful business, it is an appropriate transition into the next topic that will help properly acquire and retain employees: the importance of team building. Forbes described team building as having a bad rap, but it is actually one of the most important investments a manager or CEO can make for the company. Not only will team bonding increase collaboration, but it will also ease confrontation in the workplace. Team building has also been known to initiate trust, and engage the employees into wanting to work harder. This is fantastic for the company’s culture, which will plant a seed into impressive fortune.

A way of engaging in team building is to not make the employees feel like it is a typical day in the office. When taking time out of the day to generate team bonding, it is vital to spend time and get to know each other, as well as voice experiences that will aid in working towards a specific goal. This will result in a positive fellowship with one another, yet in a more organic way. Believe it or not, happiness and learning go hand in hand. Testing out different activities with the staff can generate a cheerful mood among employees, which will conveniently help the business itself.

When companies look to make their employees feel valued they must first look at how they approach employee engagement and how their employees are reacting to it. Do employees feel disengaged or feel included in their organization? To find this out companies are utilizing new resources to uncover the current state of their employee engagement. In 5 Tips for Measuring Employee Engagement, Saige Driver goes over 5 ways a company can approach seeing where their employee engagement at. The first step is to define what employee engagement actually means to the organization. Each individual member of a company may have a different idea of what employee engagement means to them and how they feel employee engagement should be approached, so by defining what employee engagement means to the organization as a whole it will better portray what their initiatives and plans are trying to achieve.

The number one way to measure engagement and how employees feel is through individual, anonymous surveys. With changes in technology companies are now able to utilize apps that send out frequent surveys regarding events that have happened throughout the year and get immediate answers about how employees feel this contributes to their engagement. Driver suggest sending “super-short surveys – one or two questions maximum. This makes it easier for managers to collect survey data regularly and drive timely action”, and “protecting employees by making the surveys anonymous encourages critically transparent feedback even if the feedback is negative” (Driver, 2017). By having these surveys, companies get data that they can utilize to formulate action plans for engagement that actually work. The most important part of these surveys to focus on is ensuring that they are asking the right questions. The article suggests using qualitative and quantitative questions to get well rounded feedback from employees. Questions should ask, What do we do to make you feel valued at work? and also ask, Why does this make you feel valued?

Another way to measure employee engagement that also makes employees feel valued is by having individual, informal, and candid conversations with employees. Surveys are a great way to get data for a plan, but when speaking directly with the source of the surveys, managers are able to acquire more details about answers given. Driver also discusses how exit interviews are a great way to find out why an employee is leaving and what changes should be made to ensure more employees do not leave, but that conducting interviews with employees that choose to stay and grow with the company may be even more insightful because they will discuss why they are staying and this will show a company what part of their employee engagement plan is actually working. Personally, I work for a company that has defined employee engagement and has presented workshops on what it is, but does nothing to actually promote employee engagement into the company. Many employees rely on myself as a manager to make them feel valued which in turns exhausts the management team because we do not have anyone above us do the same.

There should be a balance of engagement all down the line of a company from the top to the bottom, each tier being motivated and made to feel valued. The way I make my employees feel valued is by being there for them and not shying away from my responsibilities to them. If they have a table the is angry I will do my best to turn their experience around not for the guest, but to ensure that they guest does not take their anger out on my employee. The other way I attempt to make employees feel engaged is by thanking them. When I see them doing something good, or something that goes above and beyond I recognize them with a free crew meal, tickets for a drawing, or just a simple thank you. I also like to write encouraging messages and quotes on the mirrors at work so employees are reminded daily and throughout the day that I appreciate them.

The final step to ensuring companies find the best way to make employees feel engaged is by ensuring that surveys or individual conversations are conducted frequently throughout the year. My suggestion would be to have surveys sent out right after engagement events happen to see how employees are feeling about the event, and employee conversations should be planned in advance so they have time to have questions to ask managers and have solutions for issues they may be facing every day. Making employees feel valued does not always take an large amount of money to accomplish, but it will take time to find the right balance that works for the employees currently working in the company and for future employees. Not every idea will work for everyone, but by having an action plan in place, companies are more likely to find a good mix to ensure that their employees are staying loyal and are contributing to the success of the company for years to come.

Throughout the paper we described different methods of finding, acquiring, and retaining employees. It started with the research that went into these effective methods and covered the advantages that new hires can take advantage of in order to qualify for certain or additional incentives, standard incentives that most full-time companies should use. These included dynamic incentives that some companies offer and cash incentives that directly create a positive impact. We focused on why retaining employees is just as important as finding the right candidate for a company, and team building was discussed which we learned is a more recent trend for companies to focus on to ensure that they have employees that work together to make the company successful. We also looked into making work more “fun” or “enjoyable” since the average employee spends majority of their week at work. We explored employee engagement, what it means, and how companies can implement it into their human resources plan. All of these topics are crucial in finding a workforce that contributes directly and continuously to the success of the organization's mission. It is not without its difficulty to find the best mix of what works for a company and its employees, but once a company finds that balance they are guaranteed a happy workforce that will lead to their company’s success