Blossom Corporation has 10.60 million shares of common stock issued and outstanding. On June 1, the board of directors voted an 73 cents per share cash dividend to stockholders of record as of June 14, payable June 30.

a) Prepare the journal entries for each of the dates above assuming the dividend represents a distribution of earnings. (Credit account titles are automatically indented when amount is entered. Do not indent manually. If no entry is required, select "No Entry" for the account titles and enter 0 for the amounts.)

b) How would the entries differ if the dividend were a liquidating dividend? (Credit account titles are automatically indented when amount is entered. Do not indent manually. If no entry is required, select "No Entry" for the account titles and enter 0 for the amounts.)

After deciding to get a new car, you can either lease the car or purchase it with a three-year loan. The car you wish to buy costs $34,500 (fancy car, isn't it!). The dealer has a special leasing arrangement where you pay $1 today and $450 per month for the next three years. If you purchase the car, you will pay it off in

monthly payments over the next three years at an 8 percent APR. You believe that you will be able to sell the car for $27,000 in three years.

a. Should you buy or lease the car?

b. What breakeven resale price in three years would make you indifferent between buying and leasing?

show all work on excel

WELCOME TO THE WORLD OF 21ST CENTURY HRM

Questions below

Angie was standing at her (former) desk, picking up her personal items and wondering how she had gotten into this mess. At one shoulder was the head of HR, and at the other was one of the security officers. They were there to escort her out of the building as soon as she retrieved her personal items. Thinking back, the last hour or so had been a whirlwind. She had come to work like she had for the past several months, maybe a little late and a little hung over, but she was there.

Shortly after she had sat down at her desk to start making phone calls, her supervisor had called her into his office. He asked her to accompany him to the HR manager’s office. Once there, she saw a printout of her (public) Facebook page and the blog that she kept on pretty much a daily basis. She was a little embarrassed by the photos on the printout, but at least they weren’t as racy as some she had considered putting up. She was really glad that when she graduated from college, she had purged her account of all of those pictures of the Florida vacations on the beach (and other places).

Angie knew, like all of the other employees, that company management had been recently going through some of the social networking sites to review potential recruits before they decided to hire them, but she didn’t know anything about management reviewing current employees’ personal webpages. She had, however, read (well, scanned) the company’s social media policy in the employee handbook and had signed a form saying she understood the requirements. Well, she thought, my pages are pretty clean since I was warned about this by career services in college.

However, what she saw next really bothered her. There was the highlighted section of her blog from last Thursday. She had forgotten about that! In it, she noted that she had a whopping hangover because of the girls’ night out on Wednesday night, and she had said, “I think I’ll call in sick because I just can’t face working for that idiot with this headache.” Well, they knew that she wasn’t sick. How could she have been that stupid?

As she sat there, she suddenly realized that this was no normal conversation—it looked more like an inquisition. And when the HR manager informed her that the company was going to terminate her employment because she had violated the social media policy, she couldn’t believe it. What had happened to freedom of speech? What had happened to a person’s right to have a life outside of work? Could the company monitor her personal communications that had nothing to do with work and then use them against her? She wasn’t sure, but she thought that was wrong. Nonetheless, here she was, cleaning out her desk.

A 2012 report by SilkRoad Technology declares, “75% of workers access social media on the job from their personal mobile devices at least once a day, and 60% access it multiple times.” But “fewer than 10% of companies offer social media training to their employees. And only 23% have a specific policy regarding use of social media.”⁸⁰

Also, according to a recent study by Harris Interactive for Careerbuilder.com, about two out of every five employers are using social networks to screen job candidates.⁸¹ More than 40% of employers have decided not to offer jobs to potential candidates based on content from their social networking sites, including Facebook, LinkedIn, Myspace, Twitter, and others. At the same time, 19% said they had hired individuals because of their social media activities. A Business Insider article identifies several recent firings because of social media. These include an employee ranting about his employer on Facebook, a breach of personal privacy when putting photos on Instagram, and using company equipment to make a video complaining about the company, among other issues.⁸²

The National Labor Relations Board (NLRB) has recently jumped into the debate on social media posts, with some new policies and some mixed rulings in social media cases. The NLRB rulings generally direct that it is illegal to adopt overly broad social media policies “like bans on ‘disrespectful’ comments or posts that criticize the employer—if those policies discourage workers from exercising their right to communicate with one another with the aim of improving wages, benefits, or working conditions.”⁸³But employers have been judged to be within their rights in other cases when disciplining employees who acted alone to disparage or vilify their employer or its customers. According to a quote in Forbes magazine by Tony Wagner, a spokesman for the National Labor Relations Board, “The NLRA does not protect personal rants that don’t pull in other employees who may be experiencing poor working conditions.”⁸⁴

Social media sites are no longer just a location where you can connect with your friends. Companies are routinely using these sites to research both recruits for employment and the actions of current employees. The Internet is full of references of people fired for things that they said on their personal web pages. And it doesn’t necessarily matter if you set your pages to private. Your friends may still capture comments that you’ve made on their pages without you even knowing about it. In addition, recruiters in some states can use your “friend” list to find people to call for references, and if your friends are unaware of the purpose for the call, they might say something that you’d rather they didn’t. Employers can look at who has recommended you on sites such as LinkedIn and may approach those references as well.

Questions:

-Please state some of the ethical issues that Angie may have broken that was set forward by the company.

-Please also explain how you would enforce the ethical rules within the work place to current employees so that the similar situation does not happen again.

-Do you think that company's should still monitor their employees social media sites after they have been hired? Why or why not?

Spring 2019 CMSC 140 Programming Project 4: Days Out

Project Specifications

Input for this project:

• the user must enter the number of employees in the company.
• the user must enter as integers for each employee:
  • the employee number (ID)
  • the number of days that employee missed during the past year.

Input Validation:

• Do not accept a number less than 1 for the number of employees.
• Do not accept a negative number for the days any employee missed.
• Be sure to print appropriate error messages for these items if the input is invalid.

Output: The program should display the following data:

• Each employee number (ID) and the number of days missed should be written to the report file named "employeeAbsences.txt".
• The average number of days a company's employees are absenting during the year should be written to the report file named "employeeAbsences.txt".

• Create a global variable of type ofstream for the output file. Use this variable to open the fileemployeeAbsences.txt in your program to write data to it. A global variable is defined above the main function and its scope is throughout the program.
• Create the following three functions that will be called by the main function:

1. A function called NumOfEmployees. This function asks the user for the number of employees in the company. This value should be returned as an int. The function accepts no arguments (No parameter/input).
2. A second function called TotDaysAbsent that accepts an arguments of type int for the number of employees in the company and returns the total of missed days as an int. This function should do the following:

• 1. Asks the user to enter the following information for each employee:
• The employee number (ID) (Assume the employee number is 4 digits or fewer, but don't validate it).
• The number of days that employee missed during the past year.
  2. Writes each employee number (ID) and the number of days missed to the output file (employeeAbsences.txt). ( Refer to Sample File Output )

3. A third function called AverageAbsent that calculates the average number of days absent.
   1. The function takes two arguments:

• the number of employees in the company
• the total number of days absent for all employees during the year.
  2. This function should return, as a double, the average number of days absent.
  3. This function does not perform screen or file output and does not ask the user for input.

The local bakery bakes more than a thousand 1-pound loaves of bread daily, and the weights of these loaves varies. The mean weight is 1.7 lb. and 3 oz., or 856 grams. Assume the standard deviation of the weights is 25 grams and a sample of 32 loaves is to be randomly selected.

(A) This sample of 32 has a mean value of x, which belongs to a sampling distribution. Find the shape of this sampling distribution.

a) skewed right

b) approximately normal   

c) skewed left

d) chi-square

(b) Find the mean of this sampling distribution. (Give your answer correct to nearest whole number.)
_____ grams

(c) Find the standard error of this sampling distribution. (Give your answer correct to two decimal places.) ______


(d) What is the probability that this sample mean will be between 846 and 866? (Give your answer correct to four decimal places.) _______


(e) What is the probability that the sample mean will have a value less than 847? (Give your answer correct to four decimal places.) _______


(f) What is the probability that the sample mean will be within 4 grams of the mean? (Give your answer correct to four decimal places.) _______

why do we need to test hypotheses in health-related or epidemiological research?

1.

What is the economic impact of a federal budget deficit? Describe the effect of debt financing accomplished by a sale of bonds to the general public.

Almost every organization have some workplace negative issue, that everyone knows about, but no one is doing anything about it. Why is there a reluctance by the supervisor to deal with the problem? Think of a problem in your current or former job, that was unresolved. Briefly describe it. What were the negative consequences of not dealing with the problem? (300 words minimum)

In this forum, provide one example of a bi-racial person ... child / adult (in the media / sports / entertainment / etc) and provide a little bit of their historical background. Dig a little deeper & explore ways they managed or coped with race/ethnic issues in their childhood. Are there any cultural or racial connections to mental health issues? 150 words

When organizations decide to finance assets, the key is to match meaning current assets with current financing and long term assets with long term financing.

What would be an example of this occurring in business today and what would be the disadvantage from not matching?

In the case of the Death with Dignity Act,

If you were tasked with drafting the forms and creating policies at the hospital as a director in administration, how would you deal with this today?

What kinds of policies would you create for the hospital?

What kinds of forms would the patients receive and when would they receive them?

What experts/professionals would you consult to help you create the policies and procedures?

Q3. [15 marks] A solid steel shaft (E = 210 GPa, ? = 0.33) of radius 20 mm has been forced into an aluminium gear (E = 70 GPa, ? = 0.33) of outer radius 40 mm and thickness of 10 mm. There is a radial interference of ? = 0.02 mm. a) Determine the contact (interface) pressure, pc ; [6 marks] b) Sketch the radial stress distribution in the shaft and the gear; [5 marks] c) If the coefficient of friction between the shaft and gear is μ = 0.1, what axial force would be required to move the gear along the shaft? [2 marks] d) What is the maximum torque, which can be transmitted through the shaft? [2 marks] If you cannot solve a) and b) for c) and d) assume pc = 100 MPa.