Want to be more gender-intelligent at work Start here.

As part of my consulting practice, I work with several global companies on their diversity, inclusion, and women’s leadership efforts. Im often asked by executives—men  and  women—how they can be more gender-intelligent at work.  Gender intelligence (GI) is about understanding, recognizing, and valuing the differences between men and women. And its about appreciating those differences as strengths, which are highly complementary. Gender intelligence is what I would call a gateway leadership skill. It is one of the skills, along with cross-cultural and cross-generational intelligence, that provides the foundation for effective global leadership and strategic influence. Gender intelligence (GI) is about understanding, recognizing, and valuing the differences between men and women. Like all skills, you need thoughtful, intelligent practice in order to become fluent. You can’t just take a seminar or read a book and call it a day. Developing gender-intelligent skillsets and practices makes all the difference in one’s career, especially as you progress through management and into leadership roles. Gender Intelligence 101 When you start to view the differences between men and women through the lens of strength, you can leverage them to your competitive advantage. Many people are aware of the concept of GI. Yet how to implement it on a daily basis, at the individual level, has remained elusive. Nevertheless, it is essential to get this right  if you want to build diversity and inclusion within your company. Step 1: Read reflect If you want to better understand the concept of GI, you need to start with the source and the pioneer who literally coined the phrase and wrote the books on strategic GI, Barbara Annis. Annis has strategically brought GI into companies in every industry. Her lessons learned as well as her exploration of our most common pitfalls and blind spots are invaluable. My favorite book of hers for those just starting to explore GI is Results at the Top: Using Gender Intelligence to Create Breakthrough Results. Another excellent and timely book, especially for men who want to engage with these issues, is Joanne Lipman’s That’s What She Said: What Men Need to Know (And Women Need to Tell Them) About Working Together. Lipman is a veteran journalist and editor who packs a ton of relevant research and insights into an entertaining and practical read. Both books are incredible ways to launch and build a broader conversation on how we can all be more gender-intelligent at work. I like working with books like these first because it allows people time to read, absorb, and reflect on their own and then come together to discuss and deepen their understanding. Step 2: Practice If you want to become better at something, you need to practice. Oftentimes, when it comes to gender intelligence as well as cross-cultural intelligence, I see many companies overcomplicate things. So much so that employees rarely remember what they learned in their diversity training, and they have no clue how they are actually supposed to implement the guidance they have been given. The key is to focus on a few simple daily practices that can have a cumulative effect over time. Gender-intelligent leadership: A continual cycle of self-awareness improvement Gender-intelligent leaders, as I’ve written about in the past, do three things differently. They listen, learn, and lead through a gender-intelligent lens. Listen more, speak less Communication is one of the most common blindspots between men and women at work. Failures in communication often lead to misunderstandings, confusion, pre-judgment, people shutting down, disconnecting, and resentment. One way to counter this is to focus on active listening and lessening—as much as possible—the amount you interrupt your colleagues. I’ve written about this before, and its incredible to me how often we are blind our own behavior in day-to-day interactions at work. And when it comes to speaking over people—and speaking for lengthier amounts of time—men do this far more often than women. As The New York Times reported  last summer, Academic studies and countless anecdotes make it clear that being interrupted, talked over, shut down, or penalized for speaking out is nearly a universal experience for women when they are outnumbered by men. Further, as Forbes reported this past January, numerous studies â€Å"have shown that men interrupt women at work nearly 33% more and also speak more when women are in the room as a projection of their dominance and power.† Often, this is not intentional. But it is important to become aware of it and find new, positive ways to reduce this in meetings. Companies that do so have greater success in their engagement and retention efforts because people—men and women alike—finally feel listened to and heard. Often we are blind our own behavior in day-to-day interactions at work. Learn Gender-intelligent leaders learn differently and continually. They are the founders, board members, and C-suite leaders who actually come to the diversity and inclusion training and participate with their employees. They encourage and help lead new learning throughout the company, because they themselves are always learning, inquisitive, and open to new ideas. As leaders, they ask themselves and encourage their employees to ask, â€Å"Am I being gender-intelligent about this?† And they constantly look for ways to improve. Gender-intelligent leaders are lifelong learners and encourage that in others at every level. When they don’t know or understand something, they ask. They seek explanations from men and women, demonstrating humility and curiosity. They also consistently seek out constructive feedback, not just in how they interact at an interpersonal level, but also in what they put into writing—which is the bulk of business communication. One of the best tools that I’ve used and recommend for building GI on a practical level is Textio, which flags gender-biased language as you are typing. Lead Finally, gender-intelligent leaders lead differently. They lead with respect, humility, and by example—word and deed. To build gender-intelligent leadership skills, you begin by being more aware of what influences you on a daily basis, and how we are all complicit, to varying degrees, of reinforcing negative stereotypes. When we see or hear stereotypes, we should call them out and correct them. It is amazing to me, when you really start paying attention, how often these stereotypes come up in casual conversation. They may come up in emails, memos, or various other communications and, all too often,  we just let them go. Especially senior-level men and women. If you aren’t willing to call out and correct something when you read it or hear it then you have failed in that leadership moment. This not only applies to gender but also to the stereotypes perpetuated around race, ethnicity, age, socio-economic status, education, etc. There are ways of correcting negative stereotypes at work appropriately, without getting fired or provoking your coworkers. One that I’ve found particularly effective is to start with your own sphere of influence—i.e. the people who work for you or with you, and who know and respect you. Finding the right time and place to do this one-on-one, rather than in a large group setting, is usually best. However, there have been times when the stereotype is so egregious that Ive had to call it out and correct it on the spot, in front of everyone, knowing full well the potential consequences of my actions. I’d rather sleep well at night knowing I did the right thing than be silent and allow something so offensive to perpetuate. Finding strength in difference Regardless of how you do it, we all need to do more to correct stereotypes that are pervasive and corrosive. And we also need to do more to underscore the unique strengths of every individual and their contributions—men and women alike. As Barbara Annis famously likes to say, â€Å"Men and women are different. Get over it.† These differences between men and women—which are first informed by nature and then influenced by our individual experiences—are a good thing. We complement one another, especially when we understand and appreciate those differences on a gender-intelligent level. There is much work still to be done on the gender intelligence within companies and throughout leadership ranks. This work starts with each of us, every day, in the big and small ways we interact with one another. It starts with gender intelligence being an imperative that senior leadership embraces and demonstrates in all that they do and say. It also starts with every employee at every level—not just new hires, HR, Women’s Leadership club members, designated high potentials, or those who are leading diversity and inclusion initiatives. Everyone can be more gender intelligent if we have the courage to listen, learn, and lead differently each and every day. So let’s get over it and on with it already. Everyone can be more gender intelligent if we have the courage to listen, learn, and lead differently. Want to further develop your skills as a gender-intelligent leader? Download a brochure  to find out how diversity and leadership development are built into degree studies at Hult International Business School. If youre a current Hult student or alum, you can join Cari in her  Womens Leadership Gender Intelligence elective course at Hult San Francisco on June 8-11, 2018. Check mycourses.hult.edu for more information and to register, or contact Cari directly: CrGtrcthte Make the most of what your career has to offer with a Masters in International Business from Hult. To learn more, take a look at our blog Top 10 questions to ask when looking at business schools, or give your employability a huge boost with an MBA in international business. Download a brochure or get in touch today to find out how Hult can help you to explore everything about the business world, the future, and yourself. Hult Rotation offers you a chance to study in a truly global way. Our rotation program allows you to study and be immersed in some of the finest cities in the world. 📠¸: @jasminmanzano . Hult Rotation offers you a chance to study in a truly global way. Our rotation program allows you to study and be immersed in some of the finest cities in the world. 📠¸: @jasminmanzano . Each year, Hult seeks to enroll a talented and ambitious incoming class from all over the world. We look for diverse students with a wide range of experiences, perspectives, and interests—students who will thrive in our unique educational atmosphere. Are you ready for a truly global experience? 📠¸: @iambrunadiniz . Each year, Hult seeks to enroll a talented and ambitious incoming class from all over the world. We look for diverse students with a wide range of experiences, perspectives, and interests—students who will thrive in our unique educational atmosphere. Are you ready for a truly global experience? 📠¸: @iambrunadiniz . We’re excited to start 2020 on a ranking high! Hult is proud to have been placed #28 in Poets Quants 2020 rankings for Best Undergraduate Business Schools in the US. Taking a huge leap of 32 places from our 2019 position, we’re also very happy to have secured top positions in key categories like: life-changing experience, practicality of the degree, and global immersion. . With five global campuses, a student body of over 130 nationalities, and a learn-by-doing approach—Hult offers a student experience like no other. . We’re excited to start 2020 on a ranking high! Hult is proud to have been placed #28 in Poets Quants 2020 rankings for Best Undergraduate Business Schools in the US. Taking a huge leap of 32 places from our 2019 position, we’re also very happy to have secured top positions in key categories like: life-changing experience, practicality of the degree, and global immersion. . With five global campuses, a student body of over 130 nationalities, and a learn-by-doing approach—Hult offers a student experience like no other. . â€Å"I’m from an engineering background and needed a whole new skill set for the industry I wanted to switch to. I learned a lot about myself and how I deal with being out of my comfort zone. I learned both soft and hard skills, from how to work in very diverse teams to key accounting metrics and strategy. I was surprised by how weak I was at certain tasks in English or how strong I actually was in other areas. Hult gave me opportunities to try new things and meet people from places I never thought I would have friends. . My internship experiences gave me the chance to broaden my view of different cultures and different companies. I had the opportunity to work and live with people whose values differed from people in my home country. I thought that this would be difficult, but it gave me the chance to reflect on my own values and assess if they were a result of my home country environment or if they were intrinsically mine. . Diederick ter Kulve (@diederick.terkulve) Netherlands Masters in International Business . â€Å"I’m from an engineering background and needed a whole new skill set for the industry I wanted to switch to. I learned a lot about myself and how I deal with being out of my comfort zone. I learned both soft and hard skills, from how to work in very diverse teams to key accounting metrics and strategy. I was surprised by how weak I was at certain tasks in English or how strong I actually was in other areas. Hult gave me opportunities to try new things and meet people from places I never thought I would have friends. . My internship experiences gave me the chance to broaden my view of different cultures and different companies. I had the opportunity to work and live with people whose values differed from people in my home country. I thought that this would be difficult, but it gave me the chance to reflect on my own values and assess if they were a result of my home country environment or if they were intrinsically mine. . Diederick ter Kulve (@diederick.terkulve) Netherlands Masters in International Business . Say a big hello to our Bachelor of Business Administration program cover star, Elisa Orus Plana âÅ" ¨ . â€Å"I’m excited for the future—especially that I cant predict whats going to happen. Maybe Ill end up in Mexico working for a trading company or maybe in Africa, developing my own business. Everything is possible, and the options are constantly changing. I love the idea that Im never going to be stuck doing the same job until the end of my life if I dont want it to be like this. . Hult really supports me and my ambitions and truly believes that we deserve to be considered as professionals as well as students. Here, I get to express not just my opinions but all elements of myself. From my creative side with the Fashion Society to my finance and business sides in Trading Club and the Management Consulting Club. We get a different type of learning here. Not just essential knowledge and theory, but practical skills and mindset. The school is always evolving. We’re encouraged to innovate and to always look for new ways of doing traditional things. We learn how to be more confident and become aware of how we can impact our environment. The school aims to help you become a better version of yourself and to stand out from the crowd.â€Å" . Elisa Orus Plana French Bachelor of Business Administration Class of 2021 Say a big hello to our Bachelor of Business Administration program cover star, Elisa Orus Plana âÅ" ¨ . â€Å"I’m excited for the future—especially that I cant predict whats going to happen. Maybe Ill end up in Mexico working for a trading company or maybe in Africa, developing my own business. Everything is possible, and the options are constantly changing. I love the idea that Im never going to be stuck doing the same job until the end of my life if I dont want it to be like this. . Hult really supports me and my ambitions and truly believes that we deserve to be considered as professionals as well as students. Here, I get to express not just my opinions but all elements of myself. From my creative side with the Fashion Society to my finance and business sides in Trading Club and the Management Consulting Club. We get a different type of learning here. Not just essential knowledge and theory, but practical skills and mindset. The school is always evolving. We’re encouraged to innovate and to always look for new ways of doing traditional things. We learn how to be more confident and become aware of how we can impact our environment. The school aims to help you become a better version of yourself and to stand out from the crowd.â€Å" . Elisa Orus Plana French Bachelor of Business Administration Class of 2021"> During the final days of 2019, you probably reflected on what you’ve accomplished this year—and even this decade—and what you’d like to achieve in 2020. Let us know in the comments below. During the final days of 2019, you probably reflected on what you’ve accomplished this year—and even this decade—and what you’d like to achieve in 2020. Let us know in the comments below. â€Å"The first time we did group work on the program, I went head-to-head with a colleague. It taught me a lot about how I see people, how people see me, and how conflict can be resolved in a kind and productive way. The best feedback you get, when delivered constructively, is the most critical because it really feeds into how you lead. I’ve completely reversed my leadership style—the result is so much richer and more powerful when you lead from behind and lead with strength. . Studying in tandem with working, whilst challenging, gave me the perfect platform to directly apply learning concepts into my business environment, the competitive landscape, and the real-estate industry as a whole. When I started the program, I was very happy in my corporate role. But my courage and aspirations grew to the point that I took on a whole new direction. Having my career coach, Joanna, as a sounding board allowed me to really be strategic and get to know myself. She coached me thro ugh all the interviews, the research, and the questions. It went in parallel with what I was doing academically and after six months everything just clicked. . I went into the EMBA knowing I had nothing to lose and I’ve come out with everything. Great strength, global friends, amazing learning, mentors from professors, a job I love, and the knowledge that I can set my mind to achieve anything and with the right support and resources I’ll get there.† . Kashani Wijetunga British, New Zealand Sri Lankan Associate Director Senior Strategy Consultant CBRE EMBA Class of 2019 . â€Å"The first time we did group work on the program, I went head-to-head with a colleague. It taught me a lot about how I see people, how people see me, and how conflict can be resolved in a kind and productive way. The best feedback you get, when delivered constructively, is the most critical because it really feeds into how you lead. I’ve completely reversed my leadership style—the result is so much richer and more powerful when you lead from behind and lead with strength. . Studying in tandem with working, whilst challenging, gave me the perfect platform to directly apply learning concepts into my business environment, the competitive landscape, and the real-estate industry as a whole. When I started the program, I was very happy in my corporate role. But my courage and aspirations grew to the point that I took on a whole new direction. Having my career coach, Joanna, as a sounding board allowed me to really be strategic and get to know myself. She coached me thro ugh all the interviews, the research, and the questions. It went in parallel with what I was doing academically and after six months everything just clicked. . I went into the EMBA knowing I had nothing to lose and I’ve come out with everything. Great strength, global friends, amazing learning, mentors from professors, a job I love, and the knowledge that I can set my mind to achieve anything and with the right support and resources I’ll get there.† . Kashani Wijetunga British, New Zealand Sri Lankan Associate Director Senior Strategy Consultant CBRE EMBA Class of 2019 . â€Å"It was now or never. I knew that I’d have likely stayed in my neighborhood for years to come if I didn’t take this opportunity. I’d not lived or studied outside of the U.S. before. So I left my job as a global strategist at an advertising agency and moved halfway around the world. I’ve come back a more culturally aware, well-versed person. I’ve realized that everything is a learning experience and an opportunity for growth. Ill definitely carry this mindset with me into the future. Technology and social media allow us to be different people in several places at once. Im excited to see how I can establish myself in whatever city Ill be lucky enough to call home and still maintain deep connections with people all over the world. I’m inspired by my classmates every day. Hearing some of their life stories and how getting this degree fits into their greater mission has been very humbling. My biggest challenge has been finding the ‘right’ path for me. There have been rooms Ive felt like I shouldnt be in, but now Im proud to feel as though I truly belong, wherever I am.† . Dwayne Logan, Jnr. American MBA Class of 2019 . â€Å"It was now or never. I knew that I’d have likely stayed in my neighborhood for years to come if I didn’t take this opportunity. I’d not lived or studied outside of the U.S. before. So I left my job as a global strategist at an advertising agency and moved halfway around the world. I’ve come back a more culturally aware, well-versed person. I’ve realized that everything is a learning experience and an opportunity for growth. Ill definitely carry this mindset with me into the future. Technology and social media allow us to be different people in several places at once. Im excited to see how I can establish myself in whatever city Ill be lucky enough to call home and still maintain deep connections with people all over the world. I’m inspired by my classmates every day. Hearing some of their life stories and how getting this degree fits into their greater mission has been very humbling. My biggest challenge has been finding the ‘right’ path for me. There have been rooms Ive felt like I shouldnt be in, but now Im proud to feel as though I truly belong, wherever I am.† . Dwayne Logan, Jnr. American MBA Class of 2019 . Happy New Year, Hultians! . Happy New Year, Hultians! .

Erntedankfest Thanksgiving in Germany

The first thing you learn when you begin researching Thanksgiving traditions—in the Americas, in Germany, or elsewhere—is that most of what we know about the holiday is bunk. For starters, where was the first Thanksgiving celebration in North America? Most people assume it was the well-known 1621 harvest celebration of the Pilgrims in New England. But beyond the many myths associated with that event, there are other claims to the first American Thanksgiving celebration. These include Juan Ponce De Leons landing in Florida in 1513, Francisco Và ¡squez de Coronados service of thanksgiving in the Texas Panhandle in 1541, as well as two claims for Thanksgiving observances in Jamestown, Virginia—in 1607 and 1610. Canadians claim that Martin Frobishers 1576 Thanksgiving on Baffin Island was the first. Of course, Native Americans, very much involved in the New England events, have their own perspective on all of this. Thanksgiving Outside the United States But the offering of thanks at harvest time is not unique to America. Such observances are known to have been held by the ancient Egyptians, Greeks, and many other cultures throughout history. The American celebration itself is a historically recent development, in fact, connected only tenuously to any of the so-called first thanksgivings. The American Thanksgiving of 1621 was all but forgotten until the 19th century. The 1621 event was not repeated, and what many consider the first authentic religious Calvinist Thanksgiving did not take place until 1623 in Plymouth Colony. Even then it was celebrated only occasionally in some regions for decades  and has only been a U.S. national holiday on the fourth Thursday in November since the 1940s. President Lincoln declared a national Day of Thanksgiving on October 3, 1863. But it was a one-time event, and future Thanksgiving observances were based on the whims of various presidents until President Franklin D. Roosevelt signed a bill creati ng the current holiday in 1941. Canadians began their second-Monday-in-October Thanksgiving observance in 1957, although the official holiday actually goes back to 1879, making it a much older national observance than the U.S. holiday. Canadas Thanksgiving  has been  celebrated annually on November 6th until it was moved to Monday, giving Canadians a long weekend. Canadians adamantly deny any connection between their Thanksgiving and the American Pilgrim tradition. They prefer to claim the English explorer Martin Frobisher and his 1576 Thanksgiving on what is now Baffin Island—which they assert was the real first Thanksgiving in North America, beating the Pilgrims by 45 years (but not the Florida or Texas claims). Thanksgiving in German Europe has a long tradition, but one that is different in many ways from that in North America. First of all, the Germanic Erntedankfest (harvest festival of thanks) is primarily a rural and a religious celebration. When it is celebrated in larger cities, it is usually part of a church service and not anything like the big traditional family holiday in North America. Although it is celebrated locally and regionally, none of the German-speaking countries observe an official national Thanksgiving holiday on a particular day, as in Canada or the U.S. Thanksgiving in German Europe In German-speaking countries,  Erntedankfest  is often celebrated on the first Sunday in October, which is usually also the first Sunday following  Michaelistag  or  Michaelmas  (29 Sept.), but various locales may give thanks at different times during September and October. This puts the Germanic Thanksgiving closer to Canadas Thanksgiving holiday in early October. A typical  Erntedankfest  celebration at Berlins  Evangelisches Johannesstift Berlin  (the Protestant/evangelische  Johannesstift Church) is an all-day affair held in late September. A typical  Fest  begins with a service at 10:00 am. A Thanksgiving procession is held at 2:00 pm and concludes with the presenting of the traditional harvest crown (Erntekrone). At 3:00 pm, theres music (von Blasmusik bis Jazz), dancing, and food inside and outside the church. A 6:00 pm evening service is followed by a lantern and torch parade (Laternenumzug) for the kids—with fireworks! The ceremonies end around 7:00 pm. The churchs website has photos and video of the latest celebration. Some aspects of the New Worlds Thanksgiving celebration have caught on in Europe. Over the past few decades,  Truthahn  (turkey) has become a popular dish, widely available in German-speaking countries. The New World bird is valued for its tender, juicy meat, slowly usurping a more traditional goose (Gans) on special occasions. (And like the goose, it can be stuffed and prepared in similar fashion.) But the Germanic Erntedankfest is still not a big day of family get-togethers and feasting like it is in America. There are some turkey substitutes, usually so-called  Masthà ¼hnchen, or chickens bred to be fattened up for more meat.  Der Kapaun  is a castrated rooster that is fed until hes heavier than the average rooster and ready for a feast.  Die Poularde  is the hen equivalent, a sterilized pullet that is also fattened up (gemà ¤stet). But this is not something done just for Erntedankfest. While Thanksgiving in the U.S. is the traditional start of the Christmas shopping season, in Germany the unofficial starting date is Martinstag on November 11. (It used to be more significant as the start of 40 days of fasting before Christmas.) But things really dont get started for  Weihnachten  until the first  Adventsonntag  (Advent Sunday) around December 1.

The U.S. Census reported that 1.6 million individuals...

The U.S. Census reported that 1.6 million individuals under the age of 18 were arrested in 2010, a substantial increase from previous years (OJJDP, 2012; US Census Bureau, 2012). Of those individuals detained, over nine percent were convicted as juveniles and entered into a juvenile detention facility (Risler, 2009). Approximately 500,000 children are currently in the foster care system, while almost 300,000 have medical problems, have neurological impairs, and developmental delays (Earls, 2013). In addition, they were all exposed to some degree of critical abuse or neglect, leaving almost 80 percent of those children with serious emotional difficulties (Earls, 2013). As a result of various complications, emotional disturbances, and†¦show more content†¦There is a financial burden on each county, where it costs approximately each province $125,000 a year for each juvenile detained, and the state $226 million (Heller de Leon Teji, 2012). The state of California in itself c ontributes $25 billion each year to prevent, combat juvenile crimes, and delinquency (California Legislative Analyst’s Office, 2007). Each state correctional facility cost more than $180,000 due to the increased staff ratios and plans required to maintain the correctional facilities (California Legislative Analyst’s Office, 2007). According to the state, there were about 186,000 juvenile arrests made in 2010, including 52,000 juvenile felony arrests (LAO, 2012). In 2010, California had the 10th highest rate of juvenile incarceration in the nation (CDFCA, 2012). The Los Angeles Juvenile Justice System annually averages over 60,000 arrests of juveniles between the ages of 10-17. In Los Angeles, the overall population of this age range is 3 million (Comprehensive Multi-Agency Juvenile Justice Plan, 2001). The concept of realignment was brought to local counties, through implementation of the state, while also introducing rehabilitative services for adults in 2011. The purpose was to â€Å"close the revolving door of low-level inmates entering in and out of California’s prisons (CDCR, 2014). In October 2011, California responded toShow MoreRelatedHuman Resources Management150900 Words   |  604 Pageswhen Donald Borwhat, Jr., took over as Senior Vice President of Human Resources, he and his staff began by restructuring and decentralizing the HR entity so that each functional area of the company has an HR manager assigned to it. The HR managers were expected to be key contributors to their areas by becoming knowledgeable about the business issues faced by their business functional units. Today, HR managers participate in developing business strategies and ensure that human resource dimensionsRead MoreLogical Reasoning189930 Words   |  760 PagesSacramento, CA 95819 USA ii iii Preface Copyright  © 2011-14 by Bradley H. Dowden This book Logical Reasoning by Bradley H. Dowden is licensed under a Creative Commons AttributionNonCommercial-NoDerivs 3.0 Unported License. That is, you are free to share, copy, distribute, store, and transmit all or any part of the work under the following conditions: (1) Attribution You must attribute the work in the manner specified by the author, namely by citing his name, the book title, and the

Non Discrimination Policies Of The Home Depot Company Essay

Non-Discrimination Policy Name: Course Name: Course Instructor: Date of Submission: Non-Discrimination Policy Companies that discriminate on basis of a host of job-irrelevant issues, comprising race, sexual orientation, gender, disability, age and ethnicity put themselves at a competitive disadvantage as opposed to companies that appraise employees solely on their credentials and qualifications to work well. Given the high rates of discrimination encountering the workforce today, discrimination based on racial discrimination and sexual orientation represents an actual hazard to the profitability of companies (Oeo.tufts.edu, 2015). This essay discusses the non-discrimination policy of the Home depot company. Discrimination against worker on basis of their sexual orientation and racial discrimination adversely affects the economic performance of companies in the various ways: First, in the business environment the new truth is one that puts a premium on gifted labor. Therefore, companies must make hiring verdicts solely based on an applicant’s qualifications and capabilities that associate to performance on the task if they are to outdo the rivalry. When companies hire persons on the grounds of job-irrelevant aspects such as racial discrimination and sexual orientation businesses are left with an inferior workforce that weakens their capability to produce healthy returns (Oeo.tufts.edu, 2015). Racial discrimination and sexual orientation in theShow MoreRelatedDescription Of The Home Depot Essay1293 Words   |  6 PagesDescription of Firm and Business Model The Home Depot, which was founded in 1978, has established itself as the largest home improvement retailer in the world, earning them the 28th rank on the Fortune 500 list. They boast an impressive 2,200 stores, 385,000 associates and reported annual revenue of $88.5 billion in 2015. 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Essay on The Awakening Self-Empowerment of Older Adults

The dictionary defines self-empowerment to mean an individual who is in control of his or her life and views the trials they face in life in a positive way. It is also about building self-esteem and confidence. With the right kind of motivation, a person can be empowered to have a happier life as they move through the transitions of aging. To be truly self-empowered means that you have the ability inside yourself to know what is really best for you. Therefore, your actions reflect the power of your own strength that you take from making your own decisions. If one is empowered, it is the same as having a clear vision of where to go and how to get there. This knowledge also implies self-belief, self-trust and self-leadership. As unique as†¦show more content†¦People need to feel empowered in their lives in order to feel satisfaction, be motivated to welcome each day as a new experience of joyfulness, and continue to have a purpose. Of prime importance in someone’s li fe is the feeling that they make a difference and that their thoughts and deeds still matter. When we are younger, we are usually the apple of our parent’s eyes. Everything we do and say is important. As we mature and have families of our own, what we do and say has direct importance to the members of our households and, as parents, we are empowered by raising our children and fostering a successful relationship with our significant others. In our careers, what we do and say also matters, and we are rewarded in our paychecks, as well as by the respect of our colleagues. A typical problem for many aging adults is in feeling a loss of power. I would like to relate a personal experience I recently had that I believe supports the importance of recognizing an individual’s worth, and acting in such a way so as to empower that person, instead of diminishing them. In my community there is a chorale group that performs for local nursing homes and assisted living facilities. They sing songs, they interact with the people attending their performances and they are very dedicated in the service work that they do. They are all seniors as well, in their late 60s, 70s and 80s. TheyShow MoreRelatedAnalysis Of The Article The Accidents Of Nature By Harriet Mcbryde Johnson Essay1738 Words   |  7 PagesThe article Redefining Normal: A Critical Analysis of (Dis)ability in Young Adult Literature by Jen Scott Curwood discusses the importance of proper disability representation in young adult literature for the benefit of school children. 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The Ultimate Handbook to Personal Essay Student Samples

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Research on corporate accountability report - Myassignmenthelp.Com

Questions: 1. From your firms, financial statement, list each item of equity and write your understanding of each item. Discuss any changes in each item of equity for your firm over the past year articulating the reasons for the change. 2. What is your firms' tax expense in its latest financial statements? 3. Is this figure the same as the company tax rate times your firms accounting income? Explain why this is, or is not, the case for your firm. 4. Comment on deferred tax assets/liabilities that is reported in the balance sheet articulating the possible reasons why they have been recorded. 5. Is there any current tax assets or income tax payable recorded by your company? Why is the income tax payable not the same as income tax expense? 6. Is the income tax expense shown in the income statement same as the income tax paid shown in the cash flow statement? If not why is the difference? 7. What do you find interesting, confusing, surprising or difficult to understand about the treatment of tax in your firms financial statements? What new insights, if any, have you gained about how companies account for income tax as a result of examining your firms tax expense in its accounts? Answers: Answer 1: As evident from the annual report of Nextdc Limited it is found that under the heads of Equity the company reported a contributed equity of 524,458 for the year ended 30 June 2017 while in the following year of 2016 the company reported an equity of 375,507. Under the heads of equity, the company reported reserves of 4,990 for the year 2017 in respect to the figures of 3,534 for the year 2016. The company also reported an accumulated loss of (22,917) for the year ended 2017 whereas the previous year figures stood (45,913). The ordinary shares remain entitled to the shareholder so that can participate in the dividends together with the earnings on closure of the business in respect to the number of and values that is paid on the shares that is held (Smith 2014). Answer 2: The income tax expenses that is reported by the company for the year ended 2017 stood 10,172. Answer 3: The income tax expenditure that is reported during the accounting year is the tax that is payable on the present period of assessable revenue. This is depending upon the applicable amount of the income tax rate in Australia together with the accustomed alterations in the deferred tax assets and deferred tax liabilities that is attributable to the provisional differences and the idle tax losses (Zadek, Evans and Pruzan 2013). The current amount of tax that is charged is computed based on the laws of tax that is incorporated or practically endorsed during the conclusion of the accounting period. The management of the corporation intermittently assess the position that is taken in the tax returns concerning the situations that is applicable in the tax regulations that is subjected to regulations. The tax rate reported by the company in respect to the accounting income stood at a rate of 30% with no change in the percentage of tax for the company. Answer 4: The deferred tax assets that is reported by the firm on the end of the accounting year 30 June 2017 stood 15,030 while in the year 2016 the total amount of deferred tax assets that is reported by the company stood 5,471. On the other hand, the total amount of deferred tax liabilities that has been reported by the corporation on the end of the accounting year 30 June 2017 stood 2,429 while in the previous year of 2,657. The deferred tax assets that is identified for deductible provisional differences and idle amount of tax losses given that it is likely that the forthcoming amount tax would be obtainable to use the provisional differences and losses (Lys, Naughton and Wang 2015). The deferred amount of tax assets and liabilities is usually offset when there is lawfully enforceable right in order to offset the present tax assets along with the liabilities and when the deferred balance is associated with the identical taxation authority (Christensen 2015). Additionally, the current tax assets and the current tax liabilities that is reported by the company is offset when the company has lawfully enforceable right to offset and would intend to either one of the net base or with the objective of realising the asset and resolve the liability concurrently. Answer 5: The current amount of tax that is payable on the profit generated by the company on the end of the accounting year 30 June 2017 stood $4,424. The income tax payable is not as same as the income tax expenses because the current tax payable is identified in the profit and loss, excluding the extent to which it is associated with the items that is identified in the other comprehensive income or it is directly in equity (Busco et al. 2013). In this case, the current amount of tax payable is identified in the other comprehensive income or unswervingly under the equity correspondingly. Answer 6: The taxable income expenses that is reported by the company in the income statement stood 10,172 whereas it is noteworthy to denote that the no amount of tax expenses is reported by the firm in the statement of cash flow. The company did not report any income tax expenses in the statement of cash flow because there are certain transactions and computations that has been undertaken in the ordinary business course for the reason of this the ultimate amount of tax determination is not certain (Deegan 2013). Therefore, it can considered that the company has not reported an income tax expenses in the cash flow since the uncertainty of the transactions during the ordinary course of business and an appropriate judgement is needed in the determination of the provision for income taxes. Answer 7: On an interesting note it is learnt that the current amount of income tax that is charged is computed by the company based on the tax laws that has been legislated or fundamentally applied following the end of the reported in Australia. Interestingly the management of the firm on periodical basis assess the positions undertaken in determination of the tax returns concerning the situations in which the applicable amount of tax regulations is subjected to interpretations (Christensen 2015). However, there were difficulties in understanding the tax expenses payable by the company since the statement of cash flow did not stated the amount which the company has paid. On an important note it is found that the company was uncertain regarding the transactions that would take place in the ordinary course of the business and it was difficult to understand that the appropriate judgement was required by the firm in ascertaining the provision of income tax. Considerably on an interesting note the deferred tax assets that was identified for the purpose of deductions represented the temporary differences and the unused amount of tax losses represents the future amount of tax that would be available to make use of the temporary differences and losses (Ramanna 2013). The company identifies the deferred tax in the profit and loss given the extent to which it is associated with the items identified in the additional comprehensive statement of income or in equity directly. Reference Busco, C., Frigo, M.L., Quattrone, P. and Riccaboni, A., 2013. Redefining corporate accountability through integrated reporting: What happens when values and value creation meet?.Strategic Finance,95(2), pp.33-42. Christensen, D.M., 2015. Corporate accountability reporting and high-profile misconduct.The Accounting Review,91(2), pp.377-399. Christensen, D.M., 2015. Corporate accountability reporting and high-profile misconduct.The Accounting Review,91(2), pp.377-399. Deegan, C., 2013.Financial accounting theory. McGraw-Hill Education Australia. Lys, T., Naughton, J.P. and Wang, C., 2015. Signaling through corporate accountability reporting.Journal of Accounting and Economics,60(1), pp.56-72. Ramanna, K., 2013. A framework for research on corporate accountability reporting.Accounting Horizons,27(2), pp.409-432. Smith, N.C., 2014.Morality and the Market (Routledge Revivals): Consumer Pressure for Corporate Accountability. Routledge. Zadek, S., Evans, R. and Pruzan, P., 2013.Building corporate accountability: Emerging practice in social and ethical accounting and auditing. Routledge.