Human Sexuality Example

Human Sexuality Example Human Sexuality – Coursework Example 9 October Human Sexuality Human sexuality is the most private matter. This belief dates back to the stone age when people had nothing to wear yet they hided their sexual organs with large leaves. Then if we look back to the nude art of the past centuries, we realize that women have been portrayed covering their breasts and vagina with hands. Today, even the littlest bikini is large enough to cover the sexual organs. Homosexuality is wrong. We derive our ethics from the teachings of religion. A vast majority of religions including Islam prohibit homosexuality. Religion tells that the people of Prophet Lut were punished by God because they practiced homosexuality. Since then, homosexuality has been a taboo and has continued to be that to date. I believe homosexuality is wrong because it is against nature. Nature has designed the body of man and woman so that they are meant for having a sexual relationship. Sex is illegitimate until after marriage. Adam and Eve were married, and so were their sons and daughters. Sex before marriage has been condemned by religions since the earliest times. I believe sex before marriage is wrong because it gives birth to bastards. Life of a bastard as well as his/her single mother is full of shame and misery. I chose these beliefs because they represent my personal perceptions about human sexuality. Humans are superior to animals and there should be certain rules and principles that make human sex different from that of animals. I have discussed the same principles in this paper.

The Reader as Critic Writing a Reader-Response Essay

The Reader as Critic Writing a Reader-Response Essay The Reader as Critic: Writing a Reader-Response Essay Reading, for many, is a visceral response to words on a page. When viewing from the critical lens of reader-response theory, meaning is extracted through reading. Literature becomes a transaction between the reader and the text. The readers personal experience is used to evaluate the meaning of the work. Connection with the text differs the reader-response approach from other literary studies. Reader-response criticism requires the reader to discover the meaning of the text by considering their emotional response and personal experience while reading. This literary theory renders each text or novel open to multiple interpretations. The Textual Interpretation Here’s how to outline a literary analysis essay: Intro: The Hook Your thesis statement is the heart that beats life into the essay. Make it count. Incorporate the name of the author and the title of the text in your beginning paragraph. Body: Textual Evidence Textual evidence involves quoting phrases from the chosen text to justify your arguments. Since it is a form of evidence, citing should be followed with a page number at the end of the quoted phrase or statement. For example, if you are doing a critical reading of Haruki Murakamis Hear the Wind Sing, you might write: Murakami writes, At which point I had discovered that I had turned into a person incapable of expressing more than half of what he felt (72). As you read through the assigned text, there will be phrases or sentences that stir up responses in you. Have a pen and paper handy to record every response. Here are some questions to help you approach the short story or novel and present a paper supporting your thesis. How does the book affect you? Every form of literature is written with a reader or listener in mind. Ideally, it employs a tone capable of evoking emotions that may remind you of your past or propels you to the future. Does the text support your worldview? Cite a quotation in your essay to support your stance. Are any of your opinions strengthened or challenged? Write in detail (with quoted passages from the book to illustrate your point) why it moved you or failed to win you over. Does it tackle significant social issues? Give concrete examples from the book. Reflect upon how it portrays or addresses issues in society. Conclusion Go back to your thesis statement and summarize your critical analysis in one paragraph. You can also include your overall impression of the text and if you believe others will benefit from reading it. Remember that although this type of essay is centred on you as the reader, you are still writing a critical paper. Avoid using phrases like â€Å"in my opinion† and â€Å"I think.† Focus on the overall value of the work and back it up with textual evidence. The schedule of any student can get crowded and overwhelming. Get writing help from our professional team of experienced writers at .

Learning the art of good composition Essay Example | Topics and Well Written Essays - 500 words

Learning the art of good composition - Essay Example writing an essay will be easy and even fun to a person who is aware of the steps and strategies involved in this process. â€Å"Learning the art of good composition and written expression takes years of practice.† (Wyldeck 2008, P. 5). Following certain tips or guidelines can be useful in the process of effective essay writing and it is important to follow the basic structure of essay, whatever the topic may be. Understanding the essay topic exactly is of primary significance and it is important to undertake a thorough research to begin the essay writing process by gathering information relevant to preparing a strong argument or thesis. After making a good knowledge base on the topic, one may start analyzing the arguments of the essay, clearly defining the claims, writing out the reasons and the evidence. At this stage, a good brainstorming can be greatly useful as it will help one in focusing on the major argument. The next stage involves preparing the thesis statement which is the main point of the essay summed up in a concise sentence and a good essay requires a clear thesis. Outlining the essay structure and main points can be most useful in organizing the essay as a whole. Now, it is time to write down an effective introduction which can grab the attention of the readers, set up the issue of discussion, and lead in to the thesis argument. In preparing the body of the essay, arrange and organize the major arguments in a precise manner, neatly supported and elaborated with evidences, arguments, illustrations etc.

Nuevo Hotel Budgeting Control Essay Example | Topics and Well Written Essays - 1250 words

Nuevo Hotel Budgeting Control - Essay Example For its management Nuevo adopted the normal Comodo team-structure, consisting of the General Manager with a five-member advisory 'Board of Directors' and ten independent business unit (IBU) managers. This organisational arrangement was "intended to generate a flexible and entrepreneurial spirit, so promoting creativity and risk taking while still ensuring sound responsibility and accountability". It was also intended to emphasise "empowerment, teamwork and knowledge-sharing - enabling all management and staff to use their initiatives and 'do what they have been trained to do' in order to provide an outstanding standard of service". Nancy Foster, an experienced and highly respected GM in the Comodo group was appointed as GM of Nuevo, to be assisted by a management team, some of whose members had been experienced in and imbued with the 'management culture' of Comodo, while the others, experienced in hospitality business shared Comodo's mission of making it "the best business and leisur e hotel company in the world", through their energetic, committed and responsible work., 'which always exceeded their guests' expectations'. Nancy was very experienced as a GM, but this was her first experience of 'opening' a new property. She thought it obligatory for her to make Nuevo the 'standard-bearer' for Comodo Group's "UK and European operations in the rapidly evolving 'information/virtual' age". To achieve this she thought it wise and prudent to involve the entire management team in developing key control systems for the hotel. She was well aware, of course, that management control system was a 'two-edged sword' in that while it could influence employee behaviour to achieve the company's goals, it could also "lead to large losses and possibly even to organisational failure". The team had already completed the management system in almost all areas of hotel management except in the important area of 'management accounting controls, including establishing the hotel's first budget'. In the management team meeting held to chalk out this problem, what emerged was the implications of the benefits and drawbacks of the ' traditional' budgeting procedures for designing an effective budget control system for Nuevo. Traditional Budget Control System Traditionally 'management teams of Comodo hotels usually based their first few annual income budgets on the feasibility study projections carried out to 'inform' the decision to invest in the project'. This helps the Home Office to get an early view of how the hotel is doing compared with the project appraisal. But then, these would be outdated in that they were drawn up years ago, and in the case of Nuevo, three years ago. Nancy wanted the first year budget proposal handed down to them by the Home Office to be revised because since the time of the project report two other hotels had come up in Manchester and competition had become 'hot'. However, Nuevo's Finance director advised Nancy to go long with the Home Office because everyone would be busy in

The Journey of Olaudah Equiano Essay Example for Free

The Journey of Olaudah Equiano Essay He wrote his narrative in order to teach his readers about the horrors and atrocities that took place every day to people just like him in the hopes that he could advance the movement against the slave trade. In order to do this, Equiano focused not only on the physical journey he took, but the spiritual journey as well. His expedition, from Africa to enslavement to freedom, closely corresponds to his spiritual journey, from ignorance to conversion to religious completion. This allowed his readers to understand his struggles in a way that was more familiar to them, which tied a closer bond between the reader and the author. Since his readers could relate to the two separate but intertwined journeys, Equiano could now enlighten his readers on the revulsion of the slave trade just as he was enlightened through Christianity. Colonial North America was a brand new world, where the opportunities for wealth were plentiful, ever-present, and over-powering and the slave trade was a direct result of man’s greedy drive for wealth. It took over one hundred years for slavery to be abolished, but Equiano’s journey, both physical and spiritual, presented to the world the true dreadfulness behind the slave trade, a paramount mistake on mankind. Equiano opens his narrative with a description of his native African culture, including the customs of clothing, family, food, war, and religious practices. Equiano describes Africans as â€Å"rude and uncultivated† (43) and that all are â€Å"ignorant of their language, religion, manners and customs. (44) His time in Africa ties into his religious ignorance as he suggests that Africans could be the indirect relatives of Christian Europeans. Although this could be considered accurate from today’s standpoints, in the colonial era, this would be taken as an ignorant, blasphemous statement. The African customs and traditions were foreign to most of the world during this time and Equiano presents his former customs, particularly his pagan religious practice s, as not necessarily a result of sin, but rather a result of ignorance. Although Equiano acknowledges the coarse rituals of the African continent, he also notes the unfairness of this situation. â€Å"Are any pains taken to teach them these? Are they treated as men? †¦ Did nature make them inferior to their sons? † (45) While Equiano concedes the savageness of the African people, he still argues that slavery is as an affront to humanity, â€Å"Does not slavery itself depress the mind, and extinguish all its fire† (45) Here, slavery is simply shown as an imbalanced product of European greed and the opportunity of wealth the New World provided. Next, Equiano describes his grim voyage through the Middle Passage and his eventual enslavement on a merchant ship for a British captain. After the ship’s arrival in England, Equiano is exposed to Christianity for the first time, â€Å"a great man in the heavens, called God: but here again I was to all intents and purposes at a loss to understand him. † (67) As Equiano becomes more assimilated to European culture, he develops a deeper understanding of Christianity and is eventually educated and baptized. Equiano’s entire enslavement is closely connected to his religious developments; as more time progresses as a slave he becomes a more erudite follower of Christianity. His religious conversion reaches its precipice when Captain Pascal betrays him and turns him over to be enslaved in the West Indies. â€Å"with contrition of heart, acknowledged my transgression to God, and poured out my soul before him with unfeigned repentance. † (95) In that instant, Equiano gave his life to God and became as Christian as any of his readers. Consequently, it is at this moment his life begins to turn around as he is sold to a kindly Quaker merchant who gives him the opportunity to make his own money in order to purchase his freedom. Equiano’s enslavement is filled with hardships and poor treatment, but is emphasized by his religious transformation. He shows his readers that even as an educated Christian, his life as a slave is meager and dangerous and he questions how Christians could treat others so grotesquely, â€Å"How he, as a Christian, could answer for the horrid act before God? (104) Once again, Equiano shows there are no boundaries that man, when blinded by greed, will not cross. After some time, Equiano acquires enough money to purchase his freedom and completes his long excursion to becoming free. Just as his physical journey becomes complete, his spiritual journey reaches an endpoint. Equiano now bases his life around God and â€Å"Now the Bible was my only companion and comfort. † (191) When hi s ship picks up some men stranded at sea, Equiano takes the most impactful step in Christianity as he starts to spread the word of God. and took great delight in him, and used much supplication to God for his conversion. † (203) Equiano links his freedom from slavery to his religious completion in order to help his readers fully grasp his journeys completion. Both are immense accomplishments, but the reader can more adeptly understand the end to a spiritual journey rather than the journey from a slave to freedman. Although Equiano is no longer a slave, he hopes his story enlightens readers of the terrors of the slave trade, just as Christianity had enlightened him to leading a life for God. Olaudah Equiano’s slave narrative was one of the first published works of a firsthand account of the American slave trade. Equiano introduced the world to how slaves, such as himself, were treated on a daily basis. However, what makes his narrative so effective is the way he connects his physical and spiritual journeys together. Anyone who was to read his narrative would have a hard time relating to his physical struggles beyond his descriptions, so he effectively connects them with his spiritual voyage and struggles. This allows the reader to connect to Equiano in a more relatable way and helps strengthen his case against the slave trade. Today, we can use his narrative to find out about what colonial North America was like during this time. The New World was, simply enough, a vast farmland with an unlimited crop yield and in order to harvest these crops, sufficient labor was needed. The quest for wealth helped formulate the slave trade, but man’s greed turned it into a business. Colonial North America was a time full of growth and opportunities, all tried to take advantage as much as possible. Equiano was one of the luckier slaves and his life fits into the popular American success story of patience, hard-work, and endurance as important qualities. Equiano was enlightened through Christianity and he hoped the story he shared would enlighten the world about affront to humanity that slavery was. Over two hundred years later, we are still reading his narrative.

The Quest :: essays research papers

CHAPTER 1 There is a beautiful land called Taylem. It has no cities, just little districts spread across the land. The districts are like villages where everything the village needs is grown and made in the district. The country is a beautiful place of rolling hills, dense forests and plenty of natural wildlife. The districts are not joined by nasty concrete roads but instead they have dirt or cobblestone roads made by people in the districts. There are no cars, planes, busses or trains in Taylem. People get around by horse and cart, home-made bikes, and boats. The country that borders Taylem is called Barstland. It is not as nice as Taylem but more people live there. Anyway, Barstland claimed that Taylem used to belong to them. But what they really wanted was the natural resources that Taylem had so much of. There was an abundance of gold, diamonds, timber, coal, and plenty of fresh water. So with that excuse they invaded Taylem. In Taylem there is a certain man named Figmo. He is 25 years old. His district has not yet been affected by the war. His dream and goal has always been to be an adventure hero, but he never had the chance in such a peaceful country. He is a man who has the gifts of an adventure hero. He is very resourceful, skilful, and very, very brave. He is tall, thin, good looking, and very clever. Even though he has all these qualities, he has a bad habit of sometimes being influenced by the pressure of others. Both of Figmo's parents had died when he was 20 years old leaving him a sailing ship called "The Jubilee". Everything on the Jubilee was made up of solid timber with plenty of gold because of the abundance of them in Taylem. Even though Figmo has no brothers or sisters, he has a very close friend named Grest. They are the same age and they have been friends since they were children. Grest is a good companion to have around because he is very encouraging. He is very good at following instructions but not good at giving them. Figmo also has a cousin called Kab. Kab is the kind of guy you just have to love. He is a chubby, funny sort of guy who could make everybody laugh in the midst of the worst situations. His biggest problem is that sometimes he takes his jokes too far. He is 23 years old. Grest has a fiance called Tashi. She is very attractive and she is very athletic.

China Trade from Early 17th Century to Mid 19th Century Essay

Around 17th and 18th century, Western countries were extremely eager to reach the profitable Chinese market due to its privileged geological location. Although China had traded their riches with Europe along the Silk Road for centuries, Chinese government were afraid that the sea trade to the south would potentially corrupt their â€Å"imperial kingdom† and further try to conquer the country. From 1700 onwards, the government established a set of rigid restrictions imposing the practice of Co-hong to confine foreign trades and merchants in Canton. However, by late 18 century, the trading system seemed to change. The British commenced the opium trade, which created a steady demand among Chinese addicts and further solved the chronic imbalanced trade. As the Opium War broke out with Britain, China was no longer on the top of the world. The Celestial Empire not only was forced to be subservient to British trading regulations, but also somewhat became a semi-colonial country. The East India Company founded in 1600 that held a monopoly in east India by the British government was rapidly enlarging its global trading influence in China. By sending a company trader to address their concern regarding to the unreasonable restrictions on trade in Canton, the representative James Flint was arrested and imprisoned for being breaking the â€Å"Canton trading law†. This incident showed China’s superior attitude toward Westerners and how they manipulated the trade irrationally in their best interest disregarding the concerns of foreign traders. The growing number of foreign traders in the late eighteenth century strongly threatened the Qing. They feared that the trade with foreign merchants would give the opportunity for Westerners to corrupt China; therefore, a set of laws that was so called â€Å"Canton system† was established. The system restricted all European trades to only one port Canton and foreign merchants were forbidden to abode in the city except trading season. Moreover, the Europeans had to obey the licensed Co-Hong merchants, of who were responsible for controlling the trading behavior in Canton. As a result, these complex and irksome rules created a tension between foreigners and Chinese merchants, British traders especially. In 1792, a British ambassador Lord George Macartney set sail to China hoping to seek the approval of the Qing Emperor to loosen some of the trading restrictions to the British traders. Yet, the letters to the Emperor was unreservedly rejected; the response was fairly disappointing. Emperor Qianlong’s edicts to George III in response to McCartney’s demands on English traders showed his arrogant and condescending attitude toward the British. â€Å"As your Ambassador can see for himself, we possess all things. I set no value on objects strange or ingenious, and have no use for you country’s manufacturers. (105 Cheng and Letz with Spence) Furthermore, in his second edict, he stated, â€Å" But your Ambassador has now put forward new requests which completely fail to recognize the Throne’s principle to â€Å"treat strangers from afar with indulgence† and to exercise a pacifying control over barbarian tribes, the world over. † (106 Cheng and Letz with Spence) He describes foreigners as â€Å"barbarians, which showed how he disrespected all Westerners and measured China as the most superior in the world; other countries would have obey Chinese â€Å"law†. British viewed Qing’s legal code as unreasonable and perceived the Chinese officials as obstinate governance, which further exasperated the existed tension between the two nations. Meanwhile, a network of opium was widely distributed throughout China. In order to pay for the tremendous demand of Chinese tea, silk and porcelain pottery in Europe, Britain and other European nations determined to import the one product which became the factor that corrupted the Imperial Empire: opium. Opium addiction level arose in a short period of time, which affected not only the imperial troop but also the governmental officials. Thus, Emperor Daoguang appointed Commissioner Lin to confiscate opium from English ships and refused to pay indemnity to the British traders. The efforts of the Qing dynasty to coerce the opium restraints resulted in the trading conflict, which had already existed for decades between Britain and China triggered the Opium War in 1840. Lord Palmerston’s dispatch to the Emperor of China was a message to inform the Qing that Great Britain would no longer be submissive. The British government therefore has determined at once to send out a Naval and Military Force to the Coast of China to act in support of these demands, and in order to convince the Imperial Government that the British Government attaches the upmost importance to his matter, and that the affair is one which will not admit of delay. † (125 Cheng and Letz with Spence) The dispatc h simply showed the Britain’s intentions to use force to protect its subjects in China, Canton in particular. After the damaging defeats in the war, the first unequal treaty, Treaty of Nanjing was signed after the War, which awakened China from its fantasy of superiority. In the Treaty, China opened several ports and exposed its markets to Western merchants, which turned the central kingdom into a semi-colonial country. Consequently, the role in the national economy had reversed. China was now forced to obey all the demands in the Treaty of Nanjing signed with the British. China was no longer the â€Å"Celestial Empire†; inversely, it was slowly sliding down from the top of the world.

The Reporting of Human Resource Accounting

CHAPTER ONE INTRODUCTION 1. 1 BACKGROUND OF THE STUDY Indeed, accountancy profession is a profession that encompasses other profession and that is why accounting has usually been thought of as highly technical field that can only be understood by the professionals (chartered accountants). Also, it has often been called ‘the language of business. Even, people in the business world owners, managers, banks, stockbrokers, investors, human resource managers, lawyers, to mention a few all uses accounting terms and concepts to describe their resources and the activity of every business they engage in whether large or small. While, according to the dictionary of management by Daniel Hartzell ‘Human Resource Accounting’ is defined as a concept that views the employees of an organization as capital assets like plant and equipment. It is important to say here that human resources accounting involves measuring the costs incurred by business organizations and other entities to recruit, train, develop and maintain their human capital. It also involves measuring the economic value of people to organization. These people consist of suppliers, customers and the society as a whole. It is not an overstatement to say that we are living in an era of accounting and as such human resources accounting must not be seen as an ordinary concept in the field of accounting but as a current trend that has come to stay. However, in this study, focus shall be placed on human resources accounting and how it will be reported in the financial statement, which also mean the capitalization of human resources as an asset which can be amortized. Although, the worth of human resources may be fairly difficult to quantify, hence there is no reason to value them at zero or not to record them in the financial statement as an asset. If the change in the value of money are accounted for, depreciation and maintenance of plants and machinery are also accounted for different adjustments are made in material, machinery and other asset therefore, inclusion in the financial statement, human aspect which form about seventy-five percent or more of the total asset that makes up the production in the organizations are only accounted for in terms of salary and wages. Leaving such information out of financial statement presents only twenty-five or less percentage of the cost of production. Based on this, such financial statement does not provide total information for decision making. 1. 2 STATEMENT OF* THE* PROBLEM While the concept ‘human resources accounting’ is intuitively attractive, the significant problems it poses will not be swept under the carpet. For the purpose of this research the following problems are areas we to proffer solution to: The possible ways of measuring the monetary worth of an individual in an organization. The treatment of human resources as an asset to be amortized overtime in the financial statement. How to estimate the effect of managerial action to employee moral, productivity and turnover. To furnish a more complete and realistic picture of the organization financial strength and the total contribution to the economy in general. {text:list-item} The aim of this study is to evaluate human resources accounting and treatment in financial statement. It is pertinent to note that objectives are identifies into two divisions; the general or broad objectives and the specific objectives. Bearing in mind the problem this study hope to provide a solution to, the general objective is to achieve a creation of idea to be employed by a further researcher for the formulation of any technique, for the monetary value of human resources and the specific objectives is the preparation of a more complete financial statement given the monetary value. {text:list-item} Employees as individual are not usually accounted for rather the value of their output is accounted for and the rate of their pay in the nature of salaries and wages are accounted for. This study intend to classify employees as asset and give value to them accordingly and create ideas to aid the formulation of measure for treating them in the financial statement. {text:list-item} The limitations to the study include: INFRASTRUCTURAL FACILITIES: There is limited library and computer facilities which have gross effect on this research work. LIMITED FUND: The situations of the economy constitute problems to students as relating to raising funds. LIMITED TIME: Due to the nature of the school calendar, there is little or no time to carry out adequate research on the study being done. text:list-item} The followings are the research question to be considered: How can monetary values of employee’s service be established? Can this monetary value aid management in internal control? What are the possible effects of the monetary worth of employee’s services to the profitability of an organization? What impact would training and development of employees have on th e performance of an organization? {text:list-item} The hypotheses to be tested are stated below: H0: Most income statements are incomplete without adequate consideration and inclusion of the human resources element in the financial statement. H1: Most income statements are complete without adequate consideration and inclusion of the human resources in the financial statement. H0: There is need for capitalization and amortization of human resources like other fixed asset in the financial statement. {text:list-item} FINANCIAL STATEMENT: This are the accounting reports in respect of the economic activities of an enterprise, prepared periodically and usually at the end of every financial year. These statements form an integral part of the company’s annual report and accounts while their components are specified in both CAMA and the Statement of Accounting (SAS) No. . CAPITAL ASSETS: Assets including investments not held for sale, conversion or consumption in the normal course of business. Capital assets are certain types of assets that qualify for special treatment when gains and losses result from transactions involving the assets. AMORTIZATION: It is the writing off of assets, the lives of which are determined not by deterioration or obsolescence, but the expiry of the tenure of ownership. It is distinguished from depreciation in that there is generally no deterioration in the performance of the asset during its life. Amortization is for intangible asset. CAPITALIZATION: The term â€Å"capitalization† is derived from the word â€Å"capital†. Capitalization is the process of determining long term capital requirements of a business and obtaining capital for it from various sources of fund. HUMAN CAPITAL: That part of an organisation capital represented by the ability, experience and skill of its work force. It refers to the knowledge, education, training, skills and experience of a firm’s worker that have economic value to the organisation. {text:list-item} Access Bank Plc. was incorporated in 1989 as a private limited liability company with ownership residing with Nigerians and institutional investors. The Bank was subsequently listed on the Nigerian Stock Exchange in 1998. Access Bank Plc. is a full service corporate – commercial bank operating through a network of over branches and service outlets located in all major centres and cities across Nigeria, Gambia and Sierra Leone. Access Bank is recognized as Nigeria’s fastest growing bank in the fastest growing sector of the fastest growing African economy. Access Bank had consistently grown at a triple digit across key performance indicators since 2002; an unparallel performance in Nigeria and indeed in Africa. As a result, from a low ranking position in the Nigerian banking industry in 2002, the bank had risen significantly to rank amongst Nigeria’s top 10 banking groups. Access Bank had painstakingly built a formidable brand over the years in its continued drive towards becoming one of Nigeria’s leading financial institutions with the appointment of its current management team in 2002. Access Bank has successfully implemented a two-pronged growth strategy of both organic and inorganic growth with the objective of emerging as one of the top three banks in Nigeria within the next five years (2007-2012). THE POST CONSOLIDATION Access Bank Plc. was one of the first to successfully comply with the Central Bank of Nigeria’s banking consolidation policy through the acquisition of two Nigerian banks: Capital Bank International Plc. (formerly Commercial Bank Credit Lyonnaise Ltd) and Marina International Bank Ltd (formerly Allied Irish Bank). The three banks’ people, processes, systems and technology were fully integrated in a record time of 60 days. The Access Bank Plc. integration approach is now the model for integration in the banking industry. After the management and staff of the Bank, the Netherlands Development Finance Company (FMO) of the Netherlands is amongst a number of significant institutional investors in Access Bank Plc. stock, having invested US$15million in the bank by way of direct equity in 2005. This depicts the degree of confidence international investors have in the bank, its corporate governance and management strategies. The bank in 2007 conducted a phenomenally successful local and international public placements of common stock which has seen its shareholders’ funds grow by 560% to approximately N160billion. CHAPTER TWO LITERATURE REVIEW {text:list-item} The term ‘human resources accounting has been conceptualized to involve measuring the costs incurred by business organization and other entities to recruit, train, develop and maintain their human capital. But an overview of this research study shows that if researcher must discuss or research on human resources accounting, certain related terms such as human resources planning, human resources forecasting, human resources auditing, and human evaluation must be defined. {text:list-item} This involves having to employ the right number and the right kind of skill that result in the long run maximization of individual and organizational benefits. It also gives consideration to skill auditing within organization but additionally requires that human resources goals give attention to labour market condition in the environment of the organization. Human resources planning are the process of determining personnel requirements and the means of meeting those requirements in order to carry out the integrated plans of an organization. Human resources activities are important to individual, organization and national arenas in order to bring about the optimal utilization of human resources. Human resources planning involve projecting and forecasting the present personnel functions into the future. {text:list-item} This focuses on institutional adaptations resulting from external pressures and changes. This human resource forecasting is important because of various external pressure that affect resources forecast includes: Amount of production. Technological change. Supply and demand condition. {text:list-item} Auditing is an intensive, analytical and comparative process. Human resources auditing has to do with investigation into job analysis, recruiting, testing, interviewing, training, promotion and transfer personnel appraisal, labour relations, employee benefits and service, wages and salaries, administrative and personnel research. Computerized personnel system today uses human resources skill inventories. This inventory require a lot of data, which include personnel factors, education and training experiences, skill job experience and other additional information. It is obvious that it is an overstatement to say that the reporting of HRA information in external annual reports brings with it the question of its audit. Costs incurred in human resource are readily subject to verification by the auditor and thus present no new problems. Cost expirations on the other hand, if based on the theoretically sound assessment of future benefits remaining for the organization, present some problems for the auditor because human resource and behavior are highly complex. But, conventional accounting also uses estimates, assumptions, in many areas such as depreciation related to the future which could be as unpredictable and less accurate. The verification of value-based data for human resource in annual reports had represented a different and more substantial problem for the auditors. However, there had been found a growing interest in value-based human resource accounting at some time in the future could not be ignored. Flamholtz suggested that: â€Å"Human resource accounting will have an impact upon corporate financial reporting. In the future, corporations would have to report on their investments in human assets. At first this information will be reported in the chairman’s letter of corporate annual reports. The purpose will be to show management’s attention to building human assets. Some companies may choose to include this information in a statement of intangibles, and some will include it in proforma financial statements. Ultimately, however, it will be included in conventional statements as a generally accepted accounting practice† {text:list-item} Theoretically, human resources accounting had been explained from different analysis made by different authors. Conner (1991) in his theory titled â€Å"the resource theory† considered human resources in a more explicit way. This theory considered that the competitive position of a firm depends on its specific and not duplicated assets. The most specific (and not duplicated) asset that an enterprise has is its personnel. It takes advantage of their interdependent knowledge that would explain why some firms are more productive than others. With the same technology, a solid human resource team makes all the difference (Archel, 1995). Another interested theory is that of the two principles of â€Å"human resource cost† and â€Å"expenses recognition principle† Theoretically, the two principles of ‘human resources cost’ and ‘expenses recognition principle’ have been used to explain the treatment of human resource accounting in the financial statement. Accountants are known with human resource cost principle of treating human resource in the financial statement. They claimed to have accounted for human resource cost for a long time before the phrase ‘human resource accounting’ come into light. Generally, they have followed the practice of changing human resource cost, associated with production (e. g. direct labour) to inventories manufactures and changed all other human resource cost(wages and salaries) to operating expenses in the period incurred. This principle of accounting for human resource provides little insight into the recording of human resource cost but it does not show or identify human resource as an asset in the balance sheet. Strictly speaking, for the purpose of this research the accepted theory had been deeply rooted in different models of accounting for human resources as explained by Jawhar Lal (2003). {text:list-item} These two under-listed method of accounting for human resources will be critically examined and explained broadly for the purpose of this work. Human Resource Cost Accounting (HRCA), i. e. , cost-based human resource accounting. Human Resource, Value Accounting (HRVA), i. e. , value-based human resource accounting. {text:list-item} HRCA may be defined as the measurement and reporting of the costs incurred to acquire, develop and replace human resources. Generally speaking, (i) historical costs and (ii) replacement costs are recognized in human resource cost accounting model. Historical Cost (Acquisition Cost) of Human Resources This model known as the historic cost model focuses upon the amount of expense incurred during the defined period on formal training and orientation, familiarization and on-the-job training, and formal development and experience. This is the amount of the additional development and experience. This is the amount of the additional investment in the acquisition and development of human resources. Acquisition cost involve costs of recruiting, selecting and hiring people to meet an organisation’s present and future human resource needs. These costs refer to the sacrifices that must be incurred to ‘acquire’ a new employee. Development costs refers to the sacrifice (costs) that must be incurred to train a person either to provide the level of performance normally from an individual in a given position or to enhance the individual’s technical, administrative, or interpersonal skills. Development costs include these components: Orientation, off-the-job training, and on-the-job training. These three components generally include costs such as salaries, tuition, materials, travel and consulting fees. Orientation costs are costs associated with formal orientation of employees. The orientation makes employees familiar with personnel policies, company products, facilities and so on. Orientation costs are generally a mixture of salaries and materials. The salaries are for both trainer and trainee. Materials may include brochures describing firm policies, history, etc. Off-the-job training costs are incurred in formal training not directly connected with actual job performance. Formal training programmes may be advance technical training, or management development programmes. Off-the-job training costs may include salaries, tuition, meals, travel, facilities costs, consulting fees, and materials. Salaries include the cost of trainers as well as trainees. On-the-job training costs are incurred in training an individual on the job itself rather than in formal training programmes. On-the-job training is used not only for production workers but also for professionals such as accountants, engineers, and management trainees. The cost associated with on-the-job training include labour and materials costs. Accounting for Historical Costs Historical costs of human resources are treated in the same way as expenditure on fixed assets such as buildings, plant and machinery. Upon capitalization, the amount of investment in human resources will appear as assets on an enterprise’s balance sheet, and be written off over the expected employment life of the particular group of human resources employed in the enterprise. This allotting process involves recording of investments in human resources through a capitalization process; recording of routine (periodic) expectations of such capitalized items using a suitable mortization procedure; recording of losses on account of special expirations which may result from obsolescence of investments in certain skills or knowledge capabilities or the turnover of personnel; and dynamics and conditions of human resources in terms of investments therein. The determination of a suitable amortization procedure to recognize expirations in human resource is difficult and highly involved. Human resource investments are of a highly varied nature with different periods of long term benefits. Further, uncertainties of conditions of employees, and even mortality add to the complication of deciding upon appropriate amortization practice. Ideally, expiration of human resource investments should be determined by association with those periods during which the benefits of the investments are experienced by the entity. As example, cost of recruiting should be amortized over a period of time which is the best estimate of the remaining time that the individual will remain actively in the employment of the company. Training costs should be amortized over a period which is the best estimate of the time during which the benefits for such training will be enjoyed by the firm. Special training to develop a skill which will be utilized for a short time period should be amortized rapidly. General executive training on the other hand, may be amortized over the estimated remaining tenure of the recipient with the company. Amortization time periods should never extend beyond the date of the recipient’s tenure with the organization. TABLE 2. 1 ABC COMPANY LTD. BALANCE SHEET AS AT 31ST DECEMBER, 2003 FINANCED BY: TABLE 2. 2 ABC COMPANY LTD INCOME STATEMENT FOR THE YEAR ENDED 31ST DECEMBER, 2008. In summary, while cost-based HRA system, are rather severely restricted in the range of their usefulness, within that range, they can be quite worthwhile. Furthermore, the applicability of existing accounting techniques and the familiarity of managers with these techniques suggest that such an approach can save as a logical starting point. Replacement Costs of Human Resources. Replacement costs as used here refers to the estimated costs that would have to be incurred by an enterprise in order to replace its existing human resources with others of similar ability and experience. The determination of replacement cost involves estimates and these estimates are concerned with the present rather than with the future. Flamhottz has developed a concept (model) for calculation of ‘positional replacement cost’ which he defines as the sacrifice that would have to be incurred today to replace a person occupying a specified position with a substitute capable of rendering equivalent services in the given position. There are three basic elements of positional replacement costs; acquisition costs, development cost and separation costs. Acquisition and development costs still remain as discussed under historical cost of accounting for human resources. Separation costs are or incurred as a result of an employee leaving a position or job in an organization. It includes three basic components: separation compensation costs, differential pre-separation performance cost, and vacant position cost. These costs are generally capitalized and amortized, but should be expensed when the employee ceases to be employed. Separation compensation cost is the cost of severance pay, of any personnel. It may range from very little or no cost to a person’s salary for one year, and perhaps more. Differential pre-separation performance cost is the cost of lost productivity prior to the separation of an individual from an organization. There is a tendency for performance to decrease prior to separation. In many cases, differential pre-separation performance costs may be difficult to measure for specified individuals but may be measurable from historical performance records by personnel classifications. Vacant position costs may be incurred during a period when a search is made for replacement in other positions, holders of the latter may perform less effectively when the former is vacant. This difference in performance or less performance can be termed a cost of vacant position. Evaluation In a sense, replacement costs can be viewed as representing a bridge between historical cost approaches and economic value approach. The justification for considering replacement cost as a form of economic value is the proposition that the value to an organization of an individual’s services is reflected by the amount by the amount that the organization would have to pay to replace their services. Furthermore, replacement costs are present-oriented rather than future-oriented. Thus, it is not necessary to make estimates about the future in order to determine human resources values in terms of replacement costs. There are several difficulties associated with the use of replacement costs for human resource accounting. Replacement costs are often irrelevant since management may be either unwilling or unable to replace a particular individual with another person of similar abilities. {text:list-item} Jawhar Lal (2003) explained in his study that human resource value accounting is an attempt to measure the value of human resources on the basis of benefits accruing to an organization. The amounts of such benefits are derived from the value differentials attributable to investment in human resources. Many authors have developed models for calculating (estimating) the value of human resources of an organization. These models have some similarities, but they do vary somewhat in both concept and in choice of surrogates. For this research work to proffer solution to the question of how human resources of an organization can be valued. Some models have been used thus; Hermanson’s model Hermanson discussed two possible valuation methods, both of which are based on economic concepts of value: (a) The Unpurchased Goodwill method, and (b) the Adjusted Present Value Method. Unpurchased Goodwill Method: Hermanson had suggested that the value of human resources of an organization may be assessed by capitalizing earning in excess of normal earnings for the industry or group of companies of which the firm is a part. This approach is historical cost-based and thus of limited use as a predictor. Also, if it is based on projected earnings rates it could be no better. This approach implicitly assumes a zero value for all human resources in competitive situations since a positive value of human resources requires above average earnings. Adjusted Present Value Method: This method requires four steps in order to arrive at the value of the human assets. Estimate annual wage and salary payments for five years into the future. Calculate the present value of estimated wage and salary payments by applying a discount factor equal to the normal rate of return in the economy. Calculate an average efficiency ratio based on the previous five years performance. This ratio is found by dividing the actual earnings of the firm by normal earnings for each year and averaging the result. (In making this calculation, the latter years receive more weight than the earlier years). Multiply the present value of the future wage and salary payments by the average efficiently ratio. The resulting figure represents the estimated present value of the human resources. This method also is related to Hermanson’s unpurchased goodwill model and shares the same limitations. In addition, it may be criticized on the ground that future compensation is as much as measure of the liability of the firm employing the individual as it is an asset. The concept, therefore may relate to the human capital represented in individuals employed by the firm. Both of Hermanson’s models were suggested as possibilities for external reporting and management uses. Giles and Robinson’s Model Giles and Robinson suggested that the valuation of human assets should be made in term analogous to the valuation of a business on a going concern basis. The price earning ratio, which relates market capitalization to the latest reported earning figure is their point of departure. Based on a sample of companies with similar characteristics, an average P/E multiple is computed and then adjusted to arrive at the multiple applicable to the firm by providing for (deducting from the average multiplier) the factors that are not related to human assets. The multiple is further adjusted as needed, for application to different job categories. Gross remuneration of employees and all additional expenditures related to investments in human resources are capitalized by using the appropriate multipliers. The technique provides the basic data necessary for periodic human asset, balance sheets and income statements and human asset profiles and projections of the firm. The multiplier represents a number of year’s capitalization of the annual human resource figure. The total human asset value in a firm is either equal to or less than the amount of ‘goodwill’ (the going concern value less net non-human assets). Due allowance is made for other goodwill elements, such as product loyalty, patented processes and the value of long term contracts. The net change in human assets value in a period is computed as the difference between capitalized amounts which enhance the value and capitalized provisions for dimension or amortization of value. Lev and Schwartz’s model This model determines present value of future earnings of a person in an organization. The model developed by Lev and Schwartz to estimate human capital value of a person (y years old) is: EVr*=t=rTPr? t+1)i=rtIi1+rt-r Where: EVr*= the human capital value of a person ‘r’ years old. I(i)= the person’s annual earning until retirement and this series is represented graphically by the earnings profile. r= a discount rate specific to the person. T= retirement age. Pr(t)= Conditional probability of a person of age ‘r’ dying in year ‘t’. I*t=fI? (t), t=r,.. ,T This model provides a reasona ble measure of human capital which could be used for aggregation in macro statistics and in assessing the dynamics and mobility of such capital. While the authors indicate that capital values determined by use of this model will provide financial statement uses with valuable information about changes in an organization’s labour force, the model’s use for practical decisions of managers of organizations or of potential investors in organization is obscure or even non-existent. Organ’s Model Organ attempted to measure in monetary terms the net present values of some of the human resources of a certified public accounting firm. A human resource value model was utilized in the research which is exhibited in table 2. Table 2. 3 Major Determinants of human Resource value Model Source: Pekin Organ, â€Å"Application of a Human Resource Value Model: A field Study†, Accounting, Organisation and Society, Vol. 1 No. 2-3, 1976, p. 198. According to Organ, there are seven major determinants of the values of human resources. Monetary value benefits potential. The individual performance index. Efficiency index. S tandard work index. Maintenance costs (salaries or wages) Start-up costs (recruiting, initial training). Training and development costs. Probability of continued employment. Probability of survival. Organ believes that has model generates data that are amiable for use in an on-going manner like a performance evaluation system or a human resource value accounting system. Organ’s model has two major limitations which are, one, the ‘total’ value of the individual is not considered, and two, the model is limited for use in professional service organizations. Jaggi and Lau’s Model In human resource valuation, there is a problem of forecasting the expected promotion chances and tenure of employees on an individual basis. To overcome this problem, Jaggi and Lau refer to ‘group’ as homogenous group of employees who may not be necessarily working in the same department. They claim that on a group basis it is possible to know the percentage of people (in a particular group or department) likely to get promotions or to leave the organization before death or retirement in future years. This model assumes that the pattern of employees’ movement generally remains constant over time. Therefore, predictions based on historical data for one period can be used for future periods also. The authors assert that with some intuitive justification, the model is likely to provide greater accuracy and reliability. Morse’s Model According to Morse in his study â€Å"A Note on the Relationship between Human Assets and Human Capital†, (1973), the following equation was implicating attributed to Flamholtz: A=i=1NrTIi(t)1+rt-r+rTX(t)1+rt-rdt Equation 1 Where A= human assets value to a formal organization; N= Number of individuals currently employed by the organizations; R= current time; T= highest time at which an individual currently employed leaves the organization; Ii(t)= net value of the services rendered by individual ‘i’ at time ‘t’ to the organization, Ii(t)=Gi(t)-Ei(t). Gi(t)= gross value of services rendered by individual ‘i’ at time ‘t’ to the organization. Ei(t)= all direct and indirect compensations given to individual ‘i’ at time ‘t’ by the organization. X(t)= value of services of all individuals presently employed working together in excess of value of their individual ervices at time ‘t’ and r= time value of money. Morse then converts the Lev and Schwartz equation, which determines an individual’s human capital value under certainty to: C=i=1NrTEi(t)1+rt-rdt Equation 2 Which according to Morse, is the total â€Å"human capital employed in an organization† as it exists at time ‘r’. Now, by expand equation 1 and re-arranging it, the writ e says: Equation 3 says that the present value (PV) of human assets equals Total Present value (TPV) of human resources less present value of payment to the employeed. Flamholtz Model Flamholtz in 1971 proposed a normative human resources valuation model which would trace the movement of an employee through organizational positions or service state where the employee â€Å"†¦ is expected to render in specific quantity of service to the organization during a specified time period. The probability of the individual occupying this service state is needed so that expected service from the individual can be derived using: ES=i=1NSiP(Si) Equation 4 Where: Si= services that are required from the individual in a service state; and PSi= probability that the individual will occupy the particular service state. The service than an individual renders determines his or her value to the organization and Flamholtz stated that the monetary equivalent of this services can be represented in two ways. The first way is to determine the quantity and price of the services and use their product as the monetary equivalent, and the second expected services are discounted so that their present value can be determined. Also, in 1972, Flamholtz offers a model for calculating an individual’s value to an organization using the present value of the set of future services the employee is expected to remain in the organization. This model is conceptually sound from a benefit point of view and would have left little room for improvement. During this same year, Flamholtz proposed ‘expected realizable value’ as a form of economic valuation of the human resources. His model postulates that an individual is not valuable to an organization in the abstract. An individual is valuable to an organization in relation to the personal attributes and the characteristics of the organization. On a conceptual and theoretical level, Flamholtz has tried to identify the key variables that determine an individual’s value to an organization and the inter-relationships of such variables; he recognizes that these determinants may land themselves to monetary or non-monetary indicators. The model developed by Flamholtz is shown in table 2. 4 below. TABLE 2. 4 Revised Model of the determinants of an Individual’s value to a formal organization Source: Eric Flamholtz, â€Å"Human Resource Accounting: A Review of Theory and Research,† unpublished paper presented to the Organization Behaviour Division at the 32nd Annual Meeting of the Academy of management, Minneapolis, Minn. , August 15, 1972, p. 10. Flamholtz suggested appropriately that this â€Å"model is suggested as a first step toward the development of a theory†. It is conceptual theoretical and perhaps only impressionist. One of the most difficult aspects of calculating realizable value is the estimation of the value of a person’s expected services. Flamholtz had proposed that it might be desirable to use a substitute measure of surrogate, for this purpose. Examples of possible surrogate measures include compensation, replacement cost and performance indexes. In an experiment designed to test the appropriateness of using these measures. Flamholtz found that all three may be relevant for this purpose. He suggested that the choice of the ‘best’ measure in a specific situation will depend on the intended use of the data. To summarize, according to Flamholtz, the measurement of human resource value of an individual to an organization requires the following: Estimate the total time period during which the individual can be expected to render services to the organization. Identify the various service states (i. e. position) that the individual may occupy during the time he is with the organization. Measure the value derived by the organization if the individual occupies the various service states for the specified time periods. Estimate the probability that the individual will, in fact, occupy each state at the specified future time. Akintoye’s Model Akintoye in 2006 proposed the ‘Net Benefit Model’ to human resources accounting in service organization as an expectation of the earlier conventioned models of Morse (1973), Lev and Schwartz (1971, 1972) and Flamholtz (1971, 1972). In this type of an organization, the estimate of benefit generation is a relatively simple exercise. Each employee has a stipulated and readily ascertainable billing rate and amount of time (measured in billable hours) over his or her estimated useful life with the organization. That may be other types of organizations that give themselves to parallel measurement like doctors and lawyers. The Net Benefit Model as proposed by Akintoye is hereby stated in it most general form below, thereafter the suggested constructs are explained and illustrated in details. Cij=j=1nk=tE-t1(1+r)c? Bqj Equation 1 Where *Figure 1: Adjusted Net Value of Human Resource for the *Organization The equation 1 above tells us that the total adjusted net present human resources benefit of a services organization is equal to the summation, discounted certainty-equivalent net benefits of the employees in the organization as shown in the above figure. The major thrust of this work is to conceptualise the determinations of certainty-equivalent net benefit streams generated by each individual, after all, the individual are determined, the total human resources benefit for the organization can be resolved by relatively simple procedures of discounting aggregation (Equation 1 and figure 1 refer). {draw:frame} Figure 2: Major Determinants of Certainty Equivalent Net Benefits {draw:frame} Empirically, analysis made by Walker (1995) with the aid of diagram showed that Human Resources Accounting in services organization seeks to make managers more of the importance of people as valuable resources and to hold managers more accountable for these resources. It is also an excellent way to assess management performance in this use of human resources. In this way it is expected to encourage better planning for human resources and better decisions wherever they involve people. Lastly, Human Resources Accounting in service organization is an excellent way to encourage managers to take a long-run outlook towards the value of people, rather than a short-run, quick-profit outlook that ignores human resources. Figure 3 Source: James W. Walker (1995), Grolier Library Adams (1965) stated that an individual who is involved in an exchange relationship, such as exchanging services for pay in a gainful employment situation, will perceive his or her inputs in more than monetary terms. The perceived input include effort, education, experience, skill, seniority and job status. Inputs are considered relevant only if they are perceived as inputs by individual contributor. On the other side of the exchange relationship is what the individual perceives he or she is deriving from the job-outputs. These are categorized in terms of their recognition and relevance and include salary, prerequisite, prestige and personal fulfillment. The individual will make comparisons of his or her output-input ratio with the situations of others whom he or she considers equal, in an all round sense. The purpose of this comparison is for the individual to determine whether the ratio of his or her output to input is fair. In making this comparison, the individual has in mind another specific individual whom Adam calls the individual’s ‘referent’. When the normative expectation of the individual in this comparison is violated to that of his or her output-input ratio as perceived is not equal to that of his or her referent (peer), then a feeling of in equity may result. Note that in this definition of inequity, the absolute level of outputs and inputs for the individual and his or her referent is irrelevant. What determines the equity of this output-input comparison is the individual’s perception of what he or she is giving and receiving as well as what he or she perceives the referent is giving and receiving. The relationship may occur when the individual and his or her referent are in a direct exchange relationship with a third party. {draw:frame} Symbolically, inequity exists when: Where: Oi=Output of the individual. Similarly, the individual will perceive a condition of equity when: The relationship of â€Å"equity theory† to the individual’s perceived rewards and peer’s perceived reward is that when the balance of ratio of these indices is disturbed, this will affect the individual’s internal satisfaction. Also it should be clear from Adam’s model that a feeling of inequity may exist when the individual perceives his or her ratio of output as greater or less than his or her referent’s ratio. This indicates that the model is realistic and not unidirectional. CHAPTER THREE RESEARCH METHODOLOGY 3. 0 INTRODUCTION This chapter covers the method used in the collection and generation of data in carrying out this study. It deals with the basic methods, sources of data and procedures used in gathering and analyzing of data and the problem s encountered in collecting the information required for the research. 3. 1 RESEARCH DESIGN Research design means the structuring of investigation aimed at identifying variables and their relationship to one another. It is used for the purpose of obtaining data to enable researcher test hypothesis and answer research questions. In an attempt to properly carryout this research, the researcher has obtained materials from both primary and secondary data. PRIMARY DATA: Primary data is information obtained for particular purpose/problems under consideration. According to Anyanwu (1994), it is first hand â€Å"tailor made† information be it personal, by a phone and by use of questionnaire administration. This research work employed the use of closed ended questionnaires administration as its sources of primary data in order to get the business opinion on the numerous questions to be asked. SECONDARY DATA: Is information assembled for some other purpose which the researcher finds relevance to his own research and incorporates these into his own work. Sources of secondary data used in this research includes articles in journal, textbooks, post written project work, newspaper articles, Access bank Annual Financial Report. 3. 2 RESEARCH POPULATION/POPULATION SIZE . 3 SAMPLING PROCEDURES However, due to some constraints like money, time, human and material resources and other facilities; the use of the entire research population is not only difficult but not feasible. Hence, there is need for the use of a subset of the entire population. Based on this fact, the use of judgemental/non-probability sampling is employed in choosing the sample size. Sampling according to Anyanwu (1994) is a pr ocess of selecting a proportion of the population for the purpose of generalizing the result from he sample about the population itself, the target population and any other population having the same characteristics. The researcher has some element of control because in non random sampling process, the researcher selects his sample on the basis of his own knowledge of the population its elements and the nature of the researcher aim. 3. 4 SAMPLE PLAN The study employed the use of primary data through questionnaire sampled among the employees of Access Bank Plc. , service industries and professionals. A total of fifty questionnaires were administered and these questionnaires were distributed to the selected sample size. At the end, 40 completed questionnaires were personally retrieved. Thereafter, the completed questionnaire were tested for validity 3. 5 DATA ANALYSIS Based on the nature of the study, analysis has been limited to the use of Chi-Square (? 2). Data analysis contains the statistical calculations performed with the raw data collected to provide answer to the questions initiated in the research. Chi-Square (? 2) is defined as the â€Å"sum of the ratio of difference between the square of observed and expected frequencies† (Hoel Paul, 2005). It is a measure of significances and is important in hypothesis testing especially in the type of research where only people who are among the managerial staff of the institution are required to fill the questionnaires to compute the Chi-Square, we find the difference between the sum of square of the observed and expected frequencies and divide whatever is gotten by the expected frequencies. Mathematically, the Chi-Square can be expressed thus, is given as: ? 2=O-E2E O is the observed frequency. E is the expected frequency. ? is the symbol of summation If the value of the observed value is greater than the expected value, the Chi-Square will largely indicate a poor experimental agreement, if the observed value and the expected value perfectly agree with one another; the value of the Chi-Square will be zero. Indicating an excellent or perfect experimental agreement, however, the value of the Chi-Square can never be zero Taylor (1977). The degree of freedom (df) is another important feature of the Chi-Square distribution. Its computational formula is given as: df=(r-1)(c-1) The decision rule is that if the computed value of Chi-Square is greater than tabulated critical value (? ). The null hypothesis is rejected as the state of significant. If the test is less than the critical value, the null hypothesis is retained (Murray 1977). A Chi-Square test is always a one tailed test. The level of the significance is 0. 05 or 5% which will be given in the Chi-Square table. 3. 6 RESTATEMENT OF RESEARCH QUESTIONS Most income statements are inc omplete without adequate consideration and inclusion of human resources element in the financial statement. The following are the research questions: How can the monetary value of employee service be established? Can these monetary values aid the management in internal control problem? What are the possible effects of the monetary worth of employee service to the profitability of an organization? What impact would the development of employee have on the general performance of an organization? 3. 7 RESTATEMENT OF RESEARCH HYPOTHESES Hypotheses set to be tested are stated below: H0: There is need for capitalization and amortization of human resources like fixed assets in financial statement. H1: There is no need for capitalization and amortization of human resources like fixed assets in financial statement. . 8 LIMITATION OF THE STUDY Factors limiting the scope of the study are as follows: TIME: The research is expected to merge school activities as a student with gathering data for this study. Also, the staffers of Access Bank Plc have to combine their daily work with attending to the researcher using their leisure time. DISCLOSURE OF HUMAN RESOURCE ACCOUNTING INFORMATION: Company had not made any serious attempt to provide HRA information in their published annual reports and is an area which is not yet fully developed. Further to attach quantitative values to them. The report is limited to use of questionnaire to gathered relevant data. Inspite of these limitations, this investigation will yield beneficial results and the limitations of this study will not have any significant effect on the research result. CHAPTER FOUR PRESENTATION AND ANALYSIS OF DATA {text:list-item} This chapter presents and analysis the data collected from Access Bank, First Bank Plc and United Africa Company (UAC). This is done on other to find out the possibly of human resource accounting. Through this analysis, the hypothesis set forth is either validated or nullified. The hypothesis states that most income statement are incomplete without adequate consideration and inclusion of monetary value of human resource element in the financial statement, and there is need for capitalization and amortization of human resources like other fixed asset in the financial statements. The findings present in this research are based on the response on the model of data selection supporting or negating the hypothesis. SUMMAR Y OF THE QUESTIONNAIRE DISTRIBUTED AND RESPONES COLLECTED The table shows that out of 30 questionnaire representing 42. % of the total distribution which were administered to Access Bank 27 or 38. 6% were returned, leaving a shortfall of 4. 3%. 20 questionnaire representing 28. 6% of the total distribution were administered to First Bank, of this questionnaire 19 representing 27. 1% were returned leaving a shortfall of 1. 4% while 20 questionnaires representing total distribution were administered to UAC, 18 representing 25. 7% were returned but 2 which is 2. 9% of the questionnaire were not returned. It should be noted that all returned questionnaire were used in this research based on the responses to the question. The researcher decides to select questions closely related to the hypothesis for the testing of the hypothesis. {text:list-item} Earlier in this research, it has been show that different schools of thought exist in respect of human resources accounting. In order to ascertain possibility of human accounting the analysis of all the questions will have to be used {draw:frame} TABLE 4. 2: DISTRIBUTION OF RESPONDENTS BY EDUCATIONAL QUALIFICATION {draw:frame} TABLE 4. 3*: DISTRIBUTION OF RESPONDENTS BY *HOW LONG THEY HAVE BEEN IN THE ORGANIZATION {draw:frame} TABLE 4. *: DISTRIBUTION OF RESPONDENTS BY *MARITAL STATUS {draw:frame} TABLE 4. 5*: DISTRIBUTION OF RESPONDENTS BY *COMPANY THEY WORK {draw:frame} TABLE 4. 6*: DISTRIBUTION OF *THE RESPONSE ON THE QUESTION â€Å"HAVE YOU HEARD ABOUT HUMAN RESOURCES ACCOUNTING? † {draw:frame} From the above, 64 respondents answered the question. 85. 9% have heard about human resource accounting, while 14. 1% said they have not heard about human resources. TABLE 4. 7*: DISTRIBUTION OF *THE RESPONSE ON THE QUESTION â€Å"DO YOU THINK THAT THE SKILL OF EMPLOYEE CAN BE MEASURED IN MONETARY TERMS? † {draw:frame} Out of the 55 respondents who have agreed that they have heard about human resources accounting, 56 agreed to the fact that the employee skill can be measured in monetary terms, while 8 respondents said the skill cannot be measured in monetary terms. TABLE 4. 8*: DISTRIBUTION OF *THE RESPONSE ON THE QUESTION â€Å"DO YOU THINK THIS SKILL *IS *TRUELY REFLECTED IN THE FINANCIAL STATEMENT OF AN ORGANIZATION? † {draw:frame} 48 out of the 64 respondents says that the skill is not truely reflected in the financial statement, while 16 said the skill is truely reflected in the financial statement. TABLE 4. *: DISTRIBUTION OF *THE RESPONSE ON THE QUESTION â€Å"ARE YOU SATISFIED WITH THE PRESENT METHOD WHEREBY HUMAN RESOURCES IS REFLECTED IN FORM OF SALARIES AND WAGES ONLY? † {draw:frame} In the above question 47 respondents replied that they were not satisfied with the present method whereby human resources is shown in form of wages and salaries. 17 respondents believed that it were to shown in form of wages and salaries *TABLE 4. *10*: DISTRIBUTION OF *THE RESPONSE ON THE QUESTION â€Å"DO YOU FEEL THAT HUMAN RESOURCES SHOULD BE CAPITALIZED AND AMORTIZED LIKE OTHER FIXED ASSETS? † {draw:frame} Out of the 64 respondents, 53 believe that human resources should be capitalized and amortized with other financial assets, while 11 respondents said human resources should not amortized and capitalized. TABLE 4. 11*: DISTRIBUTION OF *THE RESPONSE ON THE QUESTION â€Å"DO YOU THINK MONETARY WORTH OF AN EMPLOYEE SKILL OR SERVICES CAN AFFECT THE PROFITABILITY OF AN ORGANIZATION? † {draw:frame} 58 i. e. 90. 6% were of the opinion that the monetary worth of an employee can affect the profitability of organization, while 9. 4% were of the view that such cannot affect the protability of the organization. TABLE 4. 12*: DISTRIBUTION OF *THE RESPONSE ON THE QUESTION â€Å"DO YOU THINK THIS MONETARY VALUES OF HUMAN RESOURCES CAN THUS BE JUSTIFIED LIKE ANY OTHER ITEMS IN THE INCOME STATEMENT? † {draw:g} 54 respondents states that the monetary values of human resources can be justified like other items in the income statement, i. e. they can be treated and adjusted in the financial statement, while 10 respondents says otherwise. TABLE 4. 12*: DISTRIBUTION OF *THE RESPONSE ON THE QUESTION â€Å"DO YOU THINK THAT HUMAN RESOURCES ACCOUNTING IS POSSIBLE? † {draw:frame} 82. % of the respondents felt that human resources accounting because in production we cannot do without human factor, while 17. 2% feel that human resources accounting is totally impossible. TABLE 4. 13*: DISTRIBUTION OF *THE RESPONSE ON THE QUESTION â€Å"DO YOU THINK INCOME STATEMENT IS COMPLETED WITHOUT THE CAPITALIZATION ND AMORTIZATION OF HUMAN RESOURCES? † {draw:frame} 51 respondents believe that inco me statement is not completed without the capitalization and amortization of human resources, while 13 respondents believe that there is no need for the capitalization and amortization of human resources. TABLE 4. 14*: DISTRIBUTION OF *THE RESPONSE ON THE QUESTION â€Å"DO YOU THINK INCOME STATEMENT IS COMPLETE WITHOUT ADEQUATE CONSIDERATION OF HUMAN RESOURCES? † {draw:frame} 55 respondents maintain and believe that human resource elements are not well handled in the financial statement which the make the income statement incomplete, while 9 respondents feels that the income statement is complete without the consideration of human resources. TABLE 4. 15*: DISTRIBUTION OF THE RESPONSE ON THE QUESTION â€Å"DO YOU BELIEVE THAT HUMAN RESOURCES ACCOUNTING WILL HAVE IMPACT UPON CORPORATE FINANCIAL REPORTING IN THE FUTURE? † {draw:frame} 7. 8% of the respondents believe that human resources will have no impact upon corporate financial reporting in the future. 92. 2% felt that human resources accounting will have great impact upon corporate financial reporting in the future. TABLE 4. 16*: DISTRIBUTION OF *THE RESPONSE ON THE QUESTION â€Å"ARE HUMAN RESOURCES (PEOPLE) THE MOST IMPORTANT ASSET OF AN ORGANIZATION? † {draw:frame} TABLE 4. 7*: DISTRIBUTION OF *THE RESPONSE ON THE QUESTION â€Å"DO HRA INFORMATION PLAY ANY ROLE IN MAKING INVESTMENT DECISION BY INVESTORS AND OTHER USERS? † {draw:frame} 58 out of the 64 respondents felt that human resources accounting will play an important role in making investment decision by investors. 6 respondents believe that human resources accounting cannot affect investors’ decision in making in investment decision. {text:list-item} Question 5 and 10 give response to the null hypothesis which is to be tested. CHI-SQUARE TEST {draw:frame} {draw:frame} CHI-SQUARE TEST {draw:frame} {draw:frame}

Critical Thinking Example

Critical Thinking Example Critical Thinking – Term Paper Example Time Management Mr Herman is truly facing a time management challenge especially when it comes to arriving at his workplace in time. Additionally, he encounters other obstacles that magnify his problem making it near impossible to solve. From his story, these obstacles include those attributable to him and others that are inevitable. This paper seeks to identify the obstacles Mr Herman faces and possible solutions to help him avoid being late for work.First, Mr Herman lives far away from the workplace. The distance between his home and Dewey, Cheetum the chat with his friends before he goes to work is an obstacle. The possible solution to the obstacle is to either hold the chats for only 10 -15 minutes or avoid chatting with them on his way to work altogether.Thirdly, Mr Herman’s’ habit of stopping for coffee at Tim Hortona causes his lateness as the time he spend taking coffee could be spent on the road and thereby save him from lateness. The solution is to desist fro m the stopping over habit and explore other options like taking coffee at home or sipping it as he drives to work. Work CitedPorter, Jessica. Saving time. Cambridge: Nightingale, 2007. Print. Critical Thinking Example Critical Thinking – Term Paper Example Critical Thinking: Mr. Herman Good Eagle Case Study Punctuality is a trait any person can master, because it does not require any unique ability or talent (Bliss 34). The strong academic and professional background that Mr. Herman Good Eagle has makes him feel that it is important to develop the skill. However, he is still struggling with on time and has already developed the habit of lateness no wonder he already has four warnings. Mr. Herman is constantly late, because he has a tendency to get easily distracted. It is evident when he chooses to chat with friends instead of going to work. Subsequently, Herman underestimates the duration things will take. He is not certain about how long it will take to cross the railroad or get delayed by the bus picking kinds. Equally, Herman has a misperception of the passage of time and enjoys working under pressure.To solve the punctuality problem, Herman has first to own up to the problem. There is no need of rationalizing lateness. Then, he ha s to work on his powers of concentration. The lateness in this case is the outcome of not staying on task with the activities that can guarantee that Herman will get to work on time. The activities that he should consider as of great importance are limiting charting with friends, crossing the railroad early, taking the cup of coffee promptly, and choosing the right route to work. Herman should build his mental discipline and the ability to focus. He should redefine getting to work on time as a matter of integrity. It is easier to attain punctuality when Herman feels motivated and has a strong sense of purpose. Finally, he has to practice taking note of benefits of getting to work on time.Bliss, Dominic. Being the best man for dummies. s.l.: John Wiley, 2013. Print. Critical Thinking Example Critical Thinking – Article Example Critical Thinking The context refers to the consideration of the situation that an intervention is being administered as well as that of the person and the desired outcome. It enhances the capacity to develop good interventions in managing the developmental problems that children face. The application of context can ensure that the problem becomes clearly understood and the intervention being applied is able to provide a lasting solutions to the problem (Cale et al., 2009). This becomes a critical part in the assessment by making it accurate through the minimisation of various errors that might occur.The use of context remains essential during assessments and making interventions as the results of the solution that is developed are based on the problem which a child has. The application of different contexts can enable care givers to identify the specific challenges faced by a child and be able to focus on assisting the child from the perspective of the particular problem identified (Harry, 2008). Through such an approach, the solution devised provides comprehensive solution. The different levels of skills that children have can also be identified through the application of context. This will enable the separation of the children according to their development al capabilities.Conceptualisation of a problem ensures that the impact of the assessment and intervention can also be examined to determine effectiveness. Conceptual approach ensures that the functional challenges that children face are addressed completely since they can be accurately identified (Klingner & Harry, 2006). Accurate assessment is the beginning point for an accurate intervention. Through the conceptualisation process of a problem, the observable behavioural transformation coming as a result of the intervention can also be conceptualised. The interventions can then be compared to other situations and assessed for effectiveness in other developmental challenges.ReferencesCale, S. I., Carr, E. G., Blakeley-Smith, A., & Owen-DeSchryver, J. S. (2009). Context-Based Assessment and Intervention for Problem Behavior in Children With Autism Spectrum Disorder. Behavior Modification, 33(6), 707–742.Harry, B. (2008). Collaboration With Culturally and Linguistically Diverse Families: Ideal Versus Reality. Exceptional Children, 74(3), 372–388.Klingner, J. K., & Harry, B. (2006). The Special Education Referral and Decision-Making Process for English Language Learners: Child Study Team Meetings and Placement Conferences. Teachers College Record, 108(11), 2247–2281.

The Hardwood Killer Tree Diseases

The Hardwood Killer Tree Diseases There are several tree diseases that attack hardwoods trees which can ultimately cause death or devalue a tree in the urban landscape and rural forests, to the point where they need to be cut down. Five of the most malignant diseases have been suggested by foresters and landowners. These diseases are ranked according to their ability to cause aesthetic and commercial damage.   Armillaria Root, the Worst Tree Disease This disease attacks hardwoods and softwoods and kills shrubs, vines, and forbs in every state. It is pervasive in North America, commercially destructive, a major cause of oak decline, and is arguably the worst tree disease. The Armillaria sp. can kill trees that are already weakened by competition, other pests, or climatic factors. The fungi also infect healthy trees, either killing them outright or predisposing them to attacks by other fungi or insects. Oak Wilt Oak wilt, Ceratocystis fagacearum, is a disease that affects oaks (especially red oaks, white oaks, and live oaks). It is one of the most severe tree diseases in the eastern United States, killing thousands of oaks each year in forests and landscapes. The fungus takes advantage of wounded trees, and the wounds promote infection. The fungus can move from tree to tree through roots or by an insect transfer. Once the tree is infected, there is no known cure. Anthracnose, Dangerous Hardwood Diseases Anthracnose diseases of hardwood trees are widespread throughout the Eastern United States. The most common symptom of this group of diseases is dead areas or blotches on the leaves. The diseases are particularly severe on American sycamore, the white oak group, black walnut, and dogwood. The greatest impact of anthracnose is in the urban environment. Reduction of property values results from the decline or death of shade trees. Dutch Elm Disease Dutch elm disease primarily affects American and European species of elm. DED is a major disease problem throughout the range of elm in the United States. The economic loss resulting from the death of high-value urban trees is considered by many to be devastating. Fungus infection results in clogging of vascular tissues, preventing water movement to the crown and causing visual symptoms as the tree wilts and dies. American elm is highly susceptible. American Chestnut Blight The chestnut blight fungus has virtually eliminated the American chestnut as a commercial species from eastern hardwood forests. You only now see the chestnut as a sprout, as the fungus eventually kills every tree within the natural range. There is no effective control for chestnut blight even after decades of massive research. The loss of American Chestnut to this blight is one of forestrys saddest stories.

Are immigrants valuable contributors to life in California or are they Essay

Are immigrants valuable contributors to life in California or are they not - Essay Example Immigrants are valuable contributors to life in California since they are vital in sustaining the economic prosperity of California through their labor supply and payment of taxes to the government (Bohn, 2005). Highly skilled immigrants have spearheaded California’s innovation economy as evidenced by companies such as Google and Qualcomm. The immigrants are more likely to establish businesses and create demand for the manufactured goods thus contributing to the economic life in California (Portes and Rumbaut, 2006). The immigrants have changed the ethnic and cultural composition of California population since Latinos and African Americans form a substantial part of Californian population. Immigrants are valuable contributors to economic, social and cultural life in California. Immigrants are valuable contributors to Californian economy since they have played a critical role in California economy for the last two centuries. About a third of immigrants are likely to start businesses and immigrants’ businesses account for about 5 million jobs across the US (Bohn, 2005). According to statistics, 36.6 percent of businesses in California were owned by immigrants and immigrant business owners contributed about 30 percent of the net business income in California. In addition, highly skilled immigrants have spearheaded innovations since 52 percent of the technological start-ups in Silicon Valley have at least one immigrant founder while global companies like Google and Yahoo are attributed to immigrants (Portes and Rumbaut, 2006). The immigrants contribute $ 30 billion in federal taxes and $ 5.2 billion in state income taxes. The purchasing power of immigrants is estimated at $ 310.5 billion. The immigrants have boosted earnings for Californian workers since more than half of the immigrants have a college degree (Portes and Rumbaut, 2006). Immigrants represent a