Essay on Financial Analysis of Apple, Inc. - 1980 Words

When looking at the financial performance of a company, it is important to examine the financial ratios. There are several different classifications of financial ratios. Profitability ratios show the profitability of the company. Liquidity ratios deal with the current assets and current liabilities of the company, and they determine how the company is performing with their liquid finances. Leverage ratios deal with the company’s debt, and how they affect performance. Activity ratios deal with a company’s inventory and collection period, determining how well a company is able to turn over inventory and collect debts. The other important measures of financial performance include information on dividends, common stock, and cash flows (**Use†¦show more content†¦As before, the trend should be upward, and the higher the value, the better (**Book). Apple’s ratio for the past three years has been: 25.73% for 2010, 29.32% for 2011, and 30.35% for 2012 (Apple fin ancials). While these values are not very high, the trend has been increasing over the time period. Therefore, the ratio shows positive growth for the company. Earnings per share shows the earnings for each share of common stock outstanding. The bigger the value, the better, and the trend should always be increasing (**Book). For Apple, this ratio shows positive growth, although the values are very small. In 2010, the company showed a ratio of $0.02. The trend shows a positive increase in 2011, and again in 2012, with a ratio of $0.03 and $0.04, respectively (Apple financials). Liquidity Ratios The liquidity ratios for Apple also show that the company is doing well. The current ratio shows the ability of a company to pay their current liabilities with their current assets. The ratio should be at least one in order to be considered good. Anything less than one means that a company cannot pay its current liabilities with its current assets. Anything over one is considered desirable, a nd anything over two is better yet. The trend should be increasing (**Book). For Apple, the ratio over the last three years has been 2.01 in 2010, 1.61 in 2011, and 1.50 in 2012 (Apple financials). Although the trend isShow MoreRelatedFinancial Analysis of Apple Inc.795 Words   |  4 PagesFinancial Analysis (Submitted by) Abstract The following paper aims at discussing the financial position of the American multinational corporation, Apple inc., which designs and markets consumer electronics, computers and personal computers mobile communication devices, and portable digital music and video players, as well as sells various related software, services, peripherals, and networking solutions. Apple Inc. together with subsidiaries sells its products worldwide through its onlineRead MoreFinancial Analysis of Apple, Inc.2114 Words   |  9 PagesCompany Background Apple, Inc. (formerly known as Apple Computer, Inc.) was incorporated in the State of California in 1977. Apple currently designs, manufactures, and markets a variety of computer and personal electronic products, including Macintosh computers, and the iPod digital music player. AppleÕs key markets are consumers, creative professionals, educational institutions, and business users. For nearly twenty years, Apple computers have been the industry standard for creative industriesRead MoreMicrosoft And Apple Inc. Financial Analysis Essay1012 Words   |  5 Pages Financial Ratios Name of student Name of institution â€Æ' Microsoft and Apple Inc. Financial Analysis The financial analysis expressed in this paper shows a comparison of two large firms in the communication and technology industry. Microsoft and Apple Inc. both deal in telecommunication gadgets and accessories within the United States and around the world. The paper focuses on the financial comparison of the two companies for two fiscal years of the year 2014 and 2015. A close analysisRead MoreFinancial Analysis And Assessment Of Apple Inc. Essay937 Words   |  4 PagesThis paper intends to provide a financial analysis and assessment of Apple Inc. from the years of 2005 to 2009. The evaluation is based on the numbers calculated from the data on Apple Inc.’s Financial Performance Worksheets. This paper covers three areas. The first part of the paper contains a brief history of Apple and the position of the organization in the market of computers. The second part is a calculation of Apple s performance and the reasons for their success. Finally, a conclusionRead MoreFina ncial Analysis Of Apple, Inc. Essay1861 Words   |  8 PagesCompany Background Apple, Inc. (formerly known as Apple Computer, Inc.) was incorporated in the State of California in 1977. 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(AAPL) Accounting and Financial Profile [pic] Name Sachitanand Karnakote Choong Chee Lai Lei Qiu Alcides Santopietro Denisa Voicu September 2008 Contents Introduction 2 The company and its activities 2 Industry Competition 2 Recommendation 3 Accounting choices and Quality of Earnings 4 Ratios analysis 6 Liquidity: 6 Solvency: 7 Profitability: 8 Market: 8 Relevant Disclosures 9 Risks 9 Analysis of Apple Inc. corporate strategy 10 Introduction Read MoreA Financial Ratio Quarterly Trend Analysis of Apple, Inc.3198 Words   |  13 PagesA Financial Ratio Quarterly Trend Analysis of Apple, Inc. Stock Symbol: AAPL Listed on NASDAQ Prepared for: Department of Finance and Real Estate Florida International University In partial fulfillment of the requirements of the course: By: Introduction This report provides a financial quarterly trend analysis for Apple Inc. The U.S. based company (formerly Apple Computer, Inc.) is an American multinational corporation that designs and sells consumer electronics, computerRead MoreApple Inc vs. Philips: Financial Analysis996 Words   |  4 Pagesaccording to Weygandt, Kimmel and Kieso (2009), dictates that companies recognize revenue in the accounting period in which it is earned. The reporting of revenue generally affects not only the results of the operations of a given entity but also its financial position. In that regard, the relevance of understanding both the concepts as well as practices of revenue recognition cannot be overstated. In the words of Nikolai, Bazley and Jones (2009), revenues should be recognized when (1) realization hasRead MoreApple Inc: Analysis of Financial Statement Essay examples2094 Words   |  9 PagesAn Analysis of the Financial Statements of Apple Intermediate Accounting III INTRODUCTION I chose Apple for my course project mainly based on the fact that they release all their records to the public and they have excellent accounting practices. Their paper work is easy to read and follow and based on their records they have an endless amount of revenue in the billions. As we have discussed about Apple in class I was very intrigued how they looked in the books on a specific level of detailRead More Apple Inc. Financial Analysis Case Study Essay examples3623 Words   |  15 Pages Apple Inc.’s Financial Analysis case study will cover the nine-step assessment process to evaluate the company’s future financial health. The nine-step evaluation process will entail the following: 1) Fundamental analysis covers objectives, plan of action, market, competing technology, and governing and operational traits, 2) Fundamental analysis-revenue direction, 3) Investments to support the firm’s entities action plan, 4) Forthcoming profit and competitive accomplishment, 5) Forthcoming

Musical Analysis of Lose Yourself - 2563 Words

When faced with the decision of which pop song really stood out to me during my youth and adolescent years, the song â€Å"Lose Yourself† by Eminem immediately came across my mind. From listening to this song during soccer game warm ups, to quietly being indulged in my own headphones while studying for high school exams, this song was like no other in my ITunes library. On top of its amazing use of musical elements, I especially love this song because of its connection to certain socio historical factors and the pure raw meaning behind its lyrics. Although the reaction to this song was quite mixed, and stirred a lot controversy, it was the most defining rap song of the early 2000s. While sitting at my seat pondering about this piece, it brought†¦show more content†¦The chorus is very forte and it has quick volume increases by a synthesizer sounding instrument that accents the downbeats in the chorus. The use of the softness of the piano harmony complements this hardne ss perfectly in his three verses as you can hear it lingering in the back. The use of his fading in and out with the symbolic piano sound uses dynamics very effectively – especially his opening, which starts by only a unique piano melody creating that feeling of mystery, nostalgia, and adrenaline. Timbre plays a vital role in the layering of this track. The three main instruments come in at different times and add its own unique place in the song contributing to the overall mood of the song. First, it’s the light high pitched piano, which is unusual in a rap song. Then the dark low pitched guitar comes in when he starts asking the question and it’s soon followed by the heavy sounding drums as he starts to rap. The interesting use of timbre gives an acoustic and classical feel versus the drums and synthesizer of hip hop giving the song its diversity and originality. The tempo of this song is not too fast and not too slow. The track runs around 88 beats per minute, close to a maestoso. It’s the perfect mix of deep thoughts and relentless energy. If this song was any faster, it may ruin the strong statement that it delivers, while if it’s too slow, it contradicts the fundamental beat and rhythm of hip hop. Although manyShow MoreRelatedGwen Harwood1749 Words   |  7 Pagessituations that a musician would experience in real life. Italian terms, compositional devices and her much loved fugue make an appearance in most of her poems that possess a slightly musical tone. 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SITUATION ANALYSIS Adidas AG  (pronounced [AH-dee-dahs]; often in English, FWB: ADS) is a German sports apparel manufacturer and part of the Adidas Group, which consists of Reebok sports wear company, Taylor Made-adidas golf company, and Rockport. Besides sportsRead More Existentialist Views on Death Essay5673 Words   |  23 Pagesanalyzes this somewhat dismal situation mankind has been thrown into, and produces a model for how an individual should live his or her life. However, why should someone attempt to live a life of morals and meaning in a cold and indifferent world? An analysis of existentialist views on death may lead to an answer to this question. A Brief History of Existentialism Existentialism developed from the ideas of Rene Descartes and his contemporary Blaise Pascal. Pascal rejected the rationalist attemptRead More Reality vs. Imagination in Emma Bovarys Predicament Essay3655 Words   |  15 Pagesand adventure in the imaginary world she lives in. 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Ford Pinto Case Study Free Essays

Ford Pinto Case Study MGT 216 Ford Pinto Case Study The purpose of this paper will be to determine whether Ford was to blame in the Ford Pinto Case. This paper will provide possible solutions as well as supporting statements. This paper will examine all external social pressures and determine how external pressures affect individuals’ points of view. We will write a custom essay sample on Ford Pinto Case Study or any similar topic only for you Order Now Further, this paper will discuss how the issue would be viewed differently in today’s society. In today’s society ethical issues are under heavy scrutiny. To examine this case thoroughly, the time and social norms of the time must be taken into consideration. The big question with the case is whether or not the Ford business acted ethically when designing the Pinto’s fuel system. The case was put under a microscope and analyzed because the company did not upgrade the integrity of the system until 1978 because of the cost benefits analysis. In determining whether or not to make the production change, the Ford Motor Company defended itself by contending that it used a risk/benefit analysis. Ford stated that its reason for using a risk/benefit analysis was due to the fact that the National Highway Traffic Safety Administration (NHTSA) required them to do so (Leggett, 1999). Business people should not forget that they have a social responsibility as well as a responsibility of maintaining business ethics. If faced with an ethical dilemma similar to that in the Pinto case, it would be important to consider the factors and remind management that it is unethical to knowingly market a car with unsafe parts to the public (De George, 2006). Taking the time to put in a bit more money to make a quality product is more important than building a car that will eventually be recalled and decline in future profits. Quality and safety are on the minds of consumers when purchasing a car. When the cars are made of good quality, it shows the consumers that the values and ethics of a company are solid and that the company puts pride in their work. This ensures that there develops a trust between consumer and company, and possibly a long relationship between the two. If these observations do not convince management, it should be suggested to publish a warning on the risks associated with the Pinto and/or issue a recall. The last option would force management to take nother look into investing more in their cars. If management declines the request to inform the public then the ethical decision would be to â€Å"blow the whistle†. Safety should be the first concern. Putting oneself behind the wheel with family would make that decision easy. Any information would be distributed anonymously and made known in all forms of media to the public (Nadler Schulman, 2006). The social pressures that Ford Motor Company faced were: decline in sales, increased risk of litigation and lawsuits, and their reputation being slandered. The Ford Corporation knew from the beginning that the Pinto was dangerous. If the corporation continued to manufacture the Pinto they knew there was a risk of many lawsuits (class action) and litigation on the horizon. The corporation conducted a cost-benefit analysis to determine how many deaths would occur and how it would impact the company financially. The cost-benefit analysis would determine the cost the company would be responsible for if a certain percentage of the deceased persons’ families sued the company and won (DeGeorge, 2006). It was in the best interest of the company to cut their losses and stop manufacturing the Pinto because the issues became public. Their reputation was tarnished, despite the fact that they corrected the problems. This lead to a reduction in sales/profits since the consumers wouldn’t invest in the Pinto due to prior issues. Consumers didn’t care that they corrected the issues. The best option for Ford is to invest in a safer and better product and cut their losses. During the 1970s it should have been obvious to Ford that the general public was not favorable to them ignoring the problems concerning the fuel tank. Even though they reasoned it out of their calculations by using a risk/benefit analysis, safety was a factor to buyers even back then. The same approach mentioned above could have been used back then as well. Step one would have been encouraging management to make the right decision. Ford should have decided to not produce additional cars with the issue. Publishing a warning to all purchasers of the (impaired) car should also have occurred, along with an offer of updating the fuel tank with the appropriate parts free of charge. If management declined to do any of these then blowing the whistle would be best. As indicated before, one just has to put themselves in the driver’s seat along with their family to understand the importance of correcting the problem. You truly cannot put a price on a human being, no matter how hard you try. Essentially, ethics and morals are nearly bound at the same hand. A vehicle, knowingly defective, can be sold day in and day out for personal and corporate gain. Ethics plays its part when the entire corporation is knowingly and encouraging these actions. A re-call on a vehicle is not the fault of the salesman selling the car in Wheeler, TX. It is the right and duty of the auto-maker to let the salesman in Wheeler, TX aware of the defaults in the vehicle in order for that salesman to inform his customers of the automobile that they are prepared to purchase. THIS is an ethical violation! It becomes an ethical question, when the Corporates encourage the sales of these ill-made vehicles simply in order to meet they’re bottom line. (Toyota). It is fascinating that when we speak of ethics that we never speak of values. The CEO’s, COO’s CFO’s have no values in these instances; therefore they have no morals or ethics. Rarely do we see the head of a Fortune 500 Company come out publicly and admit that they had no ethics going into this project. Ethics has gone by the waste-side in recent years and the corporations are not the only ones to blame. These employees of they’re rightful companies have literally forced most of there employees to, so called, â€Å"play ball† for sales, benefits and bonuses. No matter what the cost or expense to the consumer. Many believe that ethics still lives and breathes in our corporate world, but until there are morals and honesty, the American people are simply done buying what they are selling! References De George, R. (2006). Chapter 12 Whistle blowing. â€Å"Business Ethics†, 6thed. New Jersey: Prentice Hall Leggett, C. (1999). Life as it applies to the Negligence-Efficiency. Retrieved from http://www. wfu. edu/~palmitar/LawValuation/Papers/1999/Leggett-pinto. html on February 9, 2011 How to cite Ford Pinto Case Study, Free Case study samples Ford Pinto Case Study Free Essays Ford Pinto case and unethical decision making According to the article, Tioga is inclined to make unethical decisions due to the nature of his work. Therefore, his decision not to recall the defective Pinto for further Improvements to its safety standards Is unethical. This Is due to the fact that, people were unaware that Pinto could entail great risks for their safety. We will write a custom essay sample on Ford Pinto Case Study or any similar topic only for you Order Now Moreover, Goal Is based on scripts before making his decision. Thus, by using a cost-benefit analysis means that he considers human life a financial value which contradicts the values and principles of moral behavior. HIS decision making process Is based on the utilitarian model which means that he seeks for a decision that would maximize his overall happiness. This decision was to act In favor of his company’s profitability Instead of people’s safety. However, the sotto-psychological dynamics that forced Tioga to make an unethical decision are many and difficult to recognize even an experienced manager like him. To start with, time pressure is a leading factor that he could not avoid during the decision making process. Indeed, the rigid completion between car industries along with the oil crisis which affected the marketplace were two key issues that Tioga had to take into consideration before making his decision. Moreover, Tioga felt loyal towards his Job because of the good salary and the carrier opportunities, therefore, he had adopted the cultural values of the organization which means that he was acting for the organization’s profitability and sustainability. Furthermore, he experienced a lot of corporate pressure to follow specific guidelines concerning the production costs which did not allow him to move forward Pinto’s recall. Another reason was the heavy workload which limited his ability to consider the ethical dimensions of his decision, but rather, focus on a schematic processing which was the only way to evaluate the large amount of information. How to cite Ford Pinto Case Study, Free Case study samples

Performance Appraisal and Organizational Productivity - Free Samples

Question: Discuss about the Performance Appraisal and Organizational Productivity. Answer: Introduction: Key elements of the human resource practices in any organization are the human resources and the operating systems. The management aims to get an effective co-ordination of operating systems and human resources. This management of human resources is practiced by the HR management team of the organization. Management practises many activities in order to maintain this co-ordination between the human resources and operating systems. During these practices the job satisfaction of employees is very important to get the most efficient output of the employees. One of these practices, appraisal of the employee performance, is an activity of much importance. Since employees play a vital role for the company in determining its survival(Szlavicz, Berber Lekovic 2014). This appraisal is associated with the responsibilities and roles of the employees, to make them perform at their highest level of efficiency and effectiveness. The effectiveness and efficiency of the employees has been improves as a result of constructive performance appraisal. Organizations use different appraisal methods and approaches of their respective advantages and disadvantages. While working as a HR director I used the contemporary approach, for the performance appraisal of the employees, which was associated with the employees as individuals. I used this performance appraisal as the contribution to the development and motivation to the employees as well as a human resources planning activity. This appraisal, in a contemporary approach, emphasized the employees that they have lot of potentials which can be explored and expanded. In terms of roles and responsibilities, to perform at the highest efficiency of individuals work competencies, this performance appraisal was more constructive. This appraisal involved two key elements, named as, ratees and raters. These elements were essential to conduct the appraisal but both of these elements needed to refer to the same vision and mission of the respective organization. The whole activity of rates and raters was supervised by the board of directors. As a HR director I had to conduct these activities but the super vision was needed from all the members of board of director. Therefore, I selected the member of board of directors as the Appraiser for this appraisal as their designation itself would create the psychological motivation to the employees. The measurement of an appraisal can be categorised into three different activities as measuring Traits, Behaviours and Results(Ahmad Bujang 2013). In my appraisal programme I had used the second one that is the behaviour. This method of measurement, in an appraisal programme, is known as Behaviourally Anchored Rating Scale method. This method was initially designed to analyse the benefits of both quantitative and qualitative data of the employees for their assessment in the performance appraisal programme. BARS compare the performance of an individual against the specific elements of the behaviour which are anchored in the form of numerical ratings on a scale (HRZ 2018). Performance appraisal is defined as a continuous process in which all the raters will judge the rate their ratees. Although raters review the performance quarterly, ratees will be observed consistently for the entire working period(Cintron Flaniken 2018). As an HR director I had selected the HR executives as the raters and the 400 employees working the organization as the ratees for this appraisal. The evaluation of the ratees should be on the basis of some specified standards for the better understanding the evaluating statement to the raters and articulated for the people(Paul et al. 2014). These standards are important for several reasons like; to achieve the goal of the organization, to motivate the individual or a team for efficient performance, and these standards can also be used to weight and measure the performance impact of the employee. In this process monitoring of the employees was done on a timely basis. This monitoring is important to ensure that the impact and enhanc ement in the performance of individuals is continuous and during this time organization becomes the learning organization. Both the individuals and team members play an important role for the organization to achieve its goal and the vision. But in the appraisal context the individuals performance is powerful in comparison to the team members performance(Chattopadhayay Rachana Ghosh 2012). This difference between the weightage of both entities is because the appraisal is lesser towards the group reward than the individual reward system. Appraisal interview is a much significant part of appraisal process. This is a quick on-job communication as well as a feedback process and defined as a periodic activity. Generally this interview is conducted between the employee and his/her supervisor or rater. Before this interview the rater will gather some information about the ratee like; has employee accomplished the organizations target or not(Mahajan 2014). The interview is a discussion between the rater and ratee focusing on the core business of the ratee as well as the other activities which will relate the ratee with his job description or profile. Training can be identified as an important factor in many objectives of the performance appraisal process such as, to uplift the credibility of whole process of appraisal, it can develop the skills, knowledge and capabilities of the raters in performing their role, to deal with new issues and to cease the repeating problems(kadiresan et al. 2015). In this way this training can be beneficial for the organization as well as the appraisal process too. For this training requirement I formed a team of experts who were experienced and skilled as well. These experts were assigned to provide the essential training to the employees to enhance their efficiency and effectiveness for the appraisal. All the required training and motivation were provided for a fair and effective appraisal but one of the most difficult requirements was that it was completely free from bias. Being a human being, raters could not deny the fact that bias was involved in their decision making. In this involvement of bi as, there is only one thing that the raters could do was to minimize the level of unfairness as much as possible. For this I made clear instructions too to the raters. As the performance appraisal process is an over-all quality measurement, in this practice it is required that the team meeting should merge the planning and feedback of the employees. In my appraisal programme I organised meeting with raters and ratees on a timely basis. In those meetings, the motive was not to set any goals for the ratees or raters but the aim was to discuss different ideas from different minds to improve the performance of ratees and to enhance the satisfaction of employees towards the appraisal. In performance appraisal programmes a win-win situation is the main goal of negotiation. In appraisal programmes, when a solution found is beneficial for both the rater as well as the ratee then this is called a win-win situation. While I was practicing this activity there were three win-win situations aroused during the whole activity. All three situations were beneficial for all the candidates, participating in the activity, as a motivating source. It is indicated in several studies that the appraisal needs to be user-friendly for supervisees and supervisors. To ensure this appraisal to be a user-friendly I considered many factors like; content rated documentation was provided, ease of use I provided the questions which were easy to answer maintaining the quality, time ratees were rated on the amount of time they took to answer all the questions etc. There were many challenges which aroused while I was performing the performance appraisal activity. The complete list of those challenges is as The main problem while practicing this activity was the unfairness of the evaluation by the raters. The bias nature of humans also influenced the problem and this problem can lead the system to dissatisfaction in terms accuracy in evaluation. The raters for this appraisal were not so skilled and experienced which influenced the dissatisfaction of appraisal. I provided a formal form followed by the standards, to the raters, to minimise the issue. The performance appraisal was very successful for the enhancement of efficiency and effectiveness of the employees within the company. This practice makes me to experience new challenges in HR managing practices. During this practice I got to know more about the employees and their behaviour. At the same time I observed the thinking of employees for their colleagues too. All these outcomes of the practice made it successful for business as well as for me. The prior motive of this appraisal was to enhance the productivity of the company by enhancing the efficiency of employees but I got other complementary outcomes for my individual experience too. Therefore, this practice performance appraisal was much beneficial for me and I conclude my experience as one of the most productive experiences for me in my entire professional period as a HR director till now. References Unsupported source type (InternetSite) for source HRZ18. Ahmad, R Bujang, S 2013, 'Issuea and Challenges in the Practice of Performance Appraisal Activities in 21st Century', Internationaal Journal of Education and Research, vol 1, no. 4, pp. 1-8. Chattopadhayay Rachana Ghosh, K 2012, 'Performance Appraisal Based on a Forced Districution System: Its Drawbacks and Remedies', International Journal of Productivity and Performance Management, vol 61, no. 8, pp. 881-896. Cintron, R Flaniken, F 2018, 'Performance Appraisal: A Supervision or Leadership Tool ?', International Journal of Business and Social Science, vol 2, no. 17, pp. 29-37. kadiresan, V, Selamat, MH, Selladurai, S, SPR, C Mohamad, RKMH 2015, 'Performance Appraisal and Training and Development of HumanResource Management Practices (HRM) on Organizational Commitment and Turnover Intention', Journal of Asian Social Science, vol 11, no. 24, pp. 162-176. Mahajan, S 2014, 'Examine Relationship between Employee Satisfaction on Performance Appraisal System with Reduction of Rater's Error', The International Journal of Business and Management, vol 2, no. 1, pp. 34-38. Paul , SO, Abeguki, O-OE, Hezekiah, F Ifiavor, DJ 2014, 'Modelling the Relationship between Performance Appraisal and Organizational Productivity in Nigerian Public Secctoe', International Journal of Research in Management, vol 4, no. 6, pp. 59-74. Szlavicz, A, Berber, N Lekovic, B 2014, 'Performance Management in International Human Resource Management', Serbian Journal of Management, vol 9, no. 1, pp. 45-58.