Cggggggggg Essay Example

Cggggggggg Paper When Enron filed for bankruptcy protection on December 2, 2001, the financial world was shocked. How could this high profile leader in the world of energy trading have failed? Based in Houston, Texas, Enron was the seventh largest company by revenues in the United States, employing 25,000 people worldwide. Its performance had been lauded in the media, and business school cases had held it up as a glowing example of the transformation of a conservative energy company into a global player. It had frequently been cited in the McKinsey Quarterly as an example of how innovative companies can outperform their more traditional rivals. The drive to maintain reported earnings growth, however, had led Enron to aggressive accounting policies to accelerate earnings. In particular, the ‘special purpose entities’ (SPEs) Enron used to move assets and liabilities off the balance sheet attracted most attention. The financial involvement of Enron officers and employees in the SPEs led to further questions. Enron executives regarded themselves as an elite. The company had largely left behind the Texan ‘good ol’ boy’ culture – and certainly the culture of the regulated utility and had embraced the free market vision of Chairman Kenneth Lay. Encouraged by Jeffrey Skilling, who later became CEO, a highly paid army of financially literate MBAs sought innovative ways to ‘translate any deal into a mathematical formula’ that could then be traded or sold on – often to SPEs set up for that purpose. By the end, Enron had in excess of 3,000 subsidiaries and unconsolidated associates, including more than 400 registered in the Cayman Islands. We will write a custom essay sample on Cggggggggg specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Cggggggggg specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Cggggggggg specifically for you FOR ONLY $16.38 $13.9/page Hire Writer The SPEs set up by Enron, often with auditor Arthur Andersen’s advice and approval, have attracted much criticism – but there is nothing inherently wrong with such vehicles. In fact, almost all major companies use various forms of SPEs to manage, for example, joint ventures in foreign countries, or investments in hostile environments. What was unusual in this case was the sheer number of SPEs involved. Enron’s accounting policies led to deals being struck that would be cash negative in the early years. In one example, Enron entered into a 12-year, ixed-price gas supply deal in the Far East at a price below the current ‘spot’, and as Enron did not have its own supply it had to go into the market to purchase at the higher price. Nevertheless, the forecast price curve was such that it showed a positive net present value and a profit was booked to reflect that. The manager who had done the deal was subsequently approached by his boss towards the end of t he quarter, and told that, as they were not going to meet budget, he should revisit the deal and ‘tweak the numbers’ to squeeze out a bit more. This process was so common that it was known as ‘marking up the curve’. Enron’s shares in the late 1990s had significantly outperformed the market (see Figure 1 in PDF or print magazine) and at their highest price the market capitalisation of the company reached $60bn. At this level, the share price implied a price-earnings multiple of around 60, or nearly three times the sector average. Although the ‘irrational exuberance’ of investors of the time may have contributed, Enron was not a simple ‘dot-com’ story. Indeed, when the Nasdaq index was falling through the floor, Enron shares continued to outperform the market. Performing well on the stock market brings its own problems by raising market expectations. Consequently, there was tremendous pressure on Enron to maintain earnings-per-share (EPS) growth, which in turn led to the need for new sources of revenue and capital. Large investments in major power projects needed cash. Such investments were not expected to generate earnings or positive cash flow in the short term, placing immediate pressure on the balance sheet. The much expanded trading book added to this pressure, especially after the creation of EnronOnline. is was resisted as it would dilute EPS and in turn affect the share price. The chosen solution was to get some of the assets and related debt off the balance sheet. This required finding outside investors willing to take some of the risk through equity participation in separate entities, which, in turn, could borrow from third parties (outside lenders). This would only work if these special purpose entities (SPEs) did not have to be consolidated in Enron’s results, otherwise it would defeat the objective of such financial engineering. Furthermore, the broadband venture was losing money, with no short-term likelihood of generating profits, while continuing to suck up capital expenditure. To make matters worse, the fall in the value of Enron’s share price was likely to trigger its guarantee obligations. To compound these problems, some hedge funds had become short sellers of Enron stock. On March 5, 2001, Fortune published an article by Bethany McLean in which she questioned the current stock market value of Enron. Her main arguments were that it was very difficult to ascertain how the company was making its profits, that these profits did not seem to be generating a commensurate amount of cash, and that there was a lack of transparency in Enron’s reporting and its handling of media questions. In the meantime, Enron’s share price continued to slide. A real blow came, when Skilling resigned after only six months as CEO, citing ‘personal reasons’. Lay resumed the role of CEO. Subsequently, in an interview with Business Week, Lay said, â€Å"There’s no other shoe to fall,† going on to add, â€Å"There are absolutely no problems [ ]. There are no accounting issues, no trading issues, no reserve issues, no previously unknown problem issues. The company is probably in the strongest and best shape that it has ever been in. † Enron watchers, fearing there was more to the story, were not convinced and the share slide continued. At the same time as seeking to reassure investors, Lay was cashing in his share options, netting himself more than $100m in the process. Watkins also called an acquaintance at Andersen and voiced her concerns. Andersen had been uncomfortable for some time with Enron accounting practices that it had previously accepted. Revisiting some of the SPEs, particularly in relation to the 3 per cent rule, it decided that, at least in the case of Chewco, there had been a breach and that Chewco would have to be consolidated. It also looked again at the Raptor transactions and came to the same conclusion. Accordingly, it advised Enron that the accounts would need to be restated.

Cherished dreams essays

Cherished dreams essays Generally, insecure and passive people feel an inner turmoil coming from a lack of direction as to where they are going, what their goals are and what responses are appropriate for events in life. In addition, they are often fearful of standing up for what they believe, have difficulties in establishing long-lasting relationships and tend to be over controlled emotionally, not letting others in on their emotions. These behaviours are often seen in people who are raised in a chaotic, unpredictable or volatile environment in which they are kept off balance. However, when they finally find a direction or a goal to follow, all their insecurity and passivity is left aside. Probably, for the first time in their lives they stop feeling scared and confused and they finally stand up for what they believe. This seems to be the case of Ezra Tull, one of the main characters of Anne Tylers book Dinner at the Homesick Restaurant. Ezra experienced a difficult childhood due to an absent father and an abusive and domineering mother. As a result, he became an insecure and rather passive young man. Nevertheless, he unwaveringly pursued his dreams of owning and shaping the restaurant according to his personal style and of keeping his family together. It must be acknowledged that Ezra spent most of his life feeling insecure and in resigned acceptance of everything that happened to him. As a child, he would never try to defend himself when he was unfairly blamed for something he had not done. As an adult, he lost Ruth, the only woman he ever loved, to his brother and did absolutely nothing about it. Moreover, he had difficulties in establishing relationships with others. And he tended to be over-controlled emotionally, finding it hard to show his emotions and to open himself up to others. Certainly, it is clear that Ezras lack of confidence and zest became constant features of his personality that were expected to be seen in the ...

EU Business Essay Example | Topics and Well Written Essays - 2250 words

EU Business - Essay Example Czech Republic companies and their government have been actively chasing foreign investments. All these activities led to several challenges and opportunities along with risks that were posed in Czech Republic. When foreign firms started entering Czech Republic, arious entry modes have been used. In the services sector the most preferred mode of entry was FDI or fully owned units while in the non-services sector joint ventures and licensing was equally popular along with FDI (Knight & Webb, 1997). A number of expatriates are found in Czech Republic which suggests that companies prefer to post their own people. There were apprehensions about the returns so low investment modes were preferred. Bureaucracy and the legal system needed modification. Bribery was rampant in Czech Republic. Tourism is a sector which is globally in boom and has led to high levels of employment as successful macro-economic stability has led to low unemployment figures in Czech Republic. The labor forces in Czech Republic are loyal and industrious and willing to participate with the management. They are also willing to work in teams. The education level is low in Czech Republic as the foreign firms encounter problems in finding personnel with appropriate skills in marketing and management. In 1997 other problems that affected the growth where finding a suitable location for office and warehouse. Even if they did manage to find the premises, the expenses were high and telecommunications and transport was difficult. The locals considered foreign competition as a threat rather than an opportunity for growth. In May 2004, ten new members were accepted in the European Union which had different economic histories and characteristics than the existing 15 members. Czech Republic was one of them with a substantially lower per capita income and lower employment rates (Schadler, 2004).

Constipation (Advanced pharmacology) Assignment Example | Topics and Well Written Essays - 250 words - 1

Constipation (Advanced pharmacology) - Assignment Example It is given in a low dose initially and later increased to the maximum dose for effectiveness. However, in cases where the individual does not respond to Aricept and the dementia worsens, doctors begin prescription with Namenda which has been approved for the treatment of advanced forms of the disease. In some cases both the drugs are also given in combination. Screening of dementia in a primary care setting initially utilizes a rapid screening tool for memory loss such as the Mini-Cog or Family Questionnaire which are easy and can be administered by nurses or a medical assistant. If these initial tools are indicative of memory loss the patient is then subjected to a second cognitive assessment using tools such as Mini Mental State Examination which also take about 10-15 minutes to administer. Based on the scores the person is referred to a dementia specialist. The pharmacokinetic and pharmacodynamics properties of the four drugs used in dementia are different. Donepezil selectively inhibits acetylcholinesterase with a half-life of 70 h, Galantamine is also a selective inhibitor of acetylcholinesterase but also has a modulating effect on presynaptic nicotinic receptors and has a half-life of 6-8 h. both these drugs are metabolized by specific cytochrome oxidases in the liver. Rivastigmine is an irreversible inhibitor of both acetyl- and butyrylcholinesterase with a short half-life of 1-2 h. It is metabolized by esterases in the liver and intestine. Memantine is a low-affinity antagonist of NMDA class of receptors and has a half-life of 70 h. It is mainly eliminated unchanged via the kidneys. The most common adverse effects of acetylcholinesterase are nausea, vomiting diarrhea, muscle cramps, fatigue, headache, pain, common cold, and urinary incontinence. Rare side effects include bradycardia and sinoartrial and atrioventricular blocks. In case of Memantine, drug hypersensitivity, dizziness, hypertension, constipation and headache are common.

Quantitative and Qualitative Research Questions and Hypothesis Essay Example for Free

Quantitative and Qualitative Research Questions and Hypothesis Essay Jung (2007) found that general education teacher’s attitudes toward the integration of students with disabilities reflect a lack of confidence both in their own instructional skills and in the quality of support personnel currently provides. General and special education teachers are placed in inclusive classroom settings for the betterment of the student; however, planning is not as effective when general education teachers are not properly trained on or comfortable with the technology. Thousand and Villa (2000) in McLaren, Bausch, Ault (2007), found that providing training for all teachers will result in improved academic and social outcomes for students with disabilities, plus their teachers will become empowered . The problem is the need for more collaborative training for inclusion teachers in an effort to effectively plan curriculum and increase their levels of confidence with the use of AT devices. The specific problem is the need to develop a program to train inclusion teachers on the use of AT devices needed to effectively plan for students with disabilities. This study will use a quantitative method and a Participatory Action Research (PAR) methodology. The PAR will be conducted by dividing the study into two sequence phases. The first phase will include developing the training program, introducing basic AT devices that can be used for all students, and reflection of the first training. Phase two will include training for advanced AT devices that are developed for specific student needs, developing a lesson with the use of one general and one advanced AT device, and the opportunity to teach the lesson. The results should interest school districts that service students with disabilities in an effort to improve effective collaboration for inclusion teachers, thus promoting a sense of teamwork to improve student achievement through the use of technology. Revised Purpose Statement- Quantitative Study The purpose of this quantitative research study is to develop a training program for special and general education inclusion teachers that will focus on strategies for educational development, effective academic structuring, and increased teacher support systems with the use of Assistive Technology. The data collection design will include surveys before, during, and after  each phase, trainings to implement the program, and field opportunities to identify the areas of improvement and to test the validity of the program. The population will be composed of elementary school teachers who are placed in inclusion settings without prior training. The sample and sample set will include three novice and three veteran elementary inclusion teachers selected from grades 3-5 based on survey results. The geographical area will include three local elementary feeder schools that house special education programs in the South Fulton County area of Georgia. Quantitative Research Questions and Hypoth esis RQ: To what degree, if at all, will training in Assistive Technology promote effective academic structuring and teacher collaboration in inclusive classroom settings?  HO: The degree of training in Assistive Technology will not promote effective academic structuring and teacher collaboration in inclusive classroom settings.  HA: The degree of training in Assistive Technology will positively promote effective academic structuring and teacher collaboration in inclusive classroom settings. Revised Problem Statement – Qualitative Study Al-Shammari and Yawkey (2008) believe that special education students require the involvement of parents to be successful for overall development and in their education programs. Parents are encouraged to participate by offering physical and psychological assistance to the special education teachers in an effort to monitor and manage student progress. However, the lack of support, knowledge, time, and resources result in the unwillingness to participate. Bird (2006) found that increasing parental involvement through technology may have a positive effect on the development of special education students and parents. The problem is the need for technological resources that promote parental involvement for improving the educational development of special education students. The specific problem is identifying the technology that most effectively increases parental involvement in special education. This study will use a qualitative method and case study similar to Hartas’ (2008) st udy of the effects of parental  involvement on students with Autism. Parents will participate in semi-structured interviews, questionnaires, and classroom observations to determine what motivates them to be involved. The results should interest special education teachers who require assistance from parents in order for students to attend school daily, participate in instruction, and continue to exhibit progression in all areas of development. Revised Purpose Statement- Qualitative Study The purpose of this qualitative case study is to identify the technological resources that are most effective in encouraging parents of special education students to be involved in the student’s education. The data collection design will include questionnaires, observations, schedule restructuring, community involvement, and semi-structured interviews to identify the areas of improvement. The population will be composed of parents who have elementary-aged special needs children. The sample and sample set will include ten parents; five from two-parent working class homes and five from single-parent working class homes. The geographical area will include two (of the three) selected elementary feeder schools, based on survey results, that service special education students in the South Fulton County area of Georgia who are most in need of an intervention. Qualitative Research Question What are the most effective technological resources that assist in encouraging parents of students with special needs to be involved in their child’s education? References Al-Shammari, Z., Yawkey, T. (2008). Extent of parental involvement in improving the students levels in special education programs in Kuwait. Journal of Instructional Psychology, 35(2), 140-150. Bird, K. (2006). How do you spell parental involvement? S-I-S. The Journal, 33(7), 38. Hartas, D. (2008). Practices of parental participation: A case study. Educational Psychology in Practice, 24(2), 139-153. Jung, W. (2007). Preservice teacher training for successful inclusion. Education, 128(1), 106-113. McLaren, E. M., Bausch, M. E., Ault, M. (2007). Collaboration strategies reported  by teachers providing assistive technology services. Journal of Special Education Technology, 22(4), 16-29. Week 5 Review Components2 points| Expected elements are included.| Articulation5 points | As noted, there are shortcomings regarding population and sample. * 1 point| Presentation2 points | Writing and formatting are well done.| Total9 points| A good start toward purpose statements aligned with problem.|

Religion and Commerce in Early Modern Europe Essay -- European History

Class discussions about religious history inevitably turn to the question of whether religious ideals throughout history remain absolute or are relative to the social, political and economic trends of the time. For example, students are sometimes disturbed to learn that in early Christian history, conversion was often in response to economic or political benefits rather than religious fervor. Naturally, at the Catholic prep school where I teach, students want to believe religious ideals and rhetoric are absolute. Yet, when studying the role of religion in shaping societies, one cannot help but be struck by the fluidity of religious rhetoric. Although such a discovery may be obvious to some, it is important for students to understand that we still live in a world where people make important social and political decisions based on moral absolutes, with an insistence on traditional and unchangeable religious values. It is essential, therefore, that teachers of religious history promote discussion on the possible flexibility of religious ideologies: is religious rhetoric part of an unwavering, scriptural tradition, or do those who practice religion create the rhetoric? Moreover, do human self-interest and socio-economic change always trump religion? Are social ideologies always stronger than religious tradition? After studying the creation of a modern industrial economy in Europe for these five weeks, I am convinced that analyzing the evolution of religious rhetoric in early modern Europe, which is such a transitional phase of history, can illuminate how social, political, economic and cultural change can guide or completely alter the morals and ideologies of a society. Eric Hobsbawm and Keith Wrightson both argue th... ...New Press, 1999. Lynn, Martin. â€Å"British Policy, Trade, and Informal Empire in the Mid-Nineteenth Century.† In The Oxford History of the British Empire, the Nineteenth Century, vol III, edited by Andrew Porter, 101-121. Oxford, New York: Oxford University Press, 1999. More, Thomas. Utopia. Translated by Paul Turner. London: Penguin Books, 2003. O’Brien, Patrick. â€Å"Inseparable Connections: Trade, Economy, Fiscal State, and the Expansion of Empire, 1688-1815.† In The Oxford History of the British Empire, The Eighteenth Century, vol. II, edited by P.J. Marshall, 54-77. Oxford, New York: Oxford University Press, 1998. ____. â€Å"Mercantilism and Imperialism in the Rise and Decline of the Dutch and British Economies 1585-1815.† De Economist 148, no. 4 (2000): 469-501. Wrightson, Keith. Earthly Necessities. New Haven and London: Yale University Press, 2000.

Holland Enterprises Essay

Holland Enterprises Most recently the firm Holland Enterprises has retained an hr consultant to review analyze and revise the current compensation and benefit structure. We have seen since 2007 a 25% decrease in the workforce due to a lack of the benefits system that is in place. My team is committed to analyze and potentially change the perception that Holland’s benefit system is unfair and uncompetitive in the marketplace. We will find that organizations excel and remain competitive when they have consistent human resource practices that align with the companies organizational goals. Increasing organizational productivity is important to any organization. â€Å"Managers know that simply paying employees more will not result in increased output and improved quality. They frequently find that employees who are overpaid or highly paid relative to others doing comparable work are sometimes less productive than their lower-paid peers or counterparts†¦Organizations realize that if they are to b e more competitive, they must change this â€Å"I’m owed it† mentality to an â€Å"I earned it† mentality. A major opportunity available to organizations to bring about this change in attitude is to reduce the fixed part of compensation packages and increase the variable part. The variable components consist of all short- and long-term incentives and awards. The kind and amount of incentives and awards must be linked directly to desired employee behaviors, contributions, or results achieved. These incentives and awards comprise a pay-for-performance program â€Å"(Henderson, 2006). In other words Holland needs to have a system in place that rewards employees fairly while exciting them to provide the very best customer service to meet the demand of the business. â€Å" Through the use of a fair and stimulating compensation system, Holland Enterprises can motivate their employees to complete their assigned tasks at the standards expected and in return the employee is compensated with a wage/salary, wage/salary add-ons, incentive payments and/or other benefits and services† (Henderson, 2006). In order to promote positive change and make the compensation strategy fair for all the organization must, â€Å"improve cost and quality competitiveness and where information overload is a problem facing all organizations and their employees, information regarding work requirements, performance standards, and organizational recognition and rewards programs must be readily available, complete, and accepted. The compensation system, therefore, must be able to transmit a message that is understood and accepted by all employees that they are valued contributors to organizational success and that the organization is willing to share the revenues from its products in an equitable manner with all members† (Henderson, 2006). In order to create some harmony and renew the faith of the people the company has decided to change the compensation and the benefit structure to become more competitive and become more in line with the companies organizational effectiveness and plan. The new plan should have a more competitive edge, one that will motivate the employees and should be in line with the organizations strategy. Organizational leaders, including those occupying the executive suites and those in charge of human resources and compensation practices, must be able to recognize and integrate the long-term strategic objectives of the organization with its short-term tactical requirements. An understanding of how organizational strategy and its related tactics interact and become integrated is becoming increasingly important to managers at all levels performing various organizational assignments. Compensation takes on many forms in any organization, this may include the obvious pay/wages, health care/insurance other fringe benefits such as paid time off, disability, bonuses and other monetary stipends. Pay may be adjusted based on how hard the employee chooses to work or what type of lifestyle the employee has. â€Å"Proper and acceptable performance of diff erent kinds of jobs requires different kinds and amounts of employee knowledge and skills, which vary significantly among individuals. In the course of their lives, many individuals acquire various kinds and levels of knowledge that organizations value. Additionally, through education, experience, training, and natural predisposition, some individuals are able to demonstrate different and greater skills than others. The worth to the organization of the individually acquired and job-required knowledge and skills is identified through job rates of pay† (Henderson, 2006). In order to construct a new pay structure and benefit system we must first look at the five major components that will factor into our decisions. These components are compensation and benefit philosophy, pay grades, ratio of base pay to incentive pay, external equity and internal equity and other types of benefits such as deferred compensation, health insurance vacation and sick leave. â€Å"There are a number of components that need to be addressed when developing your compensation systems to ensure they align with your organizational strategy and objectives. One key to remember is that your compensation strategy must help to create the work culture you want. How you structure your systems and manage the internal and external equity issues, will directly inform the culture of your organization†¦Ã¢â‚¬ A compensation philosophy is developed to guide the design and complexity of your compensation programs; this is done by identifying your goals and objectives, considering your c ompetitiveness in attracting and retaining employees, your emphasis on internal and/or external equity, and whether performance is tied to increases. Understanding what balance you want to achieve between direct salary and indirect benefit is critical in developing your overall total compensation approach. A consistent philosophy provides a strong foundation for both the organization and the employee. Without a philosophy, leaders often find themselves unsure of what to offer as a starting salary for a new employee. This can lead to offering too high a total compensation package for a new employee in relation to existing employees, or being unable to successfully hire because the total compensation offer is too low to be competitive† (hrcouncil.com). Using the five components will allow Holland to remain competitive within the industry. Pay grades are a fair way to help determine the amount of pay a person will receive. The general characteristics of a pay grade system set forth by the federal government include that there should be 15 pay grades with 10 steps within each grade; there should be a 25 to 30 percent increase from minimum to the maximum pay within each grade (Henderson, 2006). â€Å"When an organization is establishing its wage policy, it must maintain external comp etitiveness. In other words, wages need to be high enough to attract, motivate and retain talent; but, wages shouldn’t be so high that they drive labor costs beyond those of competitors in the product market. Salary surveys help to determine the pay rates of various positions† (erieri.com, 2013). â€Å"Each organization must develop its own pay policy line, which is a trend line or line of best fit that best represents the middle pay value of jobs that have been evaluated or classified to have particular worth. A line of best fit produces a trend line by minimizing the sum of the squares of the vertical deviations around the line. A line of best fit can be a straight or curved line. In either case, it is one that best represents the middle pay value of all jobs or the benchmark jobs used to establish a pay policy line†(Henderson, 2006). The ratio of base pay would be to identify the lowest and highest rate of pay is a basic step in establishing a pay policy line. After identification, the next step is to establish† what management expects to be the average or central tendency value paid to the lowest-rated job and the average pay rate of the highest-rated job. These highest and lowest average values should be the midpoint of the pay for those jobs assigned this rate when a range of pay is available for each category. When only one rate of pay is assigned to a job or group of jobs, normally the average or midpoint value is the single rate. The midpoint value is normally the marke t or going rate† (Henderson, 2006). Internal equity compares different jobs inside a single organization in terms of their â€Å"relative contributions to the organization’s objectives, whereas external equity refers to how an employer positions its pay relative to what competitors are paying. Equity reviews are completed to ensure that salaries for positions are internally consistent and remain externally competitive.External equity reviews are warranted if significant discrepancies exist between a position’s salary and prevailing salaries positions in other companies or institutions within the same geographic area. Difficulties in recruitment and retention support the need for an external equity review. Every effort must be made to ensure that equity exists and the concept of equal pay for equal work is embraced† (Henderson, 2006). Holland Enterprises need to understand that the cost of human capital is high when you are losing staff because of salary issues and benefit problems. And lastly employee benefits are a very important portion of the employee’s tenure with the organization. Most compensation components included within employee benefits are made available through some type of insurance plan. â€Å"An important group of benefit components, ho wever, is frequently noninsurance based and provides income to the employee at some future date. Employee benefits can be further classified under these seven major groups: (1) disability income continuation, (2) loss-of-job income continuation, (3) deferred income, (4) spouse or family income continuation, (5) health and accident protection, (6) property and liability protection, and (7) a special group of benefits and services called perquisites. Each of these groups contains a number of compensation components, which may have a variety of features that may be made available only to certain employees or certain groups of employees† (Henderson, 2006). The organizations that supply the benefits and compensation play a huge role in the success of the business. Security for families is key for any employee and they rely on the specific benefits and compensation that they receive and the employers rely on superior employees that will be attracted to their company. This is the exact reason why Holland should take much care when analyzing the benefits and compensation packages in the future as they must remain competitive if they would like to stay in business. The way to motivate employees is to provide a fair, competitive and secure place to work. This may be attained if Holland Enterprises will be on board with paying the workers the incentives they deserve and in turn will receive the hard work in return and keep Holland Enterprise just as profitable as ever. References Henderson, R. (2006). Compensation management in a knowledge-based world. (10th ed.). Upper Saddle River: Pearson Prentice Hall. ISBN: 0131494791 Retrieved from: http://www.hrcouncil.ca/hr-toolkit/compensation-systems.cfm Retrieved from: Retrieved from:http://www.erieri.com/tutorials/sa/index.html?lesson_2.htm Retrieved from: http://www.stonybrook.edu/hr/employmentservices/classification/equity_review.shtml