1) Sales Budget and Expected Cash Collections

The marketing department of Jessi Corporation has submitted the following sales forecast for the upcoming fiscal year (all sales are on account):

	1st Quarter	2nd Quarter	3rd Quarter	4th Quarter
Budgeted unit sales	11,000	12,000	14,000	13,000

The selling price of the company’s product is $18.00 per unit. Management expects to collect 65% of sales in the quarter in which the sales are made, 30% in the following quarter, and 5% of sales are expected to be uncollectible. The beginning balance of accounts receivable, all of which is expected to be collected in the first quarter, is $70,200.

Required:

1. Calculate the estimated sales for each quarter of the fiscal year and for the year as a whole.
2. Calculate the expected cash collections for each quarter of the fiscal year and for the year as a whole.

2) Prepare a Flexible Budget

Puget Sound Divers is a company that provides diving services such as underwater ship repairs to clients in the Puget Sound area. The company’s static budget for May appears below:

Puget Sound Divers Static Budget For the Month Ended May 31
Budgeted diving-hours (q)	100
Revenue ($365.00q)	$36,500
Expenses:
Wages and salaries ($8,000 + $125.00q)	20,500
Supplies ($3.00q)	300
Equipment rental ($1,800 + $32.00q)	5,000
Insurance ($3,400)	3,400
Miscellaneous ($630 + $1.80q)	810
Total expense	30,010
Net operating income	$   6,490

During May, the company’s actual activity was 105 diving-hours.

Required:

Prepare a flexible budget for May.

3) Prepare a Flexible Budget Performance Report

Vulcan Flyovers offers scenic overflights of Mount St. Helens, the volcano in Washington State that explosively erupted in 1982. Data concerning the company’s operations in July appear below:

Vulcan Flyovers Operating Data For the Month Ended July 31
	Actual Results	Flexible Budget	Static Budget
Flights (q)	48	48	50
Revenue ($320.00q)	$13,650	$15,360	$16,000
Expenses:
Wages and salaries ($4,000 + $82.00q)	8,430	7,936	8,100
Fuel ($23.00q)	1,260	1,104	1,150
Airport fees ($650 + $38.00q)	2,350	2,474	2,550
Aircraft depreciation ($7.00q)	336	336	350
Office expenses ($190 + $2.00q)	460	286	290
Total expense	12,836	12,136	12,440
Net operating income	$ 814	$ 3,224	$    3,560

The company measures its activity in terms of flights. Customers can buy individual tickets for overflights or hire an entire plane for an overflight at a discount.

Required:

1. Prepare a flexible budget performance report for July that includes flexible-budget variances and sales-volume variances.
2. Which of the variances should be of concern to management? Explain.

The ansewr ::-

It should be at least 6 paged double spaced APA format paper. 12 Times New Roman Font. APA format for reference citations and the reference page. Cover page and reference page doesn’t count in that six pages. There should be a reference list of at least 5 different substantial and quality reference, which should be dated less than 3 years old (a reference with no date is not acceptable).

The paper should include the background surrounding the issues, a historical perspective, current issues that are applicable, legislation dealing with this topic, examples, global dynamic/impact (such as issues, processes, trends, and systems), personal impact from global perspective, and a summary.

Wk 1 – Apply: Kotter’s 8-Step Change Model Chart

Assignment Content

1. To prepare for the Week 2 Assessment, consider a past or current professional experience where a culture change was needed.
   Using the Organizational Change Chart, outline information about the experience and organization following Kotter’s 8-Step to Change Model as a guiding line.
   Kotter’s 8-Step Change Model

   • Step One: Create Urgency.
   • Step Two: Form a Powerful Coalition.
   • Step Three: Create a Vision for Change.
   • Step Four: Communicate the Vision.
   • Step Five: Remove Obstacles.
   • Step Six: Create Short-Term Wins.
   • Step Seven: Build on the Change.
   • Step Eight: Anchor the Changes in Corporate Culture.

   Submit your assignment.
   Resources

   • Center for Writing Excellence
   • Reference and Citation Generator
   • Grammar and Writing Guides

Discuss the steps in the progressive discipline process and give an example.

Post a substantive response to the question (minimum 250 words).
Reply in a scholarly and substantive manner to the following two classmates

(Janaina)
The Progressive Discipline Process occurs when employees are not meeting expectations regarding the job. It’s an opportunity for employers to guide employees towards the best attitude to meet goals and expectations within the company and ensure employee performance improvement. In each of the following steps is extremely important that supervisor/manager documents every detail of conversations had with employee. Eric Meyer, a partner in Philadelphia based Dilworth Paxson LLP’s labor and employment group, states “one of the biggest mistakes employers make is failing to properly document the reason for a disciplinary termination.” (Wilkie).

Coaching and Counseling is designed to “ensure that employees know what is expected of them” (Muller, p. 258). This step occurs when the violations are minimal, and it’s assumed that the employee will “learn the lesson” and won’t make the same mistake again. Retraining, If Necessary has the purpose of identifying if the poor performance is related to employee knowledge and understanding of the activities needed. As it says in the title, if necessary, training can be applied. Verbal Warning supervisor will let the employee know why he/she is being reprimanded, will give advice to correct the poor performance and will warn the employee that disciplinary action will occur if behavior is not changed. Written Warning is a summary of all former steps and everything said between employer and employee including a notice regarding employee’s future in the company if inappropriate behavior continues. Once again, documentation is essential in showing employee’s history of warnings prior to this step. Suspension is basically the last step before firing an employee. Some companies propose the Last Chance Agreement (LCA) which gives the employee another chance for improvement behavior however the agreement can state that the company has the authority to terminate the employee with or without a cause if change doesn’t occur. Termination is the final step in the Progressive Discipline Process and is described by Muller as “the employee should have “fired himself” (or herself) by not complying with all of the formerly made statements, guidances, and so forth.” (Muller, p. 261). Although the documentation will prove that all the steps were taken before terminating an employee is advised to consult legal professionals to ensure proper handling of the situation.

My conclusion is, employees have many opportunities and support for behavior improvement in the workplace. Whether it is related to lack of training, information, encouragement, laziness, hostile behavior, substance abuse, personal issues, and many other reasons a person could fail at performing his/her job. If it gets to the termination step the company is only doing the business part of letting go of someone that is not interested in adding any value to the company. However, the issue is extremely sensitive, and it needs to be dealt with maximum precaution to avoid future lawsuits allegations.

Attached is an example of a Progressive Discipline Process obtained from the SHRM website https://www.shrm.org/resourcesandtools/tools-and-s…

Progressive Discipline Policy Single Disciplinary Process.docx

References:

Muller, M. (2013). The Manager’s Guide to HR.

Sher, Robert. Fire Well: How to Avoid Wrongful Termination and Employment Discrimination Lawsuits.

Wilkie, D. (2013). Right and Wrong Ways to Terminate.

(Christine)
Progressive discipline process is a guiding tool used in most organizations by the human resource to address disciplinary issues within the organization. Such issues include; employee absenteeism, work failures, lateness, insubordination, violation of countries policies and all others kind of misconduct. Most importantly, the role of progressive discipline process is to assist organization managers to easily identify employee’s behavior and performance problems. It also assists managers to fairly reach proper disciplinary actions against employees who have been convicted in any form of misconduct.

Progressive discipline process involves several steps that must be followed in a progressive manner. Verbal reprimand is the first step involved in progressive discipline process. It is used for less serious employee’s offences. It involves the organization manager meeting the employee and describes the convicted unacceptable behavior the employee engaged into. Written reprimand step is used for repeated offences that are more serious to document entails the employee’s unacceptable behaviors and how the behavior was violated. Suspension step is arrived at rarely and in cases where the employee repeatedly continues violating organization rules. This comes after the employee has progressively been served with both verbal and written reprimands. Demotion step is always awarded not only on misconduct basis but also on performance basis. There are employees who are demoted due to their inability to perform. Nevertheless, demotion can also be imposed on an employee who holds a senior position and who is continuously convicted in misconducts. Lastly, the Termination step. An employee must progressively go through all verbal, written and suspension steps in order to arrive at termination stage. For an employee to be terminated from the organization the crime must be extremely serious for example; criminal activities and violence crimes.

Progressive discipline process is the best and fairest way of ensuring that employees abide to the codes of conduct in the organization. It allows convicted employees be assessed and punished when enough evidence is available. It prevents punishing employees who have done no mistake. This tool is also necessary for evaluating underperforming employees for the benefit of the organization.

Reference:

Muller, M. (2013). The Managers Guide to Hr: Hiring, Firing, Performance Evaluations, Documentation, Benefits, and Everything Else You Need to Know. New York: AMACOM