The New Israeli Nation between 1947-1967 Essay - 4173 Words

How was the new Israeli nation able to be born, to survive, and to prosper during the period of 1947-1967 despite being surrounded by hostile states? Introduction One of the biggest mysteries of the 20th century was the sudden creation of the Jewish state. It had been the dream of almost every Jew to have their own nation in which they would be free from persecution but its very creation appeared to be beyond human possibility. Almost 6 million Jews been viciously massacred under the â€Å"Final Solution† Plan of Nazi Germany and the remaining were dispossessed refugees. The small communities in Palestine faced fierce Arab resentment and British had disallowed any further immigration. Even when the state was finally declared in May 1948,†¦show more content†¦After the brutal anti Jewish pogroms in Russia in the 1880’s, Jews realized that remaining in Europe would no longer be an option. As a consequence, they decided to create their own nation-state. On of the first Zionist movements (Zionist; meaning advocates of returning to Palestine) was Hoveve Zion (Lovers of Zion). The movement originated in Russia in the 1880s. It established several Zionist towns in Palestine. Eventually, in 1893 the World Zionist Organization was founded by a correspondent of a Viennese newspaper, Theodor Herzl. He published a pamphlet; known as â€Å"The Jewish State† in which he argued that â€Å"since Jews were a nationality without land, they must attain land in order to construct a nation state.†(Mitchell, 2001) At the congress in Basel, Switzerland in 1897, the World Zionist Movement was established whose goal was to create a homeland for the Jewish people. Jews throughout the world donated 357 million in US dollars in its first year of existence. After unsuccessful attempts of negotiations with the Uganda and Argentine governments, they decided that the Jewish homeland would exist in Palestine. An old religious Jewish community known as the Old Yishuv had survived in Palestine throughout the rule of the Ottoman Empire and had virtually no conflict with their Arab neighbors (although there were laws which forbade Jews from building synagogues higher than mosques). In his book, A History of the Israeli-Palestinian Conflict, Mark Tessler, aShow MoreRelatedIsrael Is A Small Democracy At The Eastern End Of The Mediterranean1349 Words   |  6 Pagessecular (profess no religion). Most Israelis and many non-Israeli Jews, as well as other supporters of Israel worldwide, see Israel as a refuge for Jews made necessary by the Holocaust, the Nazi-engineered genocide of approximately six million European Jews from 1941 to 1945. Most scholars acknowledge the existence of an ethnically distinct population of Arabs living in Palestine, the territory between the Mediterranean Sea and the Jordan River, that predates Israeli independence. Arabs living in PalestineRead MoreThe Arab Israeli War ( 1948-49 ) A Political Conflict?1719 Words   |  7 PagesLuke Horsley Preliminary Modern History Mr. Powell Historical Investigation â€Å"To what extent was the First Arab-Israeli War (1948-49) a political conflict?† WORD COUNT: 1388 In order to assess to what extent the First Arab-Israeli war was a political conflict, a working definition of ‘political conflict’ is needed. In this essay, the phrase ‘political conflict ’ refers to conflict motivated or influenced by a nation’s government or by the power, interests and securityRead MoreConflict In Israel, Israel And The Arab War925 Words   |  4 Pagesthemselves as Palestinian before arabs and the new jewish zionist movement called for a jewish state. From the end of the first world war to 1947 both groups claimed the land as their own. That was until the Holocaust. The atrocities committed in the second world war against the Jews caused international support for the creation of a jewish state. The populus opinion led to the 1947 UN proposal of a two state solution. This divided the land between the groups with an international zone around theRead MoreThe Conflict Between Arabs And Jews1788 Words   |  8 Pages 1967: War in the Middle East Jose Manuel Santoyo Midterm Research Assignment History 3390 Sabri Ates The 1967 war, also known as the six day war, was a continuation of the conflict between the Arabs and Jews. This war is significant because it helped reshape the political landscape of the region, and the reconfiguring of the Israeli borders due to the occupation by Israel after they defeated the Arab states in six days. The war also established Israel as a superpower in the middleRead MoreA Brief Note On The World Book Encyclopedia1151 Words   |  5 Pageshistoric land in which both Judaism and Christianity were originated. It is considered â€Å"The Holy Land† because it is a sacred place to the Muslims and many stories in the Christian Bible take place in Palestine. Palestine’s geographical location between Egypt and southwest Asia has caused it to be the center of many wars for thousands of years. Arab and Jewish inhabitants of Palestine fought for control of the territory and in 1949 Palestine was split apart into Israel, Jordan, and Egypt makingRead MoreThe C reation of Israel was the Turning Point2997 Words   |  12 Pagespartition plan in 1947, the state of Israel was created in 1948. I will be discussing the extent to which the creation of Israel was a turning point throughout a hundred year period. The conflict can be split up into 3 different strands which include: Arab Israeli, Palestinian-Israeli, Western involvement. The Arab-Israeli conflict is the regional conflict that erupts in 1948 when the newly created Arab states invade Israel and is partially resolved by 1996. 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Throughout his talk, Khouri explained how the last century has been exceptionally problematic for the Arabians due to zero political development, the Arab Israeli conflict, and the Arabian revolution. Khouri’s main argument is that there is an entirely new situation at hand due to Turkey, Iran, Israel, and Saudi Arabia currently driving the actual developmentsRead MoreThe Middle East Conflict Essay1589 Words   |  7 PagesThe Middle East Conflict The country previously known as Palestine but now as Israel has sparked major military and political confrontations between Arabs and Israelis during the 20th century in the Middle East. The area, which both groups of people claim is rightly their homeland is smaller then Britain, surrounded on the West by the Mediterranean Sea and on the other sides by neighbouring Arab countries. The Israelis believe it is rightly their homeland becauseRead MoreArab Israeli Conflict 883 Words   |  4 Pages1.1 WHAT IS THE ARAB ISRAELI CONFLICT? The Arab-Israeli conflict is a hotly contested issue both in the Middle East and the broader global community.1 The modern conflict is essentially a dispute over the area known up until 1948 as Palestine, which is considered holy to all three major monotheistic religions.2 The primary parties in the conflict are Israeli (formerly Zionist) Jews and Palestinian Arabs (who are predominately Muslim).3 It is one of the unresolved problems bequeathed to the region

family health assessment - 1396 Words

Family Health Assessment A family consists of a group of interacting individuals related by blood, marriage, cohabitation, or adoption who interdependently perform relevant functions by fulfilling expected roles. (Edelman, Kudzma, Mandle, 2014, p. 150) The family has various functions that include teaching members’ values, morals and beliefs as they relate to health practices. Health can be defined as a complete state of wellbeing and not merely the absence of disease. Gordon’s functional health patterns are a methodology developed by Marjorie Gordon in 1987 to be used as a guide to establish a comprehensive nursing database (Kriegler Harton, 1992). Gordon’s eleven functional health patterns are; health perception/ health†¦show more content†¦No one in the family has problems with urination or their bowel movements. Pattern of Activity and exercise Activity and exercise assessment is focused on the activities of ADL’s, exercise and leisure activities (Kriegler Harton, 1992). Activities and exercise is limited in this family due to the parents work schedule. The father runs and exercises both at home and at the YMCA when time allows, which is a few times a week. The grandmothers mobility is limited due to balance issues, although she is participating in physical therapy at the present time for strengthening. They don’t feel they exercise enough although they know how important it is for them to exercise especially with their diabetes. Normal ADL s are a minor problem for the grandmother although the grandfather helps her. The parents function at a high level with every day activities. Cognitive-Perceptual Pattern Cognitive and Sensory- Perception is the assessment is focused on the ability to comprehend and use information and on the sensory functions (Kriegler Harton, 1992). Data on neurologic functions are assessed. Mother and father have college degrees. Both grandparents have had cataract surgeries, so eyesight is adequate. Grandfather wears two hearing aids, sometimes, and grandmother is hard of hearing but has no hearing aids so verbal communication is sometimes amusing and sometimes frustrating for all involved. Grandfather has some dementia and is quiteShow MoreRelatedFamily Health Assessment : Family Assessment Essay1469 Words   |  6 PagesFamily Health Assessment Family is so important in the society and it is a blessing from God. Healthy behaviors learn from within the family and family member’s stimulus one to each other with health promotion practices. There fore, the health behaviors are very essential in the family assessment and which notifies health-promotion and disease-prevention. Within families, members will be the first one to learn about to promoting health. Families have impact on children’s lifestyle choices. The AmericanRead MoreFamily Health Assessment : Family Assessment1884 Words   |  8 Pages Family Health Assessment The family assessment involves a simultaneous data collection on individual family members or if able the whole family. The nurses and other healthcare professionals interview individuals and family as a whole to understand and assess the health of the family. This interview help professionals detecting the possible origin or factors contributes to the family’s health problems. The Gordon’s functional health pattern will be used as a model to collect and organizeRead MoreFamily Health Assessment1252 Words   |  6 PagesFamily Health Assessment A family health assessment is an important tool in formulating a health care plan for a family. This paper will discuss the nurse’s role in family assessment and how this task is performed. A nurse has an important role in health promotion. To perform these tasks the author has chosen a nuclear family. By the use of family focused open ended questions, 11 functional health patterns were covered. This principle is known as the Gordon’s functional health patterns.Read MoreFamily Health Assessment1375 Words   |  6 PagesFamily Health Assessment Using Gordon’s functional health patterns to assess a family will guide the nurse in developing a comprehensive nursing assessment that is holistic in nature. Gordon’s functional health patterns are founded on 11 principles that are incorporated within the nursing practice. These 11 principles serve as a framework for a thorough nursing assessment in which to build a holistic and individual family care plan (Grand Canyon University, 2011). The author has developed family-focusedRead MoreFamily Health Assessment1150 Words   |  5 Pagesremember the family has an important role in the paradigm of health promotion for the patient. The roles in which the family plays in assisting the patient and providing care are crucial to the health of the patient and the well being of the family as a whole. One tool to assess not only a patient and their views on different aspects of health, but an entire family or even community is Gordon’s Functional Health Patterns. This as sessment tool incorporates eleven topics of health patterns. Health patternsRead MoreFamily Health Assessment1461 Words   |  6 PagesHeritage Assessment: Evaluation of families, cultures and views on health Anniemae Stubbs Grand Canyon University Culture and Cultural Competency in Health Promotion NURS 429 Professor Alma Celaya June 19, 2016 Heritage Assessment: Evaluation of families , cultures and views on health Cultural Heritage is a concept that is passed on from one generation to the next that depicts how people live, act, behave, or think. It can be a noticeable or vague manifestation. It includes various customsRead MoreFamily Health Assessment1085 Words   |  5 PagesFAMILY HEALTH ASSESSMENT This assessment was conducted after interviewing the Nelson family using Gordon’s functional health pattern. Marjorie Gordon developed a method to be used by nurses in the nursing process to provide a comprehensive nursing assessment. It includes eleven principles for the collection of data and helps the nurse identify two or more wellness nursing diagnoses. It is a systematic and standardized approach to data collection (â€Å"functional health† n.d.)Read MoreHealth Assessment Of Families And Their Health1399 Words   |  6 PagesHealth is directly related to the activities in which we participate in, the food we eat, and the substances to which we are exposed to daily. Where we live and work, our gender, age, and genetic makeup also impact our health. (Nies, 2011) Assessments of family’s health are to help focus on the control and prevention of diseases. Health assessment assist in determining an individual’s perception of their quality of life along with the family’s perception as a whole. This also helps to define a person’sRead MoreFamily Health Assessment1465 Words   |  6 PagesFamily Health Assessment Family health and wellness can be influenced by many factors such as society, culture, religion, and family members. Somehow, society, culture, religion and families are connected to each other. To understand an individual, it’s important to understand the family system of an individual. Health practices, whether effective or ineffective, are activities performed by individuals or families as a whole to promote health and prevent disease (Edelman, 2010). A family healthRead MoreFamily Health Assessment1537 Words   |  7 PagesFamily Health Assessment Melody Moore Grand Canyon University NRS-429V Instructor: Renita Holmes May 10th 2013 Family Health Assessment A comprehensive family assessment provides a foundation to promote family health (Edelmanamp;Mandle, 2011).Gordon’s functional health patterns is a method developed by Marjorie Gordon in 1987 in which she proposed functional health patterns as a guide to establishing a comprehensive data base.(Kriegleramp;Harton,1992).Gordon’s eleven functional health

Future Implications of Abandoning Performance Management System

Question: What Are The Future Implications Of Abandoning Performance Management System? Answer: Introduction Human resource management is an approach that allows business organisations in ensuring proper management of their workforce and to optimise their performance levels. Human resource management was coined during the industrial revolution and has greatly evolved since then (Armstrong Taylor, 2014). Today, human resource management is considered to be one of the key functional areas of a business organisations and uses a number of strategies, such as training and development, recruitment and selection, performance management, career development, etc. to foster a better workplace environment and better relations between employers and employees(Hendry, 2012) Performance management is one of the most important core functions of a human resource management department. A system of performance management allows business organisations to plan, monitor and assess the performance levels of its workforce and to become more productive profitable by achieving an increase in the workforce performance levels (Dooren, Bouckaert, Halligan, 2015). The report is aimed at studying the case of Accenture and gaining a deeper insight into its decision to drop its system of performance reviews. Analysing Accentures decision to drop performance reviews The present day business world is complex and highly competitive. The spread of globalisation has raised the bar of competition even higher. The complexity of the modern day business world is forcing the business organisations to drop their traditional human resource management practices because of their inability to achieve what they are intended to. Some of the human resource management practices have become so invalid that they have been fostering negative behaviour in the workplace. Performance reviews is another human resource management practices that has lost some of its credibility to achieve a positive impact on the performance of the employees. According to one of the research conducted by the Harvard Business Review, almost one-third of the American business organisations, including some big multinational companies like IBM, Dell, Deloitte, etc., had already put an end to their performance review practices and are still being followed by many other organisations (Cappelli Tavis, 2016). The decision of Accenture to drop its performance review strategy can be attributed to the changing market trends and the complexity of the business world. In order to sustain in the market for a longer period of time, being competitive and innovative is the only possible way. Business organisations have to do away with all their inefficient operations and practices so that they can become more efficient and can stay in the market competition for a longer period of time. The decision taken by Accenture to abandon its performance review system is a calculated move that might be justified on the companys parts. According to the senior management of the company, its system of reviewing employee performance was designed a long time back and even though it was expensive and required a lot of resources, it was failing to achieve its sole objective of fostering a performance oriented environment in the workplace. Instead, the management has been identifying certain negative aspects of the performance management system as a system that was based on forced rankings and plotting the performance reviews on a curve to come to a conclusion was measuring too much and was increasing the level of job dissatisfaction amongst the employees (American Management Association, n.d.). In other words, the performance management system of the company was going in a negative direction and will pose some great threats to the overall performance of the company if it is continuo usly used in the future. Therefore, it is important that the company puts an end to its system of performance reviews and introduces some changes into it that would help it in achieving its objectives and fostering better performance levels amongst the employees. On the other hand, the management of the company has already planned a new performance management system that would allow the employees to receive a feedback for their performance levels and will empower them to manage their own performance levels, which will be a better proposition than the present system (Heathfield, 2017). Therefore, the decision of the company to put an end to its system of performance reviews is completely justified and will definitely have a positive impact on the performance of the company in the coming times. Future implications of abandoning performance management system Performance management system is one of the most important core functions of a human resource management department and companies are laying a great focus on designing and implementing performance management systems that can help them in outperforming their competitors. Though it is obviously important to put an end to all those performance management systems that are dysfunctional but removing all of the performance management systems without having a new performance management system in place is not a smart move either (Hansen, n.d.). Dropping all performance management systems and implementing none in place of the old ones can have a drastic effect on a company like Accenture that has a workforce of 330,000 employees. Some serious implications of abandoning all performance management systems are discussed below: A decline in performance levels one of the most important consequences, which the managers need to keep in mind before dropping all performance management systems, is a decline in the performance levels demonstrated by the employees. In the absence of performance management systems, it become difficult for the management to foster a competitive workplace environment. In absence of performance management systems, it also becomes difficult to make the job interesting for the employees and to keep them engaged, which ultimately has a direct impact on the performance level of the workforce (CEB HR, 2016). Implications for managers dropping all performance management systems can have some serious implications for the managers as well. In absence of performance management systems, it becomes very difficult for the managers to be aware of what the employees are doing and if they are meeting their performance objectives or not. In absence of performance data, managers become incapable of communicating with the employees because they lack sufficient information about their performance levels. As a result, the managers of a business organisation can become inefficient in carrying out their job duties and responsibilities in case all performance management systems are dropped by the management (Puckett, 2015). Reduced employee motivation Maslows need hierarchy theory is an exceptional theory that has been helpful in identifying certain needs of the employees that can have a motivational effect on them. In Maslows need hierarchy theory and also in some of the other need theories, it has been identified that challenging work, rewards and recognition are some important factors that can help a management in keeping its employees motivated and engaged. In case an organisation plans to drop all of its performance management systems, it will not be able to make the work more challenging for the employees and would also not be able to reward or recognize the efforts that the employees have put in for the achievement of organisational goals and objectives (Lauby, 2014). Thus, it will become difficult for a company to motivate its employees if there is no performance management system in the workplace. Training need assessment and succession planning one of the biggest advantages of having a performance management system is that it helps business organisations in analysing the performance gaps in the workforce and assessing the skills associated with it. Identifying performance and skill gaps allows business organisations in identifying the training needs of the employees and arranging for training and development programs that can help them in learning the skills that they lack and becoming more competitive (hr-survey.com, n.d.). Furthermore, performance management systems also allow business organisations to identify those employees who have the potential to take up higher job positions in the future. By identifying such employees, human resource managers can develop them to take up higher job positions and can offer them with new growth opportunities (APSCo, 2017). In absence of a performance management system in the workplace, an organisation will face difficulties in assessin g the training needs of the employees and in succession planning. Higher employee turnover rates employee turnover rate is defined as the percentage of employees that leave a company (Mayhew, n.d.). In absence of performance management systems, there will be less employee engagement, motivation, satisfaction and training and development programs. Overall, the growth opportunities for the employees will reduce and the employees might start to quit a company because of lack of growth opportunities. From the above information, it is clearly evident that there will be a great negative impact on the performance levels of the employees and other human resource management practices in case a company drops all of its performance management systems. Recommendations to improve performance management system From the above information, it is clear that a company like Accenture might lose its market share and competencies to the competitive firms if it completely abandons all of its performance management systems. Dropping performance reviews can be an option but dropping performance management systems altogether will have negative implications. Therefore, the company should try to improve its performance management system rather than dropping it altogether and some recommendations that can be useful for the company are discussed below: First of all, the company can select a 360-degree feedback approach along with an MBO approach, also known as Management by Objectives. In a 360-degree feedback approach, employees will receive multiple and anonymous feedback from people who are working around them, such as their peers, juniors, seniors, managers, etc. Using such a system, the employees will be able to assess their own performance levels and regulate their behaviour to achieve higher performance objectives (Heathfield, 360 Degree Feedback: The Good, the Bad and the Ugly , 2016). One of the greatest advantages of a 360-degree feedback approach is that it acts as a self-assessment and self-regulatory technique for the employees and the idea of multiple anonymous feedback increases the reliability and accuracy of the information received. In addition to a 360-degree feedback system, the company can also introduce a Management by objective system in the workplace. Under this system, the managers and the employees work co llectively to formulate performance goals that are acceptable to both the employer as well as the employees (Drucker, 2013). Secondly, the company needs to adopt a more future oriented approach rather than focusing more on the past. The company should use the information received through the performance management system to plan its future and pay less attention to what has happened in the past (MBAofficial, 2011). Last but not the least, Accenture should definitely design and implement a performance appraisal system along with its performance feedback system in order to maximise the positive impacts. A performance appraisal system will help the management in rewarding and recognizing those employees who will contribute more towards the achievement of organisational goals and objectives. Performance appraisal system will also allow the company to re-inforce positive behaviour amongst the employees and to keep them motivated and engaged. It will also offer growth opportunities to the employees and will help in bringing down the employee turnover rates (Bigelow, n.d.) Conclusion Performance management systems are one of the most important core functions of a human resource management department and have a crucial role to play in the overall performance and profitable levels of a company. Accentures decision to abandon its system of performance reviews is somewhat justified because of the failure of the system in meeting its desired objectives but the company should understand the importance of having a performance management system in the workplace and should introduce changes in it rather than dropping it completely. Accenture can look into the recommendations discussed above and can strengthen its performance management system, which will offer some added advantages to the company in the longer run References American Management Association. (n.d.). When Measurement Goes Bad. Retrieved May 23, 2017, from www.amanet.org: https://www.amanet.org/training/articles/when-measurement-goes-bad.aspx APSCo. (2017, March 9). The Importance of Succession Planning. Retrieved May 23, 2017, from www.apsco.org: https://www.apsco.org/article/the-importance-of-succession-planning-3069.aspx Armstrong, M., Taylor, S. (2014). Armstrong's handbook of human resource management practice. Kogan Page Publishers,. Bigelow, L. (n.d.). What Are the Benefits of Performance Appraisals to the Organization? . Retrieved May 23, 2017, from smallbusiness.chron.com: https://smallbusiness.chron.com/benefits-performance-appraisals-organization-15409.html Cappelli, P., Tavis, A. (2016, October). The Performance Management Revolution . Retrieved May 23, 2017, from hbr.org: https://hbr.org/2016/10/the-performance-management-revolution CEB HR. (2016, May 2). The Real Impact of Removing Performance Ratings on Employee Performance. Retrieved May 23, 2017, from www.cebglobal.com: https://www.cebglobal.com/blogs/corporate-hr-removing-performance-ratings-is-unlikely-to-improve-performance/ Dooren, V., Bouckaert, W. G., Halligan, J. (2015). Performance management in the public sector. Routledge. Drucker, P. (2013). People and Performance . Routledge. Hansen, J. (n.d.). The Disadvantages of Poor Performance Management . Retrieved May 23, 2017, from www.atiim.com: https://www.atiim.com/blog/the-disadvantages-of-poor-performance-management/ Heathfield, S. M. (2017, April 13). 10 Tips for Effective Performance Reviews. Retrieved May 22, 2017, from www.thebalance.com: https://www.thebalance.com/effective-performance-review-tips-1918842 Hendry, C. (2012). Human resource management. Routledge. hr-survey.com. (n.d.). Performance Management Systems. Retrieved May 22, 2017, from www.hr-survey.com: https://www.hr-survey.com/PerformanceManagement.htm Lauby, S. (2014, June 16). Heres What Happens When You Kill the Performance Appraisal . Retrieved May 23, 2017, from www.hrbartender.com: https://www.hrbartender.com/2014/recruiting/heres-what-happens-when-you-kill-the-performance-appraisal/ Mayhew, R. (n.d.). Employee Turnover Definitions Calculations . Retrieved May 23, 2017, from smallbusiness.chron.com: https://smallbusiness.chron.com/employee-turnover-definitions-calculations-11611.html MBAofficial. (2011, September 23). What are the modern methods of performance appraisal? Retrieved May 22, 2017, from www.mbaofficial.com: https://www.mbaofficial.com/mba-courses/human-resource-management/performance-planning-and-potential-appraisal/what-are-the-modern-methods-of-performance-appraisal/ Heathfield, S. M. (2016, August 14). 360 Degree Feedback: The Good, the Bad and the Ugly . Retrieved May 23, 2017, from www.thebalance.com: https://www.thebalance.com/360-degree-feedback-information-1917537 Puckett, J. (2015, April 20). The Importance of Performance Management. Retrieved May 23, 2017, from technologyadvice.com: https://technologyadvice.com/blog/human-resources/importance-of-performance-management/

Kansas City Zephyrs Baseball Club, Inc

Why do differences exist between the players and owners’ positions regarding the reported earnings of the Zephyrs? It is clear that agency conflicts exist between the owners and players of Kansas City Zephyrs Baseball Club, Inc. The main reason for the contentious issues is the profitability disbursement to between the club operations and players.Advertising We will write a custom case study sample on Kansas City Zephyrs Baseball Club, Inc specifically for you for only $16.05 $11/page Learn More The owners want to maximize their interest through reduction of taxes yet the players want to get the most of their salaries and benefits. As such, an extensive reference to the Generally Accepted Accounting Principles and International Accounting Standards are significant to understand the contentious profitability issues of the major league baseball teams. There are only a few areas we dispute, but these areas can have a significant impact on the overall profitability of the team. The owners have used three techniques to â€Å"hide† profits: (1) roster depreciation, (2) overstated player salary expense, and (3) related-party transactions. We feel it gives numbers that are not meaningful. The players’ version of the financial statements showed profits before tax of $24.5 million for 2009 and $23.6 million for 2010 as compared to the losses of $ 4.0 million end $7.4 million on the Owners’ statements. The accrual basis of accounting and the cash basis accounting have presented the major issues in paying for expenses as well as the type of expenses. Again, the period of bonuses payment has raised concern and arguments that have left Bill Ahern in confused state. The depreciation expense arises only when a team is sold, so you can have two identical teams that will show dramatically different results if one had been sold and the other had not. On the other hand, the players argued that their interpretation of skills and competencies was increasing with experience, which would increase goodwill or the value of the club. The owners had categorized the item under depreciation. Much contradiction arose from the thinking of the owners that depreciation is real because most of the players actually improve their skills with experience, so if anything, there should be an increase in roster value over time, not a reduction as the depreciation would lead you to believe. The owners had agreed to defer a portion of their salary for 10 years. That helps save them taxes and provides them with some income after their playing days are over. The players value their payment and feel this is a way of denying them their pay through hiding profits. Players argued that the owners had overstated player expense in several ways. One is that they expense the signing bonuses in the year they are paid. The players take the bonuses as a part of the compensation package, and that for accounting purposes, the bonuses should be spread over the term of the player’s contract. However, the contracts revealed clearly that the player is to receive, say, $1,000,000, of which $200,000 is deferred to the year 2018. In the same line, it indicates that the salary expense is $500,000.Advertising Looking for case study on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Why the owners want to maximize their interest through reduction of taxes The owners want to reduce taxes to increase their share of earnings. Taxes reduce the profits that the company has earned. Therefore, reducing the value through allocation of depreciation will reduce earnings before income tax (EBIT). The percentage charge will effect on a lesser value. The company will have more retained profits, previously allocated to depreciation. This raises the value of the business. As such, the owners’ attain their main objective, which is to increase the wealth of the business . Again, it will reflect on less debt capital, and much equity financing. This raises the value of the firm and maximizes shareholders wealth. How should Bill Ahern resolve the accounting conflict between the owners and players? How much did the Kansas City Zephyrs Baseball Club earn in 2009 and 2010? Extensive and intensive reference to the Generally Accepted Accounting Principles and International Accounting Standards are significant to understand the contentious profitability issues of the major league baseball teams. This will enable Bill Ahern to handle the case under the same level of consideration. As such, the statements may be subject to auditing to ensure that they have met the qualitative and quantitative qualities according to international standards. As such, it will pave a clear way on expenses, depreciation and payment of bonuses. As such, should share in the teams’ profits according to the contracts signed between each other, which are in line with GAAP. Bill approached the accounting unit, depreciation, amortization of intangibles, and related-party transactions through construction of a new financial statement will reveal. This is urgent due to the tight deadline. Again, it was not at all obvious to him how to define â€Å"good accounting methods† for the Zephyrs Baseball Club. With the above adjustments, the net income shall change to profits of $11,981 in 2009, and $ 8,560.0 in the year 2010 (see the new income statement). Why did you make the decision? Why was depreciation removed? The decision made was the most adequate to solve the agency conflict. The approach considered the interest of the players and the owners. Depreciation was removed because the players improve in experience and they become better with time. As employees earn goodwill overtime, players also add value to the organization because of acquired experience and skills. Depreciation is normally allocated to fixed assets like equipment and machinery. In fact, players can leave anytime due to better opportunities or injuries. Therefore, depreciation was considered a mechanism of increasing the company owners’ wealth at the expense players’ payments.Advertising We will write a custom case study sample on Kansas City Zephyrs Baseball Club, Inc specifically for you for only $16.05 $11/page Learn More This case study on Kansas City Zephyrs Baseball Club, Inc was written and submitted by user Aleena Spence to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.