Hester vs. the Community in The Scarlet Letter Essay examples -- Scarl

Hester vs. the Community in The Scarlet Letter      Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Nathaniel Hawthorne's The Scarlet Letter seems to be created around Hawthorne's obsession with the forbidding quality of the scarlet "A", the symbol from which the novel takes its title. Rrom the rose-bush which Hawthorne selects a flower from as an offering to the reader(1) to the "elfish" child Pearl, every aspect of the story is drenched in this letter's scarlet hue. Perhaps this repetition reflects Hawthorne's own repressed desires, as some critics suggest(2). However, what seems more compelling is the function which the symbol serves for Hester Prynne and the community which has condemned her. For Hester the symbol is clearly a literary one; she fashions the scarlet "A" to fulfill the function of telling, in one solid image, her story of sorrow and strength. For the Puritan community the symbol does not lead to truth, but rather conceals it. They place their fears and darkest imaginings into this brand. Hawthorne's possible artistic obsession brings to l ife a tortured woman, and the torment of the society that inflicts her punishment.    Freudian symbolism must be differentiated from literary symbolism in order to form a deeper understanding of the symbolic scarlet "A" conceived as a punishment by a Puritan society's desire to uphold its truths, but brought into physical existence by Hester Prynne's "fancy."(3) Daniel Weiss embarks on the enterprise of solidifying this distinction in the first chapter of his book titled The Critic Agonistes: Psychology, Myth, and the Art of Fiction.(4). Weiss suggests that "the literary symbol is a concrete and untranslatable presentation of an idea, or an experience that cannot find its way into consciousness except throu... ...Art of Fiction. Ed. Stephen Arkin and Eric Solomon. Seattle: U of Washington P. (1985): 21. 11. Hawthorne, Nathaniel. The Scarlet Letter: Ed. Ross C. Murfin. New York, New York: Bedford Books of St. Martins P., (1991): 74. 12. Weiss, Daniel. "The Critic Agonistes". The Critic Agonistes: Psychology, Myth, and the Art of Fiction. Ed. Stephen Arkin and Eric Solomon. Seattle: U of Washington P. (1985): 21. 13. Brodhead, Richard H. "New and Old Tales: The Scarlet Letter." Hawthorne, Melville, and the Novel. Chicago: U of Chicago P., (1973): 44. 14. Hawthorne, Nathaniel. The Scarlet Letter: Ed. Ross C. Murfin. New York, New York: Bedford Books of St. Martins P., (1991): 58. 15. ibid. 57. 16. ibid. 112. 17. ibid. 75. 18. ibid. 75. 19. ibid. 161. 20. ibid. 154. 21. ibid. 200. 22. ibid. 201. 23. ibid. 134.   

Organisational Development Essay

Training and development is an important part of knowledge management in any given organization. For the training of staff to be effective the right instructional design model must be used. Instructional system design is a model of training, which utilizes a systematic approach to training with an aim of achieving competence through utilisation of resources available. It must be noted that in any given organization money is always a constraint and when it comes to employee training the best training model must be adapted. Instructional system design is favored over many other models in that it links training to organizational goals and as a result, it is cost effective. The workplace is increasingly becoming a place where business organizations can nurture, improve and encourage the potential and capabilities of employees. One of the most common ways in which organizations nurture these talents is by introduction of training programs which aim at preparing employees to better meet the challenges of today’s workplace. However, unless training programs are carefully constructed, such programs are unlikely to meet the demands of the market as well as individual needs of the employees and the needs of the organization. This paper discusses the important considerations worthy considering while designing training programs. Background information BBC as a company has it core values as; to inform, to educate, as well as to entertain. The vision of BBC, which entails being the most creative as well as trusted organization in the world. It is in line with the vision that a training and development strategy has been put in place. To be creative, it takes well trained staff, men and women who can forecast and remain focused in their duties. However, as (Tjepkema, 2002. 100- 130) notes, for management to perform their duties satisfactorily, they should posses the capability and means. Tjepkema, (2002. 90-94) notes that it is not the talent of employees that is important, it is how employees are helped to bring out as well as discover their talents that matters. Training and development should be geared towards making employees realize their full potential. The much experience BBC has on journalism is a positive for BBC and should be used to put the organization on a class of its own. The fact that training and development as it exists in BBC aims at offering practical education in the journalism industry is worthy mentioning. All training at BBC focuses on knowledge and skills imparting. BBC training and development has been using generally for the purpose of training operational staff. Training is also tailored to meet the ever changing needs at BBC. BBC has embraced the need for computer based programs something which is always at the centre of all training needs. There been efforts geared to meeting the fast changing needs in terms of infrastructure which can cope with today’s broadcasting practices and technology. Research and facts collection is a good step in catering for training needs and that’s evident even from the way BBC chooses its sound training facilities from electronic devices to desks. BBC ensures that all its courses lay emphasis on learning styles and flexibility. While designing the training program, it is important to bear in mind the fact that, the programs lead to the acquisition of new knowledge, change in knowledge especially in cases whereby the nature of the training is based on new skills necessary for the production functions which may require the use of new machines or different technology which the employees do not possess (Nilson, 2003. 34-35). Justification Training and learning is very relevant to today’s organizations. It helps organizations deal with talent development in the organization. As Tjepkema, et al (2002. 100- 120) notes the employees are an organization’s best asset and should be fully developed so that every single employee gives out his or her best. This is made possible by thoroughly training and employee development programs. Journalism is a fast changing business in terms of the high needs for customer satisfaction, competition as well as keeping in line with the ever-changing needs for entertainment, education as well as information. The above is challenging and any organization worthy its salt must prepare its employees for the challenge. In preparing and designing training and development practices BBC is taking the right direction. Learning in the work place has its special challenges and any good programs must factor in factors such as change in the organization and requires a combination of values, cultures and a considerable budget (Tjepkema, et al,2002. 105- 110). According to CIPD survey (2006) different organizations attach variety of importance to talent development but a big percentage (67%) believe that it leads to development of individuals who posses high potential. The report further notes that training is crucial for preparation of individuals who would take management roles in future. This is very much in line with BBC training goals which aim at developing staff into individuals who can carry out duties and responsibilities leading to customer satisfaction. In house training has been noted as the most effective method of training and development in the CIPD report of 2006. In most cases, the training targets specific groups in an organization, depending on the specific needs of every category of workers such as top company executives, middle level managers, professionals and the bottom level employees. All the above categories have very varied training needs and therefore the training programs must take into consideration such factors as; what each category of employees need. For instance, in an engineering firm, the top management may consist of administrators who are not necessarily engineering professionals, the chief executive officer who again may not be a professional as well as some managers such as the production and quality assurance managers, all of whom have different training needs. Therefore, the design of the training program must take care of each category’s special needs. The program should be designed in such a way as to match the roles and responsibilities of each employee and ensure that the training material, activities and content meet the needs, which exist for the given positions. The training should also be designed in a way in which it will take care for the employee’s past knowledge and skills. BBC has adopted in- house training strategy which is supported by yet another training and development expert (Tjepkema, et al, 2002. 100- 130) as an effective training method. However the adoption of external secondment as is evident in the BBC strategy has been criticized for being an ineffective method of training and development and it is an area where BBC should look into and perhaps change more effective practices such as coaching. The fact that BBC has identified as important, talent management is a step worthy praising. Talent management as practiced by BBC is responsible for the success of the organization as well as its position of a market leader in world’s journalism, a status which the organization enjoys as a result of being keen at staff training and development. The methods of learning are very important in the design of the training program and they should take into consideration that, employees are adults and there are some effective instructional methods, which are of preference to them. The learning process should include reinforcement of positive behaviour so as to make the learning process an effective one. In an engineering firm, most staff would need accretion, and fine-tuning of already learnt procedures (Nilson, 2003. 102). A good training program must be detailed enough to meet the goals and objectives of the organization with clear specifications of the purpose, goals and objectives of the training program. For instance, training at the bottom level of the organization is aimed at transferring new skills. This is because new technologies keep on coming especially in this age of information technology. Therefore employees need to update themselves in using the technology and especially in regard to applying the technology to speed-up production. Any effective training program must have specific, measurable, achievable, realistic and time bound objectives in which a clear definition of the goals is given (Nilson, 2003). The employees’ needs are determined in the context of the nature of work. It is also very important for the management to define the goals of the training program in order to make sure that; the training program is aligned to the organizational values. The content of the training program as well as the learner activity, which is central to the communication of the course content, is very necessary and should be determined prior to the onset of the course. The success of a training program is not entirely dependent on organization and the content of training, but rather, on the execution and subsequent follow up after the training. This is where evaluation of the success of the training program comes in. It is imperative that management gets a feedback for the training from the participants who are usually the employees. In line with the best training and development practice BBC has invested in coaching activities and that is something to be encouraged. According to Stewart and Tansley, (2001. 18- 40) coaching activity has become one of the most favored training methods by employees due to its practicability as well as the fact that organisations can expect to see results in a short time. In addition, instructional system design is easy to apply and does not require a lot of expertise something, which means that organizations can rely on their in-house trainers to carry on training programmes within the organization. Therefore, instructional system design creates an enabling environment for continuous training which implies that organizations which settle on the instructional system design are assured of continuous business improvement without worrying about incurring costs commonly associated with other training models. Training Methods can be categorized as being either `on the job’, `off the job’ or `technology-based’. ‘On the job’ training is also referred to as ‘on the site’ training. This is the training method whereby instead of trainees moving from their workplaces to a different destination for training, the trainer comes to the workplace to train from there. Once in the workplace, the trainer together with the management can choose to train under short sessions such as during staff meetings or choose to dedicate full day to training or even choose to dedicate multiple days for the training. The exact method of delivery during the ‘on the job’ training depends on the wishes of the organization. ‘On the job’ training is associated with higher chances of success because attendance is usually higher than the other two training methods for a number of reasons. First of all, trainees do not have to incur extra costs in terms of travelling to training sites this means that ‘on the job’ training is cost-effective. Another key advantage of ‘on the job’ training is the fact that the simulation process becomes easier as trainees can easily link theoretical issues to practical issues. Suggestions BBC has not done enough to ensure talent management is handled with the standards it deserves. Although, Prince, and Stewart, (2002. 55- 72) cited in-house training as the most reliable and popular training, it should be integrated with other methods such as succession planning in order to achieve maximum effects. There is a need for planners to be aware of the effect of in house training if overused and especially in the case of BBC where in house programs have been in use for several years. Over reliance on one approach of training is likely to have reduced impact as employees are more likely to start viewing it as a boring method, something which is very likely to affect effectiveness of the training programs. Instead of over depending on one type of method, this report is of the opinion that training programs such as mentoring and buddying (Dearden, (2002. 11- 32), cross-functional approach, project assignments as well as graduate development courses would yield better results for BBC organizational training needs. However, it should be borne in mind that the more programs BBC adopts, the higher the cost of investments are likely to go up. This situation calls again for constant and regular evaluation so as to make sure the organization does not invest in ineffective programs which may end up costing the organization for nothing. According to Clatterbuck, and Meggnison, (2005. 81- 106) hybrid or integrated approaches are more effective in achieving training goals than single approaches. BBC should experiment with the now popular 360- degree feedback method in order to ensure that its training and development programs remain effective. As noted by, Clatterbuck, and Meggnison, (2005. 81- 106), it is always better if an organization could involve outside help in training. This serves two purposes; one to break the monotony of having same coaches training same trainees who become used to them used to, secondly, an organisation should aim at encouraging diversity. It is evident in (CIPD,2005. 2-39), that external secondments play critical roles in ensuring that employees interests is maintained in all training programs as well as giving employees an opportunity to learn from outside the organization. However this report would like to note the observation by (CIPD, 2005. 28- 100) that not all programs will always achieve the objectives they are designed for. Therefore there are always chances that training efforts may fail to achieve their goals. This report also commends BBC for making talent management a priority as evidenced in the budget allocation awarded to the training and development programmes. However there is a need for BBC to move from the level of policy statements to action since no matter how well intended training programmes are, all that matters in the end is how far they go in assisting the organisation achieve its training goals. This report will be incomplete without highlighting some of the barriers associated with not having an effective training and development programme. The first barrier identified in BBC is that employees have a negative attitude about training and development efforts being made by the organisation. There is considerable evidence that some employees of BBC feel that they are not being involved in designing of training programmes. Dissatisfaction is also arising concerning the criterion followed by the management when deciding which employees enroll for what courses. Dissatisfaction is also seen as emanating from the perception by some employees that they do not benefit even after training in that they never get promotions or salary increments. Therefore the report challenges the management of BBC to act very fast to stamp out this emerging dissatisfaction. Positive attitude is necessary amongst the employees of the organisation. No matter how well intended, how well funded or organized the training programmes are, if the attitude amongst the beneficiaries is negative, the training is likely to be ineffective and even counter productive. It is suggested here that BBC should move fast to include all staff members in the designing and planning of the training and development. This will in turn result into a positive attitude from the employees pertaining to training and development initiatives in BBC. Conclusion To keep a business organization on the top of the market needs well-trained employees. However the training programs cost companies a lot of money and therefore should be aligned and designed so as to make them effective and efficient. A good training program is only made possible by conducting a careful organizational analysis, determination of training needs as well as the execution of the training process and the follow up to the training. The follow up is necessary as a measure aimed at sustaining the gains made by the training programs.

The Role of Imagination in The Playboy of Western World by...

Imagination according to Oxford English Dictionary is defined as â€Å"the minds creativity and resourcefulness to invent images which have the tendency to form ideas which do not correspond to reality.† In â€Å"The Playboy of Western World† by John Millington Synge, the presence of imagination directs the outcome of the play. Synge uses Christy as a substitution to the existence of boredom, fear and insecurity. Christy gave a remark â€Å"I did not then. I just riz the loy and let fall the edge of it on the ridge of his skull, and he went down at my feet like an empty sack, and never let a grunt or groan from him at all.† Synge uses â€Å"just riz and loy† to describe the size of the weapon and emphasis the characters braveness for using such slight†¦show more content†¦Synge introduces Christy during this period in Mayo as a hero because of the colonial condition and the need for a brave man to face them. Christy becomes a sexual symbol in co unty Mayo and his heroic presence awakens the desires of women. Sara, Tansey, Susan, Honor Blake and Nelly brings gifts to Christy like the wise men in the bible in other to gain his attention. Honor said â€Å"Well, it’ll be a hard case if he’s gone off now, the way we’ll never set our eyes on a man killed his father, and we after rising early and destroying ourselves running fast on the hill.† Synge’s word choice â€Å"never set our eyes on a man killed his father† indicates the isolation of people in the western word. Christy’s tale about killing his father has spread so fast that even people located on the hills run to listen to him retell the incident and present him with gifts. His imagination of becoming well known, respected and feared grows as he receives countless attention from the girls in the society. It can be said that Synge is comparing Christy to the Jesus. This is because according to the bible, after the birth of J esus, the wise men brought gifts to Jesus and worship him because he was the new born savior. The village girls are worshiping Christy because he is a new hero and a protector for them. Synge makes a comparison to how Christy was treated in his own society to this new society. It is a result of those treatments that he is fascinated with the

Equiano s Journey Through Cultural Assimilation - 974 Words

Within the 17th century time period, the many slaves that were captured and forced to succumb to the enduring and arduous labor in plantations, often times integrated into European culture. However, Olaudah Equiano not only adopted European lifestyles, but fully embraced himself in this new found culture, essentially abandoning his values that he inherited from his African origin. Equiano’s newly found passion for the European religion allowed Equiano to become a different man, one who accomplished the almost impossible for a slave, freedom. His motivation, God, allowed himself to strive to accomplish more with his life, but at what cost? Consequently, at times it seemed as if religion blinded Equiano from seeking justice for his fellow slaves. Although an effort was implemented, Equiano still failed to convince the Queen of abolishing the slave trade. Ultimately, Equiano’s journey through cultural assimilation lead him to overpower and drown out his roots and at times showed his hypocrisy, when partaking in the commerce of the slave trade. Coming from a rich culture and background in a village full of dancers, poets, and musicians to then be captured and become the property of the white man, Equiano and his sister did not live a childhood that would lead to successful life or even much happiness. The majority of human beings would do everything to flee from such a situation that could not lead to a favorable outcome, Equiano is no different. It is only human nature to

Essay on Monsters and Men in Macbeth, Beowulf, Frankstien

Monsters and Men (Unit Paper) For ages, we have wondered what is the difference between monsters and men that make them who they are. What are the characteristics that define a monster? Typically it’s the bad guy, the person or thing that comes into the story just to cause massacre or stand in the protagonist’s way. On the other Men are just defined as people who are the opposite of evil. There can be multiple people in a story who can be characterized as men. They don’t all necessarily have to be heroic to be considered as men. In the literature pieces of Macbeth, Beowulf and Frankenstein; there are countless instances where one might be able to distinguish between Monsters and Men. But they all†¦show more content†¦Macbeth is truly loved by the king, as the speaker reveals in act 1. Now one may ask, what is Macbeths tragic mistake? He is an ambitious man who is willing to do what is best for the country. But almost right after hearing the witches prophecy, he contemplates the kin gs end. There are instances where he is having a tug of war with his conscience. He wants be the emperor. But in order to do that, he has to kill the king; but his wife ends up killing the king. Later in the story Macbeth can be identified as a liar also to get his wife out of the blame of murder. But the tragic part plays into the story after Macbeth is crowned king. Many more actions from Macbeth show the negativity that has built up in the hero. He has the wisdom and restraint to stagger in his ambitious drives. But no, Evil waits patiently in the wings as good distorts. Perhaps Shakespeare wanted to show that man is in conflict with himself against the force of evil in his own heart and that evil has many faces. The monster identified here would be Macbeth’s guilt. This guilt ate up the person he was before and made him grow restless until his death. Beowulf is an epic poem about the story of a legendary hero, who conquered all obstacles as if he was immortal. From the s tart, it is pretty obvious that Beowulf is the men and Grendel’s family is the monsters. Beowulf is thought to be the ideal epic hero for numerous reasons. First of all, an epic hero

CIPD Free Essays

Political discrepancy: as we are a company that has an agreement with Qatar government for the supply of natural gas, It Is Important to keep our good relation with the country to continue the business. New source of energy: Dolphin Energy is a company that supplies gas to the customers, in case of finding any applicable source of energy for gas that is less costly and has no impact to the environment, our company will shut down and loses its business. – Price changes: If the prices of the equipment used in the operation escalated, the price of our product will increase. We will write a custom essay sample on CIPD or any similar topic only for you Order Now – New competitor: another external factor that would affect the company is if there is a new company of gas Joining the market. Such competitors will affect our market price, It will have an effect on our manpower costs, people will compare the quality of the product produced, etc. 5- How the business is structured: Dolphin Energy has so many functions that plays Important role in the organization. Below, I will be explaining only four functions. Our company’s structure Is considered functional structure because It has similar connected actively that are grouped together in departments. Function Discretion Corporate Communications Dolphin’s corporate communications department handles all communication undertaken by the company to all its publics or stakeholders. Strategic and Corporate Planning It is responsible for all economic and corporate planning duties at Dolphin Energy. SHE It is responsible about the laity of the products, the health of the employees, the safety of the working area, and making sure they are taking good care for environmental issues. Human Resources They offer services to their employees in Talent Management, recruitment, policy, compensation, employee relation, training, and office management. O- Different functions working together: Dolphin Energy works with different departments very closely in order to make sure operation, the operation works closely with different departments to ensure they are meeting their objective. For example, operation works with human resources to circuit quality employees that have all the required qualifications skills that are needed for technical skills. Moreover, when an employee Joins the company, operation department will want their new Joiners to undertake some kind of trainings to enable them have the needed skills to operate in the field. Quality, health, safety and environment department as well works with other functions to reach their goals. SHE facilitates everything that is necessary in the operational area to ensure that the employees are working in a safe environment to minimize all the risks that might occur during the operation. SHE will also make sure that our equipments and machines do not harm the marine habitat and cause and eruption or pollution. Furthermore, SHE wants to educate the employees about some safety matters and they co pop with the training department to implement such trainings. 7- The culture of the organization and how it affects the operations: I believe Dolphin Energy has a mixture of task and power culture. It is considered a role culture because each employee is assigned to a particular role or Job; they have all their tasks and roles listed in their Job description. When we have everything pacified, it will help us know what each individual does and therefore no duplication in work. On the other hand, we can say that our organization is a task oriented culture as well. That is because Dolphin I-JAKE and Qatar work together in so many projects as a team to complete tasks for example, our training department in I-JAKE works with Star’s to reach the department’s goals and objective. The teams will be doing a specified task to complete it in a time and budget given. This mixed culture has a positive impact on the organization because it will get the most efficiency out of his effort through having everything with guidelines yet working in teams in common projects and assignments. Activity B: 1- Organization Strategy: The company’s strategy is to have an economic wealth as well as creating business prospects for I-JAKE nationals and ICC citizens for the future. Our company has clear vision and mission that is set which makes the employees well aware of where the company is heading and what is their future objective. Having the vision and mission clear will create order; therefore will help us in proportioning our tasks. 2- How does HER strategy supports the organization strategy? The HER does a lot of things that supports the organizations strategy. Starting from recruiting a competent employee to developing them. The HER work closely with other departments as one team to reach the organization’s strategy. Below is a list of some the things the HER does to support Dolphin Energy Objectives: HER Strategy Supporting Organization’s Objectives Recruitment HER uses the best ways to hire an employee. For example, we deal with hiring agents that would get us the best people in the market. Moreover, we hire people through referral programs where an existing employee refers someone who is capable to take the Job. As well, HER have internal posting for the employees who would recommend themselves to undertake the posted position. We use technology for the hiring process; candidates can now view all the open posts on our website to compensation team participates in researches, surveys and benchmarking with companies who similar to us so we are updated with the latest paying trends and we are competing with similar industries in the market. When the company does such things, it will retain current employees specially the high potential and talented ones. Retain Talent Management One thing TM is responsible for is induction sessions which the new Joiners undertake to familiarize them with the company’s departments and its work nature. This will help the employee adapt faster and work more effectively when working with different divisions. Different development plans for fresh graduate students and existing employees. Offering scholarships and sponsorship to educate our employees and make them update their skills and knowledge to achieve the company’s goals. Having high potential programs and succession planning which helps the employees get motivated and it will encourage them work harder to achieve the company’s strategy. – How can HER/LD professional support line managers and their staff? The HER and learning and Development support line managers in so many different ways. Some of these things are: – HER helps line managers in recruiting well qualified candidates to fill the vacant position. They do that through scanning C.V. and looking for candidates that has the skills required for the Job and then they do interviews and psychometric tests for them. When HER hires high talented people, it will help them accomplish work in efficient and effective way to meet the business goals. This way the HER will be eating the best talent out there in the market. – Learning and development helps the new Joiners have a brief orientation through all the departments in the company to give a good idea about the business and how each department operates. This will help the employees know everything about our business and help them work better with the division to achieve the goals of the company. – Having HER updates sessions that would help the HER employees and line managers know the latest updates that is happening in the HER which will help them understand how the process is and what HER services is offered. Offering best practices in Learning and development, which will encourage and motivate the employees to perform better. – Help line managers to achieve their KIP to achieve the organization objectives. Ensuring that the employees are working in a good working environment. 4- How does HER/LD contribute in the successful of an organization? To define success, first we need to know what things that makes the organization successful. Organizations have a lot of objectives each year, general objectives will be ambiguous, so one of the keys to success is to have a clear objectives. For example, avian clear mission, vi sion, strategy and goals clear and it should be known to everyone throughout the organization. Everything the organization does, for example, the policies and procedures that are written, he different types of programs we offer, the services we provide, etc are all clearly linked to the company’s objectives for being successful. Lurch mentioned, there are four ways to a successful organization strong relation with their internal clients and they act as a focal point for certain divisions. This can be done by having good relation with the senior management in order to align the HER strategy with the business objectives. Change Agent: is the team that participates in changing the management team and then communicate internally to everyone to ensure smoothness of the process and then gain their trust. Change agent will ensure that the employees are adapting to new changes. – Administration Expert: it acts in a professional in the way that it executes its Job and uses the organization resources in an efficient manner. – Employee Champion: it plays as a core of the HER. HER should represent the employees, look for their best interest and make sure that strategic initiatives are balanced. How to cite CIPD, Papers

Auditing and Assurance for Contemporary Accounting Research

Question: Discuss about theAuditing and Assurance for Contemporary Accounting Research. Answer: Calculation of planned materiality Calculation of equity Total assets 28,267,831.00 Interest bearing liabilities 7,758,750.00 Equity 20,509,081.00 Calculation of planning materiality base Base Amount Materiality levels Amount Profit for the year ended 2017 765,271.00 Expected profit for the year ended 2018 788,229.13 5% 39,411.46 Total assets 28,267,831.00 0.50% 141,339.16 Equity 20,509,081.00 1% 205,090.81 Justification of base chosen Profit before tax 5% of profit before tax has been chosen for materiality base as the profit for the last 2 years is stable, expected profit for next year is predictable and the size of the company is represented through the size of the profit. Further, combined omissions or misstatement lower than 5% of net profit before tax is presumed as immaterial (Legoria, Melendrez Reynolds, 2013). Total assets - combined omissions or misstatement lower than 5% of total assets are presumed as immaterial. Further, it is chosen as the materiality base as the assets are susceptible to theft, misstatement or misappropriation (Christensen, Glover Wood, 2013). Equity as equity is easy to audit and potential misstatement is lower therefore small amount like 1% is considered as tolerable misstatement to get large amount available for allocating the amount to other accounts those are costly and difficult to audit (Vls?noiu Buzenche, 2014). Risk assessment, identification of account balance and relevant assertion Revenue Revenue is highly susceptible to misstatement as the company has the pressure to meet the budget target. Further, it is very easy to misstate the revenue through counting the last years sale into current years sales (Eilifsen Messier 2014). It can be identified from the given financial information of the company that the revenue of the company has been increased from 32,812,543 to 33,708,353 over the years from 30th June 2016 to 30th June 2017. It shows 2.73% increase as compared to the previous year. To check the revenue that whether it has been misstated or not the auditor must check whether the sales have been made to the valid customers and whether the sales met the valid criteria for sales (Weygandt, Kimmel Kieso, 2015). The auditor shall also check whether the revenues were properly valued or has been made in arms length price and the sales have been properly classified under proper account. Relevant assertion for revenue will be occurrence for ensuring that the amount of sta ted revenue is correct and not overstated. Borrowing cost It can be identified from the given financial information that the borrowing cost of Crikey Computers Ltd has been increased from 398,579 to 637,725 over the years from 30th June 2016 to 30th June 2017. It shows significant 60% increase as compared to the previous year. The associated risk with the borrowing cost determination may be (1) the breach of the covenants demanding the classification of long-term debt into short term or (2) lack of financial statement disclosure or (3) wrong capitalization of the borrowing costs. Relevant assertion for situation (1) will be allocation and valuation, for (2) valuation and accuracy and for (3) completeness (Delen, Kuzey Uyar, 2013). Inventory Auditors use various analytical procedures for checking the inventory method of the company and confirm the balance with the financial records of the company as well s with the physical count. It can be identified from the given financial information that the inventory of Crikey Computers Ltd has been increased from 29,21,738 to 56,36,918 over the years from 30th June 2016 to 30th June 2017. It shows significant 92.93% increase as compared to the previous year. The associated risk with inventory determination may be (1) inventories have not been recorded at appropriate amount (2) possibility of manipulating the transactions related to closing inventory or (3) inventories may be obsolete or damaged. Relevant assertion for situation (1) will be existence for (2) obligations and rights and for (3) valuation. Comprehensive analysis of ratios Liquidity ratio Liquid ratio is the indicator for whether the current assets of the company are sufficient for meeting up the short-term obligation of the company after they become due. Current ratio, quick ratio, accounts receivable days and inventory turnover ratios are analysed to analyse the liquidity position of the company (Brigham Ehrhardt, 2013). If the current ratio and the quick ratio of the company for the last 2 years are taken into consideration it can be observed that both the ratios of the company for the year ended 2017 have been reduced as compared to the previous year. Inventory turnover of the company as well as the accounts receivable turnover ratio of the company has been reduced that is the company is taking more time to sell its inventory and receiving their account dues as compared to the previous year. Therefore, the overall liquidity position of the company is deteriorated. Hence, the company shall try to convert their long term assets into short term or pay off the liabil ities to improve the liquidity position (Ruhnke, Pronobis Michel, 2014). Solvency ratio It is the key metric for measuring the ability of the company to meet their long-term obligation. As part of the financial ratio the solvency ratio assist the managers to determine the survival of the company. The debt to equity ratio of the company over the years from 2016 to 2017 has been increased that states that the associated capital risk of the company and financial leverage of the company is increased (Palepu, Healy Peek, 2013). Further, the times interest earned of the company has been reduced from 4.2 times to 2.2 times. Therefore, the solvency position of the company has been deteriorated. Profitability ratios The profitability ratios state the profit earning capability of the company to earn incomes with regard to the assets in the balance sheet, operating cost, revenue and shareholders equity (Brochet, Jagolinzer Riedl, 2013). Though the gross profit of the company has been increased over the year, the net profit of the company has been reduced from 4% to 2% over the years from 2016 to 2017. Therefore, the company shall control the operating expenses, wherever possible. Conclusion and recommendation It has been concluded from the above figures that profit before tax, equity and total assets have been considered for planning the materiality base. Looking into the financial information of the company it has been identified that the revenue, borrowing cost and inventory of the company have been significantly increased as compared to the previous year. Further, looking into the ratios of the company it has been analysed that the the overall liquidity position of the company is deteriorated. Further, the debt to equity ratio of the company over the years from 2016 to 2017 has been increased and the times interest earned of the company have been reduced from 4.2 times to 2.2 times. 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