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Target Corporation
University of Nebraska - Lincoln DigitalCommons@University of Nebraska - Lincoln Honors Theses, University of Nebraska-Lincoln Honors Program Spring 4-7-2019 Strategic Audit: Target Corporation Andee Capell University of Nebraska - Lincoln Follow this and additional works at: https://digitalcommons.unl.edu/honorstheses Part of the Accounting Commons, and the Strategic Management Policy Commons Capell, Andee, "Strategic Audit: Target Corporation" (2019). Honors Theses, University of Nebraska- Lincoln. 192. https://digitalcommons.unl.edu/honorstheses/192 This Thesis is brought to you for free and open access by the Honors Program at DigitalCommons@University of Nebraska - Lincoln. It has been accepted for inclusion in Honors Theses, University of Nebraska-Lincoln by an authorized administrator of DigitalCommons@University of Nebraska - Lincoln. Strategic Audit: Target Corporation An Undergraduate Honors Thesis Submitted in Partial fulfillment of University Honors Program Requirements University of Nebraska-Lincoln by Andee Capell, BS Accounting College of Business April 7th, 2019 Faculty Mentor: Samuel Nelson, PhD, Management Abstract Target Corporation is a notable publicly traded discount retailer in the United States. In recent years they have gone through significant changes including a new CEO Brian Cornell and the closing of their Canadian stores. With change comes a new strategy, which includes growing stores in the United States. In order to be able to continue to grow Target should consider multiple strategic options. Using internal and external analysis, while examining Target’s profitability ratios recommendations were made to proceed with their growth both in profit and capacity. After recommendations are made implementation and contingency plans can be made. Key words: Strategy, Target, Ratio(s), Plan 1 Table of Contents Section Page(s) Background information …………………..…………………………………………….…..…...3 External Analysis ………………..……………………………………………………..............3-5 a. -
St John's University Undergraduate Student Managed Investment Fund Presents: Target Corporation Stock Analysis November 11, 20
St John’s University Undergraduate Student Managed Investment Fund Presents: Target Corporation Stock Analysis November 11, 2003 Recommendation: Purchase 300 shares of Target stock at market value Industry: Retail Analysts: Jennifer Tang – [email protected] Michael Vida – [email protected] Share Data: Fundamentals: Price - $39.15 P/E (2/03) – 21.63 Date – November 6, 2003 P/E (2/04E) – 21.96 Target Price – $44.58 P/E (2/05E) – 22.95 52 Week Price Range – $25.60 - $41.80 Book Value/Share – $11.03 Market Capitalization – $35.40 billion Price/Book Value – $3.60 Revenue 2002 – $43.917 billion Dividend Yield – 0.72% Projected EPS Growth – 15% Shares Outstanding – 910.9 million ROE 2002 – 17.51% Stock Chart: Executive Summary After analyzing Target Corp’s financials, industry and future outlook, we recommend the purchase of 300 shares of the company’s stock at market order. As a leading discount retailer, only behind Walmart, Target has made considerable growth in the industry over the past few years. Target offers an array of merchandise from women’s apparel, household products, toys and even food. One of the strengths of Target lies in its development of private brands, which helps create a strong image of the store in the customers’ minds. The company is able to further lower its costs through direct sourcing, buying merchandise at lower prices and strengthening its bargaining position with suppliers. While Target Corp hasn’t seen as much success with its other operations of Marshall Fields and Mervyn’s as it has with its namesake store, the company plans to invest resources into these two areas to turn around results. -
Relationship Dynamics of Burnout, Turnover Intentions and Workplace Incivility Perceptions
Business & Economic Review: Vol. 9, No. 3 2017 pp. 155-172 155 DOI: dx.doi.org/10.22547/BER/9.3.6 Relationship Dynamics of Burnout, Turnover Intentions and Workplace Incivility Perceptions Muhammad Adeel Anjum1, Anjum Parvez2, Ammarah Ahmed3 Abstract Building upon the relational perspective of employee attitudes and behaviors, we built and tested a causal model to demonstrate the relationship dynamics of burnout, turnover intentions and workplace incivility perceptions. A sample of 237 professionals from 6 major telecom companies participated in this cross-sectional study. A self-reported questionnaire was administered to guage participants’ perceptions regarding burnout, turnover intentions and workplace incivility. This study concludes that the perceptions of burnout, through workplace invility, provoke turnover intentions. This finding is a significant addition to existing body of literature on burnout, turnover intentions and workplace incivility. Keywords: Burnout, turnover intentions, workplace incivility, relationship. 1. Introduction Bill Gates, the founder and owner of Microsoft is known for his comment “the most valuable asset of my company creeps out of it every night”. In this comment, he regarded ‘people’ as assets. According to him, employees have become the most valuable resource for organizations. This notion is congruent with the assumptions of ‘resource based view-RBV’ which emphasizes the significance of human resources for achieving and sustaining competitive advantage (Barney, 1 Balochistan University of Information -
FIC-Prop-65-Notice-Reporter.Pdf
FIC Proposition 65 Food Notice Reporter (Current as of 9/25/2021) A B C D E F G H Date Attorney Alleged Notice General Manufacturer Product of Amended/ Additional Chemical(s) 60 day Notice Link was Case /Company Concern Withdrawn Notice Detected 1 Filed Number Sprouts VeggIe RotInI; Sprouts FruIt & GraIn https://oag.ca.gov/system/fIl Sprouts Farmers Cereal Bars; Sprouts 9/24/21 2021-02369 Lead es/prop65/notIces/2021- Market, Inc. SpInach FettucIne; 02369.pdf Sprouts StraIght Cut 2 Sweet Potato FrIes Sprouts Pasta & VeggIe https://oag.ca.gov/system/fIl Sprouts Farmers 9/24/21 2021-02370 Sauce; Sprouts VeggIe Lead es/prop65/notIces/2021- Market, Inc. 3 Power Bowl 02370.pdf Dawn Anderson, LLC; https://oag.ca.gov/system/fIl 9/24/21 2021-02371 Sprouts Farmers OhI Wholesome Bars Lead es/prop65/notIces/2021- 4 Market, Inc. 02371.pdf Brad's Raw ChIps, LLC; https://oag.ca.gov/system/fIl 9/24/21 2021-02372 Sprouts Farmers Brad's Raw ChIps Lead es/prop65/notIces/2021- 5 Market, Inc. 02372.pdf Plant Snacks, LLC; Plant Snacks Vegan https://oag.ca.gov/system/fIl 9/24/21 2021-02373 Sprouts Farmers Cheddar Cassava Root Lead es/prop65/notIces/2021- 6 Market, Inc. ChIps 02373.pdf Nature's Earthly https://oag.ca.gov/system/fIl ChoIce; Global JuIces Nature's Earthly ChoIce 9/24/21 2021-02374 Lead es/prop65/notIces/2021- and FruIts, LLC; Great Day Beet Powder 02374.pdf 7 Walmart, Inc. Freeland Foods, LLC; Go Raw OrganIc https://oag.ca.gov/system/fIl 9/24/21 2021-02375 Ralphs Grocery Sprouted Sea Salt Lead es/prop65/notIces/2021- 8 Company Sunflower Seeds 02375.pdf The CarrIngton Tea https://oag.ca.gov/system/fIl CarrIngton Farms Beet 9/24/21 2021-02376 Company, LLC; Lead es/prop65/notIces/2021- Root Powder 9 Walmart, Inc. -
Inleadership
IN LEADERSHIP How Minnesota’s Top 100 Public Companies Rank The 2009 Minnesota Census of Women in Corporate Leadership Report produced by St. Catherine University and the Minnesota Women’s Economic Roundtable A Statewide Wakeup Call The second annual Minnesota Census of Women in Corporate Leadership reveals that women remain an underutilized resource in the top ranks of public companies. Consider the evidence: Kudos and Contributions Twenty-seven of the top 100 public companies in This initiative has been made possible by many individuals • Minnesota have no women board members. and organizations. The report was underwritten by Spencer Stuart, St. Catherine University, and the Minnesota Women’s Forty-one of the top 100 public companies have only Economic Roundtable. • one woman on their boards. Support for both the report and the Forum was provided by Women hold only 15 percent of the Section 16b Twin Cities Business magazine and other sponsoring organiza- • (Securities and Exchange Commission) executive tions (see pages 26 to 28 of this report). Special thanks to the officer positions in Minnesota’s top 100 public volunteers who made up this year’s steering committee (see companies. the report’s final page). Without their tireless efforts, neither the report nor the Forum luncheon would have been possible. Nineteen of the top 100 public companies have no • women involved with leadership — either as directors Now, we turn to our readers — our state’s corporate and small- or executive officers. business leaders — to carry on this work, in the hope that future editions of The Minnesota Census will show progress We ask that women and men view this report as a wakeup on behalf of our state’s business climate and, subsequently, call, one whose findings deserve and demand to be shared all people in Minnesota. -
FTC V. Whole Foods Market (D.C. Cir.)
PUBLIC COPY - SEALED MATERIAL DELETED ORAL ARGUMENT NOT YET SCHEDULED No. 07-5276 IN THE UNITED STATES COURT OF APPEALS FOR THE DISTRICT OF COLUMBIA CIRCUIT FEDERAL TRADE COMMISSION, Plaintiff-Appellant, v. WHOLE FOODS MARKET, INC., and WILD OATS MARKETS, INC., Defendants-Appellees. Appeal from the United States District Court for the District of Columbia, Civ. No. 07-cv-Ol021-PLF PROOF BRIEF FOR APPELLANT FEDERAL TRADE COMMISSION JEFFREY SCHMIDT WILLIAM BLUMENTHAL Director General Counsel Bureau of Competition JOHN D. GRAUBERT KENNETH L. GLAZER Principal Deputy General Counsel Deputy Director JOHNF.DALY MICHAEL J. BLOOM Deputy General Counsel for Litigation Director of Litigation MARILYN E. KERST THOMAS J. LANG Attorney THOMAS H. BROCK Federal Trade Commission CATHARINE M. MOSCATELLI 600 Pennsylvania Ave., N.W. MICHAEL A. FRANCHAK Washington, D.C. 20580 JOAN L. HElM Ph. (202) 326-2158 Attorneys Fax (202) 326-2477 CERTIFICATE AS TO PARTIES, RULINGS, AND RELATED CASES Pursuant to Circuit Rule 28(1)(1), Appellant Federal Trade Commission certifies as follows: (A) PARTIES FEDERAL TRADE COMMISSION (Plaintiff) WHOLE FOODS MARKET, INC. (Defendant) WILD OATS MARKETS, INC. (Defendant) APOLLO MANAGEMENT HOLDING LP (Intervenor) DELHAIZE AMERICA. INC. (Interested Party) H.E. BUTT GROCERY COMPANY (Intervenor) KROGER CO. (Intervenor) PUBLIX SUPER MARKETS, INC. (Intervenor) SAFEWAY INC. (Intervenor) SUPERVALU INC (Intervenor) TRADER JOE'S COMPANY (Intervenor) TARGET CORPORATION (Movant) WAL-MART STORES, INC. (Intervenor) WINN-DIXIE STORES INC (Intervenor) WEGMANS FOOD MARKETS, INC. (Movant) AMICI CURIAE AMERICAN ANTITRUST INSTITUTE CONSUMER FEDERATION OF AMERICA ORGANIZATION FOR COMPETITIVE MARKETS (B) RULING UNDER REVIEW Federal Trade Commission v. Whole Foods Market, Inc., 502 F. -
Power of Meat 2018
The Power of Meat 2018 An in-depth look at the Meat at Retail through the shoppers’ eyes Presented by: Anne-Marie Roerink | 210 Analytics Rick Stein | FMI Made possible by: 1 FMI is the trade association that serves as the voice of food retail. We assist food retailers in their role of feeding families and enriching lives. The Association: Our members are food retailers, wholesales and suppliers of all types and sizes FMI provides comprehensive programs, resources and advocacy for the food, pharmacy and grocery retail industry CONSUMER & FOOD SAFETY GOVERNMENT INDEPENDENT CENTER STORE COMMUNITY AFFAIRS & DEFENSE RELATIONS OPERATOR PRIVATE BRANDS SUPPLY CHAIN TECHNOLOGY ASSET COMMUNICATION EDUCATION FRESH FOODS HEALTH & WELLNESS INFORMATION RESEARCH SUSTAINABILITY WHOLESALER PROTECTION SERVICE Fresh @ FMI FMI is committed to the growth and success of fresh companies and their partners. FMI provides resources and networks that support the interests of member companies throughout the global, fresh produce supply chain, including family-owned, private and publicly traded businesses as well as regional, national and international companies. Emphasis on fresh • Produce Rick Stein • Meat Vice President, Fresh Foods • Seafood Food Marketing Institute • Deli/In-store, fresh prepared foods and [email protected] Fresh Foods assortments 202.220.0700 • Bakery • Floral FMI Fresh Foods Research and Education Networking Advocacy In-depth information, trends and Share ideas, explore best Understand what is going on in insights to foster innovation, practices and develop business Washington and make your take advantage of new relations voice heard opportunities and help develop winning strategies FMI Fresh Excutive Committee (FEC) John Ruane (Chair) Dan Koch Nick Carlino Emily Coborn Ahold USA Associated Wholesale Grocers, Inc. -
2019 Retention Report: Trends, Reasons and a Call to Action
2019 RETENTION REPORT Trends, Reasons & A Call to Action Insights from over 250,000 Employee Interviews workinstitute.com/retentionreport2019 1-888-750-9008 Companies can and must take the guesswork out of engagement and retention. The way you inform a situation directs how you respond to the situation. Lack of data fails to inform. Incomplete or inaccurate data misinforms. Correct data informs. ©2019 Work Institute 2019 RETENTION REPORT TABLE OF CONTENTS 4 EXECUTIVE SUMMARY 26 INCREASING EMPLOYEE RETENTION REQUIRES A 5 DEAR EMPLOYERS STRATEGIC APPROACH 6 STATE OF THE WORKFORCE 29 EMPLOYERS MUST ACT • Employers Must Invest in Retention • Voluntary Turnover Escalates • About Career Development • Competition for Workers Intensifies • About Manager Behavior • Voluntary Turnover Costs Exceed $600 Billion • About Job Characteristics • Where Should Employers Go from Here? • About Environment • Employees are in Control 12 TURNOVER CATEGORIES 33 ABOUT WORK INSTITUTE • Six-Year Trends in Turnover • Top 10 Categories for Leaving in 2018 METHODS & LIMITATIONS • Career Development 34 • Work-Life Balance • Manager Behavior • Compensation & Benefits 35 ABOUT THE AUTHORS • Well-Being • Job Characteristics • Work Environment • Turnover and Sex Differences • Turnover and Generational Differences • Turnover and Tenure • Turnover and First Year Employment 3 2019 RETENTION REPORT | INTRODUCTION EXECUTIVE SUMMARY The Work Institute conducts employee interviews in multiple The total cost of employee turnover for businesses is high, industries, categorizes reasons why employees choose even by conservative estimates, and it takes a toll on company to stay or quit, recommends remedial actions, and helps profits and organizational performance. Employers are at risk organizations improve retention and engagement to reduce of increased turnover costs in a job market where employees human capital expense. -
2008 Target Financial Community Meeting
FINAL TRANSCRIPT TGT - 2008 Target Financial Community Meeting Event Date/Time: Oct. 23. 2008 / 12:15PM ET www.streetevents.com Contact Us © 2008 Thomson Financial. Republished with permission. No part of this publication may be reproduced or transmitted in any form or by any means without the prior written consent of Thomson Financial. FINAL TRANSCRIPT Oct. 23. 2008 / 12:15PM, TGT - 2008 Target Financial Community Meeting CORPORATE PARTICIPANTS Doug Scovanner Target Corporation - EVP-Finance, CFO Gregg Steinhafel Target Corporation - President, CEO John Griffith Target Corporation - EVP-Property Development Stacia Andersen Target Corporation - President - Target Sourcing Services Rick Maguire Target Corporation - SVP-Merchandise Planning Terry Scully Target Corporation - President - Target Financial Services Kathee Tesija Target Corporation - EVP, Merchandising Troy Risch Target Corporation - EVP, Stores Jodee Kozlak Target Corporation - EVP, Human Resources Michael Francis Target Corporation - EVP and Chief Marketing Officer CONFERENCE CALL PARTICIPANTS Greg Melich Morgan Stanley - Analyst Bob Drbul Barclays Capital - Analyst Robbie Ohmes Merrill Lynch - Analyst Adrianne Shapira Goldman Sachs - Analyst Teresa Donahue Neuberger Berman - Analyst Bill Ackman Pershing Square - Analyst Uta Werner Sanford Bernstein - Analyst Neil Currie UBS - Analyst PRESENTATION Doug Scovanner - Target Corporation - EVP-Finance, CFO www.streetevents.com Contact Us 1 © 2008 Thomson Financial. Republished with permission. No part of this publication may be reproduced or transmitted in any form or by any means without the prior written consent of Thomson Financial. FINAL TRANSCRIPT Oct. 23. 2008 / 12:15PM, TGT - 2008 Target Financial Community Meeting I©ve met most of you and said hello already this morning, but for a handful of you, I©m Doug Scovanner, Chief Financial Officer. -
Workplace Bullying and Harassment
AMA Position Statement Workplace Bullying and Harassment 2009 Introduction There is good evidence that bullying and harassment of doctors occurs in the workplace. One Australian study found that 50% of Australian junior doctors had been bullied in their workplace, and a New Zealand study reported that 50% of doctors had experienced at least one episode of bullying behaviour during their previous three or sixth-month clinical attachment. 1 2 Workplace bullying of members of the medical workforce can occur between colleagues students and employees, and any contractors, patients, and family members with whom they are dealing. The aims of this position statement are to: • provide a guide for all doctors, hospital and practice managers to identify and manage workplace bullying and harassment, • raise awareness and reduce the exposure of doctors to workplace bullying and harassment, and • assist the medical profession in combating its perpetuation. Definition Workplace bullying is defined as a pattern of unreasonable and inappropriate behaviour towards others, although it may occur as a single event. Such behaviour intimidates, offends, degrades, insults or humiliates an employee. It can include psychological, social, and physical bullying.3 Most people use the terms ‘bullying’ and ‘harassment’ interchangeably and bullying is often described as a form of harassment. The range of behaviours that constitutes bullying and harassment is wide and may include: • physical violence and intimidation, • vexatious reports and malicious rumours, • verbal threats, yelling, screaming, offensive language or inappropriate comments, • excluding or isolating employees (including assigning meaningless tasks unrelated to the job or giving employees impossible tasks or enforced overwork), • deliberately changing work rosters to inconvenience particular employees, • undermining work performance by deliberately withholding information vital for effective work performance, and • inappropriate or unwelcome sexual attention. -
Turnover Orders and Special Proceedings
TURNOVER PROCEEDINGS JAMES M. McGEE Munsch Hardt Kopf & Harr, P.C. 3800 Lincoln Plaza 500 N. Akard Street Dallas, Texas 75201 (214) 855-7500 JULY 2019 TABLE OF CONTENTS Page I. SCOPE OF ARTICLE ............................................................................................................ 1 II. APPLICABLE STATUTES ..................................................................................................... 1 III. PURPOSE ............................................................................................................................. 2 IV. THE TURNOVER PROCESS. ............................................................................................... 3 A. Overview of the Turnover Process ............................................................................. 3 B. Initiation of Proceedings ............................................................................................. 3 C. Parties Subject to Turnover Order ............................................................................. 6 D. Burden of Proof .......................................................................................................... 6 1. Proof by Judgment Creditor ........................................................................... 6 2. Proof by Judgment Debtor ............................................................................. 8 E. Property Subject to Turnover Order ........................................................................... 8 1. Property Subject to Turnover Order .............................................................. -
The Micromanagement Disease: Symptoms, Diagnosis, and Cure
The Micromanagement Disease: Symptoms, Diagnosis, and Cure By Richard D. White, Jr., PhD "The best executive is one who has sense enough to pick good men to do what he wants done," Theodore Roosevelt once observed, "and self-restraint enough to keep from meddling with them while they do it."1 Unfortunately, many managers have not heeded TR's century-old advice to practice self restraint, but instead needlessly over-manage, over-scrutinize, and over-frustrate employees. Such meddlesome bosses now are called micromanagers. A micromanager can be much more than just a nuisance in today's complex organization. The bothersome boss who second guesses every decision a subordinate makes, frets about the font size of the latest progress report, or inspects all of his employees emails not only frustrates and demoralizes his harassed workers, but seriously damages the productivity of the organization and, over the long run, may jeopardize the organization's survival. Unfortunately, micromanagement is a fact of management life. Why do so many people hate to be micromanaged, yet so many managers continue to do it? Why have we all worked for micromanagers—but have never been one ourselves? But have we? Maybe the noted management consultant and cartoon icon, Pogo, had it right when he quipped, "We have met the enemy...and he is us."2 Micromanagement now commonly refers to the control of an enterprise in every particular and to the smallest detail, with the effect of obstructing progress and neglecting broader, higher-level policy issues. Micromanagement has been practiced and recognized well before we labeled it as an organizational pathology.