Provide one example of each of the following cost categories in your firm (you can speculate if there is no information in your 10-K but your example cost should make sense for your company): Direct material, indirect material, direct labor, indirect labor, other manufacturing overhead, period cost (more specific than “SG&A” or “Other”).
1. Provide one example of each of the following cost categories in your firm (you can speculate if there is no information in your 10-K but your example cost should make sense for your company):
Direct material,
indirect material,
direct labor,
indirect labor,
other manufacturing overhead,
period cost (more specific than “SG&A” or “Other”).
Include the link to your company’s most recent 10-K.
2. Using the attached Excel spreadsheet (or a similar one of your own creation), create a line graph of five years of sales, gross margin, COGS, and inventory balances.
Fill in the blank cells with values from your own firm’s 10-K.
Create a graph of your firm’s sales, gross margin, COGS, and inventory balances. To do so, select cells A1 through E6. Click Insert => Recommended Charts => Line.
Change the chart heading to be the name of your firm.
If you need help: https://www.youtube.com/watch?v=YhmVVRwj3p8
In the spreadsheet, respond to the prompt: “What trends, if any, do you see in the data?”
Please use the “Write Submission” option for Part 1 and upload an Excel file for Part 2. Thank you!
Requirements: 500
A. O. Smith Corporation’s Executive Compensation
1: The compensation granted to A.O. Smith’s executives is based on the company’s and the individual executive’s performance measures.
2: The base salary is usually reviewed based on the company’s performance as well as the performance of the individual executive against the set goals. Incentives, on the other hand, are designed to reward accomplishment of individual goals as they relate to the company’s short-term financial and strategic objectives.
3: Benefits are largely a function of the base salary hence they are also influenced by company and individual performance measures. For example, during employment, executive life insurance is equal to three times the individual’s annual base salary.
The CEO and CFO receive the same type of compensation: base salary, incentives, and benefits. However, the CEOs total compensation is higher than that of the CFO, $6.6 million versus $2.1 million in 2022. They are subject to the same performance measures as the proxy statement only mentions the performance measures applicable to executives in general. The compensation structure of the CEO and the CFO are possibly similar because the two executives work hand in hand and their synergistic effects are crucial to the company’s earnings. Consequently, it is important that the “how” aspect of their compensation is similar, even as the total compensation paid differs, based on factors such as level of experience, longevity in the company, and achievement of individual goals.
References
A.O. Smith Corporation. (2022). Schedule 14A: Proxy Statement Pursuant to Section 14(a) of The Securities Exchange Act of 1934.
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