A1 Consolidated Gold Limited

Question: Talk about the A1 Consolidated Gold Limited. Answer: Presentation A1 Consolidated Gold Limited was set up in the year 2011. The significant point behind setting up the organization was to gain 100% possession in the A1 gold task. The portions of the organization got recorded in the Australian stock trade in the year 2012. The organization has its administrative center in Victoria, Australia. IT is an Australian based organization which is occupied with the advancement procedure of the AI gold mines in the nation. The organization has indicated enthusiasm for mineral investigation which has been set up 120 kilometers from north east of Melbourne, Victoria, situated among Mansfield and Woods Point. The administration of the organization has effectively acquired permit MIN 5294 for the doing the gold activities in the nation. The market capitalisation of the organization has seen an unexpected destruction in the previous 1-2 years. Audit of Financial situation of the organization The monetary exhibition of an organization is given through the assistance of accounting report. The short and long haul grouping of the liabilities and resources gives better comprehension of the details and aides in giving the separation to non-current and current. The significant heads of accounting report in the event of A1 Consolidated Gold Limited for the multi year finished 2015 and 2014 are as per the following: Specific 2014 2015 Change % Change Current resources Money and money counterparts $ 232,027 $ 2,013,371 $ 1,781,344 768% Receivables $ 40,766 $ 131,455 $ 90,689 222% Inventories $ 102,643 $ 102,643 100% Prepaid costs $ 53,399 $ 164,993 $ 111,594 209% Other current resources $ 1,500 $ 920 $ (580) - 39% Absolute current resources $ 327,692 $ 2,413,382 $ 2,085,690 636% Non-current resources Net property, plant and gear $ 34,270,102 $ 33,118,108 $ (1,151,994) - 3% Gathered Depreciation $ (770,305) $ (2,845,199) $ (2,074,894) 269% Net property, plant and hardware $ 33,499,797 $ 30,272,909 $ (3,226,888) - 10% Other long haul resources $ 123,000 $ 1,006,500 $ 883,500 718% All out non-current resources $ 33,622,797 $ 31,279,409 $ (2,343,388) - 7% Current liabilities Records payable $ 95,331 $ 596,414 $ 501,083 526% Momentary obligation $ 41,155 $ 173,441 $ 132,286 321% Other current liabilities $ 545,369 $ 547,031 $ 1,662 0% All out current liabilities $ 681,855 $ 1,316,886 $ 635,031 93% Non-current liabilities Long haul obligation $ - $ 1,561,220 $ 1,561,220 100% Other long haul liabilities $ - $ 1,050,554 $ 1,050,554 100% All out non-current liabilities $ - $ 2,611,774 $ 2,611,774 100% Investors' value Basic stock $ 35,279,194 $ 42,606,668 $ 7,327,474 21% Held income $ (4,224,242) $ (18,296,142) $ (14,071,900) 333% Aggregated other complete salary $ 2,213,682 $ 5,453,605 $ 3,239,923 146% All out Stockholders' value $ 33,268,634 $ 29,764,131 $ (3,504,503) - 11% The present resources of the organization incorporate records receivable, Cash and money proportional, stock and prepaid costs. Out of the all out current resources, the money and money comparable contributes 85% of the all out current resources. There has been enormous development in the money parity of the organization in the year 2015 when contrasted with the most recent year 2014. The administration of the organization during the year 2015 has given convertible notes in the market. Through this issue the organization has raised $2.4 million. Further during the year, the organization has given extra offers in the market, through which they have raised extra money of $2.5 million during the year. The organization has been fund-raising from issue of offers from recent years. The records receivable parity of the organization expanded significantly in the present year. This expansion is significantly determined by increment in the GST recoverable parity of the organization. There was no stock equalization lying in the books in the year 2014. In any case, in the year 2015, the organization exportation consumables lying in the books which legitimately expanded the stock parity of the organization. The non current resource of the organization incorporates property plant and gear and other long haul resources. There has been no significant change in the gross square of fixed resources for the organization. The change which has occurred during the year is significantly record of devaluation has been charged in the books for the year 2015. The plant and apparatus contributes significantly for the fixed resource segment of the organization. The other long haul resource of the organization incorporates the ecological securities. The ecological bond balance for the organization during the year expanded significantly by 718%. The present obligation of the organization significantly incorporates creditor liabilities and transient obligation. The records payable parity of the organization expanded by 526% during the year. This is significantly by virtue of increment in business for the organization. Audit of Financial execution of the organization The benefit and misfortune account has been utilized broadly as an apparatus to test the monetary exhibition of the organization. They are been alluded as pay proclamation also, as it gives data about the pay booked in by the organization. The equivalent has been utilized significantly by the speculators to test the benefit procuring capability of the organization which they could in basing their choice of putting resources into the supplies of the organization. The significant heads of benefit and misfortune record of A1 Consolidated Gold Limited with numbers for year 2014 and 2015 are given as beneath: Specific 2014 2015 Change % Change Income $ 78,721 $ 24,658 $ (54,063) - 69% Cost of income $ - $ - $ - 0 Expenses and costs Bookkeeping and tax collection administrations $ 56,150 $ 80,340 $ 24,190 43% Examiners compensation $ 35,850 $ 42,500 $ 6,650 19% Organization secretarial expenses $ 78,407 $ 141,578 $ 63,171 81% Consultancy expenses $ 34,672 $ - $ (34,672) - 100% Deterioration Expenses $ 17,526 $ 12,908 $ (4,618) - 26% Executives expenses $ 59,450 $ 37,857 $ (21,593) - 36% Worker advantage costs $ 132,023 $ 100,460 $ (31,563) - 24% Money Cost $ 70,107 $ 18,523 $ (51,584) - 74% Disability cost $ 12,842,007 $ 12,842,007 100% Protection $ 121,899 $ 114,455 $ (7,444) - 6% Misfortune from Disposal of advantages $ 5,126 $ 80,414 $ 75,288 1469% Maldon working costs $ 451,361 $ 451,361 100% Other working costs $ 171,414 $ 133,192 $ (38,222) - 22% Offers based installments $ 222,876 $ 4,664 $ (218,212) - 98% Offers library charges $ 70,712 $ 36,299 $ (34,413) - 49% Profit per share Essential $ (0.1) $ (0.5) $ (0.4) 400% Weakened $ (0.1) $ (0.5) $ (0.4) 400% The activities of the organization has not begun in full fledge continuously 2015. As result there has been offer of only $24K during the year finished 2015. The pay that has been earned by the organization is significantly for the bank premium, charge credit that has been gotten by the organization during the year. During the most recent year, the organization has earned benefit discounted of advantage adding up to 20K. Being there is no deal made by the organization during the current also in the most recent year, there has been no expense of offer brought about for the organization. Further from the viewpoint of costs for the organization, there has been around 1210% expansion in the costs for the organization during the year. This expansion is significantly determined by extra debilitation of advancement cost brought about during the year adding up to $12 million. This impedance has been accomplished for the extra investigation and improvement cost that the administration of the organization has acquired in the most recent years. During the present year, the organization has brought about misfortunes because of removal of benefits. In the most recent year, the organization picked up at a bargain of advantages which has been changed over into misfortunes in the present year. The organization during the year has made impressive costs on legitimate and consultancy of the organization as evaluators expenses, bookkeeping and tax assessment administrations, Consultancy charges, Company secretarial charges and so forth. Then again, the worker advantage cost of the org anization has expanded by 24% in the present year when contrasted with the most recent year. By and by taking a gander at the present situation of the organization, the organization is making impressive use on the improvement work and subsequently dependent on the equivalent, this consumption has been promoted. In this manner, just constrained cost are been charged off in the benefit and misfortune account. The offer based installments cost of the organization has diminished significantly. In light of the non m

Introduction to Nanotechnology free essay sample

By and large nanotechnology manages structures of the size 100 nanometers or littler in at any rate one measurement, and includes creating materials or gadgets inside that size. Nanotechnology is various, extending from expansions of traditional gadget material science to totally new methodologies dependent on sub-atomic self-gathering, from growing new materials with measurements on the nanoscale to examining whether we can legitimately control matter on the nuclear scale. There has been a lot of discussion on the future ramifications of nanotechnology. Nanotechnology can possibly make numerous new materials and gadgets with an immense scope of uses, for example, in medication, hardware and vitality creation. Then again, nanotechnology raises a considerable lot of indistinguishable issues from with any presentation of new innovation, including worries about the poisonousness and natural effect of nanomaterials, and their latent capacity impacts on worldwide financial matters, just as hypothesis about different doomsday situations. These worries have prompted a discussion among support gatherings and governments on whether unique guideline of nanotechnology is justified. We will compose a custom paper test on Prologue to Nanotechnology or on the other hand any comparable point explicitly for you Don't WasteYour Time Recruit WRITER Just 13.90/page The main utilization of the ideas found in nano-innovation (yet pre-dating utilization of that name) was in Theres Plenty of Room at the Bottom, a discussion given by physicist Richard Feynman at an American Physical Society meeting at Caltech on December 29, 1959. Feynman depicted a procedure by which the capacity to control singular iotas and atoms may be created, utilizing one lot of exact apparatuses to manufacture and work another relatively littler set, etc down to the required scale. Over the span of this, he noted, scaling issues would emerge from the changing extent of different physical marvels: gravity would turn out to be less significant, surface strain and vander Waals fascination would turn out to be progressively increasingly huge, and so on. Name †Swarnalipi Behera Regd. no †0601211053 Roll. no †106321 Branch †IT 1. Presentation Nanotechnology is a basically current logical field that is continually developing as business and scholastic intrigue keeps on expanding and as new research is introduced to established researchers. The field’s least difficult roots can be followed, but ostensibly, to 1959 however its essential advancement happened in both the eighties and the mid nineties. Notwithstanding explicit logical accomplishments, for example, the innovation of the STM, this early history is above all reflected in the underlying vision of atomic assembling as it is sketched out in three significant works. Generally, a comprehension of advancement and the analysis of this vision is fundamental for fathoming the real factors and capability of nanotechnology today. Nanotechnology, abbreviated to nanotech, is the investigation of the controlling of issue on a nuclear and atomic scale. For the most part nanotechnology manages structures of the size 100 nanometers or littler in any event one measurement, and includes creating materials or gadgets inside that size. Nanotechnology is extremely differing, going from augmentations of customary gadget physical science to totally new methodologies dependent on sub-atomic self-get together, from growing new materials with measurements on the nanoscale to exploring whether we can legitimately control matter on the nuclear scale. There has been a lot of discussion on the future ramifications of nanotechnology. Nanotechnology can possibly make numerous new materials and gadgets with a huge scope of utilizations, for example, in medication, hardware and vitality creation. Then again, nanotechnology raises a significant number of indistinguishable issues from with any presentation of new innovation, including worries about the harmfulness and natural effect of nanomaterials, and their latent capacity impacts on worldwide financial matters, just as theory about different doomsday situations. These worries have prompted a discussion among promotion gatherings and governments on whether exceptional guideline of nanotechnology is justified.

Questions for Your Next One-on-One Meeting

Questions for Your Next One-on-One Meeting One-on-ones might sound like a necessary evil of being a manager, but they actually are an important part of running a successful team. But simply organising meetings is not going to bring fame and fortune for your team. The key to successful meetings often lies in preparation and in asking the right questions.If you want to make the most of your one-on-ones, then here are some of the best questions you can ask at your next meeting. We’ve also outlined the most important elements of running a successful one-on-one and the things you need to avoid.Whether you are a manager or the employee, the below information can help you focus on the right things at your next meeting and to impress your team with your knowledge. © Shutterstock.com | Sergey NivensIn this article, you will learn about 1) the importance of one-on-ones, 2) the elements to make one-on-ones a success, 3) essential questions for one-on-one meetings, 4) things to avoid during one-on-ones, and 5) final thoughts.THE IMPORTANCE OF ONE-ON-ONESOne-on-ones are usually considered a bit of a waste of time and many, employees and managers alike, have bad experiences to share. But that is not because the basic concept of one-on-ones is somehow flawed, but rather because most managers don’t know how to build a successful one-on-one.These little meetings are at their best a team building exercise and something that can save the team from a lot of hassle later on. This is because the short meetings can help the team to solve and focus on these key things:Streamline performance â€" One-on-ones make it easier to correct performance. They guarantee you catch the minor errors in the work and the meetings allow correction of these errors before th e problems turn into bigger issues. They also make it easier to reward the employee, which in itself will help boost team morale.Ensures the team is on the same page â€"In a hectic work environment it is easy to lose sight of the big goal sometimes. One-on-ones make it easier to ensure people are always aware of the priorities and goals, guaranteeing the whole team is working towards the same goal.Builds relationships between the teamâ€"A good work team requires good relationships within the team. Building a relationship is much easier with regular contact with the team members. Successful meetings increase trust and can instantly make it easier to solve difficult situation.Working in a team requires much more than pure focus on the job at hand. As the work environment entails people, it is crucial to ensure each individual is appreciated and noticed. By investing in the wellbeing of the team members, as well as the efficiency of the project, managers make it more likely the employe e also wants to guarantee the company succeeds.THE ELEMENTS TO MAKE ONE-ON-ONES A SUCCESSSince one-on-ones are crucial for the success of the company, how can you guarantee you are doing them the right way? Firstly, understanding the importance of these meetings is already an important step to building a great one-on-one.Secondly, you want to focus on the elements that create a culture of good one-on-ones at the workplace. The below is a collection of these elements and they are a great guideline for any manager looking to add more meaning to one-on-ones.Prepare in advanceDon’t treat one-on-ones as a meeting that just happens. Although the conversation should be relaxed and open to new directions, it doesn’t mean you don’t need to prepare for it.You need to have a list of the most important things you’d like to go through and it’s a good idea to prepare feedback for the employee.Plan enough time for the one-on-one meetingThe meeting should ideally last at least 30 minutes. This ensures the conversation doesn’t feel rushed, but you also don’t want it to be longer than needed.Make sure you organise the one-on-ones when you have enough time at hand. If you or, indeed, the employee feel too stressed with other tasks, it might hinder the effectiveness of the meeting.Let your employee run the one-on-one meetingThe meeting should never be about the manager, but about the employee! Even though you need to prepare for the meeting, you need to ensure the meeting’s focus is on the employee.This highlights to the employee that you, as a manager, truly value their opinion and it ensures the employee also comes prepared for the meeting. So, always tell the employee you want them to run the meeting beforehand!Ask questions and listen to your employeeYou must listen to your employee â€" do not get into a meeting with pre-set mind. Be open to their ideas and ask questions about their experience. This helps you understand the person better and helps build a stro nger relationship.Keep the meetings regularOne-on-ones shouldn’t be an occasional meeting that mostly happens when things aren’t going well in the company. The more regular the meeting, the better the team’s work ethic will be.Hold your meetings regularly and don’t get into the habit of cancelling them! You don’t want the employees to feel the meetings aren’t important.Total dedication and presence during the meetingToday’s workplace can be quite hectic, but the dangers of multitasking are becoming more evident. When you are holding a one-on-one, make sure you dedicate all of your time and focus to the meeting. Don’t answer the phone or check your e-mails while you are at the meeting!Don’t forget notes or follow-throughsRemember to use the one-on-one as an opportunity to improve the company and the team spirit. Always take notes of what the employee is telling you to ensure you can check if the ideas are worth implementing.In addition, don’t forget to send an e-m ail or other such note about the meeting to your employee. This can be a compilation of the points discussed at the meeting and ideas for the next meeting.Make the employee the priority of the meetingAbove all, the employee needs to be the priority of the meeting. The one-on-one isn’t about your company or the goal at hand, it is about helping the employee to succeed. If your employee succeeds, your company will succeed.Finally, the below YouTube video is a great introduction to organising successful meetings. THE ESSENTIAL QUESTIONS FOR ONE-ON-ONE MEETINGNot all questions are alike and you don’t want to use the precious time for asking the wrong questions. If you want to make the most of the meeting, you need to know what are the key questions to ask.Since both managers and employees should be asking questions at the meeting, we’ve split this section in to two. You can find the best questions for both managers and employees.1) What should the manager be asking?The following a re some example questions a manager should be asking at one-on-ones:What would you like to focus on at this meeting?As mentioned above, you want the employee to lead the conversation and so it is a good idea to ask the above question. It helps to kick start the conversation and you can focus your own follow-up questions accordingly.How did last week go? What did you learn during last week?You want to ask about the employee’s workweek to make sure you see how well they are doing. Their answer can tell you a lot about the way they prepare for the work and point out any problems they might have.You also want your employees to be constantly improving their skills and asking about what new they have learned can help you streamline your management style as well to support their development.How are you preparing for the week ahead?As well as asking about what the employee has done, you also want to focus on the future. Ask about their plans and give tips if they seem lost.What has inspir ed and motivated you in the past week?Keep asking about the employee’s inspiration and motivation. This can help you ensure your employees feel motivated and rewarded.What are your biggest concerns at the moment? How would you solve them?Make sure you also focus on the problematic areas of the work or the specific project. You also want to find out what your employee would do to solve the situation.If you could change one thing, what would it be?This doesn’t necessarily even need to be about the workplace or the project. The answer can give you great insight into the employee’s personality and focus.What would you like me to help you with the most?With this question, you can make your employee feel more appreciated. It tells them you have not let them to their own devices and the question can help you ensure your team members stay motivated.Does the work you do meet your expectations? If not, why?Your employee had a reason to seek employment with your company and you want to m ake sure you know what drove them to the position. Continue to keep asking whether they are satisfied with the position and the career and how you can ensure they stay happy.How are you doing outside work?Naturally, you need to also ask about their personal life. Once you get to know the person more, you can ask more direct questions like “How are the kids?” and “What did you do with your partner during the weekend?” Just ensure you don’t sound intrusive and don’t push the employee to talk about things they don’t want.What should the employee be asking?But the manager shouldn’t be the only one asking questions. In order to make the most of the meetings, it’s crucial the employee also asks the tough questions.What are the key goals for you?By understanding your manager’s goals, you can better focus on the right aspects in your own work. It is important that you are both aware of each other’s goals and dreams in the workplace.How would you like me to improve my w ork?As well as giving your own insight into improving your work, you also want to know what your manager thinks. Your manager might be able to point out things to you that you wouldn’t necessarily pick up yourself.Do I continue to meet the company’s expectations?You were most likely picked as the preferred candidate from a group of other people seeking employment and you want to know what made the company hire you. Keep asking questions that tell you whether you are still meeting these expectations and what the company would want from you in the future.What can I be accountable for the next time we talk?You want your manager to provide you tasks and goals. Take the initiative to ask about these instead of just assuming to know what they are.How could I help the team this week?You also want to make sure to ask about your role and responsibilities within the bigger team. It’s a good idea to let your manager know you can help him or her deal with tricky situations and to help ens ure every member in the team is doing their job correctly.What challenge could I take to better my career?You should also be aware of the career path your manager has taken and ask his or her insight into how you can improve yours. Your manager might be able to help you find challenges that give your career more focus and perhaps even help you find a position that better suits your ambitions.How could you help me solve this problem?If you have a problem at work, instead of just blurting it out, ask your manager for insights. This will make the issue seem like an obstacle you want to overcome rather than just a whine about the situation.How are you doing?Finally, you should also be interested in your manager’s personal life. Don’t forget to ask about his or her personal activities and goals, as this makes you both feel more at ease together.THE THINGS TO AVOID DURING ONE-ON-ONEFinally, it is important to understand some of the most common pitfalls managers make when it comes to o rganising one-on-ones. Like with many things in life, it sometimes helps to be aware of the things you need to avoid, as well as the things you should be doing.The below points are common mistakes managers make in the meetings, so don’t be too harsh on yourself if you recognise yourself from the points. Just be sure the next meeting you organise won’t be filled with these mishaps.Treating it like an interviewOne-on-one meetings aren’t an interview but rather a conversation. Although you need to ask questions, especially the ones mentioned above, you shouldn’t just make it a question-answer-question kind of situation.Use the questions as a way to engage in a meaningful conversation and one where ideas are born and new thoughts come to life. Let the questions direct the conversation, but not be the sole purpose of it.Furthermore, you need to be careful to avoid following a similar pattern each week or repeatedly asking the same questions. While you need to know how the project is going along, don’t always ask, “So how’s the project going along?”Solely focusing on the businessBusiness here doesn’t just mean the company, but rather aspects of the professional life. Don’t make the meeting only about what is going on in terms of work life, but balance it with personal issues.It’s impossible to completely remove your personal life from your job and therefore you want to be aware of things the employee is going through outside of work. It doesn’t need to get into any detail, but you want to be aware of the personal aspect of the employee’s life as well.Using it as an ego boostThe meeting isn’t about the bragging rights within a team. You shouldn’t ever make it about you as a manager or the company. One-on-ones shouldn’t just be an ego boost for either the manager or the employee, but rather a meeting to discuss the positives and negatives of the project.Furthermore, while talking about your personal lives can help bridge the gap between the two of you and build your relationship further, make sure the conversation isn’t one-sided. Don’t make it all about your own weekend trips!Too rash follow-up judgementsAs mentioned above, you should always follow-up the points discussed at the meeting. But don’t be too quick with the follow-ups in terms of judgement. If you immediately give feedback on the ideas, you are more likely to say ‘no’ to them. On the other hand, you also don’t want to agree with an idea, no matter how good it sounds, without carefully thinking it through.Whether or not you agree with the idea, you need to make sure you justify your reasoning later on. Sometimes you could even continue the conversation at a next meeting, once both of you have brainstormed the idea further.FINAL THOUGHTSOne-on-ones can enhance the way the team operates and help the business flourish. But they are also a great way to learn more about yourself and the work you do. It is, therefore, important to pay attention t o what goes on in the meeting and learn from the feedback you give and receive.A good one-on-one question is always focused on improvement and enhancing your skillset. Don’t treat the meeting as an unavoidable aspect of your job, but rather as an opportunity to improve your own career and help your company to succeed.