AQA GCE Specification 2007 - Littleover Community School

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Business Studies - Advanced Subsidiary and Advanced, <strong>2007</strong> examinationShareholders’ ratios (dividendper share and dividend yield)Limitations upon the use ofratios13.6 Contribution andBreak-even Analysis13.7 InvestmentDecision-makingForecasting cash flows in asituation of market and costuncertaintyQuantitative appraisalthrough payback, AverageRate of Return (ARR) anddiscounted cash flow (NPVonly)Qualitative factors affectingdecisionsCalculation and interpretation; awareness of the importance ofdividends to investors (hence pressure for short-term profit).Evaluation of ratios over time, inter-firm and in relation toaccountants’ norms; understanding the problems of drawing solidconclusions from the data.Decision-making based upon changing the variables in break-evencharts; special order decisions.Emphasis on the source and quality of the data and an appraisal ofthe risks involved.Calculation and evaluation of these techniques; pros and cons of eachand of quantitative methods as a whole; understanding criterionlevels.Setting investment decisions in the context of objectives, corporateimage, human relations and risk.24 klm
Advanced Subsidiary and Advanced, <strong>2007</strong> examination - Business Studies14 A2 Module 5People and OperationsManagementPeople inOrganisationsCandidates are expected to gain an understanding of people at work in anintegrated context within the organisation and the wider environment. They arerequired to understand the interrelationships between organisational structure,leadership style and motivation in a business, and to evaluate the implications ofthese for the effective planning and management of human resources.Management Structure and Organisation, and Motivation are covered in thePeople in Organisations section of AS Module 2. Both topics are part of the fullA Level specification, though no further content need be taught. The topics shouldbe revisited to provide theoretical underpinning to the new material onCommunication, Employer/Employee Relations and Human ResourceManagement.14.1 CommunicationRelationship betweenmotivation andcommunicationBarriers to effectivecommunicationDifficulties for largerorganisations and possiblesolutions14.2 Employer/EmployeeRelationsDiffering approaches toemployee relations at thecollective and individual levelEmployee participation andindustrial democracyThe role of trade unions andACASPrinciples of employment lawEffect of poor morale on communication and vice versa; importanceof feedback.Attitudes, intermediaries, lack of common language or sense ofpurpose.Communication overload, many layers of hierarchy, over reliance onwritten; the use of information technology; decentralisation.Emphasis should be on recent and potential approaches andinitiatives, and be linked to an organisation’s underlying approach tomotivation or leadership.Individual versus collective bargaining; secure, full-time, salariedversus temporary and sub-contracted work.Works councils; employee shareholders; autonomous work groups;practical problems and benefits of working in teams; impact onmotivation.Objectives, functions and organisation of unions; industrial disputesand methods of resolution (including conciliation and arbitration);single union and no strike agreements; the role of ACAS.Individual labour law; collective labour law; impact on business ofemployment legislation.klm 25
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AQA GCE Specification 2007 - Littleover Community School

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