Publications
Target Costing
Ron Baker at VeraSage has a great book review of a Target Costing text. Despite our minor coverage in class of target costing, it is not a widely used concept in the United States, but we should be prepared for that to change. As I’ve said before, I think that students in the future will take a separate course that focuses on pricing and includes more in-depth target costing coverage than we see today.
Read more at: Book Review: Target Cost Management at Verasage Institute.
Coke’s Eagan operation: A new energy-efficiency model
Don Shelby of WCCO fame has landed at MinnPost and offers a look at local sustainability success at Coca-Cola. As with nearly every business decision, the benefits have to outweigh the costs for any long-term efforts to take root. As with other environmental initiatives elsewhere, the opportunity to save money, increase profits, and become more marketable to green-conscious consumers are all drivers of decisions to push environmental practices. I expect this snowball to continue to grow.
Has Coca-Cola become a great steward of the earth? In many ways it has, but that alone won’t carry the day with businesses out to make money for investors. Coca-Cola gets the attention of the industrial world when it announces that all of these efficiencies have made, or will make in the future, higher profits for the company. Coca-Cola says the economic, environmental and social implications of business are more important than ever. “We understand that sustainability is core to our business,” the company says in a statement. Coke’s new in-house motto is “Live Positively.”
Mark Blaiser, executive director of the Chamber’s “Waste Wise” program, said: “Sustainability is smart business. Saving energy is smart business. Environmental sustainability is not going away, it is not a fad. There are great economic opportunities for businesses that adopt a sustainability model. Those are the businesses that will lead the way to the future.”
via MinnPost – Don Shelby: Coke’s Eagan operation: A new energy-efficiency model.
Communication Nation: The connected company
Here is an interesting blog post that looks at how companies behave and argues that they work more like living organisms than machines. Few companies survive long-term, so understanding why they collapse is important if one wants to advance companies as going concerns. Check it out at the link below:
Unintended Consequences of Tax Laws
Unintended consequences have probably plagued every tax law since the beginning of time. As described previously with regard to import tariffs on Ford vans, wily taxpayers can and will find ways to pay lower taxes by exploiting loopholes unwittingly created by legislators when they are crafting the laws and trying to pander to lobbyists and constituencies along the way. In Saturday’s Wall Street Journal (which I happened to have time to actually read — something that is in short supply these days) there were two pieces in the same section that highlighted the nature of unintended consequences.
The first of these is a piece on US companies that are flush with cash on paper, resorting to borrowing funds to avoid repatriating income back into the United States that was earned elsewhere. So instead of being able to create jobs and innovations at home, the unintended consequence is that the money is being reserved to spend (now or later) overseas.
Politicians have been carping about the more than $2 trillion in cash sitting idle in corporate coffers even as unemployment remains high. But much of that cash isn’t in the U.S.; it is abroad. And it isn’t likely to come back home unless U.S. tax laws change.
U.S. companies are taxed at up to 35% when they bring home the earnings generated through the operations of their overseas subsidiaries. They get a credit for any taxes paid to foreign governments—but, since the corporate-tax rate in the U.S. is one of the world’s highest, most companies are in no rush to bring the money back onshore. By keeping those earnings abroad, U.S. companies can indefinitely defer their day of reckoning with the IRS.
That can put firms in the peculiar position of having tons of cash offshore that they might need but can’t use at home without taking a tax hit.
The U.S. is the only major country that taxes foreign earnings of its own companies this way. American investors may not come out ahead either. In a 2007 survey of executives at more than 400 companies, Massachusetts Institute of Technology economist Michelle Hanlon found that the desire to avoid the repatriation tax led to a variety of distortions, most of which end up making companies less efficient.
Particularly noteworthy is that the United States is the only major country with these kinds of regulations. That creates an unequal playing field and may result in more jobs being off-shored in the future. Read more at:
The Intelligent Investor: Why Investors Can’t Get More Cash Out of U.S. Companies. Jason Zweig. Wall Street Journal. (Eastern edition). New York, N.Y.: Feb 19, 2011. pg. B.1
The second article is a unique take on the “marriage penalty” that hits joint filers with higher income taxes than if they had remained single. This one focuses on same-sex couples that have a recognized union according to state law but that is not recognized (because no same-sex union is) at the state level.
U.S. tax and property laws are so complex that unintended consequences are common. Here is one: Thanks to a 1996 federal law aimed at preserving traditional marriage, thousands of same-sex couples in California, Nevada, and Washington state could get big tax bonuses on their federal returns starting this year.
The bonuses are off-limits to heterosexual married couples—a sharp reminder of the “marriage penalty” that often dings two-earner couples.
The three states also now apply community-property laws to registered domestic partners. So the Internal Revenue Service—which must follow state property laws—has ruled that these couples should figure their total community income and split it down the middle, starting in 2010.
That is where the benefit comes in. Although domestic partners must divide their income equally, the federal Defense of Marriage Act prevents the IRS from treating these couples as married joint filers. So for 2010 and after, each partner will claim half the community income but still file as single or head of household.
The result, in many cases, is a federal tax savings because a couple will avoid the marriage penalty that often raises taxes for two-earner heterosexual married couples.
“We’re speaking in hushed tones about this benefit, trying not to call attention to it,” says Chris Kollaja, a CPA with A.L. Nella & Co. in San Francisco.
WEEKEND INVESTOR — Wealth Manager — Tax Report: Same-Sex Couples And The Marriage Penalty. Laura Saunders. Wall Street Journal. (Eastern edition). New York, N.Y.: Feb 19, 2011. pg. B.9
More on CPA exam changes
The February/March issue of the MNCPA magazine, Footnote, contains a brief article about the CPA Exam changes that started in January. We aren’t quite to the point of getting people as whipped up as when calculators were first allowed, but it sure seems like we might be heading in that direction. The bottom line remains that this exam is very challenging (some might say grueling) but anything worth having generally is.
Read more at this link: Staff and managers: Beware of significant CPA exam changes.
2011 CPA Exam Changes
If you are looking toward the future and that future includes sitting for the CPA Exam, check out the video at the link below that highlights the changes to the Exam for 2011.
Hulu Reworks Its Script as Digital Change Hits TV
Like music and telecommunications before it, the digitial revolution is set to hit TV hard in the next year or two. One player that has emerged is Hulu, a joint-venture owned primarily by the companies that control the legacy broadcaster Fox, ABC, and NBC. What is interesting is that NBC is now controlled by cable TV giant Comcast and Hulu may end up being a big threat to the cable TV industry.
Even before now, the culture of Hulu that has made it successful has clashed with the culture of its owners:
The partners hired Mr. Kilar, former general manager of Amazon.com Inc.’s North American media business, giving him autonomy to chart a new course. Mr. Kilar, 39, was determined to create an independent corporate culture closer to the tech world than the tradition-bound television business.
The company built a Silicon Valley-inspired startup in a low-slung office park in Santa Monica, a few miles west of its Hollywood owners. In the break room, engineers modified a refrigerator to house a beer keg, cutting a hole in it to fit a special tap in the shape of Hulu’s logo.
Mr. Kilar gave new hires a culture manifesto, an 1,100-word document that paints Hulu as a frugal meritocracy where “Fruity Snacks boxes hold up our monitors,” but where everyone has a “neurotic focus on quality.”
In an office expansion, Mr. Kilar and senior managers gave up their offices to sit at desks in an open floor plan among hundreds of employees, underscoring Hulu’s egalitarian approach.
It wasn’t long before the new venture clashed with owners’ established ways.
What is interesting to me is that Hulu may need a certain kind of culture like the one it has created but that may be prevented by those clinging to the past. Ultimately some company or group of companies will write the future of what TV looks like…the legacy players need to decide if they want to be part of that ride or not. There has already been upheaval at Hulu (read the rest of the article linked below) as they bring in people with cable/satellite backgrounds to manage operations instead of people from tech/startup backgrounds that were running things initially. This is a great example of how culture can impact a business, possibly negatively.
Hulu Reworks Its Script As Digital Change Hits TV. Sam Schechner, Jessica E. Vascellaro. Wall Street Journal. (Eastern edition). New York, N.Y.: Jan 27, 2011. pg. A.1
Company Hires for Culture First, Skills Second
In the wake of watching the Simon Sinek TED talk in class, here is an interesting (and somewhat obvious) way that companies can focus on the “why” instead of the “what.” They can hire people that share the same values and that will fit in with the company culture. It makes sense, but how many job listings to you see that look at the culture? Mostly they list educational requirements and skills, don’t they?
By focusing on hiring people that value the same thing that the company (and its culture) have as priorities, they can be more successful. Another company that I’ve written about before that does this is Zappos. In fact, the Zappos slogan is “powered by service” and that service starts with the employees.
Why Can’t Kmart Be Successful While Target and Walmart Thrive?
In simplified terms, we can think of Walmart as a cost leader and Target as a differentiator. What does that make Kmart? Can companies get “stuck” in the middle and suffer as a result? I’m not sure it is that simple, but certainly companies that are not able to either identify their core competencies or that are unable to capitalize on them have a hard time competing. Kmart seems to be a company that is lost, and they have seemed that way for many years. Consider this quote from an HBR blog post (link at the bottom of this post)
We believe that all successful companies — Walmart and Target included — know precisely how they provide value for customers. They make a deliberate choice about their “way to play” in the market, guided primarily by what those companies do uniquely well: their distinctive capabilities. We define capabilities not as “people capabilities,” but as the interconnected people, knowledge, systems, tools and processes that create differentiated value.
The blog post goes on to mention the factors that are unique to Walmart and those that are Target’s strengths. Kmart seems to be unfocused in comparison and the market punishes them as a a result. Read more at the link below:
Twin Cities on Target’s short list for urban small-store expansion
I posted about this several months back, but here is an update about local plans for smaller-format Target stores in the Twin Cities.
