Traditional and Modern Theory of Cost in Short Run and Long Run

Traditional Theory

Traditional theory distinguishes between the short run and the long run. The short run is the period during which some factors) is fixed; usually capital equipment and entrepreneurship are considered as fixed in the short run.

The long run is the period over which all factors become variable.

  1. Short-Run Costs of the Traditional Theory:

In the traditional theory of the firm total costs are split into two groups total fixed costs and total variable costs:

TC = TFC + TVC

The fixed costs include:

(a) Salaries of administrative staff

(b) Depreciation (wear and tear) of machinery

(c) Expenses for building depreciation and repairs

(d) Expenses for land maintenance and depreciation (if any).

Another element that may be treated in the same way as fixed costs is the normal profit, which is a lump sum including a percentage return on fixed capital and allowance for risk.

The variable costs include:

(a) The raw materials

(b) The cost of direct labour

(c) The running expenses of fixed capital, such as fuel, ordinary repairs and routine maintenance.

The total fixed cost is graphically denoted by a straight line parallel to the output axis (figure 4.1). The total variable cost in the traditional theory of the firm has broadly an inverse-S shape (figure 4.2) which reflects the law of variable proportions. According to this law, at the initial stages of production with a given plant, as more of the variable factors) is employed, its productivity increases and the average variable cost falls.

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This continues until the optimal combination of the fixed and variable factors is reached. Beyond this point as increased quantities of the variable factors(s) are combined with the fixed factors) the productivity of the variable factors) declines (and the A VC rises). By adding the TFC and TVC we obtain the TC of the firm (figure 4.3). From the total-cost curves we obtain average-cost curves.

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The average fixed cost is found by dividing TFC by the level of output:

AFC = TFC / X

Graphically the AFC is a rectangular hyperbola, showing at all its points the same magnitude, that is, the level of TFC (figure 4.4).

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The average variable cost is similarly obtained by dividing the TVC with the corresponding level of output:

AVC = TVC / X

Graphically the A VC at each level of output is derived from the slope of a line drawn from the origin to the point on the TVC curve corresponding to the particular level of output. For example, in figure 4.5 the AVC at X1 is the slope of the ray 0a, the A VC at X2 is the slope of the ray Ob, and so on. It is clear from figure 4.5 that the slope of a ray through the origin declines continuously until the ray becomes tangent to the TVC curve at c. To the right of this point the slope of rays through the origin starts increasing. Thus the SA VC curve falls initially as the productivity of the variable factors) increases, reaches a minimum when the plant is operated optimally (with the optimal combination of fixed and variable factors), and rises beyond that point (figure 4.6).

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The ATC is obtained by dividing the TC by the corresponding level of output:

ATC = TC / X = TFC + TVC / X = AFC + AVC

Graphically the ATC curve is derived in the same way as the SAVC. The ATC at any level of output is the slope of the straight line from the origin to the point on the TC curve corresponding to that particular level of output (figure 4.7). The shape of the A TC is similar to that of the AVC (both being U-shaped). Initially the ATC declines, it reaches a minimum at the level of optimal operation of the plant (XM) and subsequently rises again (figure 4.8).

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The U shape of both the AVC and the ATC reflects the law of variable proportions or law of eventually decreasing returns to the variable factor(s) of production. The marginal cost is defined as the change in TC which results from a unit change in output. Mathematically the marginal cost is the first derivative of the TC function. Denoting total cost by C and output by X we have

MC = ∂C / ∂X

Graphically the MC is the slope of the TC curve (which of course is the same at any point as the slope of the TVC). The slope of a curve at any one of its points is the slope of the tangent at that point. With an inverse-S shape of the TC (and TVC) the MC curve will be U-shaped. In figure 4.9 we observe that the slope of the tangent to the total-cost curve declines gradually, until it becomes parallel to the X-axis (with its slope being equal to zero at this point), and then starts rising. Accordingly we picture the MC curve in figure 4.10 as U-shaped.

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In summary: the traditional theory of costs postulates that in the short run the cost curves (AVC, ATC and MC) is U-shaped, reflecting the law of variable proportions. In the short run with a fixed plant there is a phase of increasing productivity (falling unit costs) and a phase of decreasing productivity (increasing unit costs) of the variable factor(s).

Between these two phases of plant operation there is a single point at which unit costs are at a minimum. When this point on the SATC is reached the plant is utilized optimally, that is, with the optimal combination (proportions) of fixed and variable factors.

The relationship between ATC and AVC:

The AVC is a part of the ATC, given ATC = AFC + AVC. Both AVC and ATC are U-shaped, reflecting the law of variable proportions. However, the minimum point of the ATC occurs to the right of the minimum point of the AVC (figure 4.11). This is due to the fact that ATC includes AFC, and the latter falls continuously with increases in output.

After the AVC has reached its lowest point and starts rising, its rise is over a certain range offset by the fall in the AFC, so that the ATC continues to fall (over that range) despite the increase in AVC. However, the rise in AVC eventually becomes greater than the fall in the AFC so that the A TC starts increasing. The A VC approaches the A TC asymptotically as X increases.

In figure 4.11 the minimum AVC is reached at X1 while the ATC is at its minimum at X2. Between X1 and X2 the fall in AFC more than offsets the rise in AVC so that the ATC continues to fall. Beyond X2 the increase in AVC is not offset by the fall in AFC, so that ATC rises.

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The relationship between MC and ATC:

The MC cuts the ATC and the AVC at their lowest points. We will establish this relation only for the ATC and MC, but the relation between MC and AVC can be established on the same lines of reasoning.

We said that the MC is the change in the TC for producing an extra unit of output. Assume that we start from a level of n units of output. If we increase the output by one unit the MC is the change in total cost resulting from the production of the (n + l)th unit.

The AC at each level of output is found by dividing TC by X. Thus the AC at the level of Xis

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Thus:

(a) If the MC of the (n + 1)th unit is less than ACn (the AC of the previous n units) the AC n+1 will be smaller than the ACn.

(b) If the MC of the (n + 1)th unit is higher than ACn (the AC of the previous n units) the ACn+1 will be higher than the ACn.

So long as the MC lies below the AC curve, it pulls the latter downwards; when the MC rises above the AC, it pulls the latter upwards. In figure 4.11 to the left of a the MC lies below the AC curve, and hence the latter falls downwards. To the right of a the MC curve lie above the AC curve, so that AC rises. It follows that at point a, where the inter­section of the MC and AC occurs, the AC has reached its minimum level.

  1. Long-Run Costs of the Traditional Theory: The ‘Envelope’ Curve:

In the long run all factors are assumed to become variable. We said that the long-run cost curve is a planning curve, in the sense that it is a guide to the entrepreneur in his decision to plan the future expansion of his output. The long-run average-cost curve is derived from short-run cost curves. Each point on the LAC corresponds to a point on a short-run cost curve, which is tangent to the LAC at that point. Let us examine in detail how the LAC is derived from the SRC curves.

Assume, as a first approximation, that the available technology to the firm at a particular point of time includes three methods of production, each with a different plant size: a small plant, medium plant and large plant. The small plant operates with costs denoted by the curve SAC1, the medium-size plant operates with the costs on SAC2 and the large-size plant gives rise to the costs shown on SAC3 (figure 4.12). If the firm plans to produce output X3 it will choose the small plant. If it plans to produce X2 it will choose the medium plant. If it wishes to produce X1 it will choose the large- size plant.

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If the firm starts with the small plant and its demand gradually increases, it will produce at lower costs (up to level X’1). Beyond that point costs start increasing. If its demand reaches the level X”1 the firm can either continue to produce with the small plant or it can install the medium-size plant. The decision at this point depends not on costs but on the firm’s expectations about its future demand. If the firm expects that the demand will expand further than X”1 it will install the medium plant, because with this plant outputs larger than X’1 are produced with a lower cost.

Similar con­siderations hold for the decision of the firm when it reaches the level X”2. If it expects its demand to stay constant at this level, the firm will not install the large plant, given that it involves a larger investment which is profitable only if demand expands beyond X”2. For example, the level of output X3 is produced at a cost c3 with the large plant, while it costs c’2 if produced with the medium-size plant (c’2 > c3).

Now if we relax the assumption of the existence of only three plants and assume that the available technology includes many plant sizes, each suitable for a certain level of output, the points of intersection of consecutive plants (which are the crucial points for the decision of whether to switch to a larger plant) are more numerous. In the limit, if we assume that there is a very large number (infinite number) of plants, we obtain a continuous curve, which is the planning LAC curve of the firm.

Each point of this curve shows the minimum (optimal) cost for producing the corresponding level of output. The LAC curve is the locus of points denoting the least cost of producing the corresponding output. It is a planning curve because on the basis of this curve the firm decides what plant to set up in order to produce optimally (at minimum cost) the expected level of output.

The firm chooses the short-run plant which allows it to produce the anticipated (in the long run) output at the least possible cost. In the traditional theory of the firm the LAC curve is U-shaped and it is often called the ‘envelope curve’ because it ‘en­velopes’ the SRC curves (figure 4.13).

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Let us examine the U shape of the LAC. This shape reflects the laws of returns to scale. According to these laws the unit costs of production decrease as plant size increases, due to the economies of scale which the larger plant sizes make possible. The traditional theory of the firm assumes that economies of scale exist only up to a certain size of plant, which is known as the optimum plant size, because with this plant size all possible economies of scale are fully exploited.

If the plant increases further than this optimum size there are diseconomies of scale, arising from managerial inefficiencies. It is argued that management becomes highly complex, managers are overworked and the decision-making process becomes less efficient. The turning-up of the LAC curve is due to managerial diseconomies of scale, since the technical diseconomies can be avoided by duplicating the optimum technical plant size.

A serious implicit assumption of the traditional U-shaped cost curves is that each plant size is designed to produce optimally a single level of output (e.g. 1000 units of X). Any departure from that X, no matter how small (e.g. an increase by 1 unit of X) leads to increased costs. The plant is completely inflexible. There is no reserve capacity, not even to meet seasonal variations in demand.

As a consequence of this assumption the LAC curve ‘envelopes’ the SRAC. Each point of the LAC is a point of tangency with the corresponding SRAC curve. The point of tangency occurs to the falling part of the SRAC curves for points lying to the left of the minimum point of the LAC since the slope of the LAC is negative up to M (figure 4.13) the slope of the SRMC curves must also be negative, since at the point of their tangency the two curves have the same slope.

The point of tangency for outputs larger than XM occurs to the rising part of the SRAC curves since the LAC rises, the SAC must rise at the point of their tangency with the LAC. Only at the minimum point M of the LAC is the corresponding SAC also at a minimum. Thus at the falling part of the LAC the plants are not worked to full capacity; to the rising part of the LAC the plants are overworked; only at the minimum point M is the (short-run) plant optimally employed.

We stress once more the optimality implied by the LAC planning curve each point represents the least unit-cost for producing the corresponding level of output. Any point above the LAC is inefficient in that it shows a higher cost for producing the correspon­ding level of output. Any point below the LAC is economically desirable because it implies a lower unit-cost, but it is not attainable in the current state of technology and with the prevailing market prices of factors of production. (Recall that each cost curve is drawn under a ceteris paribus clause, which implies given state of technology and given factor prices.)

The long-run marginal cost is derived from the SRMC curves, but does not ‘en­velope’ them. The LRMC is formed from points of intersection of the SRMC curves with vertical lines (to the X-axis) drawn from the points of tangency of the corresponding SAC curves and the LRA cost curve (figure 4.14). The LMC must be equal to the SMC for the output at which the corresponding SAC is tangent to the LAC. For levels of X to the left of tangency a the SAC > LAC.

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At the point of tangency SAC = LAC. As we move from point a’ to a, we actually move from a position of inequality of SRAC and LRAC to a position of equality. Hence the change in total cost (i.e. the MC) must be smaller for the short-run curve than for the long-run curve. Thus LMC > SMC to the left of a. For an increase in output beyond X, (e.g. X’1) the SAC > LAC. That is, we move from the position a of equality of the two costs to the position b where SAC is greater than LAC. Hence the addition to total cost (= MC) must be larger for the short-run curve than for the long-run curve. Thus LMC < SMC to the right of a.

Since to the left of a, LMC > SMC, and to the right of a, LMC < SMC, it follows that at a, LMC – SMC. If we draw a vertical line from a to the X-axis the point at which it intersects the SMC (point A for SAC1) is a point of the LMC.

If we repeat this procedure for all points of tangency of SRAC and LAC curves to the left of the minimum point of the LAC, we obtain points of the section of the LMC which lies below the LAC. At the minimum point M the LMC intersects the LAC. To the right of M the LMC lies above the LAC curve. At point M we have

SACM = SMCM = LAC = LMC

There are various mathematical forms which give rise to U-shaped unit cost curves. The simplest total cost function which would incorporate the law of variable pro­portions is the cubic polynomial

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The TC curve is roughly S-shaped , while the ATC, the AVC and the MC are all U-shaped; the MC curve intersects the other two curves at their minimum points (figure 4.11).

The Modern Theory of Costs

The modem theory of costs differs from the traditional theory of costs with regard to the shapes of the cost curves. In the traditional theory, the cost curves are U-shaped. But in the modem theory which is based on empirical evidences, the short-run SAVC curve and the SMC curve coincide with each other and are a horizontal straight line over a wide range of output. So far as the LAC and LMC curves are concerned, they are L-shaped rather than U-shaped. We discuss below the nature of short- run and long-run cost curves according to the modem theory.

(1) Short-Run Cost Curves:

As in the traditional theory, the short-run cost curves in the modem theory of costs are the AFC, SAVC, SAC and SMC curves. As usual, they are derived from the total costs which are divided into total fixed costs and total variable costs.

But in the modem theory, the SAVC and SMC curves have a saucer-type shape or bowl-shape rather than a U-shape. As the AFC curve is a rectangular hyperbola, the SAC curve has a U-shape even in the modem version. Economists have investigated on the basis of empirical studies this behaviour pattern of the short-run cost curves.

According to them, a modern firm chooses such a plant which it can operate eas­ily with the available variable direct factors. Such a plant possesses some reserve capacity and much flexibility. The firm installs this type of plant in order to produce the maximum rate of output over a wide range to meet any increase in demand for its product.

The saucer-shaped SAVC and SMC curves are shown in Figure 7. To begin with, both the curves first fall upto point A and the SMC curvelies below the SAVC curve. “The falling part of the SAVC shows the reduction in costs due to the better utilisation of the fixed factor and the consequent increase in skills and productiv­ity of the variable factor (labour).

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With better skills, the wastes in raw materials are also being reduced and a better utilisation of the whole plant is reached.” So far as the flat stretch of the saucer-shaped SAVC curve over Q:1Q2 range of output is concerned, the empirical evidence reveals that the operation of a plant within this wide range exhibits constant returns to scale.

The reason for the saucer-shaped SAVC curve is that the fixed factor is divisible. The SAV costs are constant over a large range, up to the point at which all of the fixed factor is used. Moreover, the firm’s SAV costs tend to be constant over a wide range of output because there is no need to depart from the optimal combination of labour and capital in those plants that are kept in operation.

Thus there is a large range of output over which the SAVC curve will be flat. Over that range, SMC and SAVC are equal and are constant per unit of output. The firm will, therefore, continue to produce within Q1Q2 reserve capacity of the plant, as shown in Figure 7.

After point B, both the SAVC and SMC curves start rising. When the firm departs from its normal or the load factor of the plant in order to obtain higher rates of output beyond Q2, it leads to higher SAVC and SMC. The increase in costs may be due to the over­time operations of the old and less efficient plant leading to frequent breakdowns, wastage of raw materials, reduction in labour productivity and increase in labour cost due to overtime operations. In the rising portion of the SAVC curve beyond point B, the SMC curve lies above it.

The short-run average total cost curve (SATC or SAC) is obtained by adding vertically the average fixed cost curve (AFC) and the SAVC curve at each level of output. The SAC curve, as shown in Figure 8, continues to fall up to the OQ level of output at which the reserve capacity of the plant is fully exhausted.

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Beyond that output level, the SAC curve rises as output increases. The smooth and continuous fall in the SAC curve upto the OQ level of output is due to the fact that the AFC curve is a rectangular hyperbola and the SAVC curve first falls and then becomes horizontal within the range of reserve capacity. Beyond the OQ output level, it starts rising steeply. But the minimum point M of the SAC curve where the SMC curve intersects it, is to the right of point E of the SAVC curve. This is because the SAVC curve starts rising steeply from point E while the AFC curve is falling at a very low rate.

(2) Long-Run Cost Curves:

Empirical evidence about the long-run average cost curve reveals that the LAC curve is L-shaped rather than U-shaped. In the beginning, the LAC curve rapidly falls but after a point “the curve remains flat, or may slope gently downwards, at its right-hand end.” Economists have assigned the following reasons for the L-shape of the LAC curve.

  1. Production and Managerial Costs:

In the long run, all costs being variable, production costs and managerial costs of a firm are taken into account when considering the effect of expansion of output on average costs. As output increases, production costs fall continuously while managerial costs may rise at very large scales of output. But the fall in production costs outweighs the increase in managerial costs so that the LAC curve falls with increases in output. We analyse the behaviour of production and managerial costs in explaining the L-shape of the LAC curve.

Production Costs:

As a firm increases its scale of production, its production costs fall steeply in the beginning and then gradually. The is due to the technical economies of large scale production enjoyed by the firm. Initially, these economies are substantial. But after a certain level of output when all or most of these economies have been achieved, the firm reaches the minimum optimal scale or mini­ mum efficient scale (MES).

Given the technology of the industry, the firm can continue to enjoy some technical economies at outputs larger than the MES for the following reasons:

(a) from further decentralisation and improvement in skills and productivity of labour; (b) from lower repair costs after the firm reaches a certain size; and

(c) by itself producing some of the materials and equipment cheaply which the firm ne

eds instead of buying them from other firms.

Managerial Costs:

In modern firms, for each plant there is a corresponding managerial set-up for its smooth operation. There are various levels of management, each having a separate management technique applicable to a certain range of output. Thus, given a managerial set-up for a plant, its mana­gerial costs first fall with the expansion of output and it is only at a very large scale output, they rise very slowly.

To sum up, production costs fall smoothly and managerial costs rise slowly at very large scales of output. But the fall in production costs more than offsets the rise in managerial costs so that the LAC curve falls smoothly or becomes flat at very large scales of output, thereby giving rise to the L-shape of the LAC curve.

In order to draw such an LAC curve, we take three short-run average cost curves SAC1 SA С2, and SAC3representing three plants with the same technol­ogy in Figure 9. Each SAC curve includes production costs, managerial costs, other fixed costs and a mar­gin for normal profits. Each scale of plant (SAC) is subject to a typical load factor capacity so that points A, В and С represent the minimal optimal scale of out­put of each plant.

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By joining all such points as A, В and С of a large number of SACs, we trace out a smooth and continuous LAC curve, as shown in Figure 9. This curve does not turn up at very large scales of output. It does not envelope the SAC curves but intersects them at the optimal level of output of each plant.

  1. Technical Progress:

Another reason for the existence of the L-shaped LAC curve in the modern theory of costs is technical progress. The traditional theory of costs assumes no technical progress while explaining the U-shaped LAC curve. The empirical results on long-run costs conform the widespread existence of economies of scale due to technical progress in firms.

The period between which technical progress has taken place, the long-run aver­age costs show a falling trend. The evidence of diseconomies is much less certain. So an upturn of the LAC at the top end of the size scale has not been observed. The L-shape of the LAC curve due to tech­nical progress is explained in Figure 10.

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Suppose the firm is producing OQ1 output on LAC1curve at a per unit cost of ОС1 If there is an increase in demand for the firm’s product to OQ2,with no change in technology, the firm will produce OQ2 output along the LAC1 curve at a per unit cost of ОС2. If, however, there is technical progress in the firm, it will install a new plant having LAC2 as the long-run average cost curve. On this plant, it produces OQ2 output at a lower cost OC2 per unit.

Similarly, if the firm decides to increase its output to OQ3 to meet further rise in demand technical progress may have advanced to such a level that it installs the plant with the LAC3 curve. Now it produces OQ3output at a still lower cost OC3 per unit. If the minimum points, L, M and N of these U- shaped long-run average cost curves LAC1, LAC2 and LAC3are joined by a line, it forms an L-shaped gently sloping downward curve LAC.

  1. Learning:

Another reason for the L-shaped long- run average cost curve is the learning process. Learning is the product of experience. If experience, in this context, can be measured by the amount of a commodity produced, then higher the production is, the lower is per unit cost.

The consequences of learning are similar to increasing re­turns. First, the knowledge gained from working on a large scale cannot be forgotten. Second, learning increases the rate of productivity. Third, experience is measured by the aggregate output produced since the firm first started to produce the product.

Learning-by-doing has been observed when firms start producing new products. After they have produced the first unit, they are able to reduce the time required for production and thus reduce their per unit costs. For example, if a firm manufactures airframes, the fall observed in long-run average costs is a function of experience in producing one particular kind of airframe, not airframes in general.

One can, therefore, draw a “learning curve” which relates cost per airframe to the aggregate number of airframes manufactured so far, since the firm started manufacturing them. Figure 11 shows a learning curve LAC which relates the cost of producing a given output to the total output over the entire time period.

Growing experience with making the product leads to falling costs as more and more of it is produced. When the firm has exploited all learning possibilities, costs reach a minimum level, M in the figure. Thus, the LAC curve is L-shaped due to learning by doing.

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Relation between LAC and LMC Curves:

In the modern theory of costs, if the LAC curve falls smoothly and continuously even at very large scales of output, the LMC curve will lie below the LAC curve throughout its length, as shown in Figure 12.

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If the LAC curve is downward sloping up to the point of a minimum optimal scale of plant or a mini­mum efficient scale (MES) of plant beyond which no further scale economies exist, the LAC curve becomes horizontal. In this case, the LMC curve lies below the LAC curve until the MES point M is reached, and beyond this point the LMC curve coincides with the LA С curve, as shown in Figure 13.

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Conclusion:

The majority of empirical cost studies suggest that the U-shaped cost curves postulated by the traditional theory are not observed in the real world. Two major results emerge predominantly from most studies. First, the SAVC and SMC curves are constant over a wide-range of output.

Second, the LAC curve falls sharply over low levels of output, and subse­quently remains practically constant as the scale of output increases. This means that the LAC curve is L-shaped rather than U-shaped. Only in very few cases diseconomies of scale were observed, and these at very high levels of output.

Economies of Scale and the LAC Curve:

The shape of the LAC curve depends fundamentally upon the internal economies and diseconomies of scale, while the shift in the LAC curve depends upon external economies and diseconomies of scale. The LAC curve first declines slowly and then rises gradually after a minimum point is reached.

Initially, the LAC curve slopes downwards due to the availability of certain internal economies of scale to the firm like the economical use of indivisible factors, increased speciali­sation, use of technologically more efficient machines, better managerial and marketing organisation, and ben­efits of pecuniary economies. All these economies lead to increasing returns to scale. It means that as output increases, the LAC curve declines, as shown in Figure 14 where the LAC curve falls gradually up to point M.

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The economies of scale exist only up to this point which is the optimum point of the LAC curve. If the firm expands its output further than this optimum level, diseconomies of scale arise. The diseconomies of scale result from lack of coordination, inefficiencies in management, and problems in marketing, and in­creases in factor prices as the firm expands its scale.

As a result, there are decreasing returns to scale which turn the LAC curve upwards, as shown in the figure where the LAC curve starts rising from point M. Thus internal economies and diseconomies of scale are built into the shape of the LAC curve because they accrue to the firm from its own actions as it expands its output level. They relate only to the long run.

On the other hand, external economies and diseconomies of scale affect the position of the LAC curve. External economies of scale are external to a firm and accrue to it from actions of other firms when the output of the whole industry expands. They reflect interdependence among firms in an indus­try.

They are realised by a firm when other firms in the industry make inventions and evolve specialisation in pro­duction processes thereby reducing its per unit cost. They also arise to firms in an industry from reductions in fac­tor prices. As a result, per unit cost falls and the LAC curve unfits downwards as shown by the shifting of the LAC curve to LAC in Figure 15.

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On the contrary, external diseconomies shift the LAC curve upwards. External diseconomies arise solely through a rise in the market prices of factors used in an industry. When an industry expands, the increase in the demand for factors like labour, capital, equipment, raw materials, power, etc. rises and when the industry is unable to meet this demand due to shortages, per unit cost of firms rises. As a result, the LAC curve shifts upwards, as shown by the shifting of the LAC curve to LAC in Fig. 15.

Contribution pension plans

A defined contribution plan is a common workplace retirement plan in which an employee contributes money and the employer typically makes a matching contribution. Two popular types of these plans are 401(k) and 403(b) plans. Defined contribution plans are the most widely used type of employer-sponsored benefit plans in the United States. The plan may require that you enroll yourself to take advantage.

A defined contribution (DC) plan is a type of retirement plan in which the employer, employee or both make contributions on a regular basis. Individual accounts are set up for participants and benefits are based on the amounts credited to these accounts (through employee contributions and, if applicable, employer contributions) plus any investment earnings on the money in the account. In defined contribution plans, future benefits fluctuate on the basis of investment earnings. The most common type of defined contribution plan is a savings and thrift plan. Under this type of plan, the employee contributes a predetermined portion of his or her earnings to an individual account, all or part of which is matched by the employer.

Defined contribution plans and defined benefit plans have a number of notable differences. In a defined contribution plan, both you and your employer can contribute to your individual account. For some plans, you may be required to wait up to one year before enrolling. There may also be a waiting period before any contributions your employer makes to the account become yours to keep.

In a defined benefit plan, generally only your employer contributes and you get a monthly payout in retirement. There are two types of defined benefit plans: Traditional pensions and cash-balance plans. Both plans automatically enroll participants. However, for some defined benefit plans, you must wait some period of time before you are enrolled and/or the benefits become yours to keep.

Defined-contribution plans accounted for $8.2 trillion of the $29.1 trillion in total retirement plan assets held in the United States as of June 19, 2019, according to the Investment Company Institute. The defined-contribution plan differs from a defined-benefit plan, also called a pension plan, which guarantees participants receive a certain benefit at a specific future date.

Defined contribution plans take pre-tax dollars and allow them to grow in capital market investments on a tax-deferred basis. This means that income tax will ultimately be paid on withdrawals, but not until retirement age (a minimum of 59½ years old, with required minimum distributions (RMDs) starting at age 72).

The idea is that employees earn more money, and thus are subject to a higher tax bracket as full-time workers, and will have a lower tax bracket when they are retired. Furthermore, the income that is earned inside the account is not subject to taxes until it is withdrawn by the account holder (if it’s withdrawn before age 59½, a 10% penalty will also apply, with certain exceptions).

Contributions made to a defined-contribution plan may be tax-deferred. In traditional defined-contribution plans, contributions are tax-deferred, but withdrawals are taxable. In the Roth 401(k), the account holder makes contributions after taxes, but withdrawals are tax-free if certain qualifications are met. The tax-advantaged status of defined-contribution plans generally allows balances to grow larger over time compared to accounts that are taxed every year, such as the income on investments held in brokerage accounts.

Employer-sponsored defined-contribution plans may also receive matching contributions. More than three-fourths of companies contribute to employee 401(k) accounts based on the amount the participant contributes. The most common employer matching contribution is 50 cents per $1 contributed up to a specified percentage, but some companies match $1 for every $1 contributed up to a percentage of an employee’s salary, generally 4%–6%. If your employer offers matching on your contributions, it is generally advisable to contribute at least the maximum amount they will match, as this is essentially free money that will grow over time and will benefit you in retirement.

India

Central Government employees in India who joined after January 1, 2004 participate in National Pension Scheme which is defined contribution plan run by Pension Fund Regulatory Authority of India. Earlier employees were under Defined Benefit Plan.

All Government and Private sector organizations had to offer Provident Fund (PF) which is a type of Defined Contribution Plan. The NPS which was started in 2004 is a recent option given to all Central Government employees. The 10% of contribution made by the employer and employees are mandated by the regulations. Additionally, employees are given the ability to opt for an additional contribution if they so desire. All contributions are managed by the PF authority. PF authority choose the investment vehicle; however, the beneficiaries are given a standard % of returns on their contribution. Some large private sector organizations have also formed their Trust to manage the contributions received from its employees.

United Kingdom

In the UK the shift from defined benefit to defined contribution retirement plans has elevated significantly, to the point where many large DB plans are no longer open to new employees. This momentum has been employer-driven and is considered a response to a combination of factors such as pension underfunding, declined long-term interest rates and the move to more market-based accounting. The focus is now on managing pension fund assets in relation to liabilities instead of market benchmarks. The Pensions Policy Institute estimates that in 2013 there were approximately 8 million private sector workers building up DC benefits, compared to approximately 1 million building up DB benefits. However, one point of concern with these schemes is that employers often contribute less than what they would under final salary plans. According to the National Association of Pension Funds (NAPF), employers contribute on average 11% of salary into final salary schemes, compared to only 6% to money purchase. This indicates that individuals will have to save more of their own income into a retirement fund in order to accomplish a satisfactory retirement income. Companies such as Aon Hewitt, Mercer and Aviva recognise these challenges and have identified the need to help new generations of workers with their retirement funding plans.

Budget 2014: All tax restrictions on retired people’s access to their registered retirement pots are removed, ending the requirement to buy an annuity. The taxable part of the registered retirement pot is taken as cash on retirement to be charged at normal income tax rates. The increase in total registered retirement savings that people can take as a lump sum to £30,000.

Defined Benefit pension plans

A defined-benefit plan is an employer-sponsored retirement plan where employee benefits are computed using a formula that considers several factors, such as length of employment and salary history.1 The company is responsible for managing the plan’s investments and risk and will usually hire an outside investment manager to do this. Typically, an employee cannot just withdraw funds as with a 401(k) plan. Rather they become eligible to take their benefit as a lifetime annuity or in some cases as a lumpsum at an age defined by the plan’s rules.

Planning for retirement is a crucial aspect of everybody’s lives. Considering the rising inflation level and limited social security initiatives for senior citizens, it is vital that you start planning your retirement early.

A defined benefit (DB) pension plan is a type of pension plan in which an employer/sponsor promises a specified pension payment, lump-sum or combination thereof on retirement that is predetermined by a formula based on the employee’s earnings history, tenure of service and age, rather than depending directly on individual investment returns. Traditionally, many governmental and public entities, as well as a large number of corporations, provide defined benefit plans, sometimes as a means of compensating workers in lieu of increased pay.

Pension or retirement plans offer the dual benefit of investment and insurance cover. By investing a certain amount regularly towards your pension plan, you will accumulate a considerable sum in a phase-by-phase manner. This will ensure a steady flow of funds once you retire.

Public Provident Fund is one of the most popular retirement planning schemes in India. When you start contributing to your retirement early, the funds build a secure golden year money-wise over the years. A well-chosen retirement plan can help you rise above inflation, thanks to the power of compounding.

A defined benefit plan is ‘defined‘ in the sense that the benefit formula is defined and known in advance. Conversely, for a “defined contribution retirement saving plan”, the formula for computing the employer’s and employee’s contributions is defined and known in advance, but the benefit to be paid out is not known in advance.

In the United States, 26 U.S.C. § 414(j) specifies a defined benefit plan to be any pension plan that is not a defined contribution plan, where a defined contribution plan is any plan with individual accounts. A traditional pension plan that defines a benefit for an employee upon that employee’s retirement is a defined benefit plan.

The most common type of formula used is based on the employee’s terminal earnings (final salary). Under this formula, benefits are based on a percentage of average earnings during a specified number of years at the end of a worker’s career.

In the private sector, defined benefit plans are often funded exclusively by employer contributions. In the public sector, defined benefit plans usually require employee contributions.

Over time, these plans may face deficits or surpluses between the money currently in the plans and the total amount of their pension obligations. Contributions may be made by the employee, the employer, or both. In many defined benefit plans, the employer bears the investment risk and can benefit from surpluses.

Benefit plan

Traditionally, retirement plans have been administered by institutions which exist specifically for that purpose, by large businesses, or, for government workers, by the government itself. A traditional form of a defined benefit plan is the final salary plan, under which the pension paid is equal to the number of years worked, multiplied by the member’s salary at retirement, multiplied by a factor known as the accrual rate. The final accrued amount is available as a monthly pension or a lump sum.

The benefit in a defined benefit pension plan is determined by a formula that can incorporate the employee’s pay, years of employment, age at retirement, and other factors. A simple example is a dollars times service plan design that provides a certain amount per month based on the time an employee works for a company. For example, a plan offering $100 a month per year of service would provide $3,000 per month to a retiree with 30 years of service. While this type of plan is popular among unionized workers, final average pay (FAP) remains the most common type of defined-benefit plan offered in the United States. In FAP plans, the average salary over the final years of an employee’s career determines the benefit amount.

Frequently, as in Canadian government employees’ pensions, the average salary uses current dollars. This results in inflation in the averaging years decreasing the cost and purchasing power of the pension. This can be avoided by converting salaries to dollars of the first year of retirement and then averaging. If that is done, then inflation has no direct effect on the purchasing power and cost of the pension at the outset.

In the United Kingdom, benefits are typically indexed for inflation (specifically the Consumer Price Index and previously the Retail Prices Index) as required by law for registered pension plans. Inflation during an employee’s retirement affects the purchasing power of the pension; the higher the inflation rate, the lower the purchasing power of a fixed annual pension. This effect can be mitigated by providing annual increases to the pension at the rate of inflation (usually capped, for instance at 5% in any given year). This method is advantageous for the employee, because it stabilizes the purchasing power of pensions to some extent.

If the pension plan allows for early retirement, payments are often reduced to recognize that the retirees will receive the payouts for longer periods of time. In the US, (under the ERISA rules), any reduction factor less than or equal to the actuarial early retirement reduction factor is acceptable.

Many DB plans include early retirement provisions to encourage employees to retire early, before the attainment of normal retirement age (usually age 65). Some of those provisions come in the form of additional temporary or supplemental benefits, which are payable to a certain age, usually before attaining normal retirement age.

Annuity vs. Lump-Sum Payments

Payment options commonly include a single-life annuity, which provides a fixed monthly benefit until death; a qualified joint and survivor annuity, which offers a fixed monthly benefit until death and allows the surviving spouse to continue receiving benefits thereafter; or a lump-sum payment, which pays the entire value of the plan in a single payment.

Working an additional year increases the employee’s benefits, as it increases the years of service used in the benefit formula. This extra year may also increase the final salary the employer uses to calculate the benefit. In addition, there may be a stipulation that says working past the plan’s normal retirement age automatically increases an employee’s benefits.

Net pension expense

Net periodic pension cost is the cost of a pension plan for a reporting period, as stated in an employer’s financial statements. This cost includes the following components:

  • Amortization of prior service cost or credit.
  • Actual return on plan assets.
  • Interest cost
  • Service cost
  • Gain or loss

Pension expense is the amount that a business charges to expense in relation to its liabilities for pensions payable to employees. The amount of this expense varies, depending upon whether the underlying pension is a defined benefit plan or a defined contribution plan. The characteristics of these plan types are as follows:

  • Defined contribution plan. Under this plan, the employer’s entire obligation is complete once it has made a contribution payment into the plan, as long as no associated costs are being deferred for recognition in later periods. Thus, the employer commits to pay a specific amount of funds into a plan, but does not commit to the number of benefits subsequently distributed by that plan. The accounting for a defined contribution plan is to charge its contributions to expense as incurred.
  • Defined benefit plan. Under this plan, the employer provides a predetermined periodic payment to employees after they retire. The amount of this future payment depends upon a number of future events, such as estimates of employee lifespan, how long current employees will continue to work for the company, and the pay level of employees just prior to their retirement. In essence, the accounting for defined benefit plans revolves around the estimation of the future payments to be made, and recognizing the related expense in the periods in which employees are rendering the services that qualify them to receive payments in the future under the terms of the plan.

Components of Company Pension Expense

  1. Current Service Cost = amount by which a company’s defined benefit obligation increases as a result of employee service during the accounting period. The current service cost is fully and immediately recognized for the accounting period.
  2. Interest Cost (same as the discount rate discussed later) = amount by which a company’s existing defined benefit obligation increases as a result of the passage of time. The interest cost is fully and immediately recognized for the accounting period.
  3. Return on Plan Assets = Amount of returns generated by plan assets during the accounting period. Typically, companies apply EXPECTED return on plan assets when calculating pension expense. Long-term expected return will better reflect the plan’s investment strategy and reduce year to year volatility in the pension expense. The use of expected returns is allowed by GAAP and IFRS.  Since this is an asset return, the return on plan assets component acts as a contra expense, offsetting other costs.
  4. Amortization of Past Service Cost = the difference in the DBO after a plan amendment has been adopted and the DBO before the plan amendment. The plan amendment could reduce costs, creating a benefit that reduces the pension expense.
  • GAAP: this is recorded as a direct to equity adjustment outside of net income, as part of other comprehensive income for the accounting period in which the amendment took place. A periodic past service cost expense is then amortized to the pension expense over the remaining service lives of the employees covered by the amendment.
  • IFRS: if the amendment affects any vested obligations, then the vested percentage of the past service cost is incorporated into the pension expense for the accounting period of the amendment and the remaining past service cost for unvested obligations is amortized to future pension expense calculations over the course of the related vesting period.
  1. Amortization of Actuarial Gains and Losses.

Actuarial gains and losses arise from:

  • Differences between expected plan returns and actual plan returns (see #2 of 5).
  • Changes in actuarial assumptions that impact the current service cost (see #1 of 5). Examples: employee life expectancy, salary growth forecasts, interest cost component assumptions, retirement dates, etc.
  • GAAP: actuarial gains and losses are recognized as part of other comprehensive income during the period of gain or loss, on the company’s statement of changes in shareholder’s equity.
  • IFRS: actuarial gains and losses do not flow to equity, but are applied to assets or liabilities and are incorporated in the calculation of a net asset or liability on the balance sheet. A net pension asset is reported as pre-paid pension expense; a net liability is accrued pension expense.
  • 10% Amortization Expense “Rule” companies will not begin to incorporate an amortization gain/loss into its calculation of pension expense until the gain/loss from asset return differences or the benefit/cost from changes to the plan exceeds the greater of 10% of the value of plan assets or 10% of the DBO.

Other Post-retirement benefits

Other post-employment benefits (OPEB) are the benefits, other than pension distributions, that employees may begin to receive from their employer once they retire. Other post-employment benefits can include life insurance, health insurance, and deferred compensation. These benefits are also referred to as “other post-retirement benefits.”

Postretirement benefits are various types of assistance given by an employer to its retirees. These benefits may be promised through a standard benefits package, or via a union agreement.

Businesses and other organizations that may provide benefits to employees after they retire include private sector companies; state, county, and municipal governments; and religious and educational institutions. Although these benefits are mostly employer-paid, retired employees may have to share a portion of the costs through copayments and deductibles, as well as making contributions to the plan back when they were still working. Labor unions may also provide other post-employment benefits to their members.

Examples of postretirement benefits are health insurance, legal services, life insurance, and a pension plan.

Life insurance

Like health insurance, the life insurance that employers may provide to retirees is typically part of a group plan and generally comes in the form of term life insurance.

Health coverage

Retiree health insurance is generally provided as part of a group plan, much as it probably was when the employee was still working. The group plan may be the same one offered to current employees, or it may be a separate plan just for retirees.

In many cases, if the retiree has enrolled in Medicare, the retiree coverage will be secondary. That is, Medicare will pay its portion of medical bills and the retiree coverage will pick up some part of the remainder. But terms can vary widely from plan to plan, so retirees should check their employer’s Summary Plan Description (SPD) for details.

Deferred compensation

Deferred-compensation arrangements, which are also considered a post-employment benefit, pay the employee a salary or lump sum at some predetermined time, typically after they retire. These plans come in two distinct types qualified and non-qualified but serve the same basic purpose, which is to defer taxes while the employee is still working and provide income in the future, ideally when that person is in a lower marginal tax bracket.

Other Post-Retirement Benefits and Compliance

The rules governing how companies report pension costs and obligations, as well as the disclosure of pension assets and obligations, are covered under Accounting Standards Codification Section 715 (ASC 715), formerly called the Statement of Financial Accounting Standards Nos. 87/88/158. The American Society of Pension Professionals & Actuaries (ASPPA) provides a guide on how to manage the ASC 715 process, which describes the disclosure information for a client’s financial reports, as well as lists the methodology used to complete the required actuarial calculations.

Other Post-Retirement Benefits and Cost

Direct contributions that pay for any post-employment benefits can expose an employer to certain risks and liabilities. For example, take the example of a former worker who is granted health insurance coverage at the cost/premium rates as current employees.

Typically, a retired worker will be older than the average current employee, and will, therefore, be more likely to incur higher medical expenses. There is also the potential that the health insurance coverage they are offered will not cover the costs of their care, possibly leaving gaps in coverage.

As with other forms of retirement compensation, other post-retirement benefits can come with stringent reporting requirements due to their costs to an organization, as well as for the overall return on investment compared to the value of the work employees have performed before retirement.

Pension obligations

A projected benefit obligation (PBO) is an actuarial measurement of what a company will need at the present time to cover future pension liabilities. This measurement is used to determine how much must be paid into a defined benefit pension plan to satisfy all pension entitlements that have been earned by employees up to that date, adjusted for expected future salary increases.

A pension benefit obligation is the present value of retirement benefits earned by employees. The amount of this obligation is determined by an actuary, based on a number of assumptions, including the following:

  • Estimated employee mortality rates
  • Estimated future pay raises
  • Estimated interest costs
  • Estimated remaining employee service periods
  • Amortization of actuarial gains or losses
  • Amortization of prior service costs

Companies can provide employees with a number of benefits, including a salary, when they retire from work. The Financial Accounting Standards Board’s (FASB) Statement of Financial Accounting Standards No. 87 states that companies must measure and disclose their pension obligations, together with the performance of their plans, at the end of each accounting period. 

A projected benefit obligation (PBO) is one of three ways to calculate expenses or liabilities of traditional defined benefit pensions plans that take into account employee years of service and salary to calculate retirement benefits.

PBO assumes that the pension plan will not terminate in the foreseeable future and is adjusted to reflect expected compensation in the years ahead. As a result, it takes into account a number of factors, including the following:

  • Assumed salary rises.
  • The estimated remaining service life of employees.
  • A forecast of employee mortality rates.

Actuaries are responsible for establishing whether pension plans are underfunded. These qualified professionals, who specialize in the measurement and management of risk and uncertainty, determine the benefits needed through a present value calculation.

Actuaries are responsible for comparing the pension plan’s liabilities to its assets. In general, they provide a breakdown of the following:

  • Interest Costs: The annual interest accumulated on the unpaid balance of the PBO as an employee’s service time increases.
  • Service costs: The increase in the present value of the defined benefit obligation, resulting from current employees getting another year’s credit for their service.
  • Benefits paid: Obligations are reduced when benefits are paid out.
  • Actuarial Gains or Losses: The difference between the pension payments made by an employer and the anticipated amount. A gain occurs if the amount paid is less than expected. A loss occurs if the amount paid is higher than expected.

PBO is one of the three approaches firms use to measure and disclose pension obligations. The other measures are:

Vested benefit obligations (VBO): The portion of the accumulated benefit obligation that employees will receive, irrespective of their continued participation in the company’s pension plan.

Accumulated benefit obligations (ABO): Unlike PBO, accumulated benefit obligations (ABO) refers to the present value of retirement benefits earned by employees using current compensation levels.

Pension plan assets

The assets of company pension plan also represent an important store of cash generating wealth, which under IAS 19 Employee Benefits are to be valued at fair value. These are, however, slightly different in that they do not (yet) appear directly in the balance sheet of the employer’s company but are offset against the pension obligation, and the net figure is shown. Plan assets occur when a company operates a defined benefit pension plan. This is a scheme where pensions are paid usually by reference to the employee’s salary when they retire or an average salary over a period. During employment, the employer company builds up a liability (pension obligation) for the amounts it will subsequently pay to the retired employee. This obligation is measured according to rules set out in the standard and is not at fair value as such.

The employer may put assets into a separate fund to meet the pension obligation. These assets, known as plan assets, are usually ring-fenced from the company and are not shown in the company balance sheet at present, even though some people think they should be. However, they do figure indirectly in the balance sheet because IAS 19 requires the employer to disclose the value of the pension obligation and the plan assets in the notes to the financial statements and then take the difference between the two  into the balance sheet.

Pension fund assets need to be prudently managed to ensure that retirees receive promised retirement benefits. For many years this meant that funds were limited to investing primarily in government securities, investment grade bonds, and bluechip stocks.

Changing market conditions and the need to maintain a high-enough rate of return have resulted in pension plan rules that allow investments in most asset classes. These are some of the most common investments to which pension funds allocate their substantial capital. Here, we take a look at some of the asset classes that pension funds are likely to own.

Inflation Protection

Inflation protection is a term used to refer to assets that tend to go up in value as inflation ramps up. These may include inflation adjusted bonds (e.g. TIPS), commodities, currencies, and interest-rate derivatives. The use of inflation adjusted bonds is often justified, but the increased allocation of pension fund assets in commodities, currencies, or derivatives has raised concerns by some due to the additional idiosyncratic risk that they carry.

Liability matching, also known as “immunization“, is an investment strategy that matches future assets sales and income streams against the timing of expected future expenses. The strategy has become widely embraced among pension fund managers, who attempt to minimize a portfolio’s liquidation risk by ensuring asset sales, interest, and dividend payments correspond with expected payments to pension recipients. This stands in contrast to simpler strategies that attempt to maximize return without regard to withdrawal timing.

Fixed Income Investments

U.S. Treasury securities and investment grade bonds are still a key part of pension fund portfolios. Investment managers seeking higher returns than what is available from conservative fixed-income instruments have expanded into high yield bonds and well secured commercial real estate loans. Portfolios including asset backed securities (ABS), such as student loans and credit-card debt, are increasing. However, the risk associated with those securities tends to be quite a bit greater than typical corporate or government bonds.

As an example of the prevalence of fixed-income securities in pension portfolios, the largest pension plan in the US the California Public Employees’ Retirement System (“CalPERS”), seeks an annual return of 7%,1 with approximately one-third of its $385.1 billion portfolio was allocated to fixed-income investments as of March 2020.

Private Equity

Institutional investors, such as pension funds, and those classified as accredited investors invest in private equity a long-term, alternative investment category suited for sophisticated investors. In fact, pension funds are one of the largest sources of capital for the private equity industry.

In its purest form, private equity represents managed pools of money invested in the equity of privately-held companies with the intention of eventually selling the investments for substantial gains. Private equity fund managers charge high fees based on promises of above-market returns.

Real Estate

Pension fund real estate investments are typically passive investments made through real estate investment trusts (REITs) or private equity pools. Some pension funds run real estate development departments to participate directly in the acquisition, development, or management of properties.

Long-term investments are in commercial real estate, such as office buildings, industrial parks, apartments, or retail complexes. The goal is to create a portfolio of properties that combine equity appreciation with a rising stream of inflation-adjusted income to balance the ups and downs of the markets.

Stocks

Equity investments in U.S. bluechip common and preferred stocks are a major investment class for pension funds.

Managers traditionally focus on dividends combined with growth. The search for higher returns has pushed some fund managers into riskier small-cap growth stocks and international equities.

Larger funds, such as CalPERS, self-manage their stock portfolios. Smaller funds are likely to seek outside management or else invest in institutional versions of the same mutual funds and exchange traded funds (ETFs) as individual investors. The prime difference here is that the institutional share classes do not have front-end sales commissions, redemption, or 12b-1 fees, and they charge a lower expense ratio.

Evaluation and resolution of ethical issues

The problem with ethical decision making is that a decision in itself cannot be taken in a vacuum; one single decision affects lots of other decisions and the key is to strike a balance to ensure a win-win situation is arrived upon.

Though there are no golden rules to resolve ethical issues but managers can take a number of initiatives to resolve ethical issues. A brief description is given below.

Know the Principles

In ethical decision making there are three basic principles that can be used for resolution of problem. These three principles are that of intuitionism, moral idealism and utilitarianism.

The principle of intuition works on the assumption that the HR person or the manager is competent enough to understand the seriousness of the situation and act accordingly, such that the final decision does not bring any harm to any person involved directly or indirectly.

The principle of moral idealism on the other hand states that there is a clear distinction between good and bad, between what is acceptable and what is not and that the same is true for all situations. It therefore asks to abide by the rule of law without any exception.

Utilitarianism concerns itself with the results or the implications. There is no clear distinction between what is good and what is bad; the focus is on the situation and the outcome. What may be acceptable in a certain situation can be unacceptable at some other place. It underlines that if the net result of the decision is an increase in the happiness of the organization, the decision is the right one.

Debate Moral Choices

Before taking a decision, moral decisions need to be thought upon and not just accepted blindly. It is a good idea to make hypothetical situations, develop case studies and then engage others in brainstorming upon the same. This throws some light into the unknown aspects and widens the horizon of understanding and rational decision making.

Balance Sheet Approach

In balance sheet approach, the manager writes down the pros and cons of the decision. This helps arrive at a clear picture of things and by organizing things in a better way.

Engage People Up and Down the Hierarchy

One good practice is to announce ones stand on various ethical issues loudly such that a clear message to every member of the organization and to those who are at the greater risk of falling prey to unethical practices. This will prevent the employees from resorting to unethical means.

Integrating Ethical Decision Making into Strategic Management

Morality and ethical make up for a perennial debate and ethical perfection is almost impossible. A better way to deal with this is to integrate ethical decision making into strategic management of the organization. The way the HR manager gains an alternate perspective rather than the traditional employee oriented or stakeholder-oriented view.

When considering ethical issues, it is advised that you follow a stepwise approach in your decision-making process:

  • Recognize there is an issue
  • Identify the problem and who is involved
  • Consider the relevant facts, laws and principles
  • Analyze and determine possible courses of action
  • Implement the solution
  • Evaluate and follow up

Identify​ the Ethical Issue and Decision-making Process:

  • Engage in reflective practice and consider your “gut reaction” to the situation: What preconceptions and judgements might you bring to the situation? What are your loyalties and intuitions? Where do these come from?
  • State the conflict or dilemma as you currently see it: Try to articulate the issue in one sentence. If you can’t, it may be better to break the problem down into two questions or issues and tackle them one at a time. Example of ethics question: “Given (state uncertainty or conflict about values), what decisions or actions are ethically justifiable?”
  • Determine best process for decision-making: How urgent is the situation? How can stakeholders best be engaged? Who ultimately has decision-making authority? Stakeholders deserve to know and understand how and why a decision that affects them was made. It is important to remember that transparency is not just about the transmission of information; it is also about keeping people engaged constructively in the process. In the rare cases where confidentiality is ethically necessary, the process should still be made as transparent as possible while identifying the confidentiality constraints explicitly.

Study ​the facts:

  • In any complex situation, different parties will have different views of the facts of the situation. Ideally, all stakeholders should have a chance to present their views to one another in a respectful, open environment, considering both the context of the situation and the evidence.
  • Stakeholder Perspectives: all stakeholders should have an opportunity to voice their views about the issue (staff, community, patients, partners, etc.)
  • Evidence: include risks and benefits to the organisation and patients; impact of situation on quality or services; best practices, etc.
  • Contextual Features: internal and external directives and partnerships (i.e. academic commitments); legal considerations (i.e. agreements, legislation, etc.); past cases; cultural or environmental issues (i.e. staff morale); public opinion
  • Resource Implications: human and financial

Select​ Reasonable Options:

Always look for more than two. Try brainstorming options without evaluating at first, or start by describing your “ideal” solution and work backwards to options that are more realistic given the context.

Understand ​Values & Duties:

  • Which values are in conflict? Where values may be compromised, what can you do to minimise the negative impact?
  • Are there professional or legal obligations or standards to consider?
  • Consider how various options reflect or support the duties, principles and values

Evaluate ​& Justify Options:

  • For each option consider: What are the possible harms to various stakeholders?
  • What are the probable benefits to various stakeholders?
  • What will be the impact on staff, our mission and quality of care?
  • Which duties, principles and values support this option?
  • What if everyone in these circumstances did this? (Does this set a good example? Are we making it easier or harder for others to do the right thing?)
  • Does it meet Organisational Justice requirements: procedural justice, distributive justice, relational justice?
  • Does your solution answer the question you described above?
  • Choose the option with the best consequences overall and closest alignment with key duties, principles and values
  • Clearly state reasons for the decision. Remember that you are not aiming at “the perfect” choice, but a good and defensible choice under the circumstances.
  • Anticipate how you might answer criticisms.

Sustain ​& Review the Plan:

Accepting responsibility for an ethical choice means ensuring that the decision made is enacted by articulating a clear plan of action, communicating it to stakeholders appropriately and addressing systems that might have contributed to the problem. It also means accepting the possibility that you might be wrong or that you may need to revise your decision in light of new information or changing circumstances. In reviewing the plan consider:

  • How well did the decision-making process work?
  • Was the decision carried out?
  • Was the result satisfactory?
  • Does this situation point to a systems problem (e.g. policy gap)?
  • What lessons were learned from the situation?
  • How will the team respond to similar situations in the future?
  • Are there opportunities to appeal or modify the decision based on new information?
  • Have new questions emerged? (If so, do they require similar deliberation?)
  • Is there a formal evaluation plan in place to monitor progress, good practices and opportunities for improvement?

Fraud Triangle

he fraud triangle is a framework commonly used in auditing to explain the reason behind an individual’s decision to commit fraud. The fraud triangle outlines three components that contribute to increasing the risk of fraud:

(1) Opportunity

(2) Incentive

(3) Rationalization

Opportunity

Opportunity refers to circumstances that allow fraud to occur. In the fraud triangle, it is the only component that a company exercises complete control over. Examples that provide opportunities for committing fraud include:

Poor tone at the top

Tone at the top refers to upper management and the board of directors’ commitment to being ethical, showing integrity, and being honest a poor tone at the top results in a company that is more susceptible to fraud.

Weak internal controls

Internal controls are processes and procedures implemented to ensure the integrity of accounting and financial information. Weak internal controls such as poor separation of duties, lack of supervision, and poor documentation of processes give rise to opportunities for fraud.

Inadequate accounting policies

Accounting policies refer to how items on the financial statements are recorded. Poor (inadequate) accounting policies may provide an opportunity for employees to manipulate numbers.

Incentive

Incentive, alternatively called pressure, refers to an employee’s mindset towards committing fraud. Examples of things that provide incentives for committing fraud include:

Investor and analyst expectations

The need to meet or exceed investor and analyst expectations to ensure stock prices are maintained or increased can create pressure to commit fraud.

Bonuses based on a financial metric

Common financial metrics used to assess the performance of an employee are revenues and net income. Bonuses that are based on a financial metric create pressure for employees to meet targets, which, in turn, may cause them to commit fraud to achieve the objective.

Personal incentives

Personal incentives may include wanting to earn more money, the need to pay personal bills, a gambling addiction, etc.

Rationalization

Rationalization refers to an individual’s justification for committing fraud. Examples of common rationalizations that fraud committers use include:

“Upper management is doing it as well”

A poor tone at the top may cause an individual to follow in the footsteps of those higher in the corporate hierarchy.

“They treated me wrong”

An individual may be spiteful towards their manager or employer and believe that committing fraud is a way of getting payback.

“There is no other solution”

An individual may believe that they might lose everything (for example, losing a job) unless they commit fraud.

Step 1: The pressure on the individual: The motivation behind the crime and can be either personal financial pressure, such as debt problems, or workplace debt problems, such as a shortfall in revenue. The pressure is seen by the individual as unsolvable by orthodox, legal, sanctioned routes and unshareable with others who may be able to offer assistance. A common example of a perceived unshareable financial problem is gambling debt. Maintenance of a lifestyle is another common example.

Step 2: The opportunity to commit fraud: The means by which the individual will defraud the organisation. In this stage the worker sees a clear course of action by which they can abuse their position to solve the perceived unshareable financial problem in a way that again, perceived by them is unlikely to be discovered. In many cases the ability to solve the problem in secret is key to the perception of a viable opportunity.

Step 3: The ability rationalises the crime: The final stage in the fraud triangle. This is a cognitive stage and requires the fraudster to be able to justify the crime in a way that is acceptable to his or her internal moral compass. Most fraudsters are first-time criminals and do not see themselves as criminals, but rather a victim of circumstance. Rationalisations are often based on external factors, such as a need to take care of a family, or a dishonest employer which is seen to minimise or mitigate the harm done by the crime.

IMS’s statement on Management Accounting

Statements on Management Accounting (SMAs) are produced, issued, and implemented to reflect official positions of the Institute of Management Accountants (IMA), the largest and most prominent management accounting organization in the world. The IMA is an organization of accounting professionals that had a membership of approximately 70,000 members in 2005.

Management accountants are vital to the financial health of organizations. They make critical decisions, safeguard a company’s integrity, and plan for business sustainability. They might be CFOs and controllers, budget analysts and treasurers, or one of many other game changers on internal teams. Most of all, as the majority of the accounting and financial workforce, they help drive an organization’s strategy and value amid an unpredictable market.

Purpose

The purpose of the MAC/FAR Committee in issuing SMAs is generally twofold:

(1) To express the official position of the IMA on accounting and business reporting issues raised by other standard-setting groups

(2) To provide broad guidance to IMA members and to the wider business community on management accounting concepts, policies, and practices. Regarding the first stated purpose, other standard-setting groups include those such as the FASB, the Governmental Accounting Standards Board, the International Accounting Standards Committee, and government agencies such as the Securities and Exchange Commission. Regarding the second purpose, the work of the MAC/FAR trustees is seen as an effective method of summarizing the wide range of activities that define management accounting.

Some accountants believe that SMAs should be accorded the same considerable authority as generally accepted accounting principles. As of 2005, such authority had not been granted. There is some support for this position. The Auditing Standards Board of the American Institute of Certified Public Accountants (AICPA) in the Statement of Accounting Standards (SAS) No. 5 (later revised as SAS No. 69 in 2005, with amendments in SAS No. 93) stated that principles that are “pronouncements of bodies composed of expert accountants,” and are issued only after “a due process procedure, including broad distribution,” are authoritative and are to be applied where relevant.

Individuals who work throughout the accounting profession have a significant responsibility to the general public. Financial accountants deliver information about companies that the public uses to make major financial decisions. There must be a level of trust and confidence in the ethical behavior of these accountants. Just like others in the business world, accountants are confronted endlessly with ethical dilemmas. A high standard of ethical behavior is expected of those employed in a profession. While ethical codes are helpful guidelines, the rationale to act ethically must originate from within oneself, from personal morals and values. There are steps that can provide an outline for examining ethical issues:

  • Recognize the ethical issue at hand and those involved (employees, creditors, vendors, and community).
  • Establish the facts of the situation (who, what, where, when, and how).
  • Recognize the competing values related to the issue (confidentiality and conflict of interest).
  • Determine alternative courses of action.
  • Evaluate each course of action and how each relates to the values in step 3.
  • Recognize the possible consequences of each course of action and how each affects those involved in step 1.
  • Make a decision, and take a course of action.
  • Evaluate the decision.
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