Motivating Employees And Job Satisfaction

Motivating Employees And Job Satisfaction The work in the modern economies has made an understanding of the psychology of motivation and job satisfaction as a key component of business and management syllabuses. The aim of the study is two-fold: Firstly, literature reviews for the motivation theories and Theories on job satisfaction. Secondly, the relationships between employee motivation and job satisfaction. Motivation theories clarifying the importance of addressing employees needs at work, the attitude of workers towards their jobs, the basis for studying the motivational implications of perceived unfairness and injustice in the workplace, how rewards lead to behavior and relations between reinforcement and behavior. Theories on job satisfaction clarifying the aspects that impact directly on levels of job satisfaction, how people are influenced by how satisfied they believe other workers are with the same job, satisfaction is determined by a discrepancy between what one wants in a job and what one has in a job, the innate for dispositions that cause them to have tendencies toward a certain level of satisfaction. The relationship between employee motivation and job satisfaction has indicated that numerous variables of a personal, job and organizational nature influence the level of motivation and job satisfaction that employees experience in the workplace. This includes peoples needs with regard to their work and the work environment, as well as the nature and content of their jobs, and the working conditions under which they perform their daily tasks. List of Acronyms List of Figures Maslows hierarchy of needs Figure 2.1 P4 List of Tables Table of Contents Acknowledgement Ñ- Abstract Ñ-Ñ- List of Acronyms Ñ-Ñ-Ñ- List of Figures 6 List of Tables 6 Table of Content 6 1. Chapter 1: Introduction 1 1.1 Research problem 1 1.2 Importance of study 1 1.3 Research questions 1 2. Chapter 2: Motivation and theoretical background x 2.1 Motivation overview x 2.2 Definitions of employee motivation x 2.3 Theories of motivation x 2.3.1 Needs-based theories x 2.3.2 Two-factor theory x 2.3.3Cognitive theories x 2.3.3.1 Equity theory x 2.3.3.2 Expectancy theory x 2.3.3.3 Goal-setting theory x 2.3.4 Reinforcement theories x 2.4 Motivation : Composite summary x 3. Chapter 3: Job satisfaction x 3.1 Job satisfaction overview x 3.2 Definitions of job satisfaction x 3.3Theories on job satisfaction x 3.3.1 Two-factor theory x 3.3.2 Social influence theory x 3.3.3 Affect theory x 3.3.4 Equity theory x 3.3.5 Dispositional theory x 3.3.6 Job characteristics model x 3.4 Creating job satisfaction x 3.4.1 Work environment x 3.4.2 Career development programs x 3.4.3 Employee motivation x 3.5 Measuring job satisfaction x 3.6 Job satisfaction : Composite summary x 4. Chapter 4: The Relationship between Motivating Employees and Job satisfaction x 4.1 The effect of motivating employees on Job satisfaction x 4.2 How can mangers increase employee Job Satisfaction x 5. Chapter 5: Conclusion and Recommendation x 5.1. Conclusion x 5.2. Recommendation x References 2 Chapter 1: Introduction Research Problem A variety of factors motivate people at work, some of which are tangible, such as money, and some of which are intangible, such as a sense of achievement. Although employees derive satisfaction from their work, or places of work, for different reasons, this study was concerned specifically with the investigation of the relationship between levels of satisfaction and the motivation of employees at work. The primary point of departure is that the success of any organization is heavily dependent on the inputs of its workforce, and that such inputs are determined to a large extent by personal characteristics, and by those facets of peoples work environments that motivate them to invest more physical and mental energy into their work. In this way the organizations objectives are pursued and met. Motivation and job satisfaction are therefore regarded as key determinants of organizational success. Importance of study This study demonstrated the importance of employee motivation and job satisfaction in organizational capability and effectiveness. Business has come to realize that a motivated and satisfied workforce can deliver powerfully to the bottom line. It is crucial for any organization, and particularly for those in developing countries with limited skills resources, such as Egypt, to ensure that it develops and retains a loyal, dedicated, committed and able workforce on a consistent basis. Loyal employees who are satisfied with the work that they do and with the culture of the organization they are employed by, and who are consequently motivated to continue their relationship with that organization. Finck, Timmers and Mennes (1998) emphasized that only when employees are excited and motivated by what they do, will business excellence be achieved. 1.3. Research questions What is employees motivation? Why employees need motivation? What is job satisfaction? How to create job satisfaction? How to measure employees job satisfaction? What is the relationship between employee motivation and job satisfaction? Chapter 2: Motivation and theoretical background 2.1 Motivation overview In the current business environment, organizations in all industries are experiencing rapid change, which is accelerating at enormous speed. To be successful in a borderless, competitive global environment, companies must be sure to work hard on especially the people side of their business (Khan, 1997). This view is supported by Finck et al. (1998), who stated that companies must recognize that the human factor is becoming much more important for organizational survival, and that business excellence will only be achieved when employees are excited and motivated by their work. In addition, difficult circumstances, such as violence, tragedy, and fear and job insecurity create severe stress in employees and result in reduced workplace performance. The issue of what motivates employees has set a practical and theoretical agenda for organizational psychologists since the start of the 20th century. Baron (1991, p.9) described motivation as one of the most pivotal concerns of modern organizational research. Van Niekerk (1987) emphasized this point by stating that productivity is a function of both the motivation and the ability of an employee. Therefore, if motivation equals zero, so does productivity. Since employee performance is a joint function of ability and motivation, one of managements primary tasks, therefore, is to motivate employees to perform to the best of their ability. In the field of organizational psychology, work motivation is approached from several angles. For example, some researchers feel work motivation study should start with an examination of the values of employees, since their values determine their needs, and their needs ultimately determine their behavior. A crucial problem for others in contemporary organization theory and research is how best to conceptualize and assess individual differences in motivational tendencies (Kanfer Ackerman, 2000). Sempane et al. (2002) noted that organizations represent highly complex social structures because of their dynamic nature. Employees, who are role players in them, render them competitive through their involvement and commitment. The relationship between organization and employee is characterized by a high level of mutual interdependence, as both parties impact on the others potential for success. Employee motivation and job satisfaction become crucial elements in this relationship. Extensive research has shown that employee motivation and job satisfaction are not brought about in isolation, but rather respond to organizational variables such as structure and working conditions (Schneider Snyder, 1975). 2.2 Definitions of employee motivation Walker (1980) stated that studies over the years have shown little relationship between measures of job satisfaction and performance outputs. Highly satisfied workers may be poor performers, whereas highly dissatisfied workers may be good performers. Several variables influence the relationship between job satisfaction and job performance; although no direct causal relationships between these have been identified as yet. However, it appears that motivation might account for much of the link between an employees job satisfaction and job performance. Motivation, therefore, closes the satisfaction-performance loop, and has to do with a set of interrelated factors that explain an individuals behavior, holding constant the variables controlled or influenced by management, as well as by individual skills, abilities and knowledge. The term motivation is derived from the Latin term movere, which means to move. A great many definitions of the motivation construct have been postulated over the several decades during which this multi-faceted concept has been researched. The rich variety in perspectives on the topic of motivation is illustrated below. Beach (1980) saw motivation as a willingness to expend energy to achieve a goal or reward. This author took somewhat of a behaviorist approach in stating that behavior that is perceived to be rewarding will be repeated, whereas behavior that goes unrewarded or is punished, tends to be extinguished. Beach (1980) did, however, recognize intrinsic motivation as related to the job content and as that which occurs when people perform an activity from which they derive satisfaction from simply engaging in the activity itself. Van Niekerk (1987) saw work motivation as the creation of work circumstances that influence workers to perform a certain activity or task of their own free will, in order to reach the goals of the organization, and simultaneously satisfy their own needs. Du Toit (1990) added that three groups of variables influence work motivation, namely individual characteristics, such as peoples own interests, values and needs, work characteristics, such as task variety and responsibility, and organizational characteristics, such as its policies, procedures and customs. It is interesting to note that the concept of organizational commitment has come to partly replace that of motivation within the field of organizational behavior (Lewicki, 1981). While the concept of motivation is linked to individualistic and task-centered reward systems, commitment seems to be linked to the identification of employees with a collective, that is, in terms of corporate values and norms. As such, management is concerned with cultivating motivation towards realizing the mission and goals of the organization, which are far above the ambitions and goals of any individual in it. 2.3 Theories of motivation Motivation research draws on a large number of theoretical perspectives. Although some of these appear to be less influential than when they were originally postulated, such as Maslows hierarchy of needs theory (Wicker Wiehe, 1999), their contributions as foundation layers and inspirations for subsequent theories are still evident and acknowledged. According to Petri (1996) the vast array of motivation theories are based, in essence, on differing approaches to the origins or sources of motivation, e.g. energy, heredity, learning, social interaction, cognitive processes, activation of motivation, homeostasis, hedonism or growth motivation. Depending on the particular approach adopted, motivation theories are generally classified into three categories, namely needs-based, cognitive, and drive and reinforcement theories (Baron et al., 2002). 2.3.1 Needs-based theories One of the most often-quoted motivation theories is that of Abraham Maslow, which he introduced in 1943 (Van Niekerk, 1987). The basic tenet of the theory is that people are motivated by their quest to satisfy their needs, or deficiencies, which may be grouped in five categories, and that these needs occur in a specific hierarchy, where lower order needs have to be satisfied before those of a higher order nature (Gouws, 1995). Maslow (1968, p.153) asserted that gratification of one basic need opens consciousness to domination by another. Maslows need hierarchy is portrayed in Figure 2.1. maslows-hierarchy-of-needs.jpg Figure 2.1: Maslows hierarchy of needs Needs hierarchy theory has had a positive impact on organizations, as it has focused attention on the importance of addressing employees needs at work (Spector, 2003). In addition, one of its main constructs, the self-actualization concept, has become very popular with especially managers and executives who have accepted this high-level need as a potent motivator (Schultz Schultz, 1998). 2.3.2 Two factor theory Frederick Herzbergs well-known and controversial theory of motivation was postulated in 1954, and developed from his work to determine the attitude of workers towards their jobs (Gouws, 1995). As such, it was originally intended to be a job satisfaction theory, but over time it was its motivational aspects that attracted most attention (Baron et al., 2002). Beach (1980) was of the opinion that this theory constitutes more of a work motivation than general human motivation theory. The basic assumption of Herzbergs theory is that motivation originates from the job itself, and not from other external characteristics, and that those factors leading to job satisfaction (motivators) are separate and distinct from those leading to job dissatisfaction (hygiene/maintenance factors) (Herzberg, 1966). The hygiene factors, which may be equated with Maslows lower order needs, are placed along a continuum, from a state of dissatisfaction, to no dissatisfaction. These factors involve circumstances surrounding the task which do not lead to job satisfaction, but prevent dissatisfaction, if maintained adequately. Examples of these maintenance factors include the level of supervision, job status, work circumstances, service conditions, remuneration and interpersonal relationships (Herzberg, 1966). Motivators, on the other hand, have a direct positive effect on the work situation, and lead to improved productivity. They may be equated with Maslows higher order needs, and are also placed along a continuum from a highly motivated to a highly unmotivated state. Aspects of the job itself, e.g. level of recognition, pleasure of performance, increased responsibility, and opportunities for advancement and promotion, serve as motivators (Herzberg, 1966). 2.3.3 Cognitive theories 2.3.2.1 Equity theory Equity theory was first introduced by Stacy Adams in 1965. Its basic tenet is that people are motivated to achieve a condition of equity / fairness in their dealings with other people, and with the organizations they work for. People make judgments or comparisons between their own inputs at work, e.g. their qualifications, experience and effort, and the outcomes they receive, e.g. pay and fringe benefits, status and working conditions. They then assign weights to these inputs and outputs according to their relevance and importance to themselves. The summed total produces an output / input ratio, which is the key issue in terms of motivation. If a persons output / input ratio is equal to that of another person, equity exists. A state of inequity leads to tension, which the individual tries to reduce by changing one or more elements of the ratio, e.g. increase or reduce his effort. Perceived inequity by the person is therefore the basis for motivation (Baron et al., 2002). This theory helped to provide the basis for studying the motivational implications of perceived unfairness and injustice in the workplace. It also laid the foundation for more recent theories on distributive (how much is allocated to each person) and procedural justice (how rewards and job requirements are determined) (Cropanzano Folger, 1996). In a meta-analysis of many of these theories, 2.3.3.2 Expectancy theory The original thinking behind what has come to be known as expectancy theory, or Vrooms Expectancy-Valence-Instrumentality (VIE) theory, can be traced back to the theorizing of Tolman and Levin in 1932 and 1938 respectively (Petri, 1996). Vroom was, however, the first scholar to elaborate on this thinking in a motivational context in 1964 (Gouws, 1995). Since its origins in the psychological theorizing of some 60 years ago, the expectancy theory has been presented in many variations. Common to all versions is the basic tenet that people base their behavior on their beliefs and expectations regarding future events, namely those maximally advantageous to them (Baron et al., 2002). Essentially, the theory explains how rewards lead to behavior, through focusing on internal cognitive states that lead to motivation. In other words, people are motivated to action if they believe those behaviors will lead to the outcomes they want. The said cognitive states are termed expectancy, valence and instrumentality (Spector, 2003). 2.3.3.3 Goal-setting theory Goal-setting theory was first proposed by Edwin Locke in 1968. Spector (2003) described this perspective on motivation as the assumption that peoples behavior is motivated by their internal intentions, objectives or goals; in other words, by what people consciously want to achieve. According to Locke and Henne (1986) goals affect behavior in four ways: They direct attention and action to those behaviors which a person believes will achieve a particular goal; They mobilize effort towards reaching the goal; They increase the persons persistence, which results in more time spent on the behaviors necessary to attain the desired goal; They motivate the persons search for effective strategies for goal attainment. This theory has an intuitive appeal because of its clear relevance to the workplace (Schultz Schultz, 1998). It is currently one of the most popular theories informing organizational approaches to employee motivation (Spector, 2003). 2.3.4 Reinforcement theories Reinforcement theories, which assume that peoples behavior is determined by its perceived positive or negative consequences (Baron et al., 2002) are based on the Law of Effect Hulls drive theory elaborated on this idea and suggested that effort was the mathematical product of drive, multiplied by habit, and that habit were derived from behavior reinforcement. The consequences of behavior may be tangible, such as money, or intangible, such as praise (Spector, 2003). In this regard, reinforcement theory was highly influential in firmly establishing the ideas relating to incentive and reward systems that are applied in most organizations today. As such, it provided the basis for the notion that rewards should be contingent with individual units of productivity (Schultz Schultz, 1998). As a motivation theory, reinforcement theory has fallen somewhat out of favor, as it merely describes relations between reinforcement and behavior, but gives little insight into motivational processes, e.g. whether or not a person wanted a specific reward, or why. Nevertheless, its relative popularity in the workplace is maintained by research that has shown that rewards can be highly effective in the enhancement of job performance (Spector, 2003). 2.4 Motivation: Composite summary Each of the theories covered has contributed substantially towards current perspectives on and understanding of the concept of motivation in the workplace. The needs theories, for example, are largely responsible for organizations recognition that peoples behavior at work is motivated by highly individualized innate needs and desires (Van Niekerk, 1987). Achievement-orientated people are, for example, driven by a much stronger need for power, affiliation and achievement than most other people (Schultz Schultz, 1998). For this reason, employers need to ensure that they invest the necessary time and effort to assess the personal needs of individual employees, and customize their jobs and working environments accordingly (Walker, 1980). Due to their innate need to produce good work and develop themselves, most employees do not need constant supervision and direction and may, in fact, find such actions very demotivating. In addition, people need to experience their work as meaningful an d challenging, and therefore require considerable input on the part of management to ensure a high degree of job enrichment on a continual basis (Beach, 1980). The cognitive theories of motivation have helped employers to understand that, apart from their motivation being driven by innate needs, employees also apply deliberate conscious thought to their behavior at work. Organizations are aware that people evaluate their inputs on the job against what they receive in return, and that they should therefore pay attention to the equitability between employee delivery and reward (Cropanzano Folger, 1996). It is also prudent for organizations to offer a range of benefits, which may be acquired through different levels of performance, to allow employees to set themselves challenging goals that they may attain via differing means they may perceive as instrumental towards those goals (Spector, 2003). Once employees have met the requirements of their own jobs, and attained certain goals, they expect certain rewards to follow. In this regard, reinforcement theories have contributed much towards the establishment of a wide array of reward and performance incentives systems applied in organizations all over the world today (Beach, 1980). Clearly, the theorizing of many an author and researcher over the years has resulted in the increased ability of organizations to transform these theories into practical and effective measures to address a highly complicated aspect of organizational psychology, namely the motivation of human behavior at work, and to ensure organizational success and profitability in the process. Chapter 3: Job satisfaction 3.1 Job satisfaction overview The concept of job satisfaction enjoys increasing attention from organizations these days, since its importance and pervasiveness in terms of organizational effectiveness has been firmly established quite some time ago. Managers now feel morally responsible for maintaining high levels of job satisfaction among their staff, most probably primarily for its impact on productivity, absenteeism and staff turnover, as well as on union activity (Arnold Feldman, 1986). Organizations recognize that having a workforce that derives satisfaction from their work contributes hugely towards organizational effectiveness and ultimate survival. Job satisfaction is regarded as related to important employee and organizational outcomes, ranging from job performance to health and longevity (Spector, 2003). The importance of job satisfaction in the workplace is underscored by its inextricable connection to a persons entire life. Since a persons job is an all-important part of his life, it follows that job satisfaction is part of life satisfaction. The nature of the environment outside of the job directly influences a persons feelings and behavior on the job . Schultz and Schultz (1998) emphasized that people spend one third to one half of their waking hours at work, for a period of 40 to 45 years, and that this is a very long time to be frustrated, dissatisfied and unhappy, especially since these feelings carry over to family and social life, and affect physical and emotional health. A concept with such tremendous effect on personal and organizational life clearly deserves a corresponding amount of attention. 3.2 Definitions of job satisfaction A great many definitions of the concept of job satisfaction have been formulated over time. Arnold and Feldman (1986) described job satisfaction as the amount of overall affect that individuals have toward their job. Since a job has many characteristics, job satisfaction is necessarily a summation of worker attitudes regarding all these. The good features are balanced against the bad, so that the overall job satisfaction is perceived as high or low. It appears that job satisfaction may be studied from two slightly different perspectives. Firstly, job satisfaction may be treated as a single, overall feeling towards a persons job. Alternatively, researchers may focus on the different aspects that impact upon a job, e.g. its rewards and social environment, and even characteristics of the job itself, such as its content. It is believed that this latter view permits a more comprehensive picture of job satisfaction, as an individual typically experiences different levels of satisfaction ac ross different job aspects (Spector, 2003). 3.3 Theories on job satisfaction 3.3.1 Two-factor theory Two-factor theory relates to job satisfaction as well as it does to motivation, and posits that the things that provide employees with satisfaction at work are not the same as those that bring about dissatisfaction. This is Herzbergs theory of satisfiers and dissatisfiers, or the positive and negative aspects of the job. Dissatisfiers do not lead to job satisfaction, but prevent dissatisfaction if properly maintained, for example, acceptable service conditions. Satisfiers, on the other hand, impact directly on job satisfaction, for example, positive promotion aspects elevate levels of job satisfaction (Gouws, 1995). 3.3.2 Social influence theory Social influence theory holds that people are influenced by how satisfied they believe other workers are with the same job (Van Vuuren, 1990). New employees may, for example, change their initial misgivings about their job when they discover that others performing the same tasks are satisfied with their work. In this sense social influence theory may share certain common features with equity theory. 3.3.3 Affect theory Edwin A. Lockes Range of Affect Theory (1976) is arguably the most famous job satisfaction model. The main premise of this theory is that satisfaction is determined by a discrepancy between what one wants in a job and what one has in a job. Further, the theory states that how much one values a given facet of work (e.g. the degree of autonomy in a position) moderates how satisfied/dissatisfied one becomes when expectations are/arent met. When a person values a particular facet of a job, his satisfaction is more greatly impacted both positively (when expectations are met) and negatively (when expectations are not met), compared to one who doesnt value that facet. To illustrate, if Employee A values autonomy in the workplace and Employee B is indifferent about autonomy, then Employee A would be more satisfied in a position that offers a high degree of autonomy and less satisfied in a position with little or no autonomy compared to Employee B. 3.3.4 Equity theory Equity theory stipulates that people generally want to receive what they consider a fair or equitable return for their efforts at work. Greater satisfaction is experienced if they perceive the return or reward they receive as equitable. These perceptions may be based on previous or vicarious experience, or on peoples observations of other employees, for example (Van Vuuren, 1990). Job satisfaction in this regard is related to the motivation to achieve a condition of equity or fairness in peoples dealings with others. 3.3.5 Dispositional theory Another well-known job satisfaction theory is the Dispositional Theory. It is a very general theory that suggests that people have innate dispositions that cause them to have tendencies toward a certain level of satisfaction, regardless of ones job. This approach became a notable explanation of job satisfaction in light of evidence that job satisfaction tends to be stable over time and across careers and jobs. Research also indicates that identical twins have similar levels of job satisfaction. A significant model that narrowed the scope of the Dispositional Theory was the Core Self-evaluations Model, proposed by Timothy A. Judge, Edwin A. Locke, and Cathy C. Durham in 1997. Judge et al. argued that there are four Core Self-evaluations that determine ones disposition towards job satisfaction: self-esteem, general self-efficacy, locus of control, and neuroticism. This model states that higher levels of self-esteem (the value one places on his/her self) and general self-efficacy (the b elief in ones own competence) lead to higher work satisfaction. Having an internal locus of control (believing one has control over herhis own life, as opposed to outside forces having control) leads to higher job satisfaction. Finally, lower levels of neuroticism lead to higher job satisfaction (T.A, E.A C.C, 1997). 3.3.6 Job characteristics model Hackman Oldham proposed the Job Characteristics Model, which is widely used as a framework to study how particular job characteristics impact on job outcomes, including job satisfaction. The model states that there are five core job characteristics (skill variety, task identity, task significance, autonomy, and feedback) which impact three critical psychological states (experienced meaningfulness, experienced responsibility for outcomes, and knowledge of the actual results), in turn influencing work outcomes (job satisfaction, absenteeism, work motivation, etc.). The five core job characteristics can be combined to form a motivating potential score (MPS) for a job, which can be used as an index of how likely a job is to affect an employees attitudes and behaviors. A meta-analysis of studies that assess the framework of the model provides some support for the validity of the JCM ( J.R G,R, 1976). 3.4 Creating job satisfaction 3.4.1 Work environment A positive work environment is not only important for our physical, mental and emotional health, but is also important for the results that we produce for the company. The better we feel at work, the more likely we will take pride in our job activities and be loyal towards our place of employment Ways to create a positive working environment: Accept the right position Be a positive person Take responsibility Communicate with your manager Be social 3.4.2 Career development programs In organizational development (or OD), the study of career development looks at: How individuals manage their careers within and between organizations and, how organizations structure the career progress of their members, it can also be tied into succession planning within some organizations. the lifelong psychological and behavioral processes as well as contextual influences shaping ones career over the life span. As such, career development involves the persons creation of a career pattern, decision-making st

Importance of Marketing of a Bank

Executive Summary Bank as the financial services business is prospect full historical sequence. Banks are straight agents to make opportunities for expansion in a country and also make available huge scale of employment opportunities. Banks must compensation publics’ currency when they require, also it makes or not. So, the compensation package of a bank should be analyzed carefully. Shahjalal Islami Bank Limited has its victorious the past, wonderful present, potential prospect and under giving out projects and behavior.Established as the first private sector bank completely owned by Bangladeshi entrepreneurs, Shahjalal Islami Bank Limited has been prosperous as the biggest private sector Bank with the way of time after opposite many pressure and damage. The members of the board of directors are innovative entrepreneur and foremost industrialist of the country. To stay overcome with time and in agreement with national and international financial behavior and for representatio n all current services.Shahjalal Islami Bank Limited as a financial organization, computerized all its branches with computer networks in agreement with the aggressive commercial insist of time. Moreover, bearing in mind its forth-coming future, the communications of the Bank has been rearranged. The belief of all category businessmen, entrepreneurs and general community is a great deal additional to Shahjalal Islami Bank Limited.Keeping the target in mind, Shahjalal Islami Bank Limited has taken arrangements to open 15 new branches and 5 SME centers by the year 2010. In this report, I have tried my best to identify â€Å"Determine the Level of Satisfaction of Customers at Shahjalal Islami Bank Limited, Mohakhali Branch†. And lastly, find out the proper solution and for the customer’s dissatisfaction regarding the service has been provided.

Importance Bookkeeping Essay

In business, there are many factors that must be considered in order to ensure that they business is on the right track, specifically in financial matters. One of these is the aspect of bookkeeping. This paper discusses the importance of bookkeeping and will discuss laws that govern accounting aspects. Importance of Bookkeeping Bookkeeping is one of the most important aspects in financial management. It is the process of recording the financial transactions made by the company and considered as the first basic step of accounting context. Bookkeeping is important because it will definitely help you in terms of monitoring how the company is going daily, weekly and monthly. It is essential since it will help the company organize the financial transaction records which include the receipts, checks, canceled, cash disbursements and sales. The bookkeeping approach makes sure that the financial aspects are organized and balanced and enables the company to know where their money and other financial matters are going. Having this kind of bookkeeping is noted to be one of the vital keys for having successful business. A lost receipt is equivalent to lost deduction which may result for more money to be paid out in taxes. Having good bookkeeping can help the business save more financially. In addition, having organized, accurate and balanced bookkeeping records also allows the company to gain more trusts from different investors and lenders in the long ran since they will be able to see complete financial data before providing you with your needs. In addition, bookkeeping records is also important to manage the financial status of the entire business and to keep track of what is happening to the company financially. Governing Laws in Accounting In order to know that accountants are doing their jobs accurately and organized with correct information, different authorities has been able to formulate and establish accounting laws which should be followed by different companies and industries. Most accounting laws aims on restoring faith from different stakeholders. Accounting laws varies on different nations and each of the government tries to impose laws to serve as a standard model for different companies in making their accounting statements. One of the laws or policies in accounting is the international accounting standards. Being able to know the significance of financial accounting and reporting, scholars have standardized financial accounting and established the International Accounting Standards committee (PricewaterhouseCoopers, 2002). The IASC known today as International Accounting Standard Board (IASB) has been able to establish the International Financial reporting Standards. The IFRS has been applied in the global contexts and Europe, US and other countries try to follow the new standardized and harmonized accounting policies. IFRS policies and laws are generated to apply to general objective of the financial statements and other financial reporting of different industries. This governing laws permits different business entities to report their financial accounting and statements with more disclosure. The purpose of these governing laws is to create fair value for all involved stakeholders in the financial statements. Reference Price Water House Coopers (2008). Online available at https://www. pwc. com/gx/eng/about/svcs/corporatereporting/IFRSforSMEs. pdf Retrieved on December 12, 2008

The ever growing population of the world means that we...

The ever growing population of the world means that we need sustain and produce enough food in order for the survival of humans and animals. It is thought that the world population will get around 9 billion by 2050 (Guardian, 2014). To ensure that future generations do not starve, through new technology science can boost food related research. Genetically modified crops are an essential step to meet the needs of the growing population. Genetically modified crops are plants that as had their DNA genetically altered by genetic engineering, these alterations to the plants are done so the plants benefits to both the survival of the plant in an ever changing environment and human health. With these alterations also come the consequences and†¦show more content†¦But this can cause unknown side effects that is can have unknown effects on human or animals. This can have an uprise in numerous ethical issues in both changing crop materials and testing it (Strachan. T Read. A 2011). In many experiments livestock that have been feed genetically modified crops has had infertility, early delivers and death. This raises many complications towards crops that are genetically modified as they may carry viruses or bacteria that can be harmful towards humans and animals. Many ethically issues arise from the side effects from these crops on animals and humans. If livestock is affected by these crops this could also mean decrease in production on meat and increase of meat prices because of the demand. The effects of genetically modified crops have not been fully tested on humans and the consequences are not fully known. There have been cases with Indian farmers having allergic reaction to genetically modified cotton (Kurunganti K,2008). This is important in today’s world as the population is growing consumers need to be aware of the benefits and consequences of genetically modified crops. 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According to the Living Planet Report, â€Å"the Living Planet Index (LPI), which measures more than 10,000 representative populations of mammals, birds, reptiles, amphibians and fish, has declined by 52 per cent since 1970.† Population sizes of different species in the world has dropped by at least half. Some of these species are the living things that establishes the fabric of the ecosystems which sustain life on Earth. â€Å"In theRead MoreThe Effects Of Water Pollution On The Environment1322 Words   |  6 PagesThere are many problems throughout the world, with there being starvation, war, struggles for oil.Imagine how bad these issues would be if they were in your neighborhood. The effects would be catastrophic but one major issue that most americans don t realize and have been spoiled to never being without is Clean Water. Water is a major concern all around the world but here in america we have rarely experienced any type of serious water shortages. Just because america has never had any problem suchRead MoreEssay On Overpopulation1030 Words   |  5 Pagesoverpopulation occurs when the ecological footprint of a human population in a specific location exceeds the carrying capacity of the place occupied by that group. Overpopulation can further be viewed, in a long term perspective, as existing when a population cannot be maintained given the rapid depletion of nonrenewable resources or given the degradation of the of the environment to give support to the population. Overpopulation is a problem that needs to be solved. Concern about overpopulation has existedRead MoreWorld Hunger Is A Serious Problem2186 Words   |  9 Pagesmalnourished people in the world today. One in nine people don’t get enough food to be healthy and lead an active life. Hunger and malnutrition are, in fact, the number one health risk in the world. It is greater than AIDS, malaria, and tuberculosis combined (Ackerman, 2002). World hunger is a serious problem battering our nation and surrounding nations. The USDA and United Nations are confronted with this issue. Kids are crying out in pain, as there is never enough food to feed them. SomeoneRead MoreSustainability of The Global Food System1104 Words   |  5 PagesIn order for us to maintain our lives, we need to consume food to supply nutrient-needs for our bodies. As the global population increased, the demand for food also increased. Increased population led to mass production of foods. However, even with this mass production, in under-developed countries, p eople are still undernourished. On other hand, in developed and developing countries, people are overfed and suffering from obesity. In addition, the current methods of industrial farming destroy the

Zzzz Best - 919 Words

Ernst amp; Whinney had an obligation to be independent, objective and with due care.Objectivity requires that an auditor should be skeptical and obtain independent evidence to verify information from the client. Ernst amp; Whinney failed to meet this obligation when they did not require corroboration of the insurance restoration contracts from independent third parties. When Ernst amp; Whinney resigned from the audit engagement,they had a professional obligation to disclose the reason for the withdrawal. Due care requires that an auditor discharges professional responsibilities with competence and diligence. It imposes the obligation to perform professional services to the best of the auditor’s ability with concern for the best†¦show more content†¦It imposes the obligation to perform professional services to the best of the auditor’s ability with concern for the best interest of the public. 1. I think that auditors should be held liable for failing to discover fraud. There are many ways the fraud could have been discovered over the years if the auditors performed an objective audit that followed rules and regulations. It is an auditor’s obligation to perform an audit with objectivity, skepticism, independence, and objectivity. Ernst amp; Whinney failed to meet these criteria. The auditors did not follow professional skepticism because when Minkow asked them to sign a confidentiality agreement to not follow up with any contractors, insurance companies, or building owners. This is not something to simply accept from Minkow. Ernst clearly did not perform a thorough audit and did not perform the necessary tests for reasonableness. 2. Ernst and Whinney should have seen a red flag from the start because there was an unreasonable growth in his company and he lived an extremely extravagant lifestyle. Minkow also had problems meeting his loan debt and there were many i nconsistencies in ZZZZ invoices. I think that the relationship between Ernst and ZZZZ did influence the risk assessment and the work done in the audit. Because Ernst did not want to lose ZZZZ as its biggest client, the work was not done objectively. There was a bias because Ernst wanted to keep the â€Å"wiz† of wallShow MoreRelatedZzzz Best987 Words   |  4 Pagesextending $ 7 million to ZZZZ Best Co. I agree with court’s decision because Ernst Whinney never issued an audit opinion on financial statements it was just a review report which was disclosed. However, I do not justify Ernst Whinney because the auditors besides from failure to notice ‘red flags’ had done few mistakes which lead to the law suit. The first mistake that the auditors made involved Mr. George Greenspan during the 1986 audit. This was the first audit since ZZZZ Best became a public companyRead MoreZzzz Best3065 Words   |  13 PagesCase 4-6 ZZZZ Best* The story of ZZZZ Best is one of greed and audaciousness. It is the story of a 15-year old boy from Reseda, California who was driven to be successful regardless of the costs. His name is Barry Minkow. Minkow had high hopes to make it big – to be a millionaire very early in life. He started a carpet cleaning business in the garage of his home. Minkow realized early on that he was not going to become a millionaire cleaning other people’s carpets. He had bigger plansRead MoreZzzz Best Case 1.9577 Words   |  3 Pages1. Ernst Whinney never issued an audit opinion on financial statements of ZZZZ Best but did issue a review report on the company’s quarterly statements for the three months ended July 31, 1986. How does a review differ from an audit, particularly in terms of assurance implied by the auditor’s report? A review and an audit report are both a form of an attestation engagement. A Review, however, is less in scope so it provides a moderate level of assurance on the financial statements. It is consideredRead MoreZZZZ Best Company: The Backlash Essay845 Words   |  4 PagesCase 1.9 ZZZZ Best Company, Inc, 1. Ernst amp; Whinney audit firm suffered tremendously from the backlash of ZZZZ Best’s case. One of the issues stemming from ZZZZ Best’s case is the difference between a review and an audit as evidence by civil suit filed by a California bank against the firm. The bank claimed that its decision to grant ZZZZ Best’s loan was based on the opinion of Ernst amp; Whinney review of ZZZZ Best’s financial statements period ending July 31, 1986. The case was ruled in favorRead MoreEssay on ZZZZ Best Case: Questions801 Words   |  4 PagesACG 4632 ZZZZ Best Case Questions (40 points) 1. Identify the primary audit objectives that auditors hope to accomplish by: * Confirming a client’s year-end accounts receivable, and (Balance related existence) * Performing year-end sales cutoff tests. (transaction-related objective timing) (5 points) 2. Ernst amp; Whinney never issued an audit opinion on financial statements of ZZZZ Best but did issue a review report on the company’s quarterly statements for the threeRead MoreAccounting Frauds: ZZZZ Best Company, Inc1022 Words   |  5 PagesZZZZ Best company is one of the biggest examples of Accounting Frauds. The founder of ZZZZ best was Barry Minkow. He was a very smart young entrepreneur when he started the company. He was involved in credit card forgeries prior to starting his own carpet cleaning business â€Å"ZZZZ Best Company†. Minkow began his business with small carpet cleaning jobs and he became a multimillionaire in a very short period of time. Minkow met a person named Tom Padgett at Los Angeles Health club. This was the beginningRead MoreZZZZ Best Company, Inc: An Analysis3666 Words   |  15 PagesZZZZ Best Company Inc. Introduction This paper explores the ZZZZ Best Company which was begun by a 16 year old individual who was able to pull the wool over the eyes of many customers, investors and auditors. This paper will define the difference between review and audit when it comes to financial reports, comments on the procedures provided with regard to the management assertion of occurrence, verification of payments for jobs and how they can lead auditors to improper conclusion, the purposeRead MoreZZZZ Best Case Study: Understanding Audit and Review1205 Words   |  5 Pagesresponses to inquiries by obtaining corroborating evidence through inspection, observation or any other audit procedure. It can point out significant matters of the financial statements but does not provide assurance of their accuracy. The issue with ZZZZ Best case is that the auditors review was not sufficient enough to review any misstatements on the financial statements. Ernst Whinney never questioned the internal control, reviewed contra ctual agreements or made comparison of the previous statementsRead MoreZZZZ Best Company Fraud: Case Study1772 Words   |  8 PagesZZZZ Best Company Fraud Case Study 1) At an early age, Barry Minkow was introduced to the carpet cleaning industry by his mother who worked part time as a telephone solicitor for a small carpet cleaning company. This insight of the industry allowed Minkow to understand that the carpet cleaning industry was one which had very few barriers to entry, no licensing requirements, and required only a small amount of capital to enter. Also, because of these few barriers to entry, the industry has historicallyRead MoreCase Analysis : Zzzz Best Company, Inc.1688 Words   |  7 Pages 1. Read Case 1.9, ZZZZ Best Company, Inc. in your text. Answer questions #1, 2, and 4 found at the end of the case. Question # 1 A review is like an audit yet is less in extension and just gives restricted affirmation with respect to the financial statements. This varies with an audit that gives sensible affirmation that no material mistakes or illicit acts are detected. The goal of an audit is to give a sensible freedom of expressed opinion the money related proclamations taken all in all. A

The Struggle Of The Former Slave Equiano - 1992 Words

Enzo Fernandez ENG392 -1702 Prof. Marino October 16, 2015 â€Å"The Struggle of the former Slave Equiano† Why practice a religion or claim to have some sort of moral standards and beliefs when yourself behavior contradicts your religion. There are numerous religions with many roles, some have similarities and many have their differences. What really matters is remaining loyal and devoted to your religion, by not using religion as a source for power and wealth; follow by the cruelty, mistreatment and injustice actions to other human. In this essay ill will analyze and demonstrate in how work exposes hypocrisy in institutionalized race relations by using supportive information from the following text The interesting life interesting life of Olaudah Equiano. This text is an autobiography of a former African slave who was kidnapped and forced to serve as a slave, throughout Equiano s serving experiences he encountered several worshippers who engaged in the hypocrisy of slavery; As Equiano travels from place to place encountering diffe rent cultures, moral, and behavior, Equiano learns to read and write and as he travel he started to distinguish the true Christianity. As Equiano went along he compares all religions to the one he was first introduced as a child, he compares their morals, behavior, beliefs; after all his comparison he decides to convert to the religion that best suited him. Hypocrisy has been define as imitating merit in a false pretense of being virtues,Show MoreRelatedThe Interesting Narrative of the Life of Olaudah Equiano or Gustavus Vassa, the African938 Words   |  4 PagesBorn in 1745, Equiano was born a member of the Igbo tribe in a village called Essaka in the kingdom of Benin. He describes Essaka as a remote and fertile village where slavery is a part of life. Born into a family of seven, Equiano is the youngest of six sons and the greatest favourite of his mother. One day, when he and his sister were left to mind their house while their people were gone to their work, they were both kid napped and enslaved, violating the unwritten rules that slaves should onlyRead MoreOlaudah Equiano s Narrative Of Slavery1061 Words   |  5 PagesOlaudah Equiano was one of the most famous black men in the history of slavery who was fortunate enough to purchase his own freedom. In addition, Equiano becomes extremely popular by writing his first slave narrative in 1789. In his autobiography named The interesting Narrative of the Life of Olaudah Equiano he emphasized various aspects of slavery throughout the entire book. In the narrative, he establishes his perspective about himself, God and Slavery. He was definably a man of motivation forRead MoreThe Interesting Narrative Life of Olaudah Equiano and Amistad604 Words   |  3 Pagesnbsp;nbsp;nbsp;nbsp;nbsp; CoMpArE and CoNtRaSt nbsp;nbsp;nbsp;nbsp;nbsp;Both, â€Å"The Interesting Narrative Life of Olaudah Equiano† and â€Å"Amistad† are important stories about slavery in pre-civil war america because they both address the issues of slavery. These gentlemen in the story made a difference in the slave trade. In â€Å"The life of Olaudah Equiano†, Olaudah was sold on a slave ship that came to the Barbados. Olaudah worked for his freedom, and in the end became efficient in American language. HeRead MoreA Motley Crew in American Revolution 1 Essay713 Words   |  3 PagesA Motley Crew in the American Revolution – Vectors of Revolution In the chapter â€Å"A Motley Crew in the American Revolution† authors Peter Linebaugh and Marcus Rediker imply that sailor, slave and labor revolts set the stage for the American Revolution. Throughout this chapter of the book â€Å"The Many-Headed Hydra† the authors listed and cited historical facts to support their claim that a †Motley Crew† (multiethnic, multiracial and organized group of people with a common goal) not just inspiredRead MoreTranscendentalism : An American Artistic And Philosophical Movement1823 Words   |  8 Pagesadmired the former great thinkers of the world from Aristotle and Jesus to Copernicus and Newton for their confidence and persistence in the face of opposition. The movement encouraged many in the United States to express their creativity and live originally. Ralph Waldo Emerson was a leading Transcendentalist writer, who advocated for confidence, originality, honesty, and freedom for all people, and his essay called â₠¬Å"Self-Reliance† summarizes his views of nonconformity. Former slave and abolitionistRead More Adaptation of Modern African-American Writers814 Words   |  4 Pagesconditions that plagued Africans during slavery and the slave trade. By reading the actual words, thoughts, and feelings of these enslaved Africans, modern writers receive information from the perspective of the victimized. Lucille Cliftons slaveship is a vivid example of a contemporary writer borrowing from the past to depict another account of the slave trade. The fact that Cliftons father told her stories about her familys struggle and she, herself, traced her lineage back to Dahomey, WestRead MoreSelfdom in Slavedom: Gustavus Vassa1503 Words   |  7 PagesFrom Africa, to Barbados, to Virginia, to a ship that travels the British Empire, if a steady location were the basis of identity, Olaudah Equiano would surely have none. However, he still develops a specific identity throughout his narrative, a striking task as he is ripped away from the family and culture he is born into and then never remains in one place for too long. In contrast to this, Harriet Jacobs develops an identity based largely on the family and community that surround her. Jacobs andRead MoreEssay about Influences of the Revolutionary Era1587 Words   |  7 Pagesactions of numerous individuals of the past. Three highly influential individuals of seventeenth century America were Abigail Adams, the second first lady of United States; Benjamin Franklin, an innovator and political powerhouse; and Olaudah Equiano, a slave that acquired his freedom and went on to write an autobiography of his journey. Abigail Adams â€Å"Abigail Adams became one of the revolutionary era’s most articulate and influential women† (Foner, 2012, pg. 211). The second child of William SmithRead MoreAnalysis Of The Poem Upon The Burning Of Our House 1279 Words   |  6 Pagesvarying tendrils) has helped unify our nation for centuries. The founders of what is today the United States of America came over to this continent avoiding persecution for their religion from European powers. While there have been plethora wars and struggles across Europe over religion, thankfully they have never showed their face in America, although it is most certainly a part of our heritage. However, it can not be said that Christianity is the only influence that has been exerted on the AmericanRead More Interpretations of Slavery Essay3734 Words   |  15 Pagesare present in all forms of slavery. Slaves were property and objects, not subjects of the law. Slaves had few rights, always fewer than their owners. Slave were also limited to few social activities and were not allowed to participate in political decisions. Finally, any earnings aquired by slaves by law belonged to their master. Also, slaves were prevented from making their own choices regarding physical reproduction. Western slavery took each of these slave characteristics to a new level and as

Being Human free essay sample

Bow down to your princess. Those were the silly fancies of a seven-year-old child. Ten years ago I dreamed of talking animals, dolls that could turn alive, and magic. My world revolved around fantasies that oftentimes emerged from the alternate universe of books. I wholeheartedly bought into the illusion that anything is possible and dreams do come true. So while other kids my age rejected the idea of the Tooth Fairy and jolly old Saint Nick, I firmly stood my ground. If anything was possible then a chubby old man could fit into the chimney and a fairy could exchange a tooth for a gift. Ten years later I realized how absurd my beliefs and dreams were. Santa does not exist and the gift under my pillow came not from the Tooth Fairy but, rather, from my mom. Not all dreams can come true and not anything is possible. Despite that realization, however, I still dream. We will write a custom essay sample on Being Human or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Of course, I no longer dream of absurd fantasies; unicorns, wizards, Chuckie—the killer-doll—they no longer dominate my mind. I dream, rather, of success. To me, what matters most is the ability to dream. Dreams are what make us human. Dreams are what keep us striving everyday to improve our lives. Without dreams we would be nothing more than robots living in an endless cycle of repetition. Each day would be a routine. Wake up, brush teeth, go to school, eat, sleep. There would be no yearning, no desire, no want. Dreams allow me to differentiate myself from you; because our dreams differ, our path in life and beliefs will also differ. You and I, we may reach for the same sky, but we don’t reach for the same stars. We both inhabit Earth, but so long as we dream different dreams you can proudly say that you are you and I can honestly say that I am me. I do not want to wake up one day only to realize that I am nothing more than an automaton. I want to be unique. I want to be an individual. I want to be human. To fill the shell, that is my body, with my own special soul I will continue to dream.