Accounting Involvement in Business Organizations - Assignment Example

Running Head: Accounting Involvement in Business Organizations Accounting Involvement in Business Organizations QUESTIONS AND RESPONSE of Student Name of Institution Executive Summary Accounting personnel in organizations are expected to handle purely the numbers and financial balancing responsibilities. On the contrary though, being the people who are directly involved in the process of assessing the capabilities and the strength of the organization in the field of business that that the organization is engaged in, they too are noted for knowing which aspects of business operation primarily need assessment and adjustment in the organization for the sake of further future progress for the whole business group. Within the context of this paper, an understanding on the expanded responsibilities of accountants shall be discussed. Accounting Involvement in Business Organizations QUESTION AND RESPONSE 1. Operations deals with how the company is performing. Operations may be refined into different manufacturing processes such as design, material acquisition, assembly, testing and so on. In the present, technology has already advanced so much that it has affected in significant level almost all of aspect of life of the society. Humanity’s lifestyles, works and basic responsibilities are now made easier and as efficient as possible including the field of professional dentistry. In this aspect, integration of the modern technology to the systematic processes in the office dentistry has optimized its production and improved the quality of its services in a significant level raising the standards in this field higher. Application of technology in the office dentistry has been determined to affect several tasks and processes in the said field in a positive manner. One is that it helps to promote the diagnostic communication between the practitioner and the patient through the advancements such as digital imagery and X-rays. With the aid of technology, dentist can now elaborate the situation of their patient through visual tools. Another is that technology widens the available services of each dentist practitioner by innovating several machines that are capable of the complicated tasks in the dentistry field. Also, technological application is known also to reduce the tiresome works in the dentist office such as the accounting responsibility with the aid of programs and software that can efficiently handle the said tasks. In addition, the tasks of practice management is also optimized by technology as it promotes several aspects such as the communication between concerned parties, organization of paper works and files, and aid the plan of the financial matters of the office (Prasad, 1989). Through technological implications, the different issues of operation the organization needs to face could be well dealt with. 2.A VP of operations has asked you to make recommendations at the weekly status meeting on how to improve the efficiency and effectiveness of each manufacturing sub processes individually and as a whole. Strategic management is a contemporary approach formulated by the scientific society of modernized world regarding the aspect of management. It is generally an approach in management and planning wherein certain steps and procedures are develop and systematically incorporated in the normal process to achieve the desired goals of the institution. This is actually plan with a general outlook in the present and the future where different aspects and factors are incorporated as a whole to develop a plan towards the objective. Implementation of the said management strategic is viewed to post certain advantages and disadvantages to the institution and management in general. Strategic planning is viewed to possess many advantages in the management aspect of the institution. These advantages manifest as this approach generally maintains the focus of the group towards their objectives and goals. Also, strategic planning also ensures that the different factors involved in the group’s action are indeed incorporated and be well regarded in their plan ahead of time. Management who uses this approach becomes fully aware of the things and aspect that must be dealt with thus minimizing the certain issues of uncertainty and disconcertment (Prasad, 1989). In addition to that, the efforts of the groups are well distributed to all the works and issues that must be addressed thus, minimizing waste and worthless efforts. However, strategic planning also do posts several disadvantages to the group and this is mainly related to cultural changes and ambiguity in the plan. Commonly, strategic planning comes in contrast with prevalent cultural trend in a certain locality thus, this approach also require change and adaptation when it comes to its implementation. Another is the ambiguity regarding the planning part where the strategy is mainly formulated with underestimation and overestimation, coordination failure, failure in following the created plan, resistance to the implementation of the plan, and others. If critically analyzed, it is evidently true that the advantages of strategic planning do outweigh is disadvantages regarding the achievement of the goals and objective of the group. The main roots this approach flaws can actual be viewed to be in relation to the culture trend and the planning itself. Strategic planning is indeed relevant because it can actually focus the efforts of the groups to the objective and keep all pertinent issues and aspect at perspective however, the plan itself must be created with the participation of every individual in the group for it for efficiently function (Prasad, 1989). The group itself is composed of different individual and that their presence and support is indeed valuable thus they must all be regarded in the aspect of planning. If this concept if significant implemented in the formulation of the strategic management approach then the said value can actually be advantageous for the group towards the achievement of their primary goals and objectives. Through the application of strategic marketing, the process of motivating people to work better for the organization would become an easy task to complete. Humans are significantly made with personal and innate characteristics in them that are completely different and apart from the others. This idea is mainly because of the certain fact that human beings have their own characteristics of uniqueness and individuality. Thus, human beings become existent in their own personal sense with their own identity differing them from others at some point in their innate qualities. In same manner, cultures and social values are also created and develop with likeness to the concept of individuality and uniqueness since they are created by human beings themselves. Social groups of relative similarities functioned and develop them own system of values and accordance making them united in their own concept and apart from the other social groups. Thus with this concept, cultural diversity has predominantly existed as how society themselves strive and develop to the point of their current state. However, this innate and basically natural concept in the society has been always a massive hindrance for the establishment of social unity and uniformity especially on the principal level of a team. Since the team-building concept’s main agenda is the establishment of a uniting factor and bond among its members, their own personal and cultural diversity has always been a challenge for the said aim. Common problems and challenges such as uniqueness in the dominant language, dissimilarities with social norms and acceptable principles, differences concerning perception and opinions, and others often become a problem in the team-building aspect. In general, diversity produces stratification and division thus unification is being hindered. Indeed, cultural diversity in the aspect of team building is one of its main weaknesses. However, cultural diversity in a certain team can also serves as its potential strength producing advantages apart from its common disadvantages. Having a culturally diversified group is also beneficial because it can basically cover much more grounds than groups of only single culture. This concept is true because having a multicultural society in a single group will produce more and significantly different opinions and ideas and with the merging of these different ideas, a single group can produce a statement or an idea that is generally valid since it actually addresses point of views from each culture. It is like having a representative from each culture joining together to create a concept that will unify their principles and eliminate their differences. In addition, through having a multicultural group, individuals can actually gain an opportunity to learn from the other and become acquainted with other social groups’ culture. Thus, each one can learn to adapt and relate to each other creating a bond that will transcends their culturally differences. In a point, building a team with the basic qualities of cultural diversity is indeed a difficult challenge because each member and especially its leaders must be able to eliminate the diversity walls between its people without offending or discriminating as much as a single individual. It is very important that in this aspect, each and everyone must understand the importance of respect for other’s personal culture and their own diversity thus avoiding further complications in the situation like straining the said opportunity (Bush, 2003). However, the said concept of building a team of multicultural individuals is also a rewarding and an important part of social development of the human beings. Through this course, society can start to bring down the wall that separates them from each other and use the concept of cultural diversity not as their main weakness from conceptualizing social unity but as their potential strength for harmoniously existing as culturally colorful society. The aspect of team building in the society has always been viewed as a complicated yet very much important concept. This idea is generally considered to be valid because of the fact that people are indeed much stronger when they are have bonded together with other individuals in their course of pursuing their collective goals and tasks. With the application of the concept of teamwork, different individuals with diversified personality and abilities are binded together helping, interacting and developing each other thus increasing their collective potentials and abilities. In the course of applying the concept of teamwork, individual teams might ask at one point in their course if their performance is indeed significant. Each member has the tendency to gauge their group’s performance and their development especially with their collective grasp of the concept of teamwork thus different techniques for evaluating the group’s performance have been develop to answer such inquisition. These techniques have different point that they are focused with in analyzing the teamwork culture of the group. Each of these techniques has their own strengths and weaknesses in appraising the teamwork value of the group however, all of these techniques have the same objective, which is to give way for better performance and team development. Appraising the teamwork efforts of a certain group can either be done in relation to the main culture of the group itself or basing from the performance of the individual members of the group collectively. With this idea, the performance of a certain group can be evaluated through an actual performance test or through basing from previous group performance and surveys (Caroselli, 2000). The first techniques actually manifest more on being an actual test on the group teamwork ability wherein the evaluator can test their values through basing from the result of the activity and their individual and collective performance. In this technique, the group will undergo a specialized activity with actual tasks which is very much complicated and systemized process. The nature of the task will post a change from the usual activities of the group thus requiring a change in the group’s techniques and routine. This technique is perceived to be more effective since it is an actual activity resulting on an actual and practical performance of the group. However, one can actually argue that a single result cannot actually stand hold the whole group’s performance thus creating a spark of ineffectiveness in the approach Another way it through analyzing the results of the previous activities of the group and the individual performance of its member resulting to their collective outcome to determining the efficiency of the management of the groups and the tea participation of its members. Through this approach, evaluators can actually determine whether the different individuals in the group are indeed working with each other in the concept of teamwork and whether the group itself is functioning as one in their collective pursuit of their goals. Since this approach is based on previous facts, data from an actual test specifically created for the said group is not incorporated in this method however, the basis of the method is still from actual activity performance even though previously and randomly implemented. Even though different approach is taken in analyzing the group’s teamwork effectiveness, the results are still significantly important for the development of each of the members and their collective organization. Determining the effectiveness of their teamwork culture will indeed boosts up the morale and spirit of the group members and will pave way for rooms for improvements and further development. And the 2nd part of paper 500 word to cover: 1.The Vice President of Operations would like to increase profitability, improve customer service, and expand the business. Even though the external accounting department spends 5 days preparing each quarters financial statements and disclosures, she does not examine those financial statements issued to the company shareholders. Managers are among the key foundations of any organization (Hill, 2006). The fact that they are constantly faced with the challenges of dealing with the employees or staffs of the institutions that they work for, the managers are expected to perform their duties not only for their organization but also for their employees as well. With the emergence of the developments of the management systems today, the idea of managing people takes a better lead as the years progress (Prasad, 1989) . Considering this particular case, it could be observed that being reminded about the responsibility that a manager needs to take into consideration is indeed a key process to help the authority noted herein to see her role in the organization again in an aim to further motivate her towards performing better as an official of the organization. Managing is a skillful job that requires a person to have his own operating skills. His ability to correlate with the subjects that he ought to manage is highly given importance by the organization. This is the reason why managers are considered the main foundations of the people force of each organizational system. Usually managers are the ones who are assigned to take the position of the ‘leaders’ of any working team. Hence, to be able to become a fine manager, there are necessary skills and characteristics that are needed for a person to be a competent manager. As outlined above, there are necessary skills that a manager should posses. Hence, once the said specific characteristics are found in a person, a managerial success could be assured. With the outline of the needed characteristics of an excellent manager, the necessary responsibilities of managers could then be further defined. According to Marlene Caroselli (2000), there are six major responsibilities and objectives that define a competent manager: 1. To promote the practice of scientific management in a certain country This refers to a fine pattern that has the possibility of being a model or pattern to other managers, which they could follow for the completion of their duties towards the organizations that they ought to work for. 2. To professionalize management and industrial engineering Management is a science, and practicing it requires a certain level of fervent observation that would help in the progress of the strategies that management applies. Professionalizing the pattern and making the necessary progressive changes for the systems used in human resources control would increase the competency and the trust that organizations put upon the shoulders of the management teams. 3. To undertake and encourage research in industrial management Further studying the necessary factors that contribute to the effective application of managerial processes, it could be seen how the managerial positions and roles could still be further enhanced. Hence, conducting researches on the said matter shall equip a competent manager with further skills, which he could use in his job. 4. To provide technical guidance and leadership to practitioners and students of management and industrial engineering This involves the ability of the managers to give their subordinates with the necessary knowledge they need to be able to operate well for the organization’s sake. Once the managers are able to help their subordinates with the necessary points of consideration that they have to take for their job positions, it could be expected that other employees would be motivated to have the leadership essentials that they need to continue being highly useful for their organization. 5. To promote an exchange of ideas and information among members It is important to motivate others to share their thoughts on vital issue that concern their dignity in the organization. It is among the manager’s responsibility to promote group involvement in the organization. 6. To maintain high professional standards among its members It is important for managers to maintain a high level of standard especially with the service that they specialize in. Hence, being able to provide the institutions or the organizations that are serviced by managers, the existing system in the organizations are expected to have a strong influence upon the fulfillment of the missions and objectives of the organizations for the people that they ought to serve. The said six major missions and objectives that are outlined herein are indeed a pattern of the ideal points of consideration that managers should think about and apply as they complete their duties towards their stakeholders. (Maxwell, 1999) 2.You are to attend an afternoon meeting to discuss why this is the case. You have been assigned the task of examining the pertinent information and proposing two recommendations for the Vice President. These recommendations are to take effect at the end of the quarter. Emotional intelligence especially for the leaders of a specific group is very much important. This idea certainly applies because of the general idea that leaders are suppose to be the strengthening pillar for his or her subordinates in their group for moral aspect and personal values (Caroselli, 2000). In a sense, he or she should stand to be the epitome of the group’s values guiding them in their quest for their achievement. In the same aspect, an ideal leader should possess competent and significant emotional intelligence for him or her to fully govern his or her members. Thus, the writer aims to evaluate his current leader concerning personal emotional intelligence (Prasad, 1989). With carefully analysis and evaluation, the writer explicitly presents his leader as a person that is self-aware, self-regulated, well motivated, with empathy towards his members and with proficiency regarding interpersonal social skills. By close analysis of the different components of emotional intelligence, it can be generally concluded that this concept is indeed important in the aspect of group leadership. In the same context, each individual traits and skills encompassing emotional intelligence is very important in the aspect of dealing and guiding different individuals in binding them together in a group. Each principle of emotional intelligence embedded in its different components is viewed as a significant value especially when it is properly applied in the group. One approach in applying these components is by using them as the means of adhesion or bond between each member. Another is by apply it in the interpersonal communications of the members and between their leader as a way of showing and gaining personal and leadership respect in the group. Thus, emotional intelligence is indeed important in the group and with their leaders. Because of this, the organization must be willing and determined to help their leaders in developing their emotional intelligence in respect with their leadership skill. Every member must personal adhere to the principles of each components to influence and motivate their leader in developing his personal values and social perception. Thus, the task of developing and applying the principles of emotional intelligence in their respective organizations and their leaders is a job for all members requiring each willingness and participation (Hill 2006). Through the application of emotional management leadership, every official in need of completing certain responsibilities would be given the right chance to perform well for the task that they are expected to do. References: Anderson,Hurston (2004). Integrated Office Technology. JADA, Vol. 135. American Dental Association. Bush, Tony. (2003). Theories of Educational Leadership and Management. London: Prentice Hall. Caroselli, Marlene . (2000). Leadership Skills for Managers. New York: Prentice Hall. Gellman, Stuart (1997). Teamwork. Arizona: Top Dog Publishing Company. Hill, Charles W. L. & Jones, Gareth R (2006). Strategic Management Theory: An Integrated Approach. New York: Houghton Mifflin Company. Maxwell, John. (1999). The 21 Indispensable Qualities of a Leader: Becoming the Person Others Will Want to Follow. Chicago: McGraw Hill Prasad, Benjamin. (1989). Advances in International Comparative Management. New York: Prentice Hall. Read More