Log Entry 1 December 20, 2011 Late this evening, I’ve noted an article published in Reuter’s website. The article referred to the problems identified in regard to the audits that the multinational accounting firm, Deloitte, developed in 2010. Public Company Accounting Oversight Board (PCAOB) had reviewed the audits of the Deloitte for 2010 and it found that 26 out of the 58 audits developed by the firm during that year had problems (Lynch and Byrnes 2011)…
Download file to see previous pages...
Flanagan was the firm’s vice chairman in the corporate offices of Chicago (Blitstein 2008). According to the article, Flanagan, ‘repeatedly lied about his trading in annual written certifications’ (Blitstein 2008). I’ve made a research on the literature related to business ethics and came to the conclusion that employees in all firms need to follow the ethical rules set by their organization, as these rules are aligned with the laws regulating trade and commerce. In the specific case, Deloitte had failed in identifying early the violation of business ethics by its vice president; moreover, it seems that this failure has been a common phenomenon for the specific organization, meaning especially the problems in the firm’s audits in 2009 and 2010, as identified by the Public Company Accounting Oversight Board (PCAOB) (Lynch and Byrnes 2011). In accordance with Tittle (2000, p.67) ‘employees need to be loyal to their company’; however, this loyalty has limits. ...
It is implied that the activities of employees within organizations need to be lawful and that no violation of law in the context of business activity is permitted. In accordance with a survey developed in 1990, a high percentage of organizations, about 90%, tend to develop a corporate code of ethics (Trevino and Weaver 2003). In this context it would be expected that the phenomena of corporate fraud would be limited worldwide. The case of Deloitte, as of other well-known firms, such as Enron, revealed that the rules of corporate code of ethics are often ignored within modern organizations. I decided to explore all aspects of the Deloitte’s case, meaning its problems related to business ethics, in order to identify the failure of the organization to promote business ethics among its employees: was these failure related to specific employees or to the organization’s strategic framework? Log Entry 2 February 15, 2012 At a first point, Deloitte’s practices in regard to the control of fraud in the internal organizational environment can be considered as quite ineffective. In accordance with the firm’s website, the Board has a key role in ‘overseeing the organization and ensuring that it operates in the best interests of its shareholders’ (Deloitte, The role of the board, 2012). It is further explained, that the Board has the power to develop a regular control on the firm’s value drivers and set the firm’s targets, including the systems required for ‘monitoring managers’ accountability’ (Deloitte, The role of the board, 2012); the above powers are part of the Board’s responsibility to check the level at which the corporate governance rule are applied (Deloitte, The role of the board, 2012). In other words, the firm’s Board is primarily
...Download file to see next pagesRead More
Cite this document
(“Human Resource Management Essay Example | Topics and Well Written Essays - 2000 words”, n.d.)
Retrieved from https://studentshare.org/human-resources/1395349-human-resource-management-assignment
(Human Resource Management Essay Example | Topics and Well Written Essays - 2000 Words)
“Human Resource Management Essay Example | Topics and Well Written Essays - 2000 Words”, n.d. https://studentshare.org/human-resources/1395349-human-resource-management-assignment.
In the contemporary market characterised with intense competition, most organisations have diverted from conventional perception of human resource as passive resource that can be manipulated to get things done.
One of the major functions of human resource management is to ensure that all decisions and activities that affect the human resources are effectively managed. This includes, recruitment of staff, ensuring that staff is highly motivated through better remuneration, provision of benefits and training among others.
Human resource management of an organization deals with a number of management decisions which have a major impact and influence on the people of the organization. The human resource management when dealt with in a strategic manner with strategic plans and well thought out and strategically devised practices, then this is referred to as Strategic Human Resource Management. The main aim of this paper is to compare and contrast the various approaches of strategic human resource management.
This transformation has had major impacts in organizational management. The concept of SHRM has evolved as a bridge between the management of organizational human resource and business strategies. The major impact has been seen through the alignment of the human resources to the performance of the firm to give it a competitive advantage.
Strategic human resource management can be defined as an efficient management process of utilizing human resources to the best extent and it aims at enhancing the organizational efficiency (Fombrun et al., 1984). It is a complex process that is continuous in nature
al with this problem, the HR department will have to make required changes in its policy, management style and strategy so that the employees are motivated to perform well and remain loyal to the company for a long period. Two theories that can be applied to an organization
The two concepts are interrelated but one elicits higher performance than the other. There was need to develop this advanced form of human resource management as a result of the changing nature of technology, economy and market. There was a need to come up with a
One element that plays a substantive role in ensuring the success of an organization is the job description, and, therefore, the paper discusses the aspect of job analysis as the cornerstone of human resource
Fordism supported domestic mass production and the allocation of high wages among laborers. It was under fordism concept that mass consumption considerations got integrated with accountabilities on production. The philosophy of fordism has influenced business operation
They can improve the knowledge, skills, and increase retention of quality employees while enhancing the nonperformers ability to suit the firm’s needs (Liker & Michael, 2010). An inquiry made regarding this argument is that a company’s current
1 Pages(250 words)Essay
GOT A TRICKY QUESTION? RECEIVE AN ANSWER FROM STUDENTS LIKE YOU!
Let us find you another Essay on topic Human Resource Management for FREE!