Motivation and Team Dyanamics - 1812 Words

MOTIVATION AND TEAM DYANAMICS Introduction Motivation can be defined as a process that starts with a physiological deficiency that activates a push that is aimed at a goal incentive The aim of this essay is to show that how motivation can be an important factor for better performance of employees in a sector (Steininger, 1994). In the first article, the author analyzes the nature of motivational research and the approach adopted by motivational researchers in order to figure out what motivates the employees of a given organization to perform their best. He calls marketers as instrumentalists who in fact only research about motivating others so as to attain their own means. The second article reemphasizes and analyzes some necessary†¦show more content†¦For the effective implementation of strategies, the marketers are required to show full commitment to objective approach and creative research as a compelling instrument. A point to be noted in this context is that the mechanisms can be of particular importance for the motivation of a certain segment only, and the techniques, frame of reference and preferences might vary for each specific purpose. (Steininger, 1994) The author summarizes that the marketer should not totally disregard motivational research, though it indeed is a misleading approach towards marketing since it strives to ascertain not the preferences of customers as it claims to do so, but to ascertain how to influence the preferences of customers so as to gain benefits. The creative aspect of such motivational research is to be banked upon by a marketer if he intends to utilize creative ideas for selling of a product, by focusing on what might motivate a customer to buy a product in the larger scheme of things, rather than based on how the customers already views the position of the firm in the market. Second Article Analysis and evaluation The second article focuses on finding out the various factors which affect performance of workers, and motivate or de-motivate them. The difference between the previous article and this one is that instead of analyzing and beingShow MoreRelatedAirline Reservation System: Organization Profile10051 Words   |  41 Pages H-LINE products integrate public amp; Private capital market information with software applications for research, analysis, idea generation, workflow management, and relationship development. H-LINE are not just a data or software Company, but a team of dynamic Professionals vowing to provide: High Quality, Timely and Accurate Data and Research Tools Best Possible Client Service H-LINE Key Service Areas * financials, SEC filings, financial ratios and Business Descriptions * Exporting

The Tax Advantages Of Sarbanes Oxley Essay - 969 Words

The Tax Advantages and Disadvantages of Sarbanes-Oxley Afua Nyamekye Liberty University The Tax Advantages and Disadvantages of Sarbanes-Oxley The 1990s and the early 2000s was a time that the world witness an explosion of fraud in the corporate world. Corporate fraud like Enron, HealthSouth, Waste Management, WorldCom, Lehman Brothers, etc. was so disturbing that lawmakers felt the need for a law to help curb down these frauds. Lawmakers came out with Sarbanes Oxley named after Senator Paul Sarbanes and Rep. Michael G. Oxley, the co-sponsors of the act. The purpose of this essay is to discuss some of the tax advantages and disadvantages of Sarbanes-Oxley and to explore whether the advantages outweigh the disadvantages for small businesses as well as the tax benefits for those businesses. The Tax Advantages of Sarbanes-Oxley The main objective of the Sarbanes-Oxley act was to reduce fraud. So far that objective seem to have been obtain. Since SOX was enacted, there has not been a major domestic corporate financial scandal uncovered other than the options back-dating scandal that occurred before July 2002 (Jahmani Dowling, 2008). It is a tax advantage because companies and investors are not losing money. Another advantage of that resulted from Sarbanes-Oxley Act is that the meetings of audit committees increased in frequency. â€Å"One of the primary goals of SOX is to increase investor confidence and the assurance of the integrity of the U.S. capitalShow MoreRelatedThe Sarbanes Oxley Act ( Sox )1526 Words   |  7 Pages Essay #1- Tax Advantages and Disadvantages of Sarbanes-Oxley Eric Kitts Liberty University â€Æ' Introduction The Sarbanes-Oxley Act (SOX) of 2002 was implemented to deter fraudulent activities amongst companies by monitoring and auditing financial activities as well as set up internal controls to aid in the safeguard of company funds and investor’s interest. SOX also regulates the non-audit tax services (NATS) that can be performed by an auditing firm. SOX was passed by Congress in 2002 in anRead MoreThe Sarbanes Oxley ( Sox ) Act Of 2002926 Words   |  4 PagesThe Sarbanes-Oxley (SOX) Act of 2002 was legislated by Congress to restore reliability of financial statements with the objectives to raise standards of corporate accountability, to not only improve detection, but to also prevent fraud and abuse (Terando Kurtenbach, 2009). Additionally, SOX was the response to general failure of business ethics such as the propagation of abusive tax shelters and greater aggressive tax avoidance strategies (Raabe, Whittenburg, Sanders, Sawyers, 2015). Tax AdvantagesRead MoreSmall Business Idea1156 Words   |  5 Pagesfactors affecting the type of business organizations that an owner should form, so that it is most beneficial for him and the product or services provided. In this paper, the four business structures are evaluated and the association of the legal, tax and accounting implications with the different structures are also discussed. Suppose that the government has released funds to set up small businesses, I would set up a language services company. The services will include translation, transcriptionRead MoreCase 2: Kpmg: How Many Firms? Essay769 Words   |  4 PagesProfessional standards do not allow for a company’s auditors to also provide tax services and still retain their independence. The SEC and the PCAOB have put restrictions on the nonaudit services that a company’s auditors can provide. These restrictions really limit the company’s auditors to the extent that if a firm provides auditing services for a company they cannot really provide any other types of services. This limitation was put into place in order to maintain the independence of auditorsRead MoreThe International Financial Reporting Standards Essay1210 Words   |  5 Pagesa list of minimum headings that must be displayed in balance sheet. Deferred taxes  Ã¢â‚¬â€Under the provision of US GAAP, Deferred taxes are classified as current or non-current on basis of division of associated non-tax asset or liability for financial reporting. While under IFRS Deferred tax asset and liabilities are always considered as non-current. Equity: Division of capital instruments is based on the substance of issuer s obligations which may be either liability or equity, under IFRS. MezzanineRead MoreThe Sarbanes Oxley Act Of 20021015 Words   |  5 PagesThe Sarbanes-Oxley Act of 2002, also known as the SOX Act, is enacted on July 30, 2002 by Congress as a result of some major accounting frauds such as Enron and WorldCom. The main objective of this act is to recover the investors’ trust in the stock market, and to prevent and detect corporate accounting fraud. I will discuss the background of Sarbanes-Oxley Act, and why it became necessary in the first section of this paper. The second section will be the act’s regulations for the management, externalRead MoreSwot Analysis Of Honda1603 Words   |  7 Pagesprofitability. The current global motorcycle manufacturing sector is full of competition. It, therefore, becomes crucial for every manufacturer to evaluate their strengths and weaknesses and then identi fy the opportunities to exploit to gain competitive advantage. Honda is Japanese based automobile company; it has numerous subsidiaries in Asia, Europe, and North America. Due to the advancements in technology, Honda will be required to make use of the latest technological trends to stay competitive. The businessRead MoreThe Sarbanes Oxley Act Of 20021274 Words   |  6 Pagesare the Sarbanes-Oxley Act of 2002 and the recently approved by Congress act, the Dodd-Frank Wall Street reform and Consumer Protection of 2010. While these acts have been implemented with the economy and the consumer in mind, there have been a lot of controversy on whether these acts have in fact benefitted the economy or not. We will analyze and explain the two before mentioned acts and will provide an overview of the point of view of supporters and the opposition. The Sarbanes-Oxley Act of 2002Read MoreWhat Are Five Elements Necessary For Commit Fraud?1739 Words   |  7 PagesCressey’s fraud triangle. Pressure is when there a need cannot be satisfied by conventional means. Pressure answers the question of why fraud is committed, which include: excessive debts, cannot afford current lifestyle, and a increases in the costs of tax preparation and litigation. Opportunity is when a trained individual uses his or her skills to violate company trust by not taking time off or knowing the â€Å"ins† and the â€Å"outs† of the job. Rationalization occurs when he or she provides reasoning as toRead MoreSarbanes Oxley Act : The Public Company Accounting Reform And Investor Protection Act Of 20021452 Words   |  6 PagesSarbanes-Oxley Act, which is as often as possible alluded to as SOX or Sarbox, was presented 6 years back in 2002, or to be more particular, was authorized on July, 30 2002. This demonstration is otherwise called th e Public Company Accounting Reform and Investor Protection Act of 2002. This demonstration showed up not without a moment s delay with no reasons, there were not kidding requirements for its advancement and institution. There was a progression of bookkeeping and corporate outrages that

Qualities of a Good Leader Free Essays

First of all, if you’re not confident you will go no where as a leader and probably will not be a leader in the first place. When you are confident, you instill confidence in those around you, it â€Å"rubs off. † Being conceited and arrogant are two different things. We will write a custom essay sample on Qualities of a Good Leader or any similar topic only for you Order Now Arrogance causes those around you to dislike you and resent your actions. Many traits are involved with confidence, including the ability to communicate, make decisions, and optimism.Communicating and how you do it is key, if you speak with authority and knowledge you will be successful. The way you make decisions affects your follower’s confidence in you. Don’t second guess yourself. Optimism is the fall back plan on which most leaders use when something doesn’t go their way. Having people know that you made a mistake but will fix it in the near future will greatly increase the amount of people who follow you. HONESTY- People want to trust their leader.The best way to gain trust in a leader is if that leader is honest and trustworthy. In order to gain that attribute of honesty, you must go out of your way to display that honesty as an individual. When you don’t admit that something didn’t work, you are making a mistake. In the eyes of citizens or who whoever may follow you, lying to them is quite possibly the worst thing you can do. When you are honest you turn into an influence to other people. How to cite Qualities of a Good Leader, Papers Qualities of a Good Leader Free Essays You must have an honest understanding of who you are, what you know, and what you can do. Note that it is the followers, not the leader or someone else who determines if the leader is successful. If they do not trust or lack confidence in their leader, then they will be uninspired. We will write a custom essay sample on Qualities of a Good Leader or any similar topic only for you Order Now To be successful you have to convince your followers, not yourself or your superiors, that you are worthy of being followed. Good leaders are made, not born. If you have the desire and willpower, you can become an effective leader. Good leaders develop through a never ending process of self-study, education, training, and experience (Jago, 1982). To inspire your workers into higher levels of teamwork, there are certain things you must be, know, and, do. These do not come naturally, but are acquired through continual work and study. Good leaders are continually working and studying to improve their leadership skills. Seven Qualities of a Good Leader 1. A good leader has an exemplary character. A leader needs to be trusted and be known to live their life with honestly and integrity. A good leader â€Å"walks the talk†. 2. A good leader is enthusiastic about their work or about their role as leader. passion and dedication †¢source of inspiration, †¢a motivator, will not be afraid to roll up their sleeves and get dirty. 3. A good leader is confident. †¢confident as a person and in the leadership role. †¢inspires confidence in others and draws out the trust and best efforts of the team to complete the task well. 4. A leader functions in an orderly and purposeful manner in situations of uncertainty. †¢People look to the leader during times of uncertainty and unfamiliarity and find reassurance and security when the leader portrays confidence and a positive demeanour. 5. Good leaders are tolerant of ambiguity (doubt, vagueness). †¢Remain calm, composed and steadfast to the main purpose. †¢Storms, emotions, and crises come and go and a good leader takes these as part of the journey and keeps a cool head. 6. A good leader thinks analytically. †¢is able to break it down into sub parts for closer inspection. †¢can break it down into manageable steps and make progress towards it. 7. A good leader is committed to excellence. †¢The good leader not only maintains high standards, but also is proactive in raising the bar in order to achieve excellence in all areas. The Top 10 Leadership Qualities 1. Integrity- integration of outward actions and inner values. A leader must have the trust of followers and therefore must display integrity. 2. Dedication- means spending whatever time or energy is necessary to accomplish the task at hand. By setting an excellent example, leaders can show followers that there are no nine-to-five jobs on the team, only opportunities to achieve something great. 3. Magnanimity -giving credit where it is due. †¢ensures that credit for successes is spread as widely as possible throughout the company. a good leader takes personal responsibility for failures. †¢To spread the fame and take the blame is a hallmark of effective leadership. 4. Humility- recognizes that they are no better or worse than other members of the team. †¢A humble leader is not self-effacing but rather tries to elevate everyone. †¢understand that their status does not make them a god. Mahatma Gandhi is a role model for Indian leaders , and he pursued a â€Å"follower-centric† leadership role. 5. Openness- being able to listen to new ideas, even if they do not conform to the usual way of thinking. Good leaders are able to suspend judgment while listening to others’ ideas, †¢well as accept new ways of doing things that someone else thought of. †¢Openness builds mutual respect and trust between leaders and followers, and it also keeps the team well supplied with new ideas that can further its vision. 6. Creativity -ability to think differently, to get outside of the box that constrains solutions. -the ability to see things that others have not seen and thus lead followers in new directions. -The most important question that a leader can ask is, â€Å"What if †¦ ? Possibly the worst thing a leader can say is, â€Å"I know this is a dumb question †¦ 7. Fairness- dealing with others consistently and justly. A leader must check all the facts and hear everyone out before passing judgm ent. †¢must avoid leaping to conclusions based on incomplete evidence. When people feel they that are being treated fairly, they reward a leader with loyalty and dedication. 8. Assertiveness-is not the same as aggressiveness. †¢it is the ability to clearly state what one expects so that there will be no misunderstandings. †¢ A leader must be assertive to get the desired results. . Sense of humor is vital to relieve tension and boredom, as well as to defuse hostility. †¢Effective leaders know how to use humor to energize followers. Humor is a form of power that provides some control over the work environment. And simply put, humor fosters good camaraderie. 10. Intrinsic traits such as intelligence, good looks, height and so on are not necessary to become a leader. Anyone can cultivate the proper leadership traits. Leadership – †¢Ã¢â‚¬Å"process of social influence in which one person can enlist the aid and support of others in the accomplishment of a co mmon task†. (Alan Keith of Genentech) states that, â€Å"Leadership is ultimately about creating a way for people to contribute to making something extraordinary happen. † †¢Ken â€Å"SKC† Ogbonnia, â€Å"effective leadership is the ability to successfully integrate and maximize available resources within the internal and external environment for the attainment of organizational or societal goals. † †¢organizing a group of people to achieve a common goal. † †¢Influencing others to take actions and adopt behaviors that accomplish a goal or a mission. The Process of Great Leadership The road to great leadership (Kouzes Posner, 1987) that is common to successful leaders: oChallenge the process – First, find a process that you believe needs to be improved the most. oInspire a shared vision – Next, share your vision in words that can be understood by your followers. oEnable others to act – Give them the tools and methods to solve the problem. oModel the way – When the process gets tough, get your hands dirty. A boss tells others what to do, a leader shows that it can be done. oEncourage the hearts – Share the glory with your followers’ hearts, while keeping the pains within your own. . 2: IMPORTANCE/FUNCTIONS OF LEADERSHIP 1. Help interpret the meaning of events 2. Create alignment on objectives and strategies 3. Build task commitment and optimism 4. Build mutual trust and cooperation 5. Strengthen collective identity 6. Organize and coordinate activities 7. Encourage and facilitate collective learning 8. Obtain necessary resources and support 9. Develop and empower people 10. Promote social justice and morality 1:3 ISSUES AND PROBLEMS ON LEADERSHIP Issues and Problems For most organizations, problems prevent the direct, linear achievement of a goal. The problems faced by an organization may be adaptive in nature. Adaptive problems-require changes in organizations structure, behaviour, values, culture or objectives. Non-adaptive problems- simply require the application of existing approaches. Table 1– Organizational Issues Problem/Issue TypesSolutions AvailablePeople Involved Adaptive, Non-Technical UnclearUnknown and Unclear; Requires Evolution of Values and InnovationAll Stakeholders Non-Technical but ClearPartly Known -Some Adaptive Learning RequiredExperts Aid Diagnosis; Group Solves Problem Technical ClearTechnical, Solutions ExistExpert-Leader How to cite Qualities of a Good Leader, Essay examples

The Main Reason That Women Are Paid Less Than Men free essay sample

More than 2,000 years ago the Greek philosopher Plato wrote†¦ â€Å"Nothing can be more absurd than the practice that prevails in our country of men and women not following the same pursuits with all their strengths and with one mind, for thus, the state instead of being whole is reduced to half. †(Plato, The Laws) There is a nationwide debate as to whether or not women are paid less than men as a result of gender discrimination in the workforce. It is our position that gender discrimination is in fact the main reason women are paid less than men, and we will defend our position with appropriate statistics and facts. This is no doubt a sensitive issue and there are a lot of different views and opinions throughout the world. It is certain that this topic is influenced by a wide range of factors and is also affected by geographical effects. Furthermore, if we want to hold the view that gender discrimination is largely responsible for differences in wage between men and woman, we have to concentrate on a specific market. In this case, on the United States, we should look on the hypothesis from different perspectives. To effectively defend our position, it is beneficial to break down our position into two parts. First, we have to prove that a gender pay gap in the United States actually exists. If we want to prove a crowding hypothesis we not only have to support this theory by referring to appropriate statistics, studies, and research, but also the existence of this hypothesis itself. Human resource managers are largely responsible for compensating employees, which would ultimately affect the pay gap between men and women. Human resource managers were asked if they think there actually is a gender pay gap among America’s companies, and if it existed inside there own organization. According to a recent study published by the Institute of Management Administration in New York, they do in fact believe in this gap. Overall 89. 4 percent of the interviewed managers think that there is a wage differential between the genders at other companies. What is surprising about this data is that only 17. 7 percent of them added their own company to this group (â€Å"How Widespread Is the Gender Pay Gap†, 006, p. 1). It seems that there is a real glass ceiling effect in America’s industry. Everyone talks about it but very few admit to having such a barrier in their own organization. However, as expected, there are further differences among the various industries and in regional trends. For instance, the study found that 100 percent of the respondents in the educational sector believe there is a w age differential while almost 18 percent in the non-profit industry are not committed to this thesis. The regional differences are smaller (p. ) but for sure they would gain in importance if we looked outside of America. So our position is that we can state that there generally exists the perception of a gender-based pay gap, however, it observably differs from region to region and industry to industry. As mentioned earlier, there is a second part to our position which has to be considered, whether or not the pay gap is a result of gender discrimination. In our position it is quite clear that gender discrimination is the main factor influencing the pay gap and it emanates from the mentioned studies. To represent valid facts, the research had to provide a consistent basis, which sorted the wage and salary data out of all objective influences. That means from an objective view, the compared earnings are based on persons with the same characteristics, skills, and living conditions. Thus there are only subjective reasons left, which may cause this gender-based pay gap among men and women in the economic environment, and that means gender discrimination. On this account, in the discussion below, we will try to analyze the various studies we found and to count out all the possible objective reasons that might cause a legitimate pay gap among gender. Why is this issue important to organizations? One reason for organizations to pay men and women equally for the same amount of work is to avoid any legal ramifications which can lead to severe financial penalties. Another important reason to avoid discriminating against women is that discrimination can draw negative publicity for the company, leading to poor performance in the workplace and potential loss of sales. Companies that do not follow the Equal Pay Act are stalling the already slow process for women’s equality in the United States. Organizations need to help accelerate the process and they may be rewarded and receive positive publicity which in turn can improve company morale and customer satisfaction. Furthermore, this good reputation makes a company also more attractive for women of the academic labor market and might enable the organization to gain a sustainable competitive advantage within the industry by obtaining high-quality female human resources. It also might lead to better relationships to other stakeholders such as state and government, creditors or suppliers. For instance, it is quite enough to look on the recent case of the class action of female employees against Wal-Mart (Christie, J. , â€Å"Wal-Mart Faces Historic Sex Bias Case†, 2007). This lawsuit was published in numerous newspapers and other media. Can you imagine how that will affect the company’s reputation in the future? Possibly a lot of women will be in doubt about the world’s largest retail business and choose rather another company for their career-entry or advancement. Therefore it is maybe not the fine which Wal-Mart is currently worrying about, but particularly the damage to its image that will affect the organization throughout the coming years. The equal pay dilemma has been an issue in this country dating back as early as the 1880’s. During World War I and World War II the concept of equal pay became a matter of policy with limited practice. Many women were called upon to replace male factory workers who had been sent to the war which became a catalyst for the subject. A national debate arose as to whether or not the policies of equal pay should continue to be practiced during peacetime. The main advocate of these equal pay policies in the U. S. was the Women’s Bureau of the Department of Labor. However these policies soon died as the war ended and the major male workforce came back from overseas. The topic of equal pay has been thoroughly investigated and well documented throughout the years and all the information leads to the same conclusion that equal pay does not exist. Years of protest for women’s equal rights prompted the slogan â€Å"equal pay for equal work† which became very appealing throughout the nation. This slogan, which cried out for equality, helped gain support from labor parties, unions, woman’s organizations, and government ministries. However, defining these terms such as equal pay and equal work is a difficult task in itself. The problem with equal pay lays in the fact that a very small percentage of women work on the same job as well as performing the same work and under the same conditions as their male colleagues. Furthermore, equal work is also an elusive term and is difficult to define. Defining what â€Å"equal† should measure has been the main difficulties of equal pay advocates. Equal could be measured in many different ways: amount of a product, value of a product, value of the work to the employer, work done under similar conditions, or should it represent equal effort or sacrifice? The problems of definition and of measurement both of equal pay and of equal work have provided comfort for the opponents of equal pay and refuge for the undecided. This issue is controversial because it is a topic which actually should not exist. Everyone knows about it but nobody is really aware of the fact that this is happening now in their direct environment and in their own company. Another reason for the conflicting opinions might be the consistency of the data and statistics gained by national research. This topic is very complex and influenced by innumerable variables so that it is difficult for those research institutes to cut down the determining factors only on â€Å"gender discrimination†. Thus, leaves a lot of room for skepticism and disagreements. The reason that this issue is really controversial proves again in the recent publication of possibly the biggest sexual discrimination case in U. S. history advanced against Wal-Mart on Tuesday the 6th of February. The article published by Reuters in the New York Times reported that â€Å"a top court ruled that more than a million women could join a suit charging bias in pay and promotions† (Christie, J. , â€Å"Wal-Mart Faces Historic Sex Bias Case†, 2007). This lawsuit will probably constitute another longsome dispute in the US justice department about the topic of gender discrimination in the workforce and if it is the main reason for the pay gap between men and women in the United States. Discussion For our first argument, we will discuss the glass ceiling effect and position segregation concerning women in the United States. One theory of gender discrimination in the workforce constitutes the existence of a glass ceiling effect that causes a pay gap among genders. This theory was proven by Alkadry and Tower, who mainly tried to answer the following questions regarding the glass ceiling by surveying four groups of public procurement professionals online: â€Å"Are women truly concentrated in the lower levels or positions of organizations? Why are they entering into these lower levels or positions and not elsewhere? And, why do women who enter lower-level positions not advance to higher positions within their organizations?