The Ethics Of The Enron Case - 1407 Words

The Enron case is a very popular case to show how the profession of accounting is vital to make the corporate world of business flow reliably. Enron was recognized as one of the world’s major electricity, natural gas, communications and pulp and paper’s company. However Enron was found to record assets and profits at inflated, fraudulent and non-existent amounts. Debts and losses were found to be excluded from financial statements along with other major transactions between Enron and other companies to make their company’s book look better. This unethical behavior along with loopholes in the accounting standards and regulations allowed this massive scandal to occur. I believe with proper governance and more ethical management this scandal†¦show more content†¦I believe this is an excellent example to show the requirement of accounting profession in the corporate world and the consequences of not unethical management accounting. Section 2: Introduction – in this section: (i) provide the overall summary for the case and background information about the case organisation; (ii) describe the environment/context of the case organisation, major players, its accounting auditing practices, its corporate governance culture, and ethical foundations within the case organisation; (iii) describe the specific issues/challenges you identified which arose within the case organisation. You may include tables, figures, sidebars, charts and graphs to highlight key points. There are a number of beliefs that led to the fall of Enron. Some say it is the lack of ethical corporate behavior that led to Enron’s bankruptcy. Some say, it was due to the management’s inability to update themselves consistently with capital related information during its corporate gluttony. Some blame their accounting practices such as the mark- to- market that led to their downfall. Others pointed out on mismanagement of their risks as well as stretching out of their capital reserves as well as the various forms of management that were applied by the various company leaders were among the primary reasons to as why the company was led to bankruptcy as well as moral responsibility. (Prebble, 2010). ). Despite this various analysis

What Do You Think Would Be More Effective for Shaping...

Ethical concerns are an essential area in business practices, which is applied within organizations to examine ethical principles and ethical dilemmas arisen. In order to form long-term ethical conduct within an organization, usually, a company would organize for ethical business policies, for example, establishing codes of ethics combined with training programs, or/and execute these ethical policies which means â€Å"leadership in delegation, communication and motivation of the company’s ethical position to employees† (Murphy 1988, p.907). The comparison of the effects of these two approaches bring the question of which is more effective for shaping long-term ethical behaviors in an organization. Although codes of ethics are recognized as†¦show more content†¦According to Hegarty and Sims’ 1978 and 1979 studies, it also found that unethical behaviors increased with level of competitiveness and with rewards for such behaviors. For instance, Sanlu, a Chinese dairy corporation, has had a formal, written code of conduct which was implemented to encourage employees and leaders to engage in ethical business practices. Yet, in 2008, it was accused of producing melamine contaminated milk which resulted in more than 12890 infants and children being hospitalized for treatment. Obviously, some firms only take the ethics codes as â€Å"window dressing†, which in pursuit of economic interests and neglect social responsibilities. Hence, it is insufficient for the mere existence of ethics codes to fulfill the c odes’ visions in the long term. In order to uplift the moral climate of the organizations, a formal organization’s code of ethics should be formulated to govern individuals’ behaviors. Hence, according to the drawbacks of ethics codes mentioned above, in this part, four suggestions will be given. In the first place, the simple pronouncement in an ethical code, such as â€Å"bribery is unacceptable†, is ineffectual unless accompanied by guidelines (Brooks and Dunn, 2009). To take Motorola’s code of conduct as an example, it unambiguously and distinctly defines the bribery as the â€Å"funds and assets of Motorola shall not be used, directly orShow MoreRelatedNature of Strategic Management13243 Words   |  53 PagesProfessional Publishing CHAPTER OUTLINE What Is Strategic Management? Key Terms in Strategic Management The Strategic-Management Model Benefits of Strategic Management Why Some Firms Do No Strategic Planning Pitfalls in Strategic Planning Guidelines for Effective Strategic Management Business Ethics and Strategic Management Comparing Business and Military Strategy The Nature of Global Competition CHAPTER OBJECTIVES After studying this chapter, you should be able to do the following: 1. Describe the strategic-managementRead MoreLibrary Management204752 Words   |  820 PagesWilkinson and Linda K. Lewis Organization of Information, Second Edition Arlene G. Taylor The School Library Media Manager, Third Edition Blanche Woolls Basic Research Methods for Librarians Ronald R. Powell and Lynn Silipigni Connoway Library of Congress Subject Headings: Principles and Application, Fourth Edition Lois Mai Chan Developing Library and Information Center Collections, Fifth Edition G. Edward Evans and Margaret Zarnosky Saponaro Metadata and Its Impact on Libraries Sheila S. IntnerRead MoreGeneral Electric60506 Words   |  243 Pagessurrounding organizational strategy. It begins with an explanation of the term strategy and offers a basis for how to identify a company’s particular strategy. Next, it explores the importance of striving for competitive advantage in the marketplace and examines the role strategy plays in achieving this advantage. The chapter then explores the idea that strategy is partly proactive and partly reactive. Next, a discussion on strategy and ethics is given. This is followed by a close look at the relationship betweenRead MoreStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 PagesOrganizational Behavior This page intentionally left blank Organizational Behavior EDITION 15 Stephen P. Robbins —San Diego State University Timothy A. Judge —University of Notre Dame i3iEi35Bj! 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I am an account director for Caliber Group, a full-service marketing/PR firm. My main responsibility is to work with our clients to determine what type of marketing or public relations they need to create better brand awareness and increase sales for their business. BEST PART OF MY JOB: Working with a large, diverse group of businesses that each have their own unique competitive environment, productsRead MoreOverview of Hrm93778 Words   |  376 Pagesprogram. This course is designed to provide you the foundations of HRM whether you intend to work in HRM or not, most of these elements will affect you at some point in your career. Either you will be working with some organizations or having people working for you, in both cases you will be dealing with people. To be understandable and lively means that we need to communicate you. We start every chapter with learning objectives. The most important thing you will get out of this course are the basicRead MoreFundamentals of Hrm263904 Words   |  1056 Pagestextbook with the most effective instructor and student resources With WileyPLUS: Students achieve concept mastery in a rich, structured environment that’s available 24/7 Instructors personalize and manage their course more effectively with assessment, assignments, grade tracking, and more manage time better study smarter save money From multiple study paths, to self-assessment, to a wealth of interactive visual and audio resources, WileyPLUS gives you everything you need to personalize theRead MoreRetail Management30153 Words   |  121 PagesIntroduction to Retail Retail comes from the French word retailler, which refers to cutting off my hands, clip and divide in terms of tailoring (1365). It first was recorded as a noun with the meaning of a sale in small quantities in 1433 (French). 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Website Credibility Evaluation Free Essays

Evaluation of Website Credibility Evaluation of Website Credibility Familydoctor. org is a website that offers information on a health related topics and wellness. This website has a domain of . We will write a custom essay sample on Website Credibility Evaluation or any similar topic only for you Order Now org which means it is operated by an organization. The main purpose of this website is to provide families with information on health related topics and offer wellness information that will benefit all members of the family. This website was chosen based on the fact that many people have families. Anyone who is interested in any health topics and/or wellness can find this site by searching in various search engines, such as Google or yahoo, by typing into the search bar family health or whatever health topic of interest. Evaluation of Credibility Authority This website provides information from family practice physicians, medical students and family practice residents. All of the information available on this site has been written and approved by physicians and educators who have expertise in family practice and patient education. The affiliates of familydoctor. rg are found on the website along with all of the doctors and educators responsible for the information found on the site. The information on the website goes through an editorial board that reviews the content, and then sends it to a physician of the specialty topic for final review before being placed on the web. Information This website is comprised of information that goes through a process of critiquing and evalua ting before it is placed on the site. The information is written in a format that is understandable by all, regardless of the education. Objectivity The information provided on this site is not objective. The site has a partner and many sister sites that are listed. When health related information is to be displayed on the site by outside sources that information has to go through the same peer reviewing and critiquing that the information from the site itself goes through. As long as the criteria that is set is met, then information can be posted on this site. Ease of Navigation Once on this site, there are headings labeled across the top that will aid in searching for what the site offers. For example, the diseases chosen are in alphabetical order and can be chosen using the first letter of the word. Another example is the headings are set for children, teens and elders. All of the information listed on this site can be printed and used as education or information. All advertisements on this site are clearly marked as advertisement and guidelines are set as to what the advertisements cannot contain. With all of this, browsing on this site is not difficult. Privacy and Security On this site is a simple explanation of the privacy policy with a link to a more extensive privacy policy from the organization that operates this website. It is clearly stated when, what and how personal information is collected and how it is used as well as how cookies are used. The American Academy of Family Physicians is clearly stated as the operator of this site with contact information and other pertinent information. Empirical Evidence Determining the credibility of a website starts with tools that can be used to evaluate the site. The National Library of Medicine (NLM) offers information defining how to evaluate websites credibility. Key factors such as; â€Å"Who runs and pays for the website, what the website’s purpose is, Where id the information on the site come from and how is the content selected,† (NLM, 2012). This writer went through the www. familydoctor. org website; it was determined to be credible by using the factors from NLM. Importance to Nursing This site can be used by nurses for many purposes. Some purposes are: a) education to patients and family about diagnosis and treatment, b) information on wellness and prevention c) information to assist families with caring for their elderly family member. Patients may receive conflicting health-related information from family, friends, and the media. Part of nurses’ role as teachers is to help patients access and evaluate information so that they can make appropriate decisions and facilitate self-care (Anderson Klemm 2008). There are an endless number of uses for this website to the nursing profession. One can find this site to be easy to access and view. Conclusion Information found on the internet should not be the sole source of information, but can be used in adjunct to the education provided by the healthcare provider. Teaching the key factors to determine the credibility of a website is information that should be shared with patients and families. Although the Internet may be a source of empowerment for patients, it can overwhelm users because of the sheer amount of information that is available (Anderson Klemm 2008). References Anderson, A. Klemm, P. (2008) The Internet: Friend or foe when providing patient education? Clinical Journal of Oncology Nursing. 12(1) 55-63. National Library of Medicine (2012). Evaluating internet health information. A tutorial from the National Library of Medicine. Retrieved from http://www. nlm. nih. gov/medlineplus/webeval/webeval. html How to cite Website Credibility Evaluation, Essay examples

Change Management Methods of an Organisation

Question: Discuss about the case study Change Management for Methods of an Organisation. Answer: Introduction As opined by Hayes (2014), Change Management is the approach to transitioning the process and methods of an organisation to gain more profit in future. The change in the use of business process, budget allocation, resources and modes of operations of a company is required to achieve the goals and objectives (Cameron and Green 2015). In this study, the various theories of change management will be discussed to analyze the relevance of those theories in the recent time of working environment. The theories of Lewin, Prosci Adkar, Kotter and Balanced Scorecard will be discussed in this study comparing with the management procedures of the organizations ING and QUANTAS. The study will examine the processes of these theories whether the ideas are relevant in present day working setting or not. Impact of Various Change Models in Todays Working Environment There are various Change models developed by different scholars that can be implemented in the organizations to gain the organizational change for the betterment of the company. The globalization and constant innovation of technology is forcing the organizations to implement changes in their organizational structure and business processes. Therefore, the four theories of change management are explained in the following to analyze the application in present time. Lewin Theory Kurt Lewin has presented the Three Phase Model of change management in 1940 but it is still relevant in the 21st century too. The concept of Lewins three-phase model theory is focusing on the procedure of the change implementation in an organisation. The model is consists of three steps such as, Unfreeze, Transition and Freeze. According to Bartunek and Woodman (2015), the organizations need to implement the change management policies to improve the company image or to tackle the increasing competition. It is an example of a straightforward change management system. According to the model the three steps has to be followed by an organisation to attain the change in the working environment. The three steps are, Unfreeze The first step of this model is concentrating on the external and internal forces that are continuously restraining the change to be implemented. If the company members are not agreed with the management that the change is required then the company will not be able to implement the change. Therefore, as per the model the company management have to determine the needs to change in the business procedure. Then they have to convince the employees to understand the need of changing the business policies with reducing the provocative events. It was seen in the ING bank to implement the change in their bank. Most of the staff and management was not following the rules and regulations of the company after informing them for numerous times about the merging policies of their with the PostBank, then the management have to understand the need for bringing change in the organizational system to resist this situation (Hornstein 2015). Transition The transition is the step where the change is actually implemented in the organisation. According to Lewins theory, when the organizations unfreeze the other provocations within the company and can about implementing the changes, then transition can be possible. By using this step, QUANTAS should communicate with the employees to know the interest of and feedback of them about it. After understanding these, the management can take the action plan for bringing the change in the organization. This is only can be possible with empowering action by involving the people in the process. Freeze As opined by Frankland et al. (2013), the change can be implemented only when the management will reach the last step of this Three Phase Model. The third step is referring to the real action is taken place to bring the change actually. This can be activated with introducing new systems of rewarding the employees and by celebrating the success of the company. These activities will motivate the employees to work with more dedication. This will help the management to reinforce the new rules and regulations for the benefit of the ING and QUANTAS. Figure 1: Lewins Change Management Model (Source: Worley and Mohrman 2014) Prosci ADKAR Theory According to the Change Management Model of Prosci, every organizational change can be executed by changing individuals perspective towards change. It is mainly used to understand the queries how, why and when to implement the changes. As opined by Shah (2014), it is the truth that the when people think about changing something, they expect others to accept the changes first. However, if they change individuals thinking regarding implementing the change then the change will be introduced in a fast manner. The theory is based on the five basic steps that have to abide by every individual to accept the change management. According to Prosci, these five steps are called as the building blocks of successful change in an organisation. These five steps are Awareness, Desire, Knowledge, Ability and Reinforcement (Parker et al. 2013). As per his theory, if the people in an organisation can follow these five steps for their individual change, then the organisation should be able to implement the change in their company. The five steps are Awareness Awareness refers to the process of understanding the need for the change in the organisation. If every employee in the organization feels the need for implementing the changes in the company to develop the condition of the business, then the management is forced to think about introducing new things there. As stated by the Adkar in his Change Management Model, individual awareness is very essential for the employees to take the initiative to implement the change in the ING and QUANTAS. The management has implemented the changes in the bank at the time of merging with the Postbank. Desire The second step of the model is the desire to support the change for the organizational betterment. Although the management of an organization tries to implement new ideas in their company, still the company should not acquire the changes if not every employee of that company is interested in it. The organizations like ING and QUANTAS use this element to introduce the changes in the internal rules and regulations. Knowledge The third step of this model is referring the knowledge about the change that can be implemented in any organisation. Knowledge refers to the skills and behavior that is required to bring the change in the company to increase the overall profit of the organization. Ability According to Booth (2015), ability is the skill that is very essential to understand the capacity of the employees within an organization. If the employees are not able to understand the changes then they cannot able to implement these in their work life. Reinforcement Change cannot be successful if it is only implemented in an ING and QUANTAS to betterment of any organisation. However, the change has to be reinforced to sustain the change there. Figure 1: Prosci ADKAR Change Management Model (Source: Shepherd et al. 2014) Kotter Theory Another scholar Kotter has presented the change management theory that is relevant still in the working environment. Therefore, the organizations are still using this model as their way to implementing the change and it is working in a good way to introduce change in their organisation. As opined by Hornstein (2015), the change management model of Kotter is referring to the eight steps to get success. Every business needs to implement the new innovative technologies for improvement and aims to remain in the top in business in the market. Therefore, this model is very relevant even nowadays to bring change in an ING and QUANTAS (Shepherd et al. 2014). Kotters change management model consists of eight steps that are needed to lead the change in an organisation where the company should implement a change with the help of executing these steps (Burke 2013). It helps the organisation to identify the elements of changes that is required to bring success for the company. The steps are Create sense of urgency The first step of this model refers the creation of the people in an organisation to create the sense of urgency for implementing the changes. According to Kotters model, if the whole unit of an organisation is not interested to accept the changes, then the company successfully implements the changes for betterment. Build Guiding Coalition The people have to convince the related people before implementing the change in an organisation. This process can help the organizations to identify the leader in the ING and QUANTAS who can set a change coalition to identify the change in the company. Create a Vision for Change Every company should set a value and goal for the organisation to create the change strategy for attain the high profitability. If the company cannot give any clear vision to their employees then they cannot able to explain the idea to their employees. However, setting a vision will help them to make people understand about the change vision. Communicates the Vision The fourth step of this model is referring to communicating the vision with the employees to make them understand about the requirement of change management in the organisation. Communication is very important to attain the vision through implementing change. Enable Action by Removing Barriers The organizations that want to implement the changes then will face various problem regarding implementing it. Therefore, the companies have to reduce the obstacles first to bring the changes. Create Short-term Wins Change management is a continuous process to implement a new idea within an organization. Therefore, this step is helping the management to set small targets and then work on that to get achievement. It will make the company employees interested to accept the change. Build on the Change Sometimes the organizational heads make an early decision to celebrate the changes in their business, but they failed to understand the ultimate effect of the change. Therefore, the company should not hurry to conclude anything. Anchor the Changes in corporate Culture The Company should utilize the change procedure as their continuous process to enforce the system in their organization. Therefore, the model is suggesting that the organizations can use the changes in their day-to-day corporate culture. The Kotters model has implemented by ING to change their organizational vision and objectives. This has enabled them to implement the changes in the business strategies. Likewise, the organization QUANTAS also has used the model. Figure 1: Kotters Change Management Model (Source: Mishra 2013) Balanced Scorecard (Kaplan and Nortons) This is a strategic planning and management system to measure the performance of an organisation presented by Kaplan and Nortons. The name of the theory is as the Balanced Scorecard. According to Gibbons and Kaplan (2015), this system has four perspectives with which the organization management can check the performance. All the perspectives are measuring the objectives, targets and initiatives of the company to reach the vision with implementing the change. The four perspectives are Financial Approach The financial approach of this model is successfully encouraging the look towards the shareholders. It helps the he organizational heads to understand that in what process they will appear before the shareholders. It is measured by the cash flow, operating income etc. Internal Business Process These perspectives enables to identify and measures the internal business procedures that will be implemented through the change management. This will help the management team to analyze the perfect business processes to satisfy the shareholders as well as the customers. Cycle time, yield, unit cost etc can be changed. Learning and Growth This approach helps to achieve the vision of an organization. It can be achieved through implementing new generation of products, to develop market competition and life cycle of products. Customer - This helps to measure the customers aspects toward the organizational changes are mainly measured by this perspective. This helps the organization to understand the customer. This was not applicable in the organizations ING and QUANTAS. Figure 1: Balance Scorecard Change Management Model (Source: Gibbons, R. and Kaplan 2015) The discussions of the various change management models are explained in contrast with the companies ING and QUANTAS. The ING bank has implemented the Lewins theory to bring the change in the company at the time of merging with the PostBank. They have also utilized the Prosci ADKAR model to implement the changes in the individual employee. In addition, the Quantas has used the Kotters change management model to include the changes in the organization for betterment. Conclusion The study has explained the four theories of Change Management to analyse their importance in the present time. The change is the only constant thing in the business platform and this is required to develop any organisations business processes. Therefore, the study has discussed the processes of four change management systems that are very relevant in present day business situations too. It has found that in the organization like ING and QUANTAS, the change management models have been used to bring change in the organisation and the companies had reached a good position in the business market. Reference List Bartunek, J.M. and Woodman, R.W., 2015. Beyond Lewin: toward a temporal approximation of organization development and change. Black, S., Washington, M. and Rasheed, H., 2014. Business Model Innovation and the Balanced Scorecard. Booth, S.A., 2015.Crisis management strategy: Competition and change in modern enterprises. Routledge. Burke, W.W., 2013.Organization change: Theory and practice. Sage Publications. Cameron, E. and Green, M., 2015.Making sense of change management: a complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers. Frankland, R., Mitchell, C.M., Ferguson, J.D., Sziklai, A.T., Verma, A.K., Popowski, J.E. and Sturgeon, D.H., Applications In Internet Time, Llc, 2013.Integrated change management unit. U.S. Patent 8,484,111. Gibbons, R. and Kaplan, R.S., 2015. Formal Measures in Informal Management: Can a Balanced Scorecard Change a Culture?. Hayes, J., 2014.The theory and practice of change management. Palgrave Macmillan. Hornstein, H.A., 2015. The integration of project management and organizational change management is now a necessity.International Journal of Project Management,33(2), pp.291-298. Mishra, S., 2013, September. Relevance of Kotters Model for Change in Successfully Implementing Lean. InIFIP International Conference on Advances in Production Management Systems(pp. 540-547). Springer Berlin Heidelberg. Parker, D., Verlinden, A., Nussey, R., Ford, M. and Pathak, R.D., 2013. Critical evaluation of project-based performance management: change intervention integration.International Journal of Productivity and Performance Management,62(4), pp.407-419. Shah, M.H., 2014. An Application of ADKAR Change Model for the Change Management Competencies of School Heads in Pakistan.Journal of Managerial Sciences,8(1). Shepherd, M.L., Harris, M.L., Chung, H. and Himes, E.M., 2014. Using the Awareness, Desire, Knowledge, Ability, Reinforcement Model to build a shared governance culture.Journal of Nursing Education and Practice,4(6), p.90. White, K.M., 2016. Change theory and models: Framework for translation.Translation of Evidence into Nursing and Health Care. Worley, C.G. and Mohrman, S.A., 2014. Is change management obsolete?.Organizational Dynamics,43(3), pp.214-224. Create sense of urgency