Lesson on French Subject Pronouns (Pronoms sujets)

Classification Essay - PTA Personalities - 1164 Words

PTA Personalities nbsp; Many public institutions rely on the generosity and help of volunteers in order to run smoothly. One of the more important institutions is the school, and one of the most visible volunteers in the school is the PTA volunteer. These volunteers fulfill a necessary role, especially for the elementary schools, by augmenting the work of the principal and teachers with extras that the school ordinarily would not have. The people who do the volunteer work are varied, but the PTA seems to act as a magnet for three types of personalities: the power seeker, the eager beaver, and the dependable worker. nbsp; Dominating Dora, the power seeker, usually starts off as a committee chairman and almost always†¦show more content†¦Dominating Dora may pursue the issue anyway until there is a showdown with the principal, who usually has the last word on these things. Unfortunately, this disagreement causes bad feelings which many times costs her votes at the next election of officers. Dominating Dora always sees that her name is prominently displayed on anything that has to do with the PTA. This recognition is her payment for all that she has done, and she glories in it. She makes sure that she is always available for any awards or plaques or other recognition certificates, often missing out on her childrens activities. A power seeker like Dominating Dora burns out in about two years, or she is pushed out sooner by her fellow volunteers who do not care for her leadership. Of course, she could not have accomplished any of her myriads of activities without the eager beaver. nbsp; Rarin-to-go Rita is an eager beaver who agrees with everything Dominating Dora says. She goes to all the board meetings and would never dream of missing one. She does everything she is told to do. She volunteers to do every job and is delegated to as many as she can handle plus one more for good measure. Rarin-to-go Rita is usually the volunteer with all the PTA files stored in her dining room. Her family has not eaten in the dining room since she joined the PTA. Rarin-to-goShow MoreRelatedConflict in the Workplace3573 Words   |  15 Pagesconflicts in the workplace are very common because they inevitably arise when groups or teams perform. This essay critically discusses the view that these conflicts can in certain circumstances be a positive factor in improving the individual performance. The approach used to address this issue is a combination of literature review and interviews of employees working at the chosen business, which is the PTA GmbH. T he four levels of conflict in the workplace and the explanation of the traditional, behaviouralRead MoreFeminine Mystique12173 Words   |  49 PagesSupplemental Reading for US History 2 From Rosie to Lucy Questions students must answer in a 500-word (minimum) essay: 1) Describe the post-WWII frustrations felt by women such as Betty Friedan. 2) During the era of â€Å"Rosie the Riveter†, what gains did women make in the workforce? How did these women feel about themselves and their contributions? What did society as a whole think? 3) What role did mass media play during the 1950s and 1960s in regard to supporting or undermining theRead MoreStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 Pages0-13-283487-1 ISBN 13: 978-0-13-283487-2 Brief Contents Preface xxii 1 2 Introduction 1 What Is Organizational Behavior? 3 The Individual 2 3 4 5 6 7 8 Diversity in Organizations 39 Attitudes and Job Satisfaction 69 Emotions and Moods 97 Personality and Values 131 Perception and Individual Decision Making 165 Motivation Concepts 201 Motivation: From Concepts to Applications 239 3 The Group 9 10 11 12 13 14 15 Foundations of Group Behavior 271 Understanding Work Teams 307 CommunicationRead MoreInformation Technology Implementation Issues: an Analysis45771 Words   |  184 Pagesderived from distortion of the perceptions of individuals about information technologies and their relationship to the given municipality. In this particular study it was impossible to assess the influences of organizational environments, the personalities of the administrators, and any external factors. In addition, the utility of the process of IT implementation does not lend itself to specific or accurate measures of effectiveness. Individuals and their closeness or buy-in to the process may bias

Managing Diversity Free Essays

â€Å"Consultant R. Roosevelt Thomas argues that it is time to â€Å"move beyond affirmative action† and learn how to â€Å"manage diversity. † There are a lot of issues that may be raised in this context†¦ Discuss. We will write a custom essay sample on Managing Diversity or any similar topic only for you Order Now Compare â€Å"best and worst† organizations managing diversity. (Give examples)† Introduction Diversity is a subject that can be very powerful and emotional for everyone who deals with it, either directly or indirectly. Diversity topics deal with issues of being different and alike, inspiration and perspiration, sadness and gladness, privilege and lack thereof, culture and religion, tolerance and justice, and hatred and animosity. Diversity challenges and opportunities impact all nations around the world to one extent or another (Bahaudin and Jatuporn 2009). Human beings differ in age, social and national background, gender, sexual orientation, physical and mental ability, as well as religious belief and worldview. Diversity is a tough issue to tackle because it includes more than just race, gender, religion, ethnic origin or age. Every employee has a diverse background and a diverse set of beliefs. There is no â€Å"quick-fix† when dealing with an issue as complex as diversity. Valuing, managing, and supporting a diverse workforce can be done successfully only as a longer-term change process and one that must become the way we do business. Diversity People are not alike. Everyone is different. Diversity therefore consists of visible and non-visible factors, which include personal characteristics such as background, culture, personality and work-style, in addition to the characteristics that are protected under discrimination legislation in terms of race, disability, gender, religion and belief, sexual orientation and age. Research on organizational work groups, however, has focused on other forms of diversity including differences in age, education, firm tenure, and functional or technical background (Jackson et al. , 1995). Diversity in groups and teams is often portrayed as a positive force leading to effective functioning of the team. It is a source of creativity and innovation that can provide the potential for future development and competitive advantage. Diversity supposedly leads to greater variance in ideas, creativity, and innovation, thus generating better group performance (Cox, 1993; Jackson, May and Whitney, 1995). Diversity Management The term diversity management originated in North America, but has slowly taken hold in other regions and countries of the world (e. g. , Hays-Thomas, 2004; Kaiser Prange, 2004; Nyambegera, 2002; Ozbilgin Tatli, 2008; Palmer, 2003; Palmi, 2001). The following is a brief definition of the term: â€Å"Diversity management refers to the voluntary organizational actions that are designed to create greater inclusion of employees from various backgrounds into the formal and informal organizational structures through deliberate policies and programs. Diversity Management is a strategy to promote the perception, acknowledgement and implementation of diversity in organizations and institutions. Managing diversity is based on the idea that diversity opens up alternative ways of perceiving, thinking and acting and thus enriches the organizations. The globalization of business is a trend that makes diversity competency crucial for many organizations. Cox (2001) notes, â€Å"The challenge of diversity is not simply to have it but to create conditions in which its potential to be a performance barrier is minimized and its potential to enhance performance is maximized† (p. 6). Diversity management refers not only to those groups that have been discriminated against or that are different from the dominant or privileged groups, but to â€Å"the mixture of differences, similarities and tensions that can exist among the elements of a pluralistic mixture† (Thomas, 2005, p. 93). The concept of â€Å"valuing differences† is the cornerstone of the managing diversity movement. It translates questions of competence into questions of culture. Proponents argue that †Å"non-traditional† workers who fail to advance are not under qualified, just â€Å"differently† qualified. Ethnic, racial and sexual groups, the reasoning goes, each possess a unique management style that will enable businesses to succeed in the global marketplace. Diversity management is also crucial for sustainable business growth because the increasingly diverse public evaluates organizations on their diversity management. Diversity should be a priority in any organization, because people are and will be the major source of competitive advantage. Diverse workforce at all levels should be created and sustained, and the full talent, energy, and ommitment of all employees in meeting business objectives should be engaged. This will help in enabling employees to give their maximum contribution in meeting the company goals. Advantages of Diversity Management There are some advantages of diversity management, among which are the following: 1-It can create a competitive advantage in areas such as marketing, problem solving, and resource acquisition. 2-It shows how the organizations are cultura lly aware. 3-It helps to use the full potential of all employees. Disadvantages of Diversity Management. Despite the grand rhetoric of its advocates, there is little evidence that diversity management can solve the problems it purports to address. In fact, it may make them worse. As diversity programs proliferate across corporate America, group infighting has become a problem second only to â€Å"backlash† by white men. â€Å"More and more groups are going at each other,† says Morrison. â€Å"The women’s group vies with the black group for promotions. † Best Examples of Diversity Management 1. Xerox pioneered the most powerful accountability tool in 1984, when it linked managers’ compensation to their achievement of the firm’s highly detailed â€Å"diversity goals. Since then, many companies have followed suit, including Palmolive, Mead and Prudential Life Insurance. 2. Two major departments at Hughes Aircraft lost 10 percent of their bonus pay as a penalty for receiving bad â€Å"diversity report cards† after they failed to hire and promote the requisite number of minorities. The next year they headed the list for â€Å"behavior modification,† having found people to hire whom they previously â€Å"had said didn’t exist,† according to Dave Barclay, vice president of work force diversity at Hughes. 3. GE Electrical and Distribution Control are other examples for ‘diversity management. ’ The number of entry-level African Americans recruited and hired has increased by over 10 percent since 1982, and an increasing number have moved into positions of significant responsibility. GE has defined diversity as a twofold concept. First, diversity concerns understanding that the workforce will increasingly include people who are different. Consistent with this change is the recognition that a mix of people who are div erse can result in value added and increased productivity. Secondly, GE defines diversity as a comprehension process for developing and maintaining a workplace environment that results in the full utilization of all employees. 4. According to DiversityInc,—the leading publication on diversity and business, annually recognizes companies that exemplify meaningful diversity management through their corporate practice—Accenture has been named to the 2012 DiversityInc Top 50 Companies for Diversity list, rising to number 12, up from number 23 last year. This marks Accenture’s sixth consecutive year on the DiversityInc Top 50 list and its fourth consecutive year in the Top 25. DiversityInc also named Accenture as a 2012 Top 10 Company for both Global Diversity and Supplier Diversity. Accenture has demonstrated strength in the four areas measured: CEO Commitment, Human Capital, Corporate and Organizational Communications, and Supplier Diversity. 5. One of the most signification examples of ‘diversity management’ in Egypt, particularly in Alexandria is the Bibliotheca Alexandrina. The BA strongly believes in the importance of diversity, and it is becoming one of the concepts in recruiting new employees. The BA includes, among its 2500 employees, a variety of employees with different ages, gender, religious and ethnic backgrounds. There is a large number of women working at the BA, among which is a big number in managerial positions. It also includes foreigner employees and internships from all over the world. One of the main objectives of the BA is to serve the whole community, including the disabled people (children, young, and adults), who enjoy a variety of services and activities, and there is a large number of tailored activities for them. In this regard, the BA also opens its door and gives fair recruitment opportunities for the disabled. There is a number of employees with different disabilities (blind, on wheelchairs, hands congenital defects) who are working very efficiently to an extent that they compete with the other employees in a remarkable way, and sometimes they perform even better. The BA also provides equal opportunities to all employees on attending conferences and obtaining trainings and scholarships abroad. The BA, among other organizations in Egypt and internationally, is still working on including ‘diversity’ into its organizations; thus, it is working on increasing the number of the disabled personnel to reach the standard international percentage. Worst Examples of Diversity Management †¢Phillip Morris (PM) is one of the largest tobacco companies in the world and has nearly 75,000 employees. Women are often assigned to run human resources and corporate communications departments at companies where men dominate the management. Phillip Morris claims that the company is â€Å"always striving to broaden the diversity of our workforce and are continuously working to identify, hire and retain the best qualified individuals, wherever they are located or whatever their background. † No wonder they call him the Marlboro Man; nine board members, zero women. †¢Cameron International (CAM) provides equipment for the national gas oil industries. The company has 17,000 employees, eight board members, no women in positions of major responsibility. Seven senior executives are listed in the proxy – all male. Also, all board members but one is over 60 – a sort of reverse age discrimination. Conclusion The globalizing economy and the increase in the number of multinational corporations make diversity management a necessity for companies that want not only to survive but thrive during this time of economic, social, and cultural changes. Diversity management refers to the voluntary organizational actions that are designed to create through deliberate policies and programs greater inclusion of employees from various backgrounds into the formal and informal organizational structures. Diversity management, compared with its predecessors (equal opportunity legislation and affirmative action programs), is proactive and aimed at creating an organization in which all members can contribute and achieve to their full potential. The reasons for implementing diversity management include having to adapt to the new reality of a workforce that is increasingly diverse, doing the right and moral thing, and gaining a competitive advantage. The challenge of diversity management is to break the harmful cycle that equates cultural difference with social/economic disadvantages. Therefore, although the emphasis on the business advantage of diversity management is probably a good motivator for companies to enact diversity programs, it does not mean that moral and ethical missions should be neglected or overlooked. To overcome these potential limitations, diversity management has to focus on both enhancing profitability and fostering social justice. How to cite Managing Diversity, Papers

Organization in Checking the Integrity †Myassignmenthelp.com

Question: Discuss About The Organization In Checking The Integrity? Answer: Introduction The auditing is one of the most important tasks for the business organization. It helps in assessing the errors in the financial statements of the organization and thus protect the integrity of the financial statements and enhance the trust. The main purpose of the auditing is to help the management of the organization in checking the integrity of the organization and its financial statements. Besides this, the auditors are responsible for evaluating the integrated report of the company. The auditing supports the organization is assessing the effectiveness of its internal financial control as well as assessed the internal as well as an external audit function (Britton and Waterston, 2013). The auditing of the financial statement is the key responsibility of the auditor as the financial statements show the current financial position of the company. Moreover, there are many users such as the investors and shareholders of the company use these statements to analysis their investments op tion and make important investment decisions. Hence, the auditing improves the integrity of the financial statements, and thus the trust of the investors and shareholders on the financial statements use to be improved. Moreover, in this situation, the investors and shareholders van take their investment decision more confidently (Oppermann, 2009). The undertaken auditing task has been conducted in the Wesfarmers Ltd. Which is one of the leading retailers of Australia. Main context The retail business in Australia has been developing and there is stiff competition. There are many big companies operating in these particular sectors that increase the competition in the market. Hence the market competition is increasing day by day. The Wesfarmers limited is a retail company in Australia and focuses on expanding its business operations. The company takes care of the entire stakeholders of the company and the management endeavour to make the company profitable for the entire stakeholders of the company (Dauber, 2005). The entire business organization is trying to develop more effective business and marketing strategies that help in enhancing their potentiality in the market and so that they can grab the maximum opportunity from the market and improve their prospects of activities within this retail industry. In this competitive market, the company Wesfarmers has maintained its position in this the retail industry. In this situation, the entire retails in the Austral ian market are battling with each other for the market position and try to grab the optimum position in the market and establish maximum growth and development of the company (Tracy, 2013). The management tries to develop the strategies that should be beneficial for the entire stakeholders so that the company can easily maintain its position in the market. The company put great emphasis on the auditing task as it helps in improving the reputation and integrity of the company. The financial statements are mainly of three types: balance sheet or positioning statement, income statements or profit, and loss statements, and the cash flow statements. The balance sheet shows the asset and liabilities of the company, and the income statements show the income of the company during the financial year, and the loss of the company is also recorded in this statement (Horngren, 2013). The cash flow statements show the cash inflow and outflow of the company. The auditing helps in checking the fina ncial and non-financial information of the company that useful for the management in important decision making. In addition to that, the financial statements guide the user to make important decisions for the company. The Wesfarmers policies and the material risks with the management of the work structure are being made by showing identification of the risk factors for the organization (Jones, 2013). The review of the policies of the company is made for the purpose of managing the risks which are depicted to be creating barriers for the organization. The appropriate structure is being made for showing the appropriateness in the work which is being addressed for the company. Therefore, the review of the disclosures is very much important for the management of the governance statement which in relation is being made to recognize and manage the material statements of the business risks (Horngren, 2014). The effectiveness and the adequacy must be reviewed by the administration which is being made by showing the enhancement of the work and also the structure of the administrative, accounting and the operation controls can be easily made by showing the enhancement of the work process and also the improvement of the controls can be made by showing the appropriate enhancement of the work. The financial statements are mainly of three types: balance sheet or positioning statement, income statements or profit, and loss statements, and the cash flow statements. The balance sheet shows the asset and liabilities of the company, and the income statements show the income of the company during the financial year, and the loss of the company is also recorded in this statement. The cash flow statements show the cash inflow and outflow of the company. Thus the company's material risks must be included for the purpose of reviewing the exposures to the fraud and also the monitoring of the implementation can be made by showing the risk management plans of the business which are needed to be reviewed (Krivogorsky, 2012). This also enables in establishing an appropriate environment which is showing the appropriate measurement of the risk assessments which are essential for the measurement of the work. Therefore, the adequacy regarding the self-insurance is being depicted in this case that enables ion providing the appropriate provisions to the workers for having the compensation, public liabilities, and also it includes the considerations regarding the public liabilities and the general insurance plans. This enables to focus on the contingency plans that are showing the emerging trends and the other factors that are relevant to the Wesfarmers risk profile (Ricchiute, 2006). For the case of the compliance, the monitoring of the effectiveness of the Wesfarmers regulations and the policies became the most crucial factor which enable to create an appropriate environment for the continuation of the practices that are essential for the management of the work and also the enhancement of the work can be made by showing the enhancement of the work. Thus the conduct is being made by showing the enhancement of the work and also the compliance measurement is being made by focusing on the regulations, laws and the accounting standards. Financial ratio Liquidity/Financial Health 2014-06 2015-06 2016-06 Current Ratio 1.13 0.93 0.93 Quick Ratio 0.45 0.27 0.22 Financial Leverage 1.53 1.63 1.78 Debt/Equity 0.33 0.37 0.49 The liquidity ratio shows the debt level and risk level of the company. The current ratio of the company has decreased and it is below one. The ratio shows, it has become difficult for the company to pay the obligations. The financial leverage and debt equity ratio of the company has increased which means increase in the risks (Nobes and Parker, 2016). The risk can be controlled with the implementation of following measures: The company should use less debt sources to finance its activities. The company should manage all the operations to decrease the costs and increase the profit margin The company should determine and evaluate the risks that can hamper the operations The company should increase the quality and efficiency of the employees. The audit risk assessment and controlling these risk is very much important for the company. The inherent risk is referred to the risk of the material misstatement in the financial report of the company that arises due to the omission or errors as the result of the failure of control. Thus, the auditors should be very careful while preparing the financial statements. The control is referred to the risk of the material misstatement in the financial report that arises due to the failure of the operation of the organization. The organization should have efficient internal control system in order to detect and prevent the probability of error and fraud. The detection risk is referred to the risk that the auditors unable to detect the material misstatement in the financial report (Schroeder, Clark and Cathey, 2011). The auditors should apply the audit procedures to detect the material misstatement in the financial report. The audit risk model can be used by the auditors to manage the risk of the audit engagement. The auditors examine the control and inherent risk to the audit engagement. The detection of errors and omission is important for fair representation of the financial statements. Conclusion The auditing is one of the most vital tasks of the business organization. It helps in assessing the strength and weaknesses of the company. Moreover, it helps in making important management decisions. The management can be able to take important decisions that help in improving the business operation of the company. It helps in enhancing the reputation of the company as well as it improves the trust of the investors and shareholders of the company (Powers and Needles, 2012). The management team of Wesfarmers should focus on the auditing process. References Britton, A. and Waterston, C. (2013).Financial accounting. Harlow: Financial Times Prentice Hall. Dauber, N. (2005).2006 Auditing standards. Canada: Thomson. Horngren, C. (2013).Accounting. Frenchs Forest, N.S.W.: Pearson Australia. Horngren, C. (2014).Accounting. Toronto: Pearson Canada. Jones, M. (2013).Accounting. Chichester: Wiley. Krivogorsky, V. (n.d.).Law, corporate governance, and accounting. Nobes, C. and Parker, R. (2016).Comparative international accounting. Harlow, England: Pearson. Oppermann, H. (2009).Accounting standards. Lansdowne: Juta. Powers, M. and Needles, B. (2012).Financial accounting. [Mason]: South-Western, Cengage Learning. Ricchiute, D. (2006).Auditing. Mason, Ohio: South-Western/Thomson Learning. Schroeder, R., Clark, M. and Cathey, J. (2011).Financial accounting theory and analysis. Hoboken, NJ: Wiley. Tracy, J. (2013).Accounting for dummies. Hoboken, N.J.: Wiley.