International Accounting Standards Board And Financial...

It all began on October 2002 where the International Accounting Standards Board and Financial Accounting Board signed a memorandum of understanding that has come to be known as the â€Å"Norwalk Agreement†. Here the two boards met and decided to make their standards fully compatible and put it into practice and once they conquer their goal, they have to make sure it is maintained. But before I divulge into details regarding the future and presently achieved goals of the convergence, I would like to throw some light on the history and background of the two boards involved. International Accounting Standards were formed between 1973 and 2001 by the board of the International Accounting Standards Committee (IASC). On 1 April 2001, the new†¦show more content†¦After the year 2001 almost 120 countries have adopted the use of IFRS. On the other hand The United States Generally Accepted Accounting Principles have been set by the American Institute of Certified Public Accou ntants (AICPA) which is subject to Securities and Exchange Commission regulations. The AICPA first created the Committee on Accounting Procedure in 1939, and replaced that with the Accounting Principles Board in 1959. In 1973, the Accounting Principles Board was replaced by the Financial Accounting Standards Board (FASB) under the supervision of the Financial Accounting Foundation with the Financial Accounting Standards advisory council serving to advise and provide input on the accounting standards. Organizations such as United States Security and Exchange Commission, Financial Accounting Standard Board, and Governmental Accounting Standards Board influence the GAAP in the United States. Coming back to convergence, for the past several years the IASB and IASC before 2001, have been working to develop high quality, easy to understand, and practicable International Financial Reporting Standards to serve investors creditors, around the world in globalized capital markets to make investment decisions. When IASB took over from the IASC in 2001, few countries back then had accepted and practiced International Accounting Standards. Everything changed with the

Dpt Essay Examples - 726 Words

The University of Wisconsin-La Crosse Doctor of Physical Therapy program is a unique and prestigious program designed to challenge the future Physical Therapists of our society. The rigor and competitive reputation of the program, the focus on collaboration and evidence-based education, and the service to the La Crosse community are just a few of the many reasons I am applying to this program. As a current undergraduate student, I value the collaboration in my current education and love that the DPT program at La Crosse will give me a similar learning experience. The competitive nature of the DPT program gives students the ability to receive individualized feedback from educators, as well as allowing students the opportunity to†¦show more content†¦Even after school is completed, I will continue to pursue learning opportunities to grow with the profession in the changing healthcare world because I believe it is essential so that patients will have the best opportunity to suc ceed when working with me. As a PT, I believe success is measured by my professional skills in addition to my ability to understand and build relationships with people from diverse cultural and socioeconomic backgrounds. This is a unique quality I feel I have experienced through my service in the Big Brothers Big Sisters program in La Crosse. I was blessed to receive a 12 year old little brother this past year and have been able to act as a positive role model for him, while also learning from him and his familys diverse cultural background. This experience has taught me the skills needed to interact with people from all different backgrounds and will help me immensely both as a student and as a future practicing PT. I have always had an unexplainable desire to help people in need through community service and the LIMS and EXPAND programs offer two more opportunities to for me to give back to the La Crosse community. Over the past few years, I have been involved in many service opportunities both in the La Cro sse community and others such as traveling to Florida and Alabama as a part of the UW-La Crosse Habitat for HumanityShow MoreRelatedHistory of Economic Thought1412 Words   |  6 Pagesstorekeepers may be examples of such a class. As this reserve army decreases, wages increase and the reverse is the case too. Source Bogaczi Univ. Developments in labor theory of value: From Smith to Ricardo. Dpt Economics. Bogaczi Univ. The Scottish Enlightenment and Adam Smith. Dpt Economics. Bogaczi Univ. 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A Report On Google Doodle - 850 Words

he Google Doodle was first introduced in 1998 before google had even taken off. Larry and Sergey, who are the founders of Google, played with the logo for google before google had made it’s day view at the Burning Man festival in Nevada. They had originally placed a stick man figure behind the second â€Å"o† in the word Google. This was for a comical message saying that the workers were out of the office. Although the first doodle as quite simple, the idea would spark something that would carry until this very day in age. The purpose of doodles is not only to grab the person’s attention when they get to the google homepage. It also has a historical presence to it. The first logo had a stick man behind the â€Å"o†. This google was created because they were at the Burn Man festival which is notable celebration. Now the logo is used for other notable celebrations, contributions, birthdays, remembrance, and holidays. Then later in 2000, Larry and Sergey hire d an intern named Dennis Hwang to make a doodle for Bastille Day. It was so well done that he was put in charge of every doodle on the Google’s homepage. Since then, Dennis Hwang and his team called doodlers have created and drawn more than 2000 doodles. These doodles are shown throughout the world and are shown on the day corresponding to the date of the celebration, contributions, birthdays, remembrance, and holidays. A famous doodle being shown was a remembrance of the scene of the Loch Ness Monster. The 81st Anniversary of theShow MoreRelatedThe Bureaucratic Model Of Leadership1284 Words   |  6 Pagesâ€Å"Google’s organisational structure and workplace practices (such as their ‘fun at work’ initiatives) not only allow for increasingly creative and innovative ideas to emerge, but are also undoubtedly positive for employee well-being†. 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Strategic Analysis Of Management In Samsung -Myassignmenthelp.Com

Question: Discuss About The Strategic Analysis Of Management In Samsung? Answer: Introduction Samsung is a pioneering organization in the field of electronic devices that includes various products like the mobile phones, tablets, television sets and other such products. The organization had failed to perform well in the fiscal year of 2015. Despite the low performance of the organization, the employees had reported the receipt of the highest amounts of the bonuses that they were supposed to receive. The bonus payments were extended towards the employees on the basis of the contribution of the concerned employees towards the sales and the operations of the company. The main motive of the management of the organization behind awarding the employees with the bonus was to maintain the motivation and the satisfaction levels of the concerned employees and to keep the company functional. The following report aims to discuss the issues that arose within the company due to the improper distribution of the bonus that has been delivered by the management of the company towards the staff that had been serving the company in the various departments within the company. The issues that have been put forth by the case study are the imparity in the distribution of the financial bonus that was granted by the company in the fiscal year of 2015. This might lead to disputes among the employees who have been serving at the various departments of the company thereby affecting the relationships that exists among the employees of the organization. The dissatisfaction that has been growing among the employees might lead to the higher turnover of the company which might hamper the operations of the company in the future days to come. The report attempts an analysis of the issues and proceeds further to provide recommendations that might help the concerned business organization to retain the employees of the organization. News report in brief According to a report by Carlon, (2018) the department of the company dealing with the mobile handsets had demonstrated the poorest performance. The company was reported to have awarded 10% bonus to the employees who have been serving in the consumer division, 21% bonus towards the employees of the TV staff department and around 20% bonus to the staff serving in the departments related to the departments of the network business. However, the staff serving the battery department of the company had not been credited with such huge bonus amounts. The battery department staff had been awarded only 3% of the bonus amount for the entire fiscal year despite the capping of 50% bonus. Key Issues The given news story majorly deals with the various issues regarding the performance of the employees of Samsung and the company as a whole. The major issues that are put forth in the given news story are enlisted below. Display of biased approaches in the decisions. This might be considered as one of the various issues that might affect the employees of the organization. The given news story sheds light on the fact that the concerned organization had taken biased decisions regarding the payment of the bonus to the employees of the different divisions of the company. These biased decisions might affect the morale of the employees who have been serving the concerned organization. The lack of the clarity in the chosen strategy. The unclear strategy that is being followed by the company has led the management of the company to form notions that are not in accordance to the with the requirements that are stated by the employees. The company shows low analysis of the requirements of the clientele that is served by the company. The lack of the clear analysis on the part of the organization has led to the formation of a number of issues which is reflected in the low sales of the products of the company in the concerned market. A fair amount of bonus was not provided. The entire staff of the organization did not receive a fair amount of bonus. The huge differences in the amounts of the bonus that was received might have hampered the effective performance of the concerned employees. The morale of the employees serving the organization in the various departments was heavily affected by the unfair treatment that had ben meted out to the employees. The unfair distribution of rewards among the employees. The greatest issue that has been troubling the workforce of the company is the issue that pertains to the unfairness in the distribution of the bonus among the employees of the organization. this has led to an unrest among the employees of the organization. The motivational approaches that were introduced by the company had also faced a backlash due to the various due to the lack of the fair distribution of the bonus among the employees who have been serving in the various departments of the organization. Analysis of the news story The issues that have been faced by Samsung are majorly linked to the management of the performance of the employees who have been serving in the various departments of the organization. There are a number of theories that might relate to the ways that might help to deal with the poor management of the performance of the workforce of the company in the various departments that operate within the organization. The most favorable strategies that might be adapted by the organization in order to deal with the issues that are faced by the company in the recent times are discussed in the following section. The expectancy theory is one of those theories that might be implemented by Samsung Group in order to deal with the current scenario that the company has been facing. The theory was proposed by Victor Vroom in the year 1964 (Parijat Bagga, 2014). This theory has been put to use by various organizations in order to improve the performance of the workforce of the company and in the process improve the performance of the company as a whole (Miner, 2015; Lazaroiu, 2015). According to Shields et al. (2015), the motivation that is targeted to the employees in order to assist the effective improvement in their performances depends majorly on the satisfaction that is derived by the concerned employee while being involved in the concerned job. It is essential for the employees of the organization to modify their behavior so that they may effectively achieve the goals that are set by the management of the concerned company. The expectancy theory, in the opinion of Sheehan (2014), lays its bel ief in the fact that the basis of the overall performance delivered by the individuals relies on the expectations that pertain to the events that might occur in the future. According to the expectancy theory stated by Vroom, it may be stated that the rewards that might be awarded motivate the concerned employee to put forth the best of his performance and the performance of the employee acts as the driving force for the effort that is put in by the concerned employee (Caillier, 2014; Barrick, Mount Li, 2013). The employees of an organization must put in the best of their effort to achieve the performance goals that are set by the organization. The rewards that are extended towards the concerned employee are based on the achievement of the set goals. The other theory that might be used by Samsung in order to cope up with the situation that the company is facing in the recent times is the motivation and goal setting theory. This theory was suggested by Locke and Latham during the late years of the 1960s (Bach, 2013; Kehoe Wright, 2013). The motivation and the goal setting theory states that the motivation that is provided to the employees who have been serving an institution depends heavily on the appropriate feedback from the concerned management (Janssens, Zanoni, 2014; Cania, 2014). The theory further states that the management of an organization might also attempt to motivate the employees who have been serving the concerned organization by setting goals that are very clear for the employees to understand and follow. This theory relates to the varied results that might be achieved that might transpire from the setting of the necessary goals on the basis of the performance that has been delivered by the concerned employee (Mu ogbo, 2013; Kyndt et al., 2013). The propounders of this theory opine that the employees generally tend to perform better under the situations that involve goals that are generally difficult to achieve (Kramar, 2014; Locke Latham, 2013). It has been observed that the employees who have been assigned harder and more difficult goals tend to outperform the employees who have been assigned goals that are easy to achieve. The above discussed theories are some of the theories that might be adapted by the company in order to boost the performance of the employees who have been serving the organization. Recommendations The aforementioned company might be provided with a few recommendations in order to help them to improve the performance of the concerned employees and help the management to provide the concerned employees with the needed motivation without any biasness based on any factor that might be operating within the organization. The various ways that may be used to motivate the concerned staff and manage the performance delivered by them in an effective manner are enlisted below. The proper ways to allow diversification as well as provide motivation to the concerned employees. The management of a concern must provide the concerned employees with the with the proper amount of motivation in order to ensure the improved performance of the organization as a whole. The motivation that is to be provided to the concerned employee might be in the form of recognition of their service and granting rewards against the same. This might help the enhancement of the diversification among the staff of the organization as well as the management. The staff needs to be regularly updated on their performance through the various methods of reviews from the concerned management. The regular reviews might help the concerned staff to align their goals to the overall goals of the company thereby leading to the overall improvement in the performance of the company. The concerned staff must be provided with the necessary training. The employees serving the organization must be provided with necessary training. The entire staff of the organization must be well aware of the process that is followed in order to evaluate and manage the performance that is delivered by the staff. The developmental training that is to be provided to the staff should help the concerned company to gain the competitive advantage. The performance evaluation form must be properly designed. The performance development form should be developed in a manner that allows the reviewing of the performance of the employees of the different departments of the company. The management of the performance of the employees must be in accordance to the goals set by the company. The establishment of a proper linkage between the goals of the company and the performance of the concerned employees might assist the improvement of the overall performance of the organization without any indication of biasness in the act. The company should be supportive of the growth of the employees. The employees must be provided with the necessary incentives in order to boost the performance of the concerned employees. Conclusion In lieu of the above discussion, it might be concluded that the management of the performance of the employees of an organization tend to play a huge role in the improvement of the overall performance of the concerned company. The various facts and issues that have been discussed in the news story has helped to form a clearer understanding of the key issues that Samsung Group of companies has been facing during the recent times. The above report might safely conclude that the management of the performance of the staff might help in the improvement of the overall performance of the organization. The suggested recommendations might help the staff as well as the management of the company to improve the performance of the concerned staff. The most effective way of achieving the sought improvement is awarding the concerned staff with the rewards against the effort that they have been putting in for the concern. References Bach, S. (2013). Performance management.Managing human resources: Human resource management in transition, 221-342. Barrick, M. R., Mount, M. K., Li, N. (2013). The theory of purposeful work behavior: The role of personality, higher-order goals, and job characteristics.Academy of management review,38(1), 132-153. Caillier, J. G. (2014). Toward a better understanding of the relationship between transformational leadership, public service motivation, mission valence, and employee performance: A preliminary study.Public Personnel Management,43(2), 218-239. Cania, L. (2014). The impact of strategic human resource management on organizational performance.Economia. Seria Management,17(2), 373-383. Carlon, K. (2018).Samsung rewards Mobile division employees despite poor performance in 2015.Android Authority. Retrieved 5 February 2018, from https://www.androidauthority.com/samsung-rewards-mobile-division-employees-669904/ Janssens, M., Zanoni, P. (2014). Alternative diversity management: Organizational practices fostering ethnic equality at work.Scandinavian Journal of Management,30(3), 317-331. Kehoe, R. R., Wright, P. M. (2013). The impact of high-performance human resource practices on employees attitudes and behaviors.Journal of management,39(2), 366-391. Kramar, R. (2014). Beyond strategic human resource management: is sustainable human resource management the next approach?.The International Journal of Human Resource Management,25(8), 1069-1089. Kyndt, E., Govaerts, N., Claes, T., De La Marche, J., Dochy, F. (2013). What motivates low-qualified employees to participate in training and development? A mixed-method study on their learning intentions.Studies in Continuing Education,35(3), 315-336. Lazaroiu, G. (2015). Work motivation and organizational behavior.Contemporary Readings in Law and Social Justice,7(2), 66. Locke, E. A., Latham, G. P. (Eds.). (2013).New developments in goal setting and task performance. Routledge. Miner, J. B. (2015).Organizational behavior 1: Essential theories of motivation and leadership. Routledge. Muogbo, U. S. (2013). The impact of employee motivation on organisational performance (a study of some selected firms in anambra state nigeria).The international journal of engineering and science,2(7), 70-80. Parijat, P., Bagga, S. (2014). Victor Vrooms expectancy theory of motivationAn evaluation.International Research Journal of Business and Management,7(9), 1-8. Sheehan, M. (2014). Human resource management and performance: Evidence from small and medium-sized firms.International Small Business Journal,32(5), 545-570. Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., ... Plimmer, G. (2015).Managing Employee Performance Reward: Concepts, Practices, Strategies. Cambridge University Press.