Changing of Women Rules in Global Business Essay

Now, the role of women in today’s society is becoming increasingly visible and important than in comparison with the situation of 30 years ago. More and more women have started to try their self in different areas of human society, such as politics, science, business, journalism, charity etc. And areas such as entrepreneurship and business is no exception, on the contrary, they have become a priority because the people who are successful in business will always be respected and considered, especially in the world â€Å"men’s rules. Since ancient times, men do not take women, as it was believed that a woman’s place in the family sphere, it is unusual and should stay at home, manage the household, raise children, take care of her husband and so forth, but those days are long gone, and the woman is free to do what though no one can deny them. While many may disagree with that, especially in societies living on the old foundations, and Sharia law, where the woman stays at home and raises her children. And I must admit that in the West and in the more developed countries, women with all other than for example in Muslim countries. Women are much freer in their choice and the right activities. That is, they are not worse than men; at least the governments of these countries have taken measures to gender equality and discrimination against women. Equality of rights is the essential foundation of any democratic society that aspires to social justice and respect for human rights. The modern woman in this world are becoming more and more independent, hence, with men moving into the background taking place with them on a social level by changing their stereotypes, which were considered by it since childhood, but when she decided to climb the social ladder, it must prepare for the development of foreign territory. And the higher it will go up, the less it will be around the fairer sex. Thus, for a higher level of women need to learn the rules of conduct in a man’s world. The participation of women in business in the developed world and the familiar phenomenon is not surprising in the business world and society. Most commands respect the fact that women are showing remarkable abilities and business acumen. This paper is designed to explore the nature of women’s social position and description of the main characteristics of their social status and studies of women in today’s economy and business, market pressures on its social health. 1. The paradox of female companionship. According to the UN Population Division, 49. 7% of the population is women. It is difficult to understand the true customs and traditions, to experience how people live in a particular country. Moreover, even more difficult to provide an accurate picture of the situation of women in different countries – where the image of a woman’s life is not as noticeable, where the woman does not participate in economic and political life of the country, where, as a rule, she plays the role of a wife, mother, mistress of the hearth . But sometimes those women, about which we firmly There are certain stereotypes are not living the way we imagine, have certain rights and status in society. It is known that Japanese women live in a society where â€Å"dominates and rules the man. The dominant role of men in this country has developed historically for a long time, and, as in all countries of the East, the predominant role is expressed everywhere: in the business environment, and the arts, and in politics. But the beauty and uniqueness of Japanese women, her desire to agree, its great patience, a sense of harmony and balance in all things, the willingness to sacrifice were known to ancient times and carried the glory of a Japanese woman around the world. Japanese wife running the business is reconciled with the fact that her husband is found not more than a couple days a week. It may seem that the Japanese woman is under the yoke of patriarchy and pressure from the men. However, this is not the case. That Japanese has more rights than women of other countries in Asia and the Orient. Japanese woman confides education of children and the decision of their fate, it is completely given the right to dispose of her husband’s earnings and decide what expenses and how much need to be done, the Japanese women work, and some of them are financially stable and resting on the feet. Japanese women are able to hide their feelings, build diplomatic relations with her husband, seeking from him a lot more than European women. But even with a lot of rights, under the influence of civilization, becoming more independent, educated and self-confident, a Japanese woman still accompanies her husband to the door, with reverence and obedience to lower our heads bowed her husband followed. In Iran, is rarely seen without a black woman, at least – a green curtain that hides her hair, the shape, and sometimes even the face. From the outside it seems that the women in this traditional and patriarchal country have virtually no rights and are entirely dependent on men. In fact, it is in Iran, women live an active and fulfilling life. Active and energetic Iranian women evolved over many centuries. O daughters of checks that are cutting their beautiful hair and wore a military armor, as well as men to defeat the enemy, there is still a legend. Therefore, even the leader of the revolution in Iran, Imam Khomeini said that â€Å"for the revolution is to thank the women. † The case for women of the East, we can say that their situation is not so bad as we describe the Western media, so whether women in general to engage in politics or business to the detriment of his personal life and family. After all, we all know what this means, when a woman chooses a career, not a family. In Western countries, a woman does not want to lag behind men because society is so constructed that causes compete with the opposite sex, and to claim their rights. Thus, women put themselves under the family or career choice and the choice often falls on the first option. As a result, it leads to divorce or refraining from family relationships. Frequent quarrels and not paying enough attention to children, that leads to the child becoming self-contained and further experience severe stress. Also, women in these countries often lead dissolute lifestyle, drinking, smoking, etc. And it is for these reasons that many women somovolno decide to start a family, abandoning the business activity, and not because someone is prohibited for them or criticizes it. 2. Concept of â€Å"Businesswomen†. The modern woman in this world are becoming more and more independent, hence, with men moving into the background taking place with them on a social level by changing their stereotypes, which were considered by it since childhood, but when she decided to climb the social ladder, it must prepare for the development of foreign territory. And the higher it will go up, the less it will be around the fairer sex. Thus, for a higher level of women need to learn the rules of conduct in a man’s world. The participation of women in business in the developed world and the familiar phenomenon is not surprising in the business world and society. Most commands respect the fact that women are showing remarkable abilities and business acumen. Business women are self-employed, as the rules inherent in the following personal qualities and characteristics. Women, as a rule, the nature carefully and meticulously know how to count money. If you want to explore the firm’s position in the market, the women successfully cope with it. Diligence and thoroughness, determination and precision, care of women in the work known to all. Ingenuity and flexibility of thinking, the ability to analyze and evaluate the readiness to make decisions, communication skills and social competence – these are the qualities that a woman and needed her as an entrepreneur and manager. In most of the female population is at least half the workforce. At the time, the women are still facing difficulties in fully participating in the production process; they are, however, increase their buying power. Demographic studies show that an increasing number of women, who increasingly have to make decisions of financial issues. This trend is reflected in our developing world, where most of the immigrants were women. Women play an important and growing role in the global economy; they make a significant contribution to the gross domestic product (GDP) by increasing the level of consumption of goods and especially the use of services. It is assumed that the increased participation of the female population in the labor market contributes to the potential growth of the economy, especially in the west. In most developed countries among students, first degree, as well as incomplete higher (the minimum period of training – two years), more girls than boys. To business and to the success of women are moving a lot of reasons and motivations. Below are some of them: – The desire to create the present and future of their own work; – Hope unification into one work and personal life; The desire to realize their hopes and their style of business activity; – Waiting for a good reward for their efforts and increase their personal wealth, – Ability to reveal his â€Å"I,† his abilities as the previous post did not contribute to this; – The tendency to take risks, find a way out of risk situations; – The value of the specifics of growing back, which founded the company; â₠¬â€œ The impact of friends and acquaintances; 3. Statistics and facts. In 2004, the U. S. percentage of girls among the students was 60%.  In the UK, this level is fixed at around 67%, in Germany – 61%, and in Sweden – 53%. Japan and Korea are among the leading countries in Asia: 65% and 52%, respectively (information is based on a report by the Organization for Economic Cooperation and Development). In general, this trend must modern employment opportunities, as well as increase the cost of living are not cheering. In general education strengthens position in the labor market, increasing its potential earnings. Migration of women to the private sector is not accidental. It is here that women managers can achieve some success. Business requires knowledge of financial problems, Mastering accounting, psychology, communication, and marketing. The rapid growth of economy â€Å"women† – the burning topic of conversation, reports impress with reference to The Financial Times. â€Å"According to the Boston Consulting Group, women control $ 12 trillion in global spending and are the driving force for earnings growth on a global scale, 5 trillion dollars,† – says journalist Lucy Warwick-Chin. From 2000 to 2007, in the U. S. he number of wealthy women, not less than one thousand five hundred dollars for investment, increased by 68%, while the number of wealthy men – only 36%. Therefore, the economy women are called a force to be reckoned with. It is expected that its global economic impact in the coming years will be greater than that of Brazil, Russia, India and China combined. In some countries, women understand the strength of the economy is better: the powers of women in the U. S. are much higher, and their contribution to the economy – more than British women and other women of the world. Why women are more successful in the manual? a) Women make better leaders – they know how to think about several matters and, at the same time, to plan for the future, while men are able to concentrate on one issue, preferring to solve problems in series; b) Women are inherently more organized and able to act effectively because they mother. Take responsibility – it’s in the nature of women; c) Purposeful Women and men consistently better eye for detail analyze and take into account the nuances of the work; d) Women – more sociable, they tend to trust behavior. They are better at organizational and planning functions, adapt faster to changing conditions, regardless of the subordinates, contributes to these productivity improvements; e) Women leaders know best â€Å"key† people are products of their business are focused on the customer, the new product (or service) that is needed by the market; Women managers not only achieve lasting results of enterprises, but also create new jobs, successfully solve social problems as a team, and, especially, women, and the city in general. Organization is fully aware of the distinctive features of the motivation and methods of women will be more successful. Women take over 80% of purchasing decisions; they account for 70% of firms startups. This is the most important target group in the world. Conclusion: A woman in business today has become increasingly strengthening its position in the modern world women leading a significant percentage of all business structures. There is also a tendency to increase the number of women in business – every year the percentage coming into the business men and women favor the women. From this we can conclude that the role of women in society as a whole is growing every year. Already, many men in business recognized for a number of their women preeminent – in fact, in many areas of business activity, the stronger sex surrendered their positions. Thus, a woman in the business has a number of objective advantages over men, there are literally ome grown women – hairdressing salons, beauty salons, retail trade, in general, any commercial enterprise, requiring attention to detail, with little or average number of staff personnel. The proportion of women is higher in small business, then – medium businesses. In the large, the more international business, men continue to lead – but in the management of the business often are forced to have female staff, as its presence in certain circu mstances treats business tactics – activities. According to psychologists, a woman in the business of building a more cautious relationship with its business partners, avoiding excessive risk-taking, â€Å"sharp turns. † It is particularly sensitive to the issues of corporate culture, introducing an element of warmth and â€Å"nepotism† in the business life of the strict rules of the organization. These factors, among other things, increase the profitability of new technologies that increase productivity. Female leader, as a carrier of emotional start, can acutely feel the psychological climate in the team, to understand what was going on the conflict, and, perhaps, to prevent its onset. In conclusion, I would like to give an answer of the American writer and historian G. Wils on the question of the most significant changes: â€Å"For the past 40 years, the status of women has changed as it has not changed over the past four centuries. No change has not affected so deeply social. Changed relationship between wife to her husband, mother to child, woman to woman.

Are Women Better Listeners Than Men?

a. I think women are better listeners than men Pro:  ·Women give advice from their own experiences  ·Listen intently  ·Women are compassionate  ·Women are supportive  · Want to know all the facts Con:  ·They talk way too much about one thing  ·Have a tendency to act all-knowing  ·Annoying at times  ·Show more emotion than what is needed  ·Are gossipers b. Capital punishment is no deterrent to crime Pro:  ·Zero percent chance they'll kill again  ·Not supporting a criminal in jail for a lifetime  ·Wont get on parole and commit their crimes again  ·Discouragement of crime  · Closure for the surviving victims/loved onesCon:  ·Life without parole means the prisoner is taken off the streets for good  ·Execution is expensive  ·Innocent people may die  ·Killing the killer doesn't make the government any better  ·Poor peole don't have the income to get good defense c. â€Å"Hard† sciences such as math are more difficult than â€Å"soft† sc iences such as sociology Pro:  ·More prepared for life situations  ·Fewer people are good at â€Å"hard† sciences in comparison to â€Å"soft† sciences  ·Larger expansion of knowledge  ·Being accurate  ·Ã¢â‚¬ hard† sciences are usually less intuitively understandable than â€Å"soft† sciences Con: Missing job opportunities because less knowledge of each type of science  ·Many â€Å"soft† sciences like sociology are based on observations, which, while making them seem simple, in reality makes the process of research quite difficult  ·there is no objective ground for differentiation, only inclinations of different people d. The production and sale of cigarettes must be outlawed for the health of the American public. Pro:  ·Decreased number of smokers  ·Toxic levels of chemicals found in cigarettes and in medications (Theophylline)  ·Stop underage smokers  ·Stop some littering  ·Saves consumers money Con:  ·losing jobs for al l the cigarette makers find alternate bad habits  ·State losing too much money because of the amount of money cigarette sales bring in e. The university should reduce tuition for those students who maintained an A average during the previous year. Pro:  ·It motivates students  ·The costs will be repaid for the university by the growth of its reputation  ·It makes sense from the economic point of view if we view knowledge as the product supplied by the university Con:  ·It may cause tensions between students  ·Grades do not always reflect the real level of knowledge f. ROTC should be made available to all students in U. S. colleges and universities Pro: It increases the possibility of choice for students  ·It allows for simultaneous civil and military study  ·It helps test ones prospective path in life g. The majority of American people support prayer in school Religion is an integral part of life for many Con:  ·religion is a matter of individual choice  ·this ma tter is bound to cause a lot of controversy  ·if given an opportunity, various religious groups would compete for support of their particular prayer Dialogue Women appear to be better listeners than men because they're naturally compassionate, and they have a built-in nurturing spirit that makes them feel like they're born counselors.They're focused on what's being said because they want to know all the fine details, whereas men are primarily â€Å"head-liners† meaning they just want you to get right to the point-â€Å"just say it†. Men don't seem to have the patience that women have when it comes to listening; they're moved by what they see, t whereas women are moved by what they hear. Men are usually of few words, and they expect you to read in-between those few words to see exactly what it is they're trying to say.This is their way of saying that they're really listening and they really care. I feel the one thing that women should not do is over-dramatize, becomin g very emotional, which can sometimes be viewed as a turn-off, even though it's a part of their nature. I can't actually say that women are better listeners than men, they just seem like it since they use more words, and relate from their own life experiences, which makes the person speaking feel as though that woman is really paying attention to what's being said. Are Women Better Listeners Than Men? a. I think women are better listeners than men Pro:  ·Women give advice from their own experiences  ·Listen intently  ·Women are compassionate  ·Women are supportive  · Want to know all the facts Con:  ·They talk way too much about one thing  ·Have a tendency to act all-knowing  ·Annoying at times  ·Show more emotion than what is needed  ·Are gossipers b. Capital punishment is no deterrent to crime Pro:  ·Zero percent chance they'll kill again  ·Not supporting a criminal in jail for a lifetime  ·Wont get on parole and commit their crimes again  ·Discouragement of crime  · Closure for the surviving victims/loved onesCon:  ·Life without parole means the prisoner is taken off the streets for good  ·Execution is expensive  ·Innocent people may die  ·Killing the killer doesn't make the government any better  ·Poor peole don't have the income to get good defense c. â€Å"Hard† sciences such as math are more difficult than â€Å"soft† sc iences such as sociology Pro:  ·More prepared for life situations  ·Fewer people are good at â€Å"hard† sciences in comparison to â€Å"soft† sciences  ·Larger expansion of knowledge  ·Being accurate  ·Ã¢â‚¬ hard† sciences are usually less intuitively understandable than â€Å"soft† sciences Con: Missing job opportunities because less knowledge of each type of science  ·Many â€Å"soft† sciences like sociology are based on observations, which, while making them seem simple, in reality makes the process of research quite difficult  ·there is no objective ground for differentiation, only inclinations of different people d. The production and sale of cigarettes must be outlawed for the health of the American public. Pro:  ·Decreased number of smokers  ·Toxic levels of chemicals found in cigarettes and in medications (Theophylline)  ·Stop underage smokers  ·Stop some littering  ·Saves consumers money Con:  ·losing jobs for al l the cigarette makers find alternate bad habits  ·State losing too much money because of the amount of money cigarette sales bring in e. The university should reduce tuition for those students who maintained an A average during the previous year. Pro:  ·It motivates students  ·The costs will be repaid for the university by the growth of its reputation  ·It makes sense from the economic point of view if we view knowledge as the product supplied by the university Con:  ·It may cause tensions between students  ·Grades do not always reflect the real level of knowledge f. ROTC should be made available to all students in U. S. colleges and universities Pro: It increases the possibility of choice for students  ·It allows for simultaneous civil and military study  ·It helps test ones prospective path in life g. The majority of American people support prayer in school Religion is an integral part of life for many Con:  ·religion is a matter of individual choice  ·this ma tter is bound to cause a lot of controversy  ·if given an opportunity, various religious groups would compete for support of their particular prayer Dialogue Women appear to be better listeners than men because they're naturally compassionate, and they have a built-in nurturing spirit that makes them feel like they're born counselors.They're focused on what's being said because they want to know all the fine details, whereas men are primarily â€Å"head-liners† meaning they just want you to get right to the point-â€Å"just say it†. Men don't seem to have the patience that women have when it comes to listening; they're moved by what they see, t whereas women are moved by what they hear. Men are usually of few words, and they expect you to read in-between those few words to see exactly what it is they're trying to say.This is their way of saying that they're really listening and they really care. I feel the one thing that women should not do is over-dramatize, becomin g very emotional, which can sometimes be viewed as a turn-off, even though it's a part of their nature. I can't actually say that women are better listeners than men, they just seem like it since they use more words, and relate from their own life experiences, which makes the person speaking feel as though that woman is really paying attention to what's being said.

Development a brain controlled prosthetic hand Research Paper

Development a brain controlled prosthetic hand - Research Paper Example The recorded brain signals are then used to control a physical or virtual device that carries out a task according to the user's intent. The first step we took when designing the prosthetic hand was to decide on the best control mechanism for finger movement. The goal for our design was to minimize the number of actuators necessary to control the movement of the finger and simplify the equations needed to describe the motion of the finger. The first proposal, which was the tension controlled model, consisted of the three joints of the finger, with a cable attached to a fixed point on each link of the finger which was run back through the finger to an actuator mechanism at the hand or behind the wrist. For this model, each joint would have a compliant mechanism which forced the resting state of the links to be in the bent position. The second approach for this design has the complaint mechanisms such that the resting state for the links is in the straightened positions. A second design proposal included the use of pneumatic systems to drive the bending or unbending of the fingers. In this proposal small tubes could be used to fill with either air or liquid to actuate the finger. The noise would create the same discomfort for the user as non life-like prosthetics. The third proposal for the finger design wa... In this proposal small tubes could be used to fill with either air or liquid to actuate the finger. The noise would create the same discomfort for the user as non life-like prosthetics. The third proposal for the finger design was a pulley system to control each joint independently. Pulley's would be placed at each joint in the finger, and would be independently controlled by its own wire. Therefore, when the actuator is active, the fingers will bend and hold their positions. When the actuator becomes inactive, the compliant mechanism would return the fingers to their straightened positions. In the designs described above, a pulley at each joint in the finger would have a cable wrapped around it just enough for it to actuate the exact number of degrees of rotation required at that joint. It may be possible to use flexinol in place of the motors, but testing would need to be completed to confirm that overheating does not occur and that temperatures of the prosthesis do not rise above the melting point of the prosthetic skin covering. One aspect of this design that we later incorporated into our final design was the knuckle joint. This piece had to be designed so that it could provide space for the pulley to rotate as well as allow the finger to rotate side to side. This piece also had to allow for the actuating cables to pass through it on its path to the motors. The third, and final, approach to the design of the finger uses a four bar mechanism to control the movement of the finger, and compliant mechanisms to move the finger back to its resting state at the straight position. In this design, the four bar linkage is placed between the two upper joints on the finger. From our preliminary research, we had determined the

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Interview Questions Assignment - Essay Example My academic background is the main reason as I have gained significant knowledge for practice in the profession. Hiring me at this stage of my study will also mould me into the organization’s culture, as I develop my career while in the organization. An experienced person, having experienced many organizational cultures, may find it difficult to change into the company’s environment, a challenge that I do not face. I also offer the company leadership potentials that will help in empowering and motivating employees. Being a dynamic person and a fast learner, I can play many roles in the organization and shall therefore save it the burden of employing many people for specialized roles. My greatest weakness is my orientation to results. I always focus on achieving expected results in my environments, whether the results are my responsibility or that of a peer. This means overworking and sometimes stepping into other people’s mandates. The weakness has two major adverse consequences by I often manage them. One of the consequences is overworking to burnout but I normally take a rest when I experience fatigue. Another adverse consequence is conflict with peer when I move in to help in their roles. Though I often explain my intentions before engagement, there is sometimes lack of time for explanations and some people have accused me of taking advantage of their responsibility to seek recognition. This has however never been the case. An example of a time of successful communication with a difficult person involved a conflict with a classmate. He was known for his arrogance and lack of rationale that often involved him in violence, especially when he was under drugs. We were on an informal discussion about a news article that divided public opinion and he rose against my opinion. He quickly got emotional and people feared a fight. I had to either walk away to avoid a violent encounter or to confront him and let him know that his behavior was not right. I

Existentialism Essay Example | Topics and Well Written Essays - 1000 words - 1

Existentialism - Essay Example If the tragic hero Oedipus could assert in his conscious pain that "all is well", Camus's concept of 'Sisyphus Happy' must be accurate because, it is true that "there is no fate that cannot be surmounted by scorn" (121). Camus enumerates the passions that define Sisyphus-"his scorn of the gods, his hatred of death and his passion for life." These have gained him the most unspeakable of penalties in which he has to strive with all his heart and might to accomplish nothing. But exerting oneself to accomplish nothing is a classic example of negation, and Sisyphus must have seen that adding the emotion of joy to his labors would be the best way of negating the gods-admittedly, one of his prime interests. Therefore, when Camus says that Sisyphus, the 'proletarian of the gods' is Sisyphus Happy-the statement is irrefutable. For Sisyphus was said to have been the wisest of mortals. Camus reminds us that the fate of modern man in the modern workplace, working every day at the same tasks, is no less absurd than that of Sisyphus. Modern man then lives and works in true absurd fashion, but the birth of the tragic, the opportunity for heroism, the potential for authentic existence only becomes possible in those rare moments when he becomes aware of the absurdity. Sisyphus's strength, as well as his joy, rises out of his consciousness of his condition. Out of consciousness, out of awareness, out of lucidity springs Sisyphus's victory over the rock, over the gods, over the oppression of his situation. The films of Charlie Chaplin depict beautifully the absurdity at the heart of much of human endeavor in 'modern times.' Chaplin shows that the modern absurd hero is the man who is aware of the absurdity of his condition. Such a man can overcome the oppressiveness of his life and work by means of the weapon of scorn. He does not hope to achieve happiness because of his work, or as a consequence of it. However, the weapon of scorn gives him the feeling of joy while engaged in the work. That joy is his way of achieving mastery over the work as well as over any who may have hoped that the work would frustrate his soul. On the other hand, unmixed joy would not be the absurd hero's chosen cup of tea or bowl of vinegar. The emotion of joy cannot be divorced from the experience of pain and sorrow. Sisyphus's descent is therefore, sometimes done in sorrow. Camus believes that the sorrow was in the beginning, when memories of the earth plagued his soul. At times like these, the rock triumphs. But Sisyphus rarely allows himself such lugubriousness or such agonizing. Most of his effort is undertaken, in Camus's vision, in silent joy. This is because Sisyphus knows that "His fate belongs to him. His rock is his thing" (123). It is his rock-not the rock of the gods, not the instrument devised by the gods to punish him-but something that defines him, that expresses the essence of his spirit, his existence, and his supreme scorn for pompous authority. The Last Castle is a movie starring Robert Redford in the role of former general who has been sent to a prison under the control of an officious Chief Warden. The film highlights a penalty inflicted by the Warden on the imprisoned general for a minor offense. The punishment involved the single-handed lifting and transportation of a large heap

Article Review Essay Example for Free

Article Review Essay The article, School Counseling Outcome: A Meta-Analytic Explanation of Interventions, written by Whiston, S., Tai, W., Rahardja, D., and Eder, K. is research done to show if certain interventions and techniques used by school counselors are effective. The article discussed two types of studies, one with controlled comparisons and another involving pre and posttest differences. The article began with the history of counseling and the model counselors are using. Campbell and Dahir’s (as cited in Whiston, Tai, Rahardja, Eder, 2011), â€Å"specified that school counselors should coordinate a program that facilitates academic, career, and personal social development†. Many schools and counselors have been following Gysber’s and Henderson’s model which has four program components supported by the American School Counselor Association (ASCA). They include guidance curriculum, individual planning, responsive services, and system support. There has been limited research done on these components to conclude if the interventions are effective. â€Å"A major problem with the reviews of school counseling is that they are not able to indicate the degree to which school counseling interventions influence student outcome† (Whiston, Tai, Rahardja, Eder (2011). In the article there were some major strengths and gains. There was evidence that specific interventions work with certain groups. The research also supports the need for school counselor to be more involved with all students, since there is a positive effect when students have been working with a guidance counselor. Yet, we still need more  research in the elementary level to see how we can support the younger students more effectively. There were also some major limitations noted about the study. This included not having enough supported information on how the interventions or treatments were conducted, missing valuable information, not having reliable standardized assessments, not following up to see how the interventions helped, and the study was done with only specific interventions. They also concluded that there were specific gains in certain areas, but could not identify how they got those results. The conclusions of the studies indicate that students who receive services from a counselor scored higher on standardized test. Counseling also helped with discipline, problem solving, and career knowledge compared to students not receiving any interventions. This shows the importance of having a school counselor and the role they play in making a difference in the lives they touch. Both studies indicated the â€Å"effectiveness of a balance approach to school counseling that provides a guidance curriculum to all students and responsive services that respond to students’ issues† (Whiston, Tai, Rahardja, Eder, 2011). In this study we can see how important a school counselor is to students facing difficult issues. It is noted how some interventions can help a student be successful with academics, social interactions, and behavior. After reading this article I can see how effective counseling can be for all students. As an elementary teacher I will try to use a strategic comprehensive guidance program and data to guide my instruction. Using information from teachers, parents and administration I can plan my lessons to better meet the needs of students. Following up with students and keeping data on interventions will be a priority. References: Whiston, S. C., Tai, W., Rahardja, D., Eder, K. (2011). School counseling outcome: A meta†analytic examination of interventions. Journal Of Counseling Development, 89(1), 37-55. doi:10.1002/j.1556-6678.2011.tb00059.x

Electronic commerce Essay Example for Free

Electronic commerce Essay With rising prices on many items, and an unstable economy, many people have begun to buy and sell things online. Much of the time, you can get better deals shopping online, and make profits selling online. One of the biggest online auction sites is eBay. EBay gives people the chance to buy items online by bidding, and offers sellers the chance to sell some of their old stuff just lying around, or sell items they have gotten somewhere else. Being an eBay seller can be fun, exciting, and rewarding and also make you some extra money in the process! To become a successful seller, there are a few things that you should do to become the most profitable and reputable. First, you are going to need to set up your eBay account online. You simply go to their website, www. ebay. com and enter in all of the required information. Next, make sure you set up a PayPal account. PayPal offers you the ability to accept payment from buyers, as well as offers protection to buyers, and buyer’s like that added protection since after all it is online. You can get to PayPal’s website at www. paypal. com. Be sure to enter in all of your banking information so you can transfer the money you have received from your sales, into your bank account. PayPal is secure, so don’t worry about that. The selling process is about to begin! Figure out what exactly you are going to sell. Whether its stuff laying around the house or items you are buying in bulk and reselling on eBay. Make sure you research your item to see if it has sold recently, so you can get an idea of what it’s worth. Next, you will want to take really good photos of the item that you’re selling so the potential buyer can have a great idea of what they are actually bidding on. When setting your starting bid, be sure to start it a few dollars less than the last comparable item sold for. Now, you will need to put in the items title. Typically it’s a short description of the item, such as, â€Å"Brand New Avent Bottles Package of Three. † This will give potential buyers the ability to view your item when searching for an â€Å"Avent† bottle. Next, you need to add a detailed description of the item. Be sure to include in the description any information about the item, the dimensions, if needed, any flaws, and in some cases, how the item can help them, almost like a selling point. Afterwards, you will need to select the appropriate shipping information by entering the dimensions and weight of the package, along with what carrier you are shipping with. Also, be sure to list as a 7 day auction. Using 7 day auctions gives eBay buyers more time to search for your item. Finally, review all of your information for accuracy, and list your item! While the item is up for auction, you will be able to monitor through your eBay account how many people have viewed the item, and how many potential buyers are watching your item. Be sure to answer any questions you receive via email from buyers promptly. By answering in a prompt manner, buyers will more likely be able to get an answer to their questions, and judge if they want to bid on your item. Also, this gives potential buyers the impression that you are great seller by addressing their needs in a timely fashion. EBay also offers a mobile app that will send you updates almost instantly. If you download this app, you will have the ability to get notification on your smartphone, if anyone has something they need assistance with. At the end of your auction, hopefully your item has sold. If it has not, you always can re-list the item again. However, if it has sold you should pat yourself on the back. Typically, buyers pay within three days of close of auction. After your buyer pays, you will receive notification, and will be able to print a shipping label online. The shipping charge will be deducted from your PayPal account, and you will get a discount for being an eBay seller. Be sure to ship your item right away, as buyers want the item they have paid for in a timely fashion. Another thing, EBay reputation is a big thing potential buyer’s look at. As an eBay seller, if you do not have a good selling reputation, chances are no other buyers will bid on your items. Also, if your buyer has a problem when they receive your item, be sure to address any concerns they may have, and treat them like you would want to be treated as a buyer. Finally, leave positive feedback for your buyer, they should return the favor. If you enjoyed your first selling experience, keep it up! EBay is an easy way to make money, and have fun!

Ability Job Fit

Ability Job Fit What is more likely to lead to high work performance a fit between ability-job or between personality-organisation? Introduction The aim of this assignment is to construct an argument to support the proposition, that Performance-Organization fit is more important over Ability-Job fit, for higher job performance. Scope and Definitions The scope of the assessment covers only the area of high work performance related to ability-job and personality-organization, using proven research and theoretical information from a wide range of articles and journals that are relatively current and authentic. Accordingly, both theory and empirical research, drawn from thorough literature review are used to analyse, substantiate and conclude Personality-Organization shall to lead to higher work performance In this paper, Work performance is broadly viewed as Contextual performance behaviour, counter productive work behaviour, inter personal facilitation and task performance. Background Information Globalization and its effects have led organizations into unchartered territories. As institutions valiantly try to thrive in an ever demanding atmosphere, the identification of critical resources is paramount to any organization. The single most important factor that is significant to any organization is its human capital. The success or failure of an organization can be largely attributed to its human resources. Thus making it directly related to their work performance. The senior executives of most organizations view people and workforce related issues as a critical competitive differentiator and one of their top agenda items. This sentiment is evident in the survey conducted by Accenture in their 2006 Edition of the Accenture High-Performance Workforce Study, in which attracting and retaining skilled staff and developing talented leaders were cited by the executives as critical factors in achieving high performance (Accenture Consulting, 2006). High Work Performance In an organizational context high work performance is defined as an employee (or group of employees) at any level or functions that is focused on the right priorities and understand that they are accountable for delivering strong results. They are energized, engaged and perfectly positioned to give their best by exceeding or far exceeding their Key Performance Indicators (KPIs). Ability Job Fit Ability-job fit can be defined as the fit between the abilities of a person and the demands of a job, or the desires of a person and the attributes of a job (Sekiguchi, 2004). Personality Organization Fit Personality-Organization is defined as the compatibility between a person and the organization, emphasizing the extent to which a person and the organization share similar fundamental characteristics and/or meet each others needs (Kristof, 1996). Ability Job Fit for High Performance According to the literature on practical job previews, correct and practical job information enables applicants to review the degree of similarity between their knowledge, skills and abilities (KSAs) and the job necessities. Applicants who identify a match between the job requirements and their KSAs are likely to stay in selection and accept the job offer. The basic assumption of the theory is that applicants personal assessments play an important part in initial attraction, to remain in the selection procedure and finally in job acceptance decision. Research also supports that subjective fit is the better predictor of hiring outcomes and applicant attitudes than the objective fit (Carless, 2005). Ability-Job fit assessment If you are a job seeker, you might not be considering the importance of ability job-fit, but this fit is critical. As research suggests, without it, you become among the estimated 75 percent of the workforce who are dissatisfied with their jobs (Coppola, Carini, 2006). The ability job-fit model demonstrates that work performance, personal satisfaction and outcomes are enhanced when the employee and work environment are in perfect synch. Synchronization is a process that includes not just education and experience, but many dimensions of individuals abilities: ability to learn, mental hard-wiring, personality archetypes, leadership dynamics and physical abilities (Coppola, Carini, 2006). Job Characteristic Belief Dimensions A primary classification in the job characteristics is Hackman and Oldhams (1980) Job Characteristics Model, which includes five job characteristics: Autonomy Skill variety Task feedback Task identity Task significance Empirical findings on Job Characteristic Belief Research on the model has also found that a multiplicative or additive index of the five job characteristics reflecting job complication is a better analyst of the models psychological findings than an individual job characteristic (Fried Ferris, 1987). Thus, for the purpose of conciseness, a single complexity job characteristic feature was developed for the current research, involving the degree to which a job is complicated, challenging, and involves diverse tasks (Ehrhart, 2006). Further, research finds that the five dimensions, in the Job Characteristics Model (JCM) predominantly relates to an individuals experience of the job, regardless of other factions such as subordinates, co-workers, supervisors, or customers. Accordingly, the level and nature of interpersonal interaction required by customer service jobs is not represented in the JCM (Ehrhart, 2006). Antecedents and outcomes of Ability-Job fit The review of the ability-job fit literature by Edwards (1991) recognized job satisfaction, low job stress, motivation, performance, attendance and retention as outcomes that are positively affected by ability-job fit. When ability-job fit is assessed as the match between what an employee wants and receives from performing job, it is linked to enhance job-satisfaction, integration, and organizational commitment, as well as reduced intentions to resign. Additional benefits for task performance have been established when the meaning of ability-job fit is expanded to include the match between abilities and their job demands. Research by Sekiguchi in 2004, also demonstrates that structured and validated measures for determining ability-job fit have led to efficient selection of employees leading to high performance compared to unstructured techniques (Sekiguchi, 2004). Personality Organization Fit for High Performance Person-environment (P-E) fit propose that positive responses occur when there is a high level of compatibility between individuals and their environment. Research also emphasizes this proposition that individuals adapt easily to jobs that match appropriately with their career personality traits (Spokane, 1985; Tinsley, 2000). P-E fit is seen as a general and wider term, and covers detailed concepts of fit. In the high work performance domain, one common form of fit has been identified as person-organization fit (P-O fit). Further, empirical data suggests that Personality-Organisation fit is the key attribute in maintaining flexibility and dedicated workforce that is essential to a highly competitive organizational environment (Bowen, Ledford and Nathan, 1991; Kristoff, 1996). The Person-Organization fit is distinguished into two types: Supplementary fit Complementary fit Supplementary fit is defined as when a person has similar characteristics to other individuals (Ivancevich, Konopaske Matteson, 2008). Complementary fit is defined as when the individual and the situation suit each others needs (Ivancevich, Konopaske Matteson, 2008). In analysing the P-O fit and related affects on high work performance, the personality domain should be taken into account and evaluated. The main personality domains of interests in the P-O fit are the following: Big Five personality dimensions Locus of Control Self-efficacy Big Five Personality Dimensions In accordance with psychologists, the five big personality dimensions identified in humans are: Extroversion Emotional stability Agreeableness Conscientiousness Openness to experience Extroversion is a trait that indicates a persons outgoing, sociable behaviour. Research suggests that people with high extroversion thrive in sales and managerial positions as they enjoy interacting and conversing with fellow colleagues and peers Their performance excels in training programs and tends to contain superior levels of overall job contentment (Judge, Heller Mount, 2002). Emotional Stability is the ability to be calm, serene, relaxed and secure. Low emotional stability can result in job dissatisfaction and underperformance due to job-related stress (Judge Ilies, August 2002). Agreeableness is the tendency to be considerate, forgiving, tolerant, trusting and soft-hearted. In the organizational domain this is classified as someone who gets along with others and who possess a cooperative attitude. Agreeableness is a trait for a team player who can develop and maintain good interpersonal relationships and team cohesion (Neuman Wright, June 1999, pp. 379-389). This trait is paramount for high performing teams, specifically in the occupations within areas of customer service, sales, auditing, nursing, teaching and social work. Conscientiousness is to be dependable, organized, thorough, responsible and disciplined. Individuals displaying such traits have a tendency to work hard and enjoy achievements, which research has deemed to be important for job performance (Ivancevich, Konopaske Matteson, 2008, page 75). Further, individuals in this group exhibit higher levels of motivation, job satisfaction and other important forms such as retention, attendance and less counterproductive behaviour which are imperative for job performance (Judge Ilies, August 2002).. Openness to experience tends to reflect the extent to which a person is broad-minded, creative, intelligent, inquisitive and willing to take risks. These characteristics are advantageous in occupations where innovation and change is continuous (Ivancevich, Konopaske Matteson, 2008, page 75). Empirical Findings on Big Five Personality Barrick Mount in 1991 conducted research to indentify the relationship between selected job performance criterias and Big Five personality dimensions within five occupational groups. The job performance criterias were: Personnel data Training proficiency Job proficiency Meta-analysis findings of different occupational groups (professionals, skilled/semi-skilled labour, managers, police and sales) across Big five personality dimensions are presented in Table 1 appendix1 (Barrick Mount, 1991, p.12). The results confirmed that for all the occupational groupings Conscientiousness was the valid predictor. The 5 occupational groups shows consistency across other personality dimensions (Barrick M.R Mount M.K, 1991, pp.12-13) In terms of Emotional Stability (ES) very little evidence was found. The correlations for ES were lower compared to conscientiousness, but ES for professionals was in fact in the opposite direction. Agreeableness and Extraversion were theorized as valid predictors for sales representatives and managers. This theory was found support for Extraversion in both occupations. However, very less support was found for Agreeableness, for sales and for managers. Rest of the true score correlations with respect to other dimensions were quite low (Barrick M.R Mount M.K, 1991, pp.14) Table 2 in Appendix1 shows that Conscientiousness as a credible tool for all three criterion types and the results for Conscientiousness are consistent. Extraversion and Openness to Experience (OE) were significant predictors of training proficiency criterion. Most of the other remaining correlations were comparatively small for all three criterion types (Barrick M.R Mount M.K, 1991, p.14) Van Scotter and Motowidlo (cited in Murphy, Cleaveland Beaty, 2001, p. 127) examined correlations between task performance and personality measures scores, and also the two dimensions of contextual performance: Job dedication such as self-disciplined behaviours like working hard, following rules and taking initiative to solve a problem Interpersonal facilitation (cooperative behaviours which helped co-workers in finishing their tasks) These researchers found that Agreeableness, Extroversion, Conscientiousness, and Positive Affectivity were significantly related to inter personal facilitation and only Conscientiousness was related significantly to task performance (Murphy, Cleaveland and Beaty, 2001, pp.127) The relationship between job context, job content sources of stress and selected behavioural and attitudinal outcomes, absenteeism and perceived performance, were empirically examined, while controlling for differences in personality, occupation and organizational culture. The research was conducted with twelve hundred hospital workers using an occupational stress questionnaire and attendance records. It was found that job content stress was found to reduce absenteeism but not to influence perceived performance, while job context stress increased absenteeism and reduced perceived performance (Arsenault, 1983, p.227) The outcome of the research attributed personality to have significant effect on performance but not on absenteeism, but occupation influenced absenteeism but not performance; while organizational culture contributed to the explanation of both absenteeism and performance (Arsenault, 1983, p.227). Smithikrai in 2008 conducted a study on Counter Productive Work Behaviour (CWB) and the extent to which the strength of situations moderates the relations between personality traits (Smithikrai, 2008, p.253). The study set the following as the CWBs: Absenteeism Production deviance Workplace aggression Theft Sabotage or fraud The Research found that conscientiousness is the strongest predictor of CWB (Hough, 1992; Salgado, 2002; Dalal, 2005; Sackett et al., 2006(cited in Smithikrai, 2008, p.253)). The results also indicated that, in a weak situation only, conscientiousness has a stronger, negative relation to CWB when agreeableness is low than when agreeableness is high (Smithikrai, 2008, p.261). Locus of control Locus of control refers to the extent a person believes that specific outcomes are caused by their actions. If someone feels that they are in control of the outcomes, then they have an internal locus of control and the opposite be interpreted as external locus of control (Salazar, Hubbard Salazar, 2002). Empirical Findings on Locus of Control Daileys (1980) study, conducted with 281 scientists, tackled the association between locus of control and task difficulty, task variability and job performance. The research indicated that individuals with an internal locus of control exhibited greater satisfaction, motivation and had an elevated level of involvement in their jobs leading to high performance. Research with a group of accountants performed in Taiwan, also suggests that accountants personality, as measured by locus of control, plays an essential function in predicting the intensity of job performance (Jui-Chen Chen, Colin Silverthorne, 2008). Self-efficacy (SE) SE is essential for successful job performance and must not be underestimated as simply the belief that ones capability and competence may even determine an individuals attempt at completing a particular task. SE affects a persons choice, behaviour, motivation, perseverance, and facilitative thought patterns. Low SE can result in incapacitating effects such as stress and depression, and thus should be handled with care for high job performance (Christopher, 1999). Empirical Findings on Self-efficacy Research was conducted amongst 118 employees in an Australian financial services firm Christopher, 1999). In the study, self-efficacy was found to mediate the association between the amount of prescribed training and superior ratings of improved performance among individuals in jobs where self-confidence was perceived to be crucial for positive outcome, but not among individuals in any positions where it was considered irrelevant (Christopher, 1999). Research confirms the significance of self-regulatory mechanisms in performance achievements and motivational processes (Locke Latham, 1990; Kanfer, 1990; Bandura, 1997; Carver Scheier, 1985). Meta-analytic investigations and performance outcomes in a variety of contexts have been clearly established when self-efficacy is associated (Bandura, 1997) and meta-analytic investigations (Stajkovic Luthans, 1998a). A positive connection between self-efficacy and work-related performance is found by researchers in areas such as computer-related tasks (Harrison, Rainer, Hochwarter, Thompson, 1997), academic research productivity (Taylor, Locke, Lee, Gist, 1984), managerial decision-making (Wood Bandura, 1989a), career choice (Lent, Brown, Larkin, 1987) organizational change (Judge, Thorensen, Pucik, Welbourne, 1999) and coping with career-related stressful events (Stumpf, Brief, Hartman, 1987). The Importance of P-O Fit over Ability-Job Fit Although studies of Ability Job Fit and Personality-Organization (P-O) Fit have been extensive and increasing, researchers have increasingly put more emphasis on P-O Fit. Kristof (1996) contends that there has been a growing interest in P-O Fit during the recent years by both scholars and managers. Bowen et al (1991) (cited in Sekiguchi, 2004) explains that P-O fit is the key to maintaining the flexible and committed work force that is necessary in a competitive business environment and a tight labour market. Kristof, (1996) contends that P-O fit occurs when an organization satisfies an employees needs desires and preferences. The P-O fit argues that employee/persons leave jobs that are not compatible with their personalities. However, it has been argued that the ability job fit model emphasizes the performances of employees, but their satisfaction and thus the outcomes are enhanced when the employees and their work environment are in perfect synchronization (Coppola Carini, 2006). Also, according to Coppola and Carini (2006), individuals past experience and educational skills would not produce any tangible performance outcomes as they try to match their skills with a new job. Sekiguchi, (2004) contends that employees and organization attract each other based on their similarities. This was confirmed by empirical evidence that an elevated level Personality-Organization fit is linked to a number of positive results. Vancouver Schmitt, 1991, Brets Judge, 1994, Chatman, 1991, Boxx et al; 1991, Downey et al; 1975, OReilly et al, 1991, Postner; et al; 1985, Tziner, 1987(cited in Sekiguchi, 2004) explains that empirical evidence discovered that Person Organization Fit was correlated to a number of positive performance outcomes. Cable and Judge, (1996) explains that people select organizations that fulfil needs that has been seen a process that resulted in P-O fit. Chatman, 1989, 1991, Judge, 1993, OReilly et al., 1991, Meglino, et al., 1989 (cited in Cable Judge, 1996, p. 297) further explains that employees are fully committed towards their organization when they share the values of their organizations and in turn they achieve maximum job satisfaction resulting in high performance. Conclusions Theory and research on Ability-Job Fit and Personality-Organisation fit involved a variety of levels of study with respect to high job performance. The analyses were conducted using various job abilities and personality traits in multiple conceptualizations leading to job performance. The P-O is the important attribute to an employees adaptability in an organization providing the essential impetus to higher work performance. This basically means that recruitment of persons possessing the right personality would result in far better job performance when the person and the organization are aligned together. Based on the theoretical and empirical research on personality-organisation fit and ability-job fit, its extensively proven that personality-job fit carries more importance than the ability-job fit. References Accenture Consulting 2006, High Performance Work Study 2006, Research Report, p. 5, retrieved 2 April 2010, . Arsenault, A 1983, The role of personality, occupation and organization in understanding the relationship between job stress, performance and absenteeism, vol. 1983, issue 3, p. 227 Barrick, MR Mount, MK 1991, The Big Five Personality Dimensions and Job Performance: A Meta-Analysis, vol. 44, issue 1, pp. 1-26. Bandura, A 1997, Self-efficacy: The exercise of control, New York: Freeman. Beaty, JC Jr, Cleveland, JN Murphy, KR 2001, The Relation Between Personality and Contextual Performance in Strong Versus Weak Situations, vol. 14, issueÂÂ  2, pp. 125-148. Cable, D Judge, T 1996, Person-Organization Fit, Job Choice Decisions, and Organizational Entry, Organizational Behaviour and human resource processes, vol. 67, no. 3, pp. 294-295. Carless, S 2005, Person-Job Fit versus Person-Organization Fit as predicators of organizational attraction and job acceptance intensions: A longitudinal study, Journal of Occupational and Organizational Psychology, Vol. 78, pp. 411-429. Carver, CS Scheier, MF 1985, A control-systems approach to the self-regulation of action, In Kuhl, J Beckmann, J (Eds.), Action control: From cognition to behaviour, New York: Springer, pp. 237-266. Christopher, O 1999, The impact of self-efficacy on the effectiveness of employee training, Journal of Workplace Learning, Year: 1999, vol. 11, issue 4, pp. 119 122. Coppola, N Carini, G 2006, Ability Job-Fit Self Assessment: Employment Considerations for Job Seekers, Healthcare Executives, vol. 21 issue 2, pp. 60-63. Dailey, R 1980, Relationship between locus of control, task characteristics, and work attitudes, Psychological reports, 47, pp. 855-861. Edwards, JR 1991, Person-job fit: A conceptual integration, literature review, and methodological critique, International review of industrial and organisational psychology, vol. 6, pp. 283-357. Ehrhart, K 2006, Job characteristics belief and personality as antecedents of subjective person-job fit, Journal of Business and Psychology, Vol. 21, no. 2. Fried, Y Ferris, GR 1987, The validity of the job characteristics model: A review and Meta-analysis, Performance Psychology, Vol. 40, pp. 287-322. Gist, ME Mitchell, TR 1992, Self-efficacy: A theoretical analysis of its determinants and malleability, Academy of Management Review, 17, pp. 183-211. Harrison, AW, Rainer, RK, Hochwarter, WA Thompson, K R 1997, Testing the self-efficacy-performance linkage of social-cognitive theory The Journal of Social Psychology, Vol. 137, pp. 79-87. Salazar, J, Hubbard, S Salazar, L 2002; Locus of control and Its Influence on Hotel Managers Job Satisfaction, Journal of Human Resources in Hospitality Tourism, Vol. l (2) 2002, retrieved 2 April 2010, http://www/haworthpressinc.com/store/product. asp?sku=J 17 1, 2002. Judge, TA, Locke, EA Durham, CC 1997, The dispositional causes of job satisfaction: A core evaluations approach, In Staw BM, Cummings LL, (Eds.), Research in organizational behaviour, vol. 19, pp. 151-188. Judge, TA Llies, R 2002, Relationship of Personality to Performance Motivation: A Meta-Analytic Review, Journal of Applied Psychology, Vol. 87, no.4, pp. 797-807. Judge, TA, Daniel, H Mount, MK 2002, Five-Factors of Model Personality and Job Satisfaction: A Meta Analysis, Journal of Applied Psychology, Vol. 87, no.3, pp. 530-541. Chen, J Silverthorne, C 2008, The impact of locus of control on job stress, job performance and job satisfaction in Taiwan, Leadership Organization Development Journal, Vol. 29, issue 7, pp. 572-582. Kanfer, R 1990, Motivation theory and industrial and organizational psychology, In Dunnette, MD Hough LM, (Eds.), Handbook of industrial and organizational psychology, vol. 1, Palo Alto: Consulting Psychologists Press, pp. 75-170. Kristof, A 1996, Person-Organization Fit: An integrative review of its conceptualizations, measurements, and implications, Personnel Psychology, pp.1-2. Lent, RW, Brown, SD Larkin, KC 1987, Comparison of three theoretically derived variables in predicting career and academic behaviour, Self-efficacy, interest congruence, and consequence thinking, Journal of Counselling Psychology, Vol. 34, pp. 293-298. Locke, EA Latham, GP 1990, A theory of goal setting and task performance, Englewood Cliffs, NJ: Prentice Hall. Neuman, GA Wright, J 1999, Team Effectiveness; Beyond Skills and Cognitive Ability, Journal of Applied Psychology, Vol. 84, no.3, pp. 379-389. Sekiguchi, T 2004, Person-Organization Fit and Person Job Fit in employee Selection: A review of the Literature, Osaka Keidai Ronshu, vol.54, no. 6, p, 182. Smithikra, C 2008, Moderating effect of situational strength on the relationship between personality traits and counterproductive work behaviour, Vol 11, issue 4, pp. 253-263 Stajkovic, AD Luthans, F 1998a, Self-efficacy and work-related performance: A meta-analysis, Psychological Bulletin, 124, pp. 240-261. Stumpf, SA, Brief, AP Hartman, K. 1987, Self-efficacy expectations and coping with career-related events, Journal of Vocational Behaviour, Vol. 31, pp. 91-108. Taylor, MS, Locke, EA, Lee, C Gist, ME 1984, Type A: behaviour and faculty research productivity, What are the mechanisms? Organizational Behaviour and Human Decision Processes, 34, pp. 402-418. Van Scotter, JR Motowidlo, SJ 1996, Interpersonal facilitation and job dedication as separate facets of contextual performance, Journal of Applied Psychology, Vol. 81, pp. 525-531. Wood, R Bandura, A 1989a, Impact of conceptions of ability on self-regulatory mechanisms and complex decision-making, Journal of Personality and Social Psychology, Vol 56, pp. 407-415.

Analysis of Shelleys Ode To the West Wind :: Ode to the West Wind Essays

Analysis of Shelley's Ode To the West Wind In "Ode to the West Wind," Percy Bysshe Shelley tries to gain transcendence, for he shows that his thoughts, like the "winged seeds" (7) are trapped. The West Wind acts as a driving force for change and rejuvenation in the human and natural world. Shelley views winter not just as last phase of vegetation but as the last phase of life in the individual, the imagination, civilization and religion. Being set in Autumn, Shelley observes the changing of the weather and its effects on the internal and external environment. By examining this poem, the reader will see that Shelley can only reach his sublime by having the wind carry his "dead thoughts" (63) which through an apocalyptic destruction, will lead to a rejuvenation of the imagination, the individual and the natural world. Shelley begins his poem by addressing the "Wild West Wind" (1). He quickly introduces the theme of death and compares the dead leaves to "ghosts" (3). The imagery of "Pestilence-stricken multitudes" makes the reader aware that Shelley is addressing more than a pile of leaves. His claustrophobic mood becomes evident when he talks of the "wintry bed" (6) and "The winged seeds, where they lie cold and low/ Each like a corpse within its grave, until/ Thine azure sister of the Spring shall blow" (7-9). In the first line, Shelley use the phrase "winged seeds" which presents images of flying and freedom. The only problem is that they lay "cold and low" or unnourished or not elevated. He likens this with a feeling of being trapped. The important word is "seeds" for it shows that even in death, new life will grow out of the "grave." The phrase "winged seeds" also brings images of religions, angels, and/or souls that continue to create new life. Heavenly images are confirmed by his use of the word "azure" which besides meaning sky blue, also is defined, in Webster's Dictionary, as an "unclouded vault of heaven." The word "azure," coupled with the word "Spring," helps show Shelley's view of rejuvenation. The word "Spring" besides being a literary metaphor for rebirth also means to rise up. In line 9, Shelley uses soft sounding phrases to communicate the blowing of the wind. This tercet acts as an introduction and a foreshadow of what is to come later. Shelley goes on to talk of the wind as a "Destroyer and Preserver" which brings to mind religious overtones of different cultures such as Hinduism and Native Indian beliefs. The poem now sees a shift of the clouds which warns of

Research Paper -- essays papers

Research Paper In the United States, starting salaries for teachers who have completed a four-year degree are far lower compared to many other professions, which also require a four-year degree. In most states, teachers must undergo testing and other rigorous certification requirements, but they are given the same consideration or status as beginning professionals in other areas. Although attractive incentives are offered, the compensation does not compare to the long hours of work and schooling required for a teaching career. A four-year degree is a requirement in most various professions although the salaries show a significant range in the pay scale. In order to become a teacher in any state a Bachelor’s Degree must be completed from a four-year program at one’s college. Each state has its own set of requirements for its students to complete in order to teach therefore the degree earned is not compatible from state to state (ERIC, 2000, par. 6). Teachers are also limited in the degree earned because they are only able to teach in certain levels (early, elementary, secondary, etc.) and are not able to move around. A paralegal is able to enter their field with just a two-year degree and earn almost $10,000 more then a beginning teacher. With comparison to a computer programmer, a Bachelor’s Degree is required in any computer related field, not limiting the students to a specific program. Also, since computer programmers are in such high demand, companies will higher people with Associates Degrees or provide incentives for non-computer degree people in return for schooling them while they work for their computer degree (Lincoln University). This is unfair and limits teachers to only having one specific career choice... ...stock of options trend. (2000, February 21). Electronic Engineering Times. Retrieved April 7, 2003, from http://www.eetasia.com Greenhouse, S. (2002, October 21). Teachers’ pay: The impact of raising salaries? The New York Times. Retrieved April 5, 2003, from http://walkingbear.com Litke, G. (2002, October 21). Teacher shortage sets stage for salary increase. WCBD-TV Charleston, South Carolina. Retrieved April 5, 2003, from http://www.wcbd.com/education NEA debate demonstrates complexity of teacher pay issue. (2000, July 5). National Education Association. Retrieved April 29, 2003, from http://www.nea.org Social workers. (n.d.). U.S. Department of Labor. Retrieved April 21, 2003, from http://www.stats.bls.gov So you want to be a teacher. (2000). ERIC Digest #282860. Retrieved April 12, 2003, from http://www.ericfacility.net/ericdigests

Prostitution in the Victorian Era Essay -- Exploratory Essays Research

Prostitution in the Victorian Era There were many prostitutes during the Victorian era. Most were lower-class women, with the exception of the mistresses kept by upper-class men. According to Victorian standards, respectable women did not consider sexual intercourse pleasurable. It was their duty to be intimate with their husbands. Having affairs was disgraceful (Waters). Prostitutes, on the other hand, were sexually intimate with men because they enjoyed sex. Men enjoyed prostitutes because they could not enjoy their wives. Victorian femininity was not defined by sexual pleasure, while Victorian masculinity was defined by sexual pleasure and conquest.    Prostitutes did not necessarily â€Å"enjoy† their sexual encounters with men, as Victorians tended to believe. Prostitution was their survival. Lower-class women did not become prostitutes because they wanted to. They became prostitutes because they had no alternate choice for survival. There were few options that allowed women to live off her own income instead of her family’s income, and once she e...

Solution to Auditing and Assurance Service: 1,12,B, 3

SOLUTIONS FOR REVIEW CHECKPOINTS 1. 1Business risk is the collective risk faced by a company that engages in business. It encompasses all threats to and organization’s goals and objectives. It includes the chance that customers will buy from competitors, that product lines will become obsolete, that taxes will increase, that government contracts will be lost, or that employees will go on strike. 1. 2The conditions of complexity, remoteness, time-sensitivity, and consequences increase demands by outside users for relevant, reliable (useful) information. They cannot produce the information for themselves because of these conditions. Company managers and accountants produce the information. 1. 3Information risk, in contrast to business risk, is the risk (probability) that the information (mainly financial) disseminated by a company will be materially false or misleading. This risk creates the demand for objective outsiders to provide assurance to decision makers. 1. 4Students can refer to the AAA and AICPA definitions in Chapter 1. Some instructors may want to extend the consideration of definitions to include the internal and governmental definitions (located in Module D). In response to â€Å"What do auditors do? ,† students can refer to Exhibit 1. 2 and respond in terms of: (1) obtaining and evaluating evidence about assertions management makes about economic actions and events, (2) ascertaining the degree of correspondence between the assertions and the appropriate reporting framework, and (3) providing an audit report (opinion). Students can also respond more generally in terms of â€Å"lending credibility† to financial statements presented by management (attestation). 1. An attest engagement is: â€Å"An engagement in which a practitioner is engaged to issue or does issue a written communication that expresses a conclusion about the reliability of a written assertion that is the responsibility of another party. † To attest means to lend credibility or to vouch for the truth or accuracy of the statements that one party makes to another. The attest function is a term often applied to the activities of independent CPAs when actin g as auditors of financial statements. 1. Assurance engagements are independent professional services that improve the quality of information, or its context, for decision makers. Since information (financial statements) are prepared by managers of an entity who have authority and responsibility for financial success or failure, an outsider may be skeptical that the information is objective, free from bias, fully informative, and free from material error, intentional or inadvertent. The services of an independent-CPA auditor helps resolve those doubts because the auditor’s success depends upon his independent, objective, and competent assessment of the information (e. . , the conformity of the financial statements with the appropriate reporting framework). The CPA’s role is to lend credibility to the information; hence the outsider will likely seek his independent opinion. 1. 7CPAs serve as independent intermediaries who lend credibility to information. Hence, assuranc e services are natural extensions of the well-regarded audit and attest services. CPAs can use their expertise in internal control and measurement methods. Assurance services are natural extensions of attestation services, which earlier evolved from financial statement audit services. Attestation and audit services are highly structured and intended to be useful for large groups of decision makers (e. g. , investors, lenders). On the other hand, assurance services are more customized and intended to be useful to smaller, targeted groups of decision makers. In this sense, assurance services bear resemblance to consulting services. 1. 8There are four major elements of the broad definition of assurance services: Independence. CPAs want to preserve their attestation and audit reputations and competitive advantages by preserving integrity and objectivity when performing assurance services. Professional Services. Virtually all work performed by CPAs is defined as â€Å"professional services† as long as it involves some element of judgment based in education and experience. Improving the Quality of Information or its Context. The emphasis is on â€Å"information†Ã¢â‚¬â€œ CPAs’ traditional stock in trade. CPAs can enhance quality by assuring users about the reliability and relevance of information, and these two features are closely related to the familiar credibility-lending products of attestation and audit services. â€Å"Context† is relevance in a different light. For assurance services, improving the context of information refers to improving its usefulness when targeted to particular decision makers in the surroundings of particular decision problems. For Decision Makers. They are the â€Å"consumers† for assurance services, and they personify the consumer focus of new and different professional work. They may or may not be the â€Å"client† that pays the fee, and they may or may not be one of the parties to an assertion or other information. The decision makers are the beneficiaries of the assurance services. 1. Accountants record, classify, and summarize (report) a company’s assets, liabilities, capital, revenue, and expense in financial statements. Auditors gather evidence related to the assertions management makes in financial statements and render a report. Accountants produce the financial statements; auditors audit them. 1. 10There are three major classifications of ASB assertions with several assertions in each c lassification: Transaction Assertions: Occurrence assertion: The objective is to establish with evidence that transactions giving rise to assets, liabilities, sales and expenses actually occurred. Key questions include â€Å"Did the recorded sales transactions really occur? † Completeness and cutoff assertion: The objective is to establish with evidence that all transactions of the period are in the financial statements and all transactions that properly belong in the preceding or following accounting periods are excluded. Completeness also refers to proper inclusion in financial statements of all assets, liabilities, revenue, expense and related disclosures. Key questions related to completeness include: â€Å"Are the financial statements (including footnotes) complete? and â€Å"Were all the transactions recorded in the right period? † Accuracy assertion: The objective is to establish with evidence that transactions have been recorded at the correct amount. Key questions relate to â€Å"where the expenses recorded at the proper dollar amount? † Classification assertion: The objective is to establish with evidence that transactions were posted to the cor rect accounts. Key questions relate to â€Å"was this expense recorded in the appropriate account/† Balance Assertions: Existence assertion: The objective is to establish with evidence that balance represents assets, liabilities, sales, and expenses that are real and in existence at the balance sheet date. Key questions relate to â€Å"does this number truly represent assets that existed at the balance sheet date? † Rights and obligations assertion: The objectives related to rights and obligations are to establish with evidence that assets are owned (or rights such as capitalized leases are shown) and liabilities are owed. Key questions related to this assertion include: â€Å"Does the company really own the assets? nd â€Å"Are related legal responsibilities identified? † Completeness assertion: The objective is to establish with evidence that all balances of the period are in the financial statements. Key questions related to completeness include: â€Å"Are the financial statements (including footnotes) complete? † Valuation assertion: The objective is to establish with evidenc e that balances have been valued correctly. Key questions include â€Å"Are the accounts valued correctly? † and â€Å"Are expenses allocated to the period(s) benefited? † Presentation and Disclosure assertion: Occurrence assertion: The objective is to establish with evidence that transactions giving rise to assets, liabilities, sales and expenses actually occurred. Key questions include â€Å"are we properly presenting and disclosing transactions that occurred during this period. Rights and obligations assertion: The objectives related to establishing with evidence the proper presentation of assets, liabilities, revenues and expenses to which the company has a legal right or a legal obligation Key questions related to this assertion include: â€Å"Has the company properly presented the assets in its possession? nd â€Å"Are related legal responsibilities identified and properly disclosed? † Completeness assertion: The objective is to establish with evidence that all balances of the period are presented and/or disclosed in the financial statements. Key questions related to completeness include: â€Å"Are the financial statements (including footnotes) complete? † Accuracy and valuation assertion: The objectives are to establish with evidence that balances presented and disclosed in the financial statements have been recorded accurately and have been valued correctly. Key questions include â€Å"Are the accounts valued correctly? † and â€Å"Are expenses allocated to the period(s) benefited? † Classification and understandability assertion: The objective is to establish with evidence that presentation and disclosures are properly classified on the financial statements and that financial statements including footnotes are understandable to the financial statement users. Key questions relate to â€Å"Is this account properly presented in the correct financial statement category† and â€Å"are the footnote disclosures presented to promote an understanding of the nature of the account† . 11The ASB’s assertions are important to auditors because they are the focal points for audit procedures. Furthermore, audit procedures are the means to answer the key questions posed by management’s assertions. The ASB assertions are in more detail than the PCAOB assertions and are categorized into transaction assertions, bala nce assertions, and presentation and disclosure assertions. They include the following additional assertions: cutoff, accuracy, valuation, classification, and understandability. Exhibit 1. 4 explains the difference between ASB and PCAOB assertions. . 12Holding a belief that a potential conflict of interests always exists causes auditors to perform procedures to search for errors or frauds that would have a material effect on financial statements. This tends to make audits more extensive for the auditor and more expensive for the client. The situation is not a desirable one in the vast majority of audits where no errors or frauds exist. However, errors and financial reporting frauds have happened too often. Users of financial statements and audit reports expect auditors to detect material misstatements. . 13Some examples of assurance engagements include: †¢ Internet Website certification (CPA WebTrust) †¢ Accounts receivable review and cash enhancement †¢ Third-party r eimbursement maximization †¢ Rental property operations review †¢ Customer satisfaction surveys †¢ Benchmarking/best practices †¢ Evaluation of investment management policies †¢ Fraud and illegal acts prevention and deterrence †¢ Information systems security reviews (SysTrust) †¢ Internal audit strategic review . 14Major areas of public accounting services: †¢ Assurance services (including audit services and other attestation engagements) †¢ Tax consulting services †¢ Consulting services 1. 15Operational auditing is the study of business operations for the purpose of making recommendations about the economic and efficient use of resources, effective achievement of business objectives, and compliance with company policies. The AICPA views operational auditing as a type of management advisory service offered by public accounting firms. 1. 6The elements of expanded-scope auditing include: (1) financial and compliance audits, (2) economy and efficiency audits, and (3) program results audits. 1. 17Compliance auditing involves a study of an organization’s policies, procedures, and performance in following laws, rules, and regulations. An example is a school’s policies, procedures, and performance in determining eligibility for a free meal program. 1. 18Other kinds of auditors include IRS agents/auditors, state and federal bank examiners, state insurance department auditors, and fraud auditors. 1. 9The purpose of continuing education is to ensure that CPAs in practice maintain their expertise at a sufficiently high level in light of evolving business conditions and new regulations. For CPAs in public practice, 120 hours of continuing education is required every three years, with no less than 20 hours in any one year. For CPAs not in public practice, the general requirement is 120 or fewer (90 in some states) every three years. 1. 20Everything cannot be learned in the classroom, and some on-the-job experi ence is helpful before a person is foisted off on the public as a licensed professional. Also, the experience weeds out some persons who do not want to take the trouble to be involved in accounting work. 1. 21State boards administer the state accountancy laws. State boards make physical arrangements to give the CPA examination, collect the examinations, receive the grades from the AICPA grading activity, and notify candidates whether they passed or failed. After satisfying state requirements for education and experience, successful candidates are awarded the CPA certificate by a state board. At the same time, new CPAs must pay a fee to obtain a state license to practice. Thereafter, state boards of accountancy regulate the behavior of CPAs under their jurisdiction (enforcing state rules of conduct) and supervise the continuing education requirements. 1. 22After becoming a CPA licensed in one state, a person can obtain a CPA certificate and license in another state. The process is known as reciprocity. CPAs can file the proper application with another state board of accountancy, meet the state’s requirements, and obtain another CPA certificate. Many CPAs hold certificates and licenses in several states. From a global perspective, individuals must be licensed in each country. Similar to CPAs in the United States, â€Å"Chartered Accountants† (CAs) practice in Australia, Canada, Great Britain, and India. Efforts are currently underway through NASBA to streamline the reciprocity process so that CPAs can practice across state lines without having to have 50 different licenses. SOLUTIONS FOR MULTIPLE CHOICE-QUESTIONS 1. 23a. IncorrectThis is an attestation to the prize promoter’s claims. b. IncorrectThis is an audit engagement to give an opinion on financial statements. c. IncorrectThis is an assurance engagement on newspaper’s circulation data. . IncorrectThis is an assurance engagement on the performance of golf balls. e. CorrectSince attestation and audit engagements are subsets of assurance engagements, all are assurance engagements. 1. 24a. CorrectThis statement characterizes professional skepticism. b. Incorrectâ€Å"Exclusively an auditor† is not an idea that seems to speak of â€Å"skepticism. † c. IncorrectProfessio nal obligations† is not an idea that seems to speak of â€Å"skepticism. † d. IncorrectThis is more an assumption of necessity than of skepticism. 1. 25a. Incorrect While work on a forecast is covered by the attestation standards, the auditors should give assurance or a disclaimer. b. Correct This is the basic definition of attestation–giving a report on reliability of an assertion one party makes to another. c. Incorrect Tax work is not an attestation service. d. Incorrect Litigation and expert witness services are not attestation services. 1. 26a. IncorrectThe objective of environmental auditing is to help achieve and maintain compliance with environmental laws and regulations and to help identify and correct unregulated environmental hazards b. IncorrectThe objective of financial auditing is to obtain assurance on the conformity of financial statements with generally accepted accounting principles. c. Incorrect The objective of compliance auditing is the entity’s compliance with laws and regulations. d. CorrectOperational auditing refers to the study of business operations for the purpose of making recommendations about the economic and efficient use of resources, effective achievement of business objectives, and compliance with company policies. 1. 27a. IncorrectWhile not the primary objective of an operational audit, auditors should still be concerned about compliance with financial accounting standards. b. CorrectThis statement is part of the basic definition of operational auditing. c. IncorrectAn operational audit does not focus on the financial statements. d. IncorrectAnalytical tools and skills are an important part of financial auditing. 1. 28a. CorrectThe proper reference is to the appropriate reporting framework. b. IncorrectThe AICPA does not refer only to the FASB for the appropriate reporting framework. c. IncorrectThe reference to the SEC is wrong. d. IncorrectThis is an abstract of the AAA definition. 1. 29d. CorrectWhile â€Å"complexity,† â€Å"remoteness,† and â€Å"consequences† are good answers, â€Å"skepticism,† or potential conflict of interest, generally drives the demand for audited financial statements. 1. 30d. CorrectSarbanes-Oxley prohibits the provision of all of the services listed in answers a, b, and c, therefore, d (all of the above) is the best response. 1. 31a. IncorrectAuditors do not reduce business risk. b. CorrectAuditors give some assurance that the information risk is low. c. IncorrectComplexity creates demand for accounting services, but is not an audit objective. d. IncorrectAuditors only indirectly control the timeliness of financial statements. 1. 32d. CorrectAnswers a, b, and c refer to a financial statement audit, an internal controls attestation engagement, and an operational audit, respectively. Compliance refers to following laws, rules, regulations, and policies. 1. 33d. CorrectWhile answers a, b, and c are true, experience, education, and successful completion of the Uniform CPA are all necessary to be licensed as a CPA. 1. 34d. CorrectThe mission of the U. S. Government Accountability Office is to ensure that public officials are using public funds efficiently, effectively, and economically. 1. 35b,d CorrectThe two categories of performance audits are economy and efficiency audit and program audits. 1. 36c. CorrectReview of credit ratings of customers gives indirect evidence of the collectibility (valuation) of accounts receivable. 1. 37a. IncorrectRhonda’s representations are not sufficient evidence to support assertions made in the financial statements. b. IncorrectDespite Rhonda’s representations, Jones must gather additional evidence to corroborate Rhonda’s assertions. . IncorrectRhonda’s representations are a form of evidence (albeit weak) that should neither be disregarded, nor blindly regarded without professional skepticism. d. CorrectRhonda’s assertions need corroboration. 1. 38a. IncorrectAlthough there is a high level of risk associated with client acceptance, this phrase was created by the au thors. b. CorrectInformation risk is the probability that the information circulated by a company will be false or misleading. c. IncorrectMoral hazard is the risk that the existence of a contract will change the behavior of one or both parties to the contract. d. IncorrectBusiness risk is the probability an entity will fail to meet its objectives and, ultimately, fail. 1. 39a. CorrectCompleteness includes cutoff which refers to accounting for revenue, expense, and other transactions in the proper period (neither postponing some recordings to the next period nor accelerating next-period transactions into the current-year accounts). 1. 40d. CorrectThe objective related to rights and obligations is to establish with evidence that amounts reported as assets of the company represent its property rights and that the amounts reported as liabilities represent its obligations. . 41b. CorrectManagement’s existence assertion states that reported assets, liabilities, and equities actually exist. 1. 42a. IncorrectUnder Sarbanes-Oxley, professional service firms are prevented from acting in a managerial decision making role for an audit client. b. IncorrectUnder Sarbanes-Oxley, professional service firms are prevented from auditing the firm’s own work on an audit client. c. IncorrectUnder Sarbanes-Oxley, professional service firms may only provide tax consulting service to an audit client with the audit committee’s approval. d. CorrectSarbanes-Oxley prevents professional service firms from engaging in any of the above listed capacities. 1. 43 d. CorrectReciprocity refers to the process through which CPAs licensed in one state can obtain a CPA certificate and license in another state. 1. 44a. CorrectAuditing is a subset of attestation engagements that focuses on the certification of financial statements. b. IncorrectAuditing is a subset of attestation that provides higher assurance than that provided by an attestation engagement. c. IncorrectConsulting engagements focus on providing clients with advice and decision support. d. IncorrectAssurance engagements are designed to improve the quality of information, or its context, for decision makers. 1. 45d. CorrectAlthough auditing is a subset of attestation, and attestation is a subset of assurance, the focus of the engagements tends to be very specific. 1. 46d. CorrectCredibility, advancement, and monetary rewards are all reasons to become certified. SOLUTIONS FOR EXERCISES AND PROBLEMS 47. Audit, Attestation, and Assurance Services Students may encounter some difficulty with this matching because the Special Committee on Assurance Services listed many things that heretofore ave been considered â€Å"attestation services† (long before assurance services were invented). Maybe this is a good vehicle for discussing the considerable overlap between attestation services (attestation standards) and assurance services. †¢ Real estate demand studies — Assurance service (listed by SCAS but not in the textbook chapter) †¢ Ballot for awards show — Assurance service (listed by SCAS but not in the textbook chapter) [But PwC attested to the Academy Awards ballot results long before assurance services were invented] Utility rate applications — Attestation service (or maybe a consulting service; I’m somewhat surprised the SCAS did not list it as an assurance service. ) †¢ Newspaper circulation audits –Assurance service (listed by SCAS but not in the textbook chapter) [But this work has appeared in prior years in examples of attestation services] †¢ Third-party reimbursement maximization — Assurance service (listed by SCAS and listed in the textbook chapter) †¢ Annual financial report to stockholders — Audit service Rental property operations review — Assurance service (listed by SCAS and listed in the textbook chapter) †¢ Examination of financial forecasts and projections — Attestation service (but also listed by SCAS as an assurance service) †¢ Cus tomer satisfaction surveys– Assurance service (listed by SCAS and listed in the textbook chapter) †¢ Compliance with contractual requirements — Attestation service (but also listed by SCAS as an assurance service) †¢ Benchmarking/best practices — Assurance service (listed by SCAS and listed in the textbook chapter) Evaluation of investment management policies — Assurance service (listed by SCAS and listed in the textbook chapter) †¢ Information systems security reviews — Assurance service (listed by SCAS and listed in the textbook chapter) †¢ Productivity statistics — Attestation service (but also listed by SCAS as an assurance service under various descriptions) †¢ Internal audit strategic review — Assurance service (listed by SCAS and listed in the textbook chapter) †¢ Financial statements submitted to a bank loan officer — Audit service 1. 49 ASB Assertions PCAOB Assertion |Corresponding ASB ass ertion |Nature of assertion | |Existence or Occurrence |Existence |Balance | | |Occurrence |Transactions | | | |Disclosures | |Rights and Obligations |Rights and Obligations |Balances | | | |Disclosures | |Completeness |Completeness |Transactions | | | |Balances | | | |Disclosures | | |Cutoff Transactions | |Valuation and Allocation |Accuracy |Transactions | | | |Disclosures | | |Valuation |Balances | | | |Disclosures | |Presentation and Disclosure |Classification |Transactions | | | |Disclosures | | |Understandability |Disclosures | 1. 52Identification of Audits and Auditors The responses to this matching type of question are ambiguous. The engagement examples are real examples of external, internal and governmental audit situations. You might point out to students that the distinctions among compliance, economy and efficiency and program results audits are not always clear. The â€Å"solution† is shown below in matrix form, showing some engagement numbers in two or t hree cells. The required schedule follows. |Type of Audit | | |Financial Statement | |Economy, Efficiency |Program | |Auditor | |Compliance | |Results | |Independent CPA |2, 10 | | | | |Internal Auditor | |6, 8 |4, 8 | | |Governmental (GAO) | | |1, 3 |1, 3, 9 | |IRS Auditor | |5 | | | |Bank Examiner | |7 | | | |Proprietary school’s training expenses |Economy and Efficiency Program Results |Governmental (GAO) | |Advertising agency financial statements |Financial statement |Independent CPAs | |Dept. f Defense launch vehicle |Economy and Efficiency or Program Results |Governmental (GAO) | |Municipal services |Economy and Efficiency |Internal auditors | |Tax shelters |Compliance |IRS auditors | |Test pilot reporting |Compliance |Internal auditors | |Bank solvency |Compliance |Bank examiners | |Materials inspection by manufacturer |Compliance or Economy and Efficiency |Internal auditors | |States’ reporting chemical use data |Program goal |Governmental (GAO) | |Sports compl ex forecast |Financial statement |Independent CPAs | SOLUTIONS FOR REVIEW CHECKPOINTS 2. 1For independent (external) auditors of financial statements, practice standards are issued by the AICPA Auditing Standards Board (in the form of Statements on Auditing Standards) and the Public Company Accounting Oversight Board (in the form of Auditing Standards). Statements on Auditing Standards are appropriate for the audits of nonpublic entities, while Auditing Standards are appropriate for the audits of public entities. For governmental auditors, the Government Accountability Office issues Government Auditing Standards (also known as the â€Å"Yellow Book†). For internal auditors, the Institute of Internal Auditors issues Statements of Internal Auditing Standards (also known as the â€Å"Red Book†). For fraud auditors, the Association of Certified Fraud Examiners issues Professional Standards and Practices for Certified Fraud Examiners. For auditors in other countries, the IFAC International Auditing and Assurance Standards Board issues International Standards on Auditing and Assurance. 2. 2Generally accepted auditing standards are standards that identify necessary qualifications and characteristics of auditors and guide the conduct of the audit examination. Generally accepted accounting principles represent the requirements for the preparation and presentation of financial statements and accompanying footnote disclosures. These two types of standards are related to one another because a primary objective of a GAAS audit is to allow auditors to conclude whether an entity’s financial statements are prepared and presented in conformity with GAAP. 2. 3The three fundamental principles are: 1. Responsibilities, which involves having appropriate competence and capabilities, complying with relevant ethical requirements, maintaining professional skepticism and exercising professional judgment. 2. Performance, which requires auditors to obtain reasonable assurance about whether the financial statements as a whole are free of material misstatement by: (1) planning the work and properly supervising assistants; (2) determining and applying appropriate material levels; (3) identifying and assessing the risk of material misstatement; and, (4) obtaining sufficient appropriate audit evidence. 3. Reporting, which requires the auditor to express an opinion as to whether the financial statements are prepared in accordance with the applicable financial reporting framework. Auditing procedures relate to acts to be performed during the engagement. Auditing standards deal with measures of the quality of performance of those acts and the objectives to be attained. Auditing standards are less subject to change and provide the criteria for rejecting, accepting, or modifying auditing procedures in a given circumstance. An example of the relative stability of standards and procedures is found in the change from non-computerized information systems to computerized information systems. New auditing procedures were required to evaluate computerized information systems, but auditing standards remained unchanged and were the criteria for determining the adequacy of the new auditing procedures. 2. 4Independence in fact represents auditors’ mental attitudes (do auditors truly act in an unbiased and impartial fashion with respect to the client and fairness of its financial statements? ). Independence in appearance relates to financial statement users’ perceptions of auditors’ independence. Auditors can be independent in fact but not perceived to be independent. For example, ownership of a small interest in a public client would probably not influence auditors’ behavior with respect to the client. However, it is likely that third-party users would not perceive auditors to be independent. 2. Due care reflects a level of performance that would be exercised by reasonable auditors in similar circumstances. Auditors are expected to have the skills a nd knowledge of others in their profession (known as that of a prudent auditor) and are not expected to be infallible. 2. 6Professional skepticism is a state of mind that is characterized by appropriate questioning and a critical assessment of audit evidence. Professional judgment is the auditors’ application of relevant training, knowledge, and experience in making informed decisions about appropriate courses of action during the audit engagement. Auditors are required to demonstrate professional skepticism and professional judgment throughout the entire audit process. 2. Reasonable assurance recognizes that a GAAS audit may not detect all material misstatements and auditors are not â€Å"insurers† or â€Å"guarantors† regarding the fairness of the company’s financial statements. The following characteristics of an audit do not permit auditors to provide absolute assurance: †¢ Mistakes and misinterpretations may occur †¢ Management judgments an d estimates affect financial reporting †¢ Audit procedures cannot always be relied upon to detect misstatements †¢ Audit engagements must be conducted within a reasonable period of time and so as to achieve a balance between benefit and cost. 2. 8Three elements of planning and supervision considered essential in audit practice are: †¢ A written audit plan. †¢ An understanding of the client’s (auditee’s) business. Policies to allow an audit team member to document disagreements with accounting or auditing conclusions and disassociate him or herself from the matter. 2. 9The timing of the auditors’ appointment is important because auditors need time to properly plan the audit and perform the necessary work without undue pressure from tight deadlines. 2. 10Materiality is the dollar amount that would influence the lending or investing decisions of users; this concept recognizes that auditors should focus on matters that are important to financial statement users. Materiality should be considered in planning the audit, performing the audit, and evaluating the effect of misstatements on the entity’s financial statements. 2. 1Auditors obtain an understanding of a client, including its internal control, as a part of the control risk assessment process primarily in order to plan the nature, timing and extent of substantive audit procedures. A secondary purpose is because of auditors’ responsibilities for reporting on client’s internal controls under Auditing Standard No. 5. 2. 12As the client’s internal control is more effective (a lower level of control risk), auditors may use less effective substantive procedures (a higher level of detection risk). Conversely, when the client’s internal control is less effective (a higher level of control risk), auditors must use more effective substantive procedures (a lower level of detection risk). 2. 13Audit evidence is defined as the information used by a uditors in arriving at the conclusion on which the audit opinion is based. 2. 4External documentary evidence is audit evidence obtained from another party to an arm’s-length transaction or from outside independent agencies. External evidence is received directly by auditors and is not processed through the client’s information processing system. External-internal documentary evidence is documentary material that originates outside the bounds of the client’s information processing system but which has been received and processed by the client. Internal documentary evidence consists of documentary material that is produced, circulates, and is finally stored within the client’s information processing system. Such evidence is either not circulated to outside parties at all or is several steps removed from third-party attention. 2. 5In general, evidence that is completely external in nature is most reliable, because the client has not influenced its processing . In contrast, evidence that is completely internal in nature is least reliable, as it may represent a fictitious transaction created or modified by client personnel to enhance perceptions of the client’s financial statements. 2. 16As auditors need to achieve lower levels of detection risk, more appropriate evidence needs to be obtained. Thus, auditors should gather higher quality evidence (more reliable evidence). For example, auditors may choose to obtain evidence from external sources rather than internal sources. In addition, for lower levels of detection risk, auditors need to gather more sufficient evidence. Because sufficiency relates to the quantity of evidence, a greater number of transactions or components of an account balance should be examined. 2. 17A financial reporting framework is a set of criteria used to determine the measurement, recognition, presentation, and disclosure of material items in the financial statements. The financial reporting framework is related to auditors’ reporting responsibilities because this framework serves as the basis against which the financial statements are evaluated and the auditors’ opinion on the financial statements is expressed. 2. 18Four types of opinions and their conclusions: Type | |Conclusion | |Unqualified opinion | |Financial statements are presented in conformity with GAAP. | |Adverse opinion | |Financial statements are not presented in conformity with GAAP. | |Qualified opinion | |Financial statements are presented in conf ormity with GAAP, except for one or | | | |more departures or issues of concern. | |Disclaimer of opinion | |An opinion cannot be issued on the financial statements. | 2. 19The auditors’ report is dated at the point when all significant procedures have been completed by auditors and auditors have gathered sufficient appropriate evidence. This date is referred to as the audit completion date. 2. 20Public accountants should issue a report when they are associated with financial statements because users may mistakenly assume that an audit has been conducted and that the entity’s financial statements are fairly presented according to GAAP. 2. 21The purpose served by the attestation standards is to guide work in attestation areas and engagements other than audits of financial statements. 2. 22The major differences between attestation standards and generally accepted auditing standards (GAAS) lie in the areas of practitioner competence, materiality and the risk of material misstatement, and reporting. GAAS presume knowledge of accounting and require competence and capabilities as auditors (meaning auditors of financial statements). The attestation standards are more general, requiring training and proficiency in the â€Å"attest function† and knowledge of the â€Å"subject matter of the assertions. † The attestation standards have no specific requirement for determining materiality levels or obtaining and understanding of the entity and its environment to assess the risk of material misstatement. Because attestation engagements may cover information not confined to accounting and financial assertions, these activities may not be appropriate for all attest engagements. Reporting is different because attestations on nonfinancial information do not depend upon generally accepted accounting principles. In addition, GAAS do not address two reporting issues (stating significant reservations about the engagement and indicating that the report is only intended for specified parties) that are important reporting aspects for attestation engagements. 2. 23A system of quality control provides firms with reasonable assurance that the firm and its personnel (1) comply with professional standards and applicable regulatory and legal requirements and (2) issue reports that are appropriate in the circumstances. The six elements of a system of quality control are: . Leadership responsibilities for quality within the firm (â€Å"tone at the top†) 2. Relevant ethical requirements 3. Acceptance and continuance of clients 4. Human resources 5. Engagement performance 6. Monitoring 24. In deciding whether to accept or continue an engagement with a client, firms sho uld consider: †¢ The integrity of the client and the identity and business reputation of its owners, key management, related parties, and those charged with governance. †¢ Whether the firm possesses the competency, capability, and resources to perform the engagement. †¢ Whether the firm can comply with the necessary legal and ethical requirements. If firms decide to withdraw from an engagement, the firm should document significant issues, consultations, conclusions, and the basis for any conclusions related to the decision to withdraw. 25. Typically, firms that audit nonpublic companies have peer reviews conducted through the AICPA’s Center for Public Company Audit Firms Peer Review Program. While firms that are subject to PCAOB review requirements can elect to have peer reviews conducted under this program, most choose not to do so. 2. 26The PCAOB’s monitoring role for firms providing auditing services to public entities includes registering public accounting firms and conducting inspections of registered public accounting firms (similar to peer reviews). 2. 7The frequency of PCAOB inspections depends upon the number of audits conducted by member firms. For firms performing audits for more than 100 public companies, inspections are required on an annual basis. For those performing audits for fewer than 100 publi c companies, inspections are conducted every three years. SOLUTIONS FOR MULTIPLE-CHOICE QUESTIONS 2. 28a. CorrectGathering audit evidence is a component of the performance principle. b. IncorrectWhile reasonable assurance is related to gathering audit evidence, this is not one of the categories of principles c. IncorrectThe reporting principle relates to the contents of the auditors’ report d. IncorrectThe responsibilities principle relates to the personal integrity and professional qualifications of auditors. 2. 29a. IncorrectThis practice relates to accountants’ competence and capabilities, not due care. b. IncorrectThis practice relates to the reporting principle. c. IncorrectSufficiency of evidence relates to the performance principle and not due care. d. CorrectThese practices are a part of due care. 2. 30a. IncorrectGAAS relates to the conduct of audit engagements and not overall professional services. b. CorrectStandards within a system of quality control are firm- (rather than auditor-) related. c. IncorrectGAAP relates to accounting and financial reporting, rather than auditing practices. d. IncorrectInternational auditing standards govern the conduct of audits conducted across international borders. 2. 31a. IncorrectRelying more extensively on external evidence is related to the appropriateness (or quality) of evidence. b. IncorrectFocusing on items with more significant financial effects on the financial statements is related to materiality. c. CorrectProfessional skepticism is characterized by appropriate questioning and a critical assessment of audit evidence. d. IncorrectFinancial interests are most closely related to auditors’ independence. 2. 32a. CorrectAuditors study internal control to determine the nature, timing, and extent of substantive tests. b. IncorrectConsulting suggestions are secondary objectives in an audit. c. IncorrectInformation about the entity’s internal control is, at best, indirect evidence about assertions in the financial statements. d. IncorrectInformation about the entity’s internal control provides auditors with little opportunity to learn about changes in accounting principles. 2. 33a. IncorrectExternal evidence is considered to be relatively reliable. b. CorrectManagement representations should least affect auditors’ conclusions, as they have not been validated or corroborated by external parties. c. IncorrectAuditor-prepared evidence is considered to be the most reliable form of evidence. d. IncorrectAlthough a representation of a client employee, inquiry of the entity’s legal counsel is considered more reliable than that of entity management. 2. 34a. IncorrectInquiry of management should least affect auditors’ conclusions. b. IncorrectAlthough very persuasive, auditors’ personal knowledge (choice d) provides the most persuasive evidence c. IncorrectObservation of a client’s procedures provides evidence on the effectiveness of the client’s internal control, but not the existence assertion for newly-acquired computer equipment. d. CorrectAuditors’ personal knowledge provides the most persuasive evidence. 2. 35a. IncorrectInquires of client personnel are the least reliable form of evidence. b. IncorrectWhile more reliable than inquiries (choice a), inspection of internal documents is relatively low in terms of reliability. c. IncorrectWhile sales invoices are documents created by external parties, the fact that these documents were received from client personnel decreases their reliability. d. CorrectBecause the statements were received directly from outside parties, this is a more reliable form of evidence than choice (c). 2. 36a. IncorrectDocumentation of this nature would not be related to independence. b. IncorrectWhile the quality of the documentation and the conclusions included in the documentation might provide information about competence and capabilities, choice (c) is more appropriate. c. Correct Initials of the preparer and reviewer provide evidence that the documentation was reviewed, which relates to planning and supervision. d. IncorrectWhile the quality of the documentation and the conclusions included in the documentation might provide information about sufficient appropriate evidence, choice (c) is more appropriate 2. 37NOTE TO INSTRUCTOR: Since this question asks students to identify the requirement that is not included in attestation standards, the response labeled â€Å"correct† is not included in attestation standards and those labeled â€Å"incorrect† are included in attestation standards. a. IncorrectAttestation standards require adequate knowledge of the subject matter. b. CorrectAn understanding of the client’s environment (including internal control) is not required under attestation standards, because internal control may not always be relevant to the subject matter of the attestation. c. IncorrectAttestation standards require sufficient evidence to be gathered. d. IncorrectAttestation standards require independence in mental attitude. 2. 38NOTE TO INSTRUCTOR: Since this question asks students to identify the concept that is least related to due care, the response labeled â€Å"correct† is least related to due care and those labeled â€Å"incorrect† are more related to due care. a. IncorrectDue care requires the level of skills and knowledge of others in the auditors’ profession, which would require independence in fact. b. IncorrectSee choice (a) above. c. IncorrectDue care refers to the performance of a â€Å"prudent† auditor. d. CorrectDue care recognizes that mistakes and misinterpretations may occur during the audit. 2. 39a. IncorrectInternal documents are a relatively low quality of evidence. b. IncorrectManagement representations (and the related verbal inquiries) are the lowest quality of evidence. c. IncorrectWhile direct, external evidence is of reasonable quality, it is of lower quality than direct personal knowledge of the auditor (choice d). d. CorrectDirect, personal knowledge of auditors is the most appropriate form of evidence. 2. 40a. IncorrectWhile it may increase auditors’ knowledge about the client, obtaining an understanding of a client’s internal control does not directly influence auditors’ competence and capabilities. b. IncorrectObtaining an understanding of a client’s internal control does not directly influence auditors’ independence. c. IncorrectObtaining an understanding of a client’s internal control does not directly help satisfy the quality control standard about audit staff professional development. d. CorrectThe primary purpose of obtaining an understanding of a client’s internal control is to plan the nature, timing, and extent of substantive audit procedures on an engagement. 2. 41d. CorrectIndependence confirmations would ensure that all firm personnel are independent with respect to that firm’s clients, which is related to the â€Å"Relevant Ethical Requirements† element of a system of quality control. It would not relate to acceptance and continuance of clients (a), engagement performance (b), or monitoring (c). 2. 42b. CorrectGovernment auditing standards are issued by the Government Accountability Office (GAO). Governmental accounting standards are issued by the Governmental Accounting Standards Board. 2. 43a. CorrectConsultation with a specialist demonstrates due care if auditors do not have expertise in the area in question. b. IncorrectAuditors are experts in financial matters, not areas of art (and other collectibles) valuation. c. IncorrectGAAS applies to all audit engagements, including audit engagements for not-for-profit organizations. d. IncorrectSince (a) is correct, (d) cannot be correct. 2. 4NOTE TO INSTRUCTOR: Since this question asks students to identify the topic that is not been addressed in the auditors’ report, the response labeled â€Å"correct† is not addressed in the auditors’ report and those labeled â€Å"incorrect† are addresse d in the auditors’ report. a. IncorrectThe responsibilities of the auditor and management are provided in the introductory paragraph. b. CorrectAuditors provide reasonable (but not absolute) assurance in an audit engagement (this is noted in the scope paragraph of the auditors’ report). c. IncorrectA description of the audit engagement is provided in the scope paragraph of the auditors’ report. d. IncorrectThe auditors’ opinion on internal control over financial reporting is provided in the internal control paragraph of the auditors’ report. 2. 45a. CorrectAttestation standards differ from generally accepted auditing standards in that they apply to engagements other than those on historical audited financial statements. b. IncorrectAttestation standards require that the practitioner be independent. c. IncorrectAttestation standards may apply to prospective â€Å"what if† financial statements. d. IncorrectAttestation standards include requirements related to evidence. SOLUTIONS FOR EXERCISES AND PROBLEMS 2. 47Performance Principle The important elements of the performance principle and their relation to the C. Reis Company audit are: 1. Auditors must plan the work and appropriately supervise any assistants. Fulfilling this element would include the preparation of an audit plan for accounts receivable and reviewing it with the assistant prior to beginning the examination. These tasks were not done. Also, the completed audit documentation should have been reviewed to determine whether an adequate examination was performed. The illustration states that this procedure was followed. 2. Auditors must determine and apply appropriate materiality levels throughout the audit. This scenario did not address the process through which materiality levels were determined, so potential strengths and weaknesses related to materiality cannot be assessed. 3. Auditors must identify and assess risks of material misstatement. This element requires auditors to obtain a sufficient understanding of the entity and its environment, including its internal control, to assess the risk of material misstatement of the financial statements whether due to error or fraud, and to design the nature, timing, and extent of further audit procedures. The case presented did not reference any work on the internal control. Complete reliance upon prior-year audit documentation in lieu of an evaluation of the existing internal control is improper, because changes may have been implemented to the system and controls by the client. 4. Auditors must obtain sufficient appropriate audit evidence. The assistant’s preparation of audit documentation, confirmation requests, and other procedures seem to fulfill the requirements of this standard if the audit work is properly performed and is of sufficient scope. 2. 48Time of Appointment and Planning From a theoretical viewpoint (and, in fact, from a practical viewpoint as well) such short notice of a request for an audit causes difficulties with planning the audit work, establishing staffing requirements, and reviewing the work; all of these features are important elements in the exercise of due care. The December 26 – January 20 period is a serious time constraint for an initial audit engagement. The greatest difficulties involve due care as well as the ability to appropriately perform the engagement (planning and supervision, determining materiality levels, identifying and assessing risks of material misstatement, and obtaining sufficient appropriate evidence). In view of the short notice and the time constraint, there may be some question as to whether an audit could be adequately completed by January 20. 2. 55Principles Case Study | | | | |Responsibilities | | | | | | | |1. Auditors are responsible for appropriate competence and | |1. It was inappropriate for Holmes to hire the two students to | |capabilities to perform the audit. | |conduct the audit. The examination must be conducted by persons | | | |with proper education and experience in the field of auditing. | | | |Inexperienced persons can assist, if they are supervised. | |2. Auditors are responsible for complying with relevant ethical | |2. To satisfy the independence requirement, Holmes must be | |requirements. |without bias with respect to the client under audit. Because of | | | |the financial interest in the bank loan, Holmes is neither | | | |independent in fact nor appearance with respect to the assignment | | | |undertaken. In addition, because of a number of actions (hiring | | | |unqualified individuals, failure to supervise those individuals, | | | |etc. ), Holmes did not appear to exhibit due care. | | | | | | | | | | |3. The fact that Holmes merely accepted the financial statements | | | |without questioning any evidence demonstrates lack of professional| |3. Auditors are responsible for maintaining professional | |skepticism (as well as a lack of good professional judgment). | |skepticism and exercising professional judgment throughout the | | | |planning and performance of the audit. | | | | | | |Performance | | | | | | | |1. The auditor must adequately plan the work and must properly | |1. This element recognizes that early appointment of auditors has | |supervise any assistants. |advantages for auditors and the client. Holmes accepted the | | | |engagement without considering the availability of staff. In | | | |addition, Holmes failed to supervise the assistants. The work | | | |performed was not adequately planned. | | | | | |2. The auditor must determine and apply appropriate materiality | |2. There was no discussion that appropriate materiality levels | |level or levels. | |were determined or applied for the audit by either Holmes or the | | | |two accounting students. Thus, compliance with this element is | | | |difficult to assess. | |3. The auditor must assess the risk of material misstatement based| |3. Holmes did not study the client’s internal control nor did the | |on the entity and its environment. | |assistants. There appears to have been no audit examination at | | | |all. The work performed was more an accounting service than it was| | | |an auditing service. | | | | | |4. The auditor must obtain sufficient appropriate audit evidence | |4. No evidence was obtained to support the financial statements. | |about whether material misstatements exist. | |The auditors merely checked the mathematical accuracy of the | | | |records and summarized the accounts. Standard audit procedures and| | | |techniques were not performed. | | | | |Reporting | | | | | | | |1. Based on evaluation of the evidence obtained, the auditor | |1. Because a proper examination was not conducted, the report | |expresses an opinion in accordance with the auditor’s findings, or | |should indicate that no opinion can be expressed as to the fair | |states that an opinion cannot be expressed, in the form of a written | |presentation of the financial statements in accordance with | |report. The opinion states whether the financial statements are | |generally accepted account ing principles. |prepared, in all material respects, in accordance with the | | | |appropriate financial reporting framework. | | | | | | | 2. 57System of Quality Control a. Leadership responsibilities for quality within the firm b. Engagement performance c. Human resources d. Monitoring e. Human resources f. Relevant ethical requirements g. Acceptance and continuance of clients h. Leadership responsibilities for quality within the firm i. Engagement performance SOLUTIONS FOR REVIEW CHECKPOINTS 12. Management prepares a report on the effectiveness of internal control over financial reporting. The auditors prepare reports on (1) the entity’s financial statement and other disclosures and (2) the effectiveness of the entity’s internal control over financial reporting. These can be presented as two separate reports or a combined report. 2. Management’s report on internal control over financial reporting consists of the following major components: †¢ A statem ent indicating that management is responsible for establishing and maintaining adequate internal control over financial reporting. †¢ A statement identifying the framework used by management to assess the effectiveness of the entity’s internal control. Management’s opinion on the effectiveness of the entity’s internal control, including an explicit statement as to whether the internal control over financial reporting is effective. †¢ A statement that the registered accounting firm auditing the financial statements (auditor) has issued an attestation report on the entity’s internal control over financial reporting. 12. 3The auditors’ report serves to communicate to users three specific statements with respect to the financial statements, the conduct of the audit, and the entity in general. First, the report indicates whether the financial statements are presented in conformity with GAAP. Second, auditors use their report to indicate any un usual aspects of the audit examination. Third, even if the financial statements are fairly presented and no problems were noted in the conduct of the audit, the auditors can use the report to communicate information useful to decision makers that may not appear on the face of the financial statements. 12. 4Nine important elements of the auditors’ standard report are: 1. Title. The title should contain the word independent, as in â€Å"Independent Registered Public Accounting Firm† or â€Å"Independent Auditors†. 2. Address. The report shall be addressed to the client, which occasionally may be different from the auditee. 3. Notice of Audit. A sentence should identify the financial statements and indicate that they were audited. This appears in the introductory paragraph. 4. Responsibilities. The report should state management’s responsibility for the financial statements and the auditors’ responsibility for the report. These statements are also in the introductory paragraph. 5. Description of the Audit. The second paragraph (scope paragraph) should declare that the audit was conducted in accordance with the standards of the Public Company Accounting Oversight Board (PCAOB) and describe the principal characteristics of an audit, including a statement of belief that the audit provided a reasonable basis for the opinion. 6. Opinion. The report shall express an opinion (opinion paragraph) regarding conformity of the financial statements with accounting principles generally accepted in the United States of America. 7. Internal Control. The report should reference the auditors’ examination, report, and opinion on the client’s internal control over financial reporting. 8. Signature. The auditors (partner of the audit team) shall sign the report, manually or otherwise. 9. Date. The report shall be dated using the date