Arthur Andersen after Enron Scandal Essay Example | Topics and Well Written Essays - 1000 words

Arthur Andersen after Enron Scandal - Essay Example Despite the death of its founder, the firm managed to continue expanding. The base of the clients rose to 50,000 from 2,300 in the years 1947-1973 with offices in Chicago increasing to more than 1,500 employees from 250. The late centuries of the twentieth saw, the expansion of the firm internationally creating a division for consultation with management that is fast growing. Arthur Company was regarded as one of the big five companies in the world until the company’s involvement in a criminal case that saw its downfall. The main reason for choosing this company is because, despite the company being involved in various scandals, it managed to rise again after 12 years. Â  The company faced various ethical issues that led to its downfall in 2001. One of them was conducting the illegal audit for Enron Company, the giant company in energy that aimed at covering up billions of dollars that were lost at the energy firm (Titcomb Par. 4). According to the Enron committee, the assessment of the audit that was done revealed that Andersen Company failed to fulfill the responsibilities of its profession regarding the audit the company conducted on the financial statement for Enron. Andersen was therefore convicted for destroying documents that were produced after auditing, which prevented justice according to Enron’s claims. The conviction was however revised later after two managers from Andersen and Enron Company were found to be responsible for ordering the shredding of the relevant documents. This scandal was before Andersen engaged a math of Brickyard with its worker Gagel that to the company was a history though it proved the ability of Andersen to carry out its work with perfection. The brick incidence was whereby a young auditor was sent on a task that was his daily routine to ascertain inventory of bricks million in number that was baking in the sun in Marion.

What kind of leadership style improves employee satisfaction in China Literature review

What kind of leadership style improves employee satisfaction in China - Literature review Example Work by 9 different authors (Fu et al (2011), Shen, J (2010), Talehgani et al (2010), Hsu and Chen (2011), Ngo et al (2008), Wong et al (2007), Madlcok (2008), Loi and Ngo (2010) and Wu and Chiang (2007)) between 2007 and 2012 have been primarily discussed in the study to identify their methodology for studying the different factors determining employee job satisfaction, the reliability and validity of the data and methodology, their findings and to identify if any major similarities or differences exist in their observations. This critical review of the mentioned available literature is useful in understanding the relationship between leadership styles and employee satisfaction. Topic review It is understood that leadership is a process that has influence on the motivation and performance of group activities as the group works towards realizing the common goals. The type of leadership provided by the leader or manager and the specific environment are seen to determine the successful achievement of the organizational goals in every organization or group across the globe (Talehgani et al, 2010, p 92). This prompts one to explore what leadership style or styles exist that is identified to be more successful than others and what impact these styles have on factors including employee motivation and subsequent job satisfaction. Their study draws on a combination of Robert House’s direction-goal model (House, 1996) and Geert Hofstede’s study on dividing of cultural dimensions (Hofstede and Hofstede, 2012) to develop a model that aimed to assess the cultural behaviour pattern in 18 countries. The researchers divided leadership styles into four categories: directional, supportive, participatory and success oriented... The purpose of this research is to study the different leadership styles employed by managers in the different organizational settings to assess the impact on employee satisfaction in China. The focus of the study is to understand the different kinds of organizational settings or firm ownership and identify what specific patterns of leadership exist within these different organizations to affect employee motivation and job satisfaction. This study is important in the background of China facing talent shortage as per a 2010 survey by Manpower Inc. and another joint survey conducted by Kelly Services and Harvard Business Review. It is understood that leadership is a process that has influence on the motivation and performance of group activities as the group works towards realizing the common goals. The type of leadership provided by the leader or manager and the specific environment are seen to determine the successful achievement of the organizational goals in every organization or g roup across the globe. This prompts one to explore what leadership style or styles exist that is identified to be more successful than others and what impact these styles have on factors including employee motivation and subsequent job satisfaction. Their study draws on a combination of Robert House’s direction-goal model and Geert Hofstede’s study on dividing of cultural dimensions to develop a model that aimed to assess the cultural behaviour pattern in 18 countries. The researchers divided leadership styles into four categories: directional, supportive, participatory and success oriented leadership.