Sunshine Case Study

Appendix A.2 also lists several factors that could provide opportunities for management/employees to commit fraud. One factor that could lead to fraud is if, “There is ineffective monitoring of management as a result of: domination of management by a single person or small group without compensating controls.” The auditors should have taken notice of the lack of controls and segregation of duties with respect to Phar-Mor’s

The three managerial practices that were responsible for Dylan’s incident and the contract are Company K’s organisational structure, organisational culture and lack of sufficient information within the organisation. Regarding organisational structure, it is evident that the centralised form of organisational administration significantly contributed to the issue at hand since all branches had to take orders from the Japanese headquarters hence lacking the autonomy to make any business decisions on their own. The lack of autonomy to make decisions is clearly the reason for the issue since Dylan was

A). Lack of Teamwork and Conflict resoultion: In relation to the case, many of the recently hires employees are not including and not trusting/age discriminating Mr. Hill. Although, there were more older employees who were upset, Mr. Hill was the one who had a massive reduction in hours. He is now going to the HR Director and Executive Director. He should have approached them earlier with the problem. (Chapter 4)

The recruitment and selection process have different stage that all have to be to follow, to select the right candidates for the job vacancies.

Not to our surprise, the employee would almost always choose their economic stability over their integrity. It is still not easy to say that the employee’s conscious didn’t warn them of the risks, the first time. It begins with just a simple upgrade tune up and then trickles to $1,000 in new auto parts. If we look back at the Sear’s auto mechanic example, a mechanic could easily convince the customer that their car needed a whole new system because of the customer’s lack of knowledge of the subject. The customer automatically assumes there is a guaranteed trust commitment to their service, but in turn gets fooled. The evidence unearthed by investigators found nearly identical reports of cheating at one Sears auto repair shop after another.

This question finds out employee underlying issues that are drives them to look elsewhere for

(Huffcutt et al. 2001) reported that criterion-related validities for interview are more reliable in recruiting and selection of a personnel. The interaction between the interviewer and interviewee are deems important to set up the reliability, validity, fairness, and utility of the recruitment selection process. Apart to that, based on Johnson Company requirement, the candidate should be able to perform market survey and deal with customer relation activities. From the facts, there is concern from that individual customers are drastically declining. The candidate must be able to do an analytical structure and initiative of follow up to tackle the issue. The candidate require to attend client feedback and gather teamwork solutions as well. The role also should cover tasks to conclude and manage to communicate the outcomes. It is essential for the candidate to have a proven organizational skills. The capability skills of problem solving and interpersonal skills are very crucial. This is because the main aspects for the position is able to communicate with customer and warehouse team to deliver some the products to the clients. The excellent communications and listening skills will be the advantage for the candidate. Through interview process, the interviewer must take consideration of the candidate willingness to travel and work on hectic period during the holiday season. The candidate have to be flexible and

As a human resources manager, the primary task is to ensure that only the best candidates are called for interview. In essence, academic credentials are not enough to determine a candidate’s suitability. During the interview, it is important to ensure that the applicant has required skills to meet the firm’s objectives. For example, a given person might have the best academic qualifications as per the job’s description but lack other important aspects such as ability to work in the team and good communication skills. During the interview, such traits should be noted to disqualify applicants who cannot meet fundamental requirements of a team player.

In addition to being cost effective it can also provide incentive for the existing employees to perform better in their current roles to get promoted quickly. This can have a positive impact on the overall performance of the organization

Pay and Rewards – pay and rewards attract, motivate and retain staff. The employment contract which lists rewards, whether it be pay, bonus or benefits, can remove animosity amongst employees and employers. However, recent research reveals that employees are no longer motivated by a financial reward alone, but

According to Walsh (2000) one of the major reasons for employee theft is low morale at the workplace. Second a lack of control over inventory. Sometimes young employees are subjectivity to peer press to be part of the group can encourage theft. The employee feels that the business or company has wronged or mistreated them in some way. This may be why employees feel underpaid and under-appreciate for their “hard” work done. Like any crime, there must be motive, method and opportunity. It is easy to steal because the employer does not have preventive measures to stop them. Preventive measures are crucial to reducing the risk of employee theft. If preventive measures are not existent then the opportunity to steal is very high. Employers should limit the opportunities to steal. Employers should open their own mail, segregate duties, and particularly bookkeeping functions. Also, employers should not have the check writer balance the checkbook and do not use cash. Younger employees do not think prudently, and tend to be impulsive (Walsh 2000). This is also a major reason why businesses suffer from low production and profit loss.

Investors required staff with credentials. Taking into account only career background of the candidate can harm the company from within. Top manager should manage people, keep the working atmosphere productive, and do not let the corporate culture to be

Is stealing becoming more acceptable in the workplace? Generally, when people think of stealing or theft they are referring to the act of physically taking property from someone else. In reality there are many different ways that an employee can steal from an organization, and I have seen three different ways in my short career. The basic definition of theft is the wrongful taking and carrying away of the personal goods or property of another, and this is one way in which people can take away from an organization. The most common way for people to steal from an organization is theft of time, and this includes; taking extra time on breaks and

HR managers will be faced with the challenges of recruiting and retaining the right employees for their organization. The first step would be identifying your organizational culture and the cultural and skill competencies required for success. This will give the recruiters the guidelines by which to assess viable candidates. In developing these objectives for creating an effective recruitment process, we will have to have in place a process that differentiates us from other companies. This strategy for success will provide candidates with sufficient and correct information about job expectations. The following will be address as part of the strategy:

Companies with a constant turnover of low-salaried part-timers or large businesses lacking competent supervisory personnel to oversee operations, leave themselves open to intentional or unintentional sabotage. Underpaid and undervalued employees, especially when unsupervised, lack any sense of obligation to their employer. They often demonstrate