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Problems with accounting firms

2019-07-11 来源: 51due教员组 类别: Essay范文

下面为大家整理一篇优秀的essay代写范文- Problems with accounting firms,供大家参考学习,这篇论文讨论了会计师事务所存在的问题。如今,会计师事务所作为人合及智合型事务所,仅仅靠传统的硬管理,而忽视了自身的价值观和事务所文化,难以激励员工的积极性和创造性,同时也无法维持员工的合理流动及促使员工带来更高的投资回报。

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Accounting firms, as human-oriented and intellectual-oriented firms, rely on traditional hard management and ignore their own values and corporate culture, which makes it difficult to motivate employees' enthusiasm and creativity, maintain reasonable flow of employees, and promote employees to bring higher investment returns. Starting from the perspective of management psychology, this essay applies relevant knowledge to propose improvement Suggestions and solutions for the development of various accounting firms.

Using psychology to manage accounting firm is to use the psychological activities of general psychology to manage the income of accounting firm, and to make it specific in the management activities of accounting firm, focusing on analyzing the psychology and behavior of people in accounting firm. It is not enough and universal to solve the management problems of accounting firms by using the theory of management psychology.

The formation of the core values of the four major international accounting firms is closely related to their development process, and they have similarities in form and content, but their characteristics are also very distinct. Value management is an important content in management psychology. First, it sorts out the values of each firm, extracts the common points, and then manages the firm according to the values. Taking the four major international accounting firms as the research objects, the value management methods of their firms are extracted, which are mainly reflected in the following aspects:

All the big four international accounting firms regard values as the core of their corporate culture, guiding their corporate behaviors and influencing their mode of getting along with other economies.

The official websites of the four major international accounting firms all elaborate on the values of their respective firms. The government, firms and individuals can understand and supervise through the Internet, which is one of the important means for the four major accounting firms to maintain their credibility. The four major accounting firms deepen the influence of their firm values mainly through "hard power" and "soft power". "Hard power" is shown in the four office buildings, which are decorated with posters displaying their own values, creating an atmosphere and environment with the firm's distinctive culture.

Employees of each firm have different outlook on life and values before they enter the firm, so it takes some time for them to recognize and accept the values of the firm. At this time, the exemplary behaviors of managers who have close contact with new employees become models for new employees to follow. Managers should guide and supervise employees in their work with the firm's values as the standard and play an exemplary role.

Although the big four are for-profit services firms, they no longer use profit maximisation as a criterion for decision-making. The services provided by the big four accounting firms play an important role in the market economy and need to assume corresponding responsibilities. As a result, the firm's values will be taken into account more when making decision plans.

Pricewaterhousecoopers, one of the big four accountancy firms, has an extremely young workforce -- around 8,000 new graduates are recruited every year, and 20-30 year olds make up two-thirds of its staff. Pricewaterhousecoopers has been hiring a lot of young people, which implies a hypothetical model: most employees leave, and only a small number rise to partner. From the employees' point of view, they recognize that being a partner is the reward and reward for their long service to customers. However, the study found that incentives to become partners no longer improve employee engagement.

Compared with old employees, young people do not put money and remuneration in the first place. They are more concerned about getting encouragement and appreciation from leaders and colleagues at work. Years of analysis and research have shown that what they care about most is not a monetary return, so PWC is proposing to add non-monetary benefits to long-serving firm employees, who are entitled to a longer period of time off when they have worked a certain number of years, so that they can do what they like to relax.

How to improve and improve the work experience of young employees, the change of managers' attitude is one of the important factors. New employees understand the role of the team and are just as willing to contribute to the team as older employees. But the only thing that has changed is the establishment of contribution, which no longer advocates sacrificing the physical and mental health of employees or abandoning work. It also includes things that are important to the organization, namely meeting the needs of the customer and fulfilling the tasks of the transaction.

Younger workers are more eager to plan their own careers. Pricewaterhousecoopers therefore has policies in place to remove artificial barriers between organizations. When employees reach a certain deadline at the firm, they have more opportunities to do other work.

At present, small and medium-sized accounting firms have the same or similar corporate culture, and their specific corporate culture is mainly reflected in the four aspects of salary incentives, training incentives, entertainment incentives and environmental incentives. These firm cultures are all reflected in management psychology. The following four aspects are analyzed:

As a member of society, people not only have physiological and social needs, but also need to identify themselves from this article. The salary and welfare system in the operation and management of modern accounting firms not only reflects the amount of labor of employees, but also affirms the position, value and contribution of employees in accounting firms. In order to meet the standards and requirements of management psychology, the new salary system should comprehensively determine the salary level of employees according to the indicators of technology, performance and position. Therefore, it will encourage the firm's employees to do their best work, strengthen the innovation of theoretical knowledge and practical technology, and give full play to their own value. Form a good working and learning atmosphere in the office, and promote the cultural construction of the office.

Strengthening psychology can improve the psychological quality of employees. According to the actual working conditions of employees, the firm shall formulate corresponding standards of reward and punishment measures, and conduct reward and punishment measures for employees to promote them to be more active and active in future work. In the construction of the firm culture, the use of this psychological mechanism needs to improve the reward and punishment measures as the carrier of the firm culture, make the firm culture more visual, concrete and rational.

The firm has the characteristics of a group, which leads to various conflicts between employees, between employees and leaders, and even between leaders and leaders. Once employees encounter setbacks in their daily work, they will easily feel frustrated. The managers of the firm should make full use of psychology to manage the firm, give full play to the role and value of management psychology, and try their best to help employees remove obstacles in daily work. Eliminate the bad working mood of employees, face the difficulties bravely, create a harmonious and relaxed working environment for them, so as to reduce the working pressure of employees.

Many firms implement the rotation system, which enables employees to be familiar with the work content and requirements of other posts in addition to doing their own jobs well, and to be able to think in another position, and to consider and analyze problems arising from different positions of the firm, which is conducive to enhancing the teamwork spirit of the firm.

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