...A Report into Organisational Culture and the Professional Kitchen Name: Marie Martin Course: FT408/1F Date: 09/01/06 Lecturer: Mark Gallagher Abstract It is common knowledge that the role a head chef plays in a professional kitchen is a vital one and that the culture of a kitchen is a unique one. The common person views a kitchen as a manic, hectic place where the head chef shouts and roars in order to assert authority and get the job done. The likes of Gordon Ramsey have gone a long way to fuel this image. But just how accurate is this? Surely no one would become a chef if this was so, why put oneself through such an ordeal to cook others their dinner? This paper sets out to establish the culture of the professional kitchen, identify the role the head chef plays within this culture and establish who wants to be a chef and why? Table of Contents 1. Introduction 4 2. Culture is: 5 3. Organizational culture 5 4. The Kitchen 7 4.1. The Head Chef. 8 5. Levels of Culture 9 5.1. Artifacts 9 5.2. Espoused Values 10 5.3. Underlying Basic Assumptions 10 6. Change in the Kitchen 12 7. Conclusion 13 8. Bibliography: 14 1. Introduction The role of the head chef has changed over the years being a leader in the kitchen is no longer enough. The Head Chef is among those professions that people dream about, leading a platoon of sous chefs in a glamorous, stainless steel kitchen and presenting fabulous meals to hundreds of people...
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...The Language and Culture of the Accountant, Auditor and Forensic Accountant Jerry Brockman Davenport University Abstract The overall purpose of this Professional Language and Culture report is to detail the accountant’s communication style and culture, as well as, their specialized language. The report begins with a brief discussion of the origin of accounting, as well as, the distinction between bookkeeping and accounting. Additionally, an examination of the Financial Accounting Standards Board (FASB) provides insight into the culture, ethical values and professional standards of accountants. Other areas of discussion in this report are the voice and tone used in various forms of communication by the accountant. Also, included in this report is an excerpt from an interview of an accounting professional as well as an example from a journal article. These artifacts will provide the reader with examples of the mind-set and communication style of the accountant. Finally, this report concludes with an examination of the auditor’s as well as the forensic accountant’s culture and communication style. Table of Contents Contents Abstract 2 Table of Contents 3 Accounting has been around for centuries.. 4 Professional Standards and Ethics 4 Culture of Professional Standards 5 Language of Business 6 Voice and Tone 6 Specialized Areas of Accounting 7 Communication 8 Forensic Accounting 8 Communication 9 Conclusion 9 References 11 Appendix A 13 Appendix...
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...Table of Contents Executive Summary Introduction This report analyses the global legal industry by identifying the various factors affecting the external environment. The report is the analysing the Baker & McKenzie law firm which was founded in Chicago in 1949 by Russell Baker and John McKenzie. It is the largest global organization with a large number of lawyers and legal professionals working in 70 offices across 38 countries. The report then analyses the internal environment of the firm which describes different factors of organizational structure, culture and leadership. After the analysis of internal factors the report then analyses the proposed development framework where the diversity of the organization, the selection criteria of the employees and the implementing the framework according to the company strategy is discussed. Finally the recommendations for future success of the firm are provided in the report. Global External Environment Political Environment In the legal industry different employment law, policies and regulation are practiced across different countries. In some of the countries the legal professional standards are self-regulated where the qualification and the requirements are defined as per the set standards. There may be some international trade and restrictions within the countries which restrict the foreign lawyers practicing in the countries. The organizations like WTO (World Trade Organization) are formed...
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... | | |Learning Outcome 1 |Understand the relationship between organisational structure and culture |Report | |AC 1.1 |Compare and contrast different organisational structures and cultures | | |AC 1.2 |Explain how the relationship between an organisation’s structure and culture| | | |can impact on the performance of the business. | | |AC 1.3 |Discuss the factors which influence individual behaviour at work. | | | | | | | | | | | | |Learning Outcome 2 |Understand different approaches to management and leadership |Report | |AC 2.1 | Compare the effectiveness of different leadership styles in different | | | |organizations ...
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...Organizational Behavior Paper Organizational Behavior Law enforcement is an essential aspect in any society and are responsible for providing an adequate response to crime, maintaining order, assisting community members, and enforcing the law. Police officers are also responsible for displaying professional behavior and a professional demeanor when dealing with members of the public as well as establishing relationships of trust through their behavior. When police officers apply to much force or select criminal suspects based on their race or ethnic group their behavior can have negative consequences on the relationship established with the policing agency and members of the community. The behavior of the police ties are directly to the type of trust community members will have for police officers. If members of the community do not trust, the police because they do not display behavior fair and impartial the police will have difficulty persuading community members to cooperate in criminal investigations or even in community members report crimes. In order for the police officer to have the necessary skills and tools to establish a strong working relationship with community members that they must receive the proper training form his or her police organization. Organizational behavior is the actions and attitudes of the members of the organization. The police organization and the organizational structure will an enormous impact directly...
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...Report CULTURAL AND CRITICAL APPROACHES : DELOITTE AUSTARIAL Table of contents List of tables Executive summary 1 Introduction 1.1 Purpose and Scope 1.2 Method 1.3Limitations 1.4 Assumptions 1.5Background 2 Cultural Approach 2.1 Findings 2.2 Discussion 3 Critical Approach 3.1 Findings 3.2 Discussion 4 Recommendations 5 Conclusion References Executive summary Organization culture are powerful forces that drives a organization towards succes. In this report we will be discussing about the cultural and critical approaches that we see in Organization behaviour. In recent years due to globalization they have been may Multinational companies that have set by office around the world. They employee various people from different background, culture, Society to work in there companies. This report tries to understand how the organization culture and power of an organization impact there employees. For this report Deloitte Australia is take and its organization culture and power are studied and its observations are reported in this report. 1. Introduction 1.1 Purpose and Scope “Organization culture is not just another piece of the puzzle, it is the puzzle. Culture is not something an organization has; a culture is something an organization is.”( Pancnowsky & O’Donnell-Trujillo, cited in Brown...
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...Unit code: SHR053-6 Personal and Professional Development Handbook (Oman) February 2014 © University of Bedfordshire 2014 Published by the University of Bedfordshire Business School Luton Campus, Vicarage Street, Luton LU1 3JU, United Kingdom Unit Handbook © University of Bedfordshire 2014 Contents Contents 2 Welcome 3 Learning resources at the University of Bedfordshire 3 1 Introduction to the unit 4 2 Overall aims of the unit 4 3 Overview of unit content 4 4 Prerequisite knowledge or skills 4 5 Learning outcomes of the unit in more detail 5 6 Programme of Workshops 6 7 Study resources for this unit 7 Recommended additional resources 7 Recommended journals and other periodicals 7 Recommended websites and online content 8 8 How to study this unit 8 9 Assessment 9 The Reflective Journal 9 Welcome Welcome to the Personal and Professional Development unit of the University of Bedfordshire MBA Programme. This handbook contains advice and information you will need to successfully complete your work on this unit. It should be read in conjunction with the overall Programme Handbook, which you should have already received. The handbook serves two main purposes: * It summarises the key concepts and provides you with a framework and a map for this unit. * It provides you with information about learning resources, infrastructure and virtual learning environments for studying the MBA at the University of Bedfordshire. If...
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...certified public accountant and formerly a partner with the accounting firm Deloitte& Touche LLP, with the improper conduct resulting in a violation of applicable professional standards. On July 24, 2009, the U.S. Court of Appeals for the District of Columbia supported the finding of the SEC that Dearlove engaged improper professional conduct. SEC found that Adelphia’s financial statements were not in accordance with the general accepted accounting principles and Dearlove violated general accepted auditing standards. The Adelphia communications Corporation was one of the largest cable television companies in the United States. Prior to 2000, the SEC found large amount Co-borrowed debt inside the company and its affiliated entities. After the big Enron scandal, SEC required public company to disclose the related-party transactions. As Adelphia disclosed its obligations as co-debtor with the Rigas entities, the stoke price of company declined sharply and finally was delisted from the NASDAQ. 2. What are the ethical issues? Dearlove had engaged in unreasonable conduct, such as approval of the Adelphia’s method of accounting for related-party transactions. His behaviors resulted in a violation of applicable professional standards. Deloitte, who engaged in auditing Adelphia, did not issued a fair auditor’s report. Adelphia violated the accounting and reporting standard, such as improper offsetting receivables and payables, improper disclosure of its co-borrowed debt and adequacy...
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...completing work within budget is an important element of performance evaluations. * All major accounting firms have explicit policies against “eating hours”. * “Eating hours” has been a pervasive problem in the accounting industry for many years. * By “eating hours” Kevin will be contributing to inaccurate budgeting for his audits. 3. Identify the Stakeholders and obligations: * Kevin Lowe – a. Perform his job professionally and competently. b. Honestly report his hours as specified in work rules as a staff accountant. c. Do his best at Stooges LLC and try to get promotions and raises. * Bo and Moe – d. Manage staff and workload to achieve budget goals for the audit. e. Provide good ethical leadership to the audit team. f. Communicate clearly goals, expectations and work standards to staff. g. Provide good advice and guidance for staff that are not meeting standards. * Stooges LLC – h. Provide a competent professional audit at a reasonable price for clients. i. Provide clear guidelines of professionalism for time-reporting to employees. j....
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...Situation analysis: The Capital Markets Services(CMS) division, which was established as an interdisciplinary concern to address the issues of focused client attention and cross-divisional collaboration, required professionals who not only had domain-specific industry knowledge but were also skilled at responding to client needs by designing products in collaboration with product specialists within Morgan Stanley. It was these requirements that led to the appointment of Rob Parson, a managing director at a smaller firm with connections to some of the important players in the banking and insurance industries, as a market coverage professional The financial services industry is characterized by firms where individual professionals attract business and the ability of the firm to retain clients is solely dependent on the entrepreneurial skills of professionals. Thus, in a market typified by clients demanding immediate solutions, Morgan Stanley’s attempt at creating a consensus-based interface can be seen as a process projecting the firm – and not the individual – as the business facilitator; this necessitates the appointment of skilled executives who not only possess the ability to market and sell but also display the willingness to obtain approval through franchise and collaboration. The nature of Rob Parson’s responsibilities, though challenging, involved resurrecting Morgan Stanley’s capital markets’ business and had witnessed a high turnover rate in the past. This position...
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...The Final Report of the Mid Staffordshire NHS Foundation Trust Public Inquiry – Chaired by Robert Francis QC On the day briefing by the Foundation Trust Network (FTN) 1. Background The following briefing provides a summary of our action to date, the Francis recommendations and an initial response from the FTN. 2. Initial Reaction from the FTN In the run up to publication of the Francis Report, our Chair, Peter Griffiths and Chief Executive, Chris Hopson wrote an open letter to members acknowledging that pockets of poor quality care can exist in all types of trust, but emphasising that failures as serious, protracted and devastating as Mid Staffordshire are rare and isolated. We recognised that the FTN and the wider NHS need to do much more to identify and share best practice on improving quality of care and to provide practical tools to support trusts in doing so. Our work programme will identify how the FTN can help develop sector led support to complement government led initiatives, focussing on: • • • • The drivers of quality identified through research such as culture, ward level leadership, team effectiveness, staff satisfaction and support; The role of the board; Defining what support could be provided to trusts finding it difficult to meet standards; Exploring the link between increasing financial pressure and quality. Clearly, today’s announcements and recommendations will have a major impact on everyone in the NHS. We are committed to engaging fully in the evolving...
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...There are many differences between Asian and American culture. According to the rubric created by online for students in China who have been accepted to go to college in the United States, the main differences that the Asian culture displays that Americans may not include: * Asians form a close small group of friends in which they feel a strong connection and will do whatever it takes to help each other out * Avoid confrontation and any topics that may have differing views * Focused on the past and the far future * Higher concentration on group cooperation and personal modesty (Predeparture Orientation for Chinese Students n.d.) American nurses should also keep in mind the home remedies that are traditionally performed by the Chinese that could be presented when assessing these patients. Cupping or coining may appear on the body as small patterned bruises on the back or chest (Standford School of Medicine, 2014). It could appear to be a form of physical abuse, but educating our medical staff will allow better understanding in the healing practices that differ between the two cultures. The Abuse Assessment Screen is a tool used by medical personal to accurately and gently assess patients of varying culture backgrounds whether or not they are experiencing abuse of any kind (Jarvis, 2012). Abuse is a very emotional subject, and some people who are experiencing it do not want to be judged by others and will hide the abuse if confronted regarding it. Others...
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...values, and ethics. With the perception of accounting at an all-time low, there is a need to reinvent the profession. The following pages of this research paper will examine the Model of Organizational Trust, and its three elements of ability, benevolence, and integrity. The three elements will be defined and explained using support from peer-reviewed articles. The report will also discuss the ways in which the elements are incorporated in the AICPA’s Code of Professional Conduct. The elements will be examined to learn the ways in which they help to promote trust in the accounting profession and finally, suggestions will be proposed to help improve public trust in the accounting profession. Introduction An essential component every profession must possess in order to garner satisfaction and commitment from clients and customers is trust. Trust cannot be gained quickly; it is developed over time through interactions, observations, and an understanding of another’s beliefs and values (Mayer, Davis, Schoorman, 1995). However, a person’s stated beliefs do not often dictate their behavior. In pursuit of professional goals, individuals often set aside what they know to be right and act in a manner that benefits them either financially, with recognition, or in some other manner (Six & Sorge, 2008). Over the past decade, the accounting profession has seen an erosion of public trust. Numerous financial scandals have brought heavy regulation and burdensome laws to which companies and...
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...ADRESSING PROFESSIONAL BEHAVIOUR: THE ACT OF WHISTLE BLOWING Healthcare professionals face various challenges in their workplace. One such challenge is dealing with criminal behavior which one has witnessed or has knowledge of. An ethical issue of human rights has to be keenly looked upon when addressing this; if one has to report such incidences yet the involved party is his or her colleague or friend. This situation could prove challenging but by adhering to and evaluating various bioethical principles in conjunction with one’s own beliefs, professionalism and the organization’s set standards, a solution to such scenarios can occur. This assay argument will base on ethical principles of primary loyalty to the patient. Often individual are identified as the source of the ethical failure. However, one the most important aspects of creating ethical behavior are the culture of environment of the organization in which individuals functions. Managerial ethics assume a position of profound consequences here in the form of organization policies and process, culture espoused vs. values, leadership behavior, rewards punishment, social networks and treatment of employees. As much as organizational policies and process and procedures dictate actions that may have ethical content. The responsibility cannot be “farmed out” to others in order to place the blame outside the organization when the failure occurs. The code of ethics incorporates standards of ethical behavior, particularly...
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...INTRODUCTION Training and development is the main part in Human Resource Management (HRM). It is very significant for employees to enhance their performance and productivity, which leads to employee and customer satisfaction and an increase in the profitability of the organization.This report will be discussed by Australian public organization that named Department of Foreign Affairs and Trade (DFAT)in several aspects. 1. Introduce the background of DFAT, including background of the organization, the organization goals and strategy; 2. Link with DFAT to analyze five theories about training and development, which are cross-culture training, training design, development and managing diversity; 3. Summarize the performance in training and development and make a result that whether DFAT has a good performance in HRM; 4. Make some recommendations to promote the organization. BACKGROUND Background of the organization The Department of Foreign Affairs and Trade is a department of the government of Australia charged with advancing the Australian interests and the international representation of Australians. DFAT employs over 2000 permanent employees including 1140 of which were policy officers. In these policy offers, 49 per cent were working with the department in Australia, 35 per cent were overseas and 16 per cent were off-line (DFAT 2012, P4).In order to provide the Australian community and the government with the high quality foreign and trade policy results, the department...
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