Leadership Experience free essay sample

Leadership experience Introduction Management is a vital process in the smooth running and operation of a company or organization. It is in the management level that a clear vision and mission of a company is set (Holan Phillips, 2002). Leadership and management are therefore essential in achieving organizational goals and objectives. The Riverside Pediatric Associates case is common in companies and entities that fail to fit into the dynamics of an expanding work place. Human population is constantly increasing and so are clients of a once best rated health facility. However, the changes of the Riverside pediatric facility are not in conformity with the fast increasing demand for medication. Worse still are the incongruities of management and leadership at the facility leading to a mess of situation. Doctor’s roles have been inflected and assumed the roles of administrators; fields which they have no glimpse of or even knowledge of how management of a hospital is run for a dynamic society. We will write a custom essay sample on Leadership Experience or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The effect is devastating as patients’ demands are neglected. The doctors, also feel unhappy about their job, and so the whole system comes down crumbling due to the rot in the leadership and management of the facility. To reverse the trend, drastic and deliberate changes have to be effected in the leadership and management of the facility. In this assertion, the whole range of management, leadership and administrative principles of a company or organization have been discussed. More preference is accorded to the Riverside Pediatric Associates facility in the full analysis of the situation. There is a thorough demystification of the whole range of activities involved in instituting management changes for the better of the health facility. The first step towards reclaiming the glory of the Riverside facility is to prepare and adequately be ready for change. Team cohesiveness and effectiveness needs to be emphasized here. It all begins with the individual in the top management of the facility. Sanchez and Hudson need to prepare a definitive strategy that will oversee the change which they require to see in the company. First of all, there should be the definition of a change management strategy (Holan Phillips, 2002). This will include a clearly laid down procedure of the management changes right from the top to the bottom. This includes the models of linking the junior officers to the senior officers. If, for instance it was merely based on a command chain, they should adopt a closer relationship (improve communication). They should prepare a change management team. This will oversee that what is stipulated in the change management strategy is implemented. A sponsorship model should be drawn. There will be clearly outlined partners in the reception of changes to be instituted in the facility. Those partners who are willing to assist should be earmarked so as to have a united mission in the whole process. Those entities that do not want to be part and parcel of the reclamation program should be cut off in this stage. A change management plan should also be developed. This will ensure that the changes that are being implemented are not hostile or foreign to the staff and patients. This is a harmonizing reagent in the whole process of management of the facility being refurbished from the possible disintegration. The last step in the management of change is the implementation stage. Here the managers and team appointed to oversee the new changes will embark on the processes that lead to restitution. The entirety of the process is purely pegged on this stage. The way the changes are incepted in the company will determine the end product (Hockin, 2007). So the managers should be very vigilant in managing every minute detail of the process. Team cohesiveness should be one of the major places that Sanchez and Hudson will ensure to meet the best of the results. When a team is cohesive, they share common interests and mission. There should be a clear cut road map to direct the employees as to where the facility is headed.

Running Head Strategic Plan

Running Head Strategic Plan Introduction A strategic plan is a framework or platform that gives an organization a long-term focus and direction. It consists of long-term decisions concerning organizational focus and organizational operations. The main reason why organizations engage in long-term planning is to guarantee a competitive advantage in the future.Advertising We will write a custom report sample on Running Head: Strategic Plan specifically for you for only $16.05 $11/page Learn More A strategic plan helps an organization anticipate challenges of the future and prepare for the same. Consequently, a strategic plan is a blue print that explains how the organization is to handle changing environmental challenges. The strategy formulation process helps management to think out of the box. Such a process helps management to consider things that other organizations are likely not to consider or do not have the privilege of considering. What is implied is the fact that in a strategy p rocess, the organization considers how to create a competitive advantage over competition. Usually a strategic plan is a long or medium term plan, which usually encompasses a number of years depending on organizational preferences. In often cases, each department in the organization comes up with its own strategic plan. Therefore, the marketing department, the sales and the Human resource department, among others, will come up with their own independent strategic plans. The human resource strategic plan helps aligning the human resource long-term objectives with the overall long-term objectives of the organization. Queensland Department’s Strategic Plan Strategic Focus As is the case with Queensland department of education and training, their strategic plan covers the period starting 2010 to 2014. Of critical importance in any strategic planning is the vision and mission formulation. The major focus of the Queensland education department’s strategic plan is to accompli sh the collective aims of giving children a good start; laying down a well-grounded educational foundation for children of Queensland. Consequently, the vision of the department is â€Å"clever, Skilled and Creative Queenslanders†. This is where they want to steer their operations towards; the end they desire. Following from the Vision, the strategic plan spells out the mission statement as â€Å"To provide Queenslanders with knowledge, skills and confidence to maximize their potential contribute productively to the economy and build a better Queensland†.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Focus is on developing a critical pool of skilled and knowledgeable youth that will take up important positions in society and make a difference. To achieve this, the strategic plan spells out a number of values. Values are critical because they frame the culture or c onduct that is conducive towards attainment of strategic objectives. Strategic Objectives In every strategic plan, there are clearly stated strategic objectives of the organization. The organization in this case is Queensland while the education department is only part of Queensland state bureaucracy. Consequently, the department’s strategic objectives have to be anchored on the strategic intents of Queensland as a state. The strategic plan for Queensland’s department of education and training spells out the objectives for the department; the objectives outline the organizations aspirations for the four-year period. The department’s strategic plan illustrates its objectives as unitary and geared towards one overall objective i.e. providing education services and requisite resources for proper learning. The objectives of Queensland department of education and training include: To provide all children access to early childhood education To ensure three out of fou r Queenslanders hold a trade training or tertiary level qualification Develop Queenslanders who will power the economy of Queensland with creative ideas To, through education, make young Queenslanders environmental conscious Equip Queenslanders with knowledge to live healthy lifestyles To promote equity and fairness in society Environmental Scanning/ Analysis Coming up with a strategic plan does not end at formulation of objectives and consultation with other stakeholders. To guarantee results there is need for environmental scanning before formulation, during formulation, during implementation and in the evaluation of the strategic plan. Environmental scanning consists investigating into factors both in the internal and external environment of the organization. Internal environmental factors refer to issues relating to the organization in itself that inform its operations. In often cases, the organization has direct control or influence over the internal factors. The external envi ronmental factors are those factors that the organization has no control over but they directly influence organizational operations. Such factors are beyond the organization and relate to external actors in the organizational environment. To scan the environment or to analyze the organizational environment, managers use different tools. Such commonly used models or tools include PESTEL also called the global model and SWOT analysis.Advertising We will write a custom report sample on Running Head: Strategic Plan specifically for you for only $16.05 $11/page Learn More SWOT Analysis SWOT is an acronym of Strength, Weakness, Opportunities and Threats. Strengths are the strong points of an organization i.e. which the organization is advantaged in. These positive aspects, when properly harnessed and enhanced, can propel an organization to much greater height. In every business organization, a number of things or factors either are still being developed or put th e organization at a disadvantage. In many organizations, there are elements, which tend to decline or diminish a business (Bohm, 2009). These issues originate from within a business and are put down as weaknesses in a SWOT matrix. Unless a business organization takes care of the weaknesses, they are likely to bring the business down or place it in a disadvantaged position in comparison to the competitors. Opportunities can be defined as chances that an organization or individual can maximize in order to gain a competitive advantage i.e. overcome the pressure and intimidations of the competitor (OConnor, 1884). Opportunities are external factors that a person or organization may have very minimal authority to influence. Threats refer to factors in the external environment of an organization that are likely to affect the organization negatively (Griffin, 2007). Queensland Department of Education SWOT Analysis Strengths Government’s strong partnership with industry – growth in the use of technology – strong partnership with Australian government and other states, which helps enhance service delivery in all aspects or as per roles assigned to the department Weaknesses Only 32% of Queenslanders accessing early child hood education Higher proportion of children who are developmentally vulnerable Gap between training outcomes for aboriginal, Torres straight Islanders and other Queenslanders Rapid urban growth and diminishing rural population Sparse geographical distribution of population increasing cost of operation – infrastructural challenges – high demand for staff – need to rethink recruitment and staff retention Opportunities Integrating kindergarten in the rest of the education programs Agencies and community read to work with department – opportunities to use technology Threats Global economic downturn Lack of skilled workforce to use advantages and opportunities in state industry and b usinesses Human Resource Implications The SWOT analysis in the strategic plan identified two human resource implications worth considering. These two strategic concerns include recruitment and retention of employee, leaning, growth and development of workforce.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Human Resource Strategic Plan.  Brief Background Recruitment and Retention of Employees One of the key issues that the strategic plan identifies is need to identify and recruit able staff to drive growth. Before identifying staff to recruit, there is the tough challenge of attracting the right candidates. To enable organic growth in the department of education and training at Queensland, recruitment is fundamental. The Queensland labor market is very dynamic and competitive. When the labor market of a nation is dynamic, it is very difficult to draw and maintain highly qualified employees that will make it possible for the organization to accomplish its purposes (Pieper, 1990). The challenge for most human resource managers including the situation in Queensland department of education and training is to engage the right workers and assign them to the right situation or the right place. Further, the managers have the challenge of assisting recruits to work at most favorable level th at provides the organization with an operational advantage. Learning, Development and Growth Employee development and growth as concerns have to do with capacity building for staff such that they are apt enough to meet the aspirations of the department. The department has very rosy dreams in terms of its vision for Queensland. However, only employees will drive that vision to fruition. Therefore, there is need for mechanisms to ensure employees are trained and developed such that they are up to the challenge. Knowledge management will play a serious role in ensuring significant information is identified captured and dispersed in Queensland department of education and training. Such a process allows key information to be dispersed across the organization. Proper information management coupled with training for employees ensures apt decision making in an organization (Harrison, 2005). According to Harrison (2005), the learning and development packages should enhance learning by focusi ng on realistic knowledge and instances with hypothetical resources accessible. In Queensland, there are people of different calibers. Social equity is of critical value and employee development has to take into account the needs of say the aboriginal. The importance of every region’s language is fundamental in dealing in with different clients; given not all of them may be literate to understand a universal or national language. Similarly, the sale of any region cannot be ignored because they form an important ingredient of what lead to the organization aggregate sale and ultimately revenue. Human Resource Plan: Strategic Focus In line with the identified human resource implication, the focus of the human resource department is on ensuring the organization has employees that will drive its strategic vision. Moreover, there is need to focus on developing employees so that they respond to the challenges that the department is facing. Therefore, the vision of the human resource is to ‘avail and develop and human resource pool that will help drive the organizational vision of realizing clever, skilled and creative Queenslanders’. Human Resource Policy Statement Recruitment Policy Statement The objective of any human resource policy is to entice the very good people and equally select the right person for the right positions in an organization (Wilson, 2005). Wilson (2005) further notes that the aspiration in any good human resource policy is to facilitate the engagement of employees, who will uphold the company principles and objectives. A good human resource policy helps towards making employees trustworthy partners in bid to generate a competitive advantage for the organization (Olsen, 2006). A particular employment procedure is intended to make certain an organization is continuously resourced by means of employees who think outside the box, embrace challenges and extend to turn out to be future leaders lashing an organization to achievemen t. Queensland department of education and training will focus on identifying employees who have knowledge, skills and the confidence to drive the vision of the organization. To achieve this dream, the human resourcing managers will be guided by values outlined in the department’s strategic plan. As an equal opportunity employer, the department will strive towards equity by giving marginalized communities opportunities that help build capacity. Equity is very important towards ensuring cultural diversity becomes instrument as opposed to an obstacle to success (Marsh, 1996). Employee Development Policy Statement An organization’s growth is dependent on the quality of employees that have been obtained through the organization’s recruitment process. The current organization’s approach to recruitment cannot accommodate the business changes due to a changing macro environment. Therefore, the human resource plan should encompass directions in terms of how to mee t challenges posed by flux in the business environment. Such changes result from government macro-economic policies (Weisbrod, 2000). These challenges can only be met through continuous learning and development of employees. It is only through training and development that organizational capacity is built to meet emerging needs. Therefore, as the organization sets out towards new frontiers by the year 2014, there is need to focus on further education and development of the employees. Queensland department of education and training highly believes that mutual relations between the employer and employees are critical if organizational objectives are to be achieved (Beesley, 1975). It is the responsibility of the organization to make available fair and sound training opportunities to all employees for the purposes of dealing with knowledge, skill and soft skill gaps in the organization (Beesley, 1975). As a department, Queensland department of education and training is committed to con tinuous improvement. Objective of the Human Resource Plan In line with the aspirations of the Queensland department of education and training’s strategic plan, the human resource sector has to formulate objectives to drive the department’s vision. The two human resource implications identified are recruitment and retention of employees, then learning and development of the human resource; both existing and those to be recruited. Therefore, the human resource objectives are:- To identify and recruit employees that will drive the departments vision To put in place mechanisms that will ensure employee retention To facilitate employee training and development To align current employee expertise with the needs of marginalize groups in society Necessary Resources and Implementation To attain given objectives, there is need to translate them into tangible actions and thus need for an action plan. Each of the identified actions will require given resources in terms of materi als, money, know how, time and work force. To meet rising needs, the department who has to do a proper human resource audit to determine the human resource needs. The human resource audit would consist in analyzing current human resource needs and future human resource needs. Given the department is a government arm it has to take into account government policy. Discussion by James (1997) indicated that government policy has a huge influence on the human resource needs of government organs. It would also consist in analyzing current human resource practices and streamlining them. To achieve this, the department will have to spend on consultative meetings and crucially on engaging and independent human resource consultant. The reliance on an independent human resource consultancy firm to do the auditing is aimed at ensuring objectivity. Once current needs and future needs have been established, the analysis will also guide in terms of comparing current human resource capacity against required human resource capacity. Once the gaps have been quantified, then a job analysis will have to done followed by drawing up of job descriptions. This activity can then be followed by a recruitment and selection drive aimed at meeting the shortfalls. When it comes to employee retention, again there is need to survey the labor market and establish turnover trends. Once labor market trends are established, it offers room for the human resource officers to design total reward packages for the employees. A good remuneration package takes into account the taxation regime in a country (Staple, 2002). A total reward scheme aims at ensuring all employee needs and aspirations are taken into account when designing the remuneration package. The other activity that is crucial for the attainment of set human resource plan objectives is designing a training policy. The training policy should define how the department is to meet knowledge and skill gaps of its employees. The policy should t ranslate into training plans. The training plans should be based on proper training needs assessments i.e. well quantified and qualified training requirements. Moreover, there will be need to institute knowledge management mechanisms so that expertise in the organization may flow to benefit all employees and the organization at large. Milestones for Monitoring the Progress of the Plan Monitoring and evaluation are critical in ensuring a plan is on course. Consequently, in the human resource plan, there are given milestones that will indicate whether the plan is on course or not. The first milestone is doing a proper Human resource audit. Once the audit is done, then proper human resource needs will have been identified. The second miles stone is recruitment and selection reform i.e. the methods of attracting and selecting employees changed to reflect the values espoused in the department’s strategic plan. The final milestone will be coming up with a training policy, doing a n eeds assessment and coming up with a training and development plan. Training and development needs of employees should be factored when designing the total reward package. Ethical Considerations Ensuring equity i.e. fairness and inclusion in the recruitment process Recruitment exercise has to comply with statutory and legislative stipulations Ensuring fairness in job allocation Commensurate compensations and equity in compensation packages. Recommendations Request for key positions that will be required initially to enable a start on recruitment activities Engage external consultant to complete the plan Develop a buddy program for managers who are not skilled in change management. Identifying change management champions to assist managers to engage the strategic plan in the business unit. Conclusion All successful organizations are anchored on long-term decisions that are tailored towards delivering a competitive edge. Strategic planning provides a platform for organizations to think long term. Long term planning helps organizations to choreograph their operations towards acquiring an advantage against its competitors. Considering the strategic plan by Queensland department of education and training, it provides strategic objectives that spell out the overall focus of the organization. Once clear strategic objectives have been formulated, they provide a locus or focus in all organizational operations. To translate the overall organizational objectives into operational reality, departmental strategic plans come in handy. Before, during and after strategy formulation, environmental scanning comes in very handy. This paper identifies the SWOT analysis as the most common tool used in environmental scanning. Further, during environmental scanning, it is emphasized that both the internal and external environment have to be thoroughly scrutinized. Proper analysis of the environment translates into formulation of plans that address the changing environmental facto rs accurately. Reference list Beesley, M. E. (1975). Industrial Relations in a Changing World. New York: Taylor Francis Publishers Bohm, A. (2009). The SWOT Analysis. Norderdedt: GRIN Verlag Publishers Griffin, W. R. (2007). Fundamental of Management. New Jersey: Cengage Learning Publishers Harrison, M. (2005). Learning and Development. London: CIPD Publishing James, S. (1997). British Government: A Reader in Policy Making. New York: Routledge Marsh, P. M. (1996). Cultural Difference: Self-Esteem and Pedagogy. Ohio: Bowling Green State University Press OConnor, A. (1884). Monopoly, the Cause of All Evils. New York: F Didot publishers Olsen, E. (2006). Strategic Planning For Dummies. New York: For Dummies Publishers Pieper, R. (1990). Human Resource Management: An International Comparison. Rome: Walter de Gruyter Publishers Staple, R. (2002). Taxation. Indiana: Taxation Publishers Weisbrod, B. A. (2000). To Profit or Not to Profit: the Commercial Transformation of the Nonprofit Sect or. Cambridge: Cambridge University Press Wilson, P. J. (2005). Human Resource Development: Learning Training for Individuals Organizations. London: Kogan Page Publishers

Human Resource Management Essay Example | Topics and Well Written Essays - 3000 words - 18

Human Resource Management - Essay Example Eni is a company that has diversified its operations to different parts of the world. As a result, it requires employees who have the necessary skills and experience to handle clients emanating from different cultural backgrounds. Therefore, through the recruitment process, the panel is able to identify the right candidates who can work with different groups of people. Furthermore, teamwork is a critical aspect towards the overall success of the organization. As a result, the human resource department has a role of recruiting employees that can easily integrate with the rest of the subordinates. This is to ensure that there are no constant conflicts that can affect the overall performance of the business. On the other hand, the customer demands keeps on the changing. With the modern technology, they are able to get reviews from different sources concerning different products in the market. Therefore, in order for the company to keep up with these changes, it keeps on training its wor kforce in order to meet the demand in the market. This has been critical in enabling the company to meet the varying interests of its expanding market (Grieves, 2003). Besides recruiting and training, the human resource department in Eni formulates the specific objectives and the scope of the tasks that will be assigned to the employees. Based on these two factors, the contract that will govern the relationship between the employer and the employee is prepared. The working environment has become challenging with subordinates required to meet strict deadlines.

FUTURE OF NEVADA Essay Example | Topics and Well Written Essays - 500 words

FUTURE OF NEVADA - Essay Example Las Vegas became a link to California and the Pacific. The blaze of the new trail started peeking off when railroads, dams and buildings were erected. One of Nevada's highlight is its early adherence on the concept of divorce being legislated during the 1900's. By the year 1931, the strict law was reduced only to six weeks to obtain a divorce paper. In the same year, Nevada started legalizing gambling. Subsequently, several casinos were instituted, owned by many famous and elite classes as well as some wealthy criminals. More profoundly, in the year 1967, Nevada had allowed held corporations to own casinos through legislative enactment. The industry of gambling had attracted many visitors each year, hence there is a need for luxurious accommodation. Hotels and motels were constructed to keep pace with every year's visitors and sojourners. Also residential buildings were erected for those who wanted to stay around in Las Vegas. Now Las Vegas turns into a fancy place, where everybody y ears for good fortune being sought by the gamblers. As years pass by, several casinos and gambling place was set forth in Las Vegas, as a result thereof, many visitors lush each year, many of them awe in the beautiful buildings and huge gambling sites promising for large penny. However, this event does not guarantee a bright future of Las Vegas.

Public health international perceptives Essay Example | Topics and Well Written Essays - 4000 words

Public health international perceptives - Essay Example The foundation of public health as advanced by the Canadian government and societies agitate for a healthy society and its people; under the Ottawa charter for health promotion, health promotion is defined as the continuous effort to achieve health for the society. This effort supersedes the basic desires of making health information available to the public, and involves the empowerment of citizens to control their health and to work towards improving their health. In the promotion of public health, the Canadian government has ensured continuous focus on the entire population and sub-populations that may share health problem or concerns. This is based under the ‘population of interest’ and the ‘population at risk’ policy (Taske et al, 2005). In the implementation of the public health promotion program, the Canadian government has established bodies that conduct annual and regular assessments of the health status of the entire population. This is carried out through a community health assessment process facilitated by community health organizations and workers. Public health also has major determinants that must consider in any program that seeks to promote and raise the standards of public health. The public health agency of Canada has a broad classification of health determinants that provides guidance to any process that seeks to uplift the health of the population. The health contributing factors include the income and social status of the population and the presence of social support networks; in addition, education and literacy level of the population are parameters of public health. The social environment, employment status, physical environment and personal health practices are also important health determinants that shape any public health promotion program in the country (Hills, 2004). Primary prevention of new infections is an important public health variable that must also be considered before initiating any health promotion programs. This is well defined and coordinated in Canada under the public health promotion acts. In primary prevention, the source of the infection is dealt with well before any threat of infection is reported. This prevents any infection from occurring and helps in the reduction of health and social inequalities in the society. The development of public health across the world was a continual process that was facilitated majorly by the high level of new diseases that were affecting the entire population. Diseases such as tuberculosis, sexually transmitted infections, HIV/AIDS and a number of other highly contagious diseases necessitated the intervention of different governments. The development of public health in Canada occurred in a well coordinated and progressive manner necessitated again by the high emergence of new infections and endemics. The country today has legal bodies that are mandated to ensure the promotion health and the prevention of diseases (ACPHHS, 2005). The co untry has a number of measures that it has adopted over the years to ensure public health promotion and development in the country. To achieve the mandates set forward for these institutions, the public health sectors of Canada have also initiated a number of partnership programs aimed towards ensuring the high cost of maintaining a healthy society and country is shared. The major players

Malicious Code :: Essays Papers

Malicious Code Introduction "The wind of change came on 26th March in the form of an email cyclone called Melissa. Moreover, during 1999 numerous changes in the level of computer virus technology were seen," Armstrong (May 2000, p1). From an organisational point of view, societies around the world are just learning about the level of importance that computer security against virus attacks and the critical significance of cybercrime. Companies around the world lost vast amounts of time, money and resources due to the lack of defense systems and lack of knowledge. Companies must ensure that the all data processing equipment like computers, routers and networks are robust and secure to withstand any type of malicious attack. The following report details some of the more common malicious code specifically viruses, explaining some of the damage, which these very powerful viruses can inflict on to any computer that it is not well prepared for this kinds of attacks. Armstrong (July 2000, p1), states that: ‘February's big story for the information security marketplace was the distributed denial-of-service attacks, which rendered the likes of Yahoo!, eBay, and E*Trade helpless. Most recently, news of the LoveBug hit. While statisticians still grapple with the costs associated with recuperating from this newest bug's sting, the latest reports indicate that approximately 90 per cent of networks worldwide were affected. Recovery costs associated with the LoveBug are estimated to range from about $600 million upwards to a big $10 billion. Along with all these woes, companies also have to fend off attacks - not only from the outside, but more importantly from inside. Malicious Code - A Virus According to Pfleeger (1997, p179) A virus is a program that can pass on malicious code to other nonmalicious programs by modifying them. The term virus arises because the affected program acts like a biological virus: modification of good programs is like a virus that infects other healthy subjects. In Australia damaging data in a computer carries heavy penalties, according to Carroll (1997, p33) in New South Wales, section 310 of the Crimes Act as amended in 1989 states that a person intentionally and without authority or lawful excuse destroys, alters or erases data, or inserts data, or interrupts or obstructs the lawful use of a computer is liable to ten years of penal servitude or a fine of $100,000 or both . According to Fites, Kratz & Brebner (1989) viruses or worms , program contructions which can degrade an operating system, destroy data files, and do much damage to the information a computer works with.

The effect of occupational fraud and abuse on the company

Occupational fraud and abuse is defined as â€Å"The use of one’s occupation for personal enrichment through the deliberate misuse or misapplication of the employing organization’s resources or assets† (2012 Report To Nations On Occupation Fraud And Abuse, 2012). Occupational fraud entails deceiving employing organization to obtain resources or assets for personal gain and abuse involves misapplication of the resources provided by the employer. Occupational fraud is typically for three types:1. Corruption 2. Asset Misappropriation 3. Fraudulent Statement.Amount these three categories, asset misappropriation, and corruption are the most common types of fraud and abuse. In 2012 total number of median loss of occupational fraud and abuses of all the reported cases was $140,000, and one-fifth of the cases involved losses of least $1 million (2012 Report To Nations On Occupation Fraud And Abuse, 2012).On an average United States organizations incurred 6% of revenue lo ss every year due to occupational fraud and abuse (Scott, A, 2002). Victim organizations not only bear the revenue loss but these types of frauds can also damage its goodwill in the community as well. Large organizations with multimillion turnovers can bear these losses but can have a devastating effect on small organizations. U.S. governmental oversight of accounting fraud and abuse and its effect on the company In the past many companies used the flexibly in accounting framework to modify its financial statements to present the perfect picture to the investors.Security and Exchange Commission (SEC) finally than introduced some detailed changes in the accounting framework. In addition, it introduced processes to enhance outside auditing, made recommendation to strengthen the audit committee, and encouraged cultural change. SEC’s Division of Corporate Finance is responsible to review critically the financial statements of the targeted companies to ensure that it is new and ex isting accounting rules are being followed and to minimize fraud and abuse using fraudulent statements. Additionally, SEC’s Division of Enforcement is responsible to bring civil  cases and penalties against the companies that attempts to conduct fraud or violets the security acts. Because of this oversight by SEC and government, companies are providing detail disclosures, more transparent financial statements to the investors and users of financial statements.Potential corruption schemes to be aware of in the companyCorruption means misusing the entrusted power or authority against the official duty to obtain benefits. Corruption schemes can be broken down into four categories: 1. Bribery- This entails offering, giving, and receiving anything of value to influence the decision. Official bribery involves providing or offering anything of value to influence the decision of government agent or employee. Commercial bribery deals with providing something of value to influence a business decision rather than decision of government employee or agent. Generally, there are two types of schemes involve in bribery: †¢Kickback Schemes: These schemes are possible because of collusion between employee of the victim company and outside party, typically vendors. In this, vendor submits either inflation or fraudulent invoices to the victim company, and the employee in the victim company makes sure that the payment is made on those invoices.After the payment, employee gets his or her share of payment that is known as kickback. In some cases, employee receives payment just by diverting excessive business to vendor. 2. Illegal Gratuities- In this corruption scheme, something of value is given to the employee to reward the decision. This is different from kickback schemes because benefits are provided as a reward for the decision made not to influence the decision. 3. Economic Extortion- This scheme is different from bribery and illegal gratuities, as in this case em ployee of the victim company demands something of value from outside party, and refusal to pay by outside party may causes loss of business.4. Conflicts of Interest – This occurs when employee has an undisclosed economic or personal interest in a transaction that makes the employee not to think in the best interest of the victim company that ultimately adversely affects the company. Recommendation of types of accounting evidence and methods of gathering such evidence to support the financial status review It is of great importance that every fraud examiner or forensic accountant to have good knowledge of the rules of the court, legal  system, and evidence for successful competition of the investigation. In order to be accepted as evidence, it must be relevant, material, and competent. â€Å"Relevant evidence means evidence having any tendency to make the existence of any fact that is of consequence to the determination of the action more probable or less probable than it w ould be without the evidence† (â€Å"Rule 401: Relevant Evidence- TN Court†, 2013).Materiality requires that evidence must prove a point and competency entails that evidence must be sufficient, reliable, and relevant to the case (WELLS, 2011). There are two types of evidence can be used to support the financial status review: 1. Primary evidence: This type of evidence is regarded as the best evidence because of its authenticity, credibility, and existence to prove a point and can value to a case. In addition, it provides direct evidence on the topic under review. These include original documents, accounting records, account statements, interviews, hand-written statements, etc. 2. Secondary evidence: This type of evidence is typically used and acceptable when the primary evidence is not available or destroyed.Every effort should be made to introduce and use primary evidence for better and credible representation of facts. These can include photocopies of the original doc uments, testimony of witness, etc. While doing full financial status review we can obtain information using various sources, such as emails, operating systems, database, accounting records, interviews with different personnel, bank statements, etc. We can also deploy audit techniques such as testing controls, analytical procedures, using substantive procedures, computer assisted audit techniques to obtain sufficient and reliable evidence to support financial review.