新西兰英语语言学论文代写-审计风险评估

新西兰英语语言学论文代写-审计风险评估。公司的财务报告可能会因为员工的错误或欺诈而出现错误陈述。审计人员必须以这样一种方式来计划审计工作:如果发生了这样的事情，它就会被发现。审计人员还可以通过风险评估发现会计记录中的这种违规行为。在声音世界有限公司的审计工作中，审核员应收集更多有关现金及信贷销售、股票及开支等项目的样本。相关的内部控制需要进行彻底的评估。

Several steps need to be taken. Firstly the employees who make cash sales in Soundworld need to be questioned. The records of bills of sales made by them should be checked along with the amount of cash being deposited by these employees. Secondly, physical verification of company’s stock by auditors must be done. Thirdly, a study of organization structure to find out who are the people authorized to make expenses for the company and whether there is a system in the company to verify if the expenses reported have actually been made (University Of Washington, 2016).
Ineffective change sponsorship from senior leaders
Ineffective change sponsorship has been observed as being the chief obstacle, specially stating issues with:
Invisible or inactive sponsors
Sponsors not placed at the correct level (not adequately high within the company)
Ineffective alignment amongst the chief stakeholders leading to poor sponsor coalition
Uncertain sponsor obligation (particularly for lengthy projects)
Clashes of interest among chief business leaders (supervisors goals weren’t in line with the proposed change) (David, 2003).
Ineffective sponsorship straight away has an impact upon the worth a particular project or change offers to the corporation (Anderson and Anderson, 2001). In the similar manner that sound sponsorship could activate and mobilize the company, ineffective sponsorship could delay and inhibit progress. Staff members construe an inactive or absent sponsor like a sign of how significant – or insignificant – the effort is.
Situational factors
Compelling change on individuals could involve several negative side effects in short as well as the long-term (Nelly et. al., 2001). Efforts of change be making use of the approaches on the right of the graph could frequently help in developing a company and its individuals in beneficial ways. Moreover, in few situations, understanding the four forces might not offer a manager a contented and clear option (Anderson and Anderson, 2001). Taking into consideration, a condition where a supervisor holds a weak standing in respect of the individuals whom he/she thinks require a change and still faces serious costs in case if the change is not executed instantaneously (Kreitner, 1995). Such a supervisor is evidently within a bind position. If he/she is someway incapable of increasing his/her control in the situation, he/she would be compelled to select a compromise approach and face hard times.

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