AND ITS ROLE IN THE DOWNFALL Corporate Culture and its Role in the Downfall Of Arthur Anderson LLC and Sunbeam Corporation Darrell V. Davis Grand Canyon University Bus 604 Business Ethics July 5‚ 2009 Abstract Corporate culture plays an extremely important role in the development of a company. Whether explicitly stated or not‚ the culture of a company reveals its attitude‚ motivation‚ and intentions. Arthur Andersen’s and Sunbeam’s cultures revealed that they were on the hunt for huge profits
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Arthur Andersen was one of the ’Big 5 ’ accounting firms‚ the others being PricewaterhouseCoopers (PWC)‚ Deloitte Touche‚ Ernst and Young‚ and KPMG. Throughout the 1980 ’s and 1990 ’s‚ these five companies provided auditing and tax services to most of the west ’s major companies. However‚ in 2002 Arthur Andersen ’s licences to practice as Certified Public Accountants (CPA ’s) in the US were voluntarily surrendered by the company in the wake of criminal charges relating to the Enron scandal. Although
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This study paper will provide information on how viable employee relations’ practices have contributed to Wal-Mart’s success as an employer. It will also show how the benefits may contribute to the success of Wal-Mart’s employment practices. Lastly it will describe how the organizational culture and the use of performance criteria could affect the introduction of a union. Explain how viable employee relations’ practices have contributed to Wal-Mart’s success as an employer. Employees
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management within Arthur Andersen. Specifically‚ the paper will discuss at least one legal‚ ethical‚ and social responsibility issue that impacts Arthur Andersen. Additionally‚ this paper will analyze the impact these factors have on Arthur Andersen’s management planning. Finally‚ this paper will analyze at least three factors that influence Arthur Andersen’s strategic‚ tactical‚ operational‚ and contingency planning. The firm of Arthur Andersen LLP was founded in 1913 by Arthur Andersen and
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superior’s practices and incapability to suggest new ways of doing things in all areas of the firm. Andersen’s organization‚ culture and practices were derived from the old structure‚ which were still seen as the best practices even if outdated. At the organization‚ new trends of the market and new competitors were not going to change any of the company. "Don’t question it. That’s the way it’s always been done". They had no desire to change their archaic practices. When Anderson realized that
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Enron: Questionable Accounting Leads to Collapse In the case of Enron‚ it comes down to pure greed and a lack of accountability. From the top‚ there was illegal activity with Ken Lay‚ Jeffrey Skilling‚ and Andrew Fastow who raided the company as though it was their own personal bank. On top of that‚ the culture of the rest of the company was to make as much money as they could and employees were rewarded by the amount of profit they could make without questioning the ethical means to do so.
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Enron: Questionable Accounting Leads to Collapse The Enron Corporation was established by integrating two major gas pipelines in 1985. The Company provided products and services related to natural gas‚ electricity‚ and communications and it was one of the world’s leading organizations at these sectors with claimed revenues of nearly $101 billion in 2000. Throughout the 1990s‚ Chair Ken Lay‚ chief executive officer Jeffrey Skilling and chief financial official officer Andrew Fastow transformed
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Resource Management Practices: Prescriptions in Panchatantra Dr C Chendroyaperumal Director National Institute of Management Studies Chennai 600096 Ccp_dr@yahoo.co.in Key words: HRM Practices – Panchatantra Abstract Human Resource Management has come into prominence only recently and its strategic importance recognized only very recently. The literature on human resource management is based largely on the western thought. The contributions to human resource management practices from India are rich
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Pfeffer (1998) defined best practice theory is on the basis of an assumption that a high performance enterprise’s successful human resource practices also can be the example used in other enterprises and get the same results. As a result of the different understanding of people‚ there is also having other definitions. For example‚ Johnson (2000) also giving an definition that best practice is considered as a type of human resource method or system which have some qualities like additive additively
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Summary The definition of HRM is the process of managing person in organizations. Recently‚ the purpose of HRM is to make profit for companies‚ increase employee’s creativity and innovation. According to Patteron (2006)‚ HRM could stimulate organizational development through facilitating the exploration of problems and promoting employees to expand their horizon and knowledge. In other words‚ HRM could develop organizational innovation through increasing employee creativity. In this situation
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