Job Redesign And Workplace Rewards Assessment Research Paper

Length: 6 pages Sources: 2 Subject: Business Type: Research Paper Paper: #12028783 Related Topics: Book Of Job, Certified Public Accountant, Career Assessment, Workplace Ethics
Excerpt from Research Paper :

Redesign and Workplace Assessment

What goes into the accountant profession? Are many responsibilities placed on the individual as well as the business? How does one remain motivated through his or her daily work activities? Will he or she become a success through these endeavors? One will discuss job redesign and workplace rewards.

Certified Public Accountants (CPA) have an impact at every organization they work at on a regular basis. Many in this profession rely on their firm to teach them the necessary information needed in order to understand what is required of them, such as ethics and culture. Training is involved for a new employee as well. In order for a CPA to do their job effectively, he or she has to follow a code of ethics. This lies with the individual rather than the company (Colson, 2003). "Professionals are expected to follow their profession's ethical codes even when these differ from their individual moral convictions or from the demands of their employers" (Colson, 2003).

One has to note the "traditions of the accounting profession" (Colson, 2003). An individual does much as a CPA within an organization. He or she does audits, assesses client relationships, requirements, sensitivity to others, business practices, commitment, interests of others, ethics and conservatism (Colson, 2003). These allow for one to do what he or she is passionate about, and that is the opportunity to help others through the financial process as well as to make sure that compliance occurs within the business itself. The individual is held responsible for the assets of the company and to do every aspect of the job with professionalism. This is not an easy task because of having to make sure that all numbers are perfect within the business, so that the government does not step in and audit the business for further evaluation (Colson, 2003).

An individual does become intrinsically motivated because of how he or she has much autonomy while in the profession itself. The individual is able to take time anytime he or she pleases because of the opportunity to get done with any necessary paperwork and to go on vacation at his or her own leisure but within company guidelines. For example, a person is able to get to work early and get off before 5 p.m. Or right at that particular time. This gives an individual flexibility and a sense of empowerment knowing that he or she is making a difference in the company and world in which he or she serves on a regular basis. Not only that, but the profession gives a person the opportunity in which to keep track of assets and hold management accountable for their actions. He or she becomes aware that through their position that one learns that through holding others responsible for their actions, which give him or her have a sense of job satisfaction through this process (Colson, 2003). One needs to analyze current company-wide rewards, and how an individual is motivated them or not.

Rewards within a business are important for any profession. For a CPA, an individual is allowed health, dental and life insurance. This is usually quite enticing because it enables someone to stay at their career for a lifetime and knowing that their company cares for them that much, especially with their well-being. A person will have some level of job satisfaction because of knowing that there is some permanency with their position.

Everyone desires to know that their work is worth it, and this is one way in which to bring in workers who want to work as a CPA. He or she is intrinsically motivated because of having this free gift handed to him or her at the beginning of the employment process. As a result, the person wants to...


Department of Justice, 2011).

Within this profession, one is able to experience bonuses. As an individual does his or her work with excellence, he or she will strive to become the best possible as a means in which to get extra income on the paycheck. Some businesses provide an extra 10%, while others provide at 25% or more. This is sometimes dependent upon the size of the firm as well as how well the economy is doing at that particular time (U.S. Department of Justice, 2011).

Anyone would easily become motivated intrinsically knowing that he or she is going to have a bonus or will have one in the near future. An individual is more likely to work as hard as possible each day and to hope to impress his or her boss through this entire process. If the manager approves of his or her work ethic, then this would entice the individual to continue to work as hard as possible. Furthermore, someone strives quite hard in making sure that their money is increased as regular as possible with the hopes of getting a nice raise in the future. Through this, one does everything possible to make a difference in his or her world of business through accounting practices (U.S. Department of Justice, 2011).

Every business rewards their employees, sometimes tangibly and other times verbally. This is done usually by saying, "Thank you for all your hard work," or something close to it depending on the CPA's supervisor. As a result, an individual's motivation increases which allows the CPA, feel good and valued within his or her profession. This will cause someone to have a high level of self-esteem because of the appreciation that occurred from his or her boss. Through their efforts, an individual wants to stay at their chosen company indefinitely because of how he or she is confident knowing that the world is better because of their auditing within the business in order to prevent the government from stepping in for any given reason. Regardless, a person has self-efficacy and self-confidence. With any recognition, the company has to do this sparingly in order to keep people focused on their jobs, and to prevent others from expecting it all the time (U.S. Department of Justice, 2011).

Goals are used in a number of ways in which to help a CPA through his or her chosen profession. For example, a company can set them through group and individual encounters. This is done as a means that a person sets them according to his or her schedule. An instance of this is when someone wants to get the numbers all handwritten in an accounting book by the end of the work week. The following week he or she will put all of them into an excel document in excel. Furthermore, an individual could take all the information to his or her supervisor, and then it is taken to the Chief Financial Officer (CFO). These are illustrations on how one sets his or her own schedule through realistic goals. Since the person's goals is set from their perspective, some level of flaws are present; therefore, one needs accountability from management in order to make sure that he or she is doing their job correctly on a regular basis.

The company sets goals for the CPA. Many are worth noting. For example, a person may get told to get all the accounting done by February of the following year, so that he or she can work on taxes for each individual employee within the organization. Usually, he or she will put in many long hours during tax season, and then take a much needed vacation afterwards due to exhaustion. Here are some more instances on how management sets goals for the employee. He or she is possibly told that it is important to work on the paychecks on a bi-weekly basis, but to have them complete at least two days previous. If he or she does not, then the person will hear from the employer and the employees for not becoming disciplined.

One has to mention the effectiveness of the goals that set forth within the business itself. Most of the time they are quite realistic, especially if the CPA has many duties within his or her own position. The company may have him or her make sure that she is following protocol in regards to doing taxes or doing bi-weekly paychecks. Through this, one has the possibility to become a huge success in his or her career.

Since all are from a subjective viewpoint, this means that the individual will have either issues with management or struggle to get everything done in a timely manner in accordance with the standards of the company. This can become frustrating when an individual has to multi-task, and someone may decide to spread rumors of how he or she feels; consequently, the lack of motivation will occur intrinsically due to not getting realistic goals set internally and externally on a daily basis. Overall, these goals are not very effective. This is because of…

Sources Used in Documents:


Colson, R. (2003). Principles of professional conduct. Retrieved May 15, 2011, from The CPA


U.S. Department of Justice. (2011). Careers. Retrieved May 15, 2011, from U.S. Department of Justice:

Cite this Document:

"Job Redesign And Workplace Rewards Assessment" (2011, May 16) Retrieved August 1, 2021, from

"Job Redesign And Workplace Rewards Assessment" 16 May 2011. Web.1 August. 2021. <>

"Job Redesign And Workplace Rewards Assessment", 16 May 2011, Accessed.1 August. 2021,

Related Documents
Job Redesign and Workplace Rewards Assessment Identify
Words: 2050 Length: 8 Pages Topic: Business Paper #: 21881466

Job Redesign and Workplace Rewards Assessment Identify the current major components, tasks, or responsibilities of the selected position. Does the job currently allow any self-management or sense of choice? Does the position cultivate a sense of intrinsic motivation? Coca Cola Company represents the largest manufacturing, marketer, and distributor, of non-alcoholic beverages and syrups across the globe. The approximate turnover of the company is above six millions beverages per day. The company also

Job Redesign and Workplace Rewards Assessment
Words: 1496 Length: 5 Pages Topic: Careers Paper #: 2735565

Job Redesign and Workplace Rewards Assessment: Advertising art director at an advertising agency Job components, tasks, or responsibilities Employees whose work focuses on designing the content of advertising often have a greater deal of leeway in terms of governing their day than other types of employees. Advertising professionals are 'creatives,' meaning that their output is more subjective in its value than, say, a factory employee that must produce so much of a particular

Job Rewards Job Redesign and
Words: 1848 Length: 6 Pages Topic: Business - Management Paper #: 6895171

93). This approach allows members of the team to act autonomously; that is, once the supervisor is selected each member of the team has their own target to hit, and their own method or tools for realizing their target or goal. When they achieve this goal, they are rewarded through recognition of their efforts and greater autonomy or a promotion. This in turn may lead to increases in status

Job Redesign Approaches to Revise the Selected
Words: 1417 Length: 5 Pages Topic: Business - Management Paper #: 166933

job redesign approaches to revise the selected position. There are various job redesign approaches that can be adopted in order to revise the role of the supervisor at GM. Grant & Parker (2009, p. 5) pointed out that job design describes how various jobs, roles and tasks are structured, modified and enacted. It also describes the impact of the structures. Job design has also been pointed out by Strumpfer (2006)

Job Assessment the Position of
Words: 1632 Length: 6 Pages Topic: Careers Paper #: 39836689

The employee does, however, receive recognition and has the possibility of extrinsic rewards such as pay raises and promotions. The relative lack of positive goals for the cashier/finisher position is ineffective. Employees are not encouraged to seek new, higher standards of performance because they face limited advancement and pay raise prospects. The company's emphasis on minimum standards works well, but the bagel example shows how better use of positive goal-setting

HSMS Gap Analysis Hazard Identification and Risk Assessments
Words: 14774 Length: 5 Pages Topic: Engineering Paper #: 45172476

HSMS Gap Analysis and Hazard Identification Risk Assessments Description of APM Terminals Legal Environment Review of the Health and Safety Management System Description Gap Analysis Hazard Identification Physical Hazards Health and Welfare Hazards Risk Assessment Physical Hazard -- Working at Height - Scaffolding Health & Welfare Hazard -- Noise Action Plans Action Plan 1 - Management System Action Plan 2 -- Hazards and Risks Barbour Checklist: BS OHSAS 18001 Audit Checklist Occupational health and safety management has numerous benefits for business, not only an employer's duty