This paper examines job redesign and workplace reward systems as they apply to Certified Public Accountants (CPAs). It discusses the ethical obligations and daily responsibilities of the accounting profession, then analyzes how intrinsic and extrinsic motivators — including health benefits, bonuses, and verbal recognition — influence job satisfaction and performance. The paper also evaluates individual and company-set goals, their effectiveness, and the challenges CPAs face in balancing autonomy with organizational accountability. The conclusion reflects on how motivation, realistic goal-setting, and a strong ethical foundation collectively shape a CPA's long-term success within any organization.
What goes into the accounting profession? Are many responsibilities placed on the individual as well as the business? How does one remain motivated through daily work activities? Will he or she become a success through these endeavors? This paper discusses job redesign and workplace rewards as they apply to Certified Public Accountants (CPAs).
Certified Public Accountants have an impact at every organization they work for on a regular basis. Many in this profession rely on their firm to teach them the information needed to understand what is required of them, including ethics and workplace culture. Training is also involved for new employees. In order for a CPA to perform their job effectively, he or she must follow a code of ethics. This responsibility lies with the individual rather than the company (Colson, 2003). As Colson (2003) notes, "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."
One must also consider the traditions of the accounting profession (Colson, 2003). A CPA performs a wide range of duties within an organization, including conducting audits, assessing client relationships, managing requirements, demonstrating sensitivity to others, upholding business practices, maintaining commitment, considering the interests of others, and practicing ethics and conservatism (Colson, 2003). These responsibilities allow the individual to do what he or she is passionate about — helping others navigate the financial process and ensuring that compliance occurs within the business itself. The individual is held responsible for the assets of the company and must perform every aspect of the job with professionalism. This is not an easy task, as it requires ensuring that all figures are accurate so that the government does not step in to audit the business for further evaluation (Colson, 2003).
An individual in the accounting profession can become intrinsically motivated because of the considerable autonomy the role provides. The individual is able to manage his or her time with flexibility — completing necessary paperwork and scheduling time off within company guidelines. For example, a person may choose to arrive early and leave before or right at 5 p.m. This flexibility gives the individual a sense of empowerment and the knowledge that he or she is making a meaningful difference in the company and in the broader community served.
Furthermore, the profession gives individuals the opportunity to track assets and hold management accountable for their actions. Through holding others responsible, a CPA can derive a strong sense of job satisfaction (Colson, 2003). Rewards within a business are important in any profession. For a CPA, an individual is typically offered health, dental, and life insurance. This is generally quite appealing, as it encourages someone to remain in their career long-term and signals that the company genuinely cares about their wellbeing. A person will have some level of job satisfaction from knowing there is stability in their position. Everyone wants to feel that their work is worthwhile, and benefits packages are one way to attract and retain workers who wish to pursue a career as a CPA. The employee is intrinsically motivated by these benefits from the very start of the employment process, resulting in a desire to come to work knowing that their contributions are appreciated (U.S. Department of Justice, 2011).
"Bonuses, insurance, and verbal praise as motivators"
"How individual and company goals affect performance"
Motivation that is both intrinsic and extrinsic is important for any profession, especially for someone who serves as a CPA within an organization. Based on the reward system in place, a person may become more compelled to give their full effort; however, the opposite can also occur if the individual does not feel genuinely valued. Furthermore, when someone is drawn to a position primarily because of benefits such as health, dental, and life insurance, he or she may accept the role without fully considering all of the associated responsibilities, which can ultimately jeopardize their standing in the organization.
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