为什么会计人都想进“四大”,速来看“四大”最核心的优势吧!
发布时间:2020-04-25
为什么会计人都想进“四大”呢?究竟是什么在吸引着我们呢?今天大家就跟随51题库考试学习网一起,了解“四大”最核心的优势吧。
第一,四大的文化
很多人从“四大”出来的人都戏称加班和出差就是“四大”的文化,但其实这恰恰说明了在“四大”工作需要勤奋和努力。加班确实是“四大”的常态,行李箱经常放在公司随时准备出发也是常态,更重要的是面对这种工作模式,“四大人”表现出来的专业和积极的工作态度。工作氛围、服装要求、语言表达方式、培训机制,“四大”的文化确确实实和其他会计师事务所有这本质的不同。
第二,四大的业务规模
业务规模可以从客户和自身规模两方面来说明。
先说客户,中国银行,中国石油,中国华能,中国铝业,国家电网,中国人寿……“四大”在中国的客户除了世界500强就是中国500强。拿审计来说,同样从事审计工作,在“四大”做审计对比在其他会计师事务所,审计对象完全不同。再说业务规模,“四大”在全球动辄100多个国家几百个办事处,十几万名工作人员,同样也是其他会计师事务所无法比拟的。
第三,四大的待遇
虽然让无数人为之向往,但四大的待遇真的不是最高,客观的形容就是还不错。对于应届毕业生来说,7K-9K的起薪加上每年的涨薪幅度,其实也不低。但是折合成小时工资就真的不高。那么为什么还有那么多人趋之若鹜呢?因为这里有非常重要的一点——未来的预期。升入senior manager级别以后,年薪80万还是有的,成为合伙人的话年薪150万-200万完全不是梦想。
这里还要说一个重要的事情,就是假期。四大的假期“狠”多:年假普通员工一般10天;病假,各公司不同,每年最多有10天;考试假,各公司不同,最多10天;加班假,看具体加班时间……忘了说,这里有个大前提,就是这些假如果能真能休上的话。
第四,四大的发展前景
进入“四大”以后,发展前景主要有2条:一,专注于在“四大”内部升迁;二,当跳板为将来做铺垫。首先,四大是一个真的可以靠工作能力奋斗升迁的地方,只要努力就好,相对公平。前面说到当上senior manager后,薪资、假期会水涨船高,成为合伙人以后一切变得更加优越。但是成为合伙人需要很久很久的时间,据说最少需要12年,甚至16年或者更久。看了很多四大前辈们的心得,发现选择第二条道路的人很多,主要是因为四大的牌子很亮,加上从“四大”出来的人工作能力一般都不会有什么大问题,选择从事分析师、资产评估师、审计师,甚至开个会计师事务所也是不错的选择。
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下面小编为大家准备了 ACCA考试 的相关考题,供大家学习参考。
1 Rowlands & Medeleev (R&M), a major listed European civil engineering company, was successful in its bid to become
principal (lead) contractor to build the Giant Dam Project in an East Asian country. The board of R&M prided itself in
observing the highest standards of corporate governance. R&M’s client, the government of the East Asian country, had
taken into account several factors in appointing the principal contractor including each bidder’s track record in large
civil engineering projects, the value of the bid and a statement, required from each bidder, on how it would deal with
the ‘sensitive issues’ and publicity that might arise as a result of the project.
The Giant Dam Project was seen as vital to the East Asian country’s economic development as it would provide a
large amount of hydroelectric power. This was seen as a ‘clean energy’ driver of future economic growth. The
government was keen to point out that because hydroelectric power did not involve the burning of fossil fuels, the
power would be environmentally clean and would contribute to the East Asian country’s ability to meet its
internationally agreed carbon emission targets. This, in turn, would contribute to the reduction of greenhouse gases
in the environment. Critics, such as the environmental pressure group ‘Stop-the-dam’, however, argued that the
project was far too large and the cost to the local environment would be unacceptable. Stop-the-dam was highly
organised and, according to press reports in Europe, was capable of disrupting progress on the dam by measures such
as creating ‘human barriers’ to the site and hiding people in tunnels who would have to be physically removed before
proceeding. A spokesman for Stop-the-dam said it would definitely be attempting to resist the Giant Dam Project when
construction started.
The project was intended to dam one of the region’s largest rivers, thus creating a massive lake behind it. The lake
would, the critics claimed, not only displace an estimated 100,000 people from their homes, but would also flood
productive farmland and destroy several rare plant and animal habitats. A number of important archaeological sites
would also be lost. The largest community to be relocated was the indigenous First Nation people who had lived on
and farmed the land for an estimated thousand years. A spokesman for the First Nation community said that the ‘true
price’ of hydroelectric power was ‘misery and cruelty’. A press report said that whilst the First Nation would be unlikely
to disrupt the building of the dam, it was highly likely that they would protest and also attempt to mobilise opinion in
other parts of the world against the Giant Dam Project.
The board of R&M was fully aware of the controversy when it submitted its tender to build the dam. The finance
director, Sally Grignard, had insisted on putting an amount into the tender for the management of ‘local risks’. Sally
was also responsible for the financing of the project for R&M. Although the client was expected to release money in
several ‘interim payments’ as the various parts of the project were completed to strict time deadlines, she anticipated
a number of working capital challenges for R&M, especially near the beginning where a number of early stage costs
would need to be incurred. There would, she explained, also be financing issues in managing the cash flows to R&M’s
many subcontractors. Although the major banks financed the client through a lending syndicate, R&M’s usual bank
said it was wary of lending directly to R&M for the Giant Dam Project because of the potential negative publicity that
might result. Another bank said it would provide R&M with its early stage working capital needs on the understanding
that its involvement in financing R&M to undertake the Giant Dam Project was not disclosed. A press statement from
Stop-the-dam said that it would do all it could to discover R&M’s financial lenders and publicly expose them. Sally
told the R&M board that some debt financing would be essential until the first interim payments from the client
became available.
When it was announced that R&M had won the contract to build the Giant Dam Project, some of its institutional
shareholders contacted Richard Markovnikoff, the chairman. They wanted reassurance that the company had fully
taken the environmental issues and other risks into account. One fund manager asked if Mr Markovnikoff could
explain the sustainability implications of the project to assess whether R&M shares were still suitable for his
environmentally sensitive clients. Mr Markovnikoff said, through the company’s investor relations department, that he
intended to give a statement at the next annual general meeting (AGM) that he hoped would address these
environmental concerns. He would also, he said, make a statement on the importance of confidentiality in the
financing of the early stage working capital needs.
(a) Any large project such as the Giant Dam Project has a number of stakeholders.
Required:
(i) Define the terms ‘stakeholder’ and ‘stakeholder claim’, and identify from the case FOUR of R&M’s
external stakeholders as it carries out the Giant Dam Project; (6 marks)
(a) (i) Stakeholders
A stakeholder can be defined as any person or group that can affect or be affected by an entity. In this case, stakeholders
are those that can affect or be affected by the building of the Giant Dam Project. Stakeholding is thus bi-directional.
Stakeholders can be those (voluntarily or involuntarily) affected by the activities of an organisation or the stakeholder
may be seeking to influence the organisation in some way.
All stakeholding is characterised by the making of ‘claims’ upon an organisation. Put simply, stakeholders ‘want
something’ although in some cases, the ‘want’ may not be known by the stakeholder (such as future generations). It is
the task of management to decide on the strengths of each stakeholder’s claim in formulating strategy and in making
decisions. In most situations it is likely that some stakeholder claims will be privileged over others.
R&M’s external stakeholders include:
– The client (the government of the East Asian country)
– Stop-the-dam pressure group
– First Nation (the indigenous people group)
– The banks that will be financing R&M’s initial working capital
– Shareholders
(ii) Comment briefly on the use of its own tree plantations as a source of raw materials by Our Timbers Ltd.
(3 marks)
(ii) The use of its own tree plantations as a source of raw materials not only ensures available supplies of timber but may
also demonstrate that the directors of Our Timbers Ltd are mindful of the need for careful planning in the consumption
of natural resources. This concern with the need to protect the environment will enhance the reputation of Our Timbers
Ltd as an environmentally-conscious organisation which in turn may translate into a source of competitive advantage
since contemporary thought is very much focused on the environmental responsibilities of organisations with particular
regard to the use of natural resources such as timber.
(iii) whether you agree or not with the statement of the production director. (3 marks)
(iii) ‘If we implement a reward scheme then it is bound to be beneficial for BGL’.
The statement of the manufacturing director is not necessarily correct. Indeed there is much evidence to support the
proposition that the existence of performance-related reward schemes can encourage dysfunctional behaviour. This often
manifests itself in the form. of ‘budgetary slack’ which is incorporated into budgets in anticipation of subsequent cuts by
higher levels of management or to make subsequent performance look better.
(c) Briefly describe three advantages to Bailey’s of counselling. (3 marks)
(c) For Bailey’s the advantages of counselling as a means of understanding and addressing the problems are that it provides a confidential service to the employee to discuss problems away from and not involving management or supervision. There is no obvious human resources policy at Bailey’s and counselling provides an opportunity to develop an appropriate policy from understanding individual problems.
This in turn will demonstrate organisational commitment to the employees that has been lacking in the past at Bailey’s and begin the process of better performance and increase in commitment.
At another level, counselling can provide a link to other external agencies to assist with personal problems that may be deemed too specific for resolution within Bailey’s.
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