Accountability
Definition
Accountability is like a commitment: people promise to do something and then they will follow the commitment (Accountability, 2013). According to Benjamin et al. (cited in Measurement and Accountability, 2011), accountability is defined as that individuals, companies and society are responsible for their decisions, actions relevant to their consequences. Combine with the business, the employee accountability is the employee responsibility to complete the tasks allocated, perform their duties to meet the job expectations and then achieve the company’s common goals (Employee Accountability in the Workplace, 2013). Specific in our accounting industry, accountability requires accountants to be cautious and technical in their professional practices, and responsible for their negligence actions (Accountability, n.d.).
Importance
Accountability is important to the success of the business. No matter what positions of employees, all of them are equally responsible for contributing to the success of the company. Staff in the company work together and share the accountability to achieve the company’s long-term and short-term goals and make the business more productive and effective (Employee Accountability in the Workplace, 2013). Accountability can provide the motivation in their work to overcome the nature obstruction (Geeter, 2011).
Relevant to our accounting firm, staff need be accountable to their clients, help them minimize tax to maximize their profits, this conduct can help the firm build a good relationship with the clients. Also employees need to be accountable to the public, complying the GAAP and relevant laws to reasonably avoid the tax, this conduct can help the company on the right track. All the employees need to be responsible to the work assigned to them, providing the accurate data to meet the company’s expectations. Holding employees accountable for performance standards can improve their engagement in the work.
Relevant to our accounting firm, staff need be accountable to their clients, help them minimize tax to maximize their profits, this conduct can help the firm build a good relationship with the clients. Also employees need to be accountable to the public, complying the GAAP and relevant laws to reasonably avoid the tax, this conduct can help the company on the right track. All the employees need to be responsible to the work assigned to them, providing the accurate data to meet the company’s expectations. Holding employees accountable for performance standards can improve their engagement in the work.
Development
In general, fingerpointing and blame game are two main problems which present a lack of accountability in the company, which drag down morale and hurts productivity and efficiently (Improving employee accountability, n.d.). Therefore, it is important for company to improve employee accountability to avoid it. The strategies of improving employee accountability to improve our organization benefits are as follows:
- Accountability training program
When you are a new staff or we find you are lack of accountability, we will send you to our ‘accountability training program’. From this program, you will learn how to create a comfortable and motivated workforce, develop your personal responsibility, and eliminate fingerpointing and the blame game. Firstly, we introduce the basic concepts of employee accountability to find out whether you know the expectations of you. Like which part you need to do when you are doing the financial report or what agreement you need to decide with your clients. Then we establish a clear individual goal to each of you. Like how many projects you need to accomplish. Thirdly, let you discuss why someone likes to point out others or avoid accountability instead of taking their own responsibilities, and understand the harm of fingerpointing and the blame game. Providing a game called ’I was wrong’ to let everyone take part in. Everyone in our company needs to join in this training program. This is like a requirement for being an employee of our company.
- Biometric measurement equipment
Biometric measurement equipment is like a finger scanner which is newly arisen technology in the company. For the employee to be responsible for their work, they sign in and out to present their work. You need to use your biometric characteristics to present the work and be accountable for it (Employee Accountability in the Workplace, 2013).
- Setting clear performance expectations
Our company will set clear job expectation when you enter in to the company. Specifically, when you receive a project, we will also have a meeting to clearly set the performance expectations.
- Monitoring progress
If we know someone watches our performance, it is nature for us to try our best to perform better. Therefore, monitoring employees’ progress will motivate you to be more accountable (Employee Accountability in the Workplace, 2013). Also at the same time generating a monitoring progress report is significant for you to improve your accountability.
- Regular meeting
We provide regular meetings for you to give us your complaints of your work. Whether you have difficulties during the work, and whether you need for help.
- Rewarding program
Staff need to know their efforts achieve the company’s common goal in a tangible way (Guest, 2012). For example: we can increase their salaries or bonus to encourage them continuing to be accountable for their performance. And also the rewards are highly visible to all the staff to encourage everyone.
Evaluation
- Company
The company has the performance management system to evaluate employees’ accountability (Mayhew, n.d.).
Firstly establish performance standards which are the levels that employees must achieve. This requires staff to satisfy the job expectations relevant to the company’s objectives. Then base on the real performance, the annual performance appraisal review is the basic evidence to measure the employee’s accountability.
In addition, the employee's feedback collected from the supervisors and managers is another informal way to measure the accountability.
Firstly establish performance standards which are the levels that employees must achieve. This requires staff to satisfy the job expectations relevant to the company’s objectives. Then base on the real performance, the annual performance appraisal review is the basic evidence to measure the employee’s accountability.
In addition, the employee's feedback collected from the supervisors and managers is another informal way to measure the accountability.
- Clients
Clients’ satisfaction is another way to assess the employee’s accountability (Geeter, 2011). We can collect feedbacks from the clients.
- Employee
Assess accountability by asking yourself the following questions:
1. When you say you are going to do something, do you really to do it?
2. Are your commitments realistic?
3. Do you really understand what your job expectation is as an accountant?
Answer: (1. Accrual financial reports 2. Provide effective advice to your client 3. Reasonable tax avoidance)
4. Do you ask for help when you in the dilemmas during the work?
5. Do you consistently match your commitments with your actions?
6. If you realize that you cannot accomplish your promise, do you communicate with your manager in time?
1. When you say you are going to do something, do you really to do it?
2. Are your commitments realistic?
3. Do you really understand what your job expectation is as an accountant?
Answer: (1. Accrual financial reports 2. Provide effective advice to your client 3. Reasonable tax avoidance)
4. Do you ask for help when you in the dilemmas during the work?
5. Do you consistently match your commitments with your actions?
6. If you realize that you cannot accomplish your promise, do you communicate with your manager in time?
References
Accountability. (2013). CNA Training Advisor. Retrieved from: http://go.galegroup.com/ps/i.do?id=GALE%7CA308883461&v=2.1&u=cowan&it=r&p=AONE&sw=w&asid=87a1cafa0636d2fb04f966d8b9c50fb7
Accountability.(n.d.). Investopedia. Retrieved from: http://www.investopedia.com/terms/a/accountability.asp
Employee Accountability in the Workplace, (2013). Time Well Scheduled.
Retrieved from:http://timewellscheduled.com/employee-accountability-in-the-workplace/
Geeter, K. (2011). The importance of accountability. Anti Essays. Retrieved from:
http://www.antiessays.com/free-essays/164800.html
Guest. (2012). The 5 Step Formula For Improving Accountability. Color Q Personality Power. Retrieved from:
http://colorqpersonalities.com/improving-accountabilit/
Improving Employee Accountability. (n.d.). National Seminars Training.
Retrieved from:
http://www.nationalseminarstraining.com/join/SeminarSearchResults/Improving_Employee_Accountability/YHIEA/index.html
Mayhew, R. (n.d.). How to Measure Employee Accountability. Ehow Money. Retrieved from: http://www.ehow.com/how_7586897_measure-employee-accountability.html
Measurement and Accountability. (2011). For the Public's Health: The Role of Measurement in Action and Accountability (Chapter 4). Retrieved from:http://www.nap.edu/openbook.php?record_id=13005&page=111
Accountability.(n.d.). Investopedia. Retrieved from: http://www.investopedia.com/terms/a/accountability.asp
Employee Accountability in the Workplace, (2013). Time Well Scheduled.
Retrieved from:http://timewellscheduled.com/employee-accountability-in-the-workplace/
Geeter, K. (2011). The importance of accountability. Anti Essays. Retrieved from:
http://www.antiessays.com/free-essays/164800.html
Guest. (2012). The 5 Step Formula For Improving Accountability. Color Q Personality Power. Retrieved from:
http://colorqpersonalities.com/improving-accountabilit/
Improving Employee Accountability. (n.d.). National Seminars Training.
Retrieved from:
http://www.nationalseminarstraining.com/join/SeminarSearchResults/Improving_Employee_Accountability/YHIEA/index.html
Mayhew, R. (n.d.). How to Measure Employee Accountability. Ehow Money. Retrieved from: http://www.ehow.com/how_7586897_measure-employee-accountability.html
Measurement and Accountability. (2011). For the Public's Health: The Role of Measurement in Action and Accountability (Chapter 4). Retrieved from:http://www.nap.edu/openbook.php?record_id=13005&page=111