Stephen Colbert on American Jobs Essay Example for Free

Stephen Colbert on American Jobs Essay They range from jobs to energy to healthcare, and of course, they are all written in a satirical sense. In the second chapter, Colbert and his writers talk about jobs in America. They discuss the problem of jobs being shipped overseas to countries like India and China and Colbert puts forth his â€Å"solutions† to the problems, which mostly include setting up sweatshops in America. He also talks about job interviews and how to be successful at them. Colbert and his staff of writers use a wide range of comic techniques in the book as a whole and in the chapter on jobs to satirize the American culture and government. One comic technique Colbert uses in the jobs chapter is reduction. Reduction is essentially belittling or degrading someone. Near the beginning of the chapter, there is a picture of Barack Obama being captioned as Jimmy Carter. While Jimmy Carter was a decent president and many historians agree that he didn’t do anything bad, he is widely remembered for not doing much of anything during his one term as president except failing to get the Americans that were being held hostage in Iran out safely. Barack Obama has a similar record of inactivity in his first term, so the book captions Obama as Carter to essentially say that Obama didn’t do much in his first term as president. Throughout the chapter and the whole book, Colbert and his writers use pictures to their advantage. This is a common technique in satire because it’s easy to get your message across using pictures. They are usually fairly simple, quick to look at, and easy to understand the meaning of. Colbert also uses caricatures to his advantage in the chapter on jobs. A caricature is usually some sort of picture of the person or group being satirized with their more unsightly features being greatly exaggerated. It is a common technique used by satirists. Near the beginning of the chapter, there is a picture of an Indian woman going through the Kama Sutra exercises, a very old series of exercises used to strengthen the body and mind, while working at a call center. Through this picture, Colbert is talking about the problem of American jobs being shipped overseas. He also has a picture of a howler monkey named Bobo running a human resources department at a company. There is a common stereotype against human resources departments for not doing much work and making the employees’ lives difficult. The howler monkey is supposed to represent the HR department because it would be impossible to work with a monkey. Bobo even goes so far as to eat an employee’s paperwork, the equivalent of an HR department losing your paperwork. While pictures are of great use in satire, words can be just as effective if used properly. One technique Colbert and his writers use is burlesque, or the treating of a serious matter in a joking or flippant way. Burlesque is used throughout the chapter, but is used the most in the part about job interviews. Job interviews are extremely important, for they can make the difference between being hired for a job and not getting a job. In our current economy, interviews have become even more important because people are often in dire need of employment. Colbert devotes several pages to telling readers how to conduct a good interview. He tells the reader how many handshakes they should give, proper dress, and even how to appeal to the interviewer. Colbert also says to repeat the interviewer’s name many times. He says â€Å"Make a point of repeating your interviewer’s name as many times as possible as soon as you hear it† (Colbert 44). Colbert is essentially saying that by repeating the interviewer’s name, you’re flattering them, a common technique used by job seekers in interviews. Colbert satirizes the interview process as whole because he sees it as a joke and formality. He believes, and many will agree with him, that getting a job depends on flattery and connections with the interviewer. A fourth technique used by Colbert in the jobs chapter is reductio ad absurdum. This technique involves the satirist pretending to take the side of the person or group he or she is mocking in an attempt to further humiliate their subject. In the chapter, Colbert pretends to support sweatshops and shipping jobs overseas. He even goes so far as to suggest putting sweatshops in America and disbanding unions. In one of Colbert’s â€Å"truth punches† he says â€Å"The minimum wage ruined the proud American tradition of the sweatshop. You start paying American workers a minimum wage, the next thing you know they’re demanding air-conditioning and less flammable shirtwaist materials† (Colbert 30). The conditions he describes are very common in sweatshops around the world and are obviously a huge health and safety hazard. However, they make manufacturing cheaper and the lack of labor laws allows them to force their employees to work in the aforementioned conditions. Colbert pretends to support these views because by doing so he can make fun of them more effectively. Also, he highlights the extreme working conditions because by doing so, he can show the absurdity of both sweatshops and the argument for them. He can pretend to support horrible working conditions and still be viewed as humorous because everyone knows that those conditions are inhumane. One characteristic of satire that Colbert and his writers use in the jobs chapter is obscenity. At the beginning, he makes fun of the Rosie the Riveter, a common figure for female empowerment during World War II. He describes Rosie as â€Å"History’s most thinly veiled lesbian-I have worked hard to remain ignorant of whatever depraved act ‘riveting’ is† (Colbert 21). He also talks about Alan Greenspan’s scrotum and puts in a picture of it. The obscenity does not really have any purpose in satirizing Americans and their jobs. It’s there mostly for the sake of making the reader laugh and want to continue. Exaggeration is easily one of the most common, if not the most common, characteristics of satire. The chapter and the book as a whole are filled with exaggerations of varying amounts. He uses a â€Å"quote† of Ayn Rand’s, which says â€Å"Any man using the words of another is an unthinkable parasite worthy of contempt and death† (Colbert 25). Obviously Ayn Rand never said this; it’s a rather extreme thing to say and would have damaged her credibility. Colbert uses exaggeration in this instance to satirize Rand’s views of the working American. She is widely known for being a conservative and scorning Americans who don’t work and live off of the benefits of society. Colbert also uses this quote as an opportunity to take another swing at the Republicans. By making fun of a popular conservative, he is, by association, making fun of conservatives as a whole. The style of satire that Colbert and his writers use is a monologue. In a monologue, the satirist speaks from behind a mask. In America Again, Colbert is the narrator, and he uses this position to satirize more freely. By staying as himself, he can use the persona he has on his tv show, and he doesn’t need to spend time creating a character to speak through. This is also advantageous when using the reductio ad absurdum technique because most readers will already know that he doesn’t really support the side he’s pretending to be on, and they can appreciate the comedy more. The chapter on jobs was very amusing and did a good job of satirizing American jobs and American’s views on jobs. He satirizes how Americans preach the need to bring jobs back to America from countries like India and China, but no one is willing to lose money by investing in more expensive American workers.

Social and emotional develop Essay Example for Free

Social and emotional develop Essay To support social and emotional develop and to provide positive guidance As an early Childhood Teacher I promote social-emotional development in my classroom by embedding my teaching practices throughout the day. Remaining sensitive to children’s needs helps them feel secure and confident, and acts as a model for effective social behavior. For example, I usually ask questions to help children find a solution to a social conflict that helps them develop problem-solving skills. I also tend to every day read a story and engage children in a conversation about a socially challenging situation witch serve as a lesson in handling social problems as well as in literacy. Self I greet each child and their parents daily. I provide plenty of praise and encouragement to the children about their activities and accomplishments. This action lets the children know that they are loved, appreciated and special. I help children feel good about them selves and build high self-esteem. I use games, books, songs, finger plays, etc. to help the children learn to accept themselves and others. I provide materials and activities that are age-appropriate so that each child can experience success. I also spend time with the children individually and I make sure they get plenty of hugs and affection throughout the day. Social – I teach the children how to socialize with each other daily. I provide activities and space for the children to play together. We discuss sharing, taking turns and working together in small/ large groups. I interact with the children one-on-one daily and encourage them to interact with each other. I also use games, books, video tapes, songs, pictures, etc. to teach the children about positive social skills. Guidance I try to anticipate negative behavior and redirect it positively into other activities. I provide plenty of materials and space to help eliminate conflicts. I talk to the children whenever they exhibit inappropriate behavior and let them know that we should be kind to our friends. Only positive guidance techniques are used with the children in my care. CS III a – I help children learn to do simple tasks for themselves. Each child has a personal space to keep its belongings. We play games that highlight each child’s name and do self-portraits. I also play â€Å"mirror† games and provide cultural books and materials to help the children learn to appreciate themselves and others. CS III b – I believe that children’s behavior needs to be understood and guided in a positive manner. I do this by example. I tell the children what I expect of them and use positive words to guide their behavior. As a child, discipline methods were just the opposite of what I practice in my classroom. There was no such thing as guidance techniques. Today, I am knowledgeable of child development, and I practice appropriate guidance techniques daily. My children are valued and accepted for who they are. I also use redirection, active listening, proximity control, simple rules with positive consequences and valuing/praising appropriate behaviors to work with all children, including the difficult/challenging child. Reference Social-Emotional Teaching Strategies. (2010). Retrieved from http://www.tkcalifornia.org/teaching-tools/social-emotional/teaching-strategies/

Trade Unions And Disputes Management Essay

Trade Unions And Disputes Management Essay Trade unions can be defined as, Organization whose membership consists of workers and union leaders, and whose principal purposes are to negotiate wages and terms of working condition, regulate relations between employees and the employer, take collective action to enforce the terms of collective bargaining, raise demands on behalf of its members, and help settle their problems (Business Directory, 2009). Trade unions are generally classified as, company union that represents interests of only one firm and may not have any relation with the trade union movement; industrial union represents workers of several firms from the same industry; and craft union represents skilled workers in a particular field such as carpentry or welding (Business Dictionary, 2009). A working definition of Trade Unions was provided by Sydney and Beatrice Webb (History of Trade Unions, 1920) as a continuous association of wage earners for the purpose of maintaining or improving the conditions of their employment. In the view of the above, it can be stated that Trade unions help the employees by negotiating for better income and better conditions at workplace for them which is known as collective bargaining. The ACAS Code of Practice No2 Disclosure of Information to trade unions, which is based on collective bargaining, provides recommendation on good exercise (Employee Communications and Consultations, ACAS, 2005). They provide information and guidance to its members if they undergo a problem regarding the workplace. A set-up of health and safety representatives is also provided at the workplace by the trade union for both employers and employees. Trade unions are interested in promoting equal opportunities at work and providing consultation and support to their members on the legislation. They run campaigns to protect the rights of the employees and improve their quality of working lives. There are numerous other services which trade unions provides to its member apart from the ones stated a bove are education and training for a better future and security, financial aid and discounts, and welfare benefits (TUC, 2009). It has been witnessed in the past that there is a rise in the ratio of number of employers wanting to work with trade unions. TUC today published a report stating that both employers and employees benefit from partnership. Thus a well-built judgement will be analysed in details further which will highlight the fact that management likes to deal with their employees through unions rather than dealing with them on individual basis. Analysis of the Statement The employment law system at present is rooted with the roles that the trade unions perform with numerous actions. Advice is given in terms of redundancy, where in, employers need to involve the union in decision-making. The union tries to negotiate pay and conditions terms of employees with the employers and if situation goes out of hand they provide full support to its members in industrial action (Employment Law, 2009). Trade unions provide help to people at work undergoing problems like job loss, grievance, legal procedures and action. Trade unions provide consultation services to its members and employees have now begun to recognise trade unions as employers promote unionism. It has been seen from a TUC report that almost 32% of workplaces recruit people who recognise Trade Unions (TUC, 2009). In United Kingdom, a large number of industrial sectors and various types of jobs in different sectors which provides the workers support with multiple skills and job description are represented by the unions. UNITE, UNICENT, UK Steel Union are some examples of such unions. Thus the role played by trade union has become well recognized within the employment law system with the presence of a number of policies that leads into consultation with unions regarding issues faced by the management (Employment Law, 2009). It has also been noticed that places which recognise unions have better workplace environment and conditions then places which are non- unionised. There are health and safety representatives provided by the Union, who help the management to avoid losses from problems like sick leave, lost work and claim for compensation. Unions provide guidance and help to employers to help reduce the level of stress at work. Trade unions, treats its members as equals and protects the rights of people subjected to discrimination. Trade Union provides training sessions for promoting learning to its members. Training helps the workers involved in low- paid and less skilled jobs, as it helps in improving the skills of the labour force. Recently, trade unions have started providing more services to its members. These services attract more members as it satisfies their needs. Services like accident and sickness insurance cover, legal advice on personal issues, financial services and discounts, education a nd training (TUC, 2009). Effective communication and consultation should be provided by an organisation for which it has to be structured in an orderly way. Senior managers should take the initiative to draw up such policies and keep in mind to involve the employees. The places where Trade Unions are recognised, the employers must get their conformity before the policy is introduced. To enable members to participate fully in union affairs the Unions help the shop stewards and other officials get time off to maintain healthy relations with the employees as well as with the employers. The employers should be familiar with their duties and provide proper facilities. Trade unions further the interest of the workers in many ways, for instance by campaigning, lobbying governments (Employee Communications and Consultations, ACAS, 2005). Trade unions have recently started promoting a new concept which is known as learning at workplace. The Union Learning Representatives (ULR) are a group of union advocates who are trained in providing consultation to its members on learning needs and opportunities (GMB @ Work, 2009). The main aim of the ULRs is to encourage its members to improve their skills, improve the standards of training and development at workplace by counselling, identify the needs of its members, unions and the local authorities on issues related to learning and further discuss it with the employers for consideration to implement it. The ULRs have received recognition, as per the Employment Act 2002, according to which they have the legal right to get paid time off to perform their roles in a proper manner (Prospect: Union for Professionals, November 2009 and Union Learn: Functions and Rights. Sec 3). A rise in employer dealing with trade unions and not individual employees directly has been witnessed. There is a strong business case which will be analysed in more details. A TUC today report shows that companies which recognise Trade Unions perform better than other companies. TUC General Secretary, John Monks said This is the most authoritative research so far that shows that unions can be a boon to business. Partnership makes managers take their workforce with them. This is no burden on business but a secret to success. The above report states that the TUC had made an announcement that it would open an institute of Partnership. The trade union focussed on partnership, adding value to the union by union membership (in organisations like Unionlearn) and employment law. Unionlearn provides generic services, which can be used by individual unions for their training and learning (Unionlearn, 2009) The Workplace Employee Relations Survey shows that companies that recognise unions and high commitment personnel practices have a better financial performance and productivity than other companies in the same sector (PR Newswire, April 2000). There are other surveys which also conclude that the employers attitude towards unions have become less hostile (Poole et al., 2005). The goal of any organisation is to reap benefits. Employers work hand in hand with Trade Unions to gain profits, by establishing a working Partnership with them. The Employers benefit in a number of ways, when they establish partnership with Trade Unions. Dealing with the employees through Trade Unions is gainful as they are saved from going to the Tribunals with their claims. When Trade Unions are associated with the workforce, it leads to employee satisfaction. As they help their members by negotiating over Pay and other conditions with the management. Thus, in turn is beneficial for both employers and the employees. Trade Unions convey to the workers the agreed terms. The employers do not get involved which in turn, saves their time and they can concentrate on making more strategic decisions. Here, there would be no employer- employee conflict. The employers do not have to deal with large number of employees directly. Therefore, no individual negotiations would be required. The union health representatives work along with the employers to reduce stress at work. No industrial action would be taken by the union. All the trivial issues can be dealt directly by the union (Gennard and Judge, 2005). In 1998, the TUCs Organizing Academy was opened to train officers in the field of recruitment and organizing techniques and to assign them to priority recruitment campaigns recognized jointly by the TUC and member-unions. If the TUC is to maintain a plausible position as a respected representative of labour force, it is believed, it ought to invalidate the two-decade decline in union membership; and this, in turn, will require a reorientation of union activity towards new categories of worker in new sectors of employment (Heery, 1998). From the above report it can be stated that TUC trained employees and developed skilled workers, which in turn would help the employers to achieve the organizational goal. There are some negative impacts of trade unions as well. The employers cannot give performance related pay and cant remove the low skilled worker, if he is a member of the union as this would lead to strikes and disputes, which in turn would hamper the production. Sometimes the unions demand more than expected, which is again a problem for the employer. This is the ERA of change and globalization, during this period the employers would want to build good relations with the employees as they are their key resource, to achieve the organizational goals. So the employers must deal with the Trade Unions, as the changes can be made without any repercussions. Initiatives that directly involved employees and (significantly) sought to promote higher performance were tending to replace or supplement indirect means of communication like joint consultation. Gradually this process of two-way communication became known as employee voice. It appeals both to that seeking greater business efficiency and to those looking for employee rights (CIPD, 2009). As cited above it can be clearly stated that joint consultation included the managers and employee representatives, which included the trade union representative. Agreeing a constitution earlier helped in avoiding conflicts and misunderstandings and thus paved a way for positive business. I would end the debate by stating that there is a positive business case for employers dealing with their work force through unions. Partnership at work can help bring higher productivity, enhanced performance and flourishing changes to the organization. Whether it is a change in administration or adapting new techniques, dealing with workforce through trade unions has a positive impact in achieving organizational goals. There would be growth in industrial relations as communication and consultation becomes easier. For the employees, more opportunities would be provided for training and development which in turn leads to greater job security and all this leads to sustainability.

What is The Right Stuff? :: The Right Stuff

The Right Stuff - What is the Stuff? As might be expected from the title, The Right Stuff is centered on the concept of having the right stuff. Author Tom Wolfe uses several recurring techniques and comparisons to describe this idea and its relationship to the men who took part in the Mercury program. An opening chapter of the book is devoted to the "right stuff" in order to explain the concept to the reader. In this chapter, Wolfe makes a clear distinction between the right stuff and simple bravery. He tells the reader that a possessor of the right stuff can not only risk his life. He "should have the ability to go up in a hurtling piece of machinery and put his hide on the line and then have the moxie, the reflexes, the experience, the coolness, to pull it back in the last yawning moment" (19). One critic interprets the distinction as being "between the actual experience of the right stuff- of being a fighter pilot and experiencing, for example, night landings on an aircraft carrier- and any prior effort to describe that experience in language" (Marowski and Matuz 419). In the same chapter, the reader is also introduced to an element which recurs throughout the rest of the book. The author compares a career in flying to the climbing of a ziggurat, an extraordinarily high and steep pyramid. In an especially vivid passage he writes: "the idea was to prove at every foot of the way up that pyramid that you were one of the elected and anointed ones who had the right stuff and could move higher and higher and even-ultimately...be able to join the very Brotherhood of the Right Stuff" (19 ). Through this pyramid the world is divided into those who had the stuff and those were just left behind. Another characteristic of the right stuff is the pilots' relationship with one another. These pilots seem to always want to associate only with one another. Wolfe shows the reader the pilots' belief that only other pilots can understand their daily life and death struggles. In their discussions, though, it is shown that the pilots never like to use words like "danger," "bravery," and "fear." Instead they use a special code or explain by example.

Graduation Speech -- Graduation Speech, Commencement Address

Welcome fellow graduates and honored guests to the sixtieth anniversary of commencement for Stoll Community College. For those graduating, this day marks the culmination of a period of courage, commitment, and accomplishment. For these reasons, I am greatly honored to be chosen as student speaker for this outstanding class of graduates and I hope that my words will give a measure of justice to the significant event that has brought all of you here tonight. Hopefully, we will laugh a little, perhaps cry, and give some much-deserved praise. For the class of 2012, this is our night to shine, to pat ourselves on the back, to say "Well done. Good job." And as we take center stage to receive our degrees we are also going to lift the curtain and recognize the people behind the scenes. People like the three individuals I am now going to tell you about. Though you may never have personally met any of them, I am certain you have met people like them in your careers as students. They are the embodiment of why we are here tonight. Her name is Mary. She was born towards the end of the Great Depression and, while still very young, she contracted polio. Now, imagine if you can, what it is like to live in the shadow of an illness that substantially impairs your ability walk without pain or climb a flight of stairs without handrails or assistance. What would you do? How would you live your life? Mary stepped out of the shadow and endeavored to live life beyond any physical limitation. When her three children had grown and moved away, when her foster children had all found permanent homes, she enrolled in college. Reaching for what others said would be impossible, she graduated with honors from Stoll Community College 35 years ago. Two year... ... word. Most importantly, thank them for the unconditional love they continue to show. Mom, thank you for everything, I love you very much. Mi esposa, mi BeBe, te quero mucho. Feliz aniversario. Later, when all of tonight's excitement and nervousness has subsided, thank yourself. You have earned it. To graduate is a great accomplishment; whether you started ten or two years ago matters not, what matters is the determination and hard work that brought you to this moment. Your moment to shine. And so, as you prepare to walk through a new door, as you set new and challenging goals for yourselves, remember to keep your eyes focused forward because the future is sure to be adventurous, full of laughter, hope, achievement, gratitude, and inspiration. Congratulations to the class of 2006 on this, the sixtieth anniversary of commencement for Stoll Community College.

Hagar is to Blame for her own Misfurtune in Margaret Lawrences The Stone Angel :: essays research papers

It is impossible to avoid unpleasant situations throughout an individual’s lifetime, especially if they are a result of bad luck or another combination of events beyond one’s control. Misfortune however can also be self-inflicted. This particular case is apparent in Margaret Lawrence’s The Stone Angel, a novel in which the protagonist, Hagar Shipley’s continuous misfortune is a direct result of several of her character flaws. An exaggerated sense of pride, a lack of compassion and empathy and an inability to communicate clearly are Hagar’s most prominent character flaws, and perpetually bring about misfortune. Many of Hagar’s relationships have been hindered, or have eventually deteriorated as a result of her exaggerated sense of pride. Because of this her misfortune in relationships is self inflicted, as she decides consciously or unconsciously to sustain her pride rather than her relationships. When Hagar decides to marry Brampton Shipley, a man thought to be unsuitable for someone of her social status, her father literally forbids her to wed. He tells Hagar that his thoughts are solely for her welfare and that to marry without a fathers consent is simply not done. More to spite him rather than to defend her personal conviction, Hagar says â€Å"It’ll be done by me.† (Laurence 49). This defiant and rash remark results in the loss of her father’s relationship, and the loss of of her sound financial future, as Hagar is left no money in her father’s will. Her decision is clearly based on pride. Similar behavior is seen throughout the novel. Another unattractive personality trait of Hagar’s is her insensitivity to others. Hagar consistently focuses on herself and does not empathize with others in a situation, regardless of their difficult circumstances. This is destructive to her relationships. Individuals would not feel as if they mattered. This lack of empathy also explains her inability to generate new relationships. An example is when Hagar’s son Marvin and daughter in law Doris, confront Hagar about their inadequate physical or emotional capabilities to care for her. They then suggest she move into a retirement home. After a long argument, Hagar is reduced to tears. Marvin and Doris are then distressed - Hagar simply says â€Å"Good. They’re frightened. I hope they’re scared to death.† (Lawrence 77). This lack of empathy causes Hagar’s insensitivity to Doris even though Doris herself is not in prime physical condition.

Literature Review on Internal Audit

Survey finds internal audit risk assessments inconsistent Year: August, 2007 The report suggests that internal auditing needs to identify areas of high and moderate risk that are part of the internal audit plan but have been deferred or cancelled because of the organization's focus on Sarbanes-Oxley Section 404. It recommends that chief audit executives (CAEs) revisit the budgets, skills, and capabilities needed to achieve a comprehensive, balanced, and risk-based approach to auditing, as well as develop a process to advise the audit committee and senior management about emerging risks. In other findings, internal audit leaders say their greatest challenge is finding enough qualified talent to address the growing and increasingly complex needs of their stakeholders. To help address this problem, rotational staffing has become a key source of talent for more than 80 percent of respondents from Fortune 500 companies. Additionally, the report notes that audit departments are using report ratings, such as satisfaction or number scales, with mixed results. Although many CAEs say ratings allow them to communicate the potential level of exposure and risk associated with audit findings, 56 percent say ratings often create friction at their organizations and slow down the audit process. Finally, 43 percent of respondents use some form of continuous auditing or monitoring in their audit operations. The PwC report is available from the company's Web site, www. pwc. com/internalaudit. Reference: http://findarticles. om/p/articles/mi_m4153/is_4_64/ai_n27348378/ PwC Study: Internal Audits Lack Strategy for Risk Assessment Year: May 21, 2007 There continues to be a lack of consistency around the assessment of risk by internal auditors, according to the third annual study of current issues for the internal audit profession conducted by PricewaterhouseCoopers. A number of divergent and conflicting trends related to risk assessment are a concern among internal audit executives. Although there is growing interest in enterprise risk management (more than 80 percent of respondents reported they conduct an annual enterprise-wide risk assessment), only a handful of those surveyed said they update the internal audit risk assessment continuously, while 64 percent may be doing little or nothing between annual assessments. At one-third of the companies surveyed, multiple enterprise-wide risk assessments are being conducted across the organization. Of this group, only 20 percent consider these assessments â€Å"well† aligned, while 50 percent said they are â€Å"somewhat† aligned and 30 percent said they are â€Å"not well† aligned, with little or no coordination among the parties making the assessments. PwC said six imperatives should be considered when strengthening the internal audit risk assessment process, as suggested by the study: Adopt a process approach to risk assessment and planning. Supplement annual risk assessments with quarterly or more frequent updates. Leverage your prior assessment results. Align and leverage risk assessments. Seek out the specialized talent you need. Coordinate effectively with other risk management groups. â€Å"Today, there is a growing awareness among chief audit executives of the importance of linking risk assessments and effective audit coverage,† said Richard Chambers, managing director with internal audit services at PwC. To help strengthen risk management within their companies, audit groups must focus on assessing risk on an ongoing basis and continue to monitor and update their enterprise-wide risk assessments. † In the areas of finance, compliance, and operations — sectors that might be characterized as traditional areas of focus for internal audit — respondents expressed fairly high degrees of confidence (64, 49, and 43 percent respectively) in their audit coverage of these types of risks. However, they were significantly less confident with their audit coverage when dealing with risks in the areas of technology, fraud, and strategic or business risks. The 2007 study also found that internal audit groups reporting to the CFO organization devote more time to Sarbanes-Oxley compliance than groups that report directly to the audit committee or the CEO. According to the study, only 31 percent of internal audit functions reporting directly to the audit committee or the CEO devote more than 50 percent of their time to Sarbanes-Oxley compliance. By contrast, 46 percent of those who report directly to the CFO indicated that they dedicated more than 50 percent of their time to the Act during 2006. The study found that when internal audit reports to a level below the CFO in the finance organization, such as to the controller or treasurer, the time commitment to Sarbanes-Oxley compliance increases dramatically, with 69 percent of these internal audit functions reporting spending more than 50 percent of their time addressing compliance with the Act. Given the disparity of time dedicated to compliance with Sarbanes-Oxley depending on reporting relationships, these survey results naturally beg the question as to who is actually directing the focus and deployment of corporate audit resources,† added Anderson. Reference: http://www. accountingnet. com/x57724. xml Study: Impact of Economy on Internal Audit Profession *By: (SmartPros*) Year: June 15, 2009 The results of a new IIA survey have revealed perspectives on the cause and effects of the financial meltdown, as well as the views of internal auditors regarding how they are responding to the new economic and business environment. Speaking to a gathering of more than 2,000 internal auditors from around the world at The Institute of Internal Auditors’ (IIA’s) international conference held in mid-May in Johannesburg, South Africa, IIA President Richard Chambers, CIA, shared key results from the survey which reflected responses from 1,665 internal auditors in 57 countries. â€Å"This survey data gives us a global snapshot of how internal auditors view what has happened and how they are dealing with it,† said Chambers. â€Å"It also tells The IIA what we should look at closer for more in-depth analysis and development of new guidance. Three major areas of realization emerged from the survey results. Internal auditors’ views are split on whether risk management could have played a mitigating role in the financial crisis, and a majority felt there were more things internal audit activities could have done soften its impact. Organizations are redirecting their internal audit resources to cover recession-related risks. And within organizations receiving stimulus or rescue funds, more than a third of internal audit activities have not addressed risks related to the funding. The recession has had a trickle-down effect that has impacted the resources of internal audit functions. The European literature review on internal auditing: *How the internal audit function is changing in response to the shifts in global business practices*? Year: 2006 Purpose – By conducting the 2006 global Common Body of Knowledge (CBOK) study, The Institute of Internal Auditors (IIA) attempts to better understand the expanding scope of internal auditing practice throughout the world. The purpose of this review of recent internal auditing literature in Europe is to document how the internal audit function is changing in response to the shifts in global business practices. Design/methodology/approach – The literature in Europe is reviewed with a focus on developments that have implications for the expanded scope of internal auditing and the changing skill sets of internal auditors and their role in enhancing good corporate governance. This focus has implications for CBOK 2006. Findings – The literature indicates changes in the activities performed by internal auditors. The increasing complexity of business transactions, a more dynamic regulatory environment in Europe, and significant advances in information technology have resulted in opportunities and challenges for internal auditors. Although in 2004, The IIA responded to the changing organizational environment by updating the professional practices framework, more work needs to be done to prepare internal auditors for the expanded set of skills and knowledge required to perform audits of the future. Originality/value – By presenting an overview of past literature in Europe and discussing the shifting demands on internal audit services, the researchers hope to motivate further research in the field. PricewaterhouseCoopers' 2010 Global Internal Audit Study: Internal Auditors Should Serve as Strategic Advisors on Risk Assessment and Management *Year: April 1 ,*2010 NEW YORK, April 1 /PRNewswire/ — PricewaterhouseCoopers' sixth annual Global State of the Internal Audit Profession survey found that with global ndustries, economies and regulatory environments forever altered by the recent financial crisis, strategic risk management has become a key issue for business leaders. According to the 2010 survey of more than 2,000 executives from more than 50 territories, internal audit professionals have the companywide visibility and mandate to lead their organizations in enhancing this capability. This year's survey also demonstrated that, to remain relevant and meet stakehol der demands, internal audit must evolve to an enhanced â€Å"Internal Audit 2. 0†³ state that provides business leaders with actionable business risk intelligence. The financial crisis caused a heightened scrutiny of companies' risk management practices, as many have blamed the crisis on poor risk management,† said Brian Brown, principal and Internal Audit Advisory Services leader at PwC. Brown added that, â€Å"CEOs across all industries are looking to upgrade their enterprise-wide risk management capability to better prepare for success in what is expected to continue to be a very challenging business environment. Needs and expectations for internal audit have never been higher, so the key question is whether internal audit is delivering. There is also a challenge in building consensus for an expanded and more strategic role for internal audit,† said Brown. The 2010 State of the Internal Audit Profession study identifies three critical focus areas for internal audit departments: †¢ Critical risks and issues; †¢ Aligning internal audit's value position with its stakeholder's expectations; and †¢ Matching the staffing model with that value proposition However, these are also the three areas where internal audit leaders believe they have the most room to improve. What senior executives should take away from this survey is that, for an internal audit team to assume the role of strategic partner, members must employ highly experienced and skilled professionals who can pinpoint trouble spots, synthesize a lot of data, better utilize technology and help the organization be more successful in a very challenging business environment,† Brown said. With these new challenges in mind, PwC believes intern al audit must take a more radical approach to change than it has in the past, and rethink and redefine the way it works. The survey outlines several important steps that should be taken: †¢ Start with a plan Rethink risk assessment practices †¢ Fill the skills and capabilities gap †¢ Align with other assurance functions †¢ Focus on obtaining ROI from technology â€Å"In this year's survey, we introduced the concept of ‘Internal Audit 2. 0' to start organizations thinking about dramatic change,† said Brown. â€Å"As internal audit confronts new and continually changing needs and expectations, it must take the initiative to redefine its role. That means expanding its skill sets and preparing to take a leadership role as a more powerful resource for senior leadership, directors and boards in aligning strategy and risk identification, control and mitigation. â€Å"