Before writing your comments: Review the rubric linked under Assessments to see what is expected for an excellent discussion, in order to earn full credit. Review some resources to help you synthesize, such as the following: Sullivan, J. (2011). Strategies for Synthesis Writing. Retrieved from https://www.findingdulcinea.com/features/edu/Strategies-for-Synthesis-Writing.html Read the initial comments posted by your classmates and reflect upon them. Reply to a classmates post. It must be a logical and thoughtful response that synthesizes their post or comment(s). NOTE: You are not required to cite sources and include a reference list for the second and third post if it is simply your opinion. However, if your opinion is based on facts (as it should be), it is good practice to strengthen your position by citing sources. Third post for each module discussion: Read the initial and secondary comments posted by your classmates and reflect upon them. Respond to another classmate in a way that extends meaningful discussions, adds new information, and/or offers alternative perspectives. Be sure to meet all of the criteria on the rubric. First Question Leadership theory is a natural follow on to the employee behavior theory we worked with last module. As you put together your responses and questions this module, take a few moments to reflect on the theory end of the research stream and try to merge that in with your specific topics of interest. Where are the intersections between the fields of study? How might this one be relevant to what your interest are? How can you extend that theory into your unique frame of reference? Show me where you can take this? Second Classmate Reflecting on the topic of leadership, leadership plays a major role in accounting fraud. Accounting fraud is a crime that typically occurs at the management or senior executive level (Who is the most likely, 2013). The opportunity for fraud is greater when weak internal controls are present. Fraud also occurs when managers are pressured to meet aggressive business targets (Who is the most likely, 2013, para. 10). The tone at the top or the leadership style plays an important part in deterring financial fraud. A research study conducted by Vincent Edwards (2019) showed that managers in the banking industry understood their role in decreasing fraud. The managers tone, communication, and behavior modeled, played a factor in fraud reduction. Managers who lead by example show their employees a vivid display of ethical behavior that is representative of the organization and its vision (Edwards, 2019, p. 60). Communication, incentivizing, empowerment, and lead by example were the top four characteristics the banking managers exemplified to deter fraud (Edwards, 2019). The leadership characteristics in Edwards (2019) study are like the transformational leadership style attributes (Eagly, Johannesen-Schmidt, & van Engen, 2003). Leadership creates the culture of the company; either good or bad. Edwards (2019) study shows that employees mimic behavior that is modeled by leadership. The leaders in the banking industry created an environment that expected employees to perform ethically. Managers or leaders can reduce fraud based on their leadership style. Third Classmate Last week, I identified the Technology Acceptance Model as the basis of my research topic. Specifically, the research would aim to determine the most effective ways to increase perceived usefulness and perceived ease of use of new technologies in existing workplaces. Largely, this topic is influence by the concept of leadership. First, I would like to talk about leadership as it was presented in this module. According to Bass, Avolio, Jung, and Bersen (2003), transformational leadership emphasizes the need to encourage, inspire, and motivate employees to innovate and employ change for the benefit of the company. I believe transformational leadership is incredibly important when discussing the need to integrate new technologies into the workplace. Employees may not only be more likely to accept new technologies and change, but they may be the ones who introduce the need for it in a work environment that consists of transformational leadership. On the other hand, other leadership styles may inhibit the acceptance of technology. For example, another leadership style is transactional, which focuses on a system of rewards and punishments depending on the performance of the employees (Bass et al., 2003). I do not believe this is a best practice in terms of getting people to embrace change or accept new technologies. I believe the best way to encourage technology acceptance is to employ transformational leadership, which has idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration (Eagly, Johannesen-Schmidt, & van Engen, 2003). Conversely, transactional leadership only delivers rewards contingent on employees acceptance of the technology rather than inviting them to take an active role in developing it (Eagly et al., 2003). Finally, the laissez-faire leadership style is also ineffective in encouraging technology acceptance among employees because it does not include employee involvement during critical junctures (Eagly et al., 2003).
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