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Title:Obnašanje revizijskih pomočnikov v revizijskih podjetjih
Authors:ID Vogrinčič, Petra (Author)
ID Zdolšek, Daniel (Mentor) More about this mentor... New window
Files:.pdf VS_Vogrincic_Petra_2024.pdf (1,11 MB)
MD5: 36D35841A0F31B4B3FD46906A4C24F18
 
Language:Slovenian
Work type:Bachelor thesis/paper
Typology:2.11 - Undergraduate Thesis
Organization:EPF - Faculty of Business and Economics
Abstract:V diplomskem delu smo z analiziranjem predvsem tujih virov preučili obnašanje pomočnikov v reviziji v revizijskih podjetjih. Zanimalo nas je, kdo so pomočniki v revizijskih podjetjih, kakšni so pogoji dela v revizijskem podjetju za pomočnike v reviziji in kako se obnašajo, ali so nagnjeni k posnemanju natančnih nadrejenih ali manj natančnih, ali bodo prej posnemali nadrejene, ki imajo vpliv na njihovo napredovanje ter kako vpliva to na kakovost revizije. V diplomskem delu smo najprej opredelili osnovne pojme. Predstavili smo revizijsko podjetje, hierarhijo zaposlenih v njem, navedli smo temeljna etična načela v reviziji, dotaknili pa smo se tudi kulture in mentorstva v revizijskih podjetjih. Opisali smo naloge in odgovornosti revizijskega partnerja, direktorja v reviziji, izkušenejšega revizorja in pa pomočnika v reviziji. Na podlagi analize tujih virov smo proučili, ali so pomočniki v reviziji bolj nagnjeni k posnemanju natančnega ali manj natančnega nadrejenega. Ugotavljali smo tudi, kako vpliva sistem napredovanja na posnemanje pomočnikov v reviziji – torej ali bodo pomočniki v reviziji prej posnemali nadrejenega, ki ima glas pri odločanju o napredovanju. Proučili smo tudi, kako vpliva to posnemanje na kakovost revizije. Poiskali smo tudi nekaj zgledov neprimernega ravnanja v zvezi s pomočniki v revizijskih podjetjih. Prvi zgled kaže neprimerno ravnanje pomočnika v reviziji. Ta se je vedel neetično, ko je brez premisleka izpolnil neprimerna navodila izkušenejših revizorjev. Drugi zgled je zgled neprimernega ravnanja izkušenejšega revizorja do pomočnika v reviziji. Neetično se je vedel izkušenejši revizor, ko je za lastne napake v poslu revizije okrivil pomočnike v reviziji, ki jih je nadziral. Kot zadnji zgled pa smo našli zgled neprimerne prakse revizijskega podjetja glede neugodnih delovnih pogojev za pomočnike v reviziji. gre za problematiko (nepravičnega) prenizkega plačila in (pre)dolgih delavnikov za pomočnike v reviziji. V diplomskem delu smo potrdili hipoteze. Potrdili smo prvo hipotezo, da ravnanje izkušenejših revizorjev lahko na pomočnike v reviziji vpliva pozitivno ali negativno, vendar bo pomočnik v revizij posnemal pozitivne zglede ravnanja izkušenejšega revizorja prej kot negativne zglede ravnanja. Potrdili smo drugo hipotezo, da imajo večja revizijska podjetja za pomočnike v revizij vpeljan in delujoč sistem mentorstva in vodenja pomočnikov v reviziji pri njihovem delu in poklicnem razvoju. Potrdili pa smo tudi tretjo hipotezo, da so pomočniki v reviziji večkrat preobremenjeni na delovnem mestu.
Keywords:pomočnik v reviziji, izkušenejši revizor, revizijska skupina, kultura, obnašanje, kadrovanje, mentorstvo, revizija, revizijsko podjetje.
Place of publishing:Maribor
Publisher:P. Vogrinčič
Year of publishing:2024
PID:20.500.12556/DKUM-87377 New window
UDC:005.32:657.6
COBISS.SI-ID:195052803 New window
Publication date in DKUM:10.05.2024
Views:310
Downloads:80
Metadata:XML DC-XML DC-RDF
Categories:EPF
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Licences

License:CC BY-NC-ND 4.0, Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International
Link:http://creativecommons.org/licenses/by-nc-nd/4.0/
Description:The most restrictive Creative Commons license. This only allows people to download and share the work for no commercial gain and for no other purposes.
Licensing start date:13.03.2024

Secondary language

Language:English
Title:Behavior of junior auditors in audit firms
Abstract:In the bachelor thesis, we analyse mainly foreign literature to study the behaviour of junior auditors in audit firms. We were interested in who junior auditors in audit firms are, what are the working conditions in audit firms for junior auditors and how they behave, whether they tend to imitate high diligent or low diligent superior, whether they will imitate superiors who affect their advancement and how this affects the quality of the audit. In the bachelor thesis, we have initially defined the basic concepts. We presented the audit firm and the hierarchy of its employees; we listed the fundamental principles of ethics in auditing. We also addressed the culture and mentorship in audit firms. We described the tasks and responsibilities of an audit partner, director in auditing, senior auditor, and junior auditor. Based on the analysis of foreign sources, we examined whether junior auditors are more inclined to imitate a high diligent or low diligent superior. We also investigated how the promotion system affects junior auditors’ imitation – i. e., whether junior auditors are more likely to imitate s superior who has a say in the promotion decision. Finally, we explored if and how this imitation affects the quality of the audit. We have also found some cases of inappropriate conduct related to junior auditors in audit firms. The first case pertains to inappropriate behaviour by a junior auditor, illustrating a case where the junior auditor acted unethically. The junior auditor worked unethically when he performed ordered unsuitable tasks given by senior auditors. The second case illustrates inappropriate behaviour by a senior auditor towards a junior auditor. The senior auditor acted unethically when, for his own wrongdoings during an audit, he blamed junior auditors, whom he had been monitoring in the audit. As a final case, we found a vase of inappropriate practice by an audit firm regarding unsuitable working conditions for junior auditors, particularly regarding (unfair) low pay and long working hours for junior auditors. In the bachelor thesis, we confirmed our thesis. We have confirmed the first hypothesis that the behaviour of senior auditors can positively or negatively influence juniors. Still the junior auditor is more likely to imitate the positive examples of behaviour from senior auditors rather than negative ones. We have confirmed the second hypothesis that larger audit firms have an established and functioning system of mentoring and guiding junior auditors in their work and professional development. Additionally, we confirmed the third hypothesis that junior auditors are often overburdened in their workspace.
Keywords:junior auditor, senior auditor, audit team, culture, behavior, staffing, mentoring, audit, audit firm.


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