Understanding and Managing Financial Roles Report, BAC

This report, submitted by a student at Botswana Accountancy College, examines various aspects of financial roles and responsibility management. It begins with a self-mapping exercise based on the principles of responsible management education, reflecting on the impact of these principles on the student's personal and professional development within the BAC environment. The report then details the student's preferred work region, analyzing the economic, political, technological, and geographic factors influencing their career choice, specifically focusing on the United Kingdom. Furthermore, the report includes a group critique of the Harvard Model of HRM and reflects on team participation and collaboration through a WhatsApp group. The student addresses a personal misunderstanding and proposes interventions for improvement. The report also documents participation in a class debate on effective stress management, providing a comprehensive overview of the student's learning and engagement with the course material.

Name: Chiedza Antonatte M
Student id: GBE-1900945
Company name: Botswana Accountan
Module name: Understanding and M
Due date: 13 Friday 2020, 3:00

Table of Contents
PRINCIPLES OF RESPONSIBILITY MANAGEMENT EDUCATION- SELF MAPPING .............. 3
MY PREFERRED WORK REGION ................................................................................................................... 7
GROUP CRITIQUE OF THE HARDVARD MODEL OF HRM ............................................................................. 9
TEAM WHATSAPP PARTICIPATION ............................................................................................................ 16
I AM MISUNDERSTOOD CORRECTION OF MISCONCEPTION .................................................................... 18
MY PREFERRED INTERVENTIONS ............................................................................................................... 20
CLASS DEBATE PARTICIPATION ON EFFECTIVE STRESS MANAGEMENT ................................................... 20

PRINCIPLES OF RESPONSIBILITY MANAGEMENT EDUCATION- SELF MAPPING
Looking at the principles of responsibility management theory, it is proving to be an
effective framework that fosters change at the school level and beyond as communicated
by (Adombent & Godemann, 2014). Moreover, It has been the motivating force for leading
the entire faculty towards responsible management education and has provided a better
understanding for the need of integrating triple bottom line issues in functional
management areas as asserted by (Marcinkowska, 2011). I am going to reflect on these
principles of responsible m a n ag e m e n t education that are purpose, values, method, research,
partnership, and dialog. The mission of this reflective is to learn from past events and
ensure if it is necessary for BAC to apply these principles.
According to (Escadero, 2012), purpose is whereby my capabilities are being developed
to be a future generator of sustainable value for business and society at large. BAC has
helped me to discover and to develop my purpose. Before I came to BAC, I was an
introvert student, I never talk or know how to express my feelings. After learning financial
analysis, I discovered that my purpose was to lead and guide people especially in decision
making and to help people that struggle with mathematics problems. This will enable me
to help BAC with my leadership style to help the first years in making decisions. Looking
on how my life was impacted by this principle it shows that it is feasible, and it resonate
with my personal development. In order to help the students to continue developing their
capabilities, BAC lecturers must continue in diversifying in terms of doing both in class
and outreach that is learning connected to the outside world as indicated by (Steiner,
2013). More so, BAC must promote community service and civic engagement. Lastly BAC
lecturers are supposed to serve as our mentors and do self-awareness programs so that
we can discover our purpose.
Moving on to values, this incorporate into academic activities and curricula activities as
portrayed in international initiatives such as the united nations global compact (Walton,
2010).This principle focuses on explicitly adopting the values of global social
responsibility into the educational organization and learning experience. In my own views
this is a feasible principle because it generates awareness of ethical assessments,

perspectives, and conflicts or instill values within and through educational activity. As I
was growing, values were something that was so insignificant in my culture and we never
valued them. When I came to BAC, I came across a certain module called professional
accountant. In the process of doing that module I learned about values and their
important. Although it was a tough process to try to adjust from what you used to do
shifting to what is right. At the end of semester, I was someone different, I became
discipline, obedience and my understanding were even more. In the future this will help
me to educate others on the importance of values to promote sustainable development.
BAC lecturers have managed to instill this in all the students especially those who wanted
to change. And I hoped that I will be able to help BAC by following those values weather
at home, market, or workplace. For BAC lecturers to continue instilling values in us, they
must set as an example so that we learn from them. As well said by Shribery, (2013) that
examples and experiences are the best teachers. Most time we find out that what we
teach is not what we live, hence BAC lecturers must try to avoid that and set as examples
to students.
On Method, it will create educational frameworks, materials, processes, and
environments that enable effective learning experiences for responsible leadership. In my
own views, to become professionals and managers that act more responsibly, it is
essential for us students to be taught effective methods with which to use this knowledge
in the business world (Shribery, 2003). Looking at where the world is going, only those
who are familiar with education framework will survive as well said by (Verbos, 2016).
Few months ago, there was lockdown in the whole world, and no one could move from
place to place. All institutions where closed. This means that we were now behind time,
instead of closing May, we end up closing school around July. This was a whole two
months being wasted. If only BAC has introduced and implement E learning before we
would not have waste the time. Hence, I found this principle feasible and it resonate with
my personal development. It is worth noting that, BAC is supposed to continue with the
process of E learning regarding the circumstances. And I will make sure I attend the
lessons even online as my contribution to help BAC lecturers in stilling the method.

Looking at research, it helps me engaging in conceptual and empirical research that
advances my understanding about the role, dynamics, and impact of corporations in the
creation of sustainable social, environmental, and economic value (Kostera, 2005).
Exploring on feasible, researchers are involved in various projects dealing with aspects
of a sustainable and future-oriented society, therefore, this principle is feasible, and it also
resonate with the current study I am doing accounting and finance. In terms of research,
BAC lecturers have tried all what they can to implement this principle. Moreover, they
have even provided the necessary equipment needed in researching such as computers
and data bundles. And it is worth noting that, it is important for lecturers to continue in
providing us with assignments that need research, to gain the complete understanding to
impact the corporations with my knowledge. As a second-year student, I am going to help
BAC in terms of providing my colleagues with the research techniques without charging
them.
Exploring on partnership, it is whereby there will be an interaction between managers of
business corporations and schools to extend their knowledge of challenges in meeting
social and environmental responsibilities and to explore jointly effective approaches to
meet these challenges (Adombent & Godemann, 2014). BAC lecturers are supposed to
contribute to this principle by hosting alumni events with relevant themes and speakers.
Moreover, they are supposed to do student business plan competitions with relevant
theme and prizes, and give support for Enactus to enable sustainable future (Escadero,
2012). In addition, BAC should do collaboration with various companies and sector bodies
to address relevant critical issues as supported by (Kostera, 2005). Lastly, do partnership
with companies to provide tailored programmers and modules for the students and
engaging in joint research on sustainability issues (Shribery, 2003). As a result, I will help
BAC with my support and engaging in all the activities that will be taking place.
Lastly but not least dialog, it facilitates and support dialog and debate among educators,
students, business and other interested groups and stakeholders on critical issues related
to global social responsibility and sustainability. Like what I have said under purpose that
I was an introvert but due to participation in class I became an extrovert. Hence, this
principle is feasible as it boosts confidents in students. In responses to this principle

lecturers must include relevant industry seminars, lectures series open to community and
wider public as supported by (Verbos, 2016). For example, Institute of Business Ethics
(Walton, 2010), and international exchanges by faculty and students with PRME
signatories. As a result, I will be a part of all these seminars to support BAC lecturers.
In conclusion all the above principles are feasible and therefore, they all resonate with my
personal development. Hence, BAC lecturers are supposed to help us to instill them in
us.

MY PREFERRED WORK REGION
Looking at how the economy of Africa is mostly affected by the pandemic. We do not
know what future holds for us as accountants. Due to this uncertainty, it is important for
me as accountant to consider a region that I need to work after my graduation. As soon
as I graduate, I would want to work outside Africa in United Kingdom. I was attracted to
this region since when I was growing up. This is because I like the weather that is there
and the way the economy is stable. Looking at the current situation that all nations are
facing, still UK had managed to increase the demand of accountants’ jobs regardless that
it is affected by both Covid and Brexit. Sounding on the report that was reported by Brain
(2020) about 300 companies were looking for accountancy, hence there is a chance for
me to get a job there. Although we do not know where the economy is going and what
future hold for us but for now the market for UK is certain.
Looking at the environmental factors that are most situatable for me in UK is quite difficult
as I am mobile and flexible in terms of environmental factors. However, I performed best
when I have a relatively quiet space so I can drill into the numbers without distraction.
I did a pest analysis, and I came to understand that as well as I am flexible, but I am more
efficiency in certain environment. I was able to explore on the environmental factors that
are more favorable and that I will use as my advantages to improve my accounting skills
such as Political, Economic, Technological, and Geographic.
Looking at economic indicator it includes growth, inflation, and government spending of
the market. Regardless of the brevity there is a hope that there will be a growth in the
market. More so in terms of inflation. The economics of UK is stable, and this will enable
me to develop my carrier in accounting. More so, because of stable economic,
government spending is also high hence low tax is charged.
Unemployment has been falling for the last five years and is currently reported at under
4% (Verbos, 2016). This shows that there is a possibility that unemployment rate will
continue to fall. The political landscape in the UK is currently dominated by Brexit but
there is a hope that by 2021 things will be stable. Technology seems to increase day in,

day out. Despite all these challenges that UK is facing, it manages to keep up to date with
new technology for accountancy this made me get interested in this country.
Looking at my working style, I enjoyed working under challenges and I believe if I go
there. I will be able to bring change to the whole nation of UK. Looking at how people are
becoming more educated during these days and how professionals are thriving in
accounting fields, I would want to go further with my education by doing short course and
improving in my accounting field.
On the issue of which company, I would want to work, I would prefer to work on big four
companies as they are already developed companies and it will be easier for me to
develop my career. However, since I believe more in myself, even if I do not get the job
there no matter which company I get the job, I will still be able to develop my career as I
am not much influenced by environment.
Looking on how I want to develop my career since many opportunities are found in UK
and they only require a well-focused and determine individual (Kostera, 2005). This
seems to me that I will be able to improve and grow within short term period.

GROUP CRITIQUE OF THE HARDVARD MODEL OF HRM
Members: Praise, Raheela, Chiedza, Ishmael, Malebogo, Pearl
The Harvard Model Critique
Steve Wynn once said that “human resources is not a thing that we do, it is the thing that
runs our business”. Human beings are vital resources to most organisations and
employees often play a major role in determining whether the business will become a
success or not This function deals with hiring, compensation, performance, safety,
welfare, benefits and training. It is a hands-on premeditated approach to manage people
and the work culture. The Harvard Model for Human Resource Management Framework
was a strategic step taken to enhance the Human Resource management to benefit the
organisation and employees by making them more efficient. The achievement of crucial
HR outcomes has got an impact in long term consequences, increased productivity,
organisational effectiveness which will in turn influence situational factors and
shareholder interests making it a cycle. (Guest, 2017).
Applicability of model in Different Regions and Cultures
Often the intended purpose of a model is compromised or not fully executed due to
different factors. It is important to analyse the applicability of the model to different
organisations with different cultures as well as locations.
The model is applicable on some aspects but on other aspects it is not applicable. Looking
at how situational factors affect the stakeholder interests; this is very applicable to most
organisations. For example in Botswana companies pay a tax of about 22% but other
countries such as Zambia have a corporate tax of about 35% (PWC, 2020) . That
difference in taxes affects the amount of profit the business can make, thus reducing the
amount employees can earn. Therefore, this is proof that the different situations can affect
how a business’s stake holders will be affected, the model is applicable in this manner.
According to the model, the situations and the stake holder interests affect the policies
made by the organisation. This is also true as the situations can affect how policies are
made by an organization being influenced by the laws of a country and even the

technology available can support the stakeholder interests such as the shareholders who
receive information on performance of the company through emails instead of travelling
miles (Bondar Ouk & Brewster, 2016). However, some organizations may decide to make
their own policies not based on the situation on hand. This is very common in Centralized
organisations. In centralized organisations, situations are not put into mind but rather the
policies are solely based on the parent organisation (Kaufman, 2016). This often results
in employee and customer dissatisfaction as different cultures and regions often require
different kinds of policy or service to satisfy the need of a certain economy.
Moreover, outcomes of the model are all outlined as positive, this is true to a certain extent
but to a larger extent, the outcomes are not always obvious or fixed. In as much as the
policies may contribute to commitment and congruency as well as others. it is not always
the case as the commitment of an employee is determined by other factors such as their
availability due to running businesses on the side and even personal life issues requiring
therapy such as childhood traumas and depression (Thompson, 2011).
Comprehensiveness of Model
The Harvard system has categorized the inputs and outcomes at the organization and
society level. Unlike the Forburn, Tichy and Devanna which have no consistent theoretical
foundation to determine the relationship between HR inputs and performance outcomes.
Harvard model is incorporated and most commonly analytical. Howbeit, all these models
have homogeneity as they all focus on policy/strategy to influence the desired outcome
(Ebeid, Tej , & Kathleen , 2011)
Furthermore, in comparing the Harvard HRM Model to The Guest Model 1997, it is
notable that The Guest model is much more simple and easier to follow. The Guest model
clearly maps out the field of HRM and outlines the inputs and outcomes. The guest model
inversely insinuates that financial results depend on employee performance, which in turn
is the result of action-oriented employee behaviors. Behavioral outcomes are the result
of employee commitment, quality and flexibility which are impacted by HR practices. HR
practices need to be in tune with HR strategies which are invariably aligned with

organizational strategies (Kukreja, 2018). However, the Harvard Model has more details
which can help the reader have a better understanding than a model which looks simple
at one glance but lacks meaning (Wilkinson, 1998).
With regards to direction of the model, the Harvard model is ‘soft’ HRM because it gives
attention on outcomes for people, especially their well-being and organisational
commitment. It does not rank business performance or one of the stakeholder interests –
for example, shareholders – as being inherently superior to other legitimate interests,
such as the community or unions (Kukreja, 2018). Organisational effectiveness is
represented in the Harvard model as a critical long-term consequence of HR outcomes,
but alongside the equally important consequences of individual and societal well-being.
An organisation putting this model into practice would therefore aim to ensure that its
employees were involved in their work and were able to participate in decision making
(Wilkinson, 1998). HRM policies would be developed and implemented to meet
employees’ needs for influence, but within the limitation of having to be consistent with

the overall business strategy and management philosophy. The model being described
as a soft approach and in analysing further one could recognize that the model is meant
to benefit both the employees and the organisation. Nevertheless, in practice, the
organisations often tend to benefit more from the employees than the employees do. The
workplace is often a place of emotional abuse because of the pressures and performance
based cultures in organisations (Ebeid, Tej , & Kathleen , 2011). A better framework will
be suggested toward the end of the report.
Strengths and weaknesses of Harvard HRM Model
Strength of HRM Model
• HRM model mostly focusses on the soft approach which recognizes employees as
important resource within the business as they influence the direction of the
business and that is motivates employees.
• It recognises the needs of stakeholder as they all influence the success of the
business through decision making which consequently reduces conflict of interest
(Noon, 1999).
• The model also appreciates that businesses cannot operate in a vacuum therefore,
outlined the external factors like situational and stakeholders as they influence the
way in which HR Policies and Practices are developed (Edgar & Geare, 2005).
• It is important to note that the Harvard model is premised on the belief that it the
organisation's human resources that give competitive advantage through treating
them as assets not as costs. The bright side of this model is that it encourages
high levels of employee satisfaction, communication, and teamwork, decentralises
the company structure to increase productivity and it eliminates procrastination and
monopoly.
Weakness of the model
• It can increase the cost of the organization as its emphasis more on employee
financial rewards without taking account other factors like economic factor.