Author: GoingConcern

An Accounting Job Search Strategy for the International Student

The following post is republished from AccountingWEB, a source of accounting news, information, tips, tools, resources and insight — everything you need to help you prosper and enjoy the accounting profession.

In my experience, the most important thing you need to consider when looking for a job in the U.S. as a foreigner is how to work here legally. International students looking for part-time work are allowed to work no more than 20 hours a week to maintain F-1 visa. After graduation, to stay in the United States, one must find an employer willing to sponsor your working visa (called an H-1B visa).

I came to the U.S. last August from China, and am enrolled in a master of accounting program at George Washington University in Washington, DC. Like other international students in a completely new place, I initially felt hopeless as to where to start my job search. I began searching recruiting websites, but found that these websites aren’t as helpful for students without experience.

Another method I tried was to take advantage of all the resources my school offered, including a career center. These often offer more entry-level opportunities. You can often find networking opportunities through career centers as well.


I was honored to act as the president of the student chapter of IMA® at my university in my first semester and actively took part in the events held by the local professional chapter every month. During this time, I not only got to know some professionals but also got an understanding about business culture in the U.S. – a great help in my job hunting.

In my second semester, I secured my first unpaid internship with a nonprofit organization located in Washington, DC. At the same time, I volunteered to help prepare tax returns. These experiences helped build up my résumé and enhanced my communication skills. Likewise, for those international students who do not have any working experience, it might be a good start to focus on volunteer opportunities and unpaid internships. Nonprofit and international institutions are more willing to sponsor foreign students since they know the process quite well. For those who work in companies that are hesitant to sponsor your working visa, try talking with your supervisor or the HR department to explain that the visa sponsorship process is simple.

This past summer, through on-campus recruiting, I was offered a challenging internship with a government contractor. After spending the summer there, I gained a deeper understanding of accounting issues on daily basis and had more responsibilities.

In addition to adding professional experience to my résumé, I was also looking to strengthen my academic background and social skills, which included passing the CMA® exam and becoming more involved with IMA. I will also attend the 11th annual IMA Student Leadership Conference in California this November. Currently, I am working as an intern at a financial institution which has relationships with banks in China. In addition to assuming some financial and accounting responsibilities, I will also be involved in projects aimed at the Chinese market.

Thanks to my former experience, I got used to my new position quickly and was able to perform my work with minimal supervision. The company even expressed their willingness to sponsor me for the H-1B when I graduate. This shows how it is very useful to rely on your educational and professional background and seek out job opportunities with links to your home country.

Study: Rich People Getting the Pleasure of Assisting Governments Increase Revenues Worldwide

The following post is republished from AccountingWEB, a source of accounting news, information, tips, tools, resources and insight — everything you need to help you prosper and enjoy the accounting profession.

The worldwide decline in top personal income tax rates over the past seven years generally appears to have come to an end, as this year’s average rate increased 0.3 percent globally, according to KPMG International’s 2010 Individual Income Tax and Social Security Rate Report, released this we remained static in most locations, including the United States, the finding of an upward moving trend in the KPMG report suggests some governments are beginning to opt for a personal tax rate increase to help combat deficits and raise additional revenue.

“In the current economic environment, as many countries are faced with increasing budget deficits, they need funding for various economic stimulus packages,” said Ben Garfunkel, national partner in charge of KPMG LLP’s (U.S.) International Executive Services practice. “Our study indicates that many of these countries are levying tax increases on their highest earning taxpayers in order to increase revenue. We also see governments becoming increasingly sophisticated and rigorous in the framing and application of their tax rules.”


According to the KPMG report, the majority of rate movement in 2010 originated in Europe. The United Kingdom implemented a 10 percent increase raising its top rate from 40 percent in 2009-10 to 50 percent in 2010-11 — the highest rate increase seen globally this year.

Other Western European governments have followed suit in an attempt to increase tax revenues. Iceland, amid the collapse of the banking sector, replaced its flat tax regime with a progressive approach raising the top personal income tax rate by approximately nine percent.

Greece, in response to public deficit concerns, raised its top rate by five percent. Portugal, and, most recently, France raised top rates by three percent and one percent, respectively, to help address budget shortfalls. Ireland’s top rate also increased by one percent in 2010.

Striking the Right Balance

“Personal tax rates can be a crucial deciding factor when evaluating where to locate workforces or the costs associated with international assignment programs,” said Garfunkel. “Tax authorities are trying to strike the right balance as they face increasing pressure to identify and secure greater revenues, while also trying to attract businesses to set up operations in their country.

“High income earners typically have the talent and credentials to migrate to countries that have lower personal income tax rates and a need for skilled labor,” added Garfunkel. “Attracting such individuals — including their tax revenues and disposable income — using a competitive personal tax rate, while also trying to address budget deficits, is a challenge, especially in the current economic environment.”

Top Rates Decrease in Some Countries

Some countries are decreasing their top personal income tax rates. Denmark opted to introduce a stimulus package in hopes of increasing consumer spending and as a result, decreased its top rate by almost seven percent. Croatia, this past July, also dropped its top rate by five percent.

Other report findings include:

• The low flat tax initiatives of Eastern European governments have stagnated. Estonia has abolished its plan to reduce its flat tax rate to 18 percent by 2012, while Latvia increased its flat tax from 23 percent in 2009 to 26 percent in 2010.

•Average top rates in Asia-Pacific declined by 0.4 percent in 2010. New Zealand and Malaysia dropped their rates by five percent and one percent respectively.

•Although the average rates for Latin America jumped 0.8 percent in 2010, personal income taxes continue to remain relatively low in Latin America.

Memo to the Boss: We Need to Talk

The following post is republished from AccountingWEB, a source of accounting news, information, tips, tools, resources and insight — everything you need to help you prosper and enjoy the accounting profession.

Don’t fall for the myth that some bosses are just too busy to meet with you. The truth is your boss does not have time not to meet with you on a regular basis no matter how busy your boss might be.

Don’t get me wrong. You should be very careful about wasting one minute of your boss’s time – or anybody’s time for that matter. After all, there are only 168 hours in a week and everyone has zillions of demands on his or her time. Your boss has his own tasks and responsibilities and projects besides his management obligations to you. Your boss is busy. You are busy. Nobody has a minute to waste.


That’s exactly why neither you, nor your boss has time to not meet with you on a regular basis to talk about your work. When you have a boss who won’t spend time talking through your work with you, misunderstandings occur, you don’t always know what resources are necessary, you might find yourself in a real pickle and, even if you succeed against all odds, then you probably won’t get the credit you deserve.

But how often can you succeed against all odds? Without clear expectations, adequate resources, monitoring, and measuring of performance, here’s what happens:

• Unnecessary problems occur.
• Problems that could have been solved easily get out of control.
• The resources you do have get squandered.

As a result, the boss who tried so hard to avoid spending time managing you ends up spending lots of time managing you, anyway. Only it’s after the fact because you were set up to fail, instead of being set up to succeed. When the boss avoids spending time in advance to make sure things go right, things usually go wrong. Small problems pile up. Often, small problems fester unattended until they become so big that they cannot be ignored. By that point, the boss has no choice but to chase down the problems and help you solve them.

In crisis, the boss is virtually guaranteed to be less effective – a further waste of time. What’s more, these bosses run around solving problems that never had to happen, getting big problems under control that should have been solved easily, recouping squandered resources, dealing with long-standing issues, and then feeling even more pressed for time.

As a result, these are the bosses who go right back to avoiding spending time managing you, and the next time they’ll make time for management is the next time there is another big problem to resolve.

So don’t waste any boss’s time. Make your one-on-one time with every boss brief, straightforward, efficient, and all about the work. But make sure you get that regular one-on-one time with every boss you answer to directly at any given time. How often? That depends on the nature of the work you are doing for that boss. Once a day? Once a week? Every other week?

If you push every boss to put the management time where it belongs, up front before anything goes right, wrong, or average, on a regular basis, and you make sure you get the basic elements you need to succeed, then the time every boss does spend managing you will be so much more effective.

If you make sure the time every boss spends with you is high-leverage time, bosses are going to want to give you that time. You will gain a reputation for not wasting anyone’s time. You will gain a reputation for making good use of management time. Bosses will know that it is worth spending time with you, that there will be a return on investment for every minute a boss spends with you.

Earning the Right to Say, “You can trust me. I’m your CPA.”

The following post is republished from AccountingWEB, a source of accounting news, information, tips, tools, resources and insight–everything you need to help you prosper and enjoy the accounting profession.

“That was strange,” I thought as I hung up the phone. I’d just spent the last thirty minutes on the phone with a client talking about, of all things, which B-school his daughter should attend and what major concentrations she should consider.

This didn’t fit my view of accounting as it did not involve auditing transactions or pushing numbers around on a spreadsheet. They didn’t teag in undergraduate school. Yet, some 25 years after receiving a diploma with a Bachelor of Science Degree in Accounting and some 22 years after earning the right to call myself a CPA, here I was being asked to advise a client on a very personal matter not even remotely related to accounting.

How did this happen? In a word – trust. Over the years, I had earned the trust of this client on enough accounting, financial, and tax related matters that he now trusted my advice on such matters as where his daughter should attend college. As I let that sink in, I was blown away by the realization that trust leads to influence.


Because CPAs usually are very active in their communities, they have a very well-developed network of contacts and referrals. And because CPA’s are trusted, when they refer a client to somebody in their referral network, more likely than not, that client will end up working with that referral.

A colleague of mine – also a CPA – related the story of sitting with a client who recently had sold his business and had in excess of $100 million to invest. The client had never seen this much cash and was unsure what to do. The CPA recommended the client talk to a wealth management specialist and the client agreed. After the wealth manager had explained his core values and approach to investing, the client turned to his CPA and asked for his thoughts. The CPA responded that he was a believer and that all his personal and retirement savings were invested with this wealth manager. The client turned to the wealth manager and said, “If it’s good enough for him (the CPA) then its good enough for me. How do I get started?”

Do you think that afternoon the wealth manager was really glad to have the CPA as a referral source? I’ll guarantee it. The endorsement from the CPA and the client’s trust of that endorsement not only gained the wealth manager a substantial client – it also greatly shortened what would normally be a very lengthy sales process.

Whenever I see a public opinion poll about most trusted professions, the CPA always is at or near the top. There are several reasons why CPAs are viewed so favorably. CPAs are viewed as having a great deal of competence, able to remain unbiased, able to constrain emotion from affecting decisions, and possess an aura of independence and fiduciary responsibility – meaning we generally treat our clients affairs as we would treat our own.

One area where sound, practical advice is indispensible is finance. Against this backdrop of favorable opinion and opportunity, when a CPA delivers a valuable financial service and honors his word, trust is developed in spades.

During August of this year I read an article written by a business owner about the relationship with his CPA. The owner wrote that his CPA is the benchmark he uses to measure all other consultants. He goes on to explain his CPA has three attributes he appreciates as a valuable resource. Those attributes are knowledge, experience, and what he terms the “we” factor. That is, his CPA considers himself part of the team.

When the CPA makes a recommendation, such as getting rid of non-performing assets, adjusting personal lifestyles, or finding another service provider for payroll, legal services, software, investment advice, leasing agents, business brokers, or banking relationships, this business owner is going to follow that advice. He has no reason not to follow it.

In many client relationships, the CPA is counted on to be a trusted business advisor, to be available when the entrepreneur needs advice, to be the quarterback of the team of professionals who help to guide the company. Through contacts with other professionals and other clients, the CPA can be an excellent source of information when a business is unsure of the path to follow or when it needs services it has not used previously.

When a client trusts his CPA enough to entrust decisions affecting his own children – such as where to go to college and what to major in or how to invest $100 million of new found wealth – how much more do you think that client is going to trust his CPA on decisions that affect normal day-to-day business operations?

For those of you reading this article who might be potential referral sources, the ones I trust most with my client’s are the ones who put the needs of others ahead of themselves. If I receive any indication that a service provider is the least bit self-serving, they are never going to see a client through my referral… and they might even receive a negative review if overly unworthy of trust.

In this regard, actions speak louder than words. Show me that you are worthy of my trust and my client’s trust through many small actions over time. Show me the consistency of your character and that you understand putting the needs of others first is the most certain way to experience personal success. Tell me the truth, not what you think I want to hear. The world is full of yes people. We need more people willing to say what they think. If you are truthful, authentic, and trustworthy in your dealings with others, then you probably are somebody I will feel comfortable referring to a client and there is a 95 percent probability you’ll gain a new client or customer.

With a few exceptions, the CPA profession has done a good job of caring for and nurturing public trust. As a result, when public surveys are done, CPAs are viewed at or near the top of all professions in terms of honesty and trustworthiness. This trust creates influence and that influence is powerful. As such, trust has to be a highly regarded and protected asset.

Our words carry weight. As professionals and trusted advisors our words carry substantial weight. Futures can be and are changed by the words we speak. We have the ability to elevate dreams and ideas – or crush them – with the power of our words. So we must choose them carefully and make sure the substance of our thoughts and words rise to the level of fiduciary care we are sworn to uphold.

Accounting Student Turned Stripper Not Too Familiar with Independent Contractor vs. Fulltime Employee Issues

The following post is republished from AccountingWEB UK, a source that delivers topical, practical content to accountants and accounting professionals.

Forget Patmore, a former accountancy and finance student is starring this week in what must surely be the employment and tax case of the year.

Lapdancer Nadine Quashie allegedly earned more than £1,000 a night dancing at the Stringfellows (NSFW) club London and is now trying to pursue an unfair dismissal through the Employment Tribunal after being fired in December 2008 following allegations of drug use and dealing.


On behalf of the club, Caspar Glyn argued that the dancer was not entitled to rights under the tribunal as she was self-employed. “To take off your clothes and be paid to do that, it is a curious, unusual situation… which is perhaps in itself unsuited to an employment relationship,” he told the tribunal.

Aiming another blow below the belt, he added that Quashie should be disqualified from having her case heard because she had misrepresented her tax affairs – in spite of having studied accountancy and finance at Thames Valley University for a year.

She took two years off her studies to hold a full-time position as women’s rights officer for the student union, but instead of returning to the course she turned to lapdancing.

She has told the tribunal that conditions at the club effectively meant dancers were employees and she should be entitled to a full tribunal hearing. Like other dancers, she was required to give up 25% in commission, with an additional £85 deducted for nightly fees.

While Stringfellows insisted she was self-employed, Quashie said she did not learn of her self-employed status until another dancer told her of the situation five months after she started working there.

This case has everything for employment and tax advisers, HMRC investigators and retired colonels from Tonbridge. In addition to the lurid claims of private, late night sessions with Peter Stringfellow and his friends, it presents a classic challenge for the badges of employment tests and some messy tax implications for all sides.

Purely hypothectically, how would you advise the participants in such a case? Back at the central London tribunal, meanwhile, judgment in the case has been reserved.

Does Your Work Attitude Need an Adjustment?

For the majority of the time you’re at work, what’s your attitude? Gung-ho and get-it-done? Excitement? Just happy to have a job? Get through the day so you can go home?

I started thinking about this after reading self-described Chief Happiness Officer Alexander Kjuerulf’s examination of “What the heck is work anyway?”

• If work is simply what you do because you have to, then happiness at work is almost impossible by definition.

• If work is only what you do for money, it eliminates all volunteer work.

• If work is only what you do for a purpose, then all aspects of your job that are not productive are no longer work.

I’m not claiming to have the answer yet, but as I see it, here are some elements of a definition of work that is conducive to happiness:

• Work is something you choose to do. You may not have a choice of whether or not to work, but you have choice in what work you do.

• Work is something you’re valued for. Either someone pays you for your work or someone takes the time and resources to organize your work.

• Work is an activity where you make a positive difference for someone else.

Whether or not you agree with where Kjuerulf is going with this, he is absolutely correct that work is a choice. You can choose not to work (and face the consequences on your lifestyle), and you can choose the work you do.

But there is a critical element that Kjuerulf leaves out – you also can choose your attitude. If the work you do every day is not something you love, you can choose to do it with an attitude that expresses your desire to do a good job, deliver an excellent end product, and respect those around you.

Even if you tend to love the work you do, but occasionally get an assignment you don’t enjoy or teammates who rub you the wrong way, you can still choose your attitude.

It’s that ability to choose that sets us apart. Those around us (bosses and colleagues, alike) make it easier to choose a positive attitude by appreciating our efforts and the attitude we demonstrate in accomplishing our goals.

What attitude will you choose today?

About the author:
Derek Irvine is a seasoned, internationally-minded management professional with more than 20 years of experience working across a diverse range of industries. An authority on the topics of employee engagement and recognition, he is a regular speaker at indus try and professional group conferences worldwide and is frequently published in leading media. He is coauthor of Winning with a Culture of Recognition.

Reprinted with permission from HR.com.

It’s Not Impossible To Make Money on Small Audits

The following post is republished from AccountingWEB, a source of accounting news, information, tips, tools, resources and insight–everything you need to help you prosper and enjoy the accounting profession.

Most small firm practitioners can offer lots of answers as to why it is difficult to profit from small audits. Ever-changing professional standards, increasing quality control requirements, using standard “one-size-fits-all” audit documentation and increasing legal liability are a few of the common answers. The problem is that knowing the answer doesn’t solve the problem!

Maybe we need to change the question to solve the problem. A better question may be, “What changes do we need to make in our audit practices to profit from small audits?” Answer this question correctly and we solve a major problem!

Here are changes in audit practices some smaller CPA firms are considering:


• Developing the technical and leadership abilities of engagement leaders is at the top of the list. Recognizing this takes time and money, small firms are making increasing investments in training and consultations to expand the knowledge resource base of their leaders and the firm. Making sure leaders are technically current in all professional standards affecting auditing engagements is a first step. Teaching leaders to pass their knowledge on to all assistants is the second.

• Designing firm policies and procedures within existing professional standards that provide reasonable assurance audited financial statements are not misstated. While we’d like to achieve absolute assurance the financial statements are not misstated, we have to assume some risk they may contain misstatements. In short, we have to give up some of our traditional approaches to audits in exchange for uniquely tailored audit strategies designed to gather the minimum amount of evidence necessary to verify relevant financial statement assertions. Gathering the minimum required evidence in the most efficient ways results in maximum profits!

• Creating proprietary audit documentation packages by eliminating or modifying documentation purchased from major publishers. Extensive audit documentation is not a substitute for the knowledge of staff personnel! We cannot afford to complete practice aids and other documentation containing everything we need to know on every engagement, particularly on small audits. Many small firms are realizing they can modify their quality control documents to permit engagement leaders to tailor documentation on every audit. Using major publisher’s practice aids for reference is the most any firm should do on small audits. When we know the requirements of professional standards, it isn’t difficult to tailor or create basic practice aids to guide small audit performance.

These are just a few of the small audit changes CPA firms must consider to increase profits. I’ve designed my Small Audit Series of live and on-demand webcasts to provide holistic solutions that will enable practitioners to make more money on small audits. You can obtain over 300 pages of instructional text materials and illustrative practice aids designed for CPE credit on the left sidebar of our website, www.cpafirmsupport.com. Don’t be left behind! Small audits can generate BIG profits!

Future CFOs, Partners Best Not Check Integrity at the Door

The following post is republished from AccountingWEB, a source of accounting news, information, tips, tools, resources and insight–everything you need to help you prosper and enjoy the accounting profession.

A strong moral compass can give high-potential managers a leg up the career ladder, according to the results of a recent survey.

One-third of chief financial officers (CFOs) interviewed said that, other than technical or functional expertise, integrity is what they look for most when grooming future leaders. Interpersonal and communication skills also ranked high, cited by 28 percent of respondents.

The survey was developed by Robert Half Management Resources, a provider of senior-level accounting and finance professionals on a project and interim basis. The survey was conducted by an independent research firm and includes responses from more than 1,400 CFOs from a stratified random sample of U.S. companies with 20 or more employees.


CFOs were asked, “Other than technical or functional expertise, which one of the following traits do you look for most when grooming future leaders at your organization?”

Their responses:
• Integrity – 33%
• Interpersonal/communication skills – 28%
• Initiative – 15%
• Ability to motivate others – 12%
• Business savvy – 10%
• Other/don’t know – 2%

“History has shown time and time again the importance of ethics in business – even a single lapse in judgment by one employee can significantly affect a company’s reputation and its bottom line,” said Paul McDonald, senior executive director of Robert Half Management Resources. “Leaders who are principled and forthright inspire this same behavior in their teams, creating a culture in which integrity is a core value.”

McDonald pointed out that communication skills also are requisite as executives take on greater responsibility.

“Especially during difficult periods, managers must be able to promote open, two-way communication with their teams,” McDonald said. “Executives in companies that have moved successfully through the downturn understand the importance of listening intently to feedback from employees and are always on the lookout for this skill in potential leaders.”

How Much Time Is Too Much Time to Spend on Social Media?

The following post is republished from AccountingWEB, a source of accounting news, information, tips, tools, resources and insight–everything you need to help you prosper and enjoy the accounting profession.

It’s likely that your employees spend a sizeable percentage of their time using social media. As work/life balance continues to blend into one homogenous string of activities, social media activity is happening in your workplace whether you realize it or not.

But isn’t social media just a big waste of time?

It can be, but lumping all socito the same unproductive bucket is unfair, and also unwise. Social media can be an effective tool for many key business activities – including business development, client retention, and employee retention and recruitment.

Because platforms like Facebook often blend personal and business colleagues, it’s very challenging to set black and white rules when governing the use of social media.


Free reign on social media = Trust

At Chrometa, we take a mostly laissez faire approach to our employees’ use of social media, with no official policies or restriction on what employees are allowed to do. I know this thinking is counterintuitive to what many accounting and consulting firms believe, but I think this boils down to a control issue more than anything else. It’s sort of similar to being told as a child not to get into the cookie jar. If firms set up policies dictating certain actions, employees are more likely to violate these policies if they feel they can get away with it without being noticed.

Each of our employees is encouraged to set up and maintain a presence on “The Big 3” social media channels – Twitter, Facebook, and LinkedIn. Their participation levels, on the other hand, are completely up to them. A couple of our employees really enjoy and benefit, both personally and professionally, from their time on Facebook and Twitter. Ironically, our chief technical officer generally dislikes social media and personally avoids it.

At the core of our free reign is trust. We trust that our employees are 100 percent devoted to the success of our company, mission, and brand. As a result, I have complete trust they will not represent us poorly; to do so would be like representing themselves poorly. This level of trust is only possible if an employee does completely self-identify with his or her job and firm.

How much time is too much time?

I personally have spent too much time on many occasions on the Big 3 and blogs, as well, without achieving what I’d consider a reasonable ROI on my time. Going forward, I know I need to more accurately gauge the amount of time I should spend on each medium.

It’s not completely fair and accurate when people proclaim, “Twitter is a complete waste of time” because they probably just don’t understand what it can do. Twitter can be a drain, but it also can be useful if used properly and marketed to your stakeholders. Like anything, if you spend too much time on Twitter, you can end up wasting a lot of time if you don’t use it wisely.

How-much-time-too-much-time is something everyone must figure out for themselves. I give our employees the leeway to decide how much time is too much. I know they honestly want to be productive and perform their roles to the best of their ability. Because I know this, I find it’s better if they figure out these types of limits and best practices themselves, instead of having them come as edicts from above.

It’s About Time is a series of articles devoted to practice management techniques that focus on efficiency and productivity.

About the Author:
Brett Owens is CEO and cofounder of Chrometa, a Sacramento, CA-based provider of time-tracking software that records activity in real time. Previously marketed to the legal community, Chrometa is branching out to accounting prospects. Gains include the ability to discover previously undocumented billable time, saving time on billing reconciliation, and improving personal productivity. Owens also is blogger and founder at CommodityBullMarket.com and ContraryInvesting.com, as well as a regular contributor to two leading financial media sites, SeekingAlpha.com and BeforeItsNews.com.

Five Ways Windows 7 Will Make Your Life Easier

The following post is republished from AccountingWEB, a source of accounting news, information, tips, tools, resources and insight–everything you need to help you prosper and enjoy the accounting profession.

Beyond the world of Windows XP, there lies a new age in computers. When the time comes for you to switch to Microsoft’s newest operating system, 7 will be waiting for you with enhancements that will make your transition extremely pleasing.

No need for overly pricey third-party software; these enhancements come ready out of the box and pack a punch that will make you wish you had switched to 7 sooner.


Jump Lists – Windows 7 makes it easy to access your most used documents, spreadsheets, Web pages, and media. Simply right click on an item in your task bar and a list of your most recently used items will appear in a popup window. You also can pin documents, much like a bookmark, and your document will always be listed in the jump list, ready to open with a simple click.

Snap – Making two applications align on your screen is no longer a hassle. With Windows Snap you can drag the windows to the left or the right of the monitor, and the applications will simply and easily be aligned on your screen. You also can drag a window to the top of your screen for easy maximizing. This feature is incredibly useful while dragging applications from one monitor to another.

Shake – If you ever get distracted by countless number of open applications on your desktop, with Shake, you can click and hold on any of the applications’ task bar, shake your mouse around, and all of your other applications will magically minimize. If you want to restore the applications, click on your open application, and just give it another shake. The windows will reopen.

Location Aware Printing – Have you ever taken your office laptop home, tried to print that one file you needed only to realize that you accidentally tried to print it to your office printer? With Windows 7, when your computer changes networks from home to office or office back to home, your computer will remember what printer you last used at each location and will automatically default to that specific printer. You won’t have to waste time changing your default printers.

Windows Touch – With the rise of touch screen electronics, Windows 7 comes equipped to work with touch screen computers and monitors. Not only does this feature work with single touch monitors, Windows 7 comes equipped with multi-touch, for very simple and very easy navigation around your computer. You can fly through your applications, photos, and media all with just a touch.

About the author:
David Rowe is a managed services consultant at Xcentric, which specializes in Cloud Computing and IT consulting for CPA firms. Rowe graduated from the University of Georgia in Athens, GA. He can be reached at (678) 297.0066 or at info@xcentric.com. Follow Xcentric at xcentric.com/blog and www.twitter.com/xcentric.

How To Deal with a Jerk at Work

The following post is republished from AccountingWEB UK, a source that delivers topical, practical content to accountants and accounting professionals.

Probably one of the worst aspects of being in practice – or indeed of any working environment – is having to deal with difficult people. Sole practitioners who operate without staff and who are very choosy about their clients may only encounter difficult people in HMRC. At the other extreme, a manager in a larger firm might encounter difficult colleagues, junior staff, partnwell as fellow professionals in other firms and employees at all levels in HMRC.

Most of us have to deal with difficult people at work. How difficult a person is to deal with depends on our self-esteem, self-confidence and our professional courage. Dealing with difficult people is easier when the person is just generally obnoxious or when the behavior affects more than one person. The task becomes much tougher when they are attacking you personally or undermining your professional contribution.


Your basic options
One way or another you have to decide whether to ignore the difficult behavior (perhaps you will rise above it); to confront the person; delegate your dealings with them (whether to a colleague, a junior person or a more senior one); or remove the need for interactions (whether by you or them leaving the position that gives rise to the difficult interactions).

Ignore the behavior
This is easier said than done, and may come across as submissive or non-assertive. It is rarely the best solution except on those occasions where you will not need to interact with the person again. In such cases you may get what you need or resolve matters simply by ignoring their challenging behavior.

Confront the person
This requires you to be assertive and to avoid the temptation to be aggressive. This means you must accept that however difficult the other person may be, they still have rights and so do you. When you are assertive you recognize that you are entitled to information, clarification or a reply but that your entitlement is no greater (or less) than the other person’s entitlement to respect, politeness and honesty. When you act aggressively, you deny the other person their rights.

The other option is to act submissively or non-assertively, which means you deny your own rights. If this is your default position then you would probably benefit from some assertiveness training. It’s hard to respect non-assertive professional advisers.

Of course, this is easier said than done. Many of us have worked for an aggressive boss who we think revels in their ability to bully us. This may force us into a non-assertive stance. It will rarely enable us to get the best outcome.

Assertiveness is a skill. It’s not natural for everyone and can take practice to strike the right balance so that you do not come across as aggressive. Being naturally assertive is a skill worth developing.

Delegate or share
I’m a firm believer in keeping the end in mind, by which I mean focusing on the desired outcome.

Let’s say you are having difficulty securing the desired (fair) outcome in negotiations with an inspector at HMRC. Might someone else in the firm have ideas that could help resolve things? Is it more important that you be seen to have resolved things alone or that you/the firm secures the best possible outcome?

If a difficult client is taking too long to produce the necessary papers or to respond to your enquiries, perhaps someone else could go to meet them face to face or simply to collect things?

Removal
The drastic solution is to resign and move on, arrange for the difficult junior staff member to be moved on (following due process of course), or to tell the client that you no longer want to act for them (yes you can!).

Future Accounting Firm Tools? BlackBerry’s PlayBook Will Challenge iPad

The following post is republished from AccountingWEB, a source of accounting news, information, tips, tools, resources and insight–everything you need to help you prosper and enjoy the accounting profession.

As iPhones continue to impinge on traditional BlackBerry territory, Research in Motion (RIM) is countering with a competitor to Apple’s famed iPad – a tablet known as the PlayBook will be released in early 2011.

Geared toward business users, the PlayBook will serve as either a standalone device, or a larger screen for a BlackBerry smartphone. Users will be able to access any information on their BlackBerry smartphone, such as e-mail, calendar appointments, and documents, interchangeably on either device.


Internet access is available via WiFi or by sharing the wireless data service plan of a BlackBerry. Unlike the iPad, the PlayBook will offer full support for Flash, which means users won’t have to jump through hoops to view YouTube.

At nine-tenths of a pound, the PlayBook is smaller and lighter than an iPad. Current iPads don’t offer built-in cameras, but the PlayBook will have dual high-definition cameras facing front and rear to allow video recording or video conferencing.

The PlayBook is compatible with BlackBerry Enterprise Server, and offers secure corporate data access. Video playback will be available at 1080p, along with support for MPEG, DivX, and WMV formats. The PlayBook will use the new BlackBerry Tablet operating system, which includes full multi-touch and gesture support.

The PlayBook will ship with a 1 GHz dual-core processor, and will have four times the onboard memory of an iPad (1 GB RAM in a PlayBook versus 256 MB in an iPad). The operating system allows for full multitasking, meaning users won’t have to pause or shut down one application to launch another. The PlayBook will have a standard microUSB and micro HDMI ports, and the 7-inch screen will offer a screen resolution of 1024 x 600.

RIM has not yet announced pricing, but some analysts expect the PlayBook will be offered through the cell phone carriers that sell BlackBerry smart phones. Others expect that the PlayBook will retail for approximately $499, which is the same as an entry level iPad.

About the author:
David Ringstrom, CPA, heads up Accounting Advisors, Inc., an Atlanta-based software and database consulting firm. Contact David at david@acctadv.com.