Passé Anterieur An Important French Literary Tense

The French passà © antà ©rieur (anterior past) is the literary  and historical equivalent of the past perfect  (in French, the plus-que-parfait). It is used in literature, journalism, and historical accounts, for narration, and to indicate an action in the past that occurred before another action in the past. Because its a literary tense, you dont need to practice conjugating it, but it is important for you to be able to recognize it. French Literary Tenses Le passà © antà ©rieur  is one of five literary tenses in French. They have virtually disappeared from spoken language unless the speaker wishes to sound erudite, and so are relegated primarily to written text. All five  French literary tenses  include: P​assà © simplePassà © antà ©rieurLimparfait du subjonctif  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Plus-que-parfait  du subjonctif  Seconde  forme du conditionnel passà ©Ã¢â‚¬â€¹ A Formal Compound Tense Like the Past Perfect The French anterior past is a compound conjugation, which means it has two parts: Passà © simple  of the  auxiliary verb  (either  avoir  or  Ãƒ ªtre)Past participle  of the main verb The auxiliary verb is conjugated as if it were being used in the  passà © simple  (aka preterite), which is  the  literary  and historical equivalent of the  passà © composà ©. Like all French compound conjugations, the past anterior can be subject to grammatical  agreement: When the auxiliary verb is  Ãƒ ªtre, the past participle must agree with the subject.When the auxiliary verb is  avoir, the past participle may have to agree with its direct object. The French anterior past  commonly occurs in subordinate clauses and is  introduced by one of these conjunctions: aprà ¨s que, aussità ´t que, dà ¨s que, lorsque, or quand.  In this case, the main clause is in the passà © simple. The English equivalent is usually but not always had and a past participle. In everyday speech, the literary past anterior is usually replaced by an everyday tense or mood: either the  pluperfect  (for habitual actions), the  past ​infinitive, or the  perfect participle. Examples of the Passà © Antà ©rieure Quand nous eà »mes fini, nous mangeà ¢mes.   When we had finished, we ate.Dà ¨s quelle fut arrivà ©e, le tà ©là ©phone sonna.   As soon as she arrived, the phone rang.Je partis aprà ¨s que vous fà »tes tombà ©.   I left after you fell.Le maire et le prà ©sident lui firent la premià ¨re visite, et lui de son cà ´tà © fit la premià ¨re visite au gà ©nà ©ral et au prà ©fet. (Les Misà ©rables)  Ã‚  The mayor and the president were the first to visit him, and he, in turn, was the first to visit the general and the prefect.Elle rencontra Candide en revenant  au chà ¢teau, et rougit  ; Candide  rougit aussi  ; elle lui dit bonjour d’une voix entrecoupà ©e, et Candide lui parla sans savoir ce qu’il disait.  (Candide)  Ã‚  She met Candide on her way back to the castle and blushed; Candide blushed, too. She said hello with a catch in her voice, and Candide spoke to her without knowing what he was saying.Aussità ´t que le prà ©sident eut s ignà © le document, sa secrà ©taire lemporta. (CliffsNotes)   As soon as the president had signed the document, his secretary took it away.Quand elle  eut publià ©Ã‚  son premier recueil de poà ¨mes, elle devint un grand  succà ¨s. After she had published her first collection of poems, she became a big success.Aprà ¨s quelle  eut và ©cu  quelques annà ©es à   Paris,  Anne  retourna  dans son pays dorigine. After she had lived several years in Paris, Anne returned to home to her country. How to Conjugate the French  Passà © Anterieur   AIMER (auxiliary verb is avoir) j' eus aimà © nous eà »mes aimà © tu eus aimà © vous eà »tes aimà © il,elle eut aimà © ils,elles eurent aimà © DEVENIR (auxiliary verb is à ªtre) je fus devenu(e) nous fà »mes devenu(e)s tu fus devenu(e) vous fà »tes devenu(e)(s) il fut devenu ils furent devenus elle fut devenue elles furent devenues SE LAVER (pronominal verb) je me fus lavà ©(e) nous nous fà »mes lavà ©(e)s tu te fus lavà ©(e) vous vous fà »tes lavà ©(e)(s) il se fut lavà © ils se furent lavà ©s elle se fut lavà ©e elles se furent lavà ©es

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Arrow Of God By Chinua Achebe - 998 Words

Arrow of God written by Chinua Achebe is set in the 1920’s located in Nigeria. The book focuses on the main character Ezeulu, the Igbo people’s chief priest. Throughout the text we see Ezeulu have conflicts with other tribes and with Christian missionaries, get sent to prison for denying a position from the British, and Ezeulu having difficulties within his own tribe and their yam harvest (Achebe). All the events that happened in Arrow of God lead to a much deeper meaning. If we take a look at a look at the very complex film District 9 produced by Peter Jackson, we see a very different but similar story. This is a â€Å"mockumentary† type film that explores the life of a MNU executive, an alien and his son, the Nigerian gang, and a mercenary soldier employed by MNU (IMDb). In both stories, Arrow of God and District 9, there are very blunt patterns of fiction, distinct archetypes, and prominent philosophies used. The stories above are two different types o f media, with similar content. Both book and movie shows a tribe being pushed out of their home, in almost the same way. In both stories we see patterns of fiction, which is when a reader is introduced to a character and some event or a challenge occurs. In Arrow of God, Ezeulu is faced with a difficult decision towards the end of the story. We call this The Choice. Ezeulu is faced with the decision to allow his tribe to participate in the New Yam Feast, but instead tells them not to and famine strikes theShow MoreRelatedA Study on the Author, Chinua Achebe 1467 Words   |  6 Pages A STUDY OF THE AUTHOR, CHINUA ACHEBE Chinua Achebe was born unto a Nigerian parents in Nigeria on November 16, 1930. He was from a family that born six kids; he being the fifth among them. Chinua Achebe’s parents were Isaiah Okafor Achebe and Janet Achebe. He begin an English at eight in Ogidi, Nigeria. Encouraged by his father, he was excited to learned English quickly. 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The Strength Of Silence An Analysis Of The Stronger

The Strength of Silence: An Analysis of â€Å"The Stronger† by August Strindberg When one thinks of great playwrights that have changed the theatre the first name that one may think of is Shakespeare. Everyone will agree that he was great at what he did. One person’s work that many people may not recognize is August Strindberg. â€Å"The Stronger† by August Strindberg is one of his best one-act plays. Not only is â€Å"The Stronger† a great one act, it also only uses the voice of one actor. Strindberg’s â€Å"The Stronger† is based on the conversation between two women. The names of the women are never mentioned, so reader and interpreters just give the characters the names â€Å"Mrs. X† and â€Å"Miss Y.† During the one act play, Mrs. X speaks the entire time. Mrs. X first runs into Miss Y at a bar/restaurant. The conversation starts off pretty innocent as Mrs. X tells Miss Y about the gifts that Mrs. X bought for her children and husband. When Mrs. X mentioned her husband, she began to tell Miss Y that she could have had a husband and children by now. As their one-sided conversation escalates into Mrs. X telling Miss Y about all the women who try to seduce her husband, she informs Miss Y that she knows about Miss Y’s and Mrs. X’s husband’s affair. Mrs. X slowly realizes that her husband’s new fixations come from the intimate time that he had spent with Miss Y. This realization could be a possible lead to why Mrs. X unconsciously changed herself to become as much like Miss Y as she could be. One mayShow MoreRelatedAnalysis Of Still I Rise By Maya Angelou993 Words   |  4 PagesMy Black is Brave, My Black is Strong Strength. Strength can be seen in the readings that we have encountered this semester. Blacks have been through a lot ever since coming to this country called â€Å"America.† From being beaten, oppressed, and even worst, killed. Whites have always felt that Blacks had to be controlled because they were â€Å"property† but obtaining the obedience from Blacks was not a simple task. So in order to get the control of the people in the Black community, Whites thought thatRead MoreTolerance For Ambiguity, Learning Style, Dominant Conflict Management Styles, And Dominant Reactions1610 Words   |  7 Pagesdomination among the members as it would only destroy the peace and focus on the goal. Strength would be team player, hard worker, focused on achieving target, etc. should be able to balance work and personal life and never let one come in the others path. In this paper I will talk about Tolerance for ambiguity, learning style, dominant conflict management styles, and domin ant reactions to dissonance. 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It is important to note that Jesus’ silence fulfilled the words of the prophet Isaiah. Knowing this part of the story allows us to see the culture and situation more clearly. By stepping through the doorway into the story, we are given the opportunity to ta ke the side of either the crowd or

Indonesia Compare to Asean Country Free Essays

Study Meeting on Expansion and Development of the Service Industry in Asia APO Project No. 08-RP-38-GE-STM-B 17-20 June, 2008 At Seoul, Republic of Korea Submitted By: Kenedi Nababan and Romi Prasetio – Indonesia Kenedi NababanRomi Prasetio Arco Backend AgencyBank Sinarmas Hongkong and Shanghai Bank CorporationBank Sinarmas KC. Sukabumi, Jl. We will write a custom essay sample on Indonesia Compare to Asean Country or any similar topic only for you Order Now A. Yani No 235 Wisma HSBC JL Asia Afrika No. 116Ruko No. 3 Sukabumi Bandung 40112Telephone :62-266-229377 Telephone :62-22-4233022Fax :62-226-229366 Fax :62-22-4230182E-mail : romi. rasetio@banksinarmas. com E-mail : kenedinababan@hsbc. co. id I. Composition of Services Industry in Indonesia : II. Banking and Finance sector a. Bank b. Insurance c. Other financial institution III. Infrastructure of Health Sector a. Hospital b. Medical Clinic c. Puskesmas (rural region) IV. Tourism a. Hotel b. Restaurant V. Construction a. Highways b. Bridges c. Public Services VI. Transportation and Freight a. Air transportation b. Sea Transportation c. Land Transportasion ( bus, railways) VII. Communication a. Fixed Line b. Cellular TelecommunicationsII. Service Industry Influence to economic Growth An economic growth in Indonesia contain several of main sector, first agriculture (16,8%), services (2. 1%), financing (1%), trade and tourism (0,9%) and electricity (0,6%). Service industry can give composition of national income for the period 1997-2007 20%-22%, tradable sector 30%-31% and tax 40%-45%. III. Growth and influences to the National Vocations In Indonesia, telecommunication is highest sector that can achieve average 20% per year of growth, but influence to the vocation only 2% per year.It is inversely proportional with agriculture, while this sector achieve 3% of growth but can give an influence 42% to the vocation. In general sectoral contribution of workforce in Indonesia during the periode after crisis in 1998, service sector given a better influence rather than manufacture. IV. Problems and Prospects Investment, infrastructure and unbalance development between east Indonesia with west Indonesia are the main problem in Indonesia. Telecommunication, tourism and transportation are potential prospect in service sector in Indonesia. V. Government PoliciesMany policies has been done by the government, such as facilitate the extraneous investment in Indonesia, FDI growing around 5% per year. And to develop east Indonesia, the government   specifically has been chosen a ministry to make development   in East Indonesia. Other side, the central government gives discretion to local government to make development in their own state, with divide 80% income for local government and 20% for central government. The government taxes income, in 40% its to funding the public service sector so the service sector could be better. Indonesia is in need of structural reforms.Most important in this respect are improving the country’s business climate and infrastructure. Infrastructure is poor and the cause for high transaction costs, making the country less competitive. The country’s business climate is also less than optimal. The administration is aware of these weaknesses and is making efforts to address them. However, the House of Representatives systematically blocks reform measures from being implemented. Draft laws on tax and investment have been blocked this year and labour market reforms have been abandoned due to strong union opposition.We expect that the renewed support for the President by the largest party in the House of Representatives will reduce resistance to reforms. Privatisation has been halted for the large part in 2006, but the government met its target at the last moment by selling a 5. 3% stake in the state gas company PGN. Even though the government has announced that privatisation efforts will be stepped up in 2007, this remains to be seen. The 13 state-owned companies that are listed on the Jakarta Stock Exchange represent 40% of market capitalisation in Indonesia. In more recent years the government has stepped-up efforts to tackle governance and public administration constraints in an attempt to close the investment gap with its south-east Asian competitors. Indonesia’s rates of investment have been slow to recover from the crisis and lag behind regional rivals. There are three main strands to the reforms that are beginning to deliver higher levels of investment: †¢ Strengthening the capacity of local government to, deliver basic services, build infrastructure (especially roads that link farmers to markets), improve the efficiency of public spending and cut red-tape.It will be particular important for local government to effectively spend central government transfers aimed at reducing the large regional disparities. †¢ Improving the investment climate, by strengthening the legislative framework, tackling corruption and reforming the civil service. †¢ Peace building, disaster risk management and climate change adaptation, in a country like Indonesia, the growth prospects of certain regions will be ruined by outbreaks of conflict or natural disasters.Aceh, has received a double boost in the past two years as a result of the peace process and the well-managed response to the devastating tsunami. Securing higher levels of public and private investment, particularly in area that boost the income earning opportunities of the poor, such as feeder road building, agricultural extension and rural electrification, will be crucial to continue Indonesia’s trend of growth and poverty reduction. This would allow Indonesia to move up swiftly through the ranks of middle income countries, and continue to reduce poverty.Comparation with Other Country ASEAN’s sectoral composition of output can be discussed with particular reference to the size of three major sectors: agriculture, manufacturing and services. In their study, Gani and Clemes (2002) identified three distinct features of ASEANs sectoral composition. First, the authors showed that the service sector was the dominant contributor to GDP in Philippines, Singapore, Thailand and Viet Nam during 1995-1999, while in Indonesia, the service sector’s contribution to GDP was slightly below that of the manufacturing sect or for the same period.Second, they reveal that since 1980, the contribution of the agricultural sector to GDP has declined gradually in many ASEAN economies while the share of services to GDP has increased over time in Brunei Darussalam, Indonesia, Philippines, Thailand and Viet Nam. The share of services to GDP was highest in Singapore among all ASEAN countries. Third, the authors identified that the services sector has experienced high growth rates since 1980 onwards, with Malaysia ranked at the top of the list averaging 8. per cent per annum. Causes of Productivity differences/inferiority in service sector compare to manufacturing sector While the services sector has dominated in terms of its contribution to ASEAN GDP, the contribution of the manufacturing sector to GDP cannot be ignored. As a share of GDP, the manufacturing sector averaged just over 24 percent in the last decade. In Indonesia, Malaysia and Thailand, manufacturing valued added to GDP has continuously increased over the last three decades.An efficient services sector should lead to improved performance of the manufacturing sector by improving distribution and information transactions. In modern economies, there is increasing demand from both consumers and business for efficient service sectors. In many cases, competitive parity has already been reached in manufactured goods making it difficult for most global corporations to differentiate their tangible outputs on product quality alone.This forces business to increasingly turn to higher levels of customer service to facilitate their homogeneous product offerings, increase their overall productivity, improve their competitive advantage and ultimately to create customer value. Increasing consumer and producer confidence will boost economic activity in Indonesia in the forecast period. Inflationary pressures have largely ceded, leaving room for cuts in interest rates, which will also stimulate growth. On the back of high commodity prices, Indonesia’s exports thrived and provided support for the current account.External debt reductions improved Indonesia’s liquidity position. However, the government has been unable to implement reforms that would improve the business climate, which remains poor in Indonesia and c ontinues to hamper development. Expenditure on development (infrastructure, health and education) has also been sub-optimal due to political squabbling. Moreover, the administration’s fight against corruption is waning. Failure to push ahead with economic reforms will negatively affect Indonesia’s economic prospects.Furthermore, Indonesia remains a high risk country from a credit point of view, resulting in high borrowing costs. While all forms of investment are important for growth, studies suggest that Foreign Direct Investment (FDI) can yield additional productivity benefits associated with the accompanying know-how and technology. FDI is particular important to help grow Indonesia’s oil, gas and minerals sectors. From very low levels up until 2004, FDI has now picked up to the equivalent of 4% of GDP a year, closing in on the relative levels of Thailand and Vietnam that lead the way in South East Asia. Recent improvements in FDI reflect a steady improvement in the investment climate that has been a central policy platform for the government since 2004. However, the investment climate still compares poorly in cross-country surveys. The World Bank’s Cost of Doing Business Survey ranks Indonesia 135 our of 155 countries, indicating that, despite recent reforms it still ranks as one of the worst countries in the world to do business. Indonesia does do better in certain categories including access to credit, protecting investors and trade, but does poorly in terms of starting a business, employing workers and enforcing contracts.Starting a business takes 97 days compared with a regional average of 47. Non- wage labour costs are the same as the regional average but hiring and firing workers is found to be more than twice as difficult as compared with the rest of the region. While Indonesia’s total business tax rate compares favourably with its neighbours, they take almost t wice as long to pay, and consist of twice the number of payments as countries in the region. Indonesia does compare well on costs associated with trade facilitation.Export costs are some 40% lower than the regional average and take about the same length in time. However, in comparison to China exports are seven days slower to process in Indonesia and 40% more expensive. The government is implementing an investment climate reform package that has established more transparent regulations governing investment, streamlined customs processes and strengthened the land market. Overall, in the coming years domestic consumption and investment are expected to play a much greater role than trade in driving growth.This is because both public and private investment is set to increase as local government capacity and the investment climate improve and consumer spending will increase as unemployment falls and consumer credit grows. Indonesia is one of the fast-track members of the Association of South- East Asian Nations (ASEAN) along with Brunei, Malaysia, the Philippines, Singapore and Thailand. In accordance with the 2004 â€Å"roadmap† these nations are set to abolish tariffs on a number of sectors, including rubber, electronics, textiles, air travel, fisheries and wood by the end of this year.Further tariff-abolitions are planned by 2012 creating a single market for some 530m. While ASEAN probably represents one of the best functioning free trade areas outside of Europe and North America, several countries use exemptions to protect â€Å"sensitive† sectors. ASEAN’s low income countries will implement tariff cuts on a slower time line. Indonesia is also a member of Asia Pacific Economic Co-operation (APEC) forum. APEC agreed an ambitious target in 1994 to eliminate all trade barriers by 2020. How to cite Indonesia Compare to Asean Country, Papers

Application of Herzberg’s Motivation-Hygiene Theory †Free Sample

Question: Discuss critically the application of Herzbergs motivation-hygiene theory to a deeper understanding of how to develop your staff in the school, college or university context in your country. Answer: Introduction This assignment has aimed to critically discuss application of the motivation-hygiene theory of Herzberg towards a deeper understanding of the development procedure of the staff in the context of the colleges in Kazakhstan. A prime economic depression reduces the public financing for the Kazakhstan education following the independence from the Soviet Union. In the link with a lack of teachers or a lack of facilities in school, instead of two sessions few secondary and primary schools run three, so one student group attends from 1pm to 6, and a second group of students from 8 to 1pm. Therefore, it has resulted in the teachers who do overtime; students are overused facilities and are kept up late. According to a report of Asian Development Bank, the public education financing is low in Kazakhstan is low and the procedures for introducing the private financing have become unsuccessful (Glassman 2014). Secondly, this assignment has implemented a proper way of motivating the staffs in the colleges, schools and universities by developing their skills in order to provide education to all the country people. Furthermore, the third purpose of this assignment is for applying the Herzberg motivation Hygiene theory in the context of the staff development in the institutional improvement. The assignment would also provide an exploration and the explanation regarding the understanding of the importance of motivation within a group of staff in an institution in a country like Kazakhstan. The value and the applicability of the theory have also been critiqued and its strengths and the limitations have also been examined in this assignment. It has been done by contrasting where applicable with the additional and applicable theories that would help in understanding the motivation of staff such as the teachers, professors in the institutional workplaces of colleges, schools and universities. Hence, in this discussion Herzbergs theory would take an important role to identify the wa y of motivating the professors of the colleges of Kazakhstan where education system is facing a lot of problem due to the lack of motivation among the professors for the critical financial situation of the country. Herzberg Motivation-Hygiene Theory In accordance with the theory stated by Herzberg, there are few factors of job that result in the satisfaction when there are other factors of job that prevent dissatisfaction (Adair 2011). According to Herzberg, the opposite of Dissatisfaction is No Dissatisfaction and the opposite of Satisfaction is No satisfaction. He has categorized these factors of job into two different segments. The first segments are the Hygiene factors: these are the factors of job those are important for the motivation existence for the long-term (Allende 2011). However, if these job factors are non-existent or if these factors are absent at the workplace, then it would result in dissatisfaction. Furthermore, these hygiene factors are the factors that while reasonable or adequate in a job, do not make the employees dissatisfied and pacify them (Beringer and Fletcher 2011). The job factors are extrinsic for working. These factors are also known as the maintenance or the dissatisfaction factors because they are needed for avoiding the dissatisfaction (Demir 2014). These job factors demonstrate the job scenario or the job environment. These kind of job factors symbolized or indicated the physiological requirements that the individuals expected and wanted to be met. These factors incorporate: Pay - the salary or pay structure should be reasonable and appropriate. It must be competitive and equal to those in that similar industry in that similar domain (Fugar 2015). Administrative Policy and Company Policy - the policies of organization should not be very rigid. These should be clear and fair. This should incorporate flexible and reliable working hours, vacation, breaks, dress, code and many more (Herzberg 2012). Fringe Benefits - the workers or the employees should be got the offers of the plans of health care that is mediclaim, employees help programs, benefits for the family members and many others (Herzberg 2015). Physical Working Conditions - the condition of working should be hygienic, clean and safe. The equipment of work should be well-maintained and updated (Herzberg 2012). Status - the status of the employees within the company should be retained and familiar (Herzberg et al. 2014). Interpersonal Relations - the employee relationship with their subordinates, superiors and peers should be acceptable and appropriate. There should not be any humiliation or conflict element present (Herzberg 2011). Job Security - the company must give the security regarding job to the workers. The second segment is the Motivational Factors: In accordance with the argument made by Herzberg, the hygiene factors cannot be termed as the motivators. These factors of motivation generate the positive satisfaction (Herzberg, May, and Reuss 2014). These kinds of job factors are inherent to the work. The job factors motivate the workers for a superb or an extraordinary performance (Ivancic et al. 2015). The job factors are also known as the satisfiers. These factors are incorporated in the performance of the job (Kissel, Whitman and Reid 2014). The workers find the factors rewarding intrinsically. The motivators indicated the psychological requirements those were observed as an extra advantage. These factors incorporate: Sense of achievement - the workers should have an achievement sense. It totally depends on the job. There should be a fruit of some kinds in the job (Kotliarov 2013). Recognition - the workers of an organization should be recognized and praised for the accomplishments of them by the managers (May 2014). Promotional and Growth opportunities - there must be advancement and growth opportunities in a company for motivating the employees for performing well (McVay 2012). Responsibility - the workers must hold themselves responsible towards their work. The managers should provide them the work ownership. The employees should reduce the control but recollect liability (Meredith, 2011). Meaningfulness of the work - The work should be itself challenging, interesting and meaningful for the workers for performing and for getting motivated (Mochalova 2012). Application of the Theory in Staff Development Context Students, teachers and the formal employees are the building blocks of the research and educational activities of the universities of Kazakhstan. The success of a school or a college depends on the assimilated efforts given by the students or teachers of that particular school or college (Montuclard et al. 2012). The joining of Kazakhstan to the Bologna Process involves the qualitative changes research as well as educational activities of the Kazakhstan Universities. It also have imposed specifically high requirements towards the competence level of the teaching staff. The students and the teachers of the school or college would contribute collectively to the growth of that specific educational institution while they got enough motivation (Martyushev, Sinogina and Sheremetyeva 2015). The universities in Kazakhstan require the teachers are not capable of transferring professional knowledge and for generating new concepts but also play a certain socio-cultural values and experiences. T he teachers of the contemporary universities is a kind of phenomenon that not only the teacher investigates simultaneously and save buckets and can relearn throughout the life. The importance of the staff motivation in this context has been mentioned below, Evaluation According to Palardy (2014) is very important to control, encourage and understand an individuals own behavior as a manager in terms of motivating controlling and encouraging the student as well as the teacher behavior of that educational institution (Martyushev, Sinogina and Sheremetyeva 2015). It can be act as an extrinsic factor of the Herzberg two factor theories. The university staffs in Kazakhstan should work upon the usage of the opportunities and strengths of them to lower and neutralize the negative influence of not being educated or not providing education. Being familiar with the students and the staff of a school or a college It is an intrinsic factor that conveys that the management authority of a university should be well behaved with the teachers, professors or other employees who are teaching many students and working for that educational institution (Martyushev, Sinogina and Sheremetyeva 2015). The better and more the management authority know their employees and teachers; the simpler it is for getting them engaged in the job and in the achievements of the goals of the educational institution. It would invite also the loyalty and the commitment of the employees as well as the teachers of that certain school or college (Palardy 2014). A cordial relationship between the subordinate and the superior is a major factor in the job satisfaction. Providing the teachers and the employees specific advantages- Educational institutions in Kazakhstan should provide their teachers or employees financial as well as some other advantages (Palardy 2014). This factor acts as an intrinsic factor in the two factor theory. A certain school or college in Kazakhstan should provide the employees, teachers or professors bonuses, those institutions should pay them for extra effort and provide them insurance benefits of family and health (Pegler 2012). Participation of an educational institution in the induction program of new teachers or professors - the induction programs proceed with the advertising of recruitment (Pugh 2012). The powerful entrants, at this point of time begin the creation of their own desires and impressions regarding the educational institution and the job (Sachau 2011). This can act as an extrinsic factor of the two factor theory. It is the way through which the selection procedure is arranged and the consequent process of recruitment either damages or builds the impression regarding the school or the college in Kazakhstan and the job. Therefore, the management authority of the school or college must have something to say in advertisement framing and also in the process of recruitment and selection (Shashkova 2010). The management authority of the educational institution must take personal interest in the joining dates, the cost of removal, and the family relocation issues of the selected candidates after the decision regarding the candidate is made (Smith et al. 2013). Being noticed by the entire school or the college and the new recruit to be completely involved would assure a persuasive entry in the company (Smith et al. 2013). Providing feedback or the review constantly to the employees, teachers or professors - the employees or the teachers are very eager to know how they are performing individually in the school or the college (Smith et al. 2013). It can act as an Intrinsic factor in Herzbergs two factor theory. Therefore, the educational institution requires to give a constructive and regular feedback to the staffs. It would be more acceptable for the employees (Srisawat 2014). The educational institution in Kazakhstan does not base the reviews on any kind of assumptions, but on personal observation and facts (Vincent et al. 2015). The school or college in the country should not indulge in the comparing or favoring an employee with someone else. The management authority of that particular educational institution should sit with their employees or the teachers on weekly or daily basis as well as assure that the feedback or the review happens (Vroom and Deci 2014). It would help in boosting the morale of the employees as well as the teachers and would motivate them a lot (Wellens 2011). Acknowledging the employees or teachers of an educational institution based on the achievements of them - Some words of praise, a pat on the back and giving a credit note to the employee or the teacher at the personal level with some kind of wide publicity can provide motivation the employees and the teachers very much (Carr 2015). The educational institutions should make it a point for mentioning the outstanding achievements of the employees as well as the professors in the journal of the school or college or in the official newsletters (Morgenroth, Ryan and Peters 2015). It can act as an intrinsic factor in the two factor theory. The educational institution not only should acknowledge the employee and the teacher who fulfills and over exceeds the need of education in the country but also the institution should acknowledge the employee or the teacher with highest contribution (Morgenroth, Ryan and Peters 2015). Assuring the effective management of time - Having control over time of an educational institution assures that the things are implemented in a correct way (Wrosch and Heckhausen 2015). Therefore, the educational institutions in Kazakhstan should motivate the employees as well as the teachers for having closed time that is few hours while no interruptions are there for the teachers in the performance of the job role of them so that they can be concerned about the job (Herrmann and Brandsttter 2015). It is an extrinsic factor in the two factor theory of motivation established by Herzberg. The institution should plan for the one-one-one sessions of communication with the teachers as well as employees where they can ask their questions and can also get the attention of the institutions. Thereby, they would not realize to be neglected (Gitlin, Winter, and Stanley 2015). Presence of the techniques of managing stress in an educational institution - A particular school or college should make an environment in that institution and its employees and the teachers can work and teach respectively within the levels of optimum pressure (Sivasubramanian, Aktharsha, and Mohamed 2015). The institution must assure an optimistic attitude to the stress in the school or college in Kazakhstan. This is also an extrinsic factor in the motivational theory. The institution should have the training programs regarding the stress management and assure a follow-up with the teacher and employee meetings on the manner stress can be minimized at the work (Rahman et al. 2015). The institution in the country should provide their teachers and employees a proper autonomy to work. They should recognize the symptoms of stress in teachers and employees and try for dealing with them (Minern 2015). Usage of the counseling technique - the feelings of the employee and teachers to the work and teaching profession, towards their future, their superiors and their peer can effectively be dealt through the counseling of them (Kim et al. 2015). It gives a support, incentive an environment that makes enable an individual employee and teacher for achieving their identities (Alebouyeh et al. 2015). Providing employees and teachers the opportunities to learn more - The teachers consistently should learn new skills on their jobs regarding teaching their students (Gemeda and Tynjl 2015). It can also acts as an intrinsic factor. The chances or the opportunities should be provided to them for developing their competencies and skills as well as for making best usage of the skills (Lam 2015). Therefore, the institution should link the goals of the educational institution with the goals of the teachers and professors (Alebouyeh et al. 2015). Development and encouragement of the creativity - the educational institution in Kazakhstan should encourage the teachers for developing the skills of creativity so as for solving the problems regarding educational system occurred in that country (Ko and Jun 2015). The management authority of the institution should provide the employees and the teachers the resources and time to develop creativity (Phillips 2015). The development and encouragement of theb creativity is the intrinsic factor in the two factor theory of motivation. The institution should invite suggestions and ideas from the teachers as well as the employees. These ideas and the suggestions may result into very productive for that that particular institution (Alolayan and Saidi 2015). Job enrichment adaptation - the term Job Enrichment refers to providing space for the betterment in the quality of the working life (Mehrad, Redzuan and Abdullah 2015). Therefore, it is an extrinsic factor and it also means the facilitation of the people for achieving the success, fame and self-development through a more interesting and challenging job that gives more advancement and promotional chances (Westphal, Marnochan and Chapin 2015). The educational institutions in Kazakhstan should provide the teachers more independence in their jobs, it should engage them in the process of decision-making, show them loyalty and celebrate the achievements of the teachers. Respecting the group of employees and teachers - Not only an educational institution should respect the rights of employees for expressing and sharing their views but also the time of them. It can act as an extrinsic factor in the motivational theories. It would assure that the staffs respect that institution and the institution time. The school or college should make the employees and the teachers realize that they are respected just nots as staffs but as individuals also (Thibodeaux et al. 2015). These all importunes are related to the Herzberg two factors theory very soulfully. All of those factors are interconnected as the intrinsic or extrinsic factor those are helpful in motivating the staffs of a certain college. Importance of motivation Within a Staff Group Motivating the staff group is very important for a school or a college as of the following advantages it gives, Motivations makes the human resources active Every attention and concern of needs financial, physical and human resources accomplish the goals of any kind of educational institution. The human resources can only be used by making the complete use of it through the motivation. It can also be implemented by constructing the willingness in the staffs of a school or a college to work or to teach the students. It would help the school or college to secure the best possible resource utilization by that particular institution (Marshall, Mottier, and Lewis 2015). Improvement in the efficiency level of the staff in a school or a college: The level of a normal employee or a teacher does not depend only on the individual abilities and qualifications (Marshall, Mottier, and Lewis 2015). The gap between the willingness and the capability has to be filled that would help in the improvement of the performance level of the teachers and the employees of that school or college to get the best of their performance of work. Therefore, it would result into reduction in the cost of operation, improvement in the style of teaching as well as the increase in productivity and improvement in the overall efficiency (Malik et al. 2015). Leads towards the achievement of the goals of the organization The objectives or the goals of a school or a college can be obtained only at the moment when the following below mentioned factors would take place (Gerhart and Fang 2015). The best possible utilization of the resources must be obtained in the schools or colleges. A co-operative work environment should be there among the teachers and the normal employees of a school or a college (). The teachers as well as the employees of a school or a college must be goal-directed and they should respectively teach and work in a purposive manner (). The objectives of the particular educational institution can be obtained if the co-operation and the co-ordination are obtained which simultaneously can effectively be implemented through the motivation in that particular educational institution (). Construct a good and a friendly relationship: The term Motivation is a very essential factor that brings the satisfaction of employees (Mehrad, Redzuan and Abdullah 2015). It can be implemented by framing and remembering a plan for incentive for the benefit of the employees as well as the employees because they are serving for the welfare for the students. It can initiate the following mentioned factors: Promotion opportunities for the teachers as well as the employees worked in a school or a college. Non-monetary and monetary incentives In terms of constructing a friendly, cordial environment in a concern, the above mentioned paths should be taken by the management authority of a school or a college. It will help in: Efficient and effective co-operation that brings the stability. Educational unrest and dispute in workers would minimize, The workers would be adaptable towards the changes and there would be no resistance to the change. It would help to provide a sound and a smooth concern in that the interests in individual would coincide with the interests of that educational institution () It would result in the maximization of profit in terms of the increased productivity that is the increased reputation of the school or the college as a renowned educational institution. Leads to the stability of the workforce in the educational institution The workforce stability in the context of school and college is very much essential from the aspect of goodwill and reputation of a concern (Kim et al. 2015). The teachers and the employees in a certain school or college can be remained loyal towards the school or college only while they have a participation feeling in the management of that school and college. The efficiency and the skills regarding the teaching technique as well as the working procedure of the teachers and the employees of the school or college would be always advantageous towards the students of that educational institution (Thibodeaux et al. 2015). It would result in a good public image in their respective regions that would seek the qualified and competent people into a concern. The older as well as the experienced teacher or employees can create more stability of the school or college in terms of teaching and building the career of several students. It can be said from the above discussion, that motivation is an internal realization that can only be understood by the management authority of the school or college as the management of the educational institution is in close contact with the teachers and the employees as well (Gitlin, Winter, and Stanley 2015). Desires, wants and needs are co-related and they are the driving forces of acting. The requirements can be well understood by the management authority of the institution and they can accordingly frame the plans of motivation. It can also be said that therefore motivation is a constant procedure as the process of motivation is dependent on the requirements those are unlimited. The process is throughout required to be continued. Therefore, a summary can be made by saying that the motivation is essential for both the teachers and the school or the college (Gitlin, Winter, and Stanley 2015). The importance of motivation to a teacher or an employee of the school or a college as: It would help the teachers to achieve their goals regarding the fulfillment of their career ambition. The job satisfaction always comes with motivation. Hence, teachers are not an exception. They get the job satisfaction while they get enough motivation to teach their students in school or college (). The motivation would also help in the teachers self-development. A teacher or an employee in a school and in a college always would gain by working with a school or a college. On the other hand, motivation is essential to a school or a college as: The more empowered the educational institution is, the more motivated the teachers or the employees are. The more successful is the business, the more is the tea individual employee contribution and the team work (). There would be more creativity and adaptability during the time of amendments. Motivation would lead to a challenging and an optimistic attitude in a certain educational institution. Strengths and Limitation of the Theory in Context of Staff Motivation in College Strengths The two factors model of Herzberg can be utilized for identifying the wide issues or consequences that are needed to be mitigated or resolved in general (Thibodeaux et al. 2015). When the teachers, professors or the other employees of a school or a college are facing a problem of regarding their job security then the management of that school or college can try to address those issues by providing several assurances. This kind of scenario arises while the situation is the combination of low hygiene and high motivation according to the Herzbergs motional theories. The temporary employees or the temporary teachers whose jobs are not confirmed can suffer from the panic of job security (Das, Kumari and Pradhan 2015). On the other hand, their job is very challenging and exciting but at the same time they are suffering from such panics. Therefore, the management of the college or school should keep focus on to secure the jobs of those employees, teachers and professors. After joining in a school or a college in any designation, teachers or any other employees should not be kept in probation period for a long duration. On the other hand, the credit technology transition in the classroom load of the high schools or universities has reflected originally the teachers of the university. The load is enhanced and the teachers consequently have less time on self-development and research. Moreover, an important part of the teaching materials and the lectures need to be translated into the state language for the relevant literatures absence. Therefore, according to the theory they would be got better training so that they can be evaluated as the permanent employees or teachers. In this case, the management should have to take a quick action so that employees or the teachers or professors do not have to do face the problem of job security (Thibodeaux et al. 2015). On the other hand, the teachers, professors, lecturers and the employees should get their proper increment at time in a yearly basis in terms of maintaining high hygiene according to the two factor theory. Therefore the management authority of a certain school or college in Kazakhstan should have to maintain a strict principle to provide the facility of increment towards the teachers, professors and the other employees. Therefore, they would be motivated as well as they would not be unsure regarding their salary increment (Westphal, Marnocha, and Chapin 2015). Every employee, teacher or professor should get the facility of mediclaim so that whenever the employees or the family members of them would suffer from some critical physical illness then they do not have to be worried about their financial support. This fact also falls under the maintenance of the high hygiene in accordance with the two factors theory. Therefore, the management authority of every school or college in Kazakhstan should provide this particular facility towards the employees, the teachers and the professors (Thibodeaux et al. 2015). Limitation There are several limitations or disadvantages of the Herzberg theory of motivation those are also applicable in this scenario. These are as follows, According to the assumption made by Herzberg, there is a correlation between productivity and satisfaction. However, Herzberg mainly stressed on the satisfaction in the research conducted by him and ignored productivity. But in reality, with the increase in the job satisfaction, the productivity also increases (Das, Kumari and Pradhan 2015). In the context of the staff development in any school or college, it is obvious that if a teacher is satisfied with his or her responsibility and job then the teacher would definitely teach his or her students better than before in terms of keeping the best combined situation of high motivation and high hygiene according to Herzbergs two factor theory. In this context of staff development, the reliability of the theory is uncertain. The analysis of this theory is required to be implemented by the raters. These raters may ruin the findings by making an analysis of the similar response in different manner (Das, Kumari and Pradhan 2015). According to Sivasubramanian, Aktharsha, and Mohamed (2015), there are several causes for which the low quality of teaching in the Kazakhstan Universities have been obtained. The aging of personnel, young teachers outflow from the sphere of university, the competence inconsistency of the high school teachers, the complexity of the education of intellectual and scientific competencies of teachers and many other are those causes. All of the challenges encountered in higher education of Kazakhstan, reflect that intellectual incentives and promotion mechanisms, the lack of material, competent personnel policy, strict regulation of teachers in Kazakhstan universities has led to the decline of the status of the teacher. Any comprehensive measure of the satisfaction was not utilized. School staffs may find their jobs acceptable in spite of the matter that they may object or hate a part of their jobs. Therefore, in this scenario, the applicability of the theory became irrelevant to the teachers because the most of the professors are satisfied with their part of the job of teaching students. Hence a contradiction has been taken place with respect to the theory in the context of staff development in a college (Kissel, Whitman and Reid 2014). The Herzbergs two factor theory is composed of bias as it has been made based on the employees natural reaction while they are enquired the satisfaction sources and the dissatisfaction sources at the workplace (Kissel, Whitman and Reid 2014). Therefore, they would then blame the dissatisfaction of the outer factors like peer relationship, company policies and salary structure. The employees would also give the credit to themselves for the factor of satisfaction at the workplace. However, this factor is not applicable in the context of the staff development in a college because the professors in any educational institution like college do not generally blame the dissatisfaction on the external factors. On the other hand, most often, it has been noticed that the dissatisfaction regarding job is less for the teachers (Sivasubramanian, Aktharsha, and Mohamed 2015). Therefore, the Herzberg two factors theory has to face a disadvantageous situation in order to implement the concept in this context of staff development in a school or a college. Conclusion The overall study has presented an evidence of the broader applicability of the Herzbergs motivational theory in the context of the staff development in the institutional improvements. The study has been made in the context of Kazakhstan. Kazakhstan is a country where, the lack of teachers, lack of teachers are the main issues those are resisting the educational system of the country. Therefore, to make an improvement in the staff development in the educational institutions, the management authority of the institutions should properly utilize Herzbergs motivational Hygiene theory. The two factor theory is very advantageous in this case. The implication of this theory would lead to the improvement in the staff development by providing several facilities to the teachers, professors, employees and the lecturers in the colleges schools and in the universities in that country. The management authority of the several renowned institutions in the country must have to utilize the application s of the theory those are mentioned above in terms of motivating the staffs to work properly so that the educational situation of the country can overcome the current situation of education. Reference List Adair, J. 2011. Leadership and motivation. London: Kogan Page. Alebouyeh, N., Vameghi, R., Abdi, K. and Soltani, P.R., 2015. 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Auditing Contemporary Accounting Research

Question: Discuss about the Auditing Contemporary Accounting Research. Answer: Introduction Auditing is the assessment of the books of accounts in order to ensure the future of any business entity. Audited assessments may not be pure and may be influenced by risks such as inherent. These risks are known as financial assessment risks which include control risk, inherent risk and detective risk. Various theories have been developed by financial frameworks to guide and help solve such risks at different financial review process stages. The scope of this paper contends to the review of inherent risk within a telecommunication company known as One.Tel Company. The paper further looks into various factors which may be the cause of accelerating rate of inherent risks as seen within the organization mentioned. There are other hypotheses such the area of going concern which has been discussed within the paper as well. What is inherent risk? Inherent risk is one of the assessment risks being experienced by the auditors during financial statement preparations of a given institution like one.tel. Inherent risks occurs as a result of fraud or oversights during financial report analysis (Menon and Williams 2010). This kind of risk may be controlled when various hypotheses and control measures are utilized accordingly. The risk is subject to accelerate and ranks high companies as a result of the various inherent factors discussed below. Inherent factors leading to increase of inherent risk at the financial report stages in teOne.tel Company according to the given report. Lack of enough directors to administration the company The geographical market separation influencing the company sales abilities Incompetency as a result of new recruitments on going in the company Influx of several companies joining telecommunication industry Newness of one.tel into the industry Stiff competition in the industry from other stable telephony providers Pressure on the company management Respective discussion of the above listed inherent factors The expansion in inherent risk in One.Tel Telecommunication Company may be as a result of the insufficiency of administration abilities by the directorate identities who are new to the framework. In the events of few individuals with numerous obligations the rate of an increased inherent risk always stands high as the personalities are more likely to make mistakes. One.Tel is working all around in the overall business sector. In the last trading period the association amassed a total of $M 678.2 from the arrangements in the overall business division. The association accumulated $M 429.4 from Australia, $ 144 million from the UK, France $ 15.1 million, $36.6 from Netherlands, $M 39.2 Hong Kong in conclusion $13.2 million from various parts of the world. This information shows the clumsiness on net offers of the association in the overall business segment (Al Nawaiseh and Jaber 2015). The association is a starting affiliation which infers new workforce enrollments who must grasp to the business structures of operations. Exactly when new characters are brought on board there is likely hood of oversights provoking extended inborn dangers. (New agents may be unfaithful to the evaluator to cover their idiocy inciting an extension in the intrinsic danger. There might be affectations for relationship to distort the budgetary report amplifying the inalienable risk. The motivations can be either from inside environment or the outside environment (Kerler and Brandon 2010). A valid example the shareholders' worth is extremely uncommon by virtue of One.Tel Telecommunication Company (Dusenbury et al. 2000). The Company has got shareholders' estimation of $M (365.6) which is seen to be abnormal. Such kind of recordings may be as result of longing for extended advantage by the association who may distort figures to procure a prize. Combinations in business and intense conditions would be foreseen to influence the inherent danger risk of a given substance like one.tel in the media transmission industry. The association is going up against strong competition from stable media transmission firms like Telstra owning 57% of the total supplies, Optus 31% and Vodafone owning 115 of whatever is left of the bits of the general business (Humphrey and Miller 2012). If there should be an occurrence of such firm competition, inalienable danger of little association joining the business revives at a higher speed. There is an inconceivable number littler scale transporters joining the business inciting an arrangement of compact supplier benefits and reduced expenses. The surge is as an eventual outcome of high competition, diminished earnings, expenses and low wage period per association inciting high inherent risk. The association has as of late joined the business in this way experiencing budgetary instability.it is exceptionally obvious that all the more consistent economies like that of Optus, Vodafone and Telstra are not slanted to dangers appeared differently in relation to various associations joining the systematic one. Less consistent economies attract high natural danger since there is nonattendance of business organization and operations inside a given industry inciting high characteristic danger. The gathering or the commentator evaluates the variables of the threats through sensible appraisal Evaluation of risk results into two sorts of threats which for this circumstance is an inherent risk. The recognized risk is a section of material misrepresentation of the cash related verbalization motivated by a couple of variables (Wilks and Zimbelman 2004). Variables relating to deception can be recognized in the midst of procedure change process while those component that prompts an expansion in inborn as a result of blackmail are identifiable by method for the AU demonstration 316. The above recorded elements coming as a consequence of misrepresentation can be distinguished and oversaw at a lower preliminaries of appraisal. Components prompting an expansion in inherent risk at the bookkeeping level The nature of liabilities Reduced rate of flow income High rate of share issuing High debt value Several abnormal transaction for the period ended Weakness of advantages for misfortune or misappropriation Conclusion required in deciding record parities Discussion of the above factors As demonstrated by the books of records given the association is running more on liabilities than the advantages. In the event that the Ratio of liabilities to assets is high the rate of natural dangers climbs (Elder and Allen 2003). One.tel Company is experiencing wild augmentation in liabilities as showed in the books of record, current liabilities has extended in terms of finance in the late one year provoking an extended innate danger at the accounting level. This has been as an outcome of a development in the game plans, measure of got capita and the records payable. There is diminished rate of pay into the association provoking an extended characteristic danger. The abnormality of the figures in the receivables have reduced and the association needs to examine it from the edges (Allen et al.2006). The rate of pay period through the receivables has reduced from small amount into a higher value in the last ended period. The rate of an expansion in the characteristic danger is high at the bookkeeping level when we make exchanges which require new preparing. In case of such case the evaluator of a business substance like One.Tel Telecommunication Company may commit errors prompting an expansion in inalienable danger. The benefit report gave indicates high rate of shareholders being brought into the association. This has been seen through the development in shareholders' quality. The association has issued an extensive measure of shares to get wage for the operations. Right when there is high shares being issued it happens into an extended inalienable rate at the books of records (Blay et al 2011). The rate of association borrowings have enlivened in the last trading period. Right when an association is chipping away at the reason of commitments the rate of inherent danger in the books of records upturns. The event of tremendous exchanges the middle of the exchanging day and age has a conceivable expansion the inalienable danger. Precisely when another exchange happens unequivocally towards the end of an exchanging period, there are high odds of slips in the books of records. Such different operations might be a test to the examiner and agents and may understand high characteristic hazard (Haron et al 2009). Right when an exchange is attempting, analysts may perform wrong strategy in the records in this way increment the trademark danger. A valid example the advantage and incident record given in the occasion that shows bizarre trade which has exceedingly extended. These peculiar trades may be as a delayed consequence of fakes achieved by weight from various environment. In the event that the arrangement amid an exchanging period is convoluted, it is likely that there will be an expansion in innate danger. Regarding One.Tel Telecommunication Company, the books of records shows complex sorts of exchanges, for example, the shareholder's disparity, stores and profit might be hard to comprehend prompting high innate danger at the bookkeeping level. The sort of judgment made by the evaluator amid the way toward adjusting of reviewers is prone to impact characteristic danger. In the event that the record report on a given exchange might be actuated by a few variables inside the organization (Gaganis and Pasiouras 2007). These judgments can be influenced by the sort of operation and the administration weight. The weakness of the organization's advantages for misfortune or misappropriations prompts expanded intrinsic danger at the bookkeeping level. Amid the exchange passages, it is apparent that straightforward misappropriation of a benefit result into quickened characteristic danger. Case in point taking scattering of an advantage for obligation may prompt an expansion in the innate danger (Herd and Lavelle 2014). Valuation of the area of going concern as either low, high or medium There are several factor according the given financial report leading to the area of going concern. The area of going concern is based on accounting and audit report from the previous trading period. The financial reports from the company indicates the rate instability the company is experiencing. The companys books of accounts indicates an increased rate of borrowings performed by the organization in the recent trading period (Carson et al. 2012.). It is clear from the above trade that the rate of going concern depends more on kind of benefit and misfortunes in the money related declaration. If there should be an occurrence of low benefit era, the nature of going concern stays low, when the sorts of a benefit is medium or high, the going concern is either low or high. Intrinsic danger in the association's cash related clarification is regarded to be high since the association works in a significantly controlled industry (Sanni and Zainab 2011). Regardless of the way that the suspici on may be correct, it is hard to coordinate the going with conditions that may provoke the going use of a going concern. The method for a running stress in run with depends on upon the utilization of the stipulated cash related framework. The way of productivity of a business impacts the way of the going worry as either low, medium or high. The organization is additionally having refundable shares of from the shareholders value. Regardless this clarifies the present circumstance the business and the need of going concern. One.tel media transmission organization chiefs and the review group ought to clarify conclusions whether to leave the business or continue in light of the going concern (Normah 1999). The area of going concern in this case is seen to be high based on the following issues. The company is running in debts, there is high rate of risks, poor management as a result few board managers and high share being issued to the public. Conclusion Financial risk assessment is very important for the growth of any given business entity. It is clear as seen in the above discussion shows the relevance of the Nature of auditing performed in the business. The company is clearly running in negative indicating the need for the application of the area of going concern (Zainab et al. 2013). It is upon the audit team and the company board of management to make decision based on the area of going concern. 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