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Using internal controls to restrict illegal or unethical behavior.


Using internal controls to restrict illegal or unethical behavior. Required: For each of the following fraudulent acts, describe one or more internal control procedures that could have prevented (or helped prevent) the problems.


Everyone in the office has noticed what a dedicated employee Carley Trap is. She never misses work, not even for a vacation. Trap is in charge of the petty cash fund. She transfers funds from the company’s bank account to the petty cash account on an as-needed basis. During a surprise audit, the petty cash fund was found to contain fictitious receipts. Over a three-year period, Trap had used more than $4,000 of petty cash to pay for personal expenses.
Doug Clampet was hired as the vice president of the manufacturing division of a corporation. His impressive resume listed a master’s degree in business administration from a large state university and numerous collegiate awards and activities, when in fact Clampet had only a high school diploma. In a short time, the company was in poor financial condition because of his inadequate knowledge and bad decisions.
Stone Manufacturing has good internal control over its manufacturing materials inventory. However, office supplies are kept on open shelves in the employee break room. The office supervisor has noticed that he is having to order paper, tape, staplers, and pens with increasing frequency.
Unit 5.1 DB: Treated Unfairly (SOC101 Principles of Sociology)

Identify and share a time that you were treated unfairly. If you cannot think of a time that you were, share a time you witnessed someone else being treated unfairly. How did your race, ethnicity, gender, sexual orientation, age, ability, etc. affect the treatment you received? What are some of the major causes of racism, sexism, homophobia and some possible solutions?

You must support your response with scholarly sources in APA format. Simply stating your opinion is not enough, back up your opinion with citations. Refer to the DB Grading Rubric for more details.

Unit 5.2 DB: Unequal Treatment in Professions (SOC101 Principles of Sociology)

Many professions today still have gender stereotypes associated with them. In the past decade or so, many have begun to “open their doors” to other genders such as the military, nursing, sports media/broadcasting, law enforcement to name a few. Why has it taken so long for these gender barriers to come down? Why did they exist in the first place? Students can also talk about the struggles we see even when the professions are opened up to other genders. Use examples and even a case study to support your thoughts.


Sample Solution

The equality act 2010 makes it law not to discriminate against employees and people that use their services because of a certain particular characteristic, it implies on all private, public and voluntary organizations. Equality act makes sure that all kinds of people with any particular characteristics i.e. (Age, gender, ethnicity, race, disability, and religion) are protected from discrimination.
Working hard towards a diverse workplace, Apple defines diversity as their future. Apple also defines diversity and inclusion on their website as:

“Humanity is plural, not singular. The best way the world works is everybody in. Nobody out”

(Apple, 2018)

Apple is proud of their accomplishments; however, they admit that meaningful change takes time and that they have much more work to do as they to do better.

Diversity is often described in terms of human differences, race, gender, sexual orientation, physical and mental ability, ethnicity, nationality, age, spiritual practice, class and other human differences, (Brazzel, 2013). Value of diversity perspective argues that a diverse workforce is generally beneficial for business, (Herring, 2009). Other aspects of diversity are used to acquire and process information, making and defining reality, diversity therefor is also expressed in terms of human experience ideas, behaviors, physical sensations, feelings, values, and other knowing, (Brazzel, 2013). Therefore the notion of diversity in a workforce is seen as an enhancement of organizational effectiveness and performance which can lead to a competitive benefit, however, if not managed well or even ignored, can bring negative outcomes and can seriously harm the success of organizations, (Slater, Weigand and Zwirlein, 2008).