Federal Accounting Standard 6/2020: Disputable issues of using some aspects of depreciation of fixed assets

Subject. Currently, it is still important to choose how depreciation is charged, since this exactly reflects how future economic benefits of fixed assets are allocated over time. Amendments to the Russian laws on the use of Federal Accounting Standard (FAS) 6/2020 Fixed Assets helped update not only the procedure, but also the terminology. This totally influence how depreciation is recognized as per accounting policies of a firm. Objectives. The study focuses on the specifics of regulation and accounting for depreciation of fixed assets. Methods. The methodology includes the methods of analysis, systematization, comparison and generalization of regulatory sources and scientific literature on the subject. Results. We conducted the critical analysis of FAS 6/2020 in terms of using depreciation aspects, which relate to the useful life of a fixed asset, its drop value and depreciation method. Having analyzed regulatory documents, we summarized requirements to the useful life of fixed assets. Conclusions and Relevance. Practical issues of the drop value assessment should be resolved with respect to international practices. We also suggest non-governmental regulators of the Russian accounting practice should outline guidelines for the assessment of the drop value. There are still pending issues concerning the calculation of depreciation when a fixed asset is not used each day of a month. The depreciation calculation method should be stipulated in accounting policies, like aspects of revising depreciation elements. Considering the use of FAS 6/2020, accounting policies should be updated to formulate the content of changed aspects. The findings may prove useful to accountants when updating accounting policies on the use of depreciation methods in 2022 and onward.

Fostering task and adaptive performance through employee well-being: The role of servant leadership

In this study, we provide insights on how servant leadership may promote employee performance. We investigate whether the associations between increases in servant leadership and employees’ task and adaptive performance are mediated by changes in the two antipodes of employee well-being: work engagement and burnout. We utilized a two-wave survey data ( N = 2453) collected from 34 organizations and latent change score modeling as an analytical approach to examine associations among within-person changes. Our findings showed that increased perceptions of servant leadership were associated with increases in work engagement and decreases in burnout. Increases in work engagement were associated with increases in task performance and four subfacets of adaptive performance (i.e., stress management, reactivity, creativity, and interpersonal adaptivity). Decreases in burnout were associated with increases in task performance. Our findings suggest that improved servant leadership practices may foster employees’ task and adaptive performance especially through the promotion of work engagement. JEL CLASSIFICATION: L200 Firm Objectives, Organization, Behavior: General

Antecedents of Knowledge Acquisition in Micro, Small and Medium Enterprises

Knowledge acquisition has gained several research areas, such as human resources, marketing, finance, performance, and so forth. It has been acknowledged as an essential path for business success. While firms recognize the importance of knowledge acquisition to enhance business performance, previous literature indicates that SME’s are limited in knowledge acquisition efforts corroborated by the limited research in knowledge sources. For SMEs, knowledge acquisition can be identified as a vital variable as its absence may often hamper the leverage of attaining firm objectives. The frugality of research in discussing the antecedent factors in knowledge acquisition unequivocally, in the Micro, Small and Medium Scale Enterprises is the motivation for the present study. Based on previous studies the study develops a conceptual framework to suggest a relationship between knowledge acquisition and four antecedent factors (domestic knowledge, market knowledge, technological knowledge, and environmental knowledge). A Questionnaire is proposed to collect data and Smart PLS would be used to analyze the data. Conclusion/Recommendations: This study attempts to discuss some of the precursor variables that can affect knowledge acquisition.

Common-Ownership Concentration and Corporate Conduct

The question of whether and how partial common-ownership links between strategically interacting firms affect firm objectives and behavior has been the subject of theoretical inquiry for decades. Since then, the growth of intermediated asset management and consolidation in the asset management sector has led to more pronounced common-ownership links at the level at which corporate control is exercised. Recent empirical research has provided evidence consistent with the literature's prediction that common-ownership concentration (CoOCo) can affect product market outcomes. The resulting antitrust concerns have received worldwide attention. However, because CoOCo can change the objective function of a firm, the potential implications span all fields of economics that involve corporate conduct, including corporate governance, strategy, industrial organization, and financial economics. This article connects the papers establishing the theoretical foundations, reviews the empirical and legal literatures, and discusses challenges and opportunities for future research.

Language of the Heart: Profit-Oriented Management vs Spiritual Values for Quality Treatment and Cost Containment in Health Care

Organizational unrestrained greed is spreading throughout the world causing harm to millions of people and the environment, leading to a loss of trust in business, and can create particular havoc in the health care system. Stemming from a domineering, exclusive paradigm of profit-maximization, it serves a few at the expense of many. Replacing this outdated model with mediating higher spiritual principles that represent dharma, discrimination, and compassion, is necessary to heal the wounds inflicted upon the world by greed, to resurrect quality and affordable health care, and to reshape and redirect firm objectives. Drawing from the Bhagavad Gita we explore the nature of greed and destructiveness and then offer three propositions: 1) conditions influencing organizational greed are fueled by unrestrained desires; 2) profit-oriented health care increases risks of patient exploitation and decreases quality of care, and 3) spiritual-value driven leadership in health care is more inclusive, enhancing patient care, providing cost containment, and hospital prosperity. Evidence supports the perspective that spiritual leadership in health care is greatly advantageous in advancing far-reaching optimal care and in promoting dynamic, creative success. Finally, a noteworthy unanticipated theme emerged that the absence or presence of awareness of the interconnectedness of all beings appeared to influence managerial behaviors. Those with no awareness engaged in destructive, greed-induced behaviors, and those with awareness inspired wholesome, uplifting behaviors that served many.

Improving performance and curtailing opportunism: the role of contractual issue inclusiveness and obligatoriness in channel relationships

Purpose The purpose of this study is to enhance the understanding of the role of contracts in channel relationships. Treating contracts as a multidimensional construct, this study examines the effects of contractual issue inclusiveness and contractual obligatoriness on performance and opportunism, as well as the moderating effects of relational norms on the above relationships. Design/methodology/approach Based on the data of 206 samples collected from distributors of house furnishing, computer and computer components, moderated regression is used to test the hypotheses. Findings The empirical test generally supports the conceptual model and provides three findings. First, contractual issue inclusiveness is more profound in enhancing relationship performance than contractual obligatoriness, and contractual obligatoriness is more statistically powerful in mitigating opportunism than contractual issue inclusiveness. Second, relational norms can enhance the positive effect of contractual issue inclusiveness but not contractual obligatoriness on performance. Third, relational norms can strengthen the negative effect of contractual obligatoriness but not contractual issue inclusiveness on opportunism. Research limitations/implications First, this study investigates only contractual issue inclusiveness and contractual obligatoriness, and future studies should consider other dimensions of contracts. Second, the influence of external environment is not considered in the model. Third, data from Chinese distributors limit the generalization of conclusions. Finally, data come only from buyers, and suppliers’ viewpoints are not included. Practical implications The results provide a framework for managers to use contracts and relational norms. Managers should pay attention to the alignment between contractual dimensions and firm objectives because various dimensions of contracts have different impacts on channel relationships. Originality/value Prior research has documented contracts’ role in coordinating channel relationships but has not achieved consistent conclusions on contracts’ effectiveness. Furthermore, extant research indicates that channel members will use contracts and relational norms simultaneously but has conflicting views on the combined effects of these two control mechanisms. The study contributes by addressing these issues.

Training Interventions in Managing Employee Attrition in Banking Sector

In the present competitive world, the banking sector, especially of the developing economies like India, is facing lot of tough competition, talent crunch, and skill shortage. Losing knowledgeable and trained employees can cause serious damage to the bank's progress and performance in the market. Training can lead to more commitment and subsequently can reduce the turnover intentions of employees. Trainings helps a great deal in the acquisition of new technical knowledge and skills in the different aspects of banking. Training programmes should be carefully planned and systematically executed for the employees, since training programmes paves way for the growth and development of employees and organizations . Through training the employee competencies are developed and enable them to implement the job related work efficiently, and achieve firm objectives in a competitive manner. Further, dissatisfaction complaints, absenteeism and turnover can be greatly reduced when employees are so well trained that can experience the direct satisfaction associated with the sense of achievement and knowledge that they are developing their inherent capabilities (Pigors and Myers 1989).This study is a conceptual study about the role of training interventions in managing employee attrition in banking sector.