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Today 05:10 PM
Unregistered
Quote:
Originally Posted by Unregistered View Post
Need to ask in msia forum hahaha. All msia managers nowadays only know how to delegate all their manager work to the team. Don’t know how to do manager work still don’t dare to ask. Just keep quiet take salary. Partners all kumgong can’t see this
Different people have different strengths and weaknesses.

If msia managers excel at delegating tasks and organising work effectively, that can be a valuable skill in context such as leadership roles or management.

However, it's also important to consider whether relying solely on delegation without contributing to the actual work might lead to resentment within teams.

msia managers have to reflect on their strengths and weaknesses to understand how manager can best contribute to a team.

Ultimately, success often comes from a combination of delegation and active participation in the work itself.
Today 04:46 PM
Unregistered
Quote:
Originally Posted by Unregistered View Post
Are there any audit managers here? Do you feel that the actions of your seniors and juniors are significantly jeopardizing and negatively impacting your career?
Need to ask in msia forum hahaha. All msia managers nowadays only know how to delegate all their manager work to the team. Don’t know how to do manager work still don’t dare to ask. Just keep quiet take salary. Partners all kumgong can’t see this
Today 04:10 PM
Unregistered
Quote:
Originally Posted by Unregistered View Post
Some mgr only talk dunno hw to manage. Deserve it lol. Blind leading blind
Why are we labelling and segregating juniors seniors and managers?

We are all just humans and employees. The way it’s structured is just first 2 years you are junior then they change your title to senior then after another 3 years you become manager.

You say like they’re different people but to me it’s just the same person at different times.
Today 03:50 PM
Unregistered
Quote:
Originally Posted by Unregistered View Post
Last time, the audit manager reprimanded the female audit associate until she cried because she couldn't meet the audit deadline. It was a distressing situation.
Some mgr only talk dunno hw to manage. Deserve it lol. Blind leading blind
Today 03:41 PM
Unregistered Last time, the audit manager reprimanded the female audit associate until she cried because she couldn't meet the audit deadline. It was a distressing situation.
Today 03:40 PM
Unregistered Actually, I'm quite surprised with myself that I managed to clear all the audit engagements last year during that period. It's truly a miracle.
Today 03:03 PM
Unregistered
Quote:
Originally Posted by Unregistered View Post
Do you care to elaborate ?
The shortcomings of both senior and junior members within an audit team can significantly compromise the career path of the audit manager

Seniors who fail to provide adequate support or guidance to juniors can hinder the audit manager's ability to deliver results effectively, leading to delays of the audit.

Poor leadership or unethical behavior from seniors can create a negative work environment, affecting team morale and productivity.

Similarly, juniors' performance and conduct reflect on the audit manager's leadership.

Inadequate training or lack of attention to detail from juniors can lead to errors in audit work, damaging the credibility of findings.

Instances where juniors who fail to follow instructions or meet deadlines create additional stress for the audit manager.

Ultimately, the collective inadequacies of both senior and junior members may pose substantial risks to the audit manager's career progression within the firm.
Today 01:52 PM
Unregistered
Quote:
Originally Posted by Unregistered View Post
We don’t have 13th month. Lol
positive side is you knowbyour total package 😀
Today 01:22 PM
Unregistered Why not just consider alternative careers?
Today 12:47 PM
Unregistered
Quote:
Originally Posted by Unregistered View Post
Do you care to elaborate ?
The shortcomings of both senior and junior members within an audit team can significantly compromise the career path of the audit manager.

Seniors who fail to provide adequate support or guidance to juniors can hinder the audit manager's ability to deliver results effectively, leading to delays of the audit.

Poor leadership or unethical behavior from seniors can create a negative work environment, affecting team morale and productivity.

Similarly, the performance and behavior of junior team members directly reflect upon the audit manager's leadership capabilities.

Sub-standard training or a lack of attention to detail among juniors can result in errors within audit work, thereby undermining the credibility of findings.

Instances where juniors deviate from instructions or fail to meet deadlines can amplify the audit manager's stress levels and workload.

Ultimately, the collective inadequacies of both senior and junior members may pose substantial risks to the audit manager's career progression within the audit firm.
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