THE IMPACT OF FORENSIC ACCOUNTING SERVICES ON FRAUD DETECTION AND PREVENTION AMONG COMMERCIAL BANKS IN NIGERIA

CHAPTER ONE: INRODUCTION

            Background to the Study

Considerable scandals that have been experienced in recent years in commercial banks in Nigeria have reduced the confidence to financial and non financial statements leading to improved regulations governing both the banking sector and the accounting practices as well. Due to this, forensic accountancy as a profession with its services as litigation support, consultancy expert testimony and fraud auditing (investigation accountancy) filled a large gap in prevention of such frauds. History has shown that despite the presence of Sarbanese-oxley legislation of 2002 in the United States and the publishing  of Higgs Report and Smith report in the UK in 2003 in response to the collapse of Enron and other big companies in US, employees have continued to manipulate even the best internal controls available for their own personal gain.

These scandals have financially devastated employees and investors and severely harmed the reputation of auditors, analysts and corporate managers. It is in realization of this that various initiatives have been put into place to enhance and enforce the applicability of forensic accounting services by use of the right people, tools, techniques and insight to prevent and detect fraudulent activities and to ensure that the applicability of such services are effective. Modern Information technology has even increased the pace of electronically manipulated frauds in the complex business environment. According to Fraud Survey of KPMG (2008), the total value of fraud reported was $301.1 million with an average value for each organization of $1.5million in Australia and New Zealand of 420 organizations surveyed which represented 20% of the 2018 surveys distributed.

In May 2011 in a response to spiraling fraud cases, the CBK demanded an audit of automated payment processing systems operated by commercial banks after their investigations showed the rising cases of fraud were in fact being initiated by bank employees at the point of entry of information into their internal payment systems.

Due to this, this study focused on the impact of forensic accounting services on fraudulent practices in the commercial banks in Nigeria. Theoretical prediction indicated that, the application of Forensic Accounting Services helps to prevent fraud occurrence in the commercial banks. According to Gollwitzer (1990), the mindset of a fraud specialist will lead them to search for pertinent information pertaining to frauds. When people are much aware that their fraudulent activities were to be disclosed by the application of forensic accounting services, they feared to commit fraud in the banking industry.

                  Overview of Fraud

Fraud itself comprises of large varieties and includes bribery, political corruption, consumer fraud, business employee fraud, network harking, bankruptcy divorce fraud, identity theft or even the theft of confidential information. It is a deceptive trick, scam, game, artifice, cabal which is committed to cheat ,mislead someone and contributing something useless to something in order to gain advantage (Institute of Turkish History, 1998). KPMG’s fraud survey (2003) reveals that more companies are recently experiencing incidences of frauds than the previous years. According to Pickett (2007), many top managers view fraud as a taboo and rather boring subject, preferring not talk about it at all. This is because investigating fraud means exposing weak controls and even leads to reputational damage of the organization and reanalysis of accounting information. Taking measure to combat fraud and launching new anti fraud initiatives in

response to the Sarbanes-Oxley act of 2002 (KPMG, 2003) has succeeded to combat some financial crimes.

Mislead of financial statements users and increase of commercial disputes, accounting frauds and cases at courts, with the increases such as creative accounting and vague accounting have supported the need of this profession. As the bank strives to expand the business processes, the management is faced with the difficulty of supervising many people at a time making it impossible for managers to follow track of their employees. This makes it easy for employees to commit fraud. Employees naturally become well educated on the inner workings of a company and know where the gaps and weaknesses are (Coenen, 2008). The most recent ACFE survey indicated that 61% fraud schemes were perpetrated by men, while 39% were committed by women. The study notes, however, that fraud committed by men is more costly (Coenen, 2008).

Banking Fraud Investigation Department (BFID) also identified that forensic auditing was compromised within the banks as the sections often fall under either internal audit or security departments, which threatens their independence and integrity. Their recommendation is to set up independent forensic units within the banks, as well as ensuring a separation of duties preventing a single person from originating and completing an assignment of entry. They also emphasized the need for dual control of sensitive areas like strong rooms and locks to security documents and accounts. Deloitte reported that bank fraud tripled to an estimated Kshs 3 billion in 2010, approximately four percent of the total sector profitability over the same period.

PwC Nigeria identified the following fraud types in their 2011 Financial Focus: 1) Electronic; manipulation of electronic files, circumvention of information technology controls by those with superior administrative rights or by management, unauthorized penetration mechanisms and 2) Non-electronic fraud; cash theft (including planned robberies), identity fraud especially as regards applications for loans, mortgages and  other financial accommodation facilities, card skimming, phishing and cheque fraud.

                  Nature of Forensic Accounting Services

Chilvers (2000) defines “forensic accounting” as the use of investigative techniques, integrated with accounting and business skills, to develop information and opinions for evidence in court and for use by expert witnesses. Dhar and Sarkar (2010) defined Forensic Accounting as the application of accounting concepts and techniques to legal problems. It demands reporting, where accountability of the fraud is established and the report is considered as evidence in the court of law or in administrative proceedings. The complex nature of forensic accounting is part of appeal to many accountants to enter the field (Kranacher et al.2008). Due to the common nature of the various definitions reside in the areas of litigation services, accounting investigation and preparing court ready evidence all of which are of great importance to the banking industry. Forensic accounting may be one of the most effective and efficient ways to reduce and prevent fraudulent activities as it is concerned with the evidentiary nature of accounting data, and as a practical field concerned with accounting fraud and forensic auditing; compliance, due diligence and risk assessment; detection of financial misrepresentation and financial statement fraud (Skousen and Wright, 2008) .

The forensic accountants draw conclusions, calculate values and identify irregular patterns or suspicious transactions by critically analyzing the financial data. It provides  an accounting analysis to the court for dispute resolution in certain cases and it also provides the courts with explanation the fraud that has been committed (Adrian, 2009). This is the reason why forensic accounting may play a vital role in detecting and reducing accounting frauds in the banking sector and as he says Jeyarathmm (2008), quality influences greater efficiency, higher productivity and high quality goods and services. It means that less time is actually spent reworking and correcting mistakes that were committed earlier due to carelessness or negligence.

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MANAGING PERSONNEL SERVICES IN A MISSION HOSPITAL: A STUDY OF BISHOP SHANAHAN HOSPITAL, NSUKKA IN NSUKKA LOCAL GOVERNMENT AREA OF ENUGU STATE

CHAPTER ONE

1.0       Introduction

1.1       Background of the Study

Before the advent of private hospitals, mission hospitals had existed side by side with few Government-owned hospitals otherwise known as General Hospitals.  Nowadays, however, almost all over Nigeria, there has been a dramatic increase in the number of hospital of various types and sizes.  This can be attributed to several reasons, one of which is probably the inability of the government-owned hospitals to effectively cope with the necessary healthcare services that are in high demand.  Good health is a prerequisite for every human being to carry on with any meaningful lively activity on earth (Kuti, 2000).

As human beings or personnel are the most important resources needed to run every institution of organization much as a mission hospital, it becomes pertinent to enquire into their organization and management.  It is a known fact that mission hospitals have been established on humanitarian grounds rather than on profit making motives.  This being so, one may wonder how the personnel of such hospitals are managed with respect to the recruitment, training, industrial relations, promotion and motivation, for instance

Very often, mission hospitals are seen to be not only ill-equipped but also, poorly staffed.  Many of them think of the term administration instead of management, even though, some kind of personnel function is performed.  In any case, whether the term ‘administration’ or ‘management’ is used is not actually important. What is important is simply what the hospital does with its staff (Akunyili, 2002).

From the foregoing, it was considered necessary to research into the management of personnel at Bishop Shanahan Hospital, Nsukka, because it has existed for over sixty years and it is expected to serve as a good model for the research in the area of mission hospitals.  A brief remark on the historical background of the hospital enables one to appreciate the peculiar situation of a typical mission hospital.

The hospital which is situated at Nsukka in Enugu State is recovered as one of the oldest hospitals in the eastern part of Nigeria.  It was said to have been established in 1940 under the auspices of the Catholic Church and is owned by the church under the Bishop.  This implies that the Bishop is at the highest echelon in the hospital’s organization chart.

Before Nsukka Diocese was carved out from Enugu Diocese in the Catholic Church, the hospital was under the Catholic Bishop of Enugu.  Presently, it is under the Bishop of Nsukka Diocese.  Information available shows that the administration and management of the hospital are still being shared by the Dioceses of Enugu, Nsukka and the religious congregation.  The reason is not far fetched.  It is simply because both Dioceses are within Enugu State (Mbadugha, 2001).

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UNITED STATE OF AMERICA JOBS FOR IMMIGRANTS: SUBMIT AN APPLICATION TO WORK

The USA economy has created millions of jobs for both U.S. citizens and immigrants since Biden took office, and that has continued.

If you’re looking forward to migrating and working in the United States, I would say you’re one step away to achieving your dream.

In this article you will find USA jobs for immigrants available and accessable to anyone who wish to relocate to United States.

Unemployment is falling rapidly because a number of industries, including manufacturing and health care, are experiencing significant growth under Biden administration and there’s high demand for employees.

America is one of the world’s most advanced economies, with almost every industry operating globally and as well bringing change and innovation to key areas of our lives.

Every day in the United States, one new company is created, hundreds are expanded, and new jobs and positions are created. So you stand a chance of landing a very lucrative job.

Job opportunities in the USA for Immigrants
  • Administrative Assistant   $37,169
  • Auditor                                $47,500
  • Bookkeeper/Clerk              $38,991
  • Receptionist                         $31,200
  • Human Resources Officer $110,350
  • Actor                                     $33,949
  • Architect                               $136,409
  • Fashion Designer                $52,500
  • Graphic Designer                $50,000
  • Photographer                      $35,100
  • Seamstress                           $30,225
  • Business Analyst                  $90,008
  • Educator                               $41,612
  • Instructor                             $46,159
  • Librarian                               $58,086
  • Nanny                                   $34,125
  • Professor                              $67,868
  • School Principal                  $107,587
  • Teacher                                $42,102
  • Building Inspector             $62,420
  • Carpenter                            $47,759
  • Cleaner                                 $28,274
  • Electrician                            $57,838
  • Equipment Operator         $39,000
  • Mechanic                             $51,973
  • Millwright                            $53,625
  • Painter                                 $37,085
  • Plumber                              $58,500
  • Superintendent                 $87,500
  • Welder                                $39,000
  • Project Engineer               $91,999
  • Software Engineer            $122,444
  • Systems Engineer             $112,238

How to Apply

The easiest way for foreign workers to find work in the United States is to find work with an organization in their home country that has offices in the United States and offers relocation opportunities to the United States.

If this is not possible, you should apply for a job before entering the United States due to strict visa requirements. Therefore, we have created this article to inform you about employment opportunities in the United States and direct you to our application portal.

You may apply for a job by visiting Indeed.com, applying for a posted job, and submitting your resume (known in the United States as a “resume”) and cover letter.

Some jobs also require you to fill out an application form. If you pass, you will be invited for an interview. The interview may include some type of psychometric test. Depending on the position and employer, there may be several interviews.

USA Work Permit Visas

The United States is a complicated country with strict immigration policies, but there are many different programs and visas for specific categories, so you should choose the right one. For example, the J-1 exchange program offers up to 18 months of professional experience and cultural exchange for students and professionals.

Having a sponsoring employer helps, but that’s very rare unless you find a job at a multinational company and move to a US office to enter the US. The L-1 visa is an option for companies wishing to transfer to a U.S. branch office for up to five years.

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Employers seeking certain qualified positions can apply for an H visa. These include H-1 visas for professionals and personalities, to H-2B temporary worker programs for seasonal workers such as ski instructors. However, the number of these visas is very limited and applications must be made by employers, not individuals.

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AN APPRAISAL OF BUSINESS POLICY MODELS

AN APPRAISAL OF BUSINESS POLICY MODELS IN THE MANAGEMENT OF MISSION HOSPITALS IN THE SOUTH EAST NIGERIA

ABSTRACT

The study on the appraisal of Business policy models in the management of mission hospitals in the South East was motivated by the need to proffer possible strategies and solutions by the use of open system and stakeholders’ business policy models in the management of mission hospitals in the South East Nigeria. The study was guided by six key objectives from which appropriate research questions and hypotheses were formulated. The study adopted survey design. The research instruments were questionnaire and oral interviews. The population of the study was 6000 staff of the 27 selected mission hospitals drawn from 57 registered mission hospitals in the five states comprising: Abia, Anambra, Ebonyi, Enugu, and Imo States of South East Nigeria. A sample size of 375 was determined from the population using Taro Yamane’s formula while Purposive sampling technique was used in selection of the mission hospitals.  Cronbach Alpha was used in testing the validity and the reliability of the research instrument. The result was 0.98 indicating a high degree of relationship. The hypotheses were tested using parametric and non parametric statistical techniques which included:  Friedman Chi-square (X2), ANOVA (one-way) and Z-test. Findings reveal that the quality of service to patients in the mission hospitals to a large extent is contingent on having appropriate equipment, competent doctors and availability of drugs as contained in the open business policy model.  Stakeholders’ business policy model to a large extent also contributed to sustainability of operation in the management of mission hospitals. The study also indicated that open system business policy model to a large extent promoted competitiveness in the management of mission hospitals. There was a significant relationship between open business policy model and human resource management in the mission hospitals. Environmental turbulence and uncertainties such as ‘government policies on taxations and importation’ constituted the greatest challenges to the adoption of business policy models in mission hospitals. Stakeholders’ business policy model also impacted positively on the supply chain management through drug availability, quality drugs and good treatment in mission hospitals. Based on the results of the study, the following recommendations were made: hospitals Organizations should work toward greater relationship management institutionalize sustainability factors that can boost the confidence of staff, restructure the rules of management by adopting new strategies that encourages interactions and interdependence between the hospital and its environments. Hospital management should undertake continuous service innovation of activities and put in place in all the hospitals, boundary spanners who are expected to keep management informed about the environmental changes which could affect business policy adoption.  Private public partnership in the healthcare institutions should be fostered in the mission hospitals. The study concludes that adopting open system and stakeholders’ business policy models are vital and important for high performance management of the mission hospitals. With appropriate implementation of  business policy as was identified in this work the following outcomes will be inevitable: service quality will be assured, sustainability of operation will be improved, competitive advantage will be maximized, human resource management will be stable, effective and efficient, supply chain management will be optimized and environmental challenges will be predicted, adapted to and managed.Download Full Material-N5000