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During this module I tried to think on what leadership roles I have been/are in. It brought back some memories of when I was in highschool I was the President of the Spanish club. (Which is pretty crazy now, because I still can't speak spanish.) In this role I was tasked with keeping my peers up to date on up coming events, as well as the planning and organization of said events.

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Module 8: Controling Performance and Operations

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Module 8: Controling Performance and Operations

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During this module one of the sections was labeled "Project Management Audits." When reading this section Tax Audits immediately popped in my head.  I personally have never been audited but my mother has.  So, being curious I decided to read a little more into tax audits.  Like; Why are they performed? Are they something you can avoid? Should I ever expect to be audited? And what exactly is it?

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An IRS audit is a review/examination of an organization's or individual's accounts and financial information to ensure information is reported correctly according to the tax laws and to verify the reported amount of tax is correct.

Why am I being selected for an audit?

Selection for an audit does not always suggest there's a problem. The IRS uses several different methods:

Random selection and computer screening - sometimes returns are selected based solely on a statistical formula. We compare your tax return against "norms" for similar returns. We develop these "norms" from audits of a statistically valid random sample of returns, as part of the National Research Program the IRS conducts. The IRS uses this program to update return selection information.

Related examinations - we may select your returns when they involve issues or transactions with other taxpayers, such as business partners or investors, whose returns were selected for audit.

Next, an experienced auditor reviews the return. They may accept it; or if the auditor notes something questionable, they will identify the items noted and forward the return for assignment to an examining group.

Note: filing an amended return does not affect the selection process of the original return. However, amended returns also go through a screening process and the amended return may be selected for audit. Additionally, a refund is not necessarily a trigger for an audit.
How am I notified?

Should your account be selected for audit, we will notify you by mail. We won't initiate an audit by telephone.

How will the IRS conduct my audit?

The IRS manages audits either by mail or through an in-person interview to review your records. The interview may be at an IRS office (office audit) or at the taxpayer's home, place of business, or accountant's office (field audit). Remember, you will be contacted initially by mail. The IRS will provide all contact information and instructions in the letter you will receive.

If we conduct your audit by mail, our letter will request additional information about certain items shown on the tax return such as income, expenses, and itemized deductions. If you have too many books or records to mail, you can request a face-to-face audit. The IRS will provide contact information and instructions in the letter you receive.

Depending on the issues in your audit, IRS examiners may use one of these Audit Techniques Guides to assist them. These guides will give you an idea of what to expect.

What do I need to provide?

The IRS will provide you with a written request for the specific documents we want to see. Here's a listing of records the IRS may request.

The IRS accepts some electronic records that are produced by tax software. The IRS may request those in lieu of or in addition to other types of records. Contact your auditor to determine what we can accept.

The law requires you to keep all records you used to prepare your tax return - for at least three years from the date the tax return was filed.

How do I know if the IRS received my response?

For any delivery service you may use, always request confirmation that the IRS has received it. For example, if you use the US Postal Service, you can request one of their additional services to ensure delivery confirmation.

What if I need more time to respond?

For audits conducted by mail - fax your written request to the number shown on the IRS letter you received. If you are unable to submit the request by fax, mail your request to the address shown on the IRS letter. We can ordinarily grant you a one-time automatic 30-day extension. We will contact you if we are unable to grant your extension request. However, if you received a "Notice of Deficiency" by certified mail, we cannot grant additional time for you to submit supporting documentation. You may continue to work with us to resolve your tax matter, but we cannot extend the time you have to petition the U.S. Tax Court beyond the original 90 days.

For audits conducted by in-person interview - If your audit is being conducted in person, contact the auditor assigned to your audit to request an extension. If necessary, you may contact the auditor's manager.

How far back can the IRS go to audit my return?

Generally, the IRS can include returns filed within the last three years in an audit. If we identify a substantial error, we may add additional years. We usually don't go back more than the last six years.

The IRS tries to audit tax returns as soon as possible after they are filed. Accordingly most audits will be of returns filed within the last two years.

If an audit is not resolved, we may request extending the statute of limitations for assessment tax. The statute of limitations limits the time allowed to assess additional tax. It is generally three years after a return is due or was filed, whichever is later. There is also a statute of limitations for making refunds. Extending the statute gives you more time to provide further documentation to support your position; request an appeal if you do not agree with the audit results; or to claim a tax refund or credit. It also gives the IRS time to complete the audit and provides time to process the audit results.

You don't have to agree to extend the statute of limitations date. However if you don't agree, the auditor will be forced to make a determination based upon the information provided.

You can find more information about extending a statute of limitations in Publication 1035, Extending the Tax Assessment Period PDF , or from your auditor.

How long does an audit take?

The length varies depending on the type of audit; the complexity of the issues; the availability of information requested; the availability of both parties for scheduling meetings; and your agreement or disagreement with the findings.

What are my rights?

Publication 1, Your Rights as a Taxpayer, explains your rights as a taxpayer as well as the examination, appeal, collection, and refund processes. These rights include:

A right to professional and courteous treatment by IRS employees.

A right to privacy and confidentiality about tax matters.

A right to know why the IRS is asking for information, how the IRS will use it and what will happen if the requested information is not provided.

A right to representation, by oneself or an authorized representative.

A right to appeal disagreements, both within the IRS and before the courts.

How does the IRS conclude an audit?

An audit can be concluded in three ways:

No change: an audit in which you have substantiated all of the items being reviewed and results in no changes.

Agreed: an audit where the IRS proposed changes and you understand and agree with the changes.

Disagreed: an audit where the IRS has proposed changes and you understand but disagree with the changes.

What happens when you agree with the audit findings?

If you agree with the audit findings, you will be asked to sign the examination report or a similar form depending upon the type of audit conducted.

If you owe money, there are several payment options available. Publication 594, The IRS Collection Process PDF , explains the collection process in detail.

What happens when you disagree with the audit findings?

You can request a conference with an IRS manager. The IRS also offers mediation or you can file an appeal if there is enough time remaining on the statute of limitations.

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An IRS audit is a review/examination of an organization's or individual's accounts and financial information to ensure information is reported correctly according to the tax laws and to verify the reported amount of tax is correct. Selection for an audit does not always suggest there's a problem.

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This module reminds me a lot of canvas. Canvas is where many professors choose to communicate to students. This applications for sure makes a lot of things easier for students. But, much like the corporate word, there are areas of communication that don't work. For example, I find it very easy to accomplish tasks set for me from teachers when I am organized and properly communicated to. Canvas has a calendar feature that usually has all of my assignments and when they're due. Some professors chose to use canvas as well as another learning recourse that doesn't combine very well with canvas making it difficult to see all of my assignments and when they're due in one place. Canvas is set to be a communication strategy that assists with organization and planning making it easy for both students and teachers to manage their time and work. With the introduction of third-party leaning platforms communication goes from linear to jumbled.

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Management transcribes an image of a complex diagram.  There is a bunch of moving parts that go into creating a successful organization that it cannot be described as a linear image.  In my head, a description such as this below reminds me of management.  It is a controlled and orderly chaos.

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Module 6 resonates with me not because I have seen an article that correlates with it or an image.  I have had my own run in with "HR."  Throughout this section, I have learned the proper way certain situations should be handles.  And through my experience I have learned the wrong way certain situations should be handled.  Thanks to this topic I now have the knowledge to take the correct steps if I am to ever have another issue in the future.

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Module 5: Organizational Structure and Process

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Module 5: Organizational Structure and Process

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Within module 5, there was discussion on the "business life cycle."  This artifact doesn't really resonate with the model as a whole but more like one phase in the "Growth Cycle" discussed. The first phase is creativity.  When I think of creativity I think of when I used to work in a floral shop.  Little did I know at the time I was in a way partaking in organizational design.

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Module 5: Organizational Structure and Process

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Module 5: Organizational Structure and Process

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I would consider padlet an artifact correlating to module 5. Padlet has been a handy dandy app that has aided in the organization of this assignment.

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Another section we covered in the module was decision making.  On topic in particular focus on process of decision making by the use of a "decision tree." This particular model focused on the decisions that stemmed from the ones made prior.  But it reminded me of a concept discussed in my economics class I am taking this semester.  Marginal Cost and Marginal benefit.  These concepts play into decision making on a daily basis.  The decision tree only focuses on half of the equation, the other half is what was given up when making these decisions.

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This module reminded me of the game chess. I do not know how to play the game, but I am aware that it is a game of strategy. I know that you always have to plan ahead and try to be two steps ahead of your opponent. Much like todays competition, it is important for organizations to be ahead of opponents and maintain a lead. None of this can be accomplished without first planning.

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Module 3: Management Within a Global Organization

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Module 3: Management Within a Global Organization

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Something else I use on a daily basis, is Google. I have the search engine up pretty much 24/7. I couldn't imagine life without it. But there are people around the world who do not have access to it. Well, during this module I wanted to know what this company was doing about that. What is in the future for developing countries? How are they going to get their news? Well, Google seems like they have a plan, they are already working to connect developing countries. Not only to the internet, but to the world. So, they can keep up with current events, hopeful have access to equal and fair opportunities, and assist in changing the world.

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As developing nations get greater access to the internet, individuals and businesses alike will experience new challenges and opportunities, Google executive chairman Eric Schmidt told an audience at the Yale School of Management on April 24.

"We're going to a world where most people are fully connected and fully informed," said Schmidt, who spoke as part of the Leaders Forum lecture series.

Yale SOM broadcast Schmidt's talk in a Livestream viewed by students at partner schools in the Global Network for Advanced Management. He answered questions from students in the room as well as those watching from Seoul National University; INCAE Business School, with campuses in Costa Rica and Nicaragua; and Renmin University of China School of Business, all members of the network.

Schmidt said that while the developed world is already highly connected-and will become more so as the cost of mobile devices continues to fall-the impact of increased access in developing and "closed" nations will be profound. "Imagine what it's like to go from no information to an infinite amount of information," he said.

For business, Big Data will play an increasingly important role. Every industry, Schmidt said, will employ computer-generated data analysis to determine what customers need and how to supply it.

While some observers focus on the dangers of cyberspace, Schmidt described a future in which the physical world and the parallel digital world would complement each other. For example, he said, when the Chinese government tried to quiet reports of a high-speed-rail crash in Wenzhou in 2011, the online community helped force greater transparency. "Each world keeps the other one in check," he said.

Snyder asked Schmidt to comment on the future of capitalism in the wake of the upheavals of recent years. "Are people going to have the same confidence that markets work?"

"I don't see an alternative," Schmidt said. "Capitalism is how economic wealth is grown, it's how new jobs are created, it's how new markets are created. "

Together, markets and technology are making corporations nimbler than governments, he said. "Google has such reach because we're a private firm. We can actually run at Google speed. Whereas governments, which are complicated compromises among lots of special interests, even in democracies, have all sorts of reasons why they move slowly, including the fear of failure. Capitalism means that you can take risks."

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Google Chairman Eric Schmidt Discusses the Globalization of Technology

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As developing nations get greater access to the internet, individuals and businesses alike will experience new challenges and opportunities, Google executive chairman Eric Schmidt told an audience at the Yale School of Management on April 24. "We're going to a world where most people are fully connected and fully informed," said Schmidt, who spoke as part of the Leaders Forum lecture series.

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When I think of this module, my own job and personal experience comes to mind.  I currently work at T-Mobile.  During this module I was able to better understand my role in the company.  I would consider myself a "team leader." Often, I am appointed to take on certain tasks and activities, I also am often tasked with being shadowed by new employees.  The "team leader" role is said to be a role that is one that isn't always necessary and can take form when a certain task needs completion.

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Module 8: Controlling Performance and Operations

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Module 8: Controlling Performance and Operations

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Back at it again with T-Mobile! At work I have a lot of responsibilities, I work in sales, so I am expected to perform.  But I have recently began developing into a higher-level position.  Whether it be managing others performance, operations, or a little bit of both.

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Module 2: Ethics and Corperate Social Responsibility

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Module 2: Ethics and Corperate Social Responsibility

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I feel like this module coincided with some current events. One in particular was this #PullUpForChange movement that took over the internet for a minute.  A lot of beauty organizations took part in initiating a change in the diversity of their corporations as well as their competitors. This movement began with the founder of Uoma Beauty calling her peers to disclose their diversity profiles in efforts to bring light to the lack of diversity withing upper management.

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Photo: Courtesy of Sharon Chuter

Here at Fashionista, we're passionate about covering all the ways that the industry is changing for the better. That's why we wanted to honor the forces working tirelessly to reshape what it means to work in fashion and beauty. With our annual series, Fashionista Five, we'll be doing just that by highlighting (you guessed it) five people whose work we've admired over the past year.
In May of 2020, the world was grappling with the coronavirus pandemic, an emerging economic crisis and the police killing of George Floyd in Minneapolis. Corporate entities across just about every sector hopped aboard the bandwagon of vague solidarity and lukewarm support for the Black Lives Matter movement by posting a black square to their Instagram feeds - and doing little to nothing else to address the rampant systemic racism in their fields or within their own companies. Meanwhile, beauty executive Sharon Chuter took it upon herself to single-handedly spark a movement.

It was in the week after Floyd's murder that the founder and CEO of Uoma Beauty established Pull Up for Change, a grassroots effort to bring transparency, accountability and Black representation to the beauty industry - and ultimately, the rest of corporate America, too. On June 3, Chuter began posting to Pull Up for Change's Instagram feed with the simple mission statement of "Fighting for economic opportunities for Black people." To date, the account has amassed more than 135,000 followers and incited a tidal shift in the way corporations consider diversity within their businesses.

The initial challenge Pull Up for Change put forth was straightforward but incendiary: that companies publicly release specific employment statistics to quantify the racial breakdown of their employees. Particularly within the beauty industry, conversations about inclusivity, diversity and representation had been on the rise for years, with many brands responding to consumer demand for these values by building out their shade ranges to be less exclusionary, showcasing more diverse models in their marketing materials and basically patting themselves on the back for finally deciding it was worth their economic while to try to sell to people of color. But for Chuter, it was a lot of self-serving talk and empty gestures; her own experience at legacy beauty corporations like LVMH and L'Oréal had told her that there was still a huge race problem inherent to the industry.
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Chuter was no stranger to big undertakings. Prior to founding her own color cosmetics company, Uoma Beauty, Chuter had worked for major corporations such as PepsiCo, in addition to the aforementioned LVMH and L'Oréal. In her youth, she'd also had a career in her native Nigeria as a singer and entertainer, and as a teenager she'd been responsible for bringing about momentous change in the nation's beauty industry: "At the time, there weren't really many makeup brands that were available in the country - I mean, MAC was huge, but MAC wasn't officially in the country. It was people going overseas, buying a bunch of products, putting them in their suitcase and bringing them back to the country. So I was sort of like, 'Hey, why don't we have beauty brands in this country officially?'"

She took it upon herself to contact a slew of cosmetics brands, hoping to work with them as a distributor in the Nigerian market, but most companies turned her down. In fact, all of them but one passed on the opportunity: Revlon. At the time, the company was interested in getting into the Nigerian market, but regulations that classified cosmetics as drugs prevented them from getting the necessary access. "What that meant is that you'd have to register each and every one of the products, including shade variations, and follow the process that you'd have to follow if you were registering a medicine, which is just not doable for big brands that have 2,000 SKUs," explains Chuter. But she didn't let that hurdle stop her. "I was able to find a loophole in the law. I ended up doing the impossible, bringing Revlon to Nigeria at a time when they weren't able to come in." This opened the door for other brands, including MAC, to follow suit. "A lot of the big players now are [available in Nigeria], so that was amazing having a chance to be a pioneer - sort of unknowingly - for bringing in color cosmetics and incredible international players into the market."

Decades climbing the corporate ladder followed, with roles at the aforementioned corporations, mainly serving the Asia-Pacific region. It wasn't until 2016, when Chuter was working as an executive at LVMH's Benefit Cosmetics, that she became motivated to branch out on her own venture. "I had gotten really dissatisfied with my corporate life," she says of that period in her career. "I felt like I lacked purpose. I didn't like the exclusivity, the fact that we were leaving people out."

Photo: Courtesy of Sharon Chuter

She also felt that she'd lost her own sense of identity in her quest for corporate success. "I'm a woman of color, and I know the price that I had to pay to assimilate enough to be considered 'acceptable' as an executive and operate in predominantly white spaces. I knew we were leaving people out, and at that moment I sort of had this moment of reckoning.... Everything I was was who I needed to be to succeed. That really started to feed into a lot of dissatisfaction with the way the business was being run, the fact that it was all about targets and numbers and nothing about purpose." At the time, she didn't know exactly where she would channel that desire, but she knew she wanted to create a career about which she could feel passionate while also rediscovering and maintaining her sense of self.

At the time, Chuter was hesitant about establishing her own company. She knew the beauty space was a crowded one - and an increasingly celebrity- and influencer-driven one. "I had to really get over myself," she says. "I had a purpose. I said to myself, I'm starting a movement, not a business." When she conceived of Uoma Beauty, it was this core motivation that created a framework for everything else. "I wanted to get the story right, it was more important than the product. That's why our products are so intuitive, because we'd already created the message. The product, the packaging, the marketing - everything was really born out of it. It was the gift that kept giving, because it kept telling us where we needed to be."

Chuter's beauty company is one which doesn't toot its own horn about the concept of inclusivity - it just practices it to its very core, and lets its actions speak a whole lot louder than words. "We didn't even want to talk about inclusivity because we were operating on my philosophy that we are all different, and that's a good thing. The idea of not seeing color is stupid. We have eyes and we see color. [Uoma Beauty] is about celebrating differences and not ignoring that we're different," says Chuter, a value she calls "somewhat controversial" but crucial to her business. "Why are we pretending that fair skin has the exact same needs as dark skin, when the science tells us differently, just because we don't want to say it?"

Since Pull Up for Change first put out its call to the beauty industry to "Pull Up or Shut Up" by sharing their employment records, nearly all of the major industry players have participated, including Unilever USA, The Estée Lauder Companies, Shiseido, Revlon, Johnson & Johnson, Kylie Cosmetics, Sephora, Coty Inc. and many more. But the impact of "Pull Up or Shut Up" didn't stop with beauty. Major fashion companies like Gap, H&M and Levi's joined the conversation and pulled up, as did businesses as varied as Snapchat, Good American, Siete Foods, Milk Bar, Uber, Microsoft and even a small theater company in London. Trevor Noah featured Pull Up for Change on "The Daily Show"; Jackie Aina mentioned it in an Instagram video and called for her own brand partners to show up for the Black community.

Despite the far-reaching ripple effects Pull Up for Change has had over the past several months, Chuter seemingly hasn't lost a step when it comes to focusing on the success of her own business. Despite the obvious challenges of 2020 and a shaky global economy, Uoma Beauty is reportedly on track to grow for the year. And still, she's doubling down on her activism.

The next phase of Pull Up for Change is to actually hold all the companies that did, indeed, pull up, accountable. "These companies need to focus on what they're doing in terms of their ecosystems right now. What are you doing in terms of anti-bias training, educating [employees and executives] about racism, looking at your structure, your rules, your policies to make sure that you're an environment that can foster people from different backgrounds?" she asks.
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In the months and years ahead, it will become clear which companies are truly committed to embracing diversity and Black representation in an authentic way. "It's not a problem to just throw money at and solve. Unless the top [executive team] is diverse and leadership teams are eliminating their unconscious bias, how is that going to trickle down to your team?" Chuter says. "Companies have to really make sure that their entire leadership team is on board, not just saying they're on board. Creating diversity teams, updating HR manuals, looking at the pipeline for talent and your relationship with HBCUs, all of that really helps - but unless you can foster and develop and retain diverse talent, the recruiting initiatives are useless." Inability to foster and support Black talent in real, tangible ways will hold companies back from being able to report more diverse employment numbers in the future, says Chuter, because retaining a diverse workforce will prove challenging.

She stresses the importance of building an environment and corporate structure that sets up people of color for success. "Like attracts like. Everybody keeps saying, 'I can't find diverse talent, I can't find Black talent.' Well, when I put [hiring] adverts out there, I'm inundated with submissions from people. [Uoma] has communicated from the beginning that we're here for everybody, especially marginalized people. When I put ads out, people who the brand speaks to the most are the first to apply for the job." What's more, building a diverse team really benefits a company's bottom line, stresses Chuter. "Other companies are out there spending thousands of dollars on market research, but my team is my market research. What is being seen now as a huge challenge [for other companies] to increase team diversity is not one [for Uoma]."

To brands who have promised to "listen and learn" and to make efforts to recruit more Black talent, Chuter has a simple message: "It's not that hard." Or at least, it shouldn't be. "People always make this inclusivity thing look like it's a big deal. But at the end of the day, your business has to be reflective of the world that you live in. If you want to serve a global customer, the world is diverse - of course it makes sense to have a diverse team."

Despite having created a seismic impact within the beauty industry (and beyond it), Pull Up for Change is very much in its infancy, according to Chuter. "We're very excited about the impact we've made in a very short period of time, but we've got a long way to go," she says. "We're now evolving to become a resource. That's why we've been a little bit silent; we've been doing a lot of behind-the-scenes work so we can come out and announce some really amazing initiatives later this year."

When asked what she's most proud of having accomplished so far with Pull Up for Change, Chuter hesitates. "I don't think Pull Up for Change is something to be proud of," she eventually concedes. "It's devastating that we still live in a world that looks like this. It's surrounded with a lot of sadness and bitterness and anger. We're still living in this kind of reality [with pervasive racism], so I really have a hard time processing and reflecting on being proud of that. I'm always my biggest critic and I'm always looking ahead to what's next. There's so much work to be done, so I really haven't had the luxury of taking a break and trying to figure that out."

Chuter is resolute in her commitment to continuing her activism and not letting that negativity get in her way. Her remaining personal and professional goals are the ultimate blend of lofty and altruistic: "I'm trying to make the world a better place, period," she says. "You're never going to completely erase racism. But making the world a fairer place is what I've always set out to do. Everything I've done - from starting a beauty brand, to setting up a nonprofit organization - everything has been to combat racism and create a world where we can appreciate our differences, where we can understand that we're beautiful because we're different. I'm always driven by this bigger goal, and every other action I'm taking is just one piece at a time."

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Sharon Chuter Ignited a Grassroots Anti-Racism Movement in Beauty That Is Reverberating Throughout Corporate America

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Here at Fashionista, we're passionate about covering all the ways that the industry is changing for the better. That's why we wanted to honor the forces working tirelessly to reshape what it means to work in fashion and beauty.

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Module 2: Ethics and Corperate Social Responsibility

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Module 2: Ethics and Corperate Social Responsibility

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I didn't want to use the same artifact for two sperate modules, but my job is a major part of my life.  In module two we discussed "Influences on Organizational Culture." I work for a franchise whose mission statement is "Always Better." We strive to always be better.  And the culture in or stores aligns with that.  The sales floor is bright and open, with TV's all around showing what we have to offer as a wireless service.  Upper management often awards plaques and other award as signs of gratitude and appreciation.  The culture isn’t something that is written on a website, it is also exercised on a daily basis.

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T-Mobile's family plans come with Netflix at absolutely no extra charge.

Netflix Basic 1-screen subscription with 2+ qualifying lines. See more

No more surprise charges on your monthly bill. We included all sales taxes, surcharges, and regulatory fees on select plans. What you see is what you pay.

Loyalty programs shouldn't be about spending more. On T‑Mobile Tuesdays our customers get thanked just for being themselves.

In Mexico and Canada, your phone just works. Because who needs more travel expenses?

Qualifying service & capable device required.

The first & largest nationwide 5G network.

T-Mobile's 5G network reaches more cities and towns in America than anyone else.

We're diverse, passionate, and have an unbeatable team spirit.

"My game plan is continuing to go up the leadership ladder."

-Linda V.

"It's changed me personally. It's changed me professionally."

-Daylen T.

"T-Mobile sees that I'm passionate and they see that I love what I do."

-Rainieri M.

"I absolutely love T-Mobile and the culture. That's what's kept me here."

-Blake B.

Meet our leadership.

They're not your typical executives. These are the visionaries propelling the Un-carrier forward.

We owe our success to our relationships.

Become a crucial part of our organization when you join our supply chain, or become a premium retailer.

We couldn't have done it without you.

We're humbled by the recognition we've received for our network, ethics, and workplace. People really do love the Un-carrier.

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Company Information | T-Mobile Network, Awards, Partnerships & More

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T-Mobile's family plans come with Netflix at absolutely no extra charge. Netflix Basic 1-screen subscription with 2+ qualifying lines. See more No more surprise charges on your monthly bill. We included all sales taxes, surcharges, and regulatory fees on select plans. What you see is what you pay.

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Module 3: Management Within a Global Organization

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Module 3: Management Within a Global Organization

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During this module, I learned that the well-known company, Apple, developed the iPhone pieces in about 20 different countries. I am a huge Apple user; I use an Apple device on a daily basis. I have an iPhone, an Apple Watch, a MacBook, and I plan on getting an iPad. It is interesting to know that the devices I use on a daily basis are created around the world.