~ayeeeh~

Future Technology Case Study 1

2010-12-21T10:49:00.001-08:00

It is through technology that we can have what we aimed for. Technology has a big role in our daily lives. We use technology today in order to:

Have better communications
Ease the way of living
Decrease work force for infrastructures
Meet the demands of the fast changing society
Develop some ideas for the future

The things that influenced us to came up with different technologies are the different ideas that may came up from different persons, such ideas are made from a crap and has been develop into a productive one.

The factors that may cause the technology change are the following:

Demands and needs of the society- it is due to the needs and demands of the society that the technology evolved from time to time. For example the cell phones, in 1990’s we use cell phones that can just text or call but now we have 3g phones in which we can download music or explore the internet.
Cost of work force- when it comes to work force some company’s would prefer to invest on machines that to employees, they think that they can lessen the cost of production by having such machines which is a product of technology.
Capacity of a person to explore- the capacity of a person to explore can be a big factor to the changes of technology because a person can develop a helpful or dangerous product of technology.

ASSIGNMENT 7 (MIS2)

2010-02-06T05:43:00.000-08:00

Google is a highly successful Internet business. Recently they have broadened their scope with a multitude of new tools. This shows the flow of information in Google...Explain Google’s business model.The Google’s Competitors•Who are the company's competitors?As we all know, in this fast changing world, almost all of the things you can found it in the internet. All you have to do is to search for it.The Google’s competition in every aspect of our rapidly evolving business, particularly from other companies that seek to connect people with online information and provide them with relevant advertising. Currently they consider as their primary competitors to be is the Microsoft and Yahoo. •Information Technology to their advantageWe know that Google is a stand alone in their focus on developing the "perfect search engine," defined by co-founder Larry Page as something that "understands exactly what you mean and gives you back exactly what you want." To that end, they have persistently pursued innovation and refused to accept the limitations of existing models. As a result, we developed our serving infrastructure and breakthrough Page Rank technology that changed the way searches are conducted.From the beginning, our developers recognized that providing the fastest, most accurate results required a new kind of server setup. Whereas most search engines ran off a handful of large servers that often slowed under peak loads, ours employed linked PCs to quickly find each query's answer. The innovation paid off in faster response times, greater scalability and lower costs. It's an idea that others have since copied, while we have continued to refine our back-end technology to make it even more efficient.The software behind our search technology conducts a series of simultaneous calculations requiring only a fraction of a second. Traditional search engines rely heavily on how often a word appears on a web page. We use more than 200 signals, including our patented PageRank™ algorithm, to examine the entire link structure of the web and determine which pages are most important. We then conduct hypertext-matching analysis to determine which pages are relevant to the specific search being conducted. By combining overall importance and query-specific relevance, we're able to put the most relevant and reliable results first.•How competitive are they in the market?The platform that Google is building which makes it cheaper and easier for them to develop and run web-scale applications than anyone else...While competitors are targeting the individual applications Google has deployed, Google is building a massive, general purpose computing platform for web-scale programming.•What new services do they offer?Besides on the basic web search, Google has other services. These services are the following:Google Earth, Gmail, Google Maps,Google Code projects•What makes them so unique?In my own analysis, Google is unique because of its services. At help us a lot in our fast changing generation.•How competitive are they in the international market?"Google has so many different ways to make money off of new products and greater Internet use, no matter where it is," Schroepfer said. This saying explains that through google the industry can produce lots of jobs that related to other countries. In this case it involves international relationships.

References:http://en.wikipedia.org/wiki/Category:Google_services
http://www.seobook.com/archives/000273.shtml

ASSIGNMENT 2 (SAD 1)

2010-01-24T06:33:00.000-08:00

Interview a Systems Analyst and ask what skills and characteristics must a systems analyst develop in order to be more effective in any design modeling process In partial fulfillment for this topic I will first discuss the meaning a systems analyst.A systems analyst is responsible for researching, planning, coordinating and recommending software and system choices to meet an organization's business requirements. The systems analyst plays a vital role in the systems development process. A successful systems analyst must acquire four skills: analytical, technical, managerial, and interpersonal. Analytical skills enable systems analysts to understand the organization and its functions, which helps him/her to identify opportunities and to analyze and solve problems. Technical skills help systems analysts understand the potential and the limitations of information technology. The systems analyst must be able to work with various programming languages, operating systems, and computer hardware platforms. Management skills help systems analysts manage projects, resources, risk, and change. Interpersonal skills help systems analysts work with end users as well as with analysts, programmers, and other systems professionals.Because they must write user requests into technical specifications, the systems analysts are the liaisons between vendors and the IT professionals of the organization they represent[1] They may be responsible for developing cost analysis, design considerations, and implementation time-lines. They may also be responsible for feasibility studies of a computer system before making recommendations to senior management.A systems analyst performs the following tasks:• Interact with the customers to know their requirements • Interact with designers to convey the possible interface of the software • Interact/guide the coders/developers to keep track of system development • Perform system testing with sample/live data with the help of testers • Implement the new system • Prepare High quality Documentation

ASSIGNMENT 2 (MIS 2)

2010-01-24T06:29:00.000-08:00

What do you think is the relationship between Business and Information System plan? To further discuss let us know what does it mean.Business PlanBased on the Wikipedia,A business plan is a formal statement of a set of business goals, the reasons why they are believed attainable, and the plan for reaching those goals. It may also contain background information about the organization or team attempting to reach those goals.The business goals may be defined for for-profit or for non-profit organizations. For-profit business plans typically focus on financial goals, such as profit or creation of wealth. Non-profit and government agency business plans tend to focus on organizational mission which is the basis for their governmental status or their non-profit, tax-exempt status, respectively—although non-profits may also focus on optimizing revenue. In non-profit organizations, creative tensions may develop in the effort to balance mission with "margin" (or revenue). Business plans may also target changes in perception and branding by the customer, client, tax-payer, or larger community. A business plan having changes in perception and branding as its primary goals is called a marketing plan.Business plans may be internally or externally focused. Externally focused plans target goals that are important to external stakeholders, particularly financial stakeholders. They typically have detailed information about the organization or team attempting to reach the goals. With for-profit entities, external stakeholders include investors and customers. External stake-holders of non-profits include donors and the clients of the non-profit's services. For government agencies, external stakeholders include tax-payers, higher-level government agencies, and international lending bodies such as the IMF, the World Bank, various economic agencies of the UN, and development banks.Internally focused business plans target intermediate goals required to reach the external goals. They may cover the development of a new product, a new service, a new IT system, a restructuring of finance, the refurbishing of a factory or a restructuring of the organization. An internal business plan is often developed in conjunction with a balanced scorecard or a list of critical success factors. This allows success of the plan to be measured using non-financial measures. Business plans that identify and target internal goals, but provide only general guidance on how they will be met are called strategic plans.Operational plans describe the goals of an internal organization, working group or department. Project plans, sometimes known as project frameworks, describe the goals of a particular project. They may also address the project's place within the organization's larger strategic goals. Business plans are decision-making tools. There is no fixed content for a business plan. Rather the content and format of the business plan is determined by the goals and audience. A business plan should contain whatever information is needed to decide whether or not to pursue a goal.For example, a business plan for a non-profit might discuss the fit between the business plan and the organization’s mission. Banks are quite concerned about defaults, so a business plan for a bank loan will build a convincing case for the organization’s ability to repay the loan. Venture capitalists are primarily concerned about initial investment, feasibility, and exit valuation. A business plan for a project requiring equity financing will need to explain why current resources, upcoming growth opportunities, and sustainable competitive advantage will lead to a high exit valuation.Preparing a business plan draws on a wide range of knowledge from many different business disciplines: finance, human resource management, intellectual property management, supply chain management, operations management, and marketing, among others. It can be helpful to view the business plan as a collection of sub-plans, one for each of the main business disciplines. "... a good business plan can help to make a good business credible, understandable, and attractive to someone who is unfamiliar with the business. Writing a good business plan can’t guarantee success, but it can go a long way toward reducing the odds of failureIS PlanCharacteristic DescriptionTimely -The ISP must be timely. An ISP that is created long after it is needed isuseless. In almost all cases, it makes no sense to take longer to plan workthan to perform the work planned.Useable- The ISP must be useable. It must be so for all the projects as well as foreach project. The ISP should exist in sections that once adopted can beparceled out to project managers and immediately started.Maintainable -The ISP should be maintainable. New business opportunities, newcomputers, business mergers, etc. all affect the ISP. The ISP must supportquick changes to the estimates, technologies employed, and possibly evento the fundamental project sequences. Once these changes areaccomplished, the new ISP should be just a few computer programexecutions away.Quality- While the ISP must be a quality product, no ISP is ever perfect on the firsttry. As the ISP is executed, the metrics employed to derive the individualproject estimates become refined as a consequence of new hardwaretechnologies, code generators, techniques, or faster working staff. Asthese changes occur, their effects should be installable into the data thatsupports ISP computation. In short, the ISP is a living document. It shouldbe updated with every technology event, and certainly no less often thanquarterly.Reproducible- The ISP must be reproducible. That is, when its development activities areperformed by any other staff, the ISP produced should essentially be thesame. The ISP should not significantly vary by staff assigned.The ISP Steps The information systems plan project determines the sequence for implementing specific information systems. The goal of the strategy is to deliver the most valuable business information at the earliest time possible in the most cost-effective manner. The end product of the information systems project is an information systems plan (ISP). Once deployed, the information systems department can implement the plan with confidence that they are doing the correct information systems project at the right time and in the right sequence. The focus of the ISP is not one information system but the entire suite of information systems for the enterprise. Once developed, each identified information system is seen in context with all other information systems within the enterprise. Information Systems Plan Development Steps Step Name Description 1. Create the mission model -The mission model, generally shorter than 30 pages presents end-result characterizations of the essential raison d=etre of the enterprise. Missions are strategic, long range, and a-political because they are stripped of the Awho@ and the Ahow.@ 2. Develop a high-level data model -The high-level data model is an Entity Relationship diagram created to meet the data needs of the mission descriptions. No attributes or keys are created. 3. Create the resource life cycles (RLC) and their nodes -Resources are drawn from both the mission descriptions and the high level data model. Resources and their life cycles are the names, descriptions and life cycles of the critical assets of the enterprise, which, when exercised achieve one or more aspect of the missions. Each enterprise resource Alives@ through its resource life cycle. 4. Allocate precedence vectors among RLC nodes -Tied together into a enablement network, the resulting resource life cycle network forms a framework of enterprise=s assets that represent an order and set of inter-resource relationships. The enterprise Alives@ through its resource life cycle network. 5. Allocate existing information systems and databases to the RLC nodes -The resource life cycle network presents a Alattice-work@onto which the Aas is@ business information systems and databases can be Aattached.@ See for example, the meta model in Figure 2. The Ato-be@ databases and information systems are similarly attached. ADifference projects@ between the Aas-is@ and the Ato-be@ are then formulated. Achievement of all the difference projects is the achievement of the Information Systems Plan. 6. Allocate standard work break down structures (WBS) to each RLC node -Detailed planning of the Adifference projects@ entails allocating the appropriate canned work breakdown structures and metrics. Employing WBS and metrics from a comprehensive methodology supports project management standardization, repeatability, and self-learning. 7. Load resources into each WBS node -Once the resources are determined, these are loaded into the project management meta entities of the meta data repository, that is, metrics, project, work plan and deliverables. 8. Schedule the RLC nodes through a project management package facilities. -The entire suite of projects is then scheduled on an enterprise-wide basis. The PERT chart used by project management is the APERT@ chart represented by the Resource Life Cycle enablement network. 9. Produce and review of the ISP -The scheduled result is predicable: Too long, too costly, and too ambitious. At that point, the real work starts: paring down the suite of projects to a realistic set within time and budget. Because of the meta data environment (see Figure 1), the integrated project management meta data (see Figure 2), and because all projects are configured against fundamental business-rationale based designs, the results of the inevitable trade-offs can be set against business basics. Although the process is painful, the results can be justified and rationalized. 10. Execute and adjust the ISP through time. -As the ISP is set into execution, technology changes occur that affect resource loadings. In this case, only steps 6-9 need to be repeated. As work progresses, the underlying meta data built or used in steps 1-5 will also change. Because a quality ISP is Aautomated@ the recasting of the ISP should only take a week or less. Collectively, the first nine steps take about 5000 staff hours, or about $500,000. Compared to an IS budget $15-35 million, that's only about 3.0% to 1.0%. If the pundits are to be believed, that is, that the right information at the right time is the competitive edge, then paying for an information systems plan that is accurate, repeatable, and reliable is a small price indeed. Executive and Adjusting the ISP Through Time IT projects are accomplished within distinct development environments. The two most common are: discrete project and release. The discrete project environment is typified by completely encapsulated projects accomplished through a water-fall methodology. In release environments, there are a number of different projects underway by different organizations and staff of varying skill levels. Once a large number of projects are underway, the ability of the enterprise to know about and manage all the different projects degrades rapidly. That is because the project management environment has been transformed from discrete encapsulated projects into a continuous flow process of product or functionality improvements that are released on a set time schedule. Figure 3 illustrates the continuous flow process environment that supports releases. The continuous flow process environment is characterized by: •Multiple, concurrent, but differently scheduled projects against the same enterprise resource •Single projects that affect multiple enterprise resources •Projects that develop completely new capabilities, or changes to existing capabilities within enterprise resources In summary, any technique employed to achieve an ISP must be accomplishable with less than 3% of the IT budget. Additionally, it must be timely, useable, maintainable, able to be iterated into a quality product, and reproducible. IT organizations, once they have completed their initial set of should apply databases and business information systems will find themselves transformed from a project to a release environment. The continuous flow environment then becomes the only viable alternative for moving the enterprise forward. It is precisely because of the release environment that enterprise-wide information systems plans that can be created, evolved, and maintained are essential. RELATIONSHIP between the 2We know that both of them have a Deeper analization, it means each of them should follow steps but in the case of IS plan it is more detailed. when we say planning, it is in organizations and public policy is both the organizational process of creating and maintaining a plan; and the psychological process of thinking about the activities required to create a desired goal on some scale. As such, it is a fundamental property of intelligent behavior. This thought process is essential to the creation and refinement of a plan, or integration of it with other plans, that is, it combines forecasting of developments with the preparation of scenarios of how to react to them.

References:http://www.tdan.com/view-articles/5262

ASSIGNMENT 3 (SAD 1)

2010-01-24T05:01:00.000-08:00

Discuss the role of a systems analyst as a project manager, you need to interview an analyst/project manager As we know a System Analyst helps an organization because they have a big role in researching, planning, coordinating and recommending software and system choices to meet an organization’s business. When it comes to project manager, the system analyst decides or surveys the appropriate system to develop for their organization.They are responsible for the operating system and associated subsystems. Provide system-level support of multi-user operating systems, hardware and software tools, including installation, configuration, maintenance, and support of these systems. Identify alternatives for optimizing computer resources.Here are some qualities of a system analyst to be a good project manager: Specifically they may be divided into 2 categories: interpersonal and technical skills. • Interpersonal skills deal with relationships and the interface of the analyst with people in business. It also include following : Communication, understanding (identifying problems) , teaching (educating people various prorammes) , Selling (ideas and promoting innovations) • Technical skills include: Creativity, problem solving, project managent, dyanamic interface, questioning attitude and inquiring mind, knowledge of the basics of the computer and business function. Role of a System AnalystThe system analyst is the person (or persons) who guides through the development of an information system. In performing these tasks the analyst must always match the information system objectives with the goals of the organization. Role of System Analyst differs from organization to organization. Most common responsibilities of System Analyst are following1) System analysisIt includes system's study in order to get facts about business activity. It is about getting information and determining requirements. Here the responsibility includes only requirement determination, not the design of the system.2) System analysis and design:Here apart from the analysis work, Analyst is also responsible for the designing of the new system/application.3) Systems analysis, design, and programming:Here Analyst is also required to perform as a programmer, where he actually writes the code to implement the design of the proposed application.Due to the various responsibilities that a system analyst requires to handle, he has to be multifaceted person with varied skills required at various stages of the life cycle. In addition to the technical know-how of the information system development a system analyst should also have the following knowledge.• Business knowledge: As the analyst might have to develop any kind of a business system, he should be familiar with the general functioning of all kind of businesses.• Interpersonal skills: Such skills are required at various stages of development process for interacting with the users and extracting the requirements out of them• Problem solving skills: A system analyst should have enough problem solving skills for defining the alternate solutions to the system and also for the problems occurring at the various stages of the development process.

PRIMARY RESPONSIBILITIES
1. Collect information to analyze and evaluate existing or proposed systems.
2. Research, plan, install, configure, troubleshoot, maintain and upgrade operating systems.
3. Research, plan, install, configure, troubleshoot, maintain and upgrade hardware and software interfaces with the operating system. Analyze and evaluate present or proposed business procedures or problems to define data processing needs.
4. Prepare detailed flow charts and diagrams outlining systems capabilities and processes.
5. Research and recommend hardware and software development, purchase, and use.
6. Troubleshoot and resolve hardware, software, and connectivity problems, including user access and component configuration.
7. Select among authorized procedures and seek assistance when guidelines are inadequate, significant deviations are proposed, or when unanticipated problems arise.
8. Record and maintain hardware and software inventories, site and/or server licensing, and user access and security.
9. Install, configure, and upgrade desktop hardware and peripherals to include; network cards, printers, modems, mice and add-in boards.
10. Work as a team member with other technical staff, such as networking to ensure connectivity and compatibility between systems.
11. Write and maintain system documentation.
12. Conduct technical research on system upgrades to determine feasibility, cost, time required, and compatibility with current system.
13. Maintain confidentiality with regard to the information being processed, stored or accessed by the network.
14. Document system problems and resolutions for future reference.
15. Other duties as assigned.

The Interview:

Our interviewee said that in order to be an effective project managr at the same time system analyst each individual should:
• Thoroughly study your organization's requirements
• Design the most appropriate software solution with the end purpose and goals in mind
• Aim at designing for optimized and maximized performance of systems
• Constantly ensure that the system development is in tune with the design
• Tests the systems for an error free solution
• Prepare comprehensive documentation following the best practices

References:http://blog.indiawebdevelopers.com/post/6-responsibilities-of-a-dedicated-systems-analyst.aspx

ASSIGNMENT 1 (MIS 2)

2010-01-20T09:58:00.001-08:00

Think about yourself worthy to be called as IT professional, how do you see yourself 10 years from now, what are your strategies to get there?When I read this phrase, I cannot see my self 10 years from now, maybe 3 to 5 years. I mean 10 years was too long to be an IT professional, right?
IT professsions? Am I in?Am I worthy to be called as an IT professional? As we further discuss, what do you is an It professional? Is it the person who just knows how to use a computer?What is an Information Technology Professional?When we say professional, it is a member of a vocation founded upon specialized educational training. The word professional traditionally means a person who has obtained a degree in a professional field. The term professional is used more generally to denote a white collar working person, or a person who performs commercially in a field typically reserved for hobbyists or amateurs.How can I strategies my steps to get there? I mean my goals...As what I have researched, here are some steps to achieve your goals:1.Find out what is it that you want to achieve. Write a one-sentence definition of your goal. Work on this sentence until it is clear and to the point.2.Read this sentence several times before falling asleep at night, and upon waking up in the morning.3.Visualize your goal for some minutes, several times a day. In your mind's eye see your goal as achieved.4.Keep an expectant mood and with an open mind. This will help you become more attentive and aware of ideas and opportunities that will come your way, and which will help you achieve your goal.5.Exercise your will power and self-discipline to keep your focus on the goal, and to stick to your resolve to succeed. Do not let anything distract you or make you deviate from your goal.6.Go on, even if there are obstacles on the way or you see no progress. Those who persevere succeed.7.Silence is power. Do not talk too much on what you want to achieve. Concentrate on doing, not on talking. Too much talking with others about your desires and goals dissipate your inner powers. Learn to concentrate and channel your energy toward achieving your goal. Other than this, just like in an organization they a strategic planning. What is strategic planning?Strategic planning is an organization's process of defining its strategy, or direction, and making decisions on allocating its resources to pursue this strategy, including its capital and people.Strategic planning is the formal consideration of an organization's future course. All strategic planning deals with at least one of three key questions:1."What do we do?" 2."For whom do we do it?" 3."How do we excel?" These key questions are simple questions that we can relate to our lives.
First is we have to know if what is the purpose of our actions? How come that we want to achieve it?Secondly, for whom do we do it? Who can benefit itAnd lastly, how do we excel? What are the progresses of our actions?I think, 3 to 5 years from now I can be an IT professional, but in what specific job? Im not really sure yet but here are some of my options:INTERNET / WEB DESIGN Web sites are coming up all the time all over the world. Web professionals develop and maintain web pages and web sites on the Internet. Internet design and development is a combination of two skill sets: Programming as well as art/graphic design. Web development can be regarded as a special form of programming. Web developers are involved in creating models, graphic designs, web page designs, testing and troubleshooting.Popular Web development tools include HTML, Macromedia’s Dreamweaver and Microsoft’s Frontpage. Web development requires creativity and attention to detail. Although programming skills are important, it is also vital that the Web developer has a flair for presentation and aesthetics. Web development in addition involves a fair amount of testing and problem solving. What I have given is a general guide. There are no hard and fast rules. As a lot depends on opportunities at your disposal and your working environment. In small organizations, the job functions tend to overlap. While larger organizations are more compartmentalized. For example, in certain places, an individual can combine the tech support and networking functions. And in some other places, the function of the programmer, DBA and web designer may be all rolled into one. As you can see, there really are wide varieties of positions available to you in the IT world. Now it's up to you to find a category of work that fits your background, personality and desires. You may also need to get a practical feel of the job. Also be resourceful in acquiring career information. A popular and enlightening career forum is the free IT Career seminar series (http://www.jidaw.com/itcareer.html#seminars) But note that choosing a career path is not all that you need to succeed in IT. Attitude, knowledge and experience are all key success factors.While there are opportunities in all areas of IT, Technical support is usually regarded as the best area for a beginner to gain a good working knowledge of the basics of the IT profession. You may not make much to start with, but if you are serious you can enhance your value as a professional. Hands-on experience gained especially in the area of problem solving is invaluable for starting an IT Career. PCs can be seen in every sphere of life now. What this means is that it is easier for a newcomer in tech support to get experience and get a foot in the door, as opportunities are virtually limitless. This is quite unlike a newcomer with skills in more complex applications that are not commonplace. THE ENGINEERThe Engineering profession is one of the oldest in IT. Engineering specifically has to do with designing and supporting Computer Hardware. Computer hardware covers a wide range including: Computer Monitors, printers, scanners, keyboards, Multimedia. Engineering is not limited to the PC world. Minicomputers and Mainframe computers are included too. Furthermore, in the IT environment, engineering equipment includes Power Protection equipment such as Stabilizers, Surge protectors and Uninterrupted Power Supplies (UPS). The Engineer designs the different parts that make up the computer equipment. Design is the major function of the Engineer - design of microprocessors, integrated circuits and circuit boards used in computer equipment. Design is complex, challenging and definitely intellectually stimulating. It is for the creative minded. The creative ability must usually be complemented by research and study efforts. It is the design aspect of engineering along with research that accounts for most of the innovations and new products in Hardware technology. Design requires a solid intellectual background, logical thinking, attention to detail and the ability to focus for long periods. Another important function of the Engineer is Technical Support. Common titles of Tech Support personnel include: Technical Support Representative, Systems Engineer, Customer Service Representative, Help Desk Support, PC Support Specialist, PC Maintenance Professional, Sales Support Technician, Maintenance Engineer.Technical support involves the installation, configuration, maintenance and troubleshooting of computers and related equipment. To effectively carry out preventive and curative measures, logical skills and a real understanding of how the equipment works will come into play here.It involves a fair amount of human interaction. Tech support therefore requires patience, as well as problem-solving and strong communication skills. REFLECTION:I have chosen those options because I think it is where I want to be. It is more important that you like what you are doing and of course you are earning from it.Blog blog blog...http://shecapacillo.blogspot.com/References:http://www.jidaw.com/myitcareer.html

ASSIGNMENT 3 (MIS 2)

2010-01-08T05:43:00.000-08:00

What does frustration means?

Frustration a common emotional response to opposition. Related to anger and disappointment, it arises from the perceived resistance to the fulfillment of individual will. The greater the obstruction, and the greater the will, the more the frustration is likely to be. Causes of frustration may be internal or external. In people, internal frustration may arise from challenges in fulfilling personal goals and desires, instinctual drives and needs, or dealing with perceived deficiencies, such as a lack of confidence or fear of social situations. Conflict can also be an internal source of frustration; when one has competing goals that interfere with one another, it can create cognitive dissonance. External causes of frustration involve conditions outside an individual, such as a blocked road or a difficult task. While coping with frustration, some individuals may engage in passive-aggressive behavior, making it difficult to identify the original cause(s) of their frustration, as the responses are indirect. A more direct, and common response, is a propensity towards aggression.Causes:To the individual experiencing frustration, the emotion is usually attributed to external factors which are beyond their control. Although mild frustration due to internal factors (e.g. laziness, lack of effort) is often a positive force (inspiring motivation), it is more often than not a perceived uncontrolled problem that instigates more severe, and perhaps pathological, frustration. An individual suffering from pathological frustration will often feel powerless to change the situation they are in, leading to frustration and, if left uncontrolled, further anger.Frustration can be a result of blocking motivated behavior. An individual may react in several different ways. He may respond with rational problem-solving methods to overcome the barrier. Failing in this, he may become frustrated and behave irrationally. An example of blockage of motivational energy would be the case of the worker who wants time off to go fishing but is denied permission by his supervisor. Another example would be the executive who wants a promotion but finds he lacks certain qualifications. If, in these cases, an appeal to reason does not succeed in reducing the barrier or in developing some reasonable alternative approach, the frustrated individual may resort to less adaptive methods of trying to reach his goal. He may, for example, attack the barrier physically or verbally or both.The InterviewAs we interview the Information Technology professional of EMCOR, he enumerate the causes of their frustrations.Unsupported proposal of systems- the Information Technology manager said that there was one time that they deploy a system and it was not supported well by the management. Its been two years the but still the system was not supported with ideas.Challenging Our Paradigms in Work and CareerSome of our biggest frustrations in life can come from our work environment. It might be work that is unfulfilling, co-workers that we have difficulty getting along with, or demanding organizational structures that seem to strip us of our time and suffocate our passion and creativity. We so often refer to this complex and stressful situation with a blanket term like "career burnout." In many instances we may feel that our options for true fulfillment at work arelimited and our agreements generally take us into the following three patterns of coping with the dissatisfaction and frustrations:Change the System.When we care very much about what we are doing there is a passion to have it done well. The organization, or the systems in an organization don’t always seem to support what we think are improvements. When our desired changes aren't implemented we are often frustrate. Our challenge then becomes to change the people who are invested in the status quo. Without support we may look like a rebel and a non-conformist. This wasn’t the result we were looking for. Aside from the possible alienation, without noticeable change this uphill battle wears us down and the next option starts to look better.Give Up the Fight for Change.Change is wonderful a thing when it is accepted, but when ideas do not move forward into action, they die. If we become tired of the battle for change we are tempted to drop the fight. We give up caring because caring about it just becomes too painful. If we find ourselves saying “It doesn’t matter” or “I don’t really care”, this usually isn’t exactly true. Often we do care, it is just too painful to let ourselves feel the frustration and so we cover it up and push it away with these words. The solution appears to do the minimum that is required and take your place in the system. This is a defeat of our passion, inspiration and creativity and can lead us to our third option. Quit or Leave.This may entail going into your own business, finding another job, career, or for the spiritually inclined, leaving all your belongings behind and entering into a commune or ashram. This is essentially the “Grass is Greener Somewhere Else” solution. I remember vividly the jokes with my co-worker about shucking it all to sell ice cream on the beach. While it may very well be “better” in some ways someplace else, it also might not be, and so change is a risk. Not to mention the amount of disruption to ones life and lifestyle is not that appealing. There is a time and a place for this option, but be very aware of why you are doing it, and perhaps first, consider an alternate path below.An Alternate PathWhile there are aspects of our professional life that are unfulfilling and unchangeable, there are many aspects that we can affect. Often the biggest factors that make our jobs unfulfilling are issues we can change. These factors have to do with what is going on inside us. If we identify and eliminate the judgments and victimizing stories that we carry around about our work, co-workers, promotion, recognition, and the nature of the work, we can alleviate many of the frustrations. If we don’t deal with the underlying stories and beliefs that our inner judge and victim bring to the workplace they will often be carried into our next work environment. It will then appear that the new place was “just like the last place”, because our perceptions and our stories go with us. Once we deal with our stories and our point of view, then we can make the decision to make changes or look elsewhere with clarity and be sure of our choices. Example of a Fourth Option:By changing our stories and our point of view about our work we can change our whole experience in the workplace. For example: My client Mary works as an executive in a pharmaceutical company. She found it to be very unrewarding and would have preferred to work for a non-profit or a church where she could more directly help and impact people in their lives. However, being a single mother of two boys, it was not financially practical for her to let go of her job. She knew she would not change the large corporate structure into being something that she would be deeply passionate about, but she wanted to feel satisfaction and fulfillment about what she did. We began to go to work on her stories. There were all kinds. One such issue involved her struggle with a monthly report. In depth statistical data analysis was not her specialty and not something she enjoyed. Actually, she hated it. At least that was where the story started. As it turned out what she specifically didn’t enjoy was the stress she felt about getting the report “right.” More specifically she was afraid of what her peers and boss thought of her based on how well she prepared the report. That fear was based in imagining an external judgment. But below that was an image of her self as a failure that she had in her mind. That was hard to see right away because it was covered over with a story and another image of all her good attributes. She then used this image to broadcast in her mind how good she was at her job, and how her boss didn’t appreciate her for what she was really good at. These last two layers were on the surface but just covered up the real problem. The whole structure of stories and compensating images was based in the stories of her judge and victim which we were able to identify and dissolve. After her judge and victim stories were dissolved, so did her fears of judgment and rejection. Along with that she could let go of the need to project all her strengths as compensation for the lesser image in her mind. With that, the report she “hated” turned into no big deal. It seemed the real problem with the report had more to do with self judgment, perception, and fear, than the work itself. We continued working through her stories.Another issue was that she didn’t like the amount of hours that she worked, but when another product line opened up for management that would be a lot less work for the same pay, she was hesitant to take an equal pay position that had fewer demands. It turned out that she had agreements that how she felt emotionally was linked to her self worth, and her self worth in her mind was based in how hard the challenges were. She felt she had to overcome difficult challenges in order to feel accomplished. Once we identified this, we worked to dissolve it. Soon feeling good about herself didn’t require her to go into work overload. She would now allow herself choices that she wouldn’t consider before. With this dissolved she could make as much money as before, work less, and spend more quality time with her boys. She applied for the lateral transfer and was approved.Along with dissolving these types of stories, we also began to create new attitudes about her position. One of these approaches was about being in service. As Mary cleaned up a lot of her own drama-making agreements she began to see that so many of the people in her work team had similar emotional drama making dynamics. She began to implement team policies to circumvent their judge and victim dramas. Then there were subtle team building and mentoring sessions. One of these involved openly and honestly identifying mistakes they had made. Mary created an environment where people didn’t have to be afraid of mentioning the problems they were facing on the project. It seemed that people’s fear of being judged and reprimand was disrupting communication. This of course required that Mary be honest and open about her own errors and that she not have emotional reactions and judgments to others' mistakes. As Mary began to put herself into service to her co-workers and clients, she began to see them operate with less and less drama, and stress. With more open communication, less fear, and less judgment, the office gained more energy and efficiency to devote to their marketing projects. Through Mary’s service she began to influence the emotional environment of the people around her. Mary now has a number of people in her office that she mentors and is enriching their lives. Mary’s co-workers don’t realize this is her approach, and they don’t have to. This is both rewarding and fun for her. She also has less “surprises” on her work projects, spends more time at home, gets paid as well, and enjoys it more. What is even better is that now Mary has the tools to work through her own stories and emotional reactions on her own. Our OptionsAttempting to change the work environment could have been a major struggle and likely been a dead-end endeavor. But Mary focused on changing her personal environment, dissolving her own beliefs and shifting her emotional state. That internal change allowed her to create the kind of professional environment that was rewarding and balanced. She identified the greatest factor determining her happiness - herself. Everyone’s work situation is different, but many of the frustrations are common to all of us. For some people, dissolving their fears, judgments, and false interpretations in their mind will make all the difference in their lives. However this doesn't always make the workplace or profession more fulfilling. In this case, have gratitude for the awareness that you’ve done your best, and know that it is just time to move on. References:http://en.wikipedia.org/wiki/Frustration

Assignment 5 (SAD1)

2010-01-02T19:55:00.000-08:00

Consider your school, how do you know that the life cycle was developed specifically for the university. How do we know it meets our needs?

What is a Systems Development Cycle?

System Development Life Cycle

The Systems Development Life Cycle (SDLC) is a conceptual model used in project management that describes the stages involved in an information system development project from an initial feasibility study through maintenance of the completed application. Various SDLC methodologies have been developed to guide the processes involved including the waterfall model (the original SDLC method), rapid application development (RAD), joint application development (JAD), the fountain model and the spiral model. Mostly, several models are combined into some sort of hybrid methodology. Documentation is crucial regardless of the type of model chosen or devised for any application, and is usually done in parallel with the development process. Some methods work better for specific types of projects, but in the final analysis, the most important factor for the success of a project may be how closely particular plan was followed.

Feasibility
The feasibility study is used to determine if the project should get the go-ahead. If the project is to proceed, the feasibility study will produce a project plan and budget estimates for the future stages of development.

Requirement Analysis and Design Analysis
Gathers the requirements for the system. This stage includes a detailed study of the business needs of the organization. Options for changing the business process may be considered. Design focuses on high level design like, what programs are needed and how are they going to interact, low-level design (how the individual programs are going to work), interface design (what are the interfaces going to look like) and data design (what data will be required). During these phases, the software's overall structure is defined. Analysis and Design are very crucial in the whole development cycle. Any glitch in the design phase could be very expensive to solve in the later stage of the software development. Much care is taken during this phase. The logical system of the product is developed in this phase.

Implementation
In this phase the designs are translated into code. Computer programs are written using a conventional programming language or an application generator. Programming tools like CGDSKI8ompilers, Interpreters, Debuggers are used to generate the code. Different high level programming languages like C, C++, Pascal, Java are used for coding. With respect to the type of application, the right programming language is chosen.

Testing
In this phase the system is tested. Normally programs are written as a series of individual modules, these subject to separate and detailed test. The system is then tested as a whole. The separate modules are brought together and tested as a complete system. The system is tested to ensure that interfaces between modules work (integration testing), the system works on the intended platform and with the expected volume of data (volume testing) and that the system does what the user requires (acceptance/beta testing).

Maintenance
Inevitably the system will need maintenance. Software will definitely undergo change once it is delivered to the customer. There are many reasons for the change. Change could happen because of some unexpected input values into the system. In addition, the changes in the system could directly affect the software operations. The software should be developed to accommodate changes that could happen during the post implementation period.

Other points to consider

Buy vs. Develop- The system development life cycle does not change if the decision is made to purchase an off-the-shelf program rather than develop a home grown system. The coding and debugging process is replaced with a process used to evaluate the potential purchased products, and to actually purchase the software. Coding and debugging may be required for the interfaces that link the purchased software to existing systems that must communicate with the new system.

Importance of planning- The planning stages, requirements analysis and architectural design, are the most important stages. Good planning will help reduce errors and reduce the chance for missing or extending production schedules. An undetected design error will take 10 times longer to fix during the debugging stage than had it been detected and corrected during the planning stage.

Moving back- It is possible to go back to previous steps as subsequent analysis warrants. Typically, the life cycle has a spiral shape rather than a linear one, with repeated steps back to prior activities as requirements are refined and new information is gathered. Business Case &

Project Plan- A business case and a project plan are created during the concept stage, and then continually updated throughout the life cycle as users and developers gain a clearer idea of the scope of the project. Management reviews both of these revised documents on a regular basis and determines whether resources should continue to be committed to the project.

Our university

The University of Southeastern Philippines was trying to be one of the premier university in the region.In my own observations based on the said above SDLC......

When it comes to Feasibility.....
I think when the university conducted the feasibility study, it is takes time for them because they think and analyze it many times as they can. They would not agree to the project if they think its not useful for the university.

The Requirement Analysis and Design phase.......
When they analyze the requirements and design of the project they want to develop, it is based on the feasibility study. I think they conducted many researches and surveys. IS professionals must involve end users in this process to ensure that the new system will function adequately and meets their needs and expectations.

The Implementation phase....
When the university implements any of its projects, I think they have the trial period in which they let its user to use for a while then they get the feedback so that they can improve there project.Testing phase..In this phase the system is tested. Normally programs are written as a series of individual modules, these subjects to separate and detailed test. The system is then tested as a whole. The separate modules are brought together and tested as a complete system. The system is tested to ensure that interfaces between modules work (integration testing), the system works on the intended platform and with the expected volume of data (volume testing) and that the system does what the user requires (acceptance/beta testing).

The Maintenance phase.....
The maintenance of project for the university was assigned to the developers, in our case some of the professor/ faculty was assigned.

References:
http://www.startvbdotnet.com/sdlc/sdlc.aspx
http://gates.comm.virginia.edu/rrn2n/teaching/sdlc.htm

Assignment 4 (SAD1)

2009-12-22T19:56:00.000-08:00

Identify and discuss at least 3 systems development models .. discuss each phases ..

What is a system development model?

System development model specifies how the activities of development process are organized in the total system development effort.

Sample System Models

WATERFALL MODEL

The waterfall model is a popular version of the systems development life cycle model for software engineering. Often considered the classic approach to the systems development life cycle, the waterfall model describes a development method that is linear and sequential. Waterfall development has distinct goals for each phase of development. Imagine a waterfall on the cliff of a steep mountain. Once the water has flowed over the edge of the cliff and has begun its journey down the side of the mountain, it cannot turn back. It is the same with waterfall development. Once a phase of development is completed, the development proceeds to the next phase and there is no turning back. The advantage of waterfall development is that it allows for departmentalization and managerial control. A schedule can be set with deadlines for each stage of development and a product can proceed through the development process like a car in a carwash, and theoretically, be delivered on time. Development moves from concept, through design, implementation, testing, installation, troubleshooting, and ends up at operation and maintenance. Each phase of development proceeds in strict order, without any overlapping or iterative steps. The disadvantage of waterfall development is that it does not allow for much reflection or revision. Once an application is in the testing stage, it is very difficult to go back and change something that was not well-thought out in the concept stage. Alternatives to the waterfall model include joint application development (JAD), rapid application development (RAD), synch and stabilize, build and fix, and the spiral model.

Advantages
Easy to understand, easy to use
Provides structure to inexperienced staff
Sets requirements stability
Good for management control (plan, staff, track

Limitations
All requirements must be known upfront
System can be frozen before the design begins
Little opportunity for customer to preview the system (until itmay be too late)

PROTOTYPING MODEL
The Prototyping Model is a systems development method (SDM) in which a prototype (an early approximation of a final system or product) is built, tested, and then reworked as necessary until an acceptable prototype is finally achieved from which the complete system or product can now be developed. This model works best in scenarios where not all of the project requirements are known in detail ahead of time. It is an iterative, trial-and-error process that takes place between the developers and the users. There are several steps in the

Prototyping Model:
1.The new system requirements are defined in as much detail as possible. This usually involves interviewing a number of users representing all the departments or aspects of the existing system.
2.A preliminary design is created for the new system
. 3.A first prototype of the new system is constructed from the preliminary design. This is usually a scaled-down system, and represents an approximation of the characteristics of the final product.
4.The users thoroughly evaluate the first prototype, noting its strengths and weaknesses, what needs to be added, and what should to be removed. The developer collects and analyzes the remarks from the users.
5.The first prototype is modified, based on the comments supplied by the users, and a second prototype of the new system is constructed.
6.The second prototype is evaluated in the same manner as was the first prototype.
7.The preceding steps are iterated as many times as necessary, until the users are satisfied that the prototype represents the final product desired.
8.The final system is constructed, based on the final prototype.
9.The final system is thoroughly evaluated and tested. Routine maintenance is carried out on a continuing basis to prevent large-scale failures and to minimize downtime.

Advantages
Customers can "see" the system requirements as they are being gathered
A more accurate end product
Unexpected requirements accommodated
Allows for flexible design and development
Lower overall development costs when requirements change frequently

Limitations
Prototyping can lead to false expectations.
Prototyping can lead to poorly designed systems

ITERATIVE ENHANCEMENT MODEL
The basic idea is that the software should be developed in increment. Each increment adding some functional capability to the system until the full system is implemented. At each step extension and design modification can be made. 1) Project control list: - All the tasks needed to complete final implementation of the project.2) Each step in Iterative Enhancement Model consist of removing next task from the project control list, designing the implementation for selected task, coding and testing the implementation , perform analysis of partial system that is obtained at this step, update the list as a result of the analysis.

Advantages
It combines benefits of both prototyping and waterfall model.
It can result in better testing because testing each increment is easier than testing entire system as a whole.
It can be used for product development in which developer themselves provide the specification.

Limitations
Provide incomplete system
Time consuming
High cost

Reflection:
I think based on the samples of systems development model, the most used and easily to used was the waterfall model because it is a step by step definition of activities to do by the organization.It can be easily explained to the people.
References:

http://searchcio-midmarket.techtarget.com/sDefinition/0,,sid183_gci755441,00.html http://searchsoftwarequality.techtarget.com/sDefinition/0,,sid92_gci519580,00.html
http://www.indiastudychannel.com/resources/40544-Iterative-Enhancement-Model.aspx

Assignment 4 (MIS2)

2009-12-22T05:42:00.000-08:00

You were invited by the university president to prepare an IS plan for the university, discuss what are the steps in order to expedite the implementation of the IS Plan
"In our ever increasingly competitive, technologically advanced and profit motivated global economy, all factions of the business community are searching for opportunities to strategically reduce inherent business and operational costs while systematically increasing their profitability and revenues. In the past, businesses reduced costs through devices such as downsizing and corporate re-structuring. Today, however, labor has become an asset that can no longer be cut without creating adverse affects on productivity, quality and efficiency. Because of this, the objective for many organizations today has become to be as efficient as possible through the use of new Information Systems."
Source:http://www.academon.com/Essay-Information-Systems-Proposal/62032
Before we discuss about Information Systems planning for the university, let us first sight some examples of Plans so that we can have an idea how to initiate it. Here is an example of the proposal:
An Information System for Proposal Submission and Handling
A. M. Chavan and M. A. Albrecht
European Southern Observatory, Karl-Schwarzschild-Str. 2, D-85748 Garching, Germany
Abstract:
The Proposal Handling and Reporting System (PHRS) is a software system aimed at supporting ESO's Observing Programme Committee (OPC) during the entire review process of the Observing Time Proposals. Proposals are written in a mark-up language based on LaTeX and are submitted via e-mail. PHRS maintains a database of validated proposals, and operators are enabled to browse it via user-friendly GUI tools, developed using Tcl/Tk. Referees receive PHRS generated printed reports, and submit proposal ratings via e-mail. Panel and OPC meetings are supported by interactive data entry tools and printed documents; in order to obtain high-quality output, all printed reports are processed via LaTeX. The final telescope schedule is published both on-line (World Wide Web) and in printed form.
PHRS was already successfully employed twice (for Periods 54 and 55), handling over 250 (peak) proposal submissions per day.
Introduction
Astronomers who wish to use ESO's facilities in La Silla (Chile) must submit Observing Time Proposals (henceforth simply proposals), indicating which facilities they want to use, when and for how long, and the science they want to perform. All submitted proposals are peer-reviewed and ranked by the Observing Program Committee (OPC) of ESO; the best proposals are finally assigned observing time at one of the telescopes in La Silla. This process takes several weeks, twice each year, and involves tens of people both within and outside ESO; more than one thousand investigators submit a total of over five hundred proposals each observing period.
The Proposal Handling and Reporting System (PHRS) at ESO is a software system aimed at tackling this problem and supporting the OPC. An entirely new version was developed in 1994, drawing on the experience gained during some years' experience with a previous, less comprehensive system. PHRS handles proposals throughout the entire review process: submission, storage, referee evaluation, panel discussion, OPC recommendation, and time assignment (scheduling).
Proposal Submission and Archiving
Proposals need to be both computer-readable and nicely formatted on paper. We achieved both goals by developing a mark-up language based on LaTeX macros: the new commands give the proposal its appropriate look and are easily parsed to extract relevant information. The ESOFORM package, which can be downloaded to each investigator's site, contains all necessary style files, template Observing Time applications, user manuals and period-related technical information. When printed at ESO, a submitted proposal looks identical to the proposal on the investigator's desk---thus eliminating the need for paper copy submission. Investigators write their proposals, print them at their institute for verification, and then send them via e-mail to ESO.
Here, a ``receiver'' program verifies that all mandatory information was provided, then stores valid proposals in a database---the ``proposal archive.'' No manual intervention is necessary: in fact, PHRS can operate unattended around the clock, and it proved able to cope with over 250 e-mail messages per day (usually on the last day before the deadline). Investigators normally get an acknowledgment message back within a minute or so of their submission; errors found in proposals are reported in detail. The authors went to great lengths to avoid data loss, even in the case of hardware failure.
The proposal archive is based on relational data base management technology, the same used in the STARCAT system (Pirenne et al. 1993). Operators interface with the archive with user-friendly, GUI-based tools, developed using Tcl/Tk (Ousterhout 1994). Since most of the data in the archive is classified, at least until schedule publication, we had to insure that only authorized operators could access it.
The system is network oriented, but it is flexible enough to allow for regular (post) mail submission of proposals as well. In some special cases, investigators submit printed proposals, and operators need to type the proposal's main data into the database.
Peer Review
Valid proposals are peer-reviewed. Each referee reviews several proposals of the same category (for instance, category C groups proposals dealing with ``Interstellar and intergalactic mediums''): he/she is required to rate them, by giving a grade---expressing the proposal's scientific merit---and a recommended number of nights (and, often, explanatory remarks). The same proposal is refereed by two or three different people.
Referees receive a printed copy of the proposals they must review and a set of summary reports generated by PHRS; these are printed via LaTeX, with the goal of providing appropriate documents, where scientific symbols and non-English names are correctly printed. Referees are also provided with a pre-initialized, e-mailed form (called a ``report card'') which they must fill in with ratings and comments. In order to eliminate possible errors, completed report cards are then returned via e-mail, and later processed by PHRS to extract and store ratings in the proposal archive.
Discussion and Ranking
The final step in the review process is the ranking of proposals, and it is a two-phase activity. Initially, all referees of the same category meet in a panel; they discuss each proposal belonging to the category, and agree on a final grade and recommended number of nights. The goal of panel discussion is to rank all proposals in one category according to their scientific value: better proposals are more likely to be assigned observing time, and telescopes are often oversubscribed by a factor of four or more.
PHRS supports the panels with more summary reports and interactive tools: since panels can directly update the proposal archive, there is no need to re-type information, thus eliminating possible errors; and panels can explore alternative rankings with respect to the number of available observing nights. Some data summaries are generated in spreadsheet format, for further processing and chart generation.
When the panels have completed their task, it is the OPC's responsibility to harmonize rankings across different categories and telescopes. A ``cutoff line'' separates the best proposals from those that will receive telescope time only if there is any time left, and the OPC ensures that proposals of different categories are evenly distributed around the line. PHRS provides per-telescope and per-category cutoff line reports to support OPC discussion.
Scheduling
Once the OPC has finalized its decisions, it is the ESO's directorate responsibility to distribute observing proposals (which are now called ``observing programmes'') over the range of available nights. This is a very complex and delicate process, and it is currently performed by hand; we plan to integrate telescope scheduling within PHRS as our next project. The final schedule is both stored in the proposal archive and published. ESO distributes the schedule document to all interested investigators, and we also developed a World Wide Web interface to the schedule archive for on-line browsing.
Conclusions and Future Directions
Some recent advances in technology have made PHRS possible: (1) widespread Internet access enables most investigators to use FTP and e-mail for their submission, (2) ``client-server'' software techniques increase the system's modularity, reliability and efficiency, (3) easy to develop, ``point-and-click'' Graphical User Interfaces (GUI's) minimize operator training and reduce errors, and (4) centralized information storage, coupled with appropriate software tools, enable support staff to meet deadlines, providing timely and accurate information to the OPC.
A number of problems have arisen with the use of this new system, the main one being the inability to check the correctness of some user supplied information: for instance, investigators writing a (first) name where a surname (family name) is needed, and vice-versa.
Future projects include support for Observation Preparation (Phase II proposals), and both long- and short-term scheduling (telescope scheduling and observation scheduling). Finally, in order to reduce bulky paper shipments, we are investigating the possibility of having referees download proposals and reports from an FTP account.

Assignment 6 (MIS2)

2009-12-22T05:31:00.000-08:00

Identify and discuss the steps for "critical success factors" approach?
Critical Success Factor (CSF) is the term for an element that is necessary for an organization or project to achieve its mission. It is a critical factor or activity required for ensuring the success of your business. The term was initially used in the world of data analysis, and business analysis. For example, a CSF for a successful Information Technology (IT) project is user involvement.
A plan should be implemented that considers a platform for growth and profits as well as takes into consideration the following critical success factors:
•Money: positive cash flow, revenue growth, and profit margins.
•Your future: Acquiring new customers and/or distributors.
• Customer satisfaction: How happy they are.
• Quality: How good is your product and service?
• Product or service development: What's new that will increase business with existing customers and attract new ones?
• Intellectual capital: Increasing what you know is profitable.
• Strategic relationships: New sources of business, products and outside revenue.
• Employee attraction and retention: Your ability to extend your reach.
• Sustainability: Your personal ability to keep it all going.
Critical Success Factors (CSF’s) are the critical factors or activities required for ensuring the success your business. The term was initially used in the world of data analysis, and business analysis.
Most smaller and more pragmatic businesses can still use CSF’s but we need to take a different, more pragmatic approach.Critical Success Factors have been used significantly to present or identify a few key factors that organizations should focus on to be successful. As a definition, critical success factors refer to "the limited number of areas in which satisfactory results will ensure successful competitive performance for the individual, department, or organization”.
Being Practical
As you read this and many other resources on the internet you will discover that there are potentially a confusing variety of definitions and uses of Critical Success Factors.Before you start the journey looking at CSFs it is important to realise that the specific factors relevant for you will vary from business to business and industry to industry. The key to using CSFs effectively is to ensure that your definition of a factor of your organizations activity which is central to its future will always apply. Therefore success in determining the CSFs for your organization is to determine what is central to its future and achievement of that future.This page is primarily written for students of management and business, to keep things simple for application in smaller organizations remember to only have 5-7 critical factors for YOUR organization, and I am sure one of those will be cashflow!
How are they important to your business?
Identifying CSF's is important as it allows firms to focus their efforts on building their capabilities to meet the CSF's, or even allow firms to decide if they have the capability to build the requirements necessary to meet Critical Success Factors (CSF's).
Types of Critical Success FactorThere are four basic types of CSF'sThey are:
1. Industry CSF's resulting from specific industry characteristics;
2. Strategy CSF's resulting from the chosen competitive strategy of the business;
3. Environmental CSF's resulting from economic or technological changes; and
4. Temporal CSF's resulting from internal organizational needs and changes. Things that are measured get done more often than things that are not measured. Each CSF should be measurable and associated with a target goal. You don't need exact measures to manage. Primary measures that should be listed include critical success levels (such as number of transactions per month) or, in cases where specific measurements are more difficult, general goals should be specified (such as moving up in an industry customer service survey).
Definitions
Critical Success Factor an element of organizational activity which is central to its future success. Critical success factors may change over time, and may include items such as product quality, employee attitudes, manufacturing flexibility, and brand awareness. This can enable analysis.
Critical Success Factor any of the aspects of a business that are identified as vital for successful targets to be reached and maintained. Critical success factors are normally identified in such areas as production processes, employee and organization skills, functions, techniques, and technologies. The identification and strengthening of such factors may be similar. ..
Critical Success Factor (CSF) or Critical Success Factors is a business term for an element which is necessary for an organization or project to achieve its mission. For example, a CSF for a successful Information Technology (IT) project is user involvement.
Five key sources of Critical Success Factors
MAIN ASPECTS OF Critical Success Factors and their use in analysis CSF's are tailored to a firm's or manager's particular situation as different situations (e.g. industry, division, individual) lead to different critical success factors. Rockart and Bullen presented five key sources of CSF's:
1.The industry, Industry: There are some CSF's common to all companies operating within the same industry. Different industries will have unique, industry-specific CSF'sAn industry's set of characteristics define its own CSF's Different industries will thus have different CSF's, for example research into the CSF's for the Call centre, manufacturing, retail, business services, health care and education sectors showed each to be different after starting with a hypothesis of all sectors having their CSF's as market orientation, learning orientation, entrepreneurial management style and organizational flexibility.In reality each organization has its own unique goals so while thee may be some industry standard - not all firms in one industry will have identical CSF's.Some trade associations offer benchmarking across possible common CSF's.
2.Competitive strategy and industry position, Competitive position or strategy: The nature of position in the marketplace or the adopted strategy to gain market share gives rise to CSF's Differing strategies and positions have different CSF'sNot all firms in an industry will have the same CSF's in a particular industry. A firm's current position in the industry (where it is relative to other competitors in the industry and also the market leader), its strategy, and its resources and capabilities will define its CSF'sThe values of an organization, its target market etc will all impact the CSF's that are appropriate for it at a given point in time.
3. Environmental factors, Environmental changes: Economic, regulatory, political, and demographic changes create CSF's for an organization.These relate to environmental factors that are not in the control of the organization but which an organization must consider in developing CSF's Examples for these are the industry regulation, political development and economic performance of a country, and population trends. An example of environmental factors affecting an organization could be a de-merger
4. Temporal factorsTemporal factors: These relate to short-term situations, often crises. These CSF's may be important, but are usually short-lived.Temporal factors are temporary or one-off CSF's resulting from a specific event necessitating their inclusion. Theoretically these would include a firm which "lost executives as a result of a plane crash requiring a critical success factor of rebuilding the executive group". Practically, with the evolution and integration of markets globally, one could argue that temporal factors are not temporal anymore as they could exist regularly in organizations.For example, a firm aggressively building its business internationally would have a need for a core group of executives in its new markets. Thus, it would have the CSF of "building the executive group in a specific market" and it could have this every year for different markets.
5. Managerial position (if considered from an individual's point of view). Each of these factors is explained in greater detail below. Managerial role: An individual role may generate CSF's as performance in a specific manager's area of responsibility may be deemed critical to the success of an organization.Managerial position. This is important if CSF's are considered from an individual's point of view. For example, manufacturing managers who would typically have the following CSF's: product quality, inventory control and cash control. In organizations with departments focused on customer relationships, a CSF for managers in these departments may be customer relationship management.
CSF as a requirement:
After having developed a hierarchy of goals and their success factors, further analysis will lead to concrete requirements at the lowest level of detail
CSF as a key influence factor:Some CSFs might influence other CSFs or factors such as markets, technologies, etc.Such CSFs could be rephrased into “key influence factors” For example: “physical size” or “trained staff”
A Critical Success Factor Method
Start with a vision:
• Mission statement
• Develop 5-6 high level goals
• Develop hierarchy of goals and their success factors
• Lists of requirements, problems, and assumptions
• Leads to concrete requirements at the lowest level of decomposition (a single, implementable idea) Along the way, identify the problems being solved and the assumptions being made Cross-reference usage scenarios and problems with requirements
• Analysis matrices
• Problems vs. Requirements matrix
• Usage scenarios vs. Requirements matrix
• Solid usage scenarios
• Relationship to Usage Scenarios
• Usage scenarios or "use cases"; provide a means of determining: o Are the requirements aligned and self-consistent? o Are the needs of the user being met as well as those of the enterprise? o Are the requirements complete
• Results of the Analysis
Using Critical Success Factors for Strategic and Business Planning
Examples of Critical Success factorsStatistical research into CSF’s on organizations has shown there to be seven key areas. These CSF's are:
1. Training and education
2. Quality data and reporting
3. Management commitment, customer satisfaction
4. Staff Orientation
5. Role of the quality department
6. Communication to improve quality, and
7. Continuous improvementThese were identified when Total Quality was at its peak, so as you can see have a bias towards quality matters. You may or may not feel that these are right or indeed critical for your organization.The Critical Success Factors we have identified and us in the BIR process are captured in the mnemonic PRIMO-F
1. People - availability, skills and attitude
2. Resources - People, equipment, etc
3. Innovation - ideas and development
4. Marketing - supplier relation, customer satisfaction, etc
5. Operations - continuous improvement, quality, 6. Finance- cash flow, available investment etc

References:http://rapidbi.com/created/criticalsuccessfactors.html

Assignment 5 (MIS2)

2009-12-22T05:28:00.000-08:00

In the spectrum of organizational change, which is the most radical type of change: automation, rationalization of procedures, business reengineering, or paradigm shifts?
“Change is an absolutely critical part of business. And yes, your company does need to change—preferably now and not later, when you have no other choice.”
By:Jack Welch & Suzy Welch

The problem is that people hate it when their bosses announce a “transformation initiative.” They run back to their cubicles and start frantically e-mailing one another, complaining that the changes are going to ruin everything
People love familiarity and patterns. They cling to them. The phenomenon is so entrenched it can only be chalked up to human nature. But while managing change can sometimes feel like moving a mountain, it can also be incredibly rewarding, particularly when you start seeing results.
Ultimately, implementing change comes down to embracing the following four practices:
1. Attach every change initiative to a clear purpose or goal. Change for change’s sake is stupid and enervating. Change should be a relatively orderly process, but for that to occur, people have to understand why change is necessary and how changes will affect them. This is easier, of course, when the problems are obvious—earnings are collapsing or a competitor has dropped prices 20 percent. But sometimes the need for change isn’t immediately apparent. Competitive threats seem to be emerging, but you don’t know for certain, and still, you have to respond. In those cases, relentless communication about the business rationale for change, reinforced with lots of data, is the best ammunition you have.The larger your company, the more challenging it will be to communicate the need for change. In big companies, calls for change are often greeted noncommittally. After all, if the company has been through enough change programs, employees will assume you’ll go away if they just wait long enough. Stick to your guns—your solid, persuasive business case. Over time, logic will win out.
2. Hire and promote only true believers and get-on-with-it types. Everyone in business claims to like change. To say otherwise would be career suicide. But by my estimate, less than 10 percent of all businesspeople are true change agents. Once the next group—about 70 to 80 percent of people working in business—is convinced that change is necessary, they’ll say, “OK already, get on with it.” The rest are resisters.To make change happen, companies must actively hire and promote only true believers and get-on-with-its. But with everyone claiming to like change, how can you tell who is for real?
Luckily, change agents usually make themselves known. They’re typically brash, high-energy and more than a little paranoid about the future. They often invent change initiatives on their own or ask to lead them. Invariably, they are curious and forward-looking. These people have a certain fearlessness about the unknown. If they fail, they know they can pick themselves up, dust themselves off and move on. They’re thick-skinned about risk, which allows them to make bold decisions without a lot of data.
3. Ferret out and remove the resisters, even if their performance is satisfactory. This is the hardest of the four practices to implement. It’s tough to let anyone go, but it’s particularly difficult to fire people who are not actually screwing up and may in fact be doing quite well.But in any organization, there are people who will not accept change, no matter how sound your case is. They are so invested—emotionally, intellectually, or politically—in the status quo that they cannot see a way to improve anything. These people usually have to go.That may sound harsh, but you’re not doing anyone a favor by keeping resisters in your organization. They foster an underground resistance and lower the morale of the people who support change. They’re wasting their own time: They’re working at a company where they don’t agree with or share in the vision, and they should be encouraged to find one where they do.
4. Look at car wrecks. Most companies capitalize on obvious opportunities. When a competitor fails, they move in on their customers. When a new technology emerges, they invest in it and create product line extensions.But to be a real change organization, you also have to have to look at bolder, scarier, more unpredictable events, assess the opportunities they present and make the most of them. Fostering this capability takes a certain determination, but the rewards can be huge.Take the 1997 Asian financial crisis. Currency traders certainly capitalized on this awful event; they live on exploiting change. But they’re not the only ones who should do this. GE had real success buying undervalued Thai auto loans in this period. Others prospered by buying real estate at fire sale prices.Bankruptcies are another type of calamity that reveals all kinds of opportunities. Of course, they’re tragic to the employees. Jobs are lost, and pensions disappear into thin air. But jobs and futures can also be created from the cinders. With all the noise out there about change, it’s easy to get overwhelmed and confused. But these are the only four practices that matter. That’s it. There’s nothing to be afraid of.
TERMINOLOGIES
Organizational change
This phrase refers to the overall nature of activities, for example, their extent and rate, that occurs during a project that aims to enhance the overall performance of the organization. The activities are often led by a change agent, or person currently responsible to guide the overall change effort. The activities are often project-oriented (a one-time project) and geared to address a current overall problem or goal in the organization. (A relatively new phrase, capacity building, refers to these types of activities, as well.)

Automation
Automation is the use of control systems (such as numerical control, programmable logic control, and other industrial control systems), in concert with other applications of information technology (such as computer-aided technologies [CAD, CAM, CAx]), to control industrial machinery and processes, reducing the need for human intervention.[1] In the scope of industrialization, automation is a step beyond mechanization. Whereas mechanization provided human operators with machinery to assist them with the muscular requirements of work, automation greatly reduces the need for human sensory and mental requirements as well. Processes and systems can also be automated.Automation plays an increasingly important role in the global economy and in daily experience. Engineers strive to combine automated devices with mathematical and organizational tools to create complex systems for a rapidly expanding range of applications and human activities.

Paradigm shift
Paradigm shift (or revolutionary science) is the term first used by Thomas Kuhn in his influential book The Structure of Scientific Revolutions (1962) to describe a change in basic assumptions within the ruling theory of science. It is in contrast to his idea of normal science.The term paradigm shift, as a change in a fundamental model of events, has since become widely applied to many other realms of human experience as well, even though Kuhn himself restricted the use of the term to the hard sciences. According to Kuhn, "A paradigm is what members of a scientific community, and they alone, share." (The Essential Tension, 1977). Unlike a normal scientist, Kuhn held, "a student in the humanities has constantly before him a number of competing and incommensurable solutions to these problems, solutions that he must ultimately examine for himself." (The Structure of Scientific Revolutions). Once a paradigm shift is complete, a scientist cannot, for example, posit the possibility that miasma causes disease or that ether carries light. In contrast, a critic in the Humanities can choose to adopt a 19th-century theory of poetics, for instance.Since the 1960s, the term has been found useful to thinkers in numerous non-scientific contexts. Compare as a structured form of Zeitgeist.

Business Process Reengineering Cycle.
Business process reengineering (BPR) is, in computer science and management, an approach aiming at improvements by means of elevating efficiency and effectiveness of the business process that exist within and across organizations. The key to BPR is for organizations to look at their business processes from a "clean slate" perspective and determine how they can best construct these processes to improve how they conduct business.
Business process reengineering is also known as BPR, Business Process Redesign, Business Transformation, or Business Process Change Management. Reengineering is a fundamental rethinking and radical redesign of business processes to achieve dramatic improvements in cost, quality, speed, and service. BPR combines a strategy of promoting business innovation with a strategy of making major improvements to business processes so that a company can become a much stronger and more successful competitor in the marketplace.
The Article
Clearing Up the Language About Organizational Change and Development
Written by Carter McNamara, MBA, PhD, Authenticity Consulting, LLC. Copyright 1997-2008.Adapted from the Field Guide to Consulting and Organizational Development and Field Guide to Consulting and Organizational Development with Nonprofits.
When a topic (for example, organizational change and development) becomes very prominent, it often takes on many different interpretations and meanings. The advantage is that that topic becomes very accessible, interesting and enlightening to many. The disadvantage is that it's also increasingly vague and difficult for many to make practical. To make this topic of organizational change and development useful, we should reference some common definitions. Even if not all people agree with the definitions, we at least have some definitions in common to disagree about -- that alone can enhance the communications about the topic. Having some understanding and discernment about the following phrases will help readers to benefit even more from literature about organizational change.
Organizational performance management
We're used to thinking of ongoing performance management for employees, for example, setting goals, monitoring the employee's achievement of those goals, sharing feedback with the employee, evaluating the employee's performance, rewarding performance or firing the employee. Performance management applies to organizations, too, and includes recurring activities to establish organizational goals, monitor progress toward the goals, and make adjustments to achieve those goals more effectively and efficiently.Note that, in contrast to organizational change projects, organizational performance management activities are recurring in nature. Those recurring activities are much of what leaders and managers inherently do in their organizations -- some do them far better than others. An organizational change project is not likely to be successful if it is not within the context of the recurring activities of organizational performance management.
Organizational change
This phrase refers to the overall nature of activities, for example, their extent and rate, that occurs during a project that aims to enhance the overall performance of the organization. The activities are often led by a change agent, or person currently responsible to guide the overall change effort. The activities are often project-oriented (a one-time project) and geared to address a current overall problem or goal in the organization. (A relatively new phrase, capacity building, refers to these types of activities, as well.)
Organizational development
This phrase refers to the evolution of the organization during the overall organizational change activities, for example, evolution of its members to be able to resolve a major problem, achieve an overall project goal and/or achieve overall organizational goals. Organizational development is an outcome of organizational change activities.
Change management
This phrase refers to the implementation of a certain approach or methodology to ensure the organizational change effort is successful, including to ensure a clear vision and/or goals for the project, and to modify systems in the organization to more effectively achieve the goals. Change management activities can range from a planned, structured and explicit approach (successful change efforts usually are) to unplanned and implicit.
Change agent
A change agent is the person who's currently responsible for the overall change effort. The role can be performed by different people at different times. For example, an effective consultant (internal or external) might first perform the role, but work in such a way during the project that the role ultimately is adopted by someone else inside the organization.
Organization Development (OD)
OD is a field of research, theory and practice dedicated to expanding the knowledge and effectiveness of people to accomplish more successful organizational change and performance. Different people often have different perspectives on the field, depending on their particular values and skills. Many people assert that, for OD projects to be highly effective, they must be systems-based in design and highly humanistic in implementation. (Occasionally, someone refers to the field as "organizational development," but for the sake of clarity in this topic, that definition will not be used in the Free Management Library.)Reflection: For me the most radical type of chenge in the spectrum of organization is the business reengineering because in this case we should be careful in analying our steps and ways in redesigning our organization.
References:
http://www.businessmirror.com.ph/home/pf/17334-principles-of-organizational-change.html http://managementhelp.org/org_chng/keyt-terms.htm http://en.wikipedia.org/wiki/Automation http://en.wikipedia.org/wiki/Paradigm_shift http://en.wikipedia.org/wiki/Business_process_reengineering

Assignment1(SAD)

2009-12-15T18:09:00.001-08:00

Based on your learnings of chapter 1, identify and discuss some characteristics you have as a good Systems Analyst.

Our first topic for our reporting in SAD1 was all about The World of the Information Systems Analyst. To expand its thought, we will first discuss the main topic, Information Systems Analyst. What does it really mean?

Well, according to my research and to what I have understand from the reporters, A systems analyst designs new IT solutions to improve business efficiency and productivity. The work might be for an external client or an internal client. When an analyst works closely with the client, they can examine existing business models and flows of data, discuss their findings with the client, and design an appropriate improved IT solution. They produce outline designs and costing of new IT systems, specifying the operations the system will perform, and the way data will be viewed by the user, present their design to the client and, once it is approved, work closely with the client team to implement the solution.

Why do you think the world needs a good systems analyst?

I think the world needs a Systems analyst because it has a big role for us. In the world of technology, it helps a lot it is responsible for the operating system and associated subsystems. Provide system-level support of multi-user operating systems, hardware and software tools, including installation, configuration, maintenance, and support of these systems. Identify alternatives for optimizing computer resources.

Who can be an analyst?

Our facilitator asked us, who can be a systems analyst? The Accountant or the IT professional? The directly replied the IT professional. We first think that IT professionals have an edge because of their edge in computing and technological skills, but he explained that its not the course or profession your taking to.

KNOWLEDGE AND SKILL REQUIREMENTS

Basic reading, writing, and arithmetic skills required. This is normally acquired through a high school diploma or equivalent.
Knowledge of company supported hardware, software and operating systems to include configuration and connectivity. Ability to investigate and analyze information and to draw conclusions. Ability to plan, implement, test, and troubleshoot system software. Ability to develop systems solutions for operational problems. Knowledge of computer flow charts and of programming logic and codes. Ability to determine computer problems and to coordinate hardware and/or software solutions. Ability to communicate technical guidance and instruction to users on the use of PC and/or mainframe applications and systems. Ability to write technical instructions in the use of programs and/or program modifications. Records maintenance skills. Knowledge of computer security procedures and protocol. Knowledge of federal copyright laws as they pertain to the use of computer software. Ability to determine the nature of computer hardware and systems software problems, and to communicate technical guidance and information to users. Ability to learn and support new hardware, software and operating systems. Work with users requires interpersonal skills. This is normally acquired through a combination of a Bachelor's Degree and three to five years of programming and/or system analysis experience.

Responsibilities may require evening and weekend work in response to needs of the systems being supported.

Here are some attributes for an analyst:(by: H M Winning)

An analyst is looking for ways to improve the business through technology yet cautioning against letting technology lead the business by the nose.

An analyst is looking to accomplish specific tasks or meet specific measurable goals within a reasonable time frame.

An analyst is as comfortable in a technology driven meeting as in a business planning session. The analyst listens to business problems and goals and translates that information into potential solutions - sometimes using technology and sometimes not - technology is not always the answer.

An analyst can also serve as project manager, test coordinator, "keeper of the budget" or data analyst.

Analysts are not "yes" people - if the idea sucks we'll tell you. Analysts hate waste and are usually budget bears.

An analyst is always conducting research - either for their business or for their own personal education. An analyst understands that business and technology are forever changing therefore, an open view of the world must be maintained in order to see the potential in any situation.

An analyst understands that no one vendor or software is the solution to all evils. The newest rage today will fade into the distance next week.

We'd always rather build than buy but understand that buying - for the most part - is usually the way to get more of what the business really needs in a more reasonable time frame (at lease in my world).

An analyst is not and cannot be political. An analyst is a cynic and optimist at the same time.

An analyst knows "bodies" don't get a project done - people do. An analyst gets to know the developers on a project and finds the unique talent that each one has - and uses it to run a better project.

Analysts believe that they are pretty smart - if we don't no one else will. We chuckle softly at people who don't understand that we really do have a grand vision and believe that anything can be accomplished if you knock all the crap out of your processes.

Analysts are always looking at least 5 years out.

An analyst thinks becoming management is a step down. Analysts aspire to be highly paid experts.

In my side:

Do I have the characteristics of a good systems analyst?

What are those?

As what I have read in the internet, here are some characteristics of good Systems Analyst:

-The system analyst must be able to communicate in writing and orally.

-The analyst must easily get along with people.

-The analyst must be a good listener and be able to react to what people say.

-The analyst must be knowledgeable of technology. The analyst is not expected to know the intricacies of programming, but a decent general knowledge of concepts and terms is essential.

-The analyst must be knowledgeable of business. The analyst is not expected to be an expert in business but a decent understanding of the client's world is required.

The Skills

Analytical Skills ability to see things as systems, identify, analyze, and solve problems in an optimal way for a specific organization.

Technical Skills ability to understand how computers, data networks, databases, operating systems, etc. work together, as well as their potentials and limitations.

Management Skills include organization’s recourse management, project management (people and money), risk management, and change management.

Communication Skills include effective interpersonal communication (written, verbal, visual, electronic, face-to-face conversations, presentations in front of groups), listening, group facilitation skills

Can I take the responsibility?

I know to my self that some day I can be what I want to be… I think I can communicate through written and orally terms.

I can also develop my Analytical and Technical skills…

When it comes to Management and Communication Skills I think I can manage … (char lang)…

I can easily get along with people too… it can be a good start for an employee to have a good relationship with their office mates so that they can learn more…

References:

http://it.toolbox.com/blogs/business-analyst/analyst-qualifications-9881

http://www.interlabs.bradley.edu/NSF_CCLI/Demo/class6/module6/Skills_Pretest_Posttest_Answers.pdf

Blog blog blog…

http://shecapacillo.blogspot.com

wew..... here we go again..

2009-12-15T17:23:00.000-08:00

harroiiii.... start na pud tag blog2...pwede makapoie??

hahaha...

gogogo...cheer up she..kayang kaya....

labyu lord....

^-^

information Environment (MIS ass9)

2009-10-01T17:27:00.000-07:00

Information Environment

There is now a critical mass of digital information resources that can be used to support researchers, learners, teachers and administrators in their work and study. The production of information is on the increase and ways to deal with this effectively are required. There is the need to ensure that quality information isn’t lost amongst the masses of digital data created everyday. If we can continue to improve the management, interrogation and serving of ‘quality’ information there is huge potential to enhance knowledge creation across learning and research communities. The aim of the Information Environment is to help provide convenient access to resources for research and learning through the use of resource discovery and resource management tools and the development of better services and practice. The Information Environment aims to allow discovery, access and use of resources for research and learning irrespective of their location.

The Essay

As a student, I think my role in the specified environment which is the information environment is to recruit and challenge my fellow to what they can contribute for better. We know that we need or we can say that we have to engage to activities which are needed to have a better system of life.

I will propose principles for good representation of information applicable to six categories of communication: speeches, written texts, presentations, Web pages, movies/videos, and source programs. For each of these categories, many tips have been proposed for creating good information representation. The meaning of good information representation can be interpreted in two ways: as attractive or impressive, and effective in conveying facts and opinions. Although these two ways cannot be said to be independent of each other, I focus here only the latter. The need to establish explicit principles for good information representation is urgent, because information must be transmitted accurately (without loss of fidelity). Bad information representation is proliferating at a rapid pace because of the Internet Information representation

The challenges that could come up in this role are the lacked of innovative experiences to have a way of presenting it.

SONA 2009 (HRM ass8)

2009-10-01T17:25:00.000-07:00

The Human Resources Management (HRM) function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. Usually small businesses (for-profit or nonprofit) have to carry out these activities themselves because they can't yet afford part- or full-time help. However, they should always ensure that employees have -- and are aware of -- personnel policies which conform to current regulations. These policies are often in the form of employee manuals, which all employees have.
As a part in the SONA in July 2009 these are the part which I think related to our topic:

“Compared to the past we have built more and better infrastructure, including
those started by others but left unfinished. The Subic-Clark-Tarlac
Expressway is a prime example of building better roads. It creates wealth as
the flagship of the Subic-Clark corridor.”

“We have built airports of international standard, upgraded domestic airports,
built seaports and the roll-on-roll-off system. I ask Congress for a Philippine
Transport Security Authority Law.”

“This year they gave the largest increase in Internal Revenue Allotment to local government units (LGUs) of P40 billion, imparting strength throughout the country at every level of government.”

This shows that our president did her job. This things can help improve our quality of life because of the jobs that they can offer.

HR personnel (HRM ass9)

2009-10-01T07:59:00.000-07:00

We will first define the meaning of Human resource managementHuman resource management is resource-centred activity providing and deploying human resources catering to management needs. It is aligned to management interest being a management activity. Demand rather than supply is the focus of the activity. HRM emphasised on planning, monitoring and control. Human resources issues and problem solving is undertaken with other members of the management. Management of human resources is similar to other aspect of management in the organisation and an integrated part of it.As we interview the human resource personnel of DLPC (Davao Light Power Company) she narrates the following:

Nature of Human Resource Management
1.Ogranisations is the people who manage.
2.HRM involves acquisitioning, developing, maintaining
3.Decisions relating to employees must be integrated.
4.Decisions made must influence the effectiveness of an organisation.
5.HRM functions are confirmed to Non-business organisation also.
1.Ogranisations is the people who manage.
2.HRM involves acquisitioning, developing, maintaining
3.Decisions relating to employees must be integrated.
4.Decisions made must influence the effectiveness of an organisation.
5.HRM functions are confirmed to Non-business organisation also.

Scope of Human Resource ManagementProspects
Industrial Realization
Remunation
Motivation
Maintenance
Nature of HRM
Employee Hiring

Role of Human Resource Management
•To assist employees in achieving their personal goals, these goals enhance the individual’s contribution to the organisation.
•To maintain the department’s contribution at a level appropriate to the organization's needs
•To recognize the role of HRM in bringing about organizational effectiveness.
•To be ethical and socially responsible to the needs and challenges of the society.
•Minimizing the negative impact of such demands on organisation.

Reflection:In my own opinion, the scope, role and nature of the Human resource management of DLPC is good, because the coincide with each other in order to have a firm way ofmanaging,

Seminar-workshop (MIS ass8)

2009-10-01T06:55:00.000-07:00

If the Dean of the Institute of Computing will invite me to attend a seminar-workshop these are the things that I will present in my evaluation:

First I will share my insights and knowledge about outsourcing;
Outsourcing involves the transfer of the management and/or day-to-day execution of an entire business function to an external service provider. The client organization and the supplier enter into a contractual agreement that defines the transferred services. Under the agreement the supplier acquires the means of production in the form of a transfer of people, assets and other resources from the client. The client agrees to procure the services from the supplier for the term of the contract. Business segments typically outsourced include information technology, human resources, facilities, real estate management, and accounting. Many companies also outsource customer support and call center functions like telemarketing, CAD drafting, customer service, market research, manufacturing, designing, web development, print-to-mail, content writing, ghostwriting and engineering. Offshoring is the type of outsourcing in which the buyer organization belongs to another country.
Outsourcing and offshoring are used interchangeably in public discourse despite important technical differences. Outsourcing involves contracting with a supplier, which may or may not involve some degree of offshoring. Offshoring is the transfer of an organizational function to another country, regardless of whether the work is outsourced or stays within the same corporation/company.
With increasing globalization of outsourcing companies, the distinction between outsourcing and offshoring will become less clear over time. This is evident in the increasing presence of Indian outsourcing companies in the United States and United Kingdom. The globalization of outsourcing operating models has resulted in new terms such as nearshoring, noshoring, and rightshoring that reflect the changing mix of locations. This is seen in the opening of offices and operations centers by Indian companies in the U.S. and UK. A major job that is being outsourced is accounting. They are able to complete tax returns across seas for people in America.
Multisourcing refers to large outsourcing agreements (predominantly IT).
Multisourcing is a framework to enable different parts of the client business to be sourced from different suppliers. This requires a governance model that communicates strategy, clearly defines responsibility and has end-to-end integration.
Strategic outsourcing is the organizing arrangement that emerges when firms rely on intermediate markets to provide specialized capabilities that supplement existing capabilities deployed along a firm’s value chain (see Holcomb & Hitt, 2007). Such an arrangement produces value within firms’ supply chains beyond those benefits achieved through cost economies. Intermediate markets that provide specialized capabilities emerge as different industry conditions intensify the partitioning of production. As a result of greater information standardization and simplified coordination, clear administrative demarcations emerge along a value chain. Partitioning of intermediate markets occurs as the coordination of production across a value chain is simplified and as information becomes standardized, making it easier to transfer activities across boundaries.
After sharing my knowledge about outsourcing, I will discuss why do we need to outsource or the reasons for outsourcing:
Organizations that outsource are seeking to realize benefits or address the following issues:

Cost savings. The lowering of the overall cost of the service to the business. This will involve reducing the scope, defining quality levels, re-pricing, re-negotiation, cost re-structuring. Access to lower cost economies through offshoring called "labor arbitrage" generated by the wage gap between industrialized and developing nations.

Focus on Core Business. Resources (for example investment, people, infrastructure) are focused on developing the core business. For example often organizations outsource their IT support to specilaised IT services companies.
Cost restructuring. Operating leverage is a measure that compares fixed costs to variable costs. Outsourcing changes the balance of this ratio by offering a move from fixed to variable cost and also by making variable costs more predictable.
Improve quality. Achieve a step change in quality through contracting out the service with a new service level agreement.
Knowledge. Access to intellectual property and wider experience and knowledge.

Contract. Services will be provided to a legally binding contract with financial penalties and legal redress. This is not the case with internal services
Operational expertise. Access to operational best practice that would be too difficult or time consuming to develop in-house.
Access to talent. Access to a larger talent pool and a sustainable source of skills, in particular in science and engineering.
Capacity management. An improved method of capacity management of services and technology where the risk in providing the excess capacity is borne by the supplier.
Catalyst for change. An organization can use an outsourcing agreement as a catalyst for major step change that can not be achieved alone. The outsourcer becomes a Change agent in the process.
Enhance capacity for innovation. Companies increasingly use external knowledge service providers to supplement limited in-house capacity for product innovation.

Reduce time to market. The acceleration of the development or production of a product through the additional capability brought by the supplier.
Commodification. The trend of standardizing business processes, IT Services and application services enabling businesses to intelligently buy at the right price. Allows a wide range of businesses access to services previously only available to large corporations.
Risk management. An approach to risk management for some types of risks is to partner with an outsourcer who is better able to provide the mitigation.
Venture Capital. Some countries match government funds venture capital with private venture capital for startups that start businesses in their country.
Tax Benefit. Countries offer tax incentives to move manufacturing operations to counter high corporate taxes within another country

SONA 2009 (ICT) (MIS ass7)

2009-10-01T06:52:00.001-07:00

On the assumption that you heard/read the SONA of the President last month, (July 2000), identify at least 3 areas related to ICT and identify how these areas can improve our quality of life.
Every year, the President of the Republic of the Philippines gives Congress and the people an update about the national situation through the SONA or the State of the Nation Address. This SONA has been practiced by all the Philippine presidents since 1936.

State of the Nation Address was originally mandated by Article VII, Section 5 of the 1935 Philippine Constitution, which states: “The President shall from time to time give to the Congress information on the state of the nation, and recommend to its consideration such measures as he shall judge necessary and expedient.”

This provision was copied from the United States Constitution, the Philippines being under American rule at the time. The US provision, however, talked of the state of the union.

SONA continues to this day. The 1987 Philippine Constitution requires the President to address the Congress at the opening of its regular session on the fourth Monday of July (Article VII, Section 23 and Article VI, Section 15), which is July 27 for this year, 2009.
Pres. Gloria Arroyo on July 27made a final push for the creation of DICT (Department of Information and Communications Technology) in her last State of the Nation Address (Sona).
Speaking before members of both chambers of Congress, the chief executive urged the country to “have a Department of ICT” as she highlighted the huge role that the BPO sector has played in the local economy.

A proposed law calling for the creation of DICT has been pending in Congress for the last five years. This even if Malacanang has certified the bill as urgent.

Arroyo made the endorsement as she noted in her Sona that the Philippines is now starting to create wealth with the development of the BPO industry as an engine of growth.

“Electronics and other manufactured exports rise and fall in accordance with the state of the world economy. But BPO remains resilient. With earnings of $6 billion and employment of 600,000, the BPO phenomenon speaks eloquently of our competitiveness and productivity,” she said.
The president’s call for the creation of DICT, however, was less urgent compared to the appeal she made to revise consumer laws as she underscored her directive to the National Telecommunications Commission to act on complaints against dropped calls and lost cellphone load.
“We need to amend the Commonwealth-era Public Service Law. And we need to do it now,” Arroyo declared.
In an earlier interview, CICT (Commission of Information and Communications Technology) chair Ray Anthony Roxas-Chua said there’s time left and that the government is still hoping that Congress would pass the DICT bill.
“Unlike a full-fledged department, the problem with CICT just being a commission is that it can be easily demolished by the next administration. All that is needed by the next president is to sign another EO. That would be the end of the programs we’ve put up over the years,” he said.
These are the articles I found relate to the topic.
http://www.mb.com.ph/articles/213088/gma-sona-bats-dept-ict
The three areas related to ICT that can improve our quality of life are
Ø BPO or Business Process Outsourcing industry as an engine of growth and innovations for us IT professionals. Through outsourcing we can broaden are knowledge and we can follow the trends of our technology. Through this, it is easy for us to engage to different profitable activities that could help to the improvement of our lives.
Ø Additional engines of growth-when we say additional engines fir growth, this would help every individual to improve they way of leaving. For example additional recruitment or hiring for any job.
Ø Philippine Transport Security Authority Law- I think it would be good to have this kind of law so that we can secure to our selves the existence of martial law and to have a fair treatment to all kinds of people. In this way we can improve our way of leaving, were there is fair and non abusive treatment to humans.

University Consultant (MIS ass6)

2009-10-01T06:46:00.000-07:00

Technology is moving forward now, it is a way in which human develop their way of living. They try to practices new facilities and they try to engage to different way of developing their learning andapply it in their works.
There are so many aspects that can cause hindrance or barriers in implementing Information System or Information Technology. Before we discuss about how do the companies or organization comes up with those barriers, we will first define the meaning of it:
A barrier is an obstacle which prevents a given policy instrument being implemented, or limits the way in which it can be implemented. In the extreme, such barriers may lead to certain policy instruments being overlooked, and the resulting strategies being much less effective. For example, demand management measures are likely to be important in larger cities as ways of controlling the growth of congestion and improving the environment. But at the same time they are often unpopular, and cities may be tempted to reject them simply because they will be unpopular. If that decision leads in turn to greater congestion and a worse environment, the strategy will be less successful. The emphasis should therefore be on how to overcome these barriers, rather than simply how to avoid them.
I will base my discussion on two companies the GH Office Depot and the Davao Light Power Company.
These are the some Barriers I found:
Common Barriers
Studying the problem too long without acting
On GH Depot

In the case of GH they have only one IT personnel that’s why he cannot do many tasks at the same time. He cannot easily handle two different things at the same time.
On DLPC (Davao Light Power Company)
On DLPC it takes long time to study their problem when it comes to implementing IT/IS practices because the company needs a thoroughly analysis due to sensitivity of data.
Trying to get everyone's agreement first
On DLPC
The IT department of DLPC was divided into 4 that’s why they need to communicate constantly so that they can have the views and opinions of each team so that they will agree on the same idea, imagine a company without union, it will be hard for them to implement and promote new IT and IS practices.
Educating without changing structures or expectations
On GH Depot
The IT personnel says that if he develops a new software or anything that is related to IT, some of the employees will expect that it will be hard for theme to adopt it.
Tackling everything at once
On both companies, they have a briefing with their employees. These briefing can minimize the different complications they will encounter.
Measuring nothing or everything
Before implementing the different Information Technology and Information Systems practices the companies will first encounter the measuring or analyzing the right way how to implement it and measure the capacity of the services they can offer.
Assuming that the status is OK
Some times they assume that the implemented Information Technology and Information System practices are good enough to answer the needs of their employees, but the truth is it’s not enough.
More Barriers to Change
Lack of such resources as time and commitment
Due to limitation of time, the implementation of those practices can increase the problems of the companies systems. In DLPC sometimes they cannot do or practice it perfectly because they were given limited time.
Resistance to change
It’s been a long year when DLPC change there way of implementing different IT and IS practices, they resist to change because it may help the company or it may cause a problem to company’s daily transactions. But there was a time that they really need to change it, because they see that it will help. They try it first, and then they continuously develop it. Until now they are trying to develop it for better usage of their employees.
On GH Depot, they are practicing it for more than 5 years now, their IT personnel said that it a big help for them. But some of the employees would prefer to use the older way because they have grown to that way of working.
Reflection:
Due to the increasing demand of our day to day needs, and the desire of the person to ease their way of working, we IT person tries to make and develop different Information Technology and Information Systems practices so that it can help us in our day to day activities. The barriers that had been discussed are just some of the barriers that are develop and exist during the time that they are practicing the IT and IS practices that they conclude.
The better way to have good and manageable employees is to have a unity in a company. As what I have said, how could you implement the changes in a company if you cannot control your employees.
http://www.mywhatever.com/cifwriter/content/22/4481.html

Barriers in IT/Is Implementation (MIS ass5)

2009-10-01T06:43:00.000-07:00

There are so many aspects that can cause hindrance or barriers in implementing Information System or Information Technology. Before we discuss about how do the companies or organization comes up with those barriers, we will first define the meaning of it:

A barrier is an obstacle which prevents a given policy instrument being implemented, or limits the way in which it can be implemented. In the extreme, such barriers may lead to certain policy instruments being overlooked, and the resulting strategies being much less effective. For example, demand management measures are likely to be important in larger cities as ways of controlling the growth of congestion and improving the environment. But at the same time they are often unpopular, and cities may be tempted to reject them simply because they will be unpopular. If that decision leads in turn to greater congestion and a worse environment, the strategy will be less successful. The emphasis should therefore be on how to overcome these barriers, rather than simply how to avoid them.

I will base my discussion on two companies the GH Office Depot and the Davao Light Power Company.

These are the some Barriers I found:
Common Barriers

Studying the problem too long without acting

On GH Depot

In the case of GH they have only one IT personnel that’s why he cannot do many tasks at the same time. He cannot easily handle two different things at the same time.
On DLPC (Davao Light Power Company)
On DLPC it takes long time to study their problem when it comes to implementing IT/IS practices because the company needs a thoroughly analysis due to sensitivity of data.
Trying to get everyone's agreement first

On DLPC
The IT department of DLPC was divided into 4 that’s why they need to communicate constantly so that they can have the views and opinions of each team so that they will agree on the same idea, imagine a company without union, it will be hard for them to implement and promote new IT and IS practices.
Educating without changing structures or expectations

On GH Depot
The IT personnel says that if he develops a new software or anything that is related to IT, some of the employees will expect that it will be hard for theme to adopt it.
Tackling everything at once

On both companies, they have a briefing with their employees. These briefing can minimize the different complications they will encounter.
Measuring nothing or everything
Before implementing the different Information Technology and Information Systems practices the companies will first encounter the measuring or analyzing the right way how to implement it and measure the capacity of the services they can offer.
Assuming that the status is OK
Some times they assume that the implemented Information Technology and Information System practices are good enough to answer the needs of their employees, but the truth is it’s not enough.

More Barriers to Change
Lack of such resources as time and commitment
Due to limitation of time, the implementation of those practices can increase the problems of the companies systems. In DLPC sometimes they cannot do or practice it perfectly because they were given limited time.

Resistance to change
It’s been a long year when DLPC change there way of implementing different IT and IS practices, they resist to change because it may help the company or it may cause a problem to company’s daily transactions. But there was a time that they really need to change it, because they see that it will help. They try it first, and then they continuously develop it. Until now they are trying to develop it for better usage of their employees.
On GH Depot, they are practicing it for more than 5 years now, their IT personnel said that it a big help for them. But some of the employees would prefer to use the older way because they have grown to that way of working.

Reflection:
Due to the increasing demand of our day to day needs, and the desire of the person to ease their way of working, we IT person tries to make and develop different Information Technology and Information Systems practices so that it can help us in our day to day activities. The barriers that had been discussed are just some of the barriers that are develop and exist during the time that they are practicing the IT and IS practices that they conclude.
The better way to have good and manageable employees is to have a unity in a company. As what I have said, how could you implement the changes in a company if you cannot control your employees.
http://www.mywhatever.com/cifwriter/content/22/4481.html

Personnel Management and Human Resource Management (HRM ass10)

2009-10-01T06:25:00.000-07:00

Definitions of Personnel Management:

· Administrative discipline of hiring and developing employees so that they become more valuable to the organization. It includes (1) conducting job analyses, (2) planning personnel needs, and recruitment, (3) selecting the right people for the job, (4) orienting and training, (5) determining and managing wages and salaries, (6) providing benefits and incentives, (7) appraising performance, (8) resolving disputes, (9) communicating with all employees at all levels.
http://www.businessdictionary.com/definition/personnel-management.html

· Personnel Management is responsible for the provision of specialist personnel and human resource management advisory services to departments, and the development and implementation of a relevant, coherent and modern framework of employment policies and practices throughout the University.
Each member of Personnel Management is responsible for the provision of these services to a number of departments. This distribution is known as the Personnel Management Portfolio.
Personnel Management is also responsible for the delivery of the Human Resource Strategy and associated programmes of work.
http://www.staffs.ac.uk/uniservices/personnel/management/index.php

Personnel Management is responsible for recruiting and hiring qualified individuals to deliver city services, administering the pay classification plan to insure competitive wages. Through the personnel policies, Personnel Management administers guidelines for employee behavior, hiring & terminations, disciplinary actions, tuition reimbursement and employee leave.
http://www.ci.palm-coast.fl.us/government/departments/employment/personnelmanagement.aspx

Personnel Management Services understands that the right people help businesses run efficiently, and it is critical you have them in place when you need them. Whether you are a company in need of a trainer for proprietary software, technicians to set up computer equipment, electronic locks devices installed or just IT support, we can help you find that perfect candidate
http://www.personnelmgmt.net/home.htm

Personnel management is concerned with the effective use of the skills of people. They may be salespeople in a store, clerks in an office, operators in a factory, or technicians in a research laboratory. In a business, personnel management starts with the recruiting and hiring of qualified people and continues with directing and encouraging their growth as they encounter problems and tensions that arise in working toward established goals.
Read more:

http://www.zeromillion.com/business/personnel/personnelmangement.html#ixzz0SVyoMO3Q

Human resource management definition:
· The Human Resources Management (HRM) function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. Usually small businesses (for-profit or nonprofit) have to carry out these activities themselves because they can't yet afford part- or full-time help. However, they should always ensure that employees have -- and are aware of -- personnel policies which conform to current regulations. These policies are often in the form of employee manuals, which all employees have.
http://managementhelp.org/hr_mgmnt/hr_mgmnt.htm

· Humans are an organization's greatest assets; without them, everyday business functions such as managing cash flow, making business transactions, communicating through all forms of media, and dealing with customers could not be completed. Humans and the potential they possess drive an organization. Today's organizations are continuously changing. Organizational change impacts not only the business but also its employees. In order to maximize organizational effectiveness, human potential—individuals' capabilities, time, and talents—must be managed. Human resource management works to ensure that employees are able to meet the organization's goals.
"Human resource management is responsible for how people are treated in organizations. It is responsible for bringing people into the organization, helping them perform their work, compensating them for their labors, and solving problems that arise" (Cherrington, 1995, p. 5). There are seven management functions of a human resources (HR) department that will be specifically addressed: staffing, performance appraisals, compensation and benefits, training and development, employee and labor relations, safety and health, and human resource research.
http://www.answers.com/topic/human-resource-management

· The Human Resource Management major is designed for those who have an interest in working in the functional areas of HRM, and for everyone who wants to become a member of management in any profession at any level. The faculty integrates the theoretical with the practical to produce the highest quality graduates.
A Business Administration degree Major in Human Resource Management prepares the graduate for entry level professional positions ultimately leading to promising careers in HRM including employment, compensation, training and development. Career paths lead from technical HR jobs to positions in senior HR management, such as VP of Human Resources, Director of Compensation, VP of Labor Relations, Director of Employment and others. Graduates will have a strong functional HRM perspective with the behavioral skills to work effectively as HR professionals. Also, the degree prepares graduates for challenging management careers in any field.
http://www.hpu.edu/index.cfm?contentID=178

Human resource management is a balancing act. At one extreme, you hire only qualified people who are well suited to the firm's needs. At the other extreme, you train and develop employees to meet the firm's needs. Most expanding small businesses fall between the two extremes -- i.e., they hire the best people they can find and afford, and they also recognize the need to train and develop both current and new employees as the firm grows.
http://www.sba.gov/idc/groups/public/documents/sba_homepage/serv_pubs_eb_pdf_eb4.pdf

The streamlining of many routine functions in HR has created a growing need for highly trained professional managers with skills to plan for, hire, manage, retain, and develop tomorrow’s workforce. Human Resource Management professionals must understand and be involved in the strategic planning processes, understand compensation and employee development, handle legal and ethical issues, manage complex finances, serve as in-house consultants on organizational behavior, and serve as change managers. This career studies certificate program provides a core of courses addressing the functional areas of human resources. The program also offers a selection of elective courses that give students the opportunity to broaden their skill base.
http://www.cvcc.vccs.edu/Academics/Programs/PDF/HumResour_0707.pdf

Reflection on the statement (HRM ass7)

2009-10-01T06:23:00.000-07:00

"Human beings are the most important, potent and critical, resource of any organization, and yet the least understood and the worst managed of its resources" (1500words)

Due to the fast changing status of our technology, some organizations as of now are dependent to computers. The existence of a human is vital to overall productivity and efficiency of the strong workforce in any thriving company. In most professional organizations, the role of the human resources department is not sidelined or eclipsed by other departments. In fact, good human resources can be one of the most valued and respected departments in an organization; their job is people, and people are the company's most important asset.
To broadly understand the importance of human beings in an organization, let me give you a brief and concise meaning of what human is:
It is important to understand what we are as human beings. The present state of knowledge of the human being is one which has been informed by the materialistic reductionist thinking of modern technological science. It is commonplace for people generally to think of the human body as being merely an elaborate machine, with all the non-material aspects of the human being- thinking, feeling, attitudes, emotions, mores, imagination, etc., etc, as being merely the result of the physico-chemical activities which take place in the physical body. However, the human organism is not a machine and does not operate under the aegis of chemical and physical laws
importance implies a value judgment of the superior worth or influence of something or someone.
Potent-powerful, having or exercising great power or influence.
Reflection on the statement:
We can say that "Human beings are the most important, potent and critical, resource of any organization, and yet the least understood and the worst managed of its resources" because without human technology would be useful. They are the most important in an organization because it is the human who involves their self in different transactions in the society. In an organization, human beings are the basic component of it. They are also called the critical ones because if human beings are lost or does not exist or agreed in one aim and if there is no unity between them the organization will fall.
From those reflection we come up with a conclusion that an organization would be senseless and useful without the help of the human beings like us.

http://www.alchemycalpages.com/human.html

21st -century corporations (HRM ass6)

2009-10-01T06:19:00.000-07:00

What does corporations really mean? Or what is it for and its components?
In forming a corporation, prospective shareholders exchange money, property, or both, for the corporation's capital stock. A corporation generally takes the same deductions as a sole proprietorship to figure its taxable income. A corporation can also take special deductions. For federal income tax purposes, a C corporation is recognized as a separate taxpaying entity. A corporation conducts business, realizes net income or loss, pays taxes and distributes profits to shareholders.
The profit of a corporation is taxed to the corporation when earned, and then is taxed to the shareholders when distributed as dividends. This creates a double tax. The corporation does not get a tax deduction when it distributes dividends to shareholders. Shareholders cannot deduct any loss of the corporation.
In 21st century, the world has encountered many problems which are caused by different factors.
As the world starts to globalize, it is accompanied by criticism of the current forms of globalization, which are feared to be overly corporate-led. As corporations become larger and multinational, their influence and interests go further accordingly. Being able to influence and own most media companies, it is hard to be able to publicly debate the notions and ideals that corporations pursue. Some choices that corporations take to make profits can affect people all over the world. Sometimes fatally.
Today we know that corporations, for good or bad, are major influences on our lives. For example, of the 100 largest economies in the world, 51 are corporations while only 49 are countries, based on a comparison of corporate sales and country GDPs .In this era of globalization, marginalized people are becoming especially angry at the motives of multinational corporations, and corporate-led globalization is being met with increasing protest and resistance.
Corporations, as we tend to think of them, have been around for a few centuries, the earliest of which were chartered around the sixteenth century in places like England, Holland etc. Technically speaking, a corporation is what Robbins describes as a “social invention of the state” (Robbins: p.98). That is, a state grants a corporate charter, permitting private financial resources being used for public purposes. As Arrighi points out, this initial creation of private finance and merchants, etc was to aid in the expansion of a state to which it belonged, and as Arrighi and Smith detail, served to expand colonial and imperial interests to start with, as well as help in war efforts between empires.
Some suggestions that could more improve our economic status:
Sustained economic growth as the way to human progress
Free markets without government “interference” would be the most efficient and socially optimal allocation of resources
Economic globalization would be beneficial to everyone
Privatization removes inefficiencies of public sector
Governments should mainly function to provide the infrastructure to advance the rule of law with respect to property rights and contracts.
I think the corporations and infrastructures as of our time which is the 21st century are more advance and expensive.

HR Downsizing (HRM ass5)

2009-10-01T06:14:00.000-07:00

A distressing 80 percent of downsizers admit that the morale of their remaining employees has been mugged. These sullen, dispirited, hunkered-down folk, lest we forget, are the very people who are supposed to revitalize your enterprise and delight your customers.
Ronald Henkoff in Fortune, January 10, 1994
Companies are like human, they have their strengths and weaknesses. I can say that the worst weakness of the company is when it decides to have their downsizing.
Before we discuss about company’s downsizings we will first define and elaborate the meaning of down sizing.
These findings was based on the downsizing experience in America.
Study Findings
Following are some of the highlights of the Downsizing Study Team's findings from our investigation of benchmarked organizations:
Senior leadership plays a vital role in downsizing.
We found that successful downsizing resulted when senior leadership became involved early on in the process and continued to participate actively, remained visible and accessible, and was perceived by employees to be their source of communications concerning major downsizing actions.
Causes of Downsizing
Downsizing causes resentment and resistance in surviving employees
Downsizing if not handled carefully will cause financial set backs
HR management must handle employees, both survivors and former, with

Over communication is impossible during downsizing.
We found that honest and open communication of what was happening to the organization during the downsizing is what employees most want from their organization's leadership. Moreover, the communication flow must be two way, with management listening to employees as well as the converse.
Planning for downsizing begins with getting the right people together.
This includes senior leadership, human resource executives, and labor representatives; all of whom play key roles in strategic downsizing planning.
Information not normally required in an organization's day-to-day operations becomes critical during downsizing.
For example, management requires information for planning and monitoring the staff reduction, and employees need information to help them decide on a course of action. Most of this information is supplied internally by human resource offices; additional information can be obtained from other organizations that have successfully downsized.
Successful planning for downsizing includes the development of business plans from various departments within the organization.
Requiring each department within an organization to develop a business plan helps ensure that the managers of those departments are involved in the planning; it also builds support for the effort.
Identification of work processes that will not be needed in the future organization is vital to the success of the downsizing action.
This identification effort also helps protect those processes that are key to the organization's future from being affected by the downsizing.
Incentives such as early retirement and buyouts work well and are popular with employees. Early retirement incentives allow employees to retire with either full or reduced pension benefits at an earlier age than normal; buyouts provide a lump sum payment to employees in exchange for their leaving the organization voluntarily, regardless of whether they are eligible for early or regular retirement.
The use of multiple strategies and techniques to accomplish goals for downsizing helps to leverage the outcome.
Our partners found that not all downsizing strategies worked exactly as planned, with some not working well at all and others exceeding expectations. The concurrent use of multiple strategies, therefore, helps ensure the success of the downsizing process.
Organizations that have successfully downsized provided career transition assistance to both separated and surviving employees.
Among the services provided are career counseling, personal counseling, career/skill and career transition training, relocation assistance, outplacement assistance, resumewriting assistance, access to office equipment, paid time off, child care, financial counseling, and access to job fairs and to Internet job placement sites.
Monitoring progress is a chief component of successful downsizing.
Those organizations that took the time to periodically review their procedures, learn from their mistakes as well as their successes, and incorporate what was learned from these periodic assessments into their downsizing procedures found that they could minimize adverse impact in ongoing downsizing processes and complete future downsizings in a more streamlined fashion.
Successful Downsizing Depends on the Survivors
A key conclusion of this report is that the success or failure of a downsized organization depends on the workforce remaining after the downsizing. A well-planned and -managed downsizing process, which the survivors perceive as having been fairly and humanely administered, promotes trust and faith in management and in the future of the organization among these employees and empowers them to provide improved service.
http://govinfo.library.unt.edu/npr/library/papers/benchmrk/downsize.html

COMDDAP 2009 we've been there..:-)

2009-10-01T05:58:00.000-07:00

What does COMDDAP means?COMDDAP is an association of the country's top information technolgy businesses. Its primary objective is to promote the sustainable development of the of the country's information technology industry through voluntary collaboration of its member companies. It is the goal of COMDDAP to be able to provide its members general views and updates from different sectors - private and government, and highly regarded individuals to further uplift the morale and knowledge of its organization.The vision of promoting and elevating the standards of Information technology (IT) in the Philippines fueled a group of prominent computer companies to form the Computer Distributors and Dealers Association of the Philippines or COMDDAP. Its initial member-companies represent the world's leading makers and providers of computer products, solutions and peripherals.The Venue The activity was held at The Apo View Hotel at J. Camus Street Davao City. The Expo last for 3 days, it was scheduled last July 2-4, 2009. We registered 4 days before the event so that they can reserve a slot for us.The Discussions we have joinedWe join two discussions, the first presenter is Mr. Celmer L. Santos from Jupiter Systems, Incorporated. He discussed about their system, which is the ERP system. There company focuses on selling cars, example of it are Nissan, Toyota, Honda and Mitsubishi. The Jupiter system also has Service Management General Features which focus on Advance bookings or Customer appointments, Operation maintenance or FLAT rates, Repair order, Repair Estimates, Customer Service History, Technician Time-in or Time-out, Parts requisitioning and picking, Service invoicing, Warranty claims and processing, Field Service Actions(Campaigns).The second presenter was the Market Development Manager of the HP Philippines, Mr. Leonard Zapa. He discussed about their latest product, the Thin Client.The Thin client Thin clients are computing devices that function as an access device on a network. These solid-state devices connect over a network to a server where the bulk of the processing takes place. Thin clients have no hard drive, allowing for more secure storage of data and applications on the server. In fact, keystrokes, mouse events and screen images are all that is sent between the client and server. This makes the device much more secure than a standard desktop or notebook computerWith no hard drive, fan or other moving parts, thin clients have a much longer lifespan than standard computers and use significantly less power. Lower maintenance costs are another benefit as software application updates, virus scanning and patches can be executed on the server. Deployment costs are also reduced as thin clients can be remotely configured and do not need to be set up individually. Break-fix simply requires replacing the thin client.The thin client is very useful if we would consider this things that very important in a company:Desktop replacement costsNetwork securityData access to mobile or remote workersSupporting application software on diverse hardwareEnsuring your data remains accessible and secureBenefits of Thin client:Enhanced Security-Unlike a traditional desktop or notebook computer, no applications or data are stored locally on the thin client. This makes them easy to replace if lost, stolen or damaged. Easier manageability-Thin clients are managed at the server, located within the data center. The client hardware has fewer points of failure and lacks a hard drive for storage providing protection from viruses and malware. Thin clients connect to servers via web browsers or remote desktop software. Depending on the functionality the user needs.High reliability-Thin clients are ideal for environments unsuited for traditional desktop computers like dusty, remote or space-constrained environments. They can be mounted invisibly behind a flat panel monitor,Increased energy efficiency-Thin clients offer significant savings in power usage over traditional desktops.Lower total cost of ownership-The increased security, reliability and ease of management contribute to a lower total cost of ownership for your client computing devices. With a longer useful lifespan, thin clients contribute to cost savings.Reflection:The event for me was successful, it is my first time to join an exhibit like that and I was amazed of the new technologies that I have seen. The presenters were organized, and they impressed us with their products. If only I am rich, I would buy all their products (char lang…hehe). The product of HP which is the Thin Client is impressing because the product is small but it can do different tasks. The product is really useful for businesses to lower their cost in investing to CPU’s which will only last for a shorter time compared to the thin Client. The Jupiter Systems which presents about their systems also impressed us, when we looked at their system, it is simple but it has unique functionalities. Even though we can’t relate that much in the products that they are selling the focus is on their system. Their presentation is fun, they had distributed tokens for some students who can answer their questions. I was given a chance to answer too but I did not got the right answer, but its ok after all one of our classmate got some prize. After the presentation, we went out of the room to see the different booths of the different companies. They have different products that are really useful to us. I think the event was really successful.References:http://www.jupitersystems.com.ph/http://www.comddap.org/http://h10010.www1.hp.com/wwpc/us/en/sm/WF04a/12454-12454-321959-338927-89307.html http://www.hp.com/sbso/solutions/pc_expertise/article/thinclients_consider.html http://www.hp.com/sbso/solutions/pc_expertise/article/thinclients_consider.html

Company's best IT Practices (MIS ass1)

2009-10-01T05:50:00.000-07:00

The company I chose, GH Office Depot Company profile....

GH Office Depot is a company which sells different products specifically it is called as a supermarket-type of stationery store. It started as a small office stationery dealer in year 1967. The GH Office Depot carries in its inventory more than 12,000 items of office items to serve its clients. The company keeps on updating and upgrading its list of items to cope up with the current trend in office management. And to serve its client with the latest and most up-to-date office supplies and equipments.In Relation to our task:The company has only one IT personnel. He is the one who manages the system of the company. The company uses different kinds of systems example of those is the POS or Point of Sales System, I think almost all of company’s uses that kind of system especially those who cater big transactions. When we say IT practices what comes first to our mind is computer related works, well it’s true that all IT practices are related to computers. In GH the usage of Technology is very essential due to the increasing demand and to the development of the company. They use different facilities; some of those are the Biometrics Scanner and the Bundy Clock. The InterviewThe said interview that we had conducted is successful; their personnel answered all our questions related to their IT practices. He said that because of their It practices could help a lot in their day to day transactions. Reflections:Based on our interview, I think it is better for the company to be updated to the fast changing technology. If you would ask me why, it is because if the company is updated they could give the services needed by their customers. Technology can be a big factor to company’s success it can lessen the company’s burden when it comes to communication. As a matter of fact, the company uses the online monitoring of employees for their boss to know what is happening in his company while he is not around.References:http://ghofficedepot.com/about.htm

IT matters.. (HRM ass4)

2009-07-22T07:54:00.001-07:00

I enrolled in this university, the University of Southeastern Philippines thinking that it could be a plus factor in my future career.
This university helps us to be well prepared to the fast changing technologies. I think the university can improve those practices that we had been practicing for the past three years of stay. In our 2nd and 3rd assignments I state there that I want to be a web designer at the same time online photographer. On these jobs, how could the university help me? Hmmmmm….
--->They could help us by providing well equip facilities; I’m not saying that the facilities we used are not equipped but it would be better if it is more organized and if it is updated.
--->They can also provide rooms that are well prepared and cleaned so that it will be convenient for us to listen to our class discussion.
--->If possible they can also provide us individual set of computers during our laboratory works, so that it we can focus on our own works.
--->The different kinds of online contests and web designing contests can also be introduced so that the interest of the students would increase.

Being a primer university in the ASEAN Region, I think the University of Southeastern Philippines can help me achieve my desire job in the future. But after all what is the use of the university if the students are not determined to study well and pursue their dreams.

~Online Jobs~ (HRM ass3)

2009-07-15T07:11:00.000-07:00

Online Jobs

In the Paid-To-Read programs, you sign up with a web site that works with hundreds of companies. When you register, you are required to give your e-mail address and will begin to receive advertisement e-mails. Reading the e-mail and clicking on the link that takes you the advertiser’s web site will be tracked and earn you money. Once you have earned more than a certain threshold, you will be paid through Online Payment Systems instantly.

The Paid-To-Surf programs/traffic exchanges require you to view at least X no. of pages everyday to get paid. You will be paid everyday based on your member level. Most of the programs give you the free $2 member level to get started. This may seem like a very small amount, but you are being paid to visit the websites and can earn an extra $15-$30 a month, just by using the Internet for 1-2 hours a day.

Online Teaching Jobs are a great alternative to regular teaching jobs as it eliminates the need of commuting which saves time. This is helpful for those individuals who are required to stay home for various reasons. This can include the need to be home to care for an infant, elderly or family member. It could help if the concerned person encounters difficulty in traveling because of any disability. In the larger sense, it eases life to a great extent.For most people, knowledge is not something that can be soaked in without guidance. Even if it's right there for the taking, it may not be understood correctly. In this virtual world not all education is imparted in a real classroom. The online medium has made it possible for all interested to gain deep understanding regarding any subject online. Of course it's not just notes that are available online but there's help from the online teacher as well. If teaching is an aspiration, then it's essential that the needful is done to realize such an ambition. It's a great career option and its available online too.

Photography jobs are the home-based jobs that earn revenue by means of taking good photographs and send to the online clients who require the same.The world is crammed with images and these images are shot as video files through photography. There are various kinds of photograph services requested in the e-market like nature photographs, art photographs, business photographs, matrimonial photographs etc.The home-based photographers are free to pick and choose the services that they are willing to perform based on the ability, availability and interest and benefit out of it.
Photography job is a wonderful industry with a wide range of subjects that one can specialize in or just generalize in and it is flexible also. Taking Photography jobs is a perfect home-based business. It is a kind of industry with limited number of people working for it but it is booming.

Medical Transcription is a conversion of medical notes about a patient dictated by a doctor, a nurse or any health care person into electronic medium i.e. These medical notes are keyed in and saved for retaining the patient details permanently and can be retrieved whenever required. The audio file may contain details of the patients on any of these including physical reports, lab reports, x-ray reports, psychiatric evaluations, consultation records, clinic records, discharge summaries etc. The length of the audio medical notes varies depending on the number of the patients and the type of the reports.The person who converts such audio medical reports into permanent records by means of keying is medical transcriptionist. He is a medical language specialist.

http://www.work-from-home-directory.com/online-jobs/

Evaluation:
Of the five online jobs that I have read, I think I would prefer the photography jobs. I think it is interesting to capture every moment of somebody’s life, or to take pictures of the different places and to see the each funny moment that reminds us of our pasts.

Computing turns Green.....!!! (MIS ass4)

2009-07-13T09:32:00.000-07:00

What is Green Computing?

Green computing is the environmentally responsible use of computers and related resources. Such practices include the implementation of energy-efficient central processing units (CPUs), servers and peripherals as well as reduced resource consumption and proper disposal of electronic waste (e-waste). I think when it pertains to Green Campus Computing, it defines the practices on how to minimize the effect of computers or any computin devices in our environment.

These are the three url's that contains the different articles releted to Green Computing:

http://inews.berkeley.edu/

Green computing: Decreasing IT-related energy consumption on campus

April 23, 2009

Steven Lance, DCIO–Communications

Enter the Go Green team, one of three project teams from the 2008 Leadership Development Program (LDP). After spending six months researching computing practices at UC Berkeley and other leading institutions, this group of staff-members from various departments on campus published a report detailing recommendations for managing changes in strategy, infrastructure, and culture to decrease IT-related energy consumption.UC Berkeley is already exploring energy-saving measures such as power management software, server colocation, server virtualization, and even desktop virtualization. Almost everywhere on campus, cathode-ray tube (CRT) monitors are being replaced with more efficient LCD flat-screens [1]. To support and promote these efforts, the Go Green team recommends launching a "green computing" educational campaign; recognizing and rewarding individuals who conserve energy; adopting campuswide purchasing guidelines for computing equipment; and creating a more effective funding model for energy efficient IT projects. Their long-term recommendations for the University include creating a file-sharing service, upgrading the campus network, establishing a regional data center, and installing "smart" meters to allow for more accurate monitoring of energy usage. Green computing doesn't mean sacrificing reliability or functionality, said Linda Algazzali, one of the team's seven members. "Any change in the service model needs to take into account that services need to be enhanced, not degraded," she said.

http://www.ecomii.com/tips/green-computing

Green Computing Change your computer habits to use less energy and save money.

The computers we all use day in and day out are huge energy wasters, unless we know how to manage them responsibly. Using sleep mode, avoiding screensavers, and remembering to always shut down your computer when you aren’t using it for an extended period of time, are all small actions that have big benefits.

http://blogs.nwf.org/campus/2009/01/green-it.html

Greener IT on campus

Turning off computers at night is a good first step, but given that some estimates put emissions from computing at the same level as the aviation industry, much bigger steps are needed.

Our University can adopt the concept through many ways, we should practice these some of these things:

•Power-down the CPU and all peripherals during extended periods of inactivity.

•Try to do computer-related tasks during contiguous, intensive blocks of time, leaving hardware off at other times.

•Power-up and power-down energy-intensive peripherals such as laser printers according to need.

•Use liquid-crystal-display (LCD) monitors rather than cathode-ray-tube (CRT) monitors.

•Use notebook computers rather than desktop computers whenever possible.

•Use the power-management features to turn off hard drives and displays after several minutes of inactivity.

•Minimize the use of paper and properly recycle waste paper.

•Dispose of e-waste according to federal, state and local regulations.

•Employ alternative energy sources for computing workstations, servers, networks and data centers.

Other References:

http://searchdatacenter.techtarget.com/sDefinition/0,,sid80_gci1246959,00.html

Automated Election, will it work? (MIS ass3)

2009-07-08T11:57:00.000-07:00

Automated Election, will it work?
The Government Department of Finance produces 11.9 billion pesos as a supplemental budget for this coming election which will be automated, but the question would be, if the election would be automated, will it really work well? What could be the pros and cons? Can it help change the political status of our country?

First of all, we will have a short background about the automated election.
Based on the Senate Bill No. 2231: (13th Congress) which entitled:
AN ACT AMENDING REPUBLIC ACT NO. 8436, ENTITLED AN ACT AUTHORIZING THE COMMISSION ON ELECTIONS TO USE AN AUTOMATED ELECTION SYSTEM IN THE MAY 11, 1998 NATIONAL OR LOCAL ELECTIONS AND IN SUBSEQUENT NATIONAL AND LOCAL ELECTORAL EXERCISES, TO ENCOURAGE TRANSPARENCY, CREDIBILITY, FAIRNESS AND ACCURACY OF ELECTIONS, AMENDING FOR THE PURPOSE BATAS PAMBANSA BLG. 881, AS AMENDED, REPUBLIC ACT NO. 7166 AND OTHER RELATED ELECTIONS LAWS, PROVIDING FUNDS THEREFOR AND FOR OTHER PURPOSES.
On section 2 on the said article defines the automated election system as:A system using appropriate technology for voting, counting, consolidating, canvassing, transmission of election results and other processes in the conduct of electoral exercises.
Equipments or components that are being used for Automated Election:
1.Counting machine - a machine that uses an optical scanning mark-sense reading
2. Data storage device - a device used to electronically store counting and device of any similar advanced technology to count ballots; canvassing results, such as, memory pack or diskette;
3.Computer set - a set of equipment containing regular components, i.e., monitor, central processing unit or CPU, keyboard and printer;
4.National Ballot - refers to the ballot to be used in the automated election system for the purpose of the May 1998 elections. This shall contain the names of the candidates for president, vice-president, senators and parties, organizations or coalitions participating under the party-list system;This ballot shall be counted by the counting machine:
5.Local Ballot - refers to the ballot on which the voter will manually write the names of the candidates of his/her choice for member of the House of Representatives, governor,vice-governor, members of the provincial board, mayor, vice-mayor, and members of the city municipal council.

6.Board of Election inspector - there shall be a Board of Election Inspectors in every precinct composed of three (3) regular members who shall conduct the voting, counting and recording of votes in the polling place.

Views and Opinions:
For me, the automated election can help in our present situation. Why? Because it lessens the time we spent in electing officers of our country who only aims to have power (just some of them). In terms of monetary, this automated lection is good enough for its budget. It can also lessen the cost that the government is spending in paying the people who facilitates the election.

Here are the Pros and Cons of the said automated election:
Pros:
Shorter Time in Election
It can prevent potential human error
Lessens the delay of relaying the data
Make elections much cheaper to execute

Cons:
Their could be a possibility that the system could be hacked.
The Presence o man power in manual counting will be counted.
The history of manual counting will fade away.

Can it help change the political status of our country?
Hmmm….. I think it doest matter if it is automated or manual, as long as the voters made a right choice of voting. Although the result of election is faster, the government should also be concern to our brothers and sisters who are not updated to the technology that we used, they should have a good tutor for that.Let me give you some facts about the Autonomous Region in Muslim Mindanao (ARMM) then give your thoughts if the Philippines is ready for an automated election system (AES) as mandated by law (RA 9369 - Automated Election Law):
The 2003 functional literacy survey of the National Statistics Office (NSO) showed ARMM as having the lowest basic literacy rate in the country, with 30 percent of its people aged 10-64 years old considered illiterate.
On a national level, one in 10 Filipinos can not read and write, according to the survey.
Ustadz Esmael Ibrahim of the Assembly of Darul Ifta of the Philippines said illiteracy in the ARMM is worst in Sulu, with 40 percent of its people unlearned.
The automated ARMM election is a pretest to the 2010 Presidential elections in the Philippines. If this test succeeds, then for sure the Automated Election System will be used. If not, then maybe the Philippine government will consider going back to the “control” method which is the conventional election most Filipinos are used to or improve any weaknesses that will be identified in the implementation of the computerized election process.
Try to analyze things, we know that the automated election is possible as of the moment it is really good to have those ideas for the better election process but the risk of using this is that, what if the system could be hacked? It could be easier to the hacker to manipulate data and to change it.

The ABS-CBN broadcasting telecommunications introduces its program for the incoming election which is called “Ako Mismo”, I think it help people to be determined in joining the election. We all know that there could be a change if we start it in our selves. Some of us vote the corrupt politics in change for a small amount of money due to poverty. If we try to analyze things, it is better to vote for the right once so that he can help in improving the country. I think the automated election will work, if we all the people will participate to this event.
Well its 2009 now, may be their could be a change of plans for the election, but what ever it is either automated or manual, I hope that it would bring a good result for our country for better future.

References:
http://www.jpsimbulan.com/2008/08/06/is-the-philippines-ready-for-an-automated-election-system/
http://hubpages.com/hub/Automated-Election-Are-we-ready

Web Designer (HRM ass2)

2009-07-08T10:45:00.000-07:00

I would prefer to work as a:
WEB DESIGNER
Web designing for me could be a stable job, if the technology is getting smarter and the services are getting faster, being a web designer is good, you can have the up to dates information. Aside from it is actually a fun work. Wit this job, you do it with our getting forced by the employer.
Web sites are coming up all the time all over the world. Web professionals develop and maintain web pages and web sites on the Internet. Internet design and development is a combination of two skill sets: Programming as well as art/graphic design. Web development can be regarded as a special form of programming. Web developers are involved in creating models, graphic designs, web page designs, testing and troubleshooting.
Popular Web development tools include HTML, Macromedia’s Dreamweaver and Microsoft’s Frontpage.
Web development requires creativity and attention to detail. Although programming skills are important, it is also vital that the Web developer has a flair for presentation and aesthetics. Web development in addition involves a fair amount of testing and problem solving.
What I have given is a general guide. There are no hard and fast rules. As a lot depends on opportunities at your disposal and your working environment. In small organizations, the job functions tend to overlap. While larger organizations are more compartmentalized. For example, in certain places, an individual can combine the tech support and networking functions. And in some other places, the function of the programmer, DBA and web designer may be all rolled into one.
As you can see, there really are wide varieties of positions available to you in the IT world. Now it's up to you to find a category of work that fits your background, personality and desires. You may also need to get a practical feel of the job. Also be resourceful in acquiring career information. But note that choosing a career path is not all that you need to succeed in IT. Attitude, knowledge and experience are all key success factors.
While there are opportunities in all areas of IT, Technical support is usually regarded as the best area for a beginner to gain a good working knowledge of the basics of the IT profession. You may not make much to start with, but if you are serious you can enhance your value as a professional. Hands-on experience gained especially in the area of problem solving is invaluable for starting an IT Career. PCs can be seen in every sphere of life now. What this means is that it is easier for a newcomer in tech support to get experience and get a foot in the door, as opportunities are virtually limitless. This is quite unlike a newcomer with skills in more complex applications that are not commonplace.
At the end of the day, its not what job it is but its what kind of job could it be. If it is legal or illegal. It is better to gain income which comes from your own works, than to have it in an illegal way.

The DLPC (HRM ass1)

2009-07-06T10:04:00.000-07:00

I chose Davao Light Power and Company as the subject in the discussion with the HR practices. But before we discuss about the HR Practices, we will have a short views about the company.
Davao Light and Power Company is the third largest privately-owned electric utility in the Philippines. It holds the franchise for distributing electric power to Davao City, the largest city in the world in terms of land area, as well as Panabo City and the municipalities of Carmen, Dujali, and Sto. Tomas in Davao del Norte. On September 29, 2000, the franchise was renewed for another 25 years by virtue of Republic Act 8960.
In 2007, the company sold 1.333 billion kilowatt-hours to 247,341 customers with a peak demand of 245 megawatts (MW). Among the country’s most efficiently run power utilities, its systems loss rate of 8.13% is well below the government mandated cap of 9.50%.
Davao Light maintains a 53.8 MW standby diesel power plant with a capability of 40 MW for sustained operations. As needed, it is activated to stabilize voltage as well as augment the power supply of its primary generating sources. It makes use of a fully functional automated mapping and facilities management (AM/FM) system to track the location of electric distribution assets in its franchise. Also in place is a Supervisory Control and Data Acquisition (SCADA) system, a facility that allows remote real-time data gathering and control of equipment in all power substations.
High-end computers, sophisticated software, and other devices are being used to speed up meter reading, streamline billing, provide efficient and prompt response to customer inquiries, generate management information, and analyze electrical grid information.
Special attention has been devoted to improving Davao Light’s service standards. Innovative re-engineering efforts have cut down service cycle times. Outsourcing of tasks and reallocating manpower and other resources has allowed the utility to improve productivity while keeping costs relatively stable. Current efforts focus on teamwork, service excellence, professionalism, and innovation in preparation for a deregulated and competitive environment.
Now and in the future, Davao Light is committed to deliver reliable and efficient service at reasonable rates.
Education is Key to Success
The Philippines is known as the "human resource training institute of the Far East" because of its superb education system. After ten years of schooling in both English and Filipino, students at age eighteen may choose to attend one of the country’s fifty-five universities. To make such education as universally available as possible, the government and universities have established a broad scholarship system. The Department of Science and Technology (DOST), for example, emphasizes the importance of advanced technology and engineering. Thus, it offers 3,500 scholarships in the fields of science and mathematics. In this way, it can stimulate an increase in the number of graduates with master’s degrees in engineering and science.

The HR Practices
HR or Human resource Human resources is an increasingly broadening term with which an organization, or other human system describes the combination of traditionally administrative personnel functions with acquisition and application of skills, knowledge and experience, employee relations and resource planning at various levels. The field draws upon concepts developed in Industrial/Organizational Psychology and System Theory. Human resources has at least two related interpretations depending on context. The original usage derives from political economy and economics, where it was traditionally called labor, one of four factors of production although this perspective is changing as a function of new and ongoing research into more strategic approaches at national levels. This first usage is used more in terms of 'human resources development', and can go beyond just organizations to the level of nations. The more traditional usage within corporations and businesses refers to the individuals within a firm or agency, and to the portion of the organization that deals with hiring, firing, training, and other personnel issues, typically referred to as 'human resources management'. This article addresses both definitions.

The Benefits of Employees
DLPC have Basic Retirement Plan for the retirees, insurance plan for unwanted cases, health insurance for the healthy benefits. Each employee can avail a discount in every check up in their health status.
The rate of wages in the company is good, if you are a regular employee, you will have an increase of 1000.00 pesos each year, and every year they have a budget for their uniform.
They also have a program, the Team building which helps the new employee and old employees to spent time together in order to have better relationships. The company is particular to customer’s security and privacy, the same with the employees.
Each year the company celebrates its Christmas party, and the employees are given their
13th month pay.
If an employee is new, he or she will undergo the casual position, which means they have a 6 months contract to prove if they deserve the job, if they are deserving they will be a regular employee but if not then sorry to tell, they will be out(better luck next time).

The Filipino as an Employee
Filipinos are friendly and have a "laid-back" culture. They adopt an informal appearance, even in the workplace. They are at ease with walking into their superior’s office simply to have a conversation. On the other hand, they are sensitive to being reprimanded. They like to be treated with patience. Because they value a solid reputation and a good public image, it is shameful for them to be reprimanded in public. They respect a manager that is fair, respectful of their dignity, and willing to compromise. In return, they are trustworthy, dedicated, responsible, and productive workers.
Typical of Asian culture, Filipinos avoid conflict and confrontation. In order to avoid unsettling situations, they often rely on an intermediary or third party to convey their message. While in the United States this could be perceived as evasive, the Filipino is more comfortable avoiding conflict. They value harmony over their personal viewpoint and often remain silent in disagreement. Thus, harmony is preserved at the expense of their own creativity or initiative. They will follow a boss’s decision rather than create a stir by suggesting an alternative proposal.
Business is usually undertaken at a leisurely place. Unlike the United States and Europe, the Asians executive conducts business first by establishing a friendship and then building a professional relationship. The purpose of a business meeting is sandwiched between family and small talk, which is crucial to maintaining solid connections.

http://www.pacificbridge.com/publication.asp?id=10
http://en.wikipedia.org/wiki/Human_resources
http://www.davaolight.com/index.php?option=com_content&view=article&id=49&Itemid=70
http://www.pacificbridge.com/publication.asp?id=10

GH Office Depot (MIS ass2)

2009-07-06T08:55:00.000-07:00

GH Office Depot (IT/IS)
Uncertainties lie at the heart of business decision making in many different kinds of corporations. Should we take on a new product or business line? Will customers like the idea of using WAP-enabled phones to buy our products? Will the regulators allow us to take control of our biggest competitor? Should we distribute our products directly or trust an intermediary? Will ethical, regulatory or political changes blow a hole in one of our critical assumptions? These are some questions we commonly asked in building a business, but are we aware of the risks associated with business and IS/IT changes? We will try to figure things out…
The Company
GH Office Depot started at year 1995 by opening up a modest yet modern retail outfit. A supermarket-type of stationery store. The concept was overwhelming accepted by the general public. The retail outlet and network continue to grow and expand. Today, it is a big business outfit housed in a modern complex with all the convenient facilities and amenities.
The GH OFFICE DEPOT carries in its inventory more than 12,000 items of office items to serve its clients. The company keeps on updating and upgrading its list of items to cope up with the current trend in office management. And to serve its clients with the latest and most up-to-date office supplies and equipments.
We will first define the meaning of Information Technology (IT) and Information System, first Information Technology is "the study, design, development, implementation, support or management of computer-based information systems, particularly software applications and computer hardware."[1] IT deals with the use of electronic computers and computer software to convert, store, protect, process, transmit, and securely retrieve information. On the other hand, Information System (IS) refers to a system of people, data records and activities that process the data and information in an organization, and it includes the organization's manual and automated processes.
An information system is a collection of hardware, software, data, people, communications, and procedures that work together to produce quality information. The goal of an information system is to provide users with high-quality information so they can make effective decisions. An information system supports daily, short-term, and long-range activities of users. Some examples of users include store clerks, sales representatives, accountants, supervisors, managers, executives, and customers. The kinds and types of information that users need often change over time. As a system user in a business, you someday may participate in the modification of an existing system or the development of a new system. Thus, it is important that you understand the system development in business. Systems development is the activity of creating a new business system or modifying an existing business system. It refers to all aspects of the process -- from identifying problems to be solved or opportunities to be exploited to the implementation and refinement of the chosen solution. Whatever its scope and objectives, a new information system is an outgrowth of a process of organizational problem solving. A new information system is developed as a solution to some type of problem or set of problems the organization perceives it is facing. The problem may be one where managers and employees realize that the organization is not performing as well as expected, or it may come from the realization that the organization should take advantage of new opportunities to perform more successfully.

Changes occur for many reasons, but typically arise out of an operational or business need. For example, growth could require that additional or new infrastructure components be acquired and implemented, or regulatory changes can trigger modifications to operational and/or financial applications such as billing rates and taxes.
Information technology strategies are critical to business as they can deliver not only effective business operations, but also competitively differentiated products and services for firms. Yet many business and government enterprises have found their IT organizations to be misaligned with business strategies, or even worse, so dysfunctional that business values are actually destroyed instead of added.
The company it self uses different IT/IS practices in which helps the consumers and also its employees to do their tasks in a hassle free way.
Technology affects almost every aspect of our lives. Just look around you and you'll see how wired we are. Thanks to the Internet, virtually anything you desire can be delivered to your door in a matter of days. Personal information is more accessible over the Internet as well -- you can look up everything from a long-lost cousin to the registered sex offenders in your neighborhood. You can even trade stocks or file taxes online. Parents don't need to lose sleep waiting for their teenage daughter to come home -- they can just call her cell phone, or send an unobtrusive text, to check up.
But as much as our personal lives have changed, the business world has revolutionized almost beyond recognition in the past few decades. Technology -- and we mean the advances in communication and information technology -- has changed the face and the pace of business.
During our visit in GH Office Depot we asked many questions, as a conclusion to the data we g, as a conclusion to the data we gathered, here are details. GH Office Depot’s Information Technology supervisor said that he started to work in the company since 2005, he develop the system that they are currently using in 1 year. He also told us that internet helps their company a lot, because the owner of the company is always outside the country and he can always monitor the company through the use of internet.
Reflection:
In my own opinion, the changes in Information Technology (IT) and Information Systems (IS) have a lot of advantages, some of the advantages are that we can access easily to each other through the use of internet, we can develop systems that can ease the employee’s works for example is the point of sales system which helps the cashiers to compute the sales in the easiest way. If there are advantages, I think there are also some disadvantages just like the security of the site or the computer units in that company are infected with viruses. Viruses are big threat in today’s evolution of technology most especially in the field of Information Technology and in developing systems.

Sources:
http://communication.howstuffworks.com/technology-changed-business.htm
http://ghofficedepot.com/about.htm
http://www.mossadams.com/press/documents/yardley-damon-nwppa.pdf
http://www.flint.umich.edu/~weli/courses/bus181/notes/chapter3.pdf
http://www.erisk.com/Learning/JigSaw/BusinessRisk.asp#8

local orgz...^-^

2009-06-24T20:02:00.000-07:00

Based on my options for the said Local Organizations I came up with these companies:

Octagon Computer Store

Computer hardware and software, consumer electronics, and communications product superstore offering the widest product selectionsave big on all the name brand electronics you need, like notebooks & PCs, TVs, digital cameras, and MP3 players.DAVAO-Lizada (082)221-0082 Door 12 Ferbee & Sons Bldg. Monteverde Ave, cor Lizada Streets DV7 (082)221-0081 Davao City, Davao del SurDAVAO-Lizada (082)221-0082 Door 12 Ferbee & Sons Bldg. Monteverde Ave, cor Lizada Streets DV7 (082)221-0081 Davao City, Davao del Sur
Established in 1982 as a retailer of IT products, OctagonComputer Superstore has grown rapidly from a singlechannel to a vast number of superstores and chain storesnationwide. This is evident by the Management Team’sphilosophy of creating awareness on the latestadvancements in Information Technology and makingthem available to the public. With a sound understanding of consumer needs and industry trends, the management team is well-positioned to steer the direction of the company.Our existence nationwide merely shows company’sgrowth beyond expectations. It has more than a hundredretail stores situated in most shopping malls covering 70 key cities in the Philippines. It currently has a work force of more than a thousand employees.Octagon, being one of the fastest growing retail stores,offers a diverse range of genuine and high quality ITproducts at a reasonable price, coupled with customersatisfaction through good service, it has been ingrained inpeople’s mind that for any computer or electronics need,“Octagon is the place to be.” Octagon delivers InformationTechnology to the people with its network of branches thatcover most of the Philippines archipelago. Through theseefforts, Octagon is renowned as the biggest and largestcomputer retailer in the Philippines.Through the years, Octagon’s presence in the IT markethas created an enviable reputation. Currently, thecompany ranks as the top IT reseller in the Philippinemarket. To date, with over 100 branches in place,Octagon Computer Superstore is continually growingtoward its goal of “Nationwide Reach, Nationwide Service”.

Octagon offers lots of products:
Desktop Computers
Graphic Cards
Storage Device
Memory
Notebooks
Monitors
Mother Board
Networking Products
Power Protection
Printers
Processors
Projectors
Scanners
Speakers
Accessories

Sources:
http://www.octagon.weblanpro.org/products.htm

Regency Inn
“A Grandiose stay in the heart of Business Davao ”
Regency Inn gives new meaning to affordability and elegance. A business hotel that gives you total satisfaction from day one. With its modern facilities, amenities, highly-trained staff and a commitment to quality of service, we make it our goal that your stay with us is grandly pleasing and exquisitely satisfying.With personalized attendance fit only for kings, you may accessibly request for services at a touch of a button.

The entire Business Center offers computer and printer rentals, typing and desktop publishing, secretarial work, fax transmittals, and internet access. Virtually everything you ever need to meet your business and personal demands in a one-stop shop.

Stately designed with a majestic ambience, our Single Standard, Twin de Luxe, Double de Luxe and Suite Rooms reflect refined luxury and outmost comfort. Best of all, we provide you with a homey atmosphere after a hard day's work or a tour around the metropolis.
The Octane Restobar is a designated WIFI Hot Spot use for checking e-mails and surfing the net. It also features a sumptuous array of local and foreign cuisine served in every imaginable way. Feast on your favorite dish with your choice of spirits and experience the simple joy of dining the royal way. Savor the blend of Oriental delicacies and Western gastronomic delights prepared to suit your discriminating palates.

Regency Inn boasts of its modern facilities like two high speed elevators, structured cabling, comprehensive fire protection and PABX system, room card key system, WIFI Hot Spot, individually controlled air conditioned rooms, cable television, hot and cold shower and back-up generator systems in case of power failure. Truly, the best choice for enjoying your stay in the center of business Davao.

Organize a grand convention or a simple gathering with style. A relaxed and conducive atmosphere where you can engage in meetings, weddings, debuts, parties or product launchings with fully-equipped function rooms that can easily accommodate up to 500 people. Indeed, the perfect venue for that momentous and important event.

AMENITIES INCLUDES:

• 83 individual controlled air - conditioned and carpeted rooms.

• Rooms are equipped with remote control cable television sets

• PABX Telephone System

• Hot & Cold Shower

• Room Card Key System

• Comprehensive Fire Alarm System

• Two High Speed Elevators

• Stand by Generators

• Shuttle Service

• Business Center

• Internet Access• Laundry & Pressing

• Mailing & Safekeeping

• Wi-fi Hot Spot

• Octane Resto Bar

• Camelot, Buckingham, Lancaster, Kensington and Windsor function rooms

• Spacious parking space at the basement

Location
THE REGENCY INN Villa Abrille St.,

8000 Davao City Philippines

Tel. No.: (63-82) 227-7777(63-82)

300-0888Fax No.:(63-82) 227-4333

E-Mail: regency@regencyinndavao.com

Source:
http://www.regencyinndavao.com/contactus.php

Reflection on d' first day...^-^

2009-06-22T10:32:00.000-07:00

Start of the new semester June 18, 2009 afternoon, 1:00-2:30 again we need to go to school(Engineering building room 505 ). For our first meeting in MIS 1 or Management Information System 1 under Dr. Randy S. Gamboa we really need to come to school early. Same as usual, he would come to school early, he will wait until it is time for him to start the class mad discuss with us. We start our class by a prayer lead by Ariel Serenado and it also ends with a prayer which lead by me. I think it helps a lot when we pray before and after class so that we will be guided in our discussions. We had a great time during our discussion, it was been a long time since we were handled by him and I think most of us misses his jokes. First he asked the USeP( Tagum campus) students and the late comers to stand in front so that they can introduce their self to us and to entertain us with their hidden talents. It was in the discussion time when he begins to ask our opinion about MIS 1 (Management Information System 1). We have learned the key activities in Management Information System 1 which he called P D O C or the Planning, Directing, Organizing and controlling, he said these activities are necessary in MIS. We dissect the the subject title, Management Information System 1, first the word Management he said that it pertains to the P D O C which are the Planning, organizing, directing and controlling the operation, Then the word Information which states about informing, lastly the word System which includes the orderly arrangement according to some common principles or rules, or a plan of doing something.

The Management Information System 1 has its components, the hardware, software and the people ware. But he asked us, how we could further explain this formula:

MIS = software + hardware + people ware

Hardware - is a general term that refers to the physical artifacts of a technology. It may also mean the physical components of a computer system, in the form of computer hardware.

Software - Computer software is often regarded as anything but hardware, meaning that the "hard" are the parts that are tangible while the "soft" part is the intangible objects inside the computer. Software encompasses an extremely wide array of products and technologies developed using different techniques like progr amming languages, scripting languages or even microcode or a FPGA state. The types of software include web pages developed by technologies like HTML, PHP, Perl, JSP, ASP.NET, XML, and desktop applications like Microsoft Word, OpenOffice developed by technologies like C, C++, Java, C#, etc. Software usually runs on an underlying software operating systems such as the Microsoft Windows or Linux. Software also includes video games and the logic systems of modern consumer devices such as automobiles, televisions, toasters, etc.

People ware -People ware is a term used to refer to one of the three core aspects of computer technology: hardware, software, and people ware. People ware can refer to anything that has to do with the role of people in the development or use of computer software and hardware systems, including such issues as developer productivity, teamwork, group dynamics, the psychology of programming, project management, organizational factors, human interface design, and human-machine-interaction

If the people ware controls the software and the hardware? Who controls the people ware? Many of us said that it is also the person it self who controls him/her self. I think it is correct because we all know that human is the most intelligent creation of God and only human can do m such things. Due to my curiosity, I try to research about MIS: these are the things that I have learned……

An 'MIS' is a planned system of the collecting, processing, storing and disseminating data in the form of information needed to carry out the functions of management. In a way it is a documented report of the activities those were planned and executed. According to Philip Kotler "A marketing information system consists of people, equipment, and procedures to gather, sort, analyze, evaluate, and distribute needed, timely, and accurate information to marketing decision makers."The terms MIS and information system are often confused. Information systems include systems that are not intended for decision making. The area of study called MIS is sometimes referred to, in a restrictive sense, as information technology management. That area of study should not be confused with computer science. IT service management is a practitioner-focused discipline. MIS has also some differences with Enterprise Resource Planning (ERP) as ERP incorporates elements that are not necessarily focused on decision support.

Based on http://en.wikipedia.org/wiki/Management_information_system#Overview

MIS (management information systems) is a general term for the computer systems in an enterprise that provide information about its business operations. It's also used to refer to the people who manage these systems. Typically, in a large corporation, "MIS" or the "MIS department" refers to a central or centrally-coordinated system of computer expertise and management, often including mainframe systems but also including by extension the corporation's entire network of computer resources.

Based on http://searchdatacenter.techtarget.com/sDefinition/0,,sid80_gci214098,00.html

After the discussions we are assigned to do many things. The preparation for our final paper, the reports, and creating our blog. I think it is really interesting to do those things hope we can make it in time.

Let us talk about the expectations, in this subject I expect it to more difficult that the other subject. In my professor, I think he could be nice to us (based on my past subjects under him) and based on what he said he is not a professor he is a facilitator. I hope he will extend his patience when it comes to noise.

I think I have shared the things that we had discussed on that day; I hope this will serve as a good start for this subject and a better relationship between the students and the facilitator.

God bless...^-^

IS Leadership Roles

2009-06-22T07:05:00.000-07:00

Six IS leadership roles (CSC, 1996)

1. Chief architect. The chief architect designs future possibilities for the business. The primary work of the chief architect is to design and evolve the IT infrastructure so that it will expand the range of future possibilities for the business, not define specific business outcomes. The infrastructure should provide not just today's technical services, such as networking, databases and desktop operating systems, but an increasing range of business-level services, such as workflow, portfolio management, scheduling, and specific business components or objects.
2. Change leader. The change leader orchestrates resources to achieve optimal implementation of the future. The essential role of the change leader is to orchestrate all those resources that will be needed to execute the change program. This includes providing new IT tools, but it also involves putting in the place teams of people who can redesign roles, jobs and workflow, who can change beliefs about the company and the work people do, and who understand human nature and can develop incentive systems to coax people into new and different behaviors.
3. Product developer. The product developer helps define the company’s place in the emerging digital economy. For example, a product developer might recognize the potential for performing key business processes (perhaps order fulfillment, purchasing or delivering customer support) over electronic linkages such as the Internet. The product developer must "sell" the idea to a business partner, and together they can set up and evaluate business experiments, which are initially operated out of IS. Whether the new methods are adopted or not, the company will learn from the experiments and so move closer to commercial success in emerging
digital markets.
4. Technology provocateur. The technology provocateur embeds IT into the business strategy. The technology provocateur works with senior business executives to bring IT and realities of the IT marketplace to bear on the formation of strategy for the business.
The technology provocateur is a senior business executive who understands both the business and IT at a deep enough level to integrate the two perspectives in discussions about the future course of the business. Technology provocateurs have a wealth of experience in IS disciplines, so they understand at a fundamental level the capabilities of IT and how IT impacts the business.
5. Coach. The coach teaches people to acquire the skillsets they will need for the future. Coaches have to basic responsibilities: teaching people how to learn, so that they can become self-sufficient, and providing team leaders with staff able to do the IT-related work of the business. A mechanism that assists both is the center of excellence - a small group of people with a particular
competence or skill, with a coach responsible for their growth and development. Coaches are solid practitioners of the competence that they will be coaching, but need not be the best at it in the company.
6. Chief operating strategist. The chief operating strategist invents the future with senior management. The chief operating strategist is the top IS executive who is focused on the future agenda of the IS organization. The strategist has parallel responsibilities related to helping the business design the future, and then delivering it. The most important, and least understood, parts of the role have to do with the interpretation of new technologies and the IT marketplace, and the bringing of this understanding into the development of the digital business strategy for the organization.

Source:

csdl2.computer.org/comp/proceedings/hicss/2000/0493/07/04937055.pdf

Managerial Roles by Mintzberg

2009-06-22T06:03:00.000-07:00

The Managerial Roles

Managers must wear many different hats in formulating and implementing task activities related to their positions. In an attempt to understand the diversity of hats managers must wear, Henry Mintzberg examined managerial activities on a daily basis. His study enabled him to identify ten different but, coordinated sets of behavior, or roles, that managers assume. These ten roles can be separated into three general groupings: interpersonal roles, informational roles, and decisional roles.

INTERPERSONAL ROLES - Three of the manager's roles come into play when the manager must engage in interpersonal relationships. The three roles of figurehead, leader, and liaison are each necessary under differing circumstances. Adopting one or another of the three interpersonal roles is made easier by the formal authority the manager obtains from the organization.The figurehead role is enacted when activity of a ceremonial nature is required within the organization. A baseball manager attending a minor league all-star game, the head chef of a prominent restaurant greeting customers at the door, and the president of a bank congratulating a new group of trainees are all examples of the figurehead role. While the figurehead role is routine, with little serious communication and no important decision making, its importance should not be overlooked. At the interpersonal level, it provides members and non-members alike with a sense of what the organization is about and the type of people the organization recruits.The second interpersonal role, the leader role, involves the coordination and control of the work of the manager's subordinates. The leader role may be exercised in a direct or an indirect manner. Hiring, training, and motivating may all require direct contact with subordinates. However, establishing expectations regarding work quality, decision-making responsibility, or time commitments to the job are all outcomes of the leader role that are indirectly related to subordinates.Quite often, managers are required to obtain information or resources outside their authority. The liaison role is enacted when managers make contact with other individuals, who may or may not reside in the organization, in order to complete the work performed by their departments or work units. An auto assembly plant supervisor may telephone a tire supplier to determine the amount of inventory available for next week; a prosecuting attorney may meet with the presiding judge and defense attorney to discuss the use of motions and evidence in a libel trial; or a college professor may meet with professors in a separate department on campus to obtain information on a prospective doctoral student. Ultimately, the liaison role enables a manager to develop a network for obtaining external information which can be useful for completing current and future work activities.

INFORMATIONAL ROLES - Monitor, disseminator, and spokesperson are the three informational roles that a manager may assume. These informational roles are created as a result of enacting the set of interpersonal roles already described. A network of interpersonal contacts with both subordinates and individuals outside the work unit serves to establish the manager as an informational nerve center of the unit, responsible for gathering, receiving, and transmitting information that concerns members of the work unit.A manager assumes the monitor role by continually scanning the environment for information or activities and events that may identify opportunities or threats to the functioning of the work unit. Much of the manager's gathering of information is achieved through the network of contacts that has been established through the interpersonal roles. Hearing small talk at a banquet about a competitor's planned marketing program, learning through casual conversation at a ball game about the negative medical evaluation of an unsigned ball player, or daily reading of a business periodical are all examples of the kinds of information gathering involved in the monitor role.The information a manager gathers as a monitor must be evaluated and transmitted as appropriate to members of the organization. The transmittal of information by a manager activates the disseminator role. Privileged information may be disseminated to subordinates, peers, or superiors in the organization. The manager may inform the marketing vice-president about the specific marketing strategy a competitor is planning to implement. A baseball manager may inform the team owner that an impending trade should be canceled because of the unfavorable medical report on one of the players. Or reading The Wall Street Journal may inform the manager that a shipping strike is looming and thus enable her to inform subordinates that temporary layoffs may occur next month. Occasionally, a manager must assume the spokesperson role by speaking on behalf of the work unit to people inside or outside the organization. This might involve lobbying for critical resources or appealing to individuals who have influence on activities that affect the work unit. A top manager asking the board of directors to keep the work unit together during a reorganization period or a corporate president speaking to a college audience on the role the company plays in education would both constitute engaging in the spokesperson role.

DECISIONAL ROLES - Both interpersonal and informational roles are really preludes to what are often considered to be a manager's most important set of roles: the decisional roles of entrepreneur, disturbance handler, resource allocator, and negotiator.The entrepreneur role comes into action when the manager seeks to improve the work unit. This can be accomplished by adapting new techniques to fit a particular situation or modifying old techniques to improve individual or group activity. Managers usually learn of new or innovative methods through information gathered in the monitor role. As a result, a supervisor purchases a new kiln which will shorten the drying process for ceramic tiles; a director of a youth club trains staff in the use of personal computers to increase file access; or a president establishes a new pension plan to improve employee morale.Whereas the entrepreneur role establishes the manager as the initiator of change, the disturbance handler role establishes the manager as a responder to change. Organizations, unfortunately, do not run so smoothly that managers are never called upon to respond to unwelcome pressures. In these cases, the manager is required to act quickly to bring stability back to the organization. A law partner must settle a disagreement among associates in the firm on who will present a case before a judge; a personnel director must negotiate with striking employees dissatisfied with the procedures for laying off employees; or a cannery first-line manager must respond to a sudden shortage of cans used to package perishable fruit because the supplier has reneged on a contract.When a manager is placed in the position of having to decide to whom and in what quantity resources will be dispensed, the resource allocator role is assumed. Resources may include money, time, power, equipment, or people. During periods of resource abundance, this role can be easily performed by a manager. In most cases, however, organizations operate under conditions of resource scarcity; thus, decisions on the allocation of resources can be critical for the success of the work unit, division, or organization. As a decision maker, the manager must strive not only to appropriately match resources with subordinates but also to ensure that the distribution of resources is coordinated to effectively complete the task to be performed. An office manager must provide secretaries with appropriate equipment to generate and duplicate documents. A manager of a fast-food restaurant must coordinate work shifts to have the maximum number of employees working during the lunch hour. Corporate presidents may provide their administrative assistants with decision-making responsibility for day-to-day matters.In addition to decisions concerning organizational changes, disturbances, and resources, the manager must enact a negotiator role. The process of negotiation is possible only when an individual has the authority to commit organizational resources. Hence, as managers move up the managerial hierarchy and obtain control over more resources, they become more involved in the negotiator role. For example, the president of a record company may be called in to discuss terms of a possible contract with a major rock group; a production manager must negotiate with the personnel department to obtain employees with specialized skills; or a college dean must negotiate with department heads over course offerings and the number of faculty to be hired.The relative emphasis a manager places on these ten roles is highly dependent on the manager's authority and status in the organization. Length of time on the job, position in the management hierarchy, goals of the subunit to be achieved, and skills the manager possesses all play a part in determining which roles are more prominent than others at any given time. For instance, a marketing manager is more likely to emphasize the interpersonal roles because of the importance of personal contact in the marketing process. A financial manager, charged with responsibility for the economic efficiency of the organization, will probably focus on the decisional roles. A staff manager, or a manager who performs in an advisory capacity, is likely to be more heavily involved in the informational roles. Regardless of the differences that may occur, however, all managers enact interpersonal, informational, and decisional roles while performing their tasks.Effectively managing an organization is a demanding task. Managers not only must develop skills related to the functional areas of management but also must learn how to integrate these activities. What makes this process demanding is that events and activities external and internal to an organization can radically change the techniques and methods managers must use in order to arrive at successful outcomes. Managers cannot afford to be limited in their view of management, nor can they simply rely on how things were done in the past.Even the most seasoned and successful managers are prone to mistakes. However, a more complete knowledge of the managerial process can reduce the chances of mistakes that will have dire consequences for an organization. Such knowledge may help managers to better plan, organize and staff, direct, and control organization activities within the context of their organization.

Source:

http://www.en.articlesgratuits.com/managerial-roles-id1587.php

happy dappy...

2009-06-20T08:17:00.000-07:00

first post nako now....

mra pud ug true noh? heheheh

i hab it na jud...

tenk you lord...

labyu jud...

tnx pud sa kay sam and lourds..

your d best...wew..

mwa mwa....