Disciplinary Actions From the Employee Perspective

Disciplinary Actions From the Employee Perspective Background to the Study Managing a group of people in a workplace is a complex task. Organizational leaders are familiar with the complexities that are innate in handling an organization. An example of a difficult inevitable occurrence in managing an organization is conflict. It represents a struggle between two opposing ideas. With this existence, conflicts between a manager and an employee are most likely a continuous encounter in the workplace. Ensuring a sound relationship between the management and employees depends upon how it is regulated by the manager. One of the conditions for maintaining such relationship is that employees should uphold a particular performance and behavioral standards. (Jegadeesan G, 2008). Should the employees do not comply with these standards, it is assumed that disciplinary measures are enforced to improve their performance and maintain the healthy relationship. However, if the employees do not agree with the manner of implementing disciplinary actions, it can have an adverse effect on the rapport between the manager and the employees. It is believed that the most unpleasant role of an organizational leader is to institute a disciplinary action to an erring employee (Franklin and Pagan, 2006). Although the goal is to modify the employees undesirable behaviors, their decisions are often subjected to opposing personal interpretations. At STI, the organizational relationship is directed by the general policies provided by the STI Educational Services group to its member schools through the school administrators. A disciplinary action is instituted to employees who failed to meet the rules, meriting the imposition of a penalty. The schools disciplinary guideline values the use of a progressive and positive discipline, which aims to correct the behavior of its employees. It is imposed to the offending employee after the disciplinary committee has made their final verdict. In my experiences as a member of the disciplinary committee, I have observed that employees, whether they are recipients or observers of disciplinary actions, have various opinions with regard to our disciplinary practices. These opinions need to be examined and scrutinized in order to identify possible disorders that may complicate the organizational stability. Nature of the Problem It is the purpose of a disciplinary process to preserve a healthy relationship between employees and managers for an organization to perform well. Both parties are expected to abide by the prevailing regulations. Disciplinary policies are in place to serve as a guide to an orderly conduct in the workplace in order to achieve the organizational goal. (Gatchalian and Lumiqued, 2005). The situation in which the employee commits misbehavior may vary in the same way that the manager may also handle an individual situation in different ways that is commensurate to the situation. However, the method in which the manager executes the disciplinary action may produce various opinions from the employees. It can go with or contradict with the managers perception. These opinions should not be taken for granted for it may result to future problems in the organizational relationship. The credibility of the disciplinary process should be maintained in order to preserve the strong rapport between the manager and the employees. In order to verify the credibility of the process, it is necessary to identify the perspective of the employees about the disciplinary process. While several studies have been made about proper control of employee misconducts, little is known about how disciplined employees react about the implementation of the disciplinary systems. (Greer and Labig, 1987). It is on this premise that I am convinced to explore this topic more extensively using a qualitative method to examine how disciplined employees actually think and feel about the discipline experiences. This study will consist of the exploration and description of the employees experience of disciplinary procedures at STI College Koronadal City Inc. After determining their views, problem areas will be identified for use as basis in improving disciplinary practices in the workplace. Statement of the Problem General: How do employees view the disciplinary process at STI College Koronadal City Inc.? Specific: What are the disciplinary practices implemented in the workplace? What are the different opinions of employees about the way the disciplinary actions are implemented? What are the preferences of employees in relation to the process of investigating employee misconduct? Significance of the Study For the school administrators, the information from this study can be used in identifying the loopholes and problem areas in developing a strategic plan for the improvement of employee discipline practices in the workplace. For the supervisors/managers, The information from this study can be used to direct the choice of relevant strategies to be implemented. For researchers, the result of this study will also add to the current facts and provide a general source for further research on the topic. Scope and Limitation of the Study This study will use the exploratory method to describe the views of employees about the disciplinary practices at STI College Koronadal City Inc. The reactions will be measured primarily through interviews and document reviews. It will be limited to rank and file employees. Such constraints will permit the researcher to employ a thorough exploration of the problems abovementioned. Chapter 2 Review of Related Literature Employee Discipline Despite the motivational training programs and development of positive work settings, it is believed that not all employees perform according to the acceptable behaviors set by the organization (Hughes, and Tomkiewicz, 1992). The occurrence of organizational misbehaviors is dependent on the opinions of employees towards the organization. If they believe that their organization is fair, it is unlikely that employees will commit misbehaviors (De Schrijver, Delbeke, Maesschalck and Pleysier, 2010).Discipline is an action that must be constantly exercised to rehabilitate employees misbehavior due to violation of work policy and standards. Disciplinary guidelines are used for maintaining the work standard that must be imparted to employees through proper communication. Employee disciplinary processes has transformed over time. In the pursuit of improving these practices, it has evolved from the traditional to the modern systems. The traditional autocratic imposition of punishment has transformed into new methods, where the non-compliant employee is given a chance to improve his behavior. Progressive and positive discipline is one of the modern disciplinary systems that use counseling instead of penalty. Its primary goal is to help the employee acknowledge the faults in his or her performance and is given the chance to improve it. (Chimezie, Osigweh, and Hutchison, 2006). Disciplinary Practices One of the most significant functions of a manager is to make disciplinary decisions. Most managers possibly consider that it is biased to discipline employees for outcomes over which they have no control. The probable significant factor in the decision-making process is attributions, which possibly of particular importance to the managers who value fairness. (Judge and Martocchio, 1995). Managers employ varied procedures in making their decisions when addressing disciplinary cases. By employing a policy-capturing approach, Klaas and Wheeler (1990) pointed out three factors that have possible contribution to the cause of disciplinary problem such as managerial provocation, personal problems and tenure. Environmental occurrences such as economic, institutional and hierarchical were also considered. It was found out that the institutional factor has the largest effect on personnel managers decision. On the other hand, personal problems, tenure, and the economic implications of the decision had more limited influence on managerial decisions. Using the same approach, the results of another study made by Klaas and Wheeler (1992), showed that there is a relative importance of the social and institutional standards to the disciplinary decisions made by supervisors. The findings were based on the six factors used as basis in making disciplinary decisions. These factors were i dentified as performance decrement, documented warning, waiver, tenure, past performance, and the manner of the employee. The effects of these factors were scrutinized to gather perceptions as to the extent to which key social and institutional standards influence disciplinary decisions and subsequently develop nascent rights for employees. For Franklin and Pagan (2003), their study on the variation in the practice of employee discipline, showed that issues such as sector, existence of unions, human resource department support have impact on the managers decision in choosing disciplinary approaches on the assumption that the organizations uses consistency in their use of disciplinary actions. The existence of some of the abovementioned issues motivate the managers to conform to formal disciplinary policy. In another study, Franklin and Pagan (2006) posited culture as an influential factor in making disciplinary decisions. They presented two groups of factors that have causal effects on discipline practices: Tangible and intangible factors. The former describes the formal practices the organization wishes to follow and the latter provide indications why informal strategies appear as successful practices for getting things done. A recommended hypothesis using the idea of organizational culture was suggested to confirm the validity of the supposed influence of culture on decisions pertaining to employee discipline. Disciplinary Experiences in the workplace Greer and Labig (1987) stated that limited researches were made about employee reactions to disciplinary actions. Their exploratory study about employee reactions to disciplinary actions revealed that the manner in which the disciplinary action is instituted seems to greatly influence emotional response and affect the manager-employee relationship. The foregoing positive relationship will seem to deteriorate due to the implementation of a disciplinary action. However, when the discipline is instituted in a pleasant way, it is unlikely that adverse employee reactions will occur. In a qualitative study made by Atwater, Leanne E., Waldman, David A., Carey James A., and Cartier, Priscilla. (2001), on recipients and observers of disciplinary process, results showed a positive perception about discipline from the two categorized groups but they may also lose respect for the one who instituted the discipline, following development of negative attitudes towards the organization as a result of the discipline. They have also the tendency to regard the experience as unfair, when it is used for informal rather than to formal rule violations. In the exploratory study using the internal dynamics of disciplinary process made by Rollinson, Handley, Hook and Foot (2007) about The Disciplinary Experience and its Effects on Behavior, it was tentatively concluded that half of those formally disciplined will internalize the rules and the other half have the inclinations of breaking the rules. These behaviors were said to be caused by first; conditioning by punishment paradigm, where punishment stimuli is ineffective in influencing the behavior. The second cause is attributed to the managerial styles that have created impressions of motives of retaliation on the disciplined person. Suggestive Definition Alternative Investigation : refers to other possible choices in conducting inquiry Process about disciplinary problems. Causes of Misbehavior : refers to the reasons why a an organizational misbehavior is committed. Discipline : refers to the state of employee self-control and orderly conduct observed in an organization. Disciplinary action : refers to the act of implementing a corrective measures to an employee who has committed an organizational misbehavior. Disciplinary attitudes : refers to the outlook of an employee towards discipline. Disciplinary experiences : refers to an exposure or observation of a person to a disciplinary action. Disciplinary process : refers to the period between the recording of misbehavior and the decision at a disciplinary committee hearing. Organizational Misbehavior : are actions by organizational members that violates the organizational and social norms. Progressive discipline : a procedure in which harder penalties is implemented for repeated disciplinary misconducts. It usually starts with an oral warning, then written warning, followed by suspension and finally dismissal. Chapter 3 Research Design This study will use a phenomenological research method to present and interpret the data which will prevent and control possible biases. It will explore and describe the employees experiences of disciplinary procedures at STI College Koronadal City Inc. A literature review of on the views of Employee Discipline, and studies about Disciplinary Practices and Disciplinary Experiences in the workplace will be done. From this review, this study will identify the premise of the disciplinary process which will form the bases of the questions for the interview. The opinions of employees about progressive disciplinary approach such as warning, reprimand and suspension will be given emphasis. Moreover, pertinent data sources such as STI disciplinary rules, government legislations and observations made during interviews will also be considered. Locale of the Study The study will be conducted at STI College Koronadal City Inc. because the respondents are employees of this educational organization. It runs under a franchising agreement with the STI Educational Services Group. The organization started its operation as an education center in 1998 and became a full college in 2009. This organization has two branches; the main branch is located at Koronadal City and the other at Tacurong City. Currently, it has 70 employees and more than a thousand students in both TESDA and CHED Programs. Respondents and Sampling The respondents of the study are those employees holding the rank and file positions who are recipients and observers of the disciplinary procedures practiced in the organization. Since these employees are not in managerial positions, they are normally susceptible for exposure to the disciplinary process. The views of employees about progressive disciplinary approach such as warning, reprimand and suspension will be given importance in the study. Data Collection Strategies The primary instrument to be used in this study will be an interview protocol which I will develop. Two employees who have experiences of disciplinary procedure and two employees who are observers of the disciplinary procedure will be invited to an interview. The questions will be open-ended so that it will lessen any guiding of the participants responses. There will be reminders to be prepared for the questions to guarantee that detailed idea of the research questions will be addressed. Important data sources will also be considered for the purpose of the study, such as document reviews and field notes recorded from observations taken during the interviews. All interviews will be recorded using an MP3 recorder. Individual recorded interviews will be extracted from the MP3 recorder and then electronically stored into a computers hard drive. Folders will be created with proper labels which will contain the individual recordings. After each interview, the recordings will be played and then transcribed. Field notes will also be transcribed and stored in the same manner as the recorded audio interviews (Groenewald, 2004). Data Analysis Initially, the data will be recorded using an interview protocol. The audio recordings of the interview will be repeatedly played and then transcribed and reviewed to get the main idea. The interesting information in the interview will be analyzed to determine its underlying meaning. Ideas will be noted and will be transformed into themes which reflect their meaning. This process will be repeated for all interviews. Similar themes will be compiled and grouped together (Groenewald, 2004). References: Atwater, Leanne E., Waldman, David A., Carey James A., and Cartier, Priscilla. Recipient and observer reactions to discipline: are managers experiencing wishful thinking? [Abstract]. Journal of Organizational Behavior volume 22, issue 3, pages 249 270, May 2001 Article first published online: 20 APR 2001 DOI:ÂÂ  10.1002/job.67 retrieved March 7, 2011. http://onlinelibrary.wiley.com/doi/10.1002/job.67/abstract Chimezie A. B. Osigweh Yg. and William R. Hutchison .Positive discipline Human Resource Management Volume 28, Issue 3, autumn (fall) 1989, Pages: 367-383, Article first published online: 2 NOV 2006, DOI:ÂÂ  10.1002/hrm.3930280306. Retrieved March 7, 2011 from http://onlinelibrary.wiley.com/doi/10.1002/hrm.3930280306/abstract Cooke, Hannah. Examining the disciplinary process in nursing: a case study approach. [Abstract]. Work Employment Society December 2006 vol. 20 no. 4 687-707, doi: 10.1177/0950017006069809. Retrieved March 7, 2011 from http://wes.sagepub.com/content/20/4/687.abstrac De Schrijver, Annelies ; Delbeke, Karlien; Maesschalck, Jeroen ; Pleysier, Stefaan .Fairness Perceptions and Organizational Misbehavior: An Empirical Study [Abstract]. The American Review of Public Administration May 3, 2010 Published online before print May 3, 2010, doi: 10.1177/0275074010363742.Retrieved March 24, 2011. http://arp.sagepub.com/content/early/2010/02/14/0275074010363742.abstract?rss=1 Franklin, Aimee L. and Pagan, Javier F. Organization Culture as an Explanation for Employee Discipline Practices: [Abstract].Review of Public Personnel Administration March 2006 vol. 26 no.1 52-73, DOI:10.1177/0734371X05277335.Retrieved March 3, 2011 from http://rop.sagepub.com/content/26/1/52.abstract Franklin, Aimee L. and Pagan, Javier F. Understanding Variation in the Practice of Employee Discipline: The Perspective of the First-Line Supervisor [Abstract].Review of Public Personnel Administration March 2003 vol. 23 no. 1 61-77, doi: 10.1177/0734371X02250113 .Retrieved March 3, 2011 from http://rop.sagepub.com/content/23/1/61.abstract Gatchalian, Ramon M. and Lumiqued, Richard (2005). Employee Discipline and Dismissal: Basis, Laws, Jurisprudence and Best Practices).Quezon City: Central Print on Demand Greer, Charles R. and Labig, Chalmer E. Employee Reactions to Disciplinary Action [Abstract] HumanRelations August 1987 vol. 40 no. 8 507-524, doi:10.1177/001872678704000803. Retrieved March 3, 2011 from http://hum.sagepub.com/content/40/8/507.abstract Groenewald, Thomas. A phenomenological research design illustrated. International Journal of Qualitative Methods, 3(1). Article 4. 2004. Retrieved March 25, 2011from http://www.ualberta.ca/~iiqm/backissues/3_1/html/groenewald.html Hughes, R. Eugene, Tomkiewicz, Joseph M. Discipline in Response to Unacceptable Performance: Barriers to Access in Academic Organizations [Abstract]. International Journal of Educational Management Volume: 6 Issue: 5 1992. DOI: 10.1108/09513549210015807 Retrieved March 21, 2011. http://www.emeraldinsight.com/journals.htm?articleid=838503 Jegadeesan G (2008, April 25). Employee Discipline [Review of the book Employee Discipline-Concepts and Issues]. Flipkart.com Retrieved from http://www.flipkart.com/employee-discipline-concepts-issues-jegadeesan-book-8131419045 Judge, Timoth A. and Martocchio, Joseph J. The role of fairness orientation and supervisor attributions in absence disciplinary decisions. Journal of Business and Psychology, 1995, Volume 10, Number 1, Pages 115-137. DOI: 10.1007/BF02249274 .Retrieved March 25, 2011 from http://www.springerlink.com/content/ykn712n0q742847l/ Klaas, Brian S and Wheeler Hoyt N. Managerial Decision making about employee discipline: A Policy Capturing Approach [Abstract]. Personal Psychology volume 43 issue 117-134, March 1990.Article first published online: 7 DEC 2006, DOI:ÂÂ  10.1111/j.1744-6570.1990.tb02009.x. Retrieved March 6, 2011 from http://onlinelibrary.wiley.com/doi/10.1111/j.1744-6570.1990.tb02009.x/abstract Klaas, Brian S. and Wheeler Hoyt N. Supervisors and their response to poor performance: A study of disciplinary decision making [Abstract]. Employee Responsibilities and Rights Journal Volume 5, Number 4, 339-355, 1992. DOI: 10.1007/BF01388309. Retrieved March 24, 2011. http://www.springerlink.com/content/tk761l0717636750/ Noe, D.P. The Role of Managers in Initiating Disciplinary Actions to Employees: Helium General Management. March 24, 2010. Retrieved March 21, 2011 from http://www.helium.com/items/1782898-management-and-disciplinary-action-with-employees Rollinson, Derek, Handley, Janet, Hook, Caroline, Foot Margaret. The Disciplinary Experience and its Effects on Behavior: An Exploratory Study [Abstract]. Work Employment Society June 1997 vol. 11 no. 2 283-311 doi: 10.1177/0950017097112005. Retrieved March 12, 2011. http://wes.sagepub.com/content/11/2/283.abstract

Taking Sides Essay

Taking Sides Essay Fonseca, Ricardo English Period 5 October 3, 2012 In the story â€Å"Taking Sides† by Gary Soto, Lincoln Mendoza, the main character, faces many conflicts that you may think that they won't affect him but when these problems become a major role, the result of them cause him to act differently. Lincoln deals with these problems in different ways. He tries to resolve them by talking to the people he has problems with. Another thing he does is that he tries to avoid the problem.I will give two examples of the kind of problems Lincoln Mendoza deals with. One of the first problems Lincoln is faced with is Roy, his mother's boyfriend. This problem affects Lincoln in many ways; one way this problem affects him is by taking time away from Lincoln and his mother. Lincoln already has little time to spend with his own mother, and the little time they have with each other is being used by his mother to date Roy. Lincoln doesn't like this because his mother can never go to his games and she is always busy with work.Roy was shorter than his mother, pudgy and pale, and drove a baby blue BMW, which Lincoln thought was a girl's color. Roy always flinches when Lincoln's dog, Flaco, barks. He doesn't like it when his mother dates men who flinch when the dog barks. Lincoln had a conversation with Roy and it was about basketball. He had no idea that Roy played basketball when he was his age, but Lincoln learned that when Roy told him about the game when Franklin played against Columbus.Roy told him about how his coach Yesutis cried when a player from Franklin punched him in the face. This is when Lincoln found out why his coach hated Franklin so much. Eventually the conflict of his mother using her time with Lincoln to date Roy was resolved by Lincoln getting along with Roy. They became friends because they had some similarities because of basketball. This changed Lincoln because before he disliked Roy for taking time away from Lincoln and his mother but n ow he likes him. Another problem in the story was his coach Yesutis.The coach is always too hard on him. He never gives Lincoln a break even though he is like the star player. When Lincoln is hurt, his coach still makes him practice or play. For example, Lincoln hurt his toe and he complained to his coach but the coach made him practice through it, he told him to toughen up. Lincoln talked with his friend James about coach always being too hard on him and James said that coach could be weird at times. Lincoln hates his coach for this and thinks that he shouldn't be on their backs all the time.James had told Lincoln that coach Yesutis is just making them stronger, but Lincoln said that you can't coach by calling them names, and he said that sometimes he doesn't even know I'd the coach knows what he is doing half of the times. Lincoln also says that his coach's plays are stupid, and watch when they play a black team. Another example of his coach being too hard on Lincoln was when Linc oln had hurt his knee when he was playing basketball in the rain with Monica and she jumped up and hit him under his chin, which caused him to fall to the floor and bang up his knee.His knee was swollen for days and it was as purple as an onion. His coach put him as someone's back up because he kept complaining about his knee, but he still made Lincoln play through it and didn't give him a break. What Lincoln learns from this is that he can be tough and play through these injuries, but he also learns how idiotic his coach can be. In this story Lincoln faced many conflicts and resolved them on his own. These problems changed him in a few different ways but mostly they changed him emotionally and the way he thinks. He learned a few things about his coach and also more things about himself and his friends.

Texana Petroleum Corporation - 1338 Words

Conflict in Organizations Texana Petroleum Corporation Background The Texana Petroleum Corporation is a multi-million dollar company and major producer and marketer of petroleum products located in the southwest United States. Texana has five product divisions: Petroleum Products Division, Polymer and Chemicals Division, Molded Products Division, Packaging Products Division and Building Products Division. The President and Chief Executive Officer, Roger Holmes retired in 1993 and was replaced with Donald Irwin, brought in from a major chemical company. William Dutton, who had worked for Texana his entire career and reported to Roger Holmes, was appointed chairman of the board. Irwin and Dutton expanded the company’s involvement†¦show more content†¦2. That Polymer and Chemicals Division is â€Å"not interested in what they are doing, particularly if it doesn’t have a large return for them.† These divisions clearly have a conflict because of differing goals. 3. Believe they cannot trust the Polymer and Chemicals Division even if it is received in writing. The end-use divisions perceive this as a threat to their individual divisions. Managers from Polymer and Chemicals Division shot back with their concerns: 1. They feel that indeed the divisions are growing apart and therefore there is indeed a conflict between the divisions. 2. The other divisions are not looking at what products and services they have and leaving Polymer with products that will not show a profit. Polymer is pointing the finger back at the other divisions. This shows that there is no collaboration or cooperation between divisions. 3. Polymer feels that corporate is not doing enough to integrate the divisions. It appears that executive management is avoiding this conflict in hopes that it resolves itself. Sometimes this works, but in this case it appears to be getting worse as time goes on. 4. Polymer also states that their believe is that the other sister divisions are operating as â€Å"very closed organizations.† Therefore, Polymer believes the others are operating independently and the other divisions believe Polymer is too. Executive Management needs to step in to mediate these conflicts. It

Abelisaurus - Facts and Figures

Name: Abelisaurus (Greek for Abels lizard); pronounced AY-bell-ih-SORE-us Habitat: Woodlands of South America Historical Period: Late Cretaceous (85-80 million years ago) Size and Weight: About 30 feet long and 2 tons Diet: Meat Distinguishing Characteristics: Large head with small teeth; openings in skull above jaws About Abelisaurus Abels lizard (so named because it was discovered by the Argentinian paleontologist Roberto Abel) is known by only a single skull. Although entire dinosaurs have been reconstructed from less, this lack of fossil evidence has forced paleontologists to hazard some guesses about this South American dinosaur. As befitting its theropod lineage, its believed that Abelisaurus resembled a scaled-down Tyrannosaurus Rex, with fairly short arms and a bipedal gait, and only weighing about two tons, max. The one odd feature of Abelisaurus (at least, the one that we know of for sure) is the assortment of large holes in its skull, called fenestrae, above the jaw. Its likely that these evolved to lighten the weight of this dinosaurs massive head, which otherwise might have unbalanced its entire body. By the way, Abelisaurus has lent its name to an entire family of theropod dinosaurs, the abelisaurs--which includes such notable meat-eaters as the stubby-armed Carnotaurus and Majungatholus. As far as we know, abelisaurs were restricted to the southern island continent of Gondwana during the Cretaceous period, which today corresponds to Africa, South America and Madagascar.

The Arts And How It Is Beneficial - 1624 Words

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Waterfront Revitalization and Cities Free Essays

Waterfronts: being competitory by regenerating the cities†¦ . If merely it were that simple Outline Introduction: What is waterfront revival? Body: Purpose of waterfront revival Advantages of waterfront fight Disadvantages of waterfront fight Decision Could Lebanese waterfronts come to a point to fall in the world-wide map of competitory waterfronts? Introduction: What is waterfront revival? Water was an of import natural resource in the growing of early colonies. By holding assorted characteristics -a defence component, a beginning for agricultural production and trade, a agency for transit and industrial uses- H2O offered many advantages for metropoliss. We will write a custom essay sample on Waterfront Revitalization and Cities or any similar topic only for you Order Now Therefore, locations that existed on water’s borders, particularly natural and protective seaports, became favourable sites for the foundation of ancient metropoliss. So, contrary to modern-day status, throughout the history, there was a close and incorporate water-city relation. The Waterfrontis the country of a town or a metropolis aboard a organic structure of H2O, normally waterfronts are meant to be the image of the city.. Waterfront revival has been the most singular urban development effort in the universe during the last two decennaries. Bruttomesso defines waterfront revival as a â€Å"genuine urban revolution† . ( Bruttomesso 1993, 10 ) Waterfronts had experienced the most extremist urban revival of twentieth century metropoliss by holding transmutation in their physical layout, map, usage and societal form. As most of the world’s large metropolis centres are located on water’s border, revival of waterfronts referred to downtown development. Waterfront revival emerges by and large in port metropoliss sing station industrial or post war passages, where the disused industrial and commercial infinites and installations on the waterfront undergo renovation into new mixed-use office and residential composites, and attach toing upscale retail services, leisure countries, and public comfortss. Sometimes the renovation involves gentrification and the transmutation of long standing blue-collar zones into in-between and upper income enclaves, occupied by a mix of occupant professionals and tourers. Body: As stated by Short, â€Å"What sells the metropolis is the image of the city.† ( Short 1996, 431 ) One of the grounds a metropolis should be revitalized is to heighten its image. City publicity and metropolis stigmatization About every metropolis now has a series of promotional booklets, postings and other cultural merchandises pass oning selective images of the metropolis as an attractive, hospitable and vivacious international metropolis in which to populate and work In fact, metropolis publicity has a long history as one of the basic tools to pull people and money, such as visitants, immigrants, houses and new investing, to metropoliss for economic development intents. Physical redevelopment and flagship developmentsPhysical environment provides the touchable footing of metropolis attraction. It non merely provides the basic functionality of a metropolis but besides gives it character. Superb physical environment is in itself an of import component in attraction, while physical decay and derelict land have badly damaging effects on it. In add-on, physical environment is expected to play an of import function in metropolis selling by supplying a material look to the metropolis images that metropolis stigmatization efforts to make. For illustration, the image of a metropolis as a â€Å"vibrant† and â€Å"cosmopolitan† topographic point that metropolis stigmatization is seeking to present can be realized in the physical signifier of the edifices and public topographic points that visitants encounter in the metropolis. Culture-led and event-driven urban regeneration Although cultural elements were sometimes included in public urban intercession, they have by and large been adopted basically as a public assistance service, in which the chief concern was to supply wider societal groups with entree to an artistic and cultural heritage, and chances to show themselves in the society, they are regarded as an effectual tool to hike urban touristry, which generates disbursement and creates occupations, in the hope that a significant figure of occupations would be created indirectly by cultural investing in the signifier of occupations that serve visitants and audiences in eating houses, stores and hotels. Another ground is the widely-perceived potency of cultural elements in heightening metropolis image and attraction. In fact, in many successful instances where considerable sweetening and betterment of metropolis image were achieved, alleged â€Å"culture-led† policies were a cardinal characteristic in the schemes. Behind this was a widely-shared premise that civilization possesses a strong pulling power over highly-skilled and originative workers, and that efforts to carry these people to turn up in certain metropoliss will be aided if they are associated with humanistic disciplines, civilization and amusement. Cultural substructure, such as theaters, museums, and galleries, acts as a powerful magnet for originative people by offering attractive lifestyle chances. In add-on to refashioning the urban image, revival of urban waterfronts is besides of import in the economic growing of metropoliss. This would set the metropolis on the world-wide competitory metropoliss map. But this does non come free from disadvantages: Though the cultural substructure is an indispensable key, some metropoliss end up by losing their historical individualities by over viing. Plus, an overly commercial-tourist maps could be besides an issue ; domination of these maps over residential and productive 1s are an of import hazard. Because, these countries are normally used a few hours a twenty-four hours and in the weekends. While about the undertaking country is done planning, in order to supply long term usage of this country should be besides added residential usage as an excess commercial-tourist. Plus the existent estate belongings value will increase dramatically which makes it impossible for low income individuals to take part in the metropolis and this would take to more societal class’s segregation. Decision Could Lebanese waterfronts come to a point to fall in the world-wide map of competitory waterfronts? And to what extensions? The Lebanese waterfront has started to fall in the world-wide map of competitory metropoliss, particularly the metropolis of Beirut where the solidere planning of the metropolis, started to determine it with a new individuality and new ends: though the tests to restitute and to reconstruct parts of the architectural linguistic communication of the interior metropolis, the new waterfront aka the zaytoouna bay undertaking is presented as a new metropolis in Beirut, besides that a assorted sum of skyscrapers hitting the sky of Beirut which are someway different from its history, some of the old historical memorials are to be demolished and new edifice are to immerge. In my sentiment, metropoliss have to take for world-wide fight but on the other side, a metropolis should besides keep its historical face which besides helps in advancing the image of the metropolis. To be world-wide competitory, a metropolis must non wipe out its yesteryear and merely program futuristic and technologically powerful metropoliss, the history of metropolis along with it being modern-day can besides hike its economic system and take it to the fight. Mentions Dalla Longa, R. ( 2010 ) .Globalization and Urban Implosion Creating New Competitive Advantage. Springer Heidelberg Dordrecht London New York. Krugman, P ( 1997 ) .Pop internationalism.The hand imperativeness, Cambridge, Massachusetts, London, England. Sakr, E ( 2012 ) .Waterfront City undertaking promises to make more occupations. Daily star ( 2012 ) retrieved on 4/5/2014 from: hypertext transfer protocol: //www.dailystar.com.lb/Business/Lebanon/2012/Feb-09/162704-waterfront-city-project-promises-to-create-more-jobs.ashx # ixzz2y0NW1lLP Giovinazzi, O. A ; Moretti, M. ( 2010) .Port Cities and Urban Waterfront: Transformations and Opportunities. TeMALab Journal, Retrieved on: 05/05/2014 from: www.tema.unina.it ISSN 1970-9870 Vol 3 – SP – March ( 57 – 64 ) How to cite Waterfront Revitalization and Cities, Essay examples

Strategic Information System Market Success to Succession

Questions: 1. Identify the importance of wetware costs? 2. Identify an organisation implementing an Accounting Information System? 3. Discuss the relevance of wetware costs to the implementation in the organisation you have identified? 4. Draw some conclusions? Answers: Introduction The rapid growth of information and communication technology has significantly transformed the world. This period is referred as Information Age. The entire world has significantly focused on the progress and success of the information technology. According to Wright and Dawood (2009), the success of the IT organizations is dependent upon their operational activities and adaptability to the dynamic environment. In this paper, information has been segmented into major three periods. It has been argued that, during the initial period of the Information age, computer hardware was the point of focus. Over the time, hardware became cost effective as well as portable (Sussman, 1994). The second phase of the Information age is referred to the software micro-age. In the previous phase, inferior programs were put into the CPU. In the software micro age users were enabled to use software and have n access to different activities including calculation, indexing, analysis and communication. Soft ware cost started to decline in the late 1990s. Therefore in 2002, Wetware Micro age emerged. During this period, a new factor was identified apart from hardware and software. Wetware refers to the human association in the information technology. Significant cost is associated with wetware and it has been found the cost of wetware is highest in the ownership of the computer system (Quarta, 2009). The companies which failed to identify the relevant wetware cost have not been able to continue with their success in the present structure. This paper will focus on discussing the importance of wetware cost along with an example. 1. Importance of Wetware Costs Initially, wetware refers to the developers, programmers, cloud and IT architects, system administrators and other employees who are able to influence the functions of thee servers, application software, network and other IT tasks. In a simplified manner, wetware can be used as a synonym for the human capital associated with the Information Technology sector. Additionally, wetware may refer to the user of the information technology system. The users need proper training in order to use the information technology system. The wetware costs refer to the indirect cost associated with the training of the users for enabling them to use the information technology software and hardware (Wright and Dawood, 2009). It also includes the cost of using the system such the time spent for providing input, cost if interpreting the output of the operation. In the era of information technology, the cost is assumed to be very low and often ignored. It has been found that leading information technology s uppliers used to ignore the indirect cost earlier (Wright and Dawood, 2009). But, now, if the IT companies continue to do so, they will expose to major risk. Presently the demands of the users of information technology systems are increasing and they expect the IT systems will solve more problems than they develop. With the advancement of information and communication technology, too much information is available to the users leading to issues regarding e-mail spam, information overload etc. It has been estimated that in 21st century, wetware cost significantly dominates the cost of computer system ownership. Earlier, problems related to software could be resolved with the aid of hardware solution. Presently the growing awareness regarding the significance of wetware cost indicates that the solutions will be identified through making changes in the software or hardware (Hurley, 2002). Wetware solutions have minimized the complexities of the installation and setup activities of a new hardware by introducing the plug and play approach. The wetware costs are increasing rapidly which needs to be addressed for resolving the hurdle of wetware cost. 2. Example of an Organization Implementing Accounting Information System WorldCom was a major telecommunication company of United Stated. Later t has merged with MCI Communications and known as MCI WorldCom. The company uses accounting information system. Accounting information system is found to be helpful in collecting data as well as it assists in processing some courses of action which create relevant information for the internal as well as external users. In 2002, the internal auditors utilized the accounting information system for uncovering the fraudulent expenditure allocation and indentified some anomalies in some accounting entries (Van Zwanenberg, 2012). 3. Relevance of Wetware Costs in the Organization In WorldCom, accounting information system as implemented in order to ensure accounting efficiency of the organization for achieving the business goal. The accounting information system significantly focuses on the different transaction and other financial functions such as budgeting, inventory control, taxation, allocation of resources, recording revenue etc. As the organization has implemented accounting information system in order to achieve operational efficiency, it must focus on identification of the relevant costs. Recognizing all the costs is significantly important for the organization (Norton and Porter, 2011). It has been found that wetware cost is significantly important in this organization. Innovation as well as implementation of the new technologies is associated with high level of wetware cost. Additionally, maintenance and resolving the issues in providing service related to communication technology attributes to the wetware cost (Abeles, 2009). In order to identify the information technology costs appropriately, the organization has considered cot related to hardware, software and wetware. 4. Conclusion This paper has provided an insight to the concept of wetware cost. From this paper, it can be concluded that the cost related to wetware is significant in ownership of a computer system. The cost of wetware is constantly rising and the companies need to address this issue in order to ensure further success. Initially, the hardware was the most important focus for the computer power. Therefore, software had helped in creation of the favorable environment which provided access to the user for manipulating, analyzing as well as communicating. Software and hardware have developed a strong and cost effective IT system. Therefore, it has been identified that some indirect cost which is referred as the wetware cost is enhancing and presently it is the dominant cost in the IT system. References Abeles, T. (2009). Hardware, software, and wetware.On the Horizon, 17(4), pp.280-284. Hurley, M. (2002). Wetware Problem, Not a Software Problem.Science, 297(5583), pp.936b-936. Norton, C. and Porter, G. (2011).Introduction to financial accounting. Australia ; United Kingdom: South-Western Cengage Learning. Quarta, M. (2009). Wetware Concepts.New Biotechnology, 25(4), pp.193-194. Riskin, J. (2003). Eighteenth-Century Wetware.Representations, 83(1), pp.97-125. Scu.edu, (2015).WorldCom Case Study Update 2006. [online] Available at: https://www.scu.edu/ethics/dialogue/candc/cases/worldcom-update.html [Accessed 10 Jan. 2015]. Sussman, H. (1994). Let's get down to the wetware and look at evolutionarily motivated mechanisms.Behavioral and Brain Sciences, 17(01), p.182. Van Zwanenberg, P. (2012).Current trends in technology and society. Brisbane, Qld.: Primrose Hall. Wright, C. and Dawood, I. (2009). Information Technology: Market Success To Succession.Review of Business Information Systems, 13(4), pp.7-20.