The Communication System Project Teams Problems Of...

Abstract Communication of project teams is a vital factor in the success or demise of a project. The purpose of this paper is to summarize and analyze the article The Communication System Project Teams: Problems of Transfer Knowledge and Information for the Management of IT Projects by Dr. Jerzy Kisielnicki. The paper will provide overview of Dr. Kisielnicki study of communication of a project team, what techniques are used, the effect that the communication has on the project, and the project manager’s role in that communication. Lastly, the paper will conclude with a view of the study in if similar or different directions can provide certain results. Issues in Informing Science Information Technology Introduction, Vol.8, 2011†¦show more content†¦In network communication system, every team member communications with every other team member. (Kisielnicki, 2011) Research Information Dr. Kisielnicki’s study included 20 IT projects between 2000 and 2008. Of the 20 projects, twelve Dr. Kisielnicki participated in and project documentation provided the research for the remaining eight projects. The projects varied in size, industry, and implementation. The project teams had a minimum of 20 members that included industry personnel along with IT personnel. The project teams selected required multilevel communication so the management of the projects required interaction of multiple levels within the project team. Being 10% or less of the project’s scope, schedule, and cost determined the project’s success. (Kisielnicki, 2011) Success of the projects are by scope, schedule, and cost. These parameters set forth in determining project success measures effectively communicating. Analysis of the projects success consists of project documentation, questionnaires for project team members, and notes taken where participation in the project process was available. Analysis of the projects describe some of the tools and techniques used to connect the inputs and outputs of collection requirements. Collection requirements fall under project scope management process. Collection requirements supervises stakeholders’ needs and requirements needed to meet project objectives.

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Economic Performance And Current Situation Overview Economics Essay Free Essays

string(58) " to the recent rise in the petroleum oil monetary values\." The Hong Kong ‘s economic system is presently in an upward tendency. It is said to be the universe ‘s freest economic system, the 2nd largest beginning of foreign direct investing ( FDI ) in Asia, the universe ‘s 9th largest foreign exchange militias keeping, the universe ‘s 2nd highest per capita retention of foreign exchange militias and the universe ‘s more services-oriented economic system whereby the service sector accounts for more than 90 % of GDP. Hong Kong has successfully overcome the strict challenges from the planetary recession of 2009. We will write a custom essay sample on Economic Performance And Current Situation Overview Economics Essay or any similar topic only for you Order Now It has been able to raise its existent Gross Domestic Product ( GDP ) from -2.7 % in 2009 to +6.8 % in 2010, therefore overcoming the economic recession of 2009. Hong Kong ‘s economic growing was achieved because of the robust rise in entire ware exports and service exports every bit good as the autumn in unemployment rate. However, the rising prices rate which is measured by the composite Consumer Price Index besides rise from 0.9 % in 2009 to 2.9 % in 2010, connoting that on norm the monetary values of all goods and services rose by 2.9 cents in every US $ over the twelvemonth. It is of import to observe that rising prices rate in Hong Kong, which refers to a general and sustained rise in the degree of monetary values of goods and services was chiefly due to imported rising prices, that is, addition in the monetary values of imported goods from overseas besides boosts up the monetary values of goods and services locally. The figure below shows the economic tendency of Hong K ong since 2000. From the chart, it can be clearly seen that Hong Kong ‘s existent GDP has fell by 3.7 % ( 10.5 % in 2000 – 6.8 % in 2010 ) over the last 10 old ages. At the same clip, it can besides be observed that Hong Kong experienced a major diminution from 10.5 % in 2000 to 0.1 % in 2001 because of the deterioration of the external environment prompted by the downswing in the US economic system, and with the state of affairs aggravated by the tragic event in the United States on 11th September 2001 when two air hoses crashed into the Twin Towers of World Trade Center in New York City. Furthermore, with the recent economic growing in 2010, citizens of Hong Kong are better off as the existent GDP per capita, that is, income per caput besides increases over the last three old ages from 2008 to 2010. Besides, it is every bit of import to advert that Hong Kong has four economic pillars: Trading and Logistics ( 24.1 % of GDP in footings of value-added in 2009 ) , Tourism ( 3.3 % ) , Financial Services ( 15.2 % ) , and Professional Services and other manufacturer services ( 13.1 % ) . On the other manus, there are six industries in which Hong Kong has clear advantages for farther development and which histories for 8 % of GDP in footings of value-added in 2009. The six industries comprises of Cultural and Creative Industry, Medical Services, Education Services, Innovation and Technology, Testing and Certification Services, and Environmental Services. Now, allow us analyze in deepness the different elements structuring the economic system of Hong Kong. The Domestic Sector The Domestic Sector contributed a batch on the economic growing of Hong Kong with the retail gross revenues holding a important recoil, reflecting a return of consumer assurance and strong influxs of tourers. The value of retail gross revenues increased by 18.3 % in 2010 compared to a 0.6 % rise in 2009. Furthermore, the touristry sector besides experienced a sustain growing with visitant reachings making 36.3 million, a 21.8 % addition in 2010 compared to 2009 with visitant reachings stand foring 29.6 million, a 0.3 % addition. The chart below shows how retail gross revenues and tourers reachings have fared strongly through to the twelvemonth terminal on a year-on-year footing since 2005 to 2010. Beginning: hypertext transfer protocol: //www.hketosydney.gov.hk/cust/HK_Feb_2011.pdf The External Sector Hong Kong ‘s external sector besides continued to do strongly in 2010 thanks to the vigorous economic public presentation of Asiatic economic systems, peculiarly the Mainland. The Mainland and other Asiatic markets, which accounts for around 70 % of Hong Kong ‘s entire exports of goods, remained the cardinal growing driver, registering a important rise of around 20 % in existent footings in 2010 compared to a autumn of 6.6 % in existent footings in 2009. It is of import to observe that the Asiatic markets particularly the Mainland continued to surpass the US and EU markets, mirroring the divergent form of planetary economic recovery across parts due to the addition in the petroleum oil monetary values in January 2011 to US $ 93 per barrel and besides due to the political agitation in Egypt. The diagram below illustrates how the Asiatic markets have surpassed the US and EU markets over the last five old ages. Two-Speed Growth Continued Beginning: hypertext transfer protocol: //www.hketosydney.gov.hk/cust/HK_Feb_2011.pdf Now allow us see the two different types of trade: seeable and unseeable. Visible Trade Visible Trade refers to the imports and exports of goods, such as oil, machines, nutrient, chemicals and so on. The major states to which Hong Kong exports its goods are Mainland of China, United States, European Union, Japan, Republic of Korea, Taiwan and Singapore. Though after the planetary recession in 2009, Hong Kong ‘s exports to these states have improved well like exports to Mainland in existent footings rose from -6.6 % in 2009 to 20 % in 2010 ; yet the European Union still lagged behind with merely a 6.6 % addition in existent footings in seeable exports in 2010 compared to the other major markets who have seen a double-digit addition in exports in the current twelvemonth. Similarly, the imports of goods in existent footings rose from -9.4 % in 2009 to 18.6 % in 2010. The maintained imports for most of the merchandises like consumer goods, groceries, natural stuffs and capital goods of Hong Kong climbed significantly in 2010 compared to 2009 whilst fuels retained impo rts fell by 9.3 % ( 23.2 % in 2009 – 13.9 % in 2010 ) . This was chiefly due to the recent rise in the petroleum oil monetary values. You read "Economic Performance And Current Situation Overview Economics Essay" in category "Essay examples" The figure below shows how seeable imports and exports have fared since 2005. It can be seen that both imports and exports of goods have increased since 2005 and have been able to excel the planetary recession in 2009. Invisible Trade Invisible Trade refers to the exchange of services, that is, imports and exports of services like fiscal and concern services, travel services, trade-related services and transit services. Exports of services sustained a strong growing throughout 2010, jumping by 15.0 % in existent footings for the twelvemonth as a whole, following the 0.3 % growing in 2009. Among the major service constituents of Hong Kong, the exports of travel services showed the strongest public presentation thanks to the ample inflow of visitants from te regional every bit good as long-haul markets. Likewise, exports of trade-related services besides grew aggressively in 2010 benefiting from the improved trading environment in Asia. On the other manus, imports of services experienced a rise up to 10.9 % in existent footings in 2010, in contrast to the 4.9 % contraction in 2009. The imports of services grew solidly in line with improvong the economic conditions. Hong Kong Trade Balance Although Hong Kong is sing important addition in its exports and imports of both good and services, the seeable trade shortage in 2010 has widened compared to 2009. But this seeable trade shortage was overcomed by the high unseeable trade excess ; therefore assisting the economic system of Hong Kong to give a trade balance excess of $ 104.6 billion equivalent to 2.8 % of entire value of imports of goods and services in 2010 compared to merchandise excess of $ 121.3 billion stand foring 4 % of the entire value of imports of goods and services in 2009. The figure below depicts Hong Kong trade public presentation over the last five old ages. It can clearly be seen that Hong Kong has been sing seeable trade shortage since 2005 its imports exceeded its exports. However, due to its high invible trade excess over the last five old ages, Hong Kong continues to hold a favorable trade balance which underlines the state ‘s strong external fight. The Financial Sector The heavy market concerns over lifting financial shortages and public debts in a few European economic systems have made the stock market more volatile recently. As a consequence, the Hong Kong dollar topographic point exchange rate moved withing a narrow scope of 7.749 to 7.805 per US dollar in 2010. Despite a brief weakening around the center of the twelvemonth amid possible capital escapes induced by heightened concerns about the European debt crisis, the Hong Kong spot exchange rate showed renewed strength thenceforth on the dorsum of strong demand associated with the vivacious Initial Public Offerings ( IPOs ) activities. Furthermore, under the Linked Exchange Rate system, motions in the Hong Kong dollar exchange rates against other currencies closely follow those of the US dollar. In 2010, the US dollar strengthened against the Euro and the British Pound amid concerns about the European debt job but weakened further against most other currencies, particularly the Australian dol lar and the Nipponese Yen. Consequently, in December 2010 the trade-weighted Hong Kong dollar Nominal and Real Effective Exchange Rate Indexs declined by 2.2 % and 2.1 % severally from 2009. Hence, Hong Kong dollar weakened against most major currencies as shown in the figure below for the twelvemonth 2010. Hong Kong dollar weakened slightly recently in 2010/11 In add-on, Hong Kong is a extremely attractive market for foreign direct investing. Harmonizing to the UNCTAD World Investment Report 2010, Hong Kong was the universe ‘s 4th largest FDI receiver, pulling US $ 48 billion in 2009. This marks the first clip that Hong Kong has gained 4th topographic point in the planetary rankings and represents a leap from its 9th place in 2008. For the 12th back-to-back twelvemonth, Hong Kong continues to be the 2nd largest FDI receiver in Asia, after the Chinese mainland. On the other manus, Hong Kong was the 2nd largest beginning of FDI in Asia, draging Japan, with FDI escapes amounting to US $ 52 billion in 2009. Further, imparting to all major economic sectors grew at a alert gait as Hong Kong has a low involvement rate. In other footings, involvement rates on both sweeping and retail foreparts continued to remain at historically low degrees in 2010. The Labour Sector Labour market conditions improved further on a wide forepart as a consequence of the strong choice up of economic activities and substancial occupation creative activity. Entire employment rose to an all-time high by end-2010, forcing the seasonally adjusted unemployment rate down farther to 4.0 % in the 4th one-fourth of 2010. Underemployment rate likewise dropped to 1.8 % . Labour income continued besides to lift. It is of import to observe that the new occupations created were non merely adequate for absorbing the bing umemployed individuals but besides the new entrants joing the labour force. The line chart below shows the tendency in unemployment rates since 2006. Unemployment rate declined for most in 2010, led by the important upturn in labour demand Beginning: hypertext transfer protocol: //www.hkeconomy.gov.hk/en/pdf/er_10q4.pdf Monetary values Inflation force per unit areas in Hong Kong went up bit by bit over the class of 2010 chiefly due to higher imported rising prices. Monetary values of nutrient and other trade goods rose strongly in the international markets in 2010 along with the continued planetary economic recovery and the really accommodating pecuniary environment worldwide. For 2010 as a whole, the Composite Consumer Price Index rose by 2.4 % following the 0.5 % addition in 2009 when the economic system was in deflation for several months in the twelvemonth. As mentioned antecedently, rising prices was besides caused by imported rising prices. In other footings, import monetary values augmented notably in 2010, due to the strong recoils in planetary trade good monetary values, higher rising prices in supply beginnings and to a lesser extent the somewhat weaker Hong Kong dollar alongside the US dollar ; accordingly, these increase the imported rising prices in Hong Kong. Inflation in Hong Kong Beginning: hypertext transfer protocol: //www.hketosydney.gov.hk/cust/HK_Feb_2011.pdf Key: CCPI stands for Composite Consumer Price Index ( * ) The underlying CCPI has netted out the effects of all relevant one-off steps introduced since 2007, including the release and Government ‘s payment of public lodging leases, rates concession, suspension of Employee Retraining Levy, and subsidies for family electricity charges. However, it is critical to indicate out that Hong Kong was non the alone state to be sing lifting rising prices on 2010. Many Asiatic economic systems with vivacious growing in activities besides saw higher inflationary force per unit areas throughout the twelvemonth. How to cite Economic Performance And Current Situation Overview Economics Essay, Essay examples

Workplace Diversity for Computer Science and Applications

Question: Discuss about theWorkplace Diversity for Computer Science and Applications. Answer: Introduction In the present days, workplace diversity has become one of the major subjects of significant attention, and every organization is giving attention to promote diversity in the workplace. Diversity in the workplace is often defined as recognizing and understanding individuals in the workplace that belongs from different cultures and tradition, irrespective of their sex, gender, race, colour and more. Diversity also focuses on training employees to respect different culture and tradition of other employees within the organization. Managers in the organizations are focussing more on recognizing value diversity through active programs and training procedures (Schermerhorn et al. 2014). However, after focussing more on the value diversity, the glass ceiling effect has been a major barrier basically for women and for minority people. The essay will elucidates on the major aspect of promoting of value diversity in the present days, the glass ceiling effect and the different workforce diversi ty and challenges that would confront to the new Managers in the twenty-first century. Discussion In the present days, the concept of diversity in the organization, has received national attention in the twenty-first century and by promoting diversity within the workplace, business organizations are getting major benefits. Through this, the organizations are getting access to various talent pools able to satisfy employees, improving customer satisfaction, and increasing the revenue and productivity of the organization (Barak 2016). However, the rising factor of enthusiasm created workplace that promotes diversity through various initiatives and measures such as through focussing more on employee behaviour, introducing training methods and more. Diversity in the workplace has given so much of attention as because, implementing diversity strategies helps in promoting creativity and organizations are open to change (Wrench 2016). Although in the present days, organizations are tend to promote value diversity, but still there are various challenges in the management diversity. For th is reason, Managers in the organization should need to learn various managerial skills in order to promote multicultural workforce within the organization. It has also been stated that diversity helps in bringing innovation within the workplace, as various employees from different backgrounds start working together, helps in giving innovative ideas that helps the organization increasing their productivity and revenues. For instance, a diverse group of employees can be more innovative than a homogenous group. However, it has been noted that in the present days, cognitive diversity has gained significant attention (Greene and Kirton 2015). Modern businesses mainly focus on innovation and creativity, as customer perception, market condition has changed, and therefore, businesses are demanding major perspectives and ideas. As per the report, it has been stated that the American business organizations are constantly changing and they are recruiting more employees from diverse backgrounds . The major reason for fostering value diversity within the organization is that diversity helps in increasing creativity that helps in increasing productivity of the organization. It has been mentioned that organizations that are built of culturally diverse employees that could produce more creative energy. Apart from that diversity also helps in fostering innovation within the organization, as employees comes from different cultures and backgrounds they bring with them different ideas and techniques, and combining all the ideas together would help the organization in increasing their productivity (Klarsfeld et al. 2014). Diversity in the workplace also promotes consumer understanding and richer brainstorming process. For instance, through brainstorming different unique ideas can come together that would help in the case of problem solving situation. Apart from this there are various theories that would help to understand the impact of diversity in the organization that includes so cio cultural theory, situated learning approach and more. Through the theory of socio cultural, it helps in the process of conceptual learning in the workplace that would focus more on diverse environment. Through this theory interaction within the workplace initiates learning that based on major indicators such as cultural, individual and social (Ozturk and Tatli 2016). Examples of socio cultural theory within the workplace include various social activities such as initiating team building, cultural learning and more. Through the situated learning approach, Managers focus on providing training regarding value diversity and thus this approach mainly focus on how diverse culture employees learn in the organization. Apart from this, particular approach also focus on integrating social participation of different employees, as socialization and interaction are considered as an important factor mainly in the transformative economy (Greene and Kirton 2015).. Apart from this, it is important to note that though organizations are focussing more on promoting workplace diversity, but still the effect of glass ceiling has a negative impact on women and on the employees of minority population. The glass ceiling effect is mainly consider as an invisible barrier within the organization that stop women from getting promotion or rising to the highest rank. In the twenty-first century also, the glass ceiling impact was not being able to reduce from the workplace. The glass ceiling effect has been defined as resistance to minority groups and especially to women that mainly stop those from reaching the higher ran and in that way women are not being able to promote to the next level within the organization (Pinto and Aquinas 2018). The glass ceiling impact was mainly in used during the 1980s, and the women who joined the organization during that time mainly faced these severe issues and because of that their salaries and promotions remained constant. Apart from that, because of this effect women were not being able to go beyond to a particular level of management. However, it should be noted that during the year 1980s, the term glass ceiling was linked with mommy track that means during the time of child bearing, women were considered as less disciplined and motivated than the male employees (Cook and Glass 2014). The main perception was that women after having children should leave the job altogether, and for that reason the glass ceiling effect was implemented on them. As per the report it has been stated that in the year 2003, in the upper management level in fortune, there were 1000 women working in the industry. In order to combat from the effect of the glass ceiling, women and the minorities group should work harder so that they could treat equally like the male employees (Folke and Rickne 2016). However, in the present days, with promoting of value diversity within the workplace, organizations are trying to eliminate the concept of the glass ceiling effect. In order to reduce the effect the glass ceiling within the organization, managers are trying to promote equality among the employees at every level and within the implementation of sensitivity training would also foster the sense of equality within the organization (Harvey and Allard 2015). In order to reduce glass ceiling diversity employees in the organization should adopt certain rules that include setting the bar high and should focus on what the employees wants to achieve, employees should learn the reason to rebound that would help employees to reach their level by eliminating the glass ceiling effect. In the twenty-first century, new managers are facing various challenges and opportunities within the organization while promoting value diversity. Work place diversity mainly focuses on the similarities and differences that employees bring into the organization, and organizations used it in increasing their profit and productivity (Stone and Deadrick 2015). Sometimes while dealing with diversities in the workplace, managers face major challenges such as they could not able to train the employees effectively, many managers do not possess the required leadership skill in order to train the employees effectively (Benschop et al. 2015). It has been noted that managing diversity in the workplace has been considered as an important task, therefore most of the times new managers tend to apply the golden rule, that is believe in treating other employees the same way one consider to be treated by others. While dealing with the workforce diversity new managers in the organizations should focus on the new challenges such as demonstrating ability of the diverse culture employees so that they could be motivated to work in the organization. Apart from that fair and equal treatment should be provided to all the employees irrespective of their class, gender, colour and more (Noor, Khalid and Rashid 2016). Sometimes, while dealing with the workforce diversity, new managers find it difficulties to address certain barriers such as the concept of prejudice such as showing negative attitude to certain employee or isolating the employee from the group. This needs to address by reducing the use of stereotypes through proper training session, engaging employees in fun activities and more. However, managers must find other challenges within the organization that includes fairness related to individual and group; the issue reacted to this mainly focus on the results of adopting HR programs that would help in promoting equality (Benschop 2016). In case of the resentment, that was conside red as Government imposed sometimes brings grudges among the employees and the manager find it difficult to resolve it. One of the major challenges, new managers face in the organization is retention. Retention mainly takes place, because of the glass ceiling effect when women and other minorities do not find any job satisfaction and decide to leave the jobs. In order to stop this, managers should apply innovative strategies that would tend to increase job satisfaction among those employees. Apart from that, there are opportunities for managers in the twenty-first century, as diversity is consider as an asset in the organization, as it helps to bring innovative products and services in the organization (Swain, Kinnear and Steinman 2015). Various policies are being implemented by many organizations that include no discrimination policy, harassment free work environment, open door policy and more. Diversity also enhances greater team work in the organization and also increases satisfa ction level of the employees (Alharbi and Drew 2014). This provides an opportunity to managers in recruiting more diverse employees that would together achieve the target of the organizations. Conclusion From the above conclusion it could be concluded that in the present days, work place diversity has become an important concept in the twenty-first century, as every organizations promoting value diversity among the workplace. It should be noted that diverse employees within the workplace helps in bringing better values to the organization and at the same time increase productivity through innovation and creativity. Managers in the organization promoting diversity management through proper training session, by recruiting employees from diverse backgrounds, by motivating and encouraging employees through incentives and bonus. Apart from that promoting of diversity would also helps in eliminating the glass ceiling effect within the organization, as this would promote equal opportunities to women and to the minorities. However, in order to promote diversity, organizations have also implemented various policies that would bound employees to treat everyone equally within the organization. References Alharbi, S. and Drew, S., 2014. Using the technology acceptance model in understanding academics behavioural intention to use learning management systems.International Journal of Advanced Computer Science and Applications,5(1), pp.143-155. Barak, M.E.M., 2016.Managing diversity: Toward a globally inclusive workplace. Sage Publications. Benschop, Y., 2016. The dubious power of diversity management. InDiversity in the Workplace(pp. 35-48). Routledge. Benschop, Y., Holgersson, C., Van den Brink, M. and Wahl, A., 2015. Future challenges for practices of diversity management in organizations.Handbook for Diversity in Organizations, Oxford University Press, Oxford, pp.553-574. Cook, A. and Glass, C., 2014. Above the glass ceiling: When are women and racial/ethnic minorities promoted to CEO?.Strategic Management Journal,35(7), pp.1080-1089. Folke, O. and Rickne, J., 2016. The glass ceiling in politics: Formalization and empirical tests.Comparative Political Studies,49(5), pp.567-599. Greene, A.M. and Kirton, G., 2015.The dynamics of managing diversity: A critical approach. Routledge. Greene, A.M. and Kirton, G., 2015.The dynamics of managing diversity: A critical approach. Routledge. Harvey, C.P. and Allard, M., 2015.Understanding and managing diversity: Readings, cases, and exercises. Pearson. Klarsfeld, A., Booysen, L.A., Ng, E., Roper, I. and Tatli, A. eds., 2014.9.78 E+ 12: Country Perspectives on Diversity and Equal Treatment. Edward Elgar Publishing. Noor, A.N.M., Khalid, S.A. and Rashid, N.R.N.A., 2016. The Relationship Between Human Resource Diversity Management Practices and Organizational Citizenship Behavior. InProceedings of the 1st AAGBS International Conference on Business Management 2014 (AiCoBM 2014)(pp. 355-365). Springer, Singapore. Ozturk, M.B. and Tatli, A., 2016. Gender identity inclusion in the workplace: broadening diversity management research and practice through the case of transgender employees in the UK.The International Journal of Human Resource Management,27(8), pp.781-802. Pinto, P. and Aquinas, P.G., 2018. Glass ceiling effect on women employees: A panoramic view.ZENITH International Journal of Multidisciplinary Research,8(2), pp.46-56. Schermerhorn, J., Davidson, P., Poole, D., Woods, P., Simon, A. and McBarron, E., 2014.Management: Foundations and Applications (2nd Asia-Pacific Edition). John Wiley Sons. Stone, D.L. and Deadrick, D.L., 2015. Challenges and opportunities affecting the future of human resource management.Human Resource Management Review,25(2), pp.139-145. Swain, M., Kinnear, P. and Steinman, L., 2015.Sociocultural theory in second language education: An introduction through narratives(Vol. 11). Multilingual matters. Wrench, J., 2016.Diversity management and discrimination: Immigrants and ethnic minorities in the EU. Routledge.