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Business Management Report

UserMark time08 November,2014

Introduction

With business scenario being competitive, firms are looking for new ways to motivate and encourage employees to get engaged with the company. Companies want their employees to be effectively become part of decision making process to help management accomplish goals and objectives. Employee engagement is one of the approaches adopted by firms in order to ensure their employees are highly dedicated to towards their work. By definition, employee engagement refers to the process of engaging employees and the extent to which they feel committed towards their work and put discretely efforts into their work (Arrowsmith & Parker, 2013).  This paper examines what is employee engagement, its importance and steps undertaken to improve it in various organizations.

(a) What is Employee Engagement?

Employee engagement is defined as the level to which an employee in an organization is dedicated towards his work. It is a workplace approach designed to ensure that employees are motivated towards organization’s goals and contribute effectively towards taking the company towards success. It also ensures that employees along with contributing towards the success of the company enhance their own sense of well-being. Employees, generally have different attitudes, behaviors and outcomes in terms of engagement. Some employees may not be proud and dedicated towards their work while some employees may be advocates of their company to clients. However, there may be some employees in the company who put extra efforts to finish their work (Crim, 2006). Apart from difference in attitudes and behaviors among employees, there are differences in outcomes also. Outcomes can include low accident rates, high productivity, less conflicts, more innovation and low sickness rate.

Organizations with high level of employee engagement tend to have strong and authentic values. Such organizations have a clear evidence of trust and fairness with employees. In such organizations, two way promises are made between employer and employee and efforts are taken consistently in order to fulfill them. There are some organizations that try to achieve employee engagement by manipulating employees’ emotions and commitment. But this approach can’t help in achieving employee engagement rather turns employees against the management (Crim, 2006). In order to achieve employee engagement, employees have to be left free so that they can put their efforts freely and willingly as part of their daily activities. Some of the characteristics of an engaged employee are:

  • He is extremely passionate towards his work.
  • He is emotionally attached to his work.
  • He is involved in problem solving and look for innovative solutions in spite of focusing on problems.
  • He is highly committed to his work and will do whatever it takes to deliver high quality results.

Importance of Employee Engagement

In past, there are plenty of approaches used by management in order to motivate and encourage employees to contribute towards organization’s success. However, most of them failed since those involved manipulating employees. Employee engagement is a modern day approach adopted by employers across globe. Employee engagement is one of the key factors in the high productivity of a company. Figures suggest that UK had an employee engagement deficit i.e. only 27% of workers said in a survey that they were actually engaged with their organization (Dickey, 2007). Hence, organizations in UK also suffered productivity deficit. When reasons for such a low figure engagement and productivity were evaluated, it was observed that these two things are interrelated. As per (Dickey, 2007), an organization with low employee engagement is likely to have low productivity while an organization with high employee engagement is likely to have high productivity.

 

Fig 1: Relation between Employee Engagement and Productivity

Source: http://l-a.com.vn/articles/detail/employee-engagement-love-them-or-watch-them-leave-2798

(b) Steps to improve Employee Engagement

Since poor employee engagement in an organization can lead to disappointing productivity figures so there have to be some steps to improve employee engagement in organizations (Markey, 2013). Here are some ways that can help to improve employee engagement effectively:

  1. Line supervisors should lead the teams: Employees, in most organizations consider it difficult to get engaged with their managers. Hence, line supervisors must lead the teams. Line supervisors can effectively earn the enthusiasm, trust and commitment of employees.
  2. Supervisors must hold frequent meetings: Every supervisor may not be good at holding meetings and interacting with employees. Hence, supervisors who hold frequent meeting to discuss the problems faced by employees can help to improve employee engagement considerably. Meeting can comprise of candid chats with employees (Shuck, 2011).
  3. Supervisors can take regular surveys: In order to understand the dynamics of team and observe the behavior of employees, supervisors can carry short surveys weekly or bi-weekly. It can help supervisors know about any issues faced by employees.
  4. Making employees’ part of decision making: Front line employees such as call agents, sales people know about the buying behavior of customers clearly. Hence, employees must be made part of decision making and asked about strategies to earn better profits. It will develop trust and commitment among employees to put extra efforts in accomplishing goals and objectives (Markey, 2013).

These are some of the steps that can help to improve employee engagement in an organization. Employee engagement has become one of the key reasons of taking an organization towards success. Hence, organizations must take appropriate steps at regular time period to enhance engagement of employees in decision making.

Conclusion

To conclude, it can be said that employee engagement has a direct relation with productivity of an organization. For an organization to attain high productivity figures, it is crucial to maximize employee engagement. Most companies spend plenty of time and resources in addressing issues concerning employee engagement. But outcomes are usually not up to the mark. Hence, managers are required to open up with their employees and turn their current approach upside down. Following this, employees will be able to feel the energy and enthusiasm of their work (Markos, 2010). This paper has effectively analyzed what is employee engagement, its importance in the success of an organization and steps undertaken to enhance employee engagement in organizations.

References

  1. Arrowsmith, J. & Parker, J. (2013). “The Meaning of ‘employee engagement’ for the values and roles of the HRM function.”, The International Journal of Human Resource Management. 24(14), 2692–2712.
  2. Crim, D. (2006). “What engages employees the most.”, Ivey Business Journal, pp. 1-3
  3. Dickey, C. (2007). “Employee Engagement.”, ABAC ODI Journal, pp. 8
  4. Markey, R. (2013). “Four steps to better employee engagement, Brw.com.au., pp. 4
  5. Markos, S. (2010). “Employee Engagement: The Key to Improving Performance.”, International Journal of Business and Management, pp. 4-7
  6. Shuck, B. (2011). “Four Emerging Perspectives of Employee Engagement: An Integrative Literature Review.”, Human Resource Development Review. 10(3), 304–328.

 

Executive Summary

This report will highlight the services provided and market targeted by the specified four crowdsourcing platforms that are Mechanical Turk, Freelancer, Odesk and kickstarter. Basically this report is all about the services, opportunities and threats of using a particular crowdsourcing platform which is selected from these given platforms. This report will discuss the influence of Odesk crowdsourcing platform on the value cost both for seekers and solvers and also defines the strengths of this platform by using a business model. Before discussing all details about Odesk crowdsorcing platform, this report will consider the all four platforms in term of their value cost to both seekers and solvers.

Introduction

This report will include the definition of croudsourcing and we will also discuss the four crowdsourcing platforms in this report and the value proposition, they are providing to the seekers and solvers. First of all we will elaborate the meaning of crowdsourcing and the services of four crowdsourcing platforms that are Mechanical Turk,Freelancer, Odesk and Kickstarter. Basically, crowdsourcing is just the way of getting work or funding online from people who are not the employees of a particular organization. (Harth, A., & Koch, N., 2012).This report will consider all opportunities and threats that an organization can face by selecting one specific crowdsourcing platform and also its influence on the technology to create value for both seeker and solvers. But before discussing about all above mentioned points, it is necessary to know the meaning of crowdsourcing.

Crowdsourcing

Crowdsourcing is made up of two words that are “crowd” and “outsourcing”. It means that work comes from an undefined crowd which is done by undefined public. Mainly, it is process of acquiring needed services or content from a number of persons who are self employed or part time workers. A seeker who wants a person or number of persons for  getting a particular work done ,can broadcast his/her problem on different crowdsourcing platforms and persons who are interested in terms of work and money he/she is paying for getting work done can refer themselves for the work. (Doan, A., Ramakrishnan, R., & Halevy, A., 2011).

Target Markets serviced by crowdsourcing platforms

There are four crowdsourcing platforms which we are describing in our report and their services to target particular markets along with their value proposition to the both seekers and solvers. (Kim, Y., Collins-Thompson, K., & Teevan, J)

Mechanical Turk

Mechanical Turk is the market place which believes that in spite of increase in the computing technology; still some tasks are there which a human being can do much easier and faster than the computers like writing a product description, finding an object from a picture, copying audio recording and researching data details etc. All these tasks required human intelligence and this platform provides a number of human beings at low cost to the various companies to achieve their goals on time. It provides services like data gathering, photo processing, and data verification and video processing etc. In terms of value proposition, it provides monetary rewards for buying something on amazon and also provides opportunity to become MTurk Master which means a person can make more money through this platform.

Freelancer

It is the largest crowdsourcing market place for small business which provides various persons as freelancer to do seeker’s work at low cost. It provides the jobs to the PHP developers, Web designer or content writer who ever wants to work as freelancer within minutes. It also supports so many more services and it is easiest way for hiring a freelancer and finding a job as freelancer. Various freelancers and seekers have various issues regarding the value proposition due to its charges for upgrading bid rate etc.

Odesk

It is another globally used crowdsourcing market which provides its client the facility to interview, test and hire a freelancer for job. Freelancers may sign up on Odesk and create their account using which they can easily bid for any job. (ODesk, 2014). It supports various areas like programming, web development, graphics design and content writing etc. It is very clear about its value propositions to both seekers and solvers as it increases the transparency between the client and freelancer and team software is responsible for safe and accurate billing for all work performed.

Kickstarter

Kickstarter is a crowd funding program which allows the creative people from all over the world to show their creativity to the world through it and also earn some money from that creativity. It is basically a mean of connecting an artist to the audience. It supports the projects on books, comics, films and music producer in areas of technology, clothing and others. In terms of value proposition, it is beneficial to both seeker and solver as in case of solvers, it provides a way to reach massive audience and easy funding for creative projects and in case of seekers, it provides them a way to involve in new and innovative projects.

 

Business Model Canvas on Odesk and its strengths

Key Partners

  • Various big organizations.
  • A large number of persons who are working as freelancers

Key Activities

  • Acts like bridge between seekers and solvers
  • Providing video links to let everyone know how to use it

 

 

 

 

 

Value Proposition

  • Providing proper transparency between contractor and client
  • Providing free bidding facilities
  • Proper assurance of accurate and safe billing of work done
  • Quality of work done matters a lot

 

 

 

 

 

Customer Relationships

  • Contractors are earning more than $300 per year
  • No fee for testing and making profile
  • History of freelancer helps to get more work

 

 

 

 

Customer Segment

Both seekers and solvers are important for this platform

 

 

 

 

 

Key Resources

It involves in providing services like:-

  • Web Designing
  • Programming
  • Design and Multimedia
  • Network and information systems
  • Business Services
  • Sales and marketing
Channels

  • Facebook
  • Twitter
  • Many more other sites customers  can hyperlinked to this platform

 

Cost Structure

  • Web based Services
  • Web Development
  • SEO

Revenue Streams

  • Credit Cards
  • Paypal
  • Bank Account

 

Odesk is a global market place from which a large number of persons are getting online jobs and getting money for the work done by them. There are so many services that are provided on Odesk by a large number of persons who are skillful for providing those services. A large number of contractors are also there for appointing people to get their work done at reasonable cost. It provides proper security to the clients to get paid for the services they provided to the contractor even if the contractor is far away from the client. A person can check the history of contractor before start working with him/her as each contractor gets feedback after getting his/her each project completed by the client. So Odesk is the favorite crowdsourcing platform of several of freelancers.

Leverages of Odesk on technology to create value

Odesk offers all its services free to employers and charges only employees when they have earned from this platform. Odesk does not charge for bidding like some of the other crowdsourcing platforms. It is fast, reliable and safe crowdsourcing platform. It provides complete assurance about the billing of work done by various freelancers on this platform. Moreover, it provides its services in two ways, first one is hourly project and second one is fixed price projects. (Sloane, P., 2011). It is not the responsibility of the Odesk to pay the employees who have worked for certain employers ,employers are responsible to pay for getting their work done from freelancers and Odesk cuts some amount which is given to the freelancer by employer. It provides complete protection to both seekers and solvers in terms of value proposition by providing money back guarantee to the seeker if he/she is not satisfied with the work done by freelancer and if any issue arises, then Odesk provides complete help to solve the issue as soon as possible. Odesk is secure and trustable crowdsourcing platform using which a seeker can hire, manage the pay the experts or freelancers from around the world and solvers can choose when and what to work, what to charge and where to work.

Opportunities posed by Odesk

Following are the opportunities posed by Odesk:-

  • The feedback systems and Escrow systems in the Odesk provides the sense of security. A freelancer’s reputation can be easily checked by feedback system. Moreover, Odesk has Escrow system which protects the users from any kind of money fraud.
  • Fixed price contracts helps an freelancer to earn money in bulk
  • Freelancers can apply for job and get paid for it anytime or anywhere there is need to have an internet connection only.
  • There is a bidding system using which freelancers bid against other freelancers and a small amount of money get cut from the amount they are paid by contractor.

Threats posed by Odesk

Followings are the threats posed by Odesk:-

  • Odesk also have clients who asked a freelancer for trial jobs and after getting that work done, he/she will not pay the freelance for the job.
  • Communicational gaps may affect the working on the complex projects
  • There is no particular guarantee for the professional behavior of the freelancers as a freelancer can miss the milestone or take long time to get back to a particular client.
  • It is very difficult to hire someone for a personal assistant jobs if an agency applies.

Conclusion

Odesk serves a large number of employer and employees. It is the world’s largest and fastest growing crowdsourcing platform. It deals in providing various services like web designing, SEO, content writing, data entry job, network and information systems, design and multimedia and business services etc. It provides complete transparency between the employers and employees for avoiding any issue. Every employer and employees get feedback after the completion of the work. So it is the safest and reliable crowdsourcing platform for doing and getting work done online.

Appendices

Business Model Canvas……………………………………………………..7

References

Doan, A., Ramakrishnan, R., & Halevy, A. (2011). Crowdsourcing systems on the world-wide web. Communications Of The ACM54(4), 86–96.

Kim, Y., Collins-Thompson, K., & Teevan, J. Crowdsourcing for Robustness in Web Search.

Sloane, P. (2011). A guide to open innovation and crowdsourcing (1st ed.). London: Kogan Page.

Harth, A., & Koch, N. (2012). Current trends in web engineering (1st ed.). Berlin: Springer.

oDesk,. (2014). oDesk, the world’s largest online workplace. Retrieved 2 September 2014, from https://www.odesk.com/

 

 

Introduction

The complete project outline was to conduct a simulation of Everest climbing. Teams were made and others were directed to act according to the plan and program. Teams and team mates were directed by teachers and trainers, over the topic as how to commence and complete the whole “Everest Simulation” program. Both simulation programs were to conduct by the students as a team of five members, one will act as an “observer” and in exceptional cases teams will be allotted with a seventh member, who will act as an observer along with the sixth team member who also is an observer. A website was used for the purpose of assignment allocation and completing accordingly.  Everybody was in a mood to take up the challenge. So it was pre planned that just after coming from the university we will take up some snacks and get ready within 15-20 minutes, then everybody from their respective places will call one another and then we will start. We were in different places so with the internet connection we started contacting with the group members through cell phone. We took every group members view for this thing and got to make this thing feasible. Yes, I was the person who organized the team.

 

Issues during Simulation

Although there were teams, and they were working quite in a good way but there were some problems as, they were lack of coordination, issues with team leading, and several others. The team has done quite a good job, the thing which we will take care for the next level is that if there is any obstacle not all to go and face it rather than one should go and then analyze the root of the problem (May, 1985). If everyone faces the problem together then there is a chance that the problem might seem a little lesser in size. In the other hand if only one face it then others get a chance to observe and point out what mistake is done and they can rectify it.

During the simulation we stayed connected through Face book, we made a group of our team there and everyone who was having problem pinged there and the matter was sorted out as soon as possible. Again we all member before starting the simulation sat together and sorted this way to stay connected and give ones opinion through this means. It was really a good and positive experience, realized when in reality such situation comes how to tackle and come up with some healthy ideas to take your teammates out of danger. It felt like we were in reality to make a expedition to Mt. Everest and all of us were so excited to take up the task (May, 1985). I knew that it is going to turn out to be a massive excitement task. Issue as in the negative part from the first part of the simulation is the leading part of the complete task, and there were some part which went well as they were planned to be.

Analyses of the Everest Experience

Virtual Teams and Regular Teams

Everybody was more or less involved in the matter. Being the leader I ordered how to move and how to tackle some of the odd situations. Others also gave me a huge support by not over ruling me, but in case when I am wrong they rectified me which was good move as a team. This was a good feature which I need to mark of my group, they all have handled the situation with cold hand, without getting angry on anyone or releasing frustration on others that why they have done so why not in other way like that. None of the team member’s decision conflicted during the simulation; they were very much clear about their goal and did the task in a well composed manner. When anybody was having some problem we tried to solve that out in an interactive session through our chats in the group created by us. It helped us a lot and we are thankful for this to each and every member of our team. The emotion which I felt through the conversation in group which was created in Face book, was that they all were very much excited and all they want was to finish the task as soon as possible as if they themselves climbing Mt. Everest. They were so much full with energy to go like this way and that, to tackle the obstacle this and that way. This experience made me feel like we were still children and full of excitements and no fear for danger. The primary decision was taken by me, and if felt that it was not feasible then the vote of the team members were taken. This was very much required at this level because everything was unknown to everyone, and nobody knew what was coming next, so a collective decision was necessary from everyone, and according to that moves were chosen toward the summit. Being a team leader I was very much happy to lead a team like this, I think I haven’t tried to be arrogant and compelled others to obey my orders. It   was like an interactive session for us to make a good expedition towards Mt. Everest. The team members have supported me a lot and for this I am very much thankful to them. It was really a proud feeling and satisfactory too. Being the group leader for such a case made me felt like I really bear all the responsibilities of my team members and if anything adverse happens it’s me who needs to do the needful. Such inner deep feelings aroused inside me, and made me fulfill the task with all more energy and patience. I am not completely satisfied with my work, since during the obstacle part I made everyone to approach together and face it, whereas I myself could have went there and faced it, and then knowing the root of the difficulty  could have told others to face it. For which much of the task time was wasted. And it could have been done more nicely and flawlessly.

Leadership Effectiveness

I think because of the above reason only my team was not being able to finish the task a little faster, as all of we went together for the obstacle then much of the time was hampered. We could have saved a much more time and completed the task a bit earlier. No matter what is the situation we had enough believe that we can make it, and there is where we were successful. We would try to be more composed, do not panic during crucial time. Before we make any decision it’s very essential to make everyone realize the essence of it. Not to face the trouble together it’s not a war so we need to be more patient and observe things much closely and need quick constructive ideas to face the difficulty. Yes, team contract was used for the complete procedure as there was a section for personal information and details, which eventually will help for completing the procedure in a healthier way. The complete procedure was a simulation process for the purpose of completing an Everest summit program. A simulation program is a computerized program projecting a real world. A simulation process helps identifying a scope for popularizing the complete project in a real world situation. Simulation of the complete Everest summit program is a computerized virtual world, where teams were trained to perform according to the information they have been trained with. Writing the contract has always been helpful throughout the simulation process, having a contract overhead throughout the complete project has been driving team mates to do their part sincerely and with dedication. Teams were almost the same and there were not much changes then the fist team. The team was dedicated enough and decided to not to make any changes. The team and members was concentrated enough to make achieve their goals and objectives until the completion of the entire simulation project. The project outcome and other procedure were completely satisfactory and team mates were satisfied with the complete process. There was a plan first the team came up with and the complete project was to run according to that plan. Everything went perfectly well and there were no problem with the complete procedure. The planning went right as that was in Everest 1. The organization process was perfect, although a little problem was there with the procedure at first.

The same person did organize the Everest 2 simulation, who did organize the 1st Everest assignment. The reason behind the same person being the organizer is because the management abilities of that person (Danielson, 1983). The over-viewing abilities helped him a lot to organize a successful simulation procedure. The simulation did help students a lot to understand the complete process and then understand the importance of the project. If compared from the Everest 1 simulation program, there were some differences that can be observed in the team performances. The teams were more dedicated in the Everest 2 simulation program. Because, the team mates have already witnessed and had an hand in hand experience from the Everest 1 simulation, they were a lot confident about the work procedure and how they are to perform in the simulation program, and what role they are to serve within the complete simulation program. From one point of view of an “Observer”, it is advantageous because the team and team mates are aware of one thing; that is there is an observer and he/she is watching overhead to rectify the complete process if needed and this procedure has been helpful. And if you are not an observer it is another sort of experience to lead the team and make it work the complete procedure.

It is a positive experience, because there are a lot of things one might encounter with in the complete procedure.

Learning Review

This question is a little difficult to answer since; we have been prepared to do a simulation of the entire procedure. A simulation is a virtual world projecting the same and exact object, producing result based on a real world time (Danielson, 1983). Simulating the complete project, was an wonderful experience since we were to perform in a team, pretending we actually are climbing on Everest, we were entitled to conduct a rescue operation throughout the procedure just the way it happens in a real world. The procedure was just the way it was in the first simulation process. Team mates were entitled with unique names and they were to call themselves during the simulation process. The complete communication process during the Everest 2 simulation process was the same way it was in the Everest 1 simulation. Whether it is round 1 or 2, whatever position did any of the team members did hold they were to pay even attention and act as important as anyone. Team member were equally engaged and were paying equal attention to every step as managed in the complete simulation program. The complete simulation program was planned and programmed as to perform the complete operation as a team. But, if the question comes to, if there were any conflict during the procedure, the answer would be “no”, there were not much conflict, there were everything planned and projected prior to the final simulation process (Emerson, 1982). So it helped a lot to perform the complete simulation program without any conflict during the complete simulation procedure. The complete aim and objective was planned and discussed well before the final program, with one and only aim to reduce and avoid any conflict. The complete process was a virtual one and no real situation was actually there. Although, everything was computerized, and everyone has to perform according to the planned and pre projected way, so there has not been much emotions observed throughout the simulation process. Although, observer seem to get a little frustrated while we were at the middle of the program, because he had to look over head and observe every team member and prepare a report for the same. Because, he had to manage the complete process and observe the complete project and team member and their performance individually. After the 1st simulation process, we should have changed the complete procedure for the entire project. But since we did not change the procedure, the effectiveness was not much effective, since the 1st simulation process. Decisions were made random during the entire process of simulation. Since it was out 2nd experience, we should have changed our work criteria and hence we did not, it did not really work well. Satisfaction depends upon the quality of the entire output. Since, the output was not really up to the mark. And this happened only because of the leadership style. We should have changed, since it did not work well in the 1st simulation process. So, it was not a satisfactory one. Emotions were observed in the observer, since he had to observe and make a journal about the same, it was a little difficult for him to observe every team member, analyze and make a journal at the same time. Since the leadership was not really a successful one and the output was not a fruitful one, how can one say the team was successful? If the aim and objective of achieving higher points and scoring better than other team was achieved then, it would have been justified if said that the team is successful one.

Conclusion

The complete report is the just the mirrored reflection of the report made above. Working in teams, and with a lot of advantage and some limitations and good and bad point has helped me learn a lot new and innovative ideas about how to deal with certain situation. Situation about, what to do, when a team member is hurt and he needs to get out of the simulation project and then how to recover the blank space of that team member, and many other dealing tactics. With the aim and objective the team was build, the expectations were too high and since the team did not perform well, the team combination is not proved to be good enough to work together. The project information were shared over the “Face book” group page and Christina booked study room, team was a leader guided one, trained to perform in a team, but the leadership was not good enough to do the justification (Majumdar, 2011). Further information was shared with the help of projecting them over a white board, before the simulation process and during the process as well, with a common aim to achieve a group target, so that a higher point can be achieved. Throughout the complete process there were no conflict, because the tasks were well planned and the team mates were trained enough to work together and perform accordingly.

 

 

 

 

References

Clark, D. and May, W. (1985). HVACSIM+ building systems and equipment simulation program. 1st ed. Gaithersburg, MD: U.S. Dept. of Commerce, National Bureau of Standards.

Clark, D. and May, W. (1985). HVACSIM+ building systems and equipment simulation program. 1st ed. Gaithersburg, MD: U.S. Dept. of Commerce, National Bureau of Standards.

Emerson, D. (1982). An introduction to the TSAR simulation program. 1st ed. Santa Monica, CA: Rand.

Emerson, D. (1982). An introduction to the TSAR simulation program. 1st ed. Santa Monica, CA: Rand.

Emerson, D. (1982). An introduction to the TSAR simulation program. 1st ed. Santa Monica, CA: Rand.

Giese, P. and Danielson, J. (1983). CROMAX. 1st ed. [Madison, Wis.?]: U.S. Dept. of Agriculture, Forest Service, Forest Products Laboratory.

Giese, P. and Danielson, J. (1983). CROMAX. 1st ed. [Madison, Wis.?]: U.S. Dept. of Agriculture, Forest Service, Forest Products Laboratory.

Majumdar, A. (2011). Generalized fluid system simulation program, version 5.0–educational. 1st ed. Huntsville, Ala.: National Aeronautics and Space Administration, Marshall Space Flight Center.

Majumdar, A. (2011). Generalized fluid system simulation program, version 5.0–educational. 1st ed. Huntsville, Ala.: National Aeronautics and Space Administration, Marshall Space Flight Center.

Montgomery, V. and Meyer, J. (1993). Edwards Aquifer ground-water protection program, Central Texas Region. 1st ed. Austin, Tex.: Texas Water Commission.

Neervoort, F. (1976). Management report. 1st ed. Jerusalem: Ministry of Commerce & Industry.

Penderghast, T. (1988). Entrepreneurial simulation program. 1st ed. San Diego [etc.]: Harcourt Brace Jovanovich.

Penderghast, T. (1988). Entrepreneurial simulation program. 1st ed. San Diego [etc.]: Harcourt Brace Jovanovich.

 

 

Identify the main IS/IT security, ethics and privacy issues that Almost 21 should consider when leveraging these different technologies (SCM, CRM and Business Intelligence applications) as part of an integrated enterprise systems strategy.

Security has turned into a basic issues for some associations and has been hoisted from a different, specialized concern to a venture concern. Security is a business necessity that must straightforwardly adjust to key objectives, endeavour destinations, hazard administration plans, consistence necessities, and hierarchical arrangements. Given that security is a business issue, associations should heartily organize, convey, and immediate a large portion of their foremost assets and capabilities to oversee and adjust security dangers to their vital objectives, operational measures, consistence prerequisites, and frameworks structural planning.

Supply chain management is the procedure of acquiring the crude materials Almost 21 Pte Ltd needs to make an item and afterward circulating those completed items to Almost 21 Pte Ltd clients, as indicated by the CIO of Almost 21 Pte Ltd. When you discover approaches to make Almost 21 Pte Ltd store network more effective, you make points of interest for Almost 21 Pte Ltd self. Understanding those favourable circumstances will support the speculation of time and assets into inventory network administration. The following are the ways that Almost 21 Pte Ltd will benefit from the SCM effectively.

When you have control over Almost 21 Pte Ltd production network, which implies that you can obtain the materials important to make custom requests rapidly. You likewise have the circulation arrange set up to get those custom requests to Almost 21 Pte Ltd customers rapidly. On the off chance that Almost 21 Pte Ltd  organization has the capacity offer bigger customers the capability to get hand crafted items that fit in with the customer’s particulars quicker than the opposition, which makes Almost 21 Pte Ltd  organization an appealing alternative to those sorts of clients.

A successful production supply chain management system recognizes suppliers with the best evaluating and serves to keep crude material levels in accordance with generation needs. Almost 21 Pte Ltd is not clutching a huge number of dollars in crude materials it needn’t bother with when the store network administration framework meets expectations legitimately. Not just does this make Almost 21 Pte Ltd will be more beneficial, it likewise diminishes Almost 21 Pte Ltd  item assembling expenses, which can diminish Almost 21 Pte Ltd  retail costs. It can be a huge point of interest to end up known as a quality producer that is additionally a low-value pioneer (Daghfous, 2009).

Q-4)

Recommend specific software solutions (SCM, CRM and Business Intelligence applications) that Almost 21 should adopt.

In the event that an organization does not have tight control over its supply chain, then including new items or changing suppliers can get to be costly. At the point when the store network administration framework is working adequately, the organization can switch to new sellers immediately when old merchants go bankrupt. The organization additionally can discover hotspots for new materials to help make new items that will permit the organization to stay known as an industry pioneer.

CRM (customer relationship management) is a data industry term for approaches, programming, and normally Internet capacities that help an enterprise oversee client connections in a sorted out way. For instance, an endeavour may fabricate a database about its clients that portrayed connections in sufficient detail so that administration, business people, individuals giving administration, and maybe the client specifically could get to data, match client needs with item plans and offerings, help clients to remember administration prerequisites, comprehend what different items a client had bought, et cetera. This is how CRM will lead to efficiency:

Helping an endeavour to empower its promoting offices to recognize and focus on their best clients, oversee showcasing crusades and create quality leads for the deals group. Aiding the association to enhance telesales, record, and deals administration by upgrading data imparted by numerous workers, and streamlining existing methods.

Permitting the arrangement of individualized associations with clients, with the point of enhancing client fulfilment and augmenting benefits; recognizing the most beneficial clients and giving them the largest amount of administration. Furnishing representatives with the data and methodologies important to know their clients, comprehend and distinguish client needs and viably fabricate connections between the organization, its client base, and circulation partners.

Recommended Software

SCM

Enterprise WMS and Interchange EDI: We particularly like the Enterprise WMS and Interchange EDI for Almost 21 Pte Ltd report essayist that will be incorporated inside the framework, offering entrepreneurs simple access to cutting edge reporting gimmicks. All reports are completely adjustable, and ongoing stock administration and status reports help to keep administrators and heads always insider savvy. The framework, while offered as an on reason arrangement, is additionally web-available, so immensely paramount data can be seen from any area the length of an Internet association is accessible.

Enterprise WMS and Interchange EDI is a Windows-based framework, and consolidates the well-known Windows summons with its instinctive interface to enhance the client’s experience and decrease the time needed to take in the ins and outs of the framework. Usage time is nearly short, and a full framework can be sent in as meagre as 10 days. All moves up to Enterprise WMS and Interchange EDI are constantly free, so that all clients can be guaranteed they will dependably have the most state-of-the-art adaptation.

CRM

Salesforce.com Service Cloud: The Service Cloud will give Almost 21 Pte Ltd with a call focus like view that empowers them to make and track cases coming in, and consequently course and raise what’s vital. The Salesforce CRM-fuelled client entry gives clients the capacity to track their cases, incorporates an interpersonal interaction module that empowers the client to join the discussion about their organization on informal communication sites, gives explanatory devices and different administrations including email, talk, Google pursuit, and access to clients’ privilege and contracts (Grant, 2012).

BI

Pentaho: Pentaho takes after an open centre plan of action. The Pentaho suite comprises of two offerings, an endeavour and group version. The venture release will get through a yearly membership and incorporates additional help administrations in Almost 21 Pte Ltd. Pentaho’s centre offering will be as often as possible upgraded by extra items, normally as modules, from the organization itself furthermore the more extensive group of clients and fans (Madan Sheina, 2010).

 

 

References

  1. Daghfous, A. &. B. R., 2009. The strategic management of information technology in UAE hotels:An exploratory study of TQM, SCM, and CRM implementations. Technovation, 29(9), pp. 588-595..
  2. Grant, R., 2012. Salesforce to predict the future with the power of Prior Knowledge, s.l.: VentureBeat.
  3. Madan Sheina, O., 2010. Pentaho BI Suite Enterprise Edition, s.l.: s.n.

 

 

 

 

 

 

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