Showing posts with label assignment help. Show all posts
Showing posts with label assignment help. Show all posts

Monday, November 30, 2020

Threat Of Accounting Software In Reducing Job In Accounting Australia

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Threat Of Accounting Software In Reducing Job In Accounting Australia



Proposed research title

“The problems and issues of accounting software in accounting professions”


Research Background

The current research paper aims to provide with the information regarding the issues and challenges involved in accounting and accounting software. It further discusses and focuses on a bunch of solutions and strategies in order to solve and overcome the problems. The use of technology in accounting and bookkeeping is one of the most common and desired thing in the recent era. It has become easier to maintain the finance department in all the industries because of technology and its facilities. Just like the every other sectors, accounting is also going through a transformation while adopting new techniques of technological software (Alcouffe, et al., 2008). In the current time, the traditional techniques of accounting are being out formed and obsolete. The concepts of outdated financials, lack of information system, work based programming and remote-control systems are being excluded and the new innovative techniques of accounting are being incorporated and implemented. On contrary, technology is being an extremely fast tool to manage all the accounting tasks and it is being even more beneficial for the organizations and their future. The implementation of technology has brought a revolution in the business sector. The software like data security, the cloud, OCR tools, blockchain and xero technologies have taken the works of financing to a different level altogether and the organizations are being extremely benefitted with the implementation of such technologies. It is very difficult for the organizations if they fail to adapt the change of the industry. The workers and their practices will be left vulnerable and there are higher chances of the clients getting disappointed by the delayed and outdated work. Also, the market value and the brand values of such organizations will decrease much. 


In the recent times, the advanced technologies are developing every day and the organizations are adapting all the innovative techniques. In this time it is very unfortunate for the accountants who are being able to cope with the new techniques (Donaldson, et al., 2015). The competition in the market is increasing rapidly. Many new entrants are rising and being able to fit in the market. This is how, the growth of technology turns out to be a threat to some professionals at times. The innovative techniques of accounting systems are doing all the jobs by itself and not involving any human cooperation. This is being a severe threat to the accountant designation. Those who were holding the post ion the different companies are now losing their jobs and it is a serious threat.  The modern business organizations are implementing more advanced and affordable software instead of accounting professionals. This is how the professionals are getting insecure. 


The other very important challenge is the cyber security of the business. Accountants faces such challenges with accounting software. Implementing the highest scale of data security and a proper understanding towards information system is much needed nowadays. Because, hacking, stealing information and data are the serious issues of the organizations (Cavelty, 2007). It is observed and noticed that there are many cases of cyber-attacks occurring every year to some companies or the other. In the year 2017 there has been 400 cases of cybercrime in the businesses of Australia which has affected too many machines all over the world. 


There should be strategies of handling and managing cyber security in the innovative accounting systems. The issues of innovative accounting software are the financial loss of the business and the loss of work designations of the professionals. 


Research questions

• How does technology give birth to the issues of the account professionals?

• What are the threats of technology in accounting?

• In which ways do the accountants adopt new technologies?

• Is there anything to fear regarding accounting technology?

• What are the ways of threat management?

• How do the accountants be aware of the threats?


Research aim and objective

The following research assignment aims to find out the influence that the accounting technology creates along with the issues and the solutions and strategies to get over the threats. The other motifs could be;

• Finding out the issues of the new accounting software

• Listing out the strategies and tactics to overcome the challenges

• Finding out the reason behind the fear of coping with new technologies of the account professionals

• Finding out the information regarding spreading awareness to the professionals about the threats.

Keyword for literature review

• Accounting technology issues

• Problems of new accounting software

• Confirming the threats of the new technologies

• Raising cyber security in the organizations

• Online accounting

• Threats of accounting software


Publication Details of relevant articles for literature review

Sin, S., Reid, A. & Dahlgren, LO., 2011. The conceptions of work in accounting profession in the twenty-first century from the experiences if practitioners. Studies in Continuing Education, 33(2) , pp. 136-156.

Spalding, A.D. & Oddo, A., 2011. It’s time for principles-based accounting ethics. Journal of Business Ethics, 99(1), pp. 49-59.

Oler, D.K., Oler, M.J &Skouren, C.J., 2010. Characterizing accounting research. Accounting Horizons, 24(4), pp. 635-670.

Schroeder, A., Minocha, S. & Schneider, C. 2010. The strengths, weaknesses, opportunities and threats of using social software in higher and further education teaching and learning. Journal of computer assisted learning, 26(3), pp. 159-174.


Data collection plan

Various methods of data collections are used in different types of projects. It depends upon the type of assignment or research being done. It involves primary data collection or secondary data collection and in cases both the ways are implemented in the research procedure. In this research paper, the different data from the existing literature have been used as well has firsthand interviews of the business managers and owners (Kruskopf, et al., 2019). Both qualitative and quantitative research have been made in this dissertation. The qualitative research interacted with the documented data to understand every aspect of the threats of new accounting technologies in business.. On contrary, the quantitative research has calculated the statistical figures by investigating individuals in person. The survey included interviews of the business person to get the approximate result of the influence of technology. Precisely, the research is based on both primary and secondary research approach. 


Ethical consideration 

The ethical consideration of a research paper indicates the consent and credit of the assigned research papers and journals. It is important to use factual and with credit to be ethically right and respect the researcher. The involved research activities are done ethically (Alcouffe, et al., 2008). The current research has checked the originality and the authenticity of all the existing literatures involved with it. The survey involved in the paper ensures that the interviews have been conducted after taking consent of the individuals and all of them were adults (Meredith, 2007). The questionnaire has been published anonymously and there is no involvement of any sensitive issues such as religion, politics or anything of this sort. The entire research process have been kept consensual and private. The collected data have been kept safe and it can only be accessed by the researcher. 


Bibliography

Alcouffe, S., Berland, N. & Levant, Y., 2008. Actor-networks and the diffusion of management accounting innovations: A comparative study. Management Accounting Research, 19(1), pp. 1-17.

Cavelty, M. D., 2007. Cyber-security and threat politics: US efforts to secure the information age. s.l.:Routledge.

Donaldson, S., Siegel, S., Williams, C. K. & Aslam, A., 2015. Enterprise cybersecurity: how to build a successful cyberdefense program against advanced threats. s.l.:Apress.

Kruskopf, S. et al., 2019. Digital accounting: opportunities, threats and the human factor. ACRN Oxford Journal of Finance and Risk Perspectives, Volume 8, pp. 1-15.

Meredith, L., 2007. Scanning for market threats. Journal of Business & Industrial Marketing.




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Tuesday, October 20, 2020

Project Initiation, Planning and Execution of Bruce Highway Upgrade Program

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Project Initiation, Planning and Execution of Bruce Highway Upgrade Program

 1. Analysis of Success Factors           

The Bruce Highway Upgrade Program (QLD) would include the use of the construction management plan (Boyd, 2019). The completion of the works would be based on the usage of effective management and operations. The project would help to improve the situation of the long route travelling, and it would help in keeping the information function alignment. The success of the project would be based on the adequate facilities and design of the highway. The features of the road to be developed would help in enabling the proper management of conveyance and improving the situation of innovative management of work. The management of the traffic, using recycled materials, and the improved design of the highway would act like a success factor. They have been explained below,

Management of the traffic

The control of the traffic would help in considering the innovation management process. The traffic management would be achieved with the renovation of the highway road. The traffic management would help keep the information function utilisation. The traffic situation would be improved with the innovative management of operations (Higgins et al., 2018). The traffic improvement would be useful for keeping the data work usage. The traffic circumstance would be improved with the creative administration of activities.

Using recycled materials

The usage of the recycled materials would be identified for enduring highway control management operations. The recycled materials would be responsible for configuring the construction works without harming the resource environment (Scott, 2017). It is crucial for using sustainable practices while working for construction works.  The reused materials would be liable for arranging the development works without hurting the asset condition. It is essential for utilizing supportable practices while working for development works.

Improved design of highway

The innovative design of the road would help keep the information glued with the considered information confinement. The way would be enhanced with the practical consideration of innovation and management (Higgins et al., 2018). The design of the way would be based on the evaluation of the principles would be found on the usage of innovation and development. The highway would be improved with the influential thought of the advancement with design principles. The plan of the interstate would be founded on the assessment of the standards with the utilization of promotion and improvement.


2. Analysis of Fall Factors

The issue of the traffic identified in the Bruce Highway Upgrade Program would result in considering the flaw issue process. The traffic issue would be achieved with the renovation of the highway road. The traffic issue would be resentful for keeping the flow of traffic unobstructed. The traffic situation would be improved with the flaw issue of operations (Scott, 2017). The usage of the volatile materials would be identified for enduring the highway control issue operations. The explosive materials would be responsible for configuring the construction works without harming the resource environment. It is crucial for using sustainable practices while working for construction works (Higgins et al., 2018).  The flawed design of the highway would be resulted for keeping the information glued with the considered information confinement. The road would be improved with the practical consideration of the innovation and issue. The design of the road would be based on the evaluation of the principles would be found on the usage of change and development.

3. What are the Ethical Considerations of Bruce Highway Upgrade Program?

The term Ethical Considerations can be referred to a set of moral norms which are required to be maintained in an organization for the improvement of the business (MacKay, 2016). The employees, along with other staff, are required to follow the rules in terms of making the organization sustainable. The organizational leaders are the significant authority who is needed to keep an eye on the activities of the employees. The project of Bruce Highway Upgrade Program (QLD) also maintained some basic ethical norms that have been beneficial for the successful end of the project.

Role of the leader: the leaders are responsible for making the employees influenced and motivated towards performing their job roles. The leaders must have a brief knowledge regarding the set of ethical norms and helps the employees to follow it (Stazyk & Davis, 2015). Ethical considerations involve the idea that efficient leaders would be capable of making the employees convinced in terms of maintaining the rules.

Ethics policy: the ethical norms should be written in simple and clear words that every employee can be able to understand it (Stazyk & Davis, 2015). The rules would be made based on organizational culture and ethics. There should be no partiality in the rules and regulations of the organization. The Bruce Highway Upgrade Program (QLD) project has followed some ethical considerations to gain success.

Performance monitoring: the ethical considerations involve the idea of monitor the performance of the employees in terms of improving the organizational culture (Stazyk & Davis, 2015). It will be the duty of the leader to watch and observe the employees and their actions if they are following the norms or not. Strict action s should be taken the employees if they are not maintaining the rules.

Prohibited ethical violation: it is the responsibility of the leader to take such strong action against any employee if he/she breaks the rules of the organization or do not maintain the ethical norms. The organization’s ethical considerations portrays its culture and beliefs. Hence, it is required to maintain the rules without any violation that can harm the reputation of the organization. The Bruce Highway Upgrade Program (QLD) has been successful in maintaining these factors and made the project successful and sustainable.

Reference list

Boyd, S. T. E. V. E. N. (2019). Designing a rubric to categorise projects of significance to the Sunshine Coast Region. Bruce Highway Upgrade Program In Proceedings of the 25th Annual Pacific-Rim Real Estate Society Conference. Pacific Rim Real Estate Society (PRRES).

Higgins, A., McFallan, S., Marinoni, O., McKeown, A., Bruce, C., Chilcott, C., and Pinkard, L. (2018). Informing transport infrastructure investments using TraNSIT: A case study for Australian agriculture and forestry. Computers and electronics in agriculture, 154, 187-203.

Higgins, A., McFallan, S., McKeown, A., Bruce, C., and Chilcott, C. (2018). Informing major government programs for rural transport infrastructure in northern Australia. The Rangeland Journal, 40(4), 341-351.

MacKay, N. (2016). Ethical Considerations. Bruce Highway Upgrade Program In Curating Oral Histories (pp. 61-72). Routledge.

Scott, S. (2017). Conservation of Hairy Hazelwood: A propagation and transplantation experience. Australasian Plant Conservation: Journal of the Australian Network for Plant Conservation, 26(2), 11.

Stazyk, E. C., and Davis, R. S. (2015). Taking the ‘high road’: Does public service motivation alter ethical decision making processes? Bruce Highway Upgrade Program Public Administration, 93(3), 627-645.

 

 

 

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Friday, February 21, 2020

Change Management Assignment: How To Deal With Resistance To Change

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Change Management Assignment: How To Deal With Resistance To Change


Article 1
Title: El-Taliawi, O.G., 2018. Resistance to Organizational Change. 2018. Global Encyclopedia of Public Administration, Public Policy, and Governance. 

Summary
As stated by (El-Taliawi 2018) organizational change can be considered as a phenomenon that has been focused since the past few decades. Most of the organizations in recent times are operating in the environment, which is increasingly complex. The survival strategy, which is applied in their working mainly, depending on the ability to implement changes wherever it is necessary in order to keep pace with the changing demand of the customers. One of the main topics addressed in this change management assignment, which can be stated in the context of managing resistance to change, is the employee. As organization face increasing pressure to adopt to the complex and rapidly changing environment they are directly forced to change and innovate in order to survive. It can be stated here that since employee buys in and ownership of the process of change it has been found to the key aspect or factor, which ensures successful implementation of the initiative of change. It is paramount to take into consideration the causes, which are linked to the resistance of change.

Critique
The concept of “resistance” has been equally examined widely from different fields which includes human resources, psychology and even taking up to the concept of physics. According to most of the researchers, change may directly cause responses for example stress and denial, which may lead the employee to resist the change rather than to embrace it. Change management can be noted to be a factor, which includes a change in the forms of thinking or operation of an organization. It can be operation change due to pressure of altering the financial condition of the organization or due to the management aspect relating to fulfilling the requirement of the customers. Change can come in various forms but one of the main factors, which should be linked to the change, is an advantage or financial gain, which can affect the future sustainability factor of working of an organization. Process management can be directly linked to the factor of change due to the reason that if change is deployed in an organization be a process of execution of task also be changing. Both of the concept according to most of the researchers go hand in hand and affect each other in a positive and a negative manner. The requirement of the changing area and dealing with the change in a positive manner becomes one of the crucial factors in an organization-working context. Proper utilization of the resources is another crucial factor, which can be linked to the factor of resistance of change, and in most of the cases, it should be focused that it does not hamper the internal working of the organization.

Conclusion
After analysing this context of change management assignment, it can be stated that resistance to change is one of the main factors, which play a crucial role in most of the organizational working context. The change can divert an organizational working area, which can affect the employee so it can be stated that employee should be always to ready to resist to the change in a proper manner so that sustainability in the working of the organization can be achieved in a proper manner.

Article 2
Vlados, C., 2019. Change Management and Innovation in the living Organization': The Stra. Tech. Man Approach. Management Dynamics in the Knowledge Economy, 7(2), pp.229-256.

Summary
Change can be considered as a process of transformation in a way that a group, individual or an organization acts as a whole. In this manner the change and the procedure of overall modification it directly simulates and reproduces conflict and resistance. In practice, it can be noted that every form of changes create and disseminates in a way which is multiplicative – to an extent of lesser or greater extent which incorporates the specific actions and thoughts. Change often causes diffusion in a manner of dynamics and content which in turn triggers the spark for a chain of events which are future-orientated which requires to directly manage the arising challenges.

Critique
In the area of managing the resistance of change in this context of change management assignment, it can be stated that there are basically four components which are attached to the working. The main factors, which can be stated and plotted below:
  • The value and goals relating to the organization, which would be directly corresponding to the defined goals ad value promoted, form the end of the organization.
  • The system which is linked to the technical aspects should be corresponding to the techniques, knowledge, and technologies required to form the end of the organization
  • The system, which is linked to psychology, should be directly corresponding to the general culture of the organization. This would be taking into consideration the network of roles and relationship and the rules, which directly tie the employee of the organization.
  • The subsystem of the administrative area should directly extend to the organizational responsibility for associating to the working environment of the organization. This factor can be linked to the area of setting up of goals and plans relating to the procedures and structure, which are deployed in the organizational working context.
Although the factors, which are stated above play a significant role in the area of managing of the resistance of change, it can be, stated here that there are various other factors, which play a significant role in the context of the discussion. Innovation is a term, which should be directly linked to the factor of change, which in recent times is playing a very important role. The employee should be willing to adopt the changes in a proper manner so that organizational working changes management can be implemented in a proper manner. The overall management of the organization should be playing an active role in the context of working relating to managing of resistance to change.

Conclusion
The article in the context of change management assignment tried to introduce a new approach, which is conceptual to the change management. Indirectly acknowledged, a transition in the theory of organization related to the change management by examining the different thought so working area, which should be deployed in an organizational working area. Change can come from anywhere but the focus on working should be one of the main parameters, which should be focused. The concept of transition is one of the main factors, which should be focused on that the change would beneficial for the overall working of the organization.

Article 3
Hussain, S.T., Lei, S., Akram, T., Haider, M.J., Hussain, S.H. and Ali, M., 2018. Kurt Lewin's change model: A critical review of the role of leadership and employee involvement in organizational change. Journal of Innovation & Knowledge, 3(3), pp.123-127.

Summary
Change can be stated to be very much crucial for organisation in the process of high completion market, which is applicable in recent market situation. There are numerous theories, which can be applicable in the area of change management, which describes the effectiveness of modification of processes, structure of the organisation and strategy of working of an organization. The focus of the article would be applicable in the model of Lewin’s which focuses on the three-step process for the change in the organisation. In the model, there are general steps, which are to be followed, which can be noted to be one of the main factors, which can be linked to the area of change management resistance.

Critique
The main purpose, which is linked to the article illustrated in this change management assignment, is linked to the factor between the change and the model, this relation describes the way in which change management can be resisted which do not hamper the overall execution of the various working of an organization. The life of organization change and change management has parameters such as global and technological phase, which directly focus on the management of the process in a proper manner without any forms of the problem attached in the working area. Kurt Lewins’s model can be considered as an early fundamental model, which directly explains the forces of striving, which would be maintaining the status quo and pushing relating to the change. The process which is involved in the management of the changes area can be noted to be directly linked to the management of the internal organisational affairs which would be helping in the proper management of the change area in the organisational working context.

The Lewin’s model was generally used from a study, which can be termed as Ethnographic study, which assumed for the area of investigation of the change development, mediates implementation and initiative linked to the leadership affairs for complex working situations within an organization. Change in a working dimension can be stated to be very much enviable which would be directly involving proper planning which would be directly restricting the change management area. The focus in organizational activity should be proper utilization of the resources so that the proper of change management would be towards the positive side of the working area.

Conclusion
There are many theories, which can be applied in the working area, which are positive model, action research model and Lewin’s model in the theory of change management. Hence, in this context, it can be stated that the Lewin’s model is widely used due to the factor of removal of the complexity, which is seen in the other model. Relation with the change management area can be done very much properly in the model and which can be stated to be very much beneficial form the perspective of the organizational working. In working with the model, the managers should be directly focusing on the process of the change process, which is necessary for the working area of the organization.

Article 4
Issah, M., 2018. Change Leadership: The Role of Emotional Intelligence. SAGE Open, 8(3), p.2158244018800910.

Summary
The focus point of the article in the change management assignment is linked to change management, which can be directly linked to the factor of change leadership. The style of leadership can be stated to be one of the integral parts, which can be linked to the factor of change management. The ever-changing pressure which is linked to the working of an organization can be stated to be one of the main focus points which can lead to the factor of change of leadership is order to manage resist to change.

Critiques
Changes always involve some form of the emotional area due to the factor that people usually enjoy comfort. Hence, it can be stated that change management can affect the working orientation of the organization as well as the employee of the organization. Hence proper process management and proper infrastructure with the change management is very much crucial. Moreover, it can be stated here that when a change affects the area of assumption it can be stated that it can make the changes very much recipients to reluctant which would be accepting the proposed status. According to the author, it can be stated that it is very much common to observe the members of the organization becoming resistant as well as skeptical when they face any forms of changes in the context of daily activity in an organization. Organisational activity should be focused which would be helping in most of the problem which is linked to the change management.

In most of the cases, the factor of acceptance of change is very much crucial which can directly affect the factor of the orientation of working and the behavior of the employees. Hence, proper change orientation is very much necessary which would be directly helping to redirect the change as per the requirement of the organization and the employee. Central point, which can be stated in the context of change management, is the factor of leadership. In this context of change management assignment, it can be stated that if proper leadership planning were taken into consideration it would be directly affecting the factor of resistant to change. Moreover, in this context, it can be stated that leaders have to play an active role in the context, which would be directly affecting the success factor of the organization-working context.

Conclusion
As per the issues and changes which are faced form the end of the leaders it can be stated that proper management planning is very much crucial when it comes to resistant to change management. Moreover, it can be stated that employee should be playing an active role in the context of change management so that the change functions in an organization can be taken into consideration in a positive manner. Emotional intelligent leadership skills can be one of the factors, which should be included in most of the working area, which would be helping in resolving of the problem, which is linked to the context of change in management.

Article 5:
Hee, O.C. and Shanmugam, N., 2019. A Review of Human Resource Change Management Strategies in the Digital Era. INTERNATIONAL JOURNAL OF ACADEMIC RESEARCH IN BUSINESS AND SOCIAL SCIENCES, 9(3).

Summary
Human resource change management can one of the most crucial factors in the context of organizational working as seen in the context of the article within the change management assignment. As seen in most of the working conditions, that human resource management can take control of the overall working of an organization. Hence, it can be stated that if there are any forms of problem-related to the context it could directly affect the overall execution of the proper working of the organization. Therefore, the main planning context of human resource can be one of the main areas of focus in an organization.
Critiques
As seen in the article it can be stated that change management can be directly be linked to the factor of human resource management and it is playing a very crucial role since ages. Proper management planning can directly help in the problem resolving area linked to the various problem of the human resource management area, which can affect the change management resistant area. The employee in the context is one of the most vital working parameters, which can be linked to the factor of human resource management, and any problem in the working context would be affecting the execution of the various acts of the employees. The business planning area is also plotted in the article, which can be stated to be one of the factors, which affect the change management concept.

The future activity of an organization can affect the change management area; it is due to the factor that there are various constraints, which can be linked to the future activity which can implement change in the working dimension of an organization. Process management and process utilization are two factors, which are equally important in the working area with change management. Controlling the risk factors in a proper change area can directly affect sustainability, which is linked to the working area, and it would be helping in the management of the working of the organization. More the engagement factor increase form the sector of the human resource more would be chances of mitigating the change management area problem, which is faced in most of the working relating to the organization. Processing of a plan, which would be the change management to accommodate in a proper manner, should be done which would be helping in the sustainability factor of the future of the organizational working.

Conclusion
At the end of the change management assignment, it can be stated that the human resource area plays a significant part in the change management area. Moreover, the organization has to play a very important role, which would be helping in the resolving of the issue factor in a proper manner and in a timely manner. In the future, it can be stated that change in the organizational working is very much evitable but one of the main factors, which should be stated here is how the change would be implemented and how it would be, accepted form the end of the employees.


Reference List
El-Taliawi, O.G., 2018. Resistance to Organizational Change. 2018. Global Encyclopedia of Public Administration, Public Policy, and Governance.

Hee, O.C. and Shanmugam, N., 2019. A Review of Human Resource Change Management Strategies in the Digital Era. INTERNATIONAL JOURNAL OF ACADEMIC RESEARCH IN BUSINESS AND SOCIAL SCIENCES, 9(3).

Hussain, S.T., Lei, S., Akram, T., Haider, M.J., Hussain, S.H. and Ali, M., 2018. change management assignment Kurt Lewin's change model: A critical review of the role of leadership and employee involvement in organizational change. Journal of Innovation & Knowledge, 3(3), pp.123-127.
Issah, M., 2018. Change Leadership: The Role of Emotional Intelligence. SAGE Open, 8(3), p.2158244018800910.

Vlados, C., 2019. Change Management and Innovation in the living Organization': The Stra. Tech. Man Approach. Management Dynamics in the Knowledge Economy, 7(2), pp.229-256.

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Thursday, February 20, 2020

How digital transformation strategy impacts business?

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How digital transformation strategy impacts business?



Article 1
Davies, A., Donald, B., Gray, M., & Knox-Hayes, J. (2019). Sharing economies: moving beyond binaries in a digital age. Retrieved 28 August 2019, from
http://sharecity.ie/wp-content/uploads/2017/09/sharing-economies_CJRES_paper_AD_BD_MG_JKH.pdf
Advertising using digital transformation strategy is considered as an important social and economic factor in any country that contributes to economic growth and value creation. As opined by Davies, Donald, Gray & Knox-Hayes, (2019), UK advertising Association has focused on some major challenges regarding price of digital media, disloyalty of consumers, advance of price driven brands, decreased confidence in brand and public irritation with advertise. The digital revolution advertisements have changed dramatically in recent times because of technological advancements. Depending upon the type of advertising, technology implementation has changed. About the new technologies regarding database internet and others never create radical fault while the new technology has been to develop the existing technology.

Article 2
Schwartz, J., Burgess, B., & Rousselet, V. (2017). Transforming B2B marketing: Six steps forward and three paths to take. Market Leader, (Q4), 46–49. Retrieved from
http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=125372407&site=ehost-live
In the view of Schwartz, Burgess & Rousselet (2017), transforming B2B marketing has been developed in recent times to transform the business for adapting in the digital age. B2B marketing has some steps and approaches, which are taken by the marketers for suggesting the profound transformations and arguments about the technologies. Advanced technologies have role of marketing leadership and content technology infrastructure, sales relationship, data analytics and insights, organisation and culture and others have been focused to transform the digital market and marketing transfer formation in the view of strengthening and collaborative the market initiatives and technological development.

Article 3
Alvarez, S., Mazza, J., & Walgenbach, P. (2019). Changing the C-suite: New chief officer roles as strategic responses to institutional complexity. Retrieved 28 August 2019, from
https://research.cbs.dk/en/persons/silviya-svejenova-velikova/publications/
In the words of Alvarez et al (2019) it can be said that digital officer as agent can be considered as main themes to develop the digital market and success, which is brought to different dynamics of transformation of the organisation. Similarly, other change programs for crystallising the digital are effective while the next priorities of operational delivery can be focused to be remained as operational development and business effectiveness. It is forced to focus on the marketing and functional accountability for the organisations.

Article 4
Rowles, D., & Brown, T. (2017). Building Digital Culture : A Practical Guide to Successful Digital Transformation. London: Kogan Page. Retrieved from
http://search.ebscohost.com/login.aspx?direct=true&db=nlebk&AN=1444688&site=ehost-live
The book by Rowles & Brown (2017) aims to transfer and record the environmental operations in the change and need of digital culture within any organisation. It is important to explore technologies behind the changes and understanding of digitisation and fast into environment for exploring the technologies for the organisations. Plotting the digital journey can make effective digital transformation strategy, which can be taken place within the organisation for analysing digital change priorities and defined strategies to position the organisational success. It would be easier for different strategies to be implemented in particular digital culture frameworks.

Article 5
Eikebrokk, T. R., Lind, E., & Olsen, D. H. (2018). Digital Transformation in Small and Micro-Sized Firms; a Case Study of a Performing Arts Cluster. Norsk Konferanse for Organisasjoners Bruk Av Informasjonsteknologi, 26, 1–8. Retrieved from
http://search.ebscohost.com/login.aspx?direct=true&db=aci&AN=133230700&site=ehost-live
In the journal by Eikebrokk, Lind & Olsen (2018), digital transformation in micro size and small firms has immense importance for developing the business practice. Growing emphasis on digital transformation strategy has documented to focus on challenging, endeavour enterprises to develop the key issue and strategic engagement for collaborative approaches. It is important to perceive challenges and benefits for collaboration towards analysing in this setting.

Article 6
FRANCE, L. N. (2019). Put Customer Insights at the Center of Business Transformation: Digital transformation initiatives are still giving customers short shrift. CRM Magazine, 23(4), 4. Retrieved from
http://search.ebscohost.com/login.aspx?direct=true&db=aci&AN=136409308&site=ehost-live
According to FRANCE (2019), digital transformation in recent times has importance to develop the business as well as the customer insights towards the new shift. From this journal, it is clear that digital age and transformation is the mantra for developing the operating and business models for better customer needs and services in order to gain deep customer insights. In the context of marketing and with the design customer experiences, it create a personalized journey for customers and insight driven experience design for building cohesive and unified customers insight and view.

Article 7
Samuels, M. (2018). Using Technology for Charitable Transformation. Computer Weekly, 11–15. Retrieved from
http://search.ebscohost.com/login.aspx?direct=true&db=aci&AN=133461050&site=ehost-live
As stated by Samuels (2018), technology is also used for charitable transformation while developing the priorities of digital leaders and enhancing the customer experiences. About the technology, it is important to cure and lead the organisational transformation as breaking the digital products and other transformations are taken for recognising the role. There are lots of pressure that is put for services and environmental difficulties, which is needed to incorporate with the help of technology regarding data access and cloud based data warehousing.

Article 8
Willott, B. (2016). Choosing the right path. Marketing Week, 29(43), 42–43. Retrieved from
http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=23179428&site=ehost-live
In the view of Willott (2016), SkyB is considered as the right path for advertising and digital development to enhance the organisational success. Sky is arrived in 1989 and it is considered in television and satellite broadcasting development for future success. Choosing the right path and traditional development with digital transformation strategy are important to the effective pricing and customer satisfaction in this term.

Article: 9
Taft, D. K. (2016). Adobe Updates Document Cloud to Spur Digital Transformation. EWeek, 1. Retrieved from
http://search.ebscohost.com/login.aspx?direct=true&db=aci&AN=115128270&site=ehost-live Adobe sign has been designed in order to bring e signatures to any organization or farm easily and fully. The unification between Adobe marketing cloud and Adobe sign remove paper based processes. It aims to make the concept of digital transformation strategy easy. The unification enables every organization to give singing and form filling process to users which improves the experience of the consumer with Adobe target. It also helps many organizations during the application of the digital process. In the view point of Taft and D. K. (2016), according to the IDC study it has been found that more than 77 % of the organization has reported that they are facing the problems regarding their existing system which can easily the experience of the consumer and more than 72% of the organization said that by improving the process of the document they are able to increase the satisfaction of their consumers.

Article 10
McCafferty, D. (2016). Don’t Fall on the Wrong Side of the Digital Divide. CIO Insight, 1. Retrieved from
http://search.ebscohost.com/login.aspx?direct=true&db=aci&AN=114461424&site=ehost-live
Most of the organizations focusing on installing analytics in order to improve the process and to provide the best consumer experience to their uses according to the survey from cap Gemini Consulting digital transformation Institute it has found that only by making the proper data of the process the organization can easily make decisions which will bring their services and products to market more effectively and efficiently. As opined by McCafferty and D. (2016), through the survey it has been found that 70% of the company said that their organization aims to focus more on operation Analytics then on front end Analytics and 59% of the organization recognized that the irrelevant combination of analytics in different areas as an important challenge of business.

Article 11
Your customers are your secret marketing weapon. (2019). Retrieved 28 August 2019,
fromhttp://www.hoofprint.co.uk/news/30-july-2015-your-customers-are-your-secret-marketing-weapon/
Kathy button Bell chief marketing officer at Emerson electric company and Vice President States that the rate of change is moving faster with increase in demand for CMOs in order to help the organization to keep speed with the faster development process. Button Bell said that the companies who are copying the digital customer experience should be catchable and can easily found by the users through different advertisements. In the blog report with the name Your customers are your secret marketing weapon. (2019), it has been mentioned that, now Emerson is adapting the process of maintaining its website and it also adapting different digital process like digital content which includes online videos, online advertisement and different advertisements.

Article 12
HADIDA, A. L., HEIDE, J. B., & BELL, S. J. (2019). Effectively Use Temporary Marketing Organizations. Marketing News, 53(5), 12–14. Retrieved from
http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=135857693&site=ehost-live
This article focuses on the temporary marketing organization and their digital transformation strategy. The temporary organizations have taken forward steps in order to work on a wide array of initiatives which includes advertising, product innovation, selling of products and event management. This organization has the ability to increase the organizational functions in a very short time period. This organization helps the organization by rectifying the gap and also describes them how to resolve the problem. In the words of HADIDA (2019),temporary organization is made up of different members which aims to make new innovations and products. It also faces different problems because of separate period which creates a very less incentives for the team members. The manager of the organization can use the Playbook in order to identify the best process for the selection of the team members throughout the task. This will also help managers to assure that the temporary organization can achieve the target.

Article 13
CIO-CMO Exchange 2018: Shifting from digital to customer-led transformation. (2018). CIO (13284045), 7. Retrieved from
http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=127786213&site=ehost-live
Most of the organization today can be found on the transformation journey which is encouraged by Digital distort and guided by technological innovation. In the words of CIO-CMO Exchange 2018, but going by just making a digital strategy want help any organization it has been found that it is very important to identify how the consumers are shifting themselves from digital to customer transformation is one of the topic which will be discussed at the CM exchange on 27th February at the Hilton in Auckland the event includes: how digital distort and transformation help the organization to provide best customer experience?
What are the roles playing in order to coordinate with the consumers?
What does customer first means to digital and marketing collaboration and what are the skills are required to work on it?

Article 14
Enterprise, H., & Sammonds, C. (2019). How BBC World Service Approaches Digital Strategy | Articles | Chief Digital Officer. Retrieved 28 August 2019, from
https://channels.theinnovationenterprise.com/articles/how-bbc-world-service-approaches-digital-strategy
Philip almond the BBC marketing chief said that digital transformation will be the biggest marketing challenge daddy operations faces he also said that the presence of BBC have lead the way but it should develop the new strategy and products in order to fulfill the consumer satisfaction into a new digital future he also decided to make final combination of music and audio future division and vision so the firm will able to create digital content. Such a step wood mirror the redesigning of BBC marketing team under director of marketing Helen Normoyle which guide the BBC campaign including British Drama and bring Me Sunshine. In the words of Enterprise & Sammonds(2019) mentioned in this marketing assignment, the BBC for its master band campaign named as marketing we can gauge award brand of the Year

Article 15
Cyca, M. (2019). What Digital Transformation Means for Your Company. Retrieved 28 August 2019, from
https://slackhq.com/digital-transformation-means
The digital transformation strategy of any organization is a most valuable effort in order to increase their online presence and to provide the best customer experience. An organization is adopting digital transformation only if it is focusing on two things:
  • It focuses on providing the best consumer experience and
  • if it has a digital culture
The working environment in an organization during the transformation is also very important. Most of the organization who are adopting digital transformation are creating new office environment in a very different form in order to support the digital culture. As opined by Cyca, (2019), Burberry a luxury fashion brand is one of the best examples of digital transformation which focuses on customer experience and also adopted different strategies and Technologies of digital. It has been found that the digital transformation strategy includes the total transformation of the business and its culture.

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Tuesday, January 21, 2020

Attracting And Retaining Assignment On Employees In Workplace

assignment help , Attracting And Retaining Assignment
Attracting And Retaining Assignment On Employees In Workplace
1. McKenzie, F. (2011). Attracting and retaining skilled and professional staff in remote locations of Australia. The Rangeland Journal, 33(4), 353-363.

Attracting and retaining skilled and professional staff in remote locations of Australia
This article of attracting and retaining assignment illustrates that Australia is a place where 75 % of the continent has a dry and harsh climate and only less than 3 % of the population live here. But this place is also among one of the wealthiest areas. Most of the mining activity of the continent takes place in this remote area only. Therefore, it becomes important to ensure that these areas must be liveable and some strategies must be used to attract the workforce to come here and live. But somehow retaining a professional staff is not a problem of only remote, regional or rural areas. This problem is rising at the global level also. There are many innovative strategies that organizations are using to retain fresh talent and developing it.

Remote and non-remote population mobility
It has become a challenge for the organizations to retain the workforce in remote areas as they are shifting to regional and city centres at a fast pace. Researchers have shown a high decline in the population of the workforce in non-metropolitan cities. This problem is more hectic in the areas where primary activities such as mining are absent. Additionally, they have found that workforce fears the lack of career opportunities and difficult living conditions in remote areas. This problem is more among those who are well qualified and contributes to the social, economic and environmental sustainability.

Housing and infrastructure
Infrastructure is the main point which defines remote and non-remote areas. In remote areas, there is a lack of even basic infrastructure and provision of water, networks, roads and other health checkups also lacks here. In some areas, it lacks so much that it becomes difficult for people to sustain their habitation.

Hence, the workforce can be retained in such areas if they are provided with sufficient and adequate infrastructure along with government infrastructures such as health, education and other basic needs. There are many strategies which can be used to enhance attraction and retention of staff especially police officers in remote communities. Some of them are as follows:
  • Without proper support and mentoring it becomes difficult for the workforce to struggle with living issues. Hence proper mentoring programs should be made available for such a workforce.
  • A greater focus on problem-solving skills and other skills related to life can also be a better option to improve retention of police officers in such remote areas.
  • Career pathway should be developed for rural students along with health facilities to create a positive relationship between the remote areas and tertiary sector.
  • Both the education and health sectors have implemented a strategy to provide job to recent graduates in remote areas first.
Therefore, there are many other strategies also which can be followed to retain the workforce in remote areas. But most important is providing the basic facilities and infrastructure to such peoples. It has been found that lifestyle and sense of community are those two key factors which cannot be underestimated at any cost.

2. Dean, E. (2018). Staff retention: Guidance for employers. Nursing Standard (2014 ), 32(25), 15-15.

Staff retention: guidance for employers
Retaining of clinical staff is getting harder day by day. This is due to the fact that, the number of nurses in UK clinics start dipping, it becomes difficult and important for the NHS to retain other support staffs associated with NHS organizations. It is mentioned in this attracting and retaining assignment that researchers have identified the fact that, there were approximately more than 40000 vacancies for nurses in UK’s MHS clinics and hospitals. It is important for NHS to recruit new employees but encouraging them to stay and retain with already existing ones is more important (Dean, 2018). Hence, all these include some implications for nurses that are given below so that staff retention can be improved easily in UK’s NHS clinics and hospitals.
  • It requires career opportunities for freshly recruited nurses and medical support staffs, that could contribute to NHS service quality and efficiency. This could eventually attribute to better service standard in NHS clinics and hospitals.
  • A staff induction process needs to be implemented which tends to be good for the organization. Additionally, working must be shared among staff to standardize the practice
  • Nurses and NHS support staffs aged above 50 years must be offered required port retirement plans or facilities whereas new and flexible opportunities must be given to those who are in their mid-career.
  • A two-year training session must be considered for newly appointed staff and those who are qualified nurses must be supported with career clinics
  • Staff should be provided with career pathways to make them learn how to develop in the organization
In this way, employers must provide practical guidance to the staff to improve their retention with the help of nurses. They must focus on their career planning and must encourage the staff by engaging and empowering them. They should make the working environment more standardized and they must be transferred from one job to another on a regular basis to make their working easier. Staff above the age of 50 years must be provided with such jobs that require less working. Survey data, forums details and other data must be checked regularly so that all the issues and suggestions should be prepared. All these methodologies will definitely ensure organizational success to retain staffs.

Required steps should be taken by the NHS organizations to address those issues that contributing in staff’s attrition rate. These issues can be related to lack of support, levels of staffing, pressurized work, lack of time etcetera. There are many other issues that need to be resolved to maintain the retention of staff. These are good consumer-manager relationships, job rotation, valuing their suggestions and ideas and flexible working etcetera.

Hence, employers must take suitable steps to enhance staff retention. They must make secure career plans and a council where all the staff must be allowed to address their ideas and suggestions and can raise issues. This will make them feel comfortable and will help them to maintain their self-respect and self-compatibility. This will help in reducing the issues related to the shortage of nurses and will also encourage the recruitment of experienced and expert nurses. Following the above-mentioned steps can help the organization to avoid the issues that staff and nurses usually face during their working and will encourage the staff to retain for a longer period.

3. Kidrakarn Karun. (2014). Employer Branding for Successful Recruitment and Retention of Talented Academic Staff in Thai Universities.

Employer Branding for Successful Recruitment and Retention of Talented Academic Staff in Thai Universities
It is mentioned in this attracting and retaining assignment that in the contemporary business environment, maintaining and building a brand image is an important aspect for staff retention. Brand image plays significant role in employee retention in modern global scenario where, it is considered as one of the significant factors apart from organisational infrastructure and workplace environment. Global businesses greatly rely on digital foot print which attributes to high degree of exposure to global audience and creates a primary image of the organisation. Creating an impression and psychological impact on the on the people’s mind creates potential market for the organisation and potential staff with future prospect in the organisation as well. The main objective of the article is to investigate the impact of the digital strategies used by Thai university in case retaining potential staffs. Websites and social media platforms are the primary doorway to reach people in modern world which creates primary impression of the organisation and opens up a channel for business to business or business to customer communication. Various research methodologies have been applied to undertake the research to fulfil the objectives chosen for the current scenario. The main findings focus on the quality academics around the globe those have initial expose of the Thai university and initial impression created by the outline of the website. It is identified that; outline and rich look of the website creates great impact on the potential academics which impact the chance of recruitment in the said Thai university. Apart from website outline, university ranking and global status creates great impression on the recruitment process. modern universities focus more on digital branding process which reflects the past achievements, past legacies and future prospects to present a holistic image of the brand that directly contributes to the brand value and brand position in the global market perspective. The current research article reveals that academics relies more on research and data associated with low ranked universities for understanding the significance and future prospect. In case of universities with high brand value, academics and potential staffs performs less search and relies on current status and data published on university website. The finding has direct implication that branding and brand value creates huge impact on the chances of staff retention and potential opening for quality academics located globally. The findings also revealed that the Thai university has low impact on the global academics’ population due to lack of significant branding strategies which is the one of the primary reasons for not attracting quality staff and high attrition rate. The main objectives of the Thai university are to create a positive image to attract international staffs. Significant brand value creation and strategic framework for digital foot print have greater impact on the international audience which would be helping to lift the university ranking. There are various ways that could be applied to improve digital branding process in case of Thai university such as creating more impressive website, adopting various social media platforms to reach out more audiences and academics in global perspective.

4. Cecere, C. (2017). Using Profits to Attract, Keep the Best Employees. ASHRAE Journal,59(4), 48-50,52.

Using profits to attract, keep the best employees
This article of attracting and retaining assignment is focusing on the aspect that the employees who have the required knowledge to ascertain the average level of the performance of the company, can better understand the compensation strategy. Cash compensation plays an important role in retaining and attracting staff. If you want your company to run smoothly and retain the best talent for a longer time, you must focus on paying your staff quite fairly and adequately.

Based on financial performance it has been seen that companies with high performance earn approximately twice the net profit as compared to the overall industry. Median profit of 16.2 % was reported for the overall industry in 2016.This is because it has been seen that all the companies with high performance excel in business skills and perform all the fundamental tasks which are required to maintain the business well. They rely on loyal clients and successful leaders that help them to climb the ladder of success. Additionally, these firms keep a check on their profits and monitor the performance regularly. This helps them to provide many other opportunities to the workforce such as compensation due to an increased level of profitability which becomes difficult for an average company to afford.

High performing companies also provide many opportunities for their existing staff and newly hired staff. These types of firms perform many tasks such as:
  • Investing in the firm with the help of training to leaders that provided consistency and stability to the firm or with the help of growth that focuses on the future of the company
  • Different ways to enhance the performance of the staff such as incentives, bonus, etc. All these financial ways help the staff to increase their creativity and productivity of the firm
  • Other benefits beyond the reach of an average firm. This helps the staff to have a better standard of living and thus enhance their retention power
Hence, it can be said that every firm or company has the power to become a high performing company. All it has to do is, keeping a check on the performance of the company and measuring it regularly. It requires a proactive management team to result in high profitability. High profitability in turn results I compensation and especially cash compensation. Usually, cash compensation is the most important factors that play a crucial role in retaining and attracting more staff. So as an owner If you want to attract more employees, just follow the policy of fair pay. As the employees know that not all the companies pay equally to all employees, so they even do not expect to earn the same as a CFO but when their roles and responsibilities are same to others, they expect a fair and adequate pay. Additionally, rewards make the employees work better and these rewards need not be much costlier. Small compensation amount also makes them work harder. All this becomes possible only with the help of profit which is, in turn, can be a result of high performance.

5. Zigmond, L. (2018). A Reason to Stay: Staff Retention at Jewish Overnight Summer Camps. Journal of Jewish Education, 84(4), 389-412.

A reason to stay: staff retention at Jewish overnight summer camps
A camp’s success highly depends on the veteran staff of the summer camp. Staff helps in promoting the culture and tradition and helps in maintain the peer training environment. This makes important for the camp to retain the camp counsellor as their motivation and experience promises the success of the camp. If staff of the summer camps does not stay for longer time, it results into more hours of training for newly employed staff and thus increase the expenditure in their training and wastage of lots of time. It costs more to train newly employed staff as compared to existing staff. This is because it takes much time for new staff to grab the new place and thus it increases the economic pressure on the summer camps.

Camps can easily increase the productivity of the staff and program quality if they knew how to appeal the staff to stay for longer time. There are many benefits of high staff retention outlined in this attracting and retaining assignment. Usually camp directors spend lots of time to train their employees and spend lots of amount also. All these things can be spending on other resources if in case it is not needed to recruit new staff. If the employee feels satisfied at its workplace which can be defined with a combination of numerous factors such as availability of resources, compensation, working environment etc. then it results into better retention of staff at a summer camp.

Summer camp usually faces problem with seasonal workers. One of the major factors that is related with this problem includes expectation. These types of workers expect a lot about their job satisfaction instead of financial satisfaction. Personal satisfaction, enjoyment, opportunities to grow, opportunities to make new friends, opportunities to meet with new people are some of the expectations of such workers. Thus, researchers have found that seasonal workers have direct effect of positive attitude and work experience on their retention. Hence, as the summer camps demand a lot from their staff such as long hours of working, low salaries, need to perform the task under pressure and little sleep but they offer only lack of privacy. Hence more staff can be retained by focusing on their career goals and the camp directors must develop leadership skills at summer camp to make a strategy for all these staff retention issues.

Jewish camps must combine strong alumni network to job network, specialized training sessions for their staff and counsellors to teach them required skills such as problem-solving assessment, planning, analysing social conditions, gathering alternative solutions etc. This can help the Jewish summer camps to retain their staff well and cope up with the diversified aspirations of the staff. They must focus on nurturing the components of the staff and if they will be provided with required components, then it will definitely result in better staff retention.

Reference List
Cecere, C. (2017). Using Profits to Attract, Keep the Best Employees. attracting and retaining assignment. ASHRAE Journal,59(4), 48-50,52.
Dean, E. (2018). Staff retention: Guidance for employers. Nursing Standard (2014 ), 32(25), 15-15.
Kidrakarn, Karun. (2 014). Employer Branding for Successful Recruitment and Retention of Talented Academic Staff in Thai Universities.
McKenzie, F. (2011). Attracting and retaining skilled and professional staff in remote locations of Australia. The Rangeland Journal, 33(4), 353-363.
Zigmond, L. (2018). A Reason to Stay: Staff Retention at Jewish Overnight Summer Camps. Journal of Jewish Education, 84(4), 389-412.v


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