E-Commerce Maturity Model (Compariosn of Four Models)

Contents Introduction 2 Wrycza et al. s Research (2007) 3 Rao et al. s research (2003) 5 Prananto et al. s research (2004) 7 Alonso Mendo and Fitzgerald s research (2005) 9 The usefulness of using E-Commerce Maturity Model (ECMM) 11 Conclusion 14 Reference 14 Introduction In today s economy, organisations try to gain strategic and operational advantages over other competitors in their industry because of the rapid advance of technology and globalisation. Companies can have great opportunities to sell their products to new customers, to buy cheap raw materials from new suppliers and to have new business partners in other countries via internet. Therefore, many organisations have introduced E-business as†¦show more content†¦Figure 1. The adoption of a stage model by Pomeranian SMEs (Wrycza et al., 2007) However, the survey also indicates that there is awareness of using the contingent model with technology parks, which bring the innovative e-business concepts, as the central figure. The stage model in this article clearly classifies the level of e-business maturity into five stages from internet access to digital ecosystems. It will provide a future roadmap of e-business development to SMEs which do not especially have theoretical or technical expertise in e-business. For IS/IT mangers and senior management, even though they do not have expertise related to e-business, they can easily understand this simple model and have a blueprint for the future (Parnanto et al., 2003). Moreover, Figure 1 indirectly shows that the e-business adoption of SMEs follows the ladder shaped (staged) model. However, this stage model is oversimplified. Target audiences, such as IT managers, CIO and CEO, can not know in detail when they are able to move to the next stage, which conditions should be satisfied to go forward and which barriers they might face in their movement. Mehrtens et al (2001) stresses that there are three important factors, which can influence SMEs decision making in internet adoption, including perceived benefits, organisational readiness and external pressures. When companies are aware of current benefits

If I DidnT Grow Up In The Middle Class . Growing Up In

If I Didn t Grow Up in the Middle Class Growing up in the city of Brook Park, a nice little suburb located in northeast Ohio. I never really imagined how life could be differently if I grew up in a different social class. Up to this point in my life, my family has mainly been a middle class family. Money isn t thrown around in my family like its nothing, but we ve had a very good living style due to the hard work of my parents. Many times growing up my parents always told me to be grateful for what we have and to never complain because there s people out there who would love to have what we have as a family. If I lived in the poverty living level instead of the middle class, the social part of my life would be different in many†¦show more content†¦As a child I was lucky enough to have this experience with my family but I may not have had this opportunity if it wasn t for growing up in the middle class. Vacations are very expensive, especially when they are only a week long and families spend thousands of dollars on them. That would be a lot of extra money for families to come up with, especially families who aren t in the higher low class or middle class and annual income per adult averages between $18,000-$30,000 per year.(Cliffsnotes) Not having those vacation experiences would be a huge loss and I wouldn’t have had some of my best childhood experiences with my family. Show me your friends, I ll show you your future. This quote is one of my favorite quotes of all time, which I heard from a speech given by Jim Tressel.I ve been surrounded around great friends my whole life, and I believe they take a big part in why I have a pretty bright future. They have always been great influences around me, and are always telling me what the right and wrong things are to do. Friends are like a second family to most people, if you aren t with your family your with you friends. Its very important to have a good stable friend group that help lead you into the right path. Growing up in my town there was the fair share of drugs and violence but not as bad as some neighborhoods where the price of living is low. If I were to grow up in a different social class, I could have been raised up in town where crime and drugsShow MoreRelatedMy Most Formative Memories Of The South1273 Words   |  6 PagesI was raised in the south nestled in a small town outside of an even sma ller city in North Carolina. Growing up in the south was an education on it’s on. For starters, I was not short of discipline. I realized that a lot of my friends’ parents just â€Å"negotiated† with them from age two and beyond. This is not acceptable in the south. One of my most formative memories is being popped in the mouth by my grandmother in front of the entire line at Winn-Dixie because I called her a name - one that rhymesRead MoreSelf Perception800 Words   |  4 Pagesfrom cultural aspects. 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Management of People at Work Free Essays

Social Inventions of groups of people working to achieve their goals 2. Goal Accomplishment- Individual assembled to achieve goals that cannot be done by one man alone 3. Group Effort– By combining as a team, they can thus work efficiently to achieve goals What is Organizational Behavior? Attitudes and behaviors of individual and group in organizations. We will write a custom essay sample on Management of People at Work or any similar topic only for you Order Now Involves systematic study of these attitudes and behaviors, and should be of interest to all students of management Why study ABHOR? 1. It is interesting 2. It Is Important as It helps us be more efficient . Makes a difference because good companies are the one practicing It ABHOR goals 1. Predicting People’s Behavior – Predicting what people wants to do in work life 2. Explaining Behavior- Explain why people work in different way 3. Managing it- The art of getting things accomplished via others. If It can be predicted, It can be managed Early Prescription 2 phases to pursue correct way to manage organization 1. Sass, managers believe high specialization of labor, intensive coordination, centralized decision making to solve issue (Classical View- Authoritative) 2. Hawthorne Studies ?Human relations movement was critique of classical management and bureaucracy that advocated management styles that were more participative and oriented toward employee needs (Participative) Contingency Approach This approach recognize there Is no best method depends on situation- No best method What Managers do? 1. Managerial Roles vary with management level and organizational technology 2. Interpersonal Roles- Roles that are used to establish and maintain interpersonal relations. Figurehead roles and spokesperson roles 3. Decisional Roles- Makes decision and the negotiator role Managerial Activities 1. Routine communications (Exchange Info, handle paperwork with people) 2. Traditional Management (Planning, Decision Making) 3. Networking (Socializing, politicking) 4. Human Resource Management (Managing Conflict, Staffing, training and development) One of the most fascinating findings is how emphasis on these various activities relates to management success. People who promote faster tends to do more networking and less human resource management. However, if success is successful managers are those who devote more time and effort to human resource management and less networking. Managerial Agendas Successful Managers has similar patterns via – Agenda Setting, Networking and Agenda 1 . Agenda Setting- Managers tend to develop agendas of what they want to accomplish for organization. Usually Informal unwritten, more concerned with ‘people issues’ and less numerical than most formal strategic plans 2. Networking- Managers established wide formal and informal network of key people inside and outside of organization to ensure cooperation inside and outside. 3. Agenda implementation- Managers use networks to implement agendas. They will go anywhere to obtain assistance. Managerial Minds Intuition- Problem identification and solve issues in a systematic manner International Managers- National Culture is one of the most important contingency variables with more ideas Contemporary Management Concerns 1. Diversity Local and Global-With more diversity, people need to be treated fairly and equally so that issues can be solved 2. Employee- Organization Relationship – Downsizing, Restructuring engineering have been having lots of consequences of employees, lower Job satisfaction, lower morale, trust ETC. ABHOR states its important that managers can manage these issues positively 3. Focus on quality, Speed and Flexibility – Increasing competition states Organizations have to do things faster because there is a greater need for quality, speed and flexibility to maintain standard 4. Employee Recruitment and Retention- Organizations find it difficult to sustain skilled employees in their workforce. Lack of skilled labor is a big issue for organizations and its expected to get worse as baby boomers begin to retire. Recruitment process then has to be more effective to find these employees Personality and Learning Personality – Stable set of psychological characteristic that influence the way individual interact with his or her environment. It is reflected in the way people react to other people, situations and problems. Personality and Organization behavior Individuals possess stable traits or characteristic. Interactions approach, ABHOR is a function of dispositions and situation. 5 Factor model of Personality Extroversion/Neurotics/Agreeableness/Conscientiousness/Openness to Experience Evidence state that big 5 is related to Job performance. High conscientiousness is related to performance for all occupations and the best predictor of performance of all big 5. It is also related to motivation, Job satisfaction and career success Locus of Control- Beliefs that one’s behavior is controlled by external force or internal Self Monitoring- Attitude of being aware of surrounding or not -High self monitors tend to be more involved in Jobs and to perform at a higher level. These Jobs usually includes sales, law, public relations and politics Self Esteem by surroundings. Higher Self Esteem tend to view world more optimistically. Proactive Personality- Positive affectively tends to report world as having less stress Greater Self-Efficacy – Trait that refers to individual belief that in his own capability to do well regardless of situation. They tend to have higher Job satisfaction, higher Job performance. Core Self Evaluation- Self Esteem/Self-Efficacy/Locus of control/ neurotics What is Learning? When practice or experience leads to a permanent change in behavior. We assume that learning has occurred when individual behavior change. 4 types- Practical/ Interpersonal/elementariness/Cultural Awareness 4 types -Job Specific Skills/ Knowledge/ Technical Competence Operant Learning Theory- Subjects learns to operate on environment to achieve certain consequences. Operant Leaning can be used to increase or reduce probability of behavior Increasing the Probability of Behavior Promoting behavior is reinforcement?By which Stimuli strengthen behaviors. 2 Behaviors are – Positive reinforcement/Negative reinforcement Positive Reinforcement- Increase or maintain probability of some behavior, this sends to be pleasant stimuli Negative Reinforcement- Increase or maintains probability of some behavior by removing them in the situation. Tends to be unpleasant experience Organizational Errors Involving Reinforcement 1. Confusing Rewards with Reinforces – Stating why rewards are given clearly 2. Neglecting Diversity in Preference for Reinforces -Provide the right benefits- Workaholic may not like holidays 3. Neglecting Important sources of reinforcement – Feedback is good to let people know how well or bad they have done 4. Reinforcement strategies Reducing Probability of Behavior 1. Extinction- Limiting bad attitudes e. G- shorter breaks etc 2. Punishments – Provide punishment deduct pay etc 3. Using punishments effectively?Make sure punishment is truly aversive/punish immediately/do not reward behaviors before/after punishments 4. Do not punish desirable behavior Punishments can be effective to stop unwanted behavior and hence extinguish unwanted response. Reinforcing good behaviors is better than punishing bad behaviors Social Cognitive Theory Human behavior can be best explained through system of triadic reciprocal . Albert Bandeau social cognitive theory involves 3 parts 1. Modeling – Copying others behavior, some can learn by copying others 2. Self-Efficacy- beliefs people have on their ability to successfully perform the task. 3. Self-regulation- Regulating oneself 1. Organizational behavior modification – Systematic use of learning principles – Can use all 3, money positive feedback to improve returns 2. Employee Recognition Program – Publicly recognize employees- how to recognize, type of behavior encouraged, manner of public acknowledgement, token of recognition 3. Training program – Positive effect on learning, skills and Job behaviors help to set goals when rewards sanctions used in trainees work environment 4. Career Development – Individual progress through a series of stages which involves certain plans and management component. Perception- Interpreting messages of our sense to provide order and meaning of environment. Most important perception that influence organizational behavior are the perceptions of each other Components of Perception 1. Perceiver – Experience/motives/emotions can affect perception 2. Target – Ambiguity or lack of target leads of greater need of interpretation of information 3. Situation 1. Social Identity Theory?People form perceptions of themselves based on characteristics based on gender, religion, nationality, religion etc. 2. Model of the Perceptual Process – Initially less cues of information from the target but as time passes, it becomes clearer and easier to decipher messages 3. Basic Biases in Person A. Primary Regency Effect – Form impressions of others fairly quickly. We tend to read a lot into first impressions. B. Reliance on Central Traits- We read into others behavior based on their initial impressions C. Implicit Personality Theories- We organize our perceptions of others around the presence of certain traits or personal characteristics of others that are particular interest to us D. Projection?If we are always honest, people tend to believe we are honest E. Stereotype- Putting players into a certain category to Judge their behavior (Page 13) 1. Consistency Cues- How consistent to his goals 2. Consensus Cues- How his actions deviate from social expectations tell us more about his behavior 3. Distinctiveness Cues- How How to cite Management of People at Work, Essays