...Professional Standards, Learning & Development General (no restriction on distribution) Content Security: Unclassified Australian Computer Society | ACS Code of Ethics Case Studies & Related Clauses to the Code of Conduct | July 2012 Page 2 ACS CODE OF ETHICS CASE STUDIES & RELATED CLAUSES TO THE CODE OF CONDUCT This document provides a range of case studies with references to relevant clauses of the ACS Code of Ethics. These Codes consists of a series of clauses which gradually expand on aspects of ethical behaviour relevant to professional people in the ICT industry. Clause 2.0 describes the Code of Ethics, summarised as six values: The Primacy of the Public Interest; The Enhancement of the Quality of Life; Honesty; Competence; Professional Development; and Professionalism. Clauses 2.1 through to 2.7 cover the ACS Code of Conduct, which provide a series of non-exhaustive standards explaining how the Codes apply to a member’s professional work, related to each of the six Values. Case No. 1: Jean The Programmer [1] Summary of case Jean, a statistical database programmer, is trying to write a large statistical program needed by her company. Programmers in this company are encouraged to write about their...
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...Personal Responsibility and Educational Success xxxxxxx GEN/200 2/20/2012 xxxxxxxxxxx Personal responsibility builds strong character and promotes self-efficacy, because Structure and priority development create opportunities of advancement. Everyone has their individual, uniquely defined definition of personal responsibility. Any definition of personal responsibility encompasses various components. In this essay I will be discussing the components that suit my definition of personal responsibility, and how they relate to each other. These components are personal freedom, empowerment, trust, opportunity, and self-determination. I will also be discussing the correlation between personal responsibility and educational success, as well as, sharing my preliminary plan for practicing personal responsibility in my educational goals. When you accept personal responsibility you are utilizing your personal freedom in a positive manner. You are making a conscious choice to move yourself into a level of maturity. You are able to acknowledge your actions and decisions, and readily accept the consequences of your actions and decisions. Appropriate use of personal freedom will produce appropriate outcomes. When you receive appropriate outcomes, you experience empowerment vs. reaping an outcome that becomes a consequence; in which case you experience discouragement and self-doubt. As you can see, personal freedom directly correlates...
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...Core competency means that an individual or a company has a strong basis from which to gain additional ability to do so a specific job.it is a fundamental knowledge ability in a specific subject area or skill set.it is something that a firm can do well and it should provide consumer benefit and it is not easy for competitor to imitate though it provides competitive advantage. While cost savings is important to every company, it is no longer the only driving force in an outsourcing decision. Companies today need to take a broader view of outsourcing by isolating their core competencies, and then chipping away at all the functions that do not contribute to them. When a company starts evaluating their activities for outsourcing potential, any products or processes involved in the company’s core competencies should automatically be off-limits. These core competencies are the most important activities to the firm, so they need to stay inside the firm’s control. Rather than outsourcing these core competencies, a company would want to outsource the non-core, but still significant, functions to experts outside the firm. By doing so, skilled employees are freed up to focus on the core operations - the activities that add value to the product or service. Decision to form relationship: When the decision relates to using an external provider of product or service the question arises whether or not the provider’s service will be needed. If firm has the ability to have a core competency...
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...Career Management Guide In the current career environment, individuals with alternatives obtain more challenging and growth-oriented opportunities. Individuals with alternatives need not accept consequences, rather they create opportunities for themselves. Career Management Guide Section 1 Paaggee 11 SECTION 1: CAREERS TODAY Part 1 - The Environment, Career Issues and Trends The Importance of Education and Experience In the current economic environment, education is becoming increasingly critical to career success. While employment rose for Canadians with university and college educations, 651,000 fewer jobs existed for those people without high school qualifications. Unemployment rates in the U.S. exceed 10% for those with less than a high school diploma and approximately 2.5% for college graduates.1 When professional designations (i.e., accounting, engineering) are taken into account, the data on employability and income is skewed in favour of the professional, relative to those who possess only a post secondary educational background. However, in order to maintain a competitive edge, individuals must continue to invest in their development throughout their careers. Specifically, with respect to the future for business and accounting positions, “growth due to the increasing number and complexity of business operations will be offset somewhat by corporate restructuring and downsizing of management, resulting in average growth for executive, administrative and managerial...
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...Healthcare, one of the largest European pharmaceuticals based in Germany in charge of global compensations and tasked with reviewing existing policies and practices, and making recommendations for a global pay system. Wolfgang was provided six folders that contained the following: • Healthcare Group • Personnel Structure • Leadership Competence • Corporate Human Resource • Global Performance • Overview of Corporate and HRM Strategy Using current knowledge and best practices from other companies each of these folders can be resolved and still maintain the upward profit margin for the company. It would require some compromising from employees to move forward. Questions or challenges that Wolfgang is facing are communication to other executives on maintaining management competencies set by headquarters? Is a competency-based pay system more flexible or standardization already established? Healthcare’s goal was to have the same compensation system globally, however compensation is extremely complex. Pay systems must conform to local laws for employee compensation while also fitting into global Healthcare’s policies. Leadership Competence of the Healthcare Group Competency has been defined demonstrable characteristics of the employee including knowledge, skills, and behaviors (Jahja & Kleiner, 1997). Competencies outlined for Healthcare are as follows: • Business related competencies include achievement orientation, innovation, and change, and decision making. • People-related...
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...Talent Management Terry Meyer November 2005 ALL RIGHTS RESERVED COPYRIGHT Disclaimer Publication or other use of this document by any unauthorised person is strictly prohibited. The views expressed in this document are, unless otherwise stated, those of the author and not those of Fasset. THE CONTEXT OF TALENT MANAGEMENT As South Africa embarks on it’s journey into the second decade of democracy, few can argue that tremendous strides have been made on the political, economic, social and legislative fronts. Much of our legislation and policy directions are amongst the most progressive in the world. However, many challenges remain. One of these is the shortage of professional and managerial skills and the imbalances in terms of race and gender at these levels. Another, is the need to build a robust and entrepreneurial SMME sector which will create the jobs needed to absorb the unemployed in the economy. “Staffing is the new speed limit to growth. It is not the access to capital or technology that will constrain the growth of enterprises or the South African economy, but rather the lack of adequate skills to support organizational growth plans. The traditional channels of education and training are no longer providing skills in sufficient numbers nor are they necessarily aligned to organizational needs. Organizations must participate in the development of relevant skills if they are to survive.” (Italia Boninelli, HR Director: Netcare Group1) In a knowledge and service...
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...between Alyssa Grecco and Reese Hamilton. While listening in on their conversation I focused on two specific competences from the model we studied in class. I paid close attention to their use of Interpretive Competence and Message competence. I found that both were used successfully and helped them have an effective conversation. The first communication competence that I noticed was used well was the interpretive competence. According to Trenholm and Jensen (2011), “Interpretive competence is the ability to label, organize, and interpret the conditions surrounding an interaction” (p. 11). Being thrown into a conversation about just anything for ten minutes with someone you barely know is difficult, but Reese and Alyssa quickly adapted. They knew what conversation was appropriate for the time and place, and in return communicated effectively with one another. They made fitting selections when discussing how hot the weather was outside, and what other classes they are taking this fall. This was competent instead of incompetent, because we were outside at the time, and they both are full time students this fall. They also realized that they both have similar understanding of the surroundings around them. Understanding not only surroundings but also the messages that are being transferred leads into my next communication competence, which is Message Competence. Message Competence is basically the power to encode and decode messages with one another. Alyssa and Reese were very...
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...Why has the idea of competency become so important and outline its application to staff undertaking international assignments? Introduction Competency is defined as a constitution of a specific set of attributes such as knowledge, skills, attitudes and other characteristics (KSAO) people processes in which they use in accomplishing their tasks (Velde 2009). In general, competency is made up of three components. Firstly the KSAOs that contribute to successful and effective job performances, secondly, KSAOs can be evaluated, in other words they must be measurable and observable, and lastly, through KSAOs, managers are able to distinguish the superiors performers form others. Importance of competency Armstrong (2010) explains that ‘competency represent the language of performance. They can articulate the expected outcomes from individual efforts and from the manner in which the activities are carried out. Because everyone in the organization can learn to speak this language, competencies provide a common universally understood means of describing performance in many different contexts.’ Competency based approaches takes the view of the abilities of employees to shift between jobs as well as proficiencies in the associated tasks for various positions. The human resources managers need to identify the KSAOs that are essential for the organization to achieve its strategic goals. Traditionally, competency based approaches identifies the required KSAOs regardless of jobs, however...
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...Howard Gardener and Claudio Fernández-Aráoz offer profound perceptions of how the core qualities can be developed and balanced into the human mentality and also how can they be administered in a broader aspect to garner success. However, the elements of success in 21st century from Howard Gardener and Claudio Fernández-Aráoz are not exactly the same. In terms of being successful in the globalized world nowadays, they vary on unlike aspects which include the nature and application of essential skills and features. Howard Gardener, a famous researcher in psychology who has been studying the functions of mind such as development, organization and creation. He suggests that in order to flourish and outshine in a globalized world, every person has to be concerned with how to establish those minds in the younger generation, those who could be taught to become the leaders or managers of tomorrow. Gardener also mentions five different minds that he believes human beings should develop in the future. The disciplined mind reminds us working stably over time to enhance skills and comprehension, the synthesizing mind collates information and presents it in a coherent way, the creating mind leads us to pull out new ideas and unexpected answers, the respectful mind greets the differences between individuals and finds to cooperate with each other effectively, and the ethical mind struggles to conceptualize proper work that people can do it unselfishly. In other words, these minds which are...
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...profile can be included. Make sure this is tailored to the job you are applying for. Highly numerate finance and accounting student with experience working in an international finance company. I am seeking a career in financial advice and planning. Education 2010 – present University of Ville BSc in Finance and Accounting (predicted grade 2:1) Highly numerate course, accredited by the Association of Financiers that has enabled me to develop: • Competence to professional body standards in financial planning and budget control techniques. • Excellent working knowledge of financial and statistical packages, including SPSS and Stata. • Ability to communicate researched findings in writing and to groups of students. • Competence in all Microsoft Office packages. In addition I have achieved: List relevant aspects of your course and how they relate to the skills you’ve gained that are appropriate to the job profile. Use positive language such as ‘successful’ ‘excellent’ and ‘achieved’. Use bold or italics to emphasise headings. Be specific about relevant skills and competencies acquired on your course including general skills such as communicating with individuals and groups. • Nomination for best finalist dissertation on Financial Planning in SMEs. • Undertaken optional modules in International Banking and Investing in Pensions. • Successful 6-week, in-course placement in Thrift Financial, working with teams managing new client communication, business forecasting and financial...
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...my different passions like sport, photography • Find a balance in my life allow me to keep a stability • We have one life so it is important to be blown • All these elements are complementary to be happy in life Theme 2 : Working stability and security atmosphere is a very significant determinant of career choice and job satisfaction • I am more efficient when I know that I am in a stability and security ambiance • Stability and security allow me to focus on my different missions and not on my uncertain “future • In the Theme 3 : • Theme 4 : Develop my skills to an increasing level of competence • I am very curious and I get tired easily so I must learn new skills and new competences. • work to enrich themselves intellectually • I like learning new skills and new competences • Build something that is primarily the result of my own skill and effort is an important element of my work • Develop my skills is a good solution to progress in the firm hierarchy. Theme 5 : To able to use my talents in the service of others : • I like to help others people • When I use my talents in the service of others, I feel fit. • I like to supervise and manage the different project and help people if they meet difficulty • I convinced that I have the best solution for their problems. • Use my talents allow me to show that I am helpful Job : Digital Consultant Theme : I would like to...
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...<Philips vs Matsushita> 1. How did Philips become the leading consumer electronics company in the world in the postwar era? What distinctive competence did they build? What distinctive incompetencies? ->The way that Philips became the leading consumer electronics company is thanks to focus on one product rather than diversifying in early days. So it became the leader in industrial research. And it had independent national organizations. It is because they fit the country-specific market conditions. And they built their own technical capabilities to address local market conditions. And related with prior efforts, it enforced market specific research by enhancing the R&D budget. But Philips had the incompetence, too. Its product division had no real power. NO ignored main company’s welfare and focused on local profit only. And too many factories over the world caused the problem, too. Because of that, the cost became higher than other ways, such as outsourcing. 2. How did Matsushita succeed in displacing Philips as No.1? What were its distinctive competencies and incompetencies? ->Matsushita focused on VCR production. So it can have high volume allowed it to slash price quickly. And Matsushita had huge number of retail outlets. It assured sales volume and direct access to market trends and consumer reaction. And finally, one-product-one-division system caused internal competition. But the problem of over-management had to send managers throughout foreign...
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...“The most basic premise of learning in an organizational sense is the detection and correction of error” (Moss and Sanchez, 2004). The need to correct errors, among other things, can explain the importance of feedback, particularly the constructive type. Feedback is of utmost importance and not properly addressing issues related to it can lead to a feedback back gap. Once this gap is discovered it is necessary to determine appropriate managerial strategies to close it. The feedback gap results from employees’ feedback avoiding behavior (FAB) and is usually due to fear of negative feedback (self-preservation needs) or appearing incompetent (impression management needs), and is widened by managers’ behavior since the latter determine the cost of feedback seeking (Moss and Sanchez, 2004). One type of managers that negatively affects the feedback gap is the zero-tolerant manager. Usually emotionally and physically distant from his employees, this manager is oblivious to situational factors contributing to employee performance which in turn causes him to attribute poor performance to internal employee characteristics instead of taking the context into account. Employees avoid feedback from the zero-tolerant manager because they believe he will directly blame them while disregarding all other factors. Moss and Sanchez offer this type of managers a few solutions to reduce FAB and the feedback gap: such as having an open mind about causes of poor performance, managing psychological...
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...Executive summary Dubai World is one of the largest semi government organization in Dubai. It is a mammoth organization which has server entities under its operations. It has recently gone through a wave of restructuring and various other cost cutting measures to ensure that they remain competitive and effective in the wake of increasing costs and falling revenues. To address this concern the management introduced a performance management system or alternatively known as PMS. The intentions have been noble but the execution of the PMS has not been as successful as they aimed to be. The PMS starts with the objective setting which is agreed by the employee and the line manager. The objectives are then reviewed at the end of the period. This is done to assess the success or failure of the employee in reaching the objectives. The more the employee reaches or meets the objectives the higher rewards he/she is entitled to be. Furthermore, the top management is excluded from the overall PMS which makes it a fatal error for any successful implementation. The emphasis on the employee development is also clearly lacking which needs to be addressed if Dubai World wishes to attain a performance management system which can contribute fully towards reaching the objectives and improving the competencies and skills of the employees. All these ideas are explained in detail in the report. Overview of the organization Dubai is a holding company having a host of other companies like dry docks...
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...Behavioural/Competency-based Interviews Behavioural interviews are based on the idea that past behaviour is the best predictor of future behaviour. The interviewer will want specific examples of when and how you demonstrated particular behaviours. Prior to interview each position is assessed for the skills/competencies and characteristics that relate to job success. Interview questions are then developed to probe into these areas. All candidates are asked the same questions and notes are taken in order to evaluate candidates. The word competency is widely used in business and personnel psychology and refers to the behaviours that are necessary to achieve the objectives of an organisation. A competency is also something you can measure and lists of competencies form a common language for describing how people perform in different situations. Every job can be described in terms of key competencies. This means that they can be used for all forms of assessment, including appraisals, training needs analysis and of course, selection. • Individual competencies – your personal attributes: Flexibility, decisiveness, tenacity, independence, risk taking, personal integrity • Managerial competencies – taking charge of other people: Leadership, empowerment, strategic planning, corporate sensitivity, project management, management control • Analytical competencies – the elements of decision making: Innovation, analytical skills, numerical problem solving, problem solving, practical learning...
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