Information Technology Service Sales Of Thailand - 2094 Words

Unify Services is also involved heavily in big data applications which is currently growing exponentially globally as the following growth projections indicate (Patrizio 2014): Fig. 5 - Big data applications growth (Patrizio 2014) The main players in the big data market globally are; 1. IBM 2. HP 3. EMC 4. Teradata 5. Oracle 6. SAP 7. Microsoft 8. Amazon Web services 9. VMware, and 10. Google (Patrizio 2014) In a recent global survey of developing economies, respondents indicated main reason why companies adopt big data IT solutions are as follows (United Nations 2016): Fig. 6 - Global Survey (United Nations 2016) Thailand is no exception to the rule, with a large portion of the population now entering the digital age. Now that 3G†¦show more content†¦The same article suggested three sectors most suitable to adopt IT solutions as (Association TRPC 2015); 1. Telecommunications 2. Finance, and 3. Trade (Wholesale and retail) (Association TRPC 2015) Thailand has a heavy reliance on four sectors to contribute towards GDP as follows (Association TRPC 2015): Fig. 8 - Thailand GDP contributors (Association TRPC 2015) Porters 5 Forces Porter’s five forces will assist us in gauging some points which need to be considered when Unify Services attempt to enter the Thailand market. Fig. 9 - Porters five forces (Wilkinson 2013) Despite the Porter’s five forces assessment identifying some elements of the Thai market being unattractive, the IT industry is a rapidly growing segment, with exciting opportunities being presented with IT infrastructure private and government investment (Ministry of Science and Technology 2011). Kapferer’s Prism Unify Services will be required to connect with the consumer with not only its product, but also with the personal and company branding. We can analyse the communication with the consumer by adopting Kapferer’s brand identity prism. (Kapferer 2012) Personality The character and attitude of Unify Services. Essentially if the brand was a person, what personality would it adopt. Culture The origins of the company and in essence what it stands for.

Essay on Consciousness As Determined Th - 1030 Words

Consciousness is understood in a variety of ways. In one belief, a person is conscious when awake, but unconscious when sleeping or comatose. Yet people also do things requiring perception and thought unconsciously even when they are awake. A person can be conscious of their physical surroundings, pain and even a wish or fantasy. In short a creature is conscious if it is aware of itself and that it is a physical and emotional being. Consciousness is a psychological condition defined by the English philosopher John Locke as quot;the perception of what passes in a man’s own mindquot;.1 nbsp;nbsp;nbsp;nbsp;nbsp;Consciousness is defined and perceived differently in many psychological view points. For instance the earlier views around†¦show more content†¦They held that consciousness was involved with every working mental state. In this view the mind is transparent to itself that is, it can perceive it’s own activity. For three centuries self transparence was the defining feature of the mind. That conception was sprung through the theories of Wilhelm Wundt and Edward Titchener who were advocates off a science of introspection. nbsp;nbsp;nbsp;nbsp;nbsp;Early in the 20th century the transparency doctrine came to a setback for three different reasons. The first reason was Sigmund Freud’s compelling evidence that some very important mental activity is not only subconscious but firmly resists conscious access through repression. At first Freud’s idea of unconscious was treated as self-contradictory, but it has since won acceptance as being useful and entirely possible. nbsp;nbsp;nbsp;nbsp;nbsp;the second difficulty for the transparency doctrine was that it made the mind impossible for objective science. What is known introspectively to a single person would be utterly private and therefore can not be viewed scientifically. Scientific method demands objectivity and reportable data. The behaviorists John B. Watson and B.F. Skinner and the philosopher Gilbert Ryle rebelled against the idea of an inner sense and denied the very existence of consciousness in the strong sense exhibited by Locke, Descartes and the introspective psychologists.3 Ryle insisted that mind is an illusory concept and that it isShow MoreRelatedThe Human Computer : The Perception, Memories And Emotions That Make Up Human Consciousness973 Words   |  4 PagesThe human computer The thoughts , perceptions, memories and emotions that make up human consciousness. Cognition in widest definition encompasses all forms and understanding through thought, experience, and the senses. Reductionism attempts to explain the processes of living organism using physical laws usually applied to nonliving objects. 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You were in the pool of people to receive that invitation because a database determined that you have one or more of the following characteristics: †¢ You have assets (as indicated by the property tax rolls of your community). †¢ You are in the age group of people who should be thinking about retirement. †¢ You live in or near the communityRead More A Marxist Reading of Shakespeares Coriolanus Essay examples2243 Words   |  9 Pagesthe worker; it deprives him of something, and this is not only degrading but depersonalizing as well (Appignanesi, 79).    From this perspective, Menenius fable of the belly is clearly fallacious and intended to instill a false state of consciousness in his listeners. The tale deflects the cause of the plebeians hunger from the patricians right back at the plebeians themselves:    ... 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The Performance Evaluation and Bonus Free Essays

Perhaps one of the most challenging aspects of managing a company is to provide a performance evaluation technique that does not frighten employees. The fear in my organization, among those marginal performers, is that the evaluation may cause their being fired. â€Å"One of the most controversial tools for boosting performance is ranking employees and dismissing the laggards. We will write a custom essay sample on The Performance Evaluation and Bonus or any similar topic only for you Order Now Proponents argue that the practice stretches star employees†¦(Marchetti 2005 16). Those at the bottom of the performance scale tend not to be as motivated as they might be, simply because the fear of being poorly evaluated stifles their determination to improve. While there are many companies which automatically provide a cost of living raise to their employees (sometimes due to labor contracts), the idea of providing bonuses or merit awards also can cause some serious problems, and such â€Å"merit raises† often cause more conflict within a business than they solve in the way of increased productivity and/or efficiency. Here is one author’s proof: â€Å"It’s clear that employers’ compensation systems aren’t making the grade. Only 10 percent of organizations describe their merit pay programs as â€Å"very effective,† according to an employee attitude survey conducted in 2002 of 335 companies by Hay Insight (the research and survey arm of Philadelphia-based HR consulting firm The Hay Group), WorldatWork and Loyola University of Chicago† (Wells 2005 76). One problem with many businesses today is that management is too lenient, too worried about hurting someone’s feelings. In today’s competitive world, where every worker must pull his weight or make way for someone who can, such leniency may be costly. Wells (2005) suggests something called â€Å"tough love.†: â€Å"By contrast, adopting–and enforcing–the get-tough approach to merit pay has clear advantages: It doesn’t waste increasingly precious salary-budget dollars, it sends the right message that improvement is imperative, and it doesn’t fund under-performers at the expense of high-performing employees† (Wells 2005 78). In my particular organization, the idea of performance evaluation and some sort of bonus or merit award is now no longer strictly limited to the top performers. It is the middle level, what some tend to call â€Å"B performers† that have some stake in the company’s bottom line. Again, here is some proof of that: â€Å"Midlevel performers thrive when they know they’ve got something to work toward–and you’ve got to give that to them. In fact, 52 percent of respondents who qualify for incentive programs at their companies–which typically reward the top 10 percent of workers–feel they have only somewhat or no chance of winning an award. This is far from motivating. ‘Your B-players have a significant effect on your bottom line,’ says Rodger Stotz, vice president and managing consultant for Maritz Inc. ‘You’ll always have a top five percent, but those rewards don’t move the middle'† (Galea 2005 9). What is needed to ease the pain and strain of performance evaluation and resultant merit increases or bonuses is the fact that top management must now set specific targets and goals, by the month, by the quarter, by six months, annually, and even provides some projections for one, two and five years into the future. With such goals specifically outlined, employees- whether on a production line or white collar, now know exactly what is required of them. To make performance evaluation less painful; and more effective requires supervisors to keep track of performance of their section or departments, as well as individual employees. In this way, if someone falls short, there is an opportunity for a one-on-one discussion that may provide both a reason for such a shortfall and a means of improving performance. This personal oversight by supervisors can go a long way to eliminate the fear of being discharged as a marginal or low performer, and at the same time reward what Galea (2005) calls â€Å"B Performers.† Therefore, what will make performance evaluation and compensation tied to it far more effective in my company is to focus on these mid-=level performers as well as providing a means â€Å"up the ladder† for the marginal ones, knowing the top performers will always continue to shine. By also stressing teamwork, it becomes the responsibility of everyone within a section or department to make sure everyone contributes to reaching the goal. How to cite The Performance Evaluation and Bonus, Essay examples