Implementing Software Requirements and Modeling Using Mapping Rules Based on B-SCP Framework Analysis

Guardians of the matrix

Because of their structural and semantic inter-dependency, UML diagrams describing a software product must be consistent to ensure the success of the development process. This inter-diagram consistency is often not easy to ensure considering the multi-views the diagrams cover, the different levels of abstraction they encode, and the different development phases during which they are produced. In this paper, we tackle the consistency problem between the functional and dynamic views in behavioral diagrams of software. We propose an approach to detect and localize inter-consistency errors among UML use cases and activity diagrams. This approach is composed of two phases: measurement phase (1) and controlling phase (2). This approach is illustrated and validated through a "Restaurant management system" case study. The proposed approach will help both software designers/developers and quality assurance/testing engineers identifying and localizing the causes of software errors at early phases (specification and design).

An Integrated Model of Hoshin Management and Six Sigma in High-Tech Firms

Strategic planning and MCDM in healthcare system and pandemic entails asking where an organization wants to go and what it hopes to achieve, then charting a path to get there. By defining the goals, vision, and mission of a healthcare organization, a strategic plan helps to keep management's responsibilities simple, measurable, and realistic. Moreover, effective strategic management in healthcare can keep healthcare staff on same page, working toward shared goals. Healthcare managers develop their organization's strategy best of all. Individuals interested in an administrative career in healthcare should explore educational options that support this career path, such as earning Master of Health Administration (MHA) degree. Aggregating the final weight values in the decision matrix and decision information were implemented differently in literature. The aggregation procedure of the decision information in the context of healthcare studies were analyzed for choice, strategy, policy.

Employees are essential to the attainment of an organization's objectives, vision, and mission. Employees are essential to a business, hence the corporation must prioritize their requirements. Several issues arose. The employees' performance deteriorated because of insufficient remuneration. Several individuals did not fulfill their responsibilities punctually, leading to a reduction in their job output. The corporation offered incentives to improve their job performance. This research will investigate the correlation between incentives and employee work performance. The author will utilize all of them as a sample for this investigation. This procedure is termed census sampling. The study substantiates the efficacy of Variable X (incentive) and Variable Y (workers' job performance). The reliability test further validates the results' dependability. The correlation coefficient is 0.73. This indicates a robust correlation between incentives and employee work performance. The hypothesis test produced a score of 4.53, demonstrating that the tcount surpasses the ttable (2.101). Consequently, we may exclude the null hypothesis (H0), which posits that no correlation exists between incentives and employees' job performance. This indicates a substantial correlation between the incentive (variable X) and workers' job performance (variable Y). This research shows that a correlation exists between incentives and workers' job performance. The incentive was a contributing factor to the enhancement of employee performance, while other elements, such as working environment, also had a role.

This study uses secondary data to explore competency-based human resource development through a qualitative literature review. The Window Model theory is also analyzed as the overarching framework for human resource competency. Enhancing employee performance requires the effective application of human resource competency concepts, as employee performance plays a critical role in achieving an organization's objectives, goals, vision, and mission. Minimizing the gap between anticipated and actual employee skills is essential for managing and optimizing human resources effectively. The selection of a grand theory as the primary framework is justified by the growing body of research on human resource competencies, which has subsequently led to the development of middle-range theories. The Window Model theory examines human self-development through four key dimensions: knowledge, skills, expertise, and attitudes. Utilizing an appropriate grand theory for a research variable helps simplify the theoretical foundation and enables a more precise determination of research objectives.

Subject area The case study is apt for the undergraduate as well as the postgraduate students in courses spanning from human resource management and leadership to non-government organizations' management and organizational visioning issues. Study level/applicability Management courses. Case overview The case veers around an NGO called Mukti, which was established post-Gujarat riots. The NGO seeks to empower the women and the youth by spreading awareness about the basic rights as well as works for the social inclusion of those living at the tangent or far away from the mainstream society. There are serious leadership and manpower management issues in the NGO, which need to be sorted out for the organization to realize its goals and objectives. Mukti is answerable for its performance before the trustees and the funding agency, both of whom are critical about the functioning of the NGO. Therefore, concerns are raised for tackling the issues of employee turnover and leadership structure. Expected learning outcomes The objectives of the case are fourfold: to appreciate the challenges in the face of running a NGO or a voluntary organization; to understand the manpower issues, especially among the frontline staff; to study the impact of authoritarian leadership in an organization; to underscore the need for clearly defining the organization's vision, mission, goals and objectives as well as the need for planning in the short-term and long-term for achieving the targets set by the organization. Supplementary materials Teaching notes are available for educators only. Please contact your library to gain login details or email support@emeraldinsight.com to request teaching notes.

The most fascinating aspect of management studies is the study of leadership. The field's context is dynamic and always changing, reflecting the ways in which human life is developed, including the role of leadership in Islamic educational institutions. Change always begins with a protracted process of altering society's fundamental ideals, which then affects people's communication styles, basic needs, and view on life. Organizational leadership is impacted by changes in this area of life while developing the organization's vision, mission, and strategies for achieving goals. As a result, this study is primarily concerned with how Islamic educational institutions will address society's everyday demands from a leadership standpoint in the future. Research on leadership cannot be limited to quantitative methods; qualitative methods will also yield deeper insights into the fundamental issues surrounding change. It is envisaged that qualitative studies will offer a summary of the data underlying certain concepts, ideas, and tactics used in educational institution management, which are crucial for altering course and accomplishing institutional objectives. The study's findings indicate that in order to achieve shared objectives, adjustments to organizational management must be made in addition to modifications to leadership typology. As a result, future developments in the leadership typology will affect the viability and caliber of Islamic education in Indonesia. In order to adapt to the challenges of change, Islamic educational institution leaders are today required to create organizational management that can mobilize all aspects and forces for organizational success.

Balai Bahasa Provinsi Sumatera Utara (BBPSU), as a public organization, is responsible for providing equal services to all society. Data from Dinas Pemberdayaan Masyarakat dan Desa Provinsi Sumatera Utara shows that around 24,492 or 0.16% of the disabled in North Sumatra have not received access to equal language certification services. This study aims to determine the supporting and inhibiting factors for language certification services for the disabled by diagnosing the Burke-Litwin transformational factors model. This study uses a qualitative approach with case studies. Data collection was carried out through interviews, observations, distributing questionnaires, and reviewing documents. Data were analyzed with New Public Service theory that are oriented towards community needs. The results of the problem identification diagnosis indicate that accountability at BBPSU shows a number of problems that indicate challenges in implementing organizational responsibilities to the public. This problem emerged in several accountability indicators identified during the study, as evidenced by the lack of commitment and focus of the organization's work on the needs of language certification services for people with disabilities. The results of the study indicate that the four Burke-Litwin transformational factors, including the organization's vision, mission, and strategy, external environment, leadership, and organizational culture, mutually influence BBPSU's performance in language certification services for people with disabilities. There needs to be an intervention to improve performance through mission and strategy reformulation, organizational structure arrangement, and improvement of the human resource management system through empowerment of the organizational structure by forming a special work unit for people with disabilities.

The evaluation of the performance of business organizations is no longer limited to their financial performance or the achievement of their other objectives, but rather extends to the obligations and responsibilities of these organizations towards society in a complex and competitive environment. The Organization's practice of activities of a social nature is a voluntary ethical obligation to society and creates a state of interaction between Organization and its environment. Social responsibility has thus become one of the main objectives of business organizations and is taken into account in formulating the Organization's vision and mission as an objective that the Organization seeks to achieve and no less important than the Organization's goal of achieving profits and maximizing resources. As for the above, the current research dealt with four axes. The first axis dealt with the research methodology, the second axis dealt with the theoretical framework of the research, the third axis dealt with the results of the research, the fourth axis included the main conclusions and recommendations reached by the research

The problems in this study are: (1) Does Spirituality in the workplace (workplace spirituality) affect the performance of nurses in the General Hospital dr. Chasan Boesoerie North Maluku Province?; (2) Does the quality of work life affect the performance of nurses in General Hospital dr. Chasan Boesoerie North Maluku Province?; and (3) Does Spirituality in the workplace (workplace spirituality) affect the quality of work life (quality of worklife) in the General Hospital dr. Chasan Boesoerie North Maluku Province?The purpose of this study was to determine the effect of Spirituality in the workplace and the quality of work life on nurse performance, and the influence of Spirituality in the workplace on the quality of work life in RSUD dr. Chasan Boesoerie North Maluku Province. The total population target is 326 nurses. The sampling method or technique used is random sampling, which is random sampling. Based on the sample formula from Taro Yamane, a study sample of 180 nurses was obtained. The analytical model used to test hypotheses is path analysis and using LISREL as a statistical test tool.The results of the study found that: (1) spirituality in the workplace had a positive and significant effect on nurse performance; (2) Quality of work life has a positive and significant effect on nurse performance; and (3) Workplace Spirituality has a positive and significant effect on the quality of work life. Because of that General Hospital dr. Chasan Boesoerie needs to improve spirituality through: 1) creating an adequate work environment, 2) providing motivation to nurses through training including in the job trainning, 3) providing opportunities for nurses to reevaluate the results of their work assessment, and 4) giving understanding of the nurses about the organization's vision, mission and goals in detail. This can be done through workshops, or official programmed meetings. For other researchers who want to develop this research, it is necessary to conduct research that uses the same or different variables that have an influence on performance.Keywords:Workplace Spirituality, Quality of Work Life, and Nurses Performance.The problems in this study are: (1) Does Spirituality in the workplace (workplace spirituality) affect the performance of nurses in the General Hospital dr. Chasan Boesoerie North Maluku Province?; (2) Does the quality of work life affect the performance of nurses in General Hospital dr. Chasan Boesoerie North Maluku Province?; and (3) Does Spirituality in the workplace (workplace spirituality) affect the quality of work life (quality of worklife) in the General Hospital dr. Chasan Boesoerie North Maluku Province?The purpose of this study was to determine the effect of Spirituality in the workplace and the quality of work life on nurse performance, and the influence of Spirituality in the workplace on the quality of work life in RSUD dr. Chasan Boesoerie North Maluku Province. The total population target is 326 nurses. The sampling method or technique used is random sampling, which is random sampling. Based on the sample formula from Taro Yamane, a study sample of 180 nurses was obtained. The analytical model used to test hypotheses is path analysis and using LISREL as a statistical test tool.The results of the study found that: (1) spirituality in the workplace had a positive and significant effect on nurse performance; (2) Quality of work life has a positive and significant effect on nurse performance; and (3) Workplace Spirituality has a positive and significant effect on the quality of work life. Because of that General Hospital dr. Chasan Boesoerie needs to improve spirituality through: 1) creating an adequate work environment, 2) providing motivation to nurses through training including in the job trainning, 3) providing opportunities for nurses to reevaluate the results of their work assessment, and 4) giving understanding of the nurses about the organization's vision, mission and goals in detail. This can be done through workshops, or official programmed meetings. For other researchers who want to develop this research, it is necessary to conduct research that uses the same or different variables that have an influence on performance. Keywords:Workplace Spirituality, Quality of Work Life, and Nurses Performance.

This study was carried out to examine the influence of strategic management strategies on organizational performance in Rwanda’s private construction firms. This based on a number of issues that were found to face construction projects that are private in Rwanda in relation to their performance and the major challenge was strategic management. The study was guided by the following specific objectives: to examine the effect of strategic planning and resource allocation on project efficiency and profitability among the private construction firms in Rwanda; to establish the role of innovation and technology adoption in enhancing operational performance in the Rwanda’s private construction sector; to find out the impact of leadership and strategic decision-making practices on the competitive positioning and market share growth among private construction firms in Rwanda. The study was guided by the Resource Based View (RBV) theory, which is a key foundational theoretical framework in strategic management that provides an insight into how organizations internal resources can be used as valuable sources for developing competitive advantages and achieving higher performance. In the current study, a mixed-methods research was adopted incorporating the descriptive research design. Due to the nature of the research and the intendent purpose of the study, a population census was carried out to give equal representation of these firms. Therefore, the sample size used was the 150 respondents. Census is the process of collecting data from every member of a population, and census data is more accurate and precise than sampling data, as it includes information from every member of the population; a reason as to why it was considered for this study. Primary data was collected by use of structured questionnaires and semi-structured interviews with the questionnaire being Likert scale rated in order to collect the quantitative data while semi-structured interviews were used to collect the qualitative data. The results did find that from a regression analysis, all three strategic management practices—strategic planning and resource allocation, innovation and technology adoption, and leadership and strategic decision-making—were statistically significant predictors of organizational performance, with p-values less than 0.01. Innovation and technology adoption has the highest standardized coefficient (β = 0.39), indicating that it has the strongest impact on organizational performance. Leadership and strategic decision-making (β = 0.35) and strategic planning and resource allocation (β = 0.32) also have significant positive effects, though to a slightly lesser extent. The model’s R² value of 0.62 suggests that these strategic management practices collectively explain 62% of the variance in organizational performance, a substantial impact. The study recommended that an integrated management approach be adopted by private construction companies in Rwanda. Step one: Allocate time and resources to strategic planning and planning for project time, cost and resource utilization. Also, the assimilation and innovation of technology should be promoted as technological advancements in construction and project management speculation have been shown to increase productivity and decrease costs. Companies spend money on training programs at all levels in technology and skills. Moreover, development of leadership and decision-making skills are vital as well and companies must design leadership development programs that ensure managers are swift and well-informed in making consequential decisions that are in line with organizational objectives and market movements. Policymakers and industry partners are also encouraged to support this by creating policies that provide tax incentives or subsidies to support technology adoption, innovation and education for construction workers. Using these concepts, the construction industry in Rwanda can better respond to competition, contribute to the country's development and economic goals, and maintain a stable position in the growing market in East Africa.

A selected logistics company, at City Deep in Johannesburg, rolled out a balanced scorecard as a strategic performance management system (PMS) to remedy service delivery challenges since 1997. The institutionalisation of this system has become an essential aspect of its people management strategy in relation to the overall strategic objectives of the company. Numerous problems marred its implementation, with some employees citing inconsistencies in the ratings awarded, ineffective communication and favouritism, and this consequently affected service delivery performance. The primary aim of the study was to evaluate the implementation of a PMS at the selected logistics company. Its sub-objectives guided the study. These include determining the factors influencing the participation of managers and employees in a PMS; evaluating the relationship between knowledge practices in a PMS and excellent service delivery and seeking remedies to the implementation challenges thereof. The quantitative research methodology was utilised in this study. A standardised close-ended questionnaire on a seven-point Likert Scale was employed for data collection from study participants. Microsoft Excel was used to analyse the data collected. Inferential (z) statistic testing, factor analysis, and Cronbach's Alpha test were performed using the Statistical Package for the Social Sciences (SPSS) and the statistical tools available in Microsoft Excel. Research findings revealed that the company's vision and mission statement were not adequately shared with subordinates concerning the company's balanced scorecard as a PMS. Additionally, performance feedback was found to be biased and ineffective, thereby severely affecting the implementation of the PMS. In conclusion, senior management must institutionalise continuous professional development workshops to effectively disseminate the organisation's vision and mission statements to its employees. Managers are urged to conduct regular performance evaluation sessions and provide objective written performance feedback to subordinates timeously.

Evaluation is the cornerstone of successful strategic communication. It is the basis on which to assess whether and how any purposeful use of communication by an organization contributes to fulfilling the organization's mission, strategy, and goal attainment. For over 50 years, evaluation has been a major focus of both the professional and academic debate in strategic communication. The relevance of this debate has grown in recent decades as budgets in various strategic communication domains continue to increase, in turn raising pressure to deliver hard evidence on how communication contributes to organizational goals. This entry addresses the main strands of the evaluation debate by: (i) contextualizing evaluation of strategic communication within the overall strategic management process and, on this basis, introducing the basic types, units, and stages of evaluation; (ii) tracing the historical development of the broad evaluation debate; and (iii) introducing critical points of reflection on the state of the field in research and practice.

Management Information System required at Departement of Sains Communication and Community Development is able to answer the needs of academic problems. The application of information technology for organizations, would be beneficial if the application in accordance with the purpose, vision and mission of the organization. which has been translated into communication efectiveness. With the qualitative method, this study provide which part of internal communication were lack and unefective. The use of information technology systems will be needed to support the success of the organization's objectives in the field of education in the future, the strategic planning technology development information and communication technologies (ICTs) can be used as a guide to improve the performance and competitive value of Departement of Sains Communication and Community Development.