Professional Statement for Psychology Counseling BA degree Personal

Professional for Psychology Counseling BA degree - Personal Statement Example As an individual who has deep concerns for the miseries and issues faced by the fellow human beings, I have often regarded the career of a professional practitioner of psychological counseling as an effective way to render my service to the well being of the society and the people around me. Similarly, a reflective self appraisal of my strengths, weaknesses, and personal qualities also offers me the good reason for selecting a career in Psychology and Counseling. As an individual who has successfully completed Bible college graduation, I am most concerned about the psychological affairs of the people around. I also have great experience of working among people who need mental strength and support. Along with my regular preaching in various religious programs, I also conduct Bible studies for women at a rescue mission. The experience that I gathered from such activities, significantly, strengths and personal qualities as a person qualified for the career in Psychology and Counseling. I share great compassion with people who are in distress and miseries, and have a strong desire to help them accomplish their goals. I have often been excited to find positive changes in the lives of people around me through care, compassion and divine understanding. My Christian values and spirit of compassion and charity also have contributed to my decision to opt for this career and course. Therefore, a self appraisal of my strengths, weaknesses, personal qualities definitely confirm that my experiences and qualifications will contribute to my chosen field, which is Psychology and Counseling (BA) degree. The career of Psychology and Counseling has a great scope in the development of my personal life and achievement of my life-goals. As a person who has ever been interested in assisting people in need, the career of a professional practitioner of psychological counseling can help me realize my career goals, and I understand Psychology

No topic Discussion Question Mgt 380 Dissertation

No topic Discussion Question Mgt 380 - Dissertation Example There are times when the wrong decisions are made and the question of accountability comes into the equation. This is when leaders have to explain how and why they were made, and what recourse has to be made to recuperate losses as well as corporate images. Circumstances that pose immediate danger to life, property, sales revenues however, may lead to other leaders arising from lower level in the ranks to take charge. A building on fire or a company vehicle tied up in an accident traffic accidents and workers are indecisive as top what to do, are also typical examples of situations where participants will be require to make quick decisions. However, in the design of a product, choosing the most economical distribution routes, the location of the best manufacturing sites, as well as who to employ to fill certain positions, require considering alternatives, as well as others, and has to be done by trained and experienced executives. Leaders may also from time reject suggestions that do not conform to their expectations, but may suffer from a lack of cooperation when time comes for execution of the strategic decision that was un-democratically made. Decision making according to Drucker, should rest always with executives or leaders who should strive to maximize the inputs of their respective teams as much as possible. During such process they should make it known that the final responsibility for the decision rests with them, but they value the contribution of every participant, and will consider all options before deciding (Drucker 1974). Question Q 2 Power according to Etzioni, can be either coercive, utilitarian or normative (Tichy & Candwell 2002). The first type of leader uses force to get the job done, while the second uses incentives, especially in a working environment to achieve the same objective. Normative Power occurs when values are employed to appeal to the inner constitution of people to generate commitment and a sense of purpose. The kind of power that I can identify is the normative one, where people are treated with respect, and their opinions valued in any business or social operation. By constantly communicating those attributes people who are so treated, will feel a part of my team and will go the extra mile to help achieve the mutually established goals and objectives. In addition, at times I will employ the utilitarian source of power along with the normative to help my teams motivated. This is because although they will feel important, at times rewards will serve to reinforce those values that have been communicated to them. Having these two sources at my disposal will always lead to people become loyal, committed, disciplined and very flexible in a knowledge base economy that is subjected to changing conditions at times. These are the values that I may be able upon in times of crisis, when team support and innovations becomes extremely important to the maintenance of competitive edge. Discussion Q 3 My favorite and l east favorite bosses were on opposite ends of a continuum, due to the leadership traits that they portrayed. The relationship between my most favored boss and me was an excellent one, and it made the work flow easy, even though at time some of the tasks were challenging. The fact that he was approachable, had an open door policy and

Strategic Role of Information Systems Essay Example for Free

Strategic Role of Information Systems Essay Information Systems (IS) Information Systems is systems comprising of people, processes and technology to process data into meaningful and interpretable information. This system aims at assisting management and business operations in making business decisions and support business processes. There are various types of information systems, for example: transaction processing systems, decision support systems, knowledge management systems, learning management systems, database management systems, and office information systems. Critical to most information systems are information technologies, which are typically designed to enable humans to perform tasks for which the human brain is not well suited, such as: handling large amounts of information, performing complex calculations, and controlling many simultaneous processes. Organizational Hierarchy The components of information systems can be broadly categorized into: Hardware, Software, Data, Procedures, People and feedback. Executive Information System Decision Support System Managment Information System Transaction Processing System Strategic Importance of Information Systems. In current world and business scenario right information, at the right time and with the right person can be the difference between survival and extinction of an organization. A strategic IS helps an organization gain a competitive advantage through its contribution to the strategic goals of an organization and its ability to significantly increase performance and productivity Information system can help strategize an organizations business model or enhance existing ones to give it an edge over its competitors. The different thoughts currently in the market for successful information systems management strategies are Descriptive Analytics This is based on historical data and represents patterns that occurred in the past. Predictive Analytics This is also based on historical data and related patterns but has the intelligence to predict related probable events that might occur in the near future. Prescriptive Analytics – This stream not only identifies patterns and probable near future events but also suggest probable course of actions based on past experiences. For Example – How much cash to keep in each ATM machine across the country and what currency notes to keep for each one of them so as to reduce idle cash and ensure customer satisfaction. Again organizations are employing predictive and prescriptive analytics to identify probable attrition cases and related remediation patterns. Probuddho Halder EMBA ITM 2015 Information courtesy Canadian Center of Science and Education Cases of Successful Information System. A few examples of effective and strategic use of information system are Ryanair Airlines – is an Irish low-cost airline headquartered in Swords, Dublin, Ireland, with its primary operational bases at Dublin and London Stansted Airports in 2013, Ryanair was both the largest European airline by scheduled passengers carried, and the busiest international airline by passenger numbers. In 1986, the two Ryan brothers announced that their young airline will take on giants like British Airways and Aer Lingus for the  first time on the route between Dublin and London. It significantly undercut those two airlines on price, bringing in people who had previously preferred rail or ferry tickets. The Rayan brothers had based their business model on a robust and reliable information system that showed that the big airlines were missing out on a successful customer base out of the middle and lower middle class commuters, who were least concerned about luxury and opulence and were more interested in pure transport. Pre-Shipment(Amazon) – Amazon the e-commerce giant is working on a model whereby they will base their product shipping strategy based on the browsing patterns of users. Predictive analytics will predict that a customer is most likely to buy a product and in a given time frame. Amazon will ship the product to the nearest warehouse even before the consumer has placed the order and ultimately when the order is placed deliver it within hours and not days. This clubbed with bulk order description can significantly reduce the logistics cost for amazon at same time increase the customer delight.

Emergenetics in the Work Place

Emergenetics in the Work Place Introduction Emergenetics is a modern psychometric assessment tool based on the brain. It is used to highlight how an individual thinks and behaves (Browning, 2005). This tool provides an understanding of how people live, work, communicate and interact with one another. There are several emergenetics profiles generated for various purposes. Some are meant to test the leadership skills of individuals or the type of behaviour of different people at work. This paper seeks to highlight the history and background of emergenetics, as well as the benefits of this tool for relationships at the workplace. The History and Background of Emergenetics Emergenetics is based on research that indicates that individuals have inborn traits that make them act and think in a certain way (Williams, Browning, 2010). However, these traits are modified and shaped as people interact with their surroundings. Personal experiences and genetics combine to form a commonly recognized pattern of personality traits. There are seven sets of attributes as described by Emergenetics, and each of these has a unique colour code. Of these, four ways describe ways of thinking, and three describe ways of behaving (Williams, Browning, 2010). The four ways of thinking are analytical preferences (represented by blue), structural preferences (represented by green), social preferences (represented by red) and conceptual preferences (represented by yellow). The behavioural attributes are all represented by the purple. These are expressiveness behaviour, assertiveness behaviour and flexibility behaviour (Williams, Browning, 2010). Development of the Emergenetics Profile When developing the Emergenetics profile instrument, a number of factors were considered. The first factor is the underlying theory, which proposes that an individual has a combination of genetic tendencies (Hunter, 2010). These are tendencies that make one think and act in a certain way, and to act and think in a way that has been modified through socialization. This is from recent research that behaviour and way of thinking is influenced by genetics, which is referred to as nature, as well as the environment, which is referred to as nurture. Another important factor to consider when creating the profile is reliability. Every test developer is concerned about having a question that reliably measures the construct it is supposed to measure. In a test that is well designed, scores from one part of the test should correlate with scores from another part of the test, which is a demonstration of reliability. In the Emergenetics profile test, the statistical procedures used include item by item reliability, split-half reliability and a test/re-test reliability (Hunter, 2010). The item to item reliability is an internal measure to show how well each item correlates to the total score for that item. The split-half reliability is a measure of relationship between scores in different parts of the test (Hunter, 2010). The test/re-test reliability is a measure of how consistently an individual constructs their profile from one time to another. The other factor that was considered is validity, and this refers to how well the test measures what it is supposed to measure. In the same way that there are many types of reliability, there are many types of validity. One is face validity, which refers to whether the individual taking the test considers it to be credible (Hunter, 2010). Having irrelevant questions in the test can make the person taking the test question its validity. If this happens, the person taking the test may provide unreliable answers. Questions on the Emergenetics Profile were written to be relevant to daily events and behaviours. There is content validity, which refers to the adequacy of the Emergenetics tool to measure the behaviour it is designed to measure (Hunter, 2010). For instance, in a typing test, there is a relationship between a specific skill and what the test measures. This, however, is heavily dependent on feedback from people who have used the test. Many people that have taken the Emergenetics test agree that it accurately measures ways of thinking and behaviour. There is the criterion validity, which is a measure of correlation of a person’s scores in different areas of the test (Hunter, 2010). Quoting an example that was used earlier, a high score in a typing test could be used as a criterion to determine the general performance of that child or individual. However, since the Emergenetics Profile Instrument was not developed to measure performance in specific tasks or jobs, no information on criterion validity is available. The last type of validity that was considered is construct validity. A construct is defined as a deeply rooted mental characteristic. From this definition, construct validity refers to whether the Emergenetics tool measures the four ways of thinking preferences and three ways of behaviour (Hunter, 2010). This type of validity is determined using measures similar to those used to determine the reliability of the test. How Emergenetics can be used to Enhance Healthy Workplace Relationships As was mentioned earlier, Emergenetics is a scientific tool that is used to help understand human behaviour and their way of thinking, which makes them approach work and life differently (Browning, 2005). This tool consists of an analysis of left-brain/right-brain, determining how people tend to behave, and this is what defines personality. When applied at the work place, the Emergenetics Profile will provide a true picture of everyone working in a given organization. The tool makes it easier to identify how every individual at the workplace thinks, behaves, and communicates, as well as their preferences (Browning, 2005). Other personal analysis tools provide suggestions on how an individual can change to meet the needs of the organization, but this tool takes a different approach. It appreciates that every individual is unique and helps them stand out through their genetics by creating a profile that shows personal and professional implications (Browning, 2005). The tool focuses more on the strengths of an individual, meant to build on personal energy and passion. Once an individual identifies their strengths, they can then find ways to make these work for them at the workplace. When applied at the workplace, this tool works by exposing cognitive preferences of an individual, by highlighting their distinct, brain-based strengths (Browning, 2005). With such an understanding, people can build better working relationships especially when working as a team on something. The tool also works by tapping into an individual’s uniqueness, distinctive work and learning preferences. The tool helps individuals to discover their innate strengths, shaping ways of how people should go about their work because it highlights where their strengths lie (Browning, 2005). The Emergenetics Profile provides a blueprint for managers at the workplace to engage everyone through methods and strategies that encourage appreciation and collaboration. While taking this approach, it becomes easier to identify people who have leadership skills. When such people are identified in good time, their strengths are assessed fully and skills are developed in a relatively short amount of time (Browning, 2005). These strategies work together to energize individuals to perform even better at the workplace. When the Emergenetics tool is applied, as described above, the organization is better positioned to meet its strategic objectives and goals. Further, people working in such an organization can communicate effectively with the leaders or managers and with each other (Browning, 2005). The organization also enjoys high retention of employees because it can assign responsibilities and duties in accordance with the strengths of an individual. When the management of an organization understands how employees behave and think, they can develop a cohesive organizational culture based on the Emergenetics insight, through an informed perspective based on personal experiences (Browning, 2005). Benefits of Emergenetics in terms of Relationships at the Workplace Emergenetics is an efficient tool because it integrates everything in an organization. It contributes to goal setting, trust building, communication enhancement and team initiatives (O’Connell, 2012b). It makes an impact on everyone in the organization, because it provides a basis for everyone to shine in their unique way. Anyone who takes the Emergenetics test becomes more aware of themselves, their colleagues, and their leaders, managers, and supervisors. This kind of awareness is a basic requirement for fostering good working relationships. When such a person is working in a team environment, they are more effective and more creative in their strong areas. Emergenetics serves as a foundational element upon which an organization can facilitate its dynamics to build a talent-rich organization (O’Connell, 2012b). This happens because it helps people identify their strengths and ways to make the best use of them. It also improves communication and productivity at the workplace. Since the tool appreciates the uniqueness of each employee, employees can apply unique approaches to complete their duties and responsibilities, and the result of this will be high competencies. Case Study: Emergenetics at ACSA Emergenetics is a tool that the Albemarle County Service Authority (ACSA) uses on a daily basis as a foundation for common language and perspective, which has helped the organization to become more cohesive and successful in its provision of services (O’Connell, 2012b). The ACSA, Charlottesville, Virginia, now enjoys better communication among its employees, and between employees and management (O’Connell, 2012a). This is one of the tools that the organization has invested in. All of its employees are trained on the basics of Emergenetics, giving them the opportunity to explore the tool at a personal level, and then at an organizational level (O’Connell, 2012b). The tool is used in team building across departments in the organization. This has enhanced productivity in the organization because the tool aligns the strengths of each team to team and organizational goal. The organization also uses the tool to foster good relationships at the workplace, since all employees are aware of their personalities and strengths (O’Connell, 2012b). Being self-aware, employees are more open to understanding their colleagues and leaders, and this fosters good relationships between them. Emergenetics has also provided a lens for all employees in the organization to appreciate the uniqueness of their roles in the teams they work in, and to the organization as a whole. Conclusion Emergenetics is a powerful tool that can be applied to every organization to improve work-relationships between employees and their leaders, as well as among employees. Its usefulness starts with the kind of awareness that the tool brings to the workplace. The tool also leads to a form of satisfaction and motivation, because every employee feels that they are appreciated for what they can do. Emergenetics also works well to maintain effective communication within the work place. References Browning, Geil. (2005). Emergenetics  ®: Tap into the New Science of Success. New York:  Harper Business. Hunter, Gordon. (2010). Strategic Information systems: Concepts, Methodologies, Tools, and  Applications. Hershey: IGI Global Snippet. O’Connell, Gary. (2012a). Albemarle County Service Authority, Charlottesville, Virginia.  Albemarle County Service Authority, pp. 1-8. O’Connell, Gary. (2012b). Welcome to Emergenetics- A New Science-Based Learning tool for  Individuals, Teams, and Organizations. Emergenetics International. Retrieved from http://icma.org/en/Article/102036/Welcome_to_Emergenetics_a_new_science_based_learning_tool_for_individuals_teams_and_organizations Williams, Wendell, Browning Geil. (2010). Origins and Discussion of Emergenetics Research. Emergenetics Research. Retrieved from https://www.emergenetics.com/wp-content/uploads/2010/07/Origins-and-Discussion-of-Emergenetics-Research.pdf

Essay on the Manipulation of Polonius and Ophelia in Hamlet

The Manipulation of Polonius and Ophelia in Hamlet  Ã‚        Ã‚   The main plot of Shakespeare's Hamlet centers around Prince Hamlet's desire to repay King Claudius for his evil deeds. Around this central action revolve the stories concerning the minor characters of Polonius and Ophelia. Though they do not motivate Hamlet's actions towards the King, these characters act as forces upon Hamlet himself, trying to spur him to do things he does not want to do. Both Polonius and Ophelia try, unsuccessfully, to manipulate Hamlet into a place of inferiority.    In the first scene of Act II, Polonius and Ophelia discuss the meaning of Hamlet's odd behavior. Though the two characters agree his actions arise out of the torment of spurned love, they arrive at that point through very different means. At the beginning of the dialogue, Ophelia says that she has been "affrighted" by Hamlet in her bed chamber. (II,i 75) Her encounter with the Prince left her scared about his real intentions. She says that he looks like he has been,"loosed out of hell/To speak of horrors". (II,i 83-4) The very fact that Hamlet does not speak one word to Ophelia makes him look even more intimidating. By not speaking anything, Hamlet at once strengthens his image as a madman, as well as shrouding his real intentions towards those around him. Just following this passage comes a place in the text where we can see how the character of Ophelia has been manipulated by Polonius. After his "hint" that he might be doing this out of frustrated love, Ophelia says that that is wh at she truly does fear. (87) Her feelings of pity and concern are shaped by her father in order to fit his case of madness against Hamlet.    To further strengthen this situation, Polonius'... ...f the situation before he enters it, while Polonius and Ophelia must try to understand events as, or after they happen.    Works Cited Bradley, A.C. "Shakespeare's Tragic Period--Hamlet." Shakespearean Tragedy: Lectures on Hamlet, Othello, King Lear, and Macbeth. Toronto: MacMillan, 1967. 79-174. Campbell, Lily B. Collected Papers Of Lily Campbell. NY: Russell, 1968. Lidz, Theodore.   Hamlet's Enemy: Madness and Myth in Hamlet.   Vision Press, 1975. MacKenzie, Agnes Mure.   The Women in Shakespeare's Plays.   London: William Heinemann Ltd., 1924. Northrop, Frye. "Hamlet." Northrop Frye on Shakespeare. Ed. Robert Sandler. New Haven: Yale University Press, 1986. 82-100. Oakes, Elizabeth. "Polonius, the Man behind the Arras: A Jungian Study." New Essays on Hamlet. Ed. Mark Thornton Burnett and John Manning. NY: AMS Press, 1994. 103-112.      

Introduction on Charles Dickens :: English Literature

Introduction on Charles Dickens He was born in 1812, his family were very poor, his father who was a clerk in the Royal Navy based in Portsmouth, when he was five years old his family moved to Chatham which at the time was a big Dockyard. At the age of nine he moved again but this time it was to London, because his family were so poor they could not afford to send Charles to school so he taught himself. Charles started work at the age of 11 in a blacking factory helped and taught what to do by a friend named Bob Fagin (who is in Oliver Twist). As a result of being so poor his father went to debtors prison, because his mother could not afford things she joined him going to prison the bailiffs took away all there possessions. His Grandmother died and left money to the family and as a result of this they got out of prison. Charles then went to school as a day boy in Hampstead where he had a 'cane happy' headmaster called Mr Jones. Charles then got an office job for newspapers and magazines doing news reports from parliament and Law courts, soon after he started writing short stories for magazines, he then died in 1870 at an age of 58. Oliver Twist was written in 1839 by Charles Dickens and was published in monthly issues in magazines and newspapers. The first time Oliver Twist was made into a book was in 1850 this was when Charles Dickens was thirty - eight years old. This book was based on his history and about the poor who lived in London. Some characters in the book are from his history such as Fagin who was his old childhood friend or Mr. Bumble who was Dickens Headmaster. The Book Oliver Twist is an orphan who was born in a workhouse. After an unhappy apprenticeship, Oliver runs away to London where he falls in with thieves, headed by Fagin a villainous 'Jew '. Mr Brownlow rescues him but the gang kidnaps him back. Oliver discovers the identity of his parents. The gang that Fagin runs are exposed. This would be similar to the workhouse Oliver would have spent 10 years of his life in. Chapter VIII We learn a lot about the way people lived then from the way Dickens described it. In chapter eight Oliver runs away from the workhouse and from Mr Sowerberry and heads off to London. As Oliver walked away from the workhouse he was hiding behind the hedges because the fear of him being 'pursued had overtaken'. He saw a

Imt Case of Study Tech Essay

CHAPTER 1 INTRODUCTION Background of the Study Evolution of Fort Wayne Plant The Fort Wayne plant facility, originally from WILMEC, was constructed in mid-1960’s specifically to manufacture the type of custom machine called a â€Å"large vertical†. In 1985, WILMEC moved its â€Å"medium horizontal† production capability to Fort Wayne, Indiana. After 5 years, GE Inc. abandoned its custom machine business and sold it to WILMEC’s. GE’s production equipment was then moved to WILMEC’s Fort Wayne plant, however, the GE technology is very different from the 2 custom machines which WILMEC produces, it is called â€Å"large horizontal†. With the 3 machine types, Fort Wayne continued its production until in mid-1995 WILMEC’s sold all of its custom machine engineering, manufacturing and sales operation to IMT. The Fort Wayne Plant transitioned from a busy single-product, focused factory to a factory that was nearly closed (due to a lack of orders) and employed only a few hundred workers. It then evolved into a facility that supported three technically different products (large-horizontal, large-vertical, and medium-horizontal custom machines) that had originated from three different factories with three different engineering design systems. In mid-1993, IMT closed the Cleveland site and transferred the engineering and marketing staffs to either Fort Wayne or Chicago. As the Fort Wayne plant evolved to support multiple product lines, numerous informal procedures emerged to handle day-to-day situations. These undocumented processes worked despite the incompatibilities among the three different technologies, which used three separate drafting systems as well as unique manufacturing processes. Very little capital had been invested to upgrade the operations during the last several years of WILMEC’s ownership. Not until IMT had completed the purchase of the technology and the factories in 1995 had a major capital upgrade program even been considered. Low margin and capital budget limits had prevented significant upgrades. In early 1996, the plant was reorganized into three product lines. Each of the three machine types was considered a separate product line and profit center. The Hardware Platform of the IS Division The IS division uses IBM mainframes: †¢IBM model S/390- The current mainframe †¢IBM AS/400- inherited from General Engineering during the acquisition. The MIS personnel attempted to facilitate these mainframes, transferring data between the two systems. However this was not easily achieved due to information security issues. Since 1996, the heaviest use of the mainframe was from the computer-aided drafting (CAD) and engineering users. Its usage was approximately sixty-five percent (65%) of the current mainframe and about fifty-four percent (54%) of the S/390’s CPU capacity. Statement of the Problem In this study the major problem is how to find a good decision and direction for IMT Information Systems without the need of exerting too much effort and money in the hardware platform or system’s upgrade. Cited below are some of the specific problems of the case study: †¢How will the company balance the need for technological changes to continue accomplishment of routine task? †¢What are the problems encountered by the current IS environment? Objectives General Objective The objective of the study is to propose a new and latest hardware platform that will suit best on the applications needed by the Fort Wayne’s Information System. Specific Objectives †¢To improve the software used by the company for several years. †¢To evaluate the managerial issues of computing, including the centralization and decentralization of computing. †¢To make an assessment of which of the three (3) given options by Browning are more appropriate for the company to use. CHAPTER 2 METHODOLOGY Research Design The study used qualitative research at the beginning of the design process to uncover innovations. This results with the advantage of being useful when budgetary decisions have to be taken into account. This research design is also useful even if you know little about the topic. It uses plain observation as a main source of data. Naturalistic observation was used since the objective is to examine each department for root causes of problems. Sources of Data The study acquires data simply through observations, existing studies and documentations. Research Instruments Since the research design has limited means to gather data, the only research instrument used in developing the entire system was the case itself and some readings from the internet. Data Gathering Procedure Data were gathered through data mining, which is much easier than the survey and interview techniques. The proponents simply took time in going to the school library and surfing the net collecting various information from books, websites and other documentations which is required to begin and to finish the study. CHAPTER 3 DATA ANALYSIS AND RESULTS In this chapter, the data acquired through the examination of the different subunits under the Information System’s (IS) division are further discussed. Figure 2.1 Data Flow among Functional Areas of IMT CMCI’s Information System Figure 2.1 presents the flow of significant data among the different subunits under the IS division. From the different division the following findings below were notably considered: †¢Marketing – This unit uses a mainframe negotiation program written in COBOL where results from the technical description of specification for a new machine of a customer were interpreted and has a Query System used to analyze data from ongoing negotiations as well as contracts won or lost. †¢Admin and Finance – The purchase order, accounts payable and accounts receivable were the three (3) systems, which were custom developed by GE’s MIS staff on the AS/400. †¢Engineering – This subunit was responsible for handling three (3) separate design systems for the three (3) types of custom machine that Fort Wayne produces. †¢Drafting – At Fort Wayne, CAD applications ran on the IBM mainframe and consisted of eighty-five (85) seats of CAD. (A â€Å"seat† was one hardware CAD setup with a high-resolution screen, keyboard, function button box, and a pointing device that functioned like a mouse.) The development of the automatic drawing progress was very convenient with both CAD and the custom machine design program on the same platform. †¢Manufacturing – When all the drawings for a custom machine were completed, the BOM (Bill of Material was manually transferred from the drawings into the BOM database system, called DBOMP. With the three (3) types of custom machine, DBOMP could not handle the large drawing numbers and no one at Fort Wayne knew the DBOMP code well enough to make changes. In this case, the MIS group was backlogged in supporting the rapid changes that were occurring at the Fort Wayne Plant. †¢Test – Test information was written on a form that was interpreted and copied from the customer’s specification in marketing and engineering. Test department had several PCs connected to LAN. †¢Human Resources – There were no plans to connect the LAN with Fort Wayne’s mainframe due to security corners over the confidentiality personnel records residing on the HR’s computers. Besides, the HR organization was not even considered a local support issue because its applications were supported from the corporate MIS group in New York. After acquiring the findings above, the group cited specific problems encountered on some of the subunits of the IS, and they were as follows: 1.The Admin and Finance is the only subunit which is not under the current mainframe of the Fort Wayne. The systems for this department are developed in the IBM AS/400 mainframe. 2.At the Manufacturing Department, when a computerized system failed to provide needed functionality, paper systems were created to support the information needs. This is due to the large number of drawings in CAD that DBOMP could not handle. 3.PCs in the Test Department are connected to the mainframe but only used occasionally. Furthermore, electronic test result data were not shared on the mainframe but remained in the test department LAN only. Below are three (3) major options presented by Charles Browning: 1.Centralized Computing. Commit to staying with the current mainframe for all important applications such as the CAD and the DBOMP though it would be a long-term venture. Discourage the use of UNIX work stations and eliminate the AS/400 and place the Admin and Finance along with the other department systems in one mainframe. 2.Workstation Computing. A strategy that will discard the mainframe, make significant investments in the UNIX workstations, PCs, servers and LANs and will architect a full client/server environment. Install high-speed network to link all computers via LAN and install gateways to bridge between networks. One database would serve the entire UNIX network system. And CAD and other major applications will be shifted off the mainframe to dedicated UNIX workstations. But the process is expected to take approximately 10 years before mainframes could be downgraded and migrated to workstations. 3.Watch Carefully. Do not act yet. Wait and see what develops and decide only as circumstances force key issues. This means that each decision would be made in response to immediate demands and on lowest risk and least expensive alternative at decision time. CHAPTER 5 SUMMARY AND CONCLUSIONS Summary The case study was conducted to propose an intelligent strategy for the Information Systems Department of the Fort Wayne Plant, which is a subsidiary company of International Machine and Tool (IMT-USA). The IS division made several proposals of incremental solutions for the needs of their system, however, they could not acquire the specific solution which will show them what modifications should be done and how would it be done. The proponents examined different units under the IS departments and searched for the root problems existing in the division. The third option, â€Å"Watch carefully. Do not act yet.† was chosen by the group as the best among the options presented and strategically developed the plans to solve the problems. Conclusions After the study has been conducted, the proponents concluded that to be able to plan a working solution for an existing system. A careful observation and examination of functionality of units under the system must be done in order to trace the root causes of problems and to provide direct solutions to it.