Merger/Acquisition Transition Plan

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There are many pieces to the puzzle that can make or break a merger/acquisition. While a well-thought out plan is important, it is the people who carry out that plan that will decide its level of success. The following is our department's transition plan. Here, the needs and criteria for developing effective leadership; its practical and theoretical dimensions, the staffs' communication, and empowerment issues, as well as, the needs of the group, are discussed.

Leadership is easy to recognize, but difficult to define. It is a journey with many detours along the way; it involves experimentation, failure, risk and rewards, and movement toward a specific set of goals. Effective leaders explore their own motivation and reflect upon successes and failures. They are able to analyze failure and extract lessons that can lead to success in the future. (Donnelly, 00, p.8)

As a merger takes place, there is a need to develop a plan and goals for the leadership team. The first objective for a new leadership team is to get to know the staff. Each member of the new team will offer a different perspective, and bring a variety of skills and experience to the team. Learning how staff relates to one another is a key for building an effective high performance team. Some staff may be leaders, and others, followers; therefore, understanding the patterns of relationships amongst staff is a key element.

Context is the next need that must be developed. It is vital to set goals and/or visions with the staff, which may include values and traditions. Defining the structure of groups and individuals is necessary for the new leadership team. The leadership team must determine whether the staff solves problems passively or as a team; the staff is committed to completion of work and are accountable for it; conflicts are solved quickly; the staff support one another; staff works as a team or do they place higher values on individuality; there is a history of the staff participation with the leadership team. (Donnelly, 00, p. 8)

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The third element of the leadership plan is purpose. Purposeful leadership unleashes leadership potential in others. (Donnelly, 00, p.8) It is important for the leadership team to influence staff members, to build a plan of action that will lead towards organizational goals. Influence requires positive and effective relationships among the leadership team and staff. Zuker defines influence as the ability to affect others without exerting force or formal authority. (Zuker, 11) Listening to employees without judging is crucial where influence is concerned.

The fourth element of this plan is accountability. It is necessary for leadership to be accountable and foster accountability among staff. It requires a continuous effort and should be integrated into all aspects of leadership and management. Empowering staff can improve efficiency, as they will feel that they have the authority to make decisions, without having to wait for someone else's permission. The staff will perceive autonomy and involvement. The goals and expectations must be made clear to the associates; they must be provided with the necessary information and resources to make the right decisions.

Effective leadership is dependent upon outstanding leadership styles and the successes of people leading an organization. When developing a leadership plan for the planned merger/acquisition transition, one must look at the leadership skills of those within the management team. Effective management does not equate with effective leadership. Do they have the characteristics, skills, and abilities of a successful leader? According to Weiss (000), characteristics of good leaders include energy, ideas, success, responsiveness, and command. Leaders must have positive energy and charisma, which stimulates their staff. These leaders have many ideas to share, and previous successes, which support their effectiveness. Staff will have confidence in their leaders' abilities, faith that they will lead them in the right direction, and will feel validated by being included in the planning process. Command refers to "perseverance in promoting a plan and quickness in reacting to challenges" (Weiss, 000). Weiss (000) also discusses important abilities of an effective leader. They exemplify their own beliefs and values in their day to day performance. They go that extra mile and always work in collaboration with staff. Suggestions, to enhance processes and problem solve, are always included for consideration. Extra efforts by staff are acknowledged and insufficiencies are dealt with. Indecisiveness is not an option for the effective leader. In this situation, staff will lose faith and respect for their leader. It is imperative that today's leaders continue their own education by attending workshops, seminars and continuing education courses. Not all leadership skills and abilities are innate; they must be learned. Along with faith and respect, staff must trust that their leaders are directing them on the right path. Delegation of duties involves staff in the functioning of the organization and fosters a buy in, collaboration, and faith that the organization is moving in a positive direction. It is imperative that staff understands exactly what is expected of them to ensure their success. The importance of influencing peoples' performance is also expressed by Weiss (000). Leaders must acknowledge and appreciate the efforts of their staff. They must be treated fairly, equitably, and must be trusted. When planning for any project or fulfilling a management position, successful leaders must be sought.

An approach to leadership follows various theoretical models. For this merger/acquisition transition, the path-goal theory, developed by Robert House, is applied (Robbins, 001). This theory supports the idea that "it's the leader's job to assist his or her followers in attaining their goals and to provide the direction or support or both needed to ensure that their goals are compatible with the overall objectives of the group or organization." (Robbins, 001, p.) During this merger/acquisition, leaders will be sought for supporting the transition and assisting staff through the process, while at the same time, maintaining or improving productivity. The leaders' role is to assist the staff to achieve "their work goals and make the journey along the path easier". (Robbins, 001, p.) Four leadership behaviors are identified in this theory. They include directive, supportive, participative, and achievement oriented (Robbins, 001). Directive leadership will be used to explain to staff their roles and responsibilities within the transitioned organization. It is important for staff to understand job expectations, as well as, specifics on how to accomplish their work in an efficient manner. Supportive leadership will improve job satisfaction by letting staff know that their needs are considered and valued. During the merger/acquisition there will undoubtedly be, job losses, and changes in roles, responsibilities, and job descriptions. Staff will need to understand that their leaders understand the difficult times they are going though, and assist those that will be unemployed to be successful in seeking other jobs. The participative leadership style will include staff in the decision making process. Their ideas and suggestions will be considered as a group and decisions made. This leadership style encourages staff buy-in, improved compliance, and satisfaction with the final outcomes. With staff inclusion in the decision making process, resistance to change can be somewhat reduced. The final leadership behavior to discuss is achievement oriented behavior. By setting ambiguous work related tasks employees are encouraged to work at their highest level (Robbins, 001). One of our new organization's goals is to have less bureaucratic structural design, which will empower staff to take ownership of their responsibilities and productivity, and encourage greater participatory communication.

During the process of massive change, there is an increased need for communication between management and staff. For some organizations, lack of communication may continue after a merger/acquisition. According to Tom Geddie of ABC "companies are discovering that they cannot take employees for granted if they want to thrive in today's increasingly complex business environment". (Anonymous, 17)

While most companies understand the need for increased or better communication, the question is how do they know what is the best method for their company? Collecting information about the communication techniques other organizations use, provides useful information, but is not a blueprint for improvement. Organizations can obtain many strategies for employee communication by researching other successful company's communication style. However, just because some other company does something well, this doesn't mean it will work for every organization. It could even be detrimental. What you do must be aligned and crafted to support your business mission and values. (Ackley, 17)

Ackley provides an excellent guide with regard to what employee communication should accomplish. "Employee communication, like every function, must help the organization make money, save money, increase customer satisfaction, and demonstrate the organization's people values. And it must propel the organization's vision by helping teach employees how to do their work…" (Ackley, 17) An organization's vision and mission are covertly and overtly communicated even they are not written down. Employees demonstrate the organizations mission, values or personality in their work ethic. (Ackley, 17)

Although there is no one best way to implement employee communication during stressful times, such as a merger/acquisition. James Secord, CEO of Lakewood Publications went through three separate takeovers in sixteen months during 14 and 15. He gives four basic principals to keep the communication strong between management and staff. He states that first there needs to be a "shared vision as well as shared incentives". (Secord, 16) It is important that everyone be asked to participate in the communication process.

Next, it is critical to create an atmosphere of openness. Share as much information with employees as possible. Don't hold anything back. Even if there is no new information, keep communicating. Openness is the antidote to crippling uncertainty.

Middle and senior management need to make themselves available to staff. It is extremely important, no matter how busy, to make time to be in the department. They should ask staff how they are doing, and allow them to express their fears so management can address all concerns. It is important to be prepared to go through some tough times. Communication is imperative. Leaders must try not to anticipate how staff will react to bad news. They may surprise you.

Another aspect that goes hand in hand with better communication is the empowerment of employees. Particularly when staff has been downsized, the remaining staff needs to be motivated and energized. The importance of empowering the remaining staff is critical to the success of this merger/acquisition. When staff size is reduced, the remaining staff frequently has heavier workloads and extended hours, which lead to higher rates of absenteeism and turnover, both of which are very costly to the organization. In order to regain our competitive edge we need to make some changes.

According to Dr. Gail Cook Johnson, president of REACON Management Inc., "companies that provide superior service gain their competitive advantage by empowering employees". (11) She lists a number of attributes that organizational leaders consistently do which improve their employee's performance.

Management must follow through with what they say they will do, rather than say one thing and do another. Management needs to do more than just state high ideals and principals. They must be willing to update systems that improve employee's ability to do their jobs well.

Fairness is another trait that employees notice about good management. Employees need to have clear expectations about what behavior is acceptable and unacceptable. It is also important to be clear about the goals of the organization and how staff can accomplish them.

It is important to demonstrate value for employee's ideas and encourage them to make suggestions. Allowing staff to carry out their recommendation keeps them more connected and committed to the process and the organization. Some propose that in order to encourage employee suggestions that management pledge to address those submissions within 7 hours. (Epstein, 18) When management gives staff more flexibility and personal responsibility to solve customer issues then both staff and customer satisfaction increases.

Empowering staff is not just about the latest human resource trend. It is a management tool, which increases the intrinsic rewards for staff, thereby making their jobs more satisfying and fulfilling. It is rewarding to both employees and customers and, therefore, makes good business sense. (Johnson, 11)

The one important need, of a group in transition, is effective communication. For the leadership team to expect high levels of commitment, staff must be made aware of the mission philosophy and goals of the organization, and their relationship to them. It is essential to create a healthy organization to establish dialogue and communication that will connect people throughout the organization. Effective teams are built on a foundation of inclusiveness, collaboration, communication, relationships, vision and accountability, with communication being one of the most critical elements. (Donnelly, 00, p. 107) Clear communication is the link between all levels of the organization. Distributing useful information to employees about planned change and providing them with a means of giving feedback is essential. Communication is of utmost importance before, during, and after any change process.

Another important aspect of the needs of individuals or groups is to be able to share the vision of an organization. It depicts where the team wants to go and what it will look like when the team gets there. It is an image of the future. Leaders can articulate what an organization or team can and should accomplish as a means of drawing attention to the vision.

Fairness and justice are needs that for many people must be fulfilled. Staff is much more effective and efficient when working in an environment that is tempered by fairness and justice. Staff should see that everyone is being treated the same. (Weiss, p.5)

Two very important needs of staff member are appreciation and acknowledgement. It is important to take the time to thank team members and recognize them for their achievements and efforts. To create recognition and appreciation models that work, leaders must focus on things that are within their control. Leaders can create a recognition plan that is meaningful, and creates a culture of pride and teamwork. Employees need to know that their efforts are valued, and that their attempts to improve the organization are a beneficial and appreciated. (Donnelly, 00, p. 14) By communicating the appreciation of the leadership team to the staff it creates a culture where it is safe to try new things.

Mergers and acquisitions happen due to fiscal issues. Its success depends on a well thought out leadership plan. As discussed, there are many critical issues pertaining to this merger/acquisition. None is more important than the resource of people, management, and front line staff, who work tirelessly to keep our organization running, improving and succeeding well into the future.

References

Anonymous. (Feb/Mar. 17). Dallas forum discusses meaningful employee communication.

Communication World, 14(4), 11-1. Retrieved July 8, 00, from ProQuest database.

Ackley, D.R. (Jun/July 17), Strategic communication full-time function of dysfunctional

concept? Communication World, 14(7), . Retrieved July 8, 00, from UBSCO

Host database.

Donnelly, G. (00). Five Keys of Successful Nursing Management (1st ed.). Springhouse,

Pennsylvania Lippincott Williams and Wilkins.

Epstein, D.G., Epstein, M.Z. (July 18), Hand in hand. HR Magazine, 4(8), 10. Retrieved

July 8, 00, from EBSCO Host database.

Cook Johnson, G. (Summer 11). Empowering Employees. Canadian Business Review,

18(), 47. Retrieved July 8, 00, from Infotrac database.

Robbins, S.P. (001). Organizational Behavior, Ninth Edition. Upper Saddle River, New

Jersey Pearson Custom Publishing

Secord, J.P. (Sept. 16), How to lead a company in transition; four basic principles helped

Lakewood Publication's staff survive the trauma of three takeovers in 16 months.

Folio the magazine for magazine management, 5(1), 47. Retrieved June 4, 00,

from Infotrac database.

Weiss, W.H. (000). Effective leadership What are the requisites? SuperVision, 61(8),

-6.

Zuker, E. (11). The Seven Secrets of Influence. New York McGraw-Hill Book Co..

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Cultural Awareness

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Cultural Awareness in the U.S. Classroom

In the commentary on the case study of the seventeen year old European American

Vanessa Mattison, the author of our text, Sonia Nieto, states, "Vanessa took the approach that cultural and racial differences are not significant, that 'it couldn't matter less to me.' In this, she is simply reflecting the value of being color-blind, which we all have been led to believe is both right and fair. In this framework, differences are seen as a deficit rather than an asset." (Affirming Diversity-Nieto, page 8). This has raised my awareness on two levels, both in the classroom and as a mother, bringing up my own children who are now fourteen and sixteen.

Does the idea of being color-blind automatically negate the cultural differences? Does it mean we only see those differences as a deficit? In this, I must take issue with the author. I do not believe that saying, "I don't care what color his skin is" means that we toss aside his ethnic diversity. It only means that we see past his skin color to an individual person first, then take joy in all the things that make up that person, ethnicity being an important part. Considering our "sorting game", one might even say it was a good idea to look past his skin color first to the individual because the majority of the time, we can't tell who is what by looking at them anyway. I do believe it is important to celebrate a person's heritage, but not at the expense of that person's individuality.

We tend to think in terms of a person of different ethnic origin walking into a classroom with a majority of Caucasian children, but it is interesting to imagine the reverse. What if Vanessa walked into an inner city school where 80 % of the children were Black and Latino. Would she feel comfortable? Would she encounter reverse discrimination? These questions made me take a look at the population of Blacks, Latinos, and Whites at my elementary school, which is pretty evenly divided into thirds. Nowhere is the study of the children's social customs more evident and easy to read than in the cafeteria during lunch, and here I made a startling discovery. I cannot say how it is at any other school but at Atlantic West, interestingly enough, the children separate into groups. These groups are NOT ethnically divided but personally divided according to individual attitudes. The defiant troublemakers, the shy quiet timid kids, the smart good grade ethic ones, the girly fashion conscious girls, the sports jocks, and others not so clearly defined. As my school mainstreams our autistic students for specials, and I sit with them during lunch, I have had the opportunity to observe this grouping first hand many times. During music today, I watched three boys who were obviously the best of friends, defiantly talk back to the teacher and throw papers at people. One was White, one was Black, one was Hispanic. It could have been a bad television show. They were comrades-in-arms and it was also obvious that they didn't really care about each others cultural diversity. They were friends because they all had bad attitudes towards authority.

My children are another example of why I disagree with Sonia Nieto's negative description of what she calls "color-blindness". My daughter Shaina's favorite teacher was her fourth grade teacher, whom she still keeps in touch with. She spent a month raving about her wonderful new teacher and all the "cool" things she was learning and how nice Mrs. Singleton was. I was excited to meet her at Open House and made the discovery that night that Priscilla Singleton was Black. Shaina had never mentioned it to me. She did not negate this fact, on the contrary; throughout the year Mrs. Singleton brought to her teaching little bits of who she was culturally. When they studied Kwanzaa, we were so intrigued by the beauty of the philosophy of it that we added it to our own celebrations of the season. Shaina never saw Priscilla Singleton's heritage as a deficit; she simply saw past her skin color to a person who was and is a loving and gifted teacher who is an African American woman. Shaina also has Latino friends who she loves because they have attitudes in common. But she does not negate their heritage; she celebrates it. It is not, however, why they originally became friends, it is just part of the whole person that she loves. My son Scott is on the cross-country and track team at Pompano Beach High School. He is friends with a young Black man not because he is or isn't Black, but because they have something in common. Despite the fact that they are the two slowest people on the team, they love running and enjoy the exercise and the feeling of being part of a team.

I believe that depending on where the school is, and the age levels, prevailing attitudes among different social groups can be very different, as well as the structure of the groups themselves. On the elementary level, I would encourage "Culture Days" that would celebrate each ethnic group in my classroom. I would ask that particular children bring in information about their heritage; perhaps a parent could contribute an ethnic dish that we all could taste, and every child in the class could find out one piece of interesting information to add to the day and the discussion. I would make sure that the walls of my classroom celebrated and informed about the diversity of our country. I would bring in music of different cultures and teach my class songs. I would encourage learning about, and class celebrations of, different holidays. I would try to learn every day from my students and hope that they would learn every day from me. Most of all, I would try to show them, through word and action, that I considered each of them a rare and precious individual whose culture was a beautiful part of what they are.

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Drinking & Driving

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Drinking and Driving

One of the most critical problems facing our society today is that of drinking and driving. Because we see it all the time, it almost isn't shocking to see news about drinking and driving accidents that occur in results to death. More recently drinking and driving has become more and more part of our society. We hear about innocent people getting killed by drunk drivers all the time. It is hard to think that the roads are that unsafe. In my opinion, we as a society don't do enough to keep the drunk drivers of the road.

James Duval was killed at the age of . He was driving to work after dropping his kid off at the babysitters, and a drunk driver hit him on the way back from the bars. He was immediately rushed to the Sacramento hospital. He died on the way there in the ambulance.

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I learned about James in a journal article titled "Hit and Run" by Mike Peterson. After I was done reading the article, I immediately became upset. The part that angered me the most was that the person tried to run after hitting James. The drunk driver that hit James was John Padden. He was driving home from a bar early that morning liqeured up. He was not hurt as bad as James was in the accident. James was definitely in the wrong place at the wrong time, but that knows reason to get killed.

A lot of people witnessed this violent collision. They all surrounded the ambulance that James was being put in. John was trying to hobble away from the accident, but didn't really get that far. I feel really bad for his close ones. Him and his wife just got married a few months ago. Now the kid has to grow up the rest of his life with out his real father and his wife has to suffer with out him.

I have always felt bad for the people I hear about mourning for there lost ones. It is hard to believe that a person can get in a car, and risk the lives of other people by drinking and driving. Never being directly affected by drunk drivers, I never did anything to change it or prevent it from happening.

I have always had very strong opinions about drinking and driving. A drunk driver killed one of my friend's two years ago, and that's when I realized that it could happen to people that I know.

I was working at the Rec Park in my hometown lifeguarding, and I saw my friend running through the park to talk to me. I knew that something was wrong by the look on his face. He came to tell me that my good friend Jerry was just killed in a car accident by a drunk driver. I was devastated, but I realized that I was lucky in a way. He had asked me to go to Plattsburgh that morning to go to the mall with him, fortunately I had to work. I left work not knowing what to think.

I still look back to that day when I saw my friend running across the park. It still is hard to believe that something like this happened to someone so close to me and affected so many people close to my heart. The most important thing that I have learned is that life isn't fair sometimes, but things happen for a reason.

I have no clue what it takes to keep drunk drivers off the road, but we can't keep loosing innocent lives to this. The punishment is more severe now, but obviously not severe enough because it keeps happening.

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The game of dog

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Statistical analysis

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1. Executive Summary.

In the last two decades issues regarding management of Information Technology (IT) within organizations have gained due consideration. The heavy reliance on IT has caused difficulties for chief executives' officers (CEOs) to optimize their computing resources. The Information Technology Computer Council of South Africa has collected raw data in a way of a survey of fifty-four small and medium sized organizations to investigate the degree of IT usage in South Africa. The raw data of this survey was used in the statistical analysis performed in this study in attempts to assess the depth and breadth of IT usage in business. The parameters such as organizational (size, sale or profitability and type of business) and chief executives (educational level and computer literacy, ownership of PC and computer experience) have been studied. The study highlights how sales figures of the organizations; type of business and CEO computer literacy contributes toward the use of IT.

Information Technology (IT) plays a vital role in the sustained growth of business

organizations. The term IT is defined in a broad sense as "technologies dedicated to information storage, processing, and communications" (Ang et al 17). This notion of IT focuses on a combination of hardware, software, telecommunications, and office equipment that transform raw data into useful information for speedy retrieval. Increasing investment in IT and the strategic role played by information systems make IT implementation an important research issue within the MIS discipline. While the strategic importance of IT is established and progress has been made in understanding it, less is known about how to implement IT effectively for achieving general organizational goals. Help with essay on statistical analysis

In this study, the size of greater than 50 employees to less than 50 employees, has been defined as medium size organizations whereas, size of less than 50 employees is treated as small organization.

. Background

The reason for this study is as the Information Technology Computer User council of South Africa it is imperative to understand the market's that are available and that can be penetrated with regard to information technology sales, ongoing support, and implementation of computer systems. As a training organization developing IT consultant who in turn are encountered with tasks of assisting senior management with information technology strategy formulation and implementation of information technology concepts, this study will assist in understanding the dept and breadth of information technology in business.

. Objective Of Analysis

The central theme of this analysis is to examine the extent of the use of IT in various small and medium business organizations in South Africa. This has been achieved through conducting a study by formulating the following two specific objectives

ɨ To identify and to assess the extent of the use of IT in organizations

ɨ To identify the factors that may influence IT use in the organization.

4. Literature Survey

The extent of use of information technology is actually related to the computing

Environment. Computing environment is normally classified into two broad categories

ɨ the traditional data processing (DP)

ɨ and end-user computing (EUC). I

In the DP environment the user interacts with the computer indirectly through professionally trained staff. On the other hand, in EUC, the user interacts directly with the computer through application software. In EUC, the user is supported by professional consultants, a vendor support program or through education/training firms who act as intermediaries between the computer and the user.

This analysis review's the EUC. The main reason for selecting the EUC is characterized by the control that user have over choice as to when and how to use a computer. Moreover, EUC has grown rapidly within last twenty years. It is estimated that annual EUC growth rate of 50% to 0% (Rockart & Flannery). With this increase use of EUC among business organizations, it would be quiet appropriate to study on EUC environment. Raymond (18) reported that the concentration of IT in big organizations was more on supporting managerial functions, whereas, in small organizations the concentration on IT was more on operational functions.

5. Research Model

Relevant literature was reviewed in order to find a suitable model and to propose various hypotheses based upon it. For this study it has been decided to use the one stage model developed by Dimension Data (Figure 1) relating to various variables for this study. Each of the variables used in the model is discussed below

ɨ Organizational Parameters

The role of the organizational parameters such as size, structure, profitability was

considered as vital in the microcomputer usage. This analysis postulates the following hypotheses

ɨ H1 (a) Size of business exerts a positive effect on the organizational use of IT.

ɨ H1 (b) Type of business exerts a positive effect on the organizational use of IT.

ɨ H1 (c) Sale of business exerts a positive effect on the organizational use of IT.

ɨ Chief Executives' Parameters

CEO's knowledge of computers and involvement in computerization leads to more successful computer use. Change in chief executives' attitude toward IT can be achieved by the method of training adopted and stressed upon the structure of training, are of great importance in developing positive attitudes of the users. Training can provide better understanding of IT and as such it significantly reduces computer anxiety and foster the positive attitude toward microcomputers greater end-user experience increased the likelihood of end-user computing success. Based upon the above, the following four hypotheses are postulated

ɨ H (a) Academic qualification of CEO exerts a positive effect on the organizational use of IT.

ɨ H (b) Computer literacy of CEO exerts a positive effect on the organizational use of IT.

ɨ H(c) Computer experience of CEO exerts a positive effect on the organizational use of IT.

ɨ H (d) Ownership of PC by CEO exerts a positive effect on the organizational use of IT.

6. Data Collection

Secondary data from a research company was used in this research. (refer to appendix for the sample questionnaire used by them in obtaining the data)

A survey was conducted by the market research company from October 000 to December 000. A questionnaire was sent to 14 various private sector organizations. The details of which appear in the Appendix. The questionnaire was emailed & posted. Out of these, 10 organizations have responded with a response rate of 7%. The questionnaire from fifty-four organizations was filled up by their chief executives officers and was therefore retained for the purpose of the survey thus bringing the real response rate to 54/14 = 8%. Further adopting stratified/purpose selection method, the final results were classified into following main groups

a) Banks/Insurance

b) Hotels/Food Catering

c) Travel & Shipping

d) Retailers & Wholesalers

e) Construction

f) Service organizations.

For the purpose of the survey, the above classification presents a reasonably and comprehensive approach towards inference making on the study.

7. Satistical Analysis

Out of the fifty-four organizations, 7% of the organizations were identified as

medium-sized companies and 6% are small-size companies. (Refer to Appendix Figure 1 main business activities of responding organizations).The use of information technology ranges from somewhat use to very much use. However, the majority (54%) of the organizations indicated their usage from "most of the time" to "all of the time" (mean of .51 with standard deviation of 1.0). It is also noticed that use of IT is at minimal level at 4% of the organizations.

5% of these organizations have annual sale of less than R 1 million. 40% of

Organizations claimed their sales were in between R million and 5 million. Whereas, 0% of the business claimed their sales exceeded $10 million.

Most of the respondents are aged between 0- years and possess first or Bachelor's degree. 6% of the respondents are male as compared to 7% of females. About 6% of them reported to have a personal computer.

ɨ Hypotheses Testing

In line with the principles of multivariate data analysis, the paired or zero order

correlation between the independent and dependent variables is shown in Table . The correlation provides directional support for the predicted relationship and shows that collinearity among the independent variables is sufficiently low so as not to affect the stability of regression analysis. Examinations of the correlation reveal that there exists an inter-correlation among independent variables. The CEO's in-house training, ownership of PC, sales and type of business are statistically significantly correlated with the usage of IT (dependent variable). It is apparent from the table that correlation coefficient is significant and positive for three of the four variables. However, negative correlation exists between

ownership of PC and the predicated use of IT. The correlation is negative but significant. That may be due to the facts that slightly higher proportion of the respondents have PC but it affects towards use of IT is negative. The next step is to look at the combined effects of these variables in predicting the use of IT through stepwise multiple regression analysis. However, in conducting this regression the problem of multicollinearity should be dealt with. None of

the variables are highly inter-correlated thus fulfilling Hair et al's (17) criterion that says that variables to qualify for multicollinerity should have coefficient of correlation .80 or above. The results of stepwise multiple regression analysis is presented in Table .

Computer experience is measured on six items; the reliability of the scale is calculated as .0. Most of the items asked questions to determine various computing skills of the CEOs'. Most of the items correlate with each other. Similarly, computer literacy asked questions about various training programs and any self-taught skill attained by the CEOs'. Regression analysis has further found that computer experience did not contribute toward the use of IT. Whereas, among computer literacy, in-house training program is found to be significant predictor in determining the organizational use of IT.

The Durbin-Watson statistics is also calculated, as 1.85 that shows that problem of auto-correlation does not exist. Further the R and adjusted R suggests the validity and significance of the regression model. It is evident from the data analysis in Table as above that the hypotheses H1(a), H(a) H(c) and H(d) are rejected. Whereas, hypotheses H(b) is partially supported. Hypotheses H1(b) H1(c) are found to be significant.

One of the objectives of this study is to identify and assess the extent of the use of IT in organization. On a five-point Likert scale the mean usage of IT in the organizations is .51 with a standard deviation of 1.0. From the survey 51% of the organizations claimed their usage of information technology ranges from most of the time to all of the time. Whereas, 15% of the businesses use IT at about half of the time. Similarly, 1% of the businesses are still using IT occasionally. It is interesting to note that out of the 56% of the business that use

IT about most of the time, only 1% are medium sized organizations. Conversely, out of remaining 4% of the organizations that claimed the use of IT about half of the time, 66% of the organizations are medium sized. This is evident from the hypotheses testing that the size of the organization is not a determining factor in the use of IT. The size of the business therefore, does not exert positive effects on the organizational use of IT.

The type of business is found to be a significant variable in the study. The findings is that different business sectors have different levels of IT integration. Organizations involved in goods and services have higher intensity of computer usage as compared to those involved with product manufacturing and distribution. A further analysis of means (ANOVA) between various groups and also tests for significant differences has indicated that Banking and Travel business sector is more avid user of IT. The sales of the organizations under survey are found to be significant contributing factor in the use of IT. However, this study has discovered that IT is being used to gain competitive advantages. The results of responding organizations show the relationship of sales and the use of IT. It can be concluded that IT is used to increase the sales. As far as chief executives' parameters are concerned, most of the literature review supports the notion that CEO with higher educational qualifications also has more positive attitudes towards IT. Furthermore, prior computer training is found to be significant contributing factor. In the survey of CEOs' qualifications, computer experience and computer literacy were measured. Under the umbrella of computer literacy several factors were measured, such as in-house computer training, outside computer training and self-taught computer skill of the CEOs'. Only in-house computer training is found to be significant.

8. Conclusions

This study has identified and assessed the degree of the use of IT among participating small and medium business organizations in South Aftrica. It has identified the factors that influenced the use of IT. One of the major findings is chief executive's computer knowledge is positively associated with the use of IT. CEO knowledge of computer and involvement leads to more successful use of IT in business. The use of IT is however influenced by the organizational factors such as sales and type of business. The research has also identified that most of the surveyed organizations are avid users of IT, however it does not confirm the turnaround and strategic support from IT applications. That provides an insight for the chief executives and policy makers in revising their mission statements and to re-tune their perspective in promoting the business. Chief Executives not

only should explore the ways to adopt the latest technology but also to encourage their functional and business managers to learn and use the various techniques of telemarketing to get the business gain and to built a real IT culture. In order to build an IT based culture, IT should be used not only to support management functions but also to support the operational functions. The CEOs must look into the matter seriously. As evidenced from the study the business in South Africa is using and relying on IT like several other countries in the world. The use of IT among South African business organizations is in line with various world leaders such as America and Germany.

. References

ɨ Trevor Wegner,(1), Applied Business Statisitics Methods And Applications, Juta And Company, Ltd.

ɨ Donald R Cooper, Pamela S Schindler, Business Research Methods, Irwin Mc Graw- Hill.

ɨ Ang, J and Pavri, F., (14) " A Survey and Critique of the Impacts of Information Technology", International Journal of Information Management 14(), 1-1.

ɨ Rockart, J.F and Flannery, I., (18) "The Management of End-User Computing", Communication of the ACM, 6(10), pp. 776-784.

ɨ Raymond, L and Magnenet, T.N., (18) "Information System in Small Business Are they Used in Management Decision?", American Journal of Small Business l6(4) pp.0-7.

ɨ Hair, J.F., Anderson, R. E., Tatham, R.L and Grablowsky, B.J., (17) Multivariate Data Analysis, Tulsa, OK Petroleum Publishing Company..

10. Appendix.

ɨ Sampling Design

Sample design covers the areas of sampling frame, sample size. The total number of business establishments are 4085 (S A Computing Statistical Year book 17). It is further estimated from the above source that these small enterprises with less than 10 employees carry about 64% of the business and around 1% of the organizations are having more than 500 employees. Previous released statistics on the basis of the study has confirmed that about 76% of the business are using computers from above average to frequently use. By using the formula for estimating sample size for proportion and by setting 5% Confidence level (Z) and 7% Precision Level (D).

N = (pq) (Z ) / D

n = (.76)(.4) (1.6) / (.07)

n = .7007 / .004

= 14

Sample size of 14 organizations is used for this study. The total numbers of 14 sampling units were identified in the final stage on the basis of classification into various business sectors according to their share of each sector as provided into S A Computing Statistical Year Book. Based upon stratified/purpose selection methods, the final results were classified under following main groups Banking/Insurance, Construction, Hotels/Restaurants and Food Catering, Retails and Wholesale, Travelling &Shipping and finally, Professional Services Organizations. The above classifications were considered appropriate for the purpose of drawing the overall results together in terms of identifying trend. For the purpose of survey, the above classification presents a reasonable, comprehensive and wholesome approach toward inference making based upon this study.

ɨ Figure 1 Main Business Activities Of Responding Organizations.

ɨ Table Pearson Correlation between IT Usage And Antecedent Variables (N = 54)

Table Result f Stepwise Multiple Regression Analysis Predicting Use Of IT

ɨ Questionaire.

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A Delusion TO Satan(Salem Witch Trials)

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A Delusion of Satan

By Frances Hill

The book, A Delusion of Satan refers to the witch hysteria back in 16 known as the Salem Witch Trials. This time period, although very short, caused a great mark in history. Betrayal, deceit, and secrecy are but a few words that could describe this event. Nineteen men and women were convicted of witchcraft and were taken away, to be hung. An eighty year old man was pressed to death with heavy stones for refusing a trial on witchcraft charges. Hundreds more have been accused, while dozens where sent to jail without trials. Then the hysteria that started, ended shortly but did leave more than fear in the hearts of many.

The Trials all started with the new Salem Village minister, Samuel Parris, bringing along with him his wife, daughter, niece and his slave, Tituba arrived from Barbados. After Parris' daughter grows curiously ill, and her symptoms somewhat related to those of witchcraft (described in Cotton Mather's book Memorable Providences) the village slowly grows corrupt and when answers cannot be found, people start blaming each other. It is hard to believe whether the witchcraft phenomenon is true or merely a hoax that was played out and more damage was done than should have been, but in this case, when women have fits and seem to follow the coordination of other "witches" these accounts although very old, have yet to be solved completely.

Cheap Custom Essays on A Delusion TO Satan(Salem Witch Trials)

I am not an avid reader, but this book is a must read. The author makes necessary referrals to previous books on the same subject, and did a lot of research on it. Frances Hill modernizes the old English used in many of the trials to make it easier to understand. She shares her opinion on many parts, and makes key details more noticeable, such as when in trial, one of the witches seems to coordinate all their actions, when she pinches herself, the other women have fits and claim they are being pinched.

She also makes it known that Parris seems to be the man who started and continued all the witch conspiracies, and Tituba being a key role in this, after making a "witchcake." The trials are very detailed, down to the questions that were asked. Hill almost puts the reader at the trials hearing the screams and fits of the witches, almost making you feel the same fear the villagers had. But not all people accused were witches. Many people were simply casted as scapegoats and were blamed for the evils happening in Salem. As Frances writes, she portrays things as it was back in Salem, a point which no one could be trusted.

Was witchcraft ever proved true?

Who had a greater effect on the Trials, the ministers, or the women?

Could this event have been avoided?

This event is important in history like any other event. History helps us to improve on our mistakes, or risk making the same mistakes again. Maybe not on the Salem Witch Trials, but justice has improved to the point where a situation like this could be mostly avoided. We can't forget this event but reflect on it and avoid choosing the wrong path.

Please note that this sample paper on A Delusion TO Satan(Salem Witch Trials) is for your review only. In order to eliminate any of the plagiarism issues, it is highly recommended that you do not use it for you own writing purposes. In case you experience difficulties with writing a well structured and accurately composed paper on A Delusion TO Satan(Salem Witch Trials), we are here to assist you. Your cheap custom college paper on A Delusion TO Satan(Salem Witch Trials) will be written from scratch, so you do not have to worry about its originality.

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Purpose

If you order your cheap custom essays from our custom writing service you will receive a perfectly written assignment on purpose. What we need from you is to provide us with your detailed paper instructions for our experienced writers to follow all of your specific writing requirements. Specify your order details, state the exact number of pages required and our custom writing professionals will deliver the best quality purpose paper right on time.

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What makes one life rich in poverty and another unfulfilling in abundance? Why do some organizations thrive in difficult times, while others languish in prosperity? One may also ask What turns an average student into an outstanding success and a gifted student into a failure?

The answer may be found in the seriousness of purpose. In spite of its appearance as a simple and hackneyed concept, purpose has the potential to affect everything that really matters in life and death. In fact, our survival, both individually and collectively, depends on it.

I can tell you dozens of success stories of mediocre students that became high achievers. In most cases, this transformation occurs when someone ignites a spark in their soul and awakens a sense of purpose.

My research on student retention tells a similar story Students attending university because of parental pressure or school social life tend to underachieve, whereas students with a clear sense of purpose tend to excel.

Cheap custom writing service can write essays on purpose

Purpose also plays a vital role in career attainment. It is difficult to get excited about going to work when there is a mismatch between ones life purpose and the job. On the other hand, one cannot help but become highly motivated when passionate about what work represents.

Such passion seldom comes from a pay raise or promotion; it can only stem from a deep sense of calling and commitment to serve someone or some cause much larger than oneself. This is perhaps the best-kept secret in motivational psychology.

Perhaps, a good starting point for a purposeful life is a personal mission statement. For example, the Apostle Paul said, To me to live is Christ. What a simple statement! And yet, what an abundance of energy followed from this conviction!

Paul declared But one thing I do Forgetting what is behind and straining toward what is ahead (Phil.1). Nothing, not even death, could stop Paul from achieving his mission.

The same principle applies to organizations as well. In the highly competitive global market, organizations that have the best chance of survival are driven by a clear sense of purpose beyond the bottom line. Recent corporate scandals have taught us that a high-sounding mission statement by itself is not sufficient; every aspect of the corporation needs to be driven by a higher purpose.

Biologists and psychologists have long recognized that purposiveness is hardwired in all animal species - the survival instinct. A major part of animal activities are directed to the goal of pursuing lifes necessities in order to survive.

For humans, their brain is designed for purposeful living beyond mere survival. Happiness and health depend on our capacity to project into the future and anticipate success in achieving cherished life goals. Such a purposeful future orientation provides direction, energy, and satisfaction, even when survival becomes too painful to endure.

Dr. Viktor Fankl, the founder of logotherapy, demonstrated the power of purpose in surviving Nazi death camps. Similarly, many victims of trauma and the chronically disabled would not have survived without a strong sense of meaning and purpose, which gives them certain measures of hope and joy in spite of suffering.

According to Dr. Frankl, a greater threat to Western civilization is not the terror of physical suffering, but the epidemic of existential neurosis. When there is an absence of purpose, when ones life is basically aimless and meaningless, the brain begins to deteriorate, and life becomes unbearable because of boredom. An existential vacuum leads to depression, violence and addiction. Just witness the prevalence of depression among children of the super-rich, or the high incidents of drug addiction among celebrities!

Of course, the complexity of purpose cannot be adequately addressed in a short essay. Suffice to say that levels of purpose affect both our present life and our destiny.

What is the purpose of your life? The choice is entirely yours. A moments pausing to reflect on this fundamental question may yield blessings that last more than a lifetime.

When it comes to planning their futures, many people drift aimlessly from day to day, year to year, with little focus or long-term direction. Other people¡ªa small minority¡ªmeticulously set goals and ruthlessly conform to a never-ending regimen of daily planners, color-coded to-do lists, sticky notes on the bathroom mirror, and time-management seminars.

Most of us fall somewhere in-between. We certainly do look ahead and contemplate the future. We either set specific goals or we have some notion of what wed like to do, even if we havent written down exactly how we intend to do it. For major decisions, we think things through carefully. Small decisions, such as how to spend each hour, are largely guided by an intuitive sense of whats important at that moment, meaning our daily decisions are not completely random. Nor are they always planned and executed with the precision of a military mission.

If you fall into this category of being goal-oriented but not goal-obsessed, then here are a few tips to help you accomplish more without becoming a slave to the process

1. Choose the Right Goal (or Goals)

Setting difficult goals improves overall performance, even if the goals are only partially obtained. That said, it is crucial that you believe your goal is attainable, otherwise you wont even try. Most importantly, spend time clarifying why you want the goal, what you may have to give up in the process, and whether the tradeoff is true to your deepest values.

. Make Your Goals Official

Its fine to have wide-ranging ideas about what youd like to do, but it takes a personal commitment¡ªa decision¡ªto make a true goal. It need not be a blood oath, but the more ceremonious, the better. At a minimum, write it down or enter it into your myGoals.com account. Also consider personally committing to one or more people whom you trust.

. Create a Plan

Most people who set goals fail because they never make a plan. Often, people simply dont know where to begin. There are many good books on the subject. For best results, use the online goal-setting tool here at myGoals.com, which walks you through a clever, step-by-step process that makes it very easy to create a solid plan of attack.

4. Keep to the Plan...

Once you have a plan, the biggest challenge is to stick with it. Its easy to procrastinate or get distracted by the responsibilities of daily life. Daily planners can help, but myGoals.com goes a step further by sending you automatic reminders via email. Sometimes the difference between success and failure is just a periodic nudge from an external source.

5. ... But Stay Flexible

Life throws surprises at us, so any good plan allows for contingencies. The need to make periodic adjustments is another good reason to manage your goals using the computer, as opposed to paper-based systems. Most of all, periodically review each goal to make sure its still something you really want.

Many of you may have heard about this before. If so, forgive me, but it still gets me excited!

Back in the 150s, a study was done with a group of recent Yale graduates. Each was asked whether or not they had goals for their futures -- and specifically if they had written them down. Only % of these grads had specific, written goals. Well, guess what?

Years later, when a follow-up was done, the researchers found that the % that had written their goals down not only achieved much of what they originally wanted, but their net worth was as much as the other 7% of their class combined!

Write down your goals. If you want an easy way to do this and track them, sign up for MyMotivator.coms free goal setting system. Or just use a notebook specifically used for your goals.

So, why set goals? It keeps you focused. When a fork in the road appears before you, you are helped in your choice of direction because youll ask yourself, Which way best helps me achieve my goals? The daily, weekly and monthly tasks you must do to achieve sometimes can be stressful.

If youre using our goal setting system, you probably receive many action items per day in your email. If you are, then you are most likely taking action -- but it can get stressful! Make sure the goals you set are what you really want. That helps take the stress out of taking action.

I am not going to try to define success. I think a precise definition is impossible. Is it winning a Gold Medal at the Olympic Games or winning Wimbledon, or being awarded a Nobel prize? What else? I believe personal success could be anything at all - it does not have to involve public recognition. Who is more successful? A millionaire who is unhappy, or an unnoticed person who has led a simple, happy life? The simplest definition of success I think is to set out to do something and to succeed in doing it. It really doesnt matter what, or how humble the undertaking is...

Believe you can succeed and you will. Achieving success in whatever endeavor you choose may be the goal of life. Because it gives you freedom from worry. Could that be?

Success means different things to every one of us. Some people believe it is measured in financial terms, ie.. having wealth; others believe it is helping others rather than helping themselves. A bit of both perhaps! Or it could be simply achieving for achievements sake. Success is such a personal thing. To many people it is the very root of their being - the reason for existing is to achieve something worthwhile in our lives. To the vast majority of the population it doesnt matter much whether they want to be successful or not; thats OK by me, as long as that is what you really want and you are happy with life. However, most people want and are motivated to a great extent by public recognition and a relentless pursuit of achievement. How many people too are really happy? How many people are really doing what they want to with their lives? ( Incidentally, the ability to imagine, makes us different from animals).

No matter what motivates you personally...whatever you choose to do with your life, dont expect instant success. The years of struggle, commitment and learning in excelling at whatever endeavor or trade you choose, is no easy task. I would wholeheartedly agree with that statement. It takes a lot of courage, character and discipline to achieve success in any field. Nearly all successful people have doubted themselves at some point and wanted to give up. Yet they carried on. So many people give up within an inch or two away from the gold in the seam down the mine - a ?whisker? away from success. One thing is for sure success breeds SUCCESS, as it gathers a momentum of its own and you get on a ?winning streak?, when everything seems to fit into place..

I like all of the following quotations. They all stand for what success means to me personally. So Ill share them with you...

Success is the continuous journey towards the achievement of predetermined worthwhile goals.

- Tom Hopkins, American Motivator

To live your life in your own way To reach the goals youve set for yourself To be the person you want to be - that is success.

- author anon.

and another one on a similar theme...

There is one only one success to be able to spend your life in your own way

- Christopher Morley

Most of all, I believe success is a matter of personal growth. If every day you are developing or growing just a millimeter (or acquiring a teeny weenie bit of knowledge for improving yourself that you didnt have before), I believe one is successful. So dwarfs can be very successful people too.

Just being a slightly better person each day for me is success. Ive got a very long way to go then!

How To Achieve Success

I believe the first step towards achieving success is to define what it represents to you. A key factor is understanding yourself and what makes you tick. What is your DEFINITE PURPOSE in life? If you know where you want to head, itll be far easier to set in place a plan to get you there. What motivates you?. I think the most important step on the road to SUCCESS is first ACKNOWLEDGING yourself for what you are your faults, strengths, warts and all. Your HOPES and DREAMS for your life are vitally important.

The key ingredients in the formula to success, I believe, are as follows

1.A PLAN

. FOCUS

. DETERMINATION

and most importantly,

4.A POSITIVE ATTITUDE

Some others which you can throw into the recipe are

DRIVE

ENERGY

ENTHUSIASM

and a SINGLED-MINDED PURSUIT of your objective.

So what else helps?

A strong belief in yourself and what you are doing (or trying to achieve)

Your ultimate goals and dreams should conform to your values. So if youre an honest sort of bloke (nice Kiwi/Aussie word for a solid down-to-earth type of person), who wants to make a lot of money, dont think of robbing a bank. The riches wont bring you happiness...and youre not likely to be too successful as a bank-robber if you are a regular church-goer!

Whatever you are, I believe the key ingredient to achieving success is PERSISTENCE.

The following words mean a lot to me personally ...

Just because you failed doesnt mean you are a failure.

Im not a failure if I dont make it...Im a success because I tried

- anon

YOU TOO ARE NOT A FAILURE IF YOU DONT MAKE IT

YOURE A SUCCESS BECAUSE YOU TRY.

All of the above character traits give us our strength in the face of adversity. EMPOWERMENT this is the ability to take control over your life and learn from your experiences. We can all learn so much from the roller coaster that is life each and every day. Or is it swings and roundabouts?

What can you do about your life...other than breathe and stay alive?

Dont just stand there - do something.

JUST HAVE A GO at life.

ACTION AND A COMMITMENT IN SEEING IT THROUGH IS THE KEY TO YOUR SUCCESS (IN WORK AND IN LIFE).

Successful people have always had clear, focused goals that guide them to greatness.

It took Thomas Edison thousands of attempts and thousands of failures over many years to invent the electric light bulb, but he new exactly what he wanted, and his goal kept him going until he achieved it The rest, as they say, is history.

Michelle Kwan had a goal to be the best skater in the world. Oprah Winfrey was an abused child who determined to make a better life for herself.

Successful people always have clear goals. Great musicians, great athletes, successful salespeople and inspiring leaders know what they want in life, and they go after it. Great parents work at it. No one becomes an astronaut by accident!

And yet the great bulk of people continue to drift through life with no goals at all, or with only vague dreams, hopes and wishes. No wonder we achieve so much less than we could!

For those who have not yet experienced the joy of setting and achieving magnificent goals, here is a powerful set of principles that have worked for thousands of my clients. They will work for you, too. I call them The 4 Steps to Successful Goal-Setting

1. Decide what you want. Decide if you would rather have money in the bank, or that new car. Choose the life you prefer! You cant have everything in life; but you can have anything you choose, if you will focus, pay the price, and pursue it with all your heart.

. Clarify your values. Too often, people choose goals that are inconsistent with their priorities and daily behaviors. Do you value health, or comfort? Is financial independence a priority, or merely a wish? In a clash between your values and your wishes, your values will win every time. Be certain your goals are consistent with your most important values.

. Write them down! Have the courage to put your intentions on paper, in your own words. Be specific and describe your goals in detail. When will you achieve them? What will success look like? Write down the details and read your goals every day, even take a moment to summarize them every morning. Stay focused.

4. Take ACTION! To run a marathon, you must jog every day. Building a business requires that you make sales, every day. A loving marriage or happy kids require your time, your attention and your love, every day. Your daily actions need not be profound or heroic, but they must be consistent and persistent. Every day!

Success does not just happen. It is built like a work of art. First, it is imagined, then the skills, tools and materials are gathered, and the artist sets about creating a thing of beauty. It takes time. It requires skill, determination, persistence and faith.

Just as an artist will make preliminary sketches and work out the details in her mind, so your success requires written goals, careful choices, clear commitments and daily persistence. You can do this. Make something magnificent of your life!

Yet, but what did we use to do before there was television? How often we hear statements like this! Television hasn¡¯t been with us all that long, but we are already beginning to forget what the world was like without it. Before we admitted the one-eyed monster into our homes, we never found it difficult to occupy our spare time. We used to enjoy civilized pleasures. For instance, we used to have hobbies, we used to entertain our friends and be entertained by them, we used to go outside for our amusements to theatres, cinema, restaurants and sporting events. We even used to read books and listen to music and broadcast talks occasionally. All that belongs to the past. Now all our free time is regulated by the goggle box. We rush home or gulp down our meals to be in time for this or that programme. We have even given up sitting at table and having a leisurely evening meal, exchanging the news of the day. A sandwich and a glass of beer will do ¨C anything, providing it doesn¡¯t interfere with the programme. The monster demands and obtains absolute silence and attention. If any member of the family dares to open his mouth during a programme, he is quickly silenced.

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