40 research outputs found

    ‘Technology as a trusted companion for accountants and business professionals in the business unusual environment’

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    Abstract: A conceptual model of corporate social responsibility (CSR) and service quality for Islamic bank service users is developed in this paper. The model is expected to bring about a better understanding of customer perceptions relating to issues of social responsibility and its impact on service quality as it pertains to Islamic banking in South Africa. The conceptual model is developed by synthesising relevant literature and theories pertaining to this study. This conceptual model is proposed to be tested in due course of time by using customer perceptions derived from a survey instrument to assess the relationship between aspects of social responsibility and service quality at the Islamic bank. The proposed model has implications towards enhancing the CSR and service quality offered by the Islamic bank according to their customer expectations

    Best Practices and Recommendations for Cybersecurity Service Providers

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    This chapter outlines some concrete best practices and recommendations for cybersecurity service providers, with a focus on data sharing, data protection and penetration testing. Based on a brief outline of dilemmas that cybersecurity service providers may experience in their daily operations, it discusses data handling policies and practices of cybersecurity vendors along the following five topics: customer data handling; information about breaches; threat intelligence; vulnerability-related information; and data involved when collaborating with peers, CERTs, cybersecurity research groups, etc. There is, furthermore, a discussion of specific issues of penetration testing such as customer recruitment and execution as well as the supervision and governance of penetration testing. The chapter closes with some general recommendations regarding improving the ethical decision-making procedures of private cybersecurity service providers

    Ethical and Unethical Hacking

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    The goal of this chapter is to provide a conceptual analysis of ethical, comprising history, common usage and the attempt to provide a systematic classification that is both compatible with common usage and normatively adequate. Subsequently, the article identifies a tension between common usage and a normativelyadequate nomenclature. ‘Ethical hackers’ are often identified with hackers that abide to a code of ethics privileging business-friendly values. However, there is no guarantee that respecting such values is always compatible with the all-things-considered morally best act. It is recognised, however, that in terms of assessment, it may be quite difficult to determine who is an ethical hacker in the ‘all things considered’ sense, while society may agree more easily on the determination of who is one in the ‘business-friendly’ limited sense. The article concludes by suggesting a pragmatic best-practice approach for characterising ethical hacking, which reaches beyond business-friendly values and helps in the taking of decisions that are respectful of the hackers’ individual ethics in morally debatable, grey zones

    INNODOCT/17. International conference on innovation,documentation and education

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    INNODOCT/17 que tiene como objetivo proporcionar un foro para académicos y profesionales donde compartir sus investigaciones, discutir ideas, proyectos actuales, resultados y retos La conferencia tiene como objetivo proporcionar un foro para académicos y profesionales que permita compartir sus investigaciones, discutir ideas, proyectos actuales, resultados y retos relacionados con las Nuevas Tecnologías de Información y Comunicación, innovaciones y metodologías aplicadas a la Educación y la Investigación, en áreas como Ciencias, Ingenierías, Ciencias Sociales, Economía, Gestión, Marketing, y también Turismo y HosteleríaGarrigós Simón, FJ.; Estelles Miguel, S.; Lengua Lengua, I.; Onofre Montesa, J.; Dema Pérez, CM.; Oltra Gutiérrez, JV.; Yeamduan Narangajavana... (2018). INNODOCT/17. International conference on innovation,documentation and education. Editorial Universitat Politècnica de València. http://hdl.handle.net/10251/107064EDITORIA

    IT governance implementation framework for South African companies: a corporate governance perspective.

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    Doctoral Degree. University of KwaZulu-Natal, Durban.In the past, information technology (IT) management and governance was a departmental or management level responsibility. However, of recent, it has become an integral part of organisations and its optimal function has also become critical for the attainment of organisational strategic objectives. Organisations continuous investment in and dependency on IT has increased their risk exposure and thus necessitated the need for IT oversight. This need for oversight has prompted the incorporation of IT governance into corporate governance practices and codes. It has also prompted the elevation of IT governance to the highest level of control and leadership of the organisation which is the board. The objective of this study was to establish how JSE listed companies govern IT at the board level. A conceptual board level IT governance framework was derived through a combined review of governance models, corporate governance codes, and IT governance frameworks. The framework was tested using qualitative and quantitative data obtained through semistructured interviews and a survey respectively. The combined qualitative, quantitative and literature findings were analysed to achieve triangulation. The resultant findings indicated the following: an organisation with a well-developed IT governance framework positively improves its board level IT governance effectiveness; board level IT governance effectiveness is improved where IT leadership is engaged with the board; and effective board level IT governance oversight improves overall organisational performance. The unique contribution of this study is that it presents a corporate governance perspective to IT governance at the board level. It provides boards with factors on which to focus to improve their IT governance oversight effectiveness. The study found that IT governance oversight effectiveness is improved if the board focuses on decision making rather than technical and managerial IT-related matters. In addition, the study found that overall organisational performance is influenced by the organisation’s board level IT governance effectiveness. It is recommended that boards of organisations understand the broad domains of IT governance and the impact thereof on business operations, using platforms like board orientation and directorship programmes and courses where applicable. A sample questionnaire developed to guide the board on what aspects of IT governance issues to focus on is proposed and recommended

    An evaluation of how ABSA retail branch management experience change at ABSA Eastern Cape

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    Organisational leaders often assume that change (large or small) is straightforward and the approach to solve the problems is done rationally and logically. Thereafter a strategy is developed and a plan is implemented to make the improvement a reality. It comes as a shock to organisational leadership that those improvement plans, initially envisioned, do not deliver on expectations. As mentioned in The effective change managers’ handbook (Smith, et al., 2014), a greater shock awaits organisational leadership that after convincing colleagues of the necessity for the change to solution and the need to resolve the issue, in reality, it does not always work or achieve the desired outcomes. Improvement plans are often met with resistance by various stakeholders within the organisation. As a result, these improvement plans are abandoned and the organisation is relegated to business as usual. Literature reviewed in the field of organisational change management reveals a failure rate of 70% to 80% when it comes to the implementation of change initiatives and more so where change initiatives have a low expected return on value. Organisational change and organisational change management literature is constantly evolving as variable criteria and measures are researched, revealing deeper insight and impact on organisations. Therefore, according to literature, a greater knowledge of organisational change management within a global context would provide relevance and richness in the manner in which organisations go about implementing change initiatives. The key challenges and management issue at hand are to explore, understand and comprehend the variables that influence the branch manager’s positive reaction to change. This will guide organisational leadership and improve the success rate of change initiatives implemented in the organisation.For Absa to maintain a competitive advantage and ensure sustainability, a comprehensive understanding of the variables that influence the branch managers’ positive reaction to change is an imperative for Absa’s organisational leadership. Organisational change and organisational change management have all the key elements for the implementation of change within organisations. If executed effectively, this would result in a positive reaction by employees when change initiatives are introduced into the organisation. By studying past experiences and outcomes from empirical studies on organisational change and organisational change management, it was possible to draw lessons and experience about the discipline of organisational change management and factors influencing effective implementation of change initiatives resulting in a greater degree of success. The study may be of significance to other organisations across industries looking at improving the success rate in terms of implementing change initiatives within the managerial level of an organisation. Factors that come to the fore are creativity in influencing leadership behaviour, due diligence about investment opportunities, return on change initiatives, etc. These need to be explored in order for the organisation to achieve the objectives of remaining competitive and ensuring the sustainability of the organisation. Therefore creative strategies and thinking of ways to circumvent challenges in organisational change and organisational change management needs to be employed. The following independent variables were tested: training, effective communication, employee inclusion, trust, decreasing fear of the unknown and finally, decreasing fear of failure. Results revealed from the quantitative research that trust and decreasing fear of the unknown are essential factors influencing branch managers’ positive reaction to change though the importance of the other independent variables tested must not be considered to be of lesser importance. This study therefore concluded that utilisation of the framework, with emphasis on trust and decreasing fear of the unknown will result in the positive reaction by Absa branch managers to change and this will ultimately influence the success rate of change initiatives implemented. Recommendations were also made for future research studies that can contribute to organisational change and change management literature with emphasis on positive reaction to change, as well as the improvement and success rate of change initiatives implemented within organisations

    Demographic change: towards a framework to manage IT- personnel in times of scarcity of talent

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    En un entorno en el que el crecimiento demográfico negativo es una realidad en la mayoría de los estados europeos, las organizaciones deben enfrentar necesidades incrementos de la productividad laboral y una menor disponibilidad de empleados competentes. Uno de los sectores en que la situación expuesta es más evidente es el de las Tencnologías de la Información. Las teconologías de la información son cruciales para casi cualquier organización en cualquier sector y para cualquier persona. En un entorno socioeconómico en continuo cambio las organizaciones y sus departamentos de tecnologías de la información deben asumir los cambios en el mercado y ser capaces de desenvolverse de una forma ágil y con una orientación al cliente sin precedentes. Para las organizaciones, y en particular para sus elementos organizacionales más relacionados con las tecnologías de la información, la productividad de los empleados es un componente clave. De esta forma, la gestión de los recursos humanos, abarcando aspectos como su selección, desarrollo y retención es un aspecto clave para las organizaciones. El reto para las organizaciones es lograr la mejora en el ámbito de los procesos corporativos incluyendo como una parte importante de los mismos la gestión de los recursos humanos. La simbiosis de disciplinas como las tecnologías de la información, la economía, la psicología y la gestión puede lograr el incremento de la lealtad de los empleados. Para los profesionales modernos, los cambios de empleador se consideran dentro de la normalidad hasta encontrar un entorno adecuado que colme sus expectativas y necesidades. Dichas expectativas no se encuentran basadas únicamente en incentivos económicos, por lo que las organizaciones deben anticipar las expectativas y alinear sus estrategias a las expectativas de su fuerza laboral. La temática de este trabajo ha tenido repercusión en la literatura científica, sin embargo, no existe un estudio que identifique los factores que se presentan y determinan la retención de los trabajadores de las tecnologías de la información en los entornos organizacionales. Este es el objetivo de la presente tesis doctoral. Para ello, el primer paso que se pretende dar es concretar los aspectos organizacionales que son relevantes para el estudio del fenómeno. A partir de esta identificación, el autor diseña un marco en el que las partes identificadas se encuentran conectadas. El citado marco de trabajo presenta cinco niveles. Estos cinco niveles son: los salarios, la educación y capacidad de fuerza laboral, salud psicológica, salud fisiológica y balance de la vida laboral y profesional. Adicionalmente, el marco de trabajo presenta una aproximación jerárquica. Cada nivel presenta diferentes factores y métricas para definir y medir la situación organizacional ofreciendo oportunidades de derivar medidas para mejorar la situación. El marco de trabajo presenta 22 factores y 44 métricas. Adicionalmente, se ha desarrollado un modelo de implantación para el método propuesto. Con vistas a refinar el marco de trabajo y su modelo de implantación, se han llevado a cabo pruebas cualitativas y cuantitativas en el seno de un departamento de tecnologías de la in-formación perteneciente a una organización dedicada a los servicios financieros en Alemania. Se formularon y respondieron diversas preguntas de investigación en relación a ámbitos como el cambio demográfico, el estrés y los factores para el rendimiento laboral. Los resultados demuestran que el estrés está determinado por diferentes factores y que la mayoría de ellos deben ser tomados en consideración en la asignación de tareas y en el diseño de los entornos de trabajo. De la misma forma, se presentan diversos factores que incrementan la productividad laboral. Algunos de ellos como la conciliación de la vida laboral y la personal, la cultura organizacional o el salario deben ser tomados en consideración en las estrategias de gestión de recursos humanos en ámbitos organizacionales. Una estrategia de gestión de recursos humanos debe incluir adicionalmente aspectos relativos al reclutamiento, teniendo en cuenta la complentaridad con los factores anteriormente expuestos. Los resultados obtenidos también revelan que no existen evidencias de diferencias de género o de edad en la importancia de los factores de productividad o en los factores de estrés.Due to an unsatisfying demographic development in most European states, companies have to solve a trade-off between a needed increase of productivity on the one hand and fewer highly skilled employees on the other hand. One of the first sectors that will be influenced by this development is the Information Technology-industry (IT). Information technology is crucial for every company in every industry and for the people itself. In a permanently changing business environment, companies and especially their IT-departments must adapt to changes in the market and be more agile and customer oriented than ever before. To succeed in the IT sector, the productivity of employees is the key comonent. Therefore, the allocation and retention of these scarce resources in the best possible way is even more important. The challenge for companies is to improve the enterprise not only on the side of the organizational and process level, but to develop new strategies and approaches in human resource management. Only a symbiosis of the disciplines information technology, economics, psychology and management will enable relevant and indispensable employees to promote loyalty to the company. For a well-trained professional, frequent change of the employer, is as long associated with normality until the employees find the most suitable environment for fulfilling their needs and expectations. These expectations are no longer just based on financial incentives, consequently companies need to anticipate these expectations and align their strategies to them. Although the topic is quite popular in scientific literature, there is not a study devoted to identify these factors in organizational contexts. This Thesis is aimed to bridge this gap. The first step to achieve this goal is creating transparency over all parts of an organisation that are relevant to this topic. The author created a method that connects these relevant parts in one holistic framework. The framework consists of five layers. These layers are baseline wages, education and employee pool, psychological healthiness, physiological healthiness and work live balance. Also, the framework follows a hierarchical approach. Every layer has distinct factors and metrics to define and measure the status of the company and offers opportunities to derive measures to improve this situation. In total the framework consist of 22 factors and 44 metrics. Besides the framework, the author developed an implementation model for the proposed method. To refine the developed framework and implementation model, qualitative and quantitative tests were conductedn the IT-department of a financial service company in Germany. X Several research questions regarding demographic change, psychological stress and factors for employee performance were analysed and answered. The results show, that stress is influenced by several different stressors and the most of them need to be considered by companies when they allocate work or design workspaces. On the other side, there are several factors that promote employee productivity. Some of them, like work-life balance, company culture or salary are more important and should be a relevant part of every human resource management (HRM) strategy. A HRM strategy should involve proper measures for the recruiting and the development of employees because they complement each other and should be considered with the same importance. The results also show, that there is no evidence suggesting an age or gender related difference of the importance or the impact of productivity factors or psychological stressors.Programa Oficial de Doctorado en Ciencia y Tecnología InformáticaPresidente: Antonio de Amescua Seco.- Secretario: Edmundo Tov0ar Carlo.- Vocal: Cristina Casado Lumbrera

    La innovación docente como misión del profesorado. Actas del IV Congreso Internacional sobre aprendizaje, innovación y competitividad. CINAIC 2017

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    La misión de CINAIC se basa en contribuir a mejorar el proceso de formación y aprendizaje a través de la innovación educativa. Para ello, y desde el año 2011, los años impares se organiza un congreso internacional y los años pares se desarrollan actividades experimentales y abiertas con un fuerte contenido innovador. CINAIC también tiene el compromiso de ayudar a mejorar la calidad de la innovación educativa llevada a cabo con planteamientos científicos y, en la medida de sus posibilidades, contribuir a divulgar dichas experiencias para que se produzca un mayor impacto en la educación. CINAIC se ha consolidado como un punto de encuentro del profesorado que realiza innovación, como un foro de debate con una activa participación de los asistentes, como un centro de divulgación de las buenas prácticas y como un espacio de aprendizaje y experimentación. Junto a las innovaciones ya consolidadas, como presentaciones en formato PechaKucha, como actividades participativas y cooperativas, como seminarios y talleres sobre temáticas útiles (tendencias, indicadores y divulgación científica de la innovación educativa), se introduce una nueva actividad denominada Eco-Lab. Eco-Lab se basa en crear espacios abiertos de análisis y debate que giran en torno a cuestiones claves para el desarrollo de la innovación educativa. Los participantes se agrupan por perfiles para debatir, de forma independiente, sobre un tema propuesto y para, posteriormente, analizar conjuntamente los puntos de convergencia y divergencia entre los grupos. Desde los comités, organizador, científico y editorial les damos la bienvenida a esta nueva edición de CINAIC que tendrá lugar en Zaragoza del 4 al 6 de octubre de 2017

    Proceedings of the 12th International Conference on Digital Preservation

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    The 12th International Conference on Digital Preservation (iPRES) was held on November 2-6, 2015 in Chapel Hill, North Carolina, USA. There were 327 delegates from 22 countries. The program included 12 long papers, 15 short papers, 33 posters, 3 demos, 6 workshops, 3 tutorials and 5 panels, as well as several interactive sessions and a Digital Preservation Showcase

    Proceedings of the 12th International Conference on Digital Preservation

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    The 12th International Conference on Digital Preservation (iPRES) was held on November 2-6, 2015 in Chapel Hill, North Carolina, USA. There were 327 delegates from 22 countries. The program included 12 long papers, 15 short papers, 33 posters, 3 demos, 6 workshops, 3 tutorials and 5 panels, as well as several interactive sessions and a Digital Preservation Showcase
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