Category Archives: Uncategorized

Time On Site

Time On Site

 

We often delude ourselves into believing we have control over the use of our mobile technologies

 

What you do not realize is, behind the screen, there are over a thousand Engineers and Developers whose jobs is to keep you addicted to that screen

 

It’s called Time On Site

 

Time On Site is the currency with which the performance of web and application Platforms – mobile app, app, websites etc are being rated on. It measures how long a visitor stays on the user interface of the site, which further translates into how successful that site interests and involves you, and every other user.

 

Web platforms don’t just want you to cursorily browse through their sites, they want you to spend a great amount of your time resources, not just once, but repeatedly.

 

So, think YouTube, Facebook, Google, Instagram, Snapchat & Twitter.

 

These Tech companies most likely have a Chief Psychology Officer or some social scientists, whose job is to tell Engineers and Developers how to build persuasive algorithms into these platforms. Persuasive algorithms that can alter your habit and behavior.

 

The more you stay glued to a site, the more successful the platform provider is expected to be, in terms of campaign and site visitation to the site. Web analytics calculate this ToS almost accurately.

 

Web analytics do not calculate the period you have a page open but dozed off on your seat. Neither does it consider the time you are downloading a movie file or reading a site content

 

Time on Site record all requests and engagement on the site.

 

You think you’re in control?

Someone somewhere is making a decision that will affect your life.

 

You think you can get rid of your habits?

There are people more intelligent behind the screen whose job is to keep you persuaded and distracted

 

Have you noticed on your Facebook mobile app, that when you click the back button to exit the app – believing you’re done gossiping on family & friends’ pictures and timeline stories – the app doesn’t close, but instead scrolls up to display timelines of other friends you may have missed?

 

Have you noticed that when you’re done watching an episode on Netflix, the next episode shows in a small box and a timer starts to count down – persuading you to stay on watching?

Or a new related movie is suggested, based on your movie choice?

 

Think about how YouTube automatically plays the next music video – trying to persuade you to stay on the app.

 

Think about all the notifications from Twitter, Netflix and Snapchat, you wake up to see on your mobile device, in the morning.

 

These social platforms wake you up in the morning, to divide your daily time resource into time slots, each taking a block of your time, away.

 

Don’t you just love it when these Platforms do exactly what you desire or do things on your behalf that you didn’t even think of?

Yup! Those are deliberate designs and persuasive algorithms built into our technologies

#TimeOnSite is all #Hammjustsaying

The Characteristics of an Agile MIS Infrastructure – Adebola Oyinloye

Agile MIS Infrastructure is the combination of an organization’s hardware, software and telecommunication equipment, all working together as a system to support the goals of that organization. The system must be scalable such that, if an organization demand for resources grow by a percentage, the existing infrastructure must be able to handle the percentage growth without having any adverse effect on the functionality of the company’s operation.

The following are characteristics of an Agile MIS Infrastructure that can ensure a system meet and perform under any unexpected or unplanned changes

  1. Accessibility – The operation of the system must be easily accessible at any time without restriction by all users of the system, according to their authorization or access level.
  2. Availability – In today’s world where Ebusiness mean the operation of a system must be 24/7/365, availability means the period within which the system must be operational. When the system is unavailable, then it cannot be used. A system that is tagged High Availability, like the type used by Internet Service Providers, mean the system is continuously operational at all times
  3. Maintainability – The system must be flexible enough to meet all types of company changes and business changes, without a complete system failure. For example, some businesses fail to plan for global customers. Soon as the first order comes from a global customer, it may cause a business process issue. Systems must be built with flexibility to meet business change.
  4. Portability – This is the ability of an application to operate on any device or software platforms. These days, applications are built to run on any device like PC, mobile phones and tablets. They are also able to run on operating systems like Windows, Mac or Linux.
  5. Reliability – This is the ability for a system to function accurately and provide reliable information to the users.
  6. Scalability – This describes how well a system can scale up or adapt to growing demands. If a company grows fast, it may find it difficult to function properly if it has to rely on limited resources from an existing system. For example, a SOHO router built for 50 users will have operational difficulty, and may eventually break down, if users on the network increases to 100.
  7. Usability – This describes the user friendliness of a system. The system must be easy to use while also being efficient. Windows Operating Systems are always perceived to be more user friendly than Apple Mac’s IOS

 

References

 

  1. Paige Baiztan. (2016). Business Driven Information Systems: Fifth Edition. New York NY. 10121 McGraw-Hill Education

Your Phone Photo shot better than iPhone 7?

If you live in a larger city, chances are you’ve seen the ‘Shot on iPhone’ billboards that have been dotted around for a few years now.The award-winning campaign has long been an impressive way to highlight the quality of images that can be captured on Apple’s phones, with the photos showcasing various different subject matters…

via Can photos from your phone look like they were ‘Shot on iPhone 7’? — TechRadar – All the latest technology news

Top 5 Best Online Communication Tools in 2017

With the rise of the internet, computers and mobile technology, so much has changed in the business world over the decades. And of course, it’s critical to implement the right devices and applications into your everyday operations, not just to boost productivity, but to keep up with – or stay ahead of – the competition.If…

via Top 5 best online collaboration and communication tools in 2017 — TechRadar – All the latest technology news

WhatsApp enables two-step verification

Looking for a little more security in your digital life? If you’re a WhatsApp user, you’re in luck.The messaging service has just turned on two-step verification for all its billion-plus users. Once you activate the optional feature, anytime you (or anyone else) tries to verify your phone number, a six-digit passcode created by yourself must…

via WhatsApp enables two-step verification for added security — TechRadar – All the latest technology news

 

Case Study: Mount Cedar Technologies Inc.

2016-06-17 15.30.36

Introduction to Mount Cedar Tech Inc

Mount Cedar Technologies, which began as an importer and distributor of computer accessories but later grew into an IT infrastructure integrator that specializes in hardware, software and security solutions, from an employee of 6 to 170 in 2006, is having an organizational behavior challenge. The company lacked an organization structure that can help improve on its operations’ effectiveness. Even though the decision making was highly decentralized, there was no cooperation among the managers therefore, each department were making independent decisions, without coordination or communication.

 

Mount Cedar Technologies Vision

In trying to analyze and provide suggestions that can improve or enhance Mount Cedar Technologies’ organizational challenge, we need to find out what the company’s vision is. According to Neil Kokemuller (2017), A mission and vison are standard and critical elements of a company’s organization strategy. Most established companies develop organizational vision statements which serves as foundational guides in the company’s objectives. The case study has not mentioned any mission or vision statement for the company, and this is an underlying factor in shaping an organizational culture. Where mission relates to goals and refers to the overriding purpose of the organization, Vision refers to the desired future state of the organization” (Johnson et al., 2011 p.8).

Hans Hinterhuber and Wolfgang Popp (1992, p.106) defines vision as “an orientation point that guides a company’s movement in a specific direction. If the vision is realistic and appeals both to the emotions and intelligence of employees, it can integrate and direct a company”.

 

Assessing the Leadership Style

Even though John Curtis, the CEO, has been instrumental to the growth of the business, his present leadership style had become problematic to many including the top management. He surprised people by showing uninvited to meetings and employees are expected to provide impromptu responses to unprepared questions thrown at them. Since Curtis has been perceived as being an issue, he cannot be recommended as a change leader. So, Mount Cedar Tech. need to restructure its organization, and what the company need is a distributed leadership which could be used to effect an organizational change. Research has also shown how change is driven by large number of organizational members, in an approach that is called “leadership constellations” (p. 17)

 

Creating an Organizational Structure that Promotes Creativity

The case study identified that the company lacked an organization structure that can help improve on its operations’ effectiveness. And one way to achieve this to create an organizational structure that promotes creativity. According to “Making Innovation Structures Work”, a McKinsey Global Survey results, Executive say their companies use multiple organizational approach to drive innovation and that the success of these efforts depends on integrated strategy.

While 86% say the structure of their separate functions positively influences outcomes, results however suggested that the most important factor of success is how creativity is integrated into corporate strategy. Therefore, some of the general characteristics of organizational innovation Mount Cedar Tech. can put in place to promote creativity, are

  • Allowing everybody understand that they are capable of generating creative ideas
  • Organizational culture that can smother creativity
  • If any one comes up with a great idea, let them understand – ‘no need to tell, just show it’

 

Improving Mount Cedar Tech. using Communication and Employee Empowerment

At Mount Cedar Technologies, decision making was highly decentralized which resulted in the loss of possible gains to be obtained from cooperation among managers. Ideally, having a flat structure and decentralized decision making should make an organization work more efficiently, and allow it to react quickly to business situation, however, if there is no coordination or proper communication, there will be a resulting silo effect in which each department will make decisions by itself.

Research has shown that effective lateral and work group communication leads to an improvement in overall company performance. Here are a few ways organization communication can increase decision making effectiveness and a productive organizational behavior

  • When information is not transferred correctly to the right people, there might be miscommunication as seen at Mount Cedar Tech. it is important to have a good communication system, so that everyone understands the goal and can work together towards it. E.g. to launch a new product on Facebook, new goals and tasks should be properly communicated to the employees
  • Effective communication can also empower employees and improve productivity if they have more information, about specific tasks. Mount Cedar Tech employees where not empowered and were not encouraged to risk taking. In fact, department managers acknowledged that they were busy reacting to problems and customer issues, allowing them no time to coordinate or listen to their employees. This is because managers don’t have information about how to deal with specific tasks.
  • Communication also creates healthy and productive cultures in an organization. If employees and managers have good working relationships with each other, the organizational behavior of the company improves.
  • Effective organizational communication also increases accountability. When employees and managers are provided with clear instructions, they know what is expected from each of them. This will break silo effect in an organization, and managers can work together in tandem with the organization mission and vision.

 

Addressing Diversity and Minority

Christensen and Cornelissen (2011, pp. 402-3) argue that organizations have to work with many voices, with different views and ideas, so that communication can be ambiguous and inconsistent for this reason of accommodating diversity in an organization: “vague and equivocal language allows organizations to talk about themselves in ways that integrate a variety of members and stakeholders without alienating anyone”. This is key to Mount Cedar Tech. as it was also lagging in the advancement of women and minorities.

 

Organizational Motivation and Reward

Finally, it is important to keep employees motivated and rewarded. Mount Cedar Tech, experienced complaints from employees who did not feel equitable treated, which resulted in the loss of talented employees. According to Lipman (2013) here are 5 easy ways (which are self-explanatory) to motivate employees

  • Align individual economic interests with company performance
  • Take a genuine interest in the future path of an employee’s career
  • Take a genuine interest in their work-life balance
  • Listen
  • Do unto others as you would have done unto you

 

Mount Cedar Technologies Inc.

Designing A High-Performance Organization

 

Adebola Oyinloye

California Miramar University

ORGANIZATIONAL DEVELOPMENT AND CHANGE

 

References

Palmer, I., Dunford, R., Buchanan, D.A. (2016). “Managing Organizational Change”: A Multiple Perspectives Approach. New York NY. McGraw-Hill Education

Neil Kokemuller (2017). “Importance of Mission Vision in Organizational Strategy” http://smallbusiness.chron.com/importance-mission-vision-organizational-strategy-16000.html

McKinsey & Company (September 2012). Making Innovation Structures work: Mckinsey Global Survey results. http://www.mckinsey.com/business-functions/strategy-and-corporate-finance/our-insights/making-innovation-structures-work-mckinsey-global-survey-results

Pavel Aramyan (Octoboer, 2015). 5 ways workplace communication effectiveness can increase productivity. http://explore.easyprojects.net/blog/5-ways-workplace-communication-effectiveness-can-increase-productivity

Victor Lipman (March, 2013). 5 Easy Ways to Motivate and and Demotivate Employees. Forbes. http://www.forbes.com/sites/victorlipman/2013/03/18/5-easy-ways-to-motivate-and-demotivate-employees/#344ce3e9682d

 

Organizational Change: External Environment Alerts and Internal Pressures to Change

Business organizations are not protected from external environment threats, neither have they been able to successfully create an infallible system to guard against internal organizational pressures when the need for unintended Organizational Change arises.

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Change managers, who are either the CEOs of a company or Project Managers are often part of the organizational process to help an organization do things differently or achieve a specific goal, and when external environment is the reason for change within an organization, they are on ground to identify these potential problems.

Here are a few Potential Threats from External Environment Influence that can force an organization to change its structure

  • Economic or political factors that influences External environment cause for organization change are often the most complex issues to address, as it affects the entire socio-environment in which the organization exist.

The 2015 Nigerian economic collapse into a ‘forced recession’ as a result of the transition from One political party to another, is a strong indication why organization must be adaptable, as consumers tighten their belt during such crisis, causing a demand-supply flow issue. Companies that were ill-prepared have since closed-shop

  • Competition with other business organizations are a common threat which any Change Manager can easily identify and should, somewhat, always be prepared for; For example, if the competition releases a range of new product; this can threaten market share and may result to hiring and firing

 

  • Other external environment factors include Technology, which is a constant evolving threat and often shapes how an organization is restructured, in terms of using technology to deliver quality service or its effect on organization staffing – employee lay-offs, recruitment or job description change.

 

  • And Globalization, which is a new entrant. This often related to business organization aspiration for global expansion and the need to capture new market.

 

In contrast, Organizations do often assume they have complete control over most internal environment factors that may effect change, because organization owns its people, culture, process and structure. However, one of its biggest pressure for change is Growth.

Organizations are expected to grow over the years as a sign of success (Dylan 2004). However, growth or lack of growth can both create some sort of complexity that pressures for change in an organization. And this change could lead to Organizational Restructuring (either employee down-sizing where growth is stalled or new recruitments, where its growing).

Introduction of a new CEO or a functional manager and internal power grabs and politics between stakeholder interests and decision makers are also internal environment pressures, that can call for change in organization

For instance, the introduction of a New CEO “can significantly impact business strategy and corporate culture”

In my opinion, since both external and internal environment factors are both influential to any organizational change process, the external factors are most impactful.

Most organizations are started out of the vision and goals of its sponsors and stakeholders, which often comes with a change process as contained in the organizational internal process, to address most expected threats that may arise.

However, the effect of external environment factors is highly unpredictable to an organization. For example, the political transition to President Mohammed Buhari in 2015, and his subsequent economic fumble have triggered a lot of instability across most business organizations in all sectors in Nigeria, forcing many businesses to close, downsize or restructure

 

Class Presentation by Adebola Oyinloye, Jan 2016

Organizational Development and Change Class