Current Issue : July - September
Volume : 2013
Issue Number : 3
Articles : 5 Articles
The subject of connected government is coming once again to the forefront of national\r\ndevelopment priorities around the world. This stems from the need to address various local\r\nand global necessities in light of the changing landscape of the new digital world we live in\r\ntoday. In a connected government context, public service agencies are needed to act as a\r\nsingle enterprise so that citizens feel they are being served by one organization rather than a\r\nnumber of different public authorities. Identity management is considered here a fundamental\r\npillar to enable such operating models and support single sign-on (SSO) and online identity\r\nvalidation capabilities for e-government and e-commerce environments. This article explores\r\nand describes the United Arab Emirates (UAE) government integration strategy with relation\r\nto keeping its national identity management infrastructure (population register) updated as\r\nlife events take place. The integration strategy also aims to support federal and local\r\ngovernment entities to verify citizen and resident information using their own applications in\r\na secure, reliable, and integrated manner. Another expected contribution of the integration\r\nplatform is to support decision-making and strategic planning dimensions of government\r\nwork....
The purpose of this study is to explore the major factors affecting userÃ¢â?¬â?¢s utilization and\r\nsatisfaction of e-services offered by Al-Balqa Applied University, the population of this study\r\nconsists of 610 participants, a survey was conducted using a questionnaire, the questionnaire\r\nwas validated by a panel of researchers, 582 usable responses of the questionnaire was\r\ncollected and analyzed. Results of the study showed that there is an impact of reliability,\r\nresponsiveness, information quality, security, and usability on the user''s satisfaction and\r\nintention toward e-services. This study showed how the website design, navigation, and\r\nfunctionality play a crucial role in the overall evaluation of e-service satisfaction. Management\r\nof universities need to be aware that a bad experience with website design, navigation, and\r\nfunctionality can affect satisfaction and perception toward e-services that offered by a\r\nuniversity....
Nowadays, the usage of Internet has grown rapidly over the past years and it has become a\r\ncommon medium for delivering and trading of goods, services and information at global\r\nmarketplace. Even though this method of business transaction or exchange has started to win\r\nthe hearts of Malaysian buyers, the element influencing the willingness to purchase online is\r\nstill unknown. Therefore, the objective of the current study is to examine the element that\r\ninfluence buyerÃ¢â?¬â?¢s intention to purchase online (dependent variable). The independent\r\ncomponent is trust to visit the website. A total number of 78 (100 percent) returned\r\nquestionnaires were accepted, coded and were subject to further analysis. The finding support\r\nthe hypothesis stated in the current study. The results indicates that website trust contributed\r\n16.1 percent (R2 = 0.161) to the variance in intention to purchase online....
The eventual objective of motivation is to make an employee effective. 'Me effectiveness of an employee depends on his own potential effectiveness as I person, his technical competence and experience, etc., as well as on the me he occupies in the Organization is designed. It is the integration of the two (the person and the role) that ensures the person's effectiveness in the org. If the role does not allow him to use his competence, and if he constantly feels frustrated in the role, his effectiveness is likely to be below. Effectiveness of an individual in Organization, therefore, may depend on his own potential effectiveness, the potential effectiveness of the role and the organizational climate. The potential effectiveness is known as efficacy. Personal efficacy would mean potential effectiveness of an individual occupying a particular role in an organization. Role efficacy can be seen as the psychological factor underlying role effectiveness. In short, role efficacy is potential effectiveness of a role. Role efficacy is the key to motivating organizations roles. The eventual objective of motivation is to make an employee effective. , role efficacy is potential effectiveness of a role. Role efficacy is the key to motivating organizations roles. the aspects of role efficacy under three dimensions are: Dimension 1: Role with role taking. Dimension 2: Role Centering (Contrasted with role centering). Dimension 3: Role Linking (Contrasted with role shrinking). The six main needs or motives, relevant for understanding the dynamics of behaviour of persons areAchievement, Affiliation, Influence, Control, Extension and Dependency motive. Motivation results from interaction of the individual with the Organization through his role. So all the three elements are important for planning the management of motivation-the Organization, the role (the job), and the individual. Productivity, quality of products and services, dealing with crisis etc. require strong team work. The more attractive the goal the more the frustration caused by the obstacle in achieving the goal. most of the employees are stuck in their jobs. This is both good and bad for organizations – good because they do not have to waste time and money frequently recruiting and training new employees, and bad in the sense that if the organization has an unmotivated or dissatisfied workforce, their productivity will be low and the goals of the organization will not be accomplished. Motivating our employees at work requires a reorientation in our way of thinking and embedding new values and philosophy in the organization system....
Wage Incentive Schemes and HRD Policies seek to motivate employees by paying extra remuneration. Basic principle
underlying incentive plans are very simple. Employees will be more productive if their income is tied to the amount of time they
spend on the job. According to Webster, incentive is “that which incites or has a tendency to incite action”. It is something that
arouses effort or action. “Motivation” and “incentives” are closely related. Actually, “motivation is supplying the incentives which
encourage the individual and directs his activity towards a pre-selected goal. Incentive is satisfaction of “motive” and “movie” is
the emotional feeling for social approval, security, belonging, interest and prestige. “It is any consideration or object exciting to
choice or moving the will”. But according to Roger Falk, distinction has been made between” motivation” and “incentive”. As per
his concept, an incentive is something that someone offers to someone else. A “motivation” is within a person. It is very often an
irrational inexplicable impulse or instinct or any idea, need, emotion or organic state that prompts to action. Often a worker may
be motivated to work better for reasons that do not necessarily stem from incentives handed to him from outside. However,
incentives have a highly personal aspect and also involve tangible and intangible rewards that are recognizable by members of a social group....
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