Comparison Between SSADM And SSM

Comparison Between SSADM And SSM INTRODUCTION The comparison between SSADM and SSM has taken in this topic by using NIMSAD. Both methodologies has shown their own concept of identifying problem situation and finding solution to fix the problems SSDAM (Structured Systems Analysis and Design Method) Structured System Analysis and Design method is a framework that adopts Structure approach to the analysis and design of the information systems alike previous structured methods such as Yourdon in 1976,DeMarco in 1979 . It is sequential development process called as waterfall method. It was produced for Central Computer and Telecommunications Agency (CCTA) and also the UK government now known as Office of Government Commerce (OGC). In 1981 UK government was taken this method as a compulsory for all projects but since then the other countries and some private organization used it greatly (Ashworth et al, 1995).SSADM supports the developers and project managers in understanding four questions they are What is to be done, When it is to be done, How it is to be done, Where the resultant inform is to be documented (Bentley et al, 1995).Some history of this methodology since 1980 Central Computer and Telecommunications Agency determines the analysis and design methods. In the year of 1981 Learmonth Burchett Management Systems (LBMS) method has chosen from shortlist of five. In the year of 1983 SSADM made mandatory for all new information system developments. Version 2 of SSADM was released in 1984. Version 3 of SSADM was released and that was adapted by NCC in 1986. After 1988, SSADM certificate of Proficiency launched, SSADM promoted as open standard. Version 4 of SSADM has released in 1990. (Websites: http://www.dcs.bbk.ac.uk/~steve/1/tsld005.htm). This is a wide methodology and also flexible to apply at any kind of problem situation. It divides the works or projects into distinct units (Downs et al, 1992).SSADM is a basic assumption that systems have an underlying, generic, data structure which changes very little over time (Ashworth et al,1990). The SSADM version 4 has formed five important frames such as, Feasibility Study (FS), Requirements Analysis (RA), Requirements Specification (RS), Logical System Specification (LS) and Physical Design (PD). This five-module framework has seven stages and each stage has explained exactly with their own strategy, controls, and activity, this helps the main purpose of the project management technique (Avison and Fitzgerald, 1995; Downs et al, 1992). Diagram The Feasibility Study (FS) is first module of the methodology; it holds the position of stage 0, this phase has four steps: First one is prepare for study to know measurement of evaluation of the project; then define the problem by using comparison between requirements with current position; selection of Feasibility from among others; the final one is to submit a report of the Feasibility. Data flow diagram and flow documents are used in this technique (Avison and Fitzgerald, 1995). Requirement Analysis (RA) is one of the most important stages of SSADM. This involved with describing the requirements of information systems. This is a fundamental level for business purpose. It has two stages; a major aim of the first stage is to make understand fully about the system for analysts. Analyst should investigate the feasibility of the project if before stage was not done and also the problem situation should be described by using data models and data flow models; Interviewing to the employees and users also included in this stage. The second one is Business System option; during this stage the analysts would determine such business system options by group actions for their customers. The previous stage has named that, a business system option is a potential solution to the system requirements. This includes boundaries of the solution and inputs and outputs. Requirement Specification (RS) is a single stage and it makes over the description of the current environment and business system option which was made by Requirements Analysis. Clients of this system would select business option at the end of RA. During this stage analysts should combine the investigation of all the stages results from 1 to 3 by keep the business option, to develop a specification of the system. It also describes actual function of the system. Entity-event modelling and rational data analysis are the techniques used in this stage. During the stage 3, various models of the system are being developed such as, Data Flow Model (DFM) and Logical Data Model (LDM).This stage brings details the DFM and LDM. The function definition has unites into one for specification process design at this stage. The next module, Logical System Specification (LS) has two stages in it. Such as stage 4 and stage 5, Technical System Option considered as stage 4 and Logical design as stage 5. Technical System Option is the final stage for analysis phase and conversion to the literal system design. Many execution chances are suggested to select nearly suitable solution similar to stage 2. This technical system options are measured by financial cost and performance of the system and limitations etc. After the stage 4, Logical Design took place as a stage 5, the works and investigation has been done as same like before stage. The main execution of Logical Design is about human factor. It defines dialogue and updates enquiries in non-procedural manner, which is independent of any implementation strategy. Physical Design (PD) is the final module of this system. It is the best choice of possible technical and logical solution, the designer combines the result of the previous stages to build the final aim of the system. This is stage 6 and outcomes in PD for the data and processes (Ashworth et al, 1990, Bentley et al, 1995, Downs et al, 1992). The above essay tells that, SSADM has a well-defined structure and easy to understand by everyone. Many of the UK University has taken this information system in comprehensively and completely. These models and diagrams are giving complete definitions for the final users and developers to understand (Ashworth et al, 1990, Avison and Fitzgerald, 1995). ETHICS (Effective Technique and Human Implementation of Computer-based Systems) Ethics methodology came up out of work started by Enid Mumford at Manchester Business School in 1969. Since then, it has been used in industries and the health services. Much experience gained from these usages (Mumford, 1997). Ethics is acronym, but this approach is to represent the ethical position. This is the information system development, which strongly supports the human participation (Avison and Fitzgerald, 1995). This methodology is well-known for its importance and interest in the human side of systems design (Jayaratna, 1994). It includes the socio-technical view for the system to be effective and this technology should be applicable for social and organisational factors. It also means that a valuable quality of working life and increased job satisfaction of the users is one of the major objective of this system design process. Mumford determines the essential quality of socio-technical approach as one which recognizes the interaction of technology and people and produces the work systems which are both technically efficient and have social characteristics which lead to high job satisfaction; and job satisfaction as the attainment of a good fit between what the employee is seeking from his work-and his job needs, expectations and aspirations-and what he is required to do in his job-the organisational job requirements which mould his experience(Avison and Fitzgerald, 1995). To determine the concept of fit is used to describe the job satisfaction in five fields: Firstly, knowledge fit as a good fit lives when employees should accept that their skills are being adequately utilized and their knowledge being improved to make them efficiently; Physical fit is the second area that means; job must suitable for the employee status, encouragement of the progress and work interest; thirdly efficiency fit, it composed of the effort-reward bargain, work controls and supervisory controls; fourthly the task structured fit, that measures the level to the employees task are considered as being fulfilling and demanding; and the final area is ethical fit, this is also represents social value fit and determines whether the employer organisation be compatible with values of employee(Avison and Fitzgerald 1995). Ethics is a methodology that based on human participation and socio technical character. The Ethics design group consist of users, managers and technical experts. The objective of this methodology helps the design group in the way of identifying and formulating the problem, and also it will set objectives and develop alternatives, and allow other actions like implementing and evaluating new system. It aims to construct the computer based system that provides job satisfaction and achieve the efficiency needs of the organisation (Jayaratna, 1994). During this development, the importance placed on both the human and social and the technical views of the system. Users formulate social alternatives to improve job satisfaction, and experts formulate technical alternatives to improve business efficiency. The above aspects are emphasis to identify the best socio-technical fit under the common cost, resource and other environment constraints (Wong, 2001). Here, the ETHICS steps are executed by the design group: Why change? By enquiring about the problem situation of the current system, design group try to get objective through regular meetings and some discussions to answer the question: why do we need to change. This step gives clear reasons about why the changing system needed (Mumford, 1993). System Boundaries. The design team tries to identify the boundaries of the system and also how it is interfaces with other system. Description of Existing System. This step aims to educate the design group to know how the existing system works. Everyone in this group has more comprehensible of previous system before moving to the new system. 4, 5 and 6 Definition of the key objectives, tasks and information needs. Identify the key objectives for the design groups; the task required to achieve these objectives and information is needed to carry out the tasks. 7. Diagnosis of Efficiency Needs. The design group tries to identify the weak link in the system and that is to be documented. These are main reason for errors. Everyone outside the team help to identify the efficiency need. This could be the opportunity for the team to get involved in the development process. 8. Diagnosis of Job Satisfaction Needs. This is achieved by the standard questionnaire given in the ETHICS methodology. As we know earlier ETHICS is a human-cantered method for others to gain the job satisfaction. The design team tries to identify people needs and also ways to increase satisfaction by using ETHICS questionnaire. This questionnaire covers knowledge fit, physical fit, efficiency fit, task structured fit and ethical fit. 9. Future Analysis The new system need to be designed in the way that apart from just being better from previous system, it should also be able to cope with future changes that may occur in the technological, business and organisation or fashion. 10. Specifying and weighting Efficiency and Job Satisfaction Needs and Objectives Mumford identifies that this is the key step for the whole methodology. Objectives are set according to the diagnosis results of the three previous steps. It can be very difficult task and must involve everyone in the organisation. 11. Organizational Design of the New System. This is the logical and conceptual design of the new system. It should be performed in parallel with next step. The output of this step is detailed about the organizational changes which are needed for the job efficiency and satisfaction objectives. 12. Technical Options. The physical design has been taken by this step for new system. There are some various technical systems like hardware, software and GUI would be investigated and evaluated. By end of this step, most suitable one helps to achieve target of the project and job satisfaction. 13. Preparation of Detailed Design Work. In this step the selected system is designed in detail. The previous documentation is recorded and groups are defined, tasks, responsibilities are allocated and finally relationships are created. 14. Implementation. This is the important step of the development project. The design group now applies the success implementation of design. This connects closely to planning the implementation process in detail. 15. Evaluation. After the successful implementation, the system is assured it is meeting its main objectives, particularly in relation to efficiency and job satisfaction (Avison and Fitzgerald, 1995, Mumford, 1993). Mumford recognizes that implementing this methodology is not an easy one; also she is making the addition point that participative may not work at the powerful situations where the objectives of the system have as a part of the reduction of cost and redundancies. Aylors and Myers suggest that participation may be achieved will be dependent on culture and politics of the organisation more than individuals (Avison and Taylor, 1995). However, many organizations are trying to establish the participation approach in flexible and more useful manner. The comparison between two methodologies (SSADM ETHICS): As we said in the introduction before, we will do comparison between two methodologies mentioned above by using NIMSAD (Normative Information Model-Based System Analysis and Design) framework. These methodologies are compared in detail by using the different steps. This framework consists of three steps and one of the steps contains eight stages fewer than three phases and all the stages steps are correctly evaluated. The steps and stages of the framework will be explained below, The Problem Situation (the methodology context). The Intended Problem Solver (the methodology user). The Problem Solving Process (the methodology). Phase 1- Problem Formation: Stage 1- Understanding the situation of concern. Stage 2- Performing the diagnosis. Stage 3- Defining the prognosis outline. Stage 4- Defining Problem Stage 5- Deriving notional systems. Phase 2- Solution Design: Stage 6- Performing the conceptual/logical design. Stage 7- Performing the physical design. Phase 3- Design Implementation Stage 8- Implementation of design. Evaluation. Problem Situation: This framework will be involved with clients and defines different between the action world and thinking world. This step explains that the problem situation lives in only on action world but the problem solving situation will be in both world. A diagrammatic model cannot catch the elements of an organisation, but they could be used to clarify the concepts and components. This clearly tells that the problem solvers own knowledge and skills will not help to understand the problem situation unless he/she know the organisational language (Jayaratna). Diagram of problem solving situation Intended Problem Solver: The intended problem solver is who originate within the organisation or outside of it. We have begun to discuss about the agreement of role and the act of forming relationship to be effective. The NIMSAD framework explains that the intended problem solver adds the single man component to the process and their Mental Construct is used. Diagram for the intended problem solver: Problem Solving Process: NIMSAD defines three important phases and eight detailed stages in this step and can be applicable for any problem solving process. This framework cannot be assumed and this should be achieved at the right time. This methodology could be structured process to alter transformation from current situation to the desired situation. Phase 1.Problem Formulation: Stage1.Understanding the Situation of concern: Understanding the problem is fully based on each one of our mental construct. This stage will build boundaries to determine the field of interest and clear communication of boundaries to avoid danger and this focused on investigation and establish concerned situation. Stage2.Perfoming the Diagnosis: Diagnosis is clearly communicated expression of understanding and that is gained from investigating the problem situation.

Formal and Informal Groups Essay

A formal group is the deliberate and systematic grouping of people in an organization so that organizational goals are better achieved. Now any organization would have a certain formula. They are very essential for the efficient functioning of the organization. What does an organization do? The total no. of people working in an organization is divided into smaller groups (teams or sections or departments) and each group is responsible for fulfilling a task which would ultimately contribute to fulfilling the organization’s goal. This increases the efficiency of the organization. Ex: If we take NITK as an example, we all know that we have a larger goal of training students for the engineering profession. But within this larger goal, we want students to be trained for computer engg, electrical, mech, etc. So this larger goal is divided into departments (example computer department), which is a formal group in this larger organization. So, all the departments together achieve the goal of efficiently training the students for engineering purpose. Informal Group: Informal groups are the natural and spontaneous grouping of people whenever they work together over a period of time. Whenever people interact and work together over a certain period of time, it’s very natural for them and it comes very spontaneously for them, that they form informal groups. For example, we are officially assigned to the computer engineering department. But in the hostel, we live with friends from other branches. So when all of us live together for a 4 year period, it’s very natural for us to interact and build up groups informally with our friends from other branches. So like this, any organization would have informal groups. Let’s compare both Formal and Informal Groups:   FORMAL GROUPS |INFORMAL GROUPS | |Deliberately created. |Spontaneously created. | |Formal groups are knowingly and systematically created. |Informal groups are not really created, they are naturally formed. | |Systematic structure. |Loose structure | |As we discussed earlier, in the computer department, we have HOD, |In informal groups, there is no structure at all. So there is a system in place. |together for some time. There is no junior and senior†¦everybody is | | |equal. | |Importance to position. |Importance to the person. | |In a formal group, importance is always given to the position. Ex: |The beauty of being in an informal group is that the position does | |the group leader, the head of department, etc. The position gets |not exist at all because there is no structure. So importance is | |importance in a formal way because there is a system in place. always given to the person. | |Relationship is official. |Relationship is personal. | |The relationship is very formal and official in a formal group. So |In an informal group, the interaction and the attachment becomes very| |the relationship and behavior is almost prescribed in a formal group. |personal and not official. | |Communication is restricted and slow. |Communication is free and fast. | |By restricted we mean that the â€Å"boss may decide that certain |Everybody wants to tell everyone all the information. With the gossip| |information should not be discussed below a certain level. † |network in an informal group, information is passed very quickly. | |Communication is very slow because a certain procedure has to be | | |followed if we want to pass down the information. | | Importance of formal groups: As human being, we tend to tilt towards informal groups. But   we have to remember that formal groups have certain characteristics that are very essential for the efficiency of the organization. For example: If we remain informal all the time, the organizational goals cannot be met. Importance of informal groups: Informal groups are just as important because they serve some very important human means. Informal groups help in developing good human relations in the organization. When we interact with people in an informal scale, we develop good relationships with them . So this develops better working relationships and therefore creates better efficiency in the organization. So, good organizations today are promoting informal activities and formation of informal groups. Ex: Parties in companies, which promotes informal interaction. Informal groups promote human dignity. Human dignity is something which is very important for every human being. As human beings, we want to be respected and treated in a particular way. So, self respect is very important for a human being. In a formal group setup, very often, our dignity is destroyed. For example: If we have a very bossy boss, everyday he will be de-motivating you by saying things like â€Å"You are useless fellow!! Who made you an engineer†!! So our dignity is destroyed. But what supports us It’s the informal group that supports us and keeps up our dignity. For example: The support from our friends helps us to keep our dignity. Informal groups help in spreading information fast through the GRAPEVINE-the informal network of communication (â€Å"The gossip network†). The grapevine is the plant on which the grape fruit grows. The characteristic of a grapevine is that it grows in all directions. So in an organization, the grapevine is the informal communication network that has grown into every group and corner of the organization. If we want information to be passed on very fast to everybody in the organization, then the grapevine is the best way. Example 1: â€Å"We can put information on a notice board† Example 2: When director makes an announcement for a holiday, information is passed very quickly. So the grapevine is active. And if a formal notice is made, then it takes time for the information to reach everybody because the formal network is very slow.

The Failure of Indy Mac Bank With Respect to Housing Bubble of 2008 Free Essay Example, 2000 words

The stock prices of Indy Mac had dropped almost over 95 per cent within these two years, and the market capitalization reduced about $3.5 billion. This increasing level of Alt-A and subprime mortgage were the indicators that the crisis had moved on beyond the control of the weak borrowers. In this situation, the securitization market also failed or collapsed. So this closed Indy Mac s options to get its bad loans off its records (Federal Deposit Insurance Corporation Failed Bank Information ).The Chairman of Indy Mac Bank was Steven Mnuchin, and the CEO was Joseph Otting. The non-employee directors of the bank who were included in the board of directors of the company were paid an annual remuneration of $50,000. The non-employee directors who were the part of the audit committee received $20,000 as remuneration. Apart from this, the presiding director received an additional $20,000. These non-employee directors were exclusively on the board of the bank. All the other reimbursements and requirements of the directors were paid from the account of Indy Mac Bank. The non-employee directors received $2,500 as fees to attend the board meeting of Indy Mac Bank. We will write a custom essay sample on The Failure of Indy Mac Bank With Respect to Housing Bubble of 2008 or any topic specifically for you Only $17.96 $11.86/page

The Symbolic Interaction Theory and My Family - 1402 Words

The Symbolic Interaction theory refers to ways in which a family or society attaches meaning to verbal communication, non-verbal communication, people, and objects. We are taught from a young age communication using verbal language and accepted ways to express our needs. The theory represents perception of objects or actions (Macionis, 2007, p.17). Members of a family learn what is acceptable within the family. We also can know through body language when a family member is stressed, angry, happy, or sad. We learn appropriate ways to interact based on non-verbal communication (Cherlin, 2008, p.24, 29). In my family it is easy to tell when my mom is stressed out and just needs a few minutes alone. She will express this need non-verbally†¦show more content†¦Through what my sister and I we were taught growing up, we function and have learned our roles in society based on the values instilled in us as children. Our family learned to function as a unit through its structure. Theory three: Social Exchange The Social Exchange theory proposes that we make decisions with the goal to maximize benefits and minimize costs (Newman, 2009, p.64). The choices we make require social approval and self-sufficiency. A family will make sacrifices if they perceive the action will equal rewards. Basically the theory refers to a give and take relationship where there needs to be balance for the relationship to be satisfying. The Social Exchange theory applies to everyone at one time or another. We make exchanges with friends, family, and in the workplace. We cooperate with others and make reasonable decisions to achieve a reward. Sometimes we make sacrifices with the hope of receiving something of value in return in the future. My family made sacrifices for me when I was in college to become a Physical Therapist Assistant (PTA). My parents allowed me to stay at home and only work part-time so that I could concentrate on my schoolwork. 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