Electronic Government

Q1:
Five steps of acquisition:
1.. Develop an acquisition plan
Acquiring a business must be part of an overall strategic plan. Before initiating such an action, you must thoroughly analyze the risks involved.
Your acquisition option should meet the following objectives:
Increases your market share;
Provides increased or missing know-how;
Eliminates competition;
Establishes presence in an export market;
Complements your current situation or processes.
Your acquisition plan must define and align major success factors. For instance, the merging of business cultures and accounting/information systems are two factors often neglected.
2. Broaden the scope of due diligence
When acquisition of a company is the clear solution, the buyer normally agrees in principle to proceed with the transaction, provided due diligence shows that the reported facts are accurate. This involves examining the financial statements, legal status, inventories, etc., with in-house and outside experts in these areas. The objective is to ensure that every element has been covered.
The due diligence must not only confirm the vendor's good faith but also the soundness of the business, in terms of both its current situation and its development potential. For instance, if the majority of sales are generated by only a few customers, you should confirm that they intend to continue to do business with the company.
Although difficult to do, your due diligence must also take into account changes you intend to make to the company after acquisition. These changes may be essential, but their cost may substantially reduce the return on the capital invested.
3. Make changes quickly
Many mergers fail or partially fail because the buyer is slow to make changes in the acquired company. A prolonged transition is costly   not only because of duplicated processes. It can also destroy the initiative of the managers as they put off important decisions while waiting for clear instructions. Thus, the acquired company can lose significant value in a short time.
Before the deal is signed, it is important to set up a strategic planning committee responsible for orchestrating the merger. If necessary, this committee can also form subcommittees comprised of representatives from both companies. Their job will be to integrate main operations as soon as possible once the deal is signed:
procurement;
production;
sales;
marketing;
accounting;
human resources;
information systems.
4. Give human resources a central role
The presence of a human resources representative on the central merger committee is essential. In fact, many companies include an HR representative at the due diligence stage if the deal seems certain. His or her job is to measure employees' reaction to the sale of the company, identify key people who should be kept on, and communicate decisions that might affect employees.
Throughout the merger process, communication with employees of both companies is crucial. If you are considering layoffs, it is better to let the people concerned know as soon as possible. This will improve the morale of all employees; otherwise, they will feel threatened for an extended period of time.
Retaining senior managers increases a merger's chance for success. Even if they are the most likely to resist change, their presence and experience will have a positive impact because they represent continuity.
5. Integrate the best of the two cultures
Instead of automatically applying your way of doing things to the acquired company, it is suggested that you combine the best methods of both companies for an overall general improvement.
This is often a smart move in the case of information systems. The differences between the technologies are often too great to allow for successful integration. The wisest decision is to adopt the best systems, even if they are not yours.
In some situations the benefits of changing your methods or making the acquired company adopt yours are not sufficient to justify the resulting disadvantages. This is often the case when you acquire a company outside your initial market.
Q2
Be aware of what data government collects and how it uses that data. Remember that the use that seems benign today may turn malevolent next year, and by then it’s too late. Evaluate a government data collection program not just on its merits but its potential for misuse in the future. Ask yourself, What could Hitler do with this database? That will tell you what its true potential is. Keep in mind nobody saw Hitler’s evil coming; he looked like a perfectly normal politician to almost everyone, putting Germany on the path to economic recovery, right up until he started exterminating people.

Q4
Business strategy is the primary driver of BPR initiatives and the other dimensions are governed by strategy's encompassing role. The organization dimension reflects the structural elements of the company, such as hierarchical levels, the composition of organizational units, and the distribution of work between them[citation needed]. Technology is concerned with the use of computer systems and other forms of communication technology in the business. In BPR, information technology is generally considered as playing a role as enabler of new forms of organizing and collaborating, rather than supporting existing business functions. The people / human resources dimension deals with aspects such as education, training, motivation and reward systems. The concept of business processes - interrelated activities aiming at creating a value added output to a customer - is the basic underlying idea of BPR. These processes are characterized by a number of attributes: Process ownership, customer focus, value adding, and cross-functionality.

Navis.com

From this website, it helps me to know about how to identify the information from the website and related to my assignment. However, it gives me an idea for how i going to identify the organisation structure and also how they doing in the industries. Hence, base on this information it able for me to find out about what is the current market position for now and also the IT position for the company. Therefore, from the website also lead me to find out what activities they do the most and also what potential customer would corporate with them. Furthermore, I can know that the company are globalize base on their board of directors/ professional hires. However, the system that i discuss is about the internal system. Therefore, the system will be discuss further in from the interview.

what do i want

I want to graduated as soon as possible in apiit. Then i want to return china to find a good work and  i can earning more money.

together

Last Friday which is 11-11-2011 is a special day and we did something special in ISOM class.
Suppose is for classmate to presentation but then no one going to present and we played a game which is to more know about our classmate who are less or not contact with each other before.
And so, i got Liu YiJiang as my partner.
We were are in same race so call because we are Chinese people. But we do less talk eventually, we just talk during in class for education.
We have some activities in the class to know more about friend. And at the end, Ms Indah was asked us to pass our buddy week which wants us to hang out on weekend to know more about each other.
BUT!
Unfortunately, Saturday i was have a date that have planned since on last Saturday (4-11-2011). So we are not going to meet on Saturday.
Sunday was my family day that usual go back visit my lovely grandmother at Kajang. Usually from morning 11am till night 9pm only go back home.
So that, we have no time for this buddy weekend to hang out and our mission was officially failed :P
YiJiang was an intelligent guy... guess... i will out with him next time. Looking forward for the hang out :)

Project plan

Personality Test

1. Introduction

1.1 Report

This report consists of four sections. The first section briefly explains the theoretical background of the test. Your personality profile is discussed in the second section based on your scores for the five personality traits of the Big Five theory. In the third section, whether combinations of the five personality traits result in additional key personality traits is reviewed. The last section explains the meaning of the test and how the results can be interpreted or used.

1.2 Theoretical background

The list of all of the personality traits that can be measured with questionnaires is very long. Virtually effortlessly, more than fifty traits can be found that have been researched by test developers and psychologists. All of these traits, however, are derived from five main personality traits. This test refers to these five traits as Emotional stability, Extraversion, Conscientiousness, Agreeableness and Openness. Professional literature also refers to these as the Big Five. These are the five traits that can be found in numerous personality tests. Some personality tests consist of six, seven or even more personality traits. In these tests, one of the five main traits is often subdivided. As you read the results of your test, you will understand exactly what each personality trait stands for.
To one extent or another, all of the traits listed above affect the way people deal with or respond to others. High, low or average scores on personality traits all have their own advantages and disadvantages depending on the situation or the people involved in the interaction. An accommodating person, for example, will be liked by many people. By contrast, a critical person will not be liked very well by some people. However, the critical individual will not be easily brushed aside.
Tests in which the Big Five personality traits are measured provide insight into your primary personality traits in relation to other relevant people. This is rather essential. Take a person's height, for example. With a height of six feet, the average Western European or American person will seem like a giant in Japan. The same types of phenomena also affect the personality. The extent of your Extraversion, for example, is another relative score: you are an extravert to a certain extent in comparison to others. Sadly, many free tests are available on the Internet that do not provide results based on a comparison between you and the right reference group. The person who made up the test has decided what is considered a high or a low score: developing a standard is time consuming and expensive. This personality test provides goog insight into your personality, particularly in relation to the average Western person.

2. Introduction to your scores

Your personality is described based on five personality traits: Emotional stability, Extraversion, Conscientiousness, Agreeableness and Openness. Each personality trait has two extremes. The meaning of the two extremes is explained to the left and right of the scale with your score. If your score is more to the left on the scale, the words on the left apply more to you. If your score is more to the right, the words on the right are more applicable. If your score is in the middle, the words on both sides apply to some degree. Scores to the left of the middle are called low or below-average scores. Scores to the right of the middle are above-average or high. An average score means that your score for that particular personality trait is generally the same as the average for the reference group. Statistical analysis is used to calculate the extent to which your scores differ from the average score. Qualifications like low, below-average, average or high are not results that can be considered good or poor. Some situations call for a certain trait while the same trait is not appreciated in other situations. A person who is usually calm and collected will generally suffer little from stress. Others may consider that person to be unenthusiastic or unsympathetic.
Your scores are calculated in relation to the adult Western population. Generally, a distinction is made between people who have taken the test to gain more personal insight and those who have done it for an assessment or job interview. In general, people who do a test to gain personal insight are more critical of themselves than those doing it for an assessment or job interview. It is important to compare scores with the correct reference group as this will affect your results. You are considered to have taken this test to gain more insight into your personality. Your scores were therefore determined based on a reference group of people who completed the test for the same reason.

2.1 'Emotional stability'

This personality trait pertains to the extent to which a person is sensitive to stimuli in the environment and needs to have certainty and stability.

Your score on this trait is low. You responses are usually relatively alert and involved. However, you may sometimes get overwhelmed by negative feelings, such as fear, shame or anger. It is relatively more difficult for you to get past such feelings. Sometimes your thinking is too negative and you probably worry more than actually necessary. As a result, others may sometimes perceive you to be troubled or tense. The advantage of this is that you will not be easily considered to be cold. Sometimes you devote extra effort to doing things right. As a result, you can be appreciated for your enthusiasm and caring. You prefer being with people who, like you, can be sensitive and empathetic. It is relatively more difficult for you to deal with people who show little enthusiasm or sensitivity. For the record, Emotional stability is the specific scale that fluctuates based on your actual state of mind. Depending on your particular mood or meaningful events in your life, the description given here may apply to a greater or lesser extent.

2.2 'Extraversion'

This personality trait pertains to the need for social stimuli. It sketches the extent to which a person goes looking for action and others, for the place where things are happening, or tends to avoid disturbances.

Your score on this trait is average. You are equally fond of having fun with others and being alone. In general, you are energetic but not overenthusiastic. You like your privacy but also do well in groups. At parties or in a group, you do not feel a need for attention. If asked or if there is a reason to do so, you will voice your opinion. You do not feel the need to be busy all the time, but you are also not one to simply relax. You feel comfortable with people who are not afraid to take the initiative when the situation arises. But you can also deal with people who are more introverted or who crave attention. You enjoy contact with others, but this is not essential. You can appear to be both hesitant and spontaneous. In principle, an average score on this scale makes you open to both those who are reserved and extroverts.

2.3 'Conscientiousness'

This personality trait pertains to purposefulness. It reflects the extent to which a person is focused, exact and orderly, or flexible instead.

Your score on this trait is average. This indicates that you are a person who has his/her affairs reasonably well organized. You like to take a systematic approach without being too prudent. It is probably relatively easy for you to find a healthy balance between your work and your private life. You are the kind of person who can achieve impressive results with relatively little effort. However, striving for perfection is not in your nature. In other words, you are a person who acts to achieve a certain goal but who is willing to compromise. This makes you both effective and flexible, so that many people consider you to be a pleasant colleague or person. In general, you get along well with people who like order and neatness. As long as they are not too persistent.

2.4 'Agreeableness'

This personality trait pertains to attentiveness and people mindedness. It indicates the extent to which a person is interested in other people, and how affable the person is. A lower score points to a more business-like and functional approach.

Your score on this trait is average. You can be very friendly but also relatively direct. In general, you are interested in people and their motives, but can also be business-like. When you do things, you are guided by rationale on the one hand and the circumstances on the other. This means that you can take the feelings of others into account, but can also be relatively direct and less diplomatic. As a result, people will consider you to be both friendly and direct. In other words: a person who is not afraid to say what needs saying, but who is also able to do so in a friendly manner. You get along well with people who are nice but also capable of standing up for themselves. As long as they are not arrogant or individualistic.

2.5 'Openess'

This personality trait pertains to originality and intellect. It is related to the extent to which a person searches for new insights, or has a more practical, routine-like attitude.

Your score on this trait is below average. You are more focused than others on the here and now. Instead of thinking things up or considering alternatives, you prefer to get down to work. Why make things difficult? Thus you are also not the type who readily wants things discussed. As a result, you can seem to be polite and correct. In general, you slightly prefer routine and tend to take a practical approach. Specific others may consider you to be conservative or even rigid as a result, but also especially loyal and rule abiding. It is sometimes difficult for you to deal with people who are dreamy, vague or always wondering whether there is a better way to do things. You prefer to accept things as they are. Your preference is for people who can take a level-headed approach.

3. Key personality types

In this section, whether combinations of personality traits will result in an additional key personality type is reviewed. You have seen your score for each of the main traits for the Big Five. The score was assessed in terms of (very) high, (just) above-average, average, (just) below-average or (very) low. Combining the non-average scores results in key personality types that significantly add to your five personality traits. A key personality type can be used to summarize your personality based on your scores for the Big Five. A person with an very high score for Emotional stability and an very high score for Extraversion can also be very decisive. This person will be relatively unaffected by stress while also being the type to easily take charge. A person who scores above average for these personality traits but not very high has this personality type to a somewhat lesser degree. The personality type is then applicable clearly or depending on the situation rather than very clearly
Based on your scores the following key personality type is clearly applicable:
Your scores for Emotional stability and Openness can result in a personality that can best be typified as seeing before believing. In their behavior, people with this type of personality sometimes appear to be conservative or resisting change. This attitude can be inspired by a healthy fear of the unknown or a need to hold on to what is familiar and has proven itself.

4. Summary

Some people are naturally more modest while others gladly sing their own praises. Because this report reflects how you see yourself, the results may have been influenced in a certain direction. You can also have someone else who knows you relatively well complete the test about you. Differences as compared to the test you completed for yourself may say something about your self-image or the way you show yourself to others.
Personality traits are generally considered to be relatively constant over the course of time. It is therefore wiser to look at the traits that you have and how they can be used to your advantage than to try to change a trait. That is much more difficult if not impossible, and requires relatively much more energy. Moreover, a certain trait that is less desirable in some situations can be highly advantageous in another situation, work or otherwise. The challenge is finding a hobby, study, partner, and home or work environment that is the best suited to your personality. The better the fit between your environment and your personality, the more at ease you will be and the better you will feel. This can be translated into happiness, success or pleasant relationships with others.
Lastly, it should be noted that this test measures five of your personality traits. A person's personality cannot, however, be completely expressed in five traits. Each individual is too unique to determine exactly how his or her personality works merely based on a list of questions. This test gives you the vocabulary with which you can look at yourself in comparison to others and learn from that comparison. In other words, understand that the test summarizes your personality without an ultimate total judgment. That is theoretically nearly impossible to do.