Performance Evaluation of The SIERA System at the Regional Assets Management Agency of the DKI Jakarta Provincial Government Using the COBIT 5 Framework

Objective –To measuring and knowing the level of capability, the value of gaps, and recommendations forimprovement for SIERA information system performance using the framework COBIT 5 based on the processAPO08 Manage Relationship and BAI07 Manage Change Acceptance and Transitioning.Methodology –This research uses a qualitative method and a quantitative method called the mix method. Thequalitative method is used to analyze the level of capability expected from the application of the SIERA informationsystem based on the results of interview answers. In contrast, the quantitative method is used to analyze the level ofcapability that has been achieved so far based on the results of a questionnaire that has been filled out by fourrespondents determined by a convenient sampling technique.Findings – The research found the results that the APO08 domain stopped at level 2, and the domain BAI07 stoppedat desired level 1, so corrective actions need to be taken to reach the level expected level 4.Novelty – By measuring the performance evaluation of the SIERA system, the Regional Asset Management Agencyof DKI Jakarta Province can determine the level of capability that has been achieved and the value of the gap withthe expected level of capability, and assisting the Regional Asset Management Agency of the DKI Jakarta ProvincialGovernment to take corrective actions based on recommendations from the findings in SIERA.Keywords: APO08 Manage Relationship, BAI07 Manage Change Acceptance and Transitioning, COBIT 5, DKIJakarta Regional Asset Management Agency

DESCRIPTIVE ANALYSIS OF PERCEIVED CHANGE ACCEPTANCE AND CHANGE REJECTION IN BANKS IN NORTH CENTRAL NIGERIA

This study aimed at analysing perceived change acceptance and change rejection in banks in North Central Nigeria. The study used review strategy and survey strategy. Staff of Systematic Important Banks (SIBs) was the object of interest. For the sample size, given the population for each state (Benue- 168 and Kogi- 202) in the North Central, Sallant and Dillman’s method was used to arrive at 189. Data were analysed using descriptive analytical techniques. Finding showed that employees’ change rejection factors such as perceived change outcomes and change methods are the strongest factors in Benue State while bank employees are likely to reject organizational change on the basis of change type or methods in Kogi State. Finding further showed that the attitude of employees towards change is the strongest factors influencing acceptance of organizational change in Benue State, and that change based on complexity is the strongest factors influencing acceptance of organizational change in banks in Kogi State. The study concluded that employees’ change resistance or rejection is subject to numerous factors. The study recommended that bank leaders should monitor change outcomes and change methods in Benue State, and that change type or methods should be given strong attention in Kogi State.

Social workers’ constructions of parents to children in foster care

Parents of children in out-of-home care receive little support from social services. Drawing on qualitative data collected in the project ‘Parent at a distance’, in which social services in seven municipalities in Sweden aimed to improve support to parents whose children are placed in foster care, this paper explores social workers’ discourses about parents to children in care. The analysis is based on focus group data in which a total of 52 social workers reflected on parents to children in care and how they can be supported by social services. The concept of interpretive repertoires was used to analyse how social workers in interaction construct parents and their support needs. The identified repertoires of change, acceptance, permanency, biology and non-biology may contribute to the understanding of why so few parents receive support, even though legislation stipulates that placements should be temporary. The paper concluded that discourses may shape support practices and thus it is crucial that social workers reflect on and develop their awareness about their constructions of parents and their role for children in out-of-home care.

Acceptance and Commitment Therapy in Obsessive–Compulsive Disorder: A Case Study

Recent years have witnessed an increased interest in the use of “third-wave” psychotherapies in treating psychiatric disorders. These newer therapies are fundamentally different from the existing techniques such as cognitive behavioral therapy in terms of their guiding principles and processes of change. Acceptance and commitment therapy (ACT) is the most prominent among these “third wave” psychotherapies. However, there have not been any reports from India, thus far, that have studied the use of ACT in treating obsessive–compulsive disorder (OCD). We describe a case of OCD that was successfully treated with eight sessions of ACT, with the results being maintained over a one-month follow-up period. Postintervention tests revealed a significant decrease in obsessive–compulsive symptoms and an associated increase in psychological flexibility. This case study highlights the possible utility of ACT as a therapeutic intervention in OCD, especially when combined with pharmacotherapy.

An Exploration of Organizational Change and Employees’ Performance in Nigeria

This study focused on Organizational Change (OC) and employees’ performance in banks in North Central of Nigeria. The study ascertained the effects of tolerance to change and the activities of fraud, and strategy change, organizational structuring, attitude of employees towards change and organizational culture on the performance of banks employee in North Central of Nigeria. The study adopted survey research design. The population of the study for Benue State is 168 and Kogi State is 202. The sample size of the study was 189. Multistage random sampling technique was adopted. Data were analyzed using Multiple Regression. Findings showed that tolerance to change, activities of fraudsters, organizational structuring, strategy change and organizational culture have effect on the performance of banks employee. Finding shows that complexity, attitude of employees towards change and tolerance to change have significant and negative influence, and that perceived advantage and employee motivation has positive and significant influence on the change acceptance of bank employees. The study concluded that OC is pivot to banking practices. The study recommended that bank leaders should sustain change tolerance level, devise better strategic approach to dealing with fraudsters and their activities; this may facilitate employees’ improved performance in North Central of Nigeria.

Walking, Talking, and Tasting with Winegrowers in Central Ohio and Eastern France: Sensorial Approaches to Making Sense of Climate Change

Drawing on eighteen months of fieldwork throughout central Ohio, USA, and Alsace, eastern France, I reflect on the importance of relying on more than just my eyes when collecting data. I illustrate examples of how I have felt, heard, smelled, tasted, and now talk about the changes that winegrowers identify in their vineyards, wine cellars, and tasting rooms. Underlying my analysis is a range of winegrowers’ sensibilities when it comes to their attributions of landscape change, acceptance of climate variability, and acknowledgment of anthropogenic climate change. I affirm that it is necessary to look beyond what we observe, as we interpret the collective stories of winegrowers, which are rooted not only in global discourse of climate change but other realities of legislative and economic change. An attunement to the senses, though not in itself a novel concept, remains vital to crafting a holistic picture of which and how livelihoods are changing.

Transformational Leadership Incorporating Employee Change Acceptance in the Banking Sector: Mediating Effect of Workplace Spirituality

In this era, organizational change is a challenging task, especially to convince employees to accept the change. This study investigates the relationship of employee's acceptance to change with the impact of transformational leadership(TL) and analyses the mediating role of workplace spirituality(WS). Most of the studies in workplace spirituality literature consider transformational leader as an intense stimulation to nurture the spirituality of employees or to make change implementation successful. However, no previous studies explored employee reaction (i.e. acceptance) to change with the potent ingredient of spirituality factors. The data for this purpose was obtained by a time-lagged survey from a sample of 181 employees from private banks of Pakistan, which were used for further analysis using PROCESS (Model 4). The results of this study confirmed that the main effect of TL on Employees acceptance to change. Also, the study confirmed the full mediation of WS between the TL and employee acceptance to change. This study revealed the practical implications in the banking sector to enable the spirituality of employee for making change implementation successful also limitations of the study are highlighted.

Understanding the role of social media in organizational change implementation

Purpose The purpose of this study is to identify the role of social media in implementing effective organizational change. The study illuminates how social media applications support the antecedents of organizational change in the workplace. Design/methodology/approach The study followed an interpretive approach based on qualitative design and grounded theory using 41 non-directive and semi-structured interviews with change leaders and change recipients. These respondents were chosen using purposive sampling and thematic analysis was then performed using NVivo 11-Plus software. Findings This research highlights how social media applications can be used to overcome the challenges of organizational change implementation. The findings of the study illuminate various emerging themes such as social media applications are beneficial for fostering knowledge sharing about change processes and enhancing effective communication during change formulation and implementation. It can increase the level of trust and participation in decision-making and decrease the level of resistance to change. Also, it can enhance the level of support for change acceptance in the workplace. Practical implications Social media application (SMAs) are helpful to foster informal, constructive and relevant discussion with respect to routines organizational tasks, employee concerns about new changes, information about job security and financial and non-financial benefits after change implementation. The effective and efficient use of SMAs helps organizations to foster knowledge amongst employees and they can address various critical issues i.e. employee uncertainties about change initiatives, social consensus on the solution of problems and interactive communication among social actors within a network. Originality/value The study represents an effort to explore seldom-researched aspects such as the role of social media in the context of change formulation and implementation at the workplace. Social media applications have become popular across the world and the speed of their usage is rising day by day, but their real contribution toward organizational change has not yet been fully understood.