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Senior Product Manager of Software Monetization at Gemalto, Philip Zhu, explains how a software monetization solution can benefit your business. This quarter sees the arrival of Sentinel EMS 3. Continue reading to find out why buying a commercial solution is preferable to building one yourself, learn about monetizing the 3rd Platform, and get the latest on licensing and entitlement management in the IoT.
While it may be tempting to save yourself a few bucks in the short term, what happens when your homegrown system will no longer scale and you are faced with costly re-engineering bills? A commercial software monetization solution that constantly evolves with your business, supporting new use case scenarios, operating systems, and revenue models, will prove far more cost effective.
Given its massive scale, there is a pressing need to implement a secure yet flexible software monetization solution that not only overcomes security challenges posed by the 3rd Platform, but maximizes the value that companies derive from their software offerings. Read the IDC report here:. Gartner, too, recognizes that as the IoT gains traction, software has become the single most valuable component in a product offering. LEM solutions are needed to protect, differentiate, and monetize that software, especially in such a connected space as the IoT.
In the following reports, Gartner explains how, in order to maximize revenue potential, device manufacturers must change their approach to licensing and implement a licensing and entitlement management solution that best fits their business strategy. With the countdown to LicensingLive! You can view the full agenda and speaker lineup here.
Highlights include:. Be sure to join us at The Juniper Hotel in Cupertino, California on October for what promises to be a highly engaging event. Space is limited, so register now to reserve your seat. In the meantime, you can watch previous LicensingLive! For nearly four decades, NI National Instruments has been instrumental in providing engineers and scientists with tools that accelerate productivity, innovation, and discovery.
Not only do Sentinel solutions support the widest range of business models in the industry, they also allow you to control every aspect of the licensing lifecycle on the fly, so you can stay up to date with the latest market trends. Available in a variety of form factors to suit every configuration, Sentinel license keys are crucial to your success in connected environments such as the IoT.
Ask the Experts is a quarterly webcast series introducing new trends in the licensing, entitlement, and protection space. Sentinel EMS is a Web-based solution that provides software publishers with a unified platform for all their licensing and entitlement management functions, a simple interface for back-office systems, and a variety of data collection and reporting tools. It is designed to improve business operations, thereby enhancing the end-user experience and maximizing profitability.
This release of EMS includes feature enhancements, enabling you to better manage your customers and back office. New features and improvements in this build include:. This End of Sale notice affects the following products:. The technology will still be supported, but we encourage you to consider switching over to our Sentinel HL replacement keys, which are fully compatible with your existing implementations. Sentinel HL is the preferred form factor for customers wanting to leverage the most advanced licensing capabilities. Your sales rep will be happy to assist with any questions or concerns you may have.
LEAP: Lean and Agile Practices Linking Engineering Higher Education to Industry | EPALE
But what does this mean for ISVs and, by extension, device manufacturers? What makes Android such an attractive proposition for ISVs and device manufacturers? Unlike iOS, Android is an open-source platform that can be customized at a relatively low cost. This is great for anyone looking to enter the IoT space, whether their offering is intended for consumer or industrial use.
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Case in point, Google has built dedicated operating systems for its Android Wear, Android Auto, and Android TV ranges, and now rumor has it that Microsoft is considering adding Android support to its Windows mobile platform. Those are some pretty big votes of confidence. I think it comes down to security concerns such as IP theft, reverse engineering, and unauthorized usage.
DOI: Abstract : The aim of this paper is to compare and contrast the theories of motivation and how they are used to inspire employees to develop the drive to achieve. The importance of motivation in organizations and job satisfaction is vital for the achievement of organizational goals and objectives.
The Next Big Leap in Manufacturing: How Technology Can Enable “Connected Factories”
The consequences of organizations operating without any purpose of motivation towards its employees are far catastrophic, such as depression, turnover, burnout which can derail the success of organizations. For organizations to make employees their biggest asset and retention purposes, motivation should be a priority.
The study tries to help organizations with suggestions to cultivate conducive atmospheres and relationships for employees to work under, to foster positive attitudes towards their work. A qualitative approach and theory based application were considered for this study. In all enterprises whether private or state owned, motivation plays a key role in driving employees towards achieving their goals, organizational goals and to a certain extent the dreams of their nations.
There are many theories of motivation, and they mostly give a relation or influence the outcomes of employee job satisfaction. Contemporary theories of motivation incorporate equity, control and agency theory, as well as goal setting, reinforcement, and job design theory. The theories of motivation maybe categorized according to their definitions and purpose but critical analysis reveal that they are all linked, they lead to serving satisfaction in employees.
The use of both content and process theories must be put into practice to motivate employees effectively. If hygiene factors factors outside the job itself, such as working conditions, salary and incentive pay are inadequate, employees become dissatisfied. Rewards as the main factor of motivation can also encourage retention within the organization, and the broader employment relationship and social exchange are significant. According to David and Anderzej , motivation can be understood as cognitive decision making in which the intension is to make the behavior that is aimed at achieving a certain goal through initiation and monitoring.
At work places, reviews are done using appraisals and appraisals at work have predetermined standards, and their outcome may provoke an emotional reaction in the employee, and this reaction will determine how satisfied or dissatisfied an employee is. Good marks in reviews may reflect that an employee is satisfied and bad marks may reflect the opposite. In every employee, motivation maybe because outside factors extrinsic such as rewards or within an individual intrinsic , desire to do better. For us to help understand underpinnings to motivation, we must first explore what job satisfaction means because motivated employees will have a job satisfaction.
According to Kumar and Singh , p. Regardless of the actual circumstances and situation, job satisfaction is an emotional response that cannot be seen, only inferred. Jehanzeb, Rasheed, Rasheed and Aamir , p. Organisations must be seen to support employees in their daily work in order to bring about loyalty and improve retention by removing elements that may create dissatisfaction, while bearing in mind that in a heterogeneous environment, with male and female employees from different age groups, generations, and to a certain extent backgrounds, and with varying qualifications or experience, no single element will produce either universal approbation or collective disapproval.
Based on the basic physical, biological, social and psychological needs of human beings, Maslow came up with a five-stage theory that places the needs of the individual in different categories and prioritizes their attainment. Teachers, like all people, have needs that have to be satisfied. Besides the basic needs for food, shelter and clothing, safety from physical, harm, and social interaction, they also need the recognition and appreciation of students, colleagues, and parents. At the other end of the spectrum, Herzberg identified institutional politics, the management approach, supervision, pay, relationships at work and working conditions as factors that may demoralize employees.
Employees should be promoted after completing certain stages of their career and should receive recognition for special achievements — for example, when they produce exceptional results in their subject areas; on a more basic level, they should also be given responsibility to determine how to handle tasks that relate to their jobs. The Two-factor theory has however drawn its share of criticism.
Golshan et al. Another criticism leveled against it is that it makes assumptions that every individual will react in the same way in the similar situation. Theory Y assumptions take the opposite view: the mental and physical inputs expended at the workplace are equated and par with those rest or play. External factors or any threats from outside may not be the sole influence for exerting effort. Workers or people can exercise caution and discipline to have objectives achieved, but the hunger in their desire to commit to objectives is dependent on how big are the rewards as assigned to that kind of achievement.
Under normal circumstances, people can adapt to seek responsibility and not only accept it Saif et al. Applying these assumptions to a school environment, one could argue that two of the main causes of dissatisfaction among teachers are having to deal with problem students and a strict and inconsiderate management, for example a principal who is coercive and does not appreciate the efforts of teachers, or an overly directive principal who never delegates or allows teachers to make independent decisions.
This theory is readily applicable to academic environments and explains why some teachers are high achievers, despite the difficulties they face: they set themselves high goals and achieving these goals is what drives them. The equity theory postulates that employees will weigh their input into a job against the output they receive from it — the more the rewards, the greater their satisfaction. This resonates with Naveed et al. Regarding this theory, employees who perceive that they receive more output from their jobs than what they put into them will experience job satisfaction.
Certain aspects of the job itself also shape how an employee perceives it. Tasks that are clarified bring a better job satisfaction since a clear role breeds a work force that is happy, committed and shows much involvement in work that is done. Authors identified five major job characteristics that impact on the psychological state of an employee and influence their motivation and job satisfaction, as well as their levels of absenteeism, namely the variety of skills involved in a task, the identity and significance of the task, autonomy, and feedback. Employees compare their input-outcome ratio with that of other employees and if they perceive it to be fair, employees will experience satisfaction Robbins, If employees perceive an inequity in their input-outcome ratio compared to other employees, they become dissatisfied and less motivated.
The potential problem with this theory is that there is a possibility of a relationship between what people desire and what they consider important. These concepts can be separable theoretically but practically hard to differentiate. The idea is to derive satisfaction and minimize dissatisfaction in employees.
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