Remote Access Security: Optimum Strategy and Solutions for Small and Medium Scale Enterprises (SMEs)

Small and medium enterprises (SMEs) are depending more on their ICT framework however they do not possess the ability to direct it reasonably because of monetary impediments, limited assets, and insufficient specialized expertise. A sizeable number of SME executives expect that ICT security per remote access in their organizations is only like introducing a firewall and refreshing the antivirus program as frequently on a case by case basis. Remote access initiatives, against hacking systems and approaches, remote access controls, and numerous other related aspects are only investigated solely after security breaches. To improve remote access security in an organization comprehensively, four aspects including organizational, work process, data, and technical aspects must be figured out. With SMEs’ limited spending plans and more requirements for remote employees, it is exceptionally evident that they will remain easy prey for attackers since they cannot bear the cost of the typical secure remote access technologies and solutions. This paper explored a more ideal solution that will fit into the usual SME low remote access security financial plans but at the same time sufficiently powerful to protect them from digital and other IT attacks.

Effect of organizational culture and leadership style on employee performance through work motivation at pt. Kereta commuter Indonesia

This study aims to determine the effect of organizational culture on employee performance, leadership style on employee performance, work motivation on employee performance, organizational culture on work motivation, leadership style on work motivation, organizational culture on employee performance through work motivation and determine the effect of leadership style and organizational culture on employee performance through work motivation. The research was conducted at PT. Kereta Commuter Indonesia involves 122 employees of the company. Data analysis using path analysis. The results showed that organizational culture variables affect employee performance, leadership style affects employee performance, motivation affects employee performance, organizational culture affects motivation, leadership style affects motivation. Organizational culture on employee performance is 0.564. The influence of organizational culture on performance through motivation is 0.697 x 0.865 = 0.603. In this case, the indirect effect is greater than the direct effect, so it can be said that the work motivation variable is intervening. The direct influence of organizational work culture on employee performance is 0.657. In contrast, the influence of work organizational culture on employee performance through motivation is 0.782 x 0.865 = 0.676. In this case, the indirect effect is greater than the direct effect, so it can be said that the work motivation variable is intervening.

PLANNING (PERENCANAAN) DALAM MANAJEMEN PENDIDIKAN ISLAM

Planning is needed by various forms of organization, because this planning is the basic process of management in making decisions and actions. Planning is needed in any type of activity, whether it be organizational, corporate or community activities, and planning exists in every management function, because these functions can only carry out the decisions that have been determined in the planning. This article aims to explain the importance of planning in the Islamic education system. The results show that in management, planning is the process of defining organizational goals, creating strategies to achieve those goals, and developing organizational work activity plans. Planning is the most important process of all management functions because without planning the other functions of organizing, directing, and controlling will not be able to run. Good planning will result in good management. It is better to take decisions and actions in various forms of organization using the basic management process in the form of planning. In a plan, it is necessary to pay attention to the nature of a good plan to achieve the desired results.

YULII MYKOLAIOVYCH YATCHENKO (1928–2020). MEMORIES OF THE ARTIST [publication of the document]

The article is a publication of the memories of Yulii Mykolaiovych Yatchenko, a Ukrainian painter, graduate of the Kyiv State Art Institute (KSAI), student of S. Hryhoriev, M. Sharonov, H. Melikhov, and K. Ieleva. Yulii Yatchenko dedicated almost his entire life to pedagogical and organizational work: Director of the Republican Art Secondary School named after T.H. Shevchenko, Professor of the Department of Drawing and Vice-Rector for scientific work of the KSAI, as well as he headed the Directorate of Art Exhibitions of the Ministry of Culture of the USSR. The manuscript work «Memories of the Artist» of Yulii Mykolaiovych Yatchenko was prepared by him for printing in 2014. The manuscript contains two parts: «Memories of the Artist. The Story» and «Work on the Images of Princes and Kings». Now the first part is published, in which the author recalls both his training at the KSAI (now — «the NAFAA») and the methods of work and education of the teachers; describes moments of the creative process over the painting «With the Dream of Peace. Rescuing Works of Dresden Art Gallery by Soviet Troops in 1945» (1959) and other major paintings; revives in memories trips to Dresden and communication with the management of the Dresden Gallery, visits of the Ukrainian delegation for culture to Portugal, creative trips to Lithuania and Latvia, stay in Sedniv and Kanev; as if relives the pleasant moments associated with personal exhibitions in the halls of the National Academy of Fine Arts and Architecture. Yulii Yatchenko also draws attention to the issues of pedagogy, drawing teaching methods, reflects on the needs of creative youth. Finally, the author dives into his childhood memories, verbally describing his family and his ancestors. The feature of «Memories of the Artist» of Yulii Yatchenko is the absence of a rigid chronology and informality of presentation; the artist wrote down his own memories in the sequence in which they surfaced in his memory. After reading the «Memories», there is a feeling of personal communication with Yulii Mykolaiovych Yatchenko. The publication is a unique original testimony of the artist, a representative of that generation, whose creative path began in the difficult postwar period, in times of severe ideological constraints. The material of his memories is useful for teachers, graduate and undergraduate students, as well as connoisseurs of art in general and the creativity of Yulii Mykolaiovych Yatchenko in particular.

OVERVIEW OF ACTIVITIES OF PRIMORSKY REGIONAL LABOR EXCHANGE FOR 1918

The article is devoted to the activities of Primorsky Regional Labor Exchange - an institution responsible for combating unemployment. The history of functioning of Labor Exchange in Primorsky region underwent several stages. The first stage is related to the activities of Provisional Government. The next one is the Soviet period, characterized by organizational work to establish a system of registration of the unemployed and the formation of the stock exchange committee. The third stage was the rule of non-Bolshevik governments, when there was an attempt to conduct statistical records of workers, enterprises and institutions in the region, as well as to find out the norms of remuneration.

Bureaucratic routines and error management in algorithmic systems

This article discusses how an analogy between algorithms and bureaucratic decision-making could help conceptualize error management in algorithmic systems. It argues that a view of algorithms as irreflexive bureaucratic processes is insufficient as an account of errors in complex public sector contexts, where algorithms operate jointly with other organizational work practices. To conceptualize such contexts, the article proposes that algorithms could be viewed as analogous to more traditional work routines in bureaucratic organizations. Doing so helps clarify that algorithmic irreflexivity becomes problematic when the coordination of routine work around automation fails. Thus, also the challenges of error management come to concern the wider context of organized work. This argument is illustrated using known examples from the critical literature on algorithms. Finally, drawing on recent studies in routine dynamics, the article formulates empirical research directions on error management in algorithmic systems.

Improving employee job satisfaction in aviation industry

Job satisfaction is an important issue in an organization. Job satisfaction has been talked about over and over again because of the importance it has in both individual and group behaviour, which will affect in the productivity of an organization. Even though the role of job satisfaction is important in an organization, it is sometimes unnoticed and ignored by the management which in turn results in a decrease of organizational work performance. This study aims to answer why job satisfaction is important and how to improve it in aviation industry. The method used in this research is a literature review by finding specific researches that corresponds to the topic discussed, which is job satisfaction, to integrate them into a concise conclusion. This research uses samples from published journals in the last 10 years (2011 – 2021) found through google scholar with the main variable job satisfaction. The result of this study shows that based on the literature reviews of different journals, job satisfaction proves to strengthen employee engagement and organizational commitment, decreases the rate of employee turnover and improves employee productivity. There are a few proven ways to increase job satisfaction in aviation industry which is creating a conducive/positive work environment, applying reward and recognition management, developing the potential skills of employees and continuous evaluation and measurement of employee job satisfaction.

Do Career Demands and Career Choices Always Coincide? A Matching Perspective Based on Career Anchors and Job Characteristics

Career choice is an important behavior for people wanting to develop their social life and is a key link to doing so. The matching of career choice with an individual’s real work demands will have a significant impact on the development of individuals, organizations, and society. However, at this stage, there are few studies on this matching situation. From the perspective of the matching of career anchors and job characteristics, this study explored the distribution and different characteristics of employees’ career demands and their career choices through a survey of 407 employees, and further discussed the matching status of these. The results of the study are as follows: (1) Individual career demands (career anchors) presented three attributes: single, multiple, and unclear. Among the single career anchor types, life anchors had the largest proportion, while among multiple career anchor individuals, individuals with both challenge anchors and service anchors accounted for the majority. (2) Individual career demands (career anchors) were significantly different across most demographic variables and organizational/work variables. (3) Deviations between employees’ career demands and their career choices seemed to be a common phenomenon, with the highest degree of fit (62.79%) with the entrepreneurial creativity anchor and the lowest degree of fit (21.28%) with the lifestyle anchor. In addition, in an analysis of three job fit characteristics, the entrepreneurial creativity anchor had a significant preference for managerial characteristics, whereas the challenge anchor had a significant preference for technological characteristics. The degrees of fit of the other anchors were characterized by the frequency of ‘right suboptimal fit’ being larger than that of ‘left suboptimal fit’. In other words, a specific career anchor had a significant preference for job characteristics matched by the right career anchor, with the midpoint of the career anchor octagon model defining the angle of observation. This study provides a reference for human resource management departments and for employees’ recognition and planning of career anchors.

Image perception of chain hotel companies by consumers

The hotel industry is growing and changing every time human needs change. There are a huge number of chain hotel companies ready to meet the needs of potential customers. In the conditions of ever-increasing competition, hotel companies are faced with the task of creating a positive image. The image itself is a mandatory element of a hotel brand and exists throughout its entire life path. Creating a positive image requires a lot of creative and organizational work. The purpose of the research is to determine the degree of influence of the image and reputation of a chain hotel company on the consciousness of consumers. The problem with the study is that it is impossible to accurately determine the unanimous opinion of consumers. Each brand has advantages and disadvantages, some consumers have used the services of chain hotel companies, and some have not, however, this will help to consider different sides of consumer views.

Overcoming cross-organizational barriers to success in offshore projects

PurposeAdvances in information technology coupled with the need to build resilience against disruptions by pandemics like COVID-19 continue to emphasize offshoring services in the software industry. Service-level agreements (SLAs) have served as a key mechanism for safeguarding against risk in offshore service arrangements. Yet, variations in service cost and quality persist. This study aims to open up the blackbox linking SLAs to offshore project outcomes by examining (1) how the provisions in these contracts affect the ability of project teams – the work unit primarily in charge of producing the offshored service – to achieve their objectives and fulfill client requirements and (2) how differences in contextual factors shape the effects of these provisions.Design/methodology/approachThe authors incorporate the role of organizational work practice differences to understand the challenges that 270 offshore project teams faced in coordinating and integrating technical and business domain knowledge across organizational boundaries in offshore arrangements. The examined offshore IT projects were managed by a leading software vendor in India and several of its US-based clients over a three-year period.FindingsThe authors demonstrate that organizational work practice differences represent a barrier to offshore project success, and that project team transition processes are an important mechanism for overcoming these barriers. Moreover, the authors find that transition processes represent key mediating mechanisms through which SLA provisions affect offshore project outcomes.Originality/valueThe study findings shed light on how SLAs shape software project teams' balance between activities aimed at meeting client needs and those aimed at containing costs.