IBM Business Analytics-Case Analysis - 1181 Words

CASE ANALYSIS 6: MONEYGRAM INTERNATIONAL Company Background The MoneyGram brand is recognized throughout the world as a leading global payment services company. The diverse array of products and services we offer enables consumer and businesses to make payments and transfer money around the world. From New York to Russia or London to India - in more than 197 countries - MoneyGram s money transfer service moves money quickly and easily around the world. The payment services also help businesses operate more efficiently and cost effectively. We offer our products and services to consumers and businesses through a worldwide network of agents and financial institution customers. Ted Bridenstine, systems development†¦show more content†¦Ã¢â‚¬Å"We are able to detect and respond to fraud faster than before to protect our consumers as well as our global network of agents,† says Bridenstine. â€Å"We must remain ever vigilant in the face of more sophisticated financial fraudsters. The solution stopped US$30,000 of fraudulent transactions on the first day and within 17 days of operation, it had stopped US$1 million of fraudulent transactions. We’ve already stopped more than US$37.7 million in all in fraudulent transactions and prevented thousands of customers from losing funds to fraud.† Business Objectives †¢ Detect signs of fraud and money laundering QUESTIONS 1. Identify how predictive analytics was used to solve the business problem. Explain how the predictive analytics solution works. Money Gram International standing firmly at 230,000 locations in 197 countries is indeed a leading money transfer worldwide, and with such large constituency, is faced with pressure to keep away from fraud as well as compliance with regulations affecting the international business transactions. Because of the nature of Money Gram s business, which is of course money transfer which solely uses computer system to speed transactions, there is no single data element that associates an individual with one or moreShow MoreRelatedManaging Business And Research Data Is A Big Trend Right Now1566 Words   |  7 PagesIBM Watson Analytics Shreya Prabhu, San Jose State University, San Jose CA Abstract Managing business and research data is a big trend right now. In the dearth of skilled data analysts and data scientists as to the ever increasing need of managing and analyzing data, it is the need of the hour to search for tools and solutions that can achieve big data analysis. 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I believe that Cloudera, Hortonworks, and IBM are the top vendors for my company. The power of Hadoop is immense, with a future that promises even more innovation and capability. Our organization is one of the most successful of its kind. We rent drill pipe, landing string, and all associatedRead MoreImpact Of Big Data On Businesses1298 Words   |  6 Pages The impact of big data to businesses CIS 5681 Research Project Big Data Solution for Businesses Summer 2015 06/24/2015 Sai Kireety Kokkiligadda Sxk77140@ucmo.edu â€Æ' Abstract Big data is buzzword in every field of business as well as research. Organizations have found its application across various sectors from Sports to Security, from Healthcare to e-Commerce. Information when rightly put in use can cease the market. 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The Geography of Oceania, the Pacific Islands

Oceania is the name of the region consisting of island groups within the Central and South Pacific Ocean. It spans over 3.3 million square miles (8.5 million sq km). Some of the countries included in Oceania are Australia, New Zealand, Tuvalu, Samoa, Tonga, Papua New Guinea, the Solomon Islands, Vanuatu, Fiji, Palau, Micronesia, the Marshall Islands, Kiribati,  and Nauru. Oceania also includes several dependencies and territories such as American Samoa, Johnston Atoll,  and French Polynesia. Physical Geography In terms of its physical geography, the islands of Oceania are often divided into four different sub-regions based on the geologic processes playing a role in their physical development. The first of these is Australia. It is separated because of its location in the middle of the Indo-Australian Plate and the fact that, due to its location, there was no mountain building during its development. Instead, Australias current physical landscape features were formed mainly by erosion. The second landscape category in Oceania is the islands found on the collision boundaries between the Earths crustal plates. These are found specifically in the South Pacific. For example, at the collision boundary between the Indo-Australian and Pacific plates are places like New Zealand, Papua New Guinea,  and the Solomon Islands. The North Pacific portion of Oceania also features these types of landscapes along the Eurasian and Pacific plates. These plate collisions are responsible for the formation of mountains like those in New Zealand, which climb to over 10,000 feet (3,000 m). Volcanic islands such as Fiji are the third category of landscape types found in Oceania. These islands typically rise from the seafloor through hotspots in the Pacific Ocean basin. Most of these areas consist of very small islands with high mountain ranges. Finally, coral reef islands and atolls such as Tuvalu are the last type of landscape found in Oceania. Atolls specifically are responsible for the formation of low-lying land regions, some with enclosed lagoons. Climate Most of Oceania is divided into two climate zones. The first of these is temperate and the second is tropical. Most of Australia and all of New Zealand are within the temperate zone and most of the island areas in the Pacific are considered tropical. Oceanias temperate regions feature high levels of precipitation, cold winters, and warm to hot summers. The tropical regions in Oceania are hot and wet year round. In addition to these climatic zones, most of Oceania is impacted by continuous trade winds and sometimes hurricanes (called tropical cyclones in Oceania) which have historically caused catastrophic damage to countries and islands in the region. Flora and Fauna Because most of Oceania is tropical or temperate, there is an abundant amount of rainfall which produces tropical and temperate rainforests throughout the region. Tropical rainforests are common in some of the island countries located near the tropics, while temperate rainforests are common in New Zealand. In both of these types of forests, there is a plethora of plant and animal species, making Oceania one of the worlds most biodiverse regions. It is important to note, however, that not all of Oceania receives abundant rainfall, and portions of the region are arid or semiarid. Australia, for example, features large areas of arid land which have little vegetation. In addition, El Nià ±o has caused frequent droughts in recent decades in Northern Australia and Papua New Guinea. Oceanias fauna, like its flora, is also extremely biodiverse. Because much of the area consists of islands, unique species of birds, animals,  and insects evolved out of isolation from others. The presence of coral reefs such as the Great Barrier Reef and Kingman Reef also represent large areas of biodiversity and some are considered biodiversity hotspots. Population Most recently in 2018, Oceanias population was around 41 million people, with the majority centered in Australia and New Zealand. Those two countries alone accounted for more than 28 million people, while Papua New Guinea had a population of over 8 million. The remaining population of Oceania is scattered around the various islands making up the region. Urbanization Like its population distribution, urbanization and industrialization also vary in Oceania. 89% of Oceanias urban areas are in Australia and New Zealand and these countries also have the most well-established infrastructure. Australia, in particular, has many raw minerals and energy sources, and manufacturing is a large part of its and Oceanias economy. The rest of Oceania and specifically the Pacific islands are not well developed. Some of the islands have rich natural resources, but the majority do not. In addition, some of the island nations do not even have enough clean drinking water or food to supply to their citizens. Agriculture Agriculture is also important in Oceania and there are three types which are common in the region. These include subsistence agriculture, plantation crops ,  and capital-intensive agriculture. Subsistence agriculture occurs on most of the Pacific islands and is done to support local communities. Cassava, taro, yams, and sweet potatoes are the most common products of this type of agriculture. Plantation crops are planted on the medium tropical islands while capital-intensive agriculture is practiced mainly in Australia and New Zealand. Economy Fishing is a significant source of revenue because many islands have maritime exclusive economic zones that extend for 200 nautical miles and many small islands have granted permission to foreign countries to fish the region via fishing licenses.   Tourism is also important to Oceania because many of the tropical islands like Fiji offer aesthetic beauty, while Australia and New Zealand are modern cities with modern amenities. New Zealand has also become an area centered on the growing field of ecotourism.

Flat Essay Free Essays

Lisa Andersen Jeff Kosse, Instructor ENG 105: English Composition I March 13, 2010 Our Modern World The world is flat! One unsuspecting person might think that I’m very naive to make such an assertion. In fact, I’d argue that the other person was rather naive after reading The World is Flat by Thomas L. Friedman and The Reluctant Fundamentalist by Mohsid Hamid. We will write a custom essay sample on Flat Essay or any similar topic only for you Order Now In this essay, I will be explaining how I have come to conceive this notion. Now, what about the companies that do keep their businesses domestic? We, the United States, being a country where many ethnic groups and nationalities have come together, can still face stiff competition. We have immigrants wanting to live in the â€Å"greatest country in the world† so the reputation says. Companies can find people who will do the labor for less, just to have a job. Not only is there competition in laborers, but there’s competition in â€Å"white collar† jobs, as well. It’s all coming down to who has the best education, the ability, and the flexibility. For example, if the demand to relocate or travel is there and if one prospect won’t do it, the company or business will find a candidate who will. There are people in society today who know no boundaries and will do whatever it takes to climb the corporate ladder and if it means going to another country to obtain their desires or dreams, that’s exactly what they will do. This leads to a compelling point in the book, The Reluctant Fundamentalist in which the main character, Changez- a Pakistani, succeeded in earning a coveted job with a prestigious American company (Hamid, 5. This position was not necessarily sought upon because of a yearning to be an American, but rather as a vehicle to success and fortune. The drive for his success with this company was fueled by his desire to prove himself better than the American counterparts as opposed to the success of the prestigious company, itself. Changez had no emotional connection to the United States as evidenced by his indi fference to the attacks on the World Trade Center (Hamid, 72. ) As illustrated by Hamid, if the drive for success is possessed, then no boundaries will get in the way. How to cite Flat Essay, Essays

Organizational Change Management Rapid Supply Electronics Components

Question: Discuss about the Organizational Change Managementfor Rapid Supply Electronics Components Limited. Answer: Introduction It is important to state that Rapid Supply Electronics Components Limited (RSEC) gained acquisition of Electronic Bits Fast (EBF) in March of 2013. Both organizations worked in Australia, supplying electronic products to an extensive variety of clients. Various elements had risen on the EBF's procurement coordination, way to deal with overseeing deals, logistics, client administration and the brand qualities. The clients administration rule has added to its fast development over the past three years. RSEC is a devolved entity headquartered at Brisbane and a local structure that incorporates six specialty units serving diverse parts of Australia. Each of these specialty units has extensive self-governance including full duty regarding its own business power, dissemination operation and client administration office (McGeorge, 2013).Moreover, EBF brought a structure with the most capacities, including deals, logistics and client administration. They are situated at their head office in Sydney. The Board, with the assistance of the business frameworks chief, form the first RSEC association, and changed up the built structure. This concentrated on outlining and actualizing another association structure for deals, logistics and client administration and undertaking dealing with the physical move, acquainting RSEC staff with the EBF SAP framework, making new telephone and IT arranges, and developing another client administration office to oblige the improved client administration focus in Sydney (Harris, 2013). Analysis Board individuals put significant pressure on workers to finish the rebuilding of the new business premises. The board wanted it done as fast as possible. This was because they need to exhibit new project to shareholders. Furthermore, they insist on the work completion so as to justify the EBF venture. This feeling of direness prompted the business system supervisor to receive strict orders approach. Thus, little consideration was given to assess the individuals opinion. Most employees were denied a chance to contribute and influence the new decisions. Those individuals felt that they could offer helpful contribution on the changes being implemented (Stensaker, 2012).Staff who had worked for RSEC before the securing of the new place had assumed that, their method of working was prevalent and would be taken off. They cited this on the grounds that they will lose their jobs positions if RSEC is procured by EBF and form a new combined organization. Employees in the offices perceived tha t a number of them would be required to migrate (Fink, 2013). While some would not have to move, but this was not clarified until sometime after the official declaration. Many of the directors working in the RSEC territorial workplaces foresees that they would be surplus to prerequisites after the redesign. Change administration can be characterized as 'the procedure of ceaselessly restoring an association's bearing, structure. According to Burnes Goodman Dingli (2013) change is a component which is constantly present in the life of association. It exist both at operational and vital level. RSEC knows that changes are required and they are completely equipped to executing these adjustments. According to Burnes 2004; Rieley and Clarkson, 2001, the associations procedure and authoritative systems are something which is very inseparable unit and cannot be isolated. In the early times the speculations was that if the association continued to change its administration system, then it can no more run viably nor would it be able to make any valid results in its change execution and implementation (Mullins, 2013). It was believed that the organization needed to bring new administration hypothesis into their routine with a specific end policies, so as to accomplish its goals effectiveness. This means that an association needs to give abundant time for a specific change to be embraced and settle down on the day by day routine. Giving employees time to adapt on the new surrounding will enhance running of an organization in a proficient manner .However, RSEC perceived that staff ought to experience ceaseless change to accomplish productivity. An association needs to manage unexpected circumstances at RSEC firm, exceptionally focused on the environment and how to manage it. RSEC must be more adaptable and prepared for any situational changes (Booth, 2012). RSEC changed their working structures to be more aggressive and give the best to their clients. According to Bauer Jenny (2013)change is something to do with execution of new inventive methods for doing things, empowering the opportunity. Number of changes can be presented in the framework yet the one which conveys accomplishment to the association is thought to be the most vital one of all. There could be different components for change (Fink, 2013).Change can be either inward or outer. The initial move towards authoritative change is to comprehend the necessities of the association and issues with the present administration structure. Solutions Regardless of being a renowned brand, RSEC needs to confront some issues and make changes in its administrative structure (Chimusoro, 2012). Marketing and promoting plays a vital role in setting up an organization image. Primarily, RSEC ought to formulate new strategies in the view of increasing their sales and better the image of their business (Herholdt, 2012). This association is striving hard to attain its objective by acquisition of more firms such as EBF in expanding their market to diversified parts of the nation. It is pertinent to state that RSEC as any other organization is aimed at expanding its business through acquisition of more firms so that they reach more clients and able to increase on their sales with intent of realizing better profits for its business (Mullins, 2013). Moreover, this venture may meet its set goals of marketing, if it clearly studies the behavior of their customers in the market. This operation is easily carried out through conducting an empirical s urvey of the place in which the business has been located. To clear the aforesaid misunderstanding in the firm, there is need for the management to fully embrace effective communication. Changes are very necessary for a business; however, it ought to be carried out carefully so as not to interfere with normal functioning of the entire system. There are number of issues that should be considered before taking drastic steps of transforming the organization(McLennan, 2013). The management needs to highlight some of the underlying factors that may crop up after the firm decides to relocate. Moreover, it is important for the said organization to provide a clear modus operandi on how to solve probable problems that arises due to their action. Recommendation RSEC ought to consolidate administration in the framework to upgrade the nature of staff and the time spent by them at the work place. Diverse evaluation strategies can help workers (Bauer, 2013). Working environment can likewise be enhanced so that staff individuals can have a decent time, while working for the organization which in the meantime additionally benefits the company. Rapid Supply Electronics Components Limited alongside great administration group is expected to settle such inside clash issues. The second most essential change is to support the achievement that had been accomplished through execution of new administration process. For the accomplishment of progress administration, it is critical that every one of the employees is involved. The administration of the association ought to continually separate the present business sector viewpoints and foresee future situations, so that it can set itself up for next plans for progress that will be required for the achievement of the association (Head, 2012). According to Harris, McCaffer Edum-Fotwe (2013) assert that the administration of the association must create ideal opportunity for their staff. Due to uncertainties that was experienced in the organization, there is need for the management to take a total overhaul of their system with intent of improving on their performance for efficacy. The series of transformation in the organization was not expected by most of the employees. There is an aspect of uncertainty that is clearly exuded by this staff upon hearing that they would relocate their current position (Sharma, 2012). There is a lot of unpreparedness that is evident from the employees which makes it difficult during the transition period from their place of operation. This situation has resulted to some form of resistance and others treating the shifting with total indignation (Elearn, 2012). The system is experiencing entropy and this may hinder its functionality due to the instance of differences and dissatisfaction that is evident in the business. The management ought to have fully consulted different stakeholders and most importantly preparing its employees in advance on the decisions that the management arrived at (Goodman, 2013). This could have psychologically prepared the employees on appropriate step to take and also allow them time to fully comprehend on the managerial decisions There is a decent risk if RSEC cannot change its image as soon as possible. It needs to nourishment the industry from where it is, to a higher reputable company. Implementation At the point when implementation changes clashes, dependably take over. There are dependably clashes on the course towards changes either before or after it has been started. Change in administration can be the motivation to convey achievement, however clashes can bring issues if there are not determined in real time(Harris, 2013). The administration must know that it ought to have new equipped strategies to implement this vital changes. They also need to have the capacity to execute the strategies by adequately addressing the issues. It is essential to know the assent of the partners at the association as they are the part of the association. RSEC workers resisted changes administered by the management. Most of the times workers or clients individuals frequently oppose evolving (Harper, 2012). There might be representatives or clients who might acknowledge the change joyfully; however, the issue is with the individuals who do not comply with new administration system. More often than not they may believe that the change which has been introduced is nothing to do with solving the issue but it might exacerbate the circumstances. Workers are by all account not the only one who oppose changes. Once in a while even the clients themselves are not always prepared for change. Similarly, those employees who are opposed to this move of relocation may make the organization realize loss since they would be reluctant to fully participate in the growth of the business. Alongside this issue, Rapid Supply Electronics Components Limited may face, hard times finding the right staff to drive this changes. Notwithstanding from representatives and client's resistance there can be different obstructions this may influence the procedure of progress (Mader, 2013). According to Chimusoro (2012) advancement is something that does not happen in a day it takes arrangement of stages to complete the procedure of progress. So to conquer the issue of negative reaction, the administration management in the organization ought to make the staff experience fundamental by preparing advancement programs. The preparation project ought to be with the end goal that give complete comprehension of the system to the individuals. It ought to ensure that none of the data is missed in the preparation program. After the system there ought to be a follow up to check on the off chance that every one of the individuals have comprehended and have adequate data to bolster change. It is the prerogative of the management to fully implement its policies clearly and ensure that it is religiously followed the staff to the latter. This is achieved through signing of contracts. As such, all the employees are committed towards serving the firm regardless of its position or location (McGeorge, 2013). References Bauer, G. F. (2013). Salutogenic organizations and change: The concepts behind organizational health intervention research . Dordrecht: Springer. Booth, C. . (2012). Solutions to climate change challenges in the built environment. Chichester, West Sussex: Wiley-Blackwell. Chimusoro, I. (2012). Change Management for Parastatals: Analysis of Change Management, Leadership and Organisational Culture in a State Enterprise . SaarbruÃÅ'ˆcken: LAP LAMBERT Academic Publishing. Elearn. (2012). Change Management Revised Edition. Hoboken: Taylor Francis. Fink, D. (2013). Project risk governance: Managing uncertainty and creating organisational value. Goodman, M. . (2013). Creativity and strategic innovation management. Abingdon, Oxon: Routledge. Harper, R. R. (2012). Organisational Change in Retail Finance. Hoboken: Taylor and Francis. Harris, F. M.-F. (2013). Modern construction management. Hoboken: N.J: Wiley-Blackwell. Head, C. W. (2012). Planting the flag: Organisational change. Herholdt, J. (2012). Managing Change in Organisations. Randburg: Knowres Publishing. Mader, C. S. (2013). Effective change management, governance policy for sustainability transformation in higher education. McGeorge, W. D. (2013). Construction management: New directions. Chichester, West Sussex, U.K: John Wiley Sons Inc. McLennan, R. (2013). Cases in organisational behaviour. Taylor Francis. Mullins, L. J. (2013). Management organisational behaviour. Sharma, R. R. (2012). Change management and organisational transformation. New Delhi, India: Tata McGraw Hill. Stensaker, B. V. (2012). Managing reform in universities: The dynamics of culture, identity and organisational change. Basingstoke: Palgrave Macmillan. Sulkowski, L. (2012). Neodarwinism in Organization and Management. Frankfurt: Peter Lang GmbH, Internationaler Verlag der Wissenschaften.