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Solving the Dynamic Complexity Dilemma: Predictive and Prescriptive Business Management: Answering the Need for a New Paradigm
為了解決Learning outcomes im的問題，作者Abu El Ata, Nabil/ Perks, Maurice J. 這樣論述
為了解決Learning outcomes im的問題，作者陳于庭 這樣論述

Solving the Dynamic Complexity Dilemma: Predictive and Prescriptive Business Management: Answering the Need for a New Paradigm

為了解決Learning outcomes im的問題，作者Abu El Ata, Nabil,Perks, Maurice J. 這樣論述：

Dynamic complexity results from hidden, un-known factors--or more precisely, interactions between factors--that can unexpectedly im-pact the perfor-mance of systems. When the influences of dynamic complexity are not meas-ured and understood, new never-seen-before behaviors can come as unwelcomed sur

prises, which disrupt the performance of systems. Left alone, processes that were once prized for their effi-ciency unexpectedly begin to degrade--costs increase, while volumes and quality decline. Evidence of problems may come too late for effective resolution as technology advance-ments induce rap

id change and compress the time available to react to that change. The results of dynamic complexity are always negative and unmanaged dynamic complexity can bring business or global systems to the point of sudden chaos. The 2009 H1N1 pandemic, 2008 Credit Crunch and 2011 Fukushima Daiichi nuclear d

isaster are global examples of the dangers of undiagnosed dynamic complexity.With increasing frequency executive leaders today are discovering that their business and IT system performance levels are not meeting expectations. In most cases these performance deficiencies are caused by dynamic complex

ity, which lies hidden like a cancer until the symptoms reveal themselves--often when it is too late to avoid negative impacts on business outcomes. This book examines the growing business problem of dynamic complexity and presents a path to a practical solution. To achieve better predictability, or

ganizations must be able to expose new, dangerous patterns of behavior in time to take corrective actions and know which actions will yield the optimal results. The book authors promote new methods of risk management that use data collection, analytics, machine learning and automation processes to h

elp organizations more accurately predict the future and take strategic actions to improve performance outcomes. The presented means of achieving this goal are based upon the authors' practical experiences, backed by scientific principles, and results achieved through consulting engagements with ove

r 350 global organizations. Dr. Nabil Abu el Ata, Founder and CEO, Accretive Technologies as Accretive’s founder and CEO, Dr. Abu el Ata has invested over 20 years in perfecting the science behind the company’s X-Act Platform with over 15 patents. He offers a breadth of analytical skills, risk man

agement and business intelligence expertise, as well as IT and business process management knowledge. To say Dr. Abu el Ata has a passion for mathematics, science and technology and more specifically modeling of dynamic complexity for corporate systems would be under-statement. Having published two

books, 15 scientific papers, and over 300 tech-nical and management reports, he has a proven ability to absorb, process and add insight on a wide variety of technological subjects. Dr. Abu el Ata’s accomplishments include doctorate (Ph.D. and D.Sc. from Paris-Sorbonne) and bachelor’s degrees in Math

ematics and a master’s degree in Physi-cal Sciences (Royal Observatory, Cambridge University).He is a valued former Doctorate Fellow of the European Space Organization; former Data Processing Director and Advisor for the French Atomic Energy Authority; and former CTO of First Data. Dr. Abu el Ata is

also an advisory board member of the European Strategic Program for Research in IT; a Steering Committee member for European Programs: Pyramid, Europicon and Itaqua; an advisor to CLS, Deutsche Bank, First Data and BNPP and an advisory board member of French Employment Organization, French Ministry

of Finance, French Postal Services, one of France’s largest banks (Credit Agricole); an External Professor for a number of universities in France, the UK, and the US; and Laureate of ComputerWorld Honors 2008.Dr. Maurice J. Perks, Board Technology Adviser Accretive Technologies Dr. Perks joined IB

M in 1968 as a Systems Engineer. Over the span of his 44-year career with IBM, Dr. Perks specialized in the design of IT systems for large organizations. He is a world authority on the development of IT sys-tems in a range of industry sectors, and particularly the financial sector. Dr. Perks is note

d for his methodological approach, which helps to understand and assess the complex-ity of systems, and his ability to apply that knowledge to design and modify complex sys-tems. He is currently working to promote under-standing of modern IT systems complexity and is bringing new ways of combining t

he triangle of business knowledge, IT knowledge and mathematics to this challenge. He is constantly seeking new ways of avoiding the increasing complexity that IT sys-tems are externalizing to business change. He is a great believer in the increased use of modeling and simulation to help tame the gr

owing challenges that business and IT change pose. His ability to understand real-world business and IT system design was recognised by IBM in 2002, when Dr. Perks became the first IBM Fellow to be appointed from within the IBM Services Division. As a Fellow of the British Computer Society, a Fellow

of the Institute of Engineering and Tech-nology and a Royal Academy of Engineer-ing Visiting Professor of IT Integration at the University of York, Dr. Perks offers a wealth of knowledge and real world experience as Accretive’s Board of Director, Technology Advisor. The Aston University, UK has rec

ognized his sustained work on complex system design.

真誠領導對員工心理資本與離職意願的影響-以工作壓力為調節變項

為了解決Learning outcomes im的問題，作者陳采絨這樣論述：

本研究主要探討非營利組織中，主管的真誠領導及員工心理資本間之關係、員工心理資本及離職意願間之關係、員工心理資本在真誠領導與離職意願間的中介效果，以及工作壓力在真誠領導與員工心理資本間是否具有干擾效果。研究以發放電子問卷連結方式，受測對象為非營利組織成員，總共回收有效問卷233份。研究結果顯示：1.真誠領對員工心理資本具有正向影響。2.員工心理資本對離職意願具有負向影響。3.員工心理資本在真誠領導與離職意願之間具有中介效果。4. 工作壓力會干擾真誠領導與員工心理資本的正向關係。工作壓力愈高時，會減弱真誠領導與員工心理資本之正向關係；反之，工作壓愈低時，會增強真誠領導與員工心理資本之正向關係。本

研究根據研究結果提出管理意涵：主管對員工以誠相待，處理事務資訊透明化，員工充分得到主管授權，互相信任，員工心理資本提高，對工作充滿熱情，不在乎所受到的壓力，為了完成使命更加努力，人員穩定度提高，離職意願低落。此實為經營組織非常重要的管理方式。關鍵字：非營利組織、真誠領導、員工心理資本、工作壓力、離職意願。

Solving the Dynamic Complexity Dilemma: Predictive and Prescriptive Business Management: Answering the Need for a New Paradigm

為了解決Learning outcomes im的問題，作者Abu El Ata, Nabil/ Perks, Maurice J. 這樣論述：