.”The models help in showing the association of business requirements and the database objects.”
Correct, the models present a mapping of requirements to actual implementation. In each case the information is presented such that the audience for each model will understand it. The physical model is intended for the technical team that will actually carry out the development and it is based on a previous set of specifications that are internal technical documents.
2.
Unfortunately, Structured Analysis and Object Oriented Analysis are not the same. The methods of evolving a computer system for instance, Structured analysis is the concentration merely on the process and procedures whereas Object oriented analysis is the concentration is more on taking the real world objects in the present situation that are of significance to the system according to web article [http://www.slideserve.com/seoras/structured-vs-object-oriented-analysis-and-design-sad-vs-ooad]
3.Assessing the readiness of change in both the organization and the people who make up the organization has been a common theme throughout our readings. I appreciate the way Kotter’s readiness assessment checklist lays out the steps in sequential order for the change. I think if I was the project manager for a change initiative, I might lay out my project plan in such a way as to make sure each of these steps was incorporated and addressed. Given our project for this week, I also can’t help but think many of these steps were missed or just omitted from the change focus in my organization. I don’t think there was any forethought by management as to the readiness for the change, especially in the people who are most impacted.
4.
The company may face barriers with choosing who to downsize based on past 2 year performance reviews. The assumption is that the past two years performance reviews were all completed correctly, for all employees, and that the performance reviews will be based on KSAs of the business needs today. These assumption might be inadequate and therefore the performance reviews may not be a good tool in downsizing selection in this case.
The employees in this case may perceive the change as unfair because the downsized will not be able to be a contracted author. These employees might also feel the need to take their customer base with them through email blast communication, which will be a high risk for the company if that do not get in front of communications to employees and customers.
The company could manage the resistance to change, with the downsized employees, through facilitation and support. A/CS can provide transitional job support by providing information on networks that connect employees to employers (like http://nevadajobconnect.com/). A/CS could also negotiate a agreement to soften the resistance to change for the downsized by offering to pay for a month or two of Cobra Coverage (employers health insurance extension for ex-employees) which provide a health resource for downsized employees to balance anxiety due to the change.
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