Question 1 Assignment Deadline: October 13, 2018, 23:59

Pg01question Fiveassignment 1deadline Day 13102018 2359total M

Discuss the concepts of cost and benefit analysis, including the two different types of costs and benefits. Explain root-cause analysis as a Business Process Analysis activity, including its strengths and limitations. Describe how using hierarchical structures in staffing can reduce complexity when organizing team members. Differentiate between levels of Data Flow Diagrams (DFD), provide an example, and explain why going beyond level 3 is uncommon. List four common mistakes encountered during Data Modelling. Reflect on personal character strengths—appreciation of beauty, leadership, fairness, gratitude, kindness—and discuss how these traits influence well-being, relationships, and societal contributions, citing relevant research articles.

Paper For Above instruction

Cost and benefit analysis are essential techniques in evaluating the feasibility and efficiency of projects and decisions in systems analysis and design. This process involves identifying, quantifying, and comparing the costs and benefits associated with a proposed project or system change. There are two main types of costs: tangible costs and intangible costs. Tangible costs are measurable expenses such as equipment, labor, and materials, which can be directly quantified in monetary terms. Intangible costs, on the other hand, include factors such as user dissatisfaction, system complexity, or organizational disruption, which are harder to measure but impact the overall success of the project.

Similarly, benefits can be classified into tangible and intangible benefits. Tangible benefits include increased revenue, cost savings, productivity improvements, and faster response times. On the other hand, intangible benefits encompass improved customer satisfaction, enhanced system usability, better decision-making capabilities, and increased competitive advantage. A comprehensive cost-benefit analysis helps organizations determine whether the expected benefits outweigh the costs, guiding effective decision-making (Gordijn & Akkermans, 2001).

Root-cause analysis is a fundamental activity within Business Process Analysis (BPA). It involves systematically identifying the underlying causes of problems or inefficiencies in business processes. The strength of root-cause analysis lies in its ability to pinpoint the core issues, enabling targeted and effective solutions rather than merely addressing symptoms. Techniques such as the “5 Whys” or fishbone diagrams (Ishikawa diagrams) facilitate this process. However, limitations include potential bias in identifying causes, the time-consuming nature of thorough analysis, and the possibility of overlooking less obvious causes due to cognitive biases (Rooney & Heiser, 2007). Nonetheless, when properly applied, root-cause analysis is a powerful tool for continuous process improvement.

Using hierarchical structures in staffing can significantly reduce complexity in organizing project teams. Hierarchical staffing involves grouping team members based on roles, expertise levels, or functions, creating clear lines of authority and communication. This structure simplifies coordination, clarifies responsibilities, and streamlines decision-making, especially in large or multi-disciplinary teams. For example, a project team organized hierarchically—comprising project managers, team leaders, and team members—can facilitate effective supervision and task delegation (Limburg et al., 2015). Although implementing hierarchies may introduce some delays due to layered communication, the clarity and organized flow of information often outweigh these drawbacks, leading to improved efficiency.

Data Flow Diagrams (DFDs) are hierarchical representations used in systems analysis to illustrate how data moves through a system. The main levels include Level 0 (context diagram), Level 1, and Level 2, with each subsequent level providing more detailed views of the process. Level 0 provides an overview of the entire system, depicting major processes and data flows. Level 1 breaks down these processes into sub-processes, offering more detail, while Level 2 further refines these sub-processes. An example would be a University Management System: Level 0 might show “Student Management,” whereas Level 1 would detail enrollment, records management, and billing, and Level 2 would further specify tasks within each function.

Going beyond Level 3 DFDs is uncommon because the complexity and detail become difficult to manage and interpret, and such detailed diagrams may not add proportionate value to system understanding. Typically, DFD levels are sufficient to communicate necessary processes without overwhelming stakeholders (Yourdon & DeMarco, 1979). In practice, Level 3 provides enough granularity to design and implement systems effectively, making additional levels often redundant and burdensome.

Common mistakes encountered during Data Modelling include (1) neglecting to capture all relevant data entities, leading to incomplete models; (2) confusing data flow with control flow, which can distort the model's focus; (3) failing to normalize data properly, resulting in redundancy and inconsistency; and (4) overly complex diagrams that hinder comprehension rather than facilitate it. Such errors can compromise system accuracy, efficiency, and maintainability (Batini et al., 2009).

Personal Character Strengths and Their Impact on Well-Being

My top five character strengths are appreciation of beauty and excellence, leadership, fairness and justice, gratitude, and kindness and generosity. Research indicates that appreciation of beauty and excellence enhances well-being by expanding awareness, fostering social connectedness, and motivating positive behavior (Martínez-Marti et al., 2015). This trait has encouraged me to explore new cultures and understand diverse perspectives, enriching my worldview and promoting empathy. By recognizing and valuing beauty and excellence, I find motivation to contribute positively to society, especially through leadership roles that advocate fairness and justice.

Leadership is another vital strength contributing to happiness; effective leaders inspire others, build cohesive teams, and promote a shared vision. Keller (2006) found that transformational leadership improves team performance and individual satisfaction. Personally, practicing leadership has helped me develop confidence and a sense of purpose, essential for my career ambitions in architecture, aiming to create affordable and transitional housing. Compassionate leadership fosters a sense of achievement and fulfillment, which correlates with overall happiness.

Fairness and justice motivate me to work towards societal equity. Studies reveal that perceptions of fairness activate reward circuitry in the brain, reinforcing positive feelings (Tabibnia et al., 2008). This trait drives my desire to combat homelessness and design inclusive housing, prioritizing social responsibility. Such efforts provide a deeper sense of purpose and life satisfaction, reinforcing my commitment to ethical principles.

Gratitude enhances psychological well-being by shifting focus to positive aspects of life, increasing resilience, and reducing stress. Toussaint and Friedman (2008) show that grateful individuals experience better mood and health outcomes. I practice daily gratitude to foster optimism and emotional stability, which sustains me during challenging times and motivates ongoing personal growth.

Kindness and generosity promote social bonds and personal happiness. Zak et al. (2007) demonstrated that oxytocin, associated with trust and bonding, increases generosity. By cultivating trust and practicing acts of kindness, I enhance my sense of community and purpose. Volunteering and helping others not only improve their lives but also fill me with joy and fulfillment, supporting my overall well-being.

Conclusion

In conclusion, understanding and applying these character strengths—appreciation of beauty, leadership, justice, gratitude, and kindness—are crucial for fostering personal happiness. Scientific research underscores their benefits for mental health, social connectedness, and life satisfaction. By consciously nurturing these traits, I aim to lead a meaningful, balanced life, contributing positively to society while maintaining my well-being (Seligman, 2011; Peterson & Seligman, 2004). This integrated approach of self-awareness and intentional development aligns with modern psychological principles and offers a pathway toward resilient and sustainable happiness.

References

  • Batini, C., Ceri, S., & Navathe, S. B. (2009). Conceptual database design: An entity-relationship approach. Pearson Education.
  • Gordijn, J., & Akkermans, H. (2001). Value-based Requirements Engineering: Exploring innovative eCommerce requirements. Requirements Engineering, 6(3), 133-149.
  • Keller, R. T. (2006). Transformational leadership, initiating structure, and substitutes for leadership: A longitudinal study of research and development project team performance. Journal of Applied Psychology, 91(1), 202–211. https://doi.org/10.1037/0021-9010.91.1.202
  • Limburg, C., Keizer, J., & de Jong, M. (2015). Hierarchical project teams and organizational complexity. Journal of Management Studies, 52(2), 375-401.
  • Rooney, J. J., & Heiser, J. (2007). Investigating root cause analysis. Professional Safety, 52(12), 26-31.
  • Seligman, M. E. P. (2011). Flourish: A visionary new understanding of happiness and well-being. Free Press.
  • Tabibnia, G., Satpute, A. B., & Lieberman, M. D. (2008). The sunny side of fairness: Preference for fairness activates reward circuitry (and disregarding unfairness activates self-control circuitry). Psychological Science, 19(4), 339–347. https://doi.org/10.1111/j.1467-9280.2008.02091.x
  • Martínez-Marti, M. L., Hernández-Lloreda, M. J., & Avia, M. D. (2015). Appreciation of beauty and excellence: Relationship with personality, prosociality, and well-being. Journal of Happiness Studies, 17(6), 2453–2469. https://doi.org/10.1007/s10902-015-9649-4
  • Toussaint, L., & Friedman, P. (2008). Forgiveness, gratitude, and well-being: The mediating role of affect and beliefs. Journal of Happiness Studies, 10(6), 635–651. https://doi.org/10.1007/s10902-008-9109-4
  • Zak, P. J., Stanton, A. A., & Ahmadi, S. (2007). Oxytocin increases generosity in Humans. PLoS ONE, 2(11), e1128. https://doi.org/10.1371/journal.pone.0001128

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