Uses Cases Assignment Example | Topics and Well Written Essays - 1250 words

Uses Cases - Assignment Example The withdrawal transaction begins by a customer inserting his or her Bank Card into the card slot of the ATM. Then a user validation process is performed on the basis of the card ID and the customer’s PIN. After validation, the a display screen is provided containing the available set of operations. In this scenario, the customer has directly selects â€Å"Withdraw Cash†. The ATM screen displays prompts for an account type. The selects the desired account type from the available Menu. This is immediately followed by screen for the user to input the required amount of money. All this information falls under the withdrawal use case. That is, the Bankcard ID, PIN (Personal Identification Number), account type and amount, which is then sent to the Bank as a requested transaction. The Bank then replies with a go-ahead or not reply. Upon successful approval the customer’s money is made available by the dispenser. The ATM then ejects the card and Prints a receipt. It is essential to indicate that this use case is based on the assumption that a user makes a direct and successful withdrawal. However, there are some alternative flows caused by conditions such as Wrong PIN, Invalid or Expired Card, Invalid Account type and Excess withdrawal Amount. The second diagram is a use case dependency for making an account deposit. As indicated in the use case diagram below, this is another highly technical procedure in the design of an ATM service machine. The preconditions are same as for withdrawal, which is a customer and Bank. The following is involved in the execution of an account deposit transaction. The transaction initiates by a Bank Customer inserting his or her card. This is then followed a provision of display screen by the ATM prompting a user PIN, which is integrated as the validation use case. It uses the card ID and PIN to authenticate its use. The machine displays a screen

Survey Results and Scores Research Proposal Example | Topics and Well Written Essays - 1500 words

Survey Results and Scores - Research Proposal Example According to Coffman (2000), organizations need to have clear definitions of the work expectations from the employees. The author argues that while the explicit tasks are clearly spelled out, the implicit tasks must also be defined clearly. If these functions and tasks are not defined clearly, then it leads to a de-motivating gap between expectancy and performance. So while the employee feels that the work done has been as required, the manager or supervisor may have expected something more and this leads to statements such as 'I expected you to this also and not wait for my request". This is a somewhat favorable response to have gotten. The next question got a rating of 3.7 and the result can be interpreted on the lower level of Agree. Daly (1985) has emphasized the importance of having the right materials, at the right time and with the right people. The researcher had conducted extensive reviews about the productivity norms between German and British manufacturing firms and the conclusion was that the German industries were far ahead in productivity than the British forms. The main reason was that the proper tools and materials were provided to the workers on time and this lead to optimum use of the workforce. The same logic can be used for RBN and the rather lower score suggests that improvement needs to be done with regards to the availability of software tools and testing systems. The third question received a low score of 2.9 and the score is interpreted as Somewhat Agree. Singh (1994) has argued that fresh recruits, typically who are fresh out of college or who have put in a couple of years of service come with preconceived notions of a high profile challenging work and they come with a mission to change the world. When such recruits are faced with a rather sedate and regular works that may not involve very high level of work, the recruits face a type of disillusionment, which gradually builds into resentment. They feel that they are capable of doing a much higher level of work. After some interval of time of the new joiners do not see any change in their work content, they tend to look for other openings. While organizations cannot change their work processes to suit the likes of their employees, they need to bring in measures such as job rotation that will offer some kind of a change in the lives of the employees. The fourth question got a pretty low score, and that is not to be taken as a good sign for the company. It has been given a low score of 2.9 and the score is interpreted as Somewhat Agree. The low score shows that there is discontent over what the employees feel about rewards and recognition. Bishop (1987) has given details about a survey in which 150 HR employees ranging from executives to hourly employees from some of the nation's 1,000 largest companies were surveyed to understand how the employees rate the work satisfaction. In the survey, 47 percent said that recognition and praise were very important for job satisfaction. Next came promotions that ranked 26 percent and then came perks at 7 percent. The author concludes that employees are most worried about recognition from the managers and praise for a job well done. There is some dispute about the concept of a job well done and employees may raise complaints about the partisan attitude of managers when it comes to recognizing