World Information Society Day 2019 is on Friday, May 17, 2019: A socially conditioned world?

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Friday, May 17, 2019 is World Information Society Day 2019.

A socially conditioned world?

"cockblocking the economy" I think this is the most perfect phrase to describe what is happening now in this world.

I agree with a lot of what you said.

I am 20, too, and have been thinking about basically the same thing as you. It's a bit different because you're in Belgium and I'm in the U.S., but the underlying problems are all the same. There are too many greedy people at the top of the food chain. There are too many people who only care about money. There are too many people who get overpaid. I feel like so many people are conditioned to live a hamster wheel existence, instead of really thinking about what their true calling is to contribute something to make this world a better place for the whole. Like you said, they work under big companies to get the paycheck, instead of working to make change and discover new and greater things. I think more young people are realizing this.

I think on an individual basis, people need to learn the rules of the world before they are able to break them and change them. This comes with educating ourselves, whether that be through school, through free sources like the internet and library, and anything else that can teach you more about what is happening in this world. By being more aware of the problems and causes, we can find more ways to figure out solutions.

The second thing that people need to do is to stop going with the flow. More people need to pause like you and I and stop to think about whether it's really okay to keep going this safe route to live a life that is based on financial security. More people need to pause and think about what they really want to do, that is beyond money and beyond themselves. More people need to think about the changes they can bring to this world with their unique talents, experiences, and knowledge. More people need to think about the things that can be improved instead of accepting it for what it is.

Then we all have to just work together and support each other with our plans and ambitions. We need to be open to opportunities that can bring about change. We need to be supportive of companies that do bring improvement to this world.

And with social media websites and the internet, it's easier to make connections with people who have the same visions of bringing improvement, so I don't completely think that the internet is such a bad thing at all.

A part of me also is not completely lost because I know that a lot of people these days are working harder to bring about change. Look at companies like Google, they help to bring so much free information and knowledge to everybody-and by doing so they are making education and the truth of the world more accessible. I can't say this world is completely messed up because I know there are so many good people in this world who do want to make a difference. I think it's important to focus on the good people of this world, and connect with them and work with them.

Amazon Gold Box

how information technology infuences our society and development business world?

how information technology infuences our society and development business world?

Internet has transformed our lives and the way we communicate, how we learn, how we work and spend

free time, in essence – it has more or less changed every aspect of human society one can think of. The

significance of the Internet and information technology (IT) in both business and private field has grown

considerably in the last years, with exponential growth of Internet users and services offered.

Since – in today's business environment – people and their knowledge are company's key assets, it is

obvious and expected of each company to be aware and prepared for such changes. Not only (or not at

all) are the IT specialists ones that should be aware of the new trends and understand them, but also (or

even first and foremost) the managers.

Current Influence of the Internet and IT

The number of Internet users has grown over 300 million in year 2000 (predictions for year 2005 are set

for one billion), a third of USA's economic growth in the period 1996-99 is directly attributed to the

Internet explosion. There are over 2 billion web pages and more than 17 million registered domains

(State of the Internet, 2000). These facts already indicate that the Internet has significant effect on how,

why, where and when people work.

The Internet and IT have the most prominent influence on more educated, skilled and ambitious people,

especially those, that are regularly working with information and communication technology (ICT).

Any potential advantage of the Internet-usage, that a company can exploit to recruit, develop and retain

these types of personnel, is even more important due to the fact that there is a shortage of highly profiled

people in the workforce market.

Use of Internet for Staffing

American research (Global 500 Web Site Recruiting, 2000) shows, that 79% of companies from the

Global 500 group (500 largest world companies by revenue) at least to a certain extent use the Internet

for seeking new personnel. Also, comparison of data for years 2000 and 1998 shows that percentage of

companies that use the Internet for mentioned purpose has grown considerably from 29% in 1998. According

to 1999 RIS-research (RIS – "Raba Interneta v Sloveniji" - Usage of Internet in Slovenia.), only

4% of companies have used Internet for recruiting in same fashion. The main advantages for Internetsupported

recruiting are (Achieving Results with Internet Recruiting, 1998):

· Lower costs of recruiting (savings in invitations for application, postal-costs, data-processing

costs…).

· Quicker process of recruitment: period from the point when the need for a new employee is

sensed until the point when he starts doing his job is, according to the research, cut for twelve

days.

· Possibility to attract better and more candidates – invitation for application published on a website

can also be spotted by those, who are currently not seeking new employment actively.

Besides the corporate websites, third-party websites are gaining importance. Not only that they act as

"work- force exchange" where supply meets demand and vice versa, many of them also publish relevant business news, articles on job-hunting, CV writing etc., which acts as additional pull mechanism for web

users, which ensures head- hunting companies that their call for applications is seen.

Use of Internet for New Ways of Work

With Internet and (more broadly) Information-and-Communications-Technology (ICT) deve lopment in

the full swing for the last two decades, organisations have been provided with 'a whole range of new

possibilities for performing work and structuring organisations' (Lindstrom, Moberg & Rapp, 1997),

which will undoubtedly extend even more in the future and therewith grasp even wider sphere of employees.

Two of new ways of work are discussed below.

Teleworking

There are many definitions of teleworking and in the field also many various terms are being used, for

example telework, telecommuting, flexiplaces, electronic cottages... Yet as the purpose of our paper is

not teleworking itself the following definition will be quite satisfactory. As outlined in European Commission's

annual report for year 2000 (Johnston & Nolan, 2001), telework is a wide concept, whose

'common element' is 'the use of computers and telecommunications to change the accepted geography of

work'. It means that we are 'moving the work to workers instead of moving the workers to work', with

help of information technologies (Nilles, 1998).

Teleworking offers significant advantages, which could be summarized and classified in three views:

individual's, organisational and macro-societal; from the second perspective, benefits of telecommuting

include higher productivity ("more work being done") and "decrease of absenteeism". Because the employees

are more satisfied and their morale is increased, they are more unlikely to be searching for another

job – organisations experience lower turnover rate; according to Dash, employee fluctuation can

decrease by 50-80% when teleworking is introduced (Dash, 1999). Besides, organisations have 'the ability

to access a broader pool of employees as the geographic tie to an "office" are diminished' (Venkatesh

& Speier, 2000). Furthermore, organizations 'real estate costs can be cut because of the reduced office

space requirements' (Nilles, 1998). Additionally, customer service improves due to flexible working

hours (twenty- four-seven concept) (Telework the Benefits – and some Issues, 2000).

According to a research, 18% of Dutch, 12% of US and 5% of German and English employees were

regularly teleworking to a certain extent (How many teleworkers, 2000), furthermore, the percentage has

been increasing with a yearly rate of 10 to 15% in all of ICT-developed countries (Gordon, 1999). In this

area, Slovenia is out of step with "developed" countries. According to a research (Raba Interneta v

Sloveniji, 2000), there were approximately 50% of companies that have technological possibilities for

teleworking yet only 29% of these companies have introduced teleworking. Viewed from the whole

work- force population and taking into account the size of the companies, only 2% of full-time employed

workers can be considered to telework in same fashion as their Dutch and US counterparts.

Project-oriented work with subcontracting

According to economics theory, two of the main reasons for pooling of human resources into companies

are the cost reduction that is achieved with partitioning of work and the need for management of work,

which is divided between numerous employees.

Though, today's ICT enables efficient collection of people with similar interest and complementary

skills, and their cooperation in short- or long-term projects. All that without necessarily being a formal

part of the company.

For the future we can predict that there will be a growing number of "portfolio people" which will not

want to be bound to a certain company but will offer their skills on a market to the best clients and customers

(not necessarily top payers!), either individually (i.e. using their-own-presentation web pages) or

via specialized (non)electronic agencies.

The main advantage of this way of work, company wise, is inflow of new, fresh ideas and higher workforce-

efficiency (no need for recruiting "on stock"); what is more, such "portfolio employees" have

extensive experience from working with other companies and can – in such part time relationships –

gain huge amount of new knowledge. On the other hand, disadvantages include higher fluctuation level,

lesser degree of loyalty to a company and wounded security of confidential business info rmation.

Additionally, the question of social and health insurance will have to be solved – in the United States,

some agencies that offer subcontractors, have decided to cover mentioned costs for "their" workers for

the time when they are not subcontracted (Flynn, 2000).

Use of Internet for Employee-Development

Acquiring new and supplementing existing knowledge is one of the top- level motivational factors for a

person that has covered his basic existential needs, therefore as it a key success factor for an individual it

is also critical for successfulness of organization as a whole. Internet-based technology offers numerous

possibilities for getting hold of new knowledge and skills. Firstly, company wise, it offers much quicker

access to latest scientific and technological innovations of other companies and research institutions

(Jerman-Blazic, 1996). For each individual it offers itself as vast searchable database of web pages,

newsgroups, mailing lists, online courses, forums, etc.

Effect of ICT and Internet on Organization

Information and communication technology and the Internet have not affected only the IT professionals

and those employees that use IT for their work on a regular basis but also the environment of the organization,

organization itself and the "social universe" (Drucker, 2001). Managers need to be aware of these

changes, try to sense them in advance and adapt to them appropriately.

Especially in the field of employee-motivatio n we can expect essential changes. Even though visionaries

predict deep and fundamental shifts in society, authors believe that first and foremost task of managers

will remain motivating employees: firstly to arouse needs in employees and secondly to show them the

way how to satisfy those needs in a manner, which contributes to achievement of organizational goals.

Yet if the fundamental concept remains the same, the changes will most definitely occur in employees'

values and consecutively in their needs and in a manner in which their needs are satisfied. It is expected

that "traditional" needs, i.e. salary and benefits, guarantee for permanent situation, loyalty to the company

etc., will gradually lose their meaning. Infoworld's research (2000), that was undertaken between

IT professionals, reveals that most of them feel that the most important benefit, expected from a company,

is possibility to work from home, with salary and chance for promotion being less important (Ba ttey,

2000). IT professionals are, na turally, more susceptible to novelties, therefore the cited research

cannot be taken as representative situation in other professional fields, yet very similar changes can be

expected elsewhere as well.

Changes in information management and exploitation of knowledge

"Managing your company's knowledge more effectively and exploiting it in the marketplace

is the latest pursuit of those seeking competitive advantage," (Skyrme, 1998).

Acquisition of knowledge by individual is relatively easy compared to successful exploitation of all the

knowledge that resists in organizations' employees' minds. According to American research (Gopal,

1995), companies take advantage of only 20% of the knowledge that exists inside their employees.

Information and communication technology offers numerous possibilities to improve information ma nagement

in organizations and therewith make better use of employees' knowledge. One of such options

is use of intranet as internal information system of a company, which is based on Internet protocols and

services (Turk, & Jaklic, 1998). It enables relatively inexpensive and simple storage, organization, processing,

maint enance and sharing of information between organizations' members; all these tasks are essential

for good information management, according to (Marchand et al., 2001). At the same time such

information is (in technological manner at least) securely kept from the outside world.

There are many other ways besides intranet for better use of stored knowledge (and for processing of

information from piles of data), i.e. data warehouses, data mining, expert systems…

Contemporary state-of-the-art soft- and hard-ware solutions offer support for knowledge-use, yet the

main obstacle is the one of the content and of the people – how to achieve that existing knowledge will

be shared, stored and transferred organization-wide with help of IT in the best way. Better business performance,

according to a twenty-eight month research which included over 1.000 senior managers

worldwide, comes not just from information technology but also from information management and

management of organization's people (Marchand et al., 2001).

I hope that answers your question.

Thanks.

need information about Indian council for world affairs, which is situated at barakhamba road

need information about Indian council for world affairs, which is situated at barakhamba road, new delhi?

INDIAN BARE ACTS

Title : THE INDIAN COUNCIL OF WORLD AFFAIRS ACT, 2001

Year : 1962

Act :

THE INDIAN COUNCIL OF WORLD AFFAIRS ACT, 2001.ACT NO. 29 OF 2001.[3rd September, 2001.]

An Act to declare the Indian Council of World Affairs to be an institution of national importance and to provide for its incorporation and matters connected therewith.

BE it enacted by Parliament in the Fifty-second Year of the Republic of India as follows:-

1. Short title and commencement.-(1) This Act may be called the

Indian Council of World Affairs Act, 2001.(2) Save as otherwise provided in this Act, it shall be deemed to have come into force on the 1st day of September, 2000.

2.Declaration of the Indian Council of World Affairs as institution ofnational importance.

2. Declaration of the Indian Council of World Affairs as institution of national importance.-Whereas the objects of the Indian Council of

World Affairs, a society registered under the Societies Registration

Act, 1860 (21 of 1860) are such as to make the nstitution one of national importance, it is hereby declared that the institution, known as the Indian Council of World Affairs, is an institution of national importance.

3.Definitions.

3. Definitions.-In this Act, unless the context otherwise requires,-

(a) "appointed day" means the date of commencement of this Act;

(b) "Chairperson" means the Chairperson of the Governing Body;

(c) "Council" means the Indian Council of World Affairs incorporated under section 4;

(d) "Director-General" means the Director-General of the Council;

(e) "existing Council" means the Indian Council of World Affairs, a society registered under the Societies Registration Act, 1860 (21 of

1860) and functioning as such immediately before the appointed day;

(f) "Fund" means the Fund of the Council referred to in section 18;

(g) "Governing Body" means the Governing Body of the Council;

(h) "member" means a member of the Council and includes the President and Vice-President;

(i) "President" means the President of the Council;

(j) "regulations" means the regulations made under this Act;

(k) "rules" means the rules made under this Act;

(l) "Vice-Presidents" means the Vice-Presidents of the Council.

4.Incorporation of the Council

4. Incorporation of the Council.-(1) The Indian Council of World

Affairs is hereby constituted as a body corporate by the name of the

Indian Council of World Affairs and as such body corporate it shall have perpetual succession and a common seal with ower, subject to the provisions of this Act, to acquire, hold and dispose of property, both movable and immovable, and to contract and shall by that name sue and be sued.

(2) The head office of the Council shall be at Delhi and the Council may, with the previous approval of the Central Government, establish branches at other places in India.

5.Transfer of assets and liabilities of the existing Council to theCouncil.

5. Transfer of assets and liabilities of the existing Council to the

Council.-(1) On and from the appointed day,-

(a) all properties and other assets vested in the existing Council immediately before that day, shall vest in the Council;

(b) all debts, obligations and liabilities incurred, all contracts entered into and all matters and things engaged to be done by, with or for the existing Council immediately before that day for or in connection with the purposes of the existing Council, shall be deemed to have been incurred, entered into and engaged to be done by, with or for the Council;

(c) all sums of money due to the existing Council, immediately before that day, shall be deemed to be due to the Council;

(d) all suits and other legal proceedings instituted or which could have been instituted by or against the existing Council, immediately before that day, may be continued or instituted by or against the

Council; and

(e) every employee holding any office under the existing Council immediately before that day, shall, on that day, hold his office or service under the Council with the same rights and privileges as to pension, gratuity and other matters as would have bee admissible to him if there had been no such vesting; and shall continue to do so unless and until his employment under the Council is duly terminated or until his remuneration and other conditions of service are duly altered by the Council.

(2) Notwithstanding anything contained in the Industrial Disputes Act,

1947 (14 of 1947) or in any other law for the time being in force, the absorption of any employee by the Council in its regular service under this section shall not entitle such emplo ee to any compensation under that Act or any other law and no such claim shall be entertained by any court, tribunal or other authority.

6.Obligation to transfer property or assets.

6. Obligation to transfer property or assets.-(1) Every person having possession, custody or control of prope

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