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Project: Organisational governance and risk management audit

Posted by kinyawa@gmail.com on June 21, 2017 in Uncategorized |

Project: Organisational governance and risk management audit
In this assessment, you are asked to conduct a values and risk audit of an organisation with which you have had some association. It could be a large company, a family business, a school, a hospital, a not-for-profit organisation. It could be any organisation that provides a service or conducts any form of social activity that involves:
1.
1.
1. Some form of statement about what it does and its commitments. This could be a company or organisational mission statement; or marketing material; or any document in which the organisation defines its commitment to abiding by the law, or certain moral codes, or specific cultural or communal commitments. In other words, anything that articulates what the company/organisation stands for with respect to governance and social responsibility. It might be as generic as saying, as Google does, “do no evil”, or as specific as BHP Billiton’s commitment to observing best practice in land remediation of spent mines;
2. Some level of financial management and accountability. This can be at a very high level for a large company, or very modest in a small family business. Either way, there has to be some level of financial or resource accountability, and some level of responsibility for what the organisation does in the conduct of its activities;
3. A recognised set of risks to the organisation’s well-being, or to the interest of its stakeholders, that are articulated in some way, whether in the form of an organisational risk management strategy, or some other less formal method of assessing and addressing organisational and/or stakeholder risks.
4. A defined set of services or products. That is, the organisation’s outputs – what it offers its client or customers;
5. A customer or client base. There must be some customer or client base for the audit to make sense, and this needs to be identified, namely, who the organisations serves or supplies.
6. Some level of management structure or identifiable managerial accountabilities responsible for organisational governance and risk assessment and management. For our purposes, an anarchic group of people just doing things for the sake of it to help others, or themselves, but with no formal structure, is not a suitable subject for this exercise. There must be some specific roles and accountabilities, even if poorly defined.
What you are asked to do is to conduct a mini-audit of the organisation that describes the above elements, analyses how well and appropriately the organisation manages its stated governance and risk management commitments, and provide a set of recommendations on how the organisation may enhance its governance and risk management performance.
Length and/ or format: 3000 words
Purpose: To assess your ability to apply concepts and practices relating to corporate governance and risk management to actual organizations.
This note is a reminder that the major Assessment for this unit, Assessment 3, is worth 50% of the total unit mark, and requires you to do some advance planning and preparation. I know that you are immersed in addressing Assessment 2. However, Assessment 3 is very hard to do in just a couple of weeks. It requires considerable time, reading, investigation and especially reflective thinking about you chosen case study.
In Assessment 3, you are asked to conduct a values commitment and risk management audit of an organisation with which you have had some association. It could be a large company, a family business, a school, a hospital, a not-for-profit organisation. It could be any organisation that provides a service or conducts any form of social activity that involves:
1 Some form of statement about what it does and its governance commitments. This could be a company or organisational mission statement; or marketing material; or any document in which the organisation defines its commitment to abiding by the law, or certain moral codes, or specific cultural or communal commitments. In other words, anything that articulates what the company/organisation stands for with respect to governance and social responsibility. It might be as generic as saying, as Google does, “do no evil”, or as specific as BHP Billiton’s commitment to observing best practice in land remediation of spent mines;
2 Some level of financial management and accountability. This can be at a very high level for a large company, or very modest in a small family business. Either way, there has to be some level of financial or resource accountability, and some level of responsibility for what the organisation does in the conduct of its activities;
3 A defined set of services or products. That is, the organisation’s outputs – what it offers its client or customers;
4 A customer or client base. There must be some customer or client base for the audit to make sense, and this needs to be identified, namely, who the organisations serves or supplies.
5 Some level of management structure or identifiable managerial accountabilities. For our purposes, an anarchic group of people just doing things for the sake of it to help others, or themselves, but with no formal structure, is not a suitable subject for this exercise. There must be some specific roles and accountabilities, even if poorly defined.
Note: you are NOT expected to conduct a full audit with detailed interviews and in-depth analyses of organizational documents.
What you are asked to do is a ‘mini-audit’ in which you select an organisation and:
1 Give an overview of the organisation – what it does and how it promotes itself to its shareholder (where relevant) and stakeholders, through official documents, policies, procedures, and advertising. Provide evidence in the form of attachments, but only important documents, or selections that make your point. Don’t go overboard with attachments and evidence; just enough to make your point, and no more.
2 Clearly state the ‘advertised’ values of the organisation – what it says it stands for. Where these are unclear, try to tease them out.
3 Describe the processes the organisation has in place that promote, monitor, review, action its value commitments and manage risk. Again, you can’t do everything, so be selective. In your general overview of the organisation’s value commitments, you can state that the organisation is committed to x, y and z, but focus only on z, for example. In other words, don’t be too ambitious. You don’t have much time to complete what could be quite a detailed exercise. So focus on something that is representative of the company’s values commitment (or otherwise!).
4 Review the history of the organisation over the recent past, say, 5 years. You don’t have to be rigid about this. If 10 years is a more appropriate frame of reference, then that’s fine. What you are looking for here is the extent to which the company has been true to its commitments. What evidence can you find one way or another? Remember, corporate governance and/or CSR undertakings are major value commitments of an organisation, and are absolutely central to this assessment.
5 If possible, interview a few key stakeholders for their views. This is not always possible, but may be very relevant in some circumstances. This is up to you. You do NOT have to interview anyone. But if you can, and if it is relevant, then this would be a good way to get more data on the organisation’s fulfilment or otherwise of its value commitments.
6 Draw some conclusions about the company’s integrity (more on this below) and view of risk and how it is to be managed. In other words, discuss what you have found. No need to be definitive, since this is only a mini-audit. But it can be indicative, and serve as the preliminary study for a much deeper investigation. In other words, this is ‘audit lite’, so to speak, in which you do a fairly quick and succinct review of an organisation to see if there is anything that would lead you to look more deeply.
7 You need to be specific about the things you find that indicate organisational integrity, and those that indicate organisational hypocrisy. You are not asked to solve the problems you find, but once you have identified key issues, discuss them in light of the key issues covered in the unit.
8 You do not have to provide heavy academic referencing, but where possible, draw on examples from the readings and unit guide, and any other sources that you believe to be relevant. Again, no need to go overboard. Just cite those sources and references that you have actually used; not a long list for the sake of impressing the marker – the opposite will be the case. You will get good marks for authenticity and sound analysis.
There is no specific template for the audit, because we wish to see what you come up with as an appropriate format for the sort of organisation you are auditing.

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Page11: path goal theory :Use the path goal model and describe how leader’s behaviours in The day to day dealings(directive, supportive, participative).

Posted by kinyawa@gmail.com on June 19, 2017 in Uncategorized |

Module 1
1. Compare these 2 approaches,with example,situational and contingency approaches.
2. Page11: path goal theory :Use the path goal model and describe how leader’s behaviours in
The day to day dealings(directive, supportive, participative).

Module 2
3. Transforming leader action (fig 4, session 5, slide 4) apply 4 key aspects of transformational
Leadership in practice :use figure and example.

Module 3
4. Servant leadership session 7 slide 12;discuss the impact of the antecedent conditions and behaviours on the outcome:examples.
5. Session 8 slide 8, 10 , 11, 12, 13, and 15, describe adaptive leadership ,apply this leadership behaviour in an example.

Module 4
6. Session 10, slide 4 :apply 5 ethical leadership principles in practice with examples.

7. Session 12, use an example to show impact of leadership on culture

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BSB61015 Advanced Diploma of Leadership and Management

Posted by kinyawa@gmail.com on June 19, 2017 in Uncategorized |

ASSESSMENT 2
Course Name BSB61015
Advanced Diploma of Leadership and Management
Subject/module Systematic WHS
Assessment method Case Study
Due date Session 8
Weighting 50%
Units of Competency BSBWHS605
Develop, Implement and Maintain WHS Management Systems
Instructions
1. Assessments should be completed as per your trainer’s instructions.
2. Assessments must be submitted by the due date to avoid a late submission penalty.
3. Plagiarism is copying someone else’s work and submitting it as your own. You must write your answers in your own words or appropriately reference your sources. A mark of zero will be given for any assessment or part of an assessment that has been plagiarised.
4. A list of references must be included.
5. You may discuss your assessments with other students, but submitting identical answers to other students will result in a failing grade. Your answers must be yours alone.
6. Your trainer will advise whether the assessment should be digitally uploaded or submitted in hard copy. Assessments that are digitally uploaded should be saved in pdf format.
7. You must pass both assessments in the subject to pass the subject.
Assessment 2
Case Study – ACCI Dent Window Cleaning.
(55 Marks)
You should use the following Internet resources to help understand the questions: http://www.safework.nsw.gov.au/
Acci Dent Window Cleaning is a 4 year old company currently having workplace safety issues. The company is under investigation by Safework NSW and icare after two of their employees suffered major injuries when the extension ladder used by the said employees accidentally toppled from the 2nd-floor of a building.
One worker sustained a compound fracture to one arm, injuries to the liver, fractured ribs and a fractured pelvis. The other employee suffered a fractured pelvis, loss of several teeth, and injuries to his tendon, cheek and mouth. Both are found to have basic English language skills and have no concept of WHS principles. The company is facing a $75,000 fine by Safework.
There was an error of judgement of the part of Acci Dent as the shift supervisor assigned is found inexperienced and was incompetent. Internal investigation reveals that lack of a systematic way to manage WHS in the workplace is a major contributing factor to the cause of the accident. For example, they do not have formal consultation procedures to handle safety issues.
Eddy Mann, the manager is the unofficial workplace safety officer who’s responsible in all safety issues. For example, if a safety concern is identified by one of the staff, Eddy will look at it, evaluate it, and make a decision as to how to remedy the problem. No formal documentation is made on each of the safety issues identified. The only recording of these issues is on Eddy’s diary where incidents are jotted down when, where, and who is involved, including some of the relevant details of the incident. The owners are also totally negligent in managing workplace safety issues. They have an “It won’t happen to us” attitude regarding workplace accidents.
As part of its legal obligations under the WHS Act 2012, Acci Dent is looking at developing a comprehensive system that will prevent these kinds of WHS issues happening in the future. The first course of action for the company is to appoint a WHS Administrator that will handle all WHS policies and procedures including procedures for effective consultation, implementation, control and review of workplace safety practices. The management is totally committed to this process after the incident.
Notes:

Assessment 2
You should use the following Internet resource to answer these Questions: http://www.safework.nsw.gov.au/
1. Identify five (5) external motivators that will prompt Acci Dent Window
Cleaning to develop an a WHS management system. (10 marks)
2. Identify five (5) internal motivators that will prompt Acci Dent Window
Cleaning to develop a WHS management system. (10 marks)
3. The Acci Dent Window Cleaning management decided to develop a WHS management system to manage safety in the workplace. In developing a WHS management system, stakeholders need to be consulted. Identify five
(5) stakeholders which management needs to consult when developing a
WHS management system. (10 marks)
4. Name at least five (5) workplace processes that can be combined in a methodical and ordered manner to minimise the risk of injury or ill health in
the workplace. (5 marks)
5. What changes need to be made to the present Work Health Safety
Management System (WHSMS) of the company? (10 marks)
6. How will you ensure that staff maintain an ongoing commitment to the new
WHSMS? (10 marks)
Assessment 2 Total Marks – 55 Notes:

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Ethics, Professionalism and Governance

Posted by kinyawa@gmail.com on June 19, 2017 in Uncategorized |

minimum 400 words

Program: Professional Year Program
Course:
Assignment: 1 Professional Environments
Topic: Ethics, Professionalism and Governance
Available: Week 3 open
Due: Week 4 close (Saturday midnight AEST)
Read the 3 Case Studies below and select ONE as the basis of your analysis and discussion. Please indicate clearly which Case Study you have chosen
Case Study 3 – Copyright and Intellectual Property Considerations
Courtney is a young ambitious programmer working for a small company developing software for web-based services in the health area, with a focus on supporting remote aboriginal communities.
To further her career Courtney undertakes additional tertiary study, with support from her manager Michael.
This study includes topics covering computer ethics, and issues related to the impact of ICT on different communities. On her current project, Courtney develops a new user interface, which has a strong focus on accessibility for remote communities, especially considering the type of technology likely to be used. She also pays special attention to the use of cultural images in the interface to avoid those which may be distressing or offensive to aboriginal users.
The new system is a great success and Courney’s contribution is recognised by her company, through an Employee of the Month Award. The company also receives a national business award for its contribution to the positive use of ICT in aboriginal communities.
Michael takes all of the credit for this, and Courtney receives no acknowledgement for her efforts.
Discuss briefly the ethical issues related to this case. As a result of your discussion, you should be able to make some recommendations as to how this ethical problem may be resolved. Be sure to support any recommendations with reasons, informed by your research and thinking on the ethical issues identified in your discussion.
Case Study 8 – Conflict of Interest
Harshal works for the IT section of a very large Federal government department. His role is mostly database management and coding associated with that. He is always looking for ways to get ahead so on his own initiative he gained accreditation as a SFIA consultant even though the Department has not yet adopted it.
He receives a very interesting offer direct from Alice, the head of the IT Section. Alice wants him to submit a proposal to do a full SFIA analysis of the skills of all 10 staff in the IT Sections Business Analysis Unit as a pilot project for bringing SFIA into the whole Section. This is great news for Harshal because he has long been interested in moving into business analysis. The BA Unit has been considered a very successful unit for a long time, but for some reason its profile has dropped considerably recently.
Harshal s proposal is accepted by the IT Head very quickly and with almost no consultation with other staff. When Harshal meets John, the leader of the BA Unit, John immediately hands over a schedule of first interviews with most of the BA Unit staff. However he also passes across 2 documents which appear to be SFIA matrices already filled-out for John and Freda, one of the senior consultants. John explains that it wont be necessary for Harshal to interview either himself or Freda. He explains that he himself is too busy and that Freda has just come back from extended stress leave, so its not really appropriate for her to be interviewed.
John is very welcoming and to Harshal s surprise he adds that if his report is well-received, he will make sure that Harshal is short-listed for any upcoming positions in the Unit, should he be interested in applying for them.
Harshal is actually somewhat shocked by this because he did not know that John knew of his interest in joining the unit. He also now has a problem. How can he fulfil his responsibility to interview and document everyone in the Unit as agreed in the project brief?
Case Study 11 – Pico PC’s Manufacturing Company
Pico PCs has decided to begin manufacturing tiny processors for use in the manufacture of wearable technology.
During manufacture, 64 gold wired, each much finer than a human hair, must be soldered from the chip to the pins of the processor. Robots were trialled for the soldering, but the error rate was unacceptable high. One single mistake in positioning a wire or soldering it, ruined the chip. The robots were also not only prohibitively expensive. But required frequent and expensive calibration.
Kushlani, the IT Production Manager was asked to carry out trials using human technicians for the work. The trials clearly demonstrated that humans had a much lower error rate and were less expensive than robots, but the technicians complained that constantly staring through a microscope at a brightly illuminated object gave them headaches and was harmful to their eyes.
She reported back to management that she believed the trial had failed.
The CEO was very disappointed, because he thought that the solution was good, and ‘worth a few headaches’. He asked Kushlani to get a professional medical opinion.
Kushlani discussed the issue with two senior doctors, who confirmed that this work could permanently damage a person’s eyesight in as little as 5 months, and could lead to blindness in as little as 18 months.
The company’s legal advisors confirmed that this was clearly in breach of the Work Health and Safety Act in Australia, so they could not go ahead. The CEO was really angry.
Next morning the CEO called Kushlani into his office. Kushlani was surprised to find him quite cheerful. The CEO said that he had discovered that there was an Island in the Pacific that does not have health and safety laws, and so it would be quite legal for people of that island to solder the processors. And, better still, they were willing to work for one tenth of the wages of Australians. He said that this was a ‘win win’.
What do you think that Kushlani should do?

Assignment Task
From what you have learned during Week s 3 and 4 of your Professional Environments Course, discuss ethical, professional and legal issues which you consider arise from this scenario. Make some recommendations of actions which could be taken to resolve the situation and/or to minimise the chance the scenario may recur. Support your answers with relevant references (as well as the Codes and Laws).
Things to Consider in Your Assignment:
• You should list at least 3 values from the ACS Code of Ethics and up to 5 clauses from the ACS Code of Professional Conduct, you think are specifically relevant in deciding how to resolve the situation. Make sure that you refer to the most up to date ACS Codes which are available on the ACS website – www.acs.org.au.
• You should also list any relevant Australian legislation that you think applies to this scenario.
• Your analysis, discussion and recommendations should use the framework you selected in Week 3 – Solving an Ethical Dilemma.
Your assignment should be 400 -500 words in length (excluding your code lists, legislation list and references).
You may need to undertake a small amount of research, however, most information you will need is available via the seminars and their references. Also,
• use a cover page – as per the suggested template,
• use in-text referencing,
• use complete Harvard Notation, submit in “Word” format or equivalent format that can be readily opened in MS Word, keep your formatting simple: Arial 11pt, 10pt after paragraph, single line spacing, headings in bold, maximum 2 indent levels/bullet levels. Do not use page borders, word art, page backgrounds or similar extraneous decoration
• Your uploaded file name should identify you as part of its name – e.g.
PE_Assignment1_William_Smith.
Marking Guide
Marks will be awarded using the following guidelines.
• 15% meeting the procedural requirements, including, spelling, grammar, number of words, document formatting,
• 30% how logically and thoroughly you identified and described professional ,ethical and legal issues arising in the scenario,
• 30% how well you developed your recommendations and supported them with relevant, correct referencing,
• 20% how well you convinced the reader that you understood the issues,
• 5% did the material generate interest in the reader?

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Bicuspid aortic Valve Morphology: Are bicuspid aortic valve (BAV) patients with a specific fusion pattern more likely to develop aortopathy?

Posted by kinyawa@gmail.com on June 19, 2017 in Uncategorized |

I need 8000 words to used where appropriate. I have completed some of the background and literature review. I will attach work already done with lit search results. I will also email the data from the study.
I will need an abstract and contents page (and work sectioning into chapters).
Complete section on the search criteria etc.
Finish literature review.
Study methods, analysis and results.
Discussion and conclusion.
Add to existing references done and the appendices.
I have written notes on the existing work.

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In This Issue: • Mapping COBIT 5 With IT Governance, Risk and Compliance at Ecopetrol

Posted by kinyawa@gmail.com on June 19, 2017 in Uncategorized |

Volume 3, July 2014
In This Issue:
• Mapping COBIT 5 With IT Governance, Risk and Compliance at Ecopetrol
• COBIT 5 Helps Find Value in the Cloud
• 6 Tips for Implementing IT Governance With COBIT 5 • Are COSO 2013 and COBIT 5 Compatible?

Call for Articles
How are you using COBIT® at your enterprise?
We welcome articles on your experiences with this framework.
Submit articles for peer review to:
publication@isaca.org
Case Studies
Visit the
COBIT Recognition and
Case Studies pages to read more COBIT 5 and COBIT 4.1 case studies.
Come join the discussion! Alberto León Lozano will respond to questions in the discussion area of the COBIT 5—Use It Effectively topic beginning 21 July 2014.
Mapping COBIT 5 with IT Governance, Risk and Compliance at Ecopetrol S.A.
By Alberto León Lozano, CISA, CGEIT, CIA, CRMA
As part of an updated strategy, Ecopetrol S.A., a vertically integrated energy company, began a corporate transformation with the goals of growth and strengthening its internal control system. It knew it needed a clear approach for governance and management of IT services as well as best global reference standards and a framework, so it used the Committee of Sponsoring Organizations of the Treadway Commission (COSO) and COBIT frameworks, which helped consolidate strong IT governance practices that were totally aligned with the corporative internal control initiatives.
In 2007, Ecopetrol updated its corporate strategy, which required important changes and improvements in the organizational structure and processes that support the strategic objectives. Consequently, important milestones, such as the transformation of the legal nature of the company, the initiation of international operations and the adoption of the COSO Internal Control—Integrated Framework, were put in place to strengthen the internal control system. The company listed its shares on the New York Stock Exchange (NYSE) beginning in September 2008.
Aligned with the strategic deployment and to provide timely and effective responses to the requirements generated by the company’s situation, Ecopetrol’s Information Technology Division (DTI) decided in 2008 to integrate an IT management system, based on a proper framework. COBIT® was selected as the appropriate IT governance framework to implement its IT management system.
The IT management system incorporated the COBIT® 4.1 framework to cover the key IT control objectives that support the reliability and security of the company’s information. During the last five years of the IT management system operation, IT risk management and compliance have been successful. However, DTI has remained on constant alert to the challenges of growth and operational excellence that the company established. The objective is to incorporate the best practices that promote the sustainability of these results.
Following the release of COBIT® 5, DTI established a strategy to extend the current practices, ensuring the alignment and stability of the system, by expanding to new management and governance practices.
This article will:
• Present the results of the implementation and sustainability of a process management system based on COBIT and its positive impact on the reliability of the enterprise internal control system
• Submit an approach to implementing COBIT 5 as an extension of that operating model by identifying gaps to be closed with the updated practices to promote continuous and sustainable improvement in the governance and management of enterprise IT (GEIT) in the company
• Present the results of a processes maturity assessment, covering capability and performance, made by incorporating the new processes assessment model and how this evaluation allows enterprises to set clear actions for closing gaps to achieve and maintain the expected levels in processes maturity Background
Ecopetrol focuses on good ethics and transparency. As Colombia’s largest integrated oil company, with about 7,000 direct employees, Ecopetrol is among the top 40 oil companies in the world and the four largest oil companies in Latin America. In addition to Colombia, which accounts for 60 percent of Ecopetrol’s total production, the company is involved in exploration and production activities in Brazil, Peru and the US (Gulf of Mexico). Ecopetrol is also increasing its participation in bio-fuels considerably.
The Corporate Governance Code of Ecopetrol comprises the best corporate practices needed to preserve the business ethics and the correct administration and control of the company. This enables the company to compete through recognition and respect for the rights of shareholders, investors and other stakeholders based on clear policies for transparency in the management and disclosure of information about the business, which will, in turn, generate greater confidence among stakeholders and the market in general. The internal control system of Ecopetrol is framed within international standards (COSO).
Ecopetrol’s IT function reports to the vice president of innovation and technology. Its responsibility is to govern the IT processes for the company, including strategy, architecture, portfolio, implementation and operation of IT solutions, and provisioning of IT and infrastructure services to support business processes.
DTI and the IT shared services unit (UTI) are responsible for ensuring IT governance and management, respectively. Both have strong organizational structures distributed in a manner that meets the business’s needs related to IT. In addition, the IT function contains a management and architecture unit and an information security unit, which report to the highest level of the IT division to guide the processes related to IT governance, risk and compliance (GRC). Why Ecopetrol Chose COBIT
When choosing COBIT as the proper IT governance framework to integrate an IT management system, DTI did so based on the following characteristics of COBIT: • Mapping of IT goals to business goals
• Better alignment based on a business focus
• A view of what IT does that is understandable to management
• Indication of clear ownership and responsibilities based on process orientation
• General acceptance by third parties and regulators
• A shared understanding among all stakeholders based on a common language
• Fulfilment of the COSO and US Sarbanes-Oxley Act requirements for the IT control environment
In the last quarter of 2008, Ecopetrol’s IT division defined the guidelines, processes and control objectives to implement. Similarly, the division identified the internal resources that would support the implementation of the system and allocated resources to hire the required external consultants.
The team established a project, giving special consideration to the following issues:
• Addressing resource allocation and creating an interdisciplinary team with representatives from the involved areas within IT
• Defining the points of relationship with business units and other support units and interacting with key areas—finance, risk, strategy, quality, and internal and external audit—on an ongoing basis
• Integrating and converging with the IT support team in transport operations that was anticipating a COBIT implementation effort
• Aligning with business projects—strengthening the internal control system (COSO) and compliance (Sarbanes-Oxley).
DTI considered the various business initiatives and ongoing projects to ensure the coordination and integration of efforts. • Establishing a line of reporting at the highest level of management, with weekly follow-up meetings on the project
• Identifying prior applications (Sarbanes-Oxley, high component in SAP) and others critical for business processes, with equal understanding of the people, resources and infrastructure associated with these applications
Ecopetrol chose to implement 28 COBIT 4.1 processes, giving priority to the control objectives that support Sarbanes-Oxley compliance. The IT division developed an internal exercise to determine the maturity level of these processes. After concluding that they were at an average maturity level of 2, the team identified the gaps and set up action plans to reach level 3 for the most critical processes.
Since the second half of 2009, internal and external annual audits had been developed for Sarbanes-Oxley compliance. Several measures were implemented for remediation and improvement of key IT processes and controls. As a result, the external auditor reported that there were no significant deficiencies or material weaknesses in IT controls that need to be reported by the chief information officer (CIO), chief financial officer (CFO), chief executive officer (CEO) or auditor.
In December 2009, the COBIT project implementation received a company award for excellence, recognizing the project team’s results, performance, initiative and teamwork. The financial, management and growth results of the company have been internationally recognized during recent years.
From 2009 through the end of 2013, the company showed significant results in the management of IT risk and control, key performance indicators, and internal and external audits and assessments related to maturity of capability and performance in the IT processes.
As part of the challenges of operational excellence, the IT function at Ecopetrol maintained a clear approach toward governance and management of IT services and processes and assesses them based on the best global reference standards and by running ongoing sustainability and optimization actions. Additionally, DTI developed a plan to adopt new versions of practices, such as COSO 2013 and COBIT 5, looking for the consolidation of strong IT governance practices totally aligned with the corporative internal control initiatives.
Key Success Factors
In 2010, the IT function structured a sustainability and optimization plan for its IT management system, based on the premise of having a comprehensive vision, as well as organizational and operating model, and leveraging IT to achieve automation in IT processes and controls.
Ecopetrol also structured the IT compliance area, referencing the good practices of the COBIT framework and integrating the risk management cycles.
Key issues that led to the excellent results of the use of COBIT in Ecopetrol’s IT management system include:
• The use of COBIT was structured as a project with a detailed work plan, clearly defined milestones, allocation of team work with dedication and reliance on project management, risk management, and control of project timing and deliverables.
• The team had the full support of management, provided progress reports, and brought up any deviations and actions that required assurance.
• The company hired well-known, specialized consulting firms that integrated teams with extensive knowledge and experience.
• The project planning, development and results were communicated effectively within the company.
• The appropriation of practices by the process owners and control responsibilities were assured and formalized.
• The project was well integrated, with all areas involved, and synergies were leveraged, especially with the IT support team in transport operations, which provided the results of previous efforts and guaranteed the perspective of business users • A community of practice and management of lessons learned were established.
• Sustainability strategies and further optimization of processes were defined.
• The IT function interacted effectively with the audit teams.
• Particular focus was given to segregation of duties, access control, continuity planning, software development and information security issues.
• Maturity level assessments were conducted by a competent and independent third party.
• More than 20 employees passed ISACA’s COBIT Foundation Exam.
• Several employees were or became members of ISACA, which gave them easier access to more detailed guidance.
By 2013, Ecopetrol had updated the design of the IT processes and they had been embedded in the integrated business processes model. This led to important optimizations in transversal activities and propitiating standardization and simplification. Ecopetrol is now extending the practices of its IT governance and COBIT implementation to the companies in its business group.
During the last five years, the IT division contracted with an external consultant to conduct the capability maturity level assessment for the critical IT processes. These annual assessments confirmed the sustainability in the achievement of maturity levels 3 and 4 in the company’s processes, according to the goals. In addition, the IT division has incorporated the principles of the updated COBIT Process Assessment Model (PAM): Using COBIT® 5 to include the assessment not only of the processes’ capability, but also their performance under the ISO 15504 standard.
The results of the most recent assessment reported an average of 3.8 in the capability maturity of the company’s 16 IT processes (figure 1) and an average of 3.6 in the
Moving Forward With COBIT 5
Aligned with the challenges of growth and operational excellence, commitment to transparency and guaranteeing the reliability of information in its processes and to its stakeholders, the IT function endeavored to extend the IT processes to COBIT 5 by integrating the efforts and ensuring alignment with ongoing corporative initiatives related to the design and implementation of the Shared Services Center (SSC), integration of management processes (business process management [BPM]), enterprise risk management (ERM) and the internal control system (COSO ERM).
controls, reported before remediation plans, have been decreasing according to the optimization of controls and processes maturation (figure 5).
• Action plans have been developed to cover key findings related to IT controls by ongoing monitoring (figure 6).
• In relation to IT GRC practices, Ecopetrol has adopted best practices and, particularly, global frameworks (figure 7).
Conclusion
The implementation and sustainability of GRC processes based on COBIT are very urgent initiatives that imply important efforts, but that propitiate very positive impacts on the reliability of the enterprise internal control system, clearly generating reliable information that supports business strategy.
Implementing COBIT 5 on a processes operating model based on a previous version requires a clear strategy that permits leveraging the newest practices without affecting current results. It could be made by identifying gaps to be closed and considering key issues like communication; it is necessary to identify and report benefits. This migration promotes the continuous and sustainable improvement in the governance and management of information technology in the enterprise.
The maturity assessment over the processes capability and performance, using the COBIT 5 PAM and referring to ISO 15504, is an important source to validate the achievement of the current maturity level and to identify gaps to set actions to improve the processes maturity in order to accomplish objectives. However, development of these assessments should be permanent and strict in their methodology, the assessor´s competencies and processes owners involvement.
Finally, in the context of COBIT 5’s use and sustainability process, the impact of the results on the information reliability, the strong confidence of IT in the internal control system, the integration with organizational associated issues, the ongoing external assessment, the management of culture and people, and the effective support of consulting services are key success factors.
Alberto León Lozano, CISA, CGEIT, CIA, CRMA
Is IT compliance officer of the information technology division at Ecopetrol S.A. He can be reached at
Alberto.Leon@ecopetrol.com.co
Volume 3, July 2014 Page 6

0

Page11: path goal theory :Use the path goal model and describe how leader’s behaviours in The day to day dealings(directive, supportive, participative).

Posted by kinyawa@gmail.com on June 19, 2017 in Uncategorized |

Module 1
1. Compare these 2 approaches,with example,situational and contingency approaches.
2. Page11: path goal theory :Use the path goal model and describe how leader’s behaviours in
The day to day dealings(directive, supportive, participative).

Module 2
3. Transforming leader action (fig 4, session 5, slide 4) apply 4 key aspects of transformational
Leadership in practice :use figure and example.

Module 3
4. Servant leadership session 7 slide 12;discuss the impact of the antecedent conditions and behaviours on the outcome:examples.
5. Session 8 slide 8, 10 , 11, 12, 13, and 15, describe adaptive leadership ,apply this leadership behaviour in an example.

Module 4
6. Session 10, slide 4 :apply 5 ethical leadership principles in practice with examples.

7. Session 12, use an example to show impact of leadership on culture.

0

BSB61015 Advanced Diploma of Leadership and Management

Posted by kinyawa@gmail.com on June 19, 2017 in Uncategorized |

ASSESSMENT 2
Course Name BSB61015
Advanced Diploma of Leadership and Management
Subject/module Systematic WHS
Assessment method Case Study
Due date Session 8
Weighting 50%
Units of Competency BSBWHS605
Develop, Implement and Maintain WHS Management Systems
Instructions
1. Assessments should be completed as per your trainer’s instructions.
2. Assessments must be submitted by the due date to avoid a late submission penalty.
3. Plagiarism is copying someone else’s work and submitting it as your own. You must write your answers in your own words or appropriately reference your sources. A mark of zero will be given for any assessment or part of an assessment that has been plagiarised.
4. A list of references must be included.
5. You may discuss your assessments with other students, but submitting identical answers to other students will result in a failing grade. Your answers must be yours alone.
6. Your trainer will advise whether the assessment should be digitally uploaded or submitted in hard copy. Assessments that are digitally uploaded should be saved in pdf format.
7. You must pass both assessments in the subject to pass the subject.
Assessment 2
Case Study – ACCI Dent Window Cleaning.
(55 Marks)
You should use the following Internet resources to help understand the questions: http://www.safework.nsw.gov.au/
Acci Dent Window Cleaning is a 4 year old company currently having workplace safety issues. The company is under investigation by Safework NSW and icare after two of their employees suffered major injuries when the extension ladder used by the said employees accidentally toppled from the 2nd-floor of a building.
One worker sustained a compound fracture to one arm, injuries to the liver, fractured ribs and a fractured pelvis. The other employee suffered a fractured pelvis, loss of several teeth, and injuries to his tendon, cheek and mouth. Both are found to have basic English language skills and have no concept of WHS principles. The company is facing a $75,000 fine by Safework.
There was an error of judgement of the part of Acci Dent as the shift supervisor assigned is found inexperienced and was incompetent. Internal investigation reveals that lack of a systematic way to manage WHS in the workplace is a major contributing factor to the cause of the accident. For example, they do not have formal consultation procedures to handle safety issues.
Eddy Mann, the manager is the unofficial workplace safety officer who’s responsible in all safety issues. For example, if a safety concern is identified by one of the staff, Eddy will look at it, evaluate it, and make a decision as to how to remedy the problem. No formal documentation is made on each of the safety issues identified. The only recording of these issues is on Eddy’s diary where incidents are jotted down when, where, and who is involved, including some of the relevant details of the incident. The owners are also totally negligent in managing workplace safety issues. They have an “It won’t happen to us” attitude regarding workplace accidents.
As part of its legal obligations under the WHS Act 2012, Acci Dent is looking at developing a comprehensive system that will prevent these kinds of WHS issues happening in the future. The first course of action for the company is to appoint a WHS Administrator that will handle all WHS policies and procedures including procedures for effective consultation, implementation, control and review of workplace safety practices. The management is totally committed to this process after the incident.
Notes:

Assessment 2
You should use the following Internet resource to answer these Questions: http://www.safework.nsw.gov.au/
1. Identify five (5) external motivators that will prompt Acci Dent Window
Cleaning to develop an a WHS management system. (10 marks)
2. Identify five (5) internal motivators that will prompt Acci Dent Window
Cleaning to develop a WHS management system. (10 marks)
3. The Acci Dent Window Cleaning management decided to develop a WHS management system to manage safety in the workplace. In developing a WHS management system, stakeholders need to be consulted. Identify five
(5) stakeholders which management needs to consult when developing a
WHS management system. (10 marks)
4. Name at least five (5) workplace processes that can be combined in a methodical and ordered manner to minimise the risk of injury or ill health in
the workplace. (5 marks)
5. What changes need to be made to the present Work Health Safety
Management System (WHSMS) of the company? (10 marks)
6. How will you ensure that staff maintain an ongoing commitment to the new
WHSMS? (10 marks)
Assessment 2 Total Marks – 55 Notes:

0

BSB61015 Advanced Diploma of Leadership and Management

Posted by kinyawa@gmail.com on June 19, 2017 in Uncategorized |

ASSESSMENT 2
Course Name BSB61015
Advanced Diploma of Leadership and Management
Subject/module Systematic WHS
Assessment method Case Study
Due date Session 8
Weighting 50%
Units of Competency BSBWHS605
Develop, Implement and Maintain WHS Management Systems
Instructions
1. Assessments should be completed as per your trainer’s instructions.
2. Assessments must be submitted by the due date to avoid a late submission penalty.
3. Plagiarism is copying someone else’s work and submitting it as your own. You must write your answers in your own words or appropriately reference your sources. A mark of zero will be given for any assessment or part of an assessment that has been plagiarised.
4. A list of references must be included.
5. You may discuss your assessments with other students, but submitting identical answers to other students will result in a failing grade. Your answers must be yours alone.
6. Your trainer will advise whether the assessment should be digitally uploaded or submitted in hard copy. Assessments that are digitally uploaded should be saved in pdf format.
7. You must pass both assessments in the subject to pass the subject.
Assessment 2
Case Study – ACCI Dent Window Cleaning.
(55 Marks)
You should use the following Internet resources to help understand the questions: http://www.safework.nsw.gov.au/
Acci Dent Window Cleaning is a 4 year old company currently having workplace safety issues. The company is under investigation by Safework NSW and icare after two of their employees suffered major injuries when the extension ladder used by the said employees accidentally toppled from the 2nd-floor of a building.
One worker sustained a compound fracture to one arm, injuries to the liver, fractured ribs and a fractured pelvis. The other employee suffered a fractured pelvis, loss of several teeth, and injuries to his tendon, cheek and mouth. Both are found to have basic English language skills and have no concept of WHS principles. The company is facing a $75,000 fine by Safework.
There was an error of judgement of the part of Acci Dent as the shift supervisor assigned is found inexperienced and was incompetent. Internal investigation reveals that lack of a systematic way to manage WHS in the workplace is a major contributing factor to the cause of the accident. For example, they do not have formal consultation procedures to handle safety issues.
Eddy Mann, the manager is the unofficial workplace safety officer who’s responsible in all safety issues. For example, if a safety concern is identified by one of the staff, Eddy will look at it, evaluate it, and make a decision as to how to remedy the problem. No formal documentation is made on each of the safety issues identified. The only recording of these issues is on Eddy’s diary where incidents are jotted down when, where, and who is involved, including some of the relevant details of the incident. The owners are also totally negligent in managing workplace safety issues. They have an “It won’t happen to us” attitude regarding workplace accidents.
As part of its legal obligations under the WHS Act 2012, Acci Dent is looking at developing a comprehensive system that will prevent these kinds of WHS issues happening in the future. The first course of action for the company is to appoint a WHS Administrator that will handle all WHS policies and procedures including procedures for effective consultation, implementation, control and review of workplace safety practices. The management is totally committed to this process after the incident.
Notes:

Assessment 2
You should use the following Internet resource to answer these Questions: http://www.safework.nsw.gov.au/
1. Identify five (5) external motivators that will prompt Acci Dent Window
Cleaning to develop an a WHS management system. (10 marks)
2. Identify five (5) internal motivators that will prompt Acci Dent Window
Cleaning to develop a WHS management system. (10 marks)
3. The Acci Dent Window Cleaning management decided to develop a WHS management system to manage safety in the workplace. In developing a WHS management system, stakeholders need to be consulted. Identify five
(5) stakeholders which management needs to consult when developing a
WHS management system. (10 marks)
4. Name at least five (5) workplace processes that can be combined in a methodical and ordered manner to minimise the risk of injury or ill health in
the workplace. (5 marks)
5. What changes need to be made to the present Work Health Safety
Management System (WHSMS) of the company? (10 marks)
6. How will you ensure that staff maintain an ongoing commitment to the new
WHSMS? (10 marks)
Assessment 2 Total Marks – 55 Notes:

0

Page11: path goal theory :Use the path goal model and describe how leader’s behaviours in The day to day dealings(directive, supportive, participative).

Posted by kinyawa@gmail.com on June 19, 2017 in Uncategorized |

Module 1
1. Compare these 2 approaches,with example,situational and contingency approaches.
2. Page11: path goal theory :Use the path goal model and describe how leader’s behaviours in
The day to day dealings(directive, supportive, participative).

Module 2
3. Transforming leader action (fig 4, session 5, slide 4) apply 4 key aspects of transformational
Leadership in practice :use figure and example.

Module 3
4. Servant leadership session 7 slide 12;discuss the impact of the antecedent conditions and behaviours on the outcome:examples.
5. Session 8 slide 8, 10 , 11, 12, 13, and 15, describe adaptive leadership ,apply this leadership behaviour in an example.

Module 4
6. Session 10, slide 4 :apply 5 ethical leadership principles in practice with examples.

7. Session 12, use an example to show impact of leadership on culture.

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