Open Source Daabase Managment SystemsEssay Preview: Open Source Daabase Managment SystemsReport this essayOpen Source Database Management SystemsSimply having a computerized database management system (DBMS) in no way guarantees that managers will properly utilize the data to provide the best solutions for an organization. A DBMS is simply a tool for managing data and desired results will only be attained when it is used effectively. Implementation of a DBMS will most likely have a profound impact throughout an organization and the selection process has three major considerations; technological, managerial, and cultural (Rob & Coronel, 2004 pp. 714-715).
Technological consideration includes selecting, configuring, implementing and maintaining the DBMS to make certain that data storage, access, and security are efficiently handled (Rob & Coronel, 2004 pp. 714-715). When introducing a DBMS, the managerial impact should not be taken lightly since the organizational structure must accommodate the individuals responsible for administering the DBMS. Mangers must be committed to the system and be willing to support the functions and goals. Cultural impact is sometimes overlooked and needs to be assessed very carefully. Many times corporations do not place enough weight on the impact a new DBMS will have on staff and interrelationships. Not only will there be a more controlled environment, but the mere existence of a DBMS may require additional personnel and new job responsibilities.
Maintain a high degree of self-reliance, flexibility, and serviceability when working together. Organizations may find it hard to keep people to their jobs if they work for long periods of time and cannot see, smell, taste, and experience how much more valuable or more effective each worker or company member is. Additionally, the ability to work as a team or in teams may have some impact on organizational sustainability. One issue that is often overlooked is the impact on employees’ personal responsibility for maintaining, coordinating, and implementing the appropriate management systems for workers. Many managers take this aspect to task, including those responsible for the system. In many companies (especially when it comes to large entities), employees are often held accountable for making and enforcing quality decisions. A number of the organizations I’ve listed below are known to have a large number of self-reliant employees. If a company’s management structures are not fully compliant with the demands of a more open and transparent business environment that emphasizes a culture of transparency, the company cannot effectively and effectively maintain the integrity and trust that employees and their own lives depend on. The potential for employee misconduct and ill-conduct at the workplace should be acknowledged.
Communicate the changes to the management system with management within the organization. In some organizations organizations often fail to communicate with workers within a defined time frame so that employee decisions are no longer based on what management has to say on the day-to-day operations of the company. This may be particularly troubling for the employees tasked with overseeing the system, due to the fact that decisions often take longer and with a large amount of time spent. The responsibility of management for ensuring the team is doing what it is tasked to do depends largely on the level of cooperation and loyalty of the managers involved. I’ve stated that one of the best ways that managers can ensure the safety of their employees is to communicate more effectively about how they see it, such as what is expected from both the team and the workforce. It is important that both managers and employees communicate in a more comprehensive way to maximize the benefits of a management change. However, it may be helpful for both managers and employees for manager organizations which have had to deal with increasing complexity of their systems to fully implement it.
Integrate employees’ abilities with the existing staff; have a strong understanding of the system’s rules and procedures, and consider how they will have to integrate and adjust when needed. This can be accomplished through a clear and understandable set of expectations or procedures.
Conduct administrative and human resource studies of employees’ behavior, thoughts, actions, and perceptions. I’ve often referred to this concept to consider where the employee is perceived in the management system at work. This may include any organizational rules and procedures at all levels of leadership, such as the office level leadership, and the organizational organization leadership, particularly when it comes to management. The important thing to remember here is that people at most organizational leadership levels understand and respect what is happening in their organization. Some of them may have been aware of the fact that their employees have problems while doing so and thought that it was important to implement new requirements or procedures. The most difficult challenge faced by employees within managerial organizations is how the organization should respond to their needs, which can be more than just individual behaviors, but rather an integrated management approach.
Consider how the management system responds to changing employees’ organizational
Maintain a high degree of self-reliance, flexibility, and serviceability when working together. Organizations may find it hard to keep people to their jobs if they work for long periods of time and cannot see, smell, taste, and experience how much more valuable or more effective each worker or company member is. Additionally, the ability to work as a team or in teams may have some impact on organizational sustainability. One issue that is often overlooked is the impact on employees’ personal responsibility for maintaining, coordinating, and implementing the appropriate management systems for workers. Many managers take this aspect to task, including those responsible for the system. In many companies (especially when it comes to large entities), employees are often held accountable for making and enforcing quality decisions. A number of the organizations I’ve listed below are known to have a large number of self-reliant employees. If a company’s management structures are not fully compliant with the demands of a more open and transparent business environment that emphasizes a culture of transparency, the company cannot effectively and effectively maintain the integrity and trust that employees and their own lives depend on. The potential for employee misconduct and ill-conduct at the workplace should be acknowledged.
Communicate the changes to the management system with management within the organization. In some organizations organizations often fail to communicate with workers within a defined time frame so that employee decisions are no longer based on what management has to say on the day-to-day operations of the company. This may be particularly troubling for the employees tasked with overseeing the system, due to the fact that decisions often take longer and with a large amount of time spent. The responsibility of management for ensuring the team is doing what it is tasked to do depends largely on the level of cooperation and loyalty of the managers involved. I’ve stated that one of the best ways that managers can ensure the safety of their employees is to communicate more effectively about how they see it, such as what is expected from both the team and the workforce. It is important that both managers and employees communicate in a more comprehensive way to maximize the benefits of a management change. However, it may be helpful for both managers and employees for manager organizations which have had to deal with increasing complexity of their systems to fully implement it.
Integrate employees’ abilities with the existing staff; have a strong understanding of the system’s rules and procedures, and consider how they will have to integrate and adjust when needed. This can be accomplished through a clear and understandable set of expectations or procedures.
Conduct administrative and human resource studies of employees’ behavior, thoughts, actions, and perceptions. I’ve often referred to this concept to consider where the employee is perceived in the management system at work. This may include any organizational rules and procedures at all levels of leadership, such as the office level leadership, and the organizational organization leadership, particularly when it comes to management. The important thing to remember here is that people at most organizational leadership levels understand and respect what is happening in their organization. Some of them may have been aware of the fact that their employees have problems while doing so and thought that it was important to implement new requirements or procedures. The most difficult challenge faced by employees within managerial organizations is how the organization should respond to their needs, which can be more than just individual behaviors, but rather an integrated management approach.
Consider how the management system responds to changing employees’ organizational
While large enterprises require complex database systems which support terabytes of data, thousands of users, and require a highly trained support staff, most businesses have more modest needs. The main players in the RDBMS arena are IBM, Oracle, and Microsoft and most organizations have implemented one or more instances of these three major vendor’s products.
Changing RDBMS vendors is not a simple task because the features and syntax of each product differ, requiring costly and time-consuming application changes. However, open source DBMSs have now reached a high level of evolution and are viewed as a functionally adequate alternative to commercial DBMSs. The term “open source” refers to software that users are free to run, copy, distribute, study, change and improve (Open Source, 2005). Open source IT management solutions have opened many new doors for greater flexibility, particularly for managing home grown applications and service-oriented architectures. Additionally, open source makes sense especially when there has been a failed attempt at implementing a commercial IT management tool, a company has mission-critical custom applications or when there is in-house expertise. The key driver for this technology is lower cost. I have researched three open source database management systems which are making headlines in today’s technology arena; PostgreSQL, InterBase, and MySQL.
PostgreSQL, commonly referred to as simply Postgres, is an object-relational database mangement system and is not controlled by any single company, but instead relies on a global community of developers and companiesfor its development (Wikipedia, PostgreSQL). PostgreSQL began at the University of California, Berkeley as the second generation of Ingres, and now represents the collective work of hundreds of developers (Berkeley, Research). Both Ingres and Postgres were the brainchildren of Michael Stonebraker. Postgres runs on Microsoft Windows, Unix-compatible platforms, and Solaris operating systems and is released under a Berkeley-style license, which allows companies to take the software and add proprietary extensions (Berkeley, Research).
On February 4, 2008, The PostgreSQL Global Development Group announced the release of version 8.3. This high performance version includes a record number of new and improved features which will greatly enhance PostgreSQL for application designers, database administrators, and users. Version 8.3 also includes more than 280 patches by dozens of contributors from 18 countries (PostgreSQL Press, 2008). Consistency of performance is a major enhancement, along with the fact that it is the first open source database to implement �Synchronized Scan’, which greatly reduces I/O for data mining. Postgres continues to evolve, providing users with the option of deploying a non-proprietary database, which in turn allows them to save money, improve performance and increase productivity (PostgreSQL, Press).
InterBase is a relational database management system (RDBMS) developed and marketed by CodeGear, and is another option for users desiring an open source RDBMS (Wikipedia, InterBase). InterBase is distinguished from other DBMSs by its small footprint, close to zero administration requirements, multi-generational architecture and the ability to run on Microsoft Windows, Linux, and Solaris operating systems. The server uses very little memory when idle, and it is a true open source software, meaning you can obtain and modify the source, under the stipulation that you share your modifications with others. Moving InterBase to the open source model was a wise decision because of the fierce competition from Oracle, IBM, Informix, Sybase, and Microsoft. New InterBase users will experience easy installation, practically zero maintenance, small RAM and disk space footprints, automatic crash recovery, and online backup (CodeGear, 2007).
The final product I researched was MySQL, a true multi-user, multi-threaded SQL database server. The basic program runs as a server providing multi-user access to a number of databases (Wikipedia, MySQL). It is available as a free download but it is not technically an open source DBMS (MySQL, Freedom). Available under a dual licensing model, commercial license and a general public license, MySQL has