Information Technology and Organizational Learning: Managing by Arthur M. Langer

By Arthur M. Langer

A groundbreaking compilation of case reports and idea on organizational studying within the place of work, this ebook presents assets for researchers and company practitioners alike. Integrating a transforming into info know-how infrastructure with an current group tradition is among the largest demanding situations dealing with human source managers and company executives at the present time. Langer responds to those complicated and numerous dilemmas with worthwhile and cutting edge understandings and suggestions.

Revisions to this moment version include:

  • A new bankruptcy on digital groups and Outsourcing
  • Updates to case experiences all through to incorporate occasions that experience transpired because the final variation.
  • New fabric on infrastructure advancements and social networking as a more robust approach to interplay and staff development.
  • Coverage of digital mentoring and the way to higher deal with on the micro point throughout departments and the association as a whole
  • Best practices at the all vital factor of ethics---how we use details and safety and sharing of data

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Extra info for Information Technology and Organizational Learning: Managing Behavioral Change through Technology and Education

Sample text

Furthermore, as Friedman (2007) stated, “The world is flat” (p. 8). Certainly, part of the “flattening” of the world has been initiated by technology, but it has also created overwhelming challenges for seamless integration of technology within all operations. The flattening of the world has created yet another opportunity for IT to better integrate itself into what is now an everyday challenge for all organizations. indb 21 10/8/10 10:44:19 AM 2 The IT D ilemma Introduction We have seen much discussion in recent writing about how information technology has become an increasingly significant component of corporate business strategy and organizational structure (Bradley & Nolan, 1998; Levine, Locke, Searls, & Weinberger, 2000; Siebel, 1999).

He called this overall process for evaluation the “garbage can” model. It allows organizations to present IT needs through a funneling pipeline of conversion effectiveness that filters out poor technology plans and that can determine which projects will render direct and indirect benefits to the organization. indb 29 10/8/10 10:44:20 AM 30 In f o rm ati o n T ec hn o l o gy opportunities matrix. Utilizing statistical probabilities of returns, the opportunities matrix provides an effective tool for evaluating the impact of indirect returns.

The problems I encountered at Ravell are not unusual for IT organizations. The historical issues that affect the relationship between HR and IT are as follows: • IT has unusual staff roles and job descriptions that can be inconsistent with the rest of the organization. • IT tends to have complex working hours and needs. • IT has unique career paths that do not “fit” with HR standards. • IT salary structures shift more dynamically and are very sensitive to market conditions. • IT tends to operate in silos.

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