Research and Discuss Implications of Organizational Behaviours (Essay Sample)

Implications of organizational behaviors issues
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Table of Contents TOC \o "1-3" \h \z \u Implications of Organizational Behavior Issues for IT Professionals PAGEREF _Toc434053946 \h 3Conflict PAGEREF _Toc434053947 \h 3Implications of Conflict on System Management, Types of Systems and System Implementation PAGEREF _Toc434053948 \h 4Implications of Conflict on Creating IT Organization PAGEREF _Toc434053949 \h 5Implications of Power on System Management, Types of Systems and System Implementation PAGEREF _Toc434053950 \h 5Implications of power on Creating IT Organization PAGEREF _Toc434053951 \h 6References PAGEREF _Toc434053952 \h 6
Implications of Organizational Behavior Issues for IT Professionals
Conflict
One of the organizational behavior issue affecting IT professionals is Conflict. Conflicts arise from cultural diversity, physical dispersion and depend on communication technology. Conflict results in low productivity, poor relationship between workers and negative work attitudes (Schlenkrich & Upfold, 2009). The main factor influencing conflict is culture and cultural diversity. Culture is defined to be different sets of beliefs, assumptions or a common set of core values among people.
Implications of Conflict on System Management, Types of Systems and System Implementation
Leidner & Kayworth (2006) suggested that conflicts arise in organizations when an organization installs applications from the market without customizing the applications for its particular user groups. The non-customized applications contain different symbols and values for a certain group which may be from different country. One of the reasons that ERP packages failed was that the packages were different from organizational practices and cultures and customizing the applications could raise costs and result in project failures. Leidner & Kayworth said that there emerged a system conflict where the IT professionals wanted to install the ERP that did not match with employees’ knowledge. Leidner & Kayworth concluded that increase in cultural boundary between users and implementers of Information Technology systems increases system conflicts. Conflict arises when members of an organization choose not to adopt a system simply because systems are developed elsewhere without their input. However, Implementers still press on the introduction of systems. The implication of system conflict is that members intended to use the systems may fail to embrace technology changes so as to defend their routine working values. This in turn will lead to failure of system introduction into the organization and thus Technochange won’t be achieved. The users will also use specific IT in order to uphold their values. IT projects are often managed by senior managers. When the goal and awareness of a system is at the same level with users or employees, a low conflict is observed. This implies that the IT will have a positive impact in the organization and the strategic role of system introduction will be achieved. The low conflict also implies that the IT will be innovative and productive.
Implications of Conflict on Creating IT Organization
Conflict at the start of an organization leads to negative implications. When starting a company, IT professionals have their personal interests and stand by their interests leading to conflict. These misunderstanding may lead to failure of the company from the start and without early intervention the company would eventually collapse (Panteli & Tucker, 2009).
Implications of Power on System Management, Types of Systems and System Implementation
One of the systems used in organizations is the Enterprise resource planning (ERP) which enhances combination and exchange of data between the various departments within an organization. Control mechanisms are placed in order to protect the company’s data and safeguard against illegal and unintended use of the system. According to (Ignatiadis & Nandhakumar, 2007) management enhances power in the protection of company’s data and certain employees adhere to follow up the control while others refute to abide with the control. Determining on the type of system to implement strengthens relationship between employees since they are encouraged to associate themselves with the organization’s products and values. A system being implemented into an organization causes power differentials to arise. Knowledge on the use of the system results in power where individuals are given control of the system. The implication of this power is that it leads individuals to make their own decisions without top management involvement thus leading to system failure (Ig...