Operational Excellence

I am posting three classmates initial post on a called - This week we focus on the social and organizational issues that exist with better understanding why changes occurs.  This week discuss the phases of change noted in the Linear Development in Learning Approaches section in the Information Technology and Organizational Learning text. 

So all I need is three responses to three classmates. Also I am going to add the initial post of my classmates. Please provide me the responses to their post with 200-300 words minimum. 

Peer -1:

In order to facilitate organizational development, information technology can be best seen by definition as an “information system infrastructure” (Langer, A. M. 2018). IT promotes the processes that improve organizational learning, which support the introduction and implementation of new technological change in the organization. Although organizational learning is achieved through individual behavior, five developmental phases are said to help new technology adoption, starting at the individual level to the organizational level (Langer, A. M. (2018). The first phase is operational knowledge. Here the individual is offered an opportunity to understand, conceptualize, and express key concerns related to how technology can influence current processes and structure. The second phase is department view, where individual views or understanding about technology is challenged in relation to others within their business unit. This stage also facilitates individual to group or organizational level thinking. The third phase is integrated disposition, which allows for the formulation of department decisions, combines the individual and departmental view on the use of technology to create successful department goals. The fourth phase is stable operations. This is the ability to develop core competencies that are not only adequate but competitive for new technology. Organizational learning supports various types of social interactions to promote organizational change. The last one is organizational leadership that could harness department ideas related to technological innovations to different aspect of the organization (Langer, A. M. 2018).

References

Langer, A. M. (2018). Information Technology and Organizational Learning. 3rd edition. Taylor & Francis Group, LLC. ISBN: 978-1-138-23858-9 

Peer -2:

 

Starting with learning types in the different types of learning all the individual practices were used in establishing operations and lines management. Also, in the next phase the participation from the line manager was less event driven and defended the new culture in the organization. In the third phase the learning approaches were basically including organizational and individual methods were integrated. Approaches were more based on functionality rather than organization as a whole. The learning outcome starting in the stage one indicates the early stages of learning outcomes. Also, with technology together in the learning process the early stage of social organization learning will be combined with specific individual event driven approach in the organization. In later phases it moves towards organizational based decision making in making use of different technologies. Also, based on responsive organizational dynamism new culture will be established driven by technology without any changes in organizational structure of the system. In the secondary phase the cultural assimilation takes place establishing consistent with existing organizational structures. Also, the organizational integration happens with similar structures in the organization. Also based on different IT behaviors the process of understanding organizations ideas takes place. In learning with learning systems including strategic integration. Integration in the first phase will be limited due to lack of involvement with executives. Involvement of higher management including executives is crucial in developing the learning strategies in the organization rather than just focusing on individualistic approach in developing learning methodologies in the organization. Also, the integration based on technology should happen based on business needs rather than individual needs in the organization.

References

Langer, A. M. (2017). Information Technology and Organizational Learning. [VitalSource Bookshelf]. Retrieved from https://bookshelf.vitalsource.com/#/books/9781351387583/

Peer -3:

In the different phases mentioned, first phase had started by stating the new IT director to “roll back” the process which resulted as an unsuccessful attempt. In this process, the Line managers have stepped out in creating a learning organization culture. There is a huge shift in individual learning process as it involved both social and organizational issues which resulted in transformation. The main focus is to create a great balance among different streams in the organization. They have also focused on accelerating the process of change which resulted in the change of maturation level.

           The second phase involved in making changes in the IT department which needs to be integrated with different technologies. In this process, the challenges are also mentioned where they needs to be reorganize according to the change process. In the due course of maturation phase, there evolved a different phase where the firm has to be given dedicated rights to manage ROD (Langer, 2017). It is evident that, organization would get a wide range of opportunities when it matures within ROD which would also help in educating the executives in the management team. This was completely different in the initial stages because there were issues and negligence in the line management which resulted in poor education system for the executives. Due to lack of involvement and encouragement of the executives, it results in negative results and finally resulted in disconnection of ROD. The lack of knowledge and communication had created serious issues in understanding the relationship and value of IT on different fields of business (Bourgeous, 2019).

References:

Bourgeous, D., Smith, J., Wang. S., Mortati, J. (2019). Information Systems for Business and Beyond 

Langer, A. M. (2017). Information Technology and Organizational Learning: Managing Behavioral Change in the Digital Age. CRC Press.