organizational impacts of is zdescribe the characteristics, advantages and disadvantages of...
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Organizational Impacts of IS
Describe the characteristics, advantages and disadvantages of organizational structures
Describe the impact of IS on organizational structure
Describe the impact of IS on control activitiesDistinguish between virtual organizations and
corporationsDescribe the stages in the development of
interorganizational relationshipsDefine virtual teams
Hierarchical Structure (Centralized)
Traditional, top-downGood for stable environmentsGood for communication and
coordination within the functionDecisions made at topGeared toward efficiency
Flat Structure (Decentralized)
Based on product, location, etc.Better than hierarchical structure in
more dynamic environmentsGood for training general managersFaster decision making than with
hierarchical structureDecisions are made at the level where
problems occur
Matrix StructureTwo or more supervisors (one for each
dimension: for example, functional and project)
Hybrid model that emerged about 40 years ago
Geared for one-time projectsIS reduces technical complexityStill - coordination is challenging,
especially in dynamic environments
Network Structure
Very fluid - evolve based on needExtremely flexible and adaptiveGood for creativityIS improve process efficiency,
effectiveness and flexibility IT facilitates communications
T-Form
Technology-based organizationFeels flat: technology allows individuals from
all parts of the organization to reach all other parts of the organization
Technologies (i.e., email, voice mail, Notes) make it easy to communicate
Work vs. jobElectronic links with partners, customersAccess to information is increased
What is the impact of IT on organization structure?
Leavitt & Whisler’s Predictions
1958 1980’sBell- shaped curveNo middle managersRecentralized organizationsDP is king: Programmers hold high-
level staff jobs Top management will become more
abstract and focus on the horizon
Impact of IT on Control Activities
MonitoringEvaluatingProviding FeedbackCompensatingRewarding
Virtualness
CorporationsOrganizations Teams
Virtual Corporations
Temporary network of companies that come together quickly to exploit fast-changing opportunities
Involves interorganizational linkagesRequires low-cost information storage
and processingOften built on core competenciesAppears as one entity
Virtual Corporations
ManufacturerSuppliers
Distributors
Retailers
Customers
Information-Enabled Alliances
Joint Marketing PartnershipsIntra-Industry PartnershipsCustomer-Supplier PartnershipsIT Vendor-Driven Partnerships
Joint marketing partnerships
IBM + Sears = ProdigyCombined marketing programs with
airlines, hotels, car rental companies, and bank credit cards
Participant companies gain access to new customers and territories economies of scale through cost
sharing
Intra-industry partnerships
Often small or mid-sized competitors18 mid-sized paper companies with
global electronic information systemInsurance Value-Added Network
Services (IVANS)Some are led by government
(TradeNet)
Customer-Supplier PartnershipsEngineering
compress product development time automate design process
Inventory management just-in-time access to production scheduling databases
Built on trustBuilt on accessing and sharing ISs
Examples
Chrysler’s Viper Chrysler worked with suppliers 90% of parts came from suppliers (vs.
typical 70%) Xerox
from 5000 suppliers to 400 multiple player joint ventures defects down common future and mutual support
IT Vendor- Driven Partnerships
EDS and software applicationsAllows IT vendor to bring
technology to a new marketResearch alliance with major
customer (beta site)
Information Processing Serves as Dynamo
Provides information about marketPromotes quick responseAllows coordination and controlCan be used to add value to
products and servicesEliminates some manual workEnriches relationships (relational)
Developing Cooperative IOAs
Ring & Van de Ven, 1994, Academy of Management Review
Cooperative IOAs are socially contrived mechanisms for collective action which are continually shaped and restructured by actions and symbolic interpretations of the parties involved
Repetitive sequence of negotiations, commitments and executions
Negotiating Stage of IOA Development
Parties develop joint expectations about motivations and investments
Formal bargaining and selectionUnderneath - psychological sensemakingIndividual choices, values, expectations
must be congruentMay emerge from preexisting friendship
ties, need for resources, institutional mandate, brokered deals, etc.
Commitment Stage of IOA Development
Terms and governance structures are established
Formal contracts or informally understood psychological contracts
Trust + Legal agreement
Executions Stage of IOA Development
Commitments are carried into effectInitially formally designated role behavior
reduces uncertaintyIncreasing reliance on interpersonal
relationshipsPsychological contracts increasingly
substitute for formal legal contractsAssessments are made about efficiency
and effectiveness of IOA
Turnover in IOAs
Replacements may not have prior relationship
Some flexibility is lost as new “agents” rely on formal agreement and role designations
Clock restarted on psychological contracts
Trust must be developed interpersonally
Virtual Organizations
Organizations in which IT enables employees to work for an organization and live anywhere
Often uses network structureManagement, support and business
processes are designed to support virtual work relationships
Virtual Teams- DefinedGeographically and/or organizationally
dispersed coworkers that are assembled using a combination of telecommunications and information technologies to accomplish an organizational task (Townsend, DeMarie& Hendrikson, 1998)
fluid membershipface-to-face vs. electronic mediumgeographically dispersedshort-term vs. long-term
Virtual Teams - Some Issues
Technology supportCultural DifferencesSwift TrustRotating LeadershipReward SystemOrganizational memory