Kepemimpinan Digital dalam meningkatkan kinerja organisasi peran Teknologi Informasi dan Komunikasi

This study aims to examine the role of Information Communication of Technology (ICT) innovation on the relationship between leadership factors and organization performance. Although studies related to Information Communication of Technology have been carried out, there has been no research related to Information Communication of Technology with company performance. Given the rapid development of technology, it demands a change in business strategy to respond to the needs of organizations to be more innovative through technology. This research contributes to SMEs to be more adaptive in responding to developments in technology through innovation by applying ICT to improve organizational performance.Digitalization is needed as an effort to change the direction of the organization's perspective and market response. As technology develops rapidly, it demands changes in business strategy to respond to organizational needs through technology. This research is a quantitative study, using primary data obtained through questionnaires, using purposive sampling method. This research was conducted on SMEs in the city of Palembang. Then the data were analyzed using SEM-PLS to test the mediation effect using WarpPLS.7.0. based on the results of the analysis leadership has an influence on organizational performance and Innovation Information Communication of Technology (ICT) mediates the relationship of leadership to organizational performance. This research contributes to SMEs to be more adaptable in responding to developments in technology through innovation by applying Information Communication of Technology (ICT) to improve organizational performance

Budaya Organisasi dan Perubahan dalam Pengembangan Organisasi

Theera of information technology is an are that provides a very big freedom for an organization to develop and to response. The change becomes contant, rapid, and radical so each organization is required to anticipate the changes. The organization enviroment with its zharacteristic changes, requires the organization culture is a very important factor to study more deeply by each organizational and each needs to realize that culture is a very import factor success and the survival of the organization. The pupose of this paper is to encourage an organazation to realize how crucial it is to consider the important of culture and its changes for the success of an organization particularly in this era, the era of information technology

Is There a Theory of Reengineering?

Business process reengineering has allowed many businesses to achieve significant improvements in performance, yet it seems that the reengineering promise and progress has reached a plateau of its own and reengineering is poised to enter the second generation (Cypress 1994). The fist generation saw development of a number of methodologies that allowed the reengineering projects to follow structured paths. Although methodologies differ in details, most of thein emphasize (1) changes in organizational objectives from an internal to a customer- and market-oriented focus, usually in response to competitive pressures, (2) a corresponding reconfiguration of production methods, (3) new information technology-based systems to enable these changes, and (4) significant changes in supporting processes such as human resources (Davenport 1993; Hammer and Champy 1993; Guha, Kettinger and Teng 1994). As the next generation of reengineering efforts are undertaken some practitioners are predicting shifts from the “customer value chain” paradigm to the “wealth creation and wealth consumption” paradigm (Cypress 1994). Yet, there is not clear theoretical framework available to evaluate and compare these methodologies and choose the one best suited for reengineering projects under consideration

Negative Emotion and Seeking Social Support during the Early Stage of System Implementation: A Case Study

Although humans are found to be hardwired for being influenced by referent others from the same social realm (Cialdini and Trost, 1998), our literature review indicates that conventional technology adoption models (such as the Unified Theory of Acceptance and Use of Technology, UTAUT) in Information Systems literature often implicitly assume that user beliefs are independent of what others say or do. Social information and communication are treated as external variables and are not considered directly. Moreover, the picture that these models paint is predominantly cognition-based with little colour of emotion except for Computer Anxiety (Compeau and Higgins, 1995). Although the technology adoption literature does have one research stream on non-instrumental outcomes, such as enjoyment (Davis, Bagozzi and Warshaw, 1992) and flow (Webster, Trevino and Ryan, 1993), its focus is mainly on human-computer interaction (Agarwal, 2000). Emotion-related topics that are ample in the organizational transformation literature are relatively less explored in extant technology adoption literature. The adoption of a new information technology at work invokes a series of changes in work procedures and relationships, which may be a hotbed of negative emotions such as anxiety and powerlessness. We draw on social information processing theory (Salancik and Pfeffer, 1978) and stress and coping theory (Lazarus and Folkman, 1984) to examine how case managers of one non-for-profit health resource coordination institute in Canada could be influenced by one another via seeking social support in order to regain the sense of control and/or to regulate the negative emotion aroused by the coming of a new information technology. Interviews with thirteen case managers were conducted to understand the role of communication in their emotional and behavioural response to the adoption of a new technology. At the end of the paper we propose an alternative conceptual model that incorporates communication and user emotion to enrich the existing understanding of technology acceptance

Managerial factors influencing long-term Work From Home adoption in small and medium-sized enterprises post-pandemic

Dissertation presented as the partial requirement for obtaining a Master's degree in Information Management, specialization in Information Systems and Technologies ManagementDue to governmental restrictions in response to the pandemic in 2020, work from home (WFH) was crucial to maintain business continuity and market competitiveness. Small and medium-sized enterprises (SMEs) were especially affected by the pandemic as they were not as well equipped for WFH as larger companies due to a lack of resources or digital knowledge. Consequently, the pandemic shifted the labor market resulting in an increased demand for WFH, leading companies to be pressured into implementing WFH to stay competitive and attractive to employees. Nevertheless, the managers make the decision regarding employee requests for WFH and therefore play a crucial part in the adoption of WFH in enterprises. A systematic literature review is conducted to provide evidence-based factors that influence the longterm adoption of WFH post-pandemic from a managerial perspective. This dissertation applies a framework, guided by socio-technical systems theory and task-technology fit model, to examine the role of the individual, technological, organizational, and task characteristics on managers’ decisionmaking for long-term adoption of WFH. The findings of this research show that individual factors are weighted highest by managers for their decision-making. Those factors include their experiences with WFH and the corresponding trust toward employees, which are prerequisites for the implementation and shape the attitude of managers. Technological, organizational, and task characteristics are key enablers for WFH and are the building stock for its effective long-term adoption. Firstly, crucial technological factors include broadband connection, quality of communication and collaboration tools, and the perceived usefulness of the technology. Secondly, WFH policies, IT security, IT infrastructure, training, and employee performance are decisive organizational factors. Lastly, crucial task factors are the type of tasks being performed and the corresponding accessibility of information while working from home. If trust and positive experiences exist, the interviewed managers of SMEs indicated that they strive to introduce a hybrid model, in the long term, to cope with the changes in the labor market by staying competitive and attractive to qualified employees. Although key enabling factors form the basis for effective WFH, they are not fundamental enough for decision-making

Organizational Renewal: The Management of Large-Scale Organizational Change in Norwegian Firms

A study of large organizational change projects was done in 228 private and public sector firms across Norway to examine the causes and consequences of renewal efforts and the strategies used by firm level management and union leaders to involve the workforce in the planning, design and execution of change. The research focus was on management\u27s choice of different forms of worker participation and their effects on the project outcomes. Data came from structured interviews with the top manager and an elected employee representative in each firm. The results showed that most major changes occurred in organizational structures and administration, undertaken primarily to increase efficiency and as a response to financial difficulties. In the private sector, the planning and design phases of change projects were dominated by top management, with very little involvement by non-managerial employees. Public sector employees played a larger role in the early phases of the projects, mostly through their elected representatives in legally prescribed forums. In both the private and public sector, there was more worker participation in the execution of change, both through elected representatives and more direct worker involvement of an ad hoc, firm-specific, nature. Neither the extent nor form of participation contributed to the success of the change projects. Instead, the project outcomes were primarily a function of external pressures experienced by the organization, the importance of renewal for organizational survival, and the flexibility of management and labor to accommodate to change. Resistance to change did not decrease as a function of worker participation, but it was influenced by the degree of labor-management agreement in the firm

Technology skills and perceptions of online classes in the Social Studies Department at Merrill Senior High School as a foundation for organizational change

Includes bibliographical references