Department-Wide Information Systems Analysis - Term Paper Example

Running head: DEPARTMENT WIDE INFORMATION SYSTEMS Department Wide Information Systems Affiliation May 24, 2009 Table of Contents Tableof Contents 2 Introduction 3 Dysfunctional departments 3 Elements of impact 4 Department-wide information systems implementation and failure 4 Methods for avoidance 6 Leadership and Performance 6 Performance and Strategic Alignment 7 Performance Diagnosis Checklist 8 Effective Communicate 8 Conclusion 9 References 9 Introduction This paper discusses the main causes of failings of department-wide information systems when deployed in dysfunctional departments. This paper will present the methods and measures those can be implemented to avoid such failures. In the present technology based age Information system are the basic need for each type of business and organizational management. The effective implementation of the business makes the overall organizational management more successful. In few cases information system fails to achieve their established goals. This research is based on the assent of the basic factors behind the failure of any department-wide information systems when deployed in dysfunctional departments. Dysfunctional departments This section will discuss the concept of “Dysfunctional departments” and problem associated to these departments. The complicatedness of dysfunctional departments bend forward to begin through unusual structures of department society that builds up when one individual or a little group of individuals make use of a crucial as well as negative pressure on friendly discourse over an extensive period of time. In this way we reached to dysfunctional departments that are recognized, not born. Sometimes high position administrators support the conditions in which intact department turns out to be dysfunctional. A dysfunctional organization or department can be dysfunctional in many ways, like that the major reason is the deprived administrative performance, and then there is also lack of business knowledge as the main reason at the back of the dysfunctional behavior. The negative internal departmental politics is also one of the main reasons at the back of the dysfunctional departments (Maghroori., 2006). Elements of impact This section covers few main elements that are the fundamental reasons behind the dysfunctional department. All the way through this assessment we will be able to access the reason behind the failing of the information system in the dysfunctional departments. There are few main activities into the dysfunctional behavior that makes a department dysfunctional (Yones, 2004). (1) Definite categories of behavior destructively influence departmental culture (2) If negative behavior are unconstrained then these can be predisposed to units additional dysfunctional over time (3) Administrators are able to prevent from this progression if they are capable to become aware of it unfortunate and if they are ready to smoothly model additional positive types of collegial behavior, but frequently ignorance of the management make the overall environment more critical. (4) The spring Dysfunctional behavior and programs in a department can show the way to source of grievances. Department-wide information systems implementation and failure In up to date business practices the information system is the fundamental need for any business. The business with an information system can be able to take an effective lead in the marketplace. The accomplishment of the information system sometimes exposes lot of realties and politics at the back of the rigid activities of the business. Some organizational personnel feel themselves unsecure. In these circumstances they want that the organization of the information system becomes unproductive. For this reason they create a political interdepartmental situation that leads to a dysfunctional department (J.G. Thoburn, 1999). There are lots of reasons behind the failing of the information system implementation in a dysfunctional department few of them are listed below (Yones, 2004). A lot of times the management is fraction of the political game running to be unsuccessful the information system implementation in the department; because the rigid approach of the business they have settled lot of personal advantages. So they are not willing to make the on the whole organizational environment clearer. Sometime the lack of consensus on the perfect information system achievement strategy leads to breakdown. In the departmental situation we have lot of incompatible views and opinions. The measurement and neutralization of these conflicts is really indispensable because these parameters lead to main failure cause. If we have constructive management but they are new in the organization, in this circumstance they will not be able to access the right or wrong for the reason of lack of information or misinformation. In such situation some people take advantage of the situation and disturb the on the whole organizational policy and strategy regarding the IS implementation. Information system implementation launches a collaborative organization of the organizational activities. In this circumstance some people have serious disagreements with each other, as a result they are not willing work together. This type of situation also leads to the breakdown of the information system implementation. Sometime failure of someone to carry out an equivalent allocation of the cooperative duty for project delivery through the help of the departmental information system The department-wide information system accomplishment breakdowns in dysfunctional departments are more widespread. This disaster gives an accommodating reminder that information system exploitation in the department that engrosses in the unconstructive politics. Here we need to set up successful course of action and parameters regarding the effective accomplishment of the system (Yones, 2004). Next section will discuss few methods and procedures regarding the successful information system implementation. Methods for avoidance This section will discuss the main initiative regarding the successful implementation of the department-wide information system. I have accessed few of the main implementations, assessment and leadership related facts to perfectly align the organizational performance. Leadership and Performance This section will emphasis on the quality of leadership how leadership effects the on the whole performance of the organization and information system implementation in dysfunctional departments. The effective leadership helps the organization to stay away from a number of conflicts. Effective leadership is the most important and significant competitive advantage of an organization above another, not operations, finance, technology, or anything else. Leadership invents the corporate business guidelines as well as constructs its resources, containing its finances, personnel as well as operations (Yones, 2004). In the scenario of the information system implementation in an organizational atmosphere that has dysfunctional departments, here management and leadership can play an imperative role regarding the establishment of better departmental working strategy (Yones, 2004). Leadership needs to set up strict policy and actions for streamlining the organizational working environment. The established policy will help and aid for the development of the non-political environment. In this way the accomplishment of the information system turns out to be successful (Yones, 2004). Performance and Strategic Alignment Here in this section I will elaborate the main alignment among the performance and strategic policy implementation in the organizational environment. Classic organizational science has mentioned four organizational management activities: motivating, organizing, planning, and controlling. Fundamentally supporting elevated business performance is a product of strategic arrangement. Strategic arrangement can be attained merely when every team across the organization community and effort honestly and jointly. In other words, the superiority of the strategic alignment in the business is receiving every people in a business rowing in the similar direction (Maghroori., 2006). In case information system implementation we can work out such policy that creates a collaborative working setting. Such type of the collaboration leads to enhanced organizational politics. People will meet to get to the bottom of disputes, this feature minimizes the negative polities and raises enhanced working atmosphere. In this way the accomplishment of the department-wide information system will provide superior results. Performance Diagnosis Checklist After the implementation of the organization information system we need to build up a performance judgment checklist. This checklist will be included in the central organizational strategy. The implementation of the information also requires the enhanced evaluation of the functioning performance. This judgment will proffer a enhanced performance assessment of the personnel engaged in the working of the information system. The fast growing as well as gainful organizations are able to tackle the bad internal politics and unproductive nature of the worker, this leads to decline performance. To tackle this issue we have to establish and performance analysis methods and also offer compensation and penalty against any good or bad action. This will give confidence to good personnel and discourage negative entities (J.G. Thoburn, 1999). Effective Communicate In the organizational the effective communication among the organizational staff is really indispensable. The effective communication presents a enhanced working and collaborative atmosphere that leads to productive result. The implementation of department-wide information system can bring some negative discussion among the organizational entities. The effective communication makes such activities less strong and provides superior control to management to take a better and deep insight into on the whole organizational environment (Yones, 2004). Conclusion This paper has presented the detailed overview of the main causes of failings of department-wide information systems when deployed in dysfunctional departments. This paper has outlined the main causes and scenarios those lead to less effective organizational working environment. I have discussed the dysfunctional department’s behavior. Then I have discussed the main problems regarding the implementation of the department wide information system and possible problems those make this implementation less effective. I have presented the some methods those avoid the development of the dysfunctional department and make the successful implementation and working of the information possible. References Ives, G. P. (2003). Trust and the Unintended Effects of Behavior Control in Virtual Teams. Management Information Systems Research Center, University of Minnesota , 365-395. J.G. Thoburn, S. A. (1999). Difficulties arising from dysfunctional information systems in manufacturing SMEs . International Journal of Agile Management Systems , 116-126. Laudon, K. C., & Laudon, J. P. (1999). Management Information Systems, Sixth Edition. New Jersey: Prentice Hall . Maghroori., C. a. (2006). How to Avoid Having Dysfunctional Departments on Your Campus. Magna Publications, Inc. , 1-4. Monk, E., & Wagner, B. (2009). Concepts in Enterprise Resource Planning, 3rd.ed. Boston: Course Technology Cengage Learning. Wang, D.-S., & Shyu, C.-L. (2008). Human resource management; Management strategy; Human resource strategies; Organizational performance. international Journal of Manpower , 92-110. Yones, M. (2004). Dysfunctional Leadership & Dysfunctional Organization . 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