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Essay / Research Paper Abstract
This 10 page paper uses a number of models, theories and arguments to critically evaluate the views on technochange (technological change) management suggested by Markus (2004) in the article "Technochange management: using IT to drive organizational change". The bibliography cites 8 sources.
Page Count:
10 pages (~225 words per page)
File: TS14_TEtechchang.rtf
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Unformatted sample text from the term paper:
to trade and create empowered consumers. If technology can change social practices and norms and influence behavior when used in an informal setting then it makes sense that technology may
have a potentially enormous impact in a business environment where it is being introduced with the aim of creating a change. There are different types of change which take
place, some of which simply involve technology, others are technologically driven, thats it is referred to as technochange by Markus (2004). Marcus argues the technochange differs significantly from changes which
only require the implementation of some type of information technology, and it can occur as a deliberate strategy, or as an unintended outcome. However, technochange, whatever the implementation process; deliberate
or unintended, it is possible that it presents unique problems for the organization undergoing change, as Markus argues is fundamentally different to IT projects and other types of change. However,
this view of technochange being different is not universally accepted, this appears to be linked to the way technology is perceived. In
many instances change will fail, Maurer (1997) argues that there are high levels of failure of any type of organizational change; mergers and acquisitions organisational changes fail at a
rate of 29%, reengineering is higher at 30% and quality improvement a failure rate of 50% (Maurer, 1997). Markus (2004) notes that the rate of failure for changes involving technology
may be as high as 75%; placing it well ahead of the failure rates for other types of change. Markus argues that
the problem is the negative reaction to change and the way that they need to adapt and change. Looking at traditional models of change there is an ability to predict
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