Your SlideShare is downloading. ×
Mis jaiswal-chapter-13
Upcoming SlideShare
Loading in...5
×

Thanks for flagging this SlideShare!

Oops! An error has occurred.

×
Saving this for later? Get the SlideShare app to save on your phone or tablet. Read anywhere, anytime – even offline.
Text the download link to your phone
Standard text messaging rates apply

Mis jaiswal-chapter-13

107
views

Published on

Published in: Business

0 Comments
0 Likes
Statistics
Notes
  • Be the first to comment

  • Be the first to like this

No Downloads
Views
Total Views
107
On Slideshare
0
From Embeds
0
Number of Embeds
0
Actions
Shares
0
Downloads
1
Comments
0
Likes
0
Embeds 0
No embeds

Report content
Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
No notes for slide

Transcript

  • 1.    The DeLone & McLean Model The Seddon Model The Organizational Transformation Model
  • 2.           Constructed by DeLone and McLean in 1992 Considered to be the pioneer in the information system field Overcomes the short-comings of the Technology Acceptance Model (TAM) Synthesizes a six-factor taxonomy of IS success such as: Systems Quality Information Quality IS use User satisfaction Individual impact and Organizational impact
  • 3. System Quality Use Individual Impact Information Quality Use Satisfaction The DeLone & McLean Model Organizationa l Impact
  • 4.       Seddon proposed this model in 1997 Model focuses on the variance aspects of the interrelationships among the taxonomic categories Considers three classes of interrelated variables: Measures of Information and System Quality General measures of net benefits of IS use Behaviour with respect to IS use
  • 5. Expectations about the net benefits of future IS use Feedbac k (Partial basis for revised expectati ons) IS Use (a behavior, no t a success measure) .M easur es of I nf or m i on at & Syst em Q i ty ual System Quality Individual, Organizational, and Societal Consequences of IS Use (not evaluated as either good or bad) Observation, Personal Experience, and Report from Others .G ener al Per cept ual M easur es of N et B enef i t s of IS U se Perceived Usefulness .O her t M easur es of N B et enef i t s of I S U se Individuals Net benefits to: Organizations Informatio n Quality User Satisfaction Society IS Success Model e.g., Volitional IS Use The Seddon Model
  • 6.      Earlier models do not capture the organization transformation dimension of successful IS implementation This model has three dimensions: Systems and Information Quality Organizational usage of IS Organization transformation due to IS
  • 7. Expectations about the net benefits of future IS use IS Use Individual, Organizational, an d Societal Consequences of IS Use (a behavior, no t a success measure) (not evaluated as either good or bad) Observation, Personal Experience, and Report from Others Feedback (Partial basis for revised expectations) Measures of Information & System Quality General Perceptual Measures of Net Benefits of IS Use System Quality Perceived Usefulne ss BPR User Satisfactio n Change Managemen t Information Quality Organizational Transformation Other measures of Net Benefits of IS Use Net benefits to: Individual s Organization s Society IS Success Model The Organizational Transformation Model
  • 8. Change Management  Role mapping  Overall & change specific communication  Overall & change specific training
  • 9.   Change Management is an organized, systematic application of the knowledge, tools, and resources of change that provides organizations with a key process to achieve their business strategy Change management plans, initiates, realizes, controls, and finally stabilizes change processes on both, corporate and personal levels
  • 10.     First effects of change on employees, leaders, and on performance levels are negative These effects include fears, stress, frustration and denial of change Most employees tend to react with resistance to change rather than seeing change as a chance to initiate improvements They are afraid of losing something, because they have incomplete information on how the change processes will effect their personal situation in terms of tasks, workload, or responsibilities

×