by : Iivari
Abstract
Organizational culture – a popular but also a very complex concept – has been identified as an influential factor affecting the successes and failures of organizational change efforts. Many empirical organizational culture studies have been carried out in information systems (IS) research. However, culture is a very versatile concept, and there are many controversies in both defining and applying it.
Therefore, this paper reviews different conceptions of organizational culture in the existing literature – in anthropology, organizational studies and in IS research. Also recent criticism on the existing conceptions is presented. Furthermore, organizational change is also a complex concept, due to which this paper discusses also differing conceptions of organizational change and conceptions of change employed in the empirical IS literature. Finally, a framework for the analysis of organizational culture and change is developed. The framework identifies three positions on organizational culture and change: optimist, pessimist and relativist, and discusses their implications. The optimist position is criticized of relying on very naïve notions of culture and change. The pessimist position can be criticized of lacking relevance to practice. Finally, the relativist position is recommended as the most realistic position for the prospective IS research on organizational culture and change.
Therefore, this paper reviews different conceptions of organizational culture in the existing literature – in anthropology, organizational studies and in IS research. Also recent criticism on the existing conceptions is presented. Furthermore, organizational change is also a complex concept, due to which this paper discusses also differing conceptions of organizational change and conceptions of change employed in the empirical IS literature. Finally, a framework for the analysis of organizational culture and change is developed. The framework identifies three positions on organizational culture and change: optimist, pessimist and relativist, and discusses their implications. The optimist position is criticized of relying on very naïve notions of culture and change. The pessimist position can be criticized of lacking relevance to practice. Finally, the relativist position is recommended as the most realistic position for the prospective IS research on organizational culture and change.
Keywords: Organizational culture, organizational change, information systems, information systems implementation, information systems development
1 INTRODUCTION
This paper analyzes existing research on organizational culture in the context of organizational change in information systems (IS) research. The paper focuses on research on culture and change in IS development and use contexts, which have been identified as central research areas in IS research (Lyytinen 1987). The organizational contexts of IS development and use should be explored in depth to understand their effects on the development and use processes (Grudin 1996). Both IS development and use are full of difficulties and recurrent problems, and most causes of these problems are social (Lyytinen 1987). Related to this, also the importance of understanding organizational culture has been brought up in (Avison – Myers 1995). Altogether, culture has been a popular focus of analysis in studies on organizational change in IS research. The studies are related to the development, implementation or use of IS in organizations. Especially the effects of organizational culture in IS implementation has brought about a body of studies (e.g. Brown 1995, Brown – Starkey 1994, Cabrera et al. 2001, McDermott – Stock 1999, Pliskin et al. 1993, Robey – Rodriquez-Diaz 1989, Ruppel – Harrington 2001, Tung et al. 2000). Recently many studies have been concerned with the part culture plays in achieving total quality through Total Quality Management (TQM) (e.g. Al-Khalifa - Aspinwall, 2001, Dellana – Hauser 1999, Fok et al. 2001, Kekäle 1998, Lewis – Boyer 2002, Pool 2000).
The studies have revealed a multitude of ways organizational culture affects organizational change efforts. Some studies highlight that compatibility between change effort and culture is a very important criterion for success. The studies have defined compatible culture types for different kinds of...............................(baca_selengkapnya )
This paper analyzes existing research on organizational culture in the context of organizational change in information systems (IS) research. The paper focuses on research on culture and change in IS development and use contexts, which have been identified as central research areas in IS research (Lyytinen 1987). The organizational contexts of IS development and use should be explored in depth to understand their effects on the development and use processes (Grudin 1996). Both IS development and use are full of difficulties and recurrent problems, and most causes of these problems are social (Lyytinen 1987). Related to this, also the importance of understanding organizational culture has been brought up in (Avison – Myers 1995). Altogether, culture has been a popular focus of analysis in studies on organizational change in IS research. The studies are related to the development, implementation or use of IS in organizations. Especially the effects of organizational culture in IS implementation has brought about a body of studies (e.g. Brown 1995, Brown – Starkey 1994, Cabrera et al. 2001, McDermott – Stock 1999, Pliskin et al. 1993, Robey – Rodriquez-Diaz 1989, Ruppel – Harrington 2001, Tung et al. 2000). Recently many studies have been concerned with the part culture plays in achieving total quality through Total Quality Management (TQM) (e.g. Al-Khalifa - Aspinwall, 2001, Dellana – Hauser 1999, Fok et al. 2001, Kekäle 1998, Lewis – Boyer 2002, Pool 2000).
The studies have revealed a multitude of ways organizational culture affects organizational change efforts. Some studies highlight that compatibility between change effort and culture is a very important criterion for success. The studies have defined compatible culture types for different kinds of...............................(baca_selengkapnya )
Artikel lengkap dikompilasi oleh/hubungi :
Kanaidi, SE., M.Si (Penulis, Peneliti, PeBisnis, Trainer dan Dosen Marketing Management). e-mail ke : kana_ati@yahoo.com atau kanaidi@poltekpos.ac.id
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