Case Study 1 - Transfoming the Organization Case Study 1 - Transfoming the Organization Case Study 1 - Transfoming the Organization Case Study 1 - Transfoming the Organization Case Study 1 - Transfomi

************** the Organization  TO: CIO FOM: *** ********* ************ ************** ********************** ******** ** 2018  IntroductionTransformation Planning ** *** ******* of ********** *** implementing * **** ** ***** ** can ****** a *********** business ***** ** ******** ** methods ********** *** ******* ** wag *** ********** from ** ‘as is’ ***** ** *** be ******** we **** *** transformation ** ***** financing ****** ** ** ********* ****** ** ** *** also ******* ***** change *** ************* ******** ********* *** ********* **** hope ** **** ***** ***** open for * long **** **** to **** ************** ****** sooner ** ***** ************** need to implement *** transformation in * right *** ** ****** asuccessful ********* **** ******* ** essential ******* ******* ** listed ************ ** ** **** ** ***** ** get ********* *** ********* ****************************** ********* organization ******** ************** we **** **** to Change management which requires ********* planning and * *********** ** determine *** direction of ****** ***** ********** **** decide ***** **** ** ******* **** ** directly affected They **** ******* **** those *** ****** *** ****** are *** the ********* The employees' ************** is ** *** ** adapt to ****** *** ****** ********** that is yet *********** ****** ************* ** *********** ****** ************ ************************* ******** and *********** with advice ** mitigate risks and ***** up *** ********* ********* *** ************** ************ ** need ** **** when *** *** ** **** be ******* we **** **** to **** where *** ******** **** get ****** to provide the plan ** ****** moderationAn ************ can ****** ******** if ********* ** **** carefully *********** **** **** ** ****** **** **** *** ********* *** employees **** * **** excellent ******* to ***** ***** ********* will **** **** to be ******* ** **** ** * **** ************* ******** **** ** *********** ******* ********* **** learn to *********** clearly and ************** change ******* ************ ********************* **** should ** ********** ** ***** ***** could ** * mess **** confusion ********** **** ******* this confusion **** *** ********* The actualfigures of employees **** be ******* This is * weakness ** ********* ***** discrepancies ******* not ******** **** be ***** **** *** ************** *** we ***** **** **** a *** ** *************** * frustrated worker may ************* ******* the *********** ********* ***** ** ************* ****** ***** may ******** to **** the ****** ** correct **** ** guiding ********* ******* this ************** **** ********** ********** **** *** **** ********* ** this ** *** ** **** ******* ******* keys ****** ****** ** ********* encouraging ****** ***** ** reinforcing ** and prompting ****** to infuse ** **** their *** personal ******* is **** another *** ** ******* ***** ** **** **** ** engage ************ **** the ********* ** **** *** primary ************* ** *** ************** ******* ** ***** full ********** **** ***** up *** ********* ***************** ******* *** *** we *** *** the *********** ** have ********** information systemThrough all case ******* we read * **** focus ** **** * ******* ** *** a ********** ************** ** ********* ********** ** ****** *** ******* ********** **** both ****** and *********** need to ****** all ********* leadership ************ ** ******* ******* ** successfully ***** changeand ***** **** ** as ********** *** ************ **** ** ** involved in ******* what problems *** facing *** ************ *** ** ******* solutions A ********* *** ********** **** ****** be **** up *********** *** *** initiative ** ******** should ******* ** *********** new ************ ******* ******* ****** report *** direction ** * ********** effort *** **** with their ***** to ****** *** best ** get there **** also authorizes **** ******** and **** ******* ** ******* *** change **** their teams Afterward ******** ******** **** need to ** support *** *** adoption ** amendmentobserved Communication ****** ** **** ********** *** ******** ******* *** **** ** **** ***************** ***** *********** ******* ******** **** **** ** know **** *** **** ** the system **** *** ****** ** alternate Too ***** **** think **** *** **** ***** ** ******* *** ******* ***** *** ***** *** ****** *** results Actually **** **** ** ******* the change ****** ** **** *** organization in *** direction ** *** ****** *** *** ********* ** *** difference ***** *** ***** ** ******* *** cultureAs a ********** ** *** ***** ** learned **** stakeholders ****** be ******** ** all ****** **** we **** ****** clarity ** ******* future ***** integrated planning ** ********** ****** effect ******** **** *********** ******* ****** fusion ******* ********** and ************* *** *** needed ** *** ************* ************************ ******** and ********* ************** ********** ******* ***** ********* ****** to ******** people **** ********** ***** ** ***** ******** that ********** is theprimary source ** organizational change *** *** ***** **** ** **** *** on ***** they think ******* ***** ******* ********* ** ********* ******* in ******* hand those *** ***** ** *** ****** *** *** ******* ******** ******** ***** to **** ***** ************ ** *** ** ******* ***** ***** ****** * ******** Preparation ***** focusing ** sponsership *** ***************** ********** ***** has ********* ******** ** * priority ** focus ** **** *********** ******* ***** organized ** expect errors and *** *** ability ** ********** them to avoid ** ****** **** ; ***** ********* stage ***** ******** management ********** *********** ** a *********** stage ** ***************** ***** would ******** **** ****** ************ insure *** ************ **** ******* ********** ** **** ** ******* * ******* among ****** process *** ********** ******** ** *** ************** “This *** **** **** that sometimes ** **** to ***** the ***** ****** while engaging *** *** management **** ** * ***** for efficiently ******** **** between the ** and business ************** **** ** ******* *** ******* *** ******** while continuing ***** ********** mainlyArea ** ********** *** *************** ********** ***** ** faced the **** ** ********* ***** *** ****** and *** ** *** need this ****** ** how **** *************** **** ** ******** ** ** or lake ** ******* ***** new roles *** **************** ** **** ** untimely communications ***** ********* ********** ***** **** ************ ** ** ******** *** **** could ** ********* ** ************ ******** *** ***** *** ********* ******************* ********** ***** ** faced *** comfort ** *** ******* ************* and *** ************ ** ******* future of ****** ******* mature ********* head to ** stick ** *** ******* way ** ******** ***** ***** ** mitigated ** ********** ****** clarity *** accountabilityOrganization ******* and culture ** *********** **** new changes ****** *** employees ************* of *** ******* oneand **** could ** ********* ** *********** impact *************** ***** ** that fear ** job **** ** ****** the ****** as *** security ****** ***** ***** ** mitigated ** ******** and ********* *********************** to *** *** ************ *************** ********** ********* ** *** new change is ********** ** **** ******* employees don’t **** **** ** * ******* solution *** this ***** be ********* by stakeholders ********* ************ *** ******** ****** mitigationWe can’t ******* ******* **** by ********** *** ****** ******* proper ******** *** ******* ********* * got was the resistance of employees ** the *** system with * *** ** ********* about *** should be **** ****** ****** than *** *** *** *** how we *** **** know **** and go for ** ** * ****** * ******* get ********* engagement ****** ******* **** to understand the ****** **** **** **** to be accepted ** *** identify **** they supposed to ** *** can ** ** ******* *** achievement ** **** ****** ************* in *** ways ** get *** ******** ********** and ** move ** **** ********** * ******** **** with ********* *** balancing *** **** ********** *** long-term **** *** ******** ** get ***** with **** commitment to ** * also ******* ** achieving * ******* ***** *** ******* ********* *** ********** ******** ** the ************** ** tap ** ***** ****** ***** ***** *** **** *** ********** ******* ** to ****** *** ******* ** *** business ***** *** ***** **** ********* ***** we **** ** ******** ******** ********** **************** ******** ******** ** ** a *** ** ********** ******** programs *** ******** ******** ***** aid ********* to *** ******* ********** *** have * **** **** of **** **** are ***** and **** **** **** **** ******* ** ***** work *** ***** ******** ** itInteresting ConsiderationsI ******* **** leaders **** ** accept **** ****** *** ******** may ****** ******* ************** ******* *** **** ****** *** ***** ******* when **** ******* ** **** ** reconsider *** ******** not ********** **** ** try to ******* **** nothing ***** ******* ** revising and ******* ********* ******* ******** ******* we will **** all employees ** *** side *** **** **** lead ** extra mile ***** in support ****** than ********* ***** ***** from *** beginning which may **** to unexpected **** ***** * ********** ** the ********* ***** ***** *** **** ** **** courage *** **** ****** ** from culture of **** ** *** *** ** planning *** ******************** Basu * K (2015) *** ******** **** ** ******** ******* **** ***** ** Technology-Enabled ******** Transformation Global ******** & ************** Excellence ***** ***** doi:101002/joe21602Connelly * ****** T ****** * ******* * ****** D ***** Havelka * ****** *** **** ** a **** ****** **** ********** at **** Information Systems Education ******* 14(2) *****************

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