Adoption and Implementation of IT in Developing Nations

2006 ◽  
pp. 208-233
Author(s):  
Monideepa Tarafdar ◽  
Sanjiv D. Vaidya
Keyword(s):  
Organizational Factors ◽  
Developing Nations ◽  
Organization Culture ◽  
It Adoption ◽  
Adoption And Implementation ◽  
Management Commitment ◽  
Top Management Commitment ◽  
Government Mandates ◽  
External Conditions ◽  
Management Participation

This case describes challenges in the adoption and implementation of IT in two public sector enterprises in the postal and distribution businesses respectively, in India. In spite of similarities in the scale of operations and the general cultural contexts, the IT adoption processes and outcomes of the two organizations were significantly different. While one failed to implement IT in its crucial processes, the other responded effectively to changes in external conditions by developing and using IT applications for critical functions. The case illustrates how differences in organizational factors such as top management commitment, unions, middle management participation, capabilities of IS professionals and specific aspects of organization culture resulted in such differences. The case is interesting and significant because it is representative of experiences of many government-aided organizations in India, which have undertaken IT modernization as a response to external changes and government mandates. The findings can also be generalized across similar organizations in other developing countries.

Adoption & Implementation of IT in Developing Nations

2011 ◽  
pp. 440-464
Author(s):  
Monideepa Tarafdar ◽  
Sanjiv D. Vaidya
Keyword(s):  
Organizational Factors ◽  
Developing Nations ◽  
Organization Culture ◽  
It Adoption ◽  
Adoption And Implementation ◽  
Management Commitment ◽  
Top Management Commitment ◽  
Government Mandates ◽  
External Conditions ◽  
Management Participation

This case describes challenges in the adoption and implementation of IT in two public sector enterprises in the postal and distribution businesses respectively, in India. In spite of similarities in the scale of operations and the general cultural contexts, the IT adoption processes and outcomes of the two organizations were significantly different. While one failed to implement IT in its crucial processes, the other responded effectively to changes in external conditions by developing and using IT applications for critical functions. The case illustrates how differences in organizational factors such as top management commitment, unions, middle management participation, capabilities of IS professionals and specific aspects of organization culture resulted in such differences. The case is interesting and significant because it is representative of experiences of many government-aided organizations in India, which have undertaken IT modernization as a response to external changes and government mandates. The findings can also be generalized across similar organizations in other developing countries.

Adoption and Implementation of IT in Developing Nations

2008 ◽  
pp. 905-924
Author(s):  
Monideepa Tarafdar ◽  
Sanjiv D. Vaidya
Keyword(s):  
Organizational Factors ◽  
Developing Nations ◽  
Organization Culture ◽  
It Adoption ◽  
Adoption And Implementation ◽  
Management Commitment ◽  
Top Management Commitment ◽  
Government Mandates ◽  
External Conditions ◽  
Management Participation

This case describes challenges in the adoption and implementation of IT in two public sector enterprises in the postal and distribution businesses respectively, in India. In spite of similarities in the scale of operations and the general cultural contexts, the IT adoption processes and outcomes of the two organizations were significantly different. While one failed to implement IT in its crucial processes, the other responded effectively to changes in external conditions by developing and using IT applications for critical functions. The case illustrates how differences in organizational factors such as top management commitment, unions, middle management participation, capabilities of IS professionals and specific aspects of organization culture resulted in such differences. The case is interesting and significant because it is representative of experiences of many government-aided organizations in India, which have undertaken IT modernization as a response to external changes and government mandates. The findings can also be generalized across similar organizations in other developing countries.

scholarly journals The barriers of workplace safety and health management: from the supervisor’s perspective

2019 ◽  
Vol 29 (Supplement_4) ◽  
Author(s):  
M Tsai ◽  
F Chen ◽  
P Hsu ◽  
C Chen
Keyword(s):  
Health Management ◽  
Organizational Factors ◽  
Well Being ◽  
Workplace Safety ◽  
Top Management ◽  
Professional Skills ◽  
Safety And Health ◽  
Management Commitment ◽  
Top Management Commitment ◽  
Health And Well Being

Abstract Background Previous researches demonstrated that workplace safety and health (WSH) management plays a major role in promoting worker’s health and well-being. However, organizational factors hinder promoting WSH management program. The main aim of this study is to explore the probable existence of barrier from WSH supervisor’s perspective. Methods This study employed a qualitative design to gain an in-depth and holistic understanding of WSH from the supervisor’s perspective. Eight focus groups were conducted in Taiwan. A total of 81 supervisors (employer, human resource section, environmental safety section) from the manufacturing industry, construction industry, and service industry participated in this study. All interview contents were transcribed and coded. Matrices were constructed to identify themes and evolving concepts. Results Three main barriers were identified1. Lacking of top management commitment and support (e.g., top management focused more on employees’ work performance than their safety and health, top management commitment was just a declaration but with no action, and top management only conducted the traditional occupational hazards control to fit the minimum standards of national policy, and ignored employees’ mental health and well-being); 2.Lacking of employee’s safety awareness (e.g., employee lacked the motivation to attend training program; 3.Organizational resources were not enough to implement occupational safety and health management (e.g., the supervisor lacked professional skills in promoting WSH program). Conclusions The study findings provide an integrated basis for practical application and further research. The workplace supervisor should be trained the professional skills in workplace safety and health management. Then, the workplace psychosocial safety climate can be built while top management and employee have higher workplace safety and health awareness. Key messages This study contributes to occupational health research from the supervisor’s perspective. This study also hints at the potential role of top management promoting employee’s health and well-being.

scholarly journals Moderating the role of top management commitment in usage of computer-assisted auditing techniques

Accounting ◽  
2021 ◽  
pp. 457-468
Author(s):  
Luay Daoud ◽  
Ahmad Marei ◽  
Sameer M. Al-Jabaly ◽  
Abdullah Ahmed Aldaas
Keyword(s):  
Cost Benefit ◽  
Organizational Factors ◽  
Computer Assisted ◽  
Top Management ◽  
Audit Process ◽  
Factors Affecting ◽  
Audit Firms ◽  
Management Commitment ◽  
Top Management Commitment ◽  
Audit Performance

The importance of computer-assisted auditing techniques (CAATs) is widely acknowledged by auditors. However, the current usage of CAATs is not as broad as expected. In this work, the technology–organization–environment framework is used to establish and analyze the organizational factors affecting the post-adoption usage of CAATs. This study also determines whether or not the use of CAATs enhances the audit process. Top management commitment is introduced as a variable that moderates audit firms’ use of CAATs and audit performance. The data used in this work were obtained from auditors of audit firms in Jordan. Analysis results reveal that CAAT usage is affected by the cost–benefit of technology, firm size, readiness and competitive pressure. By contrast, technology compatibility and the complexity of the accounting information systems of clients do not appear to influence CAAT usage. Top management directly influences audit performance and is thus crucial in dictating how auditors utilize CAATs. However, it does not exert a moderating effect (top management × audit firm’s use of CAATs) between audit firms’ use of CAATs and audit performance. Moreover, the use of CAATs improves the overall audit process of audit firms.

Factors Influencing Green Warehouse Practices in Malaysian Warehouse Industry: An Empirical Analysis

2019 ◽  
Vol 5 (1) ◽  
pp. 54
Author(s):  
Siti Norida Wahab ◽  
Nazura Mohamed Sayuti ◽  
Azimah Daud
Keyword(s):  
Industrial Development ◽  
Data Gathering ◽  
Global Market ◽  
Acceptance Rate ◽  
Extensive Literature ◽  
Factors Influencing ◽  
Industry Competition ◽  
Management Commitment ◽  
Top Management Commitment ◽  
The Government

The purpose of this study is to provide an understanding of the factors influencing green warehouse practices (GWP) in the Malaysian warehouse industry. Both stakeholder theory (ST) and institutional theory (IT) act as the foundation in developing the theoretical framework. Six factors were identified resulted from preliminary data gathering and an extensive literature review for constructing the model. The sample size consists of 226 respondents with the acceptance rate of 89 per cent. The findings revealed that customer demand, owner support, employee involvement, top management commitment, industry competition, and governmental pressure are positively associated with GWP. Based on the findings, warehouse companies and relevant authorities in Malaysia should focus on the importance of GWP towards becoming more competitive in the global market. The study provides a theoretical gap by proposing a valuable implication to scholars and practitioners in promoting sustainable industrial development which aligns with the government national agenda.

scholarly journals What Prompts Small and Medium Enterprises to Implement CSR? A Qualitative Insight from an Emerging Economy

2021 ◽  
Vol 13 (2) ◽  
pp. 952 ◽  
Author(s):  
Zengming Zou ◽  
Yu Liu ◽  
Naveed Ahmad ◽  
Muhammad Safdar Sial ◽  
Alina Badulescu ◽  
...  
Keyword(s):  
Emerging Economies ◽  
Developing Economies ◽  
Small And Medium Enterprises ◽  
Customer Behavior ◽  
Policy Makers ◽  
Management Commitment ◽  
Top Management Commitment ◽  
Medium Enterprises ◽  
Corporate Social ◽  
Depth Interviews

The topic of corporate social responsibility (henceforth referred to as CSR) has been a central topic during the last decade, but the majority of the existing literature discusses CSR relationship with large organizations. Whereas, its contribution in small and medium enterprises (henceforth referred to as SME) sector has received little attention. There have been some studies that focused on CSR activities in SME sector quantitatively in the context of developing economies like Pakistan, but the fact is, to date, SME sector of Pakistan is not participating actively in CSR-related activities due to some constraints. The present study is a pioneer attempt, to explore CSR barriers that restrict SME sector of Pakistan from practicing CSR initiatives. For this reason, the present study explores these barriers qualitatively in order to gain in-depth knowledge of different CSR barriers. In doing so, we conducted semi-structured in-depth interviews from 9 SMEs in Lahore city of Pakistan. We performed thematic analysis, which produced five relevant themes of CSR barriers, including: Lack of resources, lack of regulations, lack of top management commitment, lack of CSR knowledge, and passive customer behavior. Our analysis further showed that lack of resources is the most related barrier that hinder SMEs to be engaged in CSR activities. This paper contributes to CSR literature in emerging economies’ context. Through an increased awareness of barriers, policy makers and practitioners may take necessary steps to improve CSR practices in SMEs.

Performance management in public universities: overcoming bureaucracy

2018 ◽  
Vol 67 (4) ◽  
pp. 736-753 ◽  
Author(s):  
Nunzio Angiola ◽  
Piervito Bianchi ◽  
Letizia Damato
Keyword(s):  
Performance Management ◽  
Public Universities ◽  
Organizational Factors ◽  
Public University ◽  
Management Systems ◽  
Management Tools ◽  
Performance Levels ◽  
Content Type ◽  
Performance Management Systems ◽  
Adoption And Implementation

Purpose Considering a micro performance perspective, the purpose of this paper is to analyze whether and to what extent the adoption of better performance management systems could improve the performance levels of a public university. Design/methodology/approach With reference to a period of four years (2011-2014), the quality of performance management systems of 29 Italian universities (response rate: 48 percent) was examined and the possible effects on performance levels of these institutions were analyzed by means of statistical methodologies (multiple regression analysis). Outcome indicators were considered. Findings The findings indicate the need to go further “measurement,” and to take care of performance “management,” especially in complex organizations as universities, where academicians identify themselves more with their professions than with the organization and where technicians and administrative employees might look at the performance-based reform with “bureaucratic eyes.” A fruitful cooperation between the professional soul and the bureaucratic one is paramount. Originality/value Studies which analyze organizational factors that could affect the adoption and implementation of performance management systems are rare, and use in prevalence qualitative methods or refer to machine bureaucracies, not many to professional ones as public universities. Moreover, the performance management literature in a public university context deepens the topic of the selection of KPIs and the focus is mainly on macro performance or on management tools for gathering and analyzing performance measures.

Developing human resource for the digitization of logistics operations: readiness index framework

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Anchal Gupta ◽  
Rajesh Kr Singh ◽  
Shivam Gupta
Keyword(s):  
Fuzzy Ahp ◽  
Organizational Factors ◽  
Organization Culture ◽  
Management Support ◽  
Analytic Hierarchy ◽  
Content Type ◽  
Top Management Support ◽  
Logistics Company ◽  
The Right ◽  
Hierarchy Process

PurposeThe purpose of this study is to identify factors that are important for logistics organizations from the perspective of manpower readiness for digitization of logistics operations. The study also prioritizes the identified factors and also evaluates the readiness index of manpower for the digitalization of logistics processes.Design/methodology/approachThe factors for manpower readiness are identified through literature review and analysis of a case study. Three major categories of factors are identified. These are organizational, behavioural and technological factors. Under these three major categories of factors, 18 sub-factors are identified. Thereafter, with experts' inputs, the factors are prioritized using Fuzzy analytic hierarchy process (AHP). Further, a case illustration of an Indian logistics company has been taken to understand the current processes, technical capabilities, manpower skills and organization culture. After the case analysis and expert inputs, the manpower readiness index has been evaluated by using graph theory matrix approach (GTMA).FindingsThe prioritization of manpower readiness factors has been done using Fuzzy AHP. Organizational factors are found to be the most important factors which require quick attention. Sub-factors that are most important for building competencies in the logistics sector are providing the right training on functional skill development (0.129), top management support and commitment for digitalization (0.117), and organizational culture for process digitalization (0.114), etc. Finally, framework for evaluation of manpower readiness index for logistics operations in the digital age has been illustrated for a case company.Practical implicationsIndian logistics companies can benchmark their readiness index with respect to the best in the industry. Based on the readiness index, logistics companies can analyse their position, gaps from best and worst and can also identify potential areas for improvement.Originality/valueThe novelty of the study lies in the development of a framework for manpower readiness for digitalization in the logistics sector. In literature, this field is very less researched and provides the scope for developing strategies for improving manpower competencies for Industry 4.0. Logistics companies can improve their performance by making their manpower ready based on results obtained for readiness index.

scholarly journals Factors Influencing the Success of ERP System Implementation in the Public Sector in the Kingdom of Bahrain

2016 ◽  
Vol 8 (12) ◽  
pp. 21 ◽  
Author(s):  
Omar Mohamed Bukamal ◽  
Rami Mohammad Abu Wadi
Keyword(s):  
Public Sector ◽  
Critical Success Factors ◽  
Success Factors ◽  
System Implementation ◽  
Erp System ◽  
The Public ◽  
Critical Success ◽  
Management Commitment ◽  
Top Management Commitment ◽  
High Level

<p>This study aims empirically to analyze the critical factors that impact the success of ERP system implementation in the public sector in the Kingdom of Bahrain and to clarify the benefits gained from the implementation. The study used a detailed questionnaire as a measuring instrument across the sample group to measure two main variables, the first being critical success factors (CSFs), and the second whether ERP implementation was successful or not. The CSFs are top management commitment and support, ERP system matching organization, business process re-engineering, vendor support, and training users.</p>Those factors found to have a significant impact on ERP system implementation and the results illuminate the high level of success in implementing ERP systems. While simultaneously demonstrating that an organization with a functioning ERP system does not achieve the desired benefits by default, but rather the organization requires certain Critical Success Factors (CSFs) to be present and in effect for those benefits to be achieved.

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