CIS 500 – Information Systems For Decision Making ✓ Solved

CIS 500 – Information Systems for Decision-Making

Write a memo to the CIO that describes how to implement your information system into the organization. Please focus on these topics: 1. How much of the implementation work can you handle? What additional resources (people, information, time, money, etc.) will expedite the process so you don’t end up like Susie Jeffer? 2. Outline a change management strategy: What new equipment and software are necessary? What training and support will the staff need? How will the staff complete their work during the transition period? Do you anticipate other areas of resistance? 3. The CIO is very skeptical, so provide evidence that your assessment is accurate and complete. Your memo should be 3–5 pages long.

Paper For Above Instructions

To: CIO [Your Company's Name]

From: [Your Name]

Date: [Today's Date]

Subject: Implementation Strategy for the New Information System

Dear [CIO's Name],

As we embark on the journey to implement the proposed information system that could potentially revolutionize our organization, I have outlined the necessary resources, a change management strategy, and evidence that supports the accuracy of this assessment.

1. Implementation Work and Required Resources

The implementation of the new information system is a complex endeavor, and while I am prepared to manage a major portion of this project, I recognize the need for additional resources to facilitate a successful rollout. My capacity includes overseeing system integration, conducting initial user training, and managing the project timeline. However, I recommend that we allocate resources such as:

• Personnel: Hiring or reallocating staff with expertise in data migration and change management will be vital. Specialists in software integration will also be crucial for smooth transitions.
• Information: Conducting thorough research and analysis using industry benchmarks to forecast potential challenges will contribute to improved decision-making.
• Time: Establishing a realistic timeline with phased rollouts will allow us to identify issues progressively rather than encountering challenges all at once.
• Budget: Setting aside contingency funds will provide flexibility in addressing unexpected challenges or delays during implementation.

By securing these resources, we can avoid pitfalls similar to those faced by Susie Jeffer, who struggled due to inadequate support and resources.

2. Change Management Strategy

A thorough change management strategy is essential to minimize resistance and ensure staff buy-in. Key components of this strategy include:

• New Equipment and Software: A review of our current hardware is necessary to ensure compatibility with the new system. We may need to acquire updated servers, workstations, and software licenses that integrate with the proposed information system.
• Training and Support: Comprehensive training programs should be designed, including tutorials, hands-on workshops, and ongoing support forums that encourage staff to engage with the new system. Utilizing change champions within each department can help facilitate training and address concerns.
• Work Continuity During Transition: I recommend establishing temporary task forces that will handle critical functions during the transition period. This might involve cross-training staff to ensure that departmental activities continue uninterrupted while the system is being introduced.
• Addressing Resistance: Open communication with employees about the upcoming changes and involving them in the decision-making process can alleviate fears. Scheduled feedback sessions will also be crucial in identifying resistance early on.

3. Supporting Evidence for Assessment

Understanding the skepticism from the CIO, it is essential to present data supporting our strategy. The studies by Connelly et al. (2016) and Basu (2015) furnish a framework that enables organizations to navigate change effectively while leveraging technology. The key points drawn from these resources highlight the importance of structured change management and the role of support systems in ensuring successful technology adoption.

Furthermore, historical data on organizations that implemented robust information systems show significant improvements in operational efficiency and employee satisfaction, corroborating the anticipated benefits of our proposal (Connelly et al., 2016; Basu, 2015).

Conclusion

In conclusion, while I am equipped to manage a significant portion of the implementation process, the success of this initiative will heavily rely on our collective efforts to secure the necessary resources and effectively navigate the change management landscape. I am confident that with the right strategy in place, we can bring this information system to fruition and significantly enhance our operational dynamics.

Thank you for considering this implementation proposal. I look forward to your feedback and discussing this further.

References

• Basu, K. K. (2015). The Leader's Role in Managing Change: Five Cases of Technology-Enabled Business Transformation. Global Business & Organizational Excellence, 34(3), 28-42. doi:10.1002/joe.21602.
• Connelly, B., Dalton, T., Murphy, D., Rosales, D., Sudlow, D., & Havelka, D. (2016). Too Much of a Good Thing: User Leadership at TPAC. Information Systems Education Journal, 14(2), 34-42.
• Additional references will be included here based on the sources utilized for the research and analysis.