This study aims to explore the linkage between organization climate, politics and enterprise system implementation in context to micro, small and medium enterprises…
This study aims to explore the linkage between organization climate, politics and enterprise system implementation in context to micro, small and medium enterprises (MSMEs). Organizational climate and politics play a significant role in determining the outcome of enterprise implementations. Adequate focus on such factors can help resource-starved MSMEs to ensure a positive outcome of their enterprise system implementation exercise.
Primary data used in this study were collected from the users in 62 MSMEs who have been part of the implementation process in their organization. Responses were collected by means of validated questionnaires and personal interviews given by end-users. The study presents the reduced factors after analyzing the responses through exploratory study followed by a confirmatory study.
The results highlight that in addition to factors like project execution and management competency, package and vendor competency, top management support and leadership factors, organizational politics and organizational climate factors play a significant role in ensuring success of an implementation process. Organization climate in the form of organization politics emerges as a major inhibitor in context to MSMEs. The analysis also showed a statistically significant relationship between the identified factors like technical, project management competency and vendor- and package-specific competency.
MSMEs are resource-constrained and hence cannot afford any failure in the implementation of processes running within the system. For enterprise system implementation, not only financial commitments are required but a successful execution of processes is also required, otherwise there are chances of failures, which can adversely affect the business continuity of many MSMEs. Thus, the finding of this study can provide an insight into the management of such organizations, so that they can plan properly to ensure a successful implementation.
Some published studies have reported the role of top management in the enterprise implementation process but have not been able to provide specific evidence of the factor “organization climate” in the implementation process. Also in context to a developing economy, few published studies are available exploring this linkage in context to MSMEs, as attempted by this study.
Knowledge workers (KWs) in information technology (IT) sector have become one of the key drivers for strategic competitiveness as they contribute toward an organization’s…
Knowledge workers (KWs) in information technology (IT) sector have become one of the key drivers for strategic competitiveness as they contribute toward an organization’s performance. In this context, the role of knowledge workers, who work on deputation to client side, is even more critical as they contribute directly to the revenue inflows. The purpose of this paper is to explore their role efficacy (RE) and organizational role stress dimensions, which have been affecting their performance and organization effectiveness. The study further explored the relationship between RE and role stress dimensions. Two distinct samples were identified, one where Indian KWs working in Indian company and Indian KWs working in foreign firm, where they have been discharging client facing technical roles.
A primary study has been conducted choosing questionnaire survey and telephonic interviews. A questionnaire was designed in such a manner so that the authors can extract the required information from the respondents about various dimensions of RE. This instrument was used to test the conceptual model of RE. Overall 50+ responses were obtained from IT companies in each of the two selected categories.
The results have shown that role expectation conflict and role isolation are the two major dimensions contributing to role stress for the selected sample, while centrality and integration have contributed to overall role efficacy for both the categories. Human resource interventions were suggested to enhance their RE and reduce their role stress.
This study made an attempt to investigate the relationship between RE and role stress dimensions of the KWs which has not been attempted in any previous published literature.