Saturday, June 15, 2019

Aligning information technology and business strategy with a dynamic capabilities perspective


Information Technology has become a key business function for almost every organization and most have great expectations of their investment in IT for the future benefits of the business.
Information Technology is continuing to challenge the way companies organize their business processes, communicate with customers and potential customers, and deliver their services. This continuous strategic loop means enterprises function better, make more profit, and see better ROI because they hit their goals with less effort. And while there may be no standard way to align successfully, an organization where IT and business strategy are in synergy can improve agility and operational efficiencies.

Chen, R., Sun, C., Helms, M. M., & Jih, W. (. (2008). Aligning information technology and business strategy with a dynamic capabilities perspective: A longitudinal study of a Taiwanese Semiconductor Company. International Journal of Information Management,28(5), 366-378.

Friday, June 14, 2019

Business Annotated Bibliographies


Genaidy, A., Rinder, M., & A-Rehim, A. (2008). The work compatibility improvement framework: an assessment of the worker-work environment interaction in the manufacturing sector. Ergonomics, 51(8), 1195-1218. Retrieved October 29, 2018, from http://www.freemanagementresources.com 
This text addresses the correlation between health care costs and worker/workplace compatibility. Studies have proven that when a work environment is considered to be sub-par, the workers are 105% more likely to develop musculoskeletal/stress disorders than those workers who are exposed to a "good" working environment. It can be inferred that keeping workers happy can result in lower health care costs.


Judge, S. P., & Timothy, A. (2013). Organizational Behavior, 15th Edition. Retrieved October 29, 2018, from http://www.freemanagementresources.com 
The purpose of this book is to educate the reader on the importance of interpersonal skills in the workplace. From senior management to crew people, it is imperative that an organization and its employees not only understand emotional intelligence,  but know how to implement it as well.

Nieminen, L., Biermeier-Hanson, B., & Denison, D. (2013). Aligning leadership and organizational culture: The leader–culture fit framework for coaching organizational leaders. Consulting Psychology Journal: Practice and Research, 65(3), 177-198. Retrieved October 31, 2018, from http://www.freemanagementresources.com 
The authors of this article seek to tie it all together. We learn about leadership strategies and how they compliment organizational culture. The authors outline three requirements to successfully execute this. They are: the use of parallel attributes, commensurate measures, and evaluative judgments of attributes.

Ravasi, D., & Phillips, N. (2011). Strategies of alignment: Organizational identity management and strategic change at Bang & Olufsen. Strategic Organization, 9(2), 103-135. Retrieved October 30, 2018, from http://www.freemanagementresources.com 
This article follows management and employees of Bang & Olufson, a Danish consumer electronics manufacturing company. The article shows us how the company maintains compatibility between workers and the workplace during times of strategic change.

Schofield, K. (2013, June 21). Cultural Fit in the Workplace: How Personality Affects Hiring and Teamwork. Retrieved October 29, 2018, from http://www.freemanagementresources.com 
The author of this article takes time to remind us that each person is unique and the success of a company is greatly influenced by how well the company acknowledges that uniqueness and capitalizes upon it. Employees that feel valued by their employer are more productive and loyal.

Stewart, G., & Brown, K. (2014). Human Resource Management, 3rd Edition. Retrieved November 1, 2018, from: http://www.freemanagementresources.com 
HR Management is the glue that holds organizations together. It is the art of recognizing what type of employees work for the company and ensuring that the organizational culture meshes with the needs and wants of the workers. Through various techniques and strategies, HR Managers do all that they can to keep turnovers low and profits high.

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