Learning Module 8: Info Systems and Ethics

Employees lack trust or confidence in the person leading the change.

People fear losing something they value, such as job security, power, or even comfort.

Change disrupts routines and habits, making people uncomfortable.

Employees may not understand the need for change, making them resist it.

Changes might impact how tasks are performed, impacting individual skills and expertise.

Employees might see the change as a threat to their power or influence.

The change might contradict existing values or beliefs.

Employees might resist change due to a lack of resources, training, or support.

Individuals struggling to grasp the change, lacking understanding of its necessity, or its implementation.

People express dislike towards the change itself, finding it undesirable or inconvenient.

Opposition arises due to dissatisfaction with the person or entity driving the change, not the change itself.

Changes can disrupt routines and cause unease, leading to emotional responses like anxiety or frustration.

Utilizing models like the Kübler-Ross Change Curve helps navigate emotional responses to change by acknowledging and addressing stages like denial, anger, or sadness.

Providing a safe space for employees to express concerns and worries about the change helps address their emotional responses.

Offering comprehensive training programs that equip employees with the knowledge and skills to adapt to changes effectively.

Employees resist change when they lack the necessary resources, training, or support to adapt to new processes or systems.

People resist change because they fear they won't be able to adapt successfully to the new system or process.

Providing employees with the knowledge and skills they need to succeed in the new system. For example, offering comprehensive training on the new software.

Giving employees opportunities to practice using the new system in a safe environment. This builds confidence and reduces the fear of failure.

Ensuring there are enough resources, including personnel and budget, to support the implementation of the change.

Clear and accessible support materials like user guides, FAQs, and tutorials that employees can easily refer to when they need help with the new system.

Creating detailed training sessions that cover both basic and advanced features of the new system, giving employees confidence in using it.

Providing support and guidance to employees as they transition to the new system, helping them overcome challenges and build confidence.

Implementing a platform where employees can easily find resources like tutorials, user guides, and troubleshooting tips for the new system.

Codes establish rules and standards for practicing professions, ensuring trust between professionals and the public. They promote accountability, holding professionals responsible for adhering to ethical guidelines.

Professional codes of conduct help ensure that members of a profession act in ways that benefit society and uphold public trust.

When a healthcare professional follows the AMA's code, patients can be confident they'll receive respectful and safe care.

IT professionals who adhere to the ACM's code protect user data and respect creators' rights.

Violating a professional code of conduct can lead to consequences, such as losing a license or membership.

Provide employees with the skills and knowledge needed to adapt to new processes or tools, making them feel confident and comfortable.

Gathering feedback from employees before implementing changes helps understand their concerns and perspectives, making the transition smoother.

Consulting with employees before making any changes helps ensure that their needs and concerns are considered, fostering a sense of ownership and collaboration.

Involving team members in the change management plan helps them feel valued, contributing to a sense of ownership and responsibility for the project.

Ensure employees have the resources, training, and support they need to adjust to new processes or systems, fostering a sense of security and confidence during the transition.

This principle emphasizes understanding how your actions affect others by putting yourself in their shoes. For example, consider how you would feel if someone accessed your private information without permission.

This principle asks if an action would be sustainable if everyone did it. For instance, if everyone ignored data privacy rules, it could damage the organization's reputation.

Keeping employees informed about changes as early as possible builds trust and transparency, minimizing resistance and increasing acceptance.

This principle warns against small, seemingly harmless actions that could lead to bigger problems if repeated. For example, exaggerating results in a report.

Tracking how changes are affecting performance allows identifying areas that need improvement and adjusting for future phases of the change, ensuring continuous improvement.

Information systems can automate repetitive tasks, saving time and reducing errors, facilitating change initiatives by improving efficiency and accuracy.

Ethical principles are based on long-standing moral standards found in many cultures.

Applying ethical principles helps ensure that decisions respect both individual values and societal well-being.

The Golden Rule encourages empathy by putting yourself in someone else's position to understand the impact of your actions.

Kant's Categorical Imperative helps judge if an action is acceptable by considering its universal application.

Descartes' Rule of Change highlights the potential risks of seemingly small actions that could escalate into bigger problems if repeated.