Module 8: Information Systems, Change & Ethics PDF

LEARNING MODULE SURIGAO DEL NORTE STATE UNIVERSITY LEARNING MODULE 8 I. TITLE : I.S. Organizational Change and Ethical Responsibility II. TOPIC : Systems as...

LEARNING MODULE SURIGAO DEL NORTE STATE UNIVERSITY LEARNING MODULE 8 I. TITLE : I.S. Organizational Change and Ethical Responsibility II. TOPIC : Systems as Planned Organizational Change, Ethical and Social Issues in Information System III. TIME FRAME : 8 hrs IV. INTRODUCTION : This module looks at how information systems help organizations change and grow while also addressing important ethical issues. Information systems are essential for improving processes, making better decisions, and increasing overall efficiency. However, as organizations adopt these technologies, they must consider ethical concerns, such as protecting user privacy, monitoring employees, and the impact of technology on society. This topic emphasizes the need for IS professionals to balance technological advancements with ethical practices, ensuring that changes benefit both the organization and its stakeholders. V. OBJECTIVES/INTENDED LEARNING OUTCOMES By the end of this module, learners will be able to: 1. Analyze how information systems drive organizational change and improve efficiency 2. Evaluate ethical issues related to data privacy and the responsibilities of IS professionals 3. Develop solutions for ethical challenges in implementing information systems VI. LEARNING ACTIVITIES SYSTEMS AS PLANNED ORGANIZATIONAL CHANGE Change Management in Information System Change management in the context of information systems (IS) is a structured approach to transitioning individuals, teams, and organizations from a current state to a desired future state. This discipline is critical as organizations increasingly rely on technology to drive improvements and efficiencies. The effective management of change ensures that IS implementations are not only successful but also sustainable over the long term. Why is Change Management Important in Information System? Implementing new information systems often involves significant changes to processes, roles, and workflows. Without proper management, these changes can lead to confusion, resistance, and ultimately project failure. JHON LLYOD BONIFE ITE 111 – INTRODUCTION TO COMPUTING  LEARNING MODULE SURIGAO DEL NORTE STATE UNIVERSITY Change is not just a technical issue; it also involves people. Employees may feel uncertain or threatened by new systems, leading to resistance. A well-managed change process considers the human side of change, fostering acceptance and reducing anxiety. Changes in information systems can have far-reaching effects on the organization’s culture, structure, and operations. Effective change management helps align the new systems with organizational goals and minimizes disruptions. CHANGE MANAGEMENT FRAMEWORKS Lewin’s Change Model This foundational model simplifies the change process into three phases: 1. Unfreeze - This first stage is about preparing everyone for the change. Change leaders need to help stakeholders understand the need for change and create a sense of urgency, similar to what is done in Kotter’s model. Effective communication is key here to gain support from team members. Example: If a company is introducing a new software system, leaders might share data showing how the current system is outdated and emphasize the benefits of the new system to create urgency. 2. Change - This stage involves implementing the change. It’s important to take an agile and flexible approach, allowing for employee feedback during the transition. This helps address concerns and makes the change smoother. Example: As employees start using the new software, the company gathers their feedback and adjusts and improve usability based on their experiences. 3. Refreeze - In this final stage, the goal is to stabilize and integrate the change into the organization's culture. If leaders don’t reinforce the new practices, employees may fall back into old habits. Example: To ensure the new software becomes part of daily work, the company might update training materials, recognize employees who excel with the new system, and make using the software a part of performance evaluations. Figure 1: Lewin’s Change Model JHON LLYOD BONIFE ITE 111 – INTRODUCTION TO COMPUTING  LEARNING MODULE SURIGAO DEL NORTE STATE UNIVERSITY Kotter's Eight Steps Change Kotter’s model outlines eight steps to help manage change effectively: 1. Create a Sense of Urgency: Start by helping your team understand why change is necessary. Share concrete data, competitive threats, or customer feedback that highlights the need for action. Example: Leaders share market trends showing that competitors are using better technology and emphasize the need to keep up to stay relevant. 2. Build a Guiding Coalition: Form a team of influential people who can lead the change effort. Their diverse perspectives and influence will be crucial for driving change. Example: The company gathers a group of managers from various departments who support the new system to champion the change and encourage their teams. 3. Form a Strategic Vision and Initiative: Develop a clear, compelling vision of what success looks like after the change. Make it specific and achievable - a SMART goal. Example: The guiding coalition creates a vision statement that focuses on improving customer relationships and streamlining operations through the new system. 4. Enlist a Volunteer Army: Communicate your vision widely and often. Use storytelling to make it relatable. Encourage questions and feedback. Your goal is to get people excited about the change and willing to contribute to their efforts. Example: Leaders use emails, meetings, and posters to communicate their vision, ensuring that all employees understand the benefits of the new system. 5. Enable action by removing barriers: Identify obstacles that might hinder your change efforts. These could be outdated processes, lack of resources, or even resistant individuals. Work to remove these barriers and empower your team to act. Example: The company addresses concerns about the time needed for training by scheduling sessions during work hours, allowing everyone to participate without disrupting their work. 6. Celebrate the quick wins: Plan for and celebrate quick victories. These early successes will build momentum and keep people motivated. Make sure to recognize the efforts of those involved. Example: The company runs a pilot program using the new system with one team, showcasing their success in managing customer interactions better, which encourages others to adopt the system. 7. Increase the pace: Don't let up after initial successes. Use the credibility you've gained to tackle bigger changes. Keep introducing new projects, themes, and changing agents to keep the momentum going. You need to drive the narrative that initial changes are not ‘enough’ but steppingstones on a journey to a much larger outcome. Keep leaping! JHON LLYOD BONIFE ITE 111 – INTRODUCTION TO COMPUTING  LEARNING MODULE SURIGAO DEL NORTE STATE UNIVERSITY Example: After the pilot program's success, the company expands the use of the new system to other teams, applying the lessons learned from the pilot to improve the rollout. 8. Institute change: Finally, make the changes stick by anchoring them in your organization's culture. Highlight the connection between the new behaviors and organizational success. Ensure that new hires and leadership development programs reflect these changes. Example: The company includes the new system as a key component of its onboarding process for new employees, ensuring that everyone is trained in its use from day one. Figure 2: Kotter’s 8-Step Change Model MANAGING RESISTANCE TO CHANGE Managing resistance to change is a critical aspect of successfully implementing new information systems (IS) within an organization. Resistance can arise for various reasons, and understanding these causes helps organizations develop effective strategies to address them. Here’s a closer look at how to manage resistance and some practical examples: Causes of Resistance to Change 1. Mistrust and lack of confidence a. When employees don’t trust or feel confident in the person making the change, their resistance to it can be a huge barrier. Change advisor and author Rick Maurer believes that lack of confidence in change-makers is one of the most overlooked causes of internal change resistance in enterprise organizations. JHON LLYOD BONIFE ITE 111 – INTRODUCTION TO COMPUTING  LEARNING MODULE SURIGAO DEL NORTE STATE UNIVERSITY Figure 3: Maurer’s 3 Levels of Resistance to Change b. Maurer’s 3 Levels of Resistance to Change are: I don’t get it, I don’t like it, and I don’t like you. That’s right — people may not resist the change itself, but rather the person making it. Of course, “you” does not always refer to the change-maker specifically. It could also be someone the change-maker represents, such as corporate headquarters or a faceless CEO. 2. Emotional Responses a. Changing routines can trigger strong emotional reactions. People naturally feel anxious or upset when faced with change, which can lead to resistance. It’s important for change leaders to recognize these emotions and handle them with care. Using Change Models: Tools like the Kübler-Ross Change Curve and Bridges’ Transition Model can help manage these emotional responses. These models show that people may go through feelings of denial, anger, or sadness before reaching acceptance of the change. Figure 4: The Kubler-Ross Change Curve JHON LLYOD BONIFE ITE 111 – INTRODUCTION TO COMPUTING  LEARNING MODULE SURIGAO DEL NORTE STATE UNIVERSITY Example: A company introducing a new performance evaluation system might hold listening to sessions where employees can express their concerns. This creates a safe space for dialogue and helps leaders understand the emotional landscape during the transition. 3. Lack of Training and Help Resources a. Resistance often arises when employees feel unprepared for new processes or systems. To counteract this, organizations can: Provide Comprehensive Training: Develop training programs that equip employees with the knowledge and skills needed to adapt. This training should be relevant to the specific changes being implemented. ✓ Example: A company switching to a new software system can create detailed training sessions that cover both basic functions and advanced features to help employees feel confident in using the new system. Offer Self-Help Resources: Provide easily accessible documentation and support materials that employees can refer to when needed. This can include guides, FAQs, and tutorials. ✓ Example: A company might implement a self-service platform where employees can find tutorials, user guides, and tips for troubleshooting common issues with the new software. Allocate Sufficient Resources: Ensure that there are enough resources, including personnel and budget, dedicated to supporting the change. ✓ Example: Investing in a dedicated IT support team can help employees quickly resolve issues they encounter with new systems, preventing frustration and resistance. 4. Fear of Failure a. People may resist change if they fear they won’t be able to adapt successfully. To address this fear, organizations can focus on two key elements from the ADKAR Model: Knowledge: Provide effective training that equips employees with the necessary skills to navigate the change. ✓ Example: If a company is implementing a new project management tool, employees should receive training on how to use the tool effectively, including migrating existing projects into the new system. Ability: Encourage hands-on practice to build confidence. Employees should have opportunities to apply what they’ve learned before fully transitioning to the new system. ✓ Example: Organizing practice sessions where employees can experiment with the new tool in a safe environment can help them build confidence before the official rollout. JHON LLYOD BONIFE ITE 111 – INTRODUCTION TO COMPUTING  LEARNING MODULE SURIGAO DEL NORTE STATE UNIVERSITY Figure 5: ADKAR Model 5. Poor Change Communication a. Effective communication is crucial during a change initiative. Organizations should: Create a Communication Plan: Before initiating change, outline how and when information will be shared. This plan should include various methods of communication like meetings, emails, and feedback sessions. ✓ Example: A change announcement can be followed by small group discussions where employees can ask questions and voice concerns, creating a two-way communication flow. Address Employee Concerns: Answer the questions “What’s in it for me?” and “What does this mean for me?” to help employees understand the personal impact of the change. ✓ Example: During a change announcement, leaders can highlight how the new system will reduce manual tasks, allowing employees to focus on more strategic work. Celebrate Small Wins: Recognize and celebrate early successes to maintain motivation and engagement. ✓ Example: If a department successfully adopts a new system, sharing their success story in company communications can inspire other teams to embrace the change. 6. Unrealistic Timelines a. It’s important to strike a balance between urgency and patience. Organizations should: Develop a Realistic Timeline: Create a detailed implementation timeline that outlines each step of the change process and allows for flexibility as needed. ✓ Example: If a company realizes that employees need more time for training, they should adjust the rollout schedule to accommodate additional learning opportunities. Be Willing to Adjust: If feedback indicates that more time is necessary for understanding the change, leaders should be open to modifying the timeline accordingly. 7. Existing Organizational Culture and Norms a. A deeply rooted organizational culture can hinder acceptance of change. To overcome this challenge: JHON LLYOD BONIFE ITE 111 – INTRODUCTION TO COMPUTING  LEARNING MODULE SURIGAO DEL NORTE STATE UNIVERSITY Foster a Learning Culture: Create an environment that encourages innovation and continuous improvement. Reward employees who embrace change and share their ideas. ✓ Example: A company might establish a recognition program that highlights employees who contribute innovative ideas during a transition, reinforcing a culture of adaptability. Lead by Example: Change should be modeled at the leadership level. When leaders actively support and participate in changes, it encourages others to follow suit. ✓ Example: If leaders visibly use new tools and demonstrate their benefits, it sets a positive example for the rest of the organization. 7 Tips to Overcome Resistance to Change 1. Education and Training: Show employees how the new changes will benefit them. Provide training to help them feel confident and comfortable with the new processes or tools. 2. Gather Employee Feedback: Involve employees by asking for their opinions before making changes. Use surveys to understand their feelings about the change and what might make it easier. 3. Consult Employees: Always consult with employees before making decisions. Work together to agree on the timeline and plan for implementing the change. 4. Include Employees in the Process: Involve team members in the change management plan. This helps them feel valued and gives them a sense of ownership over the project. 5. Provide Support: Ensure employees have the resources and tools they need during the transition. Offer training and assistance to help them adjust to the new system. 6. Communicate Clearly and Often: Keep employees informed about changes as early as possible. Share what you know and be honest about any uncertainties. Good communication helps build trust. 7. Measure Performance: Track how the changes are affecting overall performance. If something isn’t working, use the information to adjust for future phases of the change. Roles of Information System in Change Initiatives 1. Automating Tasks: Information systems help automate repetitive tasks, which saves time and reduces mistakes. For example, a retail store might use a system to automatically track inventory and reorder products when they run low. This allows employees to focus more on helping customers and improving sales. 2. Supporting New Work Styles: IS make it easier for teams to work together from different locations. With tools like video conferencing and online collaboration platforms, employees can JHON LLYOD BONIFE ITE 111 – INTRODUCTION TO COMPUTING  LEARNING MODULE SURIGAO DEL NORTE STATE UNIVERSITY communicate and share information effectively, even when working from home. This flexibility can lead to happier employees. Example: A software company might use project management software that lets team members collaborate on projects in real-time, improving communication and teamwork. 3. Improving Decision-Making: Information systems provide access to important data and analytics, which help leaders make better decisions. When organizations can quickly analyze trends, they can respond more effectively to changes in the market or within the company. Example: A marketing team can use data analytics to see which advertisements are performing well and adjust their strategy accordingly. 4. Enhancing Responsiveness: IS allows organizations to react quickly to changes. When a market trend shifts or an issue arises, having access to real-time data helps organizations make timely decisions and stay competitive. Example: A company that notices a sudden change in customer preferences can quickly gather data to understand why and adjust its products or services accordingly. 5. Fostering Innovation: With routine tasks handled by technology, employees have more time to think creatively and develop new ideas. Information systems can provide the tools and resources needed for teams to experiment and innovate. Example: A research team might use collaborative software to brainstorm and develop new product ideas more efficiently. Conclusion Understanding change management in information systems is essential for organizations implementing new technologies. Change can be challenging, leading to employee resistance due to uncertainty about new processes. Frameworks like Lewin's Change Model and Kotter's Eight Steps help guide organizations through this process. Lewin's model involves three stages: unfreezing to prepare for change, changing to introduce new systems with employee involvement, and refreezing to solidify the change. Kotter’s Eight Steps provide a detailed approach that includes creating urgency and anchoring new practices in the culture. Effective change management ensures smooth implementation, aligns with organizational goals, and enhances employee satisfaction, leading to improved performance and competitiveness. By fostering a positive environment that embraces new technologies, organizations can achieve lasting benefits for both employees and the organization. JHON LLYOD BONIFE ITE 111 – INTRODUCTION TO COMPUTING  LEARNING MODULE SURIGAO DEL NORTE STATE UNIVERSITY ETHICAL AND SOCIAL ISSUES IN THE INFORMATION SYSTEM Technology has transformed many aspects of life, allowing us to access information, communicate, and make decisions faster. But it also brings risks, such as the potential misuse of personal information. For instance, health apps can track, and store detailed medical information. While this data helps provide better services, it could also be used unfairly if sold to employers or advertisers. Technology is powerful, but if misused, it can lead to privacy breaches, discrimination, and other social issues. Understanding Ethical and Social Issues in Systems Over the last decade, there have been numerous scandals involving data misuse and privacy violations by large companies. These cases have shown that ethical principles are crucial. When companies gather or store data, they face questions about what’s right and wrong in handling it. Ethics refer to principles guiding behavior, especially around fairness, honesty, and respect for people’s rights. For example, consider a company collecting data on customers' online shopping habits. Ethically, it should inform customers how their data will be used, ensuring that their privacy is respected. This means the company should ask: What’s the ethical way to manage this data? How can we protect our customers' privacy and be transparent? Acting responsibly means avoiding actions that could harm customers, even if these actions would make more profit for the company. A Model for Thinking About Ethical, Social, and Political Issues Figure 6: The Relationship Between Ethical, Social, and Political Issues In An Information Society Ethical, social, and political issues often overlap. As a manager or decision-maker, you may face ethical dilemmas, where the “right” choice isn’t always clear. In many cases, these dilemmas bring up social or political debates, such as discussions around data privacy laws or censorship. JHON LLYOD BONIFE ITE 111 – INTRODUCTION TO COMPUTING  LEARNING MODULE SURIGAO DEL NORTE STATE UNIVERSITY For example, social media companies face ethical issues around content moderation. They must decide what content to allow or remove, balancing the right to free speech with the need to prevent harmful or false information. This decision affects not only the company but society, as it shapes public opinion and access to information. Politicians, social activists, and users often debate these issues, highlighting how ethical decisions can have wider social and political impacts. FIVE MORAL DIMENSIONS OF THE INFORMATION AGE 1. Information Rights and Obligations Who owns the data that companies collect about individuals? Individuals have a right to know who holds their data and how it's used. Companies and organizations are responsible for protecting this information. Example: If a fitness app collects health data, users should know who can access that information and how it’s being used. They have a right to demand privacy and transparency. Ethical issues arise if this data is sold to advertisers without the user’s consent, as it violates their information rights. 2. Property Rights and Obligations Digital products and intellectual property, like software or online content, need protection to avoid misuse or theft. However, it’s easy to share digital content, so enforcing ownership is challenging. Example: Imagine a musician who posts their song online. People may download and share it without permission, making it hard for the artist to earn a fair profit. Copyright laws protect creators, but in the digital age, enforcing these rights has become complex. 3. Accountability and Control When an organization’s information system causes harm, someone should be held accountable. This could include data breaches that expose sensitive information or software errors that lead to financial losses. Example: In 2017, a large credit bureau experienced a data breach that exposed millions of people’s personal information. The company was accountable for securing this data, and it faced consequences because it failed to protect users adequately. 4. System Quality Information systems should meet certain standards to ensure accuracy, reliability, and safety. Poor- quality systems may lead to errors that affect individuals or society. Example: Consider an error in a bank’s online system that miscalculates transactions. This could lead to people losing money or the bank making incorrect financial reports. Ensuring high system quality is essential to avoid these risks and maintain trust. JHON LLYOD BONIFE ITE 111 – INTRODUCTION TO COMPUTING  LEARNING MODULE SURIGAO DEL NORTE STATE UNIVERSITY 5. Quality of Life Technology affects people’s quality of life, influencing work-life balance, job satisfaction, and mental well-being. Example: Social media can connect people, but it can also lead to mental health issues if people feel pressured to present perfect lives. Companies developing these technologies must consider their impact on quality of life and find ways to address these issues. Important Ethical And Social Issues Of Information Systems 1. Privacy − Information systems collect and store a lot of personal data. This raises concerns about how this information is used and protected. If personal data is accessed by unauthorized individuals, it can lead to misuse. Surveillance technologies further increase privacy worries. 2. Security − Security is a major concern as information systems can be vulnerable to hacking, unauthorized access, and theft. Cybersecurity breaches can result in the loss of sensitive data, financial damage, and harm to a company’s reputation. 3. Intellectual Property − With the ease of copying and sharing digital content, intellectual property rights are at risk. Copyright infringement and piracy are significant issues, especially for industries like entertainment and publishing. 4. Accuracy and Reliability − Information systems must provide accurate and dependable data. Mistakes in data entry or processing can lead to misinformation, which is particularly dangerous in critical areas like healthcare, where it can affect patient diagnosis and treatment. 5. Social Inequality − A digital divide exists between those who have access to technology and those who do not. This inequality can limit opportunities in education, employment, and healthcare for marginalized groups. 6. Employment − Information systems impact jobs through automation and artificial intelligence. While some jobs may be lost, new technology also creates demand for new skills and roles, requiring ongoing training and education. 7. Digital Citizenship − The rise of social media brings challenges to digital citizenship. Issues like cyberbullying, online harassment, and the spread of fake news can lead to social and psychological harm. JHON LLYOD BONIFE ITE 111 – INTRODUCTION TO COMPUTING  LEARNING MODULE SURIGAO DEL NORTE STATE UNIVERSITY 8. Environmental Impact − The production and disposal of electronic devices contribute to environmental issues, including carbon emissions and waste. Data centers also consume a significant amount of energy, impacting sustainability efforts. How to Address Ethical and Social Issues in Information Systems? 1. Identify Ethical and Social Issues − Begin by recognizing the specific ethical and social issues related to information systems in your organization. Consider areas such as privacy, security, intellectual property, access, accuracy, reliability, and accountability. 2. Assess the Impact − Evaluate how these issues affect your organization and its stakeholders, including employees, customers, suppliers, and the wider community. Understand the potential risks and benefits associated with each issue. 3. Develop Policies and Procedures − Create clear and concise policies and procedures that address the identified issues. These should provide guidance on ethical behavior and decision-making related to information systems. 4. Communicate Policies and Procedures − Share these policies and procedures with all stakeholders. Ensure that everyone understands their roles, responsibilities, and the potential consequences for not following the guidelines. 5. Monitor Compliance − Regularly check that stakeholders are adhering to the policies and procedures. If issues arise, take corrective actions such as training employees, introducing new technologies, or revising existing policies. 6. Regularly Review and Update Policies − Continuously assess and update your policies and procedures to ensure they stay relevant. Adapt to new ethical and social challenges as well as changes in technology and regulations. 7. Seek Expert Advice − Consult with legal, ethical, and social professionals to ensure that your policies are not only legally compliant but also reflect best practices in addressing ethical and social issues. JHON LLYOD BONIFE ITE 111 – INTRODUCTION TO COMPUTING  LEARNING MODULE SURIGAO DEL NORTE STATE UNIVERSITY ETHICS IN AN INFORMATION SOCIETY Ethics plays a crucial role in guiding the decisions individuals make when they have the freedom to choose between various courses of action. Ethics concerns itself with determining what is morally right or wrong and hinges on individual choices. When it comes to managing information systems, this becomes especially important, as each decision around technology can impact users, organizations, and society. In an information society, ethical choices are rooted in three main principles: responsibility, accountability, and liability. Responsibility: Responsibility is about recognizing that individuals are answerable for their actions and the outcomes of their decisions. For example, a data analyst who knowingly overlooks potential flaws in a dataset to meet a project deadline is responsible if those oversights lead to incorrect results. Responsibility means accepting the potential costs and duties associated with one’s decisions, whether those outcomes are positive or negative. Accountability: Accountability means that systems or organizations have processes in place to identify who is responsible for certain actions. For instance, if sensitive customer data is leaked, an organization should be able to trace how and where the breach occurred. Accountability ensures that actions are transparent, enabling individuals to answer their decisions, making it easier to analyze and correct any ethical issues. Liability: Liability introduces a legal framework, ensuring that individuals or organizations can be held legally accountable and that affected parties can seek compensation if they are harmed. For example, if a software company releases a faulty product that leads to financial losses for users, affected individuals may pursue compensation through the legal system. Liability helps ensure that laws protect individuals from harm caused by others’ actions. Together, these concepts form the foundation of ethical decision-making within information systems, placing the responsibility for technology use on individuals, organizations, and institutions. Conducting an Ethical Analysis When faced with an ethical dilemma in information systems, a structured analysis can guide you in making a sound decision. Here is a five-step process to analyze ethical issues: 1. Identify and Describe the Facts Clearly: Begin by gathering all relevant facts about the situation. Determine who did what, where, when, and how. In some cases, uncovering accurate facts may immediately reveal a solution. For instance, if a manager accuses an employee of violating data privacy, understanding the exact actions and permissions involved can clarify if there was indeed a breach. Establishing agreed-upon facts between parties is essential to prevent misinterpretations. 2. Define the Conflict or Dilemma and Identify Higher-Order Values: Ethical issues often arise from conflicting values. For example, a company may want to improve customer service JHON LLYOD BONIFE ITE 111 – INTRODUCTION TO COMPUTING  LEARNING MODULE SURIGAO DEL NORTE STATE UNIVERSITY by collecting more detailed user data, which could conflict with the customer’s right to privacy. Recognizing these values helps clarify the ethical choices involved, such as balancing enhanced service with respect for individual privacy. 3. Identify the Stakeholders: Stakeholders are the individuals or groups directly or indirectly impacted by an ethical decision. In a data privacy case, stakeholders might include customers, employees, managers, and regulatory bodies. Each stakeholder has interests and concerns, which helps in understanding the broader impact of potential decisions and ensuring all perspectives are considered. For example, in a healthcare setting, patients, doctors, and hospital administrators all have stakes in how health records are managed. 4. Identify Possible Options: Consider the actions available, even if none fully satisfy everyone’s interests. Some solutions may favor certain stakeholders more than others. In a situation where user data is at risk, one option might involve restricting access to certain information, potentially slowing down service but improving security. The key is to explore solutions that uphold ethical principles while considering the needs of all stakeholders. 5. Identify the Potential Consequences of Each Option: Evaluate the potential outcomes of each option. For example, if a company chooses to implement stricter data collection policies, this may protect user privacy but also limit the company’s ability to personalize services. Always consider the long-term implications—ask, “What if this choice becomes standard practice?” Weighing these consequences helps ensure that ethical decisions are consistent and sustainable. Example of Applying Ethical Analysis Imagine a scenario where a hospital wants to implement an electronic health records (EHR) system that improves efficiency but also allows multiple staff members access to patient information. This setup could potentially compromise patient privacy. 1. Identify Facts: Gather details about the EHR system, including who has access, why it’s being used, and what protections are in place. 2. Define Values: Recognize the values in conflict—the need for efficient medical care and the patient’s right to privacy. 3. Identify Stakeholders: Stakeholders include patients, doctors, hospital staff, and the EHR system provider. 4. Identify Options: Potential actions might include limiting access to only essential personnel, implementing stronger data access controls, or even educating staff on privacy protocols. 5. Identify Consequences: Limiting access may slow down service in emergencies but could provide better privacy. More access, although convenient, could lead to data misuse. Considering these outcomes helps the hospital make a decision that balances efficiency with ethical standards. JHON LLYOD BONIFE ITE 111 – INTRODUCTION TO COMPUTING  LEARNING MODULE SURIGAO DEL NORTE STATE UNIVERSITY Candidate Ethical Principles When faced with an ethical decision, choosing the right course of action often involves following certain guiding principles. These principles are based on long-standing moral standards found in many cultures. By applying these principles, you can make decisions that respect both individual values and societal well-being. Here’s a breakdown of some key ethical principles to consider: The Golden Rule ("Do unto others as you would have them do unto you") − This principle encourages empathy, suggesting that by putting yourself in someone else’s position, you can better understand how your decision will affect others. For example, if you're deciding whether to access private user data without permission, consider how you would feel if someone accessed your private information in a similar way. This principle helps ensure fairness and respect in decision-making. Kant’s Categorical Imperative ("If an action is not right for everyone, it is not right for anyone") − This principle asks whether a particular action would be sustainable if everyone adopted it. For instance, if everyone in an organization ignored data privacy rules, it would lead to a breakdown in trust and possibly harm the organization’s reputation and legal standing. By imagining if everyone followed the same action, you can judge if it upholds the integrity of the organization or society as a whole. Descartes’ Rule of Change ("If an action cannot be taken repeatedly, it is not right to take it at all") − Known as the "slippery-slope" rule, this principle highlights the risks of small, seemingly harmless actions that could lead to major problems if done repeatedly. For example, a manager who slightly exaggerates results in a report might think it's a one- time thing, but if repeated, this behavior could lead to larger ethical breaches and undermine trust. This principle encourages caution in decision-making, considering long-term consequences. Utilitarian Principle ("Take the action that achieves the higher or greater value") − This principle involves weighing options to choose the one that benefits the most people. For instance, if a company is considering data-sharing partnerships, it should evaluate which choice best balances business growth with user privacy. The utilitarian approach is often used in cases where choices impact large groups, aiming to maximize overall well-being. Risk Aversion Principle ("Take the action that produces the least harm or the least potential cost") − Here, the focus is on minimizing risks and costs, especially those with high potential for harm. For example, if building a new software system introduces a high risk of user data breaches, the principle would favor a more secure, lower-risk option. The risk JHON LLYOD BONIFE ITE 111 – INTRODUCTION TO COMPUTING  LEARNING MODULE SURIGAO DEL NORTE STATE UNIVERSITY aversion approach is especially useful in scenarios where even small mistakes could have severe consequences. "No Free Lunch" Rule ("Assume that all objects are owned by someone else unless stated otherwise") − This principle emphasizes respecting ownership and intellectual property. For instance, if you use content or ideas created by someone else, you should assume they deserve compensation or acknowledgment. This rule is particularly important in fields like software development, where code and creative assets are often shared or reused. By assuming that all resources have value and are owned by someone, this principle reinforces respect for others’ work. Professional Codes of Conduct Professional codes of conduct are guidelines that help professionals act responsibly and ethically. Created by organizations like the American Medical Association (AMA) for doctors or the Association for Computing Machinery (ACM) for IT professionals, these codes outline essential rules, such as protecting privacy, respecting intellectual property, and avoiding harm. These codes serve two main purposes: − they establish standards for entering and practicing in a profession, and they build trust between professionals and the public. For example, when a doctor follows the AMA’s code, patients can trust they’ll receive respectful and safe care. Similarly, IT professionals adhering to the ACM’s code commit to protecting user data and honoring creators’ rights. − ,These codes also promote accountability; if a professional violates the code, they may face consequences, like losing their license or membership. Ultimately, professional codes of conduct help ensure that members of a profession act in ways that benefit society and uphold public trust. Conclusion In summary, ethical and social issues in information systems are very important today. As technology grows, companies need to carefully manage problems related to privacy, data security, and how they use information. By understanding these risks and creating clear rules, businesses can act responsibly and protect their customers. Following principles like accountability and transparency helps build trust with users and the community. Overall, addressing these issues is key to creating a safe and fair digital world that respects people's rights while benefiting from new technologies. JHON LLYOD BONIFE ITE 111 – INTRODUCTION TO COMPUTING  LEARNING MODULE SURIGAO DEL NORTE STATE UNIVERSITY References: https://whatfix.com/blog/causes-of-resistance-to-change/ https://www.bitesizelearning.co.uk/resources/kotters-8-step-change-model https://whatfix.com/blog/lewins-change-model/ https://quantuxbook.com/papers/chapman-HICSS39-fundamental-ethics.pdf https://indiafreenotes.com/ethical-and-social-issues-of-information-systems/ JHON LLYOD BONIFE ITE 111 – INTRODUCTION TO COMPUTING