ISDL-ITCHANGE-M: Management of IT-induced Change

Lerning Objectives

The general objectives of the module is to provide a rigorous, but not for the main part a technical approach that enables students to visualize, analyze, and discuss information systems related opportunities and challenges in organizations. After successfully passing the module students are understand the basic concepts of IT-induced change management to manage both the business and IT people involved in an IT-induced change. 


Business organizations cannot operate without information systems, but many IT initiatives fail to meet expectations and many IT-enabled systems satisfy neither IT employees, business employees, nor customers. In this context, organizational structure and processes are subject to continual changes such that the implementation of information systems in an organization and its acceptance by employees is still one of the major challenges for IT, project, or top management. A lot of system implementations fail due to the missing support by employees. Almost any large-scale IS implementation project requires changes in organizational elements such as tasks, routines, processes, culture, or employee roles, which are in advance of or concurrent with the new IS.

In science and practice the concept of change management has established that manages, governs, and controls the transformation of organizations in order to enable a successful change such as the implementation of technologies. Change management can be defined as to manage the people-side of business change to achieve the required business outcome, and to realize that business change effectively within the social infrastructure of the workplace. The objective of the module is to provide an organizational and social perspective to enable students to analyze, discuss, and manage the consequences of the introduction of new systems and possible implementation problems.

Therefore, the module offers an understanding of the different forms information systems can take in organizations, individual and organizational acceptance of technology and methods available to manage IT-induced change. Furthermore, it provides an introduction to the management of IT personnel itself such that those responsible for the change can manage both the business and IT people to enable a successful implementation of information systems in organizations. 


  • Alter, S. (2006). The work system method: Connecting people, processes, and IT for business results. Larkspur, CA: Work System Press
  • Alter, S. (2008). Defining information systems as work systems: Implications for the IS field. European Journal of Information Systems, 17(5), 448-469.
  • Alter, S. (2013). Work System Theory: Overview of Core Concepts, Extensions, and Challenges for the Future. Journal of the Association for Information Systems, 14 (2), 72-121
  • Besson, P., and Rowe, F. 2012. “Strategizing information systems-enabled organizational transformation: A transdisciplinary review and new directions,” The Journal of Strategic Information Systems (21:2), pp. 103–124.
  • Kotter, J.P. (2005). Out Iceberg is Melting. St.Martin’s Press, New York
  • Kotter, J.P. (2010). Leading Change, Harvard Business Press
  • Krell, K., Matook, S., and Rohde, F. 2011. “Development of an IS change reason–IS change type combinations matrix,” European Journal of Information Systems (20:6), pp. 629–642.
  • Laumer, S., Eckhardt, A., and Weitzel, T. (2010). Electronic Human Resources Management in an E-Business Environment, Journal of Electronic Commerce Research (11:4), 240-250
  • Robey, D., Ross, J. W., and Boudreau, M.-C. 2002. “Learning to Implement Enterprise Systems: An Exploratory Study of the Dialectics of Change,” Journal of Management Information Systems (19:1), pp. 17–46.
  • Venkatesh, V., Morris, M., Davis, G., and Davis, F. D. 2003. “User acceptance of information technology: toward a unified view,” MIS Q (27:3), pp. 425–478.
  • Weitzel, T., Eckhardt, A., and Laumer, S. (2009). A Framework for Recruiting IT Talent: Lessons from Siemens, MIS Quarterly Executive (8:4), 123-137

Further Information

The module is offered in the spring (summer) semester.

The language of module's documents is English. The lecture is held in German.