By Morris R. Cohen, Ernest Nagel
An creation to good judgment and medical procedure is a faculty point primer on common sense. This publication used to be largely utilized by students specially these learning economics as an creation to logical inspiration in practise for highbrow discourse. Ludwig von Mises used to be identified to claim that every one scholars of economics should still learn this booklet as a primary step of their education as economists.
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Extra info for An Introduction to Logic and Scientific Method
Technically sound systems are less likely to be resisted than those with frequent downtime and poor response time (Alter, 1975) 3. Users resist systems that are not ‘user friendly’ (assertions by IT equipment vendors) 4. All other things being equal, people will resist change (received wisdom) 5. People will resist an application when the costs outweigh the benefits (received wisdom). Explanations of resistance are important because, however informal or implicit, they guide the behaviour and influence the actions taken by managers and systems analysts concerned with implementing computer-based applications.
Some empirical work has described the existence of competing intra-organizational goal systems (Crozier 1964 and Dalton 1959 are classics), and analysts of the ‘class politics’ persuasion take chronic conflicts of interest between workers and managers as an article of faith (Braverman, 1974). Thus, there is reason to believe that, at least in some organizations at certain times, there are situations that do not conform to the Rational perspective. Assumptions about the nature of resistance Quite apart from one’s view of the cause of resistance, people can hold different assumptions about the nature of resistance and the role it plays in organizations.
In such situations, users are likely to resent strongly a tactic that is meant to make them feel as though they have some say in the matter, when they obviously do not. One major implication of the interaction theory is that computer-based system$ alone cannot accomplish the task of radical organizational change. If radical change is desired, a thorough analysis of the existing situation should be conducted to identify factors that will facilitate or hinder the change. Examples of such factors can be inappropriate reporting relationships among individuals or groups, incentive schemes that do not reward the desired behaviour or punish undesired behaviour, unclear allocation of responsibility for certain tasks.