Abstract: As a primitive assumption, if a new information
system is able to remind users their old work habits, it should have a
better opportunity to be accepted, adopted and finally, utilized. In
this paper some theoretical concepts borrowed from psychodynamic
theory e.g. ego defenses are discussed to show how such resemblance
can be made without necessarily affecting the performance of the
new system. The main assertion is a new system should somehow
imitate old work habits, not literally, but through following their
paces in terms of the order of habitual tensional states including
stimulation, defensive actions and satisfactions.
Abstract: To motivate users to adopt and use information
systems effectively, the nature of motivation should be carefully
investigated. People are usually motivated within ongoing processes
which include a chain of states such as perception, stimulation,
motivation, actions and reactions and finally, satisfaction. This study
assumes that the relevant motivation processes should be executed in
a proper and continuous manner to be able to persistently motivate
and re-motivate people in organizational settings and towards
information systems. On this basis, the study attempts to propose
possible relationships between this process-nature view of
motivation in terms of the common chain of states and the nearly
unique properties of information systems as is perceived by users in
the sense of a knowledgeable and authoritative entity. In the
conclusion section, some guidelines for practitioners are suggested to
ease their tasks for motivating people to adopt and use information
systems.
Abstract: Organizations are supposed to be systems and
consequently require defining the notion of equilibrium within.
However, organizations comprise people and unavoidably entail their
irrational aspects. Then, the question is what is the organizational
equilibrium and equilibrating mechanisms considering these aspects.
Hence, some arguments are provided here to conceptualize human
unconsciousness, irrationalities and consequent uncertainties within
organizations in the form of a system of psychic dynamism. The
assumption is this dynamism maintains the psychic balance of the
organization through a psychodynamic point of view. The resultant
conceptualization expected to promote the understanding of such
aspects in different organizational settings by hypothesizing
organizational equilibration from this perspective. As a result, the
main expectation is, if it is known that how the organization
equilibrates in this sense, we can explain and deal with such
irrationalities and unconsciousness by rational and, of course
conscious, planning and accomplishing.