英语翻译Implementing change by merely providing organizations wi

英语翻译
Implementing change by merely providing organizations with IS resources and requiring participation in training programs can result in sub-optimal outcomes and poor utilization of the systems.A more comprehensive assessment of existing skills and training needs can help in preparing the organization for change.
The processes of explaining and making sense of the changes that surround the implementation of IT in an organizational setting considered in our work highlight the mutual dependence of organizational change and training on a cognitive infrastructure that enables effective communication and collaboration.
Current training approaches and techniques can facilitate the conversion of knowledge through combination where the cycles of innovation in organization and systems development are relatively short and concurrent.However,the introduction and use of enterprise systems involves more unplanned and second order organizational change.In order to be effective,these changes require training that supports adjustive,formative,and reinventive learning.However,these training needs are more difficult to assess.The misalignment of training and learning outcomes is largely responsible for the inertia evident in projects that fail through resistance to change or poor change management.
Our research suggests that enterprise systems are increasingly used to exploit opportunities for new inter- and intra-organizational processes and organizational forms.Consequently,there is a need to adopt a more developmental perspective of the organization as a creator rather than mere processor of information.The principal components that emerged from our study highlighted the
congruence of the constructs that underlie the classificatory schema of organizational change,learning and knowledge conversion.
The framework that emerged from our developmental work provided a useful way of identifying and analyzing the training needs of organizations with diverse user communities and
continuous change.The limitations of our research are clear,given the specialty of work in the clinical community and the systems that support that enterprise.However,although not immediately generalizable to other settings,the initial test of our framework provided a robust proof-of-concept.
不要翻译器翻译的 那种我也会

仅通过提供组织实施变化与资源,以及要求参加培训计划可以导致得到的结果和贫穷的利用系统.一个更全面的评估现有技能和培训需求可以帮助学生在准备该组织的改变.
过程的解释和理解的改变,它环绕的实施被认为是一种组织设置在我们的工作中突出的依存关系组织变革认知基础设施和培训,使有效的沟通和合作.
现在的训练方法与技巧能促进知识的转换,通过联合循环的创新地方组织、系统发展相对较短和并行.然而,引进和使用企业体系需要更多的盲目性和二阶组织的变化.为了提高效率,这些变化需要培训支持,reinventive调节、造型的学习.然而,这些培训需要更难以评估.失的训练和学习结果主要是负责在项目的惯性明显失败了通过对改变的抵抗或较差的变化管理.
我们的研究显示,企业系统开发的机会越来越多地采用新的国米——和流程和组织形式.因此,有必要采取一种更加发展的角度对组织作为创造者而并非仅仅是处理器的信息.摘要应用主成分,从我们的研究突出了
同余的构建模式,也是推动分类学上的组织变革、学习和知识的转化.
从我们的框架,提供了一种有用的方式发展工作的识别和分析培训需求的组织与不同的用户和
不断的变革.本研究的局限性,给出明确的特点,在临床的社区工作,整个系统是支持企业.然而,尽管没有立即具普遍性(其他设置,最初的测试的测试框架提供了一种鲁棒性）