Traditional approaches to requirements elicitation stress systematic and rational analysis and representation of organizational context and system requirements. This paper argues that the introduction of any computer-based system to an organization transforms the organization and changes the work patterns of the system’s users in the organization. These changes interact with the users ’ values and beliefs and trigger emotional responses which are sometimes directed against the computerbased system and its proponents. The paper debunks myths about how smoothly such organizational transformations take place, describes case studies showing how organizational transformation really takes place, and introduces and confirms by case studies some guidelines for eliciting requirements and the relevant emotional issues for a computer-based system that is being introduced into an organization to change its work patterns. 1

We view information system development (ISD) and change as a socio-technical change process in which technologies, human actors, organizational relationships and tasks change. We outline a punctuated socio-technical change model that recognizes both incremental and dynamic and abrupt changes during ISD and change. The model identifies events that incrementally change the information system as well as punctuate its deep structure in its evolutionary path at multiple levels. The analysis of these event sequences helps explain how and why an ISD outcome emerged. The change constructs are integrated with a socio-technical model of ISD in which configurations in work systems, building systems and the environment and their misalignments- gaps- drive ISD change. By conceiving ISD and change as a sequence of events and states, researchers can narrate explanations of ISD outcomes. Practitioners can use the model in post mortem analyses to diagnose and learn about the effectiveness of their ISD interventions. The explanatory power of the model is demonstrated with a case study of complex ISD and change over an eight year period.

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Among the most controversially debated issues by organization theorists are how far-reaching change is possible in the configuration of organizations, and the challenges involved therein

The order of authors follows the authors ’ practice of rotating order of authorship. Input was equal.

Profile analysis is proposed as a means for advancing empirical change process research. In the context of organizational studies, a profile can be viewed as a set of sequentially arranged factors that expresses the relative strength of individual factors and holistic patterns inside or between organizational entities. To demonstrate the utility of the approach in change process research, profile analysis was employed in a cross-sectional study. Hypotheses related to Lewin’s three-step model of change were tested using data obtained from managers involved in change implementation. Results confirmed a progression through Lewin’s unfreezing-movement-refreezing sequence during implementation. Profiles that reflected higher systematic use of change process factors were also found related to implementation success. Many future research opportunities are apparent, such as investigating interorganizational change profile types and using profile analysis to enhance longitudinal research designs.

Traditional approaches to requirements elicitation stress systematic and rational analysis and representation of organizational context and system requirements. This paper argues that (1) for an organization, a software system implements a shared vision of a future work reality and that (2) understanding the emotions, feelings, values, beliefs, and interests that drive organizational human action is needed in order to invent the requirements of such a software system. This paper debunks some myths about how organizations transform themselves through the adoption of Information and Communication Technology; describes the concepts of emotion, feeling, value, and belief; and presents some constructionist guidelines for the process of eliciting requirements for a software system that helps an organization to fundamentally change its work patterns.

organizations: The role of the concept of configuration in contemporary theory

Revised draft of a paper prepared for an invitational Conference on Organizations and