Experiences in Applied Management Project Essay - 1650 Words

Experiences in Applied Management Project (Essay Sample) Content: Experiences in applied management projectNameInstructorInstitutionDateCHAPTER ONEINTRODUCTIONThis report entailed my experiences in applied management project. The reflection report was all about my experiences Applied Management project as well as the experience of the project at large. Conversely the reflection report helped me to improve myself. However, through the exposure I learnt from my mistake which was significant objective of the report. The order of the system was as an individual or as a group whereby I lied into both categories in the applied management project. In the process I encountered both worse and goods. Despite of worse that I encountered, I acquired new aspects individually and as a group extensively. With that information, the main goal was to acquire the exposure in the process of undertaking the project.Aims and ObjectiveThe aim of this concrete report was to judge my involvement in throughout the project and improve on what was a challenge. .the report also instilled an idea about my own skills and abilities during the period. On the other hand the key objective was to find out the errors that I made to do the Applied Management Project (AMP) and take lesson from the mistakeCHAPTER TWOThis chapter was organized in the following manner: how I managed to work with a group and what I learnt from them, lessons I learnt from this experience to take into the future and conclusion.How I managed to work with a group and what I learnt from themWorking with a group of people during (AMP) was really an exposure. The applied management project was undertaken within a period of three weeks or twenty one days. However, within this period we encountered worse and good. The first we were introduced on how to undergo the applied management project as well as how to formulate a reflective report. Conversely, the ideas on information about the report writing, plagiarism, Harvard referencing and how to use the resources were also briefed to us as group.The topics were also given to us depending with which group one was. The groups were divided severally and each group was to draft a report according to their topic. Generally we had made a group of nine. The group where I was located had a very nice topic which was frankly on corporate social responsibility in the various banks of United State of a Merica and issues of corporate social responsibility. The topic was fascinating since this was critical aspect of consideration because it represented the image of the organizations. The class was finished and we had to attend in the tutor support session which started the next day.With regard, we had to sit in a group and since our group was made earlier we sat with our group members for start up. Generally at the first day of lecturer support session we had given idea about how to use the online resources from the university resources. The information concerning this issue was retrieved from secondary source, journals, magazines, eBooksà ¢Ã¢â€š ¬ and articles. Thus these were the sources for our information.I came to realize that group dynamic was more effective than working individually. With regard to this, people who worked together as a group did it in better way than a single person. The reason behind this was that people working as a group shared ideas together and also enlightened each other on their experiences. The key considerations if a group was to be successful were: good behavior, norms and co-operation. Despite the advantages of a group there was also a disadvantage. The group conflicted once they failed to agree on something.I noted following various team roles for a successful group. These roles were: team work, implementer, monitor evaluator, co-coordinator, resource investigator and specialist. This shown that some people within a group should have some of these characteristics. With regard to this in our group different members had different attitude.The lecturer played a si gnificant role in introducing the topic of our concern. The lecturer also briefed us what was required in applied management project. Concerning this topic there were about six lectures who dearly guided us on how to effectively conduct the topic. We were not guided throughout the project, after a direction we were left to compile our report in our own. We gathered with our group and agreed on way forward and opinions were brought forward. Some people were that sharp when it comes to getting of thins. Since I was a slow learner, some issues were had to get.After meeting severally we departed and each of the individual started working alone. That is I started working individually. From that moment I started gathering information from different information sources on corporate social responsibility. Some information was of great relevant on my applied management project while others did not bring anything constructive. As a result I searched the information which related to my topic a nd started and dug deeply through reading.After prolonged search of information related to the topic I felt that they were enough and I could start reading at this point. The commemorated moment was at this point of developing a applied management project. I felt so motivated for having developed as my first time AMP. Honestly, at past I could not do a topic of my own thus this period marked a memorable moment in my existence. There before I get stuck of very simple topics whereby I could get assistance from a group who also assisted me in solving of the problem. In conclusion I noted that working in a group was not that easy since the decision had to come from all set group and onions differed sometime.Lessons I Learnt from this Experience to take into the FutureFurther, the Applied Management Project (AMP) was developed to demonstrate our skills and capability learnt from the Master degree of science in business administration. With this information, to develop the report I learn t some new aspects and I used my skills and facts. At all, I also messed up during report writing process. These signified goods go together with problem.The fact was that in report writing one had to follow a cycle. Description being the first phase in report writing was used to describe the report. Concurrent... Experiences in Applied Management Project Essay - 1650 Words Experiences in Applied Management Project (Essay Sample) Content: Experiences in applied management projectNameInstructorInstitutionDateCHAPTER ONEINTRODUCTIONThis report entailed my experiences in applied management project. The reflection report was all about my experiences Applied Management project as well as the experience of the project at large. Conversely the reflection report helped me to improve myself. However, through the exposure I learnt from my mistake which was significant objective of the report. The order of the system was as an individual or as a group whereby I lied into both categories in the applied management project. In the process I encountered both worse and goods. Despite of worse that I encountered, I acquired new aspects individually and as a group extensively. With that information, the main goal was to acquire the exposure in the process of undertaking the project.Aims and ObjectiveThe aim of this concrete report was to judge my involvement in throughout the project and improve on what was a challenge. .the report also instilled an idea about my own skills and abilities during the period. On the other hand the key objective was to find out the errors that I made to do the Applied Management Project (AMP) and take lesson from the mistakeCHAPTER TWOThis chapter was organized in the following manner: how I managed to work with a group and what I learnt from them, lessons I learnt from this experience to take into the future and conclusion.How I managed to work with a group and what I learnt from themWorking with a group of people during (AMP) was really an exposure. The applied management project was undertaken within a period of three weeks or twenty one days. However, within this period we encountered worse and good. The first we were introduced on how to undergo the applied management project as well as how to formulate a reflective report. Conversely, the ideas on information about the report writing, plagiarism, Harvard referencing and how to use the resources were also briefed to us as group.The topics were also given to us depending with which group one was. The groups were divided severally and each group was to draft a report according to their topic. Generally we had made a group of nine. The group where I was located had a very nice topic which was frankly on corporate social responsibility in the various banks of United State of a Merica and issues of corporate social responsibility. The topic was fascinating since this was critical aspect of consideration because it represented the image of the organizations. The class was finished and we had to attend in the tutor support session which started the next day.With regard, we had to sit in a group and since our group was made earlier we sat with our group members for start up. Generally at the first day of lecturer support session we had given idea about how to use the online resources from the university resources. The information concerning this issue was retrieved from secondary source, journals, magazines, eBooksà ¢Ã¢â€š ¬ and articles. Thus these were the sources for our information.I came to realize that group dynamic was more effective than working individually. With regard to this, people who worked together as a group did it in better way than a single person. The reason behind this was that people working as a group shared ideas together and also enlightened each other on their experiences. The key considerations if a group was to be successful were: good behavior, norms and co-operation. Despite the advantages of a group there was also a disadvantage. The group conflicted once they failed to agree on something.I noted following various team roles for a successful group. These roles were: team work, implementer, monitor evaluator, co-coordinator, resource investigator and specialist. This shown that some people within a group should have some of these characteristics. With regard to this in our group different members had different attitude.The lecturer played a si gnificant role in introducing the topic of our concern. The lecturer also briefed us what was required in applied management project. Concerning this topic there were about six lectures who dearly guided us on how to effectively conduct the topic. We were not guided throughout the project, after a direction we were left to compile our report in our own. We gathered with our group and agreed on way forward and opinions were brought forward. Some people were that sharp when it comes to getting of thins. Since I was a slow learner, some issues were had to get.After meeting severally we departed and each of the individual started working alone. That is I started working individually. From that moment I started gathering information from different information sources on corporate social responsibility. Some information was of great relevant on my applied management project while others did not bring anything constructive. As a result I searched the information which related to my topic a nd started and dug deeply through reading.After prolonged search of information related to the topic I felt that they were enough and I could start reading at this point. The commemorated moment was at this point of developing a applied management project. I felt so motivated for having developed as my first time AMP. Honestly, at past I could not do a topic of my own thus this period marked a memorable moment in my existence. There before I get stuck of very simple topics whereby I could get assistance from a group who also assisted me in solving of the problem. In conclusion I noted that working in a group was not that easy since the decision had to come from all set group and onions differed sometime.Lessons I Learnt from this Experience to take into the FutureFurther, the Applied Management Project (AMP) was developed to demonstrate our skills and capability learnt from the Master degree of science in business administration. With this information, to develop the report I learn t some new aspects and I used my skills and facts. At all, I also messed up during report writing process. These signified goods go together with problem.The fact was that in report writing one had to follow a cycle. Description being the first phase in report writing was used to describe the report. Concurrent...

Future of Policing - 1538 Words

The future of policing is fairly clear in what direction it is heading. It has been slowly reforming to meet the needs of the people, reduce crime, and make policing more efficient. Some of the reforms that will probably take place in the future include, better educated police officers and police managers, consolidation of police departments to save on money and resources, upgraded technology, race and gender equality, better testing techniques to recruit and promote within the department, and improved proactive planning techniques. One of these proactive tools that will surely become more widely used and implemented better is community policing. It has been evolving since its first introduction into the police world and will see more†¦show more content†¦All of this at the touch of a button on a handheld computer could make a police officers life much easier and make them a more useful crime fighting tool. We should also see in the near future, an improved personnel se lection process. Associates or bachelors degrees should be required for all new recruits. The shift needs to be made from a military trained to educated officers. The way the police force is moving, the military model is almost extinct, with a more educated and community relations oriented approach. Men and women and minorities should be assigned to all aspects of the police mission and promoted to specialty units and supervisory positions on an equal basis. Even the way that departments recruit their new officers need to be changed. It needs to move from a pencil and paper test, to a general test emphasizing role playing, interviews, aptitude and other skills needed for the job. Being a bad test taker doesnt mean a person wont make an excellent police officer. Even selection of supervisors and administrative staff members should be done in this way. Test taking years of experience, or being appointed because of who you know should not be the only ways someone gets a promot ion. For promotions to higher rankings, more credentials should be required. A masters in police administration or a related field, at least three years of experience in police planning, patrol or investigation, and successful completionShow MoreRelatedThe Future of Policing1461 Words   |  6 Pages The Future of Policing Christina Johnson CJS/210 September 14, 2014 Ronald Rucker University of Phoenix Policing in the United States has changed dramatically since it was first brought to the thirteen colonies from England. However, some of the issues faced then are being faced in policing today. There are also new trends that are prevalent, and these trends will continue to have lasting effects on the future of policing. Even though new trends improve policing overall,Read MoreFuture of Policing1391 Words   |  6 PagesFuture of Policing University of Phoenix CJS/210 4/27/2013 The field of police work is constantly being forced to develop and improve its protocols, procedures, and practices in an effort to keep pace with the ever-changing society in which it operates and criminal behavior it seeks to eradicate. While the history of policing has been marked by substantial changes throughout time, the work of modern-day police officers and officials demonstrate some of the most substantial adaptationsRead MoreFuture Policing1381 Words   |  6 PagesFuture of Policing University of Phoenix CJS/210 4/27/2013 The field of police work is constantly being forced to develop and improve its protocols, procedures, and practices in an effort to keep pace with the ever-changing society in which it operates and criminal behavior it seeks to eradicate. 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It has been slowly reforming to meet the needs of the people, reduce crime, and make policing more efficient. Some of the reforms that will probably take place in the future include, better educated police officers and police managers, consolidation of police departments to save on money and resources, upgraded technology, race and gender equality, better testing techniques to recruit and promoteRead Morefuture of policing proposal1169 Words   |  5 Pagesï » ¿ Future of Policing Proposal Team B CJA 214 May 11, 2014 University of Phoenix Future of Policing Proposal Policing is not just keeping the peace in today’s society. Police officers have several responsibilities and also new technology to learn. New technology helps law enforcement preform a better job in communication, crime solving, decreasing crime and making communities a better place to live for citizens and their families. Biometrics and GPS tracking are two useful technologies’Read MoreFinal: Future of Policing Paper1105 Words   |  5 PagesJessica Couture 7/22/2012 CJS/210 Final: Future of policing paper The biggest issue that effects policing is technology. Technology is at a rise and growing at an incredible rate. Technology advancement gives criminals a whole new way or an easier way to commit crimes. Eventually technology is going to take away jobs from our police officers and other individuals working in law enforcement. We are no longer going to need police officers out on patrol monitoring traffic, we have high speedRead MoreThe Most Appropriate Roles For The Future Of Policing1055 Words   |  5 PagesThe most appropriate roles for the future of policing Through the many readings in this course I found that a lot of authors are focused on crime prevention, law enforcement, and order maintenance. However I believe that there are three important roles that would be more appropriate for the future of policing. These roles are â€Å"handling† all situations that arise, use of force, and use of discretion. â€Å"Handling† all situations that arise The role of â€Å"handling† all situations that arise is directlyRead MoreCommunity Policing Is A Fast Growing Necessity For The Future1052 Words   |  5 PagesCommunity Policing Introduction Although policing has been around for many decades, law enforcement roles have not changed too significantly. Media, such as television shows and movies, portray law enforcement officers as fearless crime fighters who are in daily high speed chases and shoot outs. While these crimes may be possible, it is not likely on a daily basis. So, just what do police officers respond too then? They deal with many various types of service calls each month and year including littleRead MoreEssay on Criminal Justice Trends Evaluation1584 Words   |  7 PagesCriminal Justice Trends Evaluation Paper Jerry J Lynch Jr February 20, 2012 CJA/394 - Contemporary Issues and Futures in Criminal Justice Darren Gil, Faculty University of Phoenix Criminal Justice Trends Evaluation The criminal justice field is an ever evolving field. As today’s technology changes so does the way the criminal justice field interacts with that technology. As our society changes the technology that we use will also be altered to fit the situation. The barriers

Team Cohesion - 1509 Words

Running head: TEAM CONFLICT AND COHESION Team Conflict and Cohesion Mak Turno University of Phoenix July 9, 2007 Team Conflict and Cohesion The dynamics of a team relies heavily on the interaction of team members during times of conflict not just during times of agreement. Often groups seek to achieve a cohesive relationship in an effort to unite the team towards its goals. Group members can make the mistake of subverting conflict in an attempt to maintain this team unity. Conflict serves a valuable role in effective group interactions that must be understood by participants of a team. An examination into the characteristics of conflict and cohesion and the relationship between the two dynamics can provide perspective to†¦show more content†¦Teams without conflict tend to be less innovative due to the creative function of conflict. Conflict’s creative function comes from the necessity of varying perspectives to reach a consensus. Indeed, â€Å"teams tend to make higher quality decisions when dissent exists about the wisest course of action† (Sidle, Ï .75). Dissent and conflict forces team members to think outside of the normal realm of experience and knowledge to realize a collaborative solution. Resolution Systems In order to reach a collaborative solution, a team must work to resolve conflict in a productive manner. Avoidance is one resolution strategy many teams use. Avoidance is not a valid resolution strategy in most instances though. Avoidance sweeps conflict aside in order for the team to pursue more productive avenues. â€Å"If the conflict is not central to the work of the team, it may be best to set it aside so that the important work of the team can proceed† (Porter, Ï .3). Only under these circumstances should avoidance be used. Another technique, compromise, is similar to avoidance. Compromise is when â€Å"each person gives up something for the sake of agreement† (Porter, Ï .4). 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Enterprise Relationship and Market Focus †MyAssignmenthelp.com

Question: Discuss about the Enterprise Relationship and Market Focus. Answer: Introduction: Every emerging or new technology has its own pros and cons. In the same way, ERP has numerous benefits like cost effective, improved organizational efficiency and also consist of several challenges in implementation. The proper implementation of ERP in organizations is a demanding task. Although the ERP packages are being widely used amongst the organizations worldwide, often organizations remain aware of the potential challenges associated with the implementation of the ERP system amongst the organizations. Added responsibility, change in business philosophy, technical issues, lack of skilled and technologically trained employees in the organization as well as huge expenditure are some of the common challenges involved with ERP implementation at workplace. Due to the presence of certain generic challenges associated with ERP implementation at workplace, it is highly important to identify the challenges, anticipate the consequences and adopt effective strategies in order to combat th e same. In this report, I have gathered and analysed some articles about the obstacles in ERP implementation. After identifying the possible challenges, some of the organizations have even introduced important managementconcepts such as Knowledge Management, Change Management, as well as Innovation Management so as to help them in moderating and handling the ERP implementation issues. The purpose of the present report is to critically discuss and evaluate the potential challenges, analyze the probable consequence on the organizational operations and recommend effective strategies to eliminate each challenge. ERP is a type of Information systems process that integrate various organizational departments and functions of the specific company into one integrated whole which serves the needs of each department in an organized way ().The present research report intends to critically discuss the challenges faced by the organization in implementing enterprise resource planning meant to enhance organizational productivity. In this study, the major focus is on the on the following areas. The movement of data across the organization is referred to as knowledge management (). Knowledge management usually involves the creation, storage, retrieval and transfer of data and information in an organization. Specifically, Knowledge (data and information) is the most important for all enterprises (Tseng, 2014). However, success is determined by the way the management authority is managing and using this knowledge. In ERP, knowledge management is an integral component in the success of ERP implementation. So many researchers had studied about the importance of knowledge management in ERP. In case an organization chooses to use KM activities throughout the ERP implementation phase then it will help in ensuring low implementation costs as well as user satisfaction ().Besides, it will provide strategic and competitive business advantages through effective product and process innovation.( Ramburn, Seymour, Gopaul, 2008, as cited in Sedera et al., 2004). Knowledge can be acquired in two ways; first of all, one can obtain it by reviewing the case studies of organizations that have enjoyed successful ERP implementations, while the subsequent way is gathering it from failed ERP implementations (Zhang et al., 2017).Knowledge can be two types a) explicit knowledge=its formal and systematic b) tacit knowledge=its context-specific knowledge and difficult to communicate (Fjermestad Romano, 2016).Knowledge creation is a process which may involve the development of new knowledge or replacement of the existent knowledge. Strategic enterprise resource management(SERUM) is an agent-based approach that can handle traditional ERP systems, technology management, corporate level strategic planning and customer relationship management(CRM) (Humphries Gibbs, 2016). It might be interesting to note here that in most of the cases, an organization implementing ERP system at its workplace is likely to face two kinds of knowledge management challenges- con figuration knowledge gap challenge and assimilation knowledge gap challenge. In case of the former, the management authority as well as the employees lack professional expertise to handle ERP software, and consequently fail to understand how to configure the ERP system in order to match the organizational needs (Mezger Rauschecker, 2014). On the other hand, in case of the latter, the employees lack technical knowledge to be able to successfully handle and utilize the benefits of the ERP software. While often the consultants are unwilling to pass on their knowledge of their ERP system to the employees, at other times, the employees themselves refuse to enrol themselves in training and communication process that impedes effective knowledge management needed for installation of the ERP software (THannhuber et al., 2017). Chan once proposed a three dimensional model of knowledge management where he has stated that in order to ensure proper knowledge management, an organization must ensure effective project management, business management and technical skill management. The two major things chiefly contributing to ERP failure in an organization is usually the inadequate project management and inaccurate choice of implementation team(Ramburn et al, 2008). It includes change management, business process re-engineering, management support etc. Those above-mentioned aspects discussed later on this report. The third one identified by Chan is technical knowledge that includes process re-engineering, programming, system administration and hardware/network(Ramburn et al, 2008). Change management can be defined as any set of strategies which enable the people to adapt with the change which is necessary to accomplish any required business outcome (Harris, 2017).In fact, it is one of the most critical areas where organizational attention is needed while implementing enterprise resource planning. Specifically, the ERP projects will fail if the change management is not effective enough. Change management is the primary concerns of ERP implementation and a well-planned strategy is to be developed to avoid instability and confusion among employees. (Ramburn, Seymour Gopaul, 2008). (Lee Lee, 2004) Observed that when an organization's operating environment changes then the management system and operational process also need some modifications. Organizational structure, business processes, and core competencies are the areas that require broad changes in case of an ERP implementation. (Schroeder, 2008) Conducted a case study on the aspects like organizational readiness for change, ERP success and project management on a company named New spice. This study adopted large organizational change and explored the impact of ORC and project management on the success of a new spice undertaking a major ERP implementation.(Weiner, 2009) Stated that large-scale organizational change is defined as "multiple, simultaneous changes in staffing, workflow, decision-making, communication, and rewards systems" (This is a quotation and should be omitted while calculating the plagiarism %). .In caswe of ERP implementation, such large-scale change is required, or else organizational success is doomed. .This study used plenty of methods(quantitative and qualitative explored) to identify the co-relation between OCR and PM in erp. Out of the two hypotheses tested the first one or is needed for ERP success obtained statistical support. However, pm for ERP success is supported moderately. (Leavitt Whisler,1958, as cited in, Morton, Hu, 2008) argued that the IT could exercise a huge impact on the organizational structure. Making decisions by involving the swenior management level employees is more recommended rather than involving the middle management. (Donaldson, 2001, as cited in, Morton, hu,2008). There was a lot of structural dimensions, and they may vary in their definitions, identifying it is a critical problem without the context and objectives. The dimensions of the organizational structure are specialization, formalization, differentiation and decentralization. In this paper, formalization'' has been defined as the standardization of the work process and documentation in an organization. (Donaldson, 2001, as cited in, Morton, hu,2008). structural differentiation'' refers to the difference in orientation on the one hand and the structural formality of the organizational units on the other (Lawrence Lorsch, 1967, as cited in, Morton, hu,2008) and decentraliza tion'' has been defined as the extent to which the decision-making power in a particular company can be dispersed amongst its employees. (Mintzberg, 1980, Morton, hu,2008) in fact, distinction is not always made because of high relation formalization and specialization. (Fry, 1982, as cited in, Morton, hu,2008) to use in technology the formalization and specialization combined into the single dimension of formalization. (Mintzberg, 1980,) in order to analyze the fit between organizational structure and Enterprise Resource Planning system, it is useful to categorize and calssify the dimensions of the structure into the common kinds which are usually found in organizational structure literature. ERP is suitable for the organization that has high formalization, low structural differentiation and low decentralization because of co-related task and possibility of uncertainty in tasks. These qualities possess organizations have a high rate of implementation success and also low resistance to change Morton Hu (2008). (Christofi, Nunes, Chao Peng, Lin, 2013) This study mainly focused on reviewing the business process before implementing ERP in small and medium-sized industries. More specifically focused on improving business processes before starting ERP projects. The study also reveals that there were so many inherent problems like insufficient business processes and internal problems in SMES these issues need to be addressed in the preparation stage itself of ERP. If they neglect those issues, they will have to pay in the long run. So it's important to address these in order to ensure the success of ERP. The problems and recommendations drawn are different for each company. AS far as ERP implementation is concerned, change management also includes the human perspective area. Change management largely concerns itself with the human aspect of ERP implementation. The stakeholders as well as the employees need to be kept informed about the status of the ERP project at hand as well as how the same is likely to affect them personally. Besides, a highly comprehensive plan needs to be developed so as to accommodate the change while planning for effective change management. Above all, the communication of change policies to the concerned stakeholders is the most important factor determining the success of the ERP implementation. (Okrent Vokurka, 2004). There is no gain stating the fact that the very reason why most of the organizations encounter failure in the process of ERP implementation is that the organizations fail to manage and cope up with the technical as well as cultural change that accompany the implementation of ERP process (Ahmad Cuenca, 2013). Most of the ERP projects in a company are run by the employees of the organization who must essentially possess comprehensive knowledge about the facts, data sheets and budgets. Prior to the implementation of this system, the employees usually do not possess the technical skills and hence need to be trained once the same is implemented. Since all of a sudden, the organization demands greater employee dedication, the employees often refuse to work for longer hours (Abdinnour Saeed, 2015). This form of resistance needs to be combated by effectively communicating the scope and employee benefits of the ERP implementation program, or else organizational success can get easily doomed . Apart from the lack of technical competence of the employees in a changed scenario, the absence of effective change and resistance management of the organization, absence of project communication and project sponsorship and lack of employee training often leads to organizational failure. It should also be remembered that with the implementation of ERP procedure at workplace, often some of the work profiles become redundant and employees handling these profiles often start feeling insecure and this is likely to lead to high employee turnover rates (Kanaane et al., 2015). Hence, these employees require periodical counselling by the management authority so that they do not feel insecure leading to low employee retention rate. However, at the same time, ERP implementation itself involves too much expenditure, and yet offering employee training or arranging employee counselling, both in-house and through third-party involvement will imply additional expenditure, that might lead the org anization t financial burden (Bintoro et al., 2015). (Mustafa Hani, 2017) Conducted a study based on the advantages to users on implementing Enterprise Resource Planning system in Saudi Arabia to estimate the effect on user adaptation. There are different positive effects on Enterprise Resource Planning system user based on the user adaption. Conclusion In conclusion, the paper had discussed various challenges related to ERP implementation. The success of the ERP implementation in this case study was influenced by various factors like organisational structure, business processes, knowledge management etc. Of these factors, each one has its own significance. As a company starts implementing ERP, a research conducted to identify the possible challenges is highly important. The company can learn from failed or success ERP implementation as found in other organizations. In my opinion, the major areas to be considered are knowledge management and change management. Reference List: Abdinnour, S., Saeed, K. (2015). User perceptions towards an ERP system: Comparing the post-implementation phase to the pre-implementation phase.Journal of Enterprise Information Management,28(2), 243-259. Ahmad, M. M., Cuenca, R. P. (2013). Critical success factors for ERP implementation in SMEs.Robotics and Computer-Integrated Manufacturing,29(3), 104-111. Bintoro, B. P. K., Simatupang, T. M., Putro, U. S., Hermawan, P. (2015). Actors interaction in the ERP implementation literature.Business Process Management Journal,21(2), 222-249. Christofi, M., Nunes, M., Chao Peng, G., Lin, A. (2013). Towards ERP success in SMEs through business process review prior to implementation. Journal of Systems and Information Technology, 15(4), 304323. https://doi.org/10.1108/JSIT-06-2013-0021 Eid, M. I. M., Abbas, H. I. (2017). User adaptation and ERP benefits: Moderation analysis of user experience with ERP.Kybernetes,46(3), 530-549. Retrieved from https://ezproxy.eit.ac.nz/login?url=https://search-proquest-com.ezproxy.eit.ac.nz/docview/1881411480?accountid=39646 Fjermestad, J., Romano Jr, N. C. (2016). Journal of Enterprise Information Management-Vol. 17 No. 6, 2004: E-commerce relationship marketing. Harris, R. (2017).An Exploratory Study of the Relationship among Organizational Readiness for Change, Project Management, and ERP Success(Doctoral dissertation, Lawrence Technological University). Humphries, A., Gibbs, R. (2016).Enterprise Relationship Management: A Paradigm for Alliance Success. Routledge. Kanaane, R., Akabane, G., Peterossi, H., Endler, D. C. N. (2015). Organizational Change Management in a Strategic Perspective.American Journal of Management,15(2), 88. Karim, J., Somers, T., Bhattacherjee, A. (2007). The Impact of ERP Implementation on Business Process Outcomes: A Factor-Based Study. Journal of Management Information Systems, 24(1), 101134. https://doi.org/10.2753/MIS0742-1222240103 Lee, S., Lee, H. (2004). The importance of change management after ERP implementation: An information capability perspective. ICIS 2004 Proceedings, Paper 76. Mezgr, I., Rauschecker, U. (2014). The challenge of networked enterprises for cloud computing interoperability.Computers in Industry,65(4), 657-674. Morton, N. A., Hu, Q. (2008). Implications of the fit between organizational structure and ERP: A structural contingency theory perspective. International Journal of Information Management, 28(5), 391402. https://doi.org/10.1016/j.ijinfomgt.2008.01.008. Morton, N. A., Hu, Q. (2008). Implications of the fit between organizational structure and ERP: A structural contingency theory perspective. International Journal of Information Management, 28(5), 391402. https://doi.org/10.1016/j.ijinfomgt.2008.01.008 Musa, U., Usman, Z. (2012). K m s erp s. International Journal, 3(1), 2128. Mustafa Ismail Mustafa Eid, Hani I. Abbas , (2017) "User adaptation and ERP benefits: moderation analysis of user experience with ERP",Kybernetes, Vol. 46 Issue: 3, pp.530-549,https://doi.org/10.1108/K-08-2015-0212 Ramburn, A., Seymour, L., Gopaul, A. (2008). Learning From a Failed ERP implementation?: The Case of a Large South African Organization. European Conference on Information Management Evaluation, 215223. Schroeder, K. E. (2008). Lawrence Technological University. Business, 162. Thannhuber, M. J., Bruntsch, A., Tseng, M. M. (2017). Knowledge management: managing organizational intelligence and knowledge in autopoietic process management systemsten years into industrial application.Procedia CIRP,63, 384-389. Tseng, S. M. (2014). The impact of knowledge management capabilities and supplier relationship management on corporate performance.International Journal of Production Economics,154, 39-47. Weiner, B. J. (2009). A theory of organizational readiness for change. Implementation Science, 4. doi:10.1186/1748-5908-4-67 Zhang, D., Zhang, D., Li, S., Li, S., Zheng, D., Zheng, D. (2017). Knowledge search and open innovation performance in an emerging market: Moderating effects of government-enterprise relationship and market focus.Management Decision,55(4), 634-647.

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MS Word Annotated Bibliography

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