Today I presented for the INFS332 class for Dr Sophie Cockcroft of the University of Queensland as a guest lecturer. The class has been discussing decision support systems and how fantastic they all are; my role was to temper that enthusiasm a bit with a bit of balance, particularly with my work around the theory of technology dominance.
My presentation is given below:
This is the abstract of my confirmation document; this abstract won ‘best abstract for unconfirmed phd student’ at this year’s University of Queensland Research Colloquium:
Student: Micheal Axelsen
Supervisor: Professor Peter Green, Dr Fiona Rohde
ABSTRACT
This research proposal builds upon the theory of technology dominance (Sutton & Arnold 1998), which has as one of its propositions that the continued use of intelligent decision aids may have the effect of deskilling auditors over time. A theoretical contribution is made through a consideration of this effect through the operation of the anchoring and adjustment heuristic (Epley & Gilovich, 2006; Kowalczyk & Wolfe, 1998; Tversky & Kahnemann, 1974) and cognitive load theory (Mascha & Smedley, 2007; Sweller, 1988). The anchoring and adjustment heuristic is a technique used by people in judgment tasks to remove cognitive burden. In making a judgment, the assessor ‘anchors’ upon the first value provided in making an estimate, and then ‘adjusts’ this estimate until a ‘reasonable’ estimate is reached. This heuristic has the effect of a systematic adjustment bias in the final estimate made. Cognitive load theory finds that an expert uses different and more efficient problem-solving strategies as a result of their past experiences in comparison to the novice. The expert draws upon their experience with past problems to develop their problem-solving strategies. Theoretically the argument is developed that the professional auditor’s ability to develop efficient problem-solving strategies is reduced as a result of their use of the anchoring and adjustment heuristics encouraged by the continued use of intelligent decision aids.
It is proposed that this integrated theory be empirically tested through a series of semi-structured interviews with audit professionals and a survey of public sector auditors designed to test the developed theoretical model. This investigation will consider the role of the continued use of intelligent decision aids and any deskilling effect such use may have upon auditor ‘know-how’, or procedural knowledge.
The contributions of this proposed research are several. Firstly, a theoretical contribution is made through extension and reconciliation of the theory of technology dominance with the anchoring and adjustment heuristic and cognitive load theory. Secondly, a practical contribution is made by extension of the testing of the theory to the field rather than experimentally. A third practical contribution is made through an empirical test of the theory of technology dominance in the context of procedural knowledge (auditor ‘know-how’), which has not previously been tested.
This blog pot is an assignment I wrote for my subject at University of Queensland. Since it is never likely to be published anywhere, I did the next best thing – turn it into a serious looking blog post. Somewhat more of an experiment than anything else.
Author: Micheal Axelsen
This paper presents the result of a qualitative methodology literature review regarding the effect of the use of different business technologies upon user knowledge. This topic is of interest as the use of business technologies in carrying out duties and undertaking workplace learning generally enhances an individual’s workplace effectiveness (Dugas, Green, & Leckie, 1999; Sutton, Young, & McKenzie, 1994), but over time this use can ‘deskill’ the user by diminishing their expertise (Alavi & Liedner, 2001; Arnold & Sutton, 1998; Mitroff & Mason, 1989).
Section 2 of this review provides background to the topic. Section 3 selects papers addressing this topic with qualitative methodologies, and considers these papers in terms of their ontological and epistemological position, research aims, project design, and research method. Section 3 also explores the implications of these findings for research design. Section 4 identifies opportunities for potential contributions to theory development through the consideration of gaps in research, and provides concluding comments regarding this review.
Technology is increasingly used in business in response to legal liability concerns that demand consistency from the business professional (Sutton, et al., 1994). Business technologies are increasingly used to improve the reliability of decision making (Dowling & Leech, 2007; Mascha, 2001; Sutton, et al., 1994), and to deliver workplace learning, as well technology is something for taking your business to a new level. (Dugas, et al., 1999).
By relying upon business technologies such as intelligent decision aids and expert systems, it is theorised (Alavi & Liedner, 2001; Arnold & Sutton, 1998; Mitroff & Mason, 1989) that the professional’s expertise is decreased. There is a role for technology in increasing the workplace effectiveness of the professional, but the use of such technologies may decrease their expertise over time. This process, and strategies to mitigate its impact, requires further research (Dowling & Leech, 2007).
For this review, a literature search identified peer-reviewed, published papers from a variety of sources. The selected papers examined the role of business technologies in the development of knowledge or expertise, also needed have adopted a qualitative research method in addressing the topic.
The six selected papers focussed on differing branches of the topic. Broadly, these branches of the topic are the effectiveness of technology’s use in continuing professional development programs and learning (Lainema & Lainema, 2007; Zhou, Varnhagen, Sears, Kasprzak, & Shervey, 2007), the use of information systems to distribute and share knowledge (Franco & Mariano, 2007; Hyvonen, Jarvinen, & Pellinen, 2006; McHenry & Stronen, 2008), and the differing use of technology by novices and experts (Schenk, Vitalari, & Davis, 1998).
Each selected paper addresses the same broadly-defined topic. However, the ontological and epistemological positions do differ between the papers. The ontological position, being ‘what we may know’ (Grix, 2002), can be either objectivist, whereby social phenomena have an existence independently of social actors, or constructivist, whereby social phenomena are produced by social interaction and continually revised (Grix, 2002).
The epistemological position, being ‘how we come to know what we know’ (Grix, 2002), particularly affects the selection of the research method. The epistemological position is generally aligned with the ontological position of a research paper, such that an objectivist researcher generally adopts a positive approach, whilst the constructivist adopts an interpretive approach.
Epistemologically, some of the papers selected are positivist in their approach rather than interpretive, despite the selection of qualitative research methods. Franco and Mariano (2007), Hyvonen et al (2006), and McHenry and Stronen (2008) tend to the interpretivist tradition, whereas Lainema and Lainema (2007), Schenk et al (1998) and Zhou et al (2007) tend to positivism. In each paper, this epistemological position is a primary consideration in the selection and application of the research method, such that the researchers from the interpretivist position have adopted purely qualitative methods rather than adopting the mixed method approach favoured by positivist researchers.
The research aims of the papers – and the branch of the literature within which the papers operate – are related to the ontological position of the researchers.
Both Lainema and Lainema (2007) and Zhou et al (2007) examine the role of technology in continuing professional development and learning. Lainema and Lainema (2007) examine the development of knowledge specific to the business (‘business know-how’), particularly the elements that contribute to the acquisition of business know-how. Zhou et al (2007) investigate whether online delivery of professional development is a successful alternative to other forms of professional development.
Both papers are focussed upon the individual actors within the business and increasing their effectiveness and contribution through technology. The research aim in both cases is focussed upon a cause-and-effect relationship. This area of research has a long history (see, for example, Porter 1957). It is a more mature area of research and perhaps due to this maturity and history there is a general tendency towards positivism in research carried out in this area.
In contrast, Franco and Mariano (2007), Hyvonen et al (2006), and McHenry and Stronen (2008) examine the role of technology in distributing and sharing knowledge. Franco and Mariano (2007) sought to propose potential solutions and tactics to ensure the success of information technology knowledge repositories. Hyvonen et al (2006) focused upon the mediation of knowledge through the transfer of knowledge amongst the organisation’s staff through the implementation of ‘best practice’ standards enforced by standardised cost accounting systems, and McHenry and Stronen (2008) investigated the role of a competency management information system in the development of competency and knowledge within businesses.
This area of research is emergent, and the selected papers examine the development of a shared understanding of the factors at play rather than undertake an investigation of positivist ‘cause-and-effect’ relationships.
Schenk et al (1998) undertook a comparison of the behaviour of novice system analysts with the behaviours of expert system analysts. The research aim here belies an ontological position of objectivism, and particularly with the aim of comparing ‘novices’ with ‘experts’, the research question in some respects calls for a quantitative research method. However, the researchers have here selected a qualitative research method (protocol analysis), and applied the method in a positivist manner rather than from an interpretivist perspective.
The project design of each of the selected papers relies upon research subjects. The selected papers, excluding Lainema and Lainema (2007) and Schenk et al (1998), adopt a case study perspective by examining the research topic within a single organisation. Lainema and Lainema (2007) run a simulation game with participants from two organisations, whilst Schenk et al (1998) uses subjects from a university course and experienced professionals in the field.
In Franco and Mariano (2007), Hyvonen et al (2006), and McHenry and Stronen (2008) a representational sample strategy (J. Mason, 2002) is adopted within a single organisation, in that the sample selected is considered to represent the organisation as a whole. The sampling strategy used by Schenk et al (1998) is deliberately illustrative in seeking out extreme novices and extreme experts. Participants in the Lainema and Lainema (2007) simulation game were from two different organisations. Franco and Mariano (2007) adopted a representational case selection strategy (Miles & Huberman, 1994), which is an organic selection strategy whereby subjects are selected based upon recommendations made by key informants within the organisation.
It is not clear from the latter two papers whether the sampling strategy selected is intended to be a strategic sampling approach, or an illustrative sample of convenience. On the basis of the evidence presented, the sample in both cases is more opportunistic than strategic, and is intended to take advantage of opportunities representing themselves to the researchers in examining the research question. This is not to say, however, that the research is flawed. Fundamentally, so long as the researchers recognise any limitations in their conclusions, an opportunistic sample that explores legitimate and compelling questions within an emergent area of research offers potential contributions to its theory development. A refusal to consider a worthwhile opportunity as it arose would be counter to the aim of theory development.
Project design reflects the researcher’s ontological position. Interpretivist researchers tended to adopt qualitative methods requiring long-term commitments to the research. Positivist researchers adopting qualitative approaches, on the other hand, tended to adopt qualitative methods that did not require such extensive and long-term involvement.
Mason (2002) identifies three broad categories of qualitative research methods. The selected papers utilise these methods, including ‘interviewing’ (Franco & Mariano, 2007; Hyvonen, et al., 2006; Lainema & Lainema, 2007; McHenry & Stronen, 2008; Schenk, et al., 1998; Zhou, et al., 2007), ‘observation’ (Franco & Mariano, 2007), and the use of ‘documents for discussion’ (Franco & Mariano, 2007; Hyvonen, et al., 2006). None of the selected papers utilise a ‘visual methods for discussion’ approach in their analysis.
Some papers utilise a survey in addition to their qualitative research methods (Lainema & Lainema, 2007; Zhou, et al., 2007). Schenk et al (1998) present descriptive statistics in support of their qualitative results. Schenk et al (1998) used protocol analysis, which is based upon ‘talking aloud’ and is generally considered to be an ‘empiricist qualitative method’ (O. J. Mason, 2003).
The emphasis in the papers selected is definitely upon semi-structured interviews and focus groups. This is consistent with the observation that such an approach is respectful of the subjects’ time and less of an imposition than, say, an experiment or extended participation or observational techniques. Interviews nevertheless allow the researcher to generate significant insight and understanding, and are generally effective as a qualitative research method. Some papers (for example, Zhou et al 1998) used interviews together with unstructured, or open-ended, survey questions in order to assist with triangulation of their data (J. Mason, 2002).
Interestingly, although some of the selected papers are from a positivist tradition, and some papers adopt a mixed-methods approach and thus have quantitative results available for analysis, none of the selected papers emphasise the findings arising from the quantitative methods used. Instead the authors emphasise qualitative methods in their discussion of their findings. As Zhou et al (2007) note, these methods allow the authors to achieve ‘an in-depth understanding of … attitudes and experiences’. For those papers where quantitative results were reported and discussed, the quantitative results were illustrated with the qualitative data generated from interviews.
This approach elicited a rich understanding of the underlying factors in the context of the researchers’ research question. The selected papers drew their conclusions principally from data generated from the qualitative research methods adopted.
Each paper reflects the authors’ differing research aims and ontological position. From a positivist perspective, some papers appear inherently opportunistic and lacking ‘scientific’ rigour (for example, Hyvonen et al 2006, p.147: ‘Opportunity to research the processes of new system implementation surfaced in Autumn 2002’). However, the purpose of such papers is to build understanding of the area of research. So long as the authors do not purport to present scientific conclusions in the manner of the natural sciences, but rather aim for building a common understanding of the issues involved and contributing to theory development, such criticisms are meaningless (Chalmers, 1982).
The topic selected for review, being the effect of the use of business technologies upon user knowledge, may be inherently empiricist in its formulation. The topic has usually been examined within areas traditionally quantitative in approach. It seems that few papers utilising qualitative methods were available for consideration in this literature review.
The selected papers drew from the rich context provided by qualitative research methods for the significant bulk of their findings, rather than from the quantitative findings. Whilst quantitative approaches provided some insight, these methods generally did not allow researchers to draw significant conclusions. The researchers instead developed their knowledge, and reached important conclusions, on the basis of qualitative data.
These findings graphically illustrate one role for qualitative research methods. A qualitative approach enhances the understanding of the topic in a manner that quantitative research is generally unable to (Dubin, 1978), and this is particularly so for emergent research where the relevant issues are unidentified (and perhaps, in some cases, never will be).
Conversely, quantitative methods allow this understanding – expressed as theory models – to be tested in a wider context to see whether the relationships and findings hold outside of the specific context of the qualitative research. At their core, qualitative and quantitative research methods are complementary rather than competing (Fitzgerald & Howcroft, 1998), and to rely upon one approach to the exclusion of the other would be counter-productive to the aims of research (Weber, 2004).
A specific gap in the research regarding the use of the ‘visual methods for discussion’ approach (J. Mason, 2002) can be demonstrated. Past research has emphasised the use of semi-structured interviews, observation, and documentary analysis. Although documentary analysis is one form of a visual method, it is likely that researchers have found practical limitations and low applicability of the ‘purely visual’ (for example, video and photographs) methods for analysis.
Nonetheless, future research may find it advantageous to adopt this qualitative method. For example, a researcher might ask new graduates working in an audit firm to document their experiences and learning with a video camera, and present and discuss an edited video in an online forum such as YouTube. This allows documentary analysis (transcripts, comment interactions) to be carried out, but the researcher is also able to undertake visual analysis through identifying the setting, visual context (for example, user interfaces and interactions), and editing choices by the graduate. A contribution to understanding of the research topic might be possible in this manner, although of course pragmatically this approach may be difficult.
The major gap in the research, however, is less that of a singular qualitative method. There is a general lack of qualitative research addressing this topic. It may be that, although qualitative research has been undertaken, it remains unpublished. Given that this is an emerging topic, particularly in the context of rapid technological change (Cetron, 2009), it is important that the potential contributions of qualitative research methods, and an interpretivist position, be explored through future research.
This literature review has identified a lack of published qualitative research into the effect of business technologies upon user knowledge. No area of research, particularly an area yet in its infancy, can be addressed exclusively with either approach (Fitzgerald & Howcroft, 1998). It seems likely that qualitative and quantitative approaches are best considered to be complementary to building understanding.
Echoing Weber (2004), it is unlikely that the extreme positivist and interpretivist epistemological positions are truly held by any researcher. The dichotomy is artificial, and the common concern is rather that researchers be able to justify the knowledge claims made in the context of the research method. However, this does not imply that ‘anything goes’ in the context of research (Chalmers, 1982). Quality research meeting a necessary high standard is needed for development of the body of knowledge.
Evaluation of the value of research requires less of an emphasis upon its epistemological position, and more upon its standard of quality and rigour. As identified in this review, there is a potentially significant contribution to be made by qualitative and quantitative methods in a research program addressing the topic of the effect of business technologies upon user knowledge.
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For some time I’ve been one of those accounting/ICT people who delves into the world of knowledge management every now and then. This is an area of practice where buzz words abound – communities of practice, centres of excellence, and the venerable ‘knowledge worker’ to name a few.
In the past week I’ve had cause to think of these terms, particularly ‘knowledge worker’. It sounds like a good thing, doesn’t it? After all, you work with knowledge to create all sorts of good things of value for the business. However recently I’ve been swotting up on the ‘theory of technology dominance’ and a presentation by Steve Sutton in 2006 implied another term for when you work with ephemeral ‘knowledge-based’ stuff but with little latitude for exercising professional judgment due to the constraints of technology: ‘knowledge labourer’.
And then there was the video recently relating to the ‘mother of all demos’ where Doug Engelbart referred to ‘intellectual workers’ in 1968. Clearly that term didn’t much catch on – possibly there are elitist overtones.
It seems that we have as a result three terms here that apply – I’ve tried to put my twist into the definition:
By my definition I’m at risk of being an ‘intellectual worker’. Although @sjjoyner probably put it best when describing a ‘knowledge labourer’: "@maxelsen Here I was thinking you were being witty. Now it sounds serious and a deeply awful occupational class."
I wonder how many people are more knowledge labourers than knowledge workers…
If your employer tells you to ‘stop doing that, you’ll go blind’ online, do you have to stop doing it?
Short answer: yes, with a but.
As I specialise in long answers though – see below. Caveat – I’m not a lawyer. This probably misses a ton of stuff cos I’ve shortened it from the original, much longer, draft. This is just for discussion, comment, and thought provocation at the moment. It also has far too many Battlestar Galactica references.
At law it is generally well recognised that employees have several duties of care that they owe to their employer . There are three core duties of an employee to their employer that have a clear link to an employee’s online social networking activities:
There are essentially two types of employee: a standard employee (on a time-service contract) and a professional or staff employee (on a task-performance contract) . Professional and staff employees, and especially those employees with client-facing roles, are generally held to a higher standard, particularly where their actions may tarnish the employer’s image.
The employee has a positive duty to be efficient, and to avoid negligence in carrying out the work. In the context of online social networking, an employee might breach this duty where their use of such tools affected their efficiency (for example, through cyberslacking) or using a social networking tool in an inappropriate way (for example, to store client material or to carry on client conversations).
An employee must also obey the ‘lawful and reasonable’ orders of their employer, taking all reasonable steps to carry out the tasks promised under the contract of employment. Criminal acts outside of the workplace may prevent the employee from carrying out their duties, and thus breach this duty. So if you joined an illegal OSN, or advocated criminal behaviour in an OSN (use your imagination but it probably involves terrorism, nazis, or pavlova) it might be difficult to keep doing your fracking job (sorry – Battlestar Galactica reference).
It is likely though that the activity would need to be very much at odds with the employee’s role for summary dismissal or discipline to be justified.
Employees do have a duty to act with good faith and fidelity (see especially Blyth Chemicals Ltd v Bushnell 1933 ). Employees must not act in a manner that is in conflict with the interests of their employer.
As part of this duty of good faith and fidelity, the employee must not disclose information where disclosure of such private information (for example, profits and losses, customers, methods and techniques, etc) might help a competitor. It is likely, for instance, that posting a blog topic about business strategy, or the file notes from an internal meeting, would breach the duty. The duty operates to limit the employee’s ability to comment upon the business of the employer.
I was flabbergasted to find though that in the Cockatoo Docks Case (1946) it was found that an employer was justified in summarily dismissing an employee who wrote an article in a Labor Party newspaper that was critical of his employer. Try that one on today! Although it is not likely that this decision would be followed today, there are clear parallels to be drawn with online social networking activities.
The biggest issue for bloggers and Facebookers everywhere? Tarnishing corporate image.
For this duty to be beached there generally needs to be a relevant link with the employer such as a uniform. In Rose v Telstra Corporation 1998 it was acknowledged that employers ‘do not have an unfettered right to sit in judgment on the out of work behaviour of their employees. An employee is entitled to a private life.’
In the context of online social networking, presumably this connection would exist where the employee discloses the name of their current employer, or where the individual is in a senior client-facing role so as to be likely to be identified from their profile by a customer or prospective customer.
Some employers use things such as AWA’s etc to prevent, for example, a mining company employer stopping an employee joining a group that is protesting the mining company’s actions.
As a general principle, employers seeking to rely upon this power of control must set out their expectations very clearly, and ensure that the employee has consented to such contractual terms and that the expectations have been brought to the employee’s notice. In particular, the duty that an employee owes to act in good faith and with fidelity operates so that the employee should not ‘tarnish the business’s image’. The business’s expectations of its employees however must be very clear if the employer seeks to control their employees’ actions in private.
Personally I’m coming to the view that if it’s your private blog or Facebook, keep your employer’s name out of it – it’ll be sweeter for all that way.
Image from Flickr User Akbar Simonse. Some Rights Reserved.