Running head: PAPER #2 1

Writing Assignment (Paper #2)

Cynthia Nieto Vargas

OGL 365

Dr. Patience Akpan-Obong

Writing Assignment (Paper #2)

To begin, this paper will discuss two articles in detail through summary, analysis, and

reflection. Moreover, this paper will cover my application of module work connections to my life

and as a leader. Therefore, the first article from Module 3, Digital natives vs. digital immigrants,

focuses on the generational differences between digital natives (younger generation) and digital

immigrants (older generation) and the impact they have on using social technologies (Jarrahi &

Eshraghi, 2019). In addition, the article demonstrates how stakeholders make sense of and

interact with Information and Communications Technology (ICTs), more specifically, social

media (Jarrahi & Eshraghi, 2019). According to Jarrahi & Eshraghi (2019), “Social media have

played an increasingly important role in organizational activities, ranging from knowledge

sharing to marketing functions.” (p. 1051). Thus, this article discusses how knowledge workers

shape the world of social technologies and how their important factors (generational differences,

work-related, personal differences) play a role in social media use and knowledge sharing

(Jarrahi & Eshraghi, 2019).

Next, the second article from Module 4, Innovation Leadership, focuses on the call for an

innovative approach to leadership and leadership for innovation in organizations (Horth &

Buchner, 2014). Moreover, the article covers why innovation is important and why leaders must

implement it within their organizations and businesses (Horth & Buchner, 2014). More

importantly, leaders need innovative leadership because, as reported by Horth & Buchner (2014),

“Innovative systems, tools, and thinking are essential for organizational health and future

viability.” (p. 2). Therefore, this article discusses the importance of innovation and why

individuals and organizations must apply innovation leadership to create change and challenge in

the workplace (Horth & Buchner, 2014).

Analysis

First, an issue I identified in Digital natives vs. digital immigrants is how knowledge

workers interpret social technology. In that case, knowledge workers have several factors

determining their understanding of social media, such as generational differences, work-related

attributes, and personality attributes (Jarrahi & Eshraghi, 2019). On the one hand, digital natives

are Net Generation, Generation Y, and Millennials, while on the other hand, digital immigrants

are those who immigrated to the digital world during their adult life (Jarrahi & Eshraghi, 2019).

Therefore, generational differences impact how knowledge workers view and interact with

social technologies. For example, according to Jarrahi & Eshraghi (2019), “Digital natives have a

preference for using social networking and microblogging platforms, whereas digital immigrants

are more likely to use asynchronous means of communication such as e-mail” (p. 1053). 

Moreover, digital natives are more comfortable using social media and being attentive to

networking, reaching out and making connections to others online, and having a positive attitude

and experience toward social technologies (Jarrahi & Eshraghi, 2019). In comparison, digital

immigrants prefer face-to-face communication, have a formal attitude toward social technologies

and are less comfortable with self-disclosure (Jarrahi & Eshraghi, 2019). Next, work-related

attributes such as organizational levels and work-based knowledge requirements affect how

knowledge workers view and use social technologies (Jarrahi & Eshraghi, 2019). For example,

depending on the role, like managerial and non-managerial positions in addition to consultants

and topic experts interact with ICTs differently because of their professions and work

duties/expectations/responsibilities. Lastly, personality attributes such as enthusiasm for

technology and personal disposition affect how knowledge workers make sense of technology

and utilize it (Jarrahi & Eshraghi, 2019). For instance, depending on the knowledge worker, if
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they are technophiles or an average adopter will impact the way they associate with technology,

and if you are an introvert or extrovert, it will determine their preference towards social media

use.

Second, an issue identified in, Innovation Leadership is how organizations and leaders

lack innovative approaches and organizational climate to sustain innovation. In other words,

leaders are stuck in a cycle of things being done repetitively, not knowing how to move forward,

having trouble motivating followers, and needing more knowledge of adapting to new changes

and complex challenges. Moreover, as leaders face uncertainty, they must apply innovation

leadership to move from business thinking to innovative thinking (Horth & Buchner, 2014). For

example, in line with Horth & Buchner (2014), “Innovative thinking is not reliant on past

experience or known facts. It imagines a desired future state and figures out how to get there. It

is intuitive and open to possibility.” (p. 7). Leaders can maintain innovation leadership through

innovative thinking skills such as paying attention, personalizing, imaging, serious play,

collaborative inquiry, and crafting (Horth & Buchner, 2014). Moreover, experimentation with

innovation leads to better results like reframing challenges, focusing on customer needs, and

rapid prototyping (Horth & Buchner, 2014). Thus, innovation leadership is needed in

organizations; although requirements and assessment are encouraged to gain context, it will

foster organizational direction, alignment, and commitment (Horth & Buchner, 2014). 

To conclude, in article one, the identified issues broadened my understanding of how

people use social technology from multidimensional perspectives, meaning many factors

characterize how we use technology for knowledge sharing and communication in organizations.

The information in article one aligns with my previous knowledge of the issues because, in

former workplaces, every individual was different (age, preferences, personality) and, depending
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on their job role, knowledge, and character, would demonstrate how they used technology. Next,

in article two, the problems identified broadened my understanding of how people worldwide

respond to uncertainty with an innovative process through skills and development. Therefore, the

information in article two aligns with my previous knowledge of the issues because when my

management team and employees got together in former workplaces, we would create and

achieve new routes towards organizational barriers. To add, we made a better impact in the

workplace and understood our organization’s purpose and vision rather than focusing on results

and competition.

Reflection

As a leader in a family environment, I apply generational differences by understanding

my role and age at home and other older family members' differences. For example, I’m aware of

being a digital native; therefore, I can apply my tech-savvy skills in taking on the complexity of

any modern technology problems or task-related goals in the family home. For example, making

payments online, multi-task on the internet, use multiple media or resources to find solutions.

Next, I would apply innovative thinking to solve problems at home. For instance, my family

received a letter about high water usage compared to other neighbors. So, using personalizing

skills, I gained a new perspective on decreasing water usage, like taking less time in the showers

and not letting the faucets run more than necessary.

Conclusion

Article one, Digital natives vs. digital immigrants, discussed how age, work-related

characteristics, and personality influence how people use social technologies. Moreover, how

knowledge workers interact with social media impacts how they share knowledge and

communicate. Next, article two, Innovation Leadership, discussed ways to apply innovative
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thinking and create an innovative culture in the workplace. However, most importantly, it

focused on finding newer and better solutions for obstacles that occur in organizations. Overall,

these articles positively impact personal and professional eras by identifying important factors of

oneself and applying innovative leadership to reach future initiatives.

References

Horth, D., Buchner, D. (2014). Innovation Leadership How to use innovation to lead effectively,

work collaboratively, and drive results. Center for Creative Leadership. ASU Canvas.

Retrieved from: https://asu.instructure.com/courses/134558/files/55734934?wrap=1.

Jarrahi, M.H. & Eshraghi, A. (2019). Digital natives vs. digital immigrants: A multidimensional

view on interaction with social technologies in organizations. Journal of Enterprise

Information Management, Vol. 32 No. 6, pp. 1051-1070. ASU Canvas. Retrieved from:

https://asu.instructure.com/courses/134558/files/55732933?wrap=1.