Freedom With Fences – Article Example

The paper “Freedom With Fences” is an exceptional example of an article review on information technology.
According to Robert Stephens, various conditions lead to “Freedom with Fences. Robert is an articulate information technology innovator and leader who feel more direct and comfortable when he is sharing experiences and insights by speaking instead of writing. Stephen describes these conditions by characterizing some of the essential ways the various CIO uses information technology to safeguard enterprise assets and to discipline employees in various enterprises (Stenzel, 2011).
Information technology, as well as augmented expertise, has played a significant role in shaping “Freedom with fences”. CIO is required to improve performance and awareness of the Information Technology employee to improve information technology services for all stakeholders of their enterprises.
Empowerment is also very critical in encouraging the ability to innovate within the organization. According to (Wilson, 2011) there are different levels of empowerment. There is role empowerment and psychological empowerment. Psychological empowerment relies on the effort of the organizational executives to transfer some decision-making powers as well as access to resources. On the contrary, role empowerment entirely deals with access to resources and giving of decision-making powers.
Fences can stall the very ideals the executive seeks to achieve if necessary measures are not taken. The CIO should possess a unique set competency that will set him or her from the strategic framing of an enterprise or organization. The CIO should also ensure that the strategic limits are practical.
Training of these conditions is relatively challenging. For this reason, most CIO considers hiring rather than training. Nevertheless, organizations are required to improve CIO self-awareness. Organizations should ensure that every CIO is well aware of their style, the kind of employees they want and more importantly the system they want to build in an organization (Carson & King, 2005).