Technology Change
Technology refers to the application of new equipment, ideas, techniques, and knowledge to perform tasks or to produce goods and services. Technological change, including advances in products, processes, or new physical and conceptual tools, is making human resources an increasingly crucial element in many organizations. It is also helping to create new industries and to transform older ones. For these reasons, technological change and its impact on the management process has been the subject of much attention.
The introduction of technology into the workplace has undoubtedly caused great managerial stress and anxiety. What can organizations do to reduce this turmoil? A few guidelines are provided in the following paragraphs. …show more content…
They should let the managers know that the change will be introduced in a series of carefully thought out steps, of which the managers will be notified well in advance. Managers become disenchanted when decisions are sprung on them without groundwork, preparation, and advance notice about what is going to happen. In addition, there should be an explanation of the reasons for the change, the timetable and milestones of anticipated progress, and the possible impact on personnel. Such information will reduce the perceived threat of technological change and give managers time to adjust their thinking. It may also mitigate their natural reaction to resist the new and unexpected.
Third, the impact of technological change can be reduced by providing increasing focus on human resources training and development. Organizations can provide opportunities for managers to hone skills necessary for the successful implementation of new technology. The organization should not just approve the programs, but insist that managers take advantage of them. Further, managers should be made aware that such education and training will enhance their career ability and growth in the …show more content…
At one time, managers pointed to workers ' lack of care, loyalty, and commitment as the core cause of declining productivity and general economic malaise. Today, it is popular to engage in "Japanese bashing"--blaming the Japanese for unfair trade practices such as government subsidies that give Japanese firms an edge in world trade. Obviously, such scapegoat strategies are counterproductive and only serve to confuse and cover up the real problem-- management 's inability to deal with human resources and technological changes in the work environment.
Change in the workplace is ever present and continuous. The most acceptable approach to handling change is to confront it, acknowledge its inevitability, and accept it with an open mind. The organization should attempt to tear down the cobwebs of the past and help change managers ' attitudes about "the way we do business around here." The goal of every organization should be to make every manager an agent of change and not an obstacle to
Technology refers to the application of new equipment, ideas, techniques, and knowledge to perform tasks or to produce goods and services. Technological change, including advances in products, processes, or new physical and conceptual tools, is making human resources an increasingly crucial element in many organizations. It is also helping to create new industries and to transform older ones. For these reasons, technological change and its impact on the management process has been the subject of much attention.
The introduction of technology into the workplace has undoubtedly caused great managerial stress and anxiety. What can organizations do to reduce this turmoil? A few guidelines are provided in the following paragraphs. …show more content…
They should let the managers know that the change will be introduced in a series of carefully thought out steps, of which the managers will be notified well in advance. Managers become disenchanted when decisions are sprung on them without groundwork, preparation, and advance notice about what is going to happen. In addition, there should be an explanation of the reasons for the change, the timetable and milestones of anticipated progress, and the possible impact on personnel. Such information will reduce the perceived threat of technological change and give managers time to adjust their thinking. It may also mitigate their natural reaction to resist the new and unexpected.
Third, the impact of technological change can be reduced by providing increasing focus on human resources training and development. Organizations can provide opportunities for managers to hone skills necessary for the successful implementation of new technology. The organization should not just approve the programs, but insist that managers take advantage of them. Further, managers should be made aware that such education and training will enhance their career ability and growth in the …show more content…
At one time, managers pointed to workers ' lack of care, loyalty, and commitment as the core cause of declining productivity and general economic malaise. Today, it is popular to engage in "Japanese bashing"--blaming the Japanese for unfair trade practices such as government subsidies that give Japanese firms an edge in world trade. Obviously, such scapegoat strategies are counterproductive and only serve to confuse and cover up the real problem-- management 's inability to deal with human resources and technological changes in the work environment.
Change in the workplace is ever present and continuous. The most acceptable approach to handling change is to confront it, acknowledge its inevitability, and accept it with an open mind. The organization should attempt to tear down the cobwebs of the past and help change managers ' attitudes about "the way we do business around here." The goal of every organization should be to make every manager an agent of change and not an obstacle to