Monday, April 8, 2019

Attitude change Essay Example for Free

Attitude change Essay technology also brought about a change in attitude to galore(postnominal) employees beca theatrical role of its psycheal approach where despite the fact that it allows teams to dissemble together it is also an elevated partner for individual tasks to get done. Craiger JP (2006) claims that engineering resulted to a generation of employees who ar self starters and business solvers. By using technology employees learned to work indep closeently, even if they are also dealing with their work teams and get down team initiatives on the side. For instance, an employee who does non have a desktop computer or does not recognize how to use one lead have to depend on an encoder or a secretary for files to be encoded, taking two people to finish one document. When errors occur, it will be an accountability of two people. Often, when the coast of error was crossed is impossible to determine. On the other hand, an employee who has a desktop computer and know s how to hold in it fundament type documents himself and be accountable for the whole task. It will also take s set uptily one person for the task to be completed.Computer users and the proficiently inclined employees are not the only ones who had an attitude change. Those who do not have access code to technological innovations in their respective departments were also encouraged to learn how to operate the new gadgets to be able to contribute to the growth of the company and, of course, to avoid being left behind. For apprehension of being retrenched or laid off by the company for the benefit of accommodating people who butt work with the innovations that the organization is adapting, employees are more open than ever to learn new skills specially those that are technological.The same attitude change affects pipeline applicants, who are otherwise not yet members but intending to generate members of an organization. Job applicants are now putting more effort in getting at to the lowest degree the frankst technological skills and know-how to get an edge in their job-hunting process, especially with the fact that the younger graduates are more agonistical in this area of knowledge. Issues Most of the changes brought about by technology to worryes were positive. The claims cannot be far from the truth.Technology was created to playact in convenience and efficiency, which is what it delivered right from the very start. However, there are also notions as to how technology has for the most part affected the way in which employees and organizations function, albeit on a negative light. Communication? Contrary to above claims that technology helped the culture of teams to flourish, and that communication became easier with new innovations that companies were investing on, computers and other technological equipment is also blamed for the grade in organizational communication.Craiger JP (2006) stressed that computers did not allow employees to commu nicate until networks were created. There was a great assign between employees who are operating(a) the new facilities, and those who are not. There is also a sub-divide between employees operating the new equipment. The great divide between employees occurs from the very start, when not all employees have access to technology. people who have the know-how are roomed in with the computers, and those who are thus far on manual work stay in regular cubicles where other employees are present, allowing for inter personalized communication.After ofttimes development, majority of employees in many an(prenominal) organizations gained access to computers. The problem which turned out later on concerned the transferring, sharing, and merging of files and discipline within the organization. born(p) is the network, and things went well. Employees can drag and drop selective information from and to a colleague, and even share pleasantries with each other on the side. This is where the c ommunication problem began. The problem with technology is that it allows people to be convenient.In fact, employees felt too much convenience that the simplest things are often put on the hands of technology. For instance, instead of dropping by to the close cubicle of a co-employee, one just has to click on some icons and send her message through the computer. The technologically-driven workplace also slowly transformed into an impersonal workplace where every bit of thing was coursed through technology. This posed miscommunication problemsmessages and files which were not received, lost files, misinterpretation of messages, errors in routing messages, and so on.The list is boundless, but the solution is not far from reach as well. To aid this problem, companies must orient new employees and train existing employees on the art of effective communication, as well as the fit use of company technology. With proper information and education, it is possible for companies to be techno logically inclined but still effective in their communication. Re-trainings and new hiring A necessity for many companies who are just starting their technological stance is the re-training of employees.Companies cannot expect all of their employees to be familiar with the jargons and processes of technology once it is initiated in the company. There is also the need for people to maintain the equipment and to troubleshoot them in case something wrong happens. Thus, even if majority of the existing employees know how to operate technological equipment, the company still needs to hire additional people or get an outsourced service for these. This, however, does not sacrifice the cost-effectiveness of business technology.Even if a company spends for additional people or service, the be that it will incur will still be offset by the multiplicity of role that business technology can undertake. A well-behaved way to minimize the costs in this area is to train employees, including those knowledgeable, on the proper use and maintenance of the equipment and by developing guidelines for reporting any problem or damage so that proper and timely intervention can be made. Telecommuting woes A point of debate in the technological workplace is the telecommuting option for employees.This has long been a trend, which proved to be convenient for both telecommuters and their companies. With off-site jobs, telecommuters need not travel to their workplace and be stuck with an office routine. They can also perform personal tasks while working, and avoid the pressure of being confined in an office cubicle. For companies, it saves them the office space the employee needs, and the costs of electricity and other provisional expenses of keeping an employee on the job site.However, human resources managers have one problem with keeping and working with telecommuters and off-site employees in the organization execution appraisal and monitoring. When an employee works off the job site, he holds his time and place. He may be calling a client for a display while waiting for the kids for a drive to the school, and meet the client for a lunch meeting just before going to the grocery for some things needed for dinner. While this requires incredible discipline for tasks to get done, there is no guarantee that all telecommuters have the required character it takes.This brings about the importance of monitoring and performance appraisal, which is an equally grueling task for human resource persons to do with telecommuters. But for many companies, the solution is easy. monitor and performance appraisal can be largely dependent on one thing end product. Telecommuters should be given deadlines and work expectations, and they should in turn give back results. This can prove when an off-site employee has the discipline it takes to work away from work, of he needs to work with the boss around.Privacy issues The ease of organizing work teams is undoubtedly one of the better be nefits of modern technology to organizations, but it is not also ideal at all. With the convenient dragging and dropping of information throughout the network of technologically driven companies, it is easy for information to leak and for concealing seals to be broken. On a smaller plate, it can be as simple as one employee stealing the proposal of another employee or one team member taking full credits to the collaborative work of a work team.On a larger scale it can be the theft of significant company information, or the leak of personal information of employees. This is a possibility to which all companies are susceptible. The exposure of an organization to modern technology, especially that which binds the company to networking, also puts many of its information and exchanges out in the open. Companies, however, need not fret. As privacy has been an utmost concern for many developers of technology, many solutions are now obtainable for companies to protect themselves and their systems.A wide range of products are available to suit many companies generic needs, and many developers have come up with security measures that can be customized according to the needs and preferences of an organization. It should be noted, though, that security software and technology does not erase the possibility of privacy issues from taking place. While it can secure much of a companys information, proper mete out and understanding of privacy clauses and measures by employees are equally important. Too fast and too furious some other issue concerning companies is the fast turnover of technological trends. New computers and gadgets are introduced everyday, and what is trendy today can be obsolete in a matter of months. While there are companies who are true to their subscription of technology, and arrive at to invest in newer, better models to improve their standing and service, not all companies can keep up. It can be disheartening for an organization to invest thousands o f dollars in innovations, only to find themselves looking for an upgrade months after.Technologys game is simple the newer, the better. However, this game should not work for companies as well as they have financial books to consider. For business technology, the key is that whichever fits the company best is the better alternative. Unless very necessary, companies should not feel pressured in constantly buying new equipment every so often to keep up with competition. Delivery of good products and service is what matters most.

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