Monday, October 28, 2019

Attitude change Essay Example for Free

Attitude change Essay Technology also brought about a change in attitude to many employees because of its personal approach where despite the fact that it allows teams to work together it is also an ideal partner for individual tasks to get done. Craiger JP (2006) claims that technology resulted to a generation of employees who are self starters and problem solvers. By using technology employees learned to work independently, even if they are also dealing with their work teams and welcoming team initiatives on the side. For instance, an employee who does not have a desktop computer or does not know how to use one will 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 margin of error was crossed is impossible to determine. On the other hand, an employee who has a desktop computer and knows how to operate it can type documents himself and be accountable for the whole task. It will also take just one person for the task to be completed. Computer users and the technologically inclined employees are not the only ones who had an attitude change. Those who do not have access 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 fear of being retrenched or laid off by the company for the benefit of accommodating people who can 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 job applicants, who are otherwise not yet members but intending to become members of an organization. Job applicants are now putting more effort in getting at least the simplest technological skills and know-how to get an edge in their job-hunting process, especially with the fact that the younger graduates are more competitive in this area of knowledge. Issues Most of the changes brought about by technology to businesses were positive. The claims cannot be far from the truth. Technology was created to bring in convenience and efficiency, which is what it delivered right from the very start. However, there are also notions as to how technology has largely 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 through new innovations that companies were investing on, computers and other technological equipment is also blamed for the downgrade in organizational communication. Craiger JP (2006) stressed that computers did not allow employees to communicate until networks were created. There was a great divide between employees who are operating 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 still on manual work stay in regular cubicles where other employees are present, allowing for interpersonal communication. After much development, majority of employees in many organizations gained access to computers. The problem which turned out later on concerned the transferring, sharing, and merging of files and information within the organization. Born is the network, and things went well. Employees can drag and drop information from and to a colleague, and even share pleasantries with each other on the side. This is where the communication 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 nearby 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 problems—messages 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 proper use of company technology. With proper information and education, it is possible for companies to be technologically 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 costs that it will incur will still be offset by the multiplicity of role that business technology can undertake. A good 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: performance 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 presentation 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. Monitoring 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 benefits 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 privacy seals to be broken. On a smaller scale, 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 available 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 company’s information, proper care and understanding of privacy clauses and measures by employees are equally important. Too fast and too furious Another 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 strive 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 of dollars in innovations, only to find themselves looking for an upgrade months after. Technology’s 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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