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Using an appropriate example from your own organisation, analyse the implications for the management of organisational behaviour of the introduction of new technologies (e.g. robotics or artificial intelligence). Consider critically what may motivate employers, employees, customers and possibly other key stakeholders to use the new technology and discuss any ethics issues which may be associated with it.



New technologies are a game-changer within the organisation in today’s dynamic business environment, and their impact has been a primary driving force behind most contemporary innovations. It is developing and growing the way things are done in the world today. From a platform that allows effective communication to innovative symposium tables that allow everyone to have smooth control of their device even while having shared with everyone, the effect of digitalisation is simply indispensable in modern workplaces (Kerl, 2020). As a result, the corporate environment must keep evolving and keep up with the growing infrastructural improvement and innovation by incorporating new technological tools and equipment into the work environment. The goal of implementing new technology in the work environment is to solve complex problems, eliminate inefficiencies and reduce bottlenecks. While some answers are self-evident, others necessitate a little or a lot of research (Attfield, 2021).

Businesses utilise new Information and communication technology systems, software programs, and complete and accurate platforms to enhance organisational performance, enhance efficiency, boost output, attract customers, and stay competitive. Although this reform may be valuable to the firm and crucial for expansion, it could be difficult for employees (Hunter, 2019). People grow acclimated to a certain approach to things. New methods and situations create discomfort and opposition, especially if they significantly influence how they carry out their task. The eagerness and capacity to adjust to technology differ from one person and department to another  This assumption should not be overlooked or undervalued (Angshuman, 2021).

Employees understand that variation, change and adjustment to evolving business environment is unavoidable in the ever-changing corporate environment, but they feel disrespected when management fails to solicit their feedback, points of view, or considerations (Emma, 2019: Oreg, 2006). It displays the signal that those initiating the change are unconcerned about their experience and skills. Staff might not always completely comprehend the vision underlying the transformation or how the change will work out unless it has been clearly stated. If you want your company to advance, the organisation must also assist your staff in progressing( Leedy, 2021).

This study adopts the case of Company X, where I am currently an operations manager. The case is critical to this study because it shows the need for technology in the organisation, the difficulties, the resistance to the organisational change, implementation methods, and how Company X adapted to the change. Resistance to change, or insufficient support for a planned change, is a well-known barrier to implementation. This report aims to examine the interactions of organisational change to technology advancement and their effect on the organisational culture


The Need for Technology in Company X

A technologically driven company can equip its remote employees, achieve cost-saving economic advantages, and communicate with employees regardless of where and how they work. It could provide significantly greater services or products, improve customer experience and engagement, and improve efficiency while boosting performance to increase profitability (Nova, 2020; Judge et al., 1999). Overall, employing technology efficiently and effectively gives a competitive edge. It is critical to recognise that technological innovation has become crucial for any company’s performance and competitiveness.

In an extremely competitive and saturated business environment, any opportunity to get abreast is worth seizing. If you are not utilising the technological advancement in our organisation, we were falling behind the competition (Armenakis & Bedeian, 2019).

Making a significant technological modification is extremely difficult. Company X  have expended significant time and effort deciding which technological advances to explore and planning the implementation. Technology is an important aspect of the business environment in the twenty-first century that any organisation that does not have some degree of technological expertise would almost certainly fail (Wamberg & Banas, 2000). It’s that important. Company X was overwhelmed by infrastructure, software, and the technology’s interconnection. Hence the following conditions propelled the need for technology in the company:

  1. Digitalisation is a must-have for a 21st-century workplace. Shift patterns have become quite unstable, as opposed to the previous twelve-hour employment sequence (Pidereti, 2000). Economic globalisation has created opportunities to serve millions of people at once all over the world at any given time. And with this movement came the imperative need to optimise many of the business processes. This approach involves everything, from monitoring staff members’ productivity to ensuring global operational efficiency to customers. This made Company X to introduce new technologies in order to adapt to the chaning world and business environment.
  2. The need to improve the company’s efficiency: At its most basic, new technologies enable the manager and staff to be more efficient and effective (Sonenshein, 2009). Company X was able to organise marketing activities and appointment scheduling, track administrative overhead and complete many time-consuming tasks that previously took time in minutes. Be it a file management tool that allows for easy editing or a computerised cash management platform that pulls data at the touch of a click; automation simplifies organisational structures and systems.
  3. The need to efficiently deliver to customers: Whatever the business sector or career choice, there is a technology that has been crafted to make work easier. Numerous technologies save lives, ensure customer right to privacy, and ensure companies are compensated through insurance. Employing technology into our operations was critical in improving positive customers experience while meeting customers’ requests in real-time. Company X service delivery became excellent and more customers centric. This was so because the services processes were automated.
  4. Improving Company X Communication Skills: Company X was going through challenges that required technology to aid communication and enhance feedback mechanism between top management, middle line managers, and other cadres of staff. The issue of COVID-19 (global pandemic) also created the need to enhance our communication pattern. We could communicate freely using instant messages and utilise slack with a co-staff member down the hall due to social distancing. We could also communicate with our customers irrespective of their geographical location using Google Meet, Skype, and Zoom platforms. Bringing in new technologies has made it more convenient to connect in real-time with all stakeholders. Some of the benefits include following up on FaceTime and Phone calls and clarifying through email while recapping issues via Whatsapp Platforms. The COVID-19 pandemic made Company X connect to networks across offices and businesses via LinkedIn. We also employed social media channels such as Twitter, Instagram, and Facebook in responding to customers directly. These platforms also made us promote and create brand awareness while consistently reposition our firm in the face of the pandemic.
  5. The possibility of utilising non-local talent: Flexible workplace initiatives can support organisations in breaking down creativity constraints by allowing them to recruit from a larger group of candidates (Vakola, 2012). Long before the advent of working remotely, companies were essentially constrained to selecting the right candidate who was either already in their immediate community or inclined to resettle for the job, but this apparently involved getting to compensate their relocation costs, which could significantly increase the cost of new talent. With aesthetically pleasing flexible workplace reforms, Company X  now recruit and retain the best candidates and industry experts regardless of their location.


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