Organizational philosophies and technology within my organization
The organization chosen is the United States government. Its various agencies, departments and branches are critical aspects of the analysis. Ethical technology policies form an important part of the organizational philosophies. The US government has a range of policies that are designed to protect it against certain vulnerabilities. For instance, most government agencies operate under the philosophy of cohesiveness amongst various arms. This means sharing information between each agency. Staff members are required not to introduce any deliberate flaw into software within the system when sharing this information. These individuals must not tamper with any components like circuit boards, microprocessors and other hardware that may make the Government vulnerable. Security is an important issue for the government which often makes sure that its configuration options are in tune with this concern.
Technology has been applied in Human resource functions within the Government through a number of avenues. In recruitment, various agencies often make announcements of job vacancies through the internet and they allow for online applications. Perhaps most importantly, a number of government bodies normally use technology in order to facilitate career mobility or appraisal management. In several federal and state organizations, administrators have already instilled performance management software designed to facilitate high productivity in tune with Government philosophy on serving the people.
When organizational change is driven by technology within the Government, this rarely garners workers’ support. Most of them tend to ponder over the potential benefits of that technological change in their daily responsibilities. Additionally, the threat of disruption of continuous workflow may also cause resistance from employees. Unless the employees are fully involved in an organizational change from the very start, it is likely that they may be alienated from the process and the institution of this process may make them highly related.
In order to overcome the resistance to technological change within the Government, implementers of change usually identify the root cause of the resistance. If it has been found that this is due to the technical aspects of the change, then a government body may decide to take members through the needed training required to use that new technology. Conversely, if the resistance is due to organizational based issues, then most agencies will try to negotiate with their employees (Dewan & Lorenz, 2004).
Personal and organizational change is normally managed by first identifying whether the technology is really needed. Since change requires a lot of infrastructural back up, most bodies in the government will ascertain that they have met these basic infrastructural issues. Additionally, a high number of these organizations will make sure that they provide employees with the right training and education needed in order to manage the change (Dewan & Lorenz, 2004).
How companies use technology to drive organizational change and competitiveness
Most companies normally have several departments and branches that have been mandated to carry out specific tasks. However, a large number of them are poorly coordinated. Information is rarely available in an enterprise wide context and most branches may not know what the others are doing. This slows down responses to consumer requests because individuals cannot respond to queries as they do not have any idea what could be going on in another area. IT is the means with which firms can create central repositories for these pieces of information. Companies without strong IT backing often have difficulties managing projects; business processes are not related to the whole organizational system and this implies that a lot of time is wasted in translating these changes. IT can change all that by dealing with process mapping.
IT based changes can also improve on customer relationship management through a series of platforms. One of the ways of achieving this effectively is through direct sales to consumers who need not be available physically in order to make sales. Furthermore, technology improves the rate at which transactions are processed and this definitely boosts customer relationship management. It also facilitates a better way of collecting consumer information and hence an alteration of the information they require (Wang & Paper, 2005).
How the technology used to perform human resources functions can affect a company’s culture
Technology used for human resource functions can be instrumental in creating self sufficiency amongst employees and this can revolutionize the way the entire company is run. Furthermore, if the HR department decides to embrace these changes in technology then it is likely that it may improve workflow technologies within the company and this can create a highly productive workforce or company culture. Issues such as succession planning and career planning can add consistency to promotions and career development. This means that the company’s workers would be in a position to predict future developments and it would create a transparent culture. Members of the organization are also likely to be highly motivated if they know that their efforts will be translated into tangible rewards. Companies can also change recruitment through the use of technology. Processes of e-recruitment can make company talent management easier as the best options are likely to be selected through such a method and this may improve productivity and performance cultures as well.
Dewan, N. & Lorenz, N. (2004). Overcoming resistance to new. Behavioral health management, 29.
Wang, B. & Paper, D. (2005). A case of an IT enabled organizational change intervention: the missing pieces. Journal of cases on information technology, 7(1), 34-52.