Managing Modern Organizations
Technology constitutes a great part of the success of organizations, most especially when it comes to the technical or practical aspect of organizational operations and practices. Technological tools or equipment are incorporated to organizational practices or operations to provide efficient and refined results by helping human resources in the process. For instance, video conferencing through the use of mobile phones or computers help speed up the process of transferring information or facilitate negotiation between two parties from different locations.
Networking systems within the workplace also facilitates the storage, transfer, and retrieval of information when necessary over secure connections. Although technology seems to be beneficial and contributory to the success of organizations in terms of accomplishing goals and objectives, it also sets forth issues that are not desirable or agreeable to employees – that is, the concept of worker obsolescence.
Worker obsolescence means that organizations seem to lose the value or regard that they place for their employees due to their inability to deliver standards of performance and expectations. This phenomenon is highly attributed to the presence and the dependence of organizations on technology. However, other factors related to technology also influences worker obsolescence. It is not merely the workings of technology, but
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Worker obsolescence under the context of implementing technology in the workplace may be blamed on the inability of individuals to cope up with the requirements of the manipulation and handling of technological tools or equipment. Tools and equipment borne from technology are highly complex, necessitation knowledge, skills, and competencies in order to utilize it according to its purpose and full potential. Expectations of organizations from their employees are high enough, as the shift of organizational operations and practices under the technological context is inevitable.
As the world continues to adapt to modernization and globalization, organizations will also continue to adapt to technological changes to keep up with the demands of our fast-growing society. The benefits and contributions of technology to organizational success are undeniable, such that leaders of organizations will not hesitate to continue expanding and improving the organization through technological means.
This particular move by modern or contemporary organizations has also influenced worker obsolescence such that hiring and recruiting employees have been subjected to extreme standards and guidelines. Organizations do not value individuals who cannot keep up with technology in the workplace. Worker obsolescence due to technology has pushed individuals to resort to solutions that will increase their value within organizations that are technologically dependent.
Individuals are more willing to learn about computers, various software applications, internet language, codes, etc. Employees are more than willing to undergo training programs in order to learn how technological tools and equipment work and how they are being utilized best in the workplace. This aggressive and highly motivated behavior towards proficiency in technology is brought about the threats of unemployment if individuals fail to deliver technologically-motivated expectations of organizations.
Generally, the relationship of technology and worker obsolescence is negatively correlated, such that as technology keeps on growing and developing, worker obsolescence becomes prevalent. However, this assumption is highly applicable if employees fail to change with the growing technological society. Therefore, the effects of technology on worker obsolescence may be avoided by becoming aware of the need to undergo changes when it comes to adapting to technology such that one becomes motivated to acquire knowledge, skills, and competencies to keep up with technology within the workplace.