Technology and Organizational Behavior
Technology and Organizational Behavior
Introduction
The integration of technology into organizational frameworks is among the most outstanding perspectives in the modern day management. The incorporation of technology is evident in both the public and private sectors. Through technological platforms, organizations can enhance the standards of efficiency and also minimize the costs of operations. The Federal Human Resources Department is among the most significant agencies of the government. It has the responsibility of addressing human resource issues across all government departments and agencies.
At the federal level, high standards of efficiency are extremely essential. Inefficiencies within the government’s human resource systems can undermine operations in all departments. However, technology will have far reaching implications on the operations of the Federal Human Resource Department. In the future, technology will play an instrumental role in streamlining the different communication mechanisms. Additionally, technology will have extensive implications in terms of the standards of job satisfaction in this department. This paper seeks to assess the potential implications of technology for the Federal Human Resource Department.
Future Effect of technology on the Federal Human Resources Department
This department plays a pivotal role towards the enhancement of operational efficiency for the government. In addition to the conventional role of recruiting personnel, the Federal Human Resource Department has the responsibility of enhancing the standards of job satisfaction within the workforce. This is only attainable through the consideration of pertinent attributes such as employee welfare, motivation and professional development among others. Without an effective strategy, it might be complex for this department to perform these roles. Consequently, this necessitates for the incorporation of modern technological systems into the operational framework of the Federal Human Resource Department (Schein, 2010). This forms an effective framework for evaluating the potential implications of technology upon organizational behavior. It is essential to note that that technology has an inherent capacity to cause beneficial impacts as well as negative effects in the workplace.
Enhancement of Communication
The enhancement of communication is one of the most pertinent perspectives in any organization. The absence of effective communication mechanisms undermines the standards of productivity or operational efficiency in an organization. Communications are fundamentally essential in enhancing the flow of information within the department. Presently, this department has not fully integrated technology systems within its communication framework (Sims, 2002). However, the incorporation of technology in the future would dramatically streamline communication efficiency in this department.
Firstly, technology will make it easier for the leaders to pass information across the organization’s hierarchy. For instance, videoconferencing would serve as an essential platform for communicating with numerous members of the organizational workforce. In any organization, communication is an inherent attribute of productivity. Without effective communication platforms, it is difficult for an organization to attain the necessary standards of productivity (Schein, 2010). Consequently, technology will play an essential role in enhancing the productivity of the Federal Human Resource Department.
Work Satisfaction
Apart from communication, another essential aspect of organizational behavior is work satisfaction. In essence, work satisfaction refers to the degree of contentment with one’s job. For organizations to enhance productivity, it is fundamentally essential to establish adequate mechanisms for work satisfaction. There are numerous attributes that affect the standards of job satisfaction within an organization. For instance, the prevailing working conditions can either enhance or degrade the levels of job satisfaction in the workforce (Keyton, 2011).
Apart from the working conditions, the prevailing leadership styles also have an inherent effect upon the standards of job satisfaction. Some leadership strategies only contribute towards demoralizing the employees. Another attribute that affects the standards of job satisfaction within the workforce is the reward system. An effective reward system forms the platform for motivating the levels of dedication among employees. Currently, these are some of the main aspects influencing the standards of job satisfaction at the Federal Human Resource Department. However, the introduction of technological systems is likely to change this in the future.
Organizational managers can use modern technological platforms to enhance the standards. For instance, modern technological systems are essential platforms for averting the wastage of time. Through technology systems, it is possible for employees to work on numerous tasks at the same time. Consequently, this enhances the standards of job satisfaction within the workforce (Griffin, 2011). Apart from time efficiency, technology has the capacity to provide an effective framework for conflict resolution. For instance, some computer programs can generate a lot of options for a problem at the same time.
Promoting Organizational Culture
Apart from the enhancement of standards of job satisfaction, technology will be an essential tool for promoting organizational culture at the federal department of human resources. In essence, organizational culture refers to the set of principles that form the basis of decision making in an organization. The absence of an effective organizational culture can tremendously jeopardize its ability to attain the different goals and objectives. Organizational culture is among the most vital aspects of consideration for the federal human resources department. Fisrtly, it ensures that all employees pursue similar goals. This is extremely vital in terms of streamlining the standards of dedication within the workforce.
Organizational culture also ensures that all employees have respect for each other even if they hail from different backgrounds (Schein, 2010). The United States of America has extensive cultural diversity. Such diversity is evidently clear within organizational setups across the country. In line with this perspective, the federal human resources department is not an exception. It is thus essential to develop an effectual system that helps employees to appreciate cultural diversity. Technology is among the best platforms for dealing with these challenges (Sims, 2002). Through technology, the employees of the federal human resources department will easily understand the implications of diversity in the workforce. Consequently, this will be vital in streamlining the standards of organizational behavior within the federal human resources department.Another essential technological aspect for enhancing organizational behavior is the enhancement of ethical frameworks in the organization. In the future, it will be possible to use modern technological systems to streamline the standards of ethics within an organization.
Supporting Decision making processes
In any organization, decision making is a fundamental aspect of operational efficiency. Within the human resources sector, the absence of a comprehensive framework for decision making can undermine the standards of efficiency. This perspective has far reaching implications upon the performance of the federal human resources department.
A simple decision can have extensive repercussions in this organization. This is because the human resources department is an essential arm of the federal government. In the future, technological systems will come in handy in terms of streamlining the department’s capacity to make effective decisions (Schein, 2010). For instance, technological systems can provide an excellent platform for performing a cost benefit analysis of different alternatives. Additionally, technology will provide effectual platforms for developing effective plans. This is because planning is a pertinent component of any decision making system.
Potential Drawbacks of Technology
Although technology will have numerous benefits towards the performance of the federal human resources department, it also has different shortcomings. Fisrtly, it might create instability within the organization. This is because extensive resources are required in order to implement effectual technological frameworks. The second potential disadvantage of implementing technological systems to this department is the inadequacy of technical skills within the workforce (Griffin, 2011). In order to understand the operational framework of modern technological systems, the personnel must have adequate knowledge. This might be a significant challenge for the federal human resources department.
Conclusion
The paper provides an evaluation of the implications of technology on organizational behavior. The Federal Human Resources Department is among the most significant agencies of the government. It has the responsibility of addressing human resource issues across all government departments and agencies. At the federal level, high standards of efficiency are extremely essential. Presently, this department has not fully integrated technology systems within its communication framework. However, the incorporation of technology in the future would dramatically streamline communication efficiency in this department.
Apart from the working conditions, the prevailing leadership styles also have an inherent effect upon the standards of job satisfaction. Some leadership strategies only contribute towards demoralizing the employees. Another attribute that affects the standards of job satisfaction within the workforce is the reward system. Organizational culture is among the most vital aspects of consideration for the federal human resources department. It ensures that all employees pursue similar goals. This is extremely vital in terms of streamlining the standards of dedication within the workforce. Organizational culture also ensures that all employees have respect for each other even if they hail from different backgrounds.
References
Griffin, R. & Moorhead, G. (2011). Organizational behavior: Managing people and organizations. Mason, OH: South-Western
Keyton, J. (2011). Communication and organizational culture. Thousand Oaks, CA: SAGE Publications
Schein, E. (2010). Organizational culture and leadership. Hoboken, NJ: John Wiley & Sons
Sims, R. (2002). Managing organizational behavior. West Port, CT: Greenwood Publishing Group
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