Socio-Technical Systems

Socio-Technical Systems

Introduction

Sociotechnical systems (STS) encompass the interactions between technology and people in the workplace. This approach was developed back in the 1960s due to the increasing use of technological systems in the workplace. It is extremely pertinent to highlight that different organizations integrate different platforms for technology within their systems. On the other hand, employees have different viewpoints and perceptions towards the technological systems. For instance, some employees perceive STS an excellent platform for enhancing productivity while others view STS systems as unnecessary stumbling blocks.This paper seeks to evaluate the premise of sociotechnical systems and work approaches. It assesses the alignment of management styles in line with the sociotechnical approaches. Everett Rogers concept of diffusion of innovations has numerous influences towards the implementation of STS. This will also form the framework of analyzing STS and work approaches in the paper.

Historical Perspectives of Sociotechnical Systems and Work Approaches

While working at the Tavistock Institute England, Fred Emery and Eric Trist sought to investigate the inherent interactions between social systems and technology. In the course of their research, the two realized that there are numerous interactions between social systems and technology. For instance, the successful implementation of technological systems in the workplace depends on the prevailing social systems (Miner, 2007). Consequently, this prompted the two specialists to coin the phrase socio-technical system. Since then, the concept has become increasingly popular in the workplace and in different organizational settings.

Some management systems are highly effective in maximizing the efficiency of socio-technical systems while others serve as stumbling blocks (Griffin, 2011). For instance, transformational leadership serves as a management style that enhances that enhances the implementation of socio-technical systems in the workplace. This is because it promotes change and also enhances technical skills among employees. The enhancement of sociotechnical systems is also dependent on the prevailing standards of innovativeness in an organization.

Conventional management styles do not have sufficient frameworks for enhancing the implementation of socio-technical systems. This is largely because of they comprise of rigid platforms. Such platforms are ineffective in facilitating for the implementation of socio-technical systems in the workplace. In contrast, modern management frameworks emphasize on innovativeness. Consequently, such management styles streamline the implementation framework of socio-technical systems.

In the modern day organizations, efficiency is among the most pertinent attributes. In order to attain efficiency, organizations must establish adequate platforms for maximizing the productivity of employees and the productivity of technological systems (Daft, 2010). These perspectives have led to the implementation of management styles that favor socio-technical systems. All of the world’s leading corporate entities have exemplary frameworks for implementing socio-technical systems. For instance, Wal-Mart maintains excellent standards of motivation among employees while also implementing modern technological systems within its operational framework. Consequently, this has enabled the company to scale tremendous heights in terms of productivity.

Companies that lack adequate frameworks for socio-technical systems are at a massive disadvantage especially in terms of attaining the relevant standards of competitiveness. It is also vital to note that sociotechnical systems help organizations minimize the total expenditures (Jackson, 2000). For instance, sociotechnical systems enhance time efficiency within the operational framework of an organization.

Diffusion of Innovation

The diffusion of innovation refers to a concept developed by Everett Rogers. In this theory, Everett Rogers is assertive that people respond to new innovations in different ways. One of the most outstanding elements of this theory is innovation. According to Everett Rogers, innovation pertains to the ideas possessed by individuals. This element has close interactions with the framework for socio-technical systems within an organization. This mostly applies to the technological components within an organization.

The second element of the diffusion of innovation theory comprises of communication channels. This element facilitates for the transfer of information from one individual to the other. The absence of such channels undermines the successful implementation of socio-technical systems within an organization (Rogers, 2003). On the other hand, the presence of an effective framework for communication spearheads the flow of innovations within an organization.

The third significant element of Everett Roger’s theory is time. The transfer of some technological ideas might take long. In contrast, the transfer other technological ideas might take minimal time. Such disparities in time are also evident during the implementation of socio-technical systems in the workplace. Some individuals take time to understand new innovations in the workplace.

The final component of the concept of diffusion of innovations is the social system. In essence, this involves the pursuit of common goals using a set of interrelated units. This component is inherently connected to the framework for socio-technical systems. The successful implementation of technological platforms within an organization is strongly dependent on the prevailing social systems within an organization (Daft, 2010). Some social systems might strongly undermine the implementation of new innovations while other social platforms enhance the same. The attitude of employees is a sensitive attribute with regard to the successful implantation of technological innovations. It is fundamentally essential for organizations to use management styles that promote positive attitudes among employees. Consequently, this serves as an excellent basis for streamlining the implementation of technological systems.

Stages of the Adoption Process

The evaluation of the five stages of the adoption process in Everett Roger’s model will help in depicting the theory’s influence on socio-technical systems. Each of the five stages has direct or indirect implications on the implementation of socio-technical systems in an organization.

Knowledge Stage

In the knowledge stage of the adoption process, people encounter an innovation for the first time. In this stage, an individual has no information about the new innovation. However, exposure forms the basis of subsequent stages of the adoption process. This stage of adoption has strong implications upon the actualization of socio-technical systems in companies or organizations. It is extremely essential to expose employees to new innovations in order to enhance the implementation framework (Griffin, 2011). It is tremendously complex to implement an innovation if the employees have never heard about it.

Persuasion

This serves as the second stage for the adoption of new innovations. After exposure, people seek to gain information pertaining to the innovation. This stage has direct implications upon the integration of socio-technical systems in organizations. Employees cannot reap the benefits of innovative systems if they show no interest in the innovation (Daft, 2010). However, continued interest leads them to seek knowledge about the technology.

Decision

This is the third phase of the adoption process for new innovations. It is during this stage that the individuals make a choice on whether to embrace or dismiss the innovation. In essence, the decision largely depends on an evaluation of the potential gains and shortcomings of the innovation. If an individual perceives the innovation as being beneficial, then the adoption takes place. On the contrary, if an individual perceives the innovation as being disadvantageous, then the adoption process is derailed. These perspectives are inherently connected to the implementation of socio-technical systems in organizations (Miner, 2007). The management and the entire workforce must seek to implement an innovation. However, it is vital to note that this stage is characterized by high rates of individualism. Consequently, this complicates the adoption process of new innovations.

Implementation

This is the penultimate stage of the adoption process and occurs after deciding to embrace the new innovation. It is a sensitive stage that determines the effectiveness of implementing socio-technical systems.

Conclusion

The paper presents different perspectives about socio-technical systems in the workplace. It is extremely pertinent to highlight that different organizations integrate different platforms for technology within their systems. On the other hand, employees have different viewpoints and perceptions towards the technological systems.

Management systems seek to optimize the productivity of organizations by streamlining the efficiency of technological frameworks as well as the social platforms. In essence, it is fundamentally essential for organizations to optimize the productivity of each component independently. Such an approach facilitates for the enhancement of the entire system. According to Everett Rogers, innovation pertains to the ideas possessed by individuals. This element has close interactions with the framework for socio-technical systems within an organization. This mostly applies to the technological components within an organization.

References

Daft, R. L. & Murphy, J. (2010). Organization theory and design. Mason, OH: South- Western

Griffin, R. & Moorhead, G. (2011). Organizational behavior: Managing people and organizations. Mason, OH: South-Western

Jackson, M. (2000). Systems approach to management. New York, NY: Springer

Miner, J. (2007). Organizational behavior. Armonk, NY: M. E. Sharpe, Inc.

Rogers, M. (2003). Diffusion of innovations. New York, NY: Free Press

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