Strategy Used by Different Nations to Develop ICT - Research Paper Example

? Retention The companies that are acquiring of the art technologies from Information Communication Technology providers are supposed to retainthose employees that are proficient in using the newer technology. The enhancement of the organizational commitment among employees is the most prominent challenge organizations are facing nowadays. The abovementioned problem arise in early 1980s when employees initiate to think that their employers are not dedicated towards employee welfare while their only concern is maximization of the profit. However, with the passage of time employee started to leave the jobs excessively. By the early 1990s companies identified the problem and thereafter they have been working to solve the difficulties of associated with retaining the talented employees (Mitchell, Holtom, Lee, T, & Graske, 2001). Internal Policies It is also important to note that management and usage of ICT systems are two different fields because the former function lies with the technical staff that has the duty and responsibility of keep the infrastructure up and running. Yet, the second function lies with the managerial staff that should have the ability of extracting and using information from the ICT systems to make effective business decisions. The companies are offering flexible timing, paid leaves, casual dressing and regular increase in the pay for core employees in every department of the organization. The organizations are also known to encourage employees to identify the need of enhancement in the current technology level that will help them in keeping up with the technological level of the industry (Brady, Brookes, & Fellenz, 1986). According to many researchers the technological advancements will define the leaders in the industry. In the light of above argument, it can be established that employees who have the ability to manage ICT systems and those who can use them to make business decisions will define the competitive advantage of the companies in near future (Eriksson, Niitamo, & Kulkki, 2005). Economic Incentives The companies that are currently engaged in the practice of acquiring advanced ICT systems are suggested to offer well to excellent incentives to the staff so that their tendencies to leave the job can be minimized (Doran, et al., 2006). Moreover, it would not be a bad idea to evaluate and analyze the ability of new recruits to understand and comprehend routine technological tasks. Additionally the companies are suggested to buy those ICT systems that are well aligned with the current technological awareness of the employees. The companies should also make sure that they do not initiate company-wide technology change more often. It is better to bring system changes within operational level to increase the productivity. The companies should buy those technologies that will help them in driving down the cost because in latest organizational strategy cost control is one of the most important facets. Finally it is necessary for the organizations to hire technology experts as employees because in this form of employment they can resolve the issues more swiftly than in the capacity of consultants. Technology consultants are also notorious for delaying the process of repairs that causes productivity of the entire organization to diminish. External Challenges As mentioned earlier that companies are facing the challenge of retaining employees therefore they have to keep the jobs interesting and on the other hand companies are required to pay excellent wages and salaries to the employees. The intelligent companies always ensure that they are paying higher compensations in comparison to the competitors because money and financial well-being is a noted method of growing organizational commitment in the staff. Another modern technique to enhance organizational commitment is to develop a participative model of decision making in the company so that everyone can feel as a part of the organization (Vroom & Jago, 1978). The companies are also anticipated to establish strong personality- job fit in order to keep things interesting for the employees. Intensive on the job training should be conducted before introducing new and novel technologies whereas managers are suggested to give ample amount of time to the employees to settle down with the new ways of doing things. The previous suggestion is valid because organizational performance will go down for a little while with the use of new technology. In major innovative companies soft management style is recommended because they came to know over time that creativity comes to relax minds. Along with this, world leading companies allow employees to bring spouses and pets with them due to the important fact that companionship relieves work stress. In short organizational success is not at all about technology but it is all about humans (Halpern, 2005). Enhancement of Competencies Humans like to grow with the passage of time and if their current organization cannot foster their growth then they switch the jobs. However, organizations are expected to fabricate a win-win model in order to achieve organizational goals and permit each and every employee to fulfill his or her personal and professional agendas as well. Importantly the organizations are identified as steps for the employees in excelling through career therefore organizations should contribute towards enhancement and development of skills that should help employees in the journey of professional growth (Mitchell, Holtom, Lee, T, & Graske, 2001). Benchmarking Benchmarking is a technique used by the companies to copy the best practices in the industry. The following companies tend to replicate the practices of leading companies in order to enhance organizational success. But it is quite interesting to note that mere copying the best practices is not going to make the organizational development possible because like every individual every organization is different. Therefore it is suggested that major best practices should be modified according to the culture and values of the organization (Brady, Brookes, & Fellenz, 1986). Many researchers pointed that organizational success can be achieved with the help of creating different organization rather than copying the so-called best practices. Nevertheless in order to create a different organization, management is supposed to hire people with unique attributes. Finally organizations should mould their objectives in the light of present skill of their HR capital. After developing an adequate human resource, companies have to strengthen the weaker points of the employees and then should employ reasonable and usable level of technology. Strategy used by Different Nations to Develop ICT The countries such as Israel, Finland, Iceland and Costa-Rica are famous for deploying an effective, reasonable and state of the art Information Communication Technologies. These nations are nevertheless using surface computing, i-Pads and tablets to accomplish daily organizational tasks. The governments played a significant role in keeping the cost of developing and commercializing new technologies low with the help of providing major subsidiaries to local tech companies. Furthermore they used the step by step model to generate technologies. In simple words the abovementioned nations brought operational enhancement in the level of technology by bringing minute changes with the passage of time (Indijikian & Siegel, 2005). The decision of not using gigantic technological changes helped the economies to control the cost of alteration and they also did not rock the boat. The employees also understood each and every enhancement along the way. Based on the above information it is highly recommended that local organizations should not waste chunk of financial resources on acquiring new technologies. But they should pool their resources into developing operational level technologies because in this way researchers will also witness the operational implementation of the indigenously developed technology. It will also help them in causing rapid enhancements because with this model technicians will have the luxury of pinning the weaknesses of the system swiftly. Finally small yet advantageous changes are far better than one leap because the former strategy will follow the chain process of development that can be comprehend by the employees and the management alike. At the end learning organizations are required to cause technological development in Canada. References Brady, M., Brookes, R., & Fellenz, M. (1986). Researching the role of information and communications technology (ICT) in contemporary marketing practices. Journal of Business & Industrial Marketing Vol 23(2) , pp.108 - 114. Doran, ,., Fullwood, C., Gravelle, ,., Reeves, ,., Kontopantelis, ,., Hiroeh, ,., et al. (2006). Pay-for-Performance Programs in Family Practices in the United Kingdom. The new england journal of medicine Vol 355(4) , pp.375-384. Eriksson, M., Niitamo, V., & Kulkki, S. (2005). State-of-the-art in utilizing Living Labs approach to usercentric ICT innovation - a European approach centric ICT innovation - a European approach. Distance-spanning Technology , pp.1-13. Halpern, D. (2005). How time-flexible work policies can reduce stress, improve health, and save money. Stress and Health Vol 21(1) , pp.157–168. Indijikian, R., & Siegel, D. (2005). The Impact of Investment in IT on Economic Performance: Implications for Developing Countries. World Development Vol 33(5) , pp. 681–700. Mitchell, T., Holtom, B., Lee, T, & Graske, T. (2001). How to keep your best employees: Developing an effective retention policy . The Academy of Management Executive Vol 15(4) , pp.96. Vroom, V., & Jago, A. (1978). Leadership and Decision Making. www.googlebooks.com. Read More