Effects of Technology on Work Force - Essay Example

Effects of Technology on Work Force: Technology changes everything. It affects and alters our opinions, our attitudes, our beliefs, our health (especially mental health) and our environment. In fact technology changes us and our relationships and attitudes towards our surroundings and ourselves. What seemed impossible yesterday becomes possible today and what seemed appropriate yesterday becomes inappropriate today. In short, human are continuously exposed to and pressurized to change themselves with advances in technology. However, while it is human beings like us who work day in and day out to discover better, newer and faster ways of doing a job, it is also human beings like us who, at the same time, resist these changes. In fact this contradictory attitude resides in all of us. While, at one hand, we wish for things to be easier, newer, faster i.e. changes in our immediate surroundings but on the other hand, we want to stick to the old, the familiar, to the routine -i.e. we resist change. It is because change forces us to leave our comfort zone for a zone of uncertainty and doubt. And this would mean that our self-image, self-confidence and our relationships with others and our selves would change. We might have felt very competent, confident, relaxed, self-assured in our work and surroundings, however technology might change this all for ever. We might feel less productive, creative; effective and our image of ourselves as a rock by the sea simply change into that of an insignificant pebble. Thus technology affects our psychological balance, which is the main reason behind the resistance shown by work force at work place when new technology is introduced. A very glaring example of this has been during the era of Industrialization when violent reaction by public especially labor was put up against the changes of technology. In short, technological changes have always confronted violent reaction and resistance from the work force. As technology takes place of much of human manual work, an individual's contact with the finished good is diminished. This results in feelings of alienation and un- satisfaction as individuals feel they have not accomplished much or they have not contributed significantly in the production of goods or in image creation of the company. They feel insignificant, unsuccessful and frustrated in their work places and towards technology. They suffer from feelings of resentment and frustration towards technology, which they see as their enemy who has "stolen" their jobs, their sense of pride, accomplishment and worthiness. And it doesn't end here, the fear, anxiety and apprehension is there to stay in their minds and in the ambience of the work place forever, as technology continues to advance unceasingly. ("Social Effects of Technology") This has been well explained by Kurt Lewin in his "change theory", which was further elaborated by Edgar Schein. It is also known as the "unfreezing-change-refreeze" theory, which explains why people reject new technology, or learning in a workplace, how companies should be prepared for this and how they should manage the whole change process so that change finally becomes the part of the system completely acceptable to everyone. (Wirth, 2004) The first stage is known as the "unfreezing" stage where people need to be motivated for change. This explains why people initially resist change and how they can be prepared for the change, nonetheless. He believed that the behavior pattern of human beings is based on what they have learned from past observations and from their surroundings or culture. Any change, for example technological change, means that either new element are added into these past or existing surroundings or some of the elements to removed from them forever. He, further, argued that people would only accept change on three conditions. The first situation is where there already exists dissatisfaction and resentment towards present conditions. This means that individuals are unable to derive their sense of pride, accomplishment and worthiness from the present conditions surrounding them or from their present work. If this is the case, then individuals will show readiness in acceptance of change. However, if this is not so and what they believe is different from what they need to believe before any change can occur, then there will be rejection of new technology. If people feel that new ones are challenging their old beliefs, they will try utmost to resist change. Secondly, if they believe or some how realize that their previous beliefs are one that will be threatening to their survival, they will readily accept change. This means that if their survival is at stake because of their adherence to old beliefs, they will try utmost to detach themselves from such beliefs and show readiness and eagerness for the change. However this will not prove to be sufficient incentive to change, if "learning anxiety" exists. What is learning anxiety This is the anxiety that rises in individuals as a result of pain they conceive or actually have to go through in order to unlearn what they have learned so far. There are three stages of this learning anxiety. Initially, people ignore or deny that such change is necessary or that such learning has to be undertaken by them. Then, when slowly this fearful idea starts to sink in, they try scapegoating, that is they want someone else, may be another colleague or laborer to learn the new technology for the survival of all, but not they. On the third stage, they try maneuvering and bargaining. Change can only occur once a sincere effort has been made by workers to overcome their anxieties of survival or learning. For this to take place, the employers need to provide their workers help and time to understand the importance of the technological change. They need to be shown the benefit of the change that technology will bring to all of them which means their survival anxiety is more than their learning anxiety. It is important that employers or those who want to bring technological changes in the organization gives them sufficient assistance and time to learn and adjust to the new changes, which means their learning anxiety is reduced. The latter solution of reducing learning anxiety is far more preferable as it will prove be helpful for the organization in the long run. When the first stage of "unfreezing" has been conquered, the organization and its people enter into the second stage of real "change". This means that the work force has been "unfrozen" and is ready for change. At this level, it is important to identify what really needs to be changed. This is to avoid unnecessary confusions and frustrations at work place. People should know exactly what will be changing and how will it be changing in future, so that they can prepare themselves accordingly. Change may mean a lot of new information will need to be assimilated into the system. Words will have more meanings; operations will have more tasks involved; concepts will have to be understood in a wider context and there will be new ways of evaluating performance and quality of work and products. However, this should not be vague in any sense of the word. People should clearly know where they stand presently and where they need to go. They should personally be able to measure the gap between the present and the desired stage. This can be done by allowing workers to make mistakes and learn from them, i.e. giving them the chance of trial and error. This must be done, otherwise anything that will be forced on them without giving them sufficient time to learn by themselves, will lead to resentment. This can also be done through imitation of role models. In order to help them reach a certain level, they must be shown examples of people and organizations, which are already there so that they have a clear picture of where they have to go and what they need to do. The first and final stage is that of "refreezing" where the change is accepted for good. It is when the change is assimilated in to routine and becomes habitual. It is when the unfamiliar and uncertain becomes familiar and certain. At this stage, the work force finds the technological change, no more, dreadful or intimidating. They have adjusted well to the change and have found new sources of accomplishment and pride from the new work and are equally or more self-confident, self-assured and fulfilled than before. (Wirth, 2004) Once completely accepted and absorbed into the system, technology can prove to be very helpful for the workforce. First and foremost, it can help in increasing productivity of labor, production and of organization on the whole. As technology helps individuals to produce their desired work or product in lesser time, therefore productivity increases. They are able to produce far more number of products in far less time, thus reducing fatigue and improving quality of the work. Because technology can takes place of much of manual work, individuals are able to concentrate far more on the design, quality, production, packaging, selling and marketing of the products, thus increasing the overall quality, demand and market of their products. Technology also helps in bringing out the creativity of every individual. Now every individual has more time and energy to invest in planning and designing than wasting in tedious routine work. One major benefit of technology is that it helps in improving the quality of work especially in deliverance of services or where there is shortage of experts. For example, in the United States the nurses are in shortage. Approximately, one nurse has to perform the work of few other nurses. If the work of the other nurses is taken over or performed by computers, such as repetitive paper work, the nurse will be able to deliver better quality services to her/his patients. He/She will now be able to give more care and attention to her/his patients. ("Government projects shortage of nurses, 2001) Another important role that technology performs is helping to improve the overall quality of life of work force. More and better products, created with the help of technology, will mean larger demand and market for products, which will convert into higher salaries and other facilities and perks for workers. This will definitely help in raising the standard of living of individuals. Moreover, workers will have more time for their families and friends and for themselves. This will help improve their relationships making them feel far more fulfilled, satisfied and happy, than ever more. This will also give them time to work on their personal hobbies and interests, thus increasing the sources from where they have derive sense of accomplishment. Such a happy and healthy individual will definitely contribute more positively and constructively in the society. In conclusion, we can say that technology has its advantages and disadvantages. On one hand, it can be source of fear, anxiety, resentment and dissatisfaction but if properly managed, supervised and assimilated into system technology can be source of prosperity, happiness, success and accomplishment. Bibliography: 1) Social Effects of Technology. Retrieved March 18,2007, from Social Effects of Technology Website: http://www.rit.edu/flwstv/techeffects.html 2) (2001, Feb 14). Government projects shortage of nurses. Retrieved March 18, 2007, from CNN.com/Health Web site: http://archives.cnn.com/2001/HEALTH/02/14/nurse.shortage.02/ 3) Wirth, R.A. (2004). Lewin/Schein's Change Theory. Retrieved March 18,2007, from http://www.entarga.com/orgchange/lewinschein.pdf Read More