Impact of Technological Change on Employees

This assignment delves into the effects of technological advancements on employees. It examines how new technologies can reshape job roles, lead to both increased efficiency and potential job losses, and influence employee training needs. The assignment emphasizes the importance of effective change management strategies to minimize resistance from employees and ensure a smooth transition during periods of technological integration.

Leadership and Change
Name
Course
Date

Question 1
1.1
The culture influences to a great extend determines the personality of an individual.
Victor has been influenced by the culture making him a great leader in the society. He grew in a
family in which the parents were hardworking and this has influenced him a great deal. At school
he works very hard making him successful in both academics and games. The hardworking spirit
in him does not die even after he completes academics as he advances his studies and games
talent. He is clearly a determined person who works hard to become successful despite the family
issues of divorces of his parents. His father has also impacted some skills on him as he keeps on
reminding him of importance and value of democracy and freedom of thought. The background
of Victors have had great leadership teaching on him which has changed his life. In school he has
been a captain and academics leader looked upon by all the students as a role model. In his
leadership he has no disputes with other students indicating that he is a democrat and allows
others to speak their minds before making the final decision. Definitely cultural influences have
had a lot of impacts to the life of Victor1.
1.2
Victor’s father-in-law Anaru is a great leaders who has influence to many people. He had
moved from being tribal leader and advisor of Te Puni Kokiri to holding a very high position in
the ministry of Maori affairs. He is a charismatic leaders and these quality would be of great help
to victor2. He hopes to get this leadership quality from his father-in-law in order to attract many
1 Benn, Suzanne, Dexter Dunphy, and Andrew Griffiths. Organizational change for
corporate sustainability. Routledge, 2014.
2 Beech, Nic, and Robert MacIntosh. Managing change: enquiry and action. Cambridge
University Press, 2017.

people to what he is doing. Charisma is a gift that what is born with but one can also learn with
time and attract people to himself. People are always attracted to people who have good
performance and have leadership style. Victor is hardworking and he is becoming successful thus
he is attaining charisma. Therefore, with the trend he will be able to attract people who will
acknowledge him as a leader.
Question 2
2.1
Victor is an IT systems manager who is under a section managers of the IT systems.
However as a manager he has some powers to report to managers in the other sections as they are
equal to his section manager. He should report to the following persons regarding the following
issues;
 Staffing of his department
The matter of staff is dealt with by the human resource department which deals with the
employees’ welfare. Therefore, issues of staff needed in the IT department, Victor can talk to the
manager in his section who in turn will talk to the chief operating officer. The COO will take the
case to the HR department who will evaluate if there is need for more staff or reduction of staff3.
 Budgeting within the department
3 Cummings, Thomas G., and Christopher G. Worley. Organization development and
change. Cengage learning, 2014.

Budgets of the various departments are sorted out by the finance department after all the
departments forward their budgets. Therefore, Victor to budget well within the IT section he
should consult the manager in his section so that he may forward it to the chief finance officer.
The officer would therefore forward the budget to the president of the company who will consult
with the board of directors. The top management is the one which has the authority to make
decision of approving the budget which then is taken to the chief financial officer for
implementation4.
 Systems processes, protocols and procedures
Victor should report to his section manager who has the authority to help him know well the
systems, protocols and the procedures he should follow as a manager. The section manager can
also direct him to seek the help of the chief operating officer in case of any disputes.
 New development and initiatives
Victor as the IT system manager should inform his section manager and go ahead to inform
the Chief executive officer who has the duty of making managerial decisions in the firm.
However, the manager must consult with the firm president and the board of directors before
making final decision regarding new development and initiatives as advised by Victor5.
2.2
The leadership skill that Victor has is creativity and hardworking. He works hard to
ensure success in the area he manages despite the problems he faces. In order to ensure growth
4 Dawson, Patrick, and Constantine Andriopoulos. Managing change, creativity and
innovation. Sage, 2014.
5 Dawson, Patrick, and Constantine Andriopoulos. Managing change, creativity and
innovation. Sage, 2014.

and development in his area he is able to come up with strategies. Before the job he left many
other IT jobs because they were not challenging to him and giving him opportunity to find new
ways of execution of job6. Therefore, Victor is creative and innovative in the IT systems as he
has vast knowledge in the sector.
Question 3
3.1
It is important to note that Victor is democratic and wants to work after consideration of
all other employees’ views. These characteristic makes him not want to ‘dominate and assert
power’ as it would make him a dictator. Workers are the drivers of any organization success and
they like freedom to do what they want. In this case they will be able to exercise their creativity
and innovative leading to the firms’ success. Victor know very well that he does not want to be a
dictator since success of the department needs the efforts of all the stakeholders. His way of
leadership will make the employees feel a sense of belonging and be their own boss through the
delegation of work and minimal supervision7.
3.2
Synergy is the cooperation among the employees and the manager of the department in
ensuring achievement of the set goals and objectives. These creates goodwill among the
employees and motivates them to perform thus making the organization meet its set goals. Victor
6 Doppelt, Bob. Leading change toward sustainability: A change-management guide for
business, government and civil society. Routledge, 2017.
7 Goetsch, David L., and Stanley B. Davis. Quality management for organizational
excellence. Upper Saddle River, NJ: pearson, 2014.

knows well if he dominate and assert power employees will view him as a dictator and try to
oppose his leadership thus resulting to failure of the department8.
3.3
Victor has noted that the team leaders’ leadership styles varied and to some extend did
not achieve their targets. He chooses to empower them will entails training and developing them
in seminar and meetings to enable them know how well lead the employees under them. These
strategy is good as it is cost effective compared to sacking them and putting new team leaders. It
is the fast way to ensure fast change as the employees are conversant with the leaders.
3.4
Businesses have standards of the goods and services they offer to the potential customers.
The strategy of Victor of establishing clear service standards will act as a guideline to the
employee during their execution of services. They will hold them responsible for their actions
and enable them work and achieve the target quality of services by the firm. It will also reduce
losses of the firm caused by disappointed customers who do not return for more goods and may
paint wrong image to others customers of the firm.
3.5
Victor to be able to bring his team leaders into common goal he do the following:
 Allow the leaders give their views on how the department can be run.
 Enable them make meaningful contributions through his help.
 Ensure that the leaders are talking of things that the department have the ability to
execute.
8 Hayes, John. The theory and practice of change management. Palgrave Macmillan, 2014

 Guide the team leaders to give relevant contributions.
 Ensure that the involvement of the team leaders is within a time frame.
 Finally take all the contribution of the leaders and pick the best and ensure he
explains categorically to the leaders the reasons for picking them.
 Listen to the leaders’ disputes and settle them before making them execute the
decisions agreed upon9.
3.6
The change victor intends to implement in the department are incremental as they intend
to better the existing standards, protocols, make the team leaders more productive through
empowerment and discipline the bad staff with no benefit to the firm. The change as little effect
to the firms’ processes and it is cost effective.
9 Hechanova, Regina M., and Raquel Cementina-Olpoc. "Transformational leadership,
change management, and commitment to change: A comparison of academic and
business organizations." The Asia-Pacific Education Researcher 22, no. 1 (2013): 11-19.

Question 4
4.1
A manager cannot wake up and dismiss an employees as this would be unethical.
Therefore, before dismal the manager should follow the following things10;
 He should report the matter to the section manager who would then transfer the
matter to the HR department.
 HR department must investigate the issue to ensure that it if true because new
managers have the tendency of sacking old employees to employ their friend who
are loyal.
 The HR department should then offer the employee severance package if it is
found that he should be dismissed to enable him be able to support himself while
looking for another job.
4.2
The employees that HR department should look for replacement must be responsible,
Honest and hardworking. They should be people willing to work hard without lateness of work
with lame excuses. The failure of one employees can make the whole firm fail in execution of its
duties. The new replacements must be people with self-drive to work who do not need
supervision to perform their duties accordingly11.
4.3
10 Herrmann, Pol, and Sucheta Nadkarni. "Managing strategic change: The duality of CEO
personality." Strategic Management Journal 35, no. 9 (2014): 1318-1342.
11 Hill, Charles WL, Gareth R. Jones, and Melissa A. Schilling. Strategic management:
theory: an integrated approach. Cengage Learning, 2014.

Victor should carry out training and development of the remaining employees to ensure
that they achieve the set goals of the services. These will ensure they are updates with the current
technology and ways of job execution. These can be done in seminars, education scholarship to
the employees, meeting etc12.
Question 5
5.1
Victor project proposal should be accepted by the firm due to the following benefits it brings;
 It will reduce delays by non-performing employees ensuring the firms executes its
services in timely manner.
 It will reduces unnecessary costs in the department hence increasing the overall profit
margin.
 It will lead the firm is updated with the current technology hence better execution of
duties.
 It will equip the employees with current skills thus increasing their productivity.
 It will bring the issues of employee involvement in decision making thus this will
increase their job satisfaction.
 The employees will have high productivity as their creativity and innovative levels will
be high as they feel sense of belonging to the firm.
12 Talke, Katrin, and Sven Heidenreich. "How to overcome pro‐change bias: incorporating
passive and active innovation resistance in innovation decision models." Journal of
Product Innovation Management 31, no. 5 (2014): 894-907.

 It will give the firm a competitive edge in the market over its competitors thus increasing
its profits13.
5.2
Yes, I would be involved with victor in the project management.
The roles, skills and expertise needed will be better management skills like responsible,
creative and innovative, hardworking, committed etc. The departments to be represented are the
human resource and the finance department as the proposal requires dismissal of some
employees and recruitment of new ones. The finance department is necessary to help in ensuring
the proposal is realistic In terms of the money it needs to be viable. The firm should have such
money and not remove it from other departments disrupting their operations to ensure the
proposal succeeds.
5.3
Change implementation process entails;
 Identification of the need for change in the firm; check whether it is necessary.
 Preparing for the change in the organization by notifying the affected stakeholders.
 Developing a proposal
 Consultation with the other members
 Making changes to the proposal with other stakeholders
 Taking the proposal to the CEO for consultation with the presidents of the firm and other
board of directors.
13 Kotter, John P. Force for change: How leadership differs from management. Simon and
SchGill, Roger. "Change management--or change leadership?." Journal of change
management 3, no. 4 (2002): 307-318.uster, 2008.

 Implementation of the change.
 Checking the operation of the changes and carrying out any amendments if necessary.
5.4
Change in the organization in always accepted in the organization. Some of the barriers to
change are;
 Cost – change in organization may require large amount of finances to execute. These may
lead inability of the firm to implement the change. Victor change strategy is cheap as it is
incremental change not radical which involve overhaul of a department or the firm
businesses14.
 Time- time is of great essence when carrying out change in a firm. Wrong timing may results
to losses to the firm and these means that managers should carry out intensive research.
These would define the appropriate time to carry out changes in a firm.
 Employees resistant- change means new ways of execution of business aiming at increasing
the profitability of the firm. These does not always come easy as it involvement requirement
of new skills by the employees. Therefore, employees’ are dismissed or trained to be able to
perform the new duties. Employees fear change as they think they will lose their jobs or will
go back to school in which some are reluctant15.
14 London, Manuel. Career barriers: How people experience, overcome, and avoid failure.
Psychology Press, 2014.
15 Alasadi, Rami, and Saeed Askary. "Employee involvement and the barriers to
organizational change." International Journal of Information, Business and
Management 6, no. 1 (2014): 29.

5.5
Change management must include the following essential elements;
 Intensive research- these will ensure that the latest technology is adopted meaning that
the change will bring increase the profit margin of the firm.
 Consultation of all the stakeholders- to avoid resistance the manager must assure the
stakeholders of continuity of their jobs despite the adoption of the change.
 Change also requires creative and innovative manager with knowledge of the process he
is undertaking to avoid losses to the firm which may lead to its failure16.
16 Peppard, Joe, and John Ward. The strategic management of information systems:
Building a digital strategy. John Wiley & Sons, 2016.

Bibliography
Alasadi, Rami, and Saeed Askary. "Employee involvement and the barriers to organizational
change." International Journal of Information, Business and Management 6, no. 1
(2014): 29.
Beech, Nic, and Robert MacIntosh. Managing change: enquiry and action. Cambridge
University Press, 2017.
Benn, Suzanne, Dexter Dunphy, and Andrew Griffiths. Organizational change for corporate
sustainability. Routledge, 2014.
Cummings, Thomas G., and Christopher G. Worley. Organization development and change.
Cengage learning, 2014.
Dawson, Patrick, and Constantine Andriopoulos. Managing change, creativity and innovation.
Sage, 2014.
Dawson, Patrick, and Constantine Andriopoulos. Managing change, creativity and innovation.
Sage, 2014.
Doppelt, Bob. Leading change toward sustainability: A change-management guide for business,
government and civil society. Routledge, 2017.
Goetsch, David L., and Stanley B. Davis. Quality management for organizational excellence.
Upper Saddle River, NJ: pearson, 2014.
Hayes, John. The theory and practice of change management. Palgrave Macmillan, 2014.
Hechanova, Regina M., and Raquel Cementina-Olpoc. "Transformational leadership, change
management, and commitment to change: A comparison of academic and business
organizations." The Asia-Pacific Education Researcher 22, no. 1 (2013): 11-19.

Herrmann, Pol, and Sucheta Nadkarni. "Managing strategic change: The duality of CEO
personality." Strategic Management Journal 35, no. 9 (2014): 1318-1342.
Hill, Charles WL, Gareth R. Jones, and Melissa A. Schilling. Strategic management: theory: an
integrated approach. Cengage Learning, 2014.
Kotter, John P. Force for change: How leadership differs from management. Simon and SchGill,
Roger. "Change management--or change leadership?." Journal of change management 3,
no. 4 (2002): 307-318.uster, 2008.
London, Manuel. Career barriers: How people experience, overcome, and avoid failure.
Psychology Press, 2014.
Peppard, Joe, and John Ward. The strategic management of information systems: Building a
digital strategy. John Wiley & Sons, 2016.
Talke, Katrin, and Sven Heidenreich. "How to overcome pro‐change bias: incorporating passive
and active innovation resistance in innovation decision models." Journal of Product
Innovation Management 31, no. 5 (2014): 894-907.