Technology Implementation

Technology Implementation
Technology can have a profound effect on a company. The manner in which it is introduced and the presentation to the employees can ultimately predict the success of the project. As the world evolves into a more technical society companies have to be willing to compete with the changes in order to survive. The changes have to be implemented and managed to effectively prepare the company?s workforce. Management has to know the trends and make the necessary technology changes to keep the company competitive. Preparation and planning is key to the implementation of new technology. Managers have to be in tune with how the changes will affect the atmosphere within the company. Providing training and paying attention to the feedback from the workforce allows for a smooth transition. For a successful transformation certain criteria have to be met for the transition of change to the new technology. Organizations that want successful transition have to give management the ability to make recommendations to ensure the success of implementation, which are the necessity for change, the preparation of non-technological staff, and the effect the changes will have throughout the organization.
When implementing new technology managers have to make recommendation on changes that will be beneficial for the organization. The need for new technology has to be assessed and planned to understand the need of the departments in which the changes will affect. Whether the technology will be innovative or used to streamline the work process managers have to look at the overall picture and the effect on each department. For example, when a company implemented a new technology that allowed their entire workforce access to the company?s database on sales the usage increased. The volume usage increased, which cause a strain on the system, therefore slowing down the response time to receive the information, which presented a problem for the new technology. The problem represents two situations that were not thoroughly thought out by implementer. The implementation created a need for additional technology to take into account the volume of usage, and the process did not consider the demand the new technology would create. Requiring a recommendation that the need for the technology be assessed and the implementer anticipate the problems that could occur for the end user.
A change in the workforce is often met with resistance from the employees. To reduce the resistance managers should look for ways to reduce the reluctance to change by planning to prepare the staff for the transition. Before change is implemented managers have to devise a plan that maps out the expectations for the workforce and a time frame of when the user should be proficient in the technology. Management should assess the needs of the user and consider the expectations the new technology will provide. In preparation mangers should inform the end user of the upcoming changes that will affect the staff. The changes should be discussed allowing the user the opportunity to give input and feedback on the technology in the beginning stages of the project. This advance knowledge allows the non-technical staff to be apart of the planning and gives the entire workforce a voice in the project. This is key in the implementation of new technology because it empowers the employees to take on decision-making ideas, which can promote the success of the project.
Training becomes pivotal to the implementation of the new technology. Recommendations for training should be one of the first issues that management addresses. Training introduces the user to the changes and provides information on the new technology. It is at this point that management has the chance to control how the change will affect the workforce. The more education and training provided dispels the fears that often occur when change is implemented. It allows the user to be involved at the on start of the project, which portrays to them their value in the change. Well informed employees are important for the help they are able to provided to implementation changes. It ensures that the user will be comfortable with the changes and more willing to try the new technology. Training allows the user to become proficient in the new technology. Which will bond the non-technical staff to the project and help with assimilating the technology.
Changes through out an organization can affect the culture within the company. How the company incorporates the new technology with the employees can produce resistance. When new technology is introduced people often feel threaten by the uncertainty that the changes will bring to the organization. Managers have to first understand that resistance is a part of change and work out a plan that prevents the pressures of change. A strategy can be devised that reduces the stress of change for the organization. Management should encourage participation, which opens lines of communication where peoples concern can be addressed. The company has to be willing to accept the concerns and attempt to make the recommendation, which can be conceived as a support from management. Also, training is a way to reduce resistance. Training provides the knowledge to keep everyone involved educated on the changes, which reduces resistance. Training should be implemented early and through out the project. Management can provide incentives to encourage people to use the new technology. As the user becomes proficient in the
technology career advancement becomes an incentive. Overall, management must support show for the new technology for the change to be acceptable for the organization.
Changes in organization have to be constant in order for the company to remain competitive in the market. Managers have to be instrumental in the transition for change for the successful implementation. The recommendations that managers make ensure the success of the new technology. For the success of the implementation of new technologies managers make recommendations that necessity for the change, prepare the non-technical staff and try to overcome resistance to change within the corporate culture in an attempt to transition the changes that will make the organization competitive in today?s market.

Technology Implementation 9 of 10 on the basis of 2202 Review.