how can the changing of technology become a motivating factor in human resources management corect

7/28/2019 How Can the Changing of Technology Become a Motivating Factor in Human Resources Management Corect

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HOW THE CHANGING OF TECHNOLOGY CAN BECOME A MOTIVATING FACTOR

IN HUMAN RESOURCES MANAGEMENT

PHD LECTURER ENG LIVIA ANASTASIUTechnical University of Cluj-Napoca Romania, Construction Faculty

Abstract

Objectives:

Technology may be seen as an activity which forms or changes the resources. The changes in technology affect the organizational culture and

structure. The purpose of this paper is to demonstrate the way the employees can be motivated in labor by new technologies.

Prior work:The changes in technology may become a motivating factor. For certain employees, the companys focus on new technologies, on research and

development, may give the people the feeling of confidence. This is a long term strategy that encourages the sustainable development. We have to

consider the concept of learning organization too. In an active and almost savage economy, with hard competition, information is golden.

A personnel-centered organization is thinking of true means to keep the good employees. Money isnt always the strongest argument, or a friendlyenvironment. Maslow`s hierarchy points the general order of human needs. But there are particular cases, as persons are not alike.

The subject of this paper is related to two themes of the topic: Organizational Change Management and Organizational Culture and the

Management of Technological Changes.

Methodology and approach:

In order to sustain my demonstration, I made a survey in SMEs in Cluj-Napoca. The chosen companies were granted by the Industry andCommerce Chamber of Cluj County, Romania.

Results:There are not good people or bad people, only different ones. When a company deals with new technologies, its possible it may have to change

the whole organizational structure. The target might strike creativity, the willing to research. Unfortunately, this often happens in big companies.

SME`s dont have enough finance so the R&D department, if there is one, is not developed.

Implications:The results of the survey were analyzed and presented to the companies` management staff. Most of them agreed that, in their companies, the

changing of technology wasnt thought as a motivator factor. The main problem in implementing the changing is, of course, the lack of money

and the run for immediate profit.

Originality value:The survey has open questions, the questionnaire is anonymous. The concept belongs entirely to the author and so is the results` interpretation.

Romania is now a United European country and it has to deal with a real competition, therefore training and motivating the workers is crucial.

Key words: sustainability, changes, human resources management

1. INTRODUCTION

The development of the modern society is based on

the organizations` activity. Modern theories consider theorganization as an open system:

Figure 1: Organization as open system

The inputs are transformed in outputs (productsand/or services). The feedback shows the objectives

which are fulfilled and the changes that must be done to

improve the process.

The figure reveals two important items: the peopleand the technology. Its obvious that their contribution

is crucial in the success of the organization.The companies perform in an unstable environment,

where the tastes of the consumers are in a continuouschanging. Therefore, the inputs, in our case the human

resources and the technologies must change too, andthey are always connected.

An important part of the human resourcesmanagement is based on the study of the methods used

to motivate the personnel in order to perform. The

changing of technology is one of the motivating factors.

1.1. Definitions of motivation

Le Petit Larousse Dictionary defines motivation

as the motives .that justifies an action or theconscious or non-conscious psychological factor that

determines the individual to act in one manner oranother.

Kreitner (1995): Motivation is the psychologicalprocess that gives behavior purpose and direction.

Buford (1995): Motivation is the predisposition to

behave in a positive manner to achieve specific, unmetbusiness.

Inputs:

- materials- human

- financial

- information- technology

Transform

Outputs:

- products- services

Feedback


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Your paper's title 2

Higgins (1994) and Bedeian (1993): Basicmotivational factors are an internal drive to satisfy an

unsatisfied need and the will to achieve.These definitions have some elements in common: a

persons motivation and satisfaction relies on theorganizations capacity to meat ones goals, according to

the personality and the competences.Peter`s principle says that a person will grow until

he will reach his own limit of incompetence. Thatmeans that the human being is restless in seeking for

methods to reach self motivation

1.2. Motivational theories

The people working in a company may rise or fallenit by their implication. The management have to find

ways to pursuit them to do their jobs in order to meetthe goals.

But the people have to work together, as teams, evenif they are different. The motivational theories are

based on observing individuals in the working process.Maslow`s pyramid shows a hierarchy: in his

opinion, there are five big categories of needs physiological (shelter, food, clothes, air, water), safety

(at home and work), social (belonging to a group),esteem (recognition, respect) and self-actualization (the

willing to know more in domains of interest, to improveconstantly).

Herzberg identifies two factors that providesatisfaction in work: hygiene factors (working

conditions, wages, job security, friendly working place)

and motivator ones (learning, responsibility,achievement, value recognition, career progression).

The existing of the hygiene factors dont give

satisfaction, but the lack of them lead to non-satisfaction. Only the motivator factors are motor of

satisfaction.No matter what kind of theories is analyzed, an

individual will be motivated as long as, doing a job willsatisfy personal needs. This will lead to a motivated

behavior in order to get the expected results.

1.3. The change of technology concept

The Lisabona Declaration states that the EuropeanUnion aims to develop the most competitive knowledge

based economy. This kind of economy relies on scienceand technology. Science means research, technological

development, technological transfer and innovation. The

contemporary post-industrial era is a technology-basedone. Wealth is generated where new technologies

perform. The most important is automatization. In fact,

the most powerful countries are using high-technology.Modern companies can survive only if they are

opened to change. This process affects all the activities,not only the Research & Development department.

People using the technologies must change too.

2. CHANGING TECHNOLOGIES MOTIVATOR

FACTOR

The motivator theories show that the individuals areone of the organizations inputs. Nothing can be

accomplished without the members contribution. As

the humans work as teams, the companys managementhas to find solutions to motivate them to perform.

A main fact in an organization is the understanding

and the interpretation of the causes that determine theactions and the behavior of the people. The behavior

changes according to the needs, demands, promises and

the situations conditions. Therefore, the organization

must focus on the understanding of the motivator items.

2.1. The management implication

The organizations management has to find

strategies (subtle or direct) to motivate people. Themotivation and satisfaction in work arent connectedonly with money, but also with the working conditions

and the workings essence. That leads to the companysstrategy to direct the personnel towards the settled

target.The organizations management cannot act on all

items: the economic environment, the peoplespersonalities, and the state politics. However, it can

interfere in:- decreasing the non-motivator factors

- creating the means to motivate people

- promoting the peoples individualizing

The organizational psychology studies the triangle:individual profession work, in an organizational

context. Scotts theory on organization as a systempoints out the concept of organizational changing, for an

environmental adaptation.Phil Harding finds four key factors for

implementing a success change management:- the management willing to make a change

- a clear vision of change, shared with themembers of the organization

- the real capacity of change- the action targeted on change

The change of technology is an important matter in

leading the organization to progress. Unfortunately, thewilling is not enough; the financial resources oftenobstruct companies in doing it. The small and medium

enterprises, which are the main part of the worldeconomy have poor budgets; so, if they want to improve

the technology have to take credits. The crisis slow

down the development of the economy and the mostaffected are these types of enterprises. The statistics

show that they dont have a Research & Development

Department, and if they have one, it is kind of pennilessand small wages for researchers.

2.2. The personnel implication


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rafinated and to stay in business, the owners must havequality.

b. male versus female

Technology changing by workers`

sex

0

50

100

male female

Males are more motivated by the changing oftechnologies (82%) than women. Its obvious, as long as

most of men have technical capacities and have strengthto work in hard conditions.

c. level of education

Technological change by level of

education

0

20

40

60

vocational high school university master

The higher is the level of education, the bigger is the

willing to do an interesting job that deserves specificknowledge: master employees are opened to new

techniques (44%), in opposition with the vocationalworkers who are not prepared to perform sophisticated

jobs (7%).

The human resources are the organizations core

competences when they congregate the followingconditions: are unique, hard to copy, valuable andorganized. The human resources may become core

competences and can generate competitive advantage ifthey can be trained to reach the objectives settled

through strategy. The way to do this is a deep-thoughtmotivation. The normal succession of motivation is

action, and the expected results of the action generatesatisfaction.

4. CONCLUSIONS

The globalization destroyed the borders on productor services selling. The Internet provides information

world-wide. What is new today may be old tomorrow. Ifyesterday we could only dream to be connected to the

modern technologies, today its a fact.All the past calculations are history: it may be

cheaper to contract a company from Germany if youwant to build a home in England. The transportation

expenses will be meaningless if the workers come withnew and low-cost technologies, they do their jobs

perfect and in less time. There are no limits in satisfyingthe customers` demands.

For that kind of employees, money is important, of

course, but the pride to be trusted in fulfilling the jobs isstronger. If they are well motivated, they are committed

to their company and are proud working there. Its all

about the charisma and determination of the leadership.That`s why the motivation methods are essential in

modern and successful companies by some reasons:

- improve the efficiency when the job is welldone

- lead to higher quality of work

- create pride and confidence among employees- reduce the fluctuation and absenteeism

The Human Resources Department of Procter&Gamble made a robot-portrait of the ideal

employee: For my company, the ideal employer is theone who provides the possibility of my development

and it gives me freedom in expressing my ideas andundertaking. Of course, money is important, but I expect

other types of motivations. The working climate isextremely important and the team is too. At the same

time, the fact that my efforts are estimated, that thepromotion is based on performance, its only up to meto have a successful carrier.

Of course, there must be a limit in everything. The

robots may replace some of the organizations` activities.But the human being has brain, which is not replaceable.

The creativity has to be used in positive directions;otherwise the disasters cannot be controlled.

Another danger is the dilution of personality. Whowould think 20 years ago that today citizens come to the

country to assist the peasants to milk cows or to see (asin a museum) plantations with potatoes, tomatoes or

Halloween pumpkins?

References

1.Huntington, S., Ciocnirea civilizaiilor i refacerea ordinii

mondiale, Ed. Antet, Bucureti, 1998

2. Lockwood, N., Strategic Human Resource Management in theFederal Sector: human resources emerging role and the demand for

leadership, Human Resources Magazine, July, 2006

3. Hertzberg, F., The Motivation to Work, John Wiley&sons, New

York, 1987

4. Beardwell, I., Holden, I.,Human ResourcesManagement, aContemporary Approach, Prentice Hall, United Kingdom, 2001


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how can the changing of technology become a motivating factor in human resources management corect

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