Implementation of new technology

Workers resist the implementation of new technology because they are fear of loss of status, money, control or something else that they value such as losing a workplace with which they are comfortable. For example, construction workers in US resist the implementation of new technology which requires computer knowledge. According to the president of Chicago-based landscape contracting firm, many of company’s younger workers are technically savvy because they growing up using computer while the implementation of IT can cause a lot of distress for some older workers who do not use computer [1] .In another case, a company promise the process workers a 5% increase in their pay if they increased the number of assemblies they produced by 30% over a one-month period but the increase in productivity was only possible if the process worker learned and used the new computer controlled production machine. One of the reasons is that the bonus is not enough for to make changes to lifestyle. The second reason would be whether they will get the bonus as promised because in the past the management always reneged and excuses to not giving the bonus. The third reason is that the workers could not achieve the standard given because they had never used computer and fear of the prospect [2].
Human are people of habit, and it is hard for many people to change the way they have in the past. The workers tend to fear of unknown, and introducing change means the introduction of new and unknown elements to their work environment.
When workers feel threatened by some changes, they will likely to resist it. The resistance can be overt and observable. For example, they slowdown their works or sabotage their works. The resistance also can be covert and not readily observable because it is doe under the guise of ‘working as usual’ [3].

The manager insures that the implementation of new technology can be positive rather than negative by taking initiative. Involvement of system users in the implementation of the system not only produces better results but also helps overcome resistance to the changes in how work gets done. The system users will support the implementation if they involve in the designing the changes in the organization. Alteration in routine practices and work procedures decrease worker's confidence and ability to perform successfully. Participation in planning and implementation helps the workers accept new technology and working methods. Change can creates conflict within an organization between those who support the change and those who do not. Workers do not change unless they see a good reason for they to so. So the important first step to implement a new technology is to make a persuasive case for change by mount a political campaign and present an agenda. The workers also need to know why the change is necessary and important. The message must be show repeatedly using multiple media such as slide presentations, graphs and charts, and in one-on-one conversations. Sometime the increase of level of dissatisfaction with the current system is necessary to build the changes in the system.

[1] Mike Soniat (2008), ‘Overcoming Employee Resistance to Technology’, available at http://www.constructionexec.com/Issues/September_2008/Workforce_Development.aspx [Accessed 25 March 2009]

[2] Leslie Allan,‘Why People Resist Change’, available at
http://www.thefreelibrary.com/Why+People+Resist+Change-a01073927411 [Accessed 25 March 2009]

[3] Louise Fleming, ‘Business Studies: Your step by step guide to HSC success’ available at http://books.google.com.my/books?id=c_DsWIQ4QvoC&pg=PA27&lpg=PA27&dq=example+worker+resist+new+technology&source=bl&ots=P-SmKQrzuS&sig=rlryY2STTWQ2FbQIgo6zewCknZM&hl=en&ei=7cnJScvOO5yi6gPR_7ivAg&sa=X&oi=book_result&resnum=4&ct=result#PPA28,M1 [Accessed 25 March 2009]

[4] Robert T. Bramson and Ruth A. Bramson (2004), available at http://www.ajronline.org/cgi/content/full/184/6/1727 [Accessed 24 March]