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Management Of Innovation And Organizational Change

Change in the organization is necessary in terms of technology, finance system, HR policies, etc. this will provide the edge to the existing organization in the market and will be helpful in future uncertainties (McLoughlin & Harris, 1997). The essay will provide insight into change in technology through a case study (Power Doc). This will also evaluate the implementation strategy of change, theories of technology, and organizational change. The role of human factors in the implementation of workplace technology is the main theme of the essay. All the relevant aspects such as its effects, implications, and benefits for the organization and customer both will evaluate deeply in the document. These all things are necessary to understand so that an individual can relate findings from the case study to their organization.
The Power Doc was facing issues regarding the implementation of new technology. They were not considering humans as an important factor in the organization and only rely on technology a result staff turnover increased. The case study raises the concern regarding the interdependent issues such as work organization, people, technology, and organizational structure. The Power Doc case study also showed the participation of a few stakeholders (mainly the data processing director or finance director) for a big decision whereas they must include some more stakeholders such as the accounts manager and secretarial staff at the end of the day they were the person who has to work on new technology. Proper allocation of staff was also the reason for facing such kind of issue. Power doc allows junior secretaries to work on new technology whereas they did not have skills for that and then the result was facing more escalations and reworks. Power doc was the best example to understand the importance of human factor in the implementation of workplace technology.
The power doc was implemented ERP system known as Enterprise Resource Planning system. ERP is a computer-based technology that integrates data across an organization and imposes some standardized procedures to transform the raw data into a valuable product for the organization (Malik et al., 2021). Due to this integration capacity, this technology transforms the management, nature, and system of an organization. Power Doc was not able to understand the nature of technology and accordingly not prepare for the future consequences. This is due to a lack of communication among all the employees and misinformation.
Theories of technology change aim to explain the factors that contribute to technological innovation and also provide the effect of technology on culture and society. Many organizations implement new technological changes and enjoy higher in a competitive market (Rhodes & Carter, 1998). Power Doc also takes some forward steps in the market but due to improper implementation of technological change and less involvement of human factors in implementation of technological strategies it was not able to produce valid output. Innovation is an inherently human endeavor. In the given case study the organization not understand the importance of humans in successfully implemented the technology innovation. People with skills, experience and with their capabilities make successful to any innovation project in the organization. There are mainly three reasons for doing technological change in the organization first is research and development, second is the need of the market, and third is to earn more profit. Proper process of implementation should be made before implementing any strategy in organization. All the future consequences should be written down and what are the resources organizations have for overcoming those consequences. If all such thinks are in favor of organization then it should go for implement new strategy in organization.
As discussed that Power Doc did not involve stakeholders in deciding on a change in the organization. If it involved stakeholders in any change in the organization it may help Power Doc in implementing the technology in better way. Stakeholder interaction facilitates the discussion of a particular change organization is planning to implement. It can be related to technology, innovation, human resource, and any policy regarding the internal environment of the organization. It can be observed practically that strategic decision taken without the interaction of stakeholders is not in favor of the organization (Ratana et al., 2020). It was also associated with the role of human factors in the implementation. If Power Doc discussed with stake holders then may be it did not face such issues.
Implementation of the new technology in the organization can be understood concerning the management objective as they want to implement either an informate or automate workforce strategy. In Power Doc they used automate workforce as they did not provide any training to the employees regarding the application of computers, the skills of workers were reduced due to automation and there was no scope for growth. Automate workforce strategy facilitates cost-cutting as minimum human employees are needed for the work (Zuboff, 1985). One or two people can handle all the work related to automated technology. It increases the displacement of labor because of the non-availability of work. On the other hand, an informate strategy provides high-value output as employees took training and has a discussion before implementing the technology and proper work is allocated based on skills (Al-Sultan et al., 2019). Additionally, this will also boost the skill set of workers and provide a broader job description. Employees find future growth in informate strategy as facilitates individual as well as organizational growth. 
However, the selection of strategy depends on the nature of the organization and its operations. Technology change and innovation is a social process in which people, places, and social networks are essential (Singh et al., 2021). Technology and innovation are necessary for the growth of an organization as well as society as products and services are the outputs of organizational operations. Changes in the organizational technology also affect the society as at the end society is the place which uses the final product made by organization (Bickerich et al., 2018). Human beings have a desire to change, which is the reason for the occurrence of social change. Because of society's demands organizations have to change their methods vie to adopt new technologies. There are various benefits of technology for the organization as well as society. First, the organization uses technology for fast operations and to minimize the cost of the overall product. This will also help in increasing the quality of products as machines are more accurate than humans (Mardani et al., 2018). Additionally, for operating a machine or a tool human power is necessary and employees also have to develop some more skills to operate a particular machine. That facilitates the development of humans however these skills will be useful for the organization but this will increase the confidence in humans that they know something different.
The essay concluded that technical implementation needs proper planning and structure for all associated elements such as operational training, allocation of work, and the most important human factors. There are certain consequences and changes occurred by applying technical changes in the organization (Balica, 2019). It may affect the total change in the organization which may be not comfortable for some employees but they have to understand the nature of change and its importance. Power Doc organization was not able to implement technology in the right way and faced implications. Stakeholder discussion is necessary to take such kind of goal-oriented action. It gives us a different perspective and helps in making a calculative decision in favor of the organization. Organizations should apply “informate” workforce strategy that provides double benefits to the organization. The strategy helps in adding value to the goods and services and reskilling. It also provides a broader job description about the job. If an organization wants to expand and grow then it should informate workforce strategy. Technological changes are a part of human life. Humans have a desire for change that's why they are attracted to the new products. Overall technological change is a social process it is not a one-off event that only occurs in a particular organization.

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