Organizational Barriers to Technology Adoption Oz Assignments

Organizational Barriers to Technology Adoption Oz Assignments

Organizational Barriers to Technology Adoption Oz Assignments

Theoretical Framework

Key Constructs and Definition

Adoption of a technology is a major change in the organisation that is aimed at enhancing the service delivery capability of the organisation. However, there are certain factors that restricts the leveraging of the technology and it includes infrastructure of the organisation, employee resistance, improper adoption and multiple other. One of the major challenge that restricts the leveraging of the technology is the employee benefits resistance. According to (Taylor et al., 2015), the resistance of the employee is the most crucial constraint that is faced by the organisation while making a technological change because employee is the most prominent resource of the organisation and will also be the end-user of the adopted technology. Hence, it becomes of core prominence that the enablers and constraints be identified that formulates the perception of the employee towards technological adoption. Several literary work had been assessed on the topic and the findings from them reveals that the constraints that formulates the perception of the employee towards technological adoption and use can be categories into three different categories. The discussed categories are organisational constraints, individual constraints and social constraints (Navimipour & Soltani, 2016). Assessment of the discussed categories is also crucial because if the discussed constraints are mitigated then they will act as the enablers for the technological adoption and completely alter the perception of the employee. The identified categories have been detailed below to offer the factors according to the perception shared by the stakeholders of the Dell International.

Operational Definitions

If the technology is extremely difficult to use, it is likely that employees would not want to use it

The perception of the IT team of the firm is adequate because the findings from the scholarly article suggests that the organisational factors such as the training, managerial support and similar other factors if not provided to the employee they will restrain the technological adoption. The reason for the above made statement can be supported by the fact that training of a new technology is done to comfort the employee with the technology. Training along with the managerial support offer a sense of confidence to the employee over the use of the technology (Ranjan & Baral, 2015). The above statement can be emphasised to state that the difficulty and lack of knowledge is one of the crucial factor that makes the employee believe that the new technology will be difficult to use and hence develops resistance toward its adoption.

If the employees find the new technology useful to their work, they would definitely adopt it

The individual factors identified of the literary work includes perceived usefulness, enjoyment with the technology, prior experience, image and personal innovation (Sharma et al., 2016). The above discussed factor are the believes of the employee who before adopting the technology aims to decipher the technology in context to their work. They aim to identify whether or not the technology will offer assistance in their work or will it act as a constraint. Furthermore, they also seek definition for the fact that whether or not the technology will offer them the opportunity to explore their innovative approach (Chin, Evans & Choo, 2015). Similarly, experience with past technology that hampered their productivity may also be an influential factor. Hence, it would be justified to state that the literary work is supportive of the idea that the employee will adopt the technology if it supports their work.

If sufficient social influence is created, employees automatically accept the new technology

The social influence has also been identified as a crucial factor for the adoption of the technology. If the social group of an employee is willing to adopt a new technology, then the former also accepts the technology. The fear of lacking behind in the social group is the reason for the discussed adoption (Sanakulov & Karjaluoto, 2015). Though, it can be considered as a pressured adoption but, the employees will adopt the technology and is supportive of the idea presented by the departmental director.

The discussion above can be summarised to state that different ideas presented by the stakeholders of the enterprises over the employee’s perception towards the adoption of new technology may vary but are in context with the past literary works. Along with the above discussed factors demographic is another one of the crucial factor that influences the decision of the employee towards adoption of the information technology (El Quirdi et al., 2016). The demographic includes gender, age. Knowledge level, background and others. Hence, it can be summarised to state that technology adoption perception of an employee is driven by many factors and it is crucial to assess them to have a successful adoption of technology.

Theoretical Framework

Figure: Framework
(Source: Created by Author)

Research Objective

The theoretical work has discussed different aspects of the literary work available on the topic of discussion and it have supported the claims made by the Dell’s Stakeholders. However, certain gaps have been identified and based on them the research objective have been decided. The primary objective of the paper is to identify the potential measures that can mitigate the identified constraints. Sub-objective includes

A detailed view of the demographic constraints and how it can be mitigated.

To identify the ethical impact of the social pressure as an enabler for technological adoption by the employee.

References

1. Chin, C. P. Y., Evans, N., & Choo, K. K. R. (2015). Exploring factors influencing the use of enterprise social networks in multinational professional service firms. Journal of Organizational Computing and Electronic Commerce25(3), 289-315.
2. El Ouirdi, M., El Ouirdi, A., Segers, J., & Pais, I. (2016). Technology adoption in employee recruitment: The case of social media in Central and Eastern Europe. Computers in Human Behavior57, 240-249.
3. Navimipour, N. J., & Soltani, Z. (2016). The impact of cost, technology acceptance and employees' satisfaction on the effectiveness of the electronic customer relationship management systems. Computers in Human Behavior55, 1052-1066.
4. Rajan, C. A., & Baral, R. (2015). Adoption of ERP system: An empirical study of factors influencing the usage of ERP and its impact on end user. IIMB Management Review27(2), 105-117.
5. Sanakulov, N., & Karjaluoto, H. (2015). Consumer adoption of mobile technologies: a literature review. International Journal of Mobile Communications13(3), 244-275.
6. Sharma, S. K., Al-Badi, A. H., Govindaluri, S. M., & Al-Kharusi, M. H. (2016). Predicting motivators of cloud computing adoption: A developing country perspective. Computers in Human Behavior62, 61-69.
7. Taylor, J., Coates, E., Brewster, L., Mountain, G., Wessels, B., & Hawley, M. S. (2015). Examining the use of telehealth in community nursing: identifying the factors affecting frontline staff acceptance and telehealth adoption. Journal of advanced nursing71(2), 326-337.