2 Responses Required-12 Hours Please

Running head: DB THREE- WEEK 5 1

DB THREE– WEEK 5 6

Discussion Board Three

BUSI 610 Organization Theory & Design

Discussion Board Three

Discussion board three will complete a response to Chapter 8 question: Do you believe that technology will eventually enable high-level managers to do their job with little face-to-face communication?

Technology

Technology is constantly changing the way the world operates. Take for example online classes and team support to gain further education. The approach would not have been possible not that long ago and yet today it is common to be a non-traditional student and to be a part of the technology possibilities through online learning. This simple example of furthering education differently provides a foundational thought process that impacts the world of management in regards to organizational structure and communication. There are many impacts of technology on an organization. Draft (2016) elaborates to say “Some specific implications of these advances for organization design are smaller organizations, decentralized structures, improved internal and external coordination, and new network organization structures (p. 331).” Delving into the implications further what technological advancements offer the above impacts will be explored.

Similar to the example of online learning the internet access has allowed the traditional organization structure to change. What once was common is no longer. The impact on physical locations have changed and therefore necessitates different management operations. Take for example the manager of an all-digital company there would never be true traditional face-to-face communication, although there may be alternatives. In addition to type of organization there is also a difference when one is evaluating the information that technology can support and in turn could lead to less employees, and or more employees able to complete their tasks from anywhere around the world. In the interest of manufacturing companies the efficiencies technology can support can allow for higher outputs while at the same time eliminating the cost of employees. “Change occurs rapidly and companies work hard to reduce staffing. In lieu of a formal change agent, companies often rely on organizational learning to quickly adopt new technology (Reardon, 2010, p. 203).” Technology changes the way the employers work and therefore will also change the approach to how managers will lead an organization. Regardless of the size or location that an organization is ran the approach to IT acceptance is what allows most business to be successful today.

Organizational Change

Structural change is common when implementing information technology within organizations. The more information available through technology the less hands-on within the company the manager may need to be. A more decentralized approach is common within the organizations that have adopted the technological advancements and are less of the hierarchical structure (Draft, 2016, p. 331-332). With the impact of a decentralized approach the organization must consider communication approach and information sharing techniques as the leadership approach in some instances is not the top down but more leverage from within on decision making.

The intranet allows companies to have access to the codified knowledge providing resources to all. The benefit of this is that the access allows for what once maybe few subject matter experts had for knowledge is now transferable and accessible anywhere on the company’s own network. The understanding of knowledge being able to be read and understood is not where all information is held. “These characteristics of knowledge have important consequences for the economics and management of innovation (Grimaldi & Torrisis, 2001, p.1426).” Tactic knowledge is not as measurable, however, is just as valuable within the organization structure. “A fundamental difference between codified and tacit knowledge is that the latter enables firms to solve specific problems, even when there is no general understanding of the reasons behind these problems or the optimal rational methods for their solution (Grimaldi & Torrisis, 2001, p.1426).” The concept of codified and tactic knowledge takes time and modification efforts to document that understanding within any organization. When evaluating if high-level management have potential to limit face-to-face contact time one can argue that this information needs structure and maintenance to hold relevancy. As with technology the advancement and upkeep are always a given expectancy it may look different on who manages this knowledge once initially established within any firm. With the changes of the technology and knowledge generates new network structural changes.

Social Network Analysis

A common technique to analyze the work flow and best structural design regarding knowledge in an organization is the concept of the social network analysis. This tool facilitates a more quantifiable approach to why employees make decisions in regards to workplace relationships. The analysis provides data, facts, and statistics to influence change allowing managers to have a more scientific approach to change in comparison to a more instinct evaluation approach. (Draft, 2016). In evaluating the effectiveness of social network analysis () state:  “We view SNA as a promising approach to understand and overcome structural challenges to knowledge flow and thus help improve the way that these networks are designed and constructed as informational governance strategies for sustainability (Munoz-Erickson & Cutts, 2016, p. 58).” Understanding and having the knowledge and tools accessible through technological advances will further allow the foundation of an organizations sustainability.

Conclusion

In evaluating technology and the impact on high-level management the approach of leading an organization does not look the same today as it did thirty years ago. Technology has provided avenues to knowledge information through the intranet, structural changes with people working from home, and use of knowledge leverage in different ways. With these enhancements the question if high-level management will have little face-to-face communication is true. The approach to communication is still necessary but can be done through other avenues that are not necessarily in person. With the possibility of limiting face-to-face this author does not necessarily agree that there should be little face-to-face.

One foundation that is necessary for believers is the importance of community. Togetherness allows deeper relationships with one another and deepens our faith and encourages us to do more for the Kingdom. 1 Corinthians 14:26 “What then, brothers? When you come together, each one has a hymn, a lesson, a revelation, a tongue, or an interpretation. Let all things be done for building up (ESV).” The possibilities and advantages make it possible to have little interaction. The difficulty may be to find the balance between how to continue to be a manager that is relevant and growing in comparison who seems out of reach because of the technological advancements.

References

Daft, R. L. (2016). Organization theory & design. (12th ed.). Boston, MA: Cengage Learning.      

Grimaldi, R. & Torrisis, S. (2001). Codified-tactic and general-specific knowledge in the division of labour among firms: A study of the software industry. Research Policy, 30 (9), 1425-1442

Munoz-Erickson, T.A., & Cutts, B.B. (2016). Structural dimensions of knowledge-action networks for sustainability. Current Opinion in Environmental Sustainability, 18, 56-64.

Reardon, R. F. (2010) The impact of learning culture on worker response to new technology. Journal of Workplace Learning, Volume 22(4) p. 201-211.