Free Sample: Impact of Technology and Workforce Diversity paper example for writing essay

Impact of Technology and Workforce Diversity - Essay Example

This is also important for them to be able to stay ahead of the game and face competition. Businesses today use technology in almost every facet of operation. They communicate with advanced network systems; they analyze data and plot forecasts using complicated programs; they utilize all types of digital media for marketing campaigns; and they streamline operations with new inventory and check-out systems. Technology is not without its downsides, but business cannot deny the impact it has had on every level.

As we enter the 21 SST century, workforce diversity has become an essential business once. In the so-called information age, the greatest assets of most companies are now on two feet (or a set of wheels). Undeniably, there is a talent war raging. No company can afford to unnecessarily restrict its ability to attract and retain the very best employees available.. Employers are realizing the Importance of a diverse workforce and the impact it has on the business. Diversity is the inclusion of things, people, and places that are different.

For example, having different races, genders, ages, and ethnicities of people In one place Is showing great diversity. No one thing r person Is the same and Is made up of different cultures and backgrounds. Also diversity can be the different opinions of Individuals. When a company shows diversity, their employees will work with better attitudes and an exceptional work ethic. Allowing an employee who may not be as educated as another employee the opportunity to advance from an entry-level position to a managerial position Is showing diversity.

It is showing that employment and growth Is provided for those who have not received a college degree but still value their work ethic, and showing allows for flexibility and creative thinking. People from different cultures and surrounds bring new perspectives and fresh ideas to the table. A diverse organization allows for more business opportunities and draws a larger audience. Further, one must take into consideration the effect of cultural diversity on the use of technology in corporate. Cultural diversity and technology in the workplace encompasses a number of factors, ranging from age and generation to socioeconomic status and income.

The rate at which workers embrace or depend on technology in the workplace may also depend on gender or familiarity with technology solutions and the effectiveness of technology for workplace efficiency. Technology and the Corporate World The impact of information technology on the office has been a topic of interest for many years. Vinegar Bush first wrote about it in 1945 when he argued that machines could function as an extension to human memory and he proposed a machine that he called a Mimes. Soon enough, the world’s first modern computer was invented and since then computers have changed the way business is done.

In the diagram to the left, a simple relationship is illustrated between technology drivers, business environments and company strategies. Technology drivers – I. E. , hanged in how we do things – change the business environment, which again imposes changes in strategies of companies. Technology strategy aims to enable companies to understand the technology drivers to be able to change their strategies before the business environment forces them to. Together with the advancement of science and technology, technological innovations grew along with it, resulting to the emergence of new equipment and gadgets.

No matter how big or small a company is, technology brings both intangible and tangible benefits to become cost efficient and to meet the growing demands and needs of customers. Technological innovations affect corporate efficiency, culture and relationship among employees, clients, suppliers and customers. The type and quality of technology used affect the security of confidential business information. The impact that technology has had on business can be understood from the following features: Speed: * Technology allows businesses to do everything faster.

Many processes that once required ledgers, checkbooks and Journal notations have now moved onto computer systems. Logging in and out, updating inventory information and communicating can now happen much more swiftly. This allows businesses to react immediately to any changes. Accuracy: * A properly designed computer program does not make any mistakes, and its computations (not its inputs) are free from human error. This means that a calculation done by a computer program (like Excel) will always be accurate and trustworthy.

Unless the coding or the inputs are wrong, there is no chance a program can produce inaccurate data. Competition: * Technology moves very quickly, constantly evolving and creating new devices and faster systems. Businesses note these changes and attempt to move with technology, adapting it to their present and future needs while also keeping a wary eye on the technology and its application to business, a process by which everyone benefits. Confusion: * While technology is useful, its fast pace and complex systems can be confusing.

If companies want to update their systems or change the type of technology they use, they have to retrain not only employees, but often customers. New employees must also be trained in using business systems, which can create confusion. 00 Availability: * Technology is very available, meaning that it is easy for competitors of all sizes to use and learn. This makes it difficult for businesses to keep up with technological changes and vastly increases the number of competitors in their market as smaller business can use technology to offer value to a wider range of consumers.

Crime: * Technology also increases the possibility of crime. A tech-savvy employee can embezzle funds and make it difficult for the company to trace. Hackers can access personal and financial data of customers who trust the company to keep their information safe. Businesses must spend time and money developing safeguards against these events. These features reveal that technology can have positive as well s negative affects on business. Given below are a few advantages and disadvantages arising from technology in business.

Table 1 : Advantages of Technology to business: I Customer Relations I Technology affects the way companies communicate and establish relations with their clients. In a fast moving and business environment, it is vital for them to interact with clients regularly and quickly to gain their trust and to obtain customer loyalty. With the use of Internet and online social networks, firms interact with consumers and answer all their queries about the product. Establishing effective communication with customers not only creates rapport with them, but it also creates strong public image.

I Business Operations I With the use of technological innovations, business owners and entrepreneur understand their cash flow better, how to manage their storage costs well and enables you to save time and money. I Corporate Culture I Technology lets employees communicate and interact with other employees in other countries. It establishes clique and prevents social tensions from arising. I Security I Modern security equipment enables companies to protect their financial data, confidential business information and decisions. I Research Opportunities I It provides a venue to conduct studies to keep themselves ahead of competitors.

It allows companies to virtually travel into unknown markets. I Corporate Reports I With technology, business enterprises communicate effectively with their branch offices to deliver quality financial and operational reports. I Industrial Productivity I Through the use of business software programs or software packages, it automated traditional manufacturing process, reduces labor costs and enhances manufacturing productivity. It enables companies to increase efficiency and production output. I Business mobility I Technological innovations improved companies’ sales, services, shorted lead-time on receiving and delivering goods and services.

Enables them to penetrate multiple markets at least costs. I Global Interfacing I Work projects and business profits all connect to globalization enabled by technology. Everyone can connect with those in foreign countries with the with a foreign partner or associate. I Speed of Connections I Technology helps organize the work environment. Everything from payroll to inventory is managed more efficiently with well-designed software in place. Documents, such as letters or overspent proposals for contract work, are easier to write and edit on the computer.

Phone systems include technology for three-way or four-way calling, for example, to save time. Conference calls also save plane fare and hotel costs if group calls are productive. I Table 1: Advantages of Technology to business: also creates strong public image. I Business Operations I With the use of Research Opportunities I It provides a venue to conduct studies to keep click of a mouse. Decades ago, it would have taken months or years to find an inroad Expenses I Having cutting-edge technology is an ongoing expense. There are initial arching costs, as well as ongoing maintenance, updates and training expenses.

In the event of a system failure occurring, loss of revenue could result due to loss of services rendered or product production being halted. I Security I With cases frequently in the news, it is no surprise that there is a risk of cyber crime when utilizing technology. According to a U. S. Department of Justice news release, people as young as 21 are running technology-based crime rings, stealing consumer information and costing customers and companies millions of dollars. A 2007 Computer Security Institute survey reported there was $21. Million lost due to financial fraud, $8. Million to viruses, $6. 9 million by system penetration by an outsider and $5. 7 million due to confidential data theft. In addition to those problems were insider abusers costing organizations money due to mobile hardware theft and abuse of email or Internet privileges. I Disconnectedness I With technology playing such a large role in the workplace, people have become disconnected from final products and each other. Job tasks are often delineated; therefore, fewer people are a part of the final creation. This can lead to dissatisfaction or workplace boredom.

In edition to this, as more employees utilize technology in everyday communication; messages are being misunderstood, often making workers appear rude. People reading email, texts or instant messages, for instance, cannot accurately measure tone or utilize body language as points of reference. However, venues such as video conferencing eliminated some communication obstacles. I Distractions I Aside from issues ceasing work production such as system failures, interruptions can include email and instant messages. According to CENT News, on average, it takes eight minutes for a person to return to a creative state.

Some business people, such as Dan Russell, senior manager with Vim’s Allemande Research Center, has embraced daily disconnection. He checks email only twice daily and occasionally schedules out- of-office time to get creative. There are other forms of technology vying for employee time including online games, music and videos. I Workforce Diversity Diversity in the workplace is valuable to both associations and employers. It can be challenging to create a diverse workplace where everyone gets along, but it is often essential to the success of a business.

As a concept, diversity is considered to be inclusive of everyone. Diversity is about learning from others who are not the same, about dignity and respect for all, and about creating workplace environments and practices that encourage learning from others and capture the advantage of diverse perspectives. Generally speaking, the term “Workforce Diversity’ refers to policies and practices that seek to include people within a workforce who are considered to be, in some way, different from those in the prevailing constituency.

In this context, here is a quick overview of seven predominant factors that motivate companies, large and mall, to diversify their workforces: As a Social Responsibility Because many of the beneficiaries of good diversity practices are from groups of people that are “disadvantaged” in our communities, there is certainly good reason to diversifying our workforces, we can give individuals the “break” they need to earn a living and achieve their dreams. As an Economic Payback Many groups of people who have been excluded from workplaces are consequently reliant on tax-supported social service programs.

Diversifying the workforce, particularly through initiatives like welfare-to-work, can effectively turn tax users into sprayers. As a Resource Imperative The changing demographics in the workforce, that were heralded a decade ago, are now upon us. Today’s labor pool is dramatically different than in the past. No longer dominated by a homogeneous group of males, available talent is now overwhelmingly represented by people from a vast array of backgrounds and life experiences.

Competitive companies cannot allow discriminatory preferences and practices to impede them from attracting the best available talent within that pool. As a Global Competitive Requirement In order to compete globally and leverage Indian’s enormous human resource that is tot, a talent passes well as an untapped market, the Indian Industry must continue to create workplaces that tap the full potential of every employee. The ability of a diverse group of people to build strength and unity through diversity is the power that propels the organization and consequently, Indian industry, into new dimensions of performance.

As a Marketing Strategy Buying power, particularly in today’s global economy, is represented by people from all walks of life (ethnicities, races, ages, abilities, genders, sexual orientations, etc. ) To ensure that their products and services are designed to appeal to this diverse customer base, “smart” companies, are hiring people, from those walks of life – for their specialized insights and knowledge. Similarly, companies who interact directly with the public are finding increasingly important to have the makeup of their workforces reflect the makeup of their customer base.

As a Business Communications Strategy All companies are seeing a growing diversity in the workforces around them – their vendors, partners and customers. Companies that choose to retain homogeneous workforces will likely find themselves increasingly ineffective in their external interactions and communications. As a Capacity-building Strategy Tumultuous change is the norm in the business climate of the 21st century. Companies that prosper have the capacity to effectively solve problems, rapidly adapt to new situations, readily identify new opportunities and quickly capitalize on them.

The range of talent, experience, knowledge, insight, and imagination available in their workforces can measure this capacity. In recruiting employees, successful companies recognize conformity to the status quo as a distinct disadvantage. In addition to their job-specific abilities, employees are increasingly valued for the unique qualities and respective that they can also bring to the table. For whichever of these reasons that motivates them, it is clear that companies that diversify their workforces will have a distinct competitive advantage over those that don’t.

Further, it is clear that the greatest benefits of workforce diversity will be experienced, not by the companies that that have learned to employ people in spite of their differences, but by the companies that have learned to employ people because of them. Highlighted by Martin N. Davidson in his book “The End of Diversity As We Know It. ” Davidson, who has served as diversity officer at the University of Virginia and has consulted with many companies on the issue, maintains that diversity is a good idea but that current approaches to it are failing.

He believes: * Increased diversity doesn’t always improve performance. Research bears this out, according to Davidson. * Diverse groups do perform better sort of. There is a link between high performance and diversity on groups or teams, if not with companies. * Increased diversity doesn’t make anyone happier. Leaders must work to create the proper conditions, not Just let happiness happen. Hiring for diversity is tough. Even people who value diversity don’t necessarily know how to recruit people who are different. * Retaining a diverse workforce is difficult.

Turnover has shown to be high among diverse workforces. * Resistance to diversity is alive and well. And, it starts with those fearing they have the most to lose. The Indian Perspective: In the last few years, the focus of efforts in corporations across the world has shifted from diversity to inclusion. This sea change has happened without fanfare and almost without notice. The IT and BOP companies – both the NC companies as well s the homegrown Indian companies – have been in the forefront of this transformation.

Workplace diversity in India has typically started with gender diversity. After having a robust gender inclusively programmer in place, organizations go on to applying the same template to cultural and generational diversity and inclusion of the differently-abele. In order to compete globally and leverage Indian’s enormous human resource that is both, a talent passes well as an untapped market, the Indian Industry must continue to create workplaces that tap the full potential of every employee.

The ability of a diverse group of people to build strength and unity through diversity is the power that propels the organization and consequently, Indian industry, into new dimensions of performance. * Indian’s workforce is preponderantly young. Large numbers are entering the professional workforce at a time of rapid economic expansion that provides increased opportunity for the well qualified and well connected. However, access to professional education, colonization, entry and career advancement is still disproportionately concentrated among social groups that have traditionally dominated the professional fields.

Despite its many strengths, the educational system doesn’t provide sufficient trained talent for the Job market, particularly the IT sector that is the new economy’s engine of growth. This puts special pressures on employers in India around finding, competing for, holding and cultivating the skilled employees they need. * In India, the main diversity categories are gender, religion, place of birth (Ethan-linguistic region) and, for Hindus, caste – specifically, whether individuals belong to one of the traditionally dominant “Forward Castes,” one of the traditionally excluded “Scheduled

Castes” or “Scheduled Tribes,” or the large “Other Backward Castes” grouping. * The legal safeguards redress mechanisms and monitoring processes in India are less developed than in most countries; discrimination in recruitment, selection and career toward correcting caste-based employment discrimination has been quantitatively fixed reservations (quotas) in public-sector Jobs, state-financed colleges and legislatures.

The pros and cons of this approach are passionately debated, in ways reminiscent of public controversies in the early days of civil rights and affirmative action legislation in the United States. Recent attempts by the Indian government to extend the reservations system to the private sector have met stiff resistance from Indian industry, and this initiative is now on hold. Backlash against the existing reservations system has also won some legal victories. The coming decade will see continuing controversy and change in this aspect of Indian’s legal framework.

A sign of voluntary change is the adoption by most of Indian’s major IT companies of the U. N. Global Compact’s principles regarding the elimination of discrimination with respect to employment and occupation. The Impact of Technological Change on Business Activity * Cultural Diversity The definition of cultural diversity spans far wider than ethnicity where technology is concerned. Generational culture has a definite impact on the use of technology in the workplace, and to some extent, racial and socioeconomic differences.