The Influence of Technology on Manager-Employee Relations

The overarching theme for this blog post is to discuss the influence that technology has on manager-employee relations. We will use core concepts that have been discussed in class, such as diversity, which are affected by the use of technology in the workplace. It is important to discuss the relation between these concepts and the effect that it has on manager-employee relations because it can make or break a company in terms of efficiency and productivity.

Blom, T., Du Plessis, Y., & Kazeroony, H. (2019). The role of electronic human resource management in diverse workforce efficiency. South African Journal of Human Resource Management. 1-8.

This journal article questioned how technological changes affect a diverse workforce (through a case study). Technology has always played a significant role in changing the way organizations work, however every technological change superseded diversity markers such as race, ethnicity and gender. Different ways of thinking were displayed about new changes (mainly abrupt changes). Management thinks that changes in technology are inevitable and bound to happen. Elder employees perceived new technology to be threatening to individuals and teams, while other employees think that these changes are rough and messy. Overall, negative psycho-socio emotions come into play during the process of technological change implementations. Individuals don’t feel fully engaged with the organization but instead the feelings of stress, fear and anxiety arise. This article supports our blog because it displays the negative effects of implementing new technology abruptly with a lack in preparation and integration. Technology changes should be integrated, not just focused on the operational efficiencies. We will be using this in the body of our blog to address why it is important to introduce new technological changes slowly and beforehand, to avoid causing harm to the diversity of the workforce.

Deogaonkar, A. (2013). Emerging technologies and impact on employee relations. International Journal of Scientific and Research Publications, 2. Retrieved from Ijsrp-p2176.pdf

In this article the author goes in depth on how technology has affected the workplace relations between management and employees. The author talks not only about the negative aspects that this could have on company relations but also the positives. One of the most important aspects that is discussed is the company’s ability to find a healthy medium between using technology and interpersonal communication. This is important because technology, as helpful as it can be, in many instances can also lead to lack of personal relationships which has a large impact on work effort by employees. In order to find this middle ground a department such as human resources can be effective in gauging the most effective ways of communicating in the workplace between management and employees, and to take necessary action to find the best method.

Fister, G. S. (2016). When it comes to technology, all that glitters is not gold. Chief Learning Officer, 15(9), 36–40.

This short article written by Sarah Gale talks about how technology is an enabler not a solution, and how companies must learn the systems they want to implement before they can implement it into their company. The article continues with some stats that only 43% of companies are satisfied with their learning system, and that in 2015 $6.54 billion was put toward new learning technologies. Another large part of the article is about how employee generated content is becoming more and more valuable for companies, and executives aren’t having to find content to teach but curate it and make it readily available for their employees. We will be using this article in the body of our blog seeing as it provides relative statistics for the basis of our project, examining how technology influences leadership-employee relations. It also allows us to discuss the impact that technology has on employee’s ability to achieve excellence and in a rapidly changing technological environment.

Knapp, K. R., & Soylu, A. (2013). Technology: The good, the bad, and the ugly how technology is affecting employment privacy, work life balance, and workplace relationships. Mustang Journal of Management & Marketing, 2, 69–80.

The authors of the article, Karin Knapp and Ali Soylu, discuss the impact of technological growth on several different business-related factors. While acknowledging that technological growth has the potential to increase work related productivity, the article focuses primarily on technologies effect on employee privacy, work life balance, and workplace relationships. The authors suggest that, due to technological advances, the line between personal life and work life has been blurred, therefore causing privacy issues and potentially hostile workplace relationships. In terms of privacy, the authors discuss both the employers/managers rights and the employee’s rights to privacy. While some argue that monitoring is not necessary, technology, while as stated previously can boost productivity, can also cause employees to become distracted and waste company time. In addition, those in leadership positions are responsible for the protection of the organization and, therefore, must monitor. While organizations, and those in leadership positions, have the right to monitor, record and read employee communications on business systems”, this can affect workplace relationships seeing as the line between what is personal and what is work related is often hard to distinguish. In addition, the authors discuss the correlation between trust and productivity/engagement. The authors argue that new technology, which allows employees to work from anywhere, has contributed to a lack of trust between employers/managers and employees and compromised relationships. This article is useful for our blog for multiple reasons. This article discusses ethics, a topic relevant for organizational behavior which we will be discussing, as well as how technology can impact manager-employee relations. In general, technological growth leads to increased risks related to ethics. This, in turn, effects the relationships that those in leadership positions have with their subordinates seeing as they feel that they are responsible for the protection of the organization and, therefore, must monitor employee interaction on work administered and monitored business systems. We will be using this in the body of our blog to highlight how technology has the potential to hinder workplace relationships, specifically leadership-employee relations.

MacCormick, J. S., Dery, K., & Kolb, D. G. (2012). Engaged or just connected? Smartphones and employee engagement. Organizational Dynamics, 41(3), 194-201.

Technology and mobile communication continue to inflate within the public and especially working entities. Because of this, the exploration of just how mobile technology influences and operates the reality of today’s social and business environment is essential to maintaining an efficient workplace. New information and communication technologies assist in the ability to generate and share data faster and at a larger scale, potentially enhancing the capabilities and performance of employees within an organization. The introduction of technology in today’s workplace also enables employees to utilize connectivity between other employees and third parties, creating the potential to enhance organizational behavior and employee engagement. A broader perspective is necessary to consider in order to encompass both potential upsides and downsides to workplace flow. Research suggests that although the use of technology within organizations can amplify individual and group engagement and performance, it can equally lead to functionality downfall and the decrease of employee presence because of an increased demand of technological participation. Overall, however, employees feel more capable of being engaged with workplace material when enjoying the flexibility and mobility that mobile technology allows. Organizations must consider these changing workplace dynamics in order to sustain organizational behavior and progression by identifying what support is needed for employees to feel confident and engaged in their field of work. Specific solutions to supporting workers amidst the rise of technological accessories have yet to be disclosed by this article. Touching on organizational behavior, this article addresses the importance of research surrounding the addition of technology to aid in the sustainment of an efficiently performing workplace. This specific article supports our topic because it thoroughly explores the advantages and disadvantages to the inescapable reality that is the evolving technological workplace and its influence of employee engagement. This portion of our blog will be used in the body, more specifically the paragraph discussing Engagement in the workplace.

Tess Biscup

Luke Lovelady

Josh McBain

Carrie Xiao

Taryn Shaw