This is the annotated bibliography for the group blog about Management and Ever Changing Technology, the blog looks in to how mangers use technology to manage their employees and peers.
Aziz, D. M. (2013). What’s in a Name? A Comparison of Instructional Systems Design,
Organization Development, and Human Performance Technology/Improvement and
Their Contributions to Performance Improvement. Performance Improvement, 52(6),
28–35. https://doi.org/10.1002/pfi.21355
This article explores performance improvement as a whole and defines and explains the importance of the cohesion of its subcomponents. These subcomponents include Human Performance Technology and Human Performance Improvement. The article goes on in detail, citing various sources of research, to define these areas of study. Most importantly, it argues and uses the aforementioned data and research to demonstrate the importance of using all these subcomponents together in one umbrella the article defines as Performance Improvement. The performance component makes this organizational behavior related and ties together the role of technology in this arena. This along with the high credibility of cited research makes this paper very important.
Burnett, J. R., & Lisk, T. C. (2019). The Future of Employee Engagement: Real-Time Monitoring and Digital Tools for Engaging a Workforce. International Studies of Management & Organization, 49(1), 108–119. https://doi.org/10.1080/00208825.2019.1565097
This article explores how companies utilize technology to monitor employee progress and engagement. The tools aim to boost productivity and employee satisfaction at work.
Disselkamp, L. (2009). No boundaries: how to use time and labor management technology to win the race for profits and productivity. Hoboken, NJ: Wiley.
https://onlinelibrary-wiley-com.ezproxy.library.wwu.edu/doi/book/10.1002/9781119203841
This book talks about how managers and companies can utilize management systems and technology to increase their profits and productivity in the workplace. The author provides case studies that show how organizations have implemented workplace management systems and technology and how it improved production over all. The author has years of experience and research implementing theses systems.
Jones, K. (2018). Love it or Hate it, you can’t avoid it: The Persistent Path of HR Technology. Workforce Solutions Review, 9(3), 31–32. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=132838777&site=ehost-live
This article highlights the way new technologies have changed human resource management over time. Big data spiked attention in HR before analysts realized employment data points are similar to one another and often do not change. Regardless, the implementation of new technologies across organizations can unify corporate standards in all business units and offices. The article also discusses the importance of work technology staying up to date with the technology employees use in their personal lives to engage employees.
Karlene, C. & Robey, D. (2015). Managing work-life boundaries with mobile technologies. Information Technology & People, 28, 34-71. https://search-proquest-com.hope.whatcom.edu/pqrl/docview/2093343182/F8F6CDFFA2A84691PQ/5?accountid=2906
The authors of this article conducted two qualitative field studies regarding the use of technology to manage mobile workers’ work-life boundaries. The result of these studies suggested that these workers apply to manage work-life boundaries in three different areas: managing physical boundaries, managing temporal boundaries, and managing psychological boundaries. The authors discussed the meanings of each area in the article.
Miller, J.S., & Cardy, R. L. (2000). Technology and managing people: Keeping the “human”
in human resources. Journal of Labor Research, 21, 447-461. https://search-proquest-com.hope.whatcom.edu/pqrl/docview/214003858/7F993D91B21499BPQ/1?accountid=2906
This peer-reviewed article discusses the challenges of managing a more diverse workforce, and the role of information systems and technology in telecommunications. The figured that the authors provide in this article shows the human resources inputs, throughputs, and outputs of the technology implementation in management in organization environment. This source fits our project by providing a providing the fourteen propositions regarding technology and behavior including relationships, work performance, and etc.
Olson, M. H., & White, N. H. (1979). Impact of Office Automation on Society: Implications for Education, Policy and Research. Center for Research on Information Systems, NYU, 3–18.
The authors, business professors at New York University, outline implications for emerging office automation technology in the workplace as well as in society. Using data from large companies using new emerging technologies, they hypothesize of the impacts on productivity, supporting staff, clerical duties, and leadership roles, and job definitions of what they call the “Information Revolution.” They correlate their hypotheses with past examples of technological effects on society and the workplace post-Industrial Revolution and outline suggested research methodologies to validate their predictions and assert that their findings are a high motivator for case studies and productivity analyses to be performed.
Dodge Dart
Scott McEwan
Ariel Susanto
Olivia McKie
Rene Ortega
Deividas Adkins