Technology and Organization Structure

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Technology has invaded every aspect of our lives. In the past new technologies were meet with resistance that has since subsided and in many ways have become a part of standard operating procedure in our daily lives. The business world has not escaped the advancements of technology; in fact many companies have embraced the innovations and use them to their benefit. Employees in one office can communicate with their counterparts, clients and others almost effortlessly and in real time in other offices, states, and on other continents. Olsen & Pedersen (2009) postulate that modern technology is enveloping, multifaceted and rapidly changing as is evident in every area of our lives. As a result leaders have used technology in a variety of ways ranging from conducting long distance meetings to making informed decisions about the organization, and allow employees to work in teams irrespective of their locations.

Organizations in many industries are face with the decision of how best to incorporate technology into their organization’s structure. While technology is available to an organization, it is most effective when the technology enhances the organization’s strategy, structure, communication, employee relationships and the company’s overall performance. Technology today has moved from what Henderson & Venkatraman (1993) refers to as a “back office” position to a more focal and significant role that has brought about change and has the potential to bring about greater transformation. Technological advancements could possibly bring about new strategies for some organizations and change the way they conduct business. In some instances companies are started because of the specific technologies. One example of this is a small business in near my office that creates, hosts, and maintains websites. If it were not for technology there would be not websites therefore it would be reasonable to assume that there would most likely no need for such a business. Organizational structures

My organization is based on a centralized management structure. The leaders of SWRC have a vision for our organization and they do not stray from this vision or what is referred to as “their tried and proven strategy”. As a leader it is my responsibility to carry out the vision of the leaders, positively influence and empower employees, help the organization move forward, and elevate my leadership skills. My input is welcomed and sometimes implemented once it does not stray from the organization’s core beliefs, mission, and strategy. Hence leaders below the CEO had limited decision making powers. A&M on the other hand operates under more of a decentralized company structure. According to a leader (Mr. Phillips) in that company the decision making process is more shared; this approach has played a major role in A&M’s success. Mr. Phillips expressed that empowering leaders has brought out the best in the leaders within his company. Additionally, these leaders have in turn empowered employees creating a sense of ownership in the company, which translates to greater commitment to the company and increased employee self worth. Mr. Phillips’ sentiment on leadership and the empowerment are shared by Lashley (1995) who asserts that employees who are empowered tend to be more committed to success. Literature Review

In the 1970s Mohr (1971) expressed that the relationship between technology and organizational structure was not clearly established. Technology forth years ago was limited in scope especially in comparison to what is available today and what is on the horizon. It is almost impossible to imagine what technology will encompass forty years from now in general or within organizations. Mohr (1971) postulated that both organizational structure and technology are not simple concepts to address, and this is certainly evident even today as the definition of technology varies. Despite the varying views on the technology’s extent, it is evident that...
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