Sample Management Paper on Employee Retention and technology

How do you think technology can be used best to socialize new employees and get them productive as quickly as possible?

Fundamentally, employee retention is crucial for sustaining the growth of organizations by facilitating skills development and improvement in overall professional performances. Undeniably, human beings are social creatures by nature and technology can influence various forms of interactions and employee retention (Hendriks, Paul, and Roel 256). While technology can significantly reduce the probability of human errors and accelerate decision-making processes, it can reduce operational efficiencies and commitment among the personnel.

Technology can improve communication processes among different employees. In particular, individuals in various workplaces can use integrated communication tools to exchange or share work-related information. For instance, they can use text messaging platforms, Skype, or video conferencing tools to hold important meetings and consult on various organizational issues. Departmental heads and customers service personnel can share projects and ideas on customer-related issues (Hendriks, Paul, and Roel 256). While socializing through the identified platforms, employees can develop and share innovative ideas capable of promoting business growth and overall organizational expansion. Specifically, employees can use social enterprise technologies to socialize and brain storm different work-related challenges.

The introduction of the Internet of Things in various workplaces promoted the connection and sharing of thoughts, experiences, and technical proficiencies among the personnel. The automation of communication processes promotes efficiency and production processes (Nor, Lawrence, and Rani 3). Subsequently, organizations are experiencing a crucial reduction in work-related errors and facilitate quick decision-making processes. Employees can use internal social network platforms to promote the sharing of important gadgets such as printers and scanners saving time on unnecessary movements (Nor, Lawrence, and Rani 3). Lastly, technology in various work environments can help in creating mobility and eliminate possible time boundaries and institutional space. Employees can use the social platforms to work from any physical setting and stay in control of their respective engagements. Related technological tools such meeting application tools can promote the sharing of real-time data and information among the personnel.

When would using technology not be a good way to socialize employees?

Nevertheless, technology can have detrimental impacts on how individual employees socialize and perform in various workplaces. While socializing or interacting, the technologies can distract the employees from engaging in important work. The social networks may ultimately reduce the productivity among the personnel and encourage indolence (Hendriks, Paul, and Roel 260). In particular, some employees may become addicted to consulting simple organizational processes further promoting laziness in the application of subjective skills and creativity. Consequently, the employees may fail to develop viable solutions to complex organizational problems that require critical thinking and comprehensive analyses.

Correspondingly, using technology to socialize employees may ultimately affect workplace relationships. Using platforms such as emails and virtual video conferencing technologies to communicate can eliminate physical communication among the employees. Accordingly, a reduction in interpersonal communications can create a more reserved or self-centered group of employees (Nor, Lawrence, and Rani 4). Notably, such employees ignore the innate value of interpersonal relationships in organizations. They become preoccupied with work-related issues further harming the long-term efficiency of employees and viability of business enterprises.

In general, although using technology to socialize employees is a great idea, it tends to be a risky process. Organizations should develop proactive approaches towards the application of such technologies to promote employees’ interactions. In addition, employers should accurately monitor the application and privacy of information shared through such platforms (Nor, Lawrence, and Rani 5). Precautionary measures can promote the transfer of critical business information and sustain organizational performances among personnel.

 

 

Work Cited

Hendriks, Paul HJ, Paul EM Ligthart, and Roel LJ Schouteten. “Knowledge management, health information technology and nurses’ work engagement.” Health care management review 41.3 (2016): 256-266.

Nor, Nur’Izzah Mohamad, Lawrence Arokiasamy, and Rani Ann Balaraman. “The Influence of Internet of Things on Employee’s Engagement among Generation Y at the Workplace: An Empirical study.” Global Business & Management Research 11.1 (2019).