Employee Insecurity And Technological Adoption: A Study On Challenges For Management

Technology is one of the most prominent factor for the development of an organisation. However, inadequate adaption of the technology may develop challenges for the organisation (Kurnia, 2015). The development of challenge could be rested on the insecurity of the employees who holds the perception that technology may rob them of their jobs.    

The aim of the paper is to identify the relationship between technological adoption & employee’s perception and how this relationship may pose challenges to the management team. Based on the aim the research questions that the paper will attempt to answer are

1. What is the relationship between the technological adoption and the employee’s perception?
2. What are the challenges that employee’s perception towards technology could pose for the management team and its potential solution?

The aim of the discussed section is to earn an insight over the knowledge that is existing about the subject and how they can be utilised to establish a platform for the proposed work.

Technologies are a major driving force for organisations and because they are enhancing the quality of the final offering with little use of organisational resources and time. However, the introduction of automating technologies such as AI (Artificial Intelligence), Big Data and many more have emerged as a prominent threat for the job security (Galie et al., 2017). The employees of an organisation holds the perception that introduction of new technology would rob them of their jobs. However, the facts states adversely and claims that technology is boosting the professional employment ratio (Lyons, Schweitzer & Ng, 2015). Though, it should be noted that the increase in employment ratio is associated with the people with technical knowledge on the contrary, the employment rate of non-technical employees has witnessed a downfall (Synard & Gazzola, 2018). Hence, it would be adequate to state that perception of the employees towards job insecurity is not entirely irrelevant and have some base to it.

The identification from reviewing the discussed articles have offered an insight into the facts relevant to the insecurity of the employees. It has also been identified that though the professional jobs have witnessed a rise in numbers, non-subject specific jobs have witnessed a reduction in the number which could be justifies the perception of the employees.

The reason behind the insecurity of the employees over technological adoption is not limited to the job security but several other reasons may be associated with it. One of the reason as cited by Kakabadse, Kouzmin and Kakabadse, (2017), is the change in environment. Long term employees who are working together in an organisation develops bonds and with the introduction of technology their departments may get separated or one of them may lose their job which will affect the bond adversely and hence develops insecurity (Cotini & Ghinetti, 2018). Furthermore, the believe in the older employees that they could not keep up with the technological nature of the young employee and hence will lag in the internal competition is another reason for insecurity (Finkelstein, 2015).  Other reasons such as job satisfaction, monitoring of the employees and many others are also associated with the employee’s perception over the adoption of technology (Olaniyan & Hystad, 2016). Hence, the discussion could be emphasized to state that job security is not the only reason that defines the perception of the employee over technological adoption but others factors are also involved.

Preliminary Review of literature

The discussion over the reasons will enable the understanding of the reasons for the perception of the employees towards technological adoption. The discussed reviews will act as a platform for the development of strategies to manage the technological adoption while mitigating employee’s insecurities.

It has been identified from the above discussions that the perception of the employees has certain base associated to it. However, the question over the need to mitigate those insecurities and in the process manage both the technology and employee is a matter of discussion. The answer to the above question was provided by Lawrence and Kacmar, (2017), where they stated that if the insecurities are not managed than it may result in conflict which is undesirable for the organisation (Schumacher et al., 2016). The employees may stand up against the management and halt the organisational processes. Other challenges like shattering of the employee management bond, losing of employee loyalty and similar other impacts will be deployed apart from the financial lose (Ghosh, 2017). Further, the image of the organisation in the market will also incur a heavy lose. All those impacts will affect the long-term sustainability of the organisation which is undesirable.

Hence, the discussion above could be summarised to state that the challenge offered by the employee insecurity is capable of influencing an organisation in long run and hence needs to be mitigated. The review of the articles above has enabled the author of the proposed paper to understand the viability of the need to mitigate employee insecurity and will assist in pursuing the research objectives.

The collection of the data will be done through mixed data collection methodology. The secondary data will be collected through online government publications and other scholarly article along with the publications by notable entities such as MNC’s, NGO’s and others (Johnston, 2017). Some of the raw source of secondary data has been presented in a table format and attached in the appendices section. The While the primary data will be collected in quantitative mode and will account for an online survey. A questionnaire will be developed based and distributed among management professionals to receive their responses about the challenges that they face from employees due to the adoption of technology (Flaherty, Honeycutt & Powers, 2015). The philosophy for the paper will be positivism while the research design will be exploratory. The approach for the proposed project will be deductive in nature and mixed sampling method will be used for sampling of the data.

The analysis of the data will equip the linear regression analysis to analyse the collected data. The research project aims at identifying the challenges posed by the employee’s perception due to technological adoption. Hence, the dependent variable of the paper is employee’s perception while the independent variable is the technological adoption. Hence, the formula will be y=c+b*x, where y is the dependent variable, x is the independent variable, b is the regression coefficient and c is the constant (Chatterjee & Hadi, 2015).

The table attached below presents the time schedule that will be pursued by the project to attain its aim. The Gantt Chart has been attached in the appendix section.

Technological adoption and employee’s perception

Table: Project Schedule

(Source: Created by Author using MS PROJECT PRO)

The project will ensure to meet all the ethical consideration of a research work. The discussed measure will be adopted by maintaining an unbiased approach with implication of adequate critical thinking throughout the research work. Furthermore, it will also be ensured that no data manipulation is done to attain the research goals along with referencing the source of the data (Kosinki et al., 2015). The paper will even ensure to meet with the ethical values of data collection and will maintain the privacy and ethicality of the respondents.

The proposed timeline is feasible because adequate time has been provided to all the activities depending upon the time and effort requirement. The most complex task such as literature review, data collection and analysis has been provided with adequate time.

The discussed project will assist the author to reflect on the academic learning and further enhance the skills related to management. The discussion will enable the author to understand the human perception, the measures that could be used to avoid development of a conflict and manage the human resources.

The collection of the data will be done from sources that are dedicated to Australia and hence, the outcome will only reflect the situation in context to Australia. Furthermore, the limitation of budget, approach and time will also restrict the researcher from collecting qualitative data which would have further enhanced the outcomes of the paper.

The outcomes of the project will enable the readers to understand the employee perception on technological adoption which the organisations could utilise for the planning and strategizing. Further the discussed project will also enable several paths for future researches such as continuation of the discussed topic through qualitative data, framework to mitigate the challenges met by the management and others.

References

Chatterjee, S., & Hadi, A. S. (2015). Regression analysis by example. John Wiley & Sons.

Cottini, E., & Ghinetti, P. (2018). Employment insecurity and employees’ health in Denmark. Health economics, 27(2), 426-439.

Finkelstein, L. M. (2015). Older workers, stereotypes, and discrimination in the context of the employment relationship. In Aging workers and the employee-employer relationship (pp. 13-32). Springer, Cham.

Flaherty, T. B., Honeycutt, E. D., & Powers, D. (2015). Exploring text-based electronic mail surveys as a means of primary data collection. In Proceedings of the 1998 Academy of Marketing Science (AMS) Annual Conference (pp. 260-264). Springer, Cham.

Gallie, D., Felstead, A., Green, F., & Inanc, H. (2017). The hidden face of job insecurity. Work, employment and society, 31(1), 36-53.

Ghosh, S. K. (2017). The direct and interactive effects of job insecurity and job embeddedness on unethical pro-organizational behavior: An empirical examination. Personnel Review, 46(6), 1182-1198.

Johnston, M. P. (2017). Secondary data analysis: A method of which the time has come. Qualitative and Quantitative Methods in Libraries, 3(3), 619-626.

Kakabadse, A. K., Kouzmin, A., & Kakabadse, N. K. (2017). Technostress: over identification with information technology and its impact on employees and managerial effectiveness. In Creating futures: Leading change through information systems(pp. 279-316). Routledge.

Kosinski, M., Matz, S. C., Gosling, S. D., Popov, V., & Stillwell, D. (2015). Facebook as a research tool for the social sciences: Opportunities, challenges, ethical considerations, and practical guidelines. American Psychologist, 70(6), 543.

Kurnia, S., Choudrie, J., Mahbubur, R. M., & Alzougool, B. (2015). E-commerce technology adoption: A Malaysian grocery SME retail sector study. Journal of Business Research, 68(9), 1906-1918.

Lawrence, E. R., & Kacmar, K. M. (2017). Exploring the impact of job insecurity on employees’ unethical behavior. Business Ethics Quarterly, 27(1), 39-70.

Lyons, S. T., Schweitzer, L., & Ng, E. S. (2015). How have careers changed? An investigation of changing career patterns across four generations. Journal of Managerial Psychology, 30(1), 8-21.

Olaniyan, O. S., & Hystad, S. W. (2016). Employees’ psychological capital, job satisfaction, insecurity, and intentions to quit: The direct and indirect effects of authentic leadership. Revista de Psicología del Trabajo y de las Organizaciones, 32(3), 163-171.

Schumacher, D., Schreurs, B., Van Emmerik, H., & De Witte, H. (2016). Explaining the relation between job insecurity and employee outcomes during organizational change: A multiple group comparison. Human Resource Management, 55(5), 809-827.

Synard, J., & Gazzola, N. (2018). Weathering the storms of technology sector job loss: Well-being barriers, buffers, and beacons. Journal of Vocational Behavior, 104, 170-183.

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