Introducing IT into a mature production related work environment: the human resource factor

The paper addresses the human resource issues associated with the implementation of IT into the Production facilities of a company operating in the process industry. The primary focus of the research is a field study based on a questionnaire issued to the process workers who would be most affected by the changes. Management was initially concerned that resistance to change could pose a significant problem. In this respect there was particular concern that the age and background profile of the workforce could exacerbate any underlying tendency to change resistance. This paper evaluates the background to these concerns and illustrates how this particular organization dealt with them. The questionnaire results indicated a very low level of initial familiarity with any form of computer based technology. Nonetheless the results indicated a very positive response to the IT implementation proposals with virtually no evidence of attitudinal rigidity. In this sense, the results broadly support many of the observations revealed in the literature.

[1]  Linnda R. Caporael,et al.  Computers, Prophecy, and Experience: A Historical Perspective. , 1984 .

[2]  Stephen Gourlay,et al.  Unions, Unemployment and Innovation. , 1986 .

[3]  Chris W. Clegg,et al.  Information Technology: Personnel, Where Are You? , 1986 .

[4]  Lee Sproull,et al.  Encountering an Alien Culture , 1984 .

[5]  W. O. Galitz,et al.  Human factors in office automation , 1980 .

[6]  Leslie P. Willcocks,et al.  Rediscovering public services management , 1992 .

[7]  H. Simon.  What Computers Mean for Man and Society , 1977, Science.

[8]  B. Rosen,et al.  Too Old or Not Too Old. , 1977 .

[9]  Rainer Schultz-Wild,et al.  Introducing new manufacturing technology: Manpower problems and policies , 1985 .

[10]  Robert D. Smith,et al.  Computer anxiety in management: myth or reality? , 1986, CACM.

[11]  R. Lansbury.  The Impact of Technological Change on Industrial Relations: an International Perspective , 1987 .

[12]  L. Willcocks,et al.  NEW TECHNOLOGY, HUMAN RESOURCES AND WORKPLACE RELATIONS — THE ROLE OF MANAGEMENT , 1988 .

[13]  Tony Elger.  Flexible Futures? New Technology and the Contemporary Transformation of Work , 1987 .

[14]  Eunice Belbin,et al.  Problems in adult retraining , 1972 .

[15]  Robert S. Lee.  SOCIAL ATTITUDES AND THE COMPUTER REVOLUTION , 1970 .

[16]  Thomas Hill,et al.  Role of efficacy expectations in predicting the decision to use advanced technologies: The case of computers. , 1987 .

[17]  Chris W. Clegg.  ‘The dark side’ of IT: a personal comment , 1989 .

[18]  Thomas H. Jerdee,et al.  Middle and Late Career Problems: Causes, Consequences, and Research Needs , 1992 .

[19]  Susan R. Rhodes.  Age-Related Differences in Work Attitudes and Behavior: A Review and Conceptual Analysis , 1983 .

[20]  H. Parnés,et al.  The Aging Worker: Research and Recommendations. , 1985 .

[21]  Louis Brennan,et al.  Requirements for Smaller Companies in Integrated Manufacturing , 1990 .

[22]  J. Cunningham,et al.  A profile of the human fears of technological change , 1991 .

[23]  W. W. Daniel.  Workplace Industrial Relations and Technical Change , 1987 .

[24]  Thomas H. Jerdee,et al.  The influence of age stereotypes on managerial decisions. , 1976 .

[25]  Y. Bar-Tal.  The effect of personal use of computers on employees' perception of control over work , 1990 .