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Essay / Research Paper Abstract
This 5-page paper covers steps involved when it comes to technology implementation. Also discussed are who should receive information about the various phases. Bibliography lists 2 sources.
Page Count:
5 pages (~225 words per page)
File: D0_MTtechintro.rtf
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Unformatted sample text from the term paper:
everyone to immediately take to it. A poor job of technology system planning and implementation is guaranteed to lead to frustration, down time and wasted production time. Fallon (2003), like
others, notes that any kind of technological implementation requires various different groups with different input that can pull together to achieve the goals, rely on best industry practices for adopting
standard operating procedures and accept, and give, honest feedback to help promote continuous improvement. Technological implementation, she points out, is one part of the equation, with people (and their motivations
and skill sets) another part, and the organizational systems in which they work a third part (Fallon, 2003). Its been pointed out that technology implementation involves more than installing machines
and software - it can also impact cultural and workflow standards, which can create upheaval when that new system comes online (Turner, 2007). As a result, any kind of change
management - even if it involves installing new systems - needs to go through various processes to ensure that change comes about smoothly. Given that, does everyone need to know
every single bit of information about the particular system to be implemented? Not really. The end-user secretary, for example, would likely not really care about the projects plans. The IT
and installation guys, on the other hand, probably wouldnt care about a training schedule or support strategy. A companys receptionist, for that matter, would only be interested in a couple
of things, namely, how to use the technology and when it will come online. The project plans, along with an overview, should be shared with everyone in the company, with
senior management leading the charge for the change, and outlining clearly why the change is needed (Turner, 2007). That leader (or those leaders) are also communicating the fact that things
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