Valuing People and Technology in the Workplace: A Competitive Advantage Framework
Academy of Management Award

Valuing People and Technology in the Workplace: A Competitive Advantage Framework

Claretha Hughes (RHRC/COEHP, USA)
Release Date: March, 2012|Copyright: © 2012 |Pages: 421
DOI: 10.4018/978-1-4666-0240-3
ISBN13: 9781466602403|ISBN10: 1466602406|EISBN13: 9781466602410
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Description & Coverage
Description:

Valuing People and Technology in the Workplace: A Competitive Advantage Framework introduces a more proactive, strategic approach to bring employees into, and develop them within, an organization. Interpreting and accepting this concept requires managers to think of employees as they would think of technology. Technology, equipment, and systems are strategically aligned within organizations. Integrating the literature from strategic technology management, strategic human resource management, and human resource development and exploring how this integration can provide competitive advantage to organizations for better implementation of people and technology development initiatives is a potential solution.

Valuing People and Technology in the Workplace: A Competitive Advantage Framework provides a comprehensive framework that can be used to develop and design case studies that could measure the identified values that people, technology, and strategy can provide to the organization. This book aims to serve as a guide for managers and leaders as they develop strategies to introduce new people and technology into the workplace.

Coverage:

The many academic areas covered in this publication include, but are not limited to:

  • Behavioral, Cognitive and Cultural Perspectives
  • Competitive Advantage
  • Human Resource Management
  • Institutional Transformation and Change
  • Leadership
  • Management Intent
  • Organization Development
  • Strategic Human Resource Development
  • Technology Development
  • Value Creation
Reviews & Statements

In her new, thought-provoking book, Dr. Hughes provides an intriguing paradigm shift from which to view the relationship between workers and technology. She makes a compelling argument that these two entities are not mutually exclusive from one another and that workers themselves should be valued as much as technology. Additionally, she provides a functional model which serves as a guide to how organizations can work to achieve amazing results while at the same time providing their workers with meaningful training, enhanced skills, and ultimately increased motivation. As a business owner with over 22 years of experience, I know firsthand the importance of being competitive and the ever present need for continuous technological enhancements to remain viable in the marketplace. This book challenges conventional wisdom and provides a roadmap which we all can follow to make our organizations stronger.

– David W. Robertson, Robertson Marketing, USA

The book Valuing People and Technology in the Workplace: A Competitive Advantage Framework affords researchers and practitioners insight into a world that at this point in time is not fully understood by organizational leaders. In reality we must begin now to understand, design, and operate workplaces with the values of people and technology as described in this book. The workplace of the future requires a different approach to remain competitive. Futuristic corporate leaders and academic scholars, today, must be in a position to understand how to motivate people and value them within the organization when they are essentially not the central focus of the workplace that is envisioned over the next five decades.

– Merlin J. Augustine, Jr., M & N Augustine Foundation

Hughes (U. of Arkansas) defines five values of people and technology development within organizations and explores the similarities between technology development and human resource development. Separate chapters examine how businesses can enhance their competitive advantage by realizing the value of location, mindful resource usage, maintenance, modification, and time. Cognitive initiatives demonstrate the practical role teaching, learning, procedures, and motivation can play in the effective execution of organizational goals. Behavioral initiatives align employees with their technological goals while cultural initiatives address an organization's climate both internally and externally.

– Book News Inc. Portland, OR
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Editor/Author Biographies
Claretha Hughes, Director of the College of Education and Health Professions’ Honors Program and Associate Professor, teaches Human Resource and Workforce Development in the Department of Rehabilitation, Human Resources and Communication Disorders at the University of Arkansas in Fayetteville, Arkansas. She has extensive professional experience in business and industry and continues to serve as a consultant to international, national, and state organizations. Her research focuses on value creation through the use of human resource development and technology development. She is interested in the impact of the value of people and technology (1) on teaching and learning processes and motivation; (2) on organizational culture, change strategies, and leadership; and (3) on technology in the workplace environment and employee behavior. She is the 2009 University Council of Workforce and Human Resource Education Outstanding Assistant Professor. Dr. Hughes has a Ph.D. in Career & Technical Education from Virginia Tech, a MT degree from NC State University, a BA in Chemistry from Clemson University, and an MBA from the Sam M. Walton College of Business at the University of Arkansas. She has publications in journals such as Human Resource Development Review, the International Journal of Human Resource Development and Management, and the Journal of the North American Management Society.
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