It is not guaranteed that technology will work in an organization immediately it is installed. Even for it to work after some time several elements must be considered critical and necessary effort employed. Therefore, the inability of new technology to work in ITS.Inc. depends on several factors.
One of the factors that could have been the cause of failure of the technology is incompatibility of the technology with the size of the organization. Every factor being tested in a company must be evaluated in terms of compatibility with the activities of the organization (Bruch, 2005, p.99). The level of technology could have been so far from the small size of the organization.
The other could have been lack of adequate expertise to use the technology. There could have not been adequate skills among employees to help the organization adapt the new technology. Expertise will always dictate how technology is used in most efficient way (Pugh and David, 2009).
The executive may make implementation of this technology in the company a bit hard in several ways. One of the ways is the inability to extend the needed support to the subordinates. Being the initiators of the needed technological change, the executive needs to be at the forefront in ensuring all needed resources are available. The executive must be ready to extend the relevant advice on various activities that are to take place in the process of implementing the desired change (Gill, 2002, p.315).
Also, the executive may have failed through lack of adequate research on the best form of technology the company would have employed to suit its needs accordingly. The executive should have analyzed the company first to come up with the most desirable form of technology for the company (Gill, 2002, p.315).
Bruch, Heike. "Strategic Change Decisions: Doing The Right Change Right." Journal of Change Management5.1 (2005): 97-107. Print.
Gill, Roger. "Change Management--or Change Leadership?." Journal of Change Management 3.4 (2002): 307-318. Print.
Pugh, Derek Salman, and David Mayle.Change management. Los Angeles: SAGE, 2009. Print.