The writer should write to SUPPORT or CONTRAST the opinion of the below essay.
Writer include IN-text reference to support his/her view and provide REFERENCE LIST.

The negative effects of technology in the workplace.
The lecture held on “Technology and Working in Teams” , interested me as we looked at the evolution of technology within the workplace and its impact on human communications as well as it influence on our social factors. This literature will focus on how technology in the workplace can have a negative effect on the employees and its consequences on their well-being.
As the evolution of technology develops, the work environment has been transformed dramatically . For example, in most national or global organisations, business meetings may no longer occur face to face. Instead, due to the impact of high technology devices, employers rely on conference calls and email chains as forms of communication. Some will agree that these changes may make it challenging to recognise who you are communicating with personally. But with so many workers worldwide now working in virtual teams, and many business relationships do depend on technology.
An article by Markovich (2014) conclude that, while individuals and organizations have become dependent on computers to connect them to their co-workers as well as customers, it can also lead to the cause of plethora miscommunication issues. He also state that many employees lack comprehensive writing skills which can have an effect on successfully communicating messages. He also acknowledge that, even the most-skilled writer can still have trouble with tone in electronic messages. Without the use of body language, online messages that are meant as neutral or even complimentary can be conveyed into rude or critical. Furthermore, many employees have become so dependent on emails as a form of communication, that they have not successfully formed a positive foundation relationship via face communication Markovich (2014).
This rapid change has had a big impact on how employees conduct their roles within the organisation as well as on their psychological state. Previous research in organisational psychology has followed these trends (Sparks, Faragher & Coope, 2001). Studies have looked at the consequences of technological changes in the workplace, particularly their impact on both the individual employee level and the organisational level. The research focuses on addressing occupational health and employee well-being, concentrating on four major areas in organisational psychology: job insecurity, work hours, control at work and managerial style. Each of these issues has become a major concern as a result of the recent technological organisational changes. The study indicates that there are now fewer people at work due to downsizing organisations, readapting new skills and feeling less security and having less control within their job roles. Other studies have found that perceived job insecurity impacts negatively on employee well-being (Ferrie et al., 1995). For instance, employees insecurity can impact on organisations through increased sickness absence and less job satisfaction (Vahtera et al., 1997).
Management in particular have increased pressure by trying to keep pace and manage their workforce against a background of rapid changes in technology. This heightened pressure can impact on their behaviour towards employees(Sparks, Faragher & Coope, 2001).
Accelerating technological progress can increase the importance of being able to learn and to adjust to new ways of working, while the demand to reform their skills, can be especially stressful, particularly for older and less educated workers (Hoyer and Lincourt 1998). Sparks, Faragher & Coope,( 2001) state that elderly individuals have become psychologically distressed and fearful of losing their jobs, as well as not being able to control machines, and becoming less productive.
Research by Worrall & Cooper (1998) has shown that many employees feel that they do not have any control over their work, due to how information can be revealed to others within their organisation, or being monitored by the employers. (Brown, 1996). The extent to which management can now monitor workers’ behaviour both at work and off-site has dramatically increased over the last ten years. Malhotra, (1997) state that, workers who feel insulted that their integrity is being questioned are more likely to quit or retaliate with a variety of counter productive behaviours.
Although the use of technology has been crucial within every organisation, it has also had a major impact of the employees’ well-being as well has an impact on our social factors.

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