Introduction:

As the human resource manager of Progress Ltd, I would advise the management to handle the resistance from the informal group with a strategic approach. Confrontation may not be the most effective solution in this scenario, as it can lead to further conflicts and hinder the progress of the organization. Instead, I would recommend the following suggestions to deal with informal groups:

1. Understand the concerns:
It is essential to comprehend the reasons behind the resistance from the informal group. Engage in open and honest communication with the group members to understand their concerns, fears, and motivations. This will provide valuable insights into their perspective and help in finding common ground.

2. Communicate the benefits:
Effectively communicate the benefits that the new machinery of the latest technology will bring to the organization as well as its members. Highlight the improvements in productivity, efficiency, and competitiveness that can result from embracing technological advancements. This will help in creating a positive perception and reducing resistance.

3. Address fears and uncertainties:
Many informal groups resist change due to fear of job loss, increased workload, or uncertainty about their roles in the new setup. Address these fears by providing reassurance, training programs, and opportunities for skill development. Emphasize the potential for growth and career advancement that the new machinery can offer.

4. Involve the informal group:
Involve the members of the informal group in the decision-making process regarding the implementation of the new machinery. Seek their input, ideas, and suggestions, and incorporate them wherever feasible. This will make them feel valued and increase their sense of ownership in the change process.

5. Create a supportive environment:
Foster a supportive and inclusive organizational culture that encourages open dialogue, collaboration, and teamwork. Encourage the formation of formal and informal groups that can act as change agents and advocates for the new technology. Provide opportunities for knowledge sharing and peer learning to alleviate concerns and build trust.

6. Monitor and manage:
Regularly monitor the progress and impact of the new machinery implementation. Address any issues or challenges that arise promptly and proactively. Keep the lines of communication open and encourage feedback from employees to continually improve the process and address concerns.

Conclusion:

By adopting a strategic approach, understanding the concerns of the informal group, and effectively communicating the benefits of the new technology, Progress Ltd can overcome the resistance and successfully introduce the machinery of the latest technology. Engaging the informal group, creating a supportive environment, and monitoring the implementation process will ensure a smooth transition and enhance the overall organizational effectiveness.