I don't think you'd need a specific definition - if I were introducing it as a change issue I'd say something along the lines of.
One issue which may be regarded as a driving (encourages/fosters change), or restraining (discourages/barriers change) force is technology. Technology assists in the transformation of inputs into outputs. Advancements in technology may lead to a positive impact such as increased productivity and efficiency, cheaper costs of production and enables an organsation to assert competitive advantage. Conversely, implementation of technology may also lead to aversive affects; for instance in deskilling (previously valued skills of an employee are no longer needed as a result of technology), which therefore leads to higher unemployment rates; particularly if the change greatly leads to mass redundancies within the organisation (this will act as a barrier to change as employers must face unions, disgruntled employees, etc). Technology eradicates 'basic' skill-level jobs, for instance the implementation of Woolworth's self check-out has drastically reduced the number of cashiers required in employment. But at the same time, implementation of technology has led to production and precision beyond what humans are capable of. For instance, CUB is now able to produce a vast amount more than 50 or even 10 years ago as 90% of their operations are now entirely automated - whilst this lead to a huge number of redundancies, it has also created employment in more highly skilled sectors such as mechanical engineering in correcting machinery issues and IT ensuring machinery is working as required - it has also led to as I mentioned far more production of their goods.
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