The 21st century Luddite movement is driven by anti-technological sentiments, with corporations seen as prioritizing profit over human well-being.

Some people may be opposed to new technologies in the 21st century due to job loss caused by automation, as AI replaces simple jobs and makes some people redundant.

The gap between rich and poor is inevitable, but policies can mitigate it, and people who cannot adapt to new technologies may be left behind, including those seeking simple jobs.

Technological innovation creates new opportunities for those who adapt, but education must be reformed to keep up with rapid technological changes.

Resistance to new technologies can also be driven by concerns about privacy and responsibility, as well as the potential for technology to exacerbate existing social problems, such as inequality and social isolation.

The alienation of workers and the reification of technological systems can also contribute to resistance to new technologies, as people may feel that their skills and experiences are being devalued.

Furthermore, the unequal distribution of benefits and risks associated with technological advancements can lead to social and economic disparities, which can fuel opposition to new technologies.

To address concerns and alleviate fears about new technologies, it is essential to identify the problem and stay goal-oriented when searching for technology vendors.

Emphasizing communication to address concerns about new technologies is crucial in this scenario.

Telling the truth to superiors can win respect and trust, which is vital in situations where there is resistance to change.

Finding compromise or reasonable solutions to issues can also help to alleviate fears and concerns about new technologies.

Information transparency is key to winning hearts and minds, and this can be achieved by personally reviewing changes to understand and buy support.

Communicating clearly with colleagues and superiors is essential in addressing concerns and alleviating fears about new technologies.

Creating a safe space for open communication can help to address concerns and alleviate fears about new technologies.

Acknowledging emotions and empowering teams can make them feel valued and more open to change.

Championing wins and fostering personal inspiration and innovation can also help to create a positive atmosphere and increase willingness to adopt new technologies.

Using transparent communication to tackle concerns and anxieties is essential in building trust and alleviating fears about new technologies.

Providing opportunities for teams to experiment with new tools and sharing discoveries and learnings can promote growth and development.

Authentic leadership and clear communication can reduce uncertainty and anxiety, and providing information can empower employees to deal with change.

Sharing the planning process and feedback can increase safety, and openly acknowledging mental health can reduce stigma.

Equipping staff with wellbeing tools can support emotional health, and regular updates using multiple channels can inform employees.

Honest communication about job security can alleviate fears, and incorporating feedback into planning can increase trust.

When communicating with a supervisor who is opposed to change, it is essential to identify with their identity and build rapport.

Acknowledging the supervisor's beliefs and recognizing their experience and insight can establish common ground and gain trust.

Using phrases that acknowledge the supervisor's experience and insight can help to build rapport and introduce new ideas.

Presenting alternative plans that utilize the supervisor's experience and insight can help to alleviate concerns and address fears about new technologies.

Emphasizing the importance of effective communication and a customer-first approach can help to build trust and increase willingness to adopt new technologies.

Resistance to change can come from loss of control or insecurity, which is a common reason why some individuals may be opposed to new technologies in the 21st century.

Understanding the supervisor's style and expectations is crucial in addressing their resistance to new technologies.

Identifying the problem is key when evaluating new technology, and this can help interns to better understand their supervisor's concerns.

Involving employees in the change process can address their concerns and increase support for new technologies.

Communication is key in change management, and interns can use open communication to help resolve performance issues and address their supervisor's resistance.

Focusing on the future is essential when selecting a technology partner, and interns can emphasize the benefits of new technologies to their supervisor.

Resistance to change can also come from unfamiliarity with new technologies, and interns can offer to provide training or support to help their supervisor become more comfortable with new technologies.

Old management methods can hinder efficiency and demand, and interns can highlight the benefits of new technologies in improving efficiency and meeting demand.

Internal change management is important when introducing new technology, and interns can work with their supervisor to develop a plan for implementing new technologies.

Establishing clear expectations and communicating values effectively can help to establish boundaries and address concerns around new technologies.

Interns can also use their understanding of their supervisor's expectations and style to develop a persuasive case for the adoption of new technologies.

By addressing the concerns and resistance of their supervisor, interns can help to create a more supportive environment for the adoption of new technologies.

Understanding the reasons behind their supervisor's resistance, such as fear of loss of control or insecurity, can help interns to develop targeted strategies for addressing their concerns.

Open communication, involvement in the change process, and a focus on the future can all be effective strategies for addressing a supervisor's resistance to new technologies.

Interns can also use their knowledge of industry trends and future changes to make a compelling case for the adoption of new technologies.

By working together with their supervisor and the rest of the team, interns can help to create a more positive and supportive environment for the adoption of new technologies.

Ultimately, the most effective strategy for addressing a supervisor's resistance to new technologies will depend on the specific context and concerns, but open communication, involvement, and a focus on the future can be a good starting point.

The 21st century Luddite movement is driven by anti-technological sentiments, with corporations seen as prioritizing profit over human well-being.

Title:

Content: Artificial Intelligence and the Curse of the Machine Gods

Image by Gertrūda Valasevičiūtė.

Sometime back in 2008 I was having a conversation with an FBI agent. This is not something I would normally care to do, but in this case it was a family member—my half-brother, who is fourteen years older than me. We didn’t grow up together and have never particularly liked each other, and his wife and I share an intense mutual loathing, but at the time I was making an effort to be more present in the lives of their two young daughters, my nieces.

We were sitting in the living room of their home in Simi Valley, where cops move so they don’t have to live in L.A. with real people. The tedious babble of a televised football game was droning in the background. Following a thread of conversation I’ve long since forgotten, we somehow got onto to the topic of theft and morality. My brother said to me—and this is an exact quote—Are you one of those people who thinks it’s wrong to steal from a mom & pop store, but it’s okay to steal from Wal-Mart because it’s a big corporation?

Sensing my time to shine, I replied as follows: in order for me to believe that it would be “stealing” to take something from Wal-Mart without paying for it, I would first have to believe that Wal-Mart is capable of owning something. I don’t.

He was immediately confused. I continued.

In my view, you must have consciousness and will in order to own something. Wal-Mart has neither of those things; it is a construct. It may have stores and employees, managers and board members, but essentially it’s a legal fiction—a synthetic entity. Wal-Mart really only exists on paper, and it’s only because of consensus social agreement—and fear of law enforcement—that it can be said to have any claim at all to its warehouses of tacky furniture and sweatshop clothing.

The “synthetic entity” part really got him; he froze like an old computer. I could almost hear the cogs of his mind grinding as he tried to process an idea that was completely alien to his worldview.

Thanks to certain rulings of the good ol’ Supreme Court, these synthetic entities have all of the “rights” of individual citizens, yet none of the liabilities… like mortality. There is not a single human servitor of Wal-Mart who is not replaceable, from the CEO to the door greeters. Like all employees of giant corporations, they’re basically wetware, serving the needs of a more or less immortal construct.

You may have figured out where I’m going with this: corporations are a form of artificial intelligence. I hate to be the one to break it to y’all, but our society was conquered by A.I. generations ago.

I call them machine gods; “gods,” because they’re fundamentally disembodied—they are primarily conceptual, like, say, Hermes. “Machines,” because they don’t have any actual will or consciousness—what they have is programming; they take objects and convert them into money, which is essentially the same thing as saying they convert objects into power. The objects themselves are created by transforming the living—trees, livestock, landscapes, sweatshop workers—into the dead.

A fun, old-fashioned occult word for such an entity is egregore.

Taking things from a mom & pop store would directly harm the livelihood of actual human beings, who have will and consciousness. That is simply not the case with Wal-Mart, or Target, or Dollar General. These companies make billions of dollars in profit, most of which goes into the pockets of a handful of corporate executives who are already wealthy. If I could do so with impunity, I would take absolutely everything I ever wanted or needed from Wal-Mart—or any other chain store—without paying for any of it.

You know, sort of like European invaders did to Turtle Island.

That I refrain from shoplifting is not a moral stance at all, but a practical one based on fear of legal punishment. Also, my finances are solid enough that I don’t need to take stuff from the machine gods without paying; unlike many people in this country, I can afford the basics of life. There’s no good reason for me to risk a larceny case. But if my situation were to change, I certainly wouldn’t feel any pangs of fucking guilt for helping myself to the shit at Wal-Mart.

And so, my brother’s attempt to trap me with his simplistic, pseudo-Christian moral conundrum failed utterly. After wearing out his cop-mind for a few minutes trying to find an angle from whence to undermine my argument, he finally landed on this: Well, where does the transition happen between a mom & pop store and Wal-Mart?

He really thought he got me with that one, but it’s clearly absurd; once it’s possible to purchase shares of a company on the stock market, we’re pretty well into machine god territory. Although technically they are both corporations, a tremendous gulf separates my local corner store from Wal-Mart. It’s like comparing a marble to Jupiter.

***

I would argue that the state, with its penchant not only for reproducing itself, but also for manufacturing humans who require a state, is also a form of artificial intelligence.

***

Since the industrial revolution, or at least since the advent of advertising and P.R. firms, every time some fancy new technology comes around there are always True Believers—the people who can’t wait to tell you How Much Better Life Will Be Now. This fable is still popular after two centuries of revealing itself as a lie—the most significant accomplishments of most new technology are: killing more of the planet, impoverishing the working class, and consolidating wealth & control.

If you were connected to the last smoldering remnants of the counterculture in the mid ‘90s, then you might remember how everyone was convinced that the internet was going to Liberate Democracy or whatever. Anyone who’d studied Marx for two seconds should have easily predicted that the ability to buy everything online was just going to put a lot of moms & pops out of business. But could they have predicted QAnon? Hmm…

A few of the early dick-riders of cybertech, like Douglas Rushkoff, have repented of their foolish technophilia… now that it’s too late. Who knows what world we might now live in if liberals and leftists would have immediately recognized the internet as a force of evil? Actually, nevermind; they probably couldn’t have stopped it. By that point the beast was coming whether we wanted it or not.

However, I do not believe that our techno-dystopia was historically inevitable.

Back in May, author Thomas Knapp made a statement in a piece for Counterpunch that I feel is worth quoting at length before I carve it up with the Wu Tang sword:

We’ve been hurtling toward the “singularity” for at least 3.3 million years, ever since one of our ancestor hominins (probably Australopithecus or Kenyanthropus) started using tools to make their work easier.

Over those millions of years, we’ve continuously improved our tools … and our tools have continuously improved us. We’re not really the same animal we were before the automobile, let alone before the wheel. We can do things our grandparents, and those hominins, never dreamed of.

Once we started developing tools that could crack nuts better than us, speak across greater distances than us, travel faster than us, etc., it was inevitable that we’d eventually develop tools which could think better than us.”

With as much respect as is due to anyone who has just insulted their entire species, I have to say this is a gold-medal contender for the stupidest shit I’ve heard all year. I have an appreciation for healthy cynicism, but damn; this kind of Original Sin nonsense chafes my chonies.

First of all, the industrial foundation that made computer tech possible is only a couple of centuries old; go ahead and take a second to boot up your calculator, then divide 200 by 3.3 million and see what kind of ratio you get. I’d hardly describe the speed of that species-journey as “hurtling.” It looks more to me like being healthy for a hundred years, then getting total-body cancer for a fraction of a second before dropping dead.

Second, there was never anything “inevitable” about A.I., the internet, computers, industry, or even civilization. Civilization has only been around for about 5,000 years (divide that by 3.3 million; you’ll get a bigger number but not by much), and as James C. Scott examined in Against the Grain, the earliest hierarchical states were extremely fragile for any number of reasons. There was no guarantee that this way of organizing society would last as long as it has… and it probably won’t last much longer.

The industrial revolution was not the inevitable result of humans being “tool users”—a lot of other species make and use tools—it was the specific product of a specific culture in a specific region under specific circumstances. If the cosmic criminal Christopher Columbus had met a righteous end by drowning at sea before reaching Turtle Island—or, as in the short story I’m currently writing, been murdered by a coalition of time-traveling queers—it’s likely that the industrial revolution would never have happened. That means no capitalism, no planet-devouring corporations, and no motherfucking A.I.

Third, Knapp’s passage is really just a re-framing of the European “Enlightenment” myth of Progress™. The idea that factories and Skynet are part of the “natural evolution” of the human species is not only ridiculous, but it’s also a clandestine form of diet white supremacism—if the industrial revolution was a natural part of “our” evolution, and Europeans did it first, then clearly they must be more “advanced” than other people. Ergo, manifest some destiny, etc.

To commit what’s actually an enormous fuck-up and then claim it’s “natural” to the species is a phenomenal level of hubris… hubris that is basic to the social construction of whiteness. I’ve endured this crypto-racist horseshit in some form or another for my entire life, and I’m tired of it. I feel the same way about the “progress” myth that I feel about the Bering Strait Theory and White Jesus—I keep hoping it’ll retire to Debunked Land, but it never does. Since we can’t get rid of it, my only option for spiritual well-being is to mercilessly clown it.

These last few months, there have been a lot of people gnashing their teeth about the Dangers of A.I. Most of these folks have been enthusiastically feeding all of their personal data to tech companies for the last twenty years, and don’t see the relationship between the two things, but nevermind that.

I don’t see that there is any new danger from A.I. that isn’t already inherent in our cybernetic dystopia. Banal and soulless popular culture? Already got that. People relying on computers to do their thinking for them? Been common for years. Machines taking people’s jobs, or murdering them? Check. Planetary extinction? Well on our way. The “singularity” is just a secular repackaging of Judgment Day. It’s all hype.

That said, is resistance even possible?

I believe resistance is always possible… but only if you understand the threat. Over the years I’ve studied many social movements, particularly the more radical ones—labor rights, religious rebellions, anarchist insurrections, Black Power, Indigenous sovereignty, etc. One of the things all these movements have in common is that they grew from a world in which there was still such a thing as communities.

Many of the Black Panthers were organizing with neighbors whose families they’d known for two or three generations, sometimes longer. When was the last time you were in a neighborhood where everyone had known each other for that long? Gentrification is a helluva drug.

The gospels of Marxism and anarchism were spread in cafes. Nowadays, I’m ready to shed tears when I see strangers so much as strike up a conversation with each other at a cafe. Most people prefer interacting with a screen.

Our current state of hyper-alienation and total cybernetic mediation has effectively destroyed our communal relationships. Nobody like Malcolm X or Fred Hampton could ever have emerged from the world of smartphones and zuckerbook. Tech is the problem, and has been for a long time… yet people act like uncensored access to Twitter is the key to a functioning democracy.

What is to be done?

I don’t know. But I have an extra sledgehammer if you wanna play Luddite with me.

Malik Diamond is a hip hop artist, cartoonist, author, educator, and martial arts instructor. Born and raised in the San Francisco Bay Area, he is the descendant of kidnapped Africans, conquered Natives, and rural laborers of the Scots-Irish, Swiss, and German varieties. He currently lives in Oakland, California, with two brown humans and a white cat. E-mail: malikdiamond (at) hotmail (dot) com

Some people may be opposed to new technologies in the 21st century due to job loss caused by automation, as AI replaces simple jobs and makes some people redundant.

Title:

Content: Does AI make the arts poorer?
The real difference between the rich and the poor is the human mind.
▲ Since we have AI tools, we can do things quickly and well with a simple prompt, and the cost is low. (Illustration / Reuters)
2nd / Podcaster
I had a friend who had been unemployed for a while and asked me if I had a job for him to do, such as simple things like keeping an account and sorting out documents.
I said, if you asked me two years earlier, there must be, but unfortunately not now.
In the past, those chores took time, since the AI tool, as long as the simple prompt can be completed, the monthly fee is only a few hundred yuan, two or three hundred hourly wage students may not do so well.
He listened to me, didn ’ t believe it, and was curious to ask me how I use AI now.
In fact, the application is too broad and too complicated. To make him understand it as soon as possible, I cite my entire workflow as an example.
For example, when writing an article, in the stage of collecting materials, AI helps me to make notes of books / meetings / lectures / courses with speech, and the content is accurate and the grammar is strict. It can also be converted into various forms of charts, different lengths and various articles.
At the writing stage, I will discuss with AI what different topics can be cut into perspective, such as this article I want to know how AI is changing our society, ask it to help me summarize the main views on the Internet, and I will continue to ask for some details, and also ask it to grab the latest data for me.
Next, before po comes to the community, ask it to help me modify the typos and punctuation, the correction only takes a few seconds, and the text creation is basically completed.
I asked my friend, do you think you can do better, faster and cheaper than AI?
▲ AI can help users to take notes with voice, and the content of speech to text is accurate and the grammar is strict. It can also be converted into various forms of charts, different lengths and various articles.
(Chart / CFP)
Next, the image creation.
Now many devices, including WebCam and Monocular, the camera can lock the portrait to move in small amplitude, and even deliberately create a natural hand shake, self-portrait images are becoming more and more dependent on others.
Before the oral video, mainly rely on improvisation or reading, the former plays subtitles until the hand is broken, the latter has to get a reader to adjust the speed, now AI recognition subtitles are very common, the reader also evolved into the script will follow my words run (used readers will know how convenient this is), greatly speeding up the efficiency of recording videos.
It is also a technology derived from AI speech recognition: AI editing. Although it is not completely free from manual work, the editor is now editing by reading the text, without the need to listen with ears, which saves a lot of effort.
Music and images can be generated by AI, saving a lot of time to find materials and reducing the risk of copyright infringement.
As for the job that my friends are looking for, such as document processing and answering e-mail, I just write a SOP file to feed the robot, and it can do it flawlessly, and there is no need to rest for 24 hours.
It doesn ’ t matter if what is said above is not understood, in simple terms, I used to find two or three more people to deal with the process of chores, and it was replaced by AI, and AI did well and fast.
After all, it was all simple work.
▲ Document processing, e-mail and other things, as long as you write a SOP file to feed the robot, it can do flawless, and 24 hours without rest.
(Chart / CFP)
My friend is angry after hearing it.
I said, but I still need someone to help me, because I ’ m saving a lot of time now, have more capacity, and have the opportunity to make more money.
Do you do business sponsorship? Do you write creative scripts that are popular with young people? Do you have experience in IP marketing?
He was frustrated and said that he would not be those, as if he could only be eliminated.
Then he complained to me, saying that Taiwan's industry is serious, only the technology industry can make money, and other people live in deep water.
In fact, every technological innovation is like this, the British textile industry in the 19th century industrialization, a group of textile workers are also very angry at their loss of work, in the factory to destroy the loom.
These people are called Luddites. Now Luddites have become synonymous with opposition to technological progress. Most people also know that Luddites are marginal beings who will eventually die.
But it is obviously not accurate to attribute the fierce competition to the struggle for literature. In the example above, I am also a writer, but my property has leapt with the industrial revolution.
The difference is that I did two things: the first is the investment trend, and the second is that I treat AI as extremely cheap capital and use it to make money.
But I have taken advantage of resources, like I do not mix badly, will mix better, and mixed badly, will only mix worse.
Times change too fast, now this environment can not guarantee that you listen carefully to the classroom to teach those textbooks out of the society to eat, talent needs a flexible brain, as well as a variety of information judgment, to keep up with the pace of faster and faster technological development.
Then it is true that some people can not do, some people from the past to the present, all want to do the simplest job, they either can not find a job, or they have to get a lower salary than the robot.
▲ In the era of rapid technological changes, the advantages of language have been greatly weakened.
(Image from Google Translate)
In fact, education must be reformed as soon as possible, we need new departments, abolish some old departments, and now it seems like the pure language department of the college is really harming students, ensuring that they graduate and lose their jobs. (This sentence is easy to be misunderstood, it seems that I am belittling a particular department, I am not necessary.) And...
In my experience as a minor in Japanese at university, although I can also study culture and history, the advantages of language have been greatly weakened, and the teaching syllabus must be adjusted.)
The gap between the rich and the poor is inevitable, and policies can only try to avoid too many poor people, otherwise there will be social unrest.
Put on the beautiful idea of science fiction, before the civil unrest of mankind, I hope that robots will take care of our food like mothers.
Can you think about it? – I love this post.
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The gap between rich and poor is inevitable, but policies can mitigate it, and people who cannot adapt to new technologies may be left behind, including those seeking simple jobs.

Technological innovation creates new opportunities for those who adapt, but education must be reformed to keep up with rapid technological changes.

Resistance to new technologies can also be driven by concerns about privacy and responsibility, as well as the potential for technology to exacerbate existing social problems, such as inequality and social isolation.

Title:

Content: Egyptian News
Traditional search engines will not be the first choice for future users
This came in a statement by the Information Center of the Council of Ministers on the seminar organized by the Information and Decision Support Center of the Council of Ministers in cooperation with the Academy of Police Sciences in the Emirate of Sharjah, UAE, under the title: "The Future of Artificial Intelligence Platforms..
The application of "Chat GPT" in the presence of a group of thought leaders, professors of political science and sociology and experts of communication and information technology, and with the participation of a delegation from the Academy along with the leaders of the Center, in implementation of the directives of the Prime Minister
Al-Johari pointed to the challenges facing major international technology companies as a result of artificial intelligence platforms, where the history of business abounds with the experiences of international companies that were pioneers in their field and they have lost their markets because of their delay in keeping up with technological developments, while Chat GPT was able two months after its launch to use 100 million people, the largest use rate in human history achieved at this time.
During his speech, Al-Jawhari highlighted the most prominent question currently, which is to what extent can be trusted in these platforms, and the international world discusses the file taking into account four main files, namely: ethical considerations for the use of these applications, how these applications will achieve returns, and monopolistic risks; especially since the global market has large entities easy to acquire any new companies that appear in the technology sector.
He pointed out that Egypt and the Arab countries should work to create more mechanisms and conduct many studies, open dialogues and discussions and come up with policies to ensure the speed of keeping pace with these technologies in our future movements.
In a related context, Brigadier General Dr. Mohammed Khamis Al-Othmani, Director General of the Police Sciences Academy in the Emirate of Sharjah, stressed the importance of the seminar topic in light of the efforts required to keep pace with technical developments as one of the most important requirements of the future. The emergence of new patterns of them in light of the tremendous technical development, indicating the need to continue research to avoid the negatives related to modern technical phenomena as well as benefit from its advantages, especially in the fields of education and scientific research and others.
Dr. Al-Othmani gave a presentation on the most prominent steps taken in the UAE to keep pace with the developments of artificial intelligence, whether in the fields of future prediction, education, health, remote government services and others, as well as the most important security applications used in the UAE.
In the same context, Dr. Ali El-Din Helal, professor of political science at Cairo University, pointed to the potential effects of the spread of modern electronic applications, such as Chat GPT, which he stressed that it has enjoyed unprecedented global spread, raising a case of global controversy about the shape of the new era of artificial intelligence, and its impact on aspects related to privacy, responsibility, employment, legal aspects and informatics.
He pointed out that this application has become a turning point in the history of humanity, according to the description of the famous American billionaire "Bill Gates" founder of "Microsoft", who also stressed that the application will at the same time play a large role in the fields of health, education, poverty and others, pointing to the importance of monitoring the repercussions of these modern technologies in the political fields and their impact on the Arab region.
Dr. Abdel Moneim Said, a political thinker and senator, agreed with him, who stressed the importance of the speed of catching up and participating in the rapid technological development currently witnessed by the world, because of its wide impact in all fields, especially industrial fields.
He added that artificial intelligence has become based on information and data storage services heavily, which is one of the fields worthy of research and study, which holds a great opportunity to catch up with the new technological revolution, pointing to the speed of developments and technological changes entering China in that field, which indicates the possibility of the emergence of a new revolution in the fields of artificial intelligence in the next 5 years.
Dr. Said Al-Masri, professor of sociology and former secretary of the Supreme Council for Culture, pointed out that the emergence of modern technologies is always linked to what can be described as "technological panic" about societal and human aspects, although history always indicates that technological development offers many opportunities and advantages as much as it can leave negative effects.
He stressed that this makes it necessary to be prepared first and study the challenges associated, especially for the new generations, and the opportunities available to benefit from these technical experiences in areas such as: self-education, mental health and others.
In the same context, Dr. Mohamed Salem, former Minister of Communications and Information Technology, gave a presentation on the revolutions of artificial intelligence and its relationship to the fields of jobs, employment and employment, as well as a review of the history of the company producing the application Chat GPT, which was founded in 2015, and has grown to $30 million currently.
He added that the application was launched in November 2022, after being fed a huge volume of data and information that helps him to answer various human questions, through text dialogues with users, pointing out that this application may cause the loss of many jobs globally according to global estimates, with the emergence of new types of jobs in the future, especially in light of the global trends towards increasing reliance on machines to replace human intelligence. The experiment was launched years ago by American billionaire Elon Musk, who described the effects of artificial intelligence as more dangerous than a nuclear bomb.
Dr. Mohamed El Gendy, an expert on information security and digital transformation, also gave a presentation on the most prominent historical stations in the march of artificial intelligence with its risks and positive aspects.
He explained that cyber attacks and spreading rumors on social networks have become one of the most prominent risks of artificial intelligence, which is also used to falsify and simulate human voices and images, as well as other wide uses in the fields of armament globally, which in turn affects increasing challenges at the security level.
Sally Ashour, Executive Director of the Directorate General for Future Studies at the Information and Decision Support Center, presented aspects of the experience launched by the Center to integrate youth in the decision-making process through the launch of the "Future Labs" initiative, which aimed at exploring the future with young eyes in the fields of artificial intelligence, and discussing future scenarios for the spread of modern electronic applications. Inside the center to survey the opinions of experts and specialists.
She pointed out that the results of that laboratory indicated that there are optimistic scenarios about the spread of technology, to be available to all at a low price in the future, with the availability of data and information more easily, and facilitate access to medical, government, research and educational services, and others, in contrast to a pessimistic scenario pointing to fears of unfair access to modern technology, especially in poor countries.
Dr. Marwa Zain, Supervisor of the General Directorate of Research and Development at the Information and Decision Support Center, pointed to the importance of dealing with issues related to AI from the perspective of legislation in its global concept, in light of its reliance on tools that transcend national borders, which indicates the need for a different international treatment in that framework, as well as regulating frameworks to protect intellectual property rights from the negative consequences of AI.
While Dr. Mohammed Misbah, Professor of Criminal Research at the Academy of Police Sciences in the Emirate of Sharjah, stressed that the security challenges related to the spread of artificial intelligence revolutions is one of the most serious topics currently on the table, Dr. Mohammed Al-Saeed, Professor of Criminal Research at the Academy, said that criminal responsibility has become the main concern in the fields of studying the effects of artificial intelligence.
While Lt. Col. Obaid Mohammed Al Rasheed, Director of Support Services Department at Sharjah Police Academy, addressed the questions about the future of machine learning and the extent to which it can outperform human intelligence, Dr. Mohammed Fawzi, Professor of Criminal Research at the Academy, stressed that the world is moving towards the era of artificial intelligence, which does all the work of humans, which indicates the quality of future challenges in that framework.
Dr. Amr al-Iraqi, Vice President of the Community Communication Hub at the Information and Decision Support Center, said that the world is now living the age of the machine that thinks, expects and calculates the rate of error, pointing out that there are many ideas through which to benefit from the positive aspects of artificial intelligence in supporting the fields of industry and others.
Osama Al-Fayoumi, head of the Computer and Communications Technology Hub at the Center, stressed that the increase in the spread of modern applications of artificial intelligence imposes the need to work in the fields of intellectual property protection, with the intensification of work to pump intellectual production in Arabic to exist effectively on those platforms, with the development of legal frameworks.
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The alienation of workers and the reification of technological systems can also contribute to resistance to new technologies, as people may feel that their skills and experiences are being devalued.

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Content: Technology and its role in reification and the alienation of modern man - Fouad Al-Kenji
2022 / 07 / 12 | 05: 35 - Source: Civil Dialogue
(This day ’ s encyclopedia for news | Iraq News) - # Dialogue _ Civilized
Scholars, thinkers, and theorists of philosophy, sociology, and psychology such as Marx, Marcuse, Max Weber, George Lukach, Marshall McLuhan, Jürgen Habermas, Albert Eschwitzer, Eschbingler, Horkheimer, Addo Reno, and others, amplify conversations and analysis. Explanations of what has resulted from contemporary civilization and technological progress of serious cases in the imbalance of values and the alienation of man due to the domination of the capitalist productive forces and their laws on man.
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Furthermore, the unequal distribution of benefits and risks associated with technological advancements can lead to social and economic disparities, which can fuel opposition to new technologies.

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Content: General Supervision
Elham Aboul Fath
Editor-in-Chief
Thank you for your patience.
General Supervision
Elham Aboul Fath
Editor-in-Chief
Thank you for your patience.
Larry Page's influence on the world and warnings of destruction
In a world dominated by technology and innovation, major companies in the technology sector are playing a crucial role in shaping the future of humanity.
One such giant is Larry Page, co-founder and former CEO of Google.
Google is one of the largest and most successful tech companies in the world, and Larry Page was behind turning it into a tech giant.
Larry Page is a symbol of innovation and the ability to change the world with technology.
Under his leadership, Google has evolved from a simple search engine into a company that offers comprehensive services and products including email, maps, operating system, cloud storage, and artificial intelligence.
Google has also expanded into other areas such as robotics, health and renewable energy, making Larry Page one of the world ’ s most important tech figures.
However, there are growing warnings of the potential negative effects of Larry Page and big tech companies ’ influence on the world.
Some point out that these companies have come to control users ’ personal data and use it to achieve their business goals, posing a threat to privacy and personal security.
Others point out that these companies control the market, obstruct fair competition and restrict innovation in the technology sector.
In addition, the potential social and economic impacts of the advancement of technology are of great concern.
For example, the rapid expansion of artificial intelligence and self-employment could lead to job losses and a growing economic gap.
Increased reliance on technology can also affect the mental and social health of individuals, and may lead to increased isolation and loss of real communication between individuals.
In order to deal with these growing challenges, governments, international organizations, and technology companies must work together to develop laws and policies that regulate the use of technology and protect the rights of users and society.
Privacy, security and competition issues must be addressed in a comprehensive and fair manner, with a focus on public benefit and balancing technological development with public interests.
Moreover, big tech companies must take responsibility for their actions and promote transparency and accountability.
It must adopt initiatives that promote sustainability and balance profitability and social responsibility.
In the end, we must realize that technology has tremendous power to change the world either positively or negatively.
We must approach them with caution and awareness, working together to realize their benefits and overcome their challenges, while preserving ethical values and the rights of individuals and society.
Warnings of the destruction that Larry Page and big tech companies can cause to the world have become an important issue that the international community must confront and address, and maintaining the balance between technological progress and public interests is an important challenge that everyone must deal with in a new way.

To address concerns and alleviate fears about new technologies, it is essential to identify the problem and stay goal-oriented when searching for technology vendors.

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The Right Way To Evaluate A Technology Solution For Your Organization

Founder and CEO at Ludi, Inc., a healthcare technology company making it easy for hospitals to pay physicians.

Selecting a new technology for your company can be daunting. Organizations usually begin this process with a desire to either streamline or solve specific pain points. Regardless of your specific needs, implementing new technology will involve change. For your organization as an entity, change can be great. Change can reduce inefficiencies and errors, as well as usher in new opportunities. But for the people who work for your organization, change can trigger anxiety and ultimately resistance to the new technology. Here are six things to keep in mind when evaluating new technology:

1. Identify your problem. It sounds simple, but many organizations jump straight to the solutions they find appealing. If you focus on the true problem you’re trying to solve, you will stay goal-oriented while searching for a vendor.

2. Keep an open mind. You may have seen a solution you find appealing, but remember that you don’t know what you don’t know. The technology partner you choose should be an expert in the field and may offer you products that you didn’t even know existed. Stay open to new ideas and solutions. One of the things I’ve noticed is prospective clients saying, “We can’t buy this product unless it handles this exact case we’re trying to solve for.” That’s not always the most effective approach because it doesn’t take all the variables into consideration. For example, my company works with hospitals to streamline complex physician payment structures. The hospital may have had the doctor recording their time one way because they were using a paper system and approvals needed to be checked in a certain manner for that doctor to get paid. Once you eliminate paper, though, in that particular scenario, everything is up for discussion – not just the way doctors record their time, but the entire physician payment process at the hospital. Rigidity will not benefit you when evaluating new technology.

3. Get your people on the same page. Meet with department heads to pull together all the pain points that need to be solved. You must be comprehensive during your internal review because needs come out differently across different departments. You may not be able to solve everyone’s problem with the new technology, but it’s important to align your team before you bring in a vendor. Then prioritize your needs. Once your departments agree on the priorities, be clear with your team on who is making the final decision. Departmental input is important, but knowing who the purchaser is within your organization is equally important. Remember: Don’t lose sight of why you're buying this technology. Keep the ultimate purpose in mind.

4. Consider internal change management. Change is difficult for many of us, so it’s important to stop and consider the people who will be affected by this change. Resistance to change can originate from any of the following: loss of control, insecurities about competence, feeling defensive about past work, concern about more work and general uncertainty. Be proactive in preparing your staff for a change, because all of these responses tend to have a ripple effect in corporate cultures.

5. Focus on the future. If you’ve ever bought a house, you know that there are things you didn’t know you needed until you lived with your investment for a few years. Technology is no different. You may have a list of goals for your business, but there is no telling what you’ll need 10 years from now. The best technology partner will be flexible enough to support your organization as it grows. How can you find a partner with this type of future-focused outlook? See point number two.

6. Listen and be patient. The people delivering technology solutions in the market are experts and can offer you insights into the industry. I suggest finding a solution that can handle 90% of what you need out of the box. Work with your solution provider and try their out-of-the-box solutions for 90 days before you decide what you need next. Make sure the product you choose is flexible enough to grow with your business, but resist over-customizing the product because that can back you into a corner.

Technology solutions truly can help you streamline and standardize your business. Time spent organizing what problem you are trying to solve will make the search much more efficient. While there may not be a solution out there that does everything you hope to accomplish, keep an open mind and you'll find a solution that's right for your specific needs.

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Emphasizing communication to address concerns about new technologies is crucial in this scenario.

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Far Eastern Group Chairman Hsu Hsu-tung, as a business veteran, has always spoken candidly, criticizing his business executives, but he has publicly praised Far Eastern Group for "really picking out no fault."
On May 31, last year, Xu Xudong delivered a speech at the Far East Shareholders' Meeting. After reading the routine matters, he said that he was accustomed to finding vacancy points in the operation of his company to urge the supervisor to improve. "But I looked at it yesterday, it was really impossible to pick out the fault of Far East." Appraisal.
In 2018, Xu Xudong personally interviewed Jing Qi and shared her remarkable resume. She graduated from the Department of International Trade at National Taiwan University, studied information systems management in the United States, and was a professor at Arizona State University Business School. She has 23 years of experience in network operations and information technology management of the US telecommunications giant AT & T.
Relying on outstanding professional ability, Jing Qixuan immediately won the favor of Xu Xudong, in September of the same year took over as the transformation chief of Far Eastern, and was promoted to general manager the following year.
Jing Qi recalled that when he first met Chairman Xu Xudong, the telecommunications industry had just experienced the "499 chaos," Xu Xudong had a vision, and when the group still had plenty of room, he went all out to promote the transformation and lay the right direction for Far Eastern to build a second growth curve.
Five years later, Far Eastern posted a seven-year high in revenue and profits in 2023. Jing Qi led Far Eastern to develop a number of new businesses, including ICT, cloud, green energy, information security and other applications; personal clients continued to expand friDay shopping, video, mobile insurance and other services.
The overall revenue of the new economy business accounts for 20%, and the actual amount is nearly NT $20 billion.
Not afraid of the boss "loud" Jing Qi is good at communicating internally and externally
In the scene of the media interview, when the camera is lined up, the TV reporter turns to Xu Xudong to ask, will always see Jing Qi in the side of the escort, sometimes Xu Xudong a frown, a look, will see Jing Qi close to his ear, repeat the explanation of the reporter's questions, or zero time difference to continue to say the answer, good tacit understanding can be seen.
Jing Qi says that she and Hsu Hsu-tung have some ideas very close, probably related to the two of them being "half foreigners"; to be able to get Hsu Hsu-tung's trust and authorization, and to have Hsu-tung praised as "zero shortcomings", the key is probably "I always emphasize communication, to tell the truth."
"If you are afraid of being scolded by the boss, you dare not say clearly, it is not doing your job," Jing Qi said, the chairman of course the pattern is more macro, but sometimes on some specific issues, do not have a chance to understand very deeply, sometimes the chairman of some issues "loudly", she will not back down, or stop saying, but think "let the chairman do not take the problem." They also try to find a way to find a compromise or a reasonable solution.
Dare to speak the truth, sometimes more can win the respect and trust of superiors, but also have the full strength and ability.
Jing Qi said that her team briefed the chairman or the board of directors, "I will all personally review the changes to fully understand and buy support."
In this way, if the chairman is not satisfied, I will also come forward to carry it, and will not let my colleagues suffer silently ", which is also the key to winning the hearts and minds of Jing Qi.
Jing Qi also attaches great importance to communication and strives for information transparency.
In the week before the merger of the two companies, Jing Qi personally wrote letters to APT and Far Eastern users, and clearly explained the advantages of the merger, the concerns of all walks of life, the problems that may be faced, and the way to solve them from the perspective of consumers.
Yuan Chuang is also the first to disclose the progress of the technical team's consolidation of the base station on its official website. Jing Qi points out that "after the completion of which county and city, which county and city, which will light up the lights", construction will also be announced in advance to avoid customers' complaints because of the unknown.
Tai-mei Telecom Ecological Differences Jing Qi Directly Points to Rivals and Competent Authorities
Jing Qi is good at communication, in fact, from the AT & T team training in the United States.
She said that although the positions held are different, but the veteran telecommunications company AT & T has also been acquired by SBC Communications (Southwest Bell Communications), becoming a large company of more than 200,000 people, so it attaches great importance to the corporate communication culture.
Comparing the telecommunications ecology of Taiwan and the United States, Jing Qi said that the two have little difference in investment and construction and consumer services, and the difference is more obvious in the big environment.
She said, first, the three major telecommunications companies in the United States are private listed enterprises, and Taiwan's Chunghwa Power is from the public to private, "the basis of competition is completely different"; second, is the difference in the regulatory attitude of the competent authorities.
In the United States, the FCC attaches more importance to free development and self-discipline; in Taiwan, the NCC attaches more importance to the responsibility of telecommunications companies and the rights of consumers, and hopes that operators can take more responsibility in fighting fraud, remote communications, and telecommunications supervision. (Editors: Zhang Jinjin, Zhang Junmao) 1130408
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Telling the truth to superiors can win respect and trust, which is vital in situations where there is resistance to change.

Finding compromise or reasonable solutions to issues can also help to alleviate fears and concerns about new technologies.

Information transparency is key to winning hearts and minds, and this can be achieved by personally reviewing changes to understand and buy support.

Communicating clearly with colleagues and superiors is essential in addressing concerns and alleviating fears about new technologies.

Creating a safe space for open communication can help to address concerns and alleviate fears about new technologies.

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Empowering A New Class Of Agency Creatives

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Amber is the Co-Founder & CEO of Invisible North.

For leaders of creative agencies, the heartbeat of our success resides in our people and their ideas. Creating a balanced agency ecosystem demands that the team feels valued, supported and heard, equipped not only with the tools for their craft but also the empowerment to experiment, push boundaries and boldly innovate.

Today, a major shift is underway, marked by the integration of emerging technologies like AI and thus a fear of job security with automation. And with it, there is a persistent undercurrent—the sense among many creatives that their work is being undervalued.

As leaders steering through this transformative journey, we recognize that these new tools and processes, though intimidating, harbor the potential to spark increased creativity when truly understood and approached with intentionality. Over the years, I’ve uncovered a few tried-and-true methods to help empower teams to utilize these new tools, experiment and enhance their craft amid our evolving industry.

Create Safe Spaces

Agency leaders play a pivotal role in shaping the company narrative for their teams and uplifting them from within. It begins with fostering an environment for open communication in which team members are comfortable expressing their concerns, ideas and opinions, especially at a time when many have mixed feelings about bringing AI into the workplace.

To truly empower our communities, we must acknowledge these emotions and encourage a workplace where they can feel valued and motivated. In doing so, their best work can come to life.

We have a strong culture in our agency of show-and-tell, inspiration trips/research and challenges. If there are areas that team members want to learn about, we find time to dig into research, insights and workshops with best-in-class partners so that we can enhance collective brain trust and overcome the fear of unknown barriers to comfort and flow.

Champion Wins

In a creative field where individual expression and innovation are highly valued, it’s crucial for leaders to create an environment that fosters personal inspiration. Getting results from soup to nuts on a project is not an easy feat—so much goes into it across departments. Oftentimes, we move from one project to the next and forget to stop and celebrate the wins or embrace the learnings. By acknowledging the diverse efforts it took to bring the campaign to life, along with any new tools or methods used, you’re reinforcing the efforts needed to create success.

We use our monthly companywide newsletters, quarterly town halls and biannual all-team meetings to share individual, team and project accolades alongside other agency updates.

Embrace Change

The introduction of new technologies in any space often triggers a fear of the unknown. Teams should view these changes as catalysts rather than inhibitors. Through thoughtful integration strategies, leaders can help harness emerging technologies to enrich the creative process rather than impede it.

We’ve seen time and time again that when you curate a supportive environment to freely experiment, magic happens. It is imperative to encourage teams to explore with new tools and also hold space to share their discoveries. That’s where the real learning begins. It’s also essential to tackle any concerns or anxieties team members may have, leading with transparent communication throughout.

Foster Community

Emerging technologies will inevitably shape the way agencies and creatives approach their craft, ultimately opening new doors for how we tell stories, create experiences and personalize content. No matter the changes, the thing that must remain constant is continuing to prioritize the people who truly make the work special.

As the heartbeat of the creative process, we must protect our community above all else—recognizing their anxieties, celebrating their experimentations, championing their well-being and helping them navigate this new frontier. So, as we embrace a new year, let’s carry these principles forward into 2024—a commitment to cultivating a community that not only adapts to change but propels it. Let’s create a legacy of inspired, valued and empowered creative professionals.

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Acknowledging emotions and empowering teams can make them feel valued and more open to change.

Championing wins and fostering personal inspiration and innovation can also help to create a positive atmosphere and increase willingness to adopt new technologies.

Using transparent communication to tackle concerns and anxieties is essential in building trust and alleviating fears about new technologies.

Providing opportunities for teams to experiment with new tools and sharing discoveries and learnings can promote growth and development.

Authentic leadership and clear communication can reduce uncertainty and anxiety, and providing information can empower employees to deal with change.

Title:

Content: Tips to help your team manage anxiety and stress

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by Marian Spencer
22 July 2020

Marian Spencer is the Head of Operations, People and Culture at Black Dog Institute and a member of the 100% Human at Work network. Below Marian shares her thoughts on how to help your teams manage anxiety and stress amidst a pandemic.

I recently  joined the 100% Human at Work community to share some ideas for supporting employee’s mental health during this pandemic, particularly in relation to the increased levels of stress and anxiety being experienced by many.

Health anxiety is often driven by irrational thoughts, but at the moment a lot of the anxiety being generated by COVID-19 is quite rational and understandable, and a lot of it is shared by us all. Those of us who lead organisations and teams will have a vital role to play in supporting people and intervening early where we can, to prevent stress and anxiety escalating and causing more serious health problems.

Research tells us that three things that predict the onset of Mental health problems for front line workers are:

  • Not getting adequate information

  • Not being or feeling like there is adequate protection

  • Being asked to do things that supervisors are not

GettyImages

Bearing all this in mind I think the following four approaches will help:

1. Authentic leadership

Sharing your own anxieties, struggles and vulnerability can be a very impactful way for a leader to make their team members feel OK about sharing theirs as well.

It can be hard for people to speak out especially amongst the many who are managing really well – we need to make it OK not to be OK – these are really weird times, it’s not surprising some are struggling.

50% of people suffering with a mental illness don’t seek help – these are the people we need to find. Listen out for the silent ones and don’t let the voices of those thriving in lockdown drown out those who are suffering. Never be afraid of asking someone if they are OK, just do it with authenticity and kindness.

2. Clear, consistent communication

Create an internal communications strategy that delivers regular clear information using two or three channels. Be honest and share whatever you can about job and financial security, people hate to be in the dark and uncertainty increases anxiety. You may not always know the answers or have good news, but evidence shows that when people have whatever information is available they are empowered to deal with it better.

Be down to earth and share information about mental health in order to reduce stigma. Openly acknowledge the fact it can be hard to speak up, and let people know how to get help if they need some.

GettyImages

3. Safety

Helping people feel safe will be particularly important as organisations plan a return to workspaces. There are a few things you can do here:

  • Providing PPE and hand sanitizer

  • Find out what people need to feel safe, what are their biggest concerns?

  • Sharing your planning process for returning to the workspace and incorporate feedback

  • Have and communicate contingency plans to deal with the ‘what ifs’

  • Provide infection control and COVID-19 literacy training so staff are empowered with the best information  (for example this Australian government training)

  • Try to be flexible and enable those who are concerned to work from home for longer.

4. Encourage good wellbeing practices

Equip staff with the tools and time to support their own wellbeing, including emotional and physical wellbeing, self-care, and provide opportunities for people to keep social connections going. Laughter and some fun should not be underrated.

Hopefully these are a good start for you but if you want to find out more you can take a look at our mental health and wellbeing framework.

To learn more about the 100% Human At Work network and their efforts to create a better future of work – with support from Virgin Unite and The B Team – read more blogs from our content series.

Sharing the planning process and feedback can increase safety, and openly acknowledging mental health can reduce stigma.

Equipping staff with wellbeing tools can support emotional health, and regular updates using multiple channels can inform employees.

Honest communication about job security can alleviate fears, and incorporating feedback into planning can increase trust.

When communicating with a supervisor who is opposed to change, it is essential to identify with their identity and build rapport.

Title:

Content: How can you say "two" when your boss says "one"? 3 If you don't hurt him, he will listen to you.
Author: Half-House Potato
Published: Updated:
It has always been an art. If you hold it well, you can make him like you even more. If you hold it badly, then life will be very sad.
Today, we will share with you some of the language skills of rejecting old children.
Identity.
Everyone will have an identity, from the more real "company elder" to the more ethereal "entrepreneur", "thinker", "dreamer"... and so on.
And the first step in rejecting the old child is to identify with the old child first.
For example, you could say:
“If you are in charge, the company will do better. ”
． “If the company wants to survive, it must continue to open innovative projects, and the entrepreneurial spirit is absolutely indispensable! ”
"If a man has no dream, then he is no different from a salty fish!"
It is much easier for the old to accept the identity of the old and the young before they come up with a solution different from the old and the young.
Related: FBI Taught You 4 Ways to Improve Your Workplace Feelings
+ 10
Identity Belief
Everyone always has some beliefs, the old and young beliefs may be: customer first, clear records are essential, internal communication is the cornerstone of unity... and so on.
Belief in the Old Testament is the same as believing in the Old Testament.
For example, you could say:
“Of course, the customer is first! ”
"The company on the track must have a clear record!"
“Effective communication is the foundation of creativity! ”
And then you say, “We have a lot of options to do these things, for example … ”
Identifying ability
Successful seniors must have considerable personal skills, including experience and insight.
Although the plan proposed by the old son is based on his experience and insight, there are always other different plans for the old son to play a role.
For example, you could say:
“Your plan is good, but I think of another plan that can make the most of your experience! ”
“This is an ideal solution, but if you make some changes, it will be easier to implement your insights! ”
“This program is a waste of your valuable experience, why don ’ t we think about other options? ”
Then you come up with your ideas.
Ending language
These tips, in fact, revolve around a central idea: “You buy others, others will buy you. ”
When we are satisfied that the deep things that support the old and the old are: identity, belief and ability, then the shallow things, that is, the plan, have a great deal of room for discussion.
(Extended reading, more workplace survival tips)
You don't understand the three reasons why you should complain.
+ 11
"One reason" is that the boss is so mean.
+ 4

Acknowledging the supervisor's beliefs and recognizing their experience and insight can establish common ground and gain trust.

Using phrases that acknowledge the supervisor's experience and insight can help to build rapport and introduce new ideas.

Presenting alternative plans that utilize the supervisor's experience and insight can help to alleviate concerns and address fears about new technologies.

Emphasizing the importance of effective communication and a customer-first approach can help to build trust and increase willingness to adopt new technologies.

Resistance to change can come from loss of control or insecurity, which is a common reason why some individuals may be opposed to new technologies in the 21st century.

Understanding the supervisor's style and expectations is crucial in addressing their resistance to new technologies.

Title:

Content: Leaving is an option, yes, but it ’ s definitely not the first one.
Photo Credit: Shutterstock
What we want you to know is
We all know that the performance of the test is related to the achievement of goals, work output and substantive contributions, but it is actually related to whether you and the supervisor have a consensus on performance standards, working methods, and even the relationship between each other.
If there is a lack of awareness of the latter, it is difficult to ensure that it does not happen, you or the same you, do things in the same way, and make similar results, but Waterloo is puzzled when it comes to performance.
Poor performance is mainly due to “inconsistency between expectations, standards, or practices of subordinates and supervisors ”, which usually occurs in the following situations.
Text: MacAskill
Everybody hates performance appraisal.
People do not hate performance evaluation only in one case, that is, when the performance results meet expectations.
Some companies will performance assessment results and promotions, bonuses, salary adjustments to make a decisive binding, so that receiving performance results is like listening to the court decision, deciding whether the work mood in the next few weeks is clear sky or cloudy, the future is rising or have to endure.
So, I may not be able to teach you how to like the performance appraisal method (because there is no), but I can teach you how to reduce the shock it brings.
We all know that the performance of the test is related to the achievement of goals, work output and substantive contributions, but it is actually related to whether you and the supervisor have a consensus on performance standards, working methods, and even the relationship between each other.
If there is a lack of awareness of the latter, it is difficult to ensure that it does not happen, you or the same you, do things in the same way, and make similar results, but Waterloo is puzzled when it comes to performance.
Poor performance is mainly due to "inconsistencies in expectations, standards, or practices between subordinates and supervisors", which usually occurs in the following situations.
Your manager ’ s expectations for you have increased, and you may not be aware of them.
The longer you stay in the same position, the supervisor not only expects us to do our job well, but also hopes to share his worries and increase efficiency, so as to take on more tasks.
Because the more senior means the higher the salary, the higher the expectations of skills and responsibilities.
At that point you might ask, “Will the boss tell me that the standard is getting higher? ”
The answer is: Not necessarily.
Even I think it ’ s important to be careful with the idea that “supervisors can talk like parents ”, because supervisors can do great things for newbies, but senior staff will expect“ one thing against the other, one thing only. ”
If you don ’ t have a supervisor, do you have the understanding that workers should always keep up with the times?
For example, now everyone is using digital tools to take notes, typing a keyword and finding relevant records in a second, and you are still looking for manuscripts in a messy notebook.
In the end, we still managed to get things done, but the method was not efficient.
These supervisors are seen in the eye, and then directly reflected in the performance.
Second, your role responsibilities have changed and you are still in the learning curve.
As roles and responsibilities change, standards will inevitably change.
But not everyone is prepared for the rain.
For example, you were the master of salary management, the number concept is first-class, very careful, because of the work style, the door is not out of the door, for several years, such as a day to work in sports and leisure clothes, the supervisor has never had any comments, but also gave good results every year.
And because of the shortage of recruiters in the company, you want to expand your career, apply to transfer the position and the supervisor agreed.
But in addition to interviewing their subordinates, you have little recruitment experience, at this time, you are in danger of being commissioned to participate in an interview for a position you are not familiar with, the result is not appropriate clothing appearance even, to ask nothing, the whole person panic.
The more often such things happen, the more likely they will be affected.
How much time you have to learn the knowledge and skills needed for a new role depends on how much time your company gives you.
Unfortunately, it will be like the case of the duck on the shelf, and you will go to war before you have hit the target.
If the idea of the supervisor is "because you are still learning, you are doing very well as a novice", then you are lucky, this is a good supervisor who takes the learning curve into account.
But not all executives think so, so prepare yourself for the possibility of a lower test score in your first year of transition.
So how do we reduce the chance of a decline in performance when changing roles?
As the old saying goes, “Opportunity is for those who are ready. ”
In the first six months to a year of your transition plan, you will be able to supplement your skills and transform yourself from the inside out into what the character should be like.
In terms of the case of recruiting novices to salaried bosses, training recruitment interview skills in advance is something you should take the initiative to do.
As for the outside, a daily T-shirt plus sneakers R & D engineer wants to change the business staff, that is not the least to start changing the image of wearing change, at least to work first to shave it clean.
Third, by the director who is not familiar with your performance, he does not know enough about your actual performance
Perhaps because of various variables, in the performance of the moment you do not have a direct supervisor status, so you can only be a higher level supervisor to serve as the evaluator, or your supervisor has left, the new director has just taken up to score.
In this case, avoid challenging the new boss with the old thinking and old habits, and add to the other side the insecurity of worrying about poor performance.
"We used to do this, no one said not satisfied, how come you have so many opinions"
“We have to change that, don ’ t we think we ’ re too busy? ”
• “How do you make sure your method is better? If something goes wrong, we don ’ t clean it up. ”
• “The boss doesn ’ t eat meat mince, always insists on some ungrounded methods, so he launches a small group to fight it. ”
"Keep quiet and negative, boss, you say yours, I do mine."
Facing the new boss with the above attitude is really self-igniting, especially during the performance test period.
It is not uncommon for a new official to fire three shots at the head of a new official to take office, and to play the test results arbitrarily based on his impression.
In this case, it is recommended to take the initiative, including understanding the expectations and style of the supervisor, performance results, the content as specific, quantitative, clear and easy to understand, and immediately provide it to the supervisor of the assessment for reference.
If your company culture allows, you can also arrange a one-on-one meeting with your supervisor to get to know you better.
These actions do not need to wait for the performance review to come to do, the first day of the manager's appointment you should help your manager understand you more, reduce the probability of playing an impressionable score.
If, unfortunately, your supervisor is not interested in getting to know you and just wants to copy what he thinks is a successful experience into your current job, it is recommended to dance a few slow dances with him (to suit him once or twice).
Assuming that the results are similar, then use his method, the credit to the supervisor, you will also benefit.
If the results are not as good as expected, then recommend your method without trace, and then credit the boss Guangna Baichuan (although in fact, you only do it according to the existing method).
Mastering this basic principle, I believe that your run-in period will not be too long, and the likelihood that your performance will not be as good as expected will be reduced.
There is no consensus between you and your supervisor on how to do it.
It is not difficult to reach a consensus on what to do.
But how to do it is very learned.
For example, although the subordinates reached the performance goal but at the same time offended a group of people, in the perspective of the subordinates, feel that most of the colleagues are pig teammates, so they are very unkind to them, but the supervisor attaches great importance to team harmony and does not recognize this attitude.
Or some people's work style is not small, although the general direction has a grasp, but the details are full of flaws, and then just meet the devil in the details of the supervisor.
In these situations, it is easy to see that the supervisor ’ s evaluation is lower than the employee ’ s self-evaluation.
At this point, you have two options:
1.
Find more favorable evidence to convince your supervisor that you deserve better grades, and fight for a turnaround.
2.
Give yourself another performance cycle time (usually half a year or a year), meet the expectations of the supervisor, and put the hope on the next time.
The first approach needs to be supported by an open culture, and not every company has employees to fight for it, so there is room for change in performance, because it also implies that the decision or standard of performance evaluation can be easily changed, and in a culture of relative top down, this move can also be labeled as disobedient.

Identifying the problem is key when evaluating new technology, and this can help interns to better understand their supervisor's concerns.

Involving employees in the change process can address their concerns and increase support for new technologies.

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Management | New boss 3 misconceptions! "subordinates don't know so much" mentality impedes team communication! Which mode of work wastes potential colleagues?
Business is hard to break through due to a common Asian workplace disease
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He is the author of the book “I Am a Mom ’ s Play Stop ” and wrote two major articles on“ The Market ” and “The Workplace ”.
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Whether you are the first time you are promoted to be a boss, you will always feel a lot of confusion when you are transferred to a new team.
For a moment, I don't know where I should stand, how to do things, how much room to play, and so on.
Even if you touch the nail for a long time, you may not be able to grasp the concept.
Here are three common misconceptions that novice leaders encounter to help them reflect on how they manage their teams and work.
Single leadership style
There are a lot of teaching and learning about different leadership styles, and each style has its advantages and disadvantages.
For example, autocratic leaders are used to controlling everything, and decisions are made by one person regardless of size.
The advantage is that every decision is made faster because of the reduction of opinions. If the team is mostly inexperienced, the staff or the company / type of work need to deal with rapid changes frequently, this style is also suitable.
However, the disadvantage is that employee autonomy and belonging will be low, because of fear of bosses and loss of loyalty to the company, and at the same time, it hinders employee development.
Various styles are more suitable for industries, companies, subordinates, etc.
But in fact, in addition to the boss or high and high management, most managers are difficult to walk the world in a single style.
For ordinary wage earners, it is recommended to have two sets of styles corresponding to the upper and lower levels.
The following situations can be considered first, and a group of multi-variable styles can be adopted according to different subordinate combinations.
Later, he was given a different set of styles for the top and the boss.
The advantage of the above method is that it can effectively develop each person's strengths, and vice versa, you need to have the ability to change.
It is not to go against your own personality to do something different. Variable style is only the starting point of "difficult to learn and easy to refine", but if you use multiple styles slowly, you can finally derive your unique and powerful set.
Change management is not about the thing itself.
Being a leader is bound to face a lot of changes. Company changes affect you and your team, and your appointment is one of the team changes.
Many companies and leaders focus on the event itself when dealing with change management and ignore the people who bear the event.
According to a survey, when the team is faced with changes, only 20% of the employees express support, 50% have no opinion, follow the team, and 30% will be very resistant and upset.
It ’ s not that most people don ’ t want to change, it ’ s just that they ’ re worried about the impact of change on themselves.
So in addition to adding staff elements to Change Management, we also need to address their concerns. Try to involve employees in the process, and pay more attention to communication. Don ’ t have the concept of “subordinates don ’ t need to know so much ”.
First, change becomes change.
It's too late to make a decision.
Traditional Asian workplaces have a common disease, that is, "do less wrong, do more wrong".
Fear of making a mistake, so either do less, or don ’ t decide to “drag ” the decision.
But not making a decision or delaying a decision is a decision.
This mode of doing things will not only make you miss a lot of opportunities, but also waste potential subordinates.
Even if your subordinates have a lot of ideas, they will be infected by you quickly, and the whole team will become zero innovation.
The larger the company, the more serious the problem is, which is why traditional enterprises will never be able to emerge.
The new way to do the boss, do not be afraid to make a wrong decision, of course, mistakes are not a good thing, but mistakes are one of the progress process, willing to bear the first is the focus.
The content of the signed and / or unsigned articles published by Economic Times is the author's personal opinion and does not represent the position of Economic Times, and the role of Economic Times is to provide a free speech platform.
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Communication is key in change management, and interns can use open communication to help resolve performance issues and address their supervisor's resistance.

Focusing on the future is essential when selecting a technology partner, and interns can emphasize the benefits of new technologies to their supervisor.

Resistance to change can also come from unfamiliarity with new technologies, and interns can offer to provide training or support to help their supervisor become more comfortable with new technologies.

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Content: The old management team has challenged the reform for six years.
Business Edition 2022 / 12 / 08
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When Cheng Hsing plastic products innovation, it is inevitable to face internal challenges. Its CEO Hu Li-heng said that the old management methods make the efficiency not keep up with the demand, but to switch to data operation, but internal conflicts, because the "old subjects" are more resistant to the unknown, and the family in the past management, will not use data processing.
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Old management methods can hinder efficiency and demand, and interns can highlight the benefits of new technologies in improving efficiency and meeting demand.

Internal change management is important when introducing new technology, and interns can work with their supervisor to develop a plan for implementing new technologies.

Establishing clear expectations and communicating values effectively can help to establish boundaries and address concerns around new technologies.

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More From Forbes

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13 Tips To Smoothly Transition Into A Leadership Position

It's exciting—and may seem a bit awkward at first—when you've just been promoted to a higher position and will be supervising your fellow teammates or work buddies.

To make the transition much easier, new executive leaders must communicate their values effectively in order to establish clear expectations and boundaries. However, staying true to yourself, offering your new subordinates a safe space to share their suggestions or concerns is also key. Managers who lean in to support employee growth will offer a different perspective of upper management and employees will appreciate those efforts in the long run.

Below, 13 Forbes Human Resources Council members provide additional advice on how new mid-level colleagues can transform into trusted and collaborative supervisors.

1. Establish Boundaries

It is important to establish norms and boundaries from the start. Your relationship will change, so it will be important to have a frank and direct dialogue about your new role in the team. Be open to suggestions and establish clear ways of how you will manage any conflict. Ask that they put themselves in your shoes and you do the same. Be patient and ensure you have regular check-ins to adjust. - Katya Laviolette, 1Password

2. Share Your Values

Be clear and upfront about your values as a leader. Have a conversation to establish working agreements on areas, such as communication, role clarity and delegation of responsibilities. Doing this allows clear boundaries to be set in a collaborative manner while not losing the intent behind the exercise. - Kim Blue, OpenExchange

3. Maintain Mutual Respect

Start to separate your professional life from your personal life. You are a supervisor for professional work and you are still their friend or partner in a social situation. This is a hard transition, but if you maintain mutual respect, this role adjustment will be a success. - Dinesh Sheth, Green Circle Life

4. Think Like A Supervisor

I always advise employees that the easiest transitions happen when you have a supervisor mindset prior to the promotion. Being steadily above reproach, adhering to policies and being considerate of others reduces the number of differences the team has to adjust to in your new role. Open-ended questions like "What do you expect from me as a supervisor" or "How can we make things better" can also promote buy-in - Tiersa Smith-Hall, The Hartling Group

Forbes Human Resources Council is an invitation-only organization for HR executives across all industries. Do I qualify?

5. Get To Know Your Peers From A New Perspective

First, get to know your peers from the perspective of a leader and establish clear expectations. Second, remain objective, trust their ability to do the work and champion their growth. - Loren Rosario-Maldonado, Claro Enterprise Solutions, Inc.

6. Be Supportive

It would be a mistake to ignore this change. Instead, address your team members and let them know that you look forward to supporting and helping them in their growth and success. Even better, ask them how you can start helping. Next, identify improvements that provide quick wins or deliver impact to the team. This not only asserts your position as a new manager, but it also helps establish momentum. - Gregory Pontrelli, Lausanne Business Solutions

7. Stay Transparent

It's important to acknowledge that it may initially be awkward, but having honest, transparent conversations with your team can help address that. Leaving space for your former peers to feel heard and supported will build trust in you as a leader. At the same time, it's important to draw some boundaries that may not have been there before so that in time, you can also earn their respect. - Katya Daniel, Golden Hippo

8. Be An Active Listener

Expect the relationship between you and your former co-workers to change after being promoted to their supervisor. It is important to reestablish boundaries and collaborate on goals and expectations with your direct reports through regular one-to-one meetings and wider team meetings. As a new supervisor, listen more to lean in on the appropriate level of support and empowerment for all to thrive. - Sherry Martin, Government Administration

9. Schedule One-On-One Meetings

Typically, employees who are promoted to supervisors of their peers already have strong interpersonal and leadership skills. When employees assume a supervisory role, they should not lose themselves and try to become someone else. However, they should establish authority by having one-on-one meetings to address any concerns and share their expectations and goals. Be an active listener. - Niki Jorgensen, Insperity

10. Rely On More Than Formal Authority

It's important not to overly rely on formal authority in this situation. The key is to establish trust and to exercise influence by creating a culture of inclusivity and inquiry amongst former peers. Let peers know that you don't have all the answers and that you value their input and advice. The more power a supervisor is willing to share with former peers, the more influence they will command. - Heide Abelli, Boston College

11. Work For Your Team

Most important is to respect and honor the work, especially the teamwork, that was done to facilitate your promotion. Maintain constant communication with your new team to ensure they know you are now working for them in addition to with them. Then leverage the intimate knowledge of what those other people like and dislike, and what their strengths and weaknesses are, in order to double-down on the positives and eliminate the negatives. - Bryan Passman, Hunter + Esquire

12. Engage In Leadership Coaching

Transition doesn't happen overnight, and even butterflies take months before taking flight. I usually have managers identify those up for promotion early on, then work with those people in training and coaching sessions leading up to and after their promotion. This helps to prepare for the shift in their mindset before and after they get promoted by allowing them to have the proper training before the transition. - Kelly Loudermilk, BuildHR, Inc.

13. Determine How To Evolve The Relationship

Change can be jarring, so don't just focus on what you'll do differently. Focus on what needs to stay the same as well. The best colleagues, and leaders, are great listeners and partners. So, ensure that the foundation doesn't shift as your role does. In order to make things work for both parties, have a conversation about how to successfully evolve the relationship together. - Nicole Fernandes, Blu Ivy Group

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Interns can also use their understanding of their supervisor's expectations and style to develop a persuasive case for the adoption of new technologies.

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Content: The Best Interview Questions for Innovation

Metaview
2 Feb 2024 • 4 min read

To thrive on any fast-growing, ambitious team, innovative thinking is a necessity. Testing a candidate's innovation skills during the hiring process ensures that they're creative, forward-thinking, and willing to push boundaries. Here are some interview questions to help you uncover a candidate's approach to innovative thinking.

  • Tell me about a time when you thought of a better way to do something in your job.
  • What’s one of the most creative ideas you’ve ever had at work?
  • Can you describe a situation where you had to think outside the box to solve a problem?
  • How do you come up with new ideas?
  • Can you share an example of a time where you took a risk to pursue an innovative idea?
  • How do you inspire or encourage innovation in your team?
  • Have you ever faced resistance to innovation within a team or organization? How did you handle it?
  • Tell me about a time when a team member came to you with an innovative solution that you supported implementing.
  • How do you keep up with trends in your industry or field?
  • How do you think your industry or role will be different in 3/5/10 years?
  • What do you think has been the most notable or impactful change in your industry in the past year?
  • Tell me about a product or solution that you find especially innovative.

Personal innovation and creative thinking

First, you'll want to understand a candidate's general bias towards innovation and creative thinking. You should dig into an individual's ability to generate creative ideas, think outside the box, and implement these ideas into action.

Innovation interview questions:

  • Tell me about a time when you thought of a better way to do something in your job.
  • What’s one of the most creative ideas you’ve ever had at work?
  • Can you describe a situation where you had to think outside the box to solve a problem?
  • How do you come up with new ideas?
  • Can you share an example of a time where you took a risk to pursue an innovative idea?

What to look for in answers:

In candidate responses, look for examples of creative solutions and strategic thinking. The examples the candidate shares should not only show creativity for the sake of it, but creativity to further business goals and have a real impact. In answering these questions, do they naturally talk about the impact they had? You'll want to see evidence that they don't just settle for the status quo, but have a natural hunger to seek out new ideas and better ways of doing things, even when it requires persuading key stakeholders of the necessity.

By understanding what types of projects they speak about when asked these questions, you'll also uncover valuable insights about how the candidate defines innovation. You can then assess whether how they think about innovation is aligned with your own organization's approach.

Fostering inovation in a team

Particularly for candidates in management or leadership positions, you may want to assess how a candidate encourages others to think creatively and how they've advocated for innovation within the wider context of an organization. These interview questions delve into how candidates inspire others to push the boundaries of their thinking, balance creativity with practicality, and handle resistance to new ideas.

Innovation interview questions to ask:

  • How do you inspire or encourage innovation in your team?
  • Have you ever faced resistance to innovation within a team or organization? How did you handle it?
  • Tell me about a time when a team member came to you with an innovative solution that you supported implementing.

What to look for in answers

In candidate responses, you'll want to look for evidence that they have supported and encouraged innovation amongst team members. If they can't come up with specific examples, that's your first sign that innovation might not be at the forefront of their approach. It's also good to see that they're willing to push for innovative solutions even when faced with obstacles from key stakeholders.

Candidates should be able to demonstrate how they've used strategic thinking to decide when and how to execute creative ideas that further business goals. Do they have a reasoned framework for thinking through when it's the right time to advocate for creative new approach? Or do they follow shiny new ideas without the data or impact to back them up?

Another good way to understand a candidate's bent towards innovation is to understand how they keep up with trends and future predictions in their own industries or fields. These interview questions will delve into a candidate's understanding of and perspective on the future of their industry, including changes, trends, and predictions.

Innovation interview questions to ask:

  • How do you keep up with trends in your industry or field?
  • How do you think your industry or role will be different in 3/5/10 years?
  • What do you think has been the most notable or impactful change in your industry in the past year?
  • Tell me about a product or solution that you find especially innovative.

What to look for in answers:

The key here is to validate that the candidate has an educated opinion on these topics. You want to look for signs of enthusiasm, curiosity, and interest in the innovation that's happening in their world. They should demonstrate that they stay up-to-date on current trends shaping their work and have developed a point of view on what forces will shape the future of it.

You don't need to look for expert-level knowledge here—rather, a sense that the candidate has an appreciation for innovative ideas shaping their professional world and a practical approach to understanding how these shape the day-to-day of their own work.

Summary

These interview questions collectively address the multifaceted nature of innovation, from personal creativity and risk-taking to fostering an innovative culture among others, and understanding industry trends. Testing a candidate's ability to demonstrate innovative thinking during the interview process will give you the confidence that they can push forward your company's innovation strategy.

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The Best Interview Questions for Attention to Detail
Blog • 4 min read
Metaview 2 Feb 2024
The Best Interview Questions for Prioritization
Blog • 5 min read
Metaview 2 Feb 2024

By addressing the concerns and resistance of their supervisor, interns can help to create a more supportive environment for the adoption of new technologies.

Understanding the reasons behind their supervisor's resistance, such as fear of loss of control or insecurity, can help interns to develop targeted strategies for addressing their concerns.

Open communication, involvement in the change process, and a focus on the future can all be effective strategies for addressing a supervisor's resistance to new technologies.

Interns can also use their knowledge of industry trends and future changes to make a compelling case for the adoption of new technologies.

By working together with their supervisor and the rest of the team, interns can help to create a more positive and supportive environment for the adoption of new technologies.

Ultimately, the most effective strategy for addressing a supervisor's resistance to new technologies will depend on the specific context and concerns, but open communication, involvement, and a focus on the future can be a good starting point.