The 21st century Luddite movement is driven by concerns over technology's impact on jobs and its undemocratic development favoring capitalists.

This movement is driven by the notion that technology alienates humans under capitalist domination.

Luddites oppose AI development due to its potential to replace human jobs and exacerbate labor exploitation.

The original Luddites protested labor exploitation through sporadic vandalism.

The 21st century Luddite movement is concerned about the concentration of power and wealth among tech elites who preserve the status quo.

Some individuals, like Andrew Luck, prefer simpler devices like flip phones to maintain simplicity and disconnection from technology.

The Luddite philosophy involves breaking oppressive machines, likened to Robin Hood but considered more dangerous.

The 21st century Luddite movement relates to anarchism, which advocates for human freedom and autonomy by critiquing power structures.

The movement promotes a democratic and equitable society where technology benefits all, not just a privileged few.

The term "Luddite" is often misused, as the originals were motivated by a desire to protect their livelihoods and communities, not oppose technological progress.

The 21st century Luddite movement responds to AI and technological advancements transforming the workforce and threatening human society.

Lush and other companies are partnering with movements like People vs Big Tech to promote a more equitable society.

The 21st century Luddite movement is influenced by Marxist ideas, emphasizing human dignity and freedom, and critiquing worker alienation and exploitation under capitalism.

The movement resists digitalization and totalitarianism, promoting a human-centered approach to technology.

The 21st century Luddite movement seeks a more just and equitable society amidst rapid technological change.

The main reasons for resistance to new technologies in the workforce include lack of understanding, fear of job loss, and concerns about automation or AI replacement.

Failing to provide sufficient productivity tools can contribute to employee resistance to new technologies.

Employees may resist new technologies due to insecurities about their competence or concerns about increased workload.

Uncertainty and anxiety can cause resistance to new technologies in the workforce.

New technologies can trigger employee anxiety and resistance to organizational change.

Preparing staff with training and support can reduce resistance to new technologies.

Outdated equipment can hinder technology adoption, leading to talent loss and reduced profits.

IT decision-makers' reluctance to adopt new technologies can cause company-wide dissatisfaction.

Fear of the unknown and replacement by AI can drive people to resist change.

Humans often prioritize security over adopting new technologies.

Transparency and clear communication can help clarify facts and remove fear, increasing acceptance of new technologies.

Understanding the purpose of change can increase acceptance and reduce resistance.

Creators adapt to changes easily, while others may need more time and support.

Resistance to change hinders digital transformation progress in corporate cultures.

70% of digital transformation failures are caused by worker resistance.

Inadequate training, poor team development, and ineffective strategy can contribute to digital transformation failures.

Incompatible work environments and insufficient information hinder digital transformation and decision-making.

Digital transformation requires employee buy-in, as poor change management can lead to resistance.

375 million jobs worldwide are expected to be impacted by automation by 2030.

Irish workers risk falling behind without continuous learning and upskilling.

Leaders must encourage a culture of experimentation and adaptation for digital transformation success.

Lack of workforce skills and a mindset and cultural shift are major obstacles to digital transformation.

78% of business leaders are concerned about training employees in AI skills quickly enough.

80% of business leaders find planning for future talent challenging.

AI can improve contact center security, but also poses IT risks.

Resistance and labor shortages can hinder AI adoption and system maintenance.

Transparent communication and modern cloud architecture are necessary for secure AI implementation and workforce buy-in.

Companies resistant to AI adoption will fall behind due to inadequate training and resources.

Rapid digitization and online shopping negatively affect retail workers.

Surveillance and automation worry retail workers and alter industry skills.

Workers fear job loss due to lacking technical skills and being replaced by cheaper labor.

Monitoring employees and using customer feedback in evaluations can contribute to resistance to new technologies.

Women and young people, who dominate retail employment, are most impacted by the industry's changes.

57% of Irish professionals use AI tools daily or weekly, with 51.6% believing it aids productivity.

Workers see inaccuracy and plagiarism as main AI risks, but also view speed and productivity as its biggest benefits.

Only 12% of executives and IT professionals have AI experience, but 87% plan to increase AI spending in the next year.

UK students generally aren't worried about job security due to automation, especially those in mining and agriculture.

Daily work stress affects nearly 60% of employees, and quiet hiring will create new avenues for in-demand talent.

Hybrid flexibility will reach frontline workers in 2023, posing a challenge for managers to balance expectations.

Pursuing non-traditional candidates and proactive rest can expand talent pipelines and increase employee performance by 26%.

Organizations will advance DEI despite pushback, but risk a privacy crisis with emerging technologies.

AI recruiting tools need annual bias audits, while remote work erodes Gen Z's social skills.

Over a third of employees, including 42% of Gen Z, fear disclosing AI use to managers.

Most UK companies lack AI policies and nearly 70% of experienced employees have no AI experience.

Technology and finance lead in AI adoption, while industries like pharmaceuticals and education lag behind.

Younger generations use AI for job tasks, but unclear guidelines foster employee fear.

77% of AI users report increased workload, yet 96% of executives expect AI to boost company productivity.

50% of employees don't know how to use AI to improve productivity, and 71% of full-time employees are exhausted due to overwork.

Middle-skilled workers are most vulnerable to AI replacement, with 65% of employees struggling to meet employer demands.

Automation has made jobs less remunerated and employees fear being replaced by AI.

Mandatory AI skills courses can cause burnout and resistance due to fear of the unknown.

Artificial intelligence is expected to replace a significant number of jobs, threatening around 300 million.

Replacing jobs can lead to social instability, mental health issues, and struggles for older individuals to adapt to new technologies.

47% of US jobs are at risk of automation.

85 million jobs may be eliminated by robots in the next five years, with 52% of jobs automated by 2025.

The Fourth Industrial Revolution may spark a new creative renaissance, but also risks societal inequality if governments don't address job replacement.

Technological progress can have both

The 21st century Luddite movement is driven by concerns over technology's impact on jobs and its undemocratic development favoring capitalists.

Title:

Content: We need philosophy.
Wahid Abdul Majeed
Posted in: Last Updated:
Reading mode
100% font size
It is not true that the world has entered a phase of intellectual and philosophical desertification.
The decline of major intellectual and philosophical narratives in recent decades is nothing more than a natural development resulting from the changing relationship between science and philosophy.
This is what those who disagree with the general trend in diligence (French or American desertification?) see.
To illustrate this meaning, which requires deep reflection and discussion, the arguments expressed can be combined in two directions that I formulate here in my own way and within the space available.
The fundamental argument in the first direction is that more advanced technology is beginning to create its own philosophy, different from what we have known in the history of thought.
This technology opened the doors to a cognitive revolution that proponents of this argument see as unprecedented, by providing unfettered access to information, communicating about it, and began to build what they believe to be utopia, but in their perception it is more real than all idealistic conceptions in the history of philosophy, which is full of ideas about utopia, in complete contradiction to human history, which has seen an almost continuous series of dystopia. Different forms and contents since the people were divided into arrogant and governed rulers who succumbed.
They argue that the problems of more advanced technology, including AI, are temporary rather than permanent, and that they will be solved gradually through competition that will increase and achieve what they consider to be good for humanity.
Advertising material
The basic argument in the second direction is that the rapidly advancing technology needs regulation that puts an end to the anxiety of fake news, misinformation, and generative AI.
Because the question of ethics was one of the first issues that philosophy was concerned with very early on, this means that the organization referred to needed to rationalize rapid technological development, and avoid its uncontrollable transformation into a monster.
Both arguments raise more questions than answers, and this is what is needed at a time of uncertainty when new, unconventional questions become increasingly important.
This is the task of philosophy in the first place.
Quote from "The Pyramids"
Disclaimer: All published articles represent the opinion of their authors only.
Most Read Common Topics
• Reading mode
100% font size

This movement is driven by the notion that technology alienates humans under capitalist domination.

Title:

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.
Note: The content entitled (Technology and its role in reification and the alienation of modern man - Fouad Al-Kanji) was first published on the site of (civilized dialogue) and does not bear the content of this day news encyclopedia in any way.
You can find the details of this title (Technology and its role in reification and the alienation of modern man - Fouad Kanji) through its original source, i.e. the site (Urban Dialogue).
Keep reading on the civil dialogue.
Sponsored Links

Luddites oppose AI development due to its potential to replace human jobs and exacerbate labor exploitation.

Title:

Content: Science, Technology and Humanities Joint Lecture / Who will be Marx in the AI era?
A few years ago, I went to the Red Square in Moscow and saw the monument of Karl Marx ’ s bust at the southern end of the square. As I drew, I thought of Marx ’ s Capital in 1867, which pointed out that the development of machines led to the exploitation and destruction of the ecology of capitalism, affecting the working people ’ s labor and changing the mode of production, creating a vast proletariat.
"The steam engine itself did not cause the industrial revolution", but "the creation of the machine tool is the real reason for the steam engine revolution".
After the widespread use and continuous improvement of the "machine tool", the division of labor process resulting in "machine cooperation" enabled the industrial revolution, which began in the 1760s, to use large amounts of labor and machinery for rapid production.
But at the same time, the machine is also crowded to the workers, forming a competitive relationship.
The labor force of the machine appeared and immediately became a competitor of the workers.
Capitalists use machines to proliferate automatically, in direct proportion to the number of workers whose survival conditions are destroyed by machines.
The whole capitalist system of production is based on the fact that the workers sell their labour power as a commodity.
The division of labor makes this workforce one-sided, so that workers have only the skills to operate local tools.
Once a tool is manipulated by a machine, the exchange value of labor disappears along with its use value.
The workers will be immediately unemployed.
In order to combat the unreasonable exploitation of employers, many large-scale labor movements rose up, such as the Peterloo Massacre in Manchester, England in 1819, the workers ’ uprising in Lyon, France in the 1830s, and the first general strike in Britain in 1842.
The revolt of the German Silesian textile workers in 1844, which caused great casualties, became the benchmark event of the proletariat against capitalist exploitation. As the mode of production advanced, the existing social organization became inefficient and conflicted with economic activity, which in turn developed into a class struggle.
More than two hundred years later, human creativity in the 21st century has taken another giant leap, and artificial intelligence (AI) technology has advanced rapidly, resulting in a new wave of industrial revolution.
More than the steam engine of the 18th century, people found that in addition to carrying out a variety of heavy and complex tasks, AI can also reason, abstract thinking, quickly learn and understand complex ideas, with more efficient productivity, and modern law is difficult to restrain.
"AI itself did not cause an industrial revolution", but "the creation of AI machine tools makes the AI revolution necessary."
As the world repeats Marx's "Capital Theory" narrative, with the rapid development of the AI industry, many people's job opportunities are gradually reduced, many jobs are eliminated, and countless families are forced to face unemployment.
As a result, the 1842 general strike struck Hollywood ’ s largest strike in 2023 for similar reasons, with writers and actors protesting against the replacement of their creations and performances by AI, undermining the profit sharing mechanism on which they depend. History is repeating itself, and it will be lawyers, mathematicians, accountants, or professors who will rise next?
When the actor strikes, the male protagonist of "Destiny Poisoner" cries out loudly: "We will not allow you to take away our dignity!" And who will be the 21st century Marx, writing "AI Capital Theory", stirring up a revolution, subverting the evil capitalist who uses AI to exploit the white collar?
Workers' strike
Extended reading
Xie An, CEO of the Top 25 Enterprises of the Year: Who knows how to control AI, who is king
Xi Jinping presides over Politburo meeting, stresses training high-quality CPC cadres
[Daily Podcast] Hurricane Hidalya Hits Florida and Georgia / Japan Seibu Department Store Strike
Shu Qi “All Black Deep V Dress ” Super Sexy and Amazing Venice Film Festival Red Carpet
Related News
Please run for the nomination. Refugee Liberation Party
Statistics show that the number of low-income households in Taiwan has shown a downward trend for ten consecutive years.
Last year, the number of low-income people was 288,000, accounting for only 1.25% of Taiwan's total population.
The little money of the rich can save many poor children.
The front page of the "United Daily News" reported that Taiwan has fallen into "physical poverty". In particular, it pointed out that the causes of poverty are linked together, not "not enough effort", and that a large factor of poverty is due to education.
The economically disadvantaged...
Fraud syndicate drivers are deep on campus.
Recently, the senior high school and junior high school began to open, the author has been engaged in rural public teaching for more than ten years, found that the concept of students' compliance with the law has deteriorated, the problem of teacher and student confrontation on the campus, and called on the current or future executive...
The rich are the contented, but the feeling of poverty leads to fear.
Friends and sisters met and asked: “Where are the children? How many are their grandchildren? ”“ The children are all working in the north, and they are not married. ” I replied.
School for the Elderly: Everyone takes turns as a teacher.
The issue of caring for the elderly and long-term photos are often mentioned.
For the care of retired and healthy elderly people, the author would like to advocate the establishment of a "school for the elderly", hoping to arouse resonance.
The key to Taiwan Railway reform is to organize a safety culture.
In order to arouse the importance of railway safety, the Ministry of Communications recently invited Professor Shinji Abe, an important person in promoting the safety reform of railway companies, to visit Taiwan.
udn Forum
Product recommendation

The original Luddites protested labor exploitation through sporadic vandalism.

Title:

Content: Brian Merchant, author: “Luddites are more dangerous to the rich than Robin Hood”

The Luddites have been a great historical resource. Any showy enemy of anything that looked like technological progress has been called a Luddite. Today with generative artificial intelligence and its critics, the word has been revived. The author and journalist Brian Merchant (Iowa City, USA, 1983) saw it coming and has written a book that reviews the Luddite revolt in England at the beginning of the 19th century and its similarities with current technologies: Blood in the Machine (Blood in the Machine, currently without a planned edition in Spanish) thus explores the origins of the current revolt against big technology.

Although the book has appeared in the midst of the AI hype, Merchant began his research a decade ago: “Uber was growing and it was beginning to be seen that it was having a hard impact on taxi drivers, I heard the term Luddite from the pro-Uber sector and wrote an article titled You don't understand anything about Luddites”. Now in his book he remembers that the Luddite revolt was a labor struggle, not anti-technology, at a time when unions were prohibited. In a conversation with EL PAÍS from his residence in Los Angeles, Merchant clarifies the historical impact of the Luddites and the possible similar struggles that are being played today in Silicon Valley.

1. The Luddites were not against progress

The labor revolt over the loss of rights was more important than the destruction of textile machines: “The biggest mistake about the Luddites is to say that they were against technology and progress,” says Merchant. “They were against certain technologies because they recognized the way in which they were going to be used in their context against them as workers. It was a labor movement, against poverty, not anti-technology. The British Government began to mold them in this way almost immediately, it was keen to mock the Luddites and present the argument that they were against progress. It is very similar to how today people in positions of power in technology companies accuse those who complain about poor working conditions. It's the same story for 200 years.”

The book quotes a phrase from historian Eric Hobsbawm that explains this stage: “It was collective bargaining through riots.” According to Merchant, this tactic in a workers' struggle was very powerful for two reasons: “First, it was symbolic because everyone understood that what they were destroying was not just a machine. It was also the specific machine used to transfer wealth from the workers to the employer. Second, it was useful because they destroyed the equipment that businessmen needed.”

2. Why Robin Hood is better accepted than Ned Ludd

Ned Ludd was a legendary character. No one knows for sure if he existed. It was the legend of a teenager who would have broken the first machines at the beginning of the Industrial Revolution. In 1811, rebellious workers used his legendary name to sign letters and further scare: “Ludd probably never existed. But the incarnation of it would become a mascot, an organizational tool, a wink: a powerful 19th-century meme,” Merchant writes.

See also  The Commander of the Land Forces meets in Muscat a number of Omani military leaders

Ludd lived near Nottingham (United Kingdom), like another legendary figure who has been better treated by history. There must be a reason, says Merchant: “The Luddites organized a popular and powerful rebellion. People wrote popular songs about them. They were like Robin Hood. But it is interesting that Robin Hood has endured as a positive light, while the Luddites have not. He suggests that the myth of Ned Ludd is in some ways more dangerous to the elites and the wealthy than that of Robin Hood, which is a little more nebulous and open. The Luddites say: go ahead and break the machines of your oppression. Robin Hood says: steal from the rich and give to the poor. “I think that’s a little more tolerable.”

3. How are they similar to today's problems?

The background of the book is that the history of the Luddites is similar to what happens today in Silicon Valley, where a small group of corporations dominate new technologies. “The way technologies are developed has basically not changed. You have a handful of people with access to enough capital or political influence to be able to build a factory and use automation technologies. “Back then, the most aggressive owners didn’t ask anyone how to find a way to make this a win-win.”

Merchant has received criticism for equating the great businessmen of 19th century England with 21st century America. But there are details that he does not see that far away: “The technology development process is in some ways even more undemocratic today than then. There is this immense pool of capital available to Silicon Valley innovators through venture capital. Uber wasn't profitable for 10 years, but they had access to that capital. Did anyone really like that? Did it work for workers and delivery people? Nothing mattered, they just had more money and moved on.”

See also  Just the mystery

The 21st century Luddite movement is concerned about the concentration of power and wealth among tech elites who preserve the status quo.

Title:

Content: Hey tech billionaires, if you want to talk about radical change, let’s abolish venture capitalism

 / Source: GuardianAus

The future that technology elites like to imagine looks remarkably similar to the one we’re in

‘Any meaningful, progressive – and dare I say, hopeful – view of the future of technology must be willing to engage with its politics, history and consequences.’‘Any meaningful, progressive – and dare I say, hopeful – view of the future of technology must be willing to engage with its politics, history and consequences.’Do you support sustainability, social responsibility, tech ethics, or trust and safety? Congratulations, you’re an enemy of progress.

Andreessen lambasts academia for being “disconnected from the real world, delusional, unelected, and unaccountable – playing God with everyone else’s lives, with total insulation from the consequences”. I have never read a more apt description of Big Tech.

So why should we give this manifesto any time of day? As the co-founder of one of the world’s biggest venture capital firms, Andreessen holds significant power. And he’s far from alone in his thinking – the manifesto offers a glimpse into the belief systems of many tech billionaires. Echoes can be heard of Mark Zuckerberg’s infamous former motto:Tech elites like to cast themselves as radical revolutionaries. But we find ourselves in a relentless cycle of sameness. headtopics.com

Concealed within the rhetoric of tech progress is preservation of the status quo. The future that tech elites imagine looks remarkably similar to the one we’re in: unchecked power, consolidated wealth, low regulation and minimal consequences when technology proves to be harmful. If we want to talk about

It serves tech billionaires well to make it seem as though social progress is intrinsically linked to tech development. They cast themselves as our; here to save humanity provided they retain the power, capital and market dominance to do so. Anyone who dares get in the way is dismissed as backwards or ignorant. This mischaracterisation goes at least as far back as the early 1800s and the Luddite uprising. headtopics.com

Then as now, when elites misrepresent techno-scepticism as dangerous or backwards, they are trying to direct attention away from rational concerns about manifestations of power and profit.The brand of optimism wielded by prominent tech industry figures weaponises hope for a better future. It asks us to shy away from the political realities of technology as it stands in favour of a libertarian fantasy (or nightmare).

Australia Headlines

Read more:GuardianAus »

Terrified of spiders? Let me change your mindOur distaste for spiders is based on ideas that have taken hold in society and are reinforced the more they circulate. Read more ⮕

Terrified of spiders? Let me change your mindOur distaste for spiders is based on ideas that have taken hold in society and are reinforced the more they circulate. Read more ⮕

Terrified of spiders? Let me change your mindOur distaste for spiders is based on ideas that have taken hold in society and are reinforced the more they circulate. Read more ⮕

Navis Capital’s Device Tech rules off $400m debt dealStreet Talk understands the $400 million was underwritten by Commonwealth Bank and Westpac last week. Read more ⮕

‘Dumb white dogs’: Melbourne bar sparks outrage for ‘abolish Israel’ signAn inner Melbourne bar has gone into damage control after being condemned over a sign placed out the front which called for Israel to be abolished. Read more ⮕

Super Saturdays and ‘HIT’ clinics to slash surgery waitlist backlogA radical blueprint proposes several measures in a bid to cut the number of people waiting in pain for surgery. Read more ⮕

Some individuals, like Andrew Luck, prefer simpler devices like flip phones to maintain simplicity and disconnection from technology.

Title:

Content: Andrew Luck Finally Upgrades His Flip Phone … To Another Flip Phone

Intro: Andrew Luck has made it clear that he’s not interested in joining the world of smartphones. He’s just fine with his flip phone, and he finally got an upgrade this week.

INDIANAPOLIS — Has Andrew Luck finally turned in his ancient flip phone for a smartphone?

No. No he has not.

But, he did get a new flip phone this week.

The Indianapolis Colts quarterback on Thursday shared on his Facebook account that his mobile carrier had hooked him up with a new phone.

In June, Luck became the recipient of the most lucrative contract in NFL history, and many wondered if the fifth-year Stanford product was going to splurge on the newest smartphone for himself.

"One, I like it. It's a comfort thing," Luck said of not giving up the flip phone lifestyle. "I think anybody can appreciate that, if you're used to that. … Two, I don't think I want to be connected 24/7, and this phone is maybe sort of a reminder that you don't have to be connected. And it's nice to get away. It's nice to turn your phone off."

Luck's phone at that time — and his new one, we assume — can send and receive text messages, and for all the newest crazes in apps and technology, he says he has an iPad.

"What else do you need?" Luck asked. "I'm not a Luddite."

Luddite | Ludd·ite | Noun: "One of a group of early 19th century English workmen destroying laborsaving machinery as a protest; broadly :  one who is opposed to especially technological change." Thank you, Merriam Webster.

Nice word choice, Andrew. Looks like his "Andrew Luck Book Club" is paying huge dividends.

While many of us (including the author of this article) remain glued to their smartphones, Luck is obviously content with what's gotten him to this point in life.

Smartphone or flip phone — or rotary phone — he's back on the field and healthy for the Indianapolis Colts, and that's all that should matter to his fans and his organization.

This article has been reproduced in a new format and may be missing content or contain faulty links. Please use the Contact Us link in our site footer to report an issue.

Related Content

2023 Season Tickets On Sale Now!

Secure the best seats, benefits & more for next season! Be there live for exciting matchups against the Pittsburgh Steelers, Tampa Bay Buccaneers and more opponents to be announced soon. Learn more today!

Advertising

The Luddite philosophy involves breaking oppressive machines, likened to Robin Hood but considered more dangerous.

The 21st century Luddite movement relates to anarchism, which advocates for human freedom and autonomy by critiquing power structures.

Title:

Content: News from Iraq now.
Philosophy of Chaos
2023 / 08 / 20 | 09: 15 - Source: Conscious
A travel guide.
In recent years, the term "chaos" has been repeated in reference to events around the world, including popular demonstrations, destruction of some facilities, as well as the "creative chaos" considered by US Secretary of State Condoleezza Rice during what became known as the spread of democracy and human rights in the Middle East, with the subsequent destruction of countries and displacement of populations, to the extent that some have found in what is happening a form of anarchism or anarchism. Archaism, which has prevailed in Europe for centuries, in an attempt to suggest that the defenders of anarchism are misguided and evil, is it a violent ideology whose purpose is to destroy everything in the world?
Does what is happening belong to the anarchist movement with its ideas and perceptions of society?
Anarchism, as a social intellectual product, was not based only on criticism of the authority and the state, but it is a philosophy that believes in the freedom of man, the right to determine his choices and determine his destiny without submitting to any authority or interference from any power trying to shape his life system and impose choices on it. Structures that place power in the hands of a minority and impose its hegemony on the majority of the people.
Some trace this concept back to the schools of thought in ancient Greece, where we find the anarchist ideas of Zeno the Stoic who advocated the supremacy of moral law, that if individuals followed natural law they would live in peace and harmony with each other, that there would be no need for any institutions of domination and oppression such as the army, courts, and priests. Such as the concept of legitimate and illegitimate power, and his critique of power structures, classes and hierarchies, which he sees as limiting human freedom, there are other thinkers who have made their mark on anarchist thought such as Mikhail Bakunin, Leo Tolstoy, William Godwin, Joseph Proudhon and others who have spoken and believed in anarchist thought, which, though sometimes contradicts the existence of the state and capitalism.
Anarchists view the state as an immoral entity based on violence and domination, which practices a form of slavery against the people and does not respect human freedom, and despite the spread of democratic ideas, parliaments and elections that suggest the people ’ s exercise of their right to rule, all this practice remains in the service of a minority at the expense of the majority of the people.
It seems that the peoples are fed up with what their governments do and what they practice of oppression, oppression and humiliation, and their reaction was violent, which led some to believe that they are anarchist movements, demanding the demise of the state with all the control and authority it represents, but what is happening in other countries in the world has nothing to do with that philosophy, because what the peoples want is not the abolition of the state and its dominant authoritarian institutions. The burdens they have burdened, and the hand of the political, security and religious institutions that are tightening the noose more and more, and limiting the freedom of individuals in a way that can no longer be sustained.

The movement promotes a democratic and equitable society where technology benefits all, not just a privileged few.

The term "Luddite" is often misused, as the originals were motivated by a desire to protect their livelihoods and communities, not oppose technological progress.

Title:

Content: The new is the old well forgotten.
Where in the Network there was a fashionable insult to the opponents of AI
In the Internet discourse, deep in the study of sarcastic comments of anonymous persons, you can find the term "Luddite".
This label is often referred to as people who dare to express the slightest inclination to inhibit the constant development of artificial intelligence (AI).
Related video
Interestingly, such prominent figures as Elon Musk, Stephen Hawking and Bill Gates have been awarded the Luddite Award, which is recognition of their cautionary position regarding the potential dangers associated with artificial intelligence.
During the ceremony, Robert D. Atkinson, the organizer of the award, noted: “Unfortunately, luminaries such as Elon Musk and Stephen Hawking have contributed to the feverish refraction of hands about the impending apocalypse of artificial intelligence, ” writes IFLScience.
In Focus.Technology appeared its own Telegram-channel.
Subscribe not to miss the latest and exciting news from the world of science!
Atkinson also explained: "Do we consider any of them personally Luddites?
No, of course not.
They are pioneers of science and technology.
But they and others have done a disservice to the public — and undoubtedly have helped and comforted the increasingly common neo-Luddist impulse in modern society — by demonizing AI in the popular imagination.
But how did the term come about?
Its roots can be traced back to the early 1800s in England.
Before the industrial revolution, skilled craftsmen who knew a lot about textile production made clothes using their own machines and specialized tools.
However, a situation arose when new technologies and methods of mass production appeared, as a result of which artisans were unable to compete.
The result was a movement whose purpose was the destruction of the textile industry and the destruction of new machines.
Although there is some truth to this story, it does not reflect the whole essence of the Luddite movement.
Their actions were not driven solely by a reaction to new technologies; rather, they were a response to the profound transformations taking place in their professional activities.
While it is true that they often attacked a knitting machine known as a stocking frame, as well as other mechanized fixtures, their main concern was the labor practices associated with these machines.
Kevin Binfield, editor of the Luddite and Compassionate Works, explained their motives: "They simply wanted machines to produce high-quality goods, and that these machines employed workers who had been trained and received fair wages.
It was their only concern. ”
The nickname "Luddites" comes from the nickname "Ned Ludd", an apocryphal figure who allegedly sabotaged a textile factory in 1779, although historical evidence suggests that this man was most likely a fictional one.
In a 2007 paper, researcher David Linton explained: “Some say that a young man, possibly with cognitive impairment, named Ned Ludd once misunderstood an order and accidentally broke his frame machine.
Others argue that this was done deliberately, in a fit of anger.
Whatever the motive, it seems to have become a joke phrase that whenever the machine breaks, for whatever reason, you can say something like, "Ludd must have been here."
From this construction, it is a short step to the ironic application of the name Ludd to vandalism for political purposes. "
Between 1811 and 1816, the Luddite movement held sporadic and somewhat unorganized protests, characterized by the destruction of cars and the burning of factories.
In response, the mill owners resorted to extreme measures, using deadly force against the Luddites.
In April 1812, there was a grim turning point in Huddersfield, where at least four people died at the hands of the mill owners.
In retaliation, the Luddites killed the owner of the mill, William Horsfall, who boldly declared his intention to "smear himself with Luddite blood to the saddles."
Horsfall was shot while sitting on his horse.
Faced with these uprisings, the government immediately sent thousands of soldiers to quell the protests.
Moreover, they adopted a law according to which the breakdown of cars was subject to the death penalty or sending to colonies.
Subsequently, the movement dissipated, but the stable expression "Luddite" could not accurately convey the ideals and goals of the Luddites.
Previously, Focus wrote about the first IPSO in the history of mankind.
It turns out that it was invented in Babylon and it concerns the Flood.

The 21st century Luddite movement responds to AI and technological advancements transforming the workforce and threatening human society.

Lush and other companies are partnering with movements like People vs Big Tech to promote a more equitable society.

Title:

Content: 26 November 2023

Bath Bomb “The Cloud”: Lush’s Rebellion against Big Tech

2 min read

Lush, the innovative company known for creating and selling handmade fresh cosmetics, is taking a stand against the giants of the internet. In collaboration with the decentralized movement called “People vs Big Tech,” the brand has joined forces to raise funds and support their efforts in holding large tech corporations accountable. To kickstart this initiative, Lush unveiled a limited edition bath bomb called “The Cloud” on all of its websites during the Black Friday event. 100% of the sale price (excluding VAT) of this bath bomb will be donated to the movement.

In a powerful move, Lush is not only encouraging its customers to purchase “The Cloud” but also to sign the “Declaration of the People” to challenge the power and abuses of Big Tech. Whether it’s combatting internet shutdowns or raising awareness about the impact of social media on mental health, Lush’s mission is to “leave the world better than we found it,” as stated in a press release.

FAQ:

Q: Why is Lush collaborating with “People vs Big Tech”?
A: Lush is partnering with the decentralized movement “People vs Big Tech” to support their work in holding large tech corporations accountable.

Q: What is the significance of the limited edition bath bomb “The Cloud”?
A: Lush’s “The Cloud” bath bomb is a symbol of rebellion against Big Tech. 100% of the sale price (excluding VAT) will be donated to the “People vs Big Tech” movement.

Q: How can customers contribute?
A: Customers can participate in Lush’s rebellionpurchasing “The Cloud” bath bomb and signing the “Declaration of the People” to challenge the power and abuses of Big Tech.

Q: What is Lush’s mission?
A: Lush aims to make a positive impact on the worldfighting against issues like internet shutdowns and advocating for mental health awareness in the era of social media.

As Lush continues to innovate within the cosmetic industry, their collaboration with “People vs Big Tech” showcases their commitment to creating a better world and challenging the status quo. Through their products and activism, Lush is empowering individuals to take a stand and rebel against the influence of Big Tech.

The 21st century Luddite movement is influenced by Marxist ideas, emphasizing human dignity and freedom, and critiquing worker alienation and exploitation under capitalism.

Title:

Content: * * *
Monograph "Marx Lost and Marx Found"
Marx lost and Marx gained / under the scientific editorship of A. A. Koryakovtsev.
M; Yekaterinburg: IPIP UB RAS: Cabinet scientist, 2021.
In 2021, a collective monograph “Marx lost and Marx found ” was published in Yekaterinburg.
The book is a collection of articles united by a common desire to live up to the problems that must certainly be resolved in classical Marxism in the 21st century.
It seems that the authors (among them – the deceased in 2018 philosopher Konstantin Lubutin, Peter Kondrashov, Sergey Viskunov and Andrey Koryakovtsev) succeeded.
Moreover, reading this work leads to such "damned questions", which cannot be answered within the framework of close "Marxist studies" - so burning relevance is affected at the same time.
The central five articles of the book are devoted to the views of Karl Marx on the essence of man.
The authors believe that Marx ’ s philosophical anthropology is not just “one of ” the components of Marxism, but its fundamental part.
“The doctrine of man, ” writes Andrei Koryakovtsev,“ plays the role of the theoretical foundation on which all other aspects of Marx ’ s doctrine — both his critique of political economy and his communist project — rest. ”
Of course, not the first time researchers pay attention to the “Marx ’ s concept of man ”.
Erich Fromm ’ s book of the same name is widely known, which is based on Marx ’ s “Economic and Philosophical Manuscripts ” found already in the 20th century.
It is in these manuscripts that the question of the generic essence of man and alienation from it is posed.
But if this topic has already been raised, then what is the novelty of the Ural monograph?
Man, where's your place?
The authors of the book warn against the disintegration of Marxism into components - anthropological and "revolutionary".
This has happened many times: the same Fromm and other fans of “human ” Marx often pushed aside the radical side of his teachings.
After their work, it seemed that all the “bloody ” revolutionary transformations carried out under the red flag were ridiculous distortions of Marxism.
Soviet theorists did exactly the opposite: they declared the manuscripts "immature" - they say, Marx's views had not yet formed.
This criticism was accompanied by such pearls: “Marxist views are set out in them (manuscripts – approx.
D. K.) in an inadequate way, fragmentary, insufficiently consistent "(academician Theodor Oizerman).
However, in the West there were opponents of Marx ’ s anthropology – the French Marxist Louis Althusser, for example, professed “theoretical anti-humanism ”.
The authors of the book recognize that such a decomposition of Marxism was inevitable due to a number of historical circumstances, but advocate a holistic approach: from their point of view, it was Marx ’ s anthropological views that “served as the justification for the liberation mission of the working class. ”
Diego Rivera.
Man, the Lord of the Universe (fragment).
1934
Agree: if the entire outstanding Marxist project is based on its special understanding of the human essence, then after this one wants to get deeper acquainted with such a worldview.
But the answer to the question of what is a person and what is his essence is important not only for this reason.
Right now, we are witnessing the implementation of the sinister ideologies of neo-fascism and transhumanism.
Somewhere already officially (!) recognizes the fundamental inequality of people and infringement of their rights.
Attempts are made to segregate people for different reasons – racial, national, medical.
These vicious practices are spreading rapidly in the world and cannot be ignored.
It must be said directly: in the core of anti-human projects lies its own, developed idea of   a person.
It is the engine of this sinister tank “Tiger ” sample of 2021.
A simple denial of evil can not do here: the tank is already built and goes to our souls.
To counter it, a full-fledged alternative is needed, based on its ideological engine.
Such an engine can be a solid and strong humanistic theory that comprehends man in all his complexity and grandeur.
Such optics turns the “Marxist talk ” into an extremely relevant strategic issue.
“It ’ s all about freedom celebration! ”
Back to the collection.
In the articles of Pyotr Kondrashov, a request is made for a complete reconstruction of Marx ’ s concept of the human essence.
This reconstruction is carried out not only on the basis of the "Economic and Philosophical Manuscripts", which is limited to some researchers: it takes both the corpus of other texts of Karl Marx, and important context for consideration (for example, the texts of the philosopher Ludwig Feuerbach).
The author deduces the human essence in Marx in several aspects: "In the philosophical and anthropological aspect - as praxis (" conscious, goal-setting and goal-realizable activity "); in the socio-philosophical - as an ensemble of social relations; in the existential - as the ability to sympathetic (not indifferent) experience of his being-in-the world; in the ontological - as universality, i.e. from the limitations imposed by nature and instincts."
But this is not all: Kondrashov notes that Marx ’ s concept of man is a dialectical unity of two approaches: the first professes immutability, and the second, on the contrary, the dynamism of human essence.
This means that each person has the ability to creatively ascend, to overcome all sorts of barriers and conditionalities, but this predestination can affect a lot.
“Each individual always finds himself immersed in a unique network of social and individual relationships, determined both by his concrete historical and social situation, and by his own actions and decisions, ” the researcher writes.
Constantine Yuon.
New people.
1928
It is this circumstance that is indicated by the definition of human essence as "ensemble (ensemble) of social relations".
Note that the word ensemble is usually translated by Marx as “aggregate ”.
Kondrashov disagrees with this.
“If Marx is talking about living harmony and consonance (even in the sense of Heraclitian äp-juovla as the coherence of contradictions), then in the Russian version with the“ totality ” we mostly hear the connotations of dead, conglomerate, indifferent connection, ” the researcher is sure.
All this is not a translation controversy: it is about the existence of an existential register in Marx ’ s philosophy.
The founder of Marxism even in his “economic ” works raises questions“ about human suffering and pleasure, the authenticity and inauthenticity of human existence, about the experience of one ’ s being in the world, about bestiality and “all the former abomination, ” the author of the article emphasizes.
It is this perspective that allows us to see in Marx ’ s teaching the combination of “objective-scientific analysis ” and“ subjective-existential drama. ”
This is miraculously manifested in the very style of life of the philosopher, combining scientific rigor and lively sensuality, not shying away from healthy self-irony.
“If you want to be a beast, you can, of course, turn your back on the torments of humanity and take care of your own skin.
But I would consider myself truly impractical if I had not finished my book, if only in a manuscript, "Marx wrote in one of the letters about the first volume of Capital.
A little earlier, we talked about “ideological engines ”.
It would be appropriate in connection with what has been said here to recall the remarkable lines of Alexander Blok:
Forgive the gloom – is it?
The hidden engine of it?
He is all a child of good and light,
He is all - freedom triumph!
It is said about Marx and his misinterpretation.
Some authors try to pass off the “gloomy ” features of Marxism (especially in the field of“ objective scientific analysis ”) as its essence, while the real engine there is admiration for a person and a bet on a person, while maintaining a sober mind.
Alienation and Russian Classics
Where there is a human essence, there is an alienation from it - and this concept the authors tried to reveal in as much detail as possible.
Kondrashov draws attention to the fact that alienation occurs not only due to the isolation of a person from the product of his labor, not only because of the primacy of private property.
All this ends in existential alienation, “when a person feels like a commodity, a dead thing, when a person becomes a beast, in his humiliation, depreciation, in his self-loss, that is, in his inhumanity, ” the author writes.
In addition, according to Marx, not only the proletariat is alienated, but also other classes, even the “masters of life. ”
They do not experience “alienation activity ” but“ alienation state. ”
For example, becoming appendages of their capital, forced to give all their time to economic competition.
Such an understanding of “alienation ” is appropriate even today, when the exploitation of the mass man has decreased, but dehumanization has remained and in some ways even intensified.
It is amazing how Marx ’ s worldview is similar to the general mindset of classical Russian literature.
Griboyedov, whose Chatsky asks for a carriage, since he cannot be in a community of alienated, spiritually dead people.
Pushkin and Lermontov, whose heroes are severely eaten by this disease...
Gogol's "Dead Souls"...
Dostoevsky with the story "Bobok" about the "dead alive".
Blok ponders, “How grievous is a dead man among men. ”
Does that sound like something?
Perhaps this is part of the solution, why exactly the Russians managed to really take up the implementation of the Marxist project?
(Marx is related to the Russian classics in another way: in his rejection of philistinism and philistinism.
He calls the world of the Philistines dehumanized.
A very good topic for research!)
The book also addresses other issues.
Thus, in the article of Konstantin Lubutin the differences between the philosophies of Marx and Friedrich Engels are brought out, as well as the Soviet versions of the philosophy of Marxism are criticized.
There are materials devoted to Marxist dialectics, which, according to the authors, is far from being as smooth as the Soviet teachers of diamat and istmat would like.
And Sergey Viskunov analyzes the transformations that Russian social thought of the 20th century underwent.
These topics require a separate discussion.
Left answer to Shigalyovshchyna
Of course, the complete reconstruction of Marxism “on human grounds ” cannot be exhausted by the above theses.
By the way, the authors of the collection repeatedly emphasize the connection between the views of Marx and Feuerbach, but this is only one of the elements of the “humanist ensemble ” in which Marxism matured.
Jose Orozco.
Prometheus.
1930
It is obvious that “Marx ’ s humanism ” will have to be written in the context of a broad humanist movement that accompanied human history in various manifestations: from the cult of Prometheus (according to Marx,“ the noblest saint and martyr in the philosophical calendar ”) and the Christian religion to the most modern anti-fascist, anti-liquidation ideologies.
It will be useful to correlate Marx ’ s concept of man with some of the disastrous trends reigning today.
The COVID-19 pandemic has strengthened the position of the so-called “technocrats ” who are set up for the mass digitalization of the entire human life.
Along with technological conveniences and economic growth comes a slavish dependence on the digital industry, which is run by several monopolistic corporations.
The entire aggregate digital machine begins to engage in the “production of the person ” — the person it needs.
The individual is driven into the Procrustean bed of digitalization, simplifying all its complexity to standards and algorithms.
Behind this process there is an idea of   the human essence.
A person is understood as a kind of “non-machine ”: a computer will always overtake it in terms of algorithms, and everything else is difficult to perceive by a machine and cannot be fully used.
This conflict is particularly evident in the education system.
An attempt to introduce a “digital educational environment ” in schools and replace university teachers with video courses forms an alienated person with a superficial, schematic perception of the subject.
Second example.
In the West, we see an aggressive promotion of the ideology of tolerance, which supposedly protects the so-called minorities from oppression.
But it turned out that tolerance degenerates into a dictatorship of minorities over the majority: standards are introduced that directly infringe the rights and interests of the majority.
For example, in Germany, you don ’ t dare protest if your child is pushed through the idea of changing sex.
And if you do not let the child to the appropriate lessons, then the Jugendamt will come to you - the body that performs the functions of juvenile justice.
He can take away the child from the “bad parent ”.
That is, a system of complete subordination and production of a person has been built, including its punitive detachments.
This system uses destructive techniques, including the promotion of destructive hormonal drugs to change sex.
In the child, Mozart is strangled in advance and attention is focused on sexual perversions, and the parent is deprived of his basic parental function - the ability to bring up the child and defend his views!
Alienation is carried out now from infancy and on an unprecedented scale.
Moreover, in some cases it is covered up by a perverted left-wing ideology.
Jose Orozco.
Painting in the chapel of the hospital "Ospisio-Cabañas" (fragment).
1938-1939
I note that the trends I have cited are often criticized by the conservative, not the left, public: “totality ” and digitalization are condemned from a religious or national position.
For example, they are understood as Shigalyovschina, described by Dostoevsky - "We will unleash unheard of debauchery, we will suffocate every genius in infancy!".
However, these phenomena can be investigated and condemned from the position of humanistic leftist ideologies, in particular, the same Marxism.
And such attempts will not be pulling an owl on a globe.
Curiously, Russia ’ s political practice is already forming spontaneous “left-conservative ” alliances against digitalization,“ totality ” and juvenile justice, against the “liberal opposition ” and Ukrainian neo-fascism.
Often, such alliances arise without deep intellectual reflection: there is a common enemy, and why both sides do not like it so much is often not realized.
Perhaps it is time to think: what if these situational unions have not yet realized commonality of many views and beliefs?
Reflections on Marx ’ s humanism and their connection with actual political practice lead to such thoughts.
After all, if this commonality exists, then the development of a modern “humanistic engine ” must begin right now.
See also: Magical Marxism: How the Lenin State Farm Should Destroy Capitalism?

The movement resists digitalization and totalitarianism, promoting a human-centered approach to technology.

The 21st century Luddite movement seeks a more just and equitable society amidst rapid technological change.

The main reasons for resistance to new technologies in the workforce include lack of understanding, fear of job loss, and concerns about automation or AI replacement.

Title:

Content: Slack: Companies still aren't making the most out of hybrid working technology

A new study from Slack has uncovered the shocking reality about productivity that is costing businesses money.

The company's latest State of Work Report surveyed more than 18,000 workers across the world, finding companies are still failing to supply employees with sufficient productivity tools, and highlights the growing need for businesses to adopt AI in order to achieve their best results.

As well as leading to fewer profits, IT decision-makers’ apparent reluctance to distribute software designed to support remote workers is leading to company-wide dissatisfaction that could be losing businesses their talent.

Should my business use AI?

Around one-quarter (27%) of the companies Slack surveyed were using AI tools to help productivity and efficiency despite more than three-quarters (77%) of employees believing that automation could help them save time, thus increasing productivity.

Those study participants who had adopted some type of AI or automation were found to have reported productivity levels up to 90% higher than those who hadn’t, strengthening the case for the relatively new technology.

In fact, Slack’s blanket statement that “new technologies, such as AI and automation, are largely not implemented” indicates a large-scale trend that companies and their ITDMs are slow to react, risking leaving them in the dust as the small handful of companies that are willing to experiment leap ahead.

More broadly, four in five workers said that having the right technology to get the job done would improve their productivity.

It’s not just about having the right technology, though. The report briefly looks at the physical office, where quiet libraries, collaboration spaces, and larger social lounges could all play a pivotal role in how workers engage.

Finally, a wider look at wellness is in order too, according to the findings, in order to help workers establish a better work-life balance where they are able to switch off from work outside of regular hours.

“The workplace is continuously evolving – and never more so than in the past few years. Companies must rethink the employee experience to increase productivity today,” said Brent Hyder, President and Chief People Officer at Salesforce. “Organizations that embrace new ways of working, such as flexibility, automation and AI, and collaboration tools will help their employees – and ultimately their customers – find greater success.”

With several years’ experience freelancing in tech and automotive circles, Craig’s specific interests lie in technology that is designed to better our lives, including AI and ML, productivity aids, and smart fitness. He is also passionate about cars and the decarbonisation of personal transportation. As an avid bargain-hunter, you can be sure that any deal Craig finds is top value!

Failing to provide sufficient productivity tools can contribute to employee resistance to new technologies.

Employees may resist new technologies due to insecurities about their competence or concerns about increased workload.

Title:

Content: BETA
This is a BETA experience. You may opt-out by clicking here

More From Forbes

Edit Story

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.

Forbes Technology Council is an invitation-only community for world-class CIOs, CTOs and technology executives. Do I qualify?

Follow me on Twitter or LinkedInCheck out my website

Uncertainty and anxiety can cause resistance to new technologies in the workforce.

New technologies can trigger employee anxiety and resistance to organizational change.

Preparing staff with training and support can reduce resistance to new technologies.

Outdated equipment can hinder technology adoption, leading to talent loss and reduced profits.

IT decision-makers' reluctance to adopt new technologies can cause company-wide dissatisfaction.

Fear of the unknown and replacement by AI can drive people to resist change.

Title:

Content: Change Management
|
The world is in a state of great transformations that bring with it new patterns of behavior and living, and if we look at the world of business, it is in a state of greater and deeper transformation.
These transformations call for building distinctive capacities in the field of helping different communities and entities to interact and engage in the new wave of demands.
All societies can contribute to the evolution and transformations that we see every day and different systems can accelerate the process of acceptance, and then creativity in dealing with emerging technologies and environmental transformations, this requires the creation of a basic structure that helps humans to understand, accept and react quickly to developments.
This advantage achieves competitiveness in environments that are able to embrace change as an important feature of the times.
It can be said that the most difficult element in the face of change is the human, despite the fact that his life is based on continuous change, whether biological, intellectual or psychological, but over time he tends to try to stay on a specific system and harmony in which he sees security.
Fear is what drives people to resist change, and many scientific studies have shown that even those who suffer and live in non-positive situations, tend to escape change by virtue of fear of the unknown, and there are many examples that are circulated in societies what pushes towards trying to stay in a situation that may not be happy or healthy because of this fear.
Many patients are afraid to go to hospitals and even resist attempts to treat them because of fear of the next.
Perhaps the most useful sentence in this context is Roosevelt ’ s statement, “There is nothing to fear but fear itself. ”
If everyone goes beyond fear, they can enter a new world with new challenges and a different future.
Perhaps it is important to mention here that transparency and clarification of facts are the most important elements of removing fear.
As part of planning for change, the more people understand the purpose of the change we want, whether it is small or large, the clearer their acceptance of the next steps will be, and help achieve the goals quickly.
Management scientists are interested in many other elements that fall under the planning of change, the most important of which are the creators in the organization who have within them the ability to accept the new, and this subject deserves a detailed talk does not allow space ways here.
Publish it.

Humans often prioritize security over adopting new technologies.

Transparency and clear communication can help clarify facts and remove fear, increasing acceptance of new technologies.

Understanding the purpose of change can increase acceptance and reduce resistance.

Creators adapt to changes easily, while others may need more time and support.

Resistance to change hinders digital transformation progress in corporate cultures.

70% of digital transformation failures are caused by worker resistance.

Title:

Content: Opinions
Send Save Print PDF
Deep breaths.
My treatment.
It is said that « 70% of the failed experiments in the journey of digital transformation caused by the resistance of workers and their refusal to use the new model developed », I remembered this information while standing in front of the office of an employee in one of the ministries to follow my treatment looking at the computer screen said « Your information did not reach the system », my response was that days ago I checked the department responsible for this information can On the way, I smiled because if the information was carried on a turtle, it would certainly take less than a month to arrive, and then he said as if he wanted to give me a lesson in the electronic system in front of him on the screen, “Even if the information arrives, it takes twenty days to receive your treatment from the system. ”
The biggest mistake in digital transformation is to think only about adding technology to our business and forget about the development of the team and the environment industry, which ensures that these systems are led by employees who are able to change the business approach to become the best quality and speed of delivery, employees invited by the environment to reach the main goal of e-government which is customer satisfaction and facilitate their transactions on the other hand.
We take a deep breath...
Because I am a professional in this field, I challenge the device that plans the digital transformation journey at the country level, specifically e-government, I challenge them in the efficiency of the integrated strategy, which ensures compatibility between important elements, the most important of which is the team industry capable of successfully leading the implementation of e-government, I challenge them in the quality of information contributing to decision support, It serves both reviewers, staff and leaders.
And believe me, I would be very happy if someone in charge confronted me and proved to me that I had lost the challenge.
Add a new comment
The comment received from the participant or reader is an expression of his own opinion and does not reflect the opinion of the Kuwaiti newspaper Al-Nahar
View comments
Kuwait prayer times
More...

Inadequate training, poor team development, and ineffective strategy can contribute to digital transformation failures.

Incompatible work environments and insufficient information hinder digital transformation and decision-making.

Digital transformation requires employee buy-in, as poor change management can lead to resistance.

375 million jobs worldwide are expected to be impacted by automation by 2030.

Title:

Content: Although it is common for business leaders to take inspiration from successful sports coaches, former Arsenal manager Arsène Wenger — himself a regular speaker on the corporate circuit — believes lessons from sport aren’t easily transferable to most organisations.

“Players have to be as close as possible to 100% of their potential to be efficient,” Wenger is quoted as saying. “That is not the case in daily life.”

Certainly, the role of talent separates sports teams from banks, or law firms, or even startups. Not least because the hierarchy of compensation is flipped, with many players earning in a week what their coach earns in a month, or what the club directors earn in a year. But Wenger is getting at something deeper, a point taken up by Financial Times journalist Simon Kuper.

“Sport isn’t a useful model for business,” Kuper writes. “Corporations are based on the concept of replaceability. [Employees] don’t need to be highly talented. They just need to be good enough.

A corporation succeeds thanks to efficient processes, not extraordinary talent. In most jobs, creativity and extraordinary talent only cause trouble.”

Interestingly, Kuper’s emphasis on process and replaceability chimes with common fears around AI and automation, with many digital transformation initiatives encountering resistance and scepticism from employees fearing job displacement — often justified.

Irish workers at risk

By 2030, management consultancy firm McKinsey predicts automation will impact at least 375 million jobs worldwide, while the recent OECD Skills Strategy Report notes Irish workers are at risk of falling behind as workplaces and technology evolve faster than skills and capabilities.

If we accept Kuper’s version of a corporation, surely more AI and automation will lead to increased organisational downsizing and even less emphasis on creativity and extraordinary talent.

Thankfully no. Or at least, not entirely. While the process-over-people organisation Kuper describes may have been common in the past — and still exists to an extent — IMI research shows top organisations have never been more committed to their people, with AI and automation an enhancer of their creativity rather than a replacement.

After studying the digital transformation efforts of multiple organisations, IMI found the biggest enabler of project success was not the technology itself, but the organisational and leadership structures.

Empowered by supportive leadership, agile and cross-functional teams utilised cutting-edge project management techniques to test and iterate in an environment of psychological safety, with creativity and innovation at the forefront.

Emphasis on continuous learning

The most successful teams were not necessarily AI or technology experts, but their organisations placed a strong emphasis on continuous learning and upskilling, allowing them to adapt more easily to new technology and ways of working.

Crucially, rather than being processed-obsessed, these teams were output-orientated, customer-centric focused on high performance. Tony Moroney, programme director for IMI’s digital leadership diploma and AI for C-Suite programme, believes the biggest challenge to be overcome when it comes to technology and digital is mindset.

When people hear digital transformation they tend to focus on the digital side rather than the transformation side, when really it’s just using digital tools to deliver this transformation and provide a better experience for customers.

"But it’s vital to look at digital transformation as a strategic imperative, and not just as a technology project.”

Recall the words of Colonel John Boyd, the US Air Force pilot and military strategist, who would routinely bark: “People, ideas, machines — in that order!” Boyd believed project success with technology came from the intersection between people and technology, and the ideas of those people, not from the technology itself. In other words, instilling a culture of innovation.

New opportunities and challenges

However, fostering that environment is not easy. The business landscape is being reshaped by automation and AI in unprecedented ways. This brings forth new opportunities and challenges for leaders, who are tasked with driving their organisations through technological adoption while meeting the changing needs of an evolving workforce.

Organisations must shift from technology infrastructure investment to value realisation, but these opportunities can only be realised when the cultural and organisational challenges are met.

For example, a recent Microsoft survey noted over half of Irish workers feel their leadership team is out of touch and that workplace culture has deteriorated in the hybrid environment. Burnout, not enough focus time, and too many tasks and meetings were also cited as challenges.

On the flipside, a recent Deloitte survey noted C-suite leaders found the main obstacle hindering their organisation’s progress towards digital transformation was lack of workforce skills and capabilities, followed by mindset and cultural shift.

In terms of overcoming these challenges, the adoption of digital solutions like AI should help organisation address the productivity pressure points mentioned above, reduce risk of employee burnout and improve the employee experience.

Crucially, leaders must encourage a culture of continuous learning and experimentation, where employees are empowered to embrace change and adapt to emerging tools and trends, along with equipping the workforce with new skills and capabilities. Otherwise, workers may get left behind, as the OECD recently warned.

While technology should be used to increase productivity rather than a means to replace people, technology can and often does replace people — this is the history of automation. Thus upskilling and lifelong learning initiatives are so vital: empowering and increasing the capabilities of a hugely diverse group of workers, including leaders themselves.

Jobs threat

Because automation and AI threaten jobs higher up the food chain than ever before, leaders are also at risk of being left behind, unless they equip themselves and their teams with the necessary skills and capabilities to navigate the rapidly evolving landscape.

The demand for a better understanding of these implications has led IMI to create their AI for C-suite half-day programme, featuring immersive workshops providing scenarios where senior leaders will work through the implications and challenges of embedding AI into their businesses.

The need for programmes such as these is especially crucial, considering the growing divide between workers and leaders in many organisations and the unprecedented complexity we face.

AI is likely to be the defining technology of our time, with the potential to free us from digital debt, fuel innovation and transform how organisations operate and interact with their employees. Rather than diminishing creativity and extraordinary talent, quite the opposite effect occurs. Freed from process obsession, workers can finally perform to the standard of high-level footballers.

At least in theory.

  • Ben Davern leads research and insights with IMI

More in this section

The Business Hub
Newsletter

News and analysis on business, money and jobs from Munster and beyond by our expert team of business writers.

Sign up
Lunchtime News
Newsletter

Keep up with the stories of the day with our lunchtime news wrap.

Sign up
Revoiced
Newsletter

Sign up to the best reads of the week from irishexaminer.com selected just for you.

Sign up
Cookie Policy Privacy Policy FAQ Help Contact Us Terms and Conditions

© Irish Examiner Ltd

Irish workers risk falling behind without continuous learning and upskilling.

Leaders must encourage a culture of experimentation and adaptation for digital transformation success.

Lack of workforce skills and a mindset and cultural shift are major obstacles to digital transformation.

78% of business leaders are concerned about training employees in AI skills quickly enough.

Title:

Content: MILWAUKEE, April 4, 2024 /PRNewswire/ -- More than eight out of ten (81%) business leaders believe advances in artificial intelligence (AI) will require new skills and new ways of getting work done, according to new research from the World Employment Confederation (WEC), of which ManpowerGroup is a member. Yet, despite this awareness, 78% are concerned that they cannot train employees fast enough to keep pace with technology developments in the next three years.

"It is clear that advances in AI have the potential to transform the workplace at an unprecedented pace." -Jonas Prising

The findings are part of "The Work We Want," a global initiative commissioned by WEC. The first installment of this new international research, "Agile Talent in the Age of AI," details how generative AI will radically reshape workforces, requiring new soft and technical skills to realize the potential technology offers.

"It is clear that advances in AI have the potential to transform the workplace at an unprecedented pace, yet the growing technical and soft skills gap is a critical hurdle businesses must overcome," said Jonas Prising, Chairman & CEO of ManpowerGroup. "While Gen AI will revolutionize many aspects of work, there are elements of jobs that are, and will remain, quintessentially human: collaboration, communication, creative problem solving, and empathy towards others. Organizations must cultivate these uniquely human traits and invest in upskilling and their workforce to succeed in this new digital era."

Key Findings:

  • 80% say it has never been so hard to plan for future talent requirements.
  • 92% of senior executives say they'll need a more flexible workforce in the next two years.
  • Organizations will turn to a wide range of strategies to build flexibility, including setting up sectoral talent pools (91%), taking a skills-based approach to hiring (89%), using online talent platforms (89%), increase usage of contingent workers (88%), offering more internal flexibility, e.g. through inter-department secondments/job rotations (88%), and hiring talent from abroad (88%).
  • Employing contingent workers is becoming an increasingly attractive way to access hard-to-find digital skills and higher-caliber candidates with 79% of senior executives saying that employing workers with knowledge of new technology is an effective way to spread understanding to permanent employees.

"The 'Work We Want' is a conversation starter for governments, employers, and workers to address our new work reality and find solutions – collectively – to deliver better labour markets outcomes for all," Denis Pennel, Managing Director of WEC, said. "AI has made agility non-negotiable, and the HR services industry is crucial in helping to fill the labour and skills gaps brought on by digitalization."

Behind "The Work We Want" Initiative

  • The project is led by the World Employment Confederation, the global voice of the HR services industry.
  • The World Employment Confederation commissioned FT Longitude to conduct a survey in November and December 2023 of 715 senior executives from around the world, including 680 from Forbes Global 2000 companies and 35 public sector organizations.

To learn more about how your organization can bridge the skills gap and thrive in the age of AI, visit https://insights.wecglobal.org/the-work-we-want/home/agile-talent-in-the-age-of-ai to download the full report.

ABOUT MANPOWERGROUP
ManpowerGroup® (NYSE: MAN), the leading global workforce solutions company, helps organizations transform in a fast-changing world of work by sourcing, assessing, developing, and managing the talent that enables them to win. We develop innovative solutions for hundreds of thousands of organizations every year, providing them with skilled talent while finding meaningful, sustainable employment for millions of people across a wide range of industries and skills. Our expert family of brands – Manpower, Experis, and Talent Solutions – creates substantially more value for candidates and clients across more than 70 countries and territories and has done so for more than 75 years. We are recognized consistently for our diversity – as a best place to work for Women, Inclusion, Equality, and Disability, and in 2024 ManpowerGroup was named one of the World's Most Ethical Companies for the 15th time – all confirming our position as the brand of choice for in-demand talent.

For more information, visit www.manpowergroup.com, or follow us on LinkedIn, X (formerly Twitter), Facebook, and Instagram.

ABOUT THE WORLD EMPLOYMENT CONFEDERATION
The World Employment Confederation serves as the voice of the HR services industry at the global level, representing both national federations and workforce solutions companies worldwide. Our diverse membership encompasses a broad spectrum of HR services, including agency work, direct recruitment, career management, Recruitment Process Outsourcing (RPO), and Managed Service Provider (MSP) solutions.

Our mission revolves around securing recognition for the pivotal role played by the HR services industry in fostering well-functioning labour markets and advocating on behalf of our members to enable appropriate regulation. By fostering an environment conducive to sustainable growth of the HR services sector, our ultimate goal is to deliver better labour market outcomes for all.

By bridging the supply and demand gaps in labour markets, creating pathways to employment, enabling agile organisations, balancing flexibility with protection and deploying digital solutions responsibly, the HR services industry plays a central role in addressing labour market challenges and delivering people-centric solutions.

View original content to download multimedia:https://www.prnewswire.com/news-releases/global-study-reveals-business-leaders-expect-advances-in-ai-to-require-new-skills-302107682.html

SOURCE ManpowerGroup

80% of business leaders find planning for future talent challenging.

AI can improve contact center security, but also poses IT risks.

Title:

Content: Contact Center AI: An Interview with Talkdesk’s Ben Rigby

Question: Ben, What Is the Current Sentiment Around AI and Automation in Contact Centers?

Answer: Today, contact centers have started to feel the concrete benefits of AI, from its ability to improve customer satisfaction to increasing agent productivity and upskilling employees.

While some companies still struggle to understand how automation can fit into their tech stack to transform how they operate as a business, many have started to experiment with AI technology to support specific processes or tasks in their contact centers.

Q: The Report Shows That Only 15 Percent of Organizations Are Taking Advantage of Emerging AI Technology, Such As Human-in-the-Loop. What Might Be Causing the Hesitation?

A: Our survey shows that contact center professionals are lacking confidence in their understanding of AI and the business results they should expect. As with implementing any new technology, AI comes with challenges, and our survey found that security and IT risks around legacy contact center equipment rank number one for concern.

Companies are also facing resistance from leaders and staff within their organization while grappling with labor shortages, all of which make it difficult to build, use, and maintain new automated systems. CX (customer experience) leaders need to be transparent with their workforce, emphasizing the core benefits and uses of AI and automation.

In addition to improving a business’s processes and bottom line, this technology also has the power to streamline employees’ day-to-day activities by filtering out the repetitive tasks. By openly communicating these direct benefits, companies can gain buy-in from their entire workforce, from entry level staff all the way up to managers and above.

Q: What Are the Security Risks That Come with AI Technology?

While security and IT risks of outdated contact center equipment are a main barrier to adoption, once deployed as part of a digital transformation initiative, AI actually makes contact centers more secure. Three in four CX professionals agree that AI tech will allow customer data to be more secure than a live agent, and four in five agree that AI will significantly help companies improve identity and authentication security in the next two years.

Q: How Can CX Leaders Address These Risks?

A: If AI has the potential to improve contact center security, the question then becomes, how can companies securely implement the technology? The answer is simple: businesses must put the strongest foundation in place to support AI. Specifically, they’ll need to invest in modern cloud architecture that will seamlessly and securely integrate AI technology.

Q: If a Company Has Not Yet Adopted This Technology, Are They Falling Behind?

A: Companies that continue to be resistant to AI adoption will undoubtedly fall behind in two areas: EX [employee experience] and CX. In today’s contact center workforce, AI technology helps reduce the repetitive tasks and transactional work for agents, alleviating stress, reducing workloads, and allowing teams to rebuild their contact center workforce.

AI provides the much-needed support during ongoing labor shortages and will be instrumental in upskilling workers to provide a more meaningful role in the contact center.

In terms of CX, conversational AI can help contact centers provide high-quality experiences by instantly responding to customer queries at any time of the day. AI can also equip agents with the contextual, personalized knowledge they need to accurately answer customer questions. This leaves customers highly satisfied and eases friction that comes with lengthy interactions.

Q: In Making the Decision to Implement More Advanced AI Technology, What Do CX Professionals Need to Consider?

A: There are three things CX professionals and leaders should consider:

First, do our agents have the right training and resources to leverage this technology effectively? Before launching new tech solutions, it’s important that the current agents have a strong skill set and understanding of how this will impact day-to-day operations, as well as best practices to work in tandem once the technology is in place.

Second, do we have the internal resources to make AI operations accessible? AI will continue to become more advanced and the only way for a company to reap the benefits of this technology is by making it accessible to everyone, even those who don’t have formal technical training or backgrounds.

Third, do we have a current system that can support a safe integration of advanced AI technology? Without the right foundation, you won’t be able to utilize AI to its full potential. Prior to deploying AI technology, take the time to consolidate redundant tech stacks.

Q: With 79 Percent of CX Leaders Planning to Increase Contact Center Investments, What Do You Think the State of AI and Automation in Contact Centers Will Look Like in 2023?

A: In 2023, the realization of AI’s capabilities and benefits will be more apparent than ever. While some companies may still be hesitant, there will be many more use cases and success stories to reference and tout the positive outcomes for contact centers.

We can all agree that AI technology will continue to evolve and adapt to new business needs within the next year. Along with that, the growth of no-code solutions will continue to shine a light on the true ease of adoption, putting a rest to concerns around the challenges of adoption.

Thank you, Ben, for taking time to share your insight.

It’s been my pleasure!

Ben Rigby is the SVP and Global Head of Product & Engineering at Talkdesk, an end-to-end contact center solutions provider.

Resistance and labor shortages can hinder AI adoption and system maintenance.

Transparent communication and modern cloud architecture are necessary for secure AI implementation and workforce buy-in.

Companies resistant to AI adoption will fall behind due to inadequate training and resources.

Rapid digitization and online shopping negatively affect retail workers.

Title:

Content: Fast-moving technologies are having a detrimental effect on retail workers, a survey of staff in the sector shows.

Research from the Australian National University and University of Sydney found increased surveillance and the impact of online shopping were among areas having a negative effect on staff.

The study’s lead researcher, Professor Ariadne Vromen, said COVID-19 had rapidly changed the nature of retail work.

“Rapid changes including digitisation, the collection and use of big data, and automation are reshaping the retail industry and the skills required to work within it,” she said.

“There is a real tension between some of the senior stakeholders in the retail industry, such as employers, industry association leaders and consultants, and the retail workers on the ground.”

The study surveyed 1160 retail workers, as well as dozens of senior stakeholders in the retail sector.

It’s estimated 11 per cent of all Australian workers are employed in retail.

Of those surveyed, a quarter said they were worried they would lose their job if they did not keep up with the technical skills required.

The research also found 35 per cent of retail workers were concerned about being replaced by cheaper labour, while about 40 per cent said technology was used by employers to watch employees at work.

Nearly half thought customer feedback was used in performance evaluation and had placed them under constant scrutiny by management and customers.

Prof Vromen said women and young people were most impacted by changes to the retail sector.

“A majority of retail employees are women and it is the third most feminised industry in Australia,” she said.

“Younger workers are over-represented in retail and more than half of the retail workforce are employed on part-time or casual contracts.”

Issues within the sector are set to be discussed at the government’s upcoming jobs and skills summit in September.

The two-day summit will bring together employers, unions, civil society and government to address areas such as skills shortages.

Surveillance and automation worry retail workers and alter industry skills.

Workers fear job loss due to lacking technical skills and being replaced by cheaper labor.

Monitoring employees and using customer feedback in evaluations can contribute to resistance to new technologies.

Title:

Content: Fast-moving technologies are having a detrimental effect on retail workers, a survey of staff in the sector shows.

Research from the Australian National University and University of Sydney found increased surveillance and the impact of online shopping were among areas having a negative effect on staff.

The study’s lead researcher, Professor Ariadne Vromen, said COVID-19 had rapidly changed the nature of retail work.

“Rapid changes including digitisation, the collection and use of big data, and automation are reshaping the retail industry and the skills required to work within it,” she said.

“There is a real tension between some of the senior stakeholders in the retail industry, such as employers, industry association leaders and consultants, and the retail workers on the ground.”

The study surveyed 1160 retail workers, as well as dozens of senior stakeholders in the retail sector.

It’s estimated 11 per cent of all Australian workers are employed in retail.

Of those surveyed, a quarter said they were worried they would lose their job if they did not keep up with the technical skills required.

The research also found 35 per cent of retail workers were concerned about being replaced by cheaper labour, while about 40 per cent said technology was used by employers to watch employees at work.

Nearly half thought customer feedback was used in performance evaluation and had placed them under constant scrutiny by management and customers.

Prof Vromen said women and young people were most impacted by changes to the retail sector.

“A majority of retail employees are women and it is the third most feminised industry in Australia,” she said.

“Younger workers are over-represented in retail and more than half of the retail workforce are employed on part-time or casual contracts.”

Issues within the sector are set to be discussed at the government’s upcoming jobs and skills summit in September.

The two-day summit will bring together employers, unions, civil society and government to address areas such as skills shortages.

Women and young people, who dominate retail employment, are most impacted by the industry's changes.

Title:

Content: Fast-moving technologies are having a detrimental effect on retail workers, a survey of staff in the sector shows.

Research from the Australian National University and University of Sydney found increased surveillance and the impact of online shopping were among areas having a negative effect on staff.

The study’s lead researcher, Professor Ariadne Vromen, said COVID-19 had rapidly changed the nature of retail work.

“Rapid changes including digitisation, the collection and use of big data, and automation are reshaping the retail industry and the skills required to work within it,” she said.

“There is a real tension between some of the senior stakeholders in the retail industry, such as employers, industry association leaders and consultants, and the retail workers on the ground.”

The study surveyed 1160 retail workers, as well as dozens of senior stakeholders in the retail sector.

It’s estimated 11 per cent of all Australian workers are employed in retail.

Of those surveyed, a quarter said they were worried they would lose their job if they did not keep up with the technical skills required.

The research also found 35 per cent of retail workers were concerned about being replaced by cheaper labour, while about 40 per cent said technology was used by employers to watch employees at work.

Nearly half thought customer feedback was used in performance evaluation and had placed them under constant scrutiny by management and customers.

Prof Vromen said women and young people were most impacted by changes to the retail sector.

“A majority of retail employees are women and it is the third most feminised industry in Australia,” she said.

“Younger workers are over-represented in retail and more than half of the retail workforce are employed on part-time or casual contracts.”

Issues within the sector are set to be discussed at the government’s upcoming jobs and skills summit in September.

The two-day summit will bring together employers, unions, civil society and government to address areas such as skills shortages.

57% of Irish professionals use AI tools daily or weekly, with 51.6% believing it aids productivity.

Title:

Content: Image: © terovesalainen/Stock.adobe.com

Why workers see downsides to AI

2 hours ago

Many organisations have great intentions to deploy AI for productivity but fail to adequately train workers.

A trio of recent surveys from Ireland, the UK and the US suggest that workers are still trying to wrap their heads around AI. Attitudes range from suspicious to overwhelmingly positive – but it’s fair to say that most respondents were on the fence.

Irish recruitment firm Prosperity Recruitment’s 2024 employment and salary report featured a survey of 400 Irish professionals. More than half (57pc) said they use tools like ChatGPT daily or weekly. Only 15pc claimed they never used it.

Mixed views

Of those that do use AI, a slim majority (51.6pc) believe it aids productivity, while the remainder are unconvinced or think of the tech as a “distraction”.

When asked what they think the main risks of AI in the workplace are, the majority said inaccuracy, plagiarism and deepfakes. Speed and productivity were seen as the biggest benefits that AI can offer workers.

The small sample size weakens the findings somewhat, but Prosperity Recruitment did gather testimonials from workers from different industries on how they believe their work is being impacted by AI. Interestingly, attitudes varied depending on the sector the respondent worked in. An educator said the tech “undermines the importance of institutional education and academic achievement”.

One UX and UI designer said they were much faster at doing data analysis, whereas another pointed out that creativity is being replaced by homogeneity due to AI.

Software developers, customer support specialists and digital marketers tended to be enthusiastic about AI’s productivity and speed advantages. One even proclaimed: “One developer can do the job of three.”

That loaded statement is the reason many other workers are so vehemently anti-AI. They worry they are going to be replaced by automation. Of the 400 people who were surveyed by Prosperity, the majority said they think their jobs will evolve but will not be lost entirely due to AI.

Not just job jitters

This sentiment was not shared by the majority of people surveyed by Pluralsight. The tech company polled 1,200 executives and IT professionals from across the UK and the US as part of its AI Skills Report 2024. The findings revealed AI anxiety, especially over adoption processes and skills gaps. As many as 81pc of respondents felt they could integrate AI into their roles right now, only 12pc actually have any practical experience using the tech.

While 87pc said they planned to increase AI spending over the next 12 months, only 40pc said their organisations have any proper formal training strategies in place to help them benefit.

“Even as organisations accelerate AI adoption, the majority don’t understand what, if any, AI skills their employees possess or have an upskilling strategy to develop them,” said the report’s authors.

Like the respondents to Prosperity’s survey, the majority of those Pluralsight polled said the main benefit of AI is productivity – but this is only pie in the sky if organisations aren’t training workers adequately. It may also be a contributing factor to workers’ anxieties around AI ‘stealing their jobs’ – not a concern to be trifled with. Pluralsight previously did a study on AI anxiety and the types of workers affected; most experiencing worries and doubts over the tech are minorities or working on high-conflict teams.

No blues for blue collar workers

Attitudes to AI tend to be less radical in the blue collar sector. The Knowledge Academy, a UK-based training and coaching company, asked 2,000 UK students whether they thought AI advancements would put jobs at risk. Less than a quarter said they were worried about job security due to automation.

Of that minority, around a fifth fear AI because they believe it will replace manual jobs, such as data entry or assembly-line work. Like Prosperity’s survey, The Knowledge Academy also broke down attitudes towards AI based on sector. It found that 100pc of students seeking work in the mining, energy and water supply, agriculture, forestry and fishing sectors are unconcerned about AI.

Those seeking careers in education, information and communication, public admin and social security felt the most threatened by AI.

Last week, we spoke to two experienced tech workers about the main risks and rewards of working in AI and analytics. Their views on the tech’s positives and negatives were balanced and well worth a read.

Find out how emerging tech trends are transforming tomorrow with our new podcast, Future Human: The Series. Listen now on Spotify, on Apple or wherever you get your podcasts.

By Blathnaid O’Dea

Blathnaid O’Dea joined Silicon Republic in 2021 as Careers reporter, coming from a background in the Humanities. She likes people, pranking, pictures of puffins – and apparently alliteration.

Loading now, one moment please!

Workers see inaccuracy and plagiarism as main AI risks, but also view speed and productivity as its biggest benefits.

Only 12% of executives and IT professionals have AI experience, but 87% plan to increase AI spending in the next year.

UK students generally aren't worried about job security due to automation, especially those in mining and agriculture.

Daily work stress affects nearly 60% of employees, and quiet hiring will create new avenues for in-demand talent.

Title:

Content: As workplace volatility continues in 2023, Gartner, Inc. has revealed its top nine workplace predictions that HR leaders must address this year and beyond to successfully navigate today’s labour market and continue to drive business outcomes.

“HR leaders have faced an increasingly unpredictable environment amid many organizations mandating a return to office, permanently higher turnover and burnt out employees,” says Emily Rose McRae, senior director in the Gartner HR practice. “This year’s predictions highlight the aspects of work that HR leaders must prioritise over the next 12 months.”

The top nine predictions for HR leaders are:

‘Quiet hiring’ will create new avenues to snag in-demand talent

Despite worries about a forthcoming recession and some layoff announcements, Gartner benchmarking data shows that a majority of HR leaders still expect the labour market to get more competitive.

Progressive HR leaders will turn to “quiet hiring” to acquire new skills and capabilities without acquiring new full-time employees. For example, they will deploy current employees to the highest priorities, which may necessitate reskilling and stretch assignments.

Leaders will also emphasise upskilling to fulfill employees’ career aspirations while meeting organisational needs.

Hybrid flexibility will reach frontline workers

Many organizations have sought to make the workforce-wide experience fair by simply making it equal: mandating on-site work for those who could work elsewhere. More than six in 10 organisations have some sort of on-site requirement for employees whose work can be done remotely.

In 2023, smart organisations will stop limiting flexibility in the name of fairness and will pursue formal strategies for more flexibility for the frontline workforce. To do this, organisations will provide frontline workers more control over their schedules, more paid leave and more stability in work schedules.

Managers will be sandwiched by leader and employee expectations

“Many managers are struggling with how to balance the need to implement corporate strategy on behalf of senior leaders and providing the sense of purpose, flexibility, and career opportunities that their employees expect,” says Peter Aykens, chief of research in the Gartner HR practice.

In 2023, leading organizations will recognize the increasing pressure on managers, and they will provide support and training to mitigate the widening managerial skills gap while clarifying manager priorities and redesigning their roles where necessary.

Pursuit of non-traditional candidates will expand talent pipelines

Organisations are being forced to expand and diversify their talent pipelines due to employees increasingly charting non-linear career paths. These organisations are also faced with an inability to meet talent needs through traditional sourcing methods and candidate pools.

To fill critical roles in 2023, organisations will need to become more comfortable assessing candidates solely on their ability to perform in the role, rather than their credentials and prior experience.

Organisations will take several approaches to do this, such as relaxing formal education and experience requirements in job postings and reaching out directly to internal or external candidates from nontraditional backgrounds.

Healing pandemic trauma will open a path to more sustainable performance

The challenges of a global pandemic, including unemployment, supply chain shortages, isolation from family and friends and divisive political fractures created intense stress. In fact, in 2022, employees’ stress and worry grew above even 2020 peaks — nearly 60% of employees are stressed at their jobs every day.

This year, leading organisations will shift from offering rest as a recovery solution and instead will support proactive rest for employees to help them maintain their emotional resilience and performance.

A July 2022 Gartner survey of nearly 3 500 employees found that when organisations offer proactive rest, they see a 26% increase in employee performance.

Organisations will drive DEI forward amid growing pushback

Although organisations still prioritise diversity, equity and inclusion (DEI) efforts, many employees say their organisation’s DEI efforts are divisive. This pushback to DEI efforts can decrease workforce engagement, inclusion and trust.

To address this fraught moment for DEI, in 2023, HR must equip managers with tools and strategies to engage resistant employees and address pushback early before it evolves into more disruptive forms of DEI resistance. This is crucial for maintaining the momentum of DEI efforts and achieving greater maturity and strategic impact.

As organisations get more personal with employee support, it will create new data risks

Organisations are increasingly using emerging technologies – artificial intelligence (AI) assistants, wearables, etc. – to collect more data on employees’ health, family situations, living conditions and mental health in order to respond more effectively to their needs.

However, using these technologies has the potential to create a looming privacy crisis.

Progressive organizations will use 2023 to create an employee data bill of rights that prioritises transparency around how they collect, use and store employee data, and which allows employees to opt out of practices they find objectionable.

Concerns around AI will lead to increased transparency in recruiting tech

With more organisations leveraging AI in recruiting, the ethical implications of these practices have become more urgent. For example, a new law in New York City went into effect on 1 January that limits employers’ use of AI recruiting tools and requires organizations to undergo annual bias audits and publicly disclose their hiring metrics.

Organisations that use AI and machine learning in their hiring processes, as well as the vendors they rely on for these services, will face pressure to get ahead of new regulations and be more transparent about how they are using AI – and give employees and candidates the choice to opt out from AI-led processes.

Gen Z skills gaps will reveal workforce-wide erosion of social skills

The rise in remote and hybrid work has meant that many new-to-the-workforce employees have had few in-person opportunities to observe norms and determine what is appropriate or effective within their organisations.

Rather than forcing employees back to in-person work to establish connections, leaders need to build intentional connections among employees across geographic – and generational – boundaries.

Gartner research shows that there are three key elements to creating intentional interactions among employees: employee choice and autonomy, a clear structure and purpose, and a sense of levity and fun.

Hybrid flexibility will reach frontline workers in 2023, posing a challenge for managers to balance expectations.

Pursuing non-traditional candidates and proactive rest can expand talent pipelines and increase employee performance by 26%.

Organizations will advance DEI despite pushback, but risk a privacy crisis with emerging technologies.

AI recruiting tools need annual bias audits, while remote work erodes Gen Z's social skills.

Over a third of employees, including 42% of Gen Z, fear disclosing AI use to managers.

Title:

Content: Survey: Young employees are afraid to tell their bosses to use AI for office
May 23, 2023 12: 33
Eastern Network Television
More News Clips
Research has found that Gen Z employees use artificial intelligence (AI) to help them get their jobs done, but don ’ t want to be known to their bosses.
The study, commissioned by Advertising Week Europe and conducted by Cint, surveyed 1,000 people between the ages of 16 and 79 in the UK between 2 and 4 May.
Research has found that more than a third of employees, regardless of age, are afraid to tell managers that they are using AI at work.
This fear is even more pronounced for younger generations, with 42% of Gen Z and 40% of millennials feeling the same way.
This concern can be attributed in part to the fact that UK companies do not have a clear way to use AI.
According to the survey, two-thirds of these companies have no policies on AI, and employees have no idea whether they can use AI.
At the same time, only 69% of employees with more than 15 years of experience have not used AI technology before, while 62% of employees with less than 15 years of experience have used AI.
Technology and finance employers are more likely to use AI at work, according to the report.
However, industries such as pharmaceuticals, education, retail and hotels have failed to keep up with the times.

Most UK companies lack AI policies and nearly 70% of experienced employees have no AI experience.

Title:

Content: Survey: Young employees are afraid to tell their bosses to use AI for office
May 23, 2023 12: 33
Eastern Network Television
More News Clips
Research has found that Gen Z employees use artificial intelligence (AI) to help them get their jobs done, but don ’ t want to be known to their bosses.
The study, commissioned by Advertising Week Europe and conducted by Cint, surveyed 1,000 people between the ages of 16 and 79 in the UK between 2 and 4 May.
Research has found that more than a third of employees, regardless of age, are afraid to tell managers that they are using AI at work.
This fear is even more pronounced for younger generations, with 42% of Gen Z and 40% of millennials feeling the same way.
This concern can be attributed in part to the fact that UK companies do not have a clear way to use AI.
According to the survey, two-thirds of these companies have no policies on AI, and employees have no idea whether they can use AI.
At the same time, only 69% of employees with more than 15 years of experience have not used AI technology before, while 62% of employees with less than 15 years of experience have used AI.
Technology and finance employers are more likely to use AI at work, according to the report.
However, industries such as pharmaceuticals, education, retail and hotels have failed to keep up with the times.

Technology and finance lead in AI adoption, while industries like pharmaceuticals and education lag behind.

Title:

Content: Survey: Young employees are afraid to tell their bosses to use AI for office
May 23, 2023 12: 33
Eastern Network Television
More News Clips
Research has found that Gen Z employees use artificial intelligence (AI) to help them get their jobs done, but don ’ t want to be known to their bosses.
The study, commissioned by Advertising Week Europe and conducted by Cint, surveyed 1,000 people between the ages of 16 and 79 in the UK between 2 and 4 May.
Research has found that more than a third of employees, regardless of age, are afraid to tell managers that they are using AI at work.
This fear is even more pronounced for younger generations, with 42% of Gen Z and 40% of millennials feeling the same way.
This concern can be attributed in part to the fact that UK companies do not have a clear way to use AI.
According to the survey, two-thirds of these companies have no policies on AI, and employees have no idea whether they can use AI.
At the same time, only 69% of employees with more than 15 years of experience have not used AI technology before, while 62% of employees with less than 15 years of experience have used AI.
Technology and finance employers are more likely to use AI at work, according to the report.
However, industries such as pharmaceuticals, education, retail and hotels have failed to keep up with the times.

Younger generations use AI for job tasks, but unclear guidelines foster employee fear.

Title:

Content: Survey: Young employees are afraid to tell their bosses to use AI for office
May 23, 2023 12: 33
Eastern Network Television
More News Clips
Research has found that Gen Z employees use artificial intelligence (AI) to help them get their jobs done, but don ’ t want to be known to their bosses.
The study, commissioned by Advertising Week Europe and conducted by Cint, surveyed 1,000 people between the ages of 16 and 79 in the UK between 2 and 4 May.
Research has found that more than a third of employees, regardless of age, are afraid to tell managers that they are using AI at work.
This fear is even more pronounced for younger generations, with 42% of Gen Z and 40% of millennials feeling the same way.
This concern can be attributed in part to the fact that UK companies do not have a clear way to use AI.
According to the survey, two-thirds of these companies have no policies on AI, and employees have no idea whether they can use AI.
At the same time, only 69% of employees with more than 15 years of experience have not used AI technology before, while 62% of employees with less than 15 years of experience have used AI.
Technology and finance employers are more likely to use AI at work, according to the report.
However, industries such as pharmaceuticals, education, retail and hotels have failed to keep up with the times.

77% of AI users report increased workload, yet 96% of executives expect AI to boost company productivity.

Title:

Content: Company executives expect AI to improve productivity more than 70% of employees face: will only increase workload
2024 / 07 / 29 15: 19
Most executives want AI to increase their productivity, but according to a survey, most employees think it will increase their workload. (Reuters)
Chen Li-chu / Editor-in-Chief
[Financial Channel / Comprehensive Report] Global technology companies and industries have set off an AI boom, adopting AI technology to reduce costs, and employers expect AI to improve productivity, while workers worry about being replaced by AI in the future.
However, according to the latest survey, AI will increase employee workload, even reduce productivity and cause employee burnout.
MIT labor market and digital technology researchers said that most middle-skilled workers are most likely to be replaced by AI, and middle-skilled workers must improve their ability to work and make themselves more competitive in the eyes of employers due to various AI threats, and some companies will require employees to participate in mandatory AI skills courses, which may make transient employees feel tired.
According to a survey of 2,500 executives, full-time employees and freelancers conducted by Upwork, 96% of executives are optimistic about AI and expect it to improve their company ’ s productivity, but 77% of those who use AI say that “AI increases their workload and doesn ’ t improve their productivity. ”
Nearly 50% of employees say they don ’ t know how to use AI to improve productivity; 40% say the company is too demanding; 65% say it ’ s hard to meet employer requirements; 71% of full-time employees are exhausted; and 1 in 3 of full-time employees surveyed say they may quit within six months due to overwork and exhaustion.
In this regard, the researchers say that employers cannot force new technologies to traditional work models, and need to fundamentally change organizational talent and the way they work.
However, if we look back on past experience, AI triggering a revolution may not be a boon to human workers.
For example, in the last century of technological change, after the birth of every new technology, humans still have to work, and working conditions are deteriorating, for the impact of automation, Chrysler production line workers have said, "Automation does not reduce the drudgery, no matter how much automation means to management, labor bureaucrats or engineers, for workers, just go back to sweatshops, improve speed, and let people adapt to machines, not robots." The report also said that automation has not reduced the number of clerical staff, but will make such jobs less remunerated.
I subscribe to the free finance Youtube channel.
No need to smoke, no need to grab, now use the APP to watch the news, guarantee the daily winning point I download the APP
I've added friends, thank you.
Welcome to Free Money.
It's a compliment. Good.
It has been praised, thank you.
Today 's Hot News
See more!
Please join the free finance group.
Netizens respond.

50% of employees don't know how to use AI to improve productivity, and 71% of full-time employees are exhausted due to overwork.

Middle-skilled workers are most vulnerable to AI replacement, with 65% of employees struggling to meet employer demands.

Automation has made jobs less remunerated and employees fear being replaced by AI.

Mandatory AI skills courses can cause burnout and resistance due to fear of the unknown.

Artificial intelligence is expected to replace a significant number of jobs, threatening around 300 million.

Title:

Content: TechnologyNews
300 million jobs threatened by artificial intelligence
Analysis and Reflections
The world is witnessing an unprecedented shift in the work and employment environment.
News from Libya 24
With rapid advances in technology, the world is witnessing an unprecedented shift in the work and employment environment.
Artificial intelligence (AI) has become a key driver of this change, with the ability to perform complex tasks that previously required human intervention.
This stunning progress raises many questions about the future of jobs, with some studies suggesting that artificial intelligence could threaten about 300 million jobs in the coming decades.
In this article, we will review the scientific and literary analysis of this phenomenon, focusing on the economic, social and psychological dimensions of this radical transformation.
Artificial intelligence.
Economic transformation and jobs at risk
Economically, the enormous impact of artificial intelligence on the labor market is undeniable.
This impact relies heavily on the technical ability of AI to perform tasks more efficiently and at a lower cost than humans.
In sectors such as manufacturing, logistics, and retail, robots and artificial intelligence systems are beginning to replace workers in routine and repetitive tasks.
For example, AI systems can manage inventory, process orders, and even deliver logistics in a more efficient way.
This progress reduces production costs and increases profits for companies, but at the same time causes the loss of a large number of traditional jobs.
A study by Oxford University suggests that about 47% of jobs in the United States are threatened by automation over the next two decades.
This high percentage raises concerns about the fate of millions of workers who may find themselves unemployed in the near future.
Artificial intelligence.
Social and psychological dimensions of transformation
Besides the economic dimensions, there are social and psychological dimensions that must be taken into account.
Job loss is a threat to social stability, as many individuals and families depend on their jobs for their daily livelihood.
Keeping a large proportion of the workforce jobless can lead to increased rates of poverty and unemployment, putting additional strain on social welfare systems.
Psychologically, job loss can cause mental health problems such as anxiety and depression.
Work is a big part of individuals ’ identity and sense of self-worth.
When people lose their jobs, they may feel empty and lose purpose, leading to a deterioration in their mental state and health.
In addition, older people may have difficulty adapting to technological changes and learning new skills, increasing their sense of helplessness and marginalization.
Challenges and opportunities in education and rehabilitation
To meet this huge challenge, governments and educational institutions must take decisive steps in education and rehabilitation.
Investing in continuing education and training is essential to enable workers to acquire the skills needed to adapt to the demands of a changing labor market.
Customized educational and training programs can develop technical and digital skills, allowing workers to move into new jobs that require advanced skills.
In addition, aseptic intelligence itself can play an important role in improving education and training.
Artificial intelligence technologies can be used to deliver customized learning experiences that meet the needs of individual learners, increasing the effectiveness of the educational process and enhancing the chances of success in acquiring new skills.
The future horizon.
Balance between technology and humanity
Despite the great challenges that AI poses, we must remember that it also represents tremendous opportunities for humanity.
Artificial intelligence can improve many aspects of our lives, from healthcare to transportation to scientific research.
To make the most of these opportunities, we must strike a balance between technological progress and human needs.
It is important to develop policies and laws that ensure that the benefits of AI are distributed fairly and equitably.
Governments must work to create an environment that encourages innovation, while at the same time providing the necessary support to workers affected by automation.
This can be achieved through financial support programs and vocational training, as well as strengthening social safety nets.
Ultimately, AI is both a challenge and a valuable opportunity.
While threatening to lose 300 million jobs, it could also open up new avenues for innovation and economic growth.
To achieve this, we must be prepared to face the economic, social and psychological challenges that this transformation poses.
By investing in education and training, and developing equitable government policies, we can ensure that the future is bright for all, where everyone benefits from the advancement of AI and no one is left behind.
At this crucial moment in human history, we must adopt a holistic approach that combines technological progress and human care, creating a world in which AI is a positive force that enhances the well-being of all.
By doing so, we can turn threats into opportunities, and cross into a better and brighter future.
More News
Go to the top button

Replacing jobs can lead to social instability, mental health issues, and struggles for older individuals to adapt to new technologies.

47% of US jobs are at risk of automation.

85 million jobs may be eliminated by robots in the next five years, with 52% of jobs automated by 2025.

Title:

Content: Sunday Day
Send Save Print PDF
Robots will free us from the bondage of jobs.
Humans are “customers ” of artificial intelligence products
A world without work.
The Fourth Industrial Revolution is the “paradise of automation. ”
Imagine a world where you don ’ t have to get up early in the morning, leave your home for the company or organization where you work for 8 hours every day to imagine a world where humans won ’ t have to run after the bread and the basics of life, a world where robots and artificial intelligence will do all the work so humans can enjoy life and do the things they ’ ve always dreamed of saving time to do.
This is entirely possible with the Fourth Industrial Revolution, but before we reach the promised paradise there is a long road of suffering, uncertainty and questions: every previous industrial revolution has created uncertainty about the future of humans, in the field of work itself.
Yes, humans have evolved over hundreds of thousands of years to become an essential part of their lives and hobbies.
Societies have also evolved, particularly around the concepts of the relationship between human beings and their work.
Hollywood authors have created horrific scenes of the future where humans and machines fight against each other for survival, but technology was created for the comfort and well-being of humans, and every new invention throughout history has led to the development and prosperity of humans, from the discovery of fire to the invention of electricity and the Internet.
New professions
Every previous industrial revolution has created new jobs, occupations, and industries that have replaced technologically substituted jobs, occupations, and industries.
However, there are many good reasons to believe that the Fourth Industrial Revolution — defined by automation, artificial intelligence, and machine learning technologies — will not follow a similar path to previous revolutions.
It is widely expected that the new jobs and occupations that the Fourth Industrial Revolution will create will be far less than the occupations and jobs it will eliminate, and more aggressive predictions give humans a 50-50 chance of replacing all human jobs with technology before 2050.
In 2017, a group of researchers at the universities of Oxford and Yale issued a joint study based on a survey of 352 experts in machine learning and artificial intelligence, concluding that it is 50% more likely that AI will outperform human intelligence in all fields in 45 years from now. The rate of automation in all types of jobs will rise to 52% by 2025.
The study found that robots will eliminate about 85 million jobs in medium and large companies over the next five years.
Virtual and Enhanced
It is widely expected that machines will do all the work that humans do now by 2050, as technology dominates the labor market with the spread of artificial intelligence and intelligent assistants, virtual and augmented reality will be increasingly used at work, and everything will be “smart ” connected and data-driven.
The jobs that humans will do.
At the time, most if not all of them have yet to be invented, but emotional intelligence and “human ” skills such as the ability to learn permanently will be critical, as well as fluency in the use of the latest technology, Kaspersky recently reported.
Whether humans are completely decommissioned at work or partially continued at work, technological advances around automation, artificial intelligence, and machine learning will benefit businesses and customers in countless ways.
Cost and efficiency
The adoption of the technologies of the Fourth Industrial Revolution and the elimination of human labor are due to two main factors: cost and efficiency.
Simply put, jobs that require repetitive tasks and repetitive physical movements, as well as jobs that require little independent decision-making while at work,
They can be completed more efficiently by robots and machines, and at a much lower cost than human personnel.
Machines also make fewer mistakes than humans, do not need breaks or vacations, and can meet the same or higher quality standards that humans produce for these jobs.
This means that companies will reduce the costs they were paying in addition to achieving an increase in production and better quality, and of course customers and customers will benefit from high-quality products, at a lower price, as reported recently by the platform « Erich Tech News ».
For example, robots in the assembly line produce quality cars at a lower cost than humans, and many restaurants, shops and pharmacies in China already offer quality products and services using machines instead of humans.
Emergency adaptation.
As companies gain efficiencies in the production of services and goods through the use of Fourth Industrial Revolution technologies, these companies provide more market value to them.
The economy will grow as long as businesses and consumers continue to purchase goods and services.
Societies must adapt to changes in how companies operate, and take advantage of technological advances associated with the Fourth Industrial Revolution, and the Coronavirus epidemic has brought another dimension to the debate about how technology will benefit businesses, employees, and customers.
Indeed, closures, curfews and the reduction of social contact between friends and families have shown that humans not only require social interaction, but thrive in social interaction.
Integration without conflict
For businesses, this opens up new opportunities to engage with a strategic nuance by answering the question: What products and services can machines complete better than humans in ways that add value to specific market segments?
Conversely, what products and services can humans better complete than machines in ways that add similar value to certain segments of the market?
Let us not think that the Fourth Industrial Revolution will bring division or conflict between humans and machines.
Instead, it's going to create some kind of integration between humans.
And machines, an integration that will be beneficial to humanity and to the greatest extent.
As machines increasingly replace humans, companies and businesses will benefit from these Fourth Industrial Revolution technological advances in another unexpected way: they will have a real opportunity to unleash the creativity of these humans to help solve problems or create new things that benefit business.
A new renaissance.
Imagine together a world in which humans no longer need to work to live comfortable lives and can instead allow their emotions
Their interests and creativity guide their daily activities.
Instead of worrying about a fun-free job that only brings home enough income to pay for life ’ s essentials, people can pursue activities that bring them the true happiness they ’ ve always dreamed of.
People with artistic leanings will find time to paint, others with literary leanings will find time to write the novel they have always dreamed of, and groups of people with similar ideas may come together.
Perhaps it is the technological advances brought about by the Fourth Industrial Revolution that will allow a new renaissance of human creativity.
It's ironic, but...
The more we rely on technology, the more human we become.
Inequality.
But we should not delude ourselves into thinking that these transformations will happen easily and smoothly.
We should not assume that it will occur uniformly in different countries of the world...
Much inequality will occur within societies if governments and states do not deal with the complexities and implications of technology replacing humans at work.
As with many cases throughout human history, technology itself is not the problem, on the contrary, technology is always improving human life.
But the problem is the way we humans use technology, and in fact, the Fourth Industrial Revolution will be a major blessing that will take humanity to another level of prosperity it never dreamed of.
This is on the condition that we deal well with it through a fair distribution of the wealth that this revolution will bring about.
Add a new comment
The comment received from the participant or reader is an expression of his own opinion and does not reflect the opinion of the Kuwaiti newspaper Al-Nahar
View comments
Kuwait prayer times
More...

The Fourth Industrial Revolution may spark a new creative renaissance, but also risks societal inequality if governments don't address job replacement.

Technological progress can have both

Technological progress can have both