# Luddites of the 21st Century: Understanding Resistance to Technological Change

## Introduction

The term "Luddite" historically referred to English workers who destroyed machinery they believed threatened their jobs during the Industrial Revolution.

In the 21st century, modern Luddites are those who resist or oppose new technologies and ways of working.

Understanding their perspective is crucial for fostering positive workplace relationships, especially when working with supervisors who are skeptical of technological change.

This report explores the reasons behind such resistance and provides insights for building rapport with technology-resistant colleagues.

## Reasons for Resistance to New Technologies in the 21st Century

### 1.

Generational Differences and Digital Literacy Gaps

Senior employees often face challenges adapting to digital tools and may be reluctant to use them.

As noted in one context document, "some senior colleagues find it difficult to apply digital tools and are reluctant to use them.

" This resistance isn't necessarily due to unwillingness but rather stems from:

- Limited exposure to digital technologies during their formative years
- The need to unlearn established work methods
- Anxiety about appearing incompetent when using new tools

### 2.

Concerns About Work-Life Balance

The digital transformation has blurred boundaries between work and personal life.

Generation Z workers, in particular, "want a good balance between work and life more than previous generations," including proper vacation time and "mental health days.

" However, those resistant to technology may fear that:

- Constant connectivity will invade their personal time
- Digital tools will create expectations of 24/7 availability
- The pace of technological change will increase stress and burnout

### 3.

Loss of Traditional Workplace Interactions

Technology can reduce valuable face-to-face interactions that many workers find meaningful.

Research indicates that younger employees "are seemingly more affected by the loss of informal knowledge sharing, networking opportunities and passive learning moments.

" However, technology-resistant individuals may also:

- Value in-person collaboration and mentorship
- Rely on non-verbal communication cues that digital tools don't capture
- Feel that technology creates isolation rather than connection

### 4.

Fear of Job Displacement

Like the original Luddites, modern workers may worry that automation and new technologies will make their roles obsolete.

This fear is particularly relevant in today's rapidly evolving workplace where:

- Artificial intelligence and automation are increasingly handling tasks previously done by humans
- Skills requirements are changing faster than many can adapt
- There's uncertainty about which jobs will remain relevant in the future

### 5.

Comfort with Established Processes

People who have been doing things a certain way for a long time naturally resist change.

This resistance is often rooted in:

- Mastery of current systems and fear of losing that expertise
- The cognitive effort required to learn new skills
- Disruption of established routines and workflows

### 6.

Information Overload and Fragmentation

The digital age brings an overwhelming amount of information, which can be difficult to process.

As one document notes, the current generation is "detached from reality" due to "accumulated fragmented information" from various sources.

This can lead to:

- Difficulty distinguishing valuable information from noise
- Skepticism about the reliability of digital information
- Preference for traditional, vetted sources of knowledge

### 7.

Mental Health Concerns

The constant connectivity and rapid pace of technological change can contribute to stress and anxiety.

Research shows that "rates of depression and anxiety among teenagers and young people have risen tremendously," and they "bring this anxiety to the world of work.

" Technology-resistant individuals may:

- Associate digital tools with increased stress and decreased well-being
- Feel overwhelmed by the constant need to update their skills
- Worry about the psychological impact of technology on human interaction

## Building Rapport with Technology-Resistant Supervisors

Understanding these reasons for resistance is the first step toward building a positive working relationship.

Here are some strategies to consider:

### 1.

Acknowledge Their Experience and Expertise

Recognize the value of their established knowledge and experience.

Technology-resistant supervisors often have deep institutional knowledge and wisdom that can complement new technological approaches.

### 2.

Focus on Problem-Solving, Not Technology

Frame technological solutions in terms of problems they solve rather than the technology itself.

Emphasize how new tools can make their work easier or more effective, not just different.

### 3.

Provide Patient Support and Training

Offer patient, non-judgmental support when introducing new tools.

Recognize that learning curves vary and provide adequate training and resources.

### 4.

Highlight the Human Benefits

Emphasize how technology can enhance rather than replace human interaction.

For example, digital tools can free up time for more meaningful face-to-face collaboration.

### 5.

Start Small and Build Confidence

Introduce technological changes gradually, starting with small, manageable implementations that can build confidence and demonstrate value.

### 6.

Respect Work-Life Boundaries

Be mindful of how technology might impact work-life balance and establish clear boundaries around when and how digital tools should be used.

## Conclusion

Resistance to technological change in the 21st century stems from complex factors including generational differences, concerns about work-life balance, fear of job displacement, and comfort with established processes.

By understanding these concerns and approaching technological change with empathy and patience, it's possible to build positive working relationships with technology-resistant supervisors.

The goal is not to convert them into technology enthusiasts overnight but to find common ground and demonstrate how new tools can complement rather than replace their valuable experience and expertise.

In today's rapidly evolving workplace, the most successful teams are often those that balance technological innovation with human wisdom, creating an environment where both tech-savvy and tech-resistant employees can thrive.

# Luddites of the 21st Century: Understanding Resistance to Technological Change

## Introduction

The term "Luddite" historically referred to English workers who destroyed machinery they believed threatened their jobs during the Industrial Revolution.

Title:

Content: The New Generation of Contemporary...
The logical analysis of any reality gives a clear indication of the assets of reality, and the sound inputs in the science of management leads you to the sound outputs, and this necessarily means that one has the real ability to conclude the sound results if he can access the real data and the real data, and can stand them without modification and falsification, and without excessive and without negligence, to be the basic premise of sound and productive analysis.
Today we are facing a generation that is totally different from the previous generation, and even within the contemporary generation today – I mean the youth generation – there are currents of knowledge, thought and culture that differ from one segment to another, and this reality, which is completely different from the previous and general scientific readings that we used to read and know before; makes us obliged to renew detailed knowledge of the nature of the generation, orientations, tendencies and cultures....
Yes, it is a strange silence indeed; behind the calm of this generation is a volcano of aversion to reality, and a flood of questioning all the assumptions that existed in previous generations, it is a generation already strange in its silence and thinking, it has a dynamic understanding of life and dealing with it, it is the generation of contemporary technology, mastering most of the arts of the Internet and social media, but is absent from the full facts due to the dispersion of the cumulative information. Political, economic and crises, he has power in some aspects; and some power in other aspects, and he is absent from the truth in some files that young people find far from his tendencies and orientations.
We have done some studies and researches over the past few years, through some consulting institutions that we dealt with, and we were stunned by the readings and figures obtained from the analysis of these questionnaires and studies that included more than one country. Convergent readings of the attitudes of young people and their individual tendencies lead us directly to the fact that we are facing a generation of a special kind. The generation already has a special view of all the values that we thought were fixed, almost entirely at odds with what we know and expect.
Perhaps one of the most important outputs of the readings of reality today is that Arab societies cannot and will not be able to achieve any kind of renaissance and advancement without the element of youth, and this youth today erects a large wall between him and the community silently and quietly, drowning in the world of the Internet away from reality and away from the cultural and societal heritage. O butter, water, good and evil combined, whoever can reach the youth today has reached the common good, and whoever forgets about it, preoccupied with the distractions of life and created priorities far from the youth will find himself holding the air in his hand, and will find the harvest of his effort up to the great zero.
This is a special generation, with special characteristics, with a completely special mentality, understands what it wants, and the magnitude of the domination of its mind and behavior is eroding as a result of living in its own world, detached from the society in which it lived, a generation that has not found the answers to its questions until it determines its course, it goes without a compass, and its future direction cannot be determined. Only those who have a mature and rational discourse, not through ignorance, randomness and public discourse, but through speeches directly addressed to young people in the style of youth, the language of youth and the methodology of the contemporary generation.
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Can Remote Work Be Sustained? Minding The Gaps In Hybrid Workplaces

I'm seeing cases of corporate cultures just drying up and blowing away after months and months of full-time remote work. Many managers or leaders seem incapable of keeping connected and engaged with their people virtually — their attempts at communication are stilted or non-existent, and they make no efforts to share developments across their companies. Worse yet, they inflict online monitoring tools on their remote workers, in misguided efforts to make sure they’re putting in their eight hours. What corporate cultures may have existed before have been reduced to disparate networks of disenchanted people in front of screens.

At the same time, other cultures are thriving on the flexibility and autonomy provided by remote work experiences, unbound from office cubicles, and growing as vibrant networks of employees and contractors from across the world.

It’s clear that organizations built on forward-looking corporate cultures are ready to sustain, on a permanent basis, hybrid workplaces that provide for both remote work as well as in-office experiences. The question is, are more rigid organizations ready for this kind of model? It seems many may be seeing the light, a recent Google Workspace survey of 1,244 managers and employees and associated research project, conducted with Economist Impact finds.

In the wake of the great office work dispersal, three in four executives and employees in the Google survey believe that hybrid and flexible work is here to stay. Tellingly, 70% say they never worked remotely before the pandemic. But there are also challenges to making a hybrid model work in the long run.

For starters, organizational culture seems to lag behind the hybrid movement, the survey’s authors find. The majority of respondents said that “a lack of face-to-face supervision creates a sense of distrust among managers and employees, and that they feel stressed by increased monitoring associated with flexible work.” In addition, more than 62% said that limited networking opportunities with senior employees and co-workers has a negative impact on career growth.

Along these lines, more than 70% indicated that the culture of trust between managers and employees needed improvement. “Training and management best practices — 60% of people want more of both — might help fill some of the gaps, but a manager can’t build trust with their hybrid teams by going through a training program,” states Prasad Setty, vice president of digital work at Google Workspace. “The role of manager must itself evolve to meet the demands of a hybrid model. How can we empower managers to be the bridge between the ‘office of one’ and the ‘office of many’?” Look away from monitoring, and assume a more activist role as a coach-and-connector, he urges.

The Google-Economist study unveiled the following challenges with the emerging hybrid work model:

  • Loss of human connection. “Many interactions are moving from the physical to the virtual realm. Fewer traditional office interactions—such as before and after meeting walks; coffee breaks; water cooler discussions; and in-person collaboration with managers and teams—can cause employees to feel socially and professionally isolated, as they perceive themselves as disconnected from colleagues and the company itself.”
  • Collaboration and coordination failure. “Widespread hybrid work will necessarily involve communication channels of varying quality and consistency. This raises some fundamental questions about how employees will work together. How, for instance, should employees in the office, who can share a meeting room, best interact as a group with their remote colleagues? Which employees need to be working at the same time, and for how long must they overlap? These and other questions will have to be suitably addressed by organizations before widespread hybrid work can be implemented successfully.”
  • Equity issues. “Consider that even the ability to work remotely is a privilege. Some tasks require physical presence. Remote work potential for certain jobs — such as caregiving, retail services and essential IT services requiring specialized fixed equipment — is non-existent. Unfortunately, a significant number of these jobs are filled by workers from socio-economically disadvantaged groups in relation to the overall workforce. Hybrid work has thus far benefited primarily workers in higher education and income brackets and this will likely continue.”
  • Technology and network access. “Modern technology offers unparalleled flexibility for workers, who have more options than ever when it comes to where and when they work. However, this could place those with limited ability to use or access appropriate technological tools at a disadvantage. Similarly, limited access to WFH spaces and poor internet connectivity in developing countries—as well as in some rural locations in developed countries—can severely impact performance and productivity of workers in those areas. Working from home is often challenging for many in Asia because of poor connectivity or confined, shared living spaces.”
  • Generational divides. “Senior and established employees are reportedly doing better compared with younger workers and new hires. Younger employees have reported feeling more stressed, less motivated, less productive and more isolated. They are seemingly more affected by the loss of informal knowledge sharing, networking opportunities and passive learning moments.”
  • Gender gaps. “In terms of gender equity, although multiple experts interviewed worried about the possibility of hybrid work exacerbating existing gender gaps, the impact of hybrid work on gender equity remains unclear. Thanks to gender norms and societal expectations, greater work flexibility for women has historically often translated into increased time spent on caregiving and household responsibilities, while increased flexibility for men has led to greater productivity and improved work-life balance.”
  • Career advancement. “Without appropriate safeguards, frequent in-person workers may gain advantages over others in terms of visibility and recognition, as well as access to information and resources. Hybrid models also threaten compensation fairness. Unfairness can result from the absence of support plans or additional compensation structures for workers who cannot be granted the same degree of flexibility as other colleagues.”

Hybrid work on a widescale basis is still an untested model, and these are some of the challenges that will arise as companies seek to develop a balance between in-office environments and work-from-anywhere arrangements. Corporate culture — once framed by the regular, in-person relationships and interactions in the course of the workday — will require new modes of rituals and reinforcement.

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Understanding their perspective is crucial for fostering positive workplace relationships, especially when working with supervisors who are skeptical of technological change.

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This report explores the reasons behind such resistance and provides insights for building rapport with technology-resistant colleagues.

## Reasons for Resistance to New Technologies in the 21st Century

### 1.

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In the face of artificial intelligence, are humans small?
Criticism and reflection on technology has always been one of the clues of turning radio, and one of the very important concepts is the “progressivism ” and“ technical determinism ” based on technology, which this article is a reflection on.
Published onFeb 04, 2022
In the face of artificial intelligence, are humans small?
·
How many of the following views do you believe?
Human history is a history of the development of science and technology, which fundamentally promotes the progress of society.
Scientists are people who have made a real contribution to human history.
Many problems of human society, health problems, economic problems, and political problems will eventually be solved with the development of science and technology.
With the development of history, the development of science and technology continues to accelerate, faster and faster.
In the future, there will be a machine (or program) whose intelligence will surpass any human individual in all aspects.
None of these views is radical, and I think for the vast majority of readers, this is precisely the world view.
If Proposition 5 heralds the end of human history, the arrival, in the fashionable phrase, of the so-called “post-human age, ” there are many who believe that we are now nearing that end.
Part Two: Seeing the Neglected Impact – People Who Believe in Technology
Do these seemingly grand ideas have a material impact on everyone ’ s lives? Because they are too low and ignored, I think many people don ’ t consider the impact.
You might want to consider some of the following points:
The useless of ordinary occupations: the vast majority of people do not engage in scientific research, so the vast majority of people have no influence on the overall social and historical process.
It is good to get a good living income from a job.
2 positive thinking priority: scientific positive thinking is the correct way of thinking, whether you can achieve such thinking ability, based on facts, based on scientific and technological perspectives of knowledge and views, are more worthy of respect and recognition.
In the past, thought, philosophy and psychology were methods that we could not use without mastering science and technology, and today these disciplines and ideas are somewhat outdated or need to be updated.
Today, in the network theory, positive thinking is the "legal" way of thinking.
Technology is the greatest welfare: We are in the era when human society benefits most from the achievements of science and technology, and technology is constantly making life better, so a country and region to maintain economic growth, ensure that the majority of people can safely consume and enjoy the latest technology products, enjoy the convenience and results brought by science and technology, is the most fundamental "social welfare".
Technology will eventually dominate the mind: technology will give a fundamental explanation of our consciousness and heart, solve depression in the future, improve a person's willpower, learn knowledge and skills, can directly act on the brain, in short, let a person become a better person.
It ’ s as simple as pain relief today.
The present is better than the past: technology has rich applications, artificial intelligence will create more beautiful music, more pleasing design, better watching movies and TV series, more fun games, more interesting anime, more great novels.
Although the literary and artistic works of the past era were good, we are indeed making great strides in our development, and the idea of thick and thin is more conservative and shallow, and today's literary and artistic works are better than those of the past.
Human civilization is small: in the near future, there will be those who are directly connected to the network, undergoing electronic or genetic modification (so-called “post-human ”).
Today ’ s people are hard to match in any way, and even the people we admire most today are backward in all aspects.
They will create a higher civilization that we may not understand.
It can be seen that a view of the history of science and technology not only affects our views on science and technology.
Because science and technology is not just a technology, it is also a way of knowing and thinking, a world view, a perspective of understanding everything.
He dominates what we consider “reasonable ” knowledge, our understanding of“ values, ” our understanding of non-scientific things, our expectations and prospects for the future, including our own.
The world sketched out by the historical view of science and technology is probably a moving forward, full of light and optimism, running towards the infinite possibilities of technology, determined to leave behind the value and significance of the past era, and usher in a completely different new era.
Of course, in this world, ordinary individuals have no value, and soon even the best people are no longer valuable.
We are insignificant compared to those of the future (or machine intelligence).
People like this view of history think that humans are small in the face of the universe.
PART THREE A Prejudice: The View of the History of Science and Technology as a New "Whig History"
The public still has feelings about the so-called "three views", that is, the world outlook, the outlook on life, and the values, although vague, they can still feel the differences in understanding of the grand issues, which will also have a small impact on daily life.
Today, I want to show a deeper perspective, that is, the impact of the "historical view", especially the "scientific and technological view" that is not paid attention to today, but is actually deeply rooted. "New Whig History" is my perspective that makes the so-called "historical view" easy to understand.
The concept of the so-called "Whig History" comes from the famous British historian Butterfield's famous book "Whig Interpretation of History".
Referring to the interpretation and perspective of history of the "Whigs" standing in the glorious revolution, this interpretation is by no means unfamiliar to us, because Marx and Lenin have a strong "Whig flavor" in the interpretation of history.
Of course, the "view of history of science and technology" I described above is more clear from the reference of Whig's view of history and Marx's view of history.
The Whigs see history as an irreversible process from backwardness to progress, from ignorance to enlightenment, so history is a process in which the forces of backwardness clash with the forces of the advanced in order to make things better, like a wonderful drama, and what is advanced and what is enlightenment is determined from the perspective of the Whigs at that time.
When the Whigs understood their history, it was after the Glorious Revolution in Britain. The Whigs ousted the Catholic King James II and returned James II ’ s daughter Mary II to rule Britain with her husband and husband. The Whigs were a group of radical Anglican Protestants who advocated further strengthening the constitutional monarchy and limiting royal power.
Of course, their legitimacy needs to be established.
So it is natural for them to describe Protestants like themselves as representatives of "progress," while the antiquated "Catholicism" has become a symbol of historical backwardness.
The term "Glorious Revolution" has been used to express the pride of the Whigs, because this revolution did not have any casualties and changed the history of the bloody conflicts of the European revolutions, and therefore "Glorious".
Among them, Protestants held a more tolerant religious policy, and there were more restrictions on kingship, which, from their own point of view, was of course more “advanced ”.
But then Scotland and Ireland rebelled fiercely because of their Catholic faith, which led to continuous bloodshed, and the Glorious Revolution was far from peaceful.
Its legacy of Northern Ireland continues to be unresolved, and these are certainly not in the Whigs' description of history.
However, this kind of value standing in the present person reverses the historical process, portraying history as a conflict between two forces, and the basic concept of heroes pushing history in a dramatic way, inevitably moving in a better direction, becomes a very attractive way to describe history.
The Marxist description of human history absorbs a lot of the color of the "Whig view of history", the productive forces will inevitably continue to develop, and there will be two corresponding forces in society, Marx named the relations of production, that is, the relations of production that adapt to the development of the productive forces, and the relations of production that hinder the development of the productive forces.
The dialectical process of history is regarded as a grand play of such fundamental contradictions, under which each "class" can take its place and find its corresponding position in history.
Unlike Whig's view of history, Marx's view of history added the concept of "the end of history", that is, communism.
Since then, history not only has an inevitable direction, this direction will usher in a glorious ending.
Here, we can see the clear source of the historical view of science and technology, the inevitable development of "productive forces", which is replaced by the inevitable development process of "science and technology", and the development of science and technology has its own antagonism, that is, the positive forces driving the development of science and the backward forces blocking the development of science. The study of alchemy is also seen as the contrast between Newton's advanced side and Newton's regretful depravity side.
Of course, today Western medicine and Chinese medicine, genetically modified and anti-genetically modified, are also in such a binary opposition.
The history of science also has a glorious "grand finale", that is, "the singularity comes (refers to the technology breaking through a tipping point, into the big explosion of near-infinite progress, Google engineering director, futurist Ray Zvell predicted that the time is 2035)", after this day, officially entered the so-called "post-human" era.
There is an antisemitic Christian tradition, not to blame, as Michael Gillespie says in his book The Theological Origins of Modernity:
Although modern metaphysics began with a shift from man and God to nature, it did so by reinterpreting man and God in a naturalistic way … The early conflict between man and God was not resolved, but hidden within it … It actually turned out to be a contradiction between the inevitability of nature and the freedom of man within modern metaphysics.
In the "history of science and technology" here, the most obvious highlights, "technology" to "God", "post-human" to "voters (who were chosen to be redeemed)", "scientists" to "saviors", "science and obstructing science" to "the war of good and evil", "singularity" to "heaven".
This view of history, which takes Christian theology as its direct rival, corresponds most closely to the inner structure of Christianity itself.
This is the “New Whig History ” of today, the historical myth of our time, and the historical myth has its dark side.
PART FOUR: Is technology really accelerating?
Strangely enough, “History is progressing ” is a common sense that we hardly need to prove.
Many people do not think so, the history master Spengler's "The Decline of the West", probably think that history is all the way down, the same Jacques Barzan in the late 20th century Western cultural studies of the book "From Dawn to Decline" also think that civilization is in the process of continuous decline.
Even before them, Nietzsche, in his first book, The Birth of Tragedy, expressed that civilization had been in decline since Socrates.
I am not arguing today that history is a regressive process.
I just want to say that there are indeed different ways of understanding history, and these ways of understanding also profoundly affect our understanding of daily life.
In this article, I do not have that big ambition, just want to show that the development of technology, really so fast and faster?
From prehistory to the present, from fire, bow and arrow, ceramic wheels to rockets, missiles and automated production lines, technology has been seen as a process of accelerating development.
Perhaps the so-called dark Middle Ages in the West were the only interruptions.
Of course, it is also because of this period, the "Catholic sect" has become a villain in the history of science and technology.
But there is a lot of evidence that technology is not a continuous process of acceleration, the famous scholar Rebecca Goldstein summed up the most critical Western civilization of more than 200 inventions, most of which formed with the ancient Greek period, probably less than 100 years before and after the Pericles period.
The second critical period was the time of Adam Smith ’ s Scotland, seventy or eighty years before and after, which laid almost all the key technologies of the industrial revolution.
Other times, technological progress has not accelerated.
From this perspective, the period of rapid development of science and technology is a special case in history.
This, of course, does not correspond to our feelings, and we will think that the contemporary era is the period of the fastest development of science and technology in human history, and the period of the fastest change in human life.
But in fact, the illusion of rapid technological renewal comes more from the frequent upgrading of commercial products, the variety of commercial forms spawned by information technology, and the habitual exaggerations of modern media. Since the late 20th century and the 21st century, basic science has continued to be silent, and the social science field has been almost completely silent, and the only active is the rapid development of biotechnology.
We can also see the development of science and technology in our time from a specific example.
After World War II to the present, the number of components that can be accommodated on integrated circuits can be regarded as a very representative field.
The well-known "Moore's Law" is this, that is, every 18-24 months, the number of components that can be accommodated on the integrated circuit can be doubled.
This golden rule dominates the chip industry for decades, but it has also been exhausted since entering the new century, and there is a fact that is often overlooked, to this day, the number of people engaged in chip research and development has reached 18 times that of 1971.
Today, we spend 18 times more manpower than we did in 1971 to barely maintain Moore ’ s Law, which had been implemented for several years in 1971.
From 1950 to 2015, the GDP of the United States increased by about eight times, and the overall investment in science and technology increased by about 12 times.
Do not feel that 8 to 12 times seems to be a small gap, in the past 65 years, the population of the United States has doubled, which is a huge increase in the GDP related to the high population data, and the investment in science and technology is not sensitive to the number of people.
It can be seen that even if the development of science and technology has slowed down today, it is still relying on a much larger investment than in the past.
From this perspective, we can really look forward to a sustainable growth in technology as a solution to all the problems in our lives.
Or are you looking forward to the year 2035?
I understand that people who hold the "science and technology Whig view of history" can also find evidence from various perspectives to form an explanation, trying to prove that technology is developing at an unprecedented speed.
This is precisely the point where Whig ’ s view of history has been criticized — “selective facts ” — that is, he looks only at facts that are conducive to proving the continued development of technology, and ignores facts that are contrary to the accelerated development of technology.
PART FIVE: Understanding our narrowness – what we want from the perspective of the history of technology
However, the Whigs chose this view of history in order to justify their claims in order to continue the Whigs' political strategies.
I think the same is true of the Marxist Whig view of history.
I have never thought that human beings can "objectively" view history, and the Whig view of history is problematic, but it is by no means inadvisable.
Today, speaking of the "view of history of science and technology", it is precisely in contrast with the view of history of Whig, to find its really worrying part.
If the holders of the Whig view of history want to actively promote a series of ideas of British Protestantism, do the proponents of the Whig view of history of science and technology want to do a better job of scientific research?
Is it better to invest in technological inventions?
On the contrary, those who advocate the view of history of science and technology are not going to be a scientific hero, but they also advocate that "human beings are small", or "ordinary life" or "live in the present (in fact, enjoy in the present)", and they look forward to the arrival of whether it is aliens or post-humans with some longing.
The Whig view of history affirms the self, and the scientific and technological view denies the self; the Whig view of history emphasizes the value of action, and the scientific and technological view of history denies the value of action; the Whig view of history believes that Protestants are at the forefront of history, and the scientific and technological view of history expects the alpha GO to go further and pronounce the death penalty of human meaning.
As we always imagine the motives of the highest cosmic civilization, in the huge shadow cast by technology, the humble people like ants have obtained a kind of ultimate comfort, no matter who, rich, powerful, talented, and indeed not much different from themselves, they create the pursuit of belief, in the face of technology, are ludicrous and worthless.
No matter how terrible the technology may be, but at least he has brought us the equality we want, and no one else can be superior to us.
Even Brian Arthur, the author of The Nature of Technology, almost the most techno-optimist of all, says with apprehension near the end of the book (in fact, the penultimate sentence):
We should not accept that technology deactivates us, nor should we always equate what is possible with what we want.
We are human beings, and we need more than just economic comfort.
We need challenges, we need meaning, we need purpose, we need to blend in with nature.
If technology separates us from nature, it brings us a certain type of death.
Today, we do face the technology, open the skull of our desire, waiting for the technology to be enlightened, and drop the bomb that can deny mankind. The Whig view of history has been a call for the desire of life and self-affirmation, and finally into the new Whig view of history of technology, become the rope to hang ourselves.
PART SIX: Alert the "Curse" of Self-Denial in the Historical View of Science and Technology
You may still be a little confused, even if I have some truth to say, then what can be done?
As an individual, where can I get it?
After all, changing a "view of history" is not as simple as switching from iOS to Android.
I suggest that we be immediately alert to the death of this view of the history of technology.
Kitsch refers to a kind of pleasing to one ’ s own emotions, transforming external elements into emotions that move one ’ s self.
This is all too common in the view of history of science and technology, especially in the articles and literary works that uphold this view of history.
You can learn not to be too moved or sensitive to the results of "tech heroes", think about it, or search the Internet more, and they solve problems that are far less significant and great than the news reports.
You can not be full of imagination and awe for the three-way "cosmic civilization", from the "Fermi paradox" to our actual exploration experience, we are likely to be the only high-intelligence civilization in the universe, and the results of our civilization have been good enough.
You can ’ t worry too much about the AI represented by Alpha GO, which still can ’ t recognize objects in low-resolution photos, and you ’ re always doing this simple task in your website ’ s captcha.
You can avoid paying too much romantic attention to the exploration of the universe, which is not necessarily the adventurous zeal of the great nautical age, and in weightless space, people are not as brave as they are on the waves.
At this point, you can be immune to the disdain and denial of the whole of humanity and of yourself, the attempt to reduce everyone to a mole in order to achieve the equality of a coward.
More importantly, you can pay attention to what humanity has achieved, the changing style of Picasso, the exquisite structure of Bach ’ s average law, Hegel ’ s worship of eternity, Nietzsche ’ s monstrous madness, the piety and greatness of Wittgenstein and Mother Teresa, and of course, if you turn to human wickedness, you will also find the creativity and power of evil, far from Beksulu or some cosmic power.
If we really care about human beings, we will naturally not have too much fanaticism for science and technology.
Of course the most important thing is that you have to care about yourself, and you will find that this is the theme of all my articles: responsible care about yourself.
At its simplest, care about how you own the phone you are holding, rather than it, and all the technology behind it, has completely controlled and dominated you.
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Generational Differences and Digital Literacy Gaps

Senior employees often face challenges adapting to digital tools and may be reluctant to use them.

Title:

Content: BETA
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Investing In Talent With Work-Integrated Learning

Companies lean into on-the-job learning to meet their talent needs.

The last three years have seen huge shifts in the economy, including in production, supply chains, knowledge-based services and the way we live and work.

Consider the movement of talent, and the disruptions that have driven the “Great Resignation” wage spikes, and over 10 million U.S. job openings. Amid the perfect storm of pandemic and geopolitical tensions, what’s at the top of most CEOs’ priority list? Talent. Continuing a pre-pandemic trend, human capital is among the top strategic concerns for corporate leaders. In our December 2021 national survey of c-suite executives, nearly 80 percent expected especially strong competition for skilled talent as they manage the new world of remote and hybrid work, increasing digitization, and automation.

Yet most of our nation’s infrastructure and models for talent development are largely stuck in the last century. The complaints about our postsecondary education system, for example, are consistent: not applied or inclusive enough; increasingly unaffordable; slow to adapt; not natively digital. It’s one of the reasons that many business leaders see employers themselves as the entities best equipped to meet the growing demand for upskilling, reskilling, and lifelong learning. Despite gaps, our research shows there are a number of exciting innovations emerging—but actualizing their potential will require greater engagement from employers.

There is growing support for employee learning in the workplace. After being flat for many years, employer investments in upskilling have grown as companies try to stay competitive and drive employee retention. The shift to more remote working led to a boom in online professional development options. Learning is increasingly happening in the flow of work and is trending toward just-in-time “microlearning.” Employee “training” is today less likely to be in an outside business school classroom or training site but instead embedded in the workplace itself, supported by new types of digital platforms. Here, employers have an opportunity—and many business leaders we’ve surveyed view it as a responsibility or obligation—to provide and curate professional development paths for their employees.

A small but growing number of employers are even becoming education providers and issuing credentials themselves, and it’s a novel way to tighten integration between education and work. Examples include Google’s and IBM’s educational offerings that are open to the public, and professional services companies PwC and EY’s issuance of digital badges to their workforce.

These same employers and others are also strategically partnering with community colleges and universities to integrate corporate-led programs in areas like analytics, cloud computing, and AI directly into higher education curriculum. And, in a more established practice, employers are investing in and deepening their partnerships with colleges as regional talent pipelines. Examples include Northeastern University Roux Institute’s employer partnerships, which aim to grow the Portland, Maine economy; semiconductor developer Wolfspeed’s partnerships in North Carolina and New York; and Amazon’s HQ2’s higher education investments in Virginia.

In the dialogue about strategic talent pipelines, experiential or work-integrated learning looms large. Apprenticeships have received outsized attention in recent years, especially from government policymakers and certain business leaders, but they are often challenging to scale. Experiential learning is a wide continuum of models that also includes internships, cooperative education, practical placements, and now a burgeoning world of micro-internships and online project work, which accelerated during 2020’s experiments with remote working and learning.

Our past research with executives identified experiential learning as a proven model for early talent and workforce diversity, but we also found that, too often, businesses think of these programs as tactical philanthropic efforts rather than the strategic talent acquisition vehicles they can be. Meanwhile, many Fortune100 leaders advanced in talent analytics have found that internships are often their number one best performing talent acquisition channel.

These are just some of the avenues through which savvy businesses are not just passive consumers of talent, but rather proactive participants in talent development and work-integrated learning. This approach affords business the opportunity to drive mutual benefit by accessing new talent and helping employees find new ways to meaningful work.

Beyond just being aware of these trends, what actions should business leaders be considering?

  • Engage with learning providers—whether colleges or edtech startups—as they build their offerings to meet employer demand. Aligning with them now will have a significant return when it comes time to hire or develop workers.
  • Recognize that there are new learning alternatives and choices emerging that are complementary to the traditional education system—and be willing to experiment.
  • Support and invest in your employees’ professional development needs based on their individual goals and aptitudes.
  • Step out and explore mutually beneficial opportunities to co-create programs with educational providers and consider providing the guidance that our community needs to create a more modern, digital, skills-based ecosystem for hiring and workforce development.
  • Partner with peers in your industry sector to jointly articulate and define the skills and competencies needed for tomorrow.

In this more competitive and digitally transforming landscape, these actions can help better integrate education and work for the direct benefit of employers, driving innovation and competitiveness, and for employees themselves, boosting their confidence to contribute and their career fulfillment.

Follow Sean on LinkedIn.

Follow me on LinkedIn

As noted in one context document, "some senior colleagues find it difficult to apply digital tools and are reluctant to use them.

" This resistance isn't necessarily due to unwillingness but rather stems from:

- Limited exposure to digital technologies during their formative years
- The need to unlearn established work methods
- Anxiety about appearing incompetent when using new tools

### 2.

Title:

Content: Do you know the real reasons for procrastination?
Feeling weak and unable to accomplish the necessary work you need, you may wonder, “Am I too lazy? ”
And, "Why can't I finish the business?"
“Is it because of the laziness? ”
Add Announcement
Although the impression is that procrastination is caused by laziness, psychologist Jenny Yip believes that “laziness is usually not the cause. ”
She explains in an interview with CNN that "laziness is that there is no desire or even atonement to accomplish it," but procrastination "involves thinking about it" without achieving it, which is difficult to accomplish.
Experts said: “Knowing why procrastination is happening and learning how to combat it are the only ways to change behaviour. ”
Psychologist Linda Sabadin is the author of a book in which she explains how to "improve oneself and overcome the procrastination of the digital age", noting that there are several types of procrastination: the perfectionist, the dreamer, the anxious, the challenged.
Psychologist Yip says, “These types of procrastination are not clinical diagnoses and are not supported by research, but are psychological reasons that may make a person more procrastinating. ”
“Procrastination and procrastination can have direct consequences for a person falling behind or failing to achieve their personal goals, ” as well as“ emotional or mental effects, which may be linked to depression, anxiety, stress, lack of sleep and inadequate physical activity, ” according to a study of more than 3,500 college students.
Vara Saribali, a psychologist, says: “Knowing the cause of procrastination can make you self-aware, but you still need strategies to get rid of the habit.
Otherwise we will continue to repeat practices "that involve procrastination.
“Anxious people tend to be hesitant and rely on others for reassurance before taking any initiative, ” they have“ high resistance to change, ” and to go beyond that they must avoid making amends for everything and give themselves a specific time limit to complete tasks, and meet these deadlines.
Dreamers have many ideas and logistical details to complete projects, and may consider hard work and efficiency unnecessary, so they should set their goals and define them within six questions: “What?
Why, how, and who? ”
A timetable has been set for the implementation of these goals.
Experts say that dealing with procrastination varies from person to person, some of them need deep intervention to get to the root of the problem, and others you have to motivate them to accomplish the work and strengthen their self-confidence, so you may need to talk with a specialist to overcome this.

Concerns About Work-Life Balance

The digital transformation has blurred boundaries between work and personal life.

Generation Z workers, in particular, "want a good balance between work and life more than previous generations," including proper vacation time and "mental health days.

Title:

Content: They are neither lazy nor laggards.
Jill has a point.
aleqtisadiah2 min.
A video taken from the TikTok app of a young American woman crying over her first real job and long commuting distance has circulated on the X platform in recent days, with the following caption: "Today's question in the eight-hour jobs, how to find time for your life."
It ’ s easy to make fun of it, and a lot of people have done it.
A popular right-wing account called Libs of TikTok wrote the following post: “A recent college graduate is falling apart because of her job.
We are doomed. "
Jason Kalakinis, an investor, podcast host and friend of Elon Musk, wrote: “Oh, Princess.
I ’ m sorry you had to move around, work, have a job and all that – it ’ s unbearable! ”
It ’ s not like she complains about having to work at all, she admits that it ’ s worse for many people, as they toil to work longer hours, and she explains that if she can work from home and finish at five, that ’ s fine.
It ’ s a plausible complaint — we all know the negative impact of long commuting distance on our psyche, especially in the dark winter months.
Part of what this woman is going through is the adjustment that we all have to do after leaving the cocoon of college life and entering the harsher and less resilient real world, sometimes called post-graduate depression, which is certainly not a new phenomenon.
But what ’ s new and big is how worried Generation Z — the generation born between 1996 and 2012 — is about their mental health, and that they bring that anxiety to the world of work.
For good reason, rates of depression and anxiety among adolescents and young people have risen dramatically.
But Jane Twenge, a professor of psychology at the University of San Diego and author of the new book Generations, argues that Generation Z already has a markedly different approach to work and tells me that “relatively small differences on average can have a big impact in the end. ”
Her research shows that employees of Generation Z want a “good work-life balance ” more than previous generations when they were the same age, including appropriate annual leave and“ mental health days. ”
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" However, those resistant to technology may fear that:

- Constant connectivity will invade their personal time
- Digital tools will create expectations of 24/7 availability
- The pace of technological change will increase stress and burnout

### 3.

Loss of Traditional Workplace Interactions

Technology can reduce valuable face-to-face interactions that many workers find meaningful.

Research indicates that younger employees "are seemingly more affected by the loss of informal knowledge sharing, networking opportunities and passive learning moments.

" However, technology-resistant individuals may also:

- Value in-person collaboration and mentorship
- Rely on non-verbal communication cues that digital tools don't capture
- Feel that technology creates isolation rather than connection

### 4.

Fear of Job Displacement

Like the original Luddites, modern workers may worry that automation and new technologies will make their roles obsolete.

This fear is particularly relevant in today's rapidly evolving workplace where:

- Artificial intelligence and automation are increasingly handling tasks previously done by humans
- Skills requirements are changing faster than many can adapt
- There's uncertainty about which jobs will remain relevant in the future

### 5.

Title:

Content: Your Title

MANY local organisations are presently on the lookout for employees who are equipped with various soft skills, and this is because the working world and industries have changed and wish to adapt to the Fourth Industrial Revolution (4IR).

Thus, to meet the demands of the 4IR, it has become imperative for fresh university graduates to develop such skills to find employment.

To develop future-proof graduates who are able to meet the needs of various industries, Universiti Tunku Abdul Rahman (UTAR) is striving to help students acquire the necessary skill sets that are required by the industries in the 21st century, such as multitasking, leadership, problem solving, teamwork and critical thinking skills.

UTAR states that it creates future-proof graduates through the many courses it offers in its faculties. The university provides future-ready programmes for its students by integrating a syllabus that focuses on preparing graduates to face the 4IR and equipping them with 21st-century skills.

For example, students are taught these skills through conducive learning methods such as cooperative, problem-based, and case-study learning, using the latest 4IR technologies.

Speaking on this, UTAR vice-president for Internationalisation and Academic Development Ir Prof Dr Goi Bok Min said: “At UTAR, our programmes are industry-relevant and driven, as we constantly work with many industry collaborators and industry advisory panels to create future-proof graduates who are sought after by the industries nowadays. Students also have the opportunity to work on real industry projects, both local and overseas, allowing them to gain experience that can be brought forward to the working world after they graduate.

“Hence, this is why our graduates’ employability rates are high, and they are performing well in their respective industries; the university has put in much effort in creating graduates that are needed by industries in the 21st century.”

In another one of UTAR’s efforts to create future-proof graduates, the university has established the Department of Soft Skills Competency (DSSC) to allow students to develop a variety of soft skills.

Through DSSC, students are able to equip themselves with various soft skills that can enhance their competitive edge in the job market and that are needed by most companies.

These skills include communication and language skills, critical thinking, leadership skills, moral and professional ethics, complex problem-solving skills and many others.

DSSC organises a multitude of short programmes such as workshops, training programmes and community projects to train students into obtaining soft skills that will be beneficial once they graduate.

These programmes are conducted by professional trainers, with DSSC also working with the public and private sectors to give the best possible learning experience to the students in developing relevant industry skills.

To encourage students to join these programmes, UTAR has also introduced the UTAR Soft Skills Development Certificate (USSDC), a certification system to recognise students’ achievements and efforts in improving themselves in the areas of communication, thinking, teambuilding, leadership, entrepreneurship, innovation and life skills.

Students who join the USSDC certification system and attend the training programmes can earn USSDC points – those who have accumulated a minimum of 100 points are eligible to be awarded a USSDC certificate which can be used to increase their chances of employability after graduation.

UTAR offers undergraduate and postgraduate programmes in areas including Accountancy, Actuarial Science, Applied Mathematics, Arts, Chinese Studies, Malaysia Studies, Business and Economics, Biotechnology, Engineering and Build Environment, Information and Communication Technology, Life and Physical Sciences, Medicine and Health Sciences, Media and Journalism, Education and General Studies, and Agriculture and Food Science.

The university also engages in the provision and conduct of research, consultation, management and leadership training and other related educational services at its Sungai Long (Selangor) and Kampar (Perak) campuses.

“Visit UTAR Open Day this July 20-21, on August 24-25 and September 7-8, from 9am to 5pm at both our Kampar and Sungai Long campuses. For more information, please visit www.utar.edu.my or call 05-468 8888 (Kampar Campus) and 03-9086 0288 (Sungai Long Campus),” says UTAR.

Comfort with Established Processes

People who have been doing things a certain way for a long time naturally resist change.

This resistance is often rooted in:

- Mastery of current systems and fear of losing that expertise
- The cognitive effort required to learn new skills
- Disruption of established routines and workflows

### 6.

Information Overload and Fragmentation

The digital age brings an overwhelming amount of information, which can be difficult to process.

As one document notes, the current generation is "detached from reality" due to "accumulated fragmented information" from various sources.

This can lead to:

- Difficulty distinguishing valuable information from noise
- Skepticism about the reliability of digital information
- Preference for traditional, vetted sources of knowledge

### 7.

Title:

Content: Skip to main content

Climate Policy and Technological Innovation and Transfer

An Overview of Trends and Recent Empirical Results
Working paper
OECD Environment Working Papers

Cite this content as:

Haščič, I. et al. (2010), “Climate Policy and Technological Innovation and Transfer: An Overview of Trends and Recent Empirical Results”, OECD Environment Working Papers, No. 30, OECD Publishing, Paris, https://doi.org/10.1787/5km33bnggcd0-en.
Go to top

Mental Health Concerns

The constant connectivity and rapid pace of technological change can contribute to stress and anxiety.

Research shows that "rates of depression and anxiety among teenagers and young people have risen tremendously," and they "bring this anxiety to the world of work.

" Technology-resistant individuals may:

- Associate digital tools with increased stress and decreased well-being
- Feel overwhelmed by the constant need to update their skills
- Worry about the psychological impact of technology on human interaction

## Building Rapport with Technology-Resistant Supervisors

Understanding these reasons for resistance is the first step toward building a positive working relationship.

Here are some strategies to consider:

### 1.

Title:

Content: Recommendation technologies are used on the information resource (information technologies for providing information based on the collection, systematization and analysis of information relating to the preferences of Internet users located on the territory of the Russian Federation)
Telegraph journalist Stanley: American politicians are a gang of clowns
The politicians of the United States of America behave like a bunch of clowns and by their actions only bring their country closer to collapse.
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Erl Schweizer
"American politicians are a bunch of clowns."
We can say so, we can call them puppets of the military-industrial complex, we can still say a lot for sure.
The whole world lives by its own laws of trend, which does not always meet the urgent needs of the population.
How are we doing in this regard?
Tsarism is wonderful; Tsarism is bad, all power to the Soviets is good; Without industrialization, neither there nor here; Private property contradicts the power of the workers and peasants, all in the collective farms; All who think too much about themselves in prison, in evictions or in the afterlife; War with the fascists - THIS IS FOR THIS PERIOD, CRITICAL FOR THE COUNTRY AND THE HUNDREDS OF MILLIONS OF PEOPLE, PERSONALLY I CAN NOT CONSIDER ANY CASE AFTER THE CRITICISM OF THE POPULATION OF THE USSR, THIS IS THE PERIOD OF MASS SELF-DONATION FOR THE LIVING OF THE POPULATION OF THE USSR AND THE SALVATION OF OTHER COUNTRIES, celina, rehabilitation, reduction of prices, hope for a bright future - also can not criticize; further interesting coincidence - 1861 - abolition of serfdom, 1961 - the program of the CPSU with the thesis "in 20 years we will build communism".
Many people still have wonderful memories of Brezhnev, but I know of a case when a teacher just before the deadline for building paper communism received a reprimand for categorical refusal to organize an event called: "The decisive role of Leonid Brezhnev in the Second World War, in the battles on the Small Earth".
Further: all the previous leaders of the Berk, we are rebuilding, cut down the vineyards for horseradish, less vodka will devour - applause, yay.
A little brewing - escape to Foros, then to Germany as an honorary sausage eater overlooking the Alps, from Russia to his secretary, security, not a penny pension, even more from Germany for the donation of the GDR.
I don ’ t want to bother you with further trends, but are the trends always accurate, true, reliable, if they are screwed over by each subsequent vshibnom the Most of all the Most?
Lying is a trend of all time.
Today, Mars is being explored, so even on another planet they are trying to bring a lie, in fact they are looking for freebies for the "chosen".
On Mars, too, idols were full, overthrown idols in landfills in craters are also enough.
Trend....
A person is still weak, he needs a guide, so the trends are above the roof, thank God that not all trends are rotten, there is also the purity of the crystal.
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top

Acknowledge Their Experience and Expertise

Recognize the value of their established knowledge and experience.

Technology-resistant supervisors often have deep institutional knowledge and wisdom that can complement new technological approaches.

### 2.

Focus on Problem-Solving, Not Technology

Frame technological solutions in terms of problems they solve rather than the technology itself.

Title:

Content: -- -- -- / -- -- --
Site Management
The digital school.
The latest tricks and tricks of the usurpers.
The great problem that we have been suffering from for six decades, 1962-2022 AD, of wandering and dependence, and we bear the end of it as Algerians who are overwhelmed by our command, and without asking permission or consulting the real specialists and researchers in the sector..
It is the adoption of the government and its commitment to commitments before international institutions without prior study or even knowledge of the Algerian conservative and traditional reality and insight of its dictates and compulsions and facts of reality, including its haste at the beginning of the third millennium and exactly in 2003 coup against the achievements and the ground of the Supreme Council for National Education authentic 1996-1998, and its replacement by the Council (Ben Zago) From the former president to reform the educational system and modernize it to adapt and new global data, and to separate generations from each other and dismantle them cognitively and emotionally to serve the colonial agenda of Westernization.
And hiding under the labels (modernization, modernization, upgrading...).
One of those steps that served the project is the adoption of the concept of (the term modernization of education), a desire and a dream to engage in global trends to formulate a global strategy to modernize and digitize education and school, and this is a beautiful hope and dream that she wants to reach – and we with her – and she did not meet any of the conditions of success as usual in launching projects and initiatives.
Keeping up with the world ’ s ride.
Thus, we become involved and find ourselves as a oppressed people in these projects and initiatives in a random, chaotic and improvisational way.
The question for those who have implicated us for the past two decades in propaganda and misinformation is: have we provided and prepared the structural and human conditions necessary for the success of this modern initiative?
Do we have a teacher, a student, a family, a school, a community, and a civil and civilized level that qualifies us to enter into the creation of a modern digital school?
I believe that the answer is easy and clear, and does not require deep thinking and consideration. The educational system has, unfortunately, implicated the Algerian nation, school and family in terms of (digitization, modernization, labor market, re-adaptation of concepts and functions of the modern school, adaptation of the education system to the needs of the labor market, knowledge economy, globalization of knowledge, school competition, global openness, leadership in human development …). The sincere and strong scientific and capable League of those who have the scientific, intellectual, cultural, literary, methodological, educational and educational determination to solve its problems and dismantle its nodes.
He revealed his hidden truths and phenomena.
For example, to avoid catching up with the digital divide, I bring to you an incident that took place with me recently, and summarized that I applied to buy plane tickets to travel to one of the Arab countries last month from Air Algérie Batna accompanied with me (gold card) to conduct the financial transaction through it, so the employee laughed and said sarcastically to me one letter: (This is on TV only)!
And to be clear, what is a digital school?
What is its philosophy, its components and models?
What are their goals and objectives?
What are their benefits and benefits?
And other scientific questions to be asked when it comes to scientific research, what if it concerns the fate, present and future of a generation and a nation?
According to its creators and theorists, it is defined as: an educational organizational form that uses various electronic media and technologies to create a new digital knowledge and educational system, contrary to the tradition of the traditional school.
It has four global (technoeducational) models, reached by the educational system in the developed world, which determine its starting points, means, methods, objectives and theoretical and applied goals.
In order to create an open and free human interaction with bottles and media instead of a personal interview, and to rid the student and teacher of the forms and remnants of the traditional school (respect, discipline, attention, order, wallet, apron, pen, notebook, book, eraser, ruler, sentence, word..)
Towards liberation from all those innate and moral controls necessary for normal life, closeness, text-processing and electronic fields, that is, pushing the Algerian generations to tie their heads, tighten their necks and nail their eyes to the bottles of the world and the frost of the nuclear winter prepared by the Jewish and Crusader crows.
However, some Algerian scholars have denied that the digital school is such, and the scientific truth of those who see it and see it with the light of God and science shows that this is the final outcome drawn by its creators who do not trust themselves and their spiritually and morally bankrupt societies.
As well as to be entrusted to the Arab and Muslim nation, for the purpose of lifting the embarrassment of its enthusiasts, and in order to identify with the demands of engagement within the framework of the global conditions that are still imposed by international institutions and organizations on regimes that have not been resolved ideologically.
Without taking into account the facts of the Algerian reality and its compulsions, and to ensure some irrational justification of the authority in order to preserve its face in responding to the dictates of the international, which is uneasy and unconscionable without dipping its toxins in the educational systems and creating flaccid Algerian generations under the name of (modernization, progress, internationalism...), which we observed three decades ago and after the bachlorism scandal of 1992. One of the floods of crises that have ravaged and continue to ravage the Algerian national educational system authentic to account for the currents of alienation, alienation, French and loss.
I would like to convey to you a paragraph that I quoted from one of my godparents, which I see as contrary to the concept and perception of the custodians of the meaning, function, form and purpose of the digital school originally, because the Authority, according to my experience with its thinkers and advisers, sees nothing else.
He says, specifying the ways and stages of integrating them in parallel with the survival of the traditional school, and this is an acceptable proposition scientifically and not realistically: (.. The use of digital technology in the Algerian school does not mean at all replacing teachers with a digital platform or a smart board or a smart phone.
The introduction of digital learning tools in schools does not mean the abolition of traditional classroom or laboratory classes either.
(Kamal Badari, Overview of the Digital School Project in Algeria, El Chaab Newspaper, No. 18813, Thursday 17 / 03 / 2022, p.
This researcher sees three formal and virtual global justifications for this project and its success through the phased plan, which in my opinion seem to me to be ineffective in the path of backward societies as well as their backward institutions, such as technological and electronic acceleration and the amazing digital divide between us and the advanced, and the effectiveness of digital technologies in the process of education and teaching, and betting on turning authoritarian orders into popular demands of a population without electricity. Or gas as well as to enjoy electronic communication networks, which witness frequent interruptions and weaknesses on a daily basis, so as not to allow these processes to increase their effectiveness (Progres, distance education platform) as examples of this high flow in the world of illusions..
This is funny because the catch is not so improvisational and fast, for example, and to stop catching up with the digital divide, I bring you an incident that happened with me recently, and summarized that I applied to buy plane tickets to travel to one of the Arab countries last month from Air Algerie Batna accompanied with me (Golden Card) to conduct the financial transaction through it, what was the employee only laughed and told me sarcastically in one letter: Only!
Fortunately, I took the money with me, so I paid it in cash.
I asked the following question: Why does the PA insist on introducing this treatment in the field of education when it is unable to impose it in economic institutions as a first step?
In order to ensure that the constitution is not violated in order to achieve equality among members of Algerian society, we propose to develop and expand the share of automated media to become a digital application in which digital paintings are used scientifically and technically effectively, or allocate half a day of the week to deal with the world of digital paintings in a decent and effective scientific way, and develop and update the competencies of students in dealing with digital paintings in preparation for their transfer. To read, write and process texts little by little, until we reach after years to bridge this digital divide at a slow and steady pace, and without media noise or hustle aimed at reassuring the bankrupt and biased international institutions of the extravagant.
We take a lot of balance, calm, phasing and gradation in the hands of the community to become digital in other institutions, starting with the most important and important, and then we have already achieved something of the promises of the new Algeria, while not neglecting the stages of follow-up, study, criticism, evaluation, evaluation, study of effects, transformations, results, benefits and harms..
And this will not be unless the matter is spoiled for his people, but if you keep drinking the toxins and waste of institutes, institutions and laboratories suspicious controlled by the bankrupt owners of the spoiled goods, God will not see the light of progress and adult civilization..
The most important thing is that I testify that I have...
The most important thing is to be aware, aware and considerate.
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Emphasize how new tools can make their work easier or more effective, not just different.

### 3.

Provide Patient Support and Training

Offer patient, non-judgmental support when introducing new tools.

Recognize that learning curves vary and provide adequate training and resources.

### 4.

Highlight the Human Benefits

Emphasize how technology can enhance rather than replace human interaction.

For example, digital tools can free up time for more meaningful face-to-face collaboration.

### 5.

Start Small and Build Confidence

Introduce technological changes gradually, starting with small, manageable implementations that can build confidence and demonstrate value.

### 6.

Respect Work-Life Boundaries

Be mindful of how technology might impact work-life balance and establish clear boundaries around when and how digital tools should be used.

## Conclusion

Resistance to technological change in the 21st century stems from complex factors including generational differences, concerns about work-life balance, fear of job displacement, and comfort with established processes.

By understanding these concerns and approaching technological change with empathy and patience, it's possible to build positive working relationships with technology-resistant supervisors.

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Addressing the challenges of attracting and retaining talent

36 minutes ago

Aon’s Siobhan Kelly explores what the future of work means for staff retention and the importance of addressing age-old problems.

While the future of work will bring a lot of new trends, we’ll also still see many of the long-established challenges within the workplace, from wellbeing to staff retention.

Some of these challenges have only gotten worse in recent years. Aon’s latest global HR pulse survey of more than 800 companies indicated that talent shortages and high turnover are making attraction and retention of employees the top concern for organisations worldwide.

Siobhan Kelly is managing director and executive coach of Aon Assessment Solutions, which helps organisations and employees to make better people decisions. She has worked with Aon for more than seven years and is also qualified as an occupational psychologist.

Kelly said the landscape for staff retention and employee engagement has shifted significantly in recent years.

“What has been dubbed the ‘great resignation’ is undoubtedly a by-product of the ongoing pandemic. However, disruption affecting the world of work can be traced back to trends taking place prior to the emergence of Covid-19,” she explained.

“For example, technological advancements and regulatory enforcement routinely impacted a company’s business strategy and the need to update workforce capabilities. And social movements of the past gave way to the newly found focus on diversity in the workplace, which is changing the hiring requirements of many companies.”

In order to build resilience against these trends, Kelly said employers must listen to their employees’ needs in the new world of work.

“Our survey shows that work-life balance and accommodating arrangements are highly valued and sought out by employees and prospective talent these days,” she added. “Health and wellbeing programmes, employee benefits and greater training and career development are also highly valued.”

Tech’s role in talent acquisition

With talent shortages and skills gaps at the forefront of many employers’ minds, the role of a talent acquisition professional has become broader.

Luckily, tech is there to help. “Technology has revolutionised talent acquisition like never before,” said Kelly.

“First of all, it’s enabling mangers to move beyond their ‘gut feeling’ in hiring. New and emerging technologies such as artificial intelligence and natural language processing are being integrated into candidate evaluation tools, helping to improve employers’ talent acquisition strategies. Augmented reality can also be used to simulate job environments, enabling recruiters to learn how candidates react in proxy environments,” she said.

“During the pandemic, virtual recruitment processes, including the facilitation of group simulation exercises, became the norm and the technology around them has continued and will continue to evolve so that face-to-face processes become the exception.”

‘Technology has revolutionised talent acquisition like never before’
– SIOBHAN KELLY

Other technologies such as applicant concierge tools to streamline recruitment and digital career wallets to help jobseekers authenticate their professional credentials could soon become commonplace, while job-matching tools are already allowing recruiters to identify top talent.

“As employers seek to overcome their talent challenges and hire the best people, these technologies are helping organisations to gain access to broader talent pools, reduce cost, improve process time and efficiency, and unconscious bias in the acquisition function, while also making the hiring process more satisfactory and efficient for prospective candidates,” said Kelly.

Ongoing workplace challenges

While the tools that shorten time-to-hire, curate a stronger talent pool and make it easier to interview candidates might be helpful, the real key to talent attraction and retention is addressing employees’ needs.

One of the challenges is around wellbeing and, while wellness programmes are becoming widespread, Kelly said the majority of employees still struggle with resilience.

“Amid digitalisation, macroeconomic pressures, changing sociocultural values and a widespread skills evolution, converging pressures are testing businesses’ resilience. To build a sustainable operating model and protect revenue, leaders must focus on building workforce resilience,” she said.

“There are a number of ways for leaders to do this. The first thing, and what we often say to our clients, is to look at your people proposition and define what you mean by it. What are your values? How do you communicate those and convey those in the marketplace? How do you live those internally? How do you create role models?”

Another element of employee wellbeing is being clear and transparent about what opportunities are available to employees. Kelly added that when it comes to wellbeing, leaders need to think about benefits beyond pay.

“There is a tendency to do too much and launch a whole range of initiatives that can’t have the same impact as one or two key initiatives closely linked back to an opportunity statement. For this, data is absolutely critical. Data can tell you so much about your organisation and where the gaps exist. The key is for leaders to use this data to create initiatives which can address these gaps and make the most impact within an organisation.”

Kelly also said managers play a critical role in ensuring staff are engaged and motivated, making staff retention a lot easier for the people practice.

“Lately, evolving business requirements have brought new first-time manager requirements that companies have not yet accepted or evolved in line with, and it is having a significant knock-on effect in terms of retention, culture, team wellbeing and employee engagement,” she said.

“We’ve all heard the saying, ‘People don’t leave a bad job, they leave a bad manager.’ Managers need to be able to influence others, role-model the culture and enact the values of the organisation, including the setting of expectations around output and productivity. This will set norms around the effort expected and help to address the concern of quiet quitting.”

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By Jenny Darmody

Jenny Darmody became the deputy editor of Silicon Republic in 2020, having worked as the careers editor until June 2019. When she’s not writing about the science and tech industry, she’s writing short stories and attempting novels. She continuously buys more books than she can read in a lifetime and pretty stationery is her kryptonite. She also believes seagulls to be the root of all evil and her baking is the stuff of legends.

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The goal is not to convert them into technology enthusiasts overnight but to find common ground and demonstrate how new tools can complement rather than replace their valuable experience and expertise.

In today's rapidly evolving workplace, the most successful teams are often those that balance technological innovation with human wisdom, creating an environment where both tech-savvy and tech-resistant employees can thrive.