Essay Example on Robots in the Workplace: Impact on Employment and Workforce

Right from the introduction of computer and digital technologies, the questions on how they impact on workforce and employment have been significantly salient among scholars (Makridakis, 2017). Mainly, the concerns step from the fears of how robotic science and artificial intelligence (AI) are professed to become efficient substitutes of human labor. Parry and Battista (2019) study cited a newspaper article by Elliott (2018) suggesting that the increasing presence of robots in the workplace is destined to "take our jobs" lest we move swiftly to avert the trend. In another study by Frey and Osborne (2017), roughly 47% of total employment is at significant risk amid the increasing adoption of robots and AI technologies. Such concerns are often floated, but the exact reality of how digital technologies will shape the labor force remains a hypothetical conundrum.

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This problem is best evidenced by the similar skepticism and worries expressed in the early stages of computer adoption. It was hypothesized, then, that computers would replace the majority of those working in the industries following atomization of some of the activities run by humans (Frey et al., 2017). Apparently, the reality of the matter would turn out to be quite different from computers and internet expanding employment opportunities. Yes, some of the manual jobs were replaced by computer systems, but the ultimate impact saw computers become a necessity item at the workplace and home. Consequently, people become more productive in working both at home and in the office. To this effect, this paper's purpose of understanding the impact digital technology will have in the workforce, based on the evidence presented in the literature.

Evidently, there is significant adoption of both robots and AI technologies in the modern workforce. In fact, the current Covid-19 pandemic facing the whole world has accelerated the spirit and need of companies adopting robots and AI in the workforce. In their study, Zeng et al. (2020) advocated for the adoption of robots and AI in addressing the adverse effects of social-economic disruptions that have resulted in a total shutdown of the international tourism industry. In a related study, Nauda (2020) proposes a wide-scale adoption of AI technologies, which can help in collecting data, developing response algorithms, and delivering services to those affected by the virus. These suggestions show that the human population can integrate robot and AI in what Lin et al. (2011) calls the (dull, dirty and dangerous) jobs, thus, reducing the level of harm to humans considerably. If anything, the emphasis on social distancing, quarantine, and cessation of movement, which caused massive losses in the business sector, has affirmed that a wide scare adoption of robots would have salvaged the situation.

Just like computer technology brought significant changes in the workforce, digital technologies are poised to influence the sectors differently. Already, there is substantial evidence supporting the use of robots and IA in some industries such as the manufacturing sector, therapeutic, entertainment, and in the military. In all these sectors, the robots or the AI have been integrated, but the employee services have been retained since the technologies have limits. In a report released by the Australian Government Productivity Commission (AGPC) in 2016, on digital disruption, much of the affected areas by digital technologies are the routine tasks (AGPC, 2016). The port identified another set of jobs at risk of annihilation by digital technology are those who do not require the social skills or decisional made of need base analysis. The evidence and observation are further supported by findings from a study by Cascio & Montealegre (2016) indicating that jobs that are less likely to be affected by digital technologies are those requiring complex cognition, and those needing human social or soft skills. Frey and Osborne (2013), opined that even with digital technologies, not all jobs that can be automated by the use of robots or AI would end-up being automated. The study cited social intelligence tasks, creative intelligence careers, athletic sports, and perception and manipulation jobs are less likely to be effectively automated. Those tasks that cannot be reduced to a series of activities will still be safe being overtaken by digital technologies.

Digital technologies will be a game-changer in the service industry, motivating people to advance their skills to meet the ever-changing workplace landscape (Cascio & Montealegre, 2016). There is a considerable risk for less-skilled jobs being replaced by digital technologies. Codifying is believed to be more applicable among the semi-skilled, and though involving more of manual work as opposed to highly skilled jobs (Zysman & Kenney, 2018). Evidence suggests that sophisticated intelligence is less likely to be displaced by digital technology, but instead works to complement the robotic or AI systems. Going forward, those with remote skills may find themselves being eliminated in the workforce. In their study, Holland & Bardoel (2016) argued that just like computer knowledge is becoming mandatory by design, people will have to improve their skills to match the new demands, skills, and knowledge needed to work alongside robots or automated machines. For instance, the automation of the manufacturing systems propelled the importance of having monitoring engineers and service personnel conversant with the systems (Makridakis, 2017).

Gibbs (2017) postulates that the increasing technologies on machine learning and the use of big data are expected to enhance the capabilities of new discoveries, which can improve the ability of machines to perform cognitive, physical, and social tasks. The capable human mind is ever on making discoveries. What is limited today can be accomplished in the future, which means even though the encroachment of digital technology to complex tasks may be imposable today, gradually, it is a possibility (Makridakis, 2017). The increased polarization and inequality characterizing the modern labor market may accelerate the use of digital technology as substitutes for humans. In such a case, the change will be motivated by the need to address the gaps or challenges with the human workforce. Such a shift is competitive and quality-oriented as opposed to the oblivious replacement of employees with machines (Parry & Battista, 2019). Besides, adoption of technology in the workforce is likely to make many high-skill jobs more intrinsically motivating while semi-skills jobs are reduced to monitoring and become centralized, factors that reduce the aesthetic value attached to the tasks (Gibbs, 2017). This may increase employee turnover rate, worsening the rate of unemployment.

The human population has always adapted and survived through dynamic change that seems to disrupt the status quo (Lin et al., 2011). In their creative and innovative nature, they seize opportunities presented by new discoveries converting them to their advantage. The digital technology may end-up creating new platforms for job opportunities, which will buffer the effect of those rendered extinct by virtue of digital technology adoption. Today, the world is worried about the uncertainties presented by digital technologies, but in a world and era characterized by profound technological innovations and advancements, it is possible that new technologies can emerge to mitigate the fears of challenges posed by digital technologies (Makridakis, 2017).

Undoubtedly, digital technology is here to stay, and it's advancing at an alarming rate. There is no stopping the trend, and like any other disruptive technology, digital technology poses significant concerns such as ethical grounds, availability of policies to regulate it, security concerns, disruption of social setting, employment losses, and the scope of disruption (Parry & Battista, 2019). However, as the popular saying goes, it is difficult to stop an idea whose time has come. In one of the interviews, the software guru, Bill Gates, emphasized that digital technology emerged and is advancing the same way computer technology advanced, steadily, abrasively, and disruptively (Lin et al., 2011). In the end, digital technology will become a common platform in society. The best strategy to be put in place to safeguard the public from unfathomable calamities of digital technologies involves setting up systems for checks and balances. Such a system would entail drafting up-to-date, feasible, and effective regulations, policies, and laws targeting the development and implementation of digital technologies.

Conclusion

In conclusion, it is possible for digital technology to disrupt the employment landscape and workforce characteristics. Those at higher risks of being displaced by digital technology include the semi-skilled and unskilled employees, and especially those working routine based tasks. Jobs that require exceptional skills may take longer before facing a real threat, and so are those tasks that require social skills, cognitive skills, and need-base analysis jobs. Like in most other innovations, having feasible, effective, and consensus-driven regulations can safeguard s calamity or sporadic loss of employment, thereby, allowing a less sudden but gradual adoption of digital technology. Such metered adoption will facilitate possible adaptation, realignment, and reorganization in the workforce while at the same time accumulating the gains of digital technology.

References

Australian Government Productivity Commission (2016). Digital disruption: What do governments need to do? Commission Research Paper, Canberra.

Broadbent, E. (2017). Interactions with robots: the truths we reveal about ourselves. Annual Reviews of Psychology, 68, 627 – 652. https://doi.org/10.1146/annurev-psych-010416-043958

Cascio, W. & Montealegre, R. (2016). How technology is changing work and organizations. Annual Review of Organizational Psychology and Organizational Behavior, 3, 349 -375. https://doi.org/10.1146/annurev-orgpsych-041015-062352

Frey, C.B. & Osborne, M.A. (2017). The future of employment: How susceptible are jobs to computerisation? Technology Forecasting Sociology. 114: 254–280.

Gibbs, Michael. (2017). How is new technology changing job design?. IZA World of Labor. Accessed June 11, 2020 from https://www.researchgate.net/publication/315597934_How_is_new_technology_changing_job_design/citation/download

Holland, P. & Bardoel, A. (2016). The impact of technology on work in the twenty-first century: exploring the smart and dark side. The International Journal of Human Resource Management, 27(21), 2579 – 2581. https://doi.org/10.1080/09585192.2016.1238126

Lin, P., Abney, K., & Bekey, G.A. (2011). Robot ethics: The ethical and social implications of robotics. Massachusetts Institute of Technology Press

Makridakis, S. (2017). The forthcoming artificial intelligence (AI) revolution: its impact on society and firms. Futures 90, 46-60. https://doi.org/10.1016/j.futures.2017.03.006

Naudé W. (2020). Artificial intelligence vs COVID-19: limitations, constraints and pitfalls. AI & Society, 1–5. https://doi.org/10.1007/s00146-020-00978-0

Parry, E. & Battista, V. (2019). The impact of emerging technologies on work: a review of the evidence and implications for the human resource function. Emerald Open Research, 1(5), 01-13 https://doi.org/10.12688/emeraldopenres.12907.1

Zeng, Z.,Chen, P.J. & Lew, A.A. (2020). From high-touch to high-tech: COVID-19 drives robotic adoption. An International Journal of Tourism Space, Place and Environment. https://doi.org/10.1080/14616688.2020.1762118