Powerful algorithms and new forms of supervision.What will work in 2040 look like?

Za 20 lat szef będzie mógł śledzić każde twoje spojrzenie, klik czy bicie serca. Bez względu na to, czy ów przełożony w 2040 roku będzie człowiekiem czy algorytmem - ty z pewnością będziesz pod obserwacją.

The editors of Fast Company wonders what the labor market will look like in twenty years.Can we prepare for upcoming changes now?

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According to research conducted by the Brookings Institution, automation and artificial intelligence will replace some jobs (an estimated in the USA 25 percent.work positions are at risk of liquidation), especially those requiring simple, manual and repetitive tasks.But even those who do not lose their jobs will not protect themselves from changes.Algorithms in a corporate machine will supervise work, train or optimize performance.

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This is not a song of the future.As the fast company writes, algorithms, for example, already devour the Uber route and direct drivers, making them more a system component than a person doing a job.Drivers are not only guided by algorithms, but also feed the systems that evaluate their performance, giving details such as this or how they accelerate and how customers evaluate driving."Employers have an insatiable appetite for information about employees, regardless of whether they are important or not," says Lew Maltby, head of the National Institute of Employee Rights.Meanwhile, new forms of employee supervision are much subtle.

Employee monitoring companies often refer to noble intentions, e.g..They want to help office workers understand how they use their time so that they can learn to use it more effectively.In physical work, such as storage and transport, some companies justify monitoring as a way to ensure employee safety.In 2040.Supervision based on available data will be the norm.

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"Algorithmic supervisors" are currently the best notice among the working class.GIG-economic platforms in such sectors as sharing vehicles or food delivery are built based on algorithms, but also.Many hotel employees are often guided by the application to know in what order to clean the rooms.The power of algorithms can be known on the example of Amazon magazines.Devices whose warehouse employees use to scan packaging allow the company to be tracking thoroughly.Employees have a designated "pace" - it is calculated how quickly they should work.As employees increase their efforts to achieve a set pace of work, at the same time the dictated pace increases through the algorithms.Employees, if they do not keep up, can receive automatic warnings, retraining and even dismissal orders.

Monitoring and automation are also used in the truck transport industry, where there are no highly qualified drivers and insurance rates are growing.Data collection may contribute to increasing the safety of drivers, but also allows companies to develop algorithms that may replace them in the future.From 2017.The US government requires truck equipment with an electronic recording device (ELD) to monitor and enforce safety requirements (such as limiting the number of driving hours and control of prescribed breaks with the right time for sleep).ELD devices are also a source of data for truck dispatchers, insurers and independent technical programmers.If the driver goes prescribed and carefully, he will be able to count on cheaper insurance.

Cameras on dashboards are also increasingly installed, monitoring both the road in front of the vehicle and the truck drivers themselves to see if they are vigilant and concentrated.Some transport companies even experiment with heart rate and sweat sensors.

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Not only drivers are under the magnifying glass of employers.Monitoring conducted in the name of optimization is already becoming more and more popular in the office.Crossover Worksmart is a tool for tracking remote workers.It monitors the keyboard activity and use of the application and takes periodic screenshots, and even photos of VIA website employees to compile "digital work card" every 10 minutes.According to the founder and general director of the crossover, Andy Tribute, this is to ensure that people receive remuneration for productive time.What if you don't spend your working time productively?"You won't get for this time," the mode replies.

The mode claims that Worksmart is not a micromanipulation tool, but rather for work training.After all, employees decide to monitor when they agree to work.According to modes, this is an honest price for the possibility of remote work.Until 2040.It can become the norm.

In turn, Humanyze programming monitors applications such as e -mail and message platforms to track the way people communicate.Identities are anonymous, with serial numbers for employees grouped according to the team - the employer can see that someone from marketing has sent a message to the sales department, or that someone from each team met in the conference room.Humanyze claims that you cannot know the true identity of employees, but the department in which they are.However, numerous studies conducted over the years show that even after removing names, other data about anonymous people can be used to determine who they are.

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If the market of companies such as a crossover and humanze will develop, office workers will have to get used to being evaluated not only for their work, but also for the way of performing it.This will probably contribute to additional stress.In response, supporters of employee rights demand more protection.

Employees are also fighting for collecting data from their personal life.As an example, Fast Company gives a strike of teachers in West Virginia in 2018, which to some extent was the fight against the requirement of health monitoring.School health insurer, Humana, offered a program called Go365, in which to record activity such as steps and heart rate, for example.Fitbit.Employees who applied for one or another health monitoring could earn points to reduce their health contributions.Those who did not undergo monitoring or did not earn enough points, had to pay a fine of $ 500.Eventually, this program was abandoned due to employees' protests.

Provisions on the protection of consumer privacy may be an inspiration for the protection of employees' privacy.The new California Act on the protection of consumer privacy gives residents the right to know what information was collected about them by e.g..Google, Facebook or Walmart.Companies are also obliged to delete this information or stop making it available to other enterprises if the consumer applies to what.Employees should obtain similar rights to inspect and control of data that their bosses collect about them.

Illinois took a step in this direction in the USA.The new Act on artificial intelligence (Artificial Intelligence Video Interview ACT) refers to practice in the employment process, consisting in using the use of the candidate's appearance and gestures during the interview.For example, Hirevue allows employers to organize automated preliminary video conversations.In addition to providing recordings for review managers, Hirevue's artificial intelligence assesses, for example.facial expression, choice of words, body language and tone of voice to evaluate the candidate.The Law of State Illinois does not prohibit such practices, but requires that candidates for positions be informed about this process and receive an explanation of how he works.

Politicians in Arkansas and Indiana are already working on regulations prohibiting employers of forced equipping their employees with microchips, although there are no reports about companies that would consider introducing mandatory chipping of employees.But - as the Fast Company writes - just think about it to start remedies.

As the role of algorithms at work increases.Facebook, Google, digital advertising services and other companies have improved the process of capturing and sorting traces that we leave on the web.Employee monitoring begins to look more like consumer marketing.We have become accustomed to monitoring consumers, and more and more employees are used to monitoring employees.

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