1 Employment challenges in the digital era Sowndarya Kancharla University of the Cumberland Operational Excellence (ITS-631-M50) Dr. Andrew Black April 22, 2023
2 Employment challenges in the digital era The digital era has created a unique set of employment challenges; with technological innovations finding their way into the workplace, it has completely revolutionized how work is done. As digital technology is embedded into the workplace, it has coworker unsettlement among the worker integrating modern techniques such as artificial intelligence and unsuccessfully replicated vital replicating critical elements of job low-skilled, some low-skilled, manual jobs with robotic techniques (Langer, 2017). Moreover, automation has contributed to job loss among servers, shelf fillers, and other manual jobs. These jobs have been rendered unnecessary by technology and thus are replaced with jobs in high demand. Automation has contributed to a decrease in the demand for certain types of labour while increasing the demand for technical skills. Furthermore, digitalization has affected wage levels in the labour market. There has been a significant increase in demand and productivity among employees due to adopting of new techniques. This has resulted in an overall decrease in the national and occupational wage level, impacting employee productivity. Moreover, digitalization has affected the demand for and supply of skills. Today, new skills are required for newly emerging jobs rendering other skills less relevant in the labour market since specific jobs and tasks experience a decrease in demand (Arsić, 2020). Therefore, due to the challenges of digitalization on employment, it is difficult to predict whether things might get better or more complicated as time passes. However, higher demand for advanced digital skills is expected in the future, although there needs to be more information on the precise types of ICT skills that will be required. Also, digitalization is expected to enhance labour market opportunities among individuals with the required skills.
3 On the other hand, the methods and strategies that organizations can integrate to assimilate new generations into the workforce to enhance competitive advantage include; creating an environment of open communication. The management needs to ensure effective communication that can positively channel generational diversity in the workplace, whereby all team members feel confident that their input will be respected. Open communication can also be fostered by providing these employees with insights, ideas and feedback. (DelCampo et al., 2018). Companies also need to offer mentorship; they should establish mentorship programs that pair experienced employees with newer hires to help newer generations get up to speed quickly and acclimate to the company culture. Another strategy is encouraging flexibility in terms of work arrangements; companies should provide flexible hours and remote work; this helps to create an environment that better suits the needs and preferences of newer generations. There is also a need for companies to offer comprehensive training and development opportunities to ensure that new hires can have equipped with the skills and knowledge they require to add value to the organization. In addition, companies should make collaboration more accessible; the new generation workforce needs to collaborate regularly, and leaders should ensure to offer these generations different channels for collaboration, including meetings, text, and social media (DelCampo et al., 2018). They should also provide tools such as Google Hangouts and Skype to foster connectivity among the workforce. Also, leaders must provide frequent and constructive feedback to help the new generations better understand how their work contributes to the organization's success and identify improvement areas.
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