Modern Technologies and Better Quality of Working Life for Individuals - Literature review Example

Modern Technologies and Better Quality of Working Life for Individuals

Introduction

Scholars have been interested in understanding how modern technologies have affected the quality of working lives for many people. It is evident that technology has registered numerous effects on the workplace. The adoption of modern technological tools has altered the work systems and arrangements as well as the level of productivity. A big difference exists between the organization of modern companies and the way companies were organised before the adoption of technology. A fact worth mentioning is that technology has had both desirable and undesirable effects. However, technology has transformed modern industries and organizations improving the level of efficiency. Both high skilled and low skilled workers have benefitted from technology in different ways. Compared to Taylorism and Fordism, it is explicit that technology has had remarkable effects on the working lives of many employees. This paper delves into a comprehensive discourse on how modern technology has led to the implementation of work systems arrangements that provide a better quality of working life for individuals compared to traditional Taylorism or Fordism.

Discussion

Before analysing the effects of technology on working systems and arrangements, it is imperative to consider the kind of systems that Taylorism presented in the past. Taylorism denoted scientific management of employees with the core objective of increasing production levels. As a result, the system gave more attention to mass production methods and the division of labour. Taylorism advocated for standardized methods of completing tasks as well as the development and training of every employee (Hiebert & Vansteenkiste 2010, p. 3045). Division of labour served to ensure that each individual had delegated tasks to complete. Taylor opined that there was a need to set specific targets for each employee and that payment would be in accordance with the goals that the employee has met.

Taylorism sought to select the “first class worker” who proved suitable for the job at hand. However, Taylorism involved extreme supervision and detailed instruction, leaving no room for autonomy or creativity. On the other hand, Fordism focused on mass production of standardized goods, but relying on machinery and partially skilled labourers. Modern technologies have altered the work systems that existed replacing such systems with new forms of operations involving different tools (Blok et al. 2012, p. 5075). In the era of technology, more employees have sought to gain information and technology knowledge and skills so that they can be suitable to hold different job positions.

Doubtlessly, technology has reshaped the labour market because of the existence of smart machines and mobile devices as well as the development of new technologies that help in the completion of tasks. Each organization has sought to take advantage of the benefits of technology so that it can increase productivity and profitability. Technological changes have influenced high-skilled labourers and low-skilled labourers differently (Forman, King, & Lyytinen 2014, p. 789). Companies that have embraced modern technologies have faced the compulsion of hiring more high-skilled people and retrenching the low-skilled workers. Technological change registers an increase for high-skilled workers who understand the new techniques that they should use in the workplace. Different studies have made is apparent that high-skilled workers have an added advantage in the technological era.

Some companies often experience technological shock, a factor that compels them to hire high-skilled workers who can take up the new responsibility of task completion using modern technologies. Many companies seeking high-skilled labourers have faced the compulsion of increasing wages so that they can attract the skilled labourers they need. A fact worth mentioning is that low-skilled labourers have frequently been disadvantaged because companies lay them off due to the decreased demand for low-skilled workers. It is discernible that technological changes in the modern day have only served to create better working conditions and opportunities for high-skilled labourers (Ortiz de Guinea & Webster 2013, p. 1165). The fact that such workers are likely to enjoy a better compensation compared to low-skilled workers is an indicator of a growing wage inequality. Many companies that have adopted new technologies have experienced the need to increase wages and compensation for high-skilled labourers.

Unlike Taylorism and Fordism, modern technological alterations allow workers to attest their innovation and creativity. Companies need high-skilled workers that have prominent skills and talent and can engage in innovation that will benefit the company. The freedom to apply one’s creativity and to be innovative leads to higher levels of job satisfaction (Michaels, Natraj, & Van Reenen 2014, p. 60). In the past, Taylorism did not allow workers to exhibit any form of creativity, but it confined them to using the standardized procedures. In the modern day, workers who are not creative do not have a place in companies that have adopted the technology. With the increasing need for high-skilled workers, more people are seeking educational opportunities so that they can advance their skills. The labour market has undergone a complete transformation and the expectations of employers and employees have changed.

Although modern technologies have heightened the job quality for high-skilled workers, it has introduced numerous risks for low-skilled workers. Particularly, technology has presently taken over the roles performed by low-skilled workers. Different machines and computers have the capability to carry out numerous functions, replacing many categories of low-skilled workers. The job qualities of low-skilled workers have decreased outstandingly with the introduction of technology. Technology has altered employment relationships, creating an advantage of the technologically competent (Rotman 2013, p. 27). Low skilled workers face numerous challenges in their attempts to keep up good employment relationships. Low skilled workers have faced the compulsion to reformulate if they intent to hold positions in the labour market. Some low-skilled workers have gone back to school to update themselves with modern technologies so that they can continue working. However, the older workers with low skills do not have an opportunity to acquire new skills and they have experienced job losses. Taylorism and Fordism fully accommodated the low-skilled workers as they provided cheap labour. In the modern day, the situation has changed.

Modern technologies have created numerous digital jobs. In many countries, technology has resulted in the creation of millions of digital jobs. The Information and Communications Technology (ICT) has created many jobs. The ICT sector requires highly skilled individuals for production and the development of software and tools that support different ICT operations. Advanced and emerging economies have registered benefits of the ICT industry evident in the creation of more jobs (Rotman 2013, p. 30). Moreover, ICT has created an existing integration between the public and private sectors. Due to the shortage of highly skilled ICT workers in the public sector, specialists from the private sector have taken over contracts in the public sector. Both private and public institutions have embraced modern technologies and restructured their operations. As a result, each organization has hired several ICT specialists responsible for the maintenance of the new systems.

A critical analysis of the quality of working life for employees in the modern day reveals that technology has altered the previous situation. It is easier for workers to meet their targets and register a higher level of productivity with the help of computers and other devices. During Taylorism, employees had to put in more hours for the successful production of goods. Currently, workers can enjoy a better balance between work and private life because technology allows them to work even from their homes. ICT has revolutionized the modern workplace, introducing new possibilities. Workers can contribute to the success of the organization, even while on leave because of the available technology. Some organizations compensate workers based on their job outcomes and not the number of hours put in (Forman, King, & Lyytinen 2014, p. 790). With technology and innovation in place, workers may only put in a few hours but register remarkable outcomes. Despite the flexibility introduced by technology in the workplace, workers undergo some kind of pressure because of the unending need to be more innovative. However, compared to Taylorism, the current work systems and arrangements are suitable for the modern workers.

Although modern technologies have influenced job susceptibility by enhancing the level of digitization, it has not ensued to high levels of joblessness. Particularly, some subsets of skills needed in the past have undergone digitization and companies are less likely to hire employees with those skills. For instance, many organizations do not require typists and clerical staff presently. However, technology allows low-skilled workers to transition into other jobs successfully. After the adoption of computers in the workplace, many employees pursued short courses that helped them to acquire computer skills. With the newly acquired skills, they were able to transition into other jobs. Particularly, technology creates new jobs and as long as people learn new skills, the chances of transition into the new jobs are higher. As a result, technology allows the labour market to grow in terms of skills and knowledge. Training institutions have responded positively to the emerging need for additional training (Michaels, Natraj, & Van Reenen 2014, p. 61). It is easier for employees to undertake part-time courses that enable them to gain the knowledge and skills required to transition into new jobs. Without a doubt, modern technologies have increased learning opportunities because people can pursue courses online. With the availability of the Internet connectivity, the labour market is open to new developments. Without a doubt, the new work arrangements and the changes in the labour market are more desirable compared to Taylorism and Fordism.

Technology has altered the nature of employment compelling workers to consider new options. Particularly, the introduction of virtual sweatshops has triggered concerns for many scholars. Many people are accessing jobs online at minimal wages. Employers have opted for virtual employees who can complete tasks sat a lower cost. The current workers need to develop skills of combining different unrelated tasks so that they can earn their daily living. However, accessing jobs through online platforms results to more risks for the workers. As a result, employees have to develop strategies for ensuring that they can combat the risks associated with online working. However, the positive aspect with online working is that many people can access job opportunities regardless of the physical distance. The emergence of gig economies has had an effect on the real labour market (Ortiz de Guinea & Webster 2013, p. 1166). Scholars are yet to establish the specific effects of virtual jobs in the labour market. People can use different digital tools to complete tasks even for unknown employers. The changing nature of employment compels modern workers to learn multitasking skills so that they can strike a balance as they continue to carry out unrelated tasks.

Without a doubt, modern technologies have brought about organizational transformations. Many organizations have had to restructure themselves after integrating modern technology. Particularly, organizations evaluate performance differently and the systems of controlling and reporting have changed. Consequently, technology has led to the restructuring of the workplace to differentiate automated tasks from those requiring human skills. Digital tools such as computers are able to carry out analytics, but organizations need skilled workers who can interpret the data and use it for decision-making (Blok et al. 2012, p. 5076). Presently, there is a shift in the fragmentation of work and a higher need for complementarity of skills with organizational structures. Notably, the organizational changes that have taken place have served to introduce certain benefits to workers. Specifically, workers understand their job responsibilities explicitly and each department in the organization understands its objectives. With such an explicit definition of tasks, employees experience a higher level of job satisfaction.

Organizational changes have introduced the need for cognitive skills, flexibility, as well as autonomy. The traditional employee under Taylorism no longer has a place in the modern working systems. With the high level of flexibility, workers have to learn cognitive skills, decision-making skills, problem solving abilities, as well as apply their autonomy. These changes have led to new perspectives of employees and employers. Unlike the case with Taylorism and Fordism, employers expect employees to come up with new ideas and implement them to solve the problems at hand (Hiebert & Vansteenkiste 2010, p. 3046). Consequently, the current system values the contribution of employees giving them an opportunity to explore their full potential while working for the organization. The changes in the current workplace and labour markets oblige employees to have a diverse range of skills. It is the role of employees to respond to the changing situations by developing the necessary skills. It is time for employees to get rid of the old perspectives and to develop new perspectives that make them suitable for the modern workplace.

A critical analysis of the alterations brought about by modern technologies reveal that there is a complex relationship between technological changes and demand and job quality for both high-skilled and low-skilled workers. Defiance of the complexity, it is evident that technology has caused a revolution in the labour markets. It has also transformed the manner in which organizations operate. Many organizations have undergone a complete restructuring and operation design with the primary objective of integrating technology into their operations (Rotman 2013, p. 30). Workers have been able to experience the current workplace and the changes brought about by technology. It is true that technology has introduced wage dispersion as well as increased the average returns to education and experience. Unlike the case in Taylorism and Fordism, employees have undergone different levels of growth and empowerment. Employees are more responsive to the changes in the workplace and they have sought to apply their creativity and autonomy and experience a higher level of job satisfaction.

Conclusion

From the discourse, it is patent that technology has influenced the quality of working lives for many people. The labour markets have changed and there has been an existent revolution in the workplace. Every organization has been enthusiastic about embracing the modern technologies. These technologies have had a diverse range of effects. Although the demands for high-skilled and low-skilled workers have changed, workers now have the capability to apply their creativity and autonomy. Performance indicators in many organizations have changed and employees do not need to put in more hours to achieve their targets. It is explicit that technology is likely to register more changes in the future. However, workers seem to recognize that they need a diverse range of skills for them to be able to hold positions in the modern workplace. Training institutions have reacted by presenting learners with the opportunity to learn the critical skills that the present workplace requires. There is no incertitude that the modern work systems and organizations are better than Taylorism and Fordism.