Continuing the thought from the previous session, how does an increase in personal productivity translate to an increase in organizational productivity?
Watch this TED talk and ask yourself who the speaker is.
Interactive technologies will be central to engaging people at work and enhancing their creativity and productivity.
AI will improve the level of work people do by automating more mundane, administrative tasks.
But none of this works without providing the training for employees to acquire new digital skills.
Why Technology Is Key To Building A Destination Workplace , Forbes, 30 May 2018
There is no secret that pulling together a collaborative and productive team could be a challenging mission.
In fact ... it’s becoming harder and harder to increase overall team performance.
And as you can guess, low productivity negatively impacts companies in terms of revenue, employee engagement,
work quality, and more. But the good news is that businesses can influence and revamp their productivity in many ways.
For instance, they can do it with the help of technology.
5 Ways to Use Technology to Improve Workplace Productivity, Technology Advice, 17 December 2017
Metaphorically, it pays to reimagine and reshape our environments in ways that make healthy habits a downhill rather than an uphill climb.
In the workplace, individual employees can play a role in cocreating positive technological environments.
But, ultimately, leaders of organizations should play an active role in spearheading such design efforts
and taking an evidence-based approach to learning what works, and continually improving on it.
Designing work environments for digital well-being, Deloitte, 16 Apr 2018
Organizational culture comprises a set of social norms that implicitly define what are appropriate
or inappropriate behaviorswithin the boundariesof the organization.
Organizational culture is not necessarily homogeneous across all areas of the organization.
While some of the normswill permeate the entire organization, different groupswithin the organization might
develop their own sub-cultures. Assessing an organization’s culture is not an easy enterprise,
due in part to the fact that the actual underlying values and norms
do not necessarily correspond with the officially espoused ones,
Cabrera, A., Cabrera, E. F., & Barajas, S.
The key role of organizational culture in a multi-system view of technology-driven change.
International Journal of Information Management, 21, 3, 245-261 (January 01, 2001).
Studies of corporate IT spending consistently show that greater expenditures
rarely translate into superior financial results.
In fact, the opposite is usually true.
Carr, Nicholas G. "Hbr at Large - IT Doesn't Matter." Harvard Business Review. (2003): 41.
The impact of AI on the future of work should be framed in terms of tasks, not jobs, automated by AI.
AI substitutes some tasks, complements others, and creates new tasks.
How this complex interplay of substitution, complementarity, and creation rebundles tasks into existing
or new jobs remains uncertain.
For this, we must take account of social and professional norms over and above technological feasibility.
Sako, Mari. "Technology Strategy and Management: Artificial Intelligence and the Future of Professional Work" Communications of the ACM | VOL. 63 | NO. 4. (April 2020): 25-27.
(Learning Analytics) and data-enabled surveillance can begin as tools for social good but slide into morally
suspect territory, especially in immersive institutions with fiduciary responsibilities like (higher education institutions).
Institutional interests and student interests are not identical, and we should not assume they align.
Alan Rubel and Kyle M.L. Jones. "Computing Ethics: The Temptation of Data-Enabled Surveillance" Communications of the ACM | VOL. 63 | NO. 4. (April 2020): 22-24.