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... (See figure 3.) Likewise, the development of the self-service elevator by Otis Elevators in the 1920s did away with the need for virtually all elevator operators. 20 We can see this trend in figure 4. In 1860, there were no elevator operators in the United States because there were no elevators. ...
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... This argument is because as robots become more widespread, the productivity of the robotics industry and the labor market is likely to increase. However, this adoption might also might also lead to job displacement for low-skilled workers, causing them to exit the labor market due to technological advantages [13]. ...
... However, past experience contradicts this claim. In the past, innovations aimed at increasing a firm's productivity have been passed on to consumers in the form of lower costs and to workers in the form of higher wages [13]. This, in turn leads to an expansion in consumption, creating new jobs and positively impacting regional competitiveness [5].The International Labor Organization has found that productivity and employment grow simultaneously in the medium term [6]. ...
... While discussing the relationship between digitalization and employment, it is thought that there may be job loss as digitalization replaces some jobs with its positive contributions (Atkinson and Wu, 2017;UNDP, 2017;Petropoulos, 2018;Özcan, 2019). McGuinness et al. (2021), contrary to the idea that the technological transformation implemented in EU countries makes workers unskilled; It has been found that technological transformation increases the dynamic skills of employees. ...
The European Union has developed many policies, decisions, strategies and projects on lifelong learning and has set some targets, especially in education, employment and competitiveness. Today's technological developments and the effects of these developments on education and employment cannot be ignored. In this study, within the scope of the objectives of lifelong learning in the EU, the technological developments in the EU countries, education and employment indicators and their performances are evaluated and the countries that come to the fore and fall behind are discussed. The aim of this study is to evaluate the performance of EU countries with the CRITIC-based Gray relational analysis method with some technology, education and employment data that are important within the scope of lifelong learning in the digitalized world. In particular, the education variables of individuals at higher education level who are educated with digital skills brought by our age and close to taking part in business life, employment of new graduates, unemployment with advanced education, the share of government expenditures spent on education in GDP, the share of the ICT Sector in GDP, which shows the effects of technology on employment, and the share of ICT experts in total employment. etc. variables are included in the scope of the study. With the help of the variables included in the study, according to the findings of the CRITIC method, it was seen that the most important first five criteria were students enrolled in Higher Education (12,11%), leave education and training early (9.32%), the share of the ICT Sector in GDP (8.38%), highly educated unemployment (8.08%), Total unemployment rate (-7.08%). However, in the Gray Relational Analysis findings using the weights obtained by the CRITIC method, Sweden, Finland, Spain, Denmark, Malta, Germany took the lead in the performance ranking by providing the balance of technology, education and employment, it has been found that countries such as Poland, Latvia, Croatia, and Slovenia are also in the last place. Key Words: Lıfelong Learnıng, Digitalization, Employment, GIA Method. Jel Cods: A20,C19, C44, D83, I3, O33.
... The employees believe that automation could eliminate a lot of jobs but its also could create a lot of new job. By automation will reduce the amount of demand for labor but at the same time will also create new jobs (Acemoglu & Restrepo, 2019); Badet, 2021;Atkinson & Wu, 2017). Automation gives birth to artificial intelligence which will drive the creation of new jobs. ...
Seiring dengan perkembangan teknologi yang ada, otomatisasi terus berkembang pesat. Penerapan otomatisasi yang diterapkan oleh banyak organisasi mendorong munculnya permasalahan terutama di kalangan karyawan. Kebijakan keberlanjutan karyawan harus diperhatikan oleh organisasi. Dengan demikian, diperlukan pemahaman yang mendalam terkait keberlangsungan karyawan. Dalam makalah ini, kami berusaha untuk mengidentifikasi kontribusi keberlanjutan karyawan dalam menghadapi otomatisasi melalui tinjauan literatur sistematis (SLR). Secara khusus, kami secara sistematis: i) definisi otomatisasi diberikan dengan jelas, ii) pengaruh otomatisasi terhadap organisasi yang menerapkan otomatisasi, iii) strategi untuk menghadapi otomatisasi dengan menggunakan keberlanjutan karyawan. Efek otomatisasi dapat menggantikan tenaga kerja dan tugas bukan pekerjaan. Otomatisasi yang diterapkan oleh organisasi ini juga dapat menciptakan lapangan kerja baru sehingga membutuhkan keterampilan baru, namun dampak negatifnya dapat menurunkan kesejahteraan juga. Ada dua strategi untuk keberlangsungan karyawan yaitu pelatihan dan penyesuaian kerja (penyesuaian lingkungan organisasi, penyesuaian kerja, penyesuaian atasan kerja, dan penyesuaian rekan kerja tempat karyawan bekerja). Selanjutnya, berdasarkan temuan kami untuk SLR tinjauan literatur sistematis ini, kami harus melibatkan berbagai disiplin ilmu seperti teknik mesin, psikologi, dan manajemen sumber daya manusia sehingga pembahasan yang diberikan lebih mendalam dan komprehensif yang melibatkan berbagai bidang ilmu.
... Teknolojik değişim, iş ve istihdam üzerinde çok yönlü etki yaratmaktadır. Dijitalleşmenin istihdam düzeyini etkilerken hem fayda sağlayabileceği hem de bazı işlerin yerini alabileceği düşünülmektedir (ILO, 2017;Atkinson ve Wu, 2017;UNDP, 2017;Petropoulos, 2018;Özcan, 2019;Spencer vd. 2021). ...
Araştırmanın amacı, dijitalleşmeye ve istihdama geniş bir bakış açısı kazandırmaktır. Bunun için literatürde dijitalleşme ve istihdam üzerine yapılan çalışmalara yönelik olarak eğilimleri belirlemek, ülke haritalarını ortaya çıkarmak, anahtar kelimelerin kırılma noktalarını ve eğilimlerini belirlemek, anahtar kelimeler için küme analizi ve derinlemesine keşifler yapmak hedef alınmıştır. Bunun için temsili belgelerin içerik analizi yapılmıştır. Nihai olarak içerik analizinin sonucuna göre; dijitalleşme ve istihdama yönelik olarak işçi, işveren, kamu/devlet, işgücü piyasası, beşerî sermaye, demografi, işletme boyutlarının yer aldığı ortaya çıkmıştır.
... While the above narrative emphasizes the disruptive effect of FinTechs challenging established business models, regulation and employment relations in banking and finance (Chiu, 2016;World Economic Forum, 2016), our analysis points to a more nuanced development. We will begin by discussing the general transformation of the financial markets: here depicted as a development from a market towards a more complex market ecology (Atkinson and Wu, 2017;cf. Langley and Leyshon, 2021;Lomachynska, 2020). ...
... Rather than offering a completely new business domain or disruption of existing business models, it indicates that FinTechs become integrated in a new market ecology (Atkinson and Wu, 2017;Lomachynska, 2020, cf. Langley andLeyshon, 2021). ...
The report confirms an extensive digital transformation of financial services in all four countries studied, but our findings still suggest that FinTech companies do not necessarily disrupt existing businesses – at least not in a radical fashion. As the FinTech niche in all four countries appears to consolidate and influence the emergence of a new business ecology – in which conventional banks continue to play a key role – our analysis rather suggests that the development consists of an intense and innovative differentiation of market services. FinTechs primarily position themselves as partners to established businesses, providing technical solutions or even ideas that are bought by banks and thus co-opted or integrated through strategic partnerships (cf. Brandl and Hornuf, 2020; Hornuf et al., 2020). They also forge a position as intermediaries between the bank and the customer, utilizing open banking solutions based on customer and account-information from traditional banks. In doing so, they are shaping both a possibility to add new services, and for customers to utilize and get an overview of services from different actors on the market (cf. Lomachynska, 2020).
... Using the data in Atkinson and Wu (2017) and Mishel and Bivens (2017) computed a metric to examine the pace of occupational employment shifts in each decade. Specifically, Mishel and Bivens examined the shares of total employment for each of the 250 occupations in the data for the beginning and end years of each decade and computed the changes in these shares. ...
Wage gaps between “skilled” and “unskilled” earners in the United States are conventionally attributed to U.S. workers’ “skill deficits,” or lack of skills necessary to deal with technological change, particularly automation. This paper argues instead that skills deficit/automation claims have always been a weak explanation for post-1979 trends. Since the mid-1990s all indications are that there is no basis for considering automation to be a significant factor in wage suppression or the growth of wage inequality. Rather, inequality growth has been an outgrowth of developments in the labor market rather than product markets. The key dynamic undercutting the typical worker’s wage growth has been the strengthening of employers’ power relative to their white-collar and blue-collar workers. The cause has not been monopoly firms exercising their power in product markets by charging higher prices to consumers. Monopolization has indeed contributed to wage suppression, but even this factor has largely run through the labor market, as monopoly firms squeezed supplier chain firms which in turn undercut their own workers’ wages while seeing a profit squeeze as well. The paper concludes that what is needed is a better balancing of power in the labor market rather than a perfecting of competition.
... Atkinson and Wu 2017;Frey and Osborne 2017;Graetz and Michaels 2018;Pérez 2010).Alexopoulos and Cohen (2016) stress that positive technology shocks have, historically, increased job opportunities and employment overall.Mandel (2017) finds that job losses at department stores were more than made up for by new opportunities in e-commerce. The European Commission Report on Robotics and Employment (2016) examined the use of industrial robots in Europe, finding no evidence that the use of industrial robots has had any direct effect on employment, though firms utilizing robotics do have significantly higher levels of labour productivity.Bessen (2018) argues that robotics and automation can have a positive effect on employment if they improve productivity in markets ...
The advanced digital production (ADP) technologies of the fourth industrial revolution (4IR) are expected to reshape the way industrial production takes place. These technologies offer new windows of opportunities for developing countries to catch up with the world technological frontier, but, at the same time, they pose new challenges and risks. This paper uses a novel firm level data set collected by UNIDO and partners around the world to investigate the extent to which these technologies are diffused in developing countries, the main factors supporting their adoption and the role played by these technologies during the COVID-19 pandemic. Three key findings emerge from the analysis: (1) the diffusion of these technologies is still very limited to a handful of firms; (2) large firms, firms operating within global value chains and firms with existing innovative capabilities are more likely to adopt ADP technologies; and (3) advanced digitalization
has contributed to the robustness of firms as they address the COVID-19 crisis and supported their readiness to act and respond quickly and adapt to the new context. The findings of the paper are expected to inform policymakers in the design of industrial recovery policies that can strengthen future industrial resilience in developing and emerging economies.
... Similarly, field literature shows that a generally accepted point of view regarding the implications of digitalization on the labor market has not yet been reached. Thus, studies conducted by Atkinson and Wu [16], Dengler and Matthes [17], and Acemoglu and Restrepo [18] suggest that, even in the automation of routine activity, it would be possible to maintain long-term balance in the market by creating a large number of new jobs. In recent years, Schlogl and Sumner concluded that over 60% of jobs in developing countries are susceptible to automation [19]. ...
The current pandemic crisis, which is far from being over, has led to a significant paradigm shift in economics. In a turbulent environment in which the labor market has encountered a long series of changes generated by the processes of automation, robotization and digitalization, the COVID-19 pandemic has revealed that a workforce with digital skills can quickly adjust to new circumstances. Since novel issues, such as restrictions on internal movement and distorted supply chains, put major stress on the labor market, it seems that there is an urgent need for reshaping economies and following up-to-date technological trends. Moreover, prior to the COVID-19 pandemic, a significant number of scholars and policymakers expressed their concerns about the volatility of employment and the weak ability of labor to adapt to new types of jobs. Within this framework, our paper aims to analyze the plausible impacts of digital efficiency on the future development of the labor market. Based upon the assumption that employment is facing ongoing challenges and the labor market is constantly being reshaped by technological trends, our study attempts to provide a pragmatic analysis of the effects of digital skills and the use of the Internet on salaries and wages in EU member states. Since, according to our results, the levels of salaries and wages are strongly correlated with digital proficiency and Internet usage, a consistent effort to increase the digital skills of individuals may be required to achieve a more effective and flexible labor market.
... New and disruptive technologies pose substantial employment adjustment costs (Granovetter, 2017). In the recent past, Information and Communication Technologies (ICTs) have facilitated a gradual transition from manufacturing to services jobs (Barany & Siegel, 2017) compared to the transition from agricultural to manufacturing employment (Atkinson & Wu, 2017), which confirms slower job creation in new technology industries. In recent years, demand for skills has changed rapidly, while the demand for routine cognitive and manual skills declined and non-routine cognitive and manual skills increased (Autor et al., 2003), which reflect variations in labour market outcomes (Heckman & Kautz, 2012). ...
The Fourth Industrial Revolution (4IR) has significant implications on the future of work and skills required in the gig economy. In the recent past, a large supply of young workers had led to rapid economic transformation in many Asian countries through well-suited education systems to create skills needed for employment. However, the old model of education and production will no longer sustain rapid growth in the decades ahead due to the rapidly changing demand for skills. Against the above backdrop, the paper has analyzed Asian experiences in technological transition, skills mismatches and labour market outcomes in the context of existing technical and vocational education and training (TVET) systems. What are the challenges and opportunities of the 4IR for skill development through TVET in Asia? The paper has suggested a model for 4IR compatible skill development for the future of the work and draws the implications for the future. 4IR induced massive job losses calls for adequate skills development or retraining of displaced workforce and new entrants in foundational skills to enable them to tap the opportunities of new technologies. This requires robust TVET systems to equip workers with new skills for emerging jobs, which can be possible by increasing the quality of program structure to meet the needs of labour market. The technical training should be integrated into with the secondary education through education reforms to impart skills to thrive in the knowledge economy. The system of quality apprenticeships should be evolved with the active collaboration of potential employers in the curriculum development of TVET programs.
