Technology vs humanity (Research Guide) – InstantLobby

The biggest changes in recent human history Technology vs humanity: are you prepared? In his groundbreaking new book of critical observation, Gerd Leonhard analyzes the several Megashifts that will significantly impact our society and economy and our values and the intersection of biology, futurism, and humanism. This book will confront, stimulate, warn against, and inspire readers no matter where they fall on the spectrum between technomania and nostalgia for a bygone era.

Technology vs humanity:

Even the title suggests high competition. Humanity versus technology – The futurist and keynote speaker Gerd Leonhard’s book, The Coming Clash between Man and Machine, is straightforward. Its message is that we will lose all control over the changes taking place if we do not reflect effectively on them hence the daring title and voice. What side do you support? Will Smith or the robots With AlphaGo or Ke Jie? Will they grow more like us or more like machines?

We can no longer alternate between rejoicing in technological progress and lamenting the passing of a past era. The Hollywood-style dichotomy between utopia and dystopia is no longer acceptable. Leonhard asserts that it is now necessary to engage in a discussion that can’t be put off any longer. Furthermore, there needs to be a clear beginning point for the discussion, with human wellbeing and pleasure at the core of all governance and decision-making processes.

Leonhard raises several concerns and issues that, in his perspective, should have been resolved long ago as technology increases at an exponential rate and reshapes the way we work, live, and even think.

He brings up several urgent issues, including a list of the Mega shifts we will have to deal with, an analysis of the ongoing romance between man and technology, and some food for thought regarding the long-running discussion on employment in jeopardy.

However, he cautions us that there is now a whole new set of pressing problems because technology is altering our society and economics, biology (such as ageing and childbearing), and ethics. Thus, the book’s main takeaway is the urgent requirement for ethical thought.

“Are we comfortable leaving some judgments up to artificial intelligence? Will we accept being forced to take medication by a robot? We all know that technology is inherently pessimistic. This raises many questions, such as what robot caretakers should do if a patient refuses to take their medication.

They might be designed to exert force if the damage exceeds a certain threshold. This raises the issue, Are we OK with leaving some judgments to AI? Will we accept being forced to take medication by a robot?

Broader challenges also highlight the necessity for ethics. According to Leonhard, if the Internet of Things (IoT) is not properly regulated, it could result in the world’s biggest surveillance system or Panopticon.

In light of this, the author fires a broadside against the lack of prudence and forethought in using technology, especially on the part of its developers. As science fiction author William Gibson has said, technology is morally neutral until we use it. And Benjamin Parker, Peter Parker’s (AKA Spider-Man) uncle, once said: “With tremendous power comes great responsibility.”

The time has come—and, as Leonhard frequently emphasizes, “the last chance”—to connect the dots between big data and digital ethics, to start debating the ethical framework required to guide the development of digital life. To bridge the interval between what technology can (anything) and what it should do to promote human happiness and to reconsider what makes humans unique In other words to reconsider humanity’s place in the post human world.

Why leading tech companies are human-centric?

Leading tech firms like Google, Facebook, Microsoft, and LinkedIn are excellent examples of this human-centric strategy. These businesses know they need to change their business practices unrelated to technology. Not whether technology will eventually replace people, but how soon. It concerns developing a company model where humans and machines work in harmony.

Machines are always faster and more accurate since they are skilled at handling automatic and repeated jobs. However, the success of an organization is increasingly dependent on the distinctively human abilities of creativity, invention, adaptability, empathy, integrity, and imagination.

These abilities can neither be “outsourced” to robots nor “not sourced.” These human abilities are necessary to close the communication gap between technology and people and to make the most use of machines for stakeholders like customers, employees, and suppliers.

The human component of the organization swiftly deteriorates if a new business strategy centered on developing human talent and authentic culture are not adopted. To make this transformation, you must engage in the following five general maneuvers:

Broaden your organization’s focus: The first stage includes intentionality, purpose, and a narrow focus on financial performance. Yes, the importance of financial success and shareholder value will never change. The distinction is that improving financial performance will result from building human-centered, technology-driven businesses.

Success depends on having a purpose in life that goes beyond financial gain. Talented millennials typically look for workplaces that are committed to a higher purpose. It’s challenging to motivate a staff to innovate, be creative, and be engaged by offering cash rewards. Profit-driven behavior does not promote human flourishing, creativity, or genuine concern. In this new era, where stronger human talents are required, it won’t do.

Articulate your purpose: Business leaders must be able to state their organization’s mission in the world and conduct themselves honestly. This entails abiding by moral standards and being faithful to the truth. The truth seems more elusive in the age of information.

Despite being surrounded by data, we frequently remain unsure which way is up. Building public trust will reward businesses that stick to the truth when they are tempted to deceive. Lies-telling businesses are prone to controversies and botched cover-ups. Whether or not leaders maintain their positions will depend on how they respond and whether or not they act with honesty.

Move from contractual to meaningful relationships: The dedication to establishing deep human relationships determines the quality of engagement with stakeholders, including your customers, employees, and suppliers. Agility and adaptability will be in great demand as humans and technology seek to adapt in real-time to customer and environmental needs.

To achieve this, there must be a transition from rigid, functional procedures to systems thinking, from silos to flexible organizational structures, from strict hierarchies to flatter organizations, and from cross-functional integrated teams to flat organizations.

We can’t get bogged down in formal job descriptions. We must respond to and communicate our genuine needs to one another in real-time, playing to our unique talents.

Create a virtual presence: Additionally, businesses must move away from rigid, physical office requirements and toward adaptable, virtual alternatives. It is contrary to the corporate objective to expect employees to frequently expose themselves to uncomfortable working conditions if your goal is to increase creativity and productivity in support of your company’s mission.

At the very least, be prepared to switch from conventional offices to settings that encourage comfort. Performance, not working in a cubicle, is what counts.

You have trust difficulties if you only trust your employees to work when they are being watched over and monitored in a work environment away from their homes. For them to work wherever suits them, find alternative performance metrics.

Allow your workers to work from any location unless you are dealing with sensitive materials that need a regulated environment (this might be anything from protected health information to hazardous substances). Alternately, make your office the place they would prefer to be.

There should be a shift from the eight-hour workdays in a physical office to far more pleasant arrangements encouraging human collaboration and flourishing. Let’s find a more productive, effective, and humane alternative to the terrible Monday morning commute.

This calls for a virtual presence, collaboration in physical and virtual environments, and a work atmosphere that inspires individuals to provide their best effort. Think of Google, where workers are permitted to nap and work at their leisure in a very comfortable setting. Treat individuals with respect rather than as commodities. You’ll be shocked at the outcomes.

Shift to aspirational metrics: The final step is a change from conventional productivity metrics to aspirational goals that reward creativity and innovation. We need to alter our performance criteria to encourage human workers to use those particular human skills (since more and more cognitive work is being “both sourced”).

The proverb “You cannot manage what you do not measure” must be abandoned. We will need to utilize alternative performance metrics to manage human creativity, empathy, emotional intelligence, ethical beliefs, and innovation, not just work hours completed or cost savings realized.

Conclusion:

It is the great book on the topic Technology vs. humanity. Technology cannot fix bad management, processes, or low employee morale. Innovation, strategy, and customer connections cannot exist without people. Creativity, inventiveness, flexibility, empathy, integrity, and imagination are human-only abilities crucial to success that machines cannot replace. Human development, emotional ties, and sincerity are encouraged in this new period. The Human Era is now.

Source:

• Critical observation: Gerd Leonhard
• Benjamin Parker
• Science fiction author William Gibson
• Gerd Leonhard’s book discusses the ethical implications

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