Technology Adoption In The Workplace

Technology Adoption In The Workplace – Dynamic graphics guides result in improved mood and reducing end-time completion of human-robot cooperation: an experimental production study

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Technology Adoption In The Workplace

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Iag: Laying The Foundations For Digital Employee Experience

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Using Technology Adoption To Drive And Manage Change

Delivery received: December 31, 2021 / Review: February 16, 2022 / Accepted: March 1, 2022 / Published: 11 March 2022

As part of the movement industry 4.0, the presentation of digital production technology (DMT) presents various concerns, especially the impact of the adoption of technology on the labor market. Considering the challenges and implications of adoption, various studies explore the topic from the security perspective, socio-economic impact, technical preparation and risk assessment. This paper presents research on mixed methods to explore the challenges and factors of the adoption of the adoption of applications for human-person cooperation (HRC) and other digital production technologies from the point of view of different stakeholders: from production staff Read all legal levels. Expert at label consultant. We discover that some of the natural challenges and natural tensions of the adoption of technology are the relocation of work, employee acceptance, confidence and intimacy. This paper argues that it is essential to understand the broader implications of human factors for better technology adoption strategies; Therefore, it is recommended for target intervention for individual staff and at the organizational level. This paper contributes to map the way through responsible DMT and HRC applications to promote a sustainable workforce in digital production.

The fourth industrial revolution presents the integration of digital technology into the production process to increase productivity and efficiency. Digital production technology (DMT) refers to the use of smart, digital, autonomous and smart technologies, including sensor technology, virtual reality and added, network spread technology, additional production, artificial intelligence and analytics, simulation and cloud calculation [1 , 2, 3, 4]. This new wave of industrialization is expected to enrich the quality of work by creating a more interesting work environment and greater autonomy for self-development to expect to act as strategic decision makers and a flexible problem solver [5, 6]. With an automatic production system, the operator can move to a more creative role than “to help or control the steps or processes of non -discromptive work flow” [7] (p. 3). He sees that the applications of computing technology will play a key role in industrial operator ability [8]. For example, new types of industrial robotics, such as cooperative robots (in this paper, cooperative copotic (cobot) are a series of robots regarding the technical specification of ISO 15066) [9, 10], where physical barriers are not required, allowing a Process more flexible and lean and maximize the efficiency of your work. With human-robot cooperation, the advantages are the combination of high levels of accuracy, strength, accuracy, speed, sustainability and recurrence from robots with flexibility, empathy, creativity and mental ability [11, 13, 14]. Recognizing the potential of human car cooperation, the concept developed by ‘operator 4.0’ aims to promote the human technology center model for operators to improve their power and skills [6]. Some of the research in this field include: understanding the learning curves of people and mental process operators to provide a better system design [15, 16], proposed strategies for better design design interface design of automation used by operators 4.0 [17, 18, 19], and tested design of typology operators 4.0 to advise for a human center approach in the construction of production systems [20]. It is clear that the advancement of technology is heading towards the additional tasks of the operator, equipping the advanced production environment and more sensors and systems that support their intelligence analytics.

However, the transformation of business operations brings new challenges, including a relocation to the labor market from recruiting new talents to changing daily jobs. Public and academic debates focus on the impact of digital technology on work [21]. In particular, the economy debate on technological unemployment was explored by various researchers who focus on the amount of computer impact on the workplace. A study by Frey and Osborne investigated this “technological unemployment” by which they estimate that 47% of all U.S. professions are sensitive to being replaced by the computer’s next 10-20 years [22]. Stoa’s scientific prediction unit of European parliamentary research service states that “it is difficult to determine the effects of robots, it and sensors will have on the labor market because we are in the early stages of the technology revolution” [23] (P . , Arntz, Gregory and Zierahn argue that various studies exaggerate part of their automatic work because they fail to recognize “the essential heterogeneity of work in their occupation, as well as proper work in digital transformation” and implementing the methods, they, they are, Found that the risk of our automation work has dropped to 9% [25] (p. 157). Digitalization ‘work requires the skills of older employees. A report made by Deloitte and the Institute of Production predicted that over the next decade more than 2.6 million boomers in the US to be retired, which can lead to a demographic challenge for the production industry [26] . Workers will need higher qualifications as the profiles are becoming increasingly complex and work changes from the routine process of real -time machine control, including analytical information provided by new software systems [27].

8 Steps To Successful Technology Adoption Of A Digital Workplace

Despite the economy debate, research shows that human operators will remain important components in the manufacturing industry. Technology will need to be designed to support and work with workers. Therefore, the problems in the labor market and the acceptance of new technologies should be addressed [28]. However, very few industry studies 4.0 focus on human resources and organizational impact, and most of the research focuses on technological or infrastructure aspects [27]. There is also a lack of research on legal, ethical and social consequences and the impact of digital production technology on the labor market from a perspective of human factors [29]. There are several studies dedicated to understanding obstacles in adoption that focus on accepting technology in SMEs [29, 30, 31]. In particular, a study by Kildal et al. Identify the main concerns and attitudes identified towards individual-robot collaboration systems [32]. The results show that lack of knowledge is the main obstacle to adoption, followed by the acceptance, cost and regulation of workers. The study was conducted in the form of a workshop with a hundred industry professionals who were already users of Cobbot or were thought to present them in their future processes. However, it is unclear whether the study reflects the perspective of the different stakeholders. In addition, Lotz, Himmel and Ziefel interviewed deep experts with five industrial staff (three workers and two department leaders). From the employer’s point of view, a problem inherent stems from the lack of security of regulations, while the main concerns of employees relate their security to work together with robots and concerns about their safety to work for fear that robots will take on their position [33]. Another study found workforce skills, resistance to change and anxiety as challenges for technology adoption [34]. Legal obligations and finances appear to be the usual business concerns, though the impact on employees is just as important. Better understand these impacts on the employee, Tabrizi et al. Discussed in the articles “digital transformation is not about technology” relevant