Research shows that most people perceive robots as large metallic appendages that have been brought together by use of swarms of wires to create a gangling, anthropoid frame. Most people don’t realize that the process of making a robot to function appropriately requires programming knowledge. Robot functionality has always been ignored by the majority of the world population as people assume that robots just work as required by their manufacturers and perform a particular function that they are made to do. The idea of robot operation is under the control of particular software’s seems not to be on the thought of a majority of world population. However, several people think that the development of robot is an ideology that is geared towards global economic growth by reducing human labor (“ROS, The Robot Operating System, Is Growing Faster than Ever, Celebrates 8 Years”, 2016). Robot inventory will mean that a lot of tasks will be completed within a short period without human using so many efforts. It’s, therefore, important for every individual to have knowledge of the robots operating systems
Currently, the most disparaging segment of software for functioning robots is the modestly known as Robot Operating System (ROS). Robots Operating System is a framework of programming materials that are used for writing and developing robot software. ROS works as a type of an open system that supplies similar services to that of an Operating System. However, the operation system provided by ROS is specifically designed for robotic anticipation. Some of the functions of the robotic operation system include common functionality implementations, device control, data package management and hardware abstraction. Robot Operation System development is an ideology that originated from Stanford Artificial Intelligence Laboratory in the year 2007 with the aim of supporting stair Robot Lab project.
The development of robots began in the year 2008 to the year 2013 at the Menlo Park in California-based research laboratory willow garage (Huang et al. 2014).While still under its early stages of development, the Robot Operating System underwent a slow transformation that later converted it into an open source ecosystem. The form then the development of Robot Operating System has skyrocketed. Today, many groups both in the industrial and academic fields are making good use the robotic Operation System Development by modifying it into their robotic projects.
Prosperous operating system development has broadened the Robot Operating System niche in a way that positions it towards becoming an open source for robotic software. However, the development of an ROS requires bulk financial investments, over $ 150 million USD was used as capital in funding the ROS project, in the same year; Nine million Robot Operating Packages were downloaded. This progress is an indication of Robotic system gain of familiarity. Most people prefer and have embraced the benefits that come along with the development of an ROS, the figure on the number of people downloading the ROS is likely to increase shortly.
ROS operating system companies are also likely to experience financial growth as several people will be investing in ROS development. Nonetheless, the future workplace seems to be presenting various changes that will promote both challenges and opportunities to the work environment. One of the most worrying challenges for future work environment is the technological innovation of artificial intelligence, commonly known as the robots (Brynjolfsson and McAfee, 2014). The robots are fast approaching, and if the predictions are correct, the robots might be a threat as it sounds kill millions of jobs globally (Ford, 2015).
In the years to come more companies, institutions and even homes are likely to spend on robotic the Hal 2000. This is due to their intellectual ability to function and thinking the same way as humans. The growing digital global world is a generation that is driven towards better technological developments. The fact that Robot Operating System is an open source goes in line with a series of new Artificial intelligence and robotics events. Nonetheless, robots seem to present a greater future for employees as it will reduce their workload. With robots, employees will not need to invest more of their energy on performing certain tasks. All they will need to do is to have software knowledge of robots operation and then use the software knowledge in controlling the robot operations since robots cannot function on their own (Vig and Adams, 2006). Robots will also enable employees to complete several tasks within a short time and with less human energy investment. On the contrary, the flexibility of robots to several tasks within a brief period poses a problem of many employees losing their jobs as most employers would invest more in robots labor rather than human labor.
Secondly, robots are more likely to cause more harm than good to employees as it is more liable to render career professionalism, intelligence and work experience as obsolete (Dias et al., 2006). Wide s[read of robots will reduce employment value. More often, people have always been employed by companies about their professional achievement and the rate of working experience. With the existence of robots employees’ professionalism will reduce its validity as employers will be focusing more on the strength and ability of robots to perform the same tasks that can be conducted with a more experienced person. Robots pose a future problem of brain drain to employees. As the say goes, ” practice makes perfect,” the dependence on robots may lead to a situation whereby employees may forget performing their professional roles better thereby leading to low-quality delivery in case of robots operation systems failure (Vail and Veloso, 2003)
Thirdly, robots are more likely to degrade work quality for most employees. This implies that workers will be forced to work for organizations at a lower price as compared to the pre- robot generation emergence. Manual work areas will be affected by robots technology due to the mobility of robots and its affordability. For instance; robots have the ability to move to construction sites and perform functions like painting, pitch digging, luggage offloading and other mechanical jobs at a fast speed as compared to humans (Mauledoux et al2015). Robots will thus lead to the death of middle-class jobs which are the primary source of income for most employees across the globe. Due to many frustrations caused by the loss of their jobs employees may engage in conflicting activities. Loss of employment for employees due to robotic technologies may have a more severe impact than expected.
Fourthly, robots can also be a source of employment for the majority of the population. Robots automation is likely to increase output with more than 75% thus leading to an increase in production and a decrease in unit price thereby precipitating the creation of new markets which will require the contribution of people in delivering the products to the consumers (Chao and Kozlowski, 2011). Employees displaced by automation will, therefore, be able to get absorbed in jobs outside manufacturing (Leontief and Duchin, 1984).
Finally, the impact of robotic automation is more likely to lead to the problem of inequality as automation will result in capital-labor substitution. This implies that; the people who have the higher possibility and are more assured of benefitting from automation are those with capital. Persons with more capital are the rich people; the poor and other members of the middle class may not benefit from automation and will thus be forced to depend on the rich. This will lead to a capitalism scenario where the rich are more likely to exploit these poor individuals.
Given the persistent challenges faced by human resource managers, the robotic systems have the ability to perform the entire functions of human resource management such as data collections, systems creation, and balancing. Robots may have several implications for human resource management as follows;
Robotics will reduce human resource management persistent pressure in doing a lot of work under pressure. Robots are able to perform numerous functions at the same time. The robots offer money- spinning chance for human resource managers to increase competence without sacrificing a lot of their efforts in ensuring service quality (Floreano and Urzelai 2000). Human resource managers can, therefore, benefit from robots by creating an automation manual task aimed at reducing administrative activities thus reducing labor force for the directors. Robots will also help Human resource management deliver greater investments returns thus , promoting an increase in human resource management administrative capacity.
More often, the HRM is usually expected to deliver vast improvements but are never given access to capital and time to promote such improvements. Robots have the ability to increase organizational performance within a short time, thus increasing capacity. Robots increase operational knowledge for employment and service delivery to human resource managers in their desired language thus reducing information misinterpretations and promoting a better understanding of the information being communicated. Human resource managers in charge of fragmented technology can use robots to transfer data in different systems through a manual process (Kapsos et al., 2015).
Human resource management profession requires the managers deliver reliable information that does not contradict the organization functionality. However, the possibility in people to achieve accuracy is not 100% guaranteed. Conversely, machines have the capacity of delivering better and reliable work with little or no mistakes. The human resource managers will, therefore, have the advantage of using robotic software machines in reducing processed errors, creating regulatory reports and reduce backlogs; this will enable Human Resource managers to improve their performance, increase workplace organizational sustainability and enhance client satisfaction. The robots serve greater advantage to the Human Resource department as they can control the organization’s management systems (Wagner III and Hollenbeck, 2014). For instance, the Human resource can generate employee agreement contract by use of robotic machines and also evaluate on employees performance by use of non-biased employee appraisal software.
Robots processing automation presents human resource manager with an opportunity for focusing on standardized value and service delivery that are sometimes neglected due to lack of support basics. Through the adaptation of robots technology, the human resource managers can ensure a balance in their work functionality, thus prompting organizational management ethics which in turn leads to the development of better workplace policies and employees management techniques. The mechanical robots will help human resource managers to keep and retrieve employees’ information for present and future references (Larivière et al., 2017). Storing employees’ records helps human resource managers to weigh employees’ capability and defend themselves in the case of a breach of contracts. The automated robotic system also enables human resource managers to determine and analyze employees’ annual compensation systems. Nevertheless, the operation of robots requires human resource managers to acquire knowledge on the use and operation of the robot processing automation software.
Lack of sufficient knowledge on the activities of the robotic software may prove embarrassing, time consuming and ineffective for human resource managers (Lacity and Willcocks, 2016). All the same, the robots processing operations significantly increase human resource officers‘ ability in preparing ornamental reports and analyzing the speed and development progress of the reports, given the capacity of robots to perform various calculations within a span of time (Koenemann et al.,2014). Often, the software of the robot has the potential to collect information from both internal and external database systems thereby enabling the human resource officers to make more knowledgeable decisions.
Robotic future will require leaders to equip themselves with knowledge on how to properly handle the functionality of the mechanical robots so as to enhance better delivery to customers and to promote clients satisfaction (Dewhurst and Willmott.,2014 ). Leaders in the future robotic workplace will also need to take incremental actions to support staff training so as to ensure that the workers are well updated and equipped with knowledge on the management of the robotic systems. In the verge of providing employees with sufficient skills on robotic control systems, leaders also need to develop and identify relevant strategies that will help create a balance between the operations of the robotic functions and human labor. The role of the leaders in influencing robotic functions at the workplace in the future is to ensure proper utilization of the robotic technological innovation so as to stimulate an increase in the productivity while at the same time appreciating human contributions of creativity, innovation, and imagination (Bass, 2013). Leaders in the future will also be expected to organize and take advantage of the technology of the robots so as to enhance productivity, increase organizational income and promote quality delivery of products through the use of the machines.
Another robotic implication for leaders in the future is to ensure accuracy and transparency information disseminations. Automated robotic machines have the ability to collect the vast majority of data and distribute it to various channels. The role of future leaders will be to conduct an analysis that will ensure that information given to individual pertaining an organization performance are updated and not in any way contaminated.
Leaders in the future will need to be flexible to adjust to the pressure created by work connectivity as a result of psychological, mental and emotional pressure. It is the responsibility of leaders to be emotionally sensitive in prioritizing mental control when dealing with changes caused by these technological innovations. Robots change may pose more serious problems than expected to people especially to individuals who lose their jobs as a result of the novelty (Stiglitz, 2017). The role of the leader is to help is to apply their leadership skills in helping employees overcome the pressure and to create an intensified balance for the mounting pressure among individuals affected by the robotic technological innovations. Leaders also have the responsibility of creating balance by dealing with inequalities brought about by the robotic technological innovations (Kaivo-oja et al., 2016). Often the robotic technological innovation usually advantages the rich more than poor due to capital availability. Thus, leading to a capitalism scenario where the rich use their wealth in exploiting the poor. Future leaders should develop strategies that would ensure that the employments rights of individuals are protected and are not interfered with as a result of the robotic innovations.
Conclusion
The artificial intelligence ideology is meant to act as a counterweight of the ivory tower type of the private work ownership that is being done by huge companies. The technology on artificial intelligence cannot, however, be judged by the larger population of the scientist’s community due to different ideologies and opinions concerning the development despite various reactions from experts. It is no doubt that artificial intelligence has both active and negative influence to both the employees and HRM’s at the workplace. Nevertheless, the future of robotic technology may seem to cause more harm than good, especially for employees. The role of leaders in the feature will is to ensure a balance between individual and robotic workforce by developing and implementing strategies that will create a balance between the two forces.
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