The Future of Leadership: Rise of Automation, Robotics and Artificial Intelligence by Brigette Tasha Hyacinth

Author:Brigette Tasha Hyacinth [Hyacinth, Brigette Tasha]
Language: eng
Format: azw3
Publisher: MBA Caribbean Organisation
Published: 2017-10-06T04:00:00+00:00

Professor Peter Cappelli, director of Wharton’s Center for Human Resources, argues robot bosses are no substitute for human bosses. “It is possible for software to provide sophisticated information (i.e. ‘Here is how you are doing’). But management is still a much more complicated task of making adjustments to the work being performed in order to meet changing demands, diagnosing problems and offering solutions.”

A recent McKinsey Global Institute report found that up to 25% of the work undertaken by a CEO could now be automated. “We estimate that about 25% of CEOs’ time is currently spent on activities that machines could do, such as analyzing reports and data to inform decisions.” In the PwC Digital IQ Survey, 72% of business executives said they believe AI will provide the business advantage of the future. And, 67% of executives expect AI to help humans and machines work together more effectively.

AI presents significant challenges for managers and executives, forcing them to reconsider and redefine their own roles. As collaboration among human employees and machines increases, everything from the division of labor, training, and performance management will have to change.

Robotic or computer software managers may seem farfetched but, in recent years, a surprising array of managerial functions has been turned over to AI. Computers are sorting resumes of job seekers for relevant experience and to estimate how long a potential employee is likely to stay. They are recording email exchanges, phone calls, and even spontaneous hallway interactions to track workflow and recommend changes. Widely used software is analyzing customer data for algorithms, which in turn is changing when and where workers are deployed. The ethical question of constant monitoring of employees’ movements and actions by robots and software programs remains a prickly issue for policy makers.

Nonetheless, can software substitute for the responsibilities of senior managers in their roles at the top of today’s biggest corporations? I can’t see that AI will replace a CEO, but it will surely help the CEO. AI can amass and interrupt data superfast. Business leaders must know what data is relevant, and more important, what questions to ask to get relevant data. AI will make suggestions, but someone has to make the decision to implement those suggestions. In some activities, particularly when it comes to finding answers to problems, software already surpasses even the best managers but senior managers are far from obsolete. In the future, we may see some lower-level managers be replaced or consolidated in the name of AI. There’s no question that with the rapid advances in automation, robotics and AI will spell the doom for many white collar and blue collar jobs in the coming years. Middle management will not escape this disruptive trend. Disruption continues, and all levels of management cannot escape some impact. However, only well defined (structured) jobs can be taken over by AI. The main role of management has always been to enforce protocol and make decisions for others in the organization. AI is already being used to make decisions as who to hire or how to assemble the most effective teams.

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