An important part of the US Workforce is returning to adoption of artificial intelligence in their work.
According to a new study by a generative AI platform writer, 31% of employees refusing to accept 41% of the GEN Z employees, AI tool and apps call the company’s AI strategy “provocation”. As a result, about two-thirds of the executors caused tension and division within a generative AI adoption organization, and 42% suggested that this was “separating them.”
“It’s an active resistance like” I really don’t believe in this strategy or ignore this strategy, or I’ll see my own thing, “and passive resistance, ‘I will try it, but I don’t want to put my hand and improve my hand.”
Different reasons, the same results
As technology grown, the most common fears related to the adoption of the AI have developed, although the end result is still the same.
“Two years ago, why I have taught the robot that my job is far from me? ‘ Today, perhaps one or two people are working out of 10 concerns, “he says. Instead, he says the workers are away from technology, because he still did not prove his benefits. “Now there was a chance to play with him, [many employees] They are very disappointed in the results they see and therefore suffer from it. “
This observation consists of 1100 managers and managers consisting of 2023. This was the 7th%, “Excited” on the technology of employees, and 35% were “cautiously optimistic.” The remaining 55% were either “rejection”, “durable”, “reluctantly” or “indifferent”.
Although the results were not yet announced, the founder of the research and consulting company and CEO Mark Murphy, a recent study (will be published next month) found similar results.
“Numbers [of those who are “excited” or “cautiously optimistic”] They look lightly better, but not sharp. He was still rejected in a shocked amount, “he said. [increasing the proportion on] the intermediate and advanced side of items. We have changed many people as’ Experience ” to “Start.” “
As American workers use AI for the first time, Murphy was developed to be disappointed to be afraid of the most common motivations to push back.
“We still play as a disposable tool – something we are going away from our normal work and play a few minutes, we answer one or two questions instead of fully integrating our work.” “We are still in the early stage of using AI.”
Tense time for employee-employer relationships
At the same time, Murphy, adoption Push, offers to coincide with a period of intense relationship between employees and employers, which is likely to continue to continue the AI plans.
“This is the potential wrinkle at the moment it is ………..” You can see it with behind-office initiatives, for example, this is a type of something to come with AI. “
Some employers receive the staff in danger of losing their jobs, some acceptance of a similar approach to AI’s adoption. May explain some high rate of feed and active resistance rates.
“Murphy RTO mandates said:” There was a little less empathy for what workers could pass. “Based on everything we saw, the acceptance of a similar thinking will be accepted and accepted, accepted, accepted and already accepted, he said.”
Find the correct approach
Murphy pushes the EU, pushing the EU, and advice to give an impetus to emphasize the benefits of an individual employee, as well as a large organization.
“Litmus is tested, ‘What training do you provide for not enough to carry out my AI skills your Special AI, but let me raise me to a level? “” says. The EU will also have an abundance to the point where the master is going to the point where they can use it.
AI high degree of AI resistors can be a high degree of new beginners, which do not feel like the skills that really developed, do not feel like they really add something according to their personal values and job capabilities. Man excited by AI, Murphy controvers, provides the type of training that can put resumes or showcases in a performance review.
“If it feels like a black box leaping on the frontier worker, he will probably not trust this,” Sarah Elk, Bain & Company “adds the leader of the American leader for the AI, concepts and solutions. “If you take the time to deal with a thoughtful process with people to be affected, you will get results.”
AI Adoption About People
Elk says that organizations wishing to accept AI solutions are often subjected to the people, not to use technology, and they are often determined by their success.
“If I just open myself [an AI tool] With no thought that this is no thoughtful to help them help them or help the company, do not expect dramatic results, “he says. I believe in extensive access. However, it must be combined around leadership and sponsorship, above the above areas of value. “
To make this integration successful, Elk told the technology how technology will solve special problems for employees, and find new ways to practice, they said they would explain how their employees would solve.
“If you practice the AI with a gross force and do not think that you do not think that you do not think that you do not think about your work, process, the competition advantage, I could understand why this is not clear to a frontier employee,” he said. “In the right thing, you do not face resistance.”