case of Kensho

The Kensho case serves as an example of how automation in the financial industry negatively affects employment across a range of businesses. However, it’s still possible that brand-new, unheard-of positions will still emerge. Human alternatives are all but unnecessary because software like Kensho can reliably and quickly collect and analyze large data sets. As a result of these recent changes, more employees are coming from the science and technology disciplines of study (Popper 7). In addition to having in-depth technical knowledge, employees who are creating professions that do not yet exist must have psychological attributes that fit these dynamic occurrences. According to Ackerman (2017), the big five personality trait model encompasses extraversion, agreeableness, conscientiousness, neuroticism, and openness. An in-depth outlook on Kensho reveals that potential employees must possess openness to experience and conscientiousness to fit the organization efficiently. Openness refers to the gravity and intricacy of a person’s mental and experiences which is directly related to intellect and imagination. Such people are willing to venture into new things, thinking outside the box, creativity, and high imagination or insight. Kensho as an automation-based program is most likely to keep changing as technology advances. Such developments require willingness to learn and possessing positive perspectives concerning new software functions as they evolve. Such employees should also have the capacity to think about abstract concepts and ideas that may eventually assist developers to improve the software. An example of Kensho staff with openness behavior is the chief architect Camacho who is inspired by the movie entitled Oblivion to the extent of having a discussion with Nadler concerning the socioeconomic implications of the film (Popper 6).

Another essential trait is conscientiousness which encompasses thoughtfulness, impulse control and also goal-directed character. Such individuals are not only organized but also keen to detail (Ackerman). They also take time to prepare, complete tasks and work within schedules. Automation still requires human interaction and the information has to be interpreted, summarized, dissemination, and implementation in the appropriate manner. Kensho’s owner Daniel Nadler exhibits this trait by waking up and checking the various financial aspects even before the Bureau of Labor Statistics releases its data (Popper 1). As such, potential employees who fit with Kensho’s structure and practice must possess the conscientious continuum for accuracy and timeliness.

Another behavior that is entirely unfit for working in Kensho is neuroticism which encompasses confidence, emotional stability, and temperament. Employees with neuroticism are likely to portray awkwardness, pessimism, mood swings, jealousy, fear, anxiety, timidity, wariness, and nervousness. Additionally, such a person is self-critical, lacks confidence, is insecure, oversensitive and also unstable (Ackerman). Kensho’s case shows that interaction between employees, managers, developers, and clients is part and parcel of the routine activities. Nadler even has lunch meetings with clients. Such undertakings cannot take place effectively when done by individuals who exhibit neuroticism since their temperament, lack of confidence, poor social interaction and worry may deter clients from procuring services and also limit good employee relationships.

Automation in the Workplace and Employee Motivation

As technologies continue to evolve, some significant pressure has been placed on current employees. Robots are continuously being employed to undertake some duties normally done by people. The automated gadgets tend to increase efficiency while also heightening productivity. Currently, robots are used in almost every field even conducting minor surgeries. Even though they have major benefits, these robots take the jobs of other individuals; hence, causing unemployment. In that regard, the workforce feels threatened by the technology to the extent of demoralizing them. As portrayed by the case study, Kensho managed to assess a broad range of data within two minutes, something that is unachievable for humans.

One of the perceptions linked to increased utilization of robots is reduced employment rates. Evidently, robots are continuously increasing in number and skills. In other words, the current robots continue to gain more skills posing a considerable threat to employment. Employees are bound to worry about the extensive use of technology instead of human input. Kensho, for instance, goes through a vast amount of data promptly, which is not possible for humans. An employee, in this case, feels threatened that his/her job may be taken away; thus, rendering them jobless. The threat of losing jobs demotivates employees; hence, limiting their productivity.

Hertzberg’s Two-Factor Theory of Motivation concentrates on two aspects that influence the workforce motivation as well as satisfaction, i.e., motivation and hygiene factors. With motivation factors, employees need to feel recognized, enjoy their work, and progress in their careers (Teck Hong Tan). Hygiene factors include salaries, benefits, policies, and relationships within the corporation. In that regard, implementing robots affects all these aspects in various ways. For example, Kensho will draw attention and limit the employees’ chances of career progression. Moreover, the workers will not enjoy their work with constant fear of being rendered jobless once the robots gain even more skills.

According to McClelland’s Need Theory, employees are influenced by three key needs, i.e., achievement, power, and affiliation. Individuals strive to attain some set standards of success. Evidently, people strive to achieve excellence in whatever they do; and they continuously compete with themselves or other persons. People also desire to attain power in order to influence others (Riley). Moreover, employees desire a friendly environment relating cordially with others. Concerning the three elements, i.e., achievement, power, and affiliation, the robots are a hindrance to all these. Automation disturbs the friendly environment and prevents the employees from attaining excellence.

Recommendations

Even as employees are worried about their jobs, it is worth noting that these robots have also increased productivity and created other jobs. Nonetheless, organizations must integrate both technology and human skills to ensure they feel motivated. Instead of replacing them in jobs, employees ought to be trained on new technologies. The workforce should also be left to thrive to attain the three core needs stated by McClelland. As much as priority is given to productivity, organizations must realize the importance of human capital and seek to satisfy them.

Works Cited

Ackerman, Courtney. “The Big Five Personality Theory: The 5 Factor Model Explained .” 23 June 2017. Positive Psychology Program. https://positivepsychologyprogram.com/big-five-personality-theory/. 27 September 2017.

Popper, Nathaniel. “The Robots are Coming for Wall Street.” The New York Times 28 February 2016: 1-9. Document.

Riley, Shannon. “Herzberg’s Two-Factor Theory of Motivation Applied to the Motivational Techniques within Financial Institutions.” (2005): 1-64. .

Teck Hong Tan, and Amna Waheed. “Herzberg’s motivation-hygiene theory and job satisfaction in the malaysian retail sector: the mediating effect of love of money.” (2011): 1-32. .