In the popular media, we talk a lot about robotsstealing jobs. But when we stop speculating and actually look at the real world of work, the impact of advanced robotics is far more nuanced and complicated. Issues of jobs and income inequality fade away, for example — there aren’t remotely enough robots to affect more than a handful of us in the practical sense.
Yet robots usually spell massive changes in the way that skilled work gets done: The work required to fly an F-16 in a combat zone is radically different from the work required to fly a Reaper, a semi-autonomous unmanned aerial vehicle, in that same zone.
Because they change the work so radically, robot-linked upheavals like this create a challenge: How do you train the next generation of professionals who will be working withrobots?
My research into the increasing use of robotics in surgery offers a partial answer. But it has also uncovered trends that — if they continue — could have a major impact on surgical training and, as a result, the quality of future surgeries.
Last month, the Federal Reserve announced that 31 out of 33 U.S. banks had passed its latest “stress test,” designed to ensure that the largest financial institutions have enough capital to withstand a severe economic shock.
Passing the test amounts to being given a clean bill of health by the Fed. So are taxpayers – who were on the hook for the initial US$700 billion TARP bill to bail out the banks in 2008 – now safe?
Last week, Sen. Elizabeth Warren unveiled a comprehensive set of proposals to provide basic employment policy protections and income security benefits to those working in the so-called “gig” economy and others in subcontracted or franchised arrangements. Whether one agrees with her specific ideas or not, the nation owes her a debt of gratitude for putting these issues front and square on the table for a discussion that is long overdue.
The gig economy, best embodied by Uber, Lyft and Task Rabbit, may account for less than 1 percent of the workforce, but it has sparked a debate over what to do about all those who make their living outside of standard employment relationships.
Standard employment relationships are ones in which there is a clearly defined and identifiable employer that is responsible for complying withthe range of employment laws put on the books since the New Deal: unemployment insurance, Social Security, minimum wage and overtime rules, and the right to unionize and gain access to collective bargaining. To be clear, the vast majority of American workers, about 85 percent to be exact, still work in this type of employment relationship.
Whether or not their 2016 season ends with a second consecutive NBA championship, the Golden State Warriors are making Silicon Valley proud. They broke the record for regular season wins with 73. They are headlined by Stephen Curry, the dynamic and eminently likeable two-time MVP. They have established themselves among the league’s elite franchises.
Like the “unicorns” along Highway 101, the Warriors have done it all with a deep organizational commitment to data-driven decision making – both on the court and as a business. The three-pointers Steph and running mate Klay Thompson hoist seemingly without abandon are actually grounded in troves of evidence supporting the shot’s relative value. Meanwhile, the business side of the organization is leveraging fan data to more effectively drive ticket, sponsorship, and merchandise revenue.
The Warriors are not the only team pioneering the analytics revolution in sports. Organizations across an increasing number of sports and levels (professional, college, and high school) are capitalizing on data to gain a competitive edge. Indeed, few industries have implemented data-driven decision making as successfully as sports.