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1.What is the intended outcome of the article?2.If not, what questions, information, data, etc., are missing to convince you?3.Share any information from our class that shows you understand a type of logic used in this article4.Does the source add beneficial knowledge for the intended audience?5.Are there statements you know to be false or questionable?6.If applicable, is there a description of the research method used? Does the method seem appropriate and well-executed?7.Can you identify logical fallacies in the author’s reasoning or examples?8. Is visual data influential regarding the message?9. Would you be convinced about the source’s claim?10. What tone is being used?11. After reading the article, do you feel the author is real or a persona (a group of writers appearing as one person)?12. For whom is the article written?13. Share any information from our class that shows you understand a critical argument used in this article.14. What are the author’s credentials?15. When was the information published or last updated16. Is there obvious and/or extreme bias or prejudice?17. Is the topic in an area that changes rapidly, like technology or science18. Are charts, graphs, and data visuals dated?19. Are alternative points of view presented?20. How is the author related to the topic?21. Can you find information about the author on the Internet? If so, what kind? Where did you search?22. Are links or references to other sources up to date?23. Is the author affiliated with an educational institution or a reputable organization?24. Which rhetorical devices can you identify?25. Why did the author or publisher make this information available?From Fear to
Enthusiasm
Oracle & Future Workplace
AI@Work Study 2019
The latest advancements
in artificial intelligence (AI)
and machine learning.
From conversational user interfaces to
blockchain and the Internet of Things—
new technologies are rapidly being infused
into mainstream business operations. As
organizations eagerly embrace these new
technologies, the relationship between human
beings and machines in the workplace is
undergoing major transformation. At the same
that organizations and their employees win
now and in the future? To answer this question,
Oracle partnered with research firm Future
Workplace to survey more than 8,000 HR
leaders, managers, and other employees across
10 countries on their attitudes toward and
behaviors regarding AI.
time, AI is shaking up manager and employee
dynamics and expectations.
Our findings uncovered some startling
developments. For instance, as many as 50% of
our survey respondents this year said they’re
currently using some form of AI at work. That’s
an impressive jump from the 32% who said this
in last year’s survey. Equally striking, people’s
perceptions of these technologies—and how
they interact with them—are changing as swiftly
as the rate of adoption. While some individuals
still express worry about potential job losses
that could come with greater use of AI in the
workplace, our study findings suggest that the
majority of employees feel enthusiastic about
these technologies.
Meanwhile, the potential payoff of AI is driving
adoption of this technology at an unprecedented
rate compared with previous technologies. The
numbers speak volumes. As just one example,
analysis by PWC¹ predicts that AI could
contribute up to a whopping $15.7 trillion to
the global economy as soon as 2030. Of this,
$6.6 trillion will likely come from increased
productivity; $9.1 trillion, from consumptionside effects.
How can HR teams and managers help make
sure that these relationships are reshaped so
¹ PWC’s Global Artificial Intelligence Study (2017)
2
“People are no
longer afraid of the
robots. They have
experienced how AI
and machine learning
can improve the way
they work in a very
pragmatic way. And
the more they use
these technologies,
the more excited
they are about them.”
– Emily He, Senior Vice President,
HCM Marketing, Oracle
3
Key Findings
4
3
2
1
The people/
technology
relationship is
warming up
The
employee/
manager
relationship is
shape-shifting
AI is challenging
old notions of
what managers
do best
Organizations
must make AI
simpler and
safer to use
AI has become
more prominent
in the workplace,
suggesting readiness
to embrace the
technology and
an ability to see
its potential.
Employees are
increasingly
giving their trust
to AI-enabled
technologies.
AI is reshaping
managers’ traditional
role, with more
individuals making
distinctions between
what robots do best
and what managers
do best. That has big
implications for how
managers spend
their time as well as
for how companies
manage talent and
develop future
leaders.
Concerns about
the complexity
of AI technology
(as well as about
data security and
privacy) present the
biggest obstacles to
increased adoption
of the technology.
53% 64%
are optimistic
and excited
about having
robot coworkers
would trust a
robot more than
their manager
36%
71%
say security
concerns prevent
them from using
AI at work
think robots
are better
than managers
at providing
unbiased
information
4
Survey
Methodology
Research findings are based on
a global survey conducted on
behalf of Future Workplace and
Oracle by market research firm
Savanta from July 2 to August
9, 2019.
In total, 8,370 respondents
completed the survey. The
study was administered online
and fielded in 10 different
countries and in six languages.
Permanent full-time employees
between the ages of 18 and
74 were eligible to participate.
The survey included HR
leaders, managers, and other
employees.
Respondents were recruited
through a number of
mechanisms, via different
sources, to join the panels and
participate in market research
surveys. All panelists have
passed a double opt-in process
and completed, on average,
300 profiling data points
before taking part in surveys.
Respondents were invited to
take part via email and were
provided with a small monetary
incentive for doing so.
SURVEY
5
Survey
Demographics
Respondents by country
Respondents by age group
7%
16 to 25-years-old
37%
13%
26 to 37-years-old
38 to 54-years-old
55 to 74-years-old
43%
6
Respondents by gender
52%
Male
48%
Female
Respondents by role
27%
48%
Managers
HR Leaders
Employees
25%
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1
AI has changed the
relationship between people
and technology at work.
AI appears to be gaining prominence
For instance, when asked how they
Clearly, people overall are feeling
in the workplace, with more people
feel about having robots (such as
more comfortable with AI in the
from our survey using some form
chatbots) as coworkers, as many as
workplace and are better able
of these technologies at work this
65% of this year’s survey respondents
to perceive and appreciate the
year than last year. What’s more, HR
used words like “excited,” “optimistic,”
technology’s potential. To illustrate,
practitioners, line managers,
and “grateful.” Additionally, 43% of
workers in this year’s study believe
and direct reports are expressing
managers, HR leaders, and other
that AI can present them with
greater enthusiasm and optimism
employees said they’re excited
important opportunities—including
about the technology than they
about how AI will affect the future
being able to master new skills
have in the past.
of work—a major jump from the 24%
(36%), to gain more free time (36%),
who answered this way in our
and to expand their current role so
2018 study.
it’s more strategic (28%).
What opportunities do you think will be created for you through using AI?
Have more free time
46%
36%
Learn new skills
28%
Expand current role to be more strategic
25%
Drive organizational change
20%
Have better/healthier work relationships
No opportunities
Achieve faster promotions
19%
17%
Obtain higher salary
16%
If we slice the data by role, we see some interesting
Uncertainty about AI seems to be easing up. Only 24%
differences. Specifically, HR leaders are most optimistic
of our 2019 respondents said they felt “unsure” about
(38%) about AI, followed by other managers (31%)
AI—down from 38% in 2018. Equally telling, 38% of this
and finally other employees (19%). Plus, 70% of all
year’s survey participants used terms like “amazed” and
respondents this year expressed at least moderate
“excited” when asked how they felt about the prospect of
optimism about an HR future powered by AI.
AI sounding more human.
38%
of this year’s survey
participants used terms like
“amazed” and “excited”.
8
Demographics make a difference
Geography
The majority of respondents in India (60%) and China
(56%) report being excited about AI, while in France and
the UK, far fewer used the word “excited” to express their
feelings about the technology (8% and 20%, respectively).
Age
Millennials are most excited about AI (31%), followed
by Gen Z (24%) and Gen X (22%), with Baby Boomers
coming in last place (14%).
Gender
Overall, men are more excited (30%) and optimistic (32%)
about AI than women are (21% excited, 23% optimistic).
Did you
know?
The majority of this year’s survey respondents say
they have a “functional” (34%) or “comfortable”
(25%) relationship with AI at work.
But 11% went as far as to say they have a
“loving” relationship.
9
2
People now trust robots
more than their managers.
AI is reshaping the relationship between
employees and their managers, including
calling into question assumptions about who
(or what) is more trustworthy for which types
of tasks. The numbers point to a startling new
development: Workers apparently now trust
robots more than they trust their managers.
82%
Consider this: As many as 82% of our survey
respondents said they think robots can
do certain types of work better than their
managers. A whopping 64% said they’d trust a
robot more than their manager, and 50% have
turned to a robot instead of their manager for
advice, with nearly 25% saying they “always”
or “very often” ask AI questions rather than over
asking their boss.
64%
50%
think robots can would trust a robot have asked a robot
do certain types of
more than their
for advice instead
work better than
manager
of their boss
their boss can
Would you trust a robot more
than your manager?
36%
64%
Yes
No
10
2
People now trust robots
more than their managers.
90%
India
China
88%
Singapore
84%
Brazil
79%
Japan
76%
UAE
76%
Auz/NZ
59%
US
57%
France
56%
UK
55%
Additional analysis of our survey findings
suggests that the employee/manager
relationship may not just be shape-shifting;
its very existence may be called into question.
Specifically, 32% of all workers in our study
said they believe that robots will replace
their managers.
Did you
know?
The numbers on this vary across the geographies
represented in our survey, with India coming
in at the highest (90%), followed by China
(88%) and Singapore (84%). These levels were
significantly lower in the Western geographies;
specifically, the US (57%), France (56%), and the
UK (55%). Meanwhile, we saw age differences
as well, with respondents from the Generation Z
age cohort holding the strongest belief that their
boss will someday be, well, a robot.
39% of the Generation Z respondents in our survey
say that robots will replace managers…
… but just 23% of baby boomers share this belief.
11
3
Managers need to
take on a new role.
With AI transforming the relationship between people and technology at work as well as that
between employees and their bosses, traditional assumptions about what managers do—and what
they should be doing—are being called into question. In particular, our survey findings show that
people think managers and robots are good at decidedly different types of work and tasks.
What can a robot do better
than your manager?
What can your manager do
better than a robot?
Provide unbiased information
36%
Understanding my feelings
45%
Maintain work schedules
34%
Coach me
33%
Problem solve
29%
29%
Manage a budget
26%
Create (or promote)
a work culture
Evaluate team performance
Problem solve
25%
Provide oversight/direction
24%
Answer confidential questions
21%
without causing fear of scrutiny
Evaluate team performance
20%
26%
According to our respondents, managers are better than
This is good news for managers and employee-s alike. An
robots at activities like understanding their feelings (45%),
Accenture study described in Harvard Business Review
coaching them (33%), creating a work culture (29%), and
pointed out that managers now spend over half of each
evaluating team performance (26%). But robots are better
typical work day wrestling with low-value chores like
than human bosses at tasks such as providing unbiased
scheduling, budgeting, and compiling reports. This leaves
information (36%), maintaining work schedules (34%),
them with precious little time for activities that are far
solving problems (29%), and managing a budget (26%).
more essential to effectiveness in the managerial role—
particularly crafting strategy and engaging one-on-one
These differences have important implications for how
with their employees. The adoption of AI to relieve their
organizations can get the most value from line managers,
administrative burden should open up more time for
as well as how they can best attract, retain, and develop
them to help direct reports master new skills and to build
talent. For instance, managers who let AI handle more
high-performing teams.
administration-related coordination and control tasks may
free up time, mental bandwidth, and energy to interact
more directly with their employees.
12
How is AI being used?
Spotlight on employee and
customer applications.
We asked our survey respondents to identify what they see as the
three most common ways AI is being used in their workplace.
Here’s what rose to the top of the list:
31%
28%
24%
Collecting data
on employees and
customers
Developing software
for training
Managing customersupport replies
22%
21%
17%
Operating digital
assistants/chatbots
Processing job
applications using
computer algorithms
Predicting hiring
success rate and
employee retention
13
4
AI is here to stay. Organizations need to
focus on simplifying and securing AI—or
they risk being left behind.
There’s no doubt about it: When it comes to the
workplace, AI is here to stay. But ever-increasing
adoption of the technology isn’t necessarily a
done deal. That’s because people still have a
number of concerns about it. To extract maximum
business value from this technology, organizations
have to understand what’s stopping people
from fully embracing AI, and then devise smart
strategies for overcoming those barriers.
Our study findings indicate that the biggest
barriers to adoption and use of AI in the workplace
are concerns about complexity, security, and
privacy. Here we take a closer look at each of these.
What is preventing you from using AI at work?
Would rather have human interaction
31%
Security concerns
31%
30%
Privacy concerns
Nothing
21%
Fear of being laid off or having
to lay off employees
19%
Not convinced of its impact
18%
Security: “Protect my organization
from data breaches.”
Privacy: “Respect my personal data.”
Among the workers in our respondent pool, 71% said
privacy prevent them from using AI at work. Such worries
they were “at least sometimes concerned” that there
are particularly high in India and China (46% and 44%,
will be more data-security breaches at their workplace
respectively), compared with Japan (29%) and the UK (24%).
In our respondent pool overall, 30% said that concerns about
owing to use of AI, and 38% said they were “very
concerned” or “always concerned” about such breaches.
The majority of the study participants (69%) expressed at least
Security concerns seem particularly high in China (48%)
some degree of worry about the use of AI to collect data on their
and India (44%), compared with the US and Brazil (both
work activities, with 35% saying they’re “very concerned” or
at 30%) and the UK (26%).
“always concerned” about this particular use of the technology.
They pointed out that if they could be assured of greater data
Such concern isn’t surprising, particularly given that the
security and privacy, they’d feel more comfortable trusting a
collection of data on employees and customers tops the list of
recommendation from AI. Respect for personal data is clearly a
ways in which AI is being used in organizations. Nevertheless,
top priority, with 80% of our entire respondent pool saying their
these worries can erode interest in and willingness to use AI
company should ask for permission before gathering data on
tools if organizations neglect to address them.
them while using AI technology.
14
Complexity: “Make AI easier to
use, and personalize it for me.”
The majority (76%) of our study participants
overall (and 81% of the HR leaders in our
respondent pool) said they find it challenging to
keep up with the pace of technological changes
at work. So it’s not surprising that the employees
we surveyed want a simplified experience with
AI. Some (34%) identified a better user interface
as a great way to get them to use AI more.
Others (30%) said they wanted best-practice
training in AI. And still others (30%) expressed a
desire for an experience that’s personalized to
their behavior.
How can AI be simplified so you use it more?
Better user interface
34%
Personalized to my
behavior/voice/needs
30%
Best practice training
30%
Reduce the amount of steps
26%
Instruction guide
None of above
25%
21%
AI is
here to
stay.
15
Complexity: “Make AI easier to
use, and personalize it for me.”
Interest in a simplified and more personalized
experience with AI is particularly noticeable
among the younger generations. For instance:
38% of the millennials, 33% of the Gen X
respondents, and 31% of Gen Z respondents
emphasized the importance of a better user
interface, versus 26% of the Baby Boomers.
Regarding best-practice training in AI, interest
was especially high among millennials (33%) and
Gen Z’ers (31%), with Gen X’ers coming in at a
close 29% but Baby Boomers at 20%.
Gen Z’ers and millennials showed the
highest interest in AI user experiences
tailored to their behavior (each at 33%),
while members of Gen X came in at 27%
on this, and the baby boomers at just 19%.
Did
Did you
know?
know?
60% of workers agree that their company should
protect them from job automation.
16
Which countries are leading in
the AI adoption race?
This year’s survey data shows that China and India,
Perhaps not surprisingly, respondents from the countries
followed by the UAE and Brazil, are leading the way
reporting the most progress with adoption of AI also
with AI adoption, compared with the other countries
say they are the most excited and positive about the
represented in the study—the US, UK, France, Australia/
opportunities AI presents.
NZ, Singapore, and Japan. For instance, respondents from
the four frontrunner countries report the highest adoption
of AI across a varied list of use cases.
Are you currently using some form of
artificial intelligence in your workplace?
Yes
13%
Not sure
No
50%
37%
Are you currently using some form of artificial
intelligence in your workplace? (Global)
India
78%
17%
5%
China
77%
17%
5%
UAE
62%
28%
10%
Brazil
60%
30%
9%
Auz/NZ
57%
35%
8%
Singapore
56%
33%
11%
US
53%
36%
12%
UK
38%
France
32%
Japan
29%
42%
20%
51%
17%
50%
Yes
No
21%
Not sure
17
The pace of AI adoption is
accelerating. Are you moving
fast enough to keep up?
In our 2018 study, workers saw the potential
in using AI at work, yet they also feared how it
would affect their jobs. In our 2019 study, it’s
evident that AI has become more prominent in
the workplace, and that employees are much
more enthusiastic than before about using some
form of it.
Worries about complexity as well as data
security and privacy could be barriers to AI
adoption in the workplace. To get the most from
AI and machine learning technology, companies
must explain how they are using AI ethically as
well as offer solutions to address security and
privacy concerns.
Organizations that move swiftly to encourage
adoption of AI will be able to drive innovation
and create new markets, as well
as protect and expand their footprint in
current markets.
Your employees are
ready to embrace AI…
Are you moving
fast enough to
capitalize on the
next wave of
adoption?
The AI@Work Study is a joint project of Oracle and Future Workplace
A number of individuals contributed to this project.
The Oracle team included Emily He, Celina Bertallee, Simon Jones, and Lindsey Lyle.
The Future Workplace team included Jeanne Meister and Dan Schawbel.
Suggested citation: Oracle & Future Workplace AI@Work Study 2019.
October 2019
Copyright© 2019 by Oracle and Future Workplace LLC.
All rights reserved.
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