Annotated Bibliography
Innes, J. M. & Morrison, B. W. (2021). Machines can do most of a psychologist’s job. the industry must prepare for disruption. The Conversation.
Innes and Morrison examine that machines can perform most of the work of psychologists and the industry should prepare for disruption. Psychology, social work, and counseling are always considered characteristically human domains. Psychologists consider no threat to their career with advancements in technology leading to the automation of routine or manual jobs. However, the article notes that there are possibilities that psychology might be automated in the future. The authors stated that psychology currently utilizes several automated tools and there are significant effects in the future. Earlier projections presumed psychologists need far-reaching insightful and empathic abilities that cannot be replicated by robots or machines. The authors noted that typically the work of a psychologist has four key features to consider comprising assessment, planning, interventions, and examination of results, and each of these elements may be automated to a certain degree. The authors concluded by urging psychology and allied healthcare experts to assume the lead and not deliberately negate the trends.
Johnson, D. (2017). Find Out If a Robot Will Take Your Job. Time.
David Johnson explains how robots will take people’s jobs and many of them fear they can lose their jobs. Robots are believed to be taking jobs that once belonged to people, for example, mining coal and taking fast food orders. With the focus on robots, the article reveals that jobs that have expected tasks in structured settings are the easiest to do with robots through the automation process. Some of these job-associated tasks in the economy are mostly in food service, manufacturing, and retail trade industries. However, the article notes that what machines take from people creates new industries for them in return; for instance, a field such as data science and computing are growing today. In addition, automation cannot happen overnight, as there are obstacles to the adoption of new technology, like consumer response and the high cost. The author sums up that automation can ultimately make people more creative and innovative.
Lund, S., Madgavkar, A., Manyika, J., Smit, S., Ellingrud, K., & Robinson, O. (2021). The future of work after COVID-19. McKinsey & Company.
One of the key effects of the COVID-19 pandemic is it accelerated current trends in e-commerce, remote working, and automation, leading to up to 25% more employees than earlier approximated, potentially requiring to switch jobs. The authors discuss how the COVID-19 pandemic led to the disruption of labor markets across the world in 2020. This pandemic caused severe and immediate effects on the labor market that made many people lose jobs and others compelled to work from their homes. Further, the article highlights some of the factors of the post-pandemic economy based on the future of job opportunities. The article explores the lasting effect of COVID-19 on labor force demand, the competencies needed and the blend of jobs in the diverse labor market and economic frameworks.
Lund, S., Manyika, J., Segel, L. H., Dua, A., Hancock, B., Rutherford, S., & Macon, B. (2019). The Future of Work in America: People and Places. Today and Tomorrow, 113.
The current local economies’ health can influence people’s capability to adapt and thrive in the automation era. The article reveals that in the future, the next automation technologies wave will accelerate the transformation pace, which could eliminate millions of jobs and create new ones. Further, the authors noted that the daily nature of work might change for everybody because intelligent machines have become common in the American workplace. The authors note that trends in automation might widen current disparities between underdeveloped rural areas and developed cities and between highly paid employees and everybody else. However, this article concluded that the displaced employees could be linked to new job opportunities, equipping individuals with the proficiencies they required to succeed, supporting employees in transition, and stimulating distressed areas.
U.S. Bureau of Labor Statistics. (2021). Occupational Outlook Handbook: Psychologists.
The article examines psychologists’ occupational framework data and information about their job overview. The article presents a summary of psychologists’ job analysis focusing on pay, education level, work experience, and job training needed. The article discusses what psychologists do with their work environment. The article notes that a psychologist concerns with the social, emotional and cognitive behaviors of people in society. They interpret, observe, and record how individuals interact with others in society and their immediate environment. Psychologists operate independently with their patients or clients and do research concerning their field of study.
References
Innes, J. M. & Morrison, B. W. (2021). Machines can do most of a psychologist’s job. The industry must prepare for disruption. The Conversation.
Johnson, D. (2017). Find Out If a Robot Will Take Your Job. Time.
Lund, S., Madgavkar, A., Manyika, J., Smit, S., Ellingrud, K., & Robinson, O. (2021). The future of work after COVID-19. McKinsey & Company.
Lund, S., Manyika, J., Segel, L. H., Dua, A., Hancock, B., Rutherford, S., & Macon, B. (2019). The Future of Work in America: People and Places. Today and Tomorrow, 113.
U.S. Bureau of Labor Statistics. (2021). Occupational Outlook Handbook: Psychologists.