Latest news with #futureofwork
Yahoo
an hour ago
- Business
- Yahoo
From AI to hydrogen planes: My Wildest Prediction second season wrap-up
The second season of My Wildest Prediction has come to an end. Over the last eight months, we have delved into the business world through the words of entrepreneurs, researchers, futurists and experts from around the globe. Our goal has been to understand the challenges facing our economy and society, exploring how they affect our lives now and in the years to come. My Wildest Prediction is a podcast series from Euronews Business where we dare to imagine the future with business and tech visionaries. Among other topics, we discussed work. Some guests, like bestselling author Bruce Daisley, painted a pessimistic picture, predicting that 'work will get worse before it gets better'. Others, like futurist Dom Price, offered a more radical point of view, arguing that we will abandon the productivity myth — the idea that constantly working is the key to success. Overall, our guests agreed that work will become increasingly mobile, with entrepreneur Karoli Hindriks arguing that 'passports will be obsolete' and marketing expert Rory Sutherland saying that people will adopt a nomadic lifestyle. We also explored the future of our cities and our relationship with the environment. Urbanist Greg Clark predicted that by 2080, there will be more than 10 billion people on Earth, with 90% living in cities. Additionally, explorer Bertrand Piccard forecast that hydrogen planes will fly commercially by 2035. And of course, artificial intelligence (AI) was extensively discussed in our podcast and remained a polarising topic. Human resources expert Patty McCord believes 'AI will not be the big scary thing we think', while others like professor Scott Galloway predicted that AI will fuel US domestic terrorism. This is just a glimpse of the predictions shared during our season. Watch the wrap-up and listen to the episodes on YouTube or your favourite audio platforms.
Forbes
12 hours ago
- Business
- Forbes
Top EY Researcher Says These 3 Things Are Missing For Gen Z Workforce
Building the future of work with Gen Z. The new EY Global Generations Report 2024, based on a survey of over 22,000 individuals across 22 countries, offers critical insights into the evolving ambitions and workplace expectations of Gen Z (those born between 1997-2007). Inside a challenging job market, where both employers and students are questioning the value of a college degree, a non-traditional career path is emerging for high-growth organizations. For business leaders, and Gen Z job seekers, a roadmap to the future of work is being brought to life via a revised understanding of the authentic desires of the youngest generation in the workforce. For companies that want to create greater employee engagement and retention, particularly when working with Gen Z, these three critical elements are where the conversation begins. Marcie Merriman, Cultural Anthropologist at EY. That's according to Marcie Merriman, EY Global People Advisory Services Leader. In an exclusive interview with Forbes, she shared what organizations are missing, when it comes to Gen Z - and how the youngest generation can still find ways to realize their career goals. 'The ambition of Gen Z extends beyond material possessions,' she says via Zoom, referencing the EY study. In the survey, only 31% of Gen Z respondents feel financially secure - but there's more to the story. While nearly 9 out of 10 respondents prioritize financial security, less than two thirds want to 'get rich'. Indeed, wealth can be measured in many ways - including some things that money can't buy. Understanding the values of Gen Z is crucial in the hiring process, for forward-thinking leaders today. "The Gen Z cohort measures success by their mental and physical health, the impact they make, and their ability to live authentically," Merriman says. For Gen Z, this means seeking out roles and cultures that genuinely support their holistic well-being and allow them to connect their daily work to a larger purpose. For organizations, generational expectations demand a rethink on incentive structures and career paths, emphasizing training, leadership development and growth. Contribution, challenge and personal development are places to concentrate. Fostering environments where employees feel genuinely valued, challenged and fulfilled beyond their paychecks isn't easy in the age of AI - but difficult is not the same as impossible. Here are three critical elements that employers need, in order to attract and retain the brightest and best: For Gen Z job seekers, Merriman offers this critical mindset shift for career success: move from a supported to supportive mentality, at work. She says we have to let go of preconceptions around the way the world is supposed to work, so that we can really get to work on what matters. 'Gen Z has lived in a world where the world was designed around serving them,' Merriman says. From parents who tried hard to avert every crisis (including COVID, but it hit us all nonetheless), the feeling that the world is supposed to come to you, support you and protect you is an outdated idea. 'The mindset is, ''I'm supposed to be taught, I'm supposed to be educated.' So whether it's middle school, high school, college, this world is here for my benefit,' she explains. The hard part is shifting into the understanding that the employer is not here for their benefit. 'When you go into an interview, go in with the mindset that you are here to support that employer," she urges. 'In the process of asking questions about what the employer needs and wants, plus how they work, it gives you the opportunity to learn whether this is a place that fits with your values - what a Gen Z employee is looking for.' The interview process, Merriman says, is filled with people jockeying for position - not positioning themselves around authentic and clear communication. And that clarity needs to come from both sides of the desk (or screen, as the case may be). The blueprint for navigating the interview process is leading to disillusionment and frustration, for new hires and hiring managers alike. 'Gen Z's not getting what they thought they would get,' Merriman says. 'Maybe they have a mentality that they could fix it and change it. The employer's not getting what they wanted because they've sold something different. Often they're selling a different value proposition than what they're delivering. There's also a requirement of that paradigm shift around honesty: why you are in that space and is that reason a good fit with what you want as an individual?' she explains. Acceptance, for employers and Gen Z workers, is key. From an understanding of what's expected, needed and required, the best companies arrive at the ability to navigate the future of work. And that acceptance goes both ways, when new hires don't reach into a bag of 'interview tricks and techniques' in order to get the job, because they can accept the importance of serving and supporting an employer. If you are presenting an interview persona, and not an authentic person, the hiring process is not going to lead to aligned outcomes for either party. Authenticity is key, for employers and employees at every level. Being able to authentically accept who you are (as an organization, as an employee) and express those puts and takes with acceptance, candor and courage is vital to effective communication. And for Gen Z in the workforce today, adaptability begins with deeper understanding of what employers really need.
The Herald
3 days ago
- General
- The Herald
Empowering the next generation to thrive
Preparing your child for the unpredictable journey ahead is a marathon, not a sprint. The world is shifting – fast. Trade battles, soaring prices, job disruptions and game-changing technology are reshaping the world and the future of work right before our eyes. It's no wonder so many parents are asking: Will my child be ready? Will they thrive in this new economy? How do I prepare them for a future that feels so unpredictable? What skills will open doors – and where can they gain real-world experience to stand out? Most importantly, how do we help them build the resilience, confidence and grit to tackle whatever comes their way? This year's edition of the, The South African Schools Collection Including Tertiary Institutions, dives into these big questions and brings you expert-driven answers. We look at why strong foundations matter more than ever. Research shows that the first five years of learning – through play and exploration – unlock early literacy, numeracy and a lifelong love of learning. We unpack why play-based learning is critical for nurturing creativity, critical thinking, and adaptability – skills essential for the future. If you're choosing a primary or high school, we share expert advice to help you make the right decision for your child's academic and social development. We also highlight the remarkable impact of parental involvement in education. Members of school governing bodies share why strong partnerships between parents, teachers and students lead to extraordinary achievements – and how you can get involved. As the world becomes more technology-driven, we explore the rise of specialist schools that focus on nurturing individual strengths. Discover why an education entrepreneur launched a school built around in-demand skills, such as data analytics, entrepreneurship, coding and cybersecurity, giving students the tools to future-proof their careers. Finally, with economic uncertainty reshaping education choices, we look at the growing appeal of technical and vocational education and training schools. These institutions equip students with hands-on, job-ready skills, opening doors to employment or entrepreneurship. There is more. As you turn these pages, I hope you'll find not just answers, but also inspiration. Preparing your child for the future is a marathon, not a sprint — filled with highs and lows. However, armed with the right knowledge and support, you and your child will not only reach the finish line; you'll thrive every step of the way. Vukani Magubane, Editor
New York Times
3 days ago
- Business
- New York Times
A.I. Might Take Your Job. Here Are 22 New Ones It Could Give You.
First, a confession: I tried writing this essay with A.I. I started with ChatGPT's 'deep research' mode, asking it to compile a report on what new jobs for humans might be created by the rise of A.I. It asked a few follow-up questions and then set off, returning with a 6,000-word report, broken down by industry. I fed that report into ChatGPT 4o — along with the original assignment memo from my editor and a few other recent industry reports on the future of work — and asked for an article in the style of The New York Times Magazine. It was done within 90 minutes. The article was lively and informative, and while some of its imagined future careers were a bit fanciful (a 'synthetic relationship counselor' apparently will be someone who can step in when you're in love with your A.I.), it also covered an interesting spectrum of plausible jobs and featured some delightful turns of phrase. To the average reader, it likely would have come across as a breezy Sunday read with just enough interesting points to warrant a bit of reflection. So why aren't you reading that version? Well, for starters, it would have gotten me fired: Almost all quotes and experts in the article were entirely made up. But I had a deeper, more philosophical concern. Even if the A.I.-written version of this piece was entirely factual, submitting it to my editors would have represented a fundamental misunderstanding of why they hired me. In freelance journalism, as in many fields where the work product is written text, you aren't just being paid for the words you submit. You're being paid to be responsible for them: the facts, the concepts, the fairness, the phrasing. This article is running with my byline, which means that I personally stand behind what you're reading; by the same token, my editor is responsible for hiring me, and so on, a type of responsibility that inherently can't be delegated to a machine. Commentators have become increasingly bleak about the future of human work in an A.I. world. The venture-capitalist investor Chris Sacca recently went on Tim Ferriss's podcast and declared that 'we are super [expletive].' He suggested that computer programmers, lawyers, accountants, marketing copywriters and most other white-collar workers were all doomed. In an email to his staff, Fiverr's chief executive, Micha Kaufman, added designers and salespeople to the list of the soon-to-be-damned. Such laments about A.I. have become common, but rarely do they explore how A.I. gets over the responsibility hurdle I'm describing. It's already clear that A.I. is more than capable of handling many human tasks. But in the real world, our jobs are about much more than the sum of our tasks: They're about contributing our labor to a group of other humans — our bosses and colleagues — who can understand us, interact with us and hold us accountable in ways that don't easily transfer to algorithms. Want all of The Times? Subscribe.
Zawya
7 days ago
- Business
- Zawya
African Gen Z on the rise in the global influence economy
Across the African continent compelling economic and demographic forces are converging to position Gen Z, along with Gen Alpha, as the major force to shape the future of work, culture and consumerism. Africa is by far the most youthful region of the world. According to the International Labour Organisation, around 375 million young Africans will have entered the job market by 2030. At an estimated 42% of the world's youth population, their aspirations and concerns for the world, as well as their life preferences and choices will have a global impact. This demographic power isn't just about numbers, however. These young Africans are also digital natives and their prowess at navigating digital landscapes is giving them the edge. According to Emma Odendaal, head of Influence for dentsu EMEA, the digital transformation of our world is setting the stage for African youth to rise as drivers, players and leaders in the future global economy. She notes: 'Sub-Saharan Africa has one of the fastest-growing rates of mobile phone penetration globally with more than 495 million mobile subscribers in the region. As connectivity spreads wide and deep, and device affordability improves, the digital natives of Africa are not just participating online as consumers but as dynamic content creators and shapers of the future of the world.' As the world's first true digital native generation, Gen Z are proving to be far more open to influencer marketing than their millennial counterparts. Odendaal explains: 'While older generations typically use social media to stay connected to friends, Gen Z has grown up in a world where social media platforms have evolved to deliver a far greater volume and variety of content. They use social media to follow their favourite artists, celebrities and influencers, and to find community when it comes to the entertainment, passions and brands that are important to them. This means that they are an exceptionally marketing-aware generation, adept at scanning and scrolling through reams of social media posts and homing in on what is relevant to them.' In a mobile-first world, brands in Africa are increasingly redirecting traditional advertising spend into creator-led digital channels that meet young consumers exactly where they are – in their chosen digital communities. According to a Google/IFC e-Conomy Africa report, Africa's internet economy may contribute $180bn to the continent's GDP by 2025 and has the potential to grow to $712bn by 2050. Meanwhile, Statista anticipates a 10.1% annual growth in influencer ad spending over the next five years, and forecasts that in 2025, it will exceed $30m in South Africa. This momentum toward trust-based digital creator ecosystems is real and happening now. In South Africa, multinational giants such as Beiersdorf, with leading brands such as Nivea, Nivea Men and Eucerin, are actively amplifying their influencer marketing strategies. Sne Njapha, precision influence and PR manager at Beiersdorf says: 'Influencer marketing is more than just about a means to reach consumers. It's about ensuring we meet our consumers where they are, at their point of need. Today, it's a key strategic pillar of how we do business. We have increased our investment in the acquisition of new models and tools, the upskilling of our employees and key partners and diversifying our pool of creators. Our focus is also on building long-term influencer relationships to maintain credibility and authenticity so that we create and maintain meaningful connections with our consumers.' Beiersdorf's head of integrated media, Teniel Nelson adds: 'Leading the influencer acceleration with my team puts us at the forefront of this exciting influencer movement. Influencer marketing in South Africa is growing fast with over 60% of brands increasing their investments in 2025.' With the boom of the influencer economy comes the need for accountability and standards. The South African Content Creator Charter, launched in 2024, is a foundational effort to professionalise the influencer industry. Developed by the Interactive Advertising Bureau South Africa (IAB SA) in collaboration with industry stakeholders, the charter provides guidelines and ethical practices for both marketers and creators. This is an issue that is top of mind at Dentsu, and Odendaal says: 'Dentsu was a pioneering signatory to the South African Content Creator Charter because we see it as a landmark in defining creators not just as freelancers with a side hustle, but as professionals in a growing digital economy. We believe that regulation helps ensure Africa's influencer industry evolves with transparency and trust, safeguarding the integrity of brands and promoting sustainable careers for the continent's content entrepreneurs.' All rights reserved. © 2022. Provided by SyndiGate Media Inc. (
