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Hi Daneen,

I really enjoyed how you presented the arguments and points in your post. You asked the following question: “For those that use previously mentioned self-checkout at big box stores, are you happy that you can just get out of the store faster? Or do you even consider that by using it you are facilitating the advancement of technology and replacing actual people?”

I definitely prefer to checkout by talking to a person; however, if it is busy then I prefer self-checkouts. I thought it was really interesting that you posed the question in this manner because I have never given it much thought that by using self-checkout I am replacing actual people. However, this is the direction that large companies are heading. For example, Amazon has created a high-tech grocery store where people no longer need to go through a checkout (Reuters, 2018). This will likely disrupt and alter the retail business, putting many small grocers out of business that cannot compete with the technological innovation. The Amazon Go stores rely primarily on sensors and cameras to track what consumers pickup and what they put back (Reuters, 2018). Subsequently, customers are billed once they leave the store with the credit card on file (Reuters, 2018). By applying the same logic and choosing to shop at this grocery store, consumers will be prioritizing timesaving measures and thereby supporting technology that is replacing people.

Evidently, Amazon embraces the Possible foresight style of manageable because it value innovation, experimenting, risk-taking, and becoming a first-mover (Smart, 2017). The company embeds technological foresight into its culture to spur innovative ideas on how to add value by becoming more productive and more efficient for consumers. As a result, Amazon is one of the most technologically advanced retail companies in the world.

Thank you for your post, Daneen! I found it interesting to research Amazon and learn how technology is dramatically changing the retail market. In addition, your question also made me think about my choices and how it affects others (i.e. choosing a person or machine at the checkout).

Christina

References

Reuters, T. (2018, Jan 22). Amazon’s 1st high-tech grocery store opens to the public. CBC. Retrieved on November 24, 2018, from https://www.cbc.ca/news/technology/amazon-go-grocery-store-1.4497862

Smart, J. M. (2015, April 8). John Smart – Leadership of Tech Change – WFS2013. Retrieved November 2018, from You Tube: https://www.youtube.com/watch?v=QhdWqLNUJns

Organizations are increasingly required to deal with uncertainty in our volatile, uncertain, chaotic, and ambiguous (VUCA) world (Hughes, Dinwoodie, & Beatty, 2014: 2014). It has become evident that innovation and change is the only way that an organization can have enduring long-term performance. Innovation is the introduction of something new or an improved way of doing something that adds value (ex. increased efficiency or productivity) (Henderson, 2017). In order for innovation to be useful to a business, the innovative idea must have the capacity to be replicated without costing the company too much (Henderson, 2017). Looking into the future requires a leader to analyze, interpret, and absorb uncertainties (Öner, Benson, & Göl, 2014: p.185). Foresight has emerged as a tool that leaders can use to facilitate and execute sustainability strategies to lead a desirable evolution of the organization (Öner, 2014: 185). According to John Smart, there are 3 fundamental foresight types including Possible, Probably, and Preferable (Smart, 2016). Technology has become a tool that organizations can utilize to create a competitive edge in their business model (ex. transactions or inventory management), predict future trends, and increase productivity. It is crucial that leaders embody foresight into their management practices.

Wal-Mart is an example of foresight in the Possible category because the company had to be innovative by creating the most effective virtual inventory management system. Wal-Mart focused on cost reduction and obtaining the lowest price for the consumer. Subsequently, Wal-Mart revolutionized the way companies do business. One negative consequence of Wal-Mart’s system is that it put many small businesses out of business simply because they cannot compete. This is exactly what happened in my hometown back in Pembroke; many family-owned businesses that had been around for decades were forced to shutdown because Wal-Mart came in. Wal-Mart is a positive thing for consumers as the company drives prices down; however, it is a negative consequence for small business owners.

In contrast, a company that did not properly harness technology is Canada Post. This company would fall under the Probable type of foresight because it focused on management, risk reduction, protecting and predicting (Smart, 2016). The company did not feel the need to implement technology into its business model. However, digital technologies have largely disrupted Canada Post’s business model. This reactive approach to technology could have been avoided if the company did not resist technology and embodied a foresight approach that encouraged creativity and innovation. In particular, Canada Post should have adopted Preferable foresight, more specifically, technology foresight by creating a foresight attitude amongst management and key decision-makers (Öner, 2014: p.199). By becoming an adaptive organization, Canada Post would not have been lost in the times.

Öner and colleagues (2014) argue that in order for enduring organizational performance, a company needs to strengthen competitive advantages by embedding foresight into the organization’s culture. If a company develops an innovative culture, it will nurture growth and sustainability regardless of increasing competition.

Christina

References

Henderson, T. (2017, May 8). Why Innovation Is Crucial To Your Organization’s Long-Term Success. Retrieved on November 24, 2018, from https://www.forbes.com/sites/forbescoachescouncil/2017/05/08/why-innovation-is-crucial-to-your-organizations-long-term-success/#60ff0b563098

Hughes, R. L., Collarelli-Beatty, K., & Dinwoodie, D. L. (2014). Becoming a Strategic Leader. San Francisco, CA: Jossey-Bass.

Öner, M. A., Benson, C., & Göl Beşer, S. (2014). Linking Organizational Change Management and Organizational Foresight. Strategic Change, 23(3–4), 185–203. https://ezproxy.student.twu.ca:2420/10.1002/jsc.1970

Smart, J. M. (2015, April 8). John Smart – Leadership of Tech Change – WFS2013. Retrieved November 2018, from You Tube: https://www.youtube.com/watch?v=QhdWqLNUJns

Living in the present is such a rare and valuable commodity, especially in this day and age with social media. Within the attention economy, our attention is being bought and sold on the market, businesses and people clamouring for attention, likes, and comments. Many of us forget to live in the present moment without being controlled by the past or future. Society rewards the few that are able to remain present; we are drawn to these people because there is something unexplainably magnetic about them that we refer to these unique individuals as having “presence.” Has remaining present become so rare that we have given a word to individuals who are able to embody it? In addition, they are considered society’s crème de la crème. We find ourselves drawn to these individuals because they seem to transcend the physical realm and hold some sort of secret that we wish we could know more. These individuals have the mystical characteristic we call charisma primarily because of their presence.

We often lose ourselves in the mind, distracted by intrusive thoughts and emotions of the past, and fears and concerns of the future. Peace can never be attained until we learn to let go of expectations and fears of the future, and limiting beliefs (P, 2017). Being in a state of presence, means that you are aware of your thoughts and emotions (P, 2017). This is why we are drawn to charismatic people who give us their undivided attention. These rare unicorns make us feel as though we are the most important person in the world.

Osler wants to remind us that we should not let the mistakes of the past paralyze and cripple efforts of today, robbing us from joy and fulfillment (Watson, 1951: p.217). Osler’s simple philosophy inspired many to go on to live happy and fulfilling lives with the advice: “Live neither is the past nor in the future, but let each day’s work absorb all your interest, energy, and enthusiasm. The best preparation for tomorrow is to do today’s work superbly well” (Watson, 2951: p 216). Many people become fearful, anxious, or discouraged because their lives have no turned out the way they expected. They fret about their career, family life, intimate relationship, and financial burdens. In reality, worrying about these robs us of not only the power of the present but also of our happiness and fulfillment. By embodying presence, we enrich our relationships by giving our undivided attention and enjoy a more fulfilling life. Ultimately, Osler eloquently encourages us to live in the present and plan for the future.

Christina

References

P, S. (2017, Oct 12). 9 Quotes about Presence That Will Blow Your Mind. Retrieved on November 18, 2018, from https://www.feelingoodfeelingreat.com/2017/10/12/quotes-about-presence/

Watson, L. E. (1951). Light from Many Lamps. New York, NY: Simon and Schuster.

I absolutely loved the quotes that Dawn used regarding Shonda Rhimes’ acceptance speech. Wow, it was such a powerful and eloquent way to frame the glass ceiling effect, yet drawing attention to the fact that it still exists. I really appreciated reading your post and the work that you put into it. Since I am at the beginning of my career, I have not personally experienced the glass ceiling effect in the workplace. However, I have experienced gender biases while reporting criminal activity that was going on in my apartment. I continuously sought out officers to conjure up help to stop what was going on. However, my voice and experience were countlessly discounted and dismissed. It was to the point where I felt powerless to help those in danger simply because the police officers did not value the validity of what I was reporting. Eventually, my papa helped me report the issue and finally the authority took it seriously. It was incredibly frustrating and if the glass ceiling effect in the workplace is anything as subtle yet dismissing as this experience, it definitely erodes personal morale and confidence in the organization.

Gender biases are deeply entrenched in economies, businesses, political and societal intuitions whereby women face discrimination, preventing them from becoming decision-makers or orchestrating substantial change (Hawley, 2016). Many organizations are visibly diverse but they are not inclusive of these diverse groups. Unfortunately, women still feel as though they are not fully integrated into the organization, with a sense of belongingness and uniqueness (Nugent, Pollack, & Travis, 2016: p. 5). They need to feel that they are a valued team member with equal opportunity to move to positions of influence and leadership. Senior management needs to model behaviours of inclusion for employees because their actions can be related to that of a ripple; their behaviours cascade throughout the organization. However, it is not only the responsibility of management as “Leadership from the top is essential but the values of gender equality have to permeate the whole organization” (Hawley, 2016). Changing deeply engrained views means that it will require commitment from both men and women to eliminate the glass ceiling. Thank you for your post, Dawn!

Christina

References

Hawley, J. (2016, Feb 2). Why women’s empowerment is essential for sustainability development. Retrieved November 17, 2018, from https://www.iied.org/why-womens-empowerment-essential-for-sustainable-development

Nugent, J., Pollack, A. & D. Travis, (2016). The Day to day experiences of workplace inclusion and exclusion. Retrieved from http://www.catalyst.org/system/files/the_day_to_day_experiences_of_workplace_inclusion_and_exclusion.pdf

I thought that the quote that Monica used by Sheryl Sandberg was exceptionally powerful. I have wanted to read Lean In for quite some time now. I have never considered the internal aspect that can be quite disempowering for women, in which we conform to societal norms of how we are supposed to act. Furthermore, if women do succeed and achieve an elite position of leadership, they tend to experience the “imposter syndrome,” which is likely due to years of societal pressure (Grace, 2018). Therefore, if women succeed in a male-dominated role, they may not feel entitled to it. I found the specific quote by Sheryl Sandberg to be powerful, “Young women internalize societal cues about what defines “appropriate behaviour and, in turn, silence themselves” (Grace, 2018). In my personal experience, I often find myself not speaking up because I feel that someone likely has a better answer or solution that I do, so this quote was very empowering for me. Evidently, this is something that I will need to overcome in my leadership journey if I ever want to have influence in an organization or impact in the world.

In response to Monica’s question: “Why do you think is it so hard for women in the workplace to be seen and/or accepted as powerful?” I believe that it is difficult for women to be accepted as powerful because it transcends deeply entrenched beliefs of women’s role in society that are found in cultural, political and social institutions (Hawley, 2016). There are societal norms that have been reinforced for centuries, since they are incredibly subtle and indeterminate, it is difficult to eliminate them because they are embedded in virtually every sphere of influence. Thank you for the post, Monica!

Christina

References

Grace, M. (2018, Nov 17). Activity 1-External and Internal Barriers. Retrieved on November 18, 2018, from https://create.twu.ca/monicagrace/2018/11/17/activity-1-external-and-internal-barriers/

Hawley, J. (2016, Feb 2). Why women’s empowerment is essential for sustainability development. Retrieved November 17, 2018, from https://www.iied.org/why-womens-empowerment-essential-for-sustainable-development