KWAME NKRUMAH UNIVERSITY OF SCIENCE AND TECHNOLOGY, KUMASI

SCHOOL OF GRADUATE STUDIES

(COLLEGE OF HUMANITIES AND SOCIAL SCIENCES)

ASSIGNMENT

MHRS 565 – EMPLOYMENT RELATIONS AND LABOUR LAW

ADABRE NABE C. ADAEZE- PG4178622-20908154

1. With reference to published articles, theories, relevant sections of the Labour Act 2003
(ACT 651), and other sources, discuss the labour rights and standards in fissured
workplaces in Ghana and suggest measures to improve these rights and standards in line
with sustainable development goal 8 (SDG8). Add intext citations and references. Should
not be less than 7 pages.

2. Discuss the anticipated changes in the world of work in fissured workplaces due to
Industry 4.0, HR 4.0, artificial intelligence, and robotics. How can management and
employees prepare for such a future?
Labour rights on Ghana

Labour rights refer to the legal and moral rights of workers to fair and safe working conditions,
fair pay, social security, and the freedom of association and collective bargaining. In Ghana,
these rights are enshrined in the country's labour laws and regulations.

The Labour Act 2003, Act 651 of Ghana provides the legal framework for the protection of
workers' rights. It covers various aspects of employment, including wages and working
conditions, contracts of employment, termination of employment, and trade union rights. The Act
prohibits child labour and any form of discrimination, including gender, ethnicity, and religion.

Workers in Ghana have the right to form and join trade unions of their choice, and these unions
have the right to collective bargaining. The Trade Union Act 2008, Act 763, provides for the
registration and recognition of trade unions, and also sets out the procedures for collective
bargaining.
The National Labour Commission (NLC) is responsible for enforcing labour laws and
regulations in Ghana. The NLC is mandated to mediate in disputes between employers and
workers, and to ensure compliance with the labour laws.

Despite the existence of these laws and regulations, there are still some challenges facing
workers in Ghana. These include the prevalence of informal work arrangements, low wages, and
inadequate occupational health and safety measures. In addition, some employers have been
known to engage in anti-union activities, which can limit workers' rights to freedom of
association and collective bargaining.

Ghana's labour laws and regulations provide a legal framework for the protection of workers'
rights. However, there is still a need for improved implementation and enforcement of these laws
to ensure that workers enjoy their full rights and protections.

Fissured Workplace

The concept of fissured workplace refers to the growing trend of businesses outsourcing non-
core functions or dividing their operations into smaller units that are managed by contractors or
franchisees, rather than employing workers directly. This practice creates a more fragmented and
decentralized workforce, where workers may have less job security, limited benefits, and fewer
rights than traditional employees (Weil, 2017). Fissuring can affect various industries and
occupations, including retail, hospitality, healthcare, construction, and transportation, among
others.

Fissuring has become a widespread phenomenon in the United States and other countries, driven
by several factors such as globalization, technological changes, deregulation, and cost-cutting
pressures (Dube et al., 2019). By using contractors, businesses can save on labor costs, avoid
liability for workplace accidents or labor violations, and gain flexibility in their operations.
However, this model can also lead to negative consequences for workers, such as lower wages,
longer hours, precarious working conditions, and limited opportunities for advancement (Weil,
2014).

Moreover, fissuring can have broader implications for the economy, society, and public policy.
Some scholars argue that it contributes to rising income inequality, labor market polarization, and
erosion of the social contract between employers and workers (Kalleberg, 2018). Others suggest
that it undermines the effectiveness of labor laws, social protections, and collective bargaining,
and shifts the burden of social welfare onto the state (Benner & Bernhardt, 2018).

To address the challenges of fissuring, some advocates propose new legal and regulatory
frameworks that would expand labor protections to all workers, regardless of their employment
status or organizational affiliation (Stone & Froud, 2019). Others call for collective action and
worker empowerment through unionization, worker cooperatives, or other forms of solidarity
economy (Gall, 2020). However, the debate over the fissured workplace remains contentious and
complex, reflecting the tensions between market forces, social norms, and political values.

Fissured workplace has become a global phenomenon affecting several countries, including
Ghana. In Ghana, the concept of fissured workplace is still new and not well researched.
However, some studies have revealed the existence of some forms of fissured workplaces in
Ghana. For instance, Akosah-Twumasi and colleagues (2021) conducted a study on the impact of
gig work on workers in Ghana and found that gig work platforms operate as fissured workplaces.
The study revealed that gig workers in Ghana are not considered employees of the gig platforms
but are treated as independent contractors. The gig workers bear the cost of their equipment,
work under uncertain conditions, and have little control over their earnings. This form of work
arrangement is a clear example of fissured workplace in Ghana.

Another form of fissured workplace in Ghana is outsourcing, which has become prevalent in the
country. Outsourcing involves the contracting of a third-party company to provide services for an
organization. In Ghana, outsourcing has been mostly observed in the cleaning and security
sectors, where companies outsource cleaning and security services to third-party contractors. In
such arrangements, the contractors provide their workers who are not considered employees of
the company that hired them. The workers are usually paid low wages, and they have little or no
job security (Oduro, 2019). This form of work arrangement is also an example of fissured
workplace in Ghana.
Overall, the concept of fissured workplace is still emerging in Ghana, and there is a need for
further research to understand its extent and impact on workers in the country.

Fissured workplace is a term used to describe the fragmentation of employment relationships that
has emerged over the past few decades. This fragmentation has resulted in an increase in
subcontracting, franchising, outsourcing, and other forms of contingent work arrangements. The
forms of fissured workplace include:

1. Subcontracting

Subcontracting is a widely used practice in various industries, including construction,

manufacturing, and service sectors. It refers to the hiring of another company or individual to
perform part of the work for a primary contractor or organization. Subcontracting can be
beneficial for both parties as it allows the primary contractor to focus on their core activities and
reduces costs, while the subcontractor gains business and experience.

However, subcontracting can also lead to issues such as exploitation of workers, low wages, and
poor working conditions. In many cases, subcontractors are hired to perform tasks that are labor-
intensive and require little or no training, which makes them vulnerable to exploitation by the
primary contractor. This can result in a violation of labor laws and basic human rights.

The International Labour Organization (ILO) recognizes subcontracting as a major issue in the
global economy, particularly in developing countries where there is a lack of regulation and
monitoring. The ILO has developed several conventions and recommendations to address the
issue of subcontracting, including the Tripartite Declaration of Principles concerning
Multinational Enterprises and Social Policy, which outlines principles for responsible business
conduct in the areas of employment, labor, and social protection.

The Sustainable Development Goal 8 (SDG8) also aims to promote sustained, inclusive, and
sustainable economic growth, full and productive employment, and decent work for all. SDG8
recognizes the importance of addressing issues related to labor rights and subcontracting
practices to achieve sustainable development.

To improve subcontracting practices in line with SDG8, there is a need for the government to
implement regulations that protect the rights of subcontracted workers and ensure that they
receive fair wages, benefits, and safe working conditions. Employers should also be held
accountable for their subcontracting practices and should prioritize the welfare of their workers
over profits.

In conclusion, subcontracting is a complex issue that requires a multi-stakeholder approach to

address. While it can bring benefits, it can also lead to the exploitation of vulnerable workers.
The ILO and SDG8 provide frameworks for improving subcontracting practices and ensuring
that labor rights are protected. It is essential that all stakeholders work together to implement
these frameworks and ensure that subcontracting practices are fair and sustainable.

2. Franchising

Franchising is a business model in which an entrepreneur (franchisee) is granted the right to use
a well-known brand name, business model, and operating system, typically for a fee and a
percentage of revenue. The franchisor provides the franchisee with support, training, and
ongoing assistance to ensure that the franchise operates successfully.

One of the advantages of franchising is that it allows entrepreneurs to start a business with an
established brand, proven business model, and ongoing support. This can reduce the risk of
failure compared to starting a business from scratch. Additionally, franchising provides a system
for growth, allowing franchisors to expand their businesses rapidly while maintaining quality and
consistency.

However, there are also potential drawbacks to franchising. Franchisees are required to follow
strict rules and guidelines set by the franchisor, limiting their flexibility and creativity.
Franchisees are also required to pay ongoing fees to the franchisor, reducing their potential
profits. Additionally, disputes between franchisors and franchisees can arise, particularly around
issues such as territory rights and the use of intellectual property.

In terms of sustainable development goal 8 (SDG8), franchising can provide opportunities for
job creation and economic growth, particularly in developing countries. However, it is important
to ensure that franchisees are treated fairly and have access to decent working conditions and fair
pay. The International Labour Organization (ILO) has developed guidelines for fair franchising,
which emphasize the importance of respect for labour rights and fair treatment of franchisees.
Overall, franchising can be a beneficial business model for both franchisors and franchisees, but
it is important to ensure that it is implemented fairly and in accordance with labour rights and
sustainable development goals.

3. Outsourcing

Outsourcing is the practice of hiring external companies or individuals to perform tasks or

services that would otherwise be performed in-house by the organization. Outsourcing is a form
of business strategy that allows companies to focus on their core competencies and reduce costs
by delegating non-core functions to external service providers (Kshetri, 2009).

Outsourcing can take various forms, such as Business Process Outsourcing (BPO), Knowledge
Process Outsourcing (KPO), and Information Technology Outsourcing (ITO). BPO involves
outsourcing business-related processes such as customer service, finance, and accounting. KPO
involves outsourcing knowledge-based processes such as research and development, legal
services, and analytics. ITO involves outsourcing information technology-related services such
as software development and maintenance, network management, and data center operations.

Outsourcing can provide several benefits to organizations, including cost savings, access to
specialized skills, improved service quality, and increased flexibility. However, outsourcing also
presents some challenges, such as loss of control over the outsourced activities, cultural
differences, communication barriers, and the risk of intellectual property theft (Chen & Hsieh,
2011).

In the context of SDG8, outsourcing can help promote inclusive and sustainable economic
growth by providing job opportunities in developing countries and promoting the transfer of
knowledge and technology. However, outsourcing should be implemented in a responsible
manner that respects labor rights and promotes decent work for all. This includes ensuring that
outsourced workers receive fair wages, benefits, and working conditions, as well as adequate
training and career development opportunities (ILO, 2019).

Overall, outsourcing can be a useful tool for organizations looking to optimize their operations
and focus on core competencies. However, it is essential to carefully consider the potential
benefits and risks of outsourcing and ensure that it is implemented in a responsible and
sustainable manner in line with SDG8 goals.
 4. Temp work

Temp work, also known as temporary work, is a form of employment where workers are
employed on a short-term basis by a company to meet specific business needs, such as seasonal
work or unexpected workload increases. Temp work is common in industries such as
manufacturing, hospitality, and retail.

One of the main advantages of temp work for companies is that it provides flexibility and cost
savings in terms of hiring and training employees. However, temp workers often face uncertainty
regarding their employment status, benefits, and job security. They may also be subjected to
lower wages and less job security than permanent employees.

Temp work has been a subject of controversy due to concerns about worker exploitation and the
lack of protection for temp workers. The International Labour Organization (ILO) has recognized
that temporary work can lead to precarious work and has called for better protection for
temporary workers.

To address these issues, some countries have implemented regulations to protect temp workers,
such as limiting the duration of temp work contracts, requiring equal pay for temp workers and
permanent employees, and providing benefits such as healthcare and pension contributions.
However, enforcement of these regulations can be a challenge, and in some cases, companies
may attempt to circumvent these regulations by using subcontractors or outsourcing.

In line with Sustainable Development Goal 8 (SDG8) which aims to promote sustained,
inclusive, and sustainable economic growth, full and productive employment, and decent work
for all, it is important to ensure that temp workers are protected and have access to fair working
conditions and benefits. This can be achieved through effective regulation and enforcement, as
well as increasing awareness among workers and companies about their rights and
responsibilities.

5. Gig work

Gig work, also known as the gig economy, refers to a flexible and temporary form of work where
individuals offer their services on a short-term basis to clients through digital platforms or
mobile apps (Huws, 2014). Gig work has become increasingly popular due to technological
advancements and the need for cost-efficient labor by businesses. However, gig work has also
been associated with low pay, lack of job security, and limited access to social benefits (ILO,
2018).

In Ghana, gig work has gained prominence, especially in the ride-hailing and delivery services
sectors. Platforms such as Uber, Bolt, and Jumia have provided opportunities for individuals to
earn income on a flexible basis. However, gig workers in Ghana are not covered by the country's
labor laws, leaving them vulnerable to exploitation and arbitrary dismissals (Osei, 2019).

To address the challenges faced by gig workers, the International Labor Organization (ILO) has
proposed a policy framework that promotes decent work in the gig economy. This framework
emphasizes the need for social protection, access to training and skills development, and the
recognition of the collective rights of gig workers (ILO, 2019). The framework aligns with the
Sustainable Development Goal 8, which aims to promote sustained, inclusive, and sustainable
economic growth, full and productive employment, and decent work for all.

In conclusion, while gig work presents opportunities for flexible and accessible employment, it
also poses challenges to the labor market and the rights of workers.

The implementation of policies that promote decent work and social protection for gig workers
in Ghana will contribute to the achievement of SDG8 and the promotion of inclusive economic
growth.

Overall, the forms of fissured workplace have resulted in a shift away from traditional
employment relationships, leading to concerns about worker rights, job security, and wages.

Labour Rights and Standards in Fissured Workplaces in Ghana

Fissured workplaces in Ghana, like in other parts of the world, pose a challenge to the
enforcement of labour rights and standards. This is because of the fragmentation of the
employment relationship and the lack of direct responsibility of the principal company for the
conditions of work in the subcontracted firms.

One of the key labour rights that are often violated in fissured workplaces in Ghana is the right to
collective bargaining. In many cases, workers in subcontracted firms lack the opportunity to
engage in collective bargaining with the principal company. This is because the subcontracted
firms may not have the capacity to engage in collective bargaining, or the principal company
may not recognize the subcontracted firms as legitimate representatives of their workers. As a
result, workers in subcontracted firms may not be able to negotiate for better wages and working
conditions, leading to low pay, poor working conditions, and high levels of job insecurity.

Another labour right that is often violated in fissured workplaces in Ghana is the right to social
security. Many workers in subcontracted firms may not have access to social security benefits
such as health insurance, pensions, and workers' compensation. This is because the subcontracted
firms may not have the financial capacity to provide these benefits, or they may not be required
by law to do so. This lack of social security coverage can expose workers to greater economic
risks, especially in cases of workplace accidents, injuries, and illnesses.

The right to a safe and healthy working environment is also often violated in fissured workplaces
in Ghana. Subcontracted firms may not have the capacity to provide adequate safety equipment,
training, and supervision to their workers. This can lead to higher rates of workplace accidents,
injuries, and illnesses, which can have serious long-term health effects on workers.

To address these labour rights and standards violations in fissured workplaces in Ghana, there is
a need for stronger legal and regulatory frameworks that hold principal companies accountable
for the conditions of work in their subcontracted firms. This can include measures such as
mandatory due diligence processes, liability for violations of labour rights and standards, and
joint liability for labour law compliance.

Theories Regarding Labor Rights in The Context of The Fissured Workplace

One of the main theories regarding labor rights in the context of the fissured workplace is the
concept of "employment relationship." This theory suggests that a clear and formal relationship
should exist between the employer and the employee, where the employer takes on legal
responsibility for the employee's well-being and provides certain benefits such as health
insurance, workers' compensation, and unemployment insurance (Weil, 2014). In the fissured
workplace, however, this relationship is often blurred or non-existent due to the prevalence of
subcontracting, franchising, and outsourcing.

Another theory that addresses the issue of labor rights in the fissured workplace is the concept of
"employment standards." This theory suggests that a set of standards should exist to ensure that
workers receive fair compensation, work reasonable hours, and have safe working conditions
(Vosko, 2010). In the fissured workplace, these standards are often not met due to the lack of
accountability and oversight from the parent company or contractor.

Finally, the "power resources theory" suggests that workers are most successful in achieving
labor rights when they have access to collective bargaining, political power, and legal protections
(Crouch, 2007). In the fissured workplace, however, workers often lack access to these resources
due to the fragmented nature of their employment relationships and the difficulty in organizing
across multiple worksites and employers.

Sustainable Development Goal 8 (SDG8)

Sustainable Development Goal 8 (SDG8) aims to promote sustained, inclusive, and sustainable
economic growth, full and productive employment, and decent work for all. One of the key
targets of SDG8 is to protect labor rights and promote safe and secure working environments for
all workers, including those in fissured workplaces. Fissured workplaces have been linked to
precarious employment, low wages, and poor working conditions. To achieve SDG8, it is crucial
to address these issues in fissured workplaces.

The labor laws in Ghana are governed by the Labor Act 2003 (Act 651) which regulates the
terms and conditions of employment, health and safety, and the rights and obligations of
employers and employees. However, in fissured workplaces, enforcement of labor laws can be
challenging due to the complex nature of employment relationships. This can result in
exploitation of workers and violation of their rights.

1. To improve labor rights and standards in fissured workplaces in line with SDG8, some
measures that can be taken include:
2. Strengthening labor inspection systems: The Ghanaian government can strengthen labor
inspection systems to ensure compliance with labor laws and regulations in fissured
workplaces. This can help identify and address labor rights violations.
3. Promoting social dialogue: Social dialogue involving employers, employees, and their
representatives can help address employment issues and improve working conditions in
fissured workplaces. This can lead to more productive and harmonious employment
relationships.
 4. Providing access to justice: Workers in fissured workplaces should have access to
affordable and effective legal remedies in case of labor rights violations. This can be
achieved through legal aid programs, labor courts, and alternative dispute resolution
mechanisms.
5. Capacity building: Capacity building programs can be provided to employers and
employees in fissured workplaces to increase their awareness of labor rights and
standards. This can also help them understand their respective roles and responsibilities
under labor laws and regulations.
6. Improving data collection and monitoring: The government can improve data collection
and monitoring of employment relationships in fissured workplaces to identify emerging
trends and issues that need to be addressed.

In conclusion, achieving SDG8 requires promoting decent work and protecting labor rights in all
forms of employment, including fissured workplaces. By strengthening labor inspection systems,
promoting social dialogue, providing access to justice, building capacity, and improving data
collection and monitoring, labor rights and standards can be improved in fissured workplaces in
Ghana.

2. Discuss the anticipated changes in the world of work in fissured workplaces due to
Industry 4.0, HR 4.0, artificial intelligence, and robotics. How can management and
employees prepare for such a future?

a. The anticipated changes in the world of work in fissured workplaces due to Industry 4.0,
HR 4.0, artificial intelligence, and robotics.

The rapid development of Industry 4.0, HR 4.0, artificial intelligence, and robotics is expected to
bring significant changes to the world of work in fissured workplaces. With the implementation
of advanced technologies, there will be an increased need for specialized skills and knowledge,
such as programming and data analysis, while routine tasks will become increasingly automated
(Frey & Osborne, 2017). This will require the workforce in fissured workplaces to adapt and
upskill to remain competitive in the labor market.

Additionally, the use of robotics and artificial intelligence is expected to result in job
displacement in low-skilled tasks (Brynjolfsson & McAfee, 2014). However, new opportunities
will arise as the need for human interaction in certain tasks, such as customer service and social
care, will remain high (World Economic Forum, 2018). Therefore, the workforce in fissured
workplaces will need to embrace and adapt to the new technological changes to remain relevant
and employable.

To prepare for this future, management and employees in fissured workplaces should focus on
upskilling and reskilling efforts. This can be achieved through providing training programs and
learning opportunities to develop specialized skills required for Industry 4.0, HR 4.0, artificial
intelligence, and robotics. Additionally, collaboration and communication between management
and employees will be necessary to ensure a smooth transition towards the new technological
advancements (McAfee & Brynjolfsson, 2017).

Furthermore, there should be a focus on promoting a culture of lifelong learning to enable

employees to adapt to the continuous changes in technology and work processes. This can be
achieved through the use of technology-enabled learning platforms, mentoring programs, and
networking opportunities (World Economic Forum, 2018).

In conclusion, the anticipated changes brought by Industry 4.0, HR 4.0, artificial intelligence,
and robotics will significantly impact the world of work in fissured workplaces. However, by
embracing the new technological advancements and upskilling efforts, management and
employees can adapt to these changes and ensure long-term employability and competitiveness
in the labor market.

1. Industry 4.0

Industry 4.0, also known as the fourth industrial revolution, refers to the integration of advanced
technologies, such as the internet of things (IoT), artificial intelligence (AI), robotics, and cloud
computing, in manufacturing and industrial processes. It involves the use of cyber-physical
systems that enable machines and systems to communicate with each other, analyze data, and
make decisions based on that data.

Industry 4.0 is expected to bring significant benefits to the manufacturing sector, such as
increased productivity, efficiency, and quality. It will enable manufacturers to produce
customized products at a lower cost, reduce lead times, and enhance supply chain management.
Additionally, Industry 4.0 is expected to create new business models and opportunities for
companies, such as predictive maintenance and servitization.

However, Industry 4.0 also presents some challenges, especially for workers in the
manufacturing sector. The integration of advanced technologies may lead to job displacement
and a skills gap. Workers may need to be retrained or reskilled to adapt to the new demands of
Industry 4.0, which may require new forms of education and training.

Furthermore, Industry 4.0 may also lead to changes in the nature of work and the organization of
work, including the use of remote work, flexible work arrangements, and the emergence of new
forms of work, such as gig work and crowdsourcing. This may require new labor laws and
regulations to ensure that workers are protected and that their rights are respected.

Overall, Industry 4.0 presents both opportunities and challenges for the manufacturing sector and
for workers in the industry. Companies and policymakers need to work together to ensure that
the benefits of Industry 4.0 are shared widely and that workers are not left behind.

2. HR 4.0

HR 4.0 is the integration of digital technology into the human resources function to improve the
efficiency and effectiveness of HR processes. This integration will have significant impacts on
the world of work in fissured workplaces. Firstly, the use of digital technologies such as
automation and chatbots will help streamline HR processes, reducing the time and effort needed
to manage HR functions. This will free up HR professionals to focus on more strategic tasks,
such as employee engagement and talent management (KPMG, 2019).

Secondly, HR 4.0 will enable employers to collect and analyze large amounts of data on
employee performance, behavior, and preferences. This will allow employers to gain insights
into their workforce, identify areas for improvement, and make data-driven decisions about
hiring, training, and development (Deloitte, 2019).
However, these changes also raise concerns about data privacy and security, as well as the
potential for biased decision-making. There is a need for HR professionals to develop new skills
and competencies in data analytics and technology to ensure that they are able to navigate these
new challenges (PwC, 2021).

In summary, HR 4.0 will bring about significant changes in the world of work in fissured
workplaces, with the potential to improve efficiency, productivity, and decision-making.
However, it is important for organizations to carefully manage these changes and ensure that
they are implemented in a way that protects the rights and interests of employees.

3. Artificial intelligence (AI)

Artificial intelligence (AI) has been identified as a key factor in the anticipated changes in the
world of work in fissured workplaces. AI refers to the ability of machines to perform tasks that
typically require human intelligence, such as learning, reasoning, and problem-solving. As AI
technology continues to develop and become more widespread, it is expected to have a
significant impact on the nature of work in fissured workplaces.

One of the main changes that AI is expected to bring about is the automation of many routine and
repetitive tasks that are currently performed by human workers. This could lead to job losses in
some sectors, as machines take over tasks that were previously done by humans. However, it
could also lead to the creation of new jobs in areas such as AI development and maintenance.

AI is also expected to lead to the redefinition of many job roles and the skills that are required
for them. As machines take on more routine tasks, human workers will be required to develop
skills in areas such as critical thinking, creativity, and emotional intelligence. This shift in skill
requirements may require significant investment in retraining and upskilling programs for
workers in fissured workplaces.

Moreover, AI is expected to increase the demand for workers with expertise in data analysis and
management. With the growing availability of big data, there will be a need for workers who can
extract insights from data and use them to inform decision-making. This could lead to an
increased demand for workers with backgrounds in fields such as data science and analytics.
However, the widespread adoption of AI in fissured workplaces also raises concerns about the
impact on job quality and job security. Workers may be required to adapt to new technologies
and work processes at a faster pace, leading to increased stress and burnout. Moreover, there are
concerns about the potential for AI to reinforce existing inequalities, with workers in lower-paid
and lower-skilled jobs being most at risk of displacement by machines.

Overall, the anticipated changes in the world of work due to AI in fissured workplaces are
complex and multifaceted. While there is potential for AI to bring about significant benefits, such
as increased productivity and efficiency, it is important that these changes are managed in a way
that ensures workers are not left behind. This will require collaboration between policymakers,
employers, and workers to ensure that the benefits of AI are shared fairly and equitably.

4. Robotics

Robotics is rapidly transforming the world of work in fissured workplaces, bringing about a
range of opportunities and challenges. The use of robotics can improve efficiency and
productivity, enhance safety and quality, and reduce costs, among other benefits (OECD, 2019).
In fissured workplaces, robotics can be used for tasks such as assembling, packaging, and
shipping, among others (McAfee & Brynjolfsson, 2017).

One anticipated change that robotics will bring about is the displacement of some jobs that
involve routine and repetitive tasks. These jobs will be replaced by robots, which can perform
these tasks more efficiently and accurately (OECD, 2019). This will require workers to adapt to
new roles and acquire new skills to remain relevant in the labour market.

Another anticipated change is the transformation of the workplace environment, as robots will
work alongside humans. This will require new forms of collaboration and communication
between robots and human workers, as well as new health and safety regulations to ensure the
well-being of workers in the presence of robots (McAfee & Brynjolfsson, 2017).

Furthermore, the use of robots will require employers to invest in the necessary infrastructure
and training to operate and maintain these machines. This will create new job opportunities in
fields such as robotics engineering, maintenance, and programming, among others (OECD,
2019).
Overall, the integration of robotics in fissured workplaces will bring about significant changes in
the world of work, and it is crucial that workers, employers, and policymakers work together to
manage these changes in a way that promotes decent work and sustainable development.

b. How management and employees prepare for such a future.

To prepare for the anticipated changes in the world of work in fissured workplaces due to
Industry 4.0, HR 4.0, artificial intelligence, and robotics, both management and employees can
take steps to adapt to the evolving work environment. Management can invest in training
programs to equip employees with the necessary skills to work with new technologies
(Raghupathi & Raghupathi, 2018). Additionally, management can promote a culture of lifelong
learning and upskilling to enable employees to keep up with the ever-changing technological
landscape (Giang & Karoly, 2018).

On the other hand, employees can take proactive steps to remain relevant in the workforce by
seeking opportunities to upskill themselves through training and certifications (Bresnahan,
Brynjolfsson & Hitt, 2018). They can also stay informed about emerging technologies and trends
in their respective industries to anticipate changes and adapt accordingly (Giang & Karoly,
2018).

Moreover, the management can also implement policies and practices to ensure job security and
worker protection as technological advancements continue to reshape the labor market
(Bresnahan, Brynjolfsson & Hitt, 2018). This can include implementing policies to support
retraining and redeployment of workers, as well as social safety nets to protect those who are
displaced by technological changes (OECD, 2019).

Some strategies that can be implemented include;

1. Lifelong learning: With the rapid pace of technological advancements, it is essential for
employees to continuously learn and acquire new skills. Employers should provide
training and development opportunities to help employees stay up to date with new
technologies and the changing demands of the workplace.
2. Flexibility and adaptability: Employees must be adaptable to change and willing to
embrace new technologies. Management should encourage a culture of flexibility and
experimentation to enable employees to adapt to new changes in the workplace.
 3. Collaboration: As more tasks become automated, teamwork and collaboration will
become increasingly important. Employers should foster a culture of collaboration and
provide opportunities for employees to work together on projects.
4. Emphasis on soft skills: While technical skills are important, employees should also focus
on developing their soft skills, such as communication, critical thinking, and problem-
solving, as these skills will become increasingly valuable in the future workplace.
5. Embracing diversity: With the changes in the workplace, it is important to embrace
diversity and inclusivity to foster an environment where all employees feel valued and
supported.

By taking proactive measures to adapt to the changing world of work, both management and
employees can ensure their continued relevance in the labor market and contribute to a
sustainable and inclusive future of work.

References

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