2019年第四次工业革命外文文献翻译
第四次工业革命中英文2019
英文
The Fourth Industrial Revolution and Its Impact on Occupational Health and Safety, Worker's Compensation and Labor Conditions
Jeehee Min，Yangwoo Kim
Abstract
The “fourth industrial revolution” (FIR) is an age of advanced technology based on information and communication. FIR has a more powerful impact on the economy than in the past. However, the prospects for the labor environment are uncertain. The purpose of this study is to anticipate and prepare for occupational health and safety (OHS) issues.
In FIR, nonstandard employment will be common. As a result, it is difficult to receive OHS services and compensation. Excessive trust in new technologies can lead to large-scale or new forms of accidents. Global business networks will cause destruction of workers' biorhythms, some cancers, overwork, and task complexity. The social disconnection because of an independent work will be a risk for worker's mental health. The union bonds will weaken, and it will be difficult to apply standardized OHS regulations to multinational enterprises.
To cope with the new OHS issues, we need to establish new concepts of "decent work” and standardize regulations, which apply to enterprises in each country, develop public health as an OHS service, monitor emerging OHS events and networks among independent workers, and nurture experts who are responsible for new OHS issues.
Keywords：Fourth industrial revolution，Occupational health and safety，Workers' compensation，Workers' health
1. Introduction
Klaus Schwab predicted a new industrial revolution to begin in the near future in the World economy forum Global Challenge Insight Report (The Future of Jobs-Employment, Skills and Workforce Strategy for the Fourth Industrial Revolution
[FIR] in 2016). Experts say that the FIR needs to be prepared because it will change the way people work, how they consume, and even how they think.
The industrial revolution led to changes in the labor market with machines replacing human labor. The first industrial revolution replaced manual work with the invention of a steam engine and the second industrial revolution enabled mass production using electric energy. The tertiary industrial revolution started the automation era with informatization based on computers and the Internet. In the future, the super intelligence revolution based on the Internet of things, cyber-physical system, and artificial intelligence (AI) will greatly change human intellectual labor.
The technologies that will lead the FIR are diverse. Artificial intelligence based on high-speed networks and interfaces would change the production process, and business models based on big data will be popular. The speed actory in Germany, which produces Adidas-personalized sneakers, is a typical example of the innovation of the production process.
The world has overcome differences of time and space by the development of information and communication technology, which has developed into a single economic system. The social network system has already changed the way people communicate. In the future, operational technology or cyber-physical system devices will monitor, coordinate, and integrate information in real time. Operational technology will lead to a hyper-connectivity society, with human--machine, machine--machine, and human--human connections.
If human labor is replaced by machines, the labor market will be greatly affected. As technology develops, labor productivity increases, and new jobs are created. According to the US Department of Labor, American's factory workers declined by two-thirds from 1960 to 2014, but productivity has increased dramatically. In addition, the average hourly wage from 1973 to 2014 increased by 85%, and new jobs were created in new industries. During the third industrial revolution, manpower shifted from the manufacturing sector to the service sector. The FIR is likely to change what kind of work needs to be performed, not just the number of jobs. For example, the role of product marketers is changing because of the emergence of big data, which is a
core technology in the FIR. Instead of market research using current surveys, the use of big data is increasing. Therefore, it is necessary to hire professional staff to collect, store, analyze, and distribute big data. Specifically, spending on the big data in information technology market worldwide has doubled from $27 billion in 2011 to $54 billion in 2016.
Thanks to globalization, accelerated by the FIR, multinational corporations could easily exploit the workforce and the environment of developing countries. Over the course of history, multinational corporations have established manufacturing factories in developing countries because of low incomes and lenient environmental regulations. As a result, the employment rate of the manufacturing sector in developed countries declined by 19% for 37 years. However, plants result in socioeconomic problems in many developing countries because they are based on loose labor regulations and low wages.
In the era of the FIR, manufacturing will be developed in small quantity production systems of various kinds. Factories in developing countries are no longer attractive because low-wage workers can be replaced by automated robots. Rather, it is advantageous to place the production plant near the main market to quickly produce and distribute products. This is called “re-shoring”. In an Adidas Speed factory equipped with this system, AI-based robots perform most of the shoe manufacturing work. Some accessories were made with 3D printers, which reduced employment from 600 people to 10 people. If the re-shoring phenomenon continues, the power of economic development in developing countries will be lost and developing countries will endure a poor and risky working environment to secure price competitiveness.
The development of technology is a double-edged sword. You need to be prepared not only for the bright future that technology will bring, but also for the problems that will arise. The purpose of this study is to anticipate and prepare for OHS problems for workers in the era of the FIR.
2. Changes in OHS expected in the FIR
2.1. Positive aspects in the workplace
New technologies can be used to create a safe working environment by
excluding humans from harmful workplaces. For example, by applying a deep-learning algorithm to detect human behavior patterns by security cameras, it is possible to monitor for chemical leaks or worker accidents in real time. If a dangerous situation is recognized, the relevant system can alert the operator, safety officer, or responsible department immediately to prevent the accident in advance. In fact, in the New Boliden mine in Sweden, robots can be used for safe work. The use of virtual reality technology and smart glass in safety education can enhance the effectiveness of education. It is also possible to prevent musculoskeletal disorders by wearing a wearable robot that supports human strength.
2.2. Negative aspects in the workplace: globalization
Globalization is a pre-existing concept, which existed before the debate of the fourth industrial evolution. As a result, it is a precondition of the FIR with the development of information and communication technology and AI technology. Friedman states that “the world is flat,” in which the social and cultural standards of individual countries are unified into global standards through the proliferation of financial capitalism as well as the development of transportation and communication. Globalization would be accelerated by the FIR and eventually, it would affect working conditions.
Because multinational corporations take advantage of loosening labor regulations in developing countries to increase productivity, workers in developing countries work in hazardous workplaces without proper welfare. Child labor and forced labor, which are prohibited in most developed countries, occur in developing countries. There are often no provisions for minimum wages and maximum working hours. As a result, the ILO proposed the “Rule of the Game” as a global standard in 2014, but it was not enforced and could not be introduced into industrial sites in many countries.
Globalization affects working time, where shifts or night shifts increase. Birth describes time--space compression as a change in the concept of time due to globalization. Human time is divided into the local time, an individual's biological time, and social time, which constitutes labor conditions. Because of globalization and the development of information and communication, time--space compression adapts
to the time of work, not the biological time of the person. At this time, the biological cycles for a location on the globe and the time of his work are desynchronized, which causes many problems.
2.3. Negative aspect in the workplace: automation
When automation or robots replace simple and repetitive tasks, workers feel uneasy about employment and their livelihood. Work insecurity refers to “fear of unemployment and difficulty of re-employment”. The ILO has extended work insecurity beyond the level of employment and wages to a comprehensive concept. In addition, it is difficult to maintain an individual work--life balance without negotiating working conditions such as working hours, wages, paid time off, and improving the workplace with an employer. ILO redefines job insecurity. In addition, when social safety nets such as public pension payments, sick leave, annual leave, and maternity leave are not guaranteed, when there is no opportunity for job turnover or promotions, or when basic human rights such as discrimination or joining unions willfully are ignored, employment instability is affected.
Increased employment instability can increase mental illness. 2012 and 2014 automation workers in high-risk occupations complained of anxiety and poor health. In particular, workers feel insecure about their jobs if they feel that their jobs are a substitute for robots and experience worsening poverty and health as wages decrease and welfare benefits of employers decrease.
Also, automation introduced to increase productivity and quality of life would paradoxically result in increased human labor time. For example, if an autonomous vehicle is introduced, it would be possible to enjoy leisure activities instead of driving during travel. However, humans could be forced to do more work to improve productivity. In this case, driving stress may be replaced by work-related stress.
Human beings could be in charge of tasks with poor working conditions. For example, if an automation machine malfunctions, the worker should repair the machine manually. Most industrial accidents occur during this time such that it is demanded that all machinery should be shut off and worker's security should be guaranteed. However, in many cases, safety checks are carried out without stopping
the machine for upkeep. Recently, there was a death in Republic of Korea, where a worker who was directly checking the conveyor belt in a thermal power plant was killed by the belt.
2.4. Negative aspect in the workplace: on-demand economy
In the on-demand economy, workers are independent contractors and it is difficult to earn a certain income because “demand” changes every day (sometimes every hour). In the on-demand economy, workers need to find work day-by-day or even every hour as independent contractors. Therefore, they endure the risk of fluctuating revenue, which was a primary role of corporations. In this situation, workers cannot avoid stress and instability. Like most people with temporary jobs, on-demand economy workers rather than by choice, often choose on-demand jobs because they do not have a fixed job.
Because they are treated as private businesses, legal protection as a worker is difficult. Currently, independent workers are not part of the “worker” class defined by labor laws and on-demand employers are not obliged to provide welfare including pensions, insurance, paid time off, maternity leave, and sick leave. This is because, through the platform, the consumer and supplier of labor interact and provide labor outside the supervision and direction of the employer. This type of economy has the advantage of creating new employment opportunities and enabling flexible work, but it is hard to distinguish between individual operators and workers. Therefore, it is hard to provide legal protection for OHS. In the case of employment relations, platform companies must provide various pensions, insurance, and leave based on labor laws, but in the platform business, employers are not obliged to provide welfare. Therefore, they are not subject to restrictions regarding wages and working hours guaranteed by various labor laws in the employment relationship. As a result, it is difficult to receive social insurance benefits. In the United States, there was a lawsuit in which Uber drivers argued that they should be treated as Uber employees and they demanded payment of the cost of doing business on the premise of an employment relationship. In the United Kingdom, there was a lawsuit raised by Uber drivers claiming the right to a minimum wage and vacation. Also, in Republic of Korea, there was a lawsuit
case that injured delivery man who are enrolled in delivery agency received compensation. And Republic of Korea Worker's Compensation & Welfare Service collects compensations from the delivery agency, but agency filed a lawsuit for cancellation of the taxation. They declared that worker was not their employees, and the delivery agency do not have any responsibility for the delivery man. As such an example, it is hard to adapt traditional concept for employment to new employment. To respond to new employment relations, the Korean government has recently extended the concept of “workers” in the Industrial Safety and Health Law as “those who provide work for wages to businesses or workplaces of any kind”.
2.5. Who should be responsible for providing OHS to on-demand business?
The Korean Occupational Safety and Health Act imposes OHS obligations on the government, employers, and workers. The government has the responsibility for disaster prevention of workplaces such as establishing and enforcing OHS policies, research and development of technology for safety and health, and the installation and operation of facilities. The employer is obliged to comply with the Industrial Safety and Health Act, the standards for the prevention of industrial accidents, and to provide a comfortable work environment and working conditions. Workers are obliged to observe the precautions necessary to prevent industrial accidents and to observe measures to prevent industrial accidents.
At present, the social security system for some special independent workers as worker is the only worker's compensation insurance in Republic of Korea. However, if a worker works for several companies, he/she can only partake in a voluntary subscription scheme where he/she pays a 100% premium. Under current law, it is impossible for an employer to pay workers compensation insurance for platform workers. In addition, because the employee is not a worker (a worker under the Labor Standards Act) for a single employer, the employer's liability and obligation regarding OHS services is not imposed. Therefore, it is difficult for platform workers to manage chronic diseases, work-related diseases, and occupational diseases due to difficulties in health examination and health care.
3. Missions of OHS to prepare for the FIR
3.1. Re-definition of decent work
Labor is indispensable. Even if a machine replaces labor, human labor is indispensable. Labor is also necessary for the development of human beings, both culturally and psychologically. Labor is also needed to contribute to society and to protect the dignity and value of individuals. In a world where jobs are scarce, employment opportunities must be fair. In other words, it is necessary to discuss who is going to perform decent work and bad work. It is also necessary to renew the definition of working hours in the situation where fragmented labor is universalized and globalization causes social time constraints to gradually disappear.
To date, ideal jobs have been thought of as stable jobs where workers receive fixed salaries. However, as nonstandard employment becomes popular, it is necessary to re-establish the concept of stable jobs and good jobs. In the “Declaration of Social Justice for a Fair Globalization” adopted in 2008, the ILO “convinced that in a world of growing interdependence and complexity and the internationalization of production: the fundamental values of freedom, human dignity, social justice, security and nondiscrimination are essential for sustainable economic and social development and efficiency”. Decent work should in volve many dimensions. It means not only productivity, fair income, and workplace safety, but also guarantee of social security for the family, individual self-development and social integration, freedom of individual expression, and participation of union labor in the workplace. In other words, the concept of decent work is a set of values that go beyond fixed, high wages, stable working hours, and stable employment conditions.
3.2. Paradigm shift of OHS
An occupational disease is a disease caused by the working environment or conditions for the purpose of livelihood. Occupational diseases are not limited to specific organs, so treatment is difficult. Therefore, OHS emphasizes prevention and reward rather than focusing on treatment or rehabilitation. Occupational medicine originated from industrial medicine centering on occupational diseases in manufacturing and it was extended to occupational medicine, which encompasses the entire occupation.
Currently, most of the OHS services are in business units. However, as the employment relations change with the FIR, the units and responsibilities for managing workers exposed to harmful factors become unclear. Currently, OHS services in asbestos business units cannot take care of independent workers employed on a project-by-project basis. In other words, OHS services should be changed from an employer-centric to a public health approach, as set out in the WHO's Health and Safety Convention.
The same is true of industrial accidents. In case of working as a project unit, it is difficult to apply the present system that estimates and compensates based on exposure to harmful factors. In other words, in the age of the FIR, labor is not continuous or constant. In such a working environment, there is a lack of grounds for judging whether an individual's illness is caused by a certain occupation. Even if there are many problems in the current industrial accident compensation systems, in the current systems, there are the consensus that specific jobs must have specific risk factors in common. So, it was possible to assess job hazard analysis by job groups. However, when constant and continuous jobs are scarce, and people have more than one job by their needs, it was hard to assess risk of jobs. Furthermore, in this situation, current industrial accident compensation system cannot protect independent workers. Therefore, this should also be changed from an employer-centered approach to a public-health approach.
Each country has to make institutional arrangements and broad legislative measures to ensure that the ILO's international labor standards apply equally to its own regulations and policies. International labor standards cover basic agreements. The Equal Remuneration Convention seeks to ensure that a worker who provides equal value is not discriminated on the basis of sex, race, color, religion, political opinion, socioeconomic status, social origin, or age. Particularly, the freedom of association, the right to collective bargaining, OHS, and the protection of employment and discrimination are necessary. Wages of temporary workers should not be lower than those of other workers who do the same or similar things. In addition, temporary workers should be provided with maternity protection, paid leave, paid holidays, and
sick leave.
Each country should also prepare for the labor market, which has no national boundaries because of the development of the FIR technology. International standard rules are required for working conditions. A labor market in developing countries should no longer be viewed in terms of being regulation-free. In 2019, the ILO describes labor standards in international markets under the title “Rules of the game”. It must be ensured that labor does not interfere with personal freedom and safety, and does not undermine its dignity. In other words, labor standards of international markets are being proposed so that the aim of human labor is to improve the life of humanity as a whole, not for economic development itself.
3.3. Need for a network replacing the traditional labor union to claim the new rights of independent workers
With the FIR, traditional unions have difficulty negotiating with their employers. The labor union participation rate in developed countries is decreasing compared with the 1970s. As various work relationships such as suppliers, subcontractors, non-governmental organizations, and other labor relations are applied, and the characteristics of workers such as women, youth, and immigrants are diversified, labor organization innovation is needed.
As technology is developed, globalization promotes the decentralization of production. Multinational corporations now design and produce new products and manage production lines for workers in their home countries. This is a system which constructs and produces factories in middle-income or developing countries which are also consumer markets. At this time, workers in their home countries can demand a safe working environment by organizing labor unions based on relatively strong labor laws and social safety networks in developed countries. Workers in developing countries are likely to have little bargaining power in their relationship with employers because they cannot organize trade unions in their own countries, where social and legal infrastructures are lacking.
Thus, in the era of the FIR, where the on-demand business will become the dominant employment relationship, a new type of union is needed to represent the
interests of independent workers. Unions based on a single workplace should also learn about the employment relationship between on-demand and platform businesses. The new union should go beyond the workplace to be a union of industrial units or a community-based union.
The new union should first demand the right of the independent worker and understand that industrial accidents caused by new technologies are unpredictable. In particular, the employer must disclose to workers all the health hazards that may arise in the event of a new chemical or physical process used at the manufacturing stage in a transparent manner. The nature of the employment relationship of the platform business is likely to be attributed to the individual independent worker. In addition to efforts to clarify responsibility, it is necessary to disclose information on harmful substances and harmful environments including trade secrets.
3.4. Government policy
Because of the effects of the FIR, a large number of jobs will be replaced by machines and new jobs will be created. There is a concern of mass unemployment in the transitional period of technological change. Capital income is overwhelmingly higher than labor income and mass unemployment is likely to make a society unstable. In addition, when nonstandard employment becomes mainstream, there is a concern that the number of workers who cannot be protected by the current labor law is likely to increase. Furthermore, there is a need for social security for those without capital. The gap between the rich and the poor is an element of social unrest. Therefore, redistribution of the profits of capital by means of a robot tax or basic income system is being considered.
It is necessary to reform the system to protect workers' health rights. With the expansion of platform business, on-demand business may make the business owner unclear and the entity that is responsible for providing the OHS service may disappear. Therefore, to broaden the scope of OHS service and compensation, it is necessary to revise the definition of ‘full property’ or ‘worker character.”
We must establish a system to monitor the emergence of new forms of OHS issues, nurture experts to be responsible for changing OHS issues, and enact new
labor laws and social insurance systems according to changes of the labor environment.
4. Conclusions
To cope with the emerging OHS issues in the fourth industrial revolution era, we need to establish new concepts of ‘decent work’,” and standardized regulations which apply to enterprises in each country, to develop public health as an OHS service, surveil emerging OHS events and networks among independent workers, and nurture experts to be responsible for new OHS issues.
中文
第四次工业革命及其对职业健康与安全、
工人薪酬和劳动条件的影响
摘要
“第四次工业革命”是基于信息和通信的先进技术时代。与过去相比，第四次工业革命对经济的影响更大。但是，劳动环境的前景不确定。这项研究的目的是预测职业健康和安全（OHS）问题并为之做好准备。
在第四次工业革命中，非标准职业将很普遍。结果，很难获得职业健康和安全职业健康和安全服务和补偿。对新技术的过度信任会导致大规模或新形式的事故。全球业务网络将破坏工人的生物节律，某些癌症，过度劳累和任务复杂。由于独立工作而导致的社会疏离将给工人的心理健康带来风险。工会债券将被削弱，并且将难以将标准化的职业健康和安全职业健康和安全法规应用于跨国企业。
为了应对新的职业健康和安全职业健康和安全问题，我们需要树立“体面劳动”的新概念并规范法规，以适用于每个国家的企业，将公共卫生作为职业健康和安全OHS服务发展，监测新兴的职业健康和安全职业健康和安全事件和独立工人之间的网络，以及培养负责新的职业健康和安全问题的专家。
关键词：第四次工业革命，职业健康与安全，职工薪酬，职工健康
1引言
克劳斯·施瓦布（Klaus Schwab）在世界经济论坛全球挑战洞察报告（2016
年第四次工业革命：就业，技能和劳动力战略的未来）中预测，新的工业革命将在不久的将来开始。专家表示，职业健康和安全需要做好准备，因为它将改变人们的工作方式，消费方式甚至思维方式。
工业革命通过用机器代替人工，导致劳动力市场发生变化。第一次工业革命用蒸汽发动机的发明代替了手工作业，第二次工业革命使得能够使用电能进行大量生产。第三产业革命以基于计算机和Internet的信息化开始了自动化时代。未来，基于物联网，网络物理系统和人工智能（AI）的超级智能革命将极大地改变人类的智力劳动。
引领职业健康和安全的技术多种多样。基于高速网络和接口的人工智能将改变生产过程，并且基于大数据的商业模型将会流行。在德国，生产adidas个性化运动鞋的Speed Actory是生产工艺创新的典型例子。
通过信息通信技术的发展，世界已经克服了时空的差异，信息和通信技术已经发展成为一个单一的经济体系。社交网络系统已经改变了人们交流的方式。将来，运营技术或网络物理系统设备将实时监视，协调和集成信息。运营技术将导致人与机器，机器与机器以及人与人之间建立联系的超连通性社会。
如果用机器代替人工，劳动力市场将受到很大影响。随着技术的发展，劳动生产率提高，并创造了新的工作机会。根据美国劳工部的数据，从1960年到2014年，美国的工厂工人减少了三分之二，但生产率却大大提高了。此外，1973年至2014年的平均小时工资增长了85％，新行业创造了新的就业机会。在第三次工业革命期间，人力从制造业转移到服务业。职业健康和安全可能会改变需要执行的工作类型，而不仅仅是工作数量。例如，由于大数据的出现，产品营销人员的角色正在改变，大数据是第四次工业革命中的一项核心技术。取代使用当前调查进行市场研究的是，大数据的使用正在增加。因此，有必要雇用专业人员来收集，存储，分析和分发大数据。具体来说，全球信息技术市场上的大数据支出已经翻了一番，从2011年的270亿美元增加到2016年的540亿美元。
由于全球化，在职业健康和安全的推动下，跨国公司可以轻松利用发展中国家的劳动力和环境。在历史的过程中，由于收入低和宽松的环境法规，跨国公司在发展中国家建立了制造工厂。结果，发达国家制造业的就业率连续37年下降了19％。但是，由于植物是基于宽松的劳工法规和较低的工资，因此在许多发