The new CEO flex: Bragging that AI handles exactly X% of the work

He is the latest Flex Executive Director: Quoted numbers that shows that artificial intelligence is raising heavy internally. This step shows the company as taking the artificial intelligence curve – and attracts the attention of the people who always care about them.

Investors hear the magic words that the business is going to save money, which is supposed to be completed, but is rarely mentioned explicitly, through future job discounts. It also refers to the customers of the major technology companies that make statements that they must open their governor, Bonto, to integrate more artificial intelligence into their operations, or risk backwardness.

But how important this executive director of Slesforce, Google and Microsoft is difficult to know in the end. The cited standards seem accurate, however, when asked, their spokesperson refused to provide any details about how to calculate numbers or how they define the work they claim that artificial intelligence has done it.

“The truth is that we have no yet joint framework to measure what” the percentage of work is really “in the era of artificial intelligence,” said Malvica Gietmalmani, founder of ATVIS in the AI ​​era. luck. “Are we calculating code lines, completed tasks, reserved watches, or affected commercial results?”

For example, in Lex Fridman, Pichai explained that artificial intelligence coding tools such as GooSe increase the productivity of Google Engineers by about 10 %, calculated by the weekly tracking hours. However, this number assumes that engineers use these additional hours to work more than stagnation.

The scale is that artificial intelligence tools are responsible for generating 30 % of all new Google software icons as well. Does the number refer to the initial lines of the symbol proposed by programmers, a commitment code, or an acceptable code in production?

He was in a more mysterious nose. In the interview, he described the ability of Amnesty International to do up to half of the work in his company as a “digital labor revolution”, but he did not explain what

“Work” means in this context. For example, AI’s use was mentioned to participate in the Slesforce plan, but he did not explain in detail what this plan or the amount of artificial intelligence contributed. Did the outline of the plan suggest, or did they contribute to parts of the text? Has her suggestions in the final document have been kept?

However, other experts say, comments like those written by Benioff are not flexible at all, but simply the fact that the work world changes. Holger Muller, Vice president and main analyst in the research constellation, said, said, ” luck This gynecological artificial intelligence will change the work of the knowledge factor on a large scale – despite his point of view, without generating collective hairstyles. He said: “As developed countries face a lack of labor and talents, more automation is the biggest promise to provide long -term competitiveness.”

But although there may be some truth in the CEO data about the amount of work that artificial intelligence is doing already, the numbers are very vague and abstract, as the professional psychologist in the Netherlands Maris Pester said. “We often see that CEOs use this type of language,” he said. “I also think it’s an indicator of employees, saying, it is better to see your back, you are the best performance.” From the point of view of commercial psychology, he added, this is not a good leadership.

He said: “I was very disappointed with this comment, referring to a bouleviah,” because I do not think that we will never move towards an area where artificial intelligence techniques are not used as employees within the organization. There will be complementary relationships between human employees and technology. ”

“Flex can cause anxiety among the employees who hear it as” automation for you. “This type of message can eat confidence and undermine adoption in a moment when we need employees to show very participants and ready to experience and innovate with artificial intelligence.”

Shona Waters, organizational psychologist and CEO of Fractional Insights Consulting, noted that although Benioff tells the amount of Salesforce use that uses AI-and the extent to which its customers are probably failed through the Company Forme platform to manage artificial intelligence agents-there is research from companies like Gartner suggests that many It is these AI-Drive projects that are considered their super-value.

“I think this really paves the fact that companies are really studied on how to combine artificial intelligence into their organizational design,” she said, adding that companies should also deal with the separation between what C-SUITE executives say about artificial intelligence and what is already happening on Earth.

“These leaders make these bold claims, and the employees suffer from something completely different.” She explained that their executives often have more optimism about artificial intelligence than employees, while employees have more anxiety.

She said that the companies that will succeed are those with “structural sympathy” – that is, the construction systems of workers on the front lines. “At the end of the day, you need to be humans who already adopt the artificial intelligence you need to bring them with you on a journey and know how to do this in coordination with them, rather than something you do to them.”

Pester said that CEOs may use this flexibility more than just boasting of competitors. They say, “Just take a look at us, we are before the curve on this.” He said that a better message from Benioff was “it could have been related to how to use artificial intelligence and with the strength of the human capital that we have already, we are able to do much more than we are already doing in terms of creating better competencies and value for our customers.”

At the present time, it is clear that the CEOs “want to show stakeholders that they are on board with artificial intelligence” and focus on efficiency, margins and the value of building for shareholders. ”

Or perhaps, if they have to rehabilitate humans under the line if Amnesty International proves unable to do a lot of work. In May, a few months after promoting the ability of artificial intelligence to replace human workers, the CEO of Klarna Siemiatkowski reflected the freezing of AI’s paid employment and announced that the company was adding more human employees. Bloomberg told Clarna now to ensure that customers always have the option to talk to a real person. “From the point of view of the brand, the company’s perspective, I think it is very important to be clear to your customer that there will always be a human being if you want,” he said.