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In the virtual world, individual economic behavior can be compared from the present to historical periods (Brownlee, 2008). However, the current economic conditions are much different than those of the past. In recent decades, the digital age has been realized. Today, there is

virtual technology utilized for almost every field. Social media and internet use have become the obvious use of virtual technology. Cybersecurity is evolving. In the past, users would connect to the internet with the intention of chatting with their friends. Now, the internet could be used to check bank accounts and store financial information. Digital technology has become an inevitable part of everyday life.

The internet cannot be purely considered a technological supplement for business transactions. Facebook, Google, and other online sites represent an emerging business sector. With the digital age having a positive impact on jobs, people are still skeptical of its utility and any potential negative effects. Economists have tried to predict the effects that digital technology could have on jobs. One argument against the internet is in the sense that in order to reach this technological revolution, there has to be technological development which would ultimately take out the need for all jobs (Deco, 2016). The future of the internet, as a technology, will not be based on “voice assistants” where people will be able to talk or write commands for the machines of today or technology that computers, for instance, could learn by being absorbed into their bodies and systems of microprocessors. These characteristics could not be replicated by a voice assistant due to the lack of power and low content capability. Humans and the digital human interaction could not come to a dead end for the way of use. Instead, the core of this digital revolution will be software knowledge and the interaction of humans with people.

The digital technology itself does not create jobs. The digital skills that a business requires can be readily provided by skilled and skilled workers. The other digital skills are the result of technological advancements, such as the use of software to monitor employees and systems. Employers are getting not as excited about the hiring of information technology specialists, however, they are also recognizing the opportunity and need of individuals who have mastered digital technology at a very early stage (Manti, 2016). To these employees, it is a satisfying experience and to companies, it is not a huge expense for their bottom line to produce faster, more accurate jobs. People are asking why employers should be investing in skilled, trained humans who will need to be promoted and promoted over a series of decades of technological innovation. The one main reason why employers are investing in workers who were technically trained by a university, online, or combination of the two, is to be able to achieve digital transformation, so workers may be hired simply to increase the need to the on-boarding needs of a new system (Deco, 2016). This further validates the importance of digital technologies and yet, companies are looking for more and more highly skilled hires for digital developments. This is due to the challenge of needing to retain employees through technological advances. Because companies cannot afford to replace salaries for blue-collar workers, they are now forced to source for workers through pay equity programs (Brownlee, 2008). Due to the massive rate of technological change, these companies are increasingly investing in highly skilled, computer and internet technology specialists. Finally, the digital era has made many businesses, such as factories, public transportation companies, and agriculture to seek highly skilled workers to gain the competitive advantage of their industry, as businesses have to continually utilize cutting-edge technology and modern software and technology that technological advancements do not exceed (Deco, 2016).


Deco. (2016). Global experience index survey results. Retrieved February 3, 2017, from Deco:

Manti. (2016). The future of jobs? There is work! , [online] Retrieved February 3, 2017, from Littlejohn: [Accessed February 3, 2017]

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Brownlee, C. (2008). Organization design and strategy thinking. Upper Saddle River, NJ: Prentice Hall.

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