IndexEvolution of digital business and human resourcesManaging people in the digital contextConclusionsReferencesWorking in the digital age requires a multitude of skills to compete in an ever-changing market this is complex and each area presents its own challenges. This essay explores working conditions during the digital age. We will also touch on aspects of management theory, ethical considerations in the digital environment, digital presence, artificial intelligence, innovation and a potential digital revolution. Say no to plagiarism. Get a tailor-made essay on "Why Violent Video Games Shouldn't Be Banned"? Get an Original EssayEvolution of Digital Business and Human ResourcesThe history of management has adapted over the years with the first true management theory of 1900; this is due to the industrial revolution which led to the construction of large factories, determining the need for an organizational structure to enable the efficient management and production of businesses. In today's business environment, management theory is classified into 4 schools of thought: classical, human relations, systems, and contingency theory. Classical theory can be considered traditional management theory, being one of the oldest theories and outlined the first formal approach framework for seeking to maximize productive performance. Taylor's scientific management theory can be used as one of the most important examples of this: it focuses on maximizing production while minimizing time spent, allowing workers to specialize in tasks, allowing for a more streamlined process in the industry, eliminating operations expensive and the first establishment of a structured hierarchy. In today's modern society, the structure of Taylor's method is still visible, although there are several limitations; one of the most important is that it offers no support to the employee's social and psychological needs, causing harmful side effects such as lack of motivation and a decrease in overall productivity for production. Human relations theory first began to appear In the late 1920s and early 1930s, when production began to decline due to the new management of the industry, many workers became demotivated. The theory demonstrated that if the relationship between managers and employees was strengthened, morale increased, leading to increased production, job satisfaction, and organizational commitment. This was also demonstrated by the Hawthorne studies, which showed clear links that production was also influenced by group decisions and social norms. Employees take pride in their work and would like to be able to offer input; ultimately, the classical structure diminished this effect and led to unexpected drops in production. A limitation of this model is that the research and study conducted involved groups of people and was not representative of large bodies within the organization; this also depended on factors such as pay, working conditions and the circumstances of individual employees. McDonaldization includes the 4 principles predictability, calculability, efficiency and control, this can be seen today as a model used to optimize the services to be provided to the consumer in the most efficient way possible. In today's modern business world, the effects and implications of McDonaldization are quickly becoming more evident, spreading across many business areas in different forms. One implication is that management attention isnow aimed at delivering products as quickly as possible, minimizing the time spent on tasks and the entire product cycle. Another implication is the standardization of products, to ensure that customer satisfaction is consistent, to achieve this management is now more likely to replace human labor with machinery and technology to create the same level of control and reduce the human error. Management in the modern era has now become more oriented towards McDonaldization, with major negative drawbacks, such as the fact that the workforce is unskilled, resulting in their jobs being easily replaced and, in some areas, leading to unemployment or harsh working conditions with workers unable to speak out for fear of being replaced. Working in the digital age faces people with many new modern challenges, one of which is managing and taking care of their digital presence, usually on various social media platforms: the things we tweet and the posts we like or we share all contribute to our digital presence. In today's world, there should be greater ethical consideration for what we post and how others may interpret it, as others may see different meanings than what your original intention was. An ethical line was crossed and had serious repercussions which led to 6 HSBC bankers being unemployed. The group had filmed a video of a mock ISIS execution, in which they faked the death of a colleague using a coat hanger, shouting "Allahu Akbar". This caused a serious public offence, as it followed the kidnapping of a Salford man who was executed in Syria by ISIS members. Once the men posted the video on Instagram, it quickly gained popularity and caught the attention of The Sun, who passed the information on to HSBC bank, issuing a formal statement of apology to the public, declaring zero tolerance towards this type of behavior. our digital identity should be a concern for everyone who browses the internet, as it can affect future job prospects or current jobs as 93-96% of employers will review candidates' social profiles. Some things we post or share can have unwanted effects, as seen in the post above, even inexplicit posts like weekend parties or frequent selfies can influence new job applications. Some employers may not be happy to accept you for posting your extroverted lifestyle if it involves frequent drinking or potential drug abuse. The frequency of posting could also affect your employment chances. If you are someone who posts 4 to 5 selfies a day, this may raise questions during recruiting about the individual's time management and productivity or indicate that the person is not a good team player, as they may be more self-centered. presence isn't always a bad thing, with many recruiters looking at professional social media platforms like LinkedIn and non-professional sites to gain insight into your character and hobbies. Individuals with zero digital identity can be rejected from jobs altogether, 41% of employers are less likely to interview candidates if they don't have a digital existence, so this can be used to your advantage and set you apart from others candidates. Building a positive digital presence is vital for employment in today's digital age, as it allows you to showcase quality, favorable activities in your personal life, and achievements or qualifications on professional platforms. Social media helpsrecruiters get a feel for your lifestyle outside of work and can make the difference between your choice and that of other candidates. Presenting a high-quality digital presence in the digital age should be a key factor to consider as your actions can have unforeseen consequences that in some cases lead to unemployment. However, your digital presence can be used to set you apart from others and is crucial in the world of work as a number of recruiters will monitor it; integrating into a digital age means you must have considered what you publish and disseminate as, ultimately, this reflects your character. Managing people in the digital context The digital age has dramatically changed the way we manage people. Our perception of marketing, data processing, data mining and how we interact with others has been affected. Artificial intelligence (AI) continues to change how businesses interact with their stakeholders and how we run businesses. This essay will investigate the current state of artificial intelligence and innovation, the future of technology, and how the development of the digital world relates to privacy and data protection. Data privacy gives you control over what data companies collect and what they can do with it; data protection, on the other hand, is the prevention of unauthorized access to your data. In this digital age, the change in people management manifests itself in third-party companies collecting data. A prime example of this is Facebook, where they provide user data to advertising companies to be able to deliver targeted ads to users and directly influence purchasing patterns. Facebook's business model is based on displaying targeted ads to its users, profiting from the display of ads on its platform, and influencing users to purchase sponsored products or services. Artificial intelligence has rapidly evolved the way companies collect data to create targeted ads using voice recognition, spotting patterns on social media, and linking your location to things that might interest you. This evolution in technology has made it easier for companies to sell products to specific audiences. Does this cause harm to the public? Data mining with artificial intelligence can increase profits, reduce costs and promote innovation; However, ethical concerns in privacy and data protection are important when using AI with personal data. The more personal data an AI machine collects about an individual's activity, location, interests and opinions, the more accurately it can predict what you will or will not accept. Problems arise when data is used to spread political extremism, fake news or track movements. As defined above, data protection and data confidentiality are different: data protection does not guarantee data confidentiality. The development of artificial intelligence can help the evolution of our species, making information more accessible and carrying out mundane tasks to enable greater human freedom. However, AI can also hinder our evolution as advanced facial recognition software is developed and organizations such as governments can increase their control over the general population. All public movements and associations could be monitored in great detail, some data protection would be implemented, but there would be virtually no data confidentiality. This limits human freedom, since..