Abstract:
This study investigated the impact of 4IR technologies on automotive industry workers, focusing on job changes in VW, BMW, Lear Corporation, and Schnellecke, the identification of organisational problems faced by workers, 4IR technology affecting employment conditions and examining worker-specific problems within the context of automotive industry original equipment manufacturer (OEMs) and suppliers. The implementation of new technologies, brought about by the fourth industrial revolution, caused many companies in the automotive industry to digitise their production processes and increase technological changes, as we have seen by the number of industrial robots being demanded by the industry and the implementation of new technology. This transition is impacting the nature and context of work for workers employed in the (OEMs) and supplier companies, as a result of its implementation in production plants and supplier companies.
This study took a qualitative form of approach and used interviews to probe the implementation of the 4IR strategies in the automotive industry. Using qualitative interviews, it is thus noticed that the problems in the implementation of 4IR strategies, like the introduction of new machinery that replaces certain manual tasks, have adverse effects on workers, such as work repositioning, natural attrition and job losses, even though the aim of the implementation of the new technology was to increase speed and profitability of the industry, as well as to make workers’ jobs easier with the prospects of eliminating harmful, strenuous and complex tasks from the body shop, paint shop and the assembly line and by creating opportunities for workers to use assistance systems to make work tasks easier and safer.
The study revealed that workers are faced with various problems of work reorganisation, short time, skills deficits, as well as health and safety problems, as a result of the implementation of the technology at automotive plants and supplier companies. This study further revealed, when evaluated, that there is an aspect of skilling and reskilling deficit for workers and suggests a model for implementation as an opportunity for workers to reskill themselves for their current and potential future job opportunities
