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4 Trends in Architecture and Engineering

06Jun
Green KeyArchitecture + Engineering, General Interest, Information Technology, Leadership + Management

The architecture, engineering, and construction industries are consistently evolving to improve the nature, efficiency, and quality of projects. Employees in these industries must always be informed and prepared to upgrade their workflow based on the latest tools and technologies.

Last month, Forbes Technology Council member Claire Rutkowski documented several trends shaping the current architecture and engineering landscape. Here are the key takeaways:

1. Digital twins

“A digital twin is a digital representation of a physical asset, process or system, as well as the engineering information that allows us to understand and model its performance,” says Claire Rutkowski.

With the advancement of machine learning, digital twin technology is becoming increasingly prominent in data collection processes across various industries. In the healthcare industry, for example, hospitals have relied on digital twins to determine workflows and staffing needs.

TWI Global breaks down the basics of digital twins here.

2. Artificial intelligence (AI)

According to Rutkowski, AI is already being built into engineering software for processes such as generative design, material selection, and robotic process automation (RPA).

The tricky part will be training and maintaining AI models used by the software. Leaders in the industry may need to hire new teams to fulfill this need.

3. Renewable energy

With growing awareness of global climate change, many consumers are divesting from fossil fuels in their homes and vehicles. As demand for renewable energy increases, architects and engineers must figure out ways to factor sustainability into their processes and products. 

Rutkowski suggests approaching CTOs and/or design leaders to track “emerging technologies and materials.”

4. Big data

The use of Internet of Things (IoT) sensors is amplifying the need for mass data collection.

“For instance, sensors can let a wastewater treatment plant operator know when flow is suboptimal.”

In order for this type of process to work effectively, industry leaders might consider shifting data teams closer to designers and clients.

Take your architecture or engineering background to the next level

As new tools and technologies continue to reform the industry, leaders will be on the lookout for new people to step into these emerging roles.

Let them know you’re ready to take on the challenge.

Visit https://www.greenkeyllc.com/area/architecture-engineering/ to work with Green Key’s dedicated Architecture + Engineering team today.

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With Cupid making his annual appearance in just a few days, this is a good time for HR professionals and managers to remind workers that the rules about relationships among co-workers apply as much on Valentine’s Day as on any other day.

Far from rare, romantic relationships in the workplace are common and become more so as careers progress. A Vault survey last year found 58% of all workers have had an office romance. Among workers over 50, it’s 72%. Another survey found 14% of married couples found their significant other at work.

However, for every success story, there are many more relationships that end uncomfortably. Even under the best of circumstances, these entanglements affect the rest of the office, fueling gossip and, should a manager be involved, charges of favoritism.

“Workplace romances can adversely affect employee morale and productivity by distracting the romantic partners and their co-workers,” Dana Chang Dikas, an attorney with labor and employment law firm Fisher Phillips, told BusinessDaily. “They also may lead to conflict and claims of disparate treatment or sexual harassment.”

Employers may not be able to keep romance from developing, but having a clear set of policies and reminding employees what they are can do much to mitigate the negatives. Valentine’s Day is not, workers should be told, an opportunity to make advances or express desire. Sending a card, flowers or other gift to a co-worker may be seen by the recipient as an unwanted sexual advance.

A smart company policy is to require couples involved in a romance to disclose it to HR. More and more employers are also requiring these co-workers to sign “love contracts.” These contracts typically require the individuals to acknowledge the relationship as consensual, waive employer liability for the consequences of the relationship and require them to refrain from inappropriate or amorous behavior at work. They also incorporate the company policy on such conduct as well as the anti-harassment policy.

While it’s impractical to impose a blanket “no-dating” policy, it is appropriate to expressly prohibit supervisors from becoming involved with a subordinate. Some companies enforce the policy by termination; others by reassigning. In all cases, experts say, the hammer should fall more heavily on the supervisor.

Whatever your specific policies are about office romances, be sure all employees know what they are. They may be in the handbook, but taking the time now to spell them out clearly will make sure Friday that Cupid hasn’t suspended the rules about appropriate workplace behavior.

Image by Karen Arnold from Pixabay.

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Healthcare, Information Technology
Jun 6, 2023

AI Chatbots Could Ease Demand on COVID-19 Hotlines

Healthcare, Information Technology
Jun 6, 2023

AI Chatbots Could Ease Demand on COVID-19 Hotlines

A solution to overtaxed COVID-19 hotlines could be only a chatbot away.

Researchers from the Indiana University Kelley School of Business found that when callers felt comfortable in the chatbot’s ability they considered the bot at least as good as a human.

“The primary factor driving user response to screening hotlines — human or chatbot — is perceptions of the agent’s ability,” said Alan Dennis, chair of internet systems at Kelley and corresponding author of the paper to be published in the Journal of the American Medical Informatics Association.

“When ability is the same, “he said, “Users view chatbots no differently or more positively than human agents.”

Noting that, as they write in their report, “The sudden unprecedented demand for [COVID-19] information is overwhelming resources,” Dennis and three other researchers set out to learn if people would use a chatbot and follow its advice. They presented text chats between callers and agents. Each study participant saw the same exact chat. Some were told the agent was a bot; others were told it was a human.

The researchers found the participants biased, believing the chatbots less able than a human agent. Those who trusted the provider of the chatbot service were more comfortable in the bot’s ability.

“The results show that the primary factor driving patient response to COVID-19 screening hotlines (human or chatbot) is users’ perceptions of the agent’s ability,” the researchers wrote. Driving that perception is the user’s trust in the provider of the screening hotline.

“A secondary factor for persuasiveness, satisfaction, likelihood of following the agent’s advice, and likelihood of use was the type of agent, with participants reporting they viewed chatbots more positively than human agents.”

“This positive response may be because users feel more comfortable disclosing information to a chatbot, especially socially undesirable information, because a chatbot makes no judgment,” they theorized.

To make hotline callers more comfortable and confident speaking with a chatbot, the researchers suggest the sponsoring organization develop “a strong messaging campaign that emphasizes the chatbot’s ability. Because trust in the provider strongly influences perceptions of ability, building on the organization’s reputation may also prove useful.”

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