Day 5
The management way of Ford Boss (3)
设备可以收集众多员工在工作场所的活动数据，但员工的认知贡献也会减少。这类技术为自动化铺平了道路，正如在工厂中引入严格管理和纪律制度促进了人工被机器取代的进程。
Heaps of data about their activities within a workplace are gathered, while their cognitive contribution is reduced. In both ways, such technologies pave the way for automation, much as the introduction of regimentation
and discipline in factories facilitated the replacement of humans by machines.
自动化的潜能会使得企业权力高于员工。那些想要加薪，或加入工会以试图分得企业利润一杯羹的员工，会因为机器人的威胁而打退堂鼓。
The potential of automation increases the power firms over workers. Anyone thinking of demanding higher pay, or of joining a union in the hope of organising to grab a share of the returns to increased efficiency, can be cowed with the threats of robots.
白领也无法逃脱老板的压迫。事实上，2015年《纽约时报》的一篇报道称，亚马逊推行基于数据的管理方法，据说这让很多白领苦不堪言，痛哭流泪。
White-collars are not spared oppressive bosses. Indeed, as New York Times reported in 2015, Amazon has experimented with data-driven management techniques known to drive some white-collars workers to tears.
（但其他人告诉《纽约时报》说，他们能从容应对，“因为亚马逊推动他们打破了自己的极限”。）金融业或科技界的员工工作艰难苛刻，收入也高，这可以看成是他们繁重工作的合理补偿。
(Others, though, told the Times that they thrived at Amazon, “because it pushed them past what they thought were their limits.”) the high pay of workers with exacting jobs in finance or technology can reasonably be seen as compensation for their burdensome working conditions.
工作不开心的职员常常可以找一份不那么压抑的工作，虽然工资相对较少却还过得去。随着亚马逊等企业使用新工具来监督和指导员工，员工是感觉自己在进步还是身处地狱，这就取决于他们能否轻松地要求加薪，能否随性地辞职且不用担心辞职后的困境。
And unhappy professionals can usually find less oppressive work that pays a lower but still decent wages. As Amazon and other firms embrace new tools to monitor and direct their workers, the difference between the progress or dystopia comes down to whether they feel comfortable demanding raises, and whether they can quit without fear of serious hardship.
事实上，在引起不可避免的强烈反应之前，企业可以对这些问题深入思考一番。
Indeed, firms could ponder such matters themselves before the inevitable backlash.
