Question:
Please provide the one paragraph responses for the 3 articles. Try to include the positive feedback only from the article.
Response example
I completely agree that while AI is advancing quickly, it can't replace the emotional and human connection that so many jobs require. This connection is especially seen in fields such as childcare, as you mentioned, or where I see it being necessary, athletic therapy. The example you gave about feeding a toddler or changing a diaper really highlights the point that there are tasks that require patience, empathy, and real human presence that AI just can't replicate.
I also liked how you mentioned that AI still relies on human-created content and input. That reminds us that technologies don't exist independently, as they are built by humans behind the scenes.
Hopefully, AI will be used to make work easier, and not to replace the very human parts of our jobs. And in hands on human jobs, AI could be used in other parts of that job field, such as the office tasks in a daycare.
Article1 sabrina:
I disagree with the idea that gig workers should be classified as independent contractors. Even though gig workers have the freedom to choose when they work, they still rely on platforms like Uber or Air BnB for access to jobs. Mojtehedzadeh (2024) explains that these "jobs are mediated almost entirely by an app, most Foodora couriers didn't even know who their colleagues were - let alone whether they had the same concerns about working conditions" (Mojtehedzadeh, pg. 5). This quote shows how isolating gig work can be and how it prevents workers from building community and even being able to come together to fight for better treatment.
At the same time, gig workers are excluded from job protections because of how they're classified. They perform the same kinds of tasks as employees. For example, Uber drivers do mostly the same work as taxi drivers, but they don't receive basic labour rights like minimum wage, paid sick leave, or vacation time. This classification benefits the companies by reducing costs, but it leaves workers without the job safety they deserve (Srnicek, 2017, pg. 256).
Overall, I don't think gig workers are truly independent. They don't get benefits, job security, or chances for promotion like traditional employees. Just because they have flexible hours and more control over scheduling, doesn't mean they should lose access to basic job security and benefits. They do the same kind of work as employees and should be treated the same. Need Assignment Help?
Article 2 Brianna.
I disagree that gig workers should be classified as independent contractors. Even though these workers are not truly independent, companies frequently use this label to avoid providing them with fundamental rights like minimum wage and benefits. According to Taylor and Rioux (2018), gig labour is a component towards jobs that are insecure and unstable. Since platforms control how gig workers work, monitor their performance, and determine how much they're paid, they are essentially treated like employees. However, businesses exempt themselves of any accountability for their welfare by referring to them as independent contractors. If they were independent they would have control over how they work and not have to be surveillanced by apps and ratings.
This is demonstrated in the Foodora case where the employees were only paid for each delivery they did, had no job security, and had to comply to regulations on the app (Mojtehedzadeh, 2020). They were considered dependent contractors which meant they were not fully autonomous and deserved some rights. What stood out to me in this reading was how the company shut down in Canada rather than taking the initiative to treat their employees correctly. This is the same example as Uber, Skip the Dishes, and Doordash as they are paid for each delivery and not by the hour, they have to comply to the companies standards, and report their actions as when they pick up and deliver food. These workers have limited control over their working conditions and rely on the platform for their income. More rights and protections should be taken into account of their work.
Article Noor 3.
I believe that classifying gig workers as independent contractors is problematic and often unfair. While this classification provides companies with flexibility and reduces their responsibilities-such as providing benefits, minimum wage guarantees, or workplace protections-it often leaves gig workers vulnerable to exploitation and insecurity.
Many gig workers rely on these jobs as their primary source of income, yet they lack access to basic employee rights like sick leave, health insurance, and unemployment benefits. This can create financial instability, especially when work is unpredictable or platforms change their algorithms and pay structures without notice.
On the other hand, some argue that gig work offers valuable flexibility that traditional employment does not. Being an independent contractor allows workers to choose when and how much they work, which can suit people balancing other responsibilities or pursuing multiple income streams.
However, in many cases, the reality is closer to disguised employment, where companies exert significant control over workers' schedules and performance but avoid the legal responsibilities of being an employer.
In conclusion, I believe gig workers deserve better protections and should be given the option to be classified as employees when their work resembles traditional employment. This would help ensure fair wages, benefits, and rights while still preserving some flexibility.