Project

AI and Leadership

Goal: Applied Machine Learning Days 2020 // EPFL Lausanne

The track AI & Leadership aims to discuss implications of artificial intelligence on organizational behavior, with a specific focus on leadership. How does AI influence leadership, human interactions and social relationships at the workplace?

Artificial Intelligence is already part of our lives and will continue its impact on management and the workplace. Yet currently, research and practice have been more focused on the question how to make AI applicable for organizational solutions and to raise user trust in AI. Relatively little is known, however, how AI will in turn change human interactions for instance leadership processes or organizational cultural aspects. Hence in our session we ask how various forms of AI/ML incl. robotics, whether it is performance control mechanisms in HR or robots in healthcare, change our everyday social communication and behavior patterns. Possible questions addressed are:


How will human behavior and interaction at the workplace change in the AI era?
How can AI make leaders more empathetic and/or more efficient? But also could AI have a negative impact on leader behavior and attitudes, for instance by reducing leaders attention span?
Are we underestimating the critical thinking skills needed to supervise an AI and how would these have to look like?
Will AI help us to be more humane at the workplace or could AI make organization culture and team coherence potentially worse by leading to a higher work intensification?
How will AI/ML, including automation, influence empathy, trust, and human relationships at the workplace? Can we reinvent leadership or in the worst case, lose the human touch?

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Marisa Tschopp
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Künstliche Intelligenz (KI) beeinflusst die Art und Weise, wie Organisationen Arbeit und Zusammenarbeit strukturieren. Unklar ist jedoch, welche Rolle die Führung bei der Gestaltung der digitalen Transformation übernehmen muss. In diesem Beitrag argumentieren wir für einen breit angelegten und transdisziplinären Dialog als Mittel der Wahl, um KI und Führung effektiv am Arbeitsplatz zu integrieren. Zu diesem Zweck werden die zentralen Erkenntnisse des Tracks „AI & Leadership“ der Applied Machine earning Days Konferenz (EPFL, CH) zusammengefasst und kritisch diskutiert. Die Erkenntnisse sollen als Leitplanken dienen, anhand derer ein transdisziplinärer Dialog um die Ausgestaltung der Technologieimplementierung in Unternehmen gewinnbringend fortgeführt werden kann. Gesamter Beitrag: https://www.researchgate.net/publication/345670805_Sonderband_Zukunft_der_Arbeit
Marisa Tschopp
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Tschopp, M., & Schafheitle, S. (2020). KI & Führung - Heute Hü, Morgen Hott. In J. Nachtwei & A. Sureth (Hrsg.), Sonderband Zukunft der Arbeit (HR Consulting Review, Bd. 12, S. 420-423). VQP. https://www.sonderbandzukunftderarbeit.de
 
Marisa Tschopp
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This is a brief review of artificial intelligence and leadership. it serves as a preparatory text for the Applied Machine Learning Days at EPFL in Lausanne (Switzerland, Jan 2020)
Marisa Tschopp
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The track AI & Leadership aims to discuss implications of artificial intelligence on organizational behavior, with a specific focus on leadership. How does AI influence leadership, human interactions and social relationships at the workplace? Session/ Goal: Goal of this session is twofold: First we aim to set a theoretical fundament to understand the impact of AI on leadership (State of the Art Research and Practice). Second, we seek to develop a basis for future leadership models and to create awareness on potential, unintended, negative effects.
Marisa Tschopp
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Marisa Tschopp
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Marisa Tschopp
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Marisa Tschopp
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Notes from CFP
Leadership in the Digital Era: Social Media, Big Data, Virtual Reality, Computational Methods, and Deep Learning
Schmid Mast, M., Gatica-Perez, D., Frauendorfer, D., Nguyen, L., & Choudhury, T. (2015). Social sensing for psychology: Automated interpersonal behavior assessment. Current Directions in Psychological Science, 24(2), 154–160.
Waddell, K. (2016). The algorithms that tell bosses how employees are feeling. The Atlantic.
The pace of developments in machine learning is such that today, computer algorithms can quickly achieve super-human skills in complex-decision making domains on the basis of first principles and using only self-reinforced learning (Silver, Hubert, Schrittwieser, Antonoglou, Lai & Guez, 2018). How can such insights be used to better understand leadership?
1. Formal and informal leadership via various digital means, such as social media. 2. Use of computational social sensing to provide greater insight into responses of leadership behaviors. 3. Application of technology (e.g., deep learning) for leader evaluation (non-verbal, verbal, appearance), psychometric testing, and leader development. 4. The generalization of face-to-face (i.e., close) models of leadership generalize to virtual contexts. 5. Harnessing big data from demographic, psychological, behavioral, or genetic levels, to apply to models of leadership. 6. Application of nature- or theory-inspired computational models of leadership (e.g., agent-based simulations) to better the leadership process or how leadership evolves over time. 7. Use of technological innovations (e.g., virtual reality, automated coaching, etc.) to advance leadership training. 8. Exploiting technology and big data in the context of “natural experiments” (e.g., exogenous shocks, legal interventions) in the study of leadership. 9. Examining whether evolved social cognition privileges the transmission of information available to leaders, and how this link may drive social dynamics and cultural evolution 10. Methodological how-to guides concerning the study of leadership in the digital era.
 
Marisa Tschopp
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Marisa Tschopp
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Applied Machine Learning Days 2020 // EPFL Lausanne
The track AI & Leadership aims to discuss implications of artificial intelligence on organizational behavior, with a specific focus on leadership. How does AI influence leadership, human interactions and social relationships at the workplace?
Artificial Intelligence is already part of our lives and will continue its impact on management and the workplace. Yet currently, research and practice have been more focused on the question how to make AI applicable for organizational solutions and to raise user trust in AI. Relatively little is known, however, how AI will in turn change human interactions for instance leadership processes or organizational cultural aspects. Hence in our session we ask how various forms of AI/ML incl. robotics, whether it is performance control mechanisms in HR or robots in healthcare, change our everyday social communication and behavior patterns. Possible questions addressed are:
How will human behavior and interaction at the workplace change in the AI era?
How can AI make leaders more empathetic and/or more efficient? But also could AI have a negative impact on leader behavior and attitudes, for instance by reducing leaders attention span?
Are we underestimating the critical thinking skills needed to supervise an AI and how would these have to look like?
Will AI help us to be more humane at the workplace or could AI make organization culture and team coherence potentially worse by leading to a higher work intensification?
How will AI/ML, including automation, influence empathy, trust, and human relationships at the workplace? Can we reinvent leadership or in the worst case, lose the human touch?