People Management - Science topic

AI can be designed to optimise organisational management processes such as performance analysis, project management and task delegation. The question is whether AI should take on the role of a leader in an organisation or whether people should remain responsible for making key decisions. Research shows that AI technology in the role of an organisation leader can improve the efficiency of processes based on data and optimisation of activities. On the other hand, AI as an organisation leader may not take into account the important emotional and social elements that are key to people management. Therefore, perhaps the best solution is to combine human leaders with AI tools that support decisions and optimise processes, but do not replace human interaction. In light of this, the question is about the evolution of the role of leaders in organisations. Although AI can bring huge benefits in terms of efficiency, process optimisation and analysis, it cannot replace people's leadership skills, which include aspects such as team motivation, intuition and conflict resolution. People have the ability to make decisions based on moral and ethical values, which is crucial in managing organisations. AI can be a powerful tool to support leaders, but it should not completely replace them in the role of decision makers.

My articles below are related to the above issues in some aspects:

I have described the key issues of the opportunities and threats to the development of artificial intelligence technologies in my article below:

OPPORTUNITIES AND THREATS TO THE DEVELOPMENT OF ARTIFICIAL INTELLIGENCE APPLICATIONS AND THE NEED FOR NORMATIVE REGULATION OF THIS DEVELOPMENT

I have described crisis management in companies in the article:

CRISES IN THE ENVIRONMENT OF BUSINESS ENTITIES AND CRISIS MANAGEMENT

I have described the application of Big Data technology in sentiment analysis, business analytics and risk management in my co-authored article:

APPLICATION OF DATA BASE SYSTEMS BIG DATA AND BUSINESS INTELLIGENCE SOFTWARE IN INTEGRATED RISK MANAGEMENT IN ORGANISATION

And what is your opinion on this matter?

Please answer,

I invite everyone to join the discussion,

Thank you very much,

Best wishes,

I invite you to scientific cooperation,

Dariusz Prokopowicz

There are a number of driving cycles and scenes (acceleration, hill-climbing, etc.) to be considered for vehicle design, including legislative requirements and each OEM's own design standards. Taking all the design trade-offs in terms of the cycles and scenes into consideration would be almost impossible and computationally intractable for example even in the case of design optimization. I am wondering how people manage it. Do they only focus on the cycles and scenes that are important for marketing purposes to determine the vehicle baseline design?

In my opinion there is a relationship, a correlation between the decision making by the manager and the performance of tasks by employees and the quality, performance of the work performed. In addition, specific techniques of personnel management and the entire company are also important. It is also important to build a proper translation between decision making and the applied model of personnel management by the management of a given organization and the type of a specific economic entity, its specificity, specificity of branch, industry it represents, pace of development, life cycle in which it is located, etc.

Do you agree with me on the above matter?

Please reply

I invite you to the discussion

Best wishes

What kind of scientific research dominate in the field of Good governance in business?

Please, provide your suggestions for a question, problem or research thesis in the issues: Good governance in business.

Please reply.

I invite you to the discussion

Thank you very much

Best wishes

Some married couples used their spouses as their next of kin while some used the first child, others used the first male child. Some people also preferred to use their siblings for next of kin. Who do you think should be the next of kin as a married person or unmarried person ? What are the criteria of choosing the next of kin? I will appreciate candid answers to this question.

Is the significance of human capital changing due to the ongoing fourth technological revolution known as Industry 4.0? Can the role of human capital decrease in the perspective of the next 20-30 years due to the development of Information Technology Industry 4.0? How will the labor market change? Will robotics change the labor market by reducing jobs for people? Will new kinds of professions and jobs for people be created?

The current technological revolution, known as Industry 4.0, is determined by the development of the following technologies of advanced information processing: Big Data database technologies, cloud computing, machine learning, Internet of Things, artificial intelligence, Business Intelligence and other advanced data mining technologies. How will the current technological revolution Industry 4.0 change the labor market in the next 20-30 years?

Some analyzes of the prospects for the development of labor markets suggest that due to the development of information technology Industry 4.0 in 2030, 70 percent. professions and workplaces will be new types of professions, specializations, etc. in the scope of work performed by people, whose names we do not know yet.

Will new types of professions and workplaces for people be created in connection with the development of Information Technology Industry 4.0, which will be a kind of buffer for the reduction of other jobs due to progressive robotization, implementation of artificial intelligence, Internet of Things to the processes of production of goods?

Please reply

I invite you to the discussion

Thank you very much

Best wishes

Hi All.

I am conducting a study on occupational stress management. I have been advised to use Interpretative Phenomenological Analysis to do this but I have mixed feelings about it. While IPA explores respondents' lived experiences and they way make sense of phenomena, is it still a suitable method to analyse people's occupational stresses and their coping mechanisms?

Thanks,

Marta

India, with over 1.3 billion people, managed to win only two medals–one silver and a bronze – in the Rio Olympics 2016. In Asian Games 2018, its performance is very poor in comparison with China, Japan and South Korea.

Some researchers in the field of artificial intelligence indicate that in the future many professions, including work done by people, will be replaced with artificial intelligence.

For example, advisors in call center departments and commentators who write comments on internet forums, etc., are pointed out that they will be replaced by artificial intelligence.

Apparently, internet technology companies that run social media portals are working on artificial intelligence, which will take over from the operator of the social media portal.

But some researchers in the field of artificial intelligence suggest that artificial intelligence can also replace advisors in the field of high qualifications and direct contact with people, which is highly debatable.

In such theories one can find suggestions that, for example, doctors in the field of certain specialties and GPs will be replaced by artificial intelligence.

Sometimes these theories also indicate, for example, engineers, some of which specialties are to be replaced by artificial intelligence, but for engineers it depends on specific technical specialty.

Do you agree with these types of far-reaching theories?

In my opinion, it is rather excessive, exaggerated, idealized, too far-reaching theories regarding the prospects of artificial intelligence in the future.

In view of the above, please answer the question: Will artificial intelligence soon replace some of the services provided by people?

Please, answer, comments. I invite you to the discussion.

Different people have different biological properties like DNA ,finger prints, iris and so on.

We’re looking for a mechanism that can identify people according to their cerebral frequencies and nervous system.

Is it possible to recognize these differences?

And do you know about unique parameters of the brain frequencies?

Have you ever read something about it?

To control global warming and to achieve global environmental, economic and social sustainability the world is planning and executing many activities. Are all these in the right direction?

The world soil still conserve more Carbon in it than the Carbon in the atmosphere as CO₂?. Similar is the stock of Carbon as carbonate in the oceans. We can, not only prevent the oxidation of these carbon into atmosphere as CO₂, but also can conserve the the atmospheric CO₂ to the same solid forms in the soil and marine corals if proper ecological measures are taken.

Therefore, any conservation and restoration activity that reduces degradation of forest, soil, sea and reduction in fossil fuel burning can arrest the rate of increased CO₂ emission into the atmospheric; along with arresting of release, the same activity can fix more carbon on to the earth surface as solid carbon and thus can reduce atmospheric CO₂ and there the same activities can control global warming. Is it not true? Do the world has sufficient programmes to address these issues?

In the current scenario of global environment and health crisis, don't humans need to emphasize the environment and health value of vegetarian food habit?

The vegetarian food habit can lead to less intensive use of soils; less intensive agriculture activity can lead to less use of fossil fuels. Moreover, less use of fertilizers and less intensive cultivation can lead to more conservation of carbon into soil as solid carbon. isn't it true?

Less intensive agriculture enable humans to more afforestation activities and thereby convert more atmospheric carbon to solid biomass and fix the same more into wood and soil ... if true, why not global focus is on the path?

Of course the food habit should not be forced. But humans as intelligent social species need to give emphasis on nutritional, health and environmental priorities in deciding the food habit from a wider social perspective. In fact, cultural, emotional and traditional priorities rule the food habit of people ...should it be like that for the sustainable future of the world?

It is not important that one should become a vegan, but one can start avoiding meat for the sake of the rest of the world and the future generations, if possible by own decision.- can it be possible?

Avoiding meat alone may enable humans to save huge amount of grains for the people who have deficiencies, due to the inherent climate or land fertility or political problems of the places where they are forced to live. Moreover, the same can help countries to conserve their soil and water resources much better for future generations.What do you think?

Humans are currently over consuming our natural resources - soil, biodiversity, freshwater resources, oceans and the like ignoring the right of future generations to have all such resources for their existence. We should not 'pick-pocket' or 'cannibalistic' on our future generations ... are we pick-pocketing our future generations?

It is not number of people, but their life-style that destroys sustainability. Of course, a family should have a control on the number of children they can grow up as self-confident humans. But we should remember that the world need a lot of ecologically erudite people to manage it sustainable than few machines ... is this argument sound and good for future of humanity?

Should, every nation, if possible the UN has to emphasize adding the significance of vegetarianism in the environment educational content of young children throughout the world as an important measure towards global economic, environmental and social sustainability?

What else humans need to plan ahead along with the current global planning under the aegis of the UN and other international agencies?

Dr. Ossi Aura, Dr. Tomi Hussi, Prof. Juhani Ilmarinen and myself have demonstrated in several studies that people management or promotion of the knowledge, motivation and work-ability of  the personnel increases the financial performance of the firm. Still this kind of measures are repeatedly ignored when discussing productivity promotion on a national level.

My colleague's thesis consists of a situation where she has performed a t-test to analyse the differences between male and female respondents' responses with respect to all the independent and dependent variables in the study. Is it right to do so? If yes, please elicit references.

Is Chi-square a more appropriate test in this situation? If yes, please elicit references.

To  be precise, the thesis proposed to compare male and female respondent differences across all their independent and dependent variables measured through a structured questionnaire of 55 items on a 5-point likert scale of respondents' self-reported opinions of agree/disagree and neutral types through that particular hypothesis

Social media has become a reality today, and is used by common people quite extensively. Organizations are also using it to attain greater degree of competitive advantage. It has been largely used in marketing of products and services. Can you think of the ways in which social media can promote better people management in organizations? Are there any research studies on this issue?

What are the applications of data mining in the municipality? Actually, what are the applications of artificial intelligence in the municipality? Based on polling and data which are gathered from other resources.

We are trying to assess employees personalities to understand what kind of personalities work well with other.

Employee engagement is the buzz word in people management  research and practice these days. Some of the most important competencies that need to be developed among managers for promoting employee engagement are their ability to provide care, compassion and empathy to employees in general. It is well known that,  these competencies must be developed early enough in the  management   students. In your view, what devices and methodologies can be used to imbibe these abilities among them? And, how can the progress in this regard be measured?

Contemporary research in organization structure shows a paradigm shift in people management across the globe. Organizations are moving from high power-distance to building themselves as low power-distance entities so as to empower and enhance their employer brand and employee engagement. This is not an easy task in any locale; and still more so especially in oriental contexts where the power distance is usually very high. In this context, every turn around of a company would necessitate measuring the power distance that prevails in it before an action plan can be formulated towards this end. 

What indicators you think can be used for measuring the incidence of power distance in an organization?  

Often, organizations decay in effectiveness due to bad internal communication. Research has revealed that communication skills are the most important skills for determining success of managers in organizations. The salient question is of measuring the effectiveness of communication policies in organizations. Your views on some indicators in this regard?

It is well known that strategic people management is concerned with alignment of HR strategy with business strategy; and also shaping the desired behaviours among the employees that help operationalize the business strategy. How can this be done in actuality is the moot question. I wished to know, whether and how, taking the help of the Balanced Score Card framework, we can make use of KPIs ( Key performance indicators) in this regard?

Many people consider anger as something like a curse; it is seen as a weakness of the person getting angry. But that may be too ideal an interpretation. In actuality, to get angry at the wrong-doer may help prevent an ugly situation as it might silence the wrong-doer. What do you think?

Leading organizations are focusing on carving out appropriate values and creating such conditions that facilitate people to learn to live those values. This enhances organizational brand and helps in aligning people's attitudes and behaviors to business vision and goals. Thus, the focus is on personal development as well as organizational development.

But it has been found to be the most difficult task to do so. On the basis of your experience, what method/s do you suggest for this to happen so that people do not feel it stressful to learn and adapt to the new values?

It has been revealed by research that Gen Y (those born between 1979-1995) has demonstrated a different attitude. On the positive side, the commonality among their habits and expectations are: preference for fast career growth, communication through texting, respect for merit rather than age, sharper ability to grasp things, primacy on work-life balance, and so on. Does it mean that managers will need different sets of abilities to motivate them for higher productivity compared to what they are used to doing for motivation of people from the earlier generation?

It has been found that dispositionally most people can be divided into either of these two broad categories in their leadership/managerial style. While some proactively trust everyone they work with and behave with them with empowerment and involvement approach, others indulge in command and control, suspect their sincerity, and use the carrot and stick approach in people management.

In terms of preferences which three factors you value the most in order of preference: more salary & benefits, autonomy, good boss with leadership qualities; dignity; caring employer; conducive organizational culture; flexibility; chances of promotion; interesting work; job security; work-life balance; growth opportunities; fun and positivity at the workplace; or any other

Communication specialists have been suggesting the use of terms or emotions (through body language) that can really make impact on the receiver and influence her/him to the desired goal. One has to thoughtfully decide as to which message/words can work in a particular situation, like the one in the situation shown in the attached video. I wished to know more such situations of impactful communications that you know.