artificial managers, artificial management, managers, artificial leadership, team management automation, artificial intelligence
In the previous post, I described what managerial tools a robot manager can have to solve managerial problems. The tools were based on a managerial method or technique described in the literature and sometimes (or rather rarely) used by managers. Today I will present some ideas for tools based on the history of events, that is, not being some independently existing mechanism, but working on the basis of the previous use of such a tool and the accumulation of knowledge
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Many stories begin with: a long, long time ago… And I’ll start telling this story that way too. A long, long time ago, when there was no Instagram yet, and Google maps led travelers mostly into the middle of a lake, I started working on managerial tools that would complement existing managerial techniques with which managers (knowing them or just applying them intuitively) solve organizational problems. The idea was simple and I later described it in detail in the concept
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Do you remember the movie called AI Artificial Intelligence, directed by Steven Spielberg? It’s been 22 years since its release, but I watched it only now, and I guess it’s the right time to understand what message the director sent us more than 20 years ago. Although the film has been criticized for its rather banal script and the simple emotions it evokes, it gives the viewer a lot to think about, especially now that ChatGPT has been hailed as
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Today an entry of a slightly different nature. It will be more of a curiosity than a fact from the artificial intelligence space, but quite symptomatic. According to zippia.com, in 2020 in the United States only 35% of managerial positions were held by women. An even smaller percentage of women held CEO positions of Fortune 500 companies – only 8%. According to the same portal, globally, women hold 23% of CEO positions, 29% of senior management positions, 37% of executive
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This will be the second part of my thoughts on the consequences of replacing a human manager with a robot. Without introduction we begin. There was first, second, third…. Fourth, the artificial manager will completely change the interactions in the work team. For now, for the sake of simplicity, I will assume in my posts that only the manager will be a robot, and the rest of the team members will continue to be human. However, let’s imagine for a
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