artificial managers, artificial management, managers, artificial leadership, team management automation, artificial intelligence
In the previous parts, I described what concepts and divisions of management styles we took into account and why. So what results did we get? Let me remind you of the two hypotheses we posed before the study: We conducted the study on June 29-30, 2021 and lasted 36 hours. The group of observation participants consisted of 6 2nd degree students from the University of Silesia in Katowice, Poland, working in two equal virtual teams, each with a designated team
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In my previous post on measuring leadership styles to use knowledge about a manager to simulate his performance and consequently replace him with an artificial manager, I wrote about the first concepts and divisions of leadership styles. Now I will show what division of management styles we took into account and why. First, we looked at the classification of management styles according to R. Likert. He distinguished the following styles: exploitative authoritarian, benevolent authoritarian, consultative and participative (Likert 1958). Such
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Two years ago, we wrote an article with Dr. Adrian Pyszka from the University of Economics in Katowice on how to measure managerial styles using my TransistorsHead.com managerial tools. We published this article as part of the XXV conference “INDUSTRY 4.0 A MANAGEMENT AND PRODUCTION ENGINEERING” organized by the Polish Production Management Association, the Polish Innovation Management Association and the Production Engineering Committee of the Polish Academy of Sciences. Why did we consider this topic important in the context of
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Two days ago, I described how, using the technology used to build an artificial manager, TransistorsHead.com online manager tools, it is possible to reverse engineer the learning process of an artificial manager and measure the leadership style of a human manager. Our study, which we performed using the non-participant observation method, involved two teams led by managers. We tried to verify two hypotheses, one of which we found true and the other false. If you haven’t yet read about this
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I already wrote about management styles a few months ago in the context of using the concept to design a robotic manager. Let me remind you that the most well-known among practitioners is Blake and Mouton’s management grid. It is based on two indicators: concern for people and concern for results. This division distinguishes five classes of management styles: impoverished management, authoritarian management, relationship-oriented management, sustainable management and integrated management [1]. However, a more recent conception of management styles simplifies
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