This lecture is part of a business law course focused on ethics and leadership. This is the student's first introduction to implicit bias and heuristics.
Research demonstrates that we all harbor unconscious biases. The good news is that enhanced awareness and training can create an inclusive culture that identifies and helps eliminate these hidden biases.For more details
http://www.tatvaleadership.com/htm/unconscious-bias-training.html
What is bias? How did we develop it? And, most important, what can you do about your own personal bias? Join us for an interactive presentation that will draw upon videos, vignettes, and personal experiences to help you better understand “unconscious bias,” explore how it shows up in your life at work and beyond, and make a specific action plan to counteract your biases.
Where an organisation or individual is aware of stereotyping and bias, many effective steps may be taken to correct behaviour.
But what to do when the bias is more subtle or unconscious? These unconscious biases and stereotypes are a major barrier to organisations achieving true inclusion and diversity.
In this webinar Dr Pete Jones, author of Hogrefe Ltd’s unconscious bias testing tool Implicitly, gives an introduction to the topic of unconscious biases and looks at what you can do to address them.
Research demonstrates that we all harbor unconscious biases. The good news is that enhanced awareness and training can create an inclusive culture that identifies and helps eliminate these hidden biases.For more details
http://www.tatvaleadership.com/htm/unconscious-bias-training.html
What is bias? How did we develop it? And, most important, what can you do about your own personal bias? Join us for an interactive presentation that will draw upon videos, vignettes, and personal experiences to help you better understand “unconscious bias,” explore how it shows up in your life at work and beyond, and make a specific action plan to counteract your biases.
Where an organisation or individual is aware of stereotyping and bias, many effective steps may be taken to correct behaviour.
But what to do when the bias is more subtle or unconscious? These unconscious biases and stereotypes are a major barrier to organisations achieving true inclusion and diversity.
In this webinar Dr Pete Jones, author of Hogrefe Ltd’s unconscious bias testing tool Implicitly, gives an introduction to the topic of unconscious biases and looks at what you can do to address them.
Panel at Carbon Five:
Join us for a panel conversation and open discussion about unconscious bias with Natalie Sue Johnson and Sonya Green. We'll discuss what it is, how it affects our workplaces and how we can learn to prevent it from negatively affecting our interactions with others.
Please bring your curious questions and experiences for sharing!
How to recognize and minimize unconscious bias in the workplaceCase IQ
The modern workplace should be an inclusive and welcoming environment for all employees but that isn’t always the case. In fact, systemic inequality is the norm for a vast number of workplaces throughout North America, Europe and beyond. And while the BLM and MeToo movements have received much media attention, the underlying factors that contribute to the inequality they point out aren’t always addressed.
Implicit, or unconscious, bias is the root of many systemic inequities in the workplace. It’s important that we recognize our personal biases, take action to mitigate them and actively serve as an ally to others.
On June 10, join Catherine Mattice-Zundel, president of Civility Partners, a training and consulting firm focused on helping organizations build positive workplace cultures, as she outlines strategies for uncovering and reducing implicit bias in workplace decision-making.
The webinar will cover:
● The origins of bias and four different types of bias
● Risk factors that increase our likelihood to engage in bias
● How to compensate for and attempt to overcome bias through clear and tangible actions
● Strategies to combat microaggressions and other exclusive behaviors using simple, tried and true
intervention methods
This is my presentation for my Final Major Project Proposal and Thesis research done examining potential and fun solutions that the tech workplace can adopt to mitigate unconscious bias that is potentially counteracting diversity efforts and negatively impacting the capacity for innovation.
Knowing your strengths, weaknesses, vulnerabilities, thoughts, and feelings is a big step towards knowing who you really are.
Self-awareness is the key to preventing the emotional drama that guides your reactions to situations and other people.
Research demonstrates that we all harbor unconscious biases. The good news is that enhanced awareness and training can create an inclusive culture that identifies and helps eliminate these hidden biases.
our thought shapes our reality, our loves.
"The closer you come to knowing that you alone create the world of your experience, the more vital it becomes for you to discover just who is doing the creating.”
― Eric Micha'el Leventhal
Did you know that our brains are naturally biased? Let's explore the functions of unconscious bias together and navigate their impact on our decision-making processes. We will examine our own background and identities so we can interact more authentically with colleagues, consumers, and the community at large.
Negative thoughts are natural. They are good. But if left uncontrolled it may turn to be harmful. How can we find them out and modify? Modifying the negative thoughts are essential to living happily. It can help you improve your natural immunity and overall health. ANTs are an acronym for Automatic Negative Thoughts and the 9 best ANTs and its management methods are discussed here. It can cause stress and other mental disorders.
Six-Hats Technique
•Many major international organisations use this technique for problem solving
•Each „hat‟ represents a perspective or way of thinking
•They are metaphorical hats that a thinker can put on or take off to indicate the type of thinking they are using
•In a group we can ask members to „put on‟ different hats in a sequence to aide the problem solving process
•This can help overcome the problem of each group member adopting random positions at random times
•It also permits us to control people who insist of sticking to one perspective (ie. negative) -we can ask them to assume a different hat.
Presence came together to discuss implicit bias/unconscious bias and how it impacts hiring, retention, and our experiences in the workplace. Lindsay Murdock, Inclusion Strategist discusses why we have bias, history of bias, and actionable items individuals can takeaway to combat their own biases.
Panel at Carbon Five:
Join us for a panel conversation and open discussion about unconscious bias with Natalie Sue Johnson and Sonya Green. We'll discuss what it is, how it affects our workplaces and how we can learn to prevent it from negatively affecting our interactions with others.
Please bring your curious questions and experiences for sharing!
How to recognize and minimize unconscious bias in the workplaceCase IQ
The modern workplace should be an inclusive and welcoming environment for all employees but that isn’t always the case. In fact, systemic inequality is the norm for a vast number of workplaces throughout North America, Europe and beyond. And while the BLM and MeToo movements have received much media attention, the underlying factors that contribute to the inequality they point out aren’t always addressed.
Implicit, or unconscious, bias is the root of many systemic inequities in the workplace. It’s important that we recognize our personal biases, take action to mitigate them and actively serve as an ally to others.
On June 10, join Catherine Mattice-Zundel, president of Civility Partners, a training and consulting firm focused on helping organizations build positive workplace cultures, as she outlines strategies for uncovering and reducing implicit bias in workplace decision-making.
The webinar will cover:
● The origins of bias and four different types of bias
● Risk factors that increase our likelihood to engage in bias
● How to compensate for and attempt to overcome bias through clear and tangible actions
● Strategies to combat microaggressions and other exclusive behaviors using simple, tried and true
intervention methods
This is my presentation for my Final Major Project Proposal and Thesis research done examining potential and fun solutions that the tech workplace can adopt to mitigate unconscious bias that is potentially counteracting diversity efforts and negatively impacting the capacity for innovation.
Knowing your strengths, weaknesses, vulnerabilities, thoughts, and feelings is a big step towards knowing who you really are.
Self-awareness is the key to preventing the emotional drama that guides your reactions to situations and other people.
Research demonstrates that we all harbor unconscious biases. The good news is that enhanced awareness and training can create an inclusive culture that identifies and helps eliminate these hidden biases.
our thought shapes our reality, our loves.
"The closer you come to knowing that you alone create the world of your experience, the more vital it becomes for you to discover just who is doing the creating.”
― Eric Micha'el Leventhal
Did you know that our brains are naturally biased? Let's explore the functions of unconscious bias together and navigate their impact on our decision-making processes. We will examine our own background and identities so we can interact more authentically with colleagues, consumers, and the community at large.
Negative thoughts are natural. They are good. But if left uncontrolled it may turn to be harmful. How can we find them out and modify? Modifying the negative thoughts are essential to living happily. It can help you improve your natural immunity and overall health. ANTs are an acronym for Automatic Negative Thoughts and the 9 best ANTs and its management methods are discussed here. It can cause stress and other mental disorders.
Six-Hats Technique
•Many major international organisations use this technique for problem solving
•Each „hat‟ represents a perspective or way of thinking
•They are metaphorical hats that a thinker can put on or take off to indicate the type of thinking they are using
•In a group we can ask members to „put on‟ different hats in a sequence to aide the problem solving process
•This can help overcome the problem of each group member adopting random positions at random times
•It also permits us to control people who insist of sticking to one perspective (ie. negative) -we can ask them to assume a different hat.
Presence came together to discuss implicit bias/unconscious bias and how it impacts hiring, retention, and our experiences in the workplace. Lindsay Murdock, Inclusion Strategist discusses why we have bias, history of bias, and actionable items individuals can takeaway to combat their own biases.
How (Un)Ethical Are YouMost of us believe that we are ethiLizbethQuinonez813
How (Un)Ethical Are You
Most of us believe that we are ethical and unbiased. We believe that we:
Make good decisions
Are objective, and
Reach fair and rational conclusions
Research shows that in reality most fall short of our inflated self-perception, where we
have the illusion of objectivity
These unconscious or implicit biases can be contrary to our consciously held, explicit beliefs
As leaders we need to let go of the notion that our conscious attitudes always represent what we think
The prevalence of these biases suggests that the most well being person unwittingly allows conscious thoughts and feeling to influence our objective decisions
This article explores four related sources of unintentional unethical decision-making:
Implicit forms of prejudice
Bias that favours one’s own group
A tendency to over-claim credit
Conflict of interest
1. Implicit Prejudice: Bias that emerges from unconscious beliefs
Research shows that people judge according:
to unconscious stereotypes
attitudes, or implicit prejudice
We learn to associate things that commonly go together and expect them to inevitably co-exist
Example:
Thunder and rain, grey hair and old age. We automatically make such associations to help us organize our thoughts. We grow to trust these stereo-types, however, they are binding and typically not accurate
Because implicit prejudice come from the ordinary and unconscious tendency to make associations, it is distinct from conscious forms of prejudice
This explains why people who are free of conscious prejudice still demonstrate biases
Example:
People who had strong implicit biases were less likely to select women for positions who exhibited “masculine” personalities qualities, such as ambition or independence
The biased perception was that these women possessed less social skills than men.
2. In-Group Favouritism: Bias the Favours Your Group
Have you ever helped someone get a position by asking a favour. Few people set out to exclude anyone through such acts of kindness
In-group favouritism amounts to giving extra credit to someone within your group
Yet while discriminating against those who are not part of the group is considered unethical, helping people seemingly close to us is often viewed favourably
Research shows that where people are equally qualified and similar in all respects, the person who is considered “part of the group” will unconsciously be seen to be more qualified
There is no hatred or hostility….this behaviour is the root of discriminatory favouritism
An example of this is where minorities, who are sometimes more qualified, are unconsciously discriminated against
3. Overclaiming Credit: Bias that Favours You
People generally hold positive views about themselves
Studies show that the majority of people consider themselves above average. The more we think of our own contributions, the less fairly we judge others
Research also shows that the more people think o ...
While making judgments and decisions about the world around us, we like to think that we are Objective,Logical, and
Capable of taking in and evaluating all the information that is available to us.
The reality is that our judgments and decisions are often
riddled with errors and influenced by a wide variety of biases.
The human brain is both remarkable and powerful, but certainly subject to limitations.
One type of fundamental limitation on human thinking is known as a cognitive bias.
Description of Critical Thinking?
Critical Thinking & Achievement
Main Purpose of College Experience
Critical Thinking Concepts
What is Thinking?
Biology of Thinking
Stages of Development of the Thinking Process
What does “not thinking critically” look like?
What does Critical Thinking Look Like?
Why is critical thinking important?
What are the Major Concepts in Critical Thinking?
A Critical Thinking Problem Solving Model
Problem Solving Content /Component
Focus on solutions & not on problems
Reality Testing of Possible Solutions to Problem
Strategies for teaching skills related to Critical Thinking
skills related to critical thinking
Before deciding on a course of action, prudent managers evaluate the situation confronting them. Unfortunately, some managers are cautious to a fault – taking costly steps to defend against unlikely outcomes. Others are overconfident – underestimating the range of potential outcomes. And still, others are highly impressionable – allowing memorable events in the past to dictate their view of what might be possible now.
These are just three of the well-documented psychological traps that afflict most managers at some point, assert authors John S. Hammond, Ralph L. Keeney, and Howard Raiffa in their 1998 article. Still, more pitfalls distort reasoning ability or cater to our own biases. Examples of the latter include the tendencies to stick with the status quo, to look for evidence confirming one’s preferences, and to throw good money after bad because it’s hard to admit making a mistake.
Luckily, techniques exist to overcome each one of these problems. For instance, since the way a problem is posed can influence how you think about it, try to reframe the question in various ways and ask yourself how your thinking might change for each version. Even if we can’t eradicate the distortions ingrained in the way our minds work, we can build tests like this into our decision-making processes to improve the quality of the choices we make.
Modern Database Management 12th Global Edition by Hoffer solution manual.docxssuserf63bd7
https://qidiantiku.com/solution-manual-for-modern-database-management-12th-global-edition-by-hoffer.shtml
name:Solution manual for Modern Database Management 12th Global Edition by Hoffer
Edition:12th Global Edition
author:by Hoffer
ISBN:ISBN 10: 0133544613 / ISBN 13: 9780133544619
type:solution manual
format:word/zip
All chapter include
Focusing on what leading database practitioners say are the most important aspects to database development, Modern Database Management presents sound pedagogy, and topics that are critical for the practical success of database professionals. The 12th Edition further facilitates learning with illustrations that clarify important concepts and new media resources that make some of the more challenging material more engaging. Also included are general updates and expanded material in the areas undergoing rapid change due to improved managerial practices, database design tools and methodologies, and database technology.
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
Make the call, and we can assist you.
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Oprah Winfrey: A Leader in Media, Philanthropy, and Empowerment | CIO Women M...CIOWomenMagazine
This person is none other than Oprah Winfrey, a highly influential figure whose impact extends beyond television. This article will delve into the remarkable life and lasting legacy of Oprah. Her story serves as a reminder of the importance of perseverance, compassion, and firm determination.
2. Learning Objectives
Understand two assumptions:
1. Most people want to do the right thing
2. Economic actors can choose the proper ethical path when
they put their minds to it (act intentionally)
Understand heuristics – what they are and how
they can impede ethical decision-making
Learn how to rationally recognize and resolve
ethical dilemmas
Recognize limits in our decision-making and
judgment processes that might lead to unethical
decisions without full realization
3. Heuristics = mental shortcuts used to ease
the cognitive load of making a decision.
“rule of thumb,”
“educated guess,”
“common sense,”
“intuition”
Moral Heuristics
4. Limitations of Human Judgment
Beware of the following traps that can
impede ethical decision making
5. Biases: Obedience to Authority
Egil “Bud” Krogh – the Head “Plumber” in the Watergate scandal, didn’t
question if it was wrong – it was just what the President wanted.
6. When you are the boss, do you get to define ethical
behavior?
Biases: Obedience to Authority
7. E is the experimenter, S is the subject (at the controls
of the electronic apparatus, and A is the confederate
(actor) responding to the actions of S.
The mental anguish suffered by subjects of the
Milgram experiment is sometimes cited as a reason
why American universities instituted strict controls on
experiments involving human subjects.
The Milgram Experiment
8. Confirmation Bias
Our own tendency to choose evidence
that supports our existing beliefs.
We seek out confirmation whilst avoiding
anything that detracts from our belief.
9. Confirmation Bias
“What the human being is best at
doing is interpreting all new
information so that their prior
conclusions remain intact.”
— Warren Buffett
10. Confirmation Bias
Willard V Quine and J.S. Ullian:
…The desire to have been right…is the
pride that goeth before a fall. It stands in
the way of our seeing we were wrong,
and thus blocks the progress of our
knowledge.
11. Overconfidence
68% of the faculty at the
University of Nebraska rated
themselves in the top 25% for
teaching ability.
93% of U.S. students estimated
themselves to be “above
average” drivers.
84% of Frenchmen estimate that
they are above-average lovers
I am more ethical than my
peers = 85%
12. Huff Post: Test Your Overconfidence
As noted by Andrew Macken, a senior
analyst at Montgomery Investment
Management, Michael Mauboussin,
author of The Success Equation, has
posted an online test that permits you to
assess your own level of confidence.
Macken indicates that more than 700
people have taken this test. Their
accuracy rate in responding to the
questions posed is 60.5 percent, but their
confidence level is 70 percent.
http://confidence.success-equation.com/
13. Rationalization
"Rationalization" is a backward flow from
conclusion to selected evidence.
describe something in a way that explains
it and makes it seem proper
15. Self-Serving Bias
Tendency to accept that which helps us and
reject that which hurts us
We look for examples that reinforce our
beliefs
16. Self-Serving Bias
We tend to attribute their successes to dispositional
factors, and their failures to situational factors.
For example: “I did well on the test because I am
smart,”
“I did poor on the test because I didn’t get enough
sleep.
19. Loss Aversion
We don’t like to let go of our stuff ex:
paying to store stuff you don’t even use.
People like making money, but they
HATE losing money
22. Think about a time you succumbed to
Fundamental Attribution Error.
Jot down your thoughts.
Turn to your neighbors and discuss.
What are questions you could ask
yourself or someone else before
committing this error?
Pre-Scripting
27. Ethical Pre-Scripting
To whom am I responsible?
For what am I responsible?
What is fair treatment of stakeholders?
What are the minimum
responsibilities?
What are the ideal role expectations?
*Q’s from Markkula Center for Applied Ethics
https://www.farnamstreetblog.com/2017/05/confirmation-bias/?utm_source=CreativeMornings+HQ+%F0%9F%91%8B&utm_campaign=fc32de13c1-EMAIL_CAMPAIGN_2017_04_24&utm_medium=email&utm_term=0_1768cc808f-fc32de13c1-323268945&mc_cid=fc32de13c1&mc_eid=91c20746e9
Confirmation Bias Article with Probing Questions at the end.
https://www.farnamstreetblog.com/2017/05/confirmation-bias/?utm_source=CreativeMornings+HQ+%F0%9F%91%8B&utm_campaign=fc32de13c1-EMAIL_CAMPAIGN_2017_04_24&utm_medium=email&utm_term=0_1768cc808f-fc32de13c1-323268945&mc_cid=fc32de13c1&mc_eid=91c20746e9
The Web of Belief (Philosophy & Religion) 2nd Edition
by W. V. Quine (Author), J. S. Ullian (Author)
https://www.psychologytoday.com/blog/the-art-thinking-clearly/201306/the-overconfidence-effect
UT ethical quiz = http://news.utexas.edu/2014/09/22/how-ethical-are-you-test-your-decision-making-skills
Huffington Post article on Overconfidence: http://www.huffingtonpost.com/dan-solin/this-test-proves-youre-ov_b_7482810.html
Do you know what you know quiz = http://confidence.success-equation.com/