Artificial intelligence can identify patterns in data much faster and more effectively and efficiently than humans can, but it is only applicable to the specific contexts in which data was created. Even then, AI can replicate the data’s biases and encode them, resulting in a major limitation that can lead to discrimination on the basis of sex or ethnicity. This is of particular concern for public sector organizations, which need to be fair to those they serve.
When a Los Angeles law firm began adopting new artificial intelligence tools to automate contract reviews, it looked like junior lawyers and paralegals might be out of a job. Yet, even as these tools conducted increasingly complex tasks, the firm’s workforce didn’t suffer. However, this shift to AI taking on some tasks previously performed by humans forced the firm to reconfigure its organizational structure.
Data could tell you a lot about your employees’ performance, capabilities, and even mental health. But there are risks associated with using algorithms to process this type of data. Artificial intelligence isn’t yet sophisticated enough to deal with the nuances involved.
How can Artificial Intelligence augment and even improve management of and within organizations? In the interdisciplinary arena of management, AI is being applied to big-picture issues of organizational strategy and supply chain operations, as well as the ethical details of human resources and the many moving parts of the retail industry.
Could Artificial Intelligence tools decide who gets hired or fired, who gets a raise, or who’s ready to be a mentor? Some already are, to varying levels of success, and it’s often difficult to discern their use value, let alone how to use them effectively and ethically, an arguable essential in HR.
While AI software could eliminate some bias in recruiting, Professor Matissa Hollister says the tool can exacerbate other types of bias, especially related to gender or education, by relying too heavily on an employee’s previous hiring patterns. She urges companies to be transparent with their candidates about the use of AI and acknowledge the technology’s shortcomings when deploying it as a hiring tool.
Across programs and subject areas, the Desautels Faculty of Management recognizes the vital role that teaching plays in enriching the student experience and in inspiring the next generation of leaders.
The Distinguished Teaching Award recipients Jiro Kondo and Lisa Cohen were honoured at McGill’s 2021 Management Convocation ceremony for their excellence in teaching.
Congratulations to the following recipients of the 2021 teaching awards!
A number of AI systems are breaking down in the context of the COVID-19 pandemic, spotlighting a well-known limitation of AI systems: they do not handle novel situations well. Professor Matissa Hollister of McGill University provides guidance on how to adapt your AI systems in the wake of disruption.
Professor Matissa Hollister, McGill University Fellow at the World Economic Forum’s Centre for the Fourth Industrial Revolution, sits down with TVO to share how high-tech firms are using AI to better understand and combat COVID-19.
AI has the power to transform our understanding of pandemics like COVID-19—but it is only when paired with human creativity that opportunities abound. Professor Matissa Hollister examines the complementary nature of human and artificial intelligence, showing the strides that the two can make in identifying new outbreaks.
Social distancing is on everyone’s lips and is well on its way to becoming the phrase of the year. The practices recommended under the social distancing banner offer our best chance to slow the progress of the COVID-19 virus and reduce the impact of this pandemic. However, the term itself, “social distancing,” is the wrong one and sends the wrong message.
With AI technologies now able to perform HR duties, they are gaining the capacity to analyze candidate backgrounds and behaviour to determine their efficiency. A risk of this, Professor Matissa Hollister says, is that AI technologies may be capable of learning and perpetuating biases.
Yann LeCun, Director of AI at Facebook and 2018 Turing Award recipient, and Desautels Professor of Organizational Behaviour Matissa Hollister answer the burning question: Is AI coming for your job?