Introduction: As artificial intelligence (AI) rapidly evolves, it brings with it a unique mix of technological awe and profound societal anxiety. Beyond the hype of productivity boosts and creative tools, a darker conversation looms: How do uncurated human training data and objective optimisation drive autonomous artificial intelligence systems toward misaligned, self-directed behaviours, and what areContinue reading “The Digital Mirror: AI Safety, Proxy Optimisation, Dark Triad Behavioural Footprints, and Automated Cyberattacks”
Category Archives: Organisational Behaviour, Human Resource, and Socio-Economic
Beyond the Checklist: How Organisation Hiring Fails to Filter Out Cluster B “Theatrical Performers”
Unfiltered traditional DEI policy and KSNO framework in recruitment leads to tokenism. Simultaneously, their process in recruitment ignores the applicants with Cluster B personality disorders. Therefore, the current recruitment process enables developing toxic culture in workplace and decreases sustainability in performance, hence causes decline in organisations outcomes. This vital fact adversely affects a country’s economy. Minor facts or let’s say micro forces influence macro factors.
Beyond Performative Bureaucracy: How Flawed Recruitment Destroys Business Performance
1. The Triad of True Meritocracy: Task, Reality, and Morality Testing When objective, KSAO (knowledge, skills, ability, and other characteristics) frameworks and subjective, superficial DEI metrics, organisations break the three foundational pillars of effective talent acquisition to evaluate a candidate’s true competency and prevent organisational pathology, companies must shift from administrative checklists to three distinctContinue reading “Beyond Performative Bureaucracy: How Flawed Recruitment Destroys Business Performance”
When Tokenism Replaces Meritocracy: How Subjective DEI Policies Erode Organisational Performance
How Subjective Recruitment Approach Develops Toxic Organisational Culture , Inequality, and Biased Based Decision Making