Hilde Mosse comes from one of the wealthiest families in Berlin and stands to inherit an enormous fortune. But she longs for something more meaningful than the luxurious lifestyle her family provides. So Hilde decides to pursue her dream of becoming a doctor. As the Nazis take power in Germany and the Mosse family is forced to flee, Dr. Hilde Mosse lands in New York having nearly lost everything.. She finds her calling treating the mental health of Black youth – and the symptoms of a racist system. In addition to photographs, school records, and correspondence spanning Hilde Mosse’s entire lifetime, the Mosse Family Collection in the LBI Archives includes the diaries she kept between 1928 and 1934, from the ages of 16-22. Hilde’s papers are just part of the extensive holdings related to the Mosse Family at LBI. Learn more at lbi.org/hilde . Exile is a production of the Leo Baeck Institute, New York and Antica Productions. It’s narrated by Mandy Patinkin. This episode was written by Lauren Armstrong-Carter. Our executive producers are Laura Regehr, Rami Tzabar, Stuart Coxe, and Bernie Blum. Our producer is Emily Morantz. Research and translation by Isabella Kempf. Voice acting by Hannah Gelman. Sound design and audio mix by Philip Wilson. Theme music by Oliver Wickham. Please consider supporting the work of the Leo Baeck Institute with a tax-deductible contribution by visiting lbi.org/exile2025 . The entire team at Antica Productions and Leo Baeck Institute is deeply saddened by the passing of our Executive Producer, Bernie Blum. We would not have been able to tell these stories without Bernie's generous support. Bernie was also President Emeritus of LBI and Exile would not exist without his energetic and visionary leadership. We extend our condolences to his entire family. May his memory be a blessing. This episode of Exile is made possible in part by a grant from the Conference on Jewish Material Claims Against Germany, which is supported by the German Federal Ministry of Finance and the Foundation Remembrance, Responsibility and Future.…
The Management Lab is a podcast featuring two business professors, Sean Hansen and Uri Gal, who bring science-based tools and insights to tackle current managerial issues. Each podcast includes a discussion of the latest research findings, practical strategies, and real-world examples that will help you to enhance your managerial skills and drive organizational success.
The Management Lab is a podcast featuring two business professors, Sean Hansen and Uri Gal, who bring science-based tools and insights to tackle current managerial issues. Each podcast includes a discussion of the latest research findings, practical strategies, and real-world examples that will help you to enhance your managerial skills and drive organizational success.
In this episode, Sean and Uri explore the increasing prevalence of workplace surveillance, particularly in the context of remote work and the rise of AI technologies. They discuss the ethical considerations surrounding employee monitoring including: the importance of maintaining a balance between productivity and employee well-being, the need for transparency, and potential biases introduced by AI-enabled surveillance tools. They also talk about the psychological effects of surveillance on workers and cultural differences in attitudes towards surveillance.…
Creativity plays a key role in both individual flourishing and organizational success. In this episode, Sean and Uri discuss various aspects of creativity, particularly in the workplace. They explore the differences between creativity and innovation, the impact of leadership styles on fostering creativity, the role of AI in enhancing individual creativity, and the importance of a supportive work environment for nurturing creativity.…
Why can a group of intelligent, rational individuals still end up making poor decisions? In this episode, Sean and Uri explore irrational group thinking, examining how dynamics like groupthink - where the desire for harmony leads to poor decision-making - occur. We discuss what causes groups to fall into these traps, the potential harm to organizations, and how managers can promote a culture of critical thinking and open dialogue. Research we cover in this episode includes: Barr, K., & Mintz, A. (2022). Groupthink, Polythink, and Con-Div. Routledge Handbook of Foreign Policy Analysis Methods, 269. Harel, M., Mossel, E., Strack, P., & Tamuz, O. (2021). Rational groupthink. The Quarterly Journal of Economics, 136(1), 621-668. Janis, I. L. (1972). Victims of groupthink: A psychological study of foreign-policy decisions and fiascoes. Houghton Mifflin Pol, O., Bridgman, T., & Cummings, S. (2022). The forgotten ‘immortalizer’: Recovering William H Whyte as the founder and future of groupthink research. human relations, 75(8), 1615-1641.…
AI is dramatically transforming the ways in which we create content, present information, and formulate arguments. Technologies such as large language models, social media algorithms, and synthetic media generation have the potential to upend mechanisms of social discourse that are central to the functioning of liberal democratic systems. In this episode of The Management Lab, we explore the impacts of AI on social discourse. We explore a wide range of questions, including the following: What specific technologies have the greatest potential to affect social discourse? How can we discriminate between truth and falsehood and what is the importance of critical thinking in an AI era? What effects might AI have for organizations and managers? Are there potential benefits for AI in social discourse? What can we do to address the threats to social discourse engendered by AI? This discussion is a bit broader that our usual focus, but tune in to learn more about AI and its societal impact. Research discussed in the episode: Brady, W. J., Jackson, J. C., Lindström, B., & Crockett, M. J. (2023). Algorithm-mediated social learning in online social networks. Trends in Cognitive Sciences, 27(10), 947-960. Brandt, J. (2023). Propaganda, foreign interference, and generative AI. Washington, DC: The Brookings Institution. Chesney, B., & Citron, D. (2019). Deep fakes: A looming challenge for privacy, democracy, and national security. California Law Review, 107, 1753. Goldstein, J. A., Chao, J., Grossman, S., Stamos, A., & Tomz, M. (2024). How persuasive is AI-generated propaganda? PNAS Nexus, 3(2), 034. Hazell, J. (2023). Spear phishing with large language models. arXiv Preprint arXiv:2305.06972.…
The use of AI for mental support is rapidly increasing. Research shows that AI designed to understand and respond to human emotions can help people combat depression, avoid suicide, and improve their human relationships. We examine both the potential and ethical questions arising from using AI for mental support. We also discuss how using such technologies can create new opportunities and challenges for organizations. Sources Discussed: Ayers, J.W., et al. (2023). Comparing physician and artificial intelligence chatbot responses to patient questions posted to a public social media forum. JAMA Internal Medicine, 183(6), 589-596. Li, J. Z., Herderich, A., & Goldenberg, A. (2024). Skill but not Effort Drive GPT Overperformance over Humans in Cognitive Reframing of Negative Scenarios. PsyArXiv Preprints. URL: https://doi.org/10.31234/osf.io/fzvd8 Maples, B., Cerit, M., Vishwanath, A., & Pea, R. (2024). Loneliness and suicide mitigation for students using GPT3-enabled chatbots. npj Mental Health Research, 3(1), 4. Sharma, A., Lin, I. W., Miner, A. S., Atkins, D. C., & Althoff, T. (2023). Human–AI collaboration enables more empathic conversations in text-based peer-to-peer mental health support. Nature Machine Intelligence, 5(1), 46-57.…
Techno-stress refers to the stress we feel because of our inability to adjust to the introduction of new technologies. It can reduce workers’ job satisfaction, increase attrition, and hinder organizations’ ability to innovate. Sean and Uri examine the science of the causes, nature, and implications of technostress, and how managers can mitigate its negative effects. Research discussed in the episode: Ayyagari, R., Grover, V., & Purvis, R. (2011). Technostress: Technological antecedents and implications. MIS Quarterly, 35(4), 831-858. Califf, C. B., Sarker, S., & Sarker, S. (2020). The bright and dark sides of technostress: A mixed-methods study involving healthcare IT. MIS Quarterly, 44(2), 809-856. Nastjuk, I., Trang, S., Grummeck-Braamt, J. V., Adam, M. T., & Tarafdar, M. (2023). Integrating and synthesising technostress research: a meta-analysis on technostress creators, outcomes, and IS usage contexts. European Journal of Information Systems, 1-22. Tarafdar, M., Pullins, E. B., & Ragu‐Nathan, T. S. (2015). Technostress: negative effect on performance and possible mitigations. Information Systems Journal, 25(2), 103-132.…
Workplace boredom refers to a state of low arousal and dissatisfaction, which is attributed to an inadequately stimulating work environment. It can lead to counterproductive behavior, job turnover, anxiety, and depression. Sean and Uri examine the science of the causes, nature, and implications of workplace boredom, and how managers can make it more interesting.…
With the launch of the Apple Vision Pro, excitement about the potential of virtual reality (VR) and augmented reality (AR) is running hot. In this episode of The Management Lab, we explore these emergent technologies along with their most promising business applications and the challenges to their organizational use. Research we discuss in the episode: Adhyaru, J. S., & Kemp, C. (2022). Virtual reality as a tool to promote wellbeing in the workplace. Digital Health, 8, 2055-2076. Berman, B., & Pollack, D. (2021). Strategies for the successful implementation of augmented reality. Business Horizons, 64(5), 621-630. de Regt, A., Barnes, S. J., & Plangger, K. (2020). The virtual reality value chain. Business Horizons, 63(6), 737-748. Porter, M. E., & Heppelmann, J. E. (2017). Why every organization needs an augmented reality strategy. Harvard Business Review, 95(6), 46-57. Riches, S., Taylor, L., Jeyarajaguru, P., Veling, W., & Valmaggia, L. (2023). Virtual reality and immersive technologies to promote workplace wellbeing: a systematic review. Journal of Mental Health, 1-21. Venkatesan, M., Mohan, H., Ryan, J. R., Schürch, C. M., Nolan, G. P., Frakes, D. H., & Coskun, A. F. (2021). Virtual and augmented reality for biomedical applications. Cell Reports Medicine, 2(7), 100348.…
Stereotype threat refers to the performance-sapping impact of situations in which people feel they are at risk of confirming or reinforcing negative stereotypes about a social group of which they are a member. Sean and Uri investigate the science of the causes and nature of stereotype threat, and how managers can mitigate its effects.…
Employee feedback is an essential component of work life that can be a source of individual growth and organizational success but also of anxiety and rigidity. Sean and Uri investigate the science of how managers can deliver effective feedback.
Employee voice refers to the ways in which employees communicate their opinions and suggestions to their managers on how to improve their organization. Conversely, employee silence occurs when employees withhold their views due to fear of negative consequences or a belief that their opinions are not valued. Understanding these dynamics is critical for managers because encouraging employee voice can lead to better organizational outcomes, such as higher performance, innovation, and employee retention. On the other hand, addressing the reasons behind employee silence can prevent potential issues from escalating and improve the overall workplace environment. In this episode, we delve into the research on employee voice and silence and address some of its main questions: What are the primary drivers of voice and silence? What are the effects of voice and silence behavior on individual employees and organizations? What can organizational leaders do to encourage voice and decrease silence behavior? How can we design organizational structures and processes to encourage voice and decrease silence behavior? Do men and women differ in their propensity for voice/silence behavior?…
In our rapidly-evolving, digitally-dominated world, many of us seek meaning, purpose, and a deeper connection to our inner self. This quest is not confined to our personal lives; it extends to our professional environments as well. Spirituality, therefore, is emerging as a vital component for organizational success and employee well-being. In this episode, Sean and Uri discuss spirituality in the workplace and unpack why spiritual practices and principles are no longer just personal pursuits but essential organizational strategies. Some of the topics covered include: What is spirituality and how it relates to religious beliefs. The difference between personal and organizational spirituality. How spirituality in the workplace can positively affect employees’ cognition, emotion, and behavior, ultimately driving organizational performance. The potential of promoting mindful practices to enhance employee empathy, leadership skills, and resilience. In our discussion, we draw on the following research: Anderson & Burchell (2021) The effects of spirituality and moral intensity on ethical business decisions: A Cross-Sectional Study. Journal of Business Ethics. Good et al (2016) Contemplating Mindfulness at Work: An Integrative Review. Journal of Management Harris (2014) Waking up: A guide to spirituality without religion. Kolodinsky et al (2008) Workplace Values and Outcomes - Exploring Personal, Organizational, and Interactive Workplace Spirituality. Journal of Business Ethics. Pourmola et al (2019) Investigating the impact of organizational spirituality on human resources productivity. Management Science Letters.…
The explosion of generative AI in the past year has engendered plenty of emotional responses across the globe. Not surprisingly, the interaction of emotions and AI is a critical facet of our adaptation to this technology. In this episode, we discuss the intersection between AI and human emotions, how AI can recognize and respond to emotion in users, and how human emotions can be leveraged to increase the use of AI. Specific question we tackle include: What makes emotional artificial intelligence distinctive from other emerging AI technologies? To what degree can cultural and contextual factors be accounted for by emotional artificial intelligence? What do people perceive to be the benefits and challenges of emotional artificial intelligence? What issues does the use of EAI pose for personal privacy and autonomy? Can AI devices function as a viable replacement for human companionship?…
Over the past decade, businesses have made a concerted effort to improve their monitoring, analysis, and reporting of a wide range of non-monetary societal impacts collectively grouped under the label of Environmental, Social, and Governance (ESG) factors. Driven largely by the investment community, the ESG framework seeks to capture diverse, traditionally-overlooked aspects of organizational performance. In this episode of The Management Lab, we explore this emergent concept with key insights from some of the latest research on the topic. Specific topics discussed include: What organizational activities fall under the ESG rubric? How does ESG differ from the earlier movement of corporate social responsibilities (CSR)? What does the evidence suggest regarding ESG efforts’ impacts on a firm’s overall performance? How much do investors really care about the ESG activities of a firm? Do current measures of ESG performance really get at meaningful impacts on society? Give it a listen and see what you make of the ESG phenomenon. Are you a true believer, a persistent skeptic, or somewhere in between?…
Along with most other aspects of our business environment, the domain of human resource management is being fundamentally reshaped through the application of advanced data analytics. People analytics is a class of technology tools aimed at promoting evidence-based practices in organizations and allowing managers to make objective and rational decisions about their workforce. In this episode of The Management Lab, we explore the promise and perils of people analytics, and discuss these topics: The assumptions that underlie the vision of people analytics. What is people analytics good for and what applications may reflect an overreach of the technology? The key drivers and impediments for effective implementation and use of people analytics in organizations. The interaction of organizational culture and people analytics effectiveness. The potential for the reinforcement of biases in the use of people analytics Have a listen and see what you make of this emergent class of technology resources.…
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