It can also be referred to as organizational metacognition, or knowing what an organization knows and how it acquires that knowledge (learning).
If the medium is the message, then knowledge, by it’s function, transforms. As we learn, we change, as new knowledge potentially impacts everything we do.
Manual labour is difficult, and tiring. Emotional labour is also difficult, and tiring.
Especially for companies who are more concerned with liability and efficiency than the emotional well being of their contractors or soon to be former contractors.
Learning is what makes us human. Our ability to adapt and change has given us an evolutionary advantage when facing adversity or threats. While this is particularly relevant in this pandemic, I wonder how this crisis will impact our learning institutions.
Yet over the last few years, the AI hype machine has started to falter, and the mystique surrounding AI has waned. That doesn’t mean the technology will go away, far from it. However our understanding of it, and more importantly our relationship with it, is starting to evolve substantially.
Yet what if our perception of predictions was itself biased in favour of the predictions? That we become so wedded to the prediction, that quite like target fixation, the act of prediction influences the outcome of the prediction.
