Charles Efferson & Ernst Fehr
Nature
Originally posted March 7, 2018
The evolution of cooperation hinges on the benefits of cooperation being shared among those who cooperate. In a paper in Nature, Santos et al. investigate the evolution of cooperation using computer-based modelling analyses, and they identify a rule for moral judgements that provides an especially powerful system to drive cooperation.
Cooperation can be defined as a behaviour that is costly to the individual providing help, but which provides a greater overall societal benefit. For example, if Angela has a sandwich that is of greater value to Emmanuel than to her, Angela can increase total societal welfare by giving her sandwich to Emmanuel. This requires sacrifice on her part if she likes sandwiches. Reciprocity offers a way for benefactors to avoid helping uncooperative individuals in such situations. If Angela knows Emmanuel is cooperative because she and Emmanuel have interacted before, her reciprocity is direct. If she has heard from others that Emmanuel is a cooperative person, her reciprocity is indirect — a mechanism of particular relevance to human societies.
A strategy is a rule that a donor uses to decide whether or not to cooperate, and the evolution of reciprocal strategies that support cooperation depends crucially on the amount of information that individuals process. Santos and colleagues develop a model to assess the evolution of cooperation through indirect reciprocity. The individuals in their model can consider a relatively large amount of information compared with that used in previous studies.
The review is here.
Showing posts with label Reliable. Show all posts
Showing posts with label Reliable. Show all posts
Wednesday, April 4, 2018
Wednesday, October 22, 2014
Are Workplace Personality Tests Fair?
By Lauren Weber and Elizabeth Dwoskin
The Wall Street Journal
Originally posted September 29, 2014
Here is an excerpt:
Workplace personality testing has become a $500 million-a-year business and is growing by 10% to 15% a year, estimates Hogan Assessment Systems Inc., a Tulsa, Okla., testing company. Xerox Corp. says tests have reduced attrition in high-turnover customer-service jobs by 20 or more days in some cases. Dialog Direct, of Highland Park, Mich., says the testing software allows the call-center operator and manager to predict with 80% accuracy which employees will get the highest performance scores.
But the rise of personality tests has sparked growing scrutiny of their effectiveness and fairness. Some companies have scaled back, changed or eliminated their use of such tests. Civil-rights groups long focused on overt forms of workplace discrimination claim that data-driven algorithms powering the tests could make jobs harder to get for people who don't conform to rigid formulas.
The entire article is here.
The Wall Street Journal
Originally posted September 29, 2014
Here is an excerpt:
Workplace personality testing has become a $500 million-a-year business and is growing by 10% to 15% a year, estimates Hogan Assessment Systems Inc., a Tulsa, Okla., testing company. Xerox Corp. says tests have reduced attrition in high-turnover customer-service jobs by 20 or more days in some cases. Dialog Direct, of Highland Park, Mich., says the testing software allows the call-center operator and manager to predict with 80% accuracy which employees will get the highest performance scores.
But the rise of personality tests has sparked growing scrutiny of their effectiveness and fairness. Some companies have scaled back, changed or eliminated their use of such tests. Civil-rights groups long focused on overt forms of workplace discrimination claim that data-driven algorithms powering the tests could make jobs harder to get for people who don't conform to rigid formulas.
The entire article is here.
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