The Deming Cup Channel

Employee selection systems are important tools for shaping organizational culture. Previous research has shown that identifying and hiring employees who hold company-aligned vales, such as quality or adaptability, is an effective way to directly infuse those values into an organization. New research affiliated with the Reuben Mark Initiative for Organizational Character and Leadership under the auspices of the Bernstein Center for Leadership and Ethics at Columbia Business School goes a step further and finds that the cultural values of new hires can have spillover effects on existing employees and company-wide performance.

Recently, some brands have chosen to take sides on controversial issues. However, this type of brand activism may aggravate social polarization without benefit. New research affiliated with the Bernstein Center for Leadership and Ethics at Columbia Business School suggests brands that choose a different path can play a unique and successful role decreasing the polarization of social and political attitudes.

Digital media platforms such as Netflix, Facebook, and TikTok are under increasing scrutiny regarding the ethical implications of their personalized content recommendations. To combat bias and avoid skewed content suggestions, sophisticated algorithms can perform additional layers of analysis to ensure that recommendations give space to topics such as racial equity, sexuality, and political persuasion. However, doing this in real time with the conventional algorithmic approach would greatly increase page-load times and create a frustrating user experience. New research affiliated with the Bernstein Center for Leadership and Ethics sets out a new, faster method for applying ethical constraints to produce responsible content recommendations.

The gender pay gap is a hot topic among business leaders, policy makers and the public. The difference between men’s and women’s salaries is a clear-cut measure of gender equity. Yet, it doesn’t tell the whole story. A limited focus on pay excludes the value of non-pay job attributes, such as benefits, hours flexibility and other amenities. New research affiliated with the Reuben Mark Initiative for Organizational Character and Leadership under the auspices of the Bernstein Center for Leadership and Ethics at Columbia Business School explores these non-pay attributes, which are often valued differently by men and women in the labor force. Thus, policies that strive to improve gender equity in the workplace must include both pay and non-pay aspects of employment. However, measuring the relative importance of non-pay attributes in the labor market is notoriously challenging.

New Study Reveals Bias Against AI Art Cannot Beat the Impact of Human Intention

The YOOX founder shared lessons on entrepreneurship, risk-taking, timing, and sustainability from his new book The Geek of Chic at a recent CBS event.

In public markets, the identity of the marginal buyer is usually a footnote. If one investor steps away, another one shows up, without much impact on the price. Commercial real estate (CRE) does not work that way. Stijn Van NieuwerburghEarle W. Kazis and Benjamin Schore Professor of Real Estate, Finance Division Neel ShahPhD Candidate, Finance Division