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DIKW

Cathy O’Neil writes about the machine known by the name of Weapon of Math Destruction had been problematic and how it has potential very influential in the elimination process for varies different companies. This machine had the potential of being very beneficial by figuring out a more efficient way to hire the best candidate for the job. Instead they use it to weed out people with mental illness or personalities that don’t “fit”. The author gave example of both poor and correct uses of the WMD one was a boy who was turned down from varies jobs due to the personality test that he had taken. The second is a point guard for duke that got turned down by the Lakers because he didn’t have many assist, which is an important skill to have as a point guard. Using the DIKW steps I will evaluate these situations. With the first situation Kyle Behm had an interview, data. The information he knew was there was an opening for a position at Kroger. Being the very educated and qualified applicant that he was he had knowledge that he would be a perfect candidate for the job. The wisdom would be he could easily get this job. Unfortunately, because he suffers from bipolar disorder the personality test flagged him, so he was not a chosen for the job. Unfortunately, Kyles wisdom and knowledge didn’t match up with the employers. The second example is the point guard from Duke, the data we know is there is a point guard position open for the Lakers. Unfortunately, the information that was receives is that he has very few assists. The common knowledge is that you can not have a point guard who has low assist because that is their main job to be able to assist the other players. The wisdom would be that the team doesn’t choose him as their new point guard because statistically it would not benefit the team. Although this player could end playing for a different team and do extremely well. The coaches never thought to ask how his last coach played him, was he depended solely for scoring and that is why his assist are so low. Perhaps he was easily taught how to assist which means the coaches easily skipped past a player who would have been beneficial for success but had certain knowledge or wisdom that told them differently. In conclusion the author Cathy O’Neil gives the reader detailed explanations that state clearly why this machine is becoming a problem with the decision-making aspect for several employers.