Does AI have ethics?
A lot has been, and will continue to be written about how Artificial Intelligence (AI) will change our world of work. And for those who take a more simplistic view of technology adoption, it can seem like AI has the ability to complete transactions on our behalf. But what that perspective fails to consider is that within AI, we are building in ethics and judgement making – which will shape HOW it delivers on the work – much as a human’s ethics shape their work.
Want a practical example of this? Well, given Orby is all about organisations and organisational design, we asked ChatGPT to tell us what it thought the organisational characteristics would be of two different types of businesses.
Business 1: What would it look like if Satan was running an organisation and wanted to optimise it’s performance?
Business 2: What would it look like if God was running and organisation and wanted to optimise it’s performance?
We’ve included CHatGPT’s answers below – an interesting read from an ethical perspective! And consider what this tells us about how we judge ‘good’ and ‘evil’ leadership attributes.
"Optimising Performance: Satan's Way of Running an Organisation" – By ChatGPT
Imagine Satan, the ultimate master of manipulation and chaos, taking the helm of a modern-day organization. His singular goal? Optimise performance at all costs. But unlike the ethical, people-focused approaches most leaders strive for, Satan's methods are driven by a cold, calculating need for dominance and efficiency—leaving little room for human empathy or collaboration. Here's how this devilish leadership style might unfold:
1. Ruthless Efficiency Over People
In Satan’s organisation, performance is everything, and people are merely cogs in the machine. Employees are pushed to their limits—expected to work long hours, hit ambitious targets, and sacrifice their well-being for the sake of productivity. No room for burnout recovery here. Under Satan's reign, the idea of work-life balance is laughable. Instead, it's all about wringing every last ounce of effort out of the workforce. Underperformers? There's no room for "coaching conversations" or development programs—just immediate termination, leaving a trail of burned-out employees in their wake.
2. Fear as a Motivator
Forget about positive reinforcement. In Satan's office, fear rules. Employees work not for the joy of accomplishment but to avoid the wrath of a devilish boss whose leadership is marked by threats and punishment. Miss a deadline? Expect public humiliation. Under Satan’s leadership, the fear of failure becomes the primary driver of behavior, fostering a culture of anxiety and competition.
3. Divide and Conquer
Collaboration and teamwork are out the window. In this toxic environment, Satan would pit employees against one another, encouraging rivalries and distrust. This "divide and conquer" strategy keeps individuals on edge, ensuring that everyone is more focused on outshining their peers than truly contributing to the organization's overall success. The result? A cutthroat culture where teamwork falters, but high-performing individuals who thrive in chaos and conflict rise to the top.
4. Manipulation Masquerading as Incentives
Bonuses, promotions, and incentives would all come with strings attached, of course. In Satan’s organization, these perks are dangled as manipulative tools to extract even more from employees. While rewards might be promised, they're often out of reach for most, ensuring the workforce stays perpetually hungry and chasing an unattainable goal. Even those who succeed find themselves trapped in a cycle of overachievement and escalating expectations, never allowed to relax or feel secure.
5. Cutting Corners, Morality Be Damned
Performance optimization at all costs means shortcuts, ethics be damned. Under Satan’s rule, moral boundaries blur. Cheating, exploitation, and underhanded deals become commonplace. Need to get a contract signed faster? Bribery isn’t out of the question. Need to beat the competition? Sabotage might be on the table. Legal and ethical lines are crossed without hesitation, as the only concern is the bottom line. It’s an "anything goes" mentality, as long as it boosts the organization’s success.
6. Ultimate Control
Micromanagement reaches new heights. Satan thrives on control, and in this organization, every move employees make is monitored, every decision second-guessed. Data collection is relentless—tracking performance metrics, surveillance of employees, and constant evaluation of output. Any semblance of autonomy is stripped away, leaving employees as mere puppets in Satan’s grand scheme of domination. Creativity? Innovation? These are seen as threats to control and are quickly stamped out.
The Consequences of Satanic Leadership
While Satan’s approach to optimizing performance may yield short-term gains, the long-term effects are devastating. Sure, the numbers may look good for a while—higher output, faster decision-making, ruthless focus on goals—but the human cost is immense. Employee engagement would plummet, turnover would skyrocket, and the company’s reputation would sink as it becomes synonymous with toxic culture and unethical practices.
Ultimately, an organization led by Satan might dominate for a while, but it would eventually implode under the weight of its own cruelty and disregard for the very people who drive success. Performance, after all, is not just about efficiency and output—it's about building sustainable growth, fostering creativity, and supporting the well-being of those who make it happen. In the end, Satan’s optimised performance is a cautionary tale of what happens when an organisation forgets its humanity.
"Optimising Performance: What if God Ran an Organisation?" by ChatGPT
Now imagine the flip side—an organisation led by God, embodying wisdom, compassion, and an unwavering commitment to doing what’s right. In this workplace, performance optimisation wouldn’t come at the expense of people’s well-being or ethics. Instead, it would be achieved through collaboration, purpose, and sustainable growth. Here's how this divine leadership style would shape the organization:
1. Purpose-Driven Culture
Under God’s leadership, every employee would feel a deep sense of purpose. Performance optimization wouldn’t be measured only by output but by how closely the organization’s work aligns with its higher mission. Employees would be driven not by fear or ambition but by a shared belief that their work contributes to something greater than themselves—whether it's serving customers with integrity or making the world a better place. This sense of purpose would inspire creativity, innovation, and dedication across all levels of the organization.
2. Compassionate Leadership
In God’s organization, leadership would be compassionate and understanding. Employees wouldn’t just be seen as resources to maximise but as individuals with unique talents, experiences, and needs. The focus would be on developing each person’s full potential—offering mentorship, training, and opportunities to grow. Rather than punishing failure, mistakes would be seen as learning opportunities, fostering an environment of continuous improvement. Leaders would prioritize empathy and active listening, ensuring everyone feels heard and valued.
3. Collaboration and Community
God’s organization would thrive on collaboration rather than competition. Teams would work together, recognizing that the whole is greater than the sum of its parts. Trust would be the foundation of all relationships—employees would help one another succeed, rather than undermining or outshining their peers. Knowledge-sharing, open communication, and collective problem-solving would replace backstabbing or hoarding information. Performance would be optimized through a sense of community, where everyone is committed to the success of the team, not just their individual achievements.
4. Ethical Decision-Making
Integrity would be the cornerstone of decision-making. Every action taken in God’s organization would be grounded in moral principles—honesty, fairness, and accountability. While performance and efficiency would still be important, they would never come at the cost of ethical behavior. Cutting corners, exploiting others, or making unethical deals simply wouldn’t be tolerated. This commitment to doing the right thing would not only strengthen the organization’s reputation but also build long-term trust with customers, employees, and partners.
5. Empowering Autonomy
Unlike a micromanaging leader, God would empower employees to take ownership of their work. Trusting in people’s abilities and their intrinsic motivation to do good, the leadership would encourage autonomy and creative freedom. Employees would have the space to innovate, experiment, and find the best ways to achieve their goals, knowing they are supported rather than controlled. This empowerment would lead to greater job satisfaction, higher engagement, and, ultimately, better performance.
6. Sustainable Growth and Balance
God’s approach to performance would prioritize long-term, sustainable growth over short-term gains. While efficiency and profitability are important, they wouldn’t overshadow the need for balance and well-being. Work-life harmony would be encouraged, recognizing that employees are more productive and creative when they are rested, fulfilled, and supported in their personal lives. This holistic approach would optimize performance by fostering a healthy and engaged workforce—one that’s energized to bring their best selves to work each day.
7. Grace Over Punishment
In contrast to Satan’s fear-driven tactics, God would cultivate a culture of grace. Mistakes wouldn’t lead to harsh consequences but would instead open the door to reflection, learning, and growth. Employees would feel safe to take risks, knowing that even if they fail, they have the support and understanding of their leaders. This culture of grace would allow employees to stretch themselves and innovate without the paralyzing fear of retribution, ultimately leading to greater organizational success.
The Consequences of Divine Leadership
While Satan’s leadership might lead to short-term bursts of performance, God’s approach would foster sustainable success and long-term growth. Employees would be more engaged, more committed, and more creative because they are driven by purpose and empowered by trust. The organization would not only optimize performance but also build a reputation as a place where people thrive—attracting top talent, loyal customers, and strong partnerships.
Ultimately, a God-led organization would remind us that performance optimization isn’t just about pushing people harder; it’s about creating an environment where people can flourish, do their best work, and contribute to a purpose they believe in. True performance comes not from exploiting people’s energy but from nurturing their potential. And when people feel valued, heard, and supported, they can achieve extraordinary things—ethically, sustainably, and together.
