"It was a wonderful experience interacting with you and appreciate the way you have planned and executed the whole publication process within the agreed timelines.”
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Key Contributions and Publications
List's research focuses on understanding how people behave in the real world, moving away from purely theory-based economics. He conducts field experiments across various phenomena, including popular phone games, rideshare apps, and airline travel.This approach allows him to gather real-life data and insights into human decision-making processes.
Human Management vs. Robot Management: Skill Differences
This book explains the difference between human management and robot management skill:The management of human employees and the management of robots (including AI-driven systems) represent fundamentally different domains within organizational leadership and operations. The required skills, mindsets, and approaches diverge sharply due to the intrinsic differences between humans—conscious, emotional, adaptable beings—and robots—algorithmic, programmable machines. Below is a comprehensive analysis of these differences, drawing primarily from authoritative print books and encyclopedias in management science, robotics, psychology, and organizational behavior.
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John Lok
I had graduated business Administration Science Degree in Common Wealth Open University.
A. Efficient Resource Utilization
My view emphasizes the importance of using organizational resources—whether human, material, or natural—in the most efficient and effective manner possible. My view argues that inefficiency leads to waste and lost opportunities for profit and growth..
B. Behavioral Economics in Decision-Making
A distinguishing feature of my approach is his integration of behavioral economics into management practices. My view posits that understanding cognitive biases (such as overconfidence or loss aversion) can help managers design better interventions and policies.
C. Human Resource Training and Facility Management
My view devotes significant attention to the role of effective human resource training programs and facility management in raising employee productivity and improving service performance. My view suggests that well-designed training not only enhances skills but also positively influences employee attitudes and emotions—factors shown by other scholars to be crucial for long-term organizational effectiveness.
2. Strategies for Avoiding Resource Waste
My view outlines several strategies organizations can employ to minimize waste:
· Scientific Management Principles: Applying rational analysis to workflow processes helps identify inefficiencies.
· Behavioral Interventions: Using nudges or incentives based on behavioral insights can steer employees toward more productive behaviors.
· Continuous Feedback Loops: Regular assessment of resource allocation allows for timely adjustments.
3. Linking Resource Shortage to Social Change
My view explores how shortages in organizational resources can drive both internal change (e.g., restructuring) and broader social impacts (e.g., shifts in labor markets).
4. Application of Science-Based vs. Unreasonable Principles
According to my opinion, applying appropriate scientific management principles leads to increased sales and profits even under resource constraints; conversely, misapplication or reliance on “unreasonable” principles results in negative outcomes such as demotivation or wasted effort.
5. Facility Management’s Impact on Customer Satisfaction
In Learning Facility Management Advantages, my view asserts that facility management directly affects customer emotions—whether they are shoppers or students—and thus influences satisfaction levels and economic outcomes for organizations).
