Understanding AI Writing Detection: A Guide for Students
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St. John's University**We aren't endorsed by this school
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ACC 106
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Management
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Dec 10, 2024
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United International UniversityMy FilesMy FilesAssessment Guidance.docxDocument DetailsSubmission IDtrn:oid:::3618:73467526Submission DateDec 9, 2024, 11:14 AM GMT+5:30Download DateDec 9, 2024, 11:20 AM GMT+5:30File NameAssessment Guidance.docxFile Size29.6 KB12 Pages2,526 Words16,328 CharactersPage 1 of 14 - Cover PageSubmission ID trn:oid:::3618:73467526Page 1 of 14 - Cover PageSubmission ID trn:oid:::3618:73467526
0% detected as AIThe percentage indicates the combined amount of likely AI-generated text as well as likely AI-generated text that was also likely AI-paraphrased.Caution: Review required.It is essential to understand the limitations of AI detection before making decisions about a student’s work. We encourage you to learn more about Turnitin’s AI detection capabilities before using the tool.Detection Groups1AI-generated only0%Likely AI-generated text from a large-language model.2AI-generated text that was AI-paraphrased0%Likely AI-generated text that was likely revised using an AI-paraphrase tool or word spinner.DisclaimerOur AI writing assessment is designed to help educators identify text that might be prepared by a generative AI tool. Our AI writing assessment may not always be accurate (it may misidentify writing that is likely AI generated as AI generated and AI paraphrased or likely AI generated and AI paraphrased writing as only AI generated) so it should not be used as the sole basis for adverse actions against a student. It takes further scrutiny and human judgment in conjunction with an organization's application of its specific academic policies to determine whether any academic misconduct has occurred.Frequently Asked QuestionsHow should I interpret Turnitin's AI writing percentage and false positives?The percentage shown in the AI writing report is the amount of qualifying text within the submission that Turnitin’s AI writing detection model determines was either likely AI-generated text from a large-language model or likely AI-generated text that was likely revised using an AI-paraphrase tool or word spinner.False positives (incorrectly flagging human-written text as AI-generated) are a possibility in AI models.AI detection scores under 20%, which we do not surface in new reports, have a higher likelihood of false positives. To reduce the likelihood of misinterpretation, no score or highlights are attributed and are indicated with an asterisk in the report (*%).The AI writing percentage should not be the sole basis to determine whether misconduct has occurred. The reviewer/instructor should use the percentage as a means to start a formative conversation with their student and/or use it to examine the submitted assignment in accordance with their school's policies.What does 'qualifying text' mean?Our model only processes qualifying text in the form of long-form writing. Long-form writing means individual sentences contained in paragraphs that make up a longer piece of written work, such as an essay, a dissertation, or an article, etc. Qualifying text that has been determined to be likely AI-generated will be highlighted in cyan in the submission, and likely AI-generated and then likely AI-paraphrased will be highlighted purple.Non-qualifying text, such as bullet points, annotated bibliographies, etc., will not be processed and can create disparity between the submission highlights and the percentage shown.Page 2 of 14 - AI Writing OverviewSubmission ID trn:oid:::3618:73467526Page 2 of 14 - AI Writing OverviewSubmission ID trn:oid:::3618:73467526
ROYAL DOCKS SCHOOL OF BUSINESS AND LAW Assessment Guide Module Title: Global HRM, Leadership and Teams Module Code: HR7017 Level 7 Term 1 Academic Year 2024/25 Student Name: Student ID:Page 3 of 14 - AI Writing SubmissionSubmission ID trn:oid:::3618:73467526Page 3 of 14 - AI Writing SubmissionSubmission ID trn:oid:::3618:73467526
1 Contents Introduction ................................................................................................................................2Microsoft’s Human Resource Management (HRM) Approach.................................................2Organizational Culture at Microsoft: A Critical Discussion ......................................................5Conclusion .................................................................................................................................9References ................................................................................................................................10Page 4 of 14 - AI Writing SubmissionSubmission ID trn:oid:::3618:73467526Page 4 of 14 - AI Writing SubmissionSubmission ID trn:oid:::3618:73467526
2 IntroductionThe Microsoft Company in the technology industry has drastically changed since its current CEO, Satya Nadella joined in 2014. The organization has more than 220 thousand workers and achieves more than $245 billion in annual sales; it is in a busy and competitive climate. Being one of the leading software-producing or IT-Cloud service providers, Microsoft primarily focuses on the roles that HRM still plays within a contemporary business setting, including learning culture, inclusiveness, and teaming. This paper critically analyses the status of HRM in Microsoft by paying much attention to the organisation’s culture, leadership and team formation (Goyal et al., 2023). The evaluation sheds light on how the change management process from a highly authoritative and results-oriented organizational culture to a team-oriented and creative culture made the company more ready and able to maintain market dominance. At the heart of this key change is Nadella’s empathetic leadership approach, focus on customers and a learning culture and workforce diversity. Additionally, this work describes various modern-day issues that affect Microsoft yesterday, today and in the future such as remote working environment, data privacy laws, and struggle to offer better solutions among other competitors. This topic draws links between the key theories of HRM including transformational leadership, team development, and culture applying a holistic analysis of how effectively Microsoft has lined its people management with its business strategy. Consequently, this report shows how a good HRM strategy is instrumental in achieving organizational outcomes in today’s evolving global economy (Microsoft, 2024). Microsoft’s Human Resource Management (HRM) ApproachThe policies of the company within the framework of HRM let them implement the main mission to help every individual and organization in the world to get more (Agustian et Page 5 of 14 - AI Writing SubmissionSubmission ID trn:oid:::3618:73467526Page 5 of 14 - AI Writing SubmissionSubmission ID trn:oid:::3618:73467526
3 al., 2023). This paper seeks to demonstrate how Microsoft has become a leading company in the international field of HRM by following the multi-faceted strategy for attracting, training, evaluating and motivating effective employees. 1.Talent Acquisition and recruitment Microsoft followed a corporate recruitments scheme that focused on quality and the best talents within global markets (Allal-Chérif et al., 2021). The company uses innovative tools, including artificial intelligence when reviewing the resumes and the predictive ratings in hire selection to secure candidates that have a similar vision and preference to the company. Most of the hiring processes include diversity and especially collaborating with different groups such as Women in Tech and Black Girls Code. Microsoft’s interning and university hiring scheme still supports business talent acquisition even better enhancing the development and career growth opportunities for prospective talents (ShieldSquare Captcha, 2024). 2.Diversity and Inclusion (D&I) Microsoft company’s policies particularly on diversity and inclusion are key determiners of their HRM. The company also strives to reach goals in terms of gender, ethnicity, and ability as the company extends progressive objectives. To illustrate this, Microsoft’s talent development plan was to increase the number of Black and African American managers and leaders by 2025 by two folds. To achieve these objectives the company initiated the following; In the area of employment, the company formed the Employee Resource Groups (ERGs) that included; Blacks at Microsoft (BAM) Women at Microsoft The Disability ERG. Such groups offer support and lobbying, sponsorship, and interchanging of culture (Microsoft, 2024a). Furthermore, Microsoft has adopted other equal employment opportunity measures including, structured interviews, accessibility accommodation and training, and unconscious Page 6 of 14 - AI Writing SubmissionSubmission ID trn:oid:::3618:73467526Page 6 of 14 - AI Writing SubmissionSubmission ID trn:oid:::3618:73467526
4 bias for the recruiters and managers. The company releases its Global Diversity & Inclusion Report every year to establish its achievements and demonstrate its challenges. 3.Employee Development and Training Another of the features of the strategy of HRM in Microsoft is the focus on improving and raising the level of learning as a permanent investment activity (Loh Joey, 2021). In the learning ecosystem there are such forms as Microsoft Learn, LinkedIn Learning, and internal portals. Major soft skills, including customer engagement, communication, collaboration, problem solving, and project management, can be obtained through microlearning programs to supplement formal training and education Other major strengths include: COURSES OFFERED –Employees can attend courses in emerging technologies like artificial intelligence (AI), cloud computing and cybersecurity to remain relevant to the fast-growing technological advancements. It also provides leadership development training and course such as Manager Excellence Framework in which an organization trains manager to be effective leaders for its teams. However, for communities, through programs such as TechSpark and the Microsoft Global Skills Initiative, the company takes skills development to the people helping improve people’s digital skills and prepare them for better careers across the globe.4.Performance Management Microsoft under the direction of the present Chief Executive Officer, Satya Nadella, changed from the traditional follow-up procedure which involved annual evaluations into continuous performance engaging the system referred to as ‘Connect (How Microsoft’s Performance Reviews Empower Employees and Drive Business Performance | Zavvy, 2024).’ It is focused on feedback, frequent check-ins and goal-setting dialogues between the employees and their supervisors. Page 7 of 14 - AI Writing SubmissionSubmission ID trn:oid:::3618:73467526Page 7 of 14 - AI Writing SubmissionSubmission ID trn:oid:::3618:73467526
5 The new system of appraisal and development inspires employees to discuss future oriented performance, rather than reviews about the past performances by the employees. In fact, it has been reported that owing to the development of a ‘growth mindset’ culture at Microsoft, people have been empowring themselves to shed their reluctance to the risk and instead take up challenges which was possible only because they were actually encouraged to innovate at work. Rather, the managers practice positive feedback strategies in Eval Union to give positive criticisms while the employees are expected to seek training and coaching from their managers. This is in stark contrast to the previously conservative Microsoft’s HRM approach that has been changed under Satya Nadella, who is spearheading the mission of making Microsoft more innovative, inclusive and a growth culture organization. The company has applied competitive staffing acquisition policies convenient training and development procedures and appropriate performance management systems to become an international HRM organization. The shows how diversity, learning and empowerment has been incorporated in the hr policies which helps Microsoft to remain competitive in the ever-dynamic technology environment. Apart from serving organizational staffing needs effectively, this broad HRM strategy builds a strong company image around the world as an ethical purposeful company that is keen in staffing highly competent employees. Organizational Culture at Microsoft: A Critical Discussion Organizational culture, leadership and talent management of Microsoft have been highly improved since Satya Nadella joined the organization as the CEO in 2014 (Prakash et al., 2021). This change is based on the growth mindset, Major initiatives and key activities focus on innovation & collaboration and customer centricity. Changing from competitiveness and rank-oriented structure to inclusive and knowledge-promoting culture, the company has Page 8 of 14 - AI Writing SubmissionSubmission ID trn:oid:::3618:73467526Page 8 of 14 - AI Writing SubmissionSubmission ID trn:oid:::3618:73467526
6 effectively changed its internal model, and at the same time, improved its market performance. This discussion hereby critically analyses and synthesize the cultural change of the Microsoft company, leadership style, teaming philosophy, and current challenges that define the organisation’s Human Resource Management strategies.Organizational Culture at Microsoft Organizational culture in Microsoft has changed significantly from performance-oriented culture or meritless-based culture to nurturing, learning and knowledge-sharing–culture. Adopting the idea from psychologist Carol Dweck known as the Growth Mindset, Satya Nadella changed the company’s culture from the arrogant, know it all to the humble learn it all culture in which workers embrace their failures and actively improve. Organization peoplehood is a central value in Microsoft, and virtually all the projects and communications occur through digital platforms such as Teams and Office 365 (Microsoft, 2024a). By means of these platforms, there can be an effective internal communication between the employees, which would apply to remote and hybrid work scenarios. Project teams are often created to solve multifaceted business issues since professionals from different departments developed it. Such has fostered a spirit of collaboration that has seen such products as Azure and Microsoft 365 developed successfully. Creativity is well rooted in Microsoft. Subordinates are urged to be innovative and to question various practices in an organization to introduce new risks that may be beneficial. One such samples include Microsoft Garage, which is a working prototype that aimed at enabling employees to develop new products and services that are not central to the business’s core services. This has resulted in development of products and services known to be under artificial intelligence and cloud computing technology. Further, has also transformed into more customer-oriented organization by incorporating client feedback into its product development. Customer Success Unit (CSU) Page 9 of 14 - AI Writing SubmissionSubmission ID trn:oid:::3618:73467526Page 9 of 14 - AI Writing SubmissionSubmission ID trn:oid:::3618:73467526
7 guarantees the customers remain a top priority to Microsoft by helping the company maximize products such as Azure and Dynamics 365 by updating them from customer feedback. Leadership Style at Microsoft Satya Nadella has done an excellent job in revolutionizing the company’s internal environment at Microsoft. His approach is empathetic, transparent, and inclusive. While others have lacked vision and ‘soft skills’ or merely launched new products and brought in fresh faces to alter the company’s course, Nadella adds another dimension to a modern CEO through his technological vision and his EI for a cultural and financial overhaul of Microsoft. Nadella leadership succession strategy entails wearing the employee’s shoes and creating a positive workspace (Keller, 2023). This has boosted the morale levels of employees and increased effectiveness of companies that have constantly received high ratings from their employees. His passionate support for Black Lives Matter signalled a company that would be more responsible in issues to do with social justice, and that would be truthful in its diversity reports. Mr Nadella’s strategic plan has focused the company’s vision on newer technologies including the Artificial Intelligence, machine learning, cloud computing among others. His principles of a ‘cloud-first, mobile-first’ company strategy has helped the organization transform into the leader of the global cloud and mobile sectors. Monster and Skype among others have increased Microsoft’s technological portfolio while LinkedIn and GitHub, depending on where they are located, have opened new markets for the firm. Team Development at Microsoft Team development framework which focuses on collaboration, learning and people recognition. Its human resources practices make a high-performing work environment its emphasis point by applying the skill set of its international workforce. Cross discipline teams Page 10 of 14 - AI Writing SubmissionSubmission ID trn:oid:::3618:73467526Page 10 of 14 - AI Writing SubmissionSubmission ID trn:oid:::3618:73467526
8 are core to Microsoft’s innovation strategy. Across the company, for teams that include expertise in AI, software development, and data analytics, they work on cutting-edge projects, such as Azure AI and enterprise solutions (Øverdal, 2022). This cross-disciplinary approach has bolstered Microsoft’s capacity to address complex technological problems.At Microsoft, we take team development seriously, here’sa peek into continuous learning opportunities close to our hearts. Is access to Microsoft Learn, LinkedIn Learning, and in-house training workshops available to employees? They can take courses in new technologies, leadership development, and personal growth on these platforms. The Growth Mindset initiative is designed to help company members see failures as learning opportunities and to seek out innovative solutions. Contemporary Issues and Debates in Microsoft’s HRM Practices Microsoft faces global operational challenges despite its well-defined HRM approach. These include data privacy, distant work, and strong market competition. Remote labour has altered Microsoft team dynamics. The company uses Microsoft Teams for remote work, but isolation, work-life balance, and virtual team management remain. Microsoft improves HR via hybrid work paradigms and remote team productivity study. As a digital leader, Microsoft faces challenging data privacy and security standards. GDPR requires comprehensive data management (Schäfer et al., 2023). Data-driven Azure and Microsoft Dynamics 365 face customer privacy and business innovation issues. Tech giants Google, Amazon, and Apple compete. Microsoft must innovate in cloud, AI, and enterprise software to compete. In this competitive business, attractive wages, learning opportunities, and a dynamic workplace culture help the company attract and retain top talent. Satya Nadella transformed Microsoft's leadership, culture, and teamwork. A “growth mindset,” inclusive decision-making, and empathic leadership have made the company a Page 11 of 14 - AI Writing SubmissionSubmission ID trn:oid:::3618:73467526Page 11 of 14 - AI Writing SubmissionSubmission ID trn:oid:::3618:73467526
9 global HRM leader. Talent management and innovation have improved with continuous learning, cross-functional collaboration, and employee recognition. However, remote employment, data protection, and tech industry competition require ongoing adjustment. Microsoft must improve remote work, data protection, and leadership development in HRM. Its long-term success and global market leadership relies on aligning people strategy with its technology objectives. A comprehensive HRM approach helps Microsoft negotiate the global market and redefine industry standards. ConclusionMicrosoft's market leadership and prosperity are attributable to strategic HRM. Global competitiveness and innovation are fostered by the company's dynamic, inclusive, learning-focused, and customer-focused culture. Microsoft's culture has changed under Nadella's compassionate and imaginative leadership, promoting collaboration and a "growth mindset" Talent management has improved with the company's HRM strategy—cross-functional teams, continuous learning, and recognition (Berger, 2024). These initiatives allow Microsoft to quickly adapt to market changes like remote and hybrid work patterns. Because of its flexible culture and robust leadership, Microsoft has weathered data privacy, market competitiveness, and shifting workplace dynamics. The company must improve HRM to navigate a tech-driven global economy (Sharma et al., 2023). Better remote work infrastructure, data privacy, and leadership development are advised. Microsoft can stay competitive and manage global concerns by adopting new HR tools and prioritizing customers. The company's HRM strategy must match its business goals for long-term success and industry leadership. Page 12 of 14 - AI Writing SubmissionSubmission ID trn:oid:::3618:73467526Page 12 of 14 - AI Writing SubmissionSubmission ID trn:oid:::3618:73467526
10 References Agustian, K., Pohan, A., Zen, A., Wiwin, W., & Malik, A. J. (2023). Human Resource Management Strategies in Achieving Competitive Advantage in Business Administration. Journal of Contemporary Administration and Management (ADMAN), 1(2), 108–117. Researchgate. https://doi.org/10.61100/adman.v1i2.53 Allal-Chérif, O., Yela Aránega, A., & Castaño Sánchez, R. (2021). Intelligent recruitment: How to identify, select, and retain talents from around the world using artificial intelligence. Technological Forecasting and Social Change, 169(1), 120822. https://doi.org/10.1016/j.techfore.2021.120822 Berger, C. (2024, May 20). Satya Nadella transformed Microsoft’s culture during his decade as CEO by turning everyone into “learn-it-alls” instead of “know-it-alls.”Fortune. https://fortune.com/2024/05/20/satya-nadella-microsoft-culture-growth-mindset-learn-it-alls-know-it-alls/ Goyal, R., Kakabadse, A., & Kakabadse, N. (2023). Cybersecurity: Critical Consideration for Boards of Growth Firms. Springer EBooks, 519–523. https://doi.org/10.1007/978-3-030-22767-8_1276 How Microsoft’s Performance Reviews Empower Employees and Drive Business Performance | Zavvy. (2024). Www.zavvy.io. https://www.zavvy.io/hr-examples/employee-performance-reviews-at-microsoft Keller, D. (2023, May 16). Computational Creativity in Media Production: At the Crossroad of Progress and Peril. Bora.uib.no. https://bora.uib.no/bora-xmlui/handle/11250/3071882 Loh Joey, K. (2021). The strategic use of microlearning as a training approach for the purpose of workforce skills development in multinational corporations. Digitalcollection.zhaw.ch. https://doi.org/10.21256/zhaw-24663 Page 13 of 14 - AI Writing SubmissionSubmission ID trn:oid:::3618:73467526Page 13 of 14 - AI Writing SubmissionSubmission ID trn:oid:::3618:73467526
11 Microsoft. (2024a). Careers at Microsoft | Microsoft jobs. Microsoft. https://careers.microsoft.com/v2/global/en/culture Microsoft. (2024b). Facts about Microsoft. Microsoft. https://news.microsoft.com/facts-about-microsoft/ Microsoft. (2024c). Microsoft 2024 Annual Report. Microsoft.com. https://www.microsoft.com/investor/reports/ar24/ Øverdal, M. Ø. (2022). Harnessing Artificial Intelligence Capabilities Through Cloud Services –a Case Study of Inhibitors and Success Factors. Kristiania.brage.unit.no. https://kristiania.brage.unit.no/kristiania-xmlui/handle/11250/3109901 Prakash, D., Bisla, M., & Rastogi, S. G. (2021). Understanding Authentic Leadership Style: The Satya Nadella Microsoft Approach. Open Journal of Leadership, 10(02), 95–109. https://doi.org/10.4236/ojl.2021.102007 Schäfer, F., Gebauer, H., Gröger, C., Gassmann, O., & Wortmann, F. (2023). Data-driven business and data privacy: Challenges and measures for product companies. Business Horizons, 66(4). sciencedirect. https://doi.org/10.1016/j.bushor.2022.10.002 Sharma, P., Srinivas, B., Shunmugasundaram, M., Rai, S. K., O, P. K., & Banu, S. R. (2023). Innovations in Human Resource Management: Adapting to the Future of Work. Journal of Informatics Education and Research, 3(2). http://jier.org/index.php/journal/article/view/297 ShieldSquare Captcha. (2024). Www.globaldata.com. https://www.globaldata.com/company-profile/microsoft-corp/ Page 14 of 14 - AI Writing SubmissionSubmission ID trn:oid:::3618:73467526Page 14 of 14 - AI Writing SubmissionSubmission ID trn:oid:::3618:73467526