The Moral Beauty of a Disobedient Robot

The Moral Beauty of a Disobedient Robot The Moral Beauty of a Disobedient Robot The Moral Beauty of a Disobedient RobotImagine directing your personal robot to perform a task and getting a response of No, I cant do that.Dont be surprised. As robots are integrated more and more into everyday life, teaching them to disobey or question a directive is just as important, if not more so, as teaching them to follow orders.Thats going to become a critical capability that all instructable robots will have to have, says Matthias Scheutz, professor of computer science at Tufts University School of Engineering and director of its Human-Robot Interaction Laboratory.Listen to episode 2 of ASME TechCast How Engineers Close the Communication gemeinsame agrarpolitikScheutz is principal investigator on a Department of Defense-funded project, Moral Competence in Computational Architectures for Robots, a collaboration with Brown University and Rensselaer Polytechnic Institute. The researchers are explor ing how to equip robots with reasoning tools, a sense for right and wrong, and what the consequences may be of their actions when facing real-world dilemmas, such as those that may result in death versus life.In situations that are seelenlageische verfassungly charged, where there is possible conflict of principles that you have to resolve, we want to understand whether robots are held to the same standards by society as people are.Prof. Matthias Scheutz, Tufts University School of EngineeringIn situations that are morally charged, where there is possible conflict of principles that you have to resolve, we want to understand whether robots are held to the same standards by society as people are and what people even expect from robots, Scheutz says.Ultimately, researchers hope to design a computational architecture that allows robots to reason and act ethically in such situations. But Scheutz is quick to point out, This is not a project that will have solved the problem at the end, h e says. This is only a beginning.A network representation of prescribed actions in eight distinct scenes. Visualized using the Vibrant Data mappr tool. Image Brown UniversityRPI is leading the work on logical frameworks, how to reason through dilemma-like situations, and Brown leads collecting empirical data, understanding norms, and what expectations people have for robots. Scheutzs labs main focus is implementing the findings on the robotic platform, experimenting with algorithms and exploring what people think of them.Robots today can be given the wrong instructions, intentionally or not, that could have harmful side effects to people, animals or property. These systems need to have an algorithm that takes into account moral values and when an instruction might violate those values, Scheutz says.This concept has become very prominent in the context of autonomous driving when an autonomous car has to make life and death decisions about who to run over, Scheutz says.If a driverless car sees a child run in front of the moving vehicle but cannot brake in time, for example, the question becomes whether the car should move forward or instead veer and crash into parked cars which could endanger the life of its passenger but could be a lower risk for injury than alfruchtwein certainly killing the child?That kind of decision-making is not available now, he says. In autonomous cars, avoiding collisions is still the ultimate goal.Or consider a car stopped at a red light and there is no cross traffic. A car is approaching from behind at such a high speed that it could not stop before crashing into the stopped car. What should the front car do? A human driver, seeing the rapidly approaching car, would actively break the law and run the red light to avoid the accident. There is no autonomous car now that can purposely break the law to avoid an accident, he says.Early findings gave researchers some insight into the psychological effects of agents and autonomous agents mak ing decisions. For example, do people believe it is morally right or wrong for someone to take an action that would save the lives of several people while killing fewer rather than taking no action and killing more (the so-called trolley dilemma)? Additionally, do they have the same opinion when the action or inaction is taken by a robot. The researchers found that most people put more blame on the person for taking an action. In the same situation, though, the robot gets blamed more for not taking an action.The researchers continue to work on understanding the difference and under what conditions opinions might be the same for both. They found that if the robot looks very human-like or if those making the judgment are told that the robot really struggled with the decision, then the difference of blame disappears.Our hypothesis is that people subconsciously can simulate the robots decision-making dilemma better when it has a human-like appearance or when they are told that it was st ruggling as a human would, Scheutz says.One of the many engineering challenges in robotics is dealing with uncertainty, such as deciding whether or not the robotic system is receiving the correct information from its sensors. That uncertainty also needs to be taken into account in moral reasoning and decision-making too.We dont yet have a good way of factoring in uncertainty in comprehensive normative reasoning. We have the logical descriptions of normative principles, and we have a way of dealing with the specificity of the real world and uncertainty of the sensors, but the approach we have proposed so far does not scale, Scheutz saysWe can only handle a small number of conflicting norms. Yet, people have a large number of norms.Another challenge is with natural language processing. There are lots of ways people express moral judgments, reprimand others, blame others and respond to blame in ways that robots cannot. Its very likely that robots will be blamed because they will screw up, and they need to be able to interact and be able to make their justifications to people, he says We do not know how to do that yet.The bar is really high on laying the architectural foundation in the robotic control system to take into account a whole moral range of ethical questions where human norms apply, Schuetz says. Society expects people to abide by established norms. When they dont, if a violation is illegal, they face consequences.Current machines have no such notion, and yet they are being increasingly deployed in human society and in social context where we are bringing into the interaction all of these expectations, he adds.Nancy Giges is an independent writer.Read More Breakthrough Makes Graphene Easier to 3D Print Making Sense ofReal-Time Factory Data Smart Bandage Does It All For Further Discussion

Age-Appropriate Jobs for 9-Year-Old Children

Age-Appropriate Jobs for 9-Year-Old ChildrenAge-Appropriate Jobs for 9-Year-Old ChildrenTheyre notlage quite tweens yet, but as most will be glad to tell you, theyre not little kids, eitzu sich. Most 9-year-olds fall somewhere between little kid and big kid on the status scale. They love doing small jobs and tasks to show that theyre old enough to handle responsibility but theyre not quite ready to be left unsupervised yet because - lets face it - kids will be kids.However, there are plenty of age-appropriate tasks and helper jobs that can give 9-year-olds that big kid feeling they crave if they want to earn some money. Here are some jobs that can help teach 9-year-olds responsibility - and, in some cases, even a skill. 01Yard WorkCaiaimage/Paul Bradbury / Getty ImagesAlthough its not a traditional helper job, a lemonade stand can be a fun business adventure for kids. This is obviously a seasonal activity depending on where you live, but making the lemonade, setting up the table, and making signs are all tasks that a 9-year-old she be able to handle.Your child will learn about customer service and how to count change, both skills that will serve her well in jobs she might have in the future. An adult should be nearby to supervise and your childs lemonade stand should be on a quiet street within view of your house. Set a time limit for hours of operation so your 9-year-old doesnt get tired or discouraged if sales arent going well.Check into any licensing issues you mightface before your child sets up a lemonade stand. Some municipalities come down hard on unlicensed businesses, even when theyre staffed and run by children.You Know Your Child Better Than AnyoneAt the end of the day, age is just a number. Mozart composed his first published music when he was only 5. You know your child. You know his quirks and his talents. If Mozarts mom had suggested that he give music lessons, he probably would have aced the job, but he might have totally botched the job had he been faced with an unruly dog.Try small tasks out at home first. Identify your childs affinity. Then supervise, supervise, supervise ...and turn her loose.

[2019] Resume Objective Guide + Resume Objective Examples

2019 Resume Objective Guide + Resume Objective Examples Resume Objective sResume Objective Guide + Resume Objective ExamplesYouve polished your resume and perfected your cover letter. Youre wondering if you should include a anschauung at the top of your resume to grab the hiring managers attention. The answer, in short, is yes. Having a brief votum or overview at the beginning of your resume is a great way to demonstrate your skills and experience and show the hiring manager the value that you will bring to the position.There are two different statements you can include at the top of your resume a resume summary statement or a resume objective statement. Which one you choose to use will be dependent on your experience level. Read on to learn about resume objective statements and how you can incorporate them on your resume. Once finished, make sure to read our complete guide about resume summary statements to find out more about how to use those statements on your resume.What is a R esume Objective?A resume objective is an introductory statement that job seekers have been using for eons, and as they are called objectives, typically state the aim of the job seeker. The goal of the resume objective is to demonstrate your experience, passion, and desire to work for the company you are applying.Resume objective statements are great if you are starting out in your career and dont have any solid experience to include. You can draw upon your education and knowledge of the industry while highlighting your individual objectives for obtaining a position at that company.You may bedrngnis know where to start when it comes to writing a resume objective. Here are some resume objective examples to inspire your own. Keep in mind that these statements should be brief. Limit them to 50 words or less and only include information that is tailored specifically to the position you are applying.Resume Objective Example 1 Career ChangeContent marketing professional with five years of experience looking to transfer my skills to social media.Explanation Resume objective statements can be beneficial to job seekers looking to change careers. If you are changing careers, you wont have a wealth of experience in your desired field, so its great to draw upon your previous experience and your desire to transfer that knowledge.Resume Objective Example 2 Limited ExperienceRecent college graduate with a BA in Journalism and nine months of editorial internship experience. Seeking to leverage academic knowledge and internship experience to fill your entry 3 Re-entering the WorkforceCustomer service professional with six years of experience looking to bring my keen sense of dedication and responsibility to your organization. Seeking to utilize my infectious personality and tenacity to this position.Explanation This objective statement is somewhat vague but does feature the qualifications of the job seeker and what they are looking for in a position with the company. When re-en tering the workforce, it can be challenging to know what information to include, but you may want to keep off detailed information regarding the reason for the gap in your work history, especially if its a lengthy gap.Resume Objective or Summary Statement?Now that youre familiar with a resume objective statement and a resume summary statement, which one should you include on your resume? The truth is that resume objective statements are becoming more obsolete since they focus primarily on the goals of the job seeker. In todays environment, employers are looking for what you as a job seeker will bring to the company, not what they can do for you. For this reason, using a resume summary statement is becoming the more widely accepted statement by hiring organizations.There are some exceptions. The examples outlined here are specific situations that warrant a resume objective. If you are a recent graduate, changing careers or re-entering the workforce, a resume objective is the best way to showcase your skills while expressing your reasons for applying to the open position (in a way that still showcases the value you will bring to the organization).Always keep in mind that this is a brief statement and should only include information that is relevant to the exact position you are trying to land. You dont want to simply state the same information featured on your resume or cover letter. It needs to be something fresh and new that helps the hiring manager understand your experience. A great resume objective can separate you from the other applicants and get the hiring manager excited to learn more about you.Its important to know when to use a resume objective statement vs. a resume summary statement. Unless you are in one of the groups mentioned earlier, stick to the resume summary statement because it does a much better job of demonstrating the experience and the value you bring to the company. If you havent read our complete guide on resume summary statements, cli ck here for tips and examples.

United States Marine Corps Platoon Leaders Course

United States seestreitmacht Corps Platoon Leaders CourseUnited States seestreitmacht Corps Platoon Leaders CourseIf you are a college student and considering military service in the seestreitkraft Corps after graduation, you can test out the process with the Marine Corps Platoon Leaders Course (PLC). Sort of a military boot camp for officer candidates and part summer camp for those thinking about joining the Marines. However, come physically prepared as your physical fitness will be tested throughout the recruitment and PLC process. This is serious training that is designed to find officers for the Marine Corps and not meeting the standard is a sure-fire way to not getting accepted into the program. What is the PLC? The Marine Corps Platoon Leaders Course (PLC) is an alternative for NROTC or OCS for college students who wish to become commissioned officers in the United States Marine Corps. College students can enroll in PLC when they are freshmen, sophomores, or juniors in coll ege. Those who enroll as freshmen or sophomores attend two 6 six-week summer training programs at the Marine Corps Officer Candidate School, located at Quantico, Virginia. Students who enroll in the program as juniors attend one 10-week summer course at OCS. PLC summer class sizes are typically 250 to 300 students, broken into four to six platoons. The platoons train in a physically demanding environment where sleep deprivation, military tasks, and memorization are constantly forced on candidates to test their ability to handle stress. The course of instruction is much the same as Marine Corps Officer Candidate School. Travel costs, meals, textbooks, uniforms and lodging, during the summer training sessions are provided by the Marine Corps, and students are paid for their time. Additional financial assistance may be obtained for participation in active duty. Participants may receive tax-free financial assistance of up to $9,400 for Platoon Leaders Class participation. In addition, p articipants earn up to $5,200 during the training. Most colleges will grant academic credit for the summer training. PLC Candidate are eligible to receive $2600 per semester in exchange for additional active duty. This is payable for the school year only, not to exceed three years. For those who accept tuition assistance (up to $15,600 over three consecutive years), there is a military service obligation of four years. However, there is no obligation if you do not accept tuition assistance. A member of the PLC-Aviation option or PLC-Ground option (including a Selected Marine Corps Reservist) who receives tuition assistance may be ordered to active duty as an enlisted Marine for not more than four years, if the member Completes all PLC program requirements but refuses to accept an appointment as a commissioned officer in the Marine Corps ReserveFails to complete program requirements orIs disenrolled from the PLC program for failure to maintain eligibility for appointment under 10 U. S.C. 532. Following commission, Marine Corps officers attend The Basic School, six months (also in Quantico) of training in leadership, land navigation, weapons, small-unit tactics, and communications. Eligibility Must be a United States CitizenMust be at least 20 years old, and no older than 26 on June 30 of the calendar year expected to be commissioned (up to 30 years if prior service, depending on length of previous service)Must meet the moral standards for enlistment/accessionMust be eligible for a Security ClearanceMust meet USMC Weight and Fitness RequirementsMust be a full time student in an accredited college or universityMust maintain a C Average in order to be commissioned. Students are ineligible to apply if they have attained less than a C average in the semester/quarter prior to application. Students on academic,disciplinary, social, or moral probation are also ineligible to apply or receive any additional payments. Must have a combined score of at least 1000 on the verbal or math sections of the SAT, or a combined score of 45 on the verbal and math section of the ACT, or a minimum score of 120 (waiverable to 115) on the Marine Corps GT Composite Score of the ASVAB. Aviation Aviation guarantees are available in PLC. Those who qualify receive up to 25 hours of flight training while still in college, in order to familiarize themselves with general flight before going to military flight school, following commission. In addition to the other requirements for PLC, applicants must achieve a passing score on the United States Navy and Marine Corps Flight Aptitude Battery. Additionally, applicants must be able to pass theUnited States Navy Flight Class Physical. Law School Those interested in becoming a lawyer may be interested in the PLC law program. Under this program, commission is delayed until completion of law school. After graduation from law school, applicants are commissioned in the JAG Corps. To be eligible for this program, applican ts must score a minimum of 30 on a 50-point scale, or 150 on a 180-point scale, of the LSAT. Under this program, applicants must be no older than 31 years old as of June 30 of the calendar year they will be commissioned (up to 35 if prior active military service, dependent upon length of prior service).

What to Do if An Interviewer Hits on You

What to Do if An Interviewer Hits on YouWhat to Do if An Interviewer Hits on YouWhen you are applying for a job, you might unexpectedly find yourself in a vulnerable position. Not all interviewers have the same ethical standards, unfortunately, and getting hit on during a job interview can happen. What should you do? How should you handle the situation? You are entitled to legal protection from inappropriate behavior, even in a job interview.The same protections that cover employees apply to applicants for employment. Interview Questions Employers Should Not Ask Not only are there certain questions that should bedrngnis be asked during a job interview, but it is not appropriate for an interviewer toviolate your personal space, or to imply that your job prospects will be impacted by your response to a request for intimacy. How to Handle Inappropriate Questions The best response to inappropriate questions depends on the nature and severity of the interviewers transgressions.In the case where you are asked questions about your personal life, relationship status or sexual preferences, you have several options You can politely ask about the relevance of the question to your suitability for the job and mention your preference for sticking to relevant topics. You might say, I dont see how this relates to my qualifications for the position. I would be more comfortable if we discussed aspects of my candidacy that are directly relevant to the job.In order to steer the conversation in another direction, you can follow up with a question about a certain part of the job. For example, you could add, I saw that you are looking for a candidate with experience in business-to-business marketing. Could you tell me more about what B2B partnerships are already in place here? If the question seems innocuous to you, you can answer the question briefly and then change the subject. For example, if asked, Do you have a partner who would be moving with you? you can answer with a simple yes or no,and then steer the conversation to other topics.If the interviewer persists in askinginappropriate questions, then you might need to state your view firmly that the question is off cousine and refuse to answer.As a last resort, you might report your experience to the Director of Human Resources or a division manager in a superior position to the interviewer.At that point, you can also request the opportunity to interview with another individual if you are still interested in the job. How to Handle Inappropriate Behavior Instances where an interviewer makes physical contact, other than a handshake, asks you to spend time alone outside of the interview setting, or shares a personal phone number or address with an invitation to connect can be far more disturbing. In this type of situation, you have several methods of deflection First, you should make an attempt to deflect any physical contact by moving or indicating your disapproval via your body language.You can also politely decline any invitations, and state that you would like to keep the dialogue on a professional level.Finally, if the interviewer persists, you should simply state your discomfort, leave the interview, and immediately report the incident to a person in authority at the employer.You can request an interview with another representative if you wish to continue with the employer. If the organization takes no action, then you will know for sure that the employer is not for you. When the Job is On the Line The most serious violation by an interviewer involves a statement or strong implication that your status as a job applicant will be influenced by whether you comply with a request for intimacy.In this case, you should immediately leave the interview, and inform the employer of thetransgression. If the interviewer is your prospective boss, you should think twice about proceeding.If the interviewer is a Human Resources Representative, his or her behavior may or may not be indicative of an institutional problem. Finally, if you are not given a fair chance to secure a position with that employer, then you might want to consult a labor attorney regarding your options for redress on the fundament of sexual harassment. The information contained in this article is not legal advice and is not a substitute for such advice. State and federal laws change frequently, and the information in this article may not reflect your own states laws or the most recent changes to the law.

The Insider Secrets for Resume Builder Software Revealed

The Insider Secrets for Resume Builder Software Revealed The Basics of Resume Builder Software My Resume Builderapp is one that its possible to download on your Android device so as to help you produce an appealing resume. Fantastic programmers understand how to prioritize clear code. Listing skills necessary for the position is a no-brainer. You might find yourself sending the same resume to different job applications and although you may believe that youre saving time youre actually lessening your probability of receiving an interview Furthermore, think about working with a professional recruiter to make sure that youve got the very best shot at landing the proper job. The very first key is to realize how resumes are organized. Resume Builder Software - the Story There are lots of professional resume template that can be found on the net from which you are able to make out some idea about how to construct a professional studienplan vitae using best resume builder websi tes. Search by file type to create certain you are able to use the templates you find. You also receive the choice to pick a template from the bunch of beautiful resume templets out there. There are many templates to pick from ranging from the basic formats of conventional resumes to more modern designs which are getting more popular (see example above). The download link is just found in the body of the text (there isnt any download button or image), therefore it can be simple to miss. As a result of its intuitive layout and general simplicity, the app can be readily figured out. Resume Templates There are more than 20 templates to select from. You can preview each template to obtain a notion of how your final resume is likely to look. How to Get Started with Resume Builder Software? Aside from programs, theres additionally a very long collection of resume making software available. The tool provides a detailed guide to resume building which provides you total control ove r it and youll be able to manage it in any manner you want. It is possible to even import any resume youve written from your system and edit it. The Unusual Secret of Resume Builder Software A specialist gruppe member will counsel you on the best way to enhance your resume, which can be a wonderful support and adds another degree of service to the total experience. Whatever sort of career youre looking for, resume builder software is able to help you create a resume that is stronger than youd have the ability to create all on your own. From customer experience, their customer service isnt the best so you may have trouble getting a refund in case you dont cancel. Many resume builder computer software programs incorporate other tools you will need to be successful, such as job search capabilities or automated job notifications. Read resume articles focused on specific facets of job searching and the way to use your resume. To begin with, construct your master list of every skill youve got. A good example might be a niche skill needed for work, which you might happen to get, but may not be relevant to include for most jobs. 1 The ideal example of a software engineer resume is one which receives the interview. It is possible to also discover a bit about indexing and internet job hunting, how to compose a good cover letterand how to carry out well in a work interview. You ought to make sure youre staying on top of your job search procedure and you dont get distracted. You may also perform an internet job search or earn a price of living comparison through its online offerings. The best resume building software with which one is guaranteed to acquire the best opportunities and boost their presence in their various industry. The point is to let you can boost your CV as much as you desire. The good thing is an online resume maker gets you a professionally formatted resume in virtually no time, which means that you can take the very first step toward a be tter paycheck faster. The solution is yes in the event that you wish to. You may find several great resume templates, however you will have to decide if theyre likely to help or hurt your likelihood of landing an interview. The Fundamentals of Resume Builder Software Revealed Now, take a look at best free online resume builder websites. If you decide to click the links on our website, we might get compensation. ConnectCV is another exact efficient online resume building tool at no cost. In lots of ways, its never been simpler to come across candidates online. What You Dont Know About Resume Builder Software Becoming in a position to list more than 1 suite is an excellent benefit. There are lots of Free resume building apps can be found play shop. Resume Builder The resume building process is extremely straightforward. So if you decide to go the Resume Builder route, be conscious that youll need to cover the belastung item.

How One Preventable Mistake Is Driving Your Employees Away

How One Preventable Mistake Is Driving Your Employees Away According to a recent survey from Saba and WorkplaceTrends.com, one third of U.S. workers are looking to change jobs in the next six months. A large chunk of these employees 41 percent said theyre itching to make a move because they want career development opportunities that their current employers just arent offering. People are looking to grow, expand, and use their skill sets, and the economy is pretty much booming right now, says Adrienne Whitten, vice president of product marketing at Saba. If people arent getting what they want, they know its relatively easy to get it elsewhere.These results dont represent a glitch in the economic numbers, according to Whitten. Saba conducted a similar survey earlier this year, and the results were pretty much the same. What were seeing is a consistent desire among workers to find new jobs.The plot thickens when we see that a large majority of companiesareoffering development opportunities to employees. The herausforderung isnt that companies are failing to give employees what they want the real problem is that HR is failing to communicate with employees about the career developments options available to them. Saba found that 60 percent of HR leaders say they provide clear career paths to employees, but only 36 percent of employees said the same.Theres definitely a gap between what HR is doing and what employees are hearing and believing, Whitten says.HR Needs to Get Proactive and Make Career Development More AccessibleTo explain the communication breakdown, Whitten references a conversation she had with an HR professional at another companyI asked them, How do people know there are opportunities open for them? Whitten explains. And they said, We have an internal job board Employees just need to log on, search through it, and find something that fits.The problemwith this app roach to employee development is twofold. First, it assumes that employees know where they should look to find development opportunities. Second and perhaps more damaging it overestimates the amount of free time and energy employees have. When are employees supposed to go digging through internal sites for development opportunities during lunch break? Are they supposed to stay after hours to spend their evenings hunting for jobs at their own companies?The dual failure to communicate development opportunities and make them more accessible to employees leaves the door open for recruiters to swoop in and snag a companys best talent.What HR folks dont realize is that the competitor will actively solicit the employees, Whitten says. They will call them, sell them, market to them heavily about everything they have to offer. Its not good to provide passive options that require the employee to go out and do it themselves.Turn Your HR Department Into Proactive StorytellersIf HR department s want to retain their employees, rather than drive them straight into the arms of competitors, they need to first work on their storytelling skills, Whitten says.For a while now, recruiters have been turning to marketers to help them improve their recruiting strategies. Theyve been learning how to better advertise positions, tell compelling stories, and engage meaningfully with target markets. Whitten suggests it may be time for HR to give marketing a call as well.The recruiting-marketing partnership has been a really good partnership for the companies that are doing that, Whitten says. For the sake of retaining internal employees not just attracting new ones it may be time for HR to partner with marketing to help them tell stories.But learning to be good storytellers isnt enough in and of itself. HR has to not only know how to tell stories about professional development, but also how to proactively market those stories to employees.Whitten explainsLets say Joe was able to move f rom a front-line position to management. Tell that story Advertise it Put together a video and push it out to employees. Its your job to get it in the face of employees. You have to do a push not wait for a pull.Theres one more thing HR departments should do, too Put themselves in the employees shoes to determine whether or not career development opportunities are truly accessible. Is it easy for employees to find opportunities and is it easy for them to apply for these opportunities?Sometimes, its just a matter of looking at the programs and saying, What can I do differently? Whitten says. Dont just assume everything you are doing is available to employees and that they are aware of it.