Abstract/Summary

Management bias, a systematic error in human thinking, has broad implications, especially in the employment domain, since some biases could be an unjust decision. These biases potentially divided society into the oppressed and the oppressors, often subconsciously, leading to injustice and both the oppressed and oppressor's disengagement from the system. Injustice in employment undermines the principle of hiring the best candidate. A Plethora of studies shows that knowledge is reduced within the environment when bias in daily activity and decision-making occurs. As a result, candidate selection focuses not on acquiring and developing new knowledge but on building relationships and networks. The motivation for this work arises from the amount of literature discussing bias and employment; there is a lack of studies that consider the system or the process as a complete system and then study and mitigate the problem after considering the process from beginning to end, because bias could start informally before the process, but the impact is inside the process.. Indeed several groups rightly claim that they are victims of discrimination because of employment bias, as demonstrated in this thesis. This study aims to develop a control mechanism, employing a design science research framework to mitigate management biases by developing an explicit management control system in the employment selection process. The new system focuses on knowledge as the central pillar of the design, employing knowledge by an extension, copying system development knowledge from ITIL to an adjacent domain, which is the employment process as input due to hiring to the corporation. The study employs a design science research framework as a problem-solving paradigm to mitigate the problem after studying the environment from all aspects and then adding rigour to the design. The study's key findings are that subjectivity in knowledge, subjectivity in the philosophical approach, management behaviours, and biases are the keys that cause the problem. The study managed to remove subjectivity from the knowledge that is subjective in nature and consider it as the main parameter in hiring. Finally, this system does not aim to theorise or hypothesise but develop an artefact, a prescriptive contribution to world knowledge. This is the nature of the design science research framework in contrast to the descriptive contribution, where the researcher in descriptive contribution aims to understand phenomena and theorise from these phenomena.