Final answer:
Poor idea screening outcomes often involve incorrect predictions or assessments resulting from flawed methods, such as in polling predictions, employment screenings, or technology design. These outcomes can lead to tangible adverse effects, such as electing the wrong candidate, hiring an incompatible candidate, or suffering from reduced productivity and increased errors. Improvement can be achieved through better survey design, comprehensive assessment methods, or enhanced technology interfaces.
Step-by-step explanation:
The example given in class for a poor idea screening outcome might include polling companies that produced results incorrectly predicting public opinion due to poor survey design or bad polling methods. For instance, a company might release a poll indicating a certain political candidate is leading by a significant margin, only for the actual election to have a different outcome due to the poll's unrepresentative sample or biased questions. This is akin to employers trying to screen potential employees like Greta, where imperfect information about her abilities and attributes could lead to a 'lemon' — a poor quality employee — because certain qualities, such as motivation or compatibility with a team, can be difficult to assess through resumes and interviews alone.
In technology or teamwork interactions, poor design can have tangible effects. For example, if a team is using a collaborative software that is not user-friendly or does not facilitate efficient communication, it can lead to reduced productivity, frustration, and errors. A suggestion for improvement could be redesigning the user interface to be more intuitive and fostering better integration with other tools used by the team.
The outcomes of idea screening, whether in polling, employment, or technology use, underscore the impact and consequences of poor judgment or design which may result in inaccurate predictions, poor hiring decisions, or inefficient work processes.