Expectations are mental models that define how we and people around us want things to work out now, in the short- medium- and long-term. Whether expectations are aligned in an organization or not has...
How can organizations effectively use High Reliability Teams to promote safety? High Reliability Teams have the ability to promote safety through task-relevant knowledge, high levels of communication, and adapting to the environment. Such teams are effective, social in nature and feature team members with high task interdependency and shared, common values. High Reliability Teams can promote safety at the workplace.
Humans are influenced by implicit biases in their day-to-day behavior. Particularly when it comes to the hiring process in organizations, implicit bias can play a strong role in deciding who to interview, who to hire and who to fire. This strongly influences organizational outcomes.
Leadership in organizations can often be dark and destructive. Utilizing a so-called trait approach is particularly helpful in understanding destructive leaders. Such leaders share common personality traits, notably including narcissism, hubris and Machiavellianism.
Professionals can display a range of leadership behaviors including autocratic leadership, whereby management control organizational practices and procedures. In this CQ Dossier you will learn the foundation of autocratic leadership, its benefits and shortcomings and when applying this leadership approach is appropriate.
Decisiveness is a key characteristic important for professionals in leadership positions and beyond. We have a look at the foundation of decisiveness, how it works and what you can do to benefit from it in this CQ Dossier.
High Reliability Teams (HRTs) use particular methods and share values that enable an effective safety climate. This Dossier draws on theory and research on HRTs and provides a series of broad recommendations that enable the implementation of policies for a strong safety climate within organizations.
Job satisfaction is one of the most widely used concepts in management and organizational behaviour. It is a valuable barometer to measure the organizational culture and to point out areas that need improvement.
Meeting minutes are an important building block of an effective communication approach. In this CQ Dossier you will learn why meeting minutes are important and how to create them in the most effective and efficient way.
To be an effective and analytical consumer of the literature on evidence-based management strategies, some familiarity and comfort with statistics is necessary. In this CQ Dossier you will learn the basics of statistics for management.
In this CQ Dossier, the foundation of understanding science and reading scientific papers for management practitioners will be discussed: knowledge of how to prove cause & effect, basic statistical awareness, and an understanding of science as tentative and self-correcting.
Organizational climate is a barometer for judging the employee sentiment about their employers’ policies and practices. By measuring the readings of this barometer, organizational policies and practices can be made more aligned with organizational goals and strategy.