As a manager, it is largely your responsibility to cultivate an environment where innovative ideas can be generated – and evaluated for their usefulness. Management decisions and policies can have a...
Recently, there has been a trend among top-performing companies to reinvent their performance management systems. Organizations are discarding the traditional practice of evaluation through a system...
When workers are absent from work, this can cause many problems for organizations. Although organizations expect employees to take time off for doctor appointments and sickness, excessive absenteeism...
In order for a work team to thrive and develop innovative, paradigm-challenging ideas, creativity must be properly fostered. Working towards that requires that you, as a manager, recognize that creative output is inherently risky and vulnerable – especially when the pressure is high and the need for a useful solution is paramount (Paulus, 2000).
This CQ Dossier describes modern theories of leadership through a focus on emergent theories that link human resource management and strategy across multiple-levels. The dossier describes the latest innovations in research to show that leadership is a process through which organizations can gain a competitive advantage.
As a manager, it is important to take advantage of your employees’ potential for innovative thought. More than just creativity, innovation potential speaks to an individual’s capacity to generate novel and useful ideas that can inspire others and produce growth.
This CQ Dossier describes the Job Characteristics Model that provides recommendations on how best to design jobs to enrich employee motivation. The model focuses on the intrinsic motivation that employees gain through having control over their work. The model shows how autonomy, job crafting and feedback can enhance employee motivation and enrich the experience of work.
Changes in technology and the workplace have resulted in an increase in virtual teams. This CQ Dossier describes how leaders can effectively manage virtual teams and need a fresh set of skills to facilitate team effectiveness. The dossier draws on research and theory on leadership style and virtual teams.
This CQ Dossier describes the key characteristics of effective teams. The dossier draws on research that show how effective teams operate through coordination, communication, and shared cognition. The dossier describes how organizations can provide human resource practices such as employee training to ensure that teams are successful in reaching their missions and goals.
This CQ Dossier focuses on the importance of relationships within the leadership literature. It describes the theories of leader-member exchange (LMX) and servant leadership to describe how effective leaders build quality and strong relationships with each of their followers to gain commitment to the organizational mission.
This CQ Dossier focuses on the dark or destructive side of leadership and utilizes a trait approach in understanding destructive leaders. It summarizes the main personality traits that categorize destructive leaders, including narcissism, psychopathy, hubris and Machiavellianism.
One of the current “trends” in the science of management is examining employees’ resilience. Like “emotional intelligence” and “grit” before it, “resilience” has become a desirable and much-discussed...
This CQ Dossier describes how organizations can develop talent through effective Human Resource Development (HRD) systems. It describes the three main stages of HRD including needs analysis, design and implementation of training, and evaluation of training.
This CQ Dossier describes how organizations can use personality tests for selection and recruitment purposes. We focus on the Big Five Personality Model and describe the research that supports use of the Big Five for validation purposes with criteria.
This CQ Dossier describes a competency-based approach to hiring and describes the benefits of utilizing competency models as opposed to traditional job analysis models. It provides information on how best to implement a competency-based model into HR practices.