Organizations utilize personality inventories such as the Five Factor Model of Personality for a range of purposes including selection and recruitment and employee management. Over the last twenty years, HRM scientists and practitioners have identified the Five Factor Model as a useful tool in predicting employee performance across a range of jobs and settings. This blog post describes the Five Factor Model also called Big Five and how the model can be utilized to increase organizational effectiveness.
Niklas Luhmann one of the most influential sociologists of the 20th century and father of the social systems theory once stated that organizations are made of decisions (Luhmann 2000). He even went further and argued that every decision taken builds on past decisions which accumulate to an organization’s future. On a more practical level making the right decision can be a matter of life and death in high risk environments such as aviation, medicine or the military. In business decision-making quality is a key determinant of organizational performance. We’ll have a look at the state of decision-making in the business sector and how Evidence-based Management can help you as a manager and professional to improve your decision-making quality.
When we speak informally about an individual’s personality, we may be referring to any number of qualities, from their temperament to their sense of humor, even the kind of media they like. However, in the social sciences, the study of personality focuses on enduring, reliable traits about a person that can be measured, and which are useful in predicting behavior (Saucier & Srivastra, 2015). The leading perspective on personality within the social sciences is the Five Factor Model, or the “Big Five”, which describes individuals in terms of their openness to experience, conscientiousness, agreeability, extroversion, and neuroticism.
Evidence-based management, or EBM, is a management approach that involves using scientific evidence and empirical results as a means of attaining knowledge (Barrends, Rousseau, & Briner, 2014). To be an evidence-based manager is to use the scientific literature as a means of answering questions, inspiring strategy decisions, and forming long-term plans. Published academic research from the fields of psychology, behavioral economics, communications, and even sociology can help to inform the decisions of a well-informed evidence-based manager. An evidence-based manager carefully considers the body of evidence, evaluating research for its quality and relevance.
In the 21st century performance and competitiveness more than ever defined by “knowledge”. Being able to learn faster and more efficiently became a crucial factor for success for all of us. Organizations that provide an optimal learning framework for their employees in order to allow them to learn fast and efficiently will be at a clear advantage. Classical training measures are a readily established tool to meet the demands of our knowledge-based society. However, recent studies showed that only 15-20% of traditional training content actually leads to sustainable changes (Griffin, 2011).
I attended an instructor led leadership training session a couple of weeks ago. The training was well organized, the training material of good quality and the trainers applied various training methodologies such as presentation sessions and interactive group work activities. However, there was one thing that really struck me.
We have already arrived there. Long lost are the days where achievement, wealth, and position relied solely on an individual, or entity’s, capacity to rival against another to obtain the optimum available resources for themselves. Such an orientation primarily defined material success in the industrial and post-industrial eras and had its remnants extended into the beginning of the 21st century. It served its purpose in the frame of reference of the predominant capitalist’s value-system that prevailed in societies. But as we already entered the knowledge economy, recognized by its rapid technological advances, globalization, and extended communications networking and infrastructure, we cannot help to become increasingly aware of rapidly changing trends that kick dust in the eyes of the rat-race that once was.
Money makes the world go round? No way. Motivation makes the world go round! Motivation is an invisible force hidden in every single one of us. It’s the fire in us that determines our actions and decides where we invest our time and energy. We are motivated to a greater or a lesser extent depending on our respective daily condition, the environment, and interests. At times of high motivation, even difficult tasks can be a piece of cake and we are able to achieve incredible things. What’s behind the motivation mechanism? How can we increase motivation based on scientifically substantiated findings? We will get to the bottom of these questions in our current blog.
Strategy is a term usually connected to top management, long-term planning, goals, and consulting. This view dominated strategic management in theory and practice since the middle of the last century. Strategy as practice, in short SAP, is a new approach that questions this dominance. In this blog we present to you what’s actually behind SAP.
Leadership is a phenomenon that has interested people for hundreds of years. One rather outdated explanatory approach still plays a prominent role in practice and the media in particular: The so-called Great Man Theory. In this blog and in our short course on leadership and its impact on company performance we present what this theory is all about and why it is time to look for alternative approaches.