Industrial Organizational Psychology
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No Business is Too Big to Fail or Too Small to Succeed

No Business is Too Big to Fail or Too Small to Succeed | Industrial Organizational Psychology | Scoop.it

We live in an era of what I refer to as Digital Darwinism, a time when technology and society are evolving faster than the ability of many organizations to adapt.

 

Over the years, I’ve studied how disruptive technology affects consumer behavior and decision-making. I’ve also researched how businesses react (or don’t) to these changes. What I’ve learned is that barring a few exceptional instances of complete ignorance, organizations are open to adaptation if there’s indeed a case made for it and a path outlined to safely and cost-effectively navigate change.

 

Part of the problem is that decision makers and stakeholders react to shareholders and not necessarily customers or markets. When they are ready to react, it’s typically a technology-first rather than a people-first initiative. Without understanding behavior, expectations, patterns, and new touch points, technology is often the right answer at the wrong time. It’s not unlike the famous saying about missed targets when they follow a “ready, fire, aim” command.


Via Karl Wabst
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" Sobering stats on business failures - Brian Solis" Sad but true. Although a ray of hope for those that are agile. Sobering indeed

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Karl Wabst's curator insight, February 28, 2013 11:41 PM

This is a new infographic from  Brian Solis to prepare us for his new book, What’s the Future of Business: Changing the way businesses create experiences.

 

While Brian keep talking about a people-centric, rather than a technology-centric approach companies are still obsessed with the idea that if they install the right software, standby and watch, magic will happen.

 

I recommend using formal change management program to prepare your people first. After many years in social, with IBM and consulting around the World, I can attest to the waste and disillusionment of using a technology first approach with social business.

Industrial Organizational Psychology
What is I-O? "Industrial-organizational (I-O) psychology is the scientific study of the workplace. Rigor and methods of psychology are applied to issues of critical relevance to business, including talent management, coaching, assessment, selection, training, organizational development, performance, and work-life balance.:" Definition from SIOP
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Accessible research

Accessible research | Industrial Organizational Psychology | Scoop.it
Universities rely on scholarly journals. Faculty read them to further their knowledge, and they publish their own research in them so others can benefit from it.
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Dr. Eduardo Salas, Organizational Psychologist

Dr. Eduardo Salas, Organizational Psychologist | Industrial Organizational Psychology | Scoop.it
Dr. Salas works in industrial and organizational psychology — the subfield that studies people at work.
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What Now? Change and Attachment in the Federal Government

What Now? Change and Attachment in the Federal Government | Industrial Organizational Psychology | Scoop.it
Managers can more effectively guide their agency through change when they understand employees' feelings of attachment to aspects of the agency.
Paul Thoresen's insight:
Having been on a panel with her at SIOP15, I am excited to read and share this article by Victoria Grady and her colleagues.
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5 Ways Medical VR Is Changing Healthcare

5 Ways Medical VR Is Changing Healthcare | Industrial Organizational Psychology | Scoop.it
Five great examples of medical VR transforming patient lives and how doctors work, like live-streaming risky operations and experiencing life as an elderly.

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David Cooperrider & Christopher Johnston's curator insight, August 2, 10:53 AM
Our healthcare industry continues to capitalize on technological advances. Medical virtual reality, for example, is emerging as an important tool that will, as this article points out, have an increasing impact on surgical simulations and training exercises; reduction of stress, pain and boredom for patients recovering in a hospital bed and can be especially effective at making children more comfortable and relaxed; simulating life as an elderly person to enhance empathy in physicians and surgeons; and expediting recovery after a stroke. “Medical VR is an area with fascinating possibilities,” the author says. “It has not just moved the imagination of science-fiction fans, but also clinical researchers and real life medical practitioners. Although the field is brand new, there are already great examples of VR having a positive effect on patients’ lives and physicians’ work.”
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LCM Podcast EP6 – Are Centralized Change Teams a Good Idea? | Lean Change Management

LCM Podcast EP6 – Are Centralized Change Teams a Good Idea? | Lean Change Management | Industrial Organizational Psychology | Scoop.it
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Coaching as a Developmental Intervention in Organisations: A Systematic Review of Its Effectiveness and the Mechanisms Underlying It

Coaching as a Developmental Intervention in Organisations: A Systematic Review of Its Effectiveness and the Mechanisms Underlying It | Industrial Organizational Psychology | Scoop.it
Purpose The primary aim of this paper is to conduct a thorough and systematic review of the empirical and practitioner research on executive, leadership and business coaching to assess the current empirical evidence for the effectiveness of coaching and the mechanisms underlying it. Background Organisations are increasingly using business coaching as an intervention to improve the productivity and performance of their senior personnel. A consequence of this increased application is the demand for empirical data to understand the process by which it operates and its demonstrable efficacy in achieving pre-set goals. Method This paper is a systematic review of the academic and practitioner literature pertaining to the effectiveness of business and executive coaching as a developmental intervention for organisations. It focuses on published articles, conference papers and theses that cover business, leadership or executive coaching within organisations over the last 10 years. Conclusions The main findings show that coaching is an effective tool that benefits organisations and a number of underlying facets contribute to this effectiveness. However, there is deficiency and scope for further investigation in key aspects of the academic research and we identify several areas that need further research and practitioner attention. ​
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 Excerpt "Conclusions: Having reviewed quantitative studies over the last decade, encompassing both control group and non-control studies that assessed the efficacy of business, executive and leadership coaching interventions with employed adults in organisational settings, this study has found that a number of individual-level outcome measures have been found to increase through the use of coaching, including well-being, career satisfaction and goal attainment. Organisational level outcomes have been less explored, but initial results point to coaching impacting peer and subordinate ratings of coachees’ leadership behaviours and having positive effects on those that work close to coachees. The evidence pertaining to variables that potentially moderate or mediate the effectiveness of coaching interventions within this population is severely limited but does implicate the existence of moderators and mediators that need to be explored with further research. A number of issues related to research design and methodology have been highlighted in this review and best practices for researchers have been discussed. It is important that researchers continue and strengthen their research efforts into the efficacy of coaching. It is unjustifiable that an intervention so extensively used throughout organisations does not have a foundation of academically rigorous effectiveness research. This research will not only help practitioners of coaching improve and maximise the effectiveness of their interventions but also provide organisations with the much needed information about how and when to employ coaching so it is beneficial to both the individual and the organisation as a whole. "​
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A Snapshot of SIOP 2016 Part 2: Business Success

I/O at Work is releasing a series of presentations that discuss the “What you need to know” from this year’s SIOP conference. We’ve grouped these key takeaways…
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Conference brings together PhD students to discuss and present research work at Bradford School of Management - News - University of Bradford School of Management

Conference brings together PhD students to discuss and present research work at Bradford School of Management - News - University of Bradford School of Management | Industrial Organizational Psychology | Scoop.it
The third annual University of Bradford School of Management PhD Conference held this week saw a wide range of papers presented and two excellent keynote speakers.
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European Journal of Work and Organizational Psychology | Call for Papers for Special Issue | Explore Taylor & Francis Online

European Journal of Work and Organizational Psychology | Call for Papers for Special Issue | Explore Taylor & Francis Online | Industrial Organizational Psychology | Scoop.it
Experiencing Fit and Misfit: Process Views, Dynamic Interactions, and Temporal Considerations
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EAWOP - European Association of Work and Organizational Psychology

EAWOP - European Association of Work and Organizational Psychology | Industrial Organizational Psychology | Scoop.it
European Association of Work and Organizational Psychology (EAWOP)
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Charisma: An Ill-Defined and Ill-Measured Gift

Charisma: An Ill-Defined and Ill-Measured Gift | Industrial Organizational Psychology | Scoop.it
Official Full-Text Publication: Charisma: An Ill-Defined and Ill-Measured Gift on ResearchGate, the professional network for scientists.
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The work engagement grid: predicting engagement from two core dimensions

The work engagement grid: predicting engagement from two core dimensions | Industrial Organizational Psychology | Scoop.it
Official Full-Text Publication: The work engagement grid: predicting engagement from two core dimensions on ResearchGate, the professional network for scientists.
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Lies, damned lies and statistics

Lies, damned lies and statistics | Industrial Organizational Psychology | Scoop.it
Data and statistics are all around us, and it’s no different at work. Whether we’re making hiring decisions, analysing employee opinion surveys, or evaluating the success of training programmes, dealing with data is often a key step in making decisions.
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"To help better understand & apply scientific principals & statistics"
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Why your organisation should use a work psychologist

Why your organisation should use a work psychologist | Industrial Organizational Psychology | Scoop.it
By the way work psychologists go by many names, including: organisational psychologist, occupational psychologist, industrial psychologist, vocational psychologist, managerial psychologist, personnel psychologist.
Paul Thoresen's insight:
Excerpt "Whatever we call ourselves we all use psychology to help businesses improve the effectiveness of their organisations and workforce; from shop-floor workers to senior management, and whether the organisation is private, public, third sector or not-for-profit."
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Validity of Assessment Centre Ratings Questioned — School of Business, Economics and Informatics, Birkbeck, University of London

Validity of Assessment Centre Ratings Questioned — School of Business, Economics and Informatics, Birkbeck, University of London | Industrial Organizational Psychology | Scoop.it
Recent research from Birkbeck academics questions whether the flagship recruitment method deserves its prominence.
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Are emotions contagious in the workplace? | Consultant's Mind

Are emotions contagious in the workplace? | Consultant's Mind | Industrial Organizational Psychology | Scoop.it
Yes, they are. Emotions are contagious. Lots of research on this topic and a great TEDx talk here by Brandon Smith showing that, yes. emotions do exist at work and play a much larger role than you might think.
Paul Thoresen's insight:
Conclusion? As Drucker said, “The only things that evolve by themselves in an organization are disorder, friction and malperformance.” BOOM
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Challenging the myth that self confidence equals success

Challenging the myth that self confidence equals success | Industrial Organizational Psychology | Scoop.it
A leading business psychologist takes aim at the belief that an abundance of self-confidence goes hand in hand with success.
Paul Thoresen's insight:
"The assumption is that it’s good to put yourself forward, but it’s exactly the other way round.”
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Susan Sussman's curator insight, August 1, 8:06 AM
FastTrack Coach Academy's "Character Coaching" puts a spotlight on Humility.
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Episode 1: Agile and Organizational Change with Paul Gibbons | Lean Change Management

Episode 1: Agile and Organizational Change with Paul Gibbons | Lean Change Management | Industrial Organizational Psychology | Scoop.it
RT @surveyguy2: Episode 1: #Agile & #OrgChange with @PaulGGibbons: https://t.co/pxZntQVPEj Almost a year old but cool @jasonlittle | #Lean…
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Is trust "nice-to-have" or a business imperative?

Is trust "nice-to-have" or a business imperative? | Industrial Organizational Psychology | Scoop.it
On Teams Blog. Thoughts and ideas about the practice and science of team effectiveness from Dr. Scott Tannenbaum and guest contributors.
Paul Thoresen's insight:
I like the "A few thoughts on building trust." section
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Susan Sussman's curator insight, July 24, 8:54 AM
FastTrack Coach Academy shines a light on Character Coaching. Here's info on the character trait of "Trust".
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Cognition omission: FTC says LearningRx claims not supported by sound science | Federal Trade Commission

Cognition omission: FTC says LearningRx claims not supported by sound science | Federal Trade Commission | Industrial Organizational Psychology | Scoop.it
What’s on consumers’ minds is what’s between their ears. A proposed settlement with LearningRx, a Colorado-based franchisor with more than 80 “brain training” centers across the country, and CEO Ken Gibson is the latest in a growing line of FTC cases challenging false and deceptive claims about improved cognition.
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How Your Millennial Employees Are Changing Performance Management

How Your Millennial Employees Are Changing Performance Management | Industrial Organizational Psychology | Scoop.it
Rick Rittmaster examines how the Millennial workforce is changing how organizations look at performance management solutions.
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The Nonconscious at Work - Annual Review of Organizational Psychology and Organizational Behavior, 3(1):321

The Nonconscious at Work - Annual Review of Organizational Psychology and Organizational Behavior, 3(1):321 | Industrial Organizational Psychology | Scoop.it
Mapping the influence of nonconscious perspectives in organizational psychology and organizational behavior research.
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How to manage the under-performer - CMI

How to manage the under-performer - CMI | Industrial Organizational Psychology | Scoop.it
Managing the unmotivated, uncooperative, negative, irritable, frequently absent employee is, what is called on training courses, a challenge
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Workplace duties or opportunities? Challenge stressors, regulatory focus, and creativity – CHART Blog

Workplace duties or opportunities? Challenge stressors, regulatory focus, and creativity – CHART Blog | Industrial Organizational Psychology | Scoop.it
Motivation to achieve gains in the workplace is beneficial for creativity when faced with challenge stressors.
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Now, we know that there are more amazing business psychology blogs out there…we simply chose the ones that we think you’d most enjoy and that we enjoy reading, on a regular basis.

Now, we know that there are more amazing business psychology blogs out there…we simply chose the ones that we think you’d most enjoy and that we enjoy reading, on a regular basis. | Industrial Organizational Psychology | Scoop.it
We’ve put together a list of business psychology blogs so you can access practical insights easily & create workplaces where people, & your company, thrive.
Paul Thoresen's insight:
Love this quote "Scientists don’t need to be business leaders, but business leaders need to be scientific."
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A Snapshot of SIOP 2016 (Pt. 1) - Employee Success • I/O at Work

A Snapshot of SIOP 2016 (Pt. 1) - Employee Success • I/O at Work | Industrial Organizational Psychology | Scoop.it
SIOP 2016 brought together I/O Psychologists to discuss the latest cutting-edge research. We've partnered with the presenters to create a multi-part series.
Paul Thoresen's insight:
5 great sessions I missed
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