Industrial Organizational Psychology
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10 Tools for Creating Infographics and Visualizations

10 Tools for Creating Infographics and Visualizations | Industrial Organizational Psychology | Scoop.it

Here is a sample from the 10 Tools for Creating Infographics & Visualizations:

 

1. Piktochart

This is a web-based tool that has six free themes for creating easy visualizations and a whole lot more themes for paid version.

 

2. Ease.ly

Ease.ly is a free web-based tool that is great for conceptualizing and telling a story. ...has a great user interface and themes which support ...flow-chart, map and comparison/relationship graphing.

 

3. Infogr.am

To create simple infographics...free web based tool.  Create charts using real data.   Add your own images and videos.

 

4. Visual.ly

Integration with with social networks to analyze data from Facebook and Twitter. Has very limited customization capability.

 

Full list:

http://t.co/qMldi6VEZD


Via Deb Nystrom, REVELN
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Deb Nystrom, REVELN's curator insight, March 18, 2013 2:39 PM

Handy list!  ~  Deb

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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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.
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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.
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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.
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5 great sessions I missed
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Award-winning academic research search engine metaBUS to launch in June | UToday | University of Calgary

Award-winning academic research search engine metaBUS to launch in June | UToday | University of Calgary | Industrial Organizational Psychology | Scoop.it
Piers Steel, Distinguished Research Chair in Advanced Business Leadership at the Haskayne School of Business, is a co-founder of the groundbreaking search engine metaBUS. Photo by Riley Brandt, University of Calgary
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Evidence Based Practice in Workplace Change

Evidence Based Practice in Workplace Change | Industrial Organizational Psychology | Scoop.it
In this post, I’ll invite you to consider whether evidenced based practice (EBP) can be adopted as a more helpful approach when developing strategies to guide and inform workplace change efforts.
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The Propeller Model: Use Effective Leadership, and You Won't Crash and Burn | Blog.SHRM.org

The Propeller Model: Use Effective Leadership, and You Won't Crash and Burn | Blog.SHRM.org | Industrial Organizational Psychology | Scoop.it
Last week I spent a day at a famous office building in San Francisco, in the company of 64 thought leaders and CHROs, looking into the future of HR. While my daughters would argue that the only benefit of being there was the ability to tweet from @Twitter headquarters, I benefited from listening to valuable insights offered by people in the know. Several teams described their tools and concepts under development, designed to achieve the dream of positioning HR as an über-influencer on enterprise success.

            

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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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Dr. Arnold Bakker on Employee Engagement and Work (Part 2)

Dr. Arnold Bakker on Employee Engagement and Work (Part 2) | Industrial Organizational Psychology | Scoop.it
These resources would foster work engagement and build cohesion among employees.
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Excerpt:
"This means that employees have an important role to play themselves. They need to proactively work on their engagement in order to stay engaged."
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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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Donald Clark Plan B: 7 examples of how HR gets bored and turns to Ponzi schemes

Donald Clark Plan B: 7 examples of how HR gets bored and turns to Ponzi schemes | Industrial Organizational Psychology | Scoop.it
This is Charles Ponzi, the master. Take an exaggerated promise, don’t supply any evidence that your investment is in anything actually real, and promise that of you pass it on, you’ll get a cut. That’s precisely what much of what passes for training has been.
Paul Thoresen's insight:
"Conclusion I understand that this post may anger some people but I’ve witnessed this selling for decades. It’s not harmless, it’s harmful. It pushes the profession into tired old ruts and the loss of respect by other business managers, makes HR and L&D look like flakey fools." Donald Clark
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HR’s Biggest Enemy Is Not What You Think

HR’s Biggest Enemy Is Not What You Think | Industrial Organizational Psychology | Scoop.it
The biggest enemy of HR is its own intuition: feeling knowledgeable in the absence of actual knowledge.
Paul Thoresen's insight:
"HR is a world of shiny new objects. New buzzwords and fads emerge almost on a daily basis, and a great deal of interest is devoted to ideas and tools just because they are novel. However, the big leap in HR would come if most practitioners could effectively implement the key recommendations from the past five decades of science in the field." @DrTCP
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