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Organizational Psychology
A curated list of articles and blog posts that contain useful information in regards to developing great organizations. Relevant for strategic human resources and more.
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Game Changers

Game Changers | Organizational Psychology | Scoop.it

Consumers no longer simply consume. They’re active, skeptical, creative, entrepreneurial. This used to be a minority pursuit. Now technology has made it mainstream: it’s given consumers new powers to be agents. - See more at: http://gamechangers.wolffolins.com/#sthash.9T56yDpk.dpuf

Christopher Yeh's insight:

This is an amazing piece that outlines the characteristics of the new social economy we live in.

 

- People are sidestepping institutions

- People are collaboratively making meaning

- People want to control the flow of information

- Brands are joint properties of the company and consumer

- Companies should reframe the selling process to 'enlisting'

 

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The Habits of the World's Smartest People

The Habits of the World's Smartest People | Organizational Psychology | Scoop.it
You don't have to be a genius to act like one. Pick up some of these habits of people with high IQs.

Via Ally Greer
Christopher Yeh's insight:

I don't think those habits will make you smart, but I love the graphic!

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Ally Greer's curator insight, October 7, 2013 10:48 AM

Metacognition: thinking about thinking.

lorrinda's curator insight, November 7, 2013 3:56 AM

act like a genius

Carol Rine's curator insight, January 3, 8:12 AM

Goal-setting continues to be accompanied by perserverance.

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The 9 Hottest Trends In HR Technology ... And Many Are Disruptive

The 9 Hottest Trends In HR Technology ... And Many Are Disruptive | Organizational Psychology | Scoop.it
I just completed several weeks of HR conferences (four vendor conferences, the HR Technology Conference, SuccessConnect, and LinkedIn TalentConnect) and want to share some insights on key directions in HR technology.
Christopher Yeh's insight:

1.  The Convergence of Talent Management and ERP is Here.

2.  User Experience is The New Battleground

3. “Taps Replace Clicks” - Mobile is The Platform, Not A Platform

4.  Big Data Talent Analytics Tools Have Arrived

5.  HR Vendor-Provided Middleware is Becoming a Standard

6.  Evolving Assessment Science and BigData  is Changing The Way We Source

7.  MOOCs and New Learning Modalities

8.  Video and Social Everywhere

9. Watch for wearable computing and internet of things.

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Why We Struggle With Performance Reviews: Feedback Can Be Brutal

Why We Struggle With Performance Reviews: Feedback Can Be Brutal | Organizational Psychology | Scoop.it
The performance evaluation in corporate America is the dreaded, ineffective leadership responsibility that few ever do well. The concept is actually good: provide expectations for …
Christopher Yeh's insight:
Don’t make it personal or take it personally. Employees need to have the skill for and freedom to receive performance feedbackLeaders need to be trusted to provide feedback. Leaders need to be accountable for improving the performance of their teamsThe performance management process in an organization should be designed to be as objective as possible
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6 Psych Tips For Creating The Ideal Workspace

6 Psych Tips For Creating The Ideal Workspace | Organizational Psychology | Scoop.it

"There you are, sitting in the office, as usual, working away.

Look away from the screen for a moment and what do you see? How tidy is your desk? Is it an open-plan office? Is there a view out of the window? Are there any plants in sight? Did you personally choose the decorations near your desk?

 

All these factors and more have interesting psychological effects on how people work and how good they feel about it."

Christopher Yeh's insight:

1. Avoid Open-plan - no evidence it increases community spirit, noise, distraction, less privacy.

2. Messy vs. clean desk - both have their place, person-dependent.

3. Curvy - in one study, raters indicated curvy environments made them feel more calm, peaceful and relaxed.

4. Add a view - even pictures with natural scenes can help cognitive function.

5. Plants - also have restorative effects on cognition.

6. Decorate - allowing décoration brings empowerment, enhanced well-being. Don't overdo it with minimalism.

 

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HELP! I Hired the Wrong Guy!

HELP! I Hired the Wrong Guy! | Organizational Psychology | Scoop.it
Dear Liz,I run the Sales & Marketing arm of an online education software firm. I've been in the job for five years. I'm not going to say I can do the job in my sleep, but up 'til now it's been
Christopher Yeh's insight:

Fantastic and humanistic way of terminating an individual that preserves organization's reputation and doesn't put all the blame on the new hire.

 

Informing HR, provide appropriate severance pay, have the frank communication, and providing an Exit Ramp is just so much more logical than progressively disciplining the guy to oblivion.

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The Open Talent Economy - People and work in a borderless economy


Via Andrew Spence
Christopher Yeh's insight:

Lines continue to blur in the Brave New World of work. The concept of borderless talent is adroit and well-timed. We have only touched the tip of the open-talent economy through crowd-sourcing solutions.

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Andrew Spence's curator insight, August 2, 2013 9:10 AM

"Welcome to the open talent economy. a collaborative, transparent, technology-enabled, rapid-cycle way of doing business. What the open source model did for software,the open talent economy is doing for work."

Good 12 page page report from Deloitte.


Ivon Prefontaine's curator insight, August 2, 2013 11:44 AM

Interesting concept.

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How Emotionally Intelligent Leaders Make Good Decisions - The Human Resources Social Network

Emotionally Intelligent Business Decisions “Sustainable leaders know that in serving others as opposed to treating employees as servants is the key to better business results, greater team involvement and happier followers.” - Dr.
Christopher Yeh's insight:

Three Judgment Domains:

People

Strategy

Crisis

Winning story lines address three areas:

1. Where are we now?

2. Where are we going? (The inspirational storyline boosts the motivation for change and defines the goal.)

3. How are we going to get there?

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PSFK Future of Work Report 2013

This report uncovers major themes, key trends and opportunities to help you grow your business and progress your career into the future. Available in different
Christopher Yeh's insight:

Brilliant report. Seeing trends towards real-time data analytics, social gamification, increased collaboration, and more!

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Six Sigma Is Draining Employees’ Creativity

Six Sigma Is Draining Employees’ Creativity | Organizational Psychology | Scoop.it
“Now I have to tell you something, and I mean this in the best and most inoffensive way possible: I don’t believe in process.
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What Your Company Can Learn From the Best

What Your Company Can Learn From the Best | Organizational Psychology | Scoop.it

Only 30% of American employees are engaged in their jobs -- a figure that hasn't moved much in more than a decade. Given the proven links between employee engagement and financial outcomes, this low level of engagement is a drag on an already sluggish U.S. economy. Imagine the positive -- even dramatic -- impact on the country's economic prospects if companies could double the number of their engaged employees.

Christopher Yeh's insight:

Strategy and leadership philosophy.

Accountability and performance.

Communication and knowledge management.

Development and ongoing learning opportunities.


Engagement doesn't happen by accident; it takes intentional execution, hard work, and perseverance

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The Big Difference Between Leaders and Managers

The Big Difference Between Leaders and Managers | Organizational Psychology | Scoop.it
Leaders are a causal force — they cause things to happen that were not going to happen without their influence. They are future oriented and they envision possibilities that are often …
Christopher Yeh's insight:

"Leadership is not simply an advanced form of management — they are actually separate skill sets, actions, behaviors, and competencies."

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On GPAs and Brainteasers: New Insights From Google On Recruiting and Hiring

On GPAs and Brainteasers: New Insights From Google On Recruiting and Hiring | Organizational Psychology | Scoop.it
“We found that brainteasers are a complete waste of time. How many golf balls can you fit into an airplane? How many gas stations in Manhattan? A complete waste of time. They don’t
Christopher Yeh's insight:

1. The ability to hire well is random.

2. Forget brain-teasers. Focus on behavioral questions in interviews, rather than hypotheticals.

3. Consistency matters for leaders.

4. GPAs don’t predict anything about who is going to be a successful employee.

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The 9 Clear Steps to Organizational Culture Change

The 9 Clear Steps to Organizational Culture Change | Organizational Psychology | Scoop.it
Second of two parts Editor’s note: If you missed Part 1, see New Study: 96% Think Culture Change is Needed in Their Organization The bottom line from the Booz & Company culture study …
Christopher Yeh's insight:

A nice solid (albelt tapered down) model for trying to change an organization's culture.

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HR Plans Depend on Human Execution

HR Plans Depend on Human Execution | Organizational Psychology | Scoop.it

As you consider offerings from various vendors, put aside their alleged benefits for a minute and ask yourself how their features correspond with and support your organization’s leadership style, cultural mores and system of monetary and nonmonetary rewards. If you do that, you should be able to minimize operator error across the enterprise.

Christopher Yeh's insight:

Three things that are intertwined with HR program effectiveness: Corporate Leadership, Organizational Culture, and Effective System Design.

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Leadership Is More Than the C-Suite

Leadership Is More Than the C-Suite | Organizational Psychology | Scoop.it
Companies shouldn't assume that "leadership" only applies to their chief officers. In fact, businesses must find the right people to fill four distinct types of leadership roles.
Christopher Yeh's insight:

Businesses need to rethink their definition of leadership. Leadership roles extend beyond the C-suite and different  leadership roles necessitatate different knowledge, skills, and abilities.

 

Executive leaders
Senior leaders
People performance leaders
Operational performance leaders

Executive leaders

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Optimizing Employee Recognition Programs

"Determining the optimal elements of a recognition program can help companies more effectively increase employee engagement and company loyalty without relying on increasing salary and bonuses."

Christopher Yeh's insight:

The recognition experience should be distinct from a consumer experience.

 

Striving to provide the ideal consumer experience by including the largest number of award options or cash awards is unlikely to help employees feel more appreciated.

 

Awards should be unique items the employee “wants,” and not just “needs” to provide a sense of luxury and pampering.

 

A Recognition program should emphasize the employee’s achievement and include a formalized expression of appreciation.

 

Aim for a meaningful and lasting recognition experience.

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To Buy Happiness, Spend Money on Other People

To Buy Happiness, Spend Money on Other People | Organizational Psychology | Scoop.it
In a new video, Michael Norton shows that spending money on others yields more happiness than spending it on yourself.
Christopher Yeh's insight:

You can buy happiness if you spend the money correctly:

 

1. Invest in others.

2. Make it a treat by limiting access.

3. Buy time

4. Pay now but consume later

5. Buy experiencees.

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The supposed benefits of open-plan offices do not outweigh the costs

The supposed benefits of open-plan offices do not outweigh the costs | Organizational Psychology | Scoop.it

The worlds of business, office design and psychology really need to get their heads together. Large open-plan offices have become the norm across modern cities despite a sizeable literature documenting the disadvantages, including increased distraction and diminished worker satisfaction.

Christopher Yeh's insight:

Employees feel greater loss of privacy, feel like they have less space, and may even be discouraged from communicating. Worst type of open-plan offices are the kind with ambient partitions.

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Stop Checking the Box | Fistful of Talent

Stop Checking the Box | Fistful of Talent | Organizational Psychology | Scoop.it

"I recently attended an industry conference and was enjoying some spirits with my peers when the topic of measuring training was put on the table.  I swear it was only minutes before everyone was sharing awesome percentage of completion numbers and giving each other high fives, even talking about winning awards.  Everyone seemed pleased by how many employees had checked the box that they completed or participated in a program.

Then I sucked all the life out of the room with one question – but was the training effective?"

Christopher Yeh's insight:

What's the point of doing something if you don't look at the quantitative/qualiative impact?

Key to developing/managing a strong talent dev program: "Understand the business problem, the role the learning solution plays with solving it and what success looks like at the end."

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The Innovation Mindset in Action: 3M Corporation

The Innovation Mindset in Action: 3M Corporation | Organizational Psychology | Scoop.it

"innovation mindset, a robust framework which can be applied at the micro (individual) as well as macro (organizational) levels: they see and act on opportunities, use "and" thinking to resolve tough dilemmas and break through compromises, and employ their resourcefulness to power through obstacles. Innovators maintain a laser focus on outcomes, avoid getting caught in the activity trap, and proactively "expand the pie" to make an impact. Regardless of where they start, innovators and innovative companies persist till they successfully change the game."

Christopher Yeh's insight:

One of 3M's strengths (PDF) is how it treats promising employees: give them opportunities, support them, and watch them learn and thrive.

 

Employing the Thirty Percent Rule, 30% of each division's revenues must come from products introduced in the last four years.

 

focus on expanding the pie, by effectively converting non-consumers into consumers, and providing richer solutions to current consumers

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The New World of Work: It Takes a Very Different Management Mindset

Take a minute and look around you. Gone is your corner office; you’re now sitting between the intern who started last week and your client who works from your office on Fridays. Look down …
Christopher Yeh's insight:
The pace of workplace change is accelerating.21st century employee doesn’t believe in the office, doesn’t believe in the 9-to-5 grind, and doesn’t believe in stringent working conditions.Employers are expected to manage the diverse expectations of their multi-generational and multi-cultural workforce.Business is global, multiple generations show up for work, and consumer technologies have flooded the enterprise.
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Mark Keane's comment, August 3, 2013 2:49 AM
Christopher you make a very good point on the expectations front. The best way to address these would come from knowing rather than unilateral guessing across an organisation. I would therefore recommend that organisations use tools to measure the psychological contract. In this way discrepancies between expectation and reality can be addressed.
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Why you need a career plan: the future of your career depends on it

Why you need a career plan: the future of your career depends on it | Organizational Psychology | Scoop.it
If you want to move up in your career, you need to change your approach. Here are things you can do to make sure everyone who matters understands the impact you have on the business.
Christopher Yeh's insight:

1. Figure out what the most important things are that you deliver in your current role.

2. Once you figure out what the most important things are, you need to plan to do things that no one else usually does in those areas.

3. Do the things you outlined in #2. It’s not enough to list some ways that you could innovate and add real value. Now you have to execute.

4. Did you do it? GREAT. Now capture your work in a portfolio.

5. Share the portfolio of what you did with the world.

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What Drives Employee Engagement And Why It Matters

What Drives Employee Engagement And Why It Matters | Organizational Psychology | Scoop.it

The Importance of People

What makes one company more successful than another? Better products, services, strategies, technologies or, perhaps, a better cost structure? Certainly, all of these contribute to superior performance, but all of them can be copied over time. The one thing that creates sustainable competitive advantage – and therefore ROI, company value and long-term strength – is the workforce, the people who are the company.

Christopher Yeh's insight:

there are three key drivers:

Relationship with immediate supervisorBelief in senior leadershipPride in working for the company
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How Drucker Thought About Complexity

How Drucker Thought About Complexity | Organizational Psychology | Scoop.it
In the forces driving our age of discontinuity, he saw the need for management to change.
Christopher Yeh's insight:
The importance of lifelong learning in a rapidly evolving information societyThe need to decentralize organizations around employees — viewing them as assets capable of expanding growth rather than as fixed costs to be eliminated — and to move away from standardized and tightly-specified process flowsThe need for institutions to focus on building capability around core strengths — one of the reasons he was an early proponent of outsourcing as a way to simplify operations and to focus management on what really mattersThe importance of focusing on the dynamics of evolving economic and social processes rather than on static equilibrium models.
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