People & Organisa...
Follow
Find
964 views | +0 today
 
Scooped by Barbara Lond
onto People & Organisational Psychology News
Scoop.it!

Are Toxic Thoughts Ruining Your Life? Pictures - CBS News

Are Toxic Thoughts Ruining Your Life? Pictures - CBS News | People & Organisational Psychology News | Scoop.it
View 10 Toxic Thoughts: Are They Ruining Your Life? photos in CBS News' 10 Toxic Thoughts: Are They Ruining Your Life?
more...
No comment yet.

From around the web

Your new post is loading...
Your new post is loading...
Scooped by Barbara Lond
Scoop.it!

Good communication is essential to successful integration of health and social care

Good communication is essential to successful integration of health and social care | People & Organisational Psychology News | Scoop.it
Integration will only become a reality if staff, service users and the public are fully informed and engaged with the proposed reformsMost people involved in delivering health and social care are committed to making integration happen.
Barbara Lond's insight:

Yes we know.  So, on just seeing a notice at the tube station about 5.10pm, it's advertising a local 'NHS commissioning group'.  What would the public know about that?  Not a lot.

more...
No comment yet.
Scooped by Barbara Lond
Scoop.it!

How to Bring Your Spiritual Side to Work Every Day

How to Bring Your Spiritual Side to Work Every Day | People & Organisational Psychology News | Scoop.it
Many successful business people integrate religion into their careers.
Barbara Lond's insight:

Well, bringing your spiritual side to work is fine.  But saying 'many successful ... integrate religion into their careers' doesn't really chime with being 'spiritual'.  What the article does talk about is 'quiet reflection' and 'meditation'.  Well, that's good for anyone, as research shows.  There are lots of benefits with 'mindfulness' meditation, and I believe that there is not enough 'mindfulness' (awareness, etc.) leading to poor decision-making in organisations.  But it's not really to do with religion.  Mindfulness is really just a practice - a good and beneficial.  I would highly recommend it and  you can do this at work at any time - 5 minutes has clear benefits.  I should know, I practice myself!

more...
No comment yet.
Scooped by Barbara Lond
Scoop.it!

Report on Government Services 2014 - Productivity Commission - volume E Health due for publication Thursday 30 January 2014

Report on Government Services 2014 - Productivity Commission - volume E Health due for publication Thursday 30 January 2014 | People & Organisational Psychology News | Scoop.it
Report on Government Services 2014 - Productivity Commission - volume E - Health due for publication Thursday 30 January 2014 Will cover: Public hospitals Primary and community health Mental health...
Barbara Lond's insight:

I have heard some reports anecdotally echoing worry about fewer jobs for people.  I have to say, from what I know, experience, and hear, there are jobs to be had, but many organisations lack cultures, structures and mindsets to see the opportunities.  Many people are fixed in their own way of thinking.  And/or protecting their own positions.  What I think is missing is creative and innovating thinking, emotional resilience to cope with change, based on a kind of narcisism and egocentrity.  But maybe the changes won't lead to completely losing a job??  We have plenty of opportunities in terms of problems to solve in the world, and new technologies coming board.  I think many leaders are not familiar with technology to understand, and may listen to the cries of technology taking over.  When it may take a whole new workforce to understand the new organisational realities (as well as, as this article points out, in health, technology to assist people staying at home), learn and develop the new technology to make things happen.  Many leaders are myopic.  We need more curious leaders, not just the transformational behaviours.  Leaders that want to learn and are agile enough to change.  I see this as a major block to economic recovery.  These are only hunches; some of it based on experience and what I see, some on what others see and hear (anecdotal), some based on research.  From what I see, we have young, trendy pockets of 'techs' sitting outside of organisations and leaders not knowing how to engage with them, and vice versa.  In a nutshell. 

more...
No comment yet.
Rescooped by Barbara Lond from Psychology and Home
Scoop.it!

The Urban Poor Shall Inherit Poverty

The Urban Poor Shall Inherit Poverty | People & Organisational Psychology News | Scoop.it
Sociologist Patrick Sharkey proves a mother’s insecure upbringing harms her child as surely as a neighbor’s broken window.
Barbara Lond's insight:

Barbara Lond's insight:

I'm scooping this across 3 of my subject areas:  Psychology and Home, Governance and Leadership, People & Organisational Psychology.  The reasons is that there are implications for individuals, governments, schools, diversity practitioners, as there are macro and what I would term 'meta' issues here (think 'joined up working' many public sectors across the globe bang on about).

 

This scoop is highlighting the multigenerational effects of poverty, but also the environmental factors that affect IQ.  I've put below here some key findings. 

"-multigenerational exposure to concentrated poverty is more dangerous than current exposure will also become a truism.

-Sharkey has made it suddenly intuitive to recognize that women raised in stressful, violent, and insecure environments will find it more difficult to develop in their own children the confidence and trust to explore the knowledge and experience necessary for healthy development.

-... argument of this book forces us to acknowledge that the results of efforts to improve the environments of today’s children may not be fully understood or evaluated until we can observe the performance of these children’s children."

 

I was speaking to a high profile civil servants only last week and I was asking what was a major factor influencing deprivation, use of social services.  The answer was IQ.  I of course know\knew there are/would be other factors; I wanted to ask someone on the ground how their policies were being informed (it was not the UK I might add where I live). 

 

We need to take action.  But as I always we need to understand first before we change anything.  But as usual, it looks like some countries are taking action based on poor 'research' (the IQ finding was done by a 'research unit' I was told) without really understanding what they are doing.

 

more...
Barbara Lond's curator insight, January 7, 2014 9:45 AM

I'm scooping this across 3 of my subject areas:  Psychology and Home, Governance and Leadership, People & Organisational Psychology.  The reasons is that there are implications for individuals, governments, schools, diversity practitioners, as there are macro and what I would term 'meta' issues here (think 'joined up working' many public sectors across the globe bang on about).

 

This scoop is highlighting the multigenerational effects of poverty, but also the environmental factors that affect IQ.  I've put below here some key findings. 

"-multigenerational exposure to concentrated poverty is more dangerous than current exposure will also become a truism.

-Sharkey has made it suddenly intuitive to recognize that women raised in stressful, violent, and insecure environments will find it more difficult to develop in their own children the confidence and trust to explore the knowledge and experience necessary for healthy development.

-... argument of this book forces us to acknowledge that the results of efforts to improve the environments of today’s children may not be fully understood or evaluated until we can observe the performance of these children’s children."

 

I was speaking to a high profile civil servants only last week and I was asking what was a major factor influencing deprivation, use of social services.  The answer was IQ.  I of course know\knew there are/would be other factors; I wanted to ask someone on the ground how their policies were being informed (it was not the UK I might add where I live). 

 

We need to take action.  But as I always we need to understand first before we change anything.  But as usual, it looks like some countries are taking action based on poor 'research' (the IQ finding was done by a 'research unit' I was told) without really understanding what they are doing.

 

 

Barbara Lond's curator insight, January 7, 2014 9:52 AM

Barbara Lond's insight:

I'm scooping this across 3 of my subject areas:  Psychology and Home, Governance and Leadership, People & Organisational Psychology.  The reasons is that there are implications for individuals, governments, schools, diversity practitioners, as there are macro and what I would term 'meta' issues here (think 'joined up working' many public sectors across the globe bang on about).

 

This scoop is highlighting the multigenerational effects of poverty, but also the environmental factors that affect IQ.  I've put below here some key findings. 

"-multigenerational exposure to concentrated poverty is more dangerous than current exposure will also become a truism.

-Sharkey has made it suddenly intuitive to recognize that women raised in stressful, violent, and insecure environments will find it more difficult to develop in their own children the confidence and trust to explore the knowledge and experience necessary for healthy development.

-... argument of this book forces us to acknowledge that the results of efforts to improve the environments of today’s children may not be fully understood or evaluated until we can observe the performance of these children’s children."

 

I was speaking to a high profile civil servants only last week and I was asking what was a major factor influencing deprivation, use of social services.  The answer was IQ.  I of course know\knew there are/would be other factors; I wanted to ask someone on the ground how their policies were being informed (it was not the UK I might add where I live). 

 

We need to take action.  But as I always we need to understand first before we change anything.  But as usual, it looks like some countries are taking action based on poor 'research' (the IQ finding was done by a 'research unit' I was told) without really understanding what they are doing.

 

Scooped by Barbara Lond
Scoop.it!

The Dilemma of Closeness and Distance: A Discursive Analysis of Wall Posting in MySpace | Goodings | Forum Qualitative Sozialforschung / Forum: Qualitative Social Research

The Dilemma of Closeness and Distance: A Discursive Analysis of Wall Posting in MySpace | Goodings | Forum Qualitative Sozialforschung / Forum: Qualitative Social Research | People & Organisational Psychology News | Scoop.it
The Dilemma of Closeness and Distance: A Discursive Analysis of Wall Posting in MySpace
Barbara Lond's insight:

I'm a fan/practitioner of qualitative research, and a psychologist, as well as interested in social media.  This research is interesting and here is the author:

 

Dr. Lewis GOODINGS is a lecturer in social psychology at Roehampton University. His research is dedicated to the area of computer-mediated communication from a qualitative perspective. Dr. GOODINGS uses a constructionist approach to new forms of online communication and is interested in classic notions of identity, community and the self. He is currently working on developing an approach to new forms of social media, including social network sites and other new forms of communication mediums. He is also interested in the broader social dynamics of technology, discourse and organisation from a social psychological viewpoint.

more...
No comment yet.
Scooped by Barbara Lond
Scoop.it!

Huff Post: Workplace Bullying, Abuse and Post Traumatic Stress Disorder: It’s True, Your Boss Can Give You PTSD

Huff Post: Workplace Bullying, Abuse and Post Traumatic Stress Disorder: It’s True, Your Boss Can Give You PTSD | People & Organisational Psychology News | Scoop.it
Work Shouldn't Hurt!
Barbara Lond's insight:

As a psychologist (& other things), and mediator (& just started Phd in Mediation & Conflict Resolution) (& other course), with much experience of 'dysfunctional organisations', interested to read this article by Malory Nye in the Huffington Post UK.  I am highlighting this bit:

 

"... most of our images of PTSD come from much more ‘obvious’ and dramatic causes of such shock ... we are most likely to think of the soldiers in Afghanistan ... In the cases of PTSD at work, then the obvious examples are of fire-fighters, on-patrol police officers, and other emergency workers who have had near death shocks in extreme circumstances. Each of these clearly are people who may be suffering from PTSD."

 

The article cites 2 cases (both in the NHS) of bullying where the victim was diagnosed with severe PTSD (one was a consultant doctor) with payouts of £4.2M and £0.9M respectively.  Apart from the cost and apart from, as the article says, the circumstances which led to a claim being able to be made (whereas in others, there may still be abuse, but without the legal requirements to bring a claim), workplace abuse is/could be quite rife.  I see/have seen the mobbing behaviour quite quickly arise in a course, and also on fora where the aim of the course/group is supposed to be one where the people involved are professional people people (PPP!), where dignity and respect are part of code of conduct norms.  So imagine what it's like where there is no 'invisible' (moral?) requirement for this?  Added to this, all the stress of daily living.  I sympathise with those/you who are reading this and who may be suffering in silience.  Don't.

 

Many 'stress' programs focus on the individual.  This is important, but organisation cultures need to change.  Stress programs focus on the individual as being the problem.  This may be the case, and resilience training may help.  But this is really a 'governance' issue also in my humble opinion, which I was tweeting about earlier this morning. 

 

(And yes, before anyone comments (and of course you can!), mediation is generally not appropriate for workplace bullying, for all sorts of reasons.  Email me if you want to on barbara@theblcgroup.co.uk).

more...
No comment yet.
Scooped by Barbara Lond
Scoop.it!

Survey: Consulting firm McKinsey boasts toughest job interviews | PCWorld

Survey: Consulting firm McKinsey boasts toughest job interviews | PCWorld | People & Organisational Psychology News | Scoop.it
Glassdoor's third annual ranking of the top companies featuring the most difficult job interview places consulting firm McKinsey & Company at the top of the list.
Barbara Lond's insight:

So how do these daft interviews work then in terms of being 'valid'?  I'm saying daft, because some of them are.  That's more like trying to show the interviewee how clever you are.  It's just daft.  However, I am open to have my mind change.  They could demonstrate quick thinking, but are these interviews validated?  Do they know how to do this and why they should do it?  Why don't they just use what research predicts will work, or at least have some raison-d-tere for their use.  What about cultural issues?  I wonder if any evaluations are done?  I guess they must do something.  Maybe not.  Why, why, why?

more...
No comment yet.
Scooped by Barbara Lond
Scoop.it!

Broken NHS and banking cultures ‘need awkward voices to change’ - People Management Magazine Online

Broken NHS and banking cultures ‘need awkward voices to change’ - People Management Magazine Online | People & Organisational Psychology News | Scoop.it
Broken NHS and banking cultures ‘need awkward voices to change’
Barbara Lond's insight:

It's all very well talking about 'change', 'diversity'.  All this talk and rhetoric is no replacement for understanding fully this complex situation, and taking action.  It's not just about getting more women into senior positions.  barbara@theblcgroup.co.uk

more...
No comment yet.
Rescooped by Barbara Lond from Psychology and Home
Scoop.it!

The Psychology of Home: Why Where You Live Means So Much

The Psychology of Home: Why Where You Live Means So Much | People & Organisational Psychology News | Scoop.it
There's a reason why the first thing we often ask someone when we meet them, right after we learn their name, is "where's home for you?"
more...
No comment yet.
Scooped by Barbara Lond
Scoop.it!

BPS Occupational Digest

BPS Occupational Digest | People & Organisational Psychology News | Scoop.it
Barbara Lond's insight:

I'm starting here with the beginning and will be 'scooping' with these updates till I am up to date.

 

 

---------------------------------------
Contents
---------------------------------------

  A) Take the harder edges off work
  B) Make better selection decisions
  C) Get a handle on emotion and mood in the workplace
  D) People differ (so now what?)
  E) Attract and keep the right people for your workplace
  F) Manage perceptions, focus attention
  G) Working together
 

barbara@theblcgroup.co.uk

more...
No comment yet.
Scooped by Barbara Lond
Scoop.it!

» Multitasking Seems to Serve Emotional, Not Productivity, Needs - Psych Central News

» Multitasking Seems to Serve Emotional, Not Productivity, Needs - Psych Central News | People & Organisational Psychology News | Scoop.it
The pace of everyday life and the ubiquity of media make multitasking a common part of daily existence for many. And while new research suggests multitasking
Barbara Lond's insight:

As a psychologist, I'm in the business of how humans behave, whether that's at home, work, community, etc.  My focus today was on 'productivity', bearing in mind this is a key issues for many countries. 

I'd say I'm also in the business of finding research which I might find useful.  So this study, although done with students working at home(?), it does have implications for the workplace.  I think it also has implications for our obsession with 'happiness', has implications for 'coaching' and also self-development. 

This study reports researching using multitasking (eg. new research suggests multitasking can be stimulating and fun), which finds that although people enjoy this, multitasking is not productive and hinders cognitive performance.

The article also points out that

“There’s this myth among some people that multitasking makes them more productive,” (Zheng Wang, Ph.D., lead author of the study and assistant professor of communication at Ohio State University.)

My other point is that this is from the discipline of 'communication' (not HR, not psychology), but has implications for the workplace.

I think psychologists can interpret reserch for organisations in ways that can provide valuable insight into human behaviour in the workplace, analysing research evidence.

There are plenty of blogs out there that bang on about goodness knows what.  But we need to get better at recognising gobbledygook from real research.

Now my other point is 'data', or 'big data', related to research.  And I saw another article (CIPD survey research) proposing that the NHS will improve if they use data.  But as with the so-called 'new' focus on 'data', research skills (knowing what data to collect and, in the context of the NHS, having the capability and capacity to collect whatever relevant data they need, but also having an effective MI system).  I worry about these 'survey' research articles, from a high profile organisation, used by the NHS, without really understanding the incredible complexty of 'performance' (which is what we are talking about) in the NHS.  When the NHS 'fails', it is a catastrophe.  Understanding this complexity is vital, and the NHS must understand that relevant outsiders (with an objective view) is vital to bringing in new and fresh ideas.  I'm guessing with the pressure on the NHS to 'perform', 'sound bites' of survey research may be taken on board, especially if presented by a credible-looking person, who's been doing work with the NHS.  I will leave you to guess what kind of person I might be talking about. 

In a related article I 'scooped' fairly recently, I also wondered about the UK skills shortage.  I have to say, my suspisions were confirmed by, I will say, not very scientific research that it's not so much a skills shortage, but people either liking/not really liking the person (some recruiters call this 'fit').

Whole organisations have 'systems' that run like this - ie. they are not a system that works.  But at least the manager likes you.

Apply this type of 'recruitment' and 'assessment' ('I like you') to the likes of the NHS, oil and gas sector, other sectors where 'failures' (of organisational systems) lead to catastrophe, where the person not liked, is shouted at, 'bullied' (in all sorts of ways to 'performance-manage' them out). 

barbara@theblcgroup.co.uk

 

 

more...
No comment yet.
Scooped by Barbara Lond
Scoop.it!

£1.4bn of NHS money wasted on redundancy payoffs, says Labour

£1.4bn of NHS money wasted on redundancy payoffs, says Labour | People & Organisational Psychology News | Scoop.it
Shadow health secretary Andy Burnham says figures reveal true cost of coalition's health service shakeup
Barbara Lond's insight:

Well, I think the Agenda for Change T&Cs messed up a bit with the redundancy clause.  But wonder what the demography / payout amount correlational table looked like?

more...
No comment yet.
Scooped by Barbara Lond
Scoop.it!

The data | Happy Planet Index

The data | Happy Planet Index | People & Organisational Psychology News | Scoop.it
The Happy Planet Index (HPI) is the leading global measure of sustainable well-being. The HPI measures what matters: the extent to which countries deliver long, happy, sustainable lives for the people that live in them.
Barbara Lond's insight:

I'll be interested to see what the measures are.

more...
No comment yet.
Scooped by Barbara Lond
Scoop.it!

How to Unleash Innovation in the Enterprise

How to Unleash Innovation in the Enterprise | People & Organisational Psychology News | Scoop.it
I constantly hear how enterprises are poor at innovation, bad at product development and unresponsive to business change. So it begs the question, why do so many organizations get it wrong?
Barbara Lond's insight:

Well, as someone who works at improving organisations, I'd say it's because of recruiting the wrong people, not assessing people, 'groupthink' (not assessed at selection, not assessed at development), poor culture (because of above).  If there's one word (of a few) drives me up the wall is 'unleashed'.  Organisations really do do the daftest things in my observation and experience.  I note the 'con' above in the term 'hire and retain the best available talent'.  For me, if recruitment is not done effectively, you've had it.  The con says above 'how to identify talent, how to reward'.  Well, how about doing a job analysis first.  Most organisations think recruitment is easy.  But they fail to think about what sort of people do you need to be able to 'unleash' in the first place.  What sort of development activities do we give our managers and leaders?  Then reward people for delivering on those behaviours.  It's actually not that difficult.  The starting point is the hard bit, but there's often too many people who don't listen to others who have the good ideas.  Cultures are often poor as a result, things don't work so you get 'learned helplessness' in organisations (no point in trying, so we will just carry on).  Leadership, recruitment, selection, development, reward.  This is all takes knowledge, expert knowledge.  I of course would say psychological knowledge.  We have the human capital to do this work.  But lots of information is hidden behind 'titles' and assumptions about those titles.  And lack of really knowing the work involved, and behaviours to create a culture which would foster, let alone 'unleash' anything.   So I say (well I would wouldn't I), get in a psychologist).  But then of course, you need to be able to listen.  And that's hard for some who like to think they know everything.  So then you have all this information, and most people, many people, are caught up in cognitive overload, biases, they get more 'arsey', listen less, they know best, don't need a psychologist, let alone an HR person.  And so it goes on ...

more...
No comment yet.
Scooped by Barbara Lond
Scoop.it!

HR ‘lacks skills to become more strategic’ despite major changes

HR ‘lacks skills to become more strategic’ despite major changes | People & Organisational Psychology News | Scoop.it
HR professionals are not acquiring the right skills to deal with evolving HR operating models, research from the CIPD has found, despite restructuring in half…
more...
No comment yet.
Rescooped by Barbara Lond from Governance and Leadership
Scoop.it!

There's a new climate of diktat and fear sweeping through the NHS

There's a new climate of diktat and fear sweeping through the NHS | People & Organisational Psychology News | Scoop.it
Polly Toynbee: An occupational therapist who won awards for her work has been sacked for querying cuts to a stroke unit
more...
Barbara Lond's curator insight, January 7, 2014 10:15 AM

I know there are two sides 2 every story, but this story rings true, in terms of some of my latter experience.  More worringly, it looks like the NHS (and the government overall) are yes, creating a climate of diktat, a model maybe for other organisations?  Certainly, I've noticed this attitude when trying to get married almost a year ago in a register office.  It was a horrendous experience.  A sort of 'we can now do what we like attitude' which can only mean a more authoritarian style of leadership (which will attract those secret authoritarians to come out now - I think we had some in the register office!). 

I have to say, if I see anything banging on about 'engagement' in the NHS or the public sector, I think I might cry.  With this climate (authoritarian, coercive management style), there is no way engagement will work and makes even more concerned as to why the government does not understand this, and the effect it will have on these institutions. 

I also note the cutting out public involvement and the reduction of time to bring a judicial review this year.  Only in crisis situations do we revert to these silencing, coercive and authoritarian methods.  Let's hope all organisations don't follow suit.  Let's also hope it may be only temporary. 

I feel like I'm living in the dark ages.  Again (they only finished not that long ago!).

Scooped by Barbara Lond
Scoop.it!

Twitter / IndustryWomenC: Decisions are made by those ...

Twitter / IndustryWomenC: Decisions are made by those ... | People & Organisational Psychology News | Scoop.it
RT @IndustryWomenC: Decisions are made by those who turn up.
#inclusion #diversity #careers http://t.co/hM2A03wMoo
more...
No comment yet.
Scooped by Barbara Lond
Scoop.it!

Irrationality is the real invisible hand

Irrationality is the real invisible hand | People & Organisational Psychology News | Scoop.it
The real force behind our markets.
Barbara Lond's insight:

"In Adam Smith's world the invisible hand was a wonderful force, and the fact it was invisible made no difference whatsoever. The irrational invisible hand is a different story altogether - here we must identify the ways in which irrationality plays tricks on us and make the invisible".

This is interesting too.  Who is more susceptible to these 'invisible' forces?  Certainly the recent 'slavery' case talks of 'invisible handcuffs'.

more...
No comment yet.
Scooped by Barbara Lond
Scoop.it!

600 nursing posts downgraded or axed at Barts and union critic fired

600 nursing posts downgraded or axed at Barts and union critic fired | People & Organisational Psychology News | Scoop.it
Barts Health NHS Trust is axing or downgrading more than 600 nursing posts  in an “efficiency drive” across its six hospitals before Christmas.
Barbara Lond's insight:

This article quotes, "The trust now has more than 1,600 vacancies ... But it insisted it would “not compromise” on safety, saying the number of nurses on wards would exceed RCN’s guidelines.", and "... it would not compromise on safety, saying the number of nurses on wards would exceed RCN's guidelines", and further "that [owing to the downgrades/axing] staff are angry, distressed, and demoralised".  A news story I know, but probably right about how the staff feel.  I'm curious (once again, I know it's only a news story) how a spokesperson for Barts said that the wards number would exceed the RCN's guidelines and the safety aspect, and if true, would highlight some naivety around 'safety' - this is not a transaction process - if the organisation is affected by a large number of cuts/downsizing, and this is not handled effectively, then it doesn't really matter how many staff you have, it's likely to affect the whole organisation and its performance.  If it really is true (the quote), then I would advise Barts to think seriously again.  It looks more like a reactive change to the inspections by the CQC??  Hardly a recipe for an effective safety culture.  www.riskybusiness.theblcgroup.co.uk

 

more...
No comment yet.
Scooped by Barbara Lond
Scoop.it!

10 Dysfunctional Employees Who Scuttle a CRM Project

10 Dysfunctional Employees Who Scuttle a CRM Project | People & Organisational Psychology News | Scoop.it
One of the key management challenges in managing sales is implementing and leveraging a CRM system to manage prospects, sales activities, pipeline, track campaigns, and assignment of tasks to sales team members, and sales forecasting.
Barbara Lond's insight:

A good CRM is really vital for a process-intensive one such as sale.  So is knowing which KPIs and how to manage them.  This is a good example of poor recruitment, poor development, poor leadership, poor/no systems, resistance to change (to a CRM system) and must be happening all over place.  I am not sure the 'employees' are entirely to blame* (as the heading suggests), but the process of the organisation.  It's also once again a demonstration of skills over knowledge, and how we need both.  As well as as systems to implement.  Improvement in these areas will/could lead to higher productivity, higher job satisfaction, higher engagement.  J

*Maybe they were 'made' dysfunction as a result of the above?

Just a simple analysis/view with some merit I feel.

more...
No comment yet.
Scooped by Barbara Lond
Scoop.it!

Rapid Growth Bright Outlook Occupations

Barbara Lond's insight:

I've been using this resource for years.  It's so invaluable for all sorts of things, including competency mapping (starting point), JD (starting point).  I haven't looked at it for a while, but I see that now as it's really developed to include occupational outlook.  It's only a US-based resource.  

more...
No comment yet.
Scooped by Barbara Lond
Scoop.it!

Social sciences need a collective voice

Social sciences need a collective voice | People & Organisational Psychology News | Scoop.it
Social science may be faring better politically in UK than US, says Ziyad Marar, but let's avoid complacency at all costs (RT @ZiyadMarar: My new article on Guardian HE announces our campaign to defend #socialscience funding
more...
No comment yet.
Scooped by Barbara Lond
Scoop.it!

Industrial and organizational psychology - Wikipedia, the free encyclopedia

Industrial and organizational psychology (also known as I-O psychology or work psychology) is the scientific study of employees, workplaces, and organizations. Industrial and organizational psychologists contribute to an organization's success by improving the performance, satisfaction, safety, health and well-being of its employees. An I-O psychologist conducts research on employee behaviors and attitudes, and how these can be improved through hiring practices, training programs, feedback, and management systems.[1] I-O psychologists also help organizations transition among periods of change and development. Industrial and organizational psychology is related to organizational behavior and human capital.

An applied science, I–O psychology is represented by Division 14 of the American Psychological Association, known formally as the Society for Industrial and Organizational Psychology (SIOP). In the UK, industrial and organizational psychologists are referred to as occupational psychologists and this 'protected title' is regulated by the Health and Care Professions Council.[2] In Australia, the title organizational psychologist is also protected and is regulated by the Australian Health Practitioner Regulation Agency(AHPRA).[3]


Barbara Lond's insight:

As you can see, I-O psychologists, is the 'scientific study of employees, workplaces and organisations'. 

I am looking for interns and experienced associates in any of these areas.

Also looking for management consultant interns and trainees, and interns for market research, research, business development, digital marketing, digital communication, website enhancement, SEO, cross-cultural communications.

more...
No comment yet.
Scooped by Barbara Lond
Scoop.it!

Neuroimaging Evidence for Social Rank Theory

Barbara Lond's insight:

I was googling 'Social Rank Theory' for more information and found this interesting study.

It's a study using neurimaging to see how the brain behaves (and making interpretations of how people will/might) behave with others.  It also states:

"While the empirical understanding of the behavioral manifestations of social rank in various social strata ... is speculative, the link between a particular rank status and deleterious health outcomes is clear for subordinates ... and highest ranking dominants'.  

So our brains recognise and interpret social status and rank-related information.

What I'm interested in, can/does counselling/coaching, anything, change this?  I've had this idea now for a long time, even looking to see how I can use MRI scanning with coaching (I think at the time I needed to be a radiologist).

That's what I like about the internet - you search for something, and come up with something even more interesting.

more...
No comment yet.
Scooped by Barbara Lond
Scoop.it!

Calculate your score on the Happy Planet Index!

Barbara Lond's insight:

Okay, I just did this survey.  Quite interesting.  But I'll have to give it more thought.  Quite good if you're a social entrepreneur to have a look at the world map?

Thinking of getting local community to use to get data for a community improvement plan I'm working on.

 

more...
No comment yet.