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LOOK: The Gender Gap We Don't Talk About

LOOK: The Gender Gap We Don't Talk About | People & Organisational Psychology News | Scoop.it
"While much remains to be done to achieve full equality of economic opportunity ... this legislation is a significant step forward," President John F.
Barbara Lond's insight:

Now you don't need a Phd to discover this.  I just googled it.  These are institutional effects which, without looking at the whole picture (the 'big data') just won't/cannot get resolved.

 

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Social Work CPD Training - Online CPD for Social Workers

Social Work CPD Training - Online CPD for Social Workers | People & Organisational Psychology News | Scoop.it
Social Work CPD Training for locum social workers and Independent social workers to help achieve HCPC standards of social work CPD training and portfolio
Barbara Lond's insight:

Oh, the previous articled I 'scooped' relating to 'UK Social Work Processes'.  Now, here's me thinking this was some sort of government website which reviewed recruitment processes (although I do know there were some reviews by various agencies).

 

But worse.  This is a 'training agency' which is advertising their training under the new CPD programme for Approved Social Workers.  So it looks like (although I will investigate more) the poor old social workers, and probably the HR and other powerless departments, have been given the 'blame' for the various issues of recent time involving children (Baby P, etc.).  So it's the old 'let's do some training and it will all be okay' scenario.  It sounds like training=OD (organisational development).  I thought the PS had learnt its lesson on that?  That OD is about understanding what all of the issues are first, then putting in 'training' as part of a package of interventions.

 

 

 

Social Work CPD Training is not easy to access for locum social workers, However if you are looking for an on line training company with many years experience of facilitating the training needs of workers in multi agency, social care and educational settings the

 

 

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What Is Face Validity?

What Is Face Validity? | People & Organisational Psychology News | Scoop.it
Face validity is a very simple type of validity that involves look at the
Barbara Lond's insight:

I was talking to a professor friend/colleague recently, an expert in appraisal.  We were talking about 'executive search' and why it is they don't (and other recruiters) do 'assessment' in any objective way?  My collegue suggested that it was possibly 'face validity' as an explanation, which I thought was an interesting interpretation.  If it 'looks like' it works (guy with nice voice, pin-striped suit, recruiting investment bankers), it probably does.  Organisations believe in the process.  It's been around for years.

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Tree Houses!

Tree Houses! | People & Organisational Psychology News | Scoop.it
Stressed? Spend some time in a tree house.
Barbara Lond's insight:

I believe psychological principles should be included in all aspects of house design.  I think psychologists will in demand in the future.  Currently 'environment' talks mainly of physical aspects.  What about the many aspects of living in various environments (buildings, cities, etc.) that impact on wellbeing?  I believe this is an untapped area for psychologists in the future, and a new career pathway?

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BCL Burton Copeland / London / Solicitors / Business Crime / Regulatory Enforcement

BCL Burton Copeland / London / Solicitors / Business Crime / Regulatory Enforcement | People & Organisational Psychology News | Scoop.it
Less than six months after Cotswold Geotechnical (Holdings) Ltd became the first company to be convicted of corporate manslaughter under the Act, the Corporate Manslaughter and Corporate Homicide Act has produced its second prosecution.
Barbara Lond's insight:

I wonder what is going on in these organisations?  Research on organisational accidents (Reason) point to numerous failings, including at management level.  I will be looking at this case closely to produce a book analysing this and similar cases, and hypothesis what happened, how to avoid in future.

Barbara

riskybusiness.theblcgroup.co.uk

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Company and director sentenced for house collapse failings | HRreview

Company and director sentenced for house collapse failings | HRreview | People & Organisational Psychology News | Scoop.it
A Buckinghamshire construction company and its managing director have been fined for multiple safety failings following the total collapse of two large
Barbara Lond's insight:

I daresay being a smaller company, subjective opinions made about abilities?

blcassessment.theblcgroup.co.uk

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Learned helplessness: 6 keys to breaking free from negativity

Learned helplessness: 6 keys to breaking free from negativity | People & Organisational Psychology News | Scoop.it
We've been told that one of the keys to becoming a successful leader and to creating a successful life is to see things as they are and no worse. But if you've been beaten down and suffered setbacks...
Barbara Lond's insight:

I'm pretty sure Michael Jordn (pictured) does not  not suffer from 'learned helplness' the title of this article.  Sports people practice resilience and 'mental toughness', otherwise they would never reach the top.  But in terms of others, I believe that whole organisations are suffering from 'organisational learned helplessness'.  Imagine you have a problem, you go to your manager, he or she is defensive, had a bad day, whatever, or 'the IT dept never answer the calls', 'HR are useless', so everyone basically gives up.  I think these attitudes are rife.  Where organisations have poor processes, (eg. recruiting based on 'liking', or not doing a proper job analysis to understand the job, cognitive biases ensuring that recruitment becomes a meangingless exercise, so poor performance ensues, because there was no idea of what is 'good performance' was in the first place (rather they 'like you':  defensiveness on the part of many people will ensure that effective, clever people will not be recruited anyway).  And yes, I have seen this happen time and time and time again.  Demotivation is rife, 'coercive management' increases, and so the cycle continues.  These organisations then carry on being 'helpless',

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An Alternative Theory of the Skills Shortage

An Alternative Theory of the Skills Shortage | People & Organisational Psychology News | Scoop.it
English: Empty shelves in Woolworths, Keswick, on the day it closed. (Photo credit: Wikipedia) A common story you hear now is that we are seeing a shortage of skilled workers.
Barbara Lond's insight:

This is an interesting article and particulary this part:  "Shortage is probably not the word you want for a “a large demand for more workers at current market clearing wages but not a penny more” ".   I think there are other issues related to what this article points out as 'rigidiy' (I would say in ideas) and points to research in this area badly needed.  We have the means to do this with a global imperative, a global workforce research programme.  But also to focus on mindsets of organisations.  I think one issue may be we are  in a huge transition.  We need meta-strategies about global workforce development, and quality research, rather than anecdotal 'folk theories' about 'skill shortages'.  We all know there is massive unemployment on the one hand, yet skills shortages on the other.  I think of the issue as 'limiting beliefs of employers' (passed on to some recruiters), with the same folk theories tossed about, without much understanding.  This article provides one insight about one issue.

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How Employee Engagement Turned Around Campbell's

How Employee Engagement Turned Around Campbell's | People & Organisational Psychology News | Scoop.it
An interview with Douglas Conant, CEO of Campbell Soup Co. (RT @DougConant: http://t.co/KbkCkvwmiH A vision is much stronger when it is accepted and shared by those you are leading forward.
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Mobbing in the Workplace: Even the Good Go Bad

Mobbing in the Workplace: Even the Good Go Bad | People & Organisational Psychology News | Scoop.it
Mobbing is widely understood in Europe as a form of collective aggression that profoundly impacts a targeted worker's health and productivity, but less known in the U.S.
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Dysfunctional organisations can turn a good person bad.

Dysfunctional organisations can turn a good person bad. | People & Organisational Psychology News | Scoop.it
You may have heard the proverb "if you sup with the devil you need a (very) long spoon". The idea is that if you mix with bad people you should be careful not to be influenced by them and start beh...
Barbara Lond's insight:

Yes, I think this is true - for some. (that 'Dysfunctional organisations can turn a good person bad').  There are powerful group processes that affect individuals.  I guess 'sociopaths' may fare better, having no 'conscience'.  Maybe that's one reason why there is a prevalence of 'snakes in suits' (Hare, R.) at the top, as they can withstand the 'pressure'.  There are though, many subconscious processes operating within even the 'nicest' or 'soundest' individuals, which is why self-awareness is so important, not just for leaders but for all.  Organisational culture should be monitored at all times.  If leaders and others 'responsible', let's say, for the culture who are not able to manage 'dysfunction', the situation will just get worse.  These are very poor understood and effected issues in organisations.  'Mindfulness' interventions are useful to mitigate getting dragged into the bad cultures, but these are individuals interventions.  Major work is needed at the cultural change level.  Interestingly, much 'change intervention' is carried on by IT people! 

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Even Grannies are Screwing Business as Usual

Even Grannies are Screwing Business as Usual | People & Organisational Psychology News | Scoop.it
The new generation of businesses has nothing to do with age...
Barbara Lond's insight:

I said years ago when I was a court reporter in NZ, that I wanted to be a general manager of a large organisation but still wear mini skirts (as I did then, stockings and suspenders which shocked one judge - as I sat down and my skirt rode up to reveal the lacy tops!).  Okay, it's not quite the same, but the rules have, or are changing, as Mr Branson points out. 

As I often say, the world is changing to suit me.  Brilliant! 

Oh yes.  And I am my own General Manager.  But I've given up on the minis.  Only becasue my legs were never very good anyway!

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The Happiest People Pursue the Most Difficult Problems

The Happiest People Pursue the Most Difficult Problems | People & Organisational Psychology News | Scoop.it
They're a reminder that mastery, membership, and meaning are the best motivators.
Barbara Lond's insight:

I like this because I find a lot of people think that pursuing 'happiness' is about doing 'fun' things.  And it is difficult to connect with people who don't want to listen to 'real' life issues.  And connecting with people is one key to being 'happy'.  So is a strong 'locus of control' (of your life).  So I guess by dealing with difficult problems, one is taking responsibility for your life, increasing locus of control, so this makes sense. 

Drbarbaralond@gmail.com (Psychologist).

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Acas - The recruitment process

Acas - The recruitment process | People & Organisational Psychology News | Scoop.it
Barbara Lond's insight:

I thought I would update myself on the very latest ACAS recruitment process and found this:

 

word of mouth - introduction via existing employees or through an employers' network. Whilst this may be economical, it is likely to lead to a much smaller pool of suitable applicants and does not normally satisfy equal opportunities requirements because any imbalance in the workforce may be perpetuated. The Equality and Human Rights Commission warns against such practices where the workforce is predominantly one sex or racial group.

 

I obviously know this, but relates to a scooped article I sent last week about networking to find jobs (which is particularly prevalent in the FS sector, but I'm sure in other sectors).  I'm just thinking also of a comment one of my research participants in which was [recruitment consultants] 'churn out the same old CVs'.  No points for guessing what they look/sound like.

 

The point about all this is firstly many/most organisations have a workforce predominatly of one sex or racial group, and there is extensive research behind this.  It's called 'occupational segregation'.  Unless people make a concerted effort to understand their 'big data' (well, data really, and which I am fairly sure they don't do/know how to do) and understand why one group is predominantly of one sex or racial group (hello, do you read ACAS?  Know your employment law?  Good business sense?  Which is what it is.  Gen Y is coming up behind and they won't/are not standing up for this 'I-like-the-look-of-you' nonsense, according to some 'research' I read about graduates turning down jobs because of the organisation's lack of social responsibility policies/actions. 

 

 

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Recruitment companies & social work standards - UK Social Work Processes

Recruitment companies & social work standards - UK Social Work Processes | People & Organisational Psychology News | Scoop.it
Recruitment companies are now taking on some of the directions outlined by the social work reform board. Some innovative recruitment companies are way ahead
Barbara Lond's insight:

Interesting.  I've never understood why ocupational psychologists are not used more than they are for improving recruitment, selection and assessment, bearing in mind that's a major area of their expertise. 

 

Many organisations get 'sold' people/locums on the basis of the recruitment 'consultant's' opinion'. 

 

It would be interesting to see an evaluation of these new process changes on the effects of the social worker organisations.  It sounds as if the 'assessment' part is being left out still?  In fact, could be worse if the lower priced recruitment organisations do an even poorer job of 'selection' (accepting the CV and sending off to the client).

 

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Filming underway for BPS funded dance project | BPS

Barbara Lond's insight:

Interesting.  It is dated 2013 but only just discovered it.

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Humanitarian work & psychology

Humanitarian work & psychology | People & Organisational Psychology News | Scoop.it
 Find information on combining an interest in psychology, community development, and humanitarian aid. ** People who want to combine their interests in community development and psychology sometime...
Barbara Lond's insight:

Interesting that it seems so few do this yet, yes, there must be a huge need.  I'm doing something about it, although thinking about it for years.

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Working mothers feel discriminated against at work | HRreview

Working mothers feel discriminated against at work | HRreview | People & Organisational Psychology News | Scoop.it
According to new research by law firm Slater & Gordon, more than one in four mothers feel they have been discriminated against at work while pregnant or
Barbara Lond's insight:

Still too much subjectivity not only in recruitment decisions, but across the employee life cycle.  But there is more to it.  Why don't women complain?  My own research with senior women bankers showed that although they clearly described discriminatory behaviour, they didn't want to label it 'discrimination'. So in effect, women are silenced?  Why is this? Because we have mindsets in organisations that can't think or see any other way. 

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age discrimination is rife - Search Results

Barbara Lond's insight:

Linked to the previous article, one of the 'limiting beliefs' of employers, is how negative discrimination works against workers.  So although many countries say that workers need to or will work long after retirement, many people have negative stereotypes towards older people.  Maybe they are just 'different' (for example, even the intelligence of older workers is different - crystalised intelligence).  We need more reflection and thought in many organisations, not always fast, short-term thinking and results.  We need both.  This link shows age discrimination is rife.  The problem is 'negative stereotyping' (or unconscious bias), which cognitive psychology, and neuroscience studies show exist.  But we can overcome limiting beliefs by stopping, thinking, reflecting.  I see so many other poor practices I put a lot of the economic woes down to just poor organisational practices, 'caused' by poor thinking and decision-making, and also poor knowledge ('evidence' about what works and what doesn't).  That is all organistions do, after all - they are full of people making decisions-every day.  I also see a lot of 'defensiveness' in business owners and leaders who don't want to know they are doing a bad job.

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Work life balance | Australia jobs and recruitment | Hays - Recruiting experts worldwide

Employees say a better work-life balance would make them professionally and personally happier.
Barbara Lond's insight:

This include the phrase " 'work-life balance' has been heard in the market since 1986, however it has only been recently that businesses have really begun incorporating it into their day-to-day operations."  I would be keen to hear from organisations in Australia, the UK, and the US ast to what organisations are doing to implement this.  Please contact drbarbaralond@gmail.com (CEO The BLC Group, co-editor WLB Newsletter, BPS).

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Virtual Mediation Lab

Virtual Mediation Lab | People & Organisational Psychology News | Scoop.it
Improve Your Mediation Skills and Learn How to Mediate Online - with Other Mediators Around the World
Barbara Lond's insight:

I have just joined this to further develop my mediation skills.  I'm interested in how it differs from in-person mediation, and also the cross-cultural aspects.  Obviously a research project is about to happen!

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Change Management Specialist Job Description

Change Management Specialist Job Description | People & Organisational Psychology News | Scoop.it
an excellent online reference for change management, managing change books, articles, benchmarking, bpr, training, human resources, project management...
Barbara Lond's insight:

Here is an example of a 'change management specialist 'job description (JD) from the 'Change Management Learning Centre'.  No mention of psychological specialisms, which I believe are needed, and in particular, a wide range (eg. psychodynamic, individual, cognitive-behavioural) to effectively manage change.  I can't say I have ever seen these mentioned in a change management JD yet.  They JDs are often in a 'transactional' manner, so that 'change' becomes coerced, misunderstood, poorly implemented and leads to dysfunctional organisations, of which there are many.

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Workplace Predation: A Discussion « Center for the Study of Organizational Change

Workplace Predation: A Discussion « Center for the Study of Organizational Change | People & Organisational Psychology News | Scoop.it
Barbara Lond's insight:

In my experience as working in a number of organisations and now doing research, this is a problem.  Organisational culture 'change' has a lot of 'consultant's involved, but very few have the indepth knowledge, nor the emotional resilience to resolve the issues.  In my humble and professional opinion.  In addition, the internet now makes everything more 'transparent', yet maybe more 'paranoic' - I refer here to 'a little knowledge is dangerous' concept.  Working with and resolving group issues are tricky indeed.

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Does Money Really Affect Motivation? A Review of the Research

Does Money Really Affect Motivation? A Review of the Research | People & Organisational Psychology News | Scoop.it
We all need to get paid. But the evidence suggests it undermines our intrinsic motivations.
Barbara Lond's insight:

So, the takeaways from this in terms of practical issues are :

The link between compensation, motivation and performance is complex.

The association between salary and job satisfaction is very weak.

[However, this is a linear relationship.  Maybe it's curvilinear?]

 

I know some research finds giving that 'irregular' rewards (different times) increases motivation.

 

'Reward ' consultants, managers and executives should focus on a through understanding of what motivates employees.  This research has been around for a while, in particular that pay does not increase performance. Why don't they (consultants, managers, etc.) use the research? 

Drbarbaralond@gmail.com (Psychologist)

 

 

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