1486 Posts Found

A vast body of research shows that the hiring process is biased and unfair. Unconscious racism, ageism, and sexism play a big role in whom we hire. But there are steps you can take to recognize and reduce these biases. So where should you start? And how can you help others on your team do the same?

Content: Article | Author: Rebecca Knight | Source: Harvard Business Review | Subject: Human Resources

Behavioral coaching only helps if a person has behavioral issues! […] behavioral coaching doesn’t help if the person or the company is going in the wrong direction. If somebody is going in the wrong direction, behavioral coaching just helps them get there faster. It doesn’t turn the wrong direction into the right direction.

Content: Quotation | Author: Marshall Goldsmith | Subjects: Human Resources, Management

Never coach integrity violations. […] People that have integrity violations should be fired, not coached. How many integrity violations does it take to ruin the reputation of your company? Just one. You don’t coach integrity violations. You fire them.

Content: Quotation | Author: Marshall Goldsmith | Subjects: Human Resources, Management

Professor Samuel Culbert says a good working relationship is a two-way street.

Content: Multimedia Content | Author: Samuel Culbert | Source: UCLA | Subjects: Human Resources, Management, Organizational Behavior

Narcissists can be disastrous for groups and organizations alike, because they typically want complete transformation even when the system is not broken. But when those narcissists are communal, it can temper much of the downside of narcissism. Instead of avoiding narcissists, organizations may be better served in selecting the right type of narcissist. Our research suggests that finding communal narcissists could bring the best of … [ Read more ]

Content: Quotation | Author: Randall S. Peterson | Source: Harvard Business Review | Subjects: Human Resources, Organizational Behavior, Personality / Behavior, Teamwork

Narcissists can be valuable when change is necessary and systemic, but more trouble than they’re worth at almost any other time.

Content: Quotation | Author: Randall S. Peterson | Source: Harvard Business Review | Subjects: Human Resources, Organizational Behavior, Personality / Behavior

Feedback is very useful for telling us “where we are.” In my experience, there are a hundred wrong ways to ask for feedback and one right way. Most of us know the wrong ways. We ask people, “What do you think of me?” “How do you feel about me?” “What do you hate about me?” or “What do you like about me?” Think about your … [ Read more ]

Content: Article | Author: Marshall Goldsmith | Subjects: Career, Human Resources, Management, Organizational Behavior, Personal Development

Professor David Lewin offers a hybrid model for the modern workforce.

Content: Multimedia Content | Author: David Lewin | Source: UCLA | Subject: Human Resources

Engagement is often an ambiguous term. Depending on how it’s measured, engagement could represent job satisfaction, emotional investment in the cause, willingness to invest discretionary effort, or advocating for the company as a good place to work. While many studies suggest that increased employee engagement leads to improved business results in aggregate, a deeper look at the data suggests that this may not always be … [ Read more ]

Content: Quotation | Author: Ryan Fuller | Source: Harvard Business Review | Subjects: Human Resources, Organizational Behavior

A new study suggests that avoiding or weeding out toxic employees can be much more valuable to firms than hiring or cultivating overachievers.

Content: Article | Author: Matt Palmquist | Source: strategy+business | Subject: Human Resources

Content: Multimedia Content | Author: Sanford Jacoby | Source: UCLA | Subjects: Human Resources, International – Asia

The vast majority of organizations put too much leadership development emphasis on people who are already in traditional leadership roles. And not enough on the people who are the promise of the future.

Content: Article | Author: Digby Scott | Source: ChangeThis | Subjects: Human Resources, Leadership, Management, Organizational Behavior, Training & Development

Most organizations we know have more leadership power within their ranks than they recognize. Some individuals quickly acquire reputations as rising stars and move up the ranks as if in a self-fulfilling prophecy. Others, for a variety of reasons, may miss the fast track. Some of these eventually leave in search of new pastures, while others stay behind, without ever reaching their full potential. Either … [ Read more ]

Content: Article | Authors: Alexia Larmaraud, Emily Yueh, Kevin Lane | Source: McKinsey Quarterly | Subject: Human Resources

Facebook’s HR department worked with Wharton professor Adam Grant to investigate what keeps employees at the company engaged and motivated. Below, they walk us through the results of their internal study.

Content: Article | Authors: Adam Grant, Brynn Harrington, Janelle Gale, Lori Goler | Source: Fast Company | Subject: Human Resources

One of the things that may get in the way of people being lifelong learners is that they’re not in touch with their passion. If you’re passionate about what it is you do, then you’re going to be looking for everything you can to get better at it.

Content: Quotation | Author: Jack Canfield | Subjects: Career, Human Resources, Learning, Organizational Behavior, Personal Development

Although we found that many factors can matter for happiness at work – type of occupation, level of education, tenure, and industry are also significant, for instance – they don’t even come close to mattering as much as the boss’s technical competence. Moreover, we saw that when employees stayed in the same job but got a new boss, if the new boss was technically competent, … [ Read more ]

Content: Quotation | Author: Benjamin Artz | Source: Harvard Business Review | Subjects: Human Resources, Management, Organizational Behavior

A poorly designed job can work against even the most dedicated employee, setting the person up to fail. Robert Simons explains how to gauge whether an employee’s position offers the right mix of organizational support and responsibility.

Content: Article | Author: Dina Gerdeman | Source: Harvard Business School (HBS) Working Knowledge | Subjects: Human Resources, Management, Organizational Behavior

Startups and established pollsters alike are working to bring the employee-engagement survey into the age of smartphones and big data.

Content: Article | Author: Steven Melendez | Source: Fast Company | Subjects: Human Resources, Management, Organizational Behavior

Every time your company gives someone a promotion, everyone at that person’s organizational level evaluates the promotion and judges whether merit or political favors yielded it.

Content: Quotation | Author: Ben Horowitz | Source: Medium | Subjects: Human Resources, Organizational Behavior

The labor market isn’t like the stock market, where buyers and sellers meet and conduct deals instantaneously with the stroke of a key. In fact, the labor market is in many ways remarkably inefficient. And people and institutions often can’t move fast enough — or may lack or lose the potential to move — to fill open positions.

Content: Quotation | Author: Daniel Gross | Source: strategy+business | Subjects: Economics, Human Resources