The globalized nature of work in the new millennium implies that human resource management, psychological theories of personnel and individual
behaviour in the workplace have to change and evolve. This volume mainly focuses on theories, techniques and methods used by industrial and work psychologists. A set of internationally renowned authors summarize advances in core topics such as analysis of work, work design, job performance, performance appraisal and feedback, workplace counterproductivity, recruitment and personnel selection, work relevant individual difference variables (cognitive ability, personality), human-machine
interactions, human errors, training, learning, individual development, socialization, methods, and measurement. Individual Development in the WorkplaceIndividual development in the workplace An increased emphasis on learning in organizations has enhanced researchers' and practitioners' interest in the dynamics of individual development in the workplace. Three approaches to understanding individual development (behavioral change, self-directed learning, and adult development) are reviewed, and the common elements across these approaches are identified. These elements are used to evaluate six popular individual development practices: 360-degree feedback, executive coaching, developmental assignments, action learning, social support for learning, and communities of practice. This analysis indicates no one practice is a panacea for individual development. Directions for research are suggested and trends that are likely to influence individual development in the workplace in the future are discussed. Although learning and skill acquisition have been studied by industrial ... locked icon Sign in to access this contentSign in Get a 30 day FREE TRIAL
sign up today! Mgt475 ch 12Identify a true statement about goal setting. Follower participation in goal setting often leads to higher levels of commitment and performance if the leader is perceived to be incompetent. It is most likely important to have specific goals for the purpose of Which of the following statements about feedback is most likely false? Research shows that subordinates believe their leaders give more feedback than their leaders think they do. Which of the following would least likely improve a leader's feedback skills? Identify a true statement about providing constructive feedback. An issue related to impressions and evaluative feedback concerns the distinction between job-related feedback and more discretionary feedback. The first requirement for a team intervention to be successful is raising awareness about how teams really work. Which of the following is not one of the components of the Rocket Model of Team Effectiveness? In the context of the Rocket Model, a critical first step to building a high-performing team is to Gain alignment on team context Based on the norms component of the Rocket Model, which statement is most likely false? Leaders should address norms before discussing the context or mission components. In the context of the Rocket Model, which of the following is a way team leaders are most likely to build buy-in? By developing a compelling team vision In the context of the Rocket Model, which of the following is most likely true of the power component? It concerns the decision-making latitude and resources a team has to accomplish its goals. Teams with high levels of morale most likely handle interpersonal conflict effectively Which statement about delegation is most likely false? Delegation is an overused management option that frustrates most followers. Which of the following statements is most likely true of delegation. Leaders may feel threatened when delegating an important task because it reduces direct personal control over the work. In the context of delegation, a common reason why a leader avoids delegating a task is that the task is a source of power or prestige. In the context of the principles of effective delegation, which of the following is the first step of deciding what to delegate? identifying all the present activities Which of the following statements best exemplifies effective delegation? A leader must give subordinates the freedom to make certain kinds of mistakes. When giving performance feedback privately to a subordinate, what should a leader most likely emphasize? positive behaviors and results According to Peterson and Hicks, which of the following is the first step in informal coaching? establishing a relationship based on trust What should a coach most likely do to help a follower stick to a development plan? schedule regular reflection sessions Which of the following is the first step in informal coaching?Forging a partnership is the first step in informal coaching.
Which type of goal is most likely to lead to higher levels of effort and performance?Clear, particular and difficult goals are greater motivating factors than easy, general and vague goals. Specific and clear goals lead to greater output and better performance.
Which type of goal is most likely to lead to higher levels of effort and performance quizlet?D) General goals lead to higher levels of effort and performance than specific goals. B)
Which of the following is a component of the rocket model of team effectiveness?Morale is at the top of the Rocket Model of Team Effectiveness. The context component of the Rocket Model is concerned with setting a common direction for the team. The morale component of the Rocket Model is the most difficult component to observe and evaluate.
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According to peterson and hicks, which of the following is the first step in informal coaching?
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