|
360-degree Feedback
360-degree feedback (also known as multi-rater feedback, multi source feedback, or multi source assessment) is a process through which feedback from an employee's subordinates, peers, colleagues, and supervisor(s), as well as a self-evaluation by the employee themselves is gathered. Such feedback can also include, when relevant, feedback from external sources who interact with the employee, such as customers and suppliers or other interested stakeholders. 360-degree feedback is so named because it solicits feedback regarding an employee's behavior from a variety of points of view (subordinate, lateral, and supervisory). It therefore may be contrasted with "downward feedback" (traditional feedback on work behavior and performance delivered to subordinates by supervisory or management employees only; see traditional performance appraisal), or "upward feedback" delivered to supervisory or management employees by subordinates only. Organizations have most commonly utilized 360-degree fe ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Performance Appraisal
A performance appraisal, also referred to as a performance review, performance evaluation,Muchinsky, P. M. (2012). ''Psychology Applied to Work'' (10th ed.). Summerfield, NC: Hypergraphic Press. (career) development discussion, or employee appraisal, sometimes shortened to "PA", is a periodic and systematic process whereby the job performance of an employee is documented and evaluated. This is done after employees are trained about work and settle into their jobs. Performance appraisals are a part of career development and consist of regular reviews of employee performance within organizations. Performance appraisals are most often conducted by an employee's immediate manager or line manager. While extensively practiced, annual performance reviews have also been criticized as providing feedback too infrequently to be useful, and some critics argue that performance reviews in general do more harm than good. It is an element of the principal-agent framework, that describes the r ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Reichswehr
''Reichswehr'' () was the official name of the German armed forces during the Weimar Republic and the first years of the Third Reich. After Germany was defeated in World War I, the Imperial German Army () was dissolved in order to be reshaped into a peacetime army. From it a provisional Reichswehr was formed in March 1919. Under the terms of the Treaty of Versailles, the rebuilt German army was subject to severe limitations in size and armament. The official formation of the Reichswehr took place on 1 January 1921 after the limitations had been met. The German armed forces kept the name 'Reichswehr' until Adolf Hitler's 1935 proclamation of the "restoration of military sovereignty", at which point it became part of the new . Although ostensibly apolitical, the Reichswehr acted as a state within a state, and its leadership was an important political power factor in the Weimar Republic. The Reichswehr sometimes supported the democratic government, as it did in the Ebert ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Military Psychology
Military psychology is a specialization within psychology that applies psychological science to promote the readiness of military members, organizations, and operations. Military psychologists provide support to the military in many ways, including through direct clinical care, consultation to military commanders, teaching others and supporting military training, and through research relevant to military operations and personnel. Military psychology as a field has been growing since the early 20th century, evidence that the demands and needs for psychological clinical and operational application is continuing to grow steadily. There are many stressors associated with military service, including exposure to high-risk training and combat. As such, psychologists are critical support components that assist military leaders in designing appropriate training programs, providing oversight to those programs, and assisting military members as they navigate the challenges of military traini ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Esso
Esso () is a trading name for ExxonMobil. Originally, the name was primarily used by its predecessor Standard Oil of New Jersey after the breakup of the original Standard Oil company in 1911. The company adopted the name "Esso" (the phonetic pronunciation of Standard Oil's initials, 'S' and 'O'),Don't ignore history by Robert Sobel on Barro's, 7 Dec 1998 to which the other Standard Oil companies would later object. Standard Oil of New Jersey started marketing its products under the Esso brand in 1926. In 1972, the name Esso was largely replaced in the U.S. by the Exxon brand after the Standard Oil of New Jersey bought Humble Oil, while the Esso name remained widely used elsewhere. In most of the world, the Esso brand and the [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Confounding Variable
In statistics, a confounder (also confounding variable, confounding factor, extraneous determinant or lurking variable) is a variable that influences both the dependent variable and independent variable, causing a spurious association. Confounding is a causal concept, and as such, cannot be described in terms of correlations or associations.Pearl, J., (2009). Simpson's Paradox, Confounding, and Collapsibility In ''Causality: Models, Reasoning and Inference'' (2nd ed.). New York : Cambridge University Press. The existence of confounders is an important quantitative explanation why correlation does not imply causation. Confounds are threats to internal validity. Definition Confounding is defined in terms of the data generating model. Let ''X'' be some independent variable, and ''Y'' some dependent variable. To estimate the effect of ''X'' on ''Y'', the statistician must suppress the effects of extraneous variables that influence both ''X'' and ''Y''. We say that ''X'' and ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Job Evaluation
A job evaluation is a systematic way of determining the value/worth of a job in relation to other jobs in an organization. It tries to make a systematic comparison between jobs to assess their relative worth for the purpose of establishing a rational pay structure. Job evaluation needs to be differentiated from job analysis. Job analysis is a systematic way of gathering information about a job. Every job evaluation method requires at least some basic job analysis in order to provide factual information about the jobs concerned. Thus, job evaluation begins with job analysis and ends at that point where the worth of a job is ascertained for achieving pay equity between jobs and different roles. Process of Job Evaluation Job evaluation is a process used to determine the relative worth of different jobs within an organization. The goal of job evaluation is to create a systematic and objective way to assess the value of each job and to ensure that the jobs within the organization are ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Personal Development
Personal development or self improvement consists of activities that develop a person's capabilities and potential, build human capital, facilitate employability, and enhance quality of life and the realization of dreams and aspirations. Personal development may take place over the course of an individual's entire lifespan and is not limited to one stage of a person's life. It can include official and informal actions for developing others in roles such as teacher, guide, counselor, manager, coach, or mentor, and it is not restricted to self-help. When personal development takes place in the context of institutions, it refers to the methods, programs, tools, techniques, and assessment systems offered to support positive adult development at the individual level in organizations. Overview Among other things, personal development may include the following activities: * Improving self-awareness * Improving self-knowledge * Improving skills and/or learning new ones * Buildi ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Industrial And Organizational Psychology
Industrial and organizational psychology (I-O psychology), an applied discipline within psychology, is the science of human behavior in the workplace. Depending on the country or region of the world, I-O psychology is also known as occupational psychology in the United Kingdom, organisational psychology in Australia and New Zealand, and work and organizational (WO) psychology throughout Europe and Brazil. Industrial, work, and organizational (IWO) psychology is the broader, more global term for the science and profession.Spector P. E. (2021). Industrial and Organizational Psychology: Research and Practice 8th ed. Hoboken, NJ: John Wiley. I-O psychologists are trained in the scientist–practitioner model. As an applied field, the discipline involves both research and practice and I-O psychologists apply psychological theories and principles to organizations and the individuals within them. They contribute to an organization's success by improving the job performance, wellbeing ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Workplace
A workplace is a location where someone works, for their employer or themselves, a place of employment. Such a place can range from a home office to a large office building or factory. For industrialized societies, the workplace is one of the most important social spaces other than the home, constituting "a central concept for several entities: the worker and heirfamily, the employing organization, the customers of the organization, and the society as a whole". The development of new communication technologies has led to the development of the virtual workplace and remote work. Workplace issues * Sexual harassment: Unwelcome sexual advances or conduct of a sexual nature which unreasonably interferes with the performance of a person's job or creates an intimidating, hostile, or offensive work environment. * Kiss up kick down * Toxic workplace * Workplace aggression: A specific type of aggression that occurs in the workplace. * Workplace bullying: The tendency of individu ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
