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Team Composition
Team composition refers to the overall mix of characteristics among people in a team, which is a unit of two or more individuals who interact interdependently to achieve a common objective. It is based on the attributes among individuals that comprise the team, in addition to their main objective. Team composition is usually either homogeneous, in which all members are the same, or heterogeneous, in which team members all contain significant differences. It has also been identified as a key factor that influences team performance. It factors in the individual attributes of team members (e.g. skill, experience, and ability) and how these contributions can potentially combine to dictate overall performance outcomes for the team. In the past decade, research on team effectiveness has burgeoned as teams have become increasingly common in organizations of all kinds. Research conducted on this topic has focused on aggregated member characteristics, member heterogeneity and team size a ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Linda Argote
Linda Argote is an American academic specializing in industrial and organizational psychology. She is Thomas Lord Professor of Organizational Behavior and Theory in the Tepper School of Business at Carnegie Mellon University, where she directs the Center of Organizational Learning, Innovation and Knowledge. Argote became the Senior Associate Dean for Faculty and Research at the Tepper School in 2020. Argote has courtesy appointments at the Heinz College and the Department of Social and Decision Sciences at Carnegie Mellon University. Education and career Argote graduated in 1975 with '' magna cum laude'' honors from Tulane University, majoring in psychology. She completed her Ph.D. in organizational psychology at the University of Michigan in 1979, and in the same year joined the Carnegie Mellon University faculty. She has also held a faculty appointment at Northwestern University and was a visiting scholar at Stanford University, the University of Pittsburgh’s Learning Resea ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Big Five Personality Traits
The Big Five personality traits is a suggested taxonomy, or grouping, for personality traits, developed from the 1980s onward in psychological trait theory. Starting in the 1990s, the theory identified five factors by labels, for the US English speaking population, typically referred to as: * openness to experience (inventive/curious vs. consistent/cautious) *conscientiousness (efficient/organized vs. extravagant/careless) * extraversion (outgoing/energetic vs. solitary/reserved) * agreeableness (friendly/compassionate vs. critical/rational) * neuroticism (sensitive/nervous vs. resilient/confident) When factor analysis (a statistical technique) is applied to personality survey data, it reveals semantic associations: some words used to describe aspects of personality are often applied to the same person. For example, someone described as conscientious is more likely to be described as "always prepared" rather than "messy". These associations suggest five broad dimensions used i ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Team Effectiveness
Team effectiveness (also referred to as group effectiveness) is the capacity a team has to accomplish the goals or objectives administered by an authorized personnel or the organization. A team is a collection of individuals who are interdependent in their tasks, share responsibility for outcomes, and view themselves as a unit embedded in an institutional or organizational system which operates within the established boundaries of that system. Teams and groups have established a synonymous relationship within the confines of processes and research relating to their effectiveness (i.e. group cohesiveness, teamwork) while still maintaining their independence as two separate units, as groups and their members are independent of each other's role, skill, knowledge or purpose versus teams and their members, who are interdependent upon each other's role, skill, knowledge and purpose. There arsix different team effectiveness modelsincluding Rubin, Plovnick, and Fry's GRPI model, the Katz ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Team Conflict
Team conflict is conflict within a team. Conflicts may be caused by differing goals, values or perceptions of the team members. Types of conflicts "Hot conflicts" have three common symptoms: * Team members persist in arguing the same points. * When the team reaches an impasse, talks gets personal. Accusations may be spoken out loud, and members may speculate privately about one another’s motives. * Once negative attributions take hold, emotions flare and progress halts. Allen C. Amason, of Mississippi State University, studied conflict and its role in decision-making. He stated that there are two kinds of conflict: cognitive — conflict based upon issues, ideas, processes or principles, and affective — conflict based upon personalities, emotions or values. Researcher Thomas K. Capozzoli (1995) classified conflicts by whether the outcome was constructive or destructive. Conflicts are constructive when people change and grow personally from the conflict; the conflict res ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Psychological Safety
Psychological safety is the belief that you won't be punished or humiliated for speaking up with ideas, questions, concerns, or mistakes. In teams, it refers to team members believing that they can take risks without being shamed by other team members. In ''psychologically safe'' teams, team members feel accepted and respected. It is also the most studied enabling condition in group dynamics and team learning research. Psychological safety benefits organizations and teams in many different ways. There are multiple empirically supported consequences of a team being psychologically safe. Most of the research on the effects of psychological safety has focused on benefits, but there are some drawbacks that have been studied. Overview Psychological safety has been an important discussion area in the field of psychology, behavioral management, leadership, teams, and healthcare. Results from a number of empirical studies conducted in various regions and countries show that psychologic ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Personnel Selection
Personnel selection is the methodical process used to hire (or, less commonly, promote) individuals. Although the term can apply to all aspects of the process (recruitment, selection, hiring, onboarding, acculturation, etc.) the most common meaning focuses on the selection of workers. In this respect, selected prospects are separated from rejected applicants with the intention of choosing the person who will be the most successful and make the most valuable contributions to the organization.Muchinsky, P. (2012). ''Psychology Applied to Work'', (10th ed.). Summerfield, N klu C: Hypergraphic Press. Its effect on the group is discerned when the selected accomplish their desired impact to the group, through achievement or tenure. The procedure of selection takes after strategy to gather data around a person so as to figure out whether that individual ought to be utilized. The strategies used must be in compliance with the various laws in respect to work force selection. Overview The p ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Personality Psychology
Personality psychology is a branch of psychology that examines personality and its variation among individuals. It aims to show how people are individually different due to psychological forces. Its areas of focus include: * construction of a coherent picture of the individual and their major psychological processes * investigation of individual psychological differences * investigation of human nature and psychological similarities between individuals "Personality" is a dynamic and organized set of characteristics possessed by an individual that uniquely influences their environment, cognition, emotions, motivations, and behaviors in various situations. The word ''personality'' originates from the Latin ''persona'', which means "mask". Personality also pertains to the pattern of thoughts, feelings, social adjustments, and behaviors persistently exhibited over time that strongly influences one's expectations, self-perceptions, values, and attitudes. Personality also predicts ... [...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 re ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Organization Development
Organization development (OD) is the study and implementation of practices, systems, and techniques that affect organizational change, the goal of which is to modify an organization's performance and/or culture. The organizational changes are typically initiated by the group's stakeholders. OD emerged from human relations studies in the 1930s, during which psychologists realized that organizational structures and processes influence worker behavior and motivation. More recently, work on OD has expanded to focus on aligning organizations with their rapidly changing and complex environments through organizational learning, knowledge management, and transformation of organizational norms and values. Key concepts of OD theory include: organizational climate (the mood or unique “personality” of an organization, which includes attitudes and beliefs that influence members' collective behavior), organizational culture (the deeply-seated norms, values, and behaviors that members sha ... [...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, m ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Five Factor Model
The Big Five personality traits is a suggested taxonomy, or grouping, for personality traits, developed from the 1980s onward in psychological trait theory. Starting in the 1990s, the theory identified five factors by labels, for the US English speaking population, typically referred to as: * openness to experience (inventive/curious vs. consistent/cautious) *conscientiousness (efficient/organized vs. extravagant/careless) * extraversion (outgoing/energetic vs. solitary/reserved) * agreeableness (friendly/compassionate vs. critical/rational) * neuroticism (sensitive/nervous vs. resilient/confident) When factor analysis (a statistical technique) is applied to personality survey data, it reveals semantic associations: some words used to describe aspects of personality are often applied to the same person. For example, someone described as conscientious is more likely to be described as "always prepared" rather than "messy". These associations suggest five broad dimensions used in ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
