|
Adaptive Performance
Adaptive performance in the work environment refers to adjusting to and understanding change in the workplace.Pulakos, E. D., Arad, S., Donovan, M. A., & Plamondon, K. E. (2000). Adaptability in the workplace: development of a taxonomy of adaptive performance. Journal of Applied Psychology, 85(4), 612-624. An employee who is versatile is valued and important in the success of an organization. Employers seek employees with high adaptability, due to the positive outcomes that follow, such as excellent work performance, work attitude, and ability to handle stress. Employees, who display high adaptive performance in an organization, tend to have more advantages in career opportunities unlike employees who are not adaptable to change. In previous literature, Pulakos and colleagues established eight dimensions of adaptive performance. Dimensions Pulakos et al. proposed the following dimensions for adaptive performance: *Handling emergencies and crisis situations: making quick ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Workplace
A workplace is a location where someone Work (human activity), works, for their employer or themselves, a place of employment. Such a place can range from a Small office/home office, home office to a large office building or factory. For Industrial society, 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 [their] family, 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 ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Self-efficacy
In psychology, self-efficacy is an individual's belief in their capacity to act in the ways necessary to reach specific goals. The concept was originally proposed by the psychologist Albert Bandura. Self-efficacy affects every area of human endeavor. By determining the beliefs a person holds regarding their power to affect situations, self-efficacy strongly influences both the power a person actually has to face challenges competently and the choices a person is most likely to make. These effects are particularly apparent, and compelling, with regard to investment behaviors such as in health, education, and agriculture. A strong sense of self-efficacy promotes human accomplishment and personal well-being. A person with high self-efficacy views challenges as things that are supposed to be mastered rather than threats to avoid. These people are able to recover from failure faster and are more likely to attribute failure to a lack of effort. They approach threatening situations with ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Work Engagement
Work engagement is the "harnessing of organization member's selves to their work roles: in engagement, people employ and express themselves physically, cognitively, emotionally and mentally during role performances". Three aspects of work motivation are cognitive, emotional and physical engagement. There are two schools of thought with regard to the definition of work engagement. On the one hand Maslach and Leiter assume that a continuum exists with burnout and engagement as two opposite poles. The second school of thought operationalizes engagement in its own right as the positive antithesis of burnout. According to this approach, work engagement is defined as a positive, fulfilling, work-related state of mind that is characterized by vigor, dedication, and absorption. Vigor is characterized by high levels of energy and mental resilience while working, the willingness to invest effort in one's work, and persistence even in the face of difficulties; dedication by being strongly invo ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Transformational Leadership
Transformational leadership is a theory of leadership where a leader works with teams or followers beyond their immediate self-interests to identify needed change, creating a vision to guide the change through influence, inspiration, and executing the change in tandem with committed members of a group; This change in self-interests elevates the follower's levels of maturity and ideals, as well as their concerns for the achievement. it is an integral part of the Full Range Leadership Model. Transformational leadership is when leader behaviors influence followers and inspire them to perform beyond their perceived capabilities. Transformational leadership inspires people to achieve unexpected or remarkable results. It gives workers autonomy over specific jobs, as well as the authority to make decisions once they have been trained. This induces a positive change in the followers attitudes and the organization as a whole. Transformational leaders typically perform four distinct behaviors ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Leadership
Leadership, both as a research area and as a practical skill, encompasses the ability of an individual, group or organization to "lead", influence or guide other individuals, teams, or entire organizations. The word "leadership" often gets viewed as a contested term. Specialist literature debates various viewpoints on the concept, sometimes contrasting Eastern and Western approaches to leadership, and also (within the West) North American versus European approaches. U.S. academic environments define leadership as "a process of social influence in which a person can enlist the aid and support of others in the accomplishment of a common and ethical task". Basically, leadership can be defined as an influential power-relationship in which the power of one party (the "leader") promotes movement/change in others (the "followers"). Some have challenged the more traditional managerial views of leadership (which portray leadership as something possessed or owned by one individual due ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Social Loafing
In social psychology, social loafing is the phenomenon of a person exerting less effort to achieve a goal when they work in a group than when working alone. It is seen as one of the main reasons groups are sometimes less productive than the combined performance of their members working as individuals. Research on social loafing began with rope pulling experiments by Ringelmann, who found that members of a group tended to exert less effort in pulling a rope than did individuals alone. In more recent research, studies involving modern technology, such as online and distributed groups, have also shown clear evidence of social loafing. Many of the causes of social loafing stem from individual members' feeling their individual effort will not matter to the group. Max Ringelman, a French professor of agricultural engineering, demonstrated in the 1890s the concept of social loafing. Ringelman, who was also considered one of the founders of social psychology, made people pull on ropes bot ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Workflow
A workflow consists of an orchestrated and repeatable pattern of activity, enabled by the systematic organization of resources into processes that transform materials, provide services, or process information. It can be depicted as a sequence of operations, the work of a person or group, the work of an organization of staff, or one or more simple or complex mechanisms. From a more abstract or higher-level perspective, workflow may be considered a view or representation of real work. The flow being described may refer to a document, service, or product that is being transferred from one step to another. Workflows may be viewed as one fundamental building block to be combined with other parts of an organization's structure such as information technology, teams, projects and hierarchies. Historical development The development of the concept of a workflow occurred above a series of loosely defined, overlapping eras. Beginnings in manufacturing The modern history of workflows ca ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Goal Orientation
Goal orientation, or achievement orientation, is an "individual disposition towards developing or validating one's ability in achievement settings". In general, an individual can be said to be ''mastery'' or ''performance'' oriented, based on whether one's goal is to develop one's ability or to demonstrate one's ability, respectively. A ''mastery'' orientation is also sometimes referred to as a ''learning'' orientation. Goal orientation refers to how an individual interprets and reacts to tasks, resulting in different patterns of cognition, affect and behavior. Developed within a social-cognitive framework, the orientation goal theory proposes that students' motivation and achievement-related behaviors can be understood by considering the reasons or purposes they adopt while engaged in academic work. The focus is on how students think about themselves, their tasks, and their performance. Goal orientations have been shown to be associated with individuals' academic achievement, adjust ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
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] |
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] |
Situational Awareness
Situational awareness or situation awareness (SA) is the perception of environmental elements and events with respect to time or space, the comprehension of their meaning, and the projection of their future status. An alternative definition is that situation awareness is adaptive, externally-directed consciousness that has as its products knowledge about a dynamic task environment and directed action within that environment. However, while Endsley's definition is widespread, the theory and measures used to develop it do not attract widespread consensus. SA is a nebulous concept which shares many criticisms with those levelled at the idea of consciousness itself. An early criticism of the definition and model illustrates a reasoning fallacy which has yet to be addressed in the development of SA definition and theory: Situation awareness has been recognized as a critical, yet often elusive, foundation for successful decision-making across a broad range of situations, many of which ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Antecedent (behavioral Psychology)
An antecedent is a stimulus that cues an organism to perform a learned behavior. When an organism perceives an antecedent stimulus, it behaves in a way that maximizes reinforcing consequences and minimizes punishing consequences. This might be part of complex, interpersonal communication. Antecedent stimuli (paired with reinforcing consequences) activate centers of the brain involved in motivation, while antecedent stimuli that have been paired with punishing consequences activate brain centers involved in fear. Antecedents play a different role while attempting to trigger positive and negative outcomes. There are some scientific papers that argue that there are two different types of antecedent variables. These two types of antecedent variables are referred to as discriminative stimuli and setting events. Setting events differ from discriminative stimuli as setting events are believed to have an effect on the stimulus-response relationship. It has been suggested that setting ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
