By Gary P. Latham
Into this action-ready toolkit, Gary Latham brings his specific standpoint as an organizational psychologist and award-winning researcher to translate administration examine of the prior 50 years into daily examples of confirmed instructions for dealing with the most typical demanding situations managers face in successfully handling humans. In easy and functional language, changing into the Evidence-Based supervisor describes field-tested instruments and strategies, offers lots of examples that exhibit find out how to observe them, and explains intimately why they paintings in construction excessive functionality.
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Additional resources for Becoming the Evidence-Based Manager: How to Put the Science of Management to Work for You
If you are part of a small or midsize organization, you can use an inexpensive simulation tool: a role-play. A role-play requires only that you and a candidate participate in a scripted job simulation. As is the case with the two structured interviews—situational and patterned behavior—develop a 16 BECOMING THE EVIDENCE-BASED MANAGER behavioral scoring guide that lets your assessors evaluate each applicant’s behavior in a uniform and consistent manner. 10 Suppose the job for which you are hiring requires conflict resolution skills.
In a staff meeting, he explained the source of his discontent: Americans are among the most creative people on the planet, yet the Japanese are better at taking good ideas from others and implementing them with excellence. At that point, he slammed his fist on the table and exclaimed to his staff, “I do indeed want thieves. ” He asked each member of his senior management team where they were going on vacation. “When you go there, I want you to visit three banks and open an account in each one.
7 People immediately started bragging about their accomplishments the way some might brag about their score on the golf course. This is because goal setting and goal attainment increased their sense of personal effectiveness. BENEFITS OF GOAL SETTING • Creates focus. • Sets up a challenge. • Builds a sense of accomplishment. • Reduces ambiguity. • Often reduces stress. • Improves performance. In short, what we psychologists have learned about goal setting is that specific, high goals lead to higher performance than no goals or general and abstract goals.
Becoming the Evidence-Based Manager: How to Put the Science of Management to Work for You by Gary P. Latham