Employees benefit from multisource feedback, which is when they learn about their strengths and areas for development from different perspectives.
We’ve partnered with numerous SIOP presenters, and they’ve provided us with the nitty-gritty on some of the very best presentations, offered to you in a multi-part series.
Research shows that organizations benefit when CEOs have a different approach than the existing organizational culture.
We’ve partnered with numerous SIOP presenters, and they’ve provided us with the nitty-gritty on some of the very best presentations, offered to you in a multi-part series.
Who do you really want answering that important 3am phone call? Probably not your employee. New organizational theory proposes that constant connectedness or working irregular hours can lead to sleep deprivation. While pushing employees extra hard may seem to initially increase organizational performance, it is certainly no long-term winning strategy.
Could an individual’s workplace performance determine whether or not they are subjected to employee victimization? A new study finds that both high and low performers may be victimized at work, but through different forms of aggressive behavior. Because future work performance may be impaired by such treatment, there is both an individual and organizational imperative to deal with this issue.
New research uncovers some of the benefits of feedback and explains how organizations can create a feedback-friendly culture.
Studies show that diversity within organizations can lead to both positive and negative outcomes. The study detailed in “A meta-analytic evaluation of diversity training outcomes” suggests that diversity training– a course of instruction aimed at increasing the participants’ cultural awareness, knowledge, and skills in order to benefit an organization– plays a key role in determining the impact diversity has on the company.
In this study, the authors examined circumstances in which creativity is positively or negatively related to firm performance. They argued that the relationship between creativity and firm performance is contingent on riskiness orientation, firm size, and realized absorptive capacity. Findings indicate that creativity decreased performance in firms with risky strategies and positively affected performance in firms able to act on ideas.
When customers complain about service or products, many retailers turn to coupons and established procedures to manage complaints quickly. But how do these decisions by management actually interact and affect customer behavior? In this paper, authors investigate both the interaction of reacting quickly and using coupons to respond to a customer complaint.
