No matter how successful we are at treating others fairly, there will always be an occasion in which someone feels that they were wronged or treated unfairly. When an employee feels their rights were abridged or policies were not applied consistently, it is essential to respond to the concerns in a sensible, comprehensive and objective manner. It is the investigation process that will permit complying with regulations, and a good thorough investigation will help avoid claims of discrimination.
I attended a seminar recently that vowed to ‘wow’ in terms of its unique approach to reframing, if not transforming, the time management discussion. The facilitator challenged all participants to consider the consequences of just being simply average. Would there be a Great Wall of China, the pyramids of Egypt, or bold female figures such as Joan of Arc or Amelia Earhart? These landmarks and famed individuals essentially serve as benchmarks for being better than average, even extraordinary.
Think back to a typical workplace in 1992, twenty years ago. What were the hot I-O topics then? Now imagine 10, 20, or even 50 years from now. What will the new hot topics be? The Jan-Feb 2012 issue of The Futurist, a magazine from the World Future Society (WFS), and a YouTube video from odesk.com called The Future of Work pose some interesting possibilities.
Compared to workers today, workers of the future might be…
Hello, I’m Tom Stone, Professor of Management at Oklahoma State University.
Competency modeling (CM) has fascinated me for several years although my initial reactions were skeptical. Indeed, when I first learned about CM, I thought it might be the latest example of Marv Dunnette’s classic article, “Fads, fashions and folderol in psychology”, American Psychologist, 1966. However, CM appears to be well beyond a fad and may be challenging traditional job analysis (TJA) as the most preferred method of work analysis.
If CM is still a fuzzy concept for you, as it was for me for some time, I’d recommend two articles and one chapter.
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