MOS 1021.docx

3 Pages
58 Views
Unlock Document

Department
Applied Mathematics
Course
Applied Mathematics 1413
Professor
Eric Ball
Semester
Fall

Description
MOS 1021 Evidence-based HRM HRM links to social science • Disciplines like Psychology and Economics, have provided much of the evidence-base on which the practice of HRM rests • Also, the analytical and conceptual “habits of mind” acquired in studying these disciplines are very portable Essence of evidence-based management DECISION Source: Briner, Denyer & Rousseau (2009) • Interference with learning Beliefs derived from prior experience – We may be motivated to believe particular things, for a variety of reasons (ego defense, preferred conclusions, etc). When we hear something inconsistent with our beliefs, we may be inclined to reject it. – We never really know how representative our experiences our, therefore we should probably treat our beliefs about people at work as hypotheses, and constantly update them in light of new evidence. Private theories • Our sense of how the world works • Commonsensical • Transparent • May be falsified, but we don’t tend to do so. • Example: – From a planetary motion perspective, why are there seasons? Rynes test • What is the gap between management beliefs/ practice and the best of what we know about managing people at work, from the social sciences? • 30 questions: agree, disagree, it depends/ too close to call • We’ll look at a subset of these questions now. Leadership • An extroverted personality is the key determinant of leadership effectiveness (3). Leadership • An extroverted personality is the key determinant of leadership effectiveness (3). – Outgoing personality is an asset for leadership; but intelligence is even more important – Training contributes to effective leadership behaviours (Barling et al., 1996) Integrity tests • Although there are “integrity tests” that try to predict whether someone will steal, be absent, or otherwise take advantage of an employer, they don’t work well in practice because so many people lie on them (6). Sample items • Clear purpose: – “Do you believe that most people would cheat if they thought they could get away with it?” • Veiled purpose: – “Do you think taking chances makes life more interesting?” • APA guidelines; all tests do not work equally well Integrity tests • Although there are “integrity tests” that try to predict whether someone will steal, be absent, or otherwise take advantage of an employer, they don’t work well in practice because so many people lie on them (6). – Validity of these tests is substantial (.41), even if people distort their responses. Performance feedback • Most managers give employees lower performance appraisals than they objectively deserve (8). Performance feedback • Most managers give employees lower performance appraisals than they objectively deserve (8). – Leniency is much more common than stringency; political reasons, sympathy – Training designed to eliminate rater errors often introduces new errors, reduced accuracy More on performance feedback • For feedback to be successfu
More Less

Related notes for Applied Mathematics 1413

Log In


OR

Join OneClass

Access over 10 million pages of study
documents for 1.3 million courses.

Sign up

Join to view


OR

By registering, I agree to the Terms and Privacy Policies
Already have an account?
Just a few more details

So we can recommend you notes for your school.

Reset Password

Please enter below the email address you registered with and we will send you a link to reset your password.

Add your courses

Get notes from the top students in your class.


Submit