Psychology Latest Posts
I suppose many read the story the other week about research that showed men who spend even a few minutes in the company of a very attractive woman perform less well in cognitive tests designed to measure brain function. Apparently when men are intensely focused on an attractive female such is the extent that cognitive resources are used up that it is almost impossible to think of anything else
Many Change Managers assume that if the rationale for change is made clear to the organisation then they will go along with it. In the process of demonstrating the need to change and an understanding of the impact (on themselves and their group) employees will buy- in and thereafter work actively to realise it. There is an assumption behind all this that ‘Change’ is negotiated and develops over time and that the change agent’s task is merely to make clear the imperatives and the people will fall into place.
A growing number of organisations use personality testing as part of their recruitment and promotion processes. But according to a group of American psychologists, such tests may not be valid predictors of job performance. It might seem obvious that someone’s personality is a good predictor of job performance, but Frederick P. Morgeson, Professor of Management at Michigan State University, says that the relationship between the two is often highly tenuous.
The Buriden’s Ass ‘method’ of decision making is used when two or more equally attractive alternatives exist and it is difficult to make a choice. It is of course based on the old fable of Buriden’s Ass, who starved to death because he was tethered halfway between two equally large and succulent piles of hay
To a large extent in the academic and business world things move forward by a thorough critique of the existing body of knowledge or by taking apart the
position people take on a particular issue (usually in hindsight). Often very strong positions are held based on very shaky ground and expertise claimed based on little supporting evidence.
Many organizations find that change programmes, even apparently straightforward changes, fail to achieve their objectives. In many cases this is due to unclear aims, uncertain plans and a low awareness of what is required of the people involved.
The business case for being positive about diversity at work is not just legal and financial, it is also closely linked to looking after your customers as well as your staff. Although many organisations are becoming more aware of the legal aspects of discrimination, a focus on the legislation will not change hearts and minds.