Στην κατάρριψη των στερεότυπων ότι οι λαοί του ευρωπαϊκού Βορρά είναι πιο εργατικοί από αυτούς του Νότου προχωρεί η Wall Street Journal σε δημοσίευμα της, εστιάζοντας στο παράδειγμα της Ελλάδας.
Ο αρθρογράφος της εφημερίδας Μάθιου Ντάλτον υποστηρίζει ότι η κρίση χρέους στην ζώνη του ευρώ έχει υπογραμμίσει ένα από τα πιο «ανθεκτικά στερεότυπα» της Ευρώπης, αυτό που αφορά στη διάκριση των σκληρά εργαζόμενων βόρειων χώρων, σε σύγκριση με τον τεμπέλικο Νότο. Μάλιστα, όπως υπογραμμίζει, αυτά τα στερεότυπα υπεισήλθαν σε κάποιο βαθμό στο πολιτικό διάλογο της Ευρωπαϊκής Ένωσης για την αντιμετώπιση της κρίσης χρέους.
Διαβάστε περισσότερα: http://ping.fm/ex2CT
From: http://ping.fm/wV0Xi
Tuesday, 15 February 2011
Friday, 11 February 2011
Second-rates and saboteurs: possible consequences of employee of the month schemes?
As the BPS' newest employee, I'm thinking about how to make a good impression on my peers and managers. Perhaps I could even make it to Employee of the Month! "EOM" schemes are highly popular across companies, and considered by many to be best practice, so I was fascinated to find a paper by Johnson and Dickinson that starts to explore the motivational consequences of such schemes.
The studies described in the article seem to me preliminary, with a small student sample and favouring eyeballing over statistical analysis; I'll just touch on them below. The literature review, however, is a real eye-opener, and reveals how much opportunity there is for investigation of this area, with “no published empirical studies on EOM, even within a variety of disciplines such as psychology, management, and economics." Moreover, there are a number of criticisms of EOM design, including:
* A competitive structure. If everyone performs well this month, there's still only one EOM: it pays to do better than others, not to excel together.
* A winner-takes-all design. Small differences in performance may make the difference between acclaim and... tumbleweed. The pretty good and the mediocre are treated the same: they're invisible.
* A focus on results over methods. Getting things done by bulldozing your workmates could be a way to win the award.
* Criteria that are often vague and not transparent.
Some EOM schemes attempt to 'share the wealth' by ensuring the award revolves around to new individuals. This could however dampen any recognition value it has: "I've performed best this month... except for maybe Janet and Khaled, who already got it." The authors investigate this: in their sample of six students they don't see visible improvements on a dull computer-based processing task after being told they have won a revolving award.
A non-revolving scheme however, can end up with one or several great performers end up hogging the award, leaving the swathe of the 'able middle' unrecognised and unmotivated. Johnson and Dickinson look at this also, in a study where they set up their participants to always come in between 2nd and 5th place behind a named (fictional) "co-worker". Over time, a few of the students tailed off somewhat in performance, but a few others didn't. In my view this research doesn't provide compelling evidence for or against these EOM features, but lays some groundwork for subsequent work: watch this space.
One further risk, deliberately excluded from the research by using fictional teams, is that employees may seek the award via counterproductive work behaviours that could even slip into covert sabotage. If Steve is just one flawless restaurant set-up ahead of me, maybe I'll dawdle the next time he's in charge. This is serious business, and the consequence of EOMs focusing on results over behaviour.
Overall, this paper calls to our attention how shaky the theory and evidence for EOM schemes is, despite their obvious attractions as catchy, memorable, and simple ways to try to recognise employees. Raising the number of awards and a greater focus on behaviours seem supportable steps, but it's also key that organisations look inward to how the schemes are viewed by the employees who participate – or not.
Does your organisation have a EOM scheme? What are your views on its strengths and weaknesses?
From: http://ping.fm/TaFwS
The studies described in the article seem to me preliminary, with a small student sample and favouring eyeballing over statistical analysis; I'll just touch on them below. The literature review, however, is a real eye-opener, and reveals how much opportunity there is for investigation of this area, with “no published empirical studies on EOM, even within a variety of disciplines such as psychology, management, and economics." Moreover, there are a number of criticisms of EOM design, including:
* A competitive structure. If everyone performs well this month, there's still only one EOM: it pays to do better than others, not to excel together.
* A winner-takes-all design. Small differences in performance may make the difference between acclaim and... tumbleweed. The pretty good and the mediocre are treated the same: they're invisible.
* A focus on results over methods. Getting things done by bulldozing your workmates could be a way to win the award.
* Criteria that are often vague and not transparent.
Some EOM schemes attempt to 'share the wealth' by ensuring the award revolves around to new individuals. This could however dampen any recognition value it has: "I've performed best this month... except for maybe Janet and Khaled, who already got it." The authors investigate this: in their sample of six students they don't see visible improvements on a dull computer-based processing task after being told they have won a revolving award.
A non-revolving scheme however, can end up with one or several great performers end up hogging the award, leaving the swathe of the 'able middle' unrecognised and unmotivated. Johnson and Dickinson look at this also, in a study where they set up their participants to always come in between 2nd and 5th place behind a named (fictional) "co-worker". Over time, a few of the students tailed off somewhat in performance, but a few others didn't. In my view this research doesn't provide compelling evidence for or against these EOM features, but lays some groundwork for subsequent work: watch this space.
One further risk, deliberately excluded from the research by using fictional teams, is that employees may seek the award via counterproductive work behaviours that could even slip into covert sabotage. If Steve is just one flawless restaurant set-up ahead of me, maybe I'll dawdle the next time he's in charge. This is serious business, and the consequence of EOMs focusing on results over behaviour.
Overall, this paper calls to our attention how shaky the theory and evidence for EOM schemes is, despite their obvious attractions as catchy, memorable, and simple ways to try to recognise employees. Raising the number of awards and a greater focus on behaviours seem supportable steps, but it's also key that organisations look inward to how the schemes are viewed by the employees who participate – or not.
Does your organisation have a EOM scheme? What are your views on its strengths and weaknesses?
From: http://ping.fm/TaFwS
Thursday, 27 January 2011
European HR Awards 2011
Ο European Association of People Management (EAPM), μέλος του οποίου είναι και ο Σύνδεσμος Διοίκησης Ανθρώπινου Δυναμικού Ελλάδας (ΣΔΑΔΕ) διοργανώνει το ετήσιο συνέδριό του, στο οποίο θα συμμετάσχουν όλα τα κράτη-μέλη του με θέμα: Σύγκλιση: Επανεξετάζοντας τον ρόλο της Διαχείρισης Ανθρώπινου Δυναμικού. Το συνέδριο πραγματοποιείται στην Κων/πολη, 28-30 Σεπτεμβρίου 2011.
Στο πλαίσιο του Συνεδρίου αυτού, θα διεξαχθεί και ο διαγωνισμός Ανθρώπινου Δυναμικού "European HR Awards 2011". Θα βραβευθεί η καλύτερη έκθεση με θέμα το ίδιο με αυτό του συνεδρίου, δηλ. τον τρόπο με τον οποίο συγκλίνουν οι παράγοντες "Ανθρρώπινο Δυναμικό" και "¨Επιχειρηματική Επίδοση"¨, όσον αφορά στην στρατηγική, στους στόχους και στις πρακτικές των επιχειρήσεων. Στην έκθεση ζητείται να αναλυθούν παράγοντες όπως οι διαδικασίες διαχείρισης Ανθρώπινου Δυναμικού, η οργανωτική ανάπτυξη, η διαχείριση του brand της εταιρείας, η ψυχολογία, η κοινωνιολογία, κλπ. Στον διαγωνισμό μπορούν να λάβουν μέρος μεμονωμένα άτομα ή ομάδες, στελέχη του χώρου της Διοίκησης Ανθρώπινου Δυναμικού ή φοιτητές μεταπτυχιακών προγραμμάτων HRM.
Οι εκθέσεις θα κριθούν καταρχήν στην Ελλάδα από επιτροπή η οποία θα αποτελείται από επαγγελματίες και μέλη της ακαδημαϊκής κοινότητας του HR (Ι. Νικολάου, ΔΕΤ-ΟΠΑ, Λ. Παναγιωτοπούλου, Μ&Ε, ΟΠΑ). Οι καλύτερες πέντε εκθέσεις που θα επιλεγούν από την επιτροπή θα αποτελέσουν και θέμα παρουσίασης στο HR Forum 2011 που θα πραγματοποιηθεί τον Απρίλιο του 2011. Στο συνέδριο θα ανακοινωθεί και ο νικητής ή η νικήτρια ομάδα του ελληνικού διαγωνισμού. Στη συνέχεια, η νικήτρια έκθεση από την πλευρά της Ελλάδας, θα αποσταλεί στον ΕΑΡΜ όπου θα διαγωνιστεί µε τις εκθέσεις των υπόλοιπων κρατών. Η κριτική επιτροπή του Συνεδρίου θα επιλέξει τις πέντε καλύτερες εκθέσεις από το σύνολο των εκθέσεων που έχουν αποσταλεί από τους Ευρωπαϊκούς συνδέσµους και θα βρaβεύσει την καλύτερη. Η τελετή βράβευσης θα πραγµατοποιηθεί στην διάρκεια του συνεδρίου του ΕΑPM στην Κωνσταντινούπολη. Το βραβείο για τον νικητή ή την οµάδα (η οµάδα εκπροσωπείται από έναν εκπρόσωπο) είναι µία πρόσκληση για το συνέδριο της Κωνσταντινούπολης τον Σεπτέµβριο του 2011 και δωρεάν διαµονή καθ όλη τη διάρκεια του συνεδρίου η οποία θα καλυφθεί από την χώρα στην οποία διοργανώνεται το Συνέδριο (συγκεκριµένα για το 2011 από τον Σύνδεσµο ΗR Τουρκίας ). Ο ΣΔΑΔΕ από την δική του µεριά θα καλύψει το κόστος των µετακινήσεων.
Σημειώνεται ότι το 2001, στο πλαίσιο του EUROPEAN HR AWARD η Ελλάδα τιµήθηκε µε τη βράβευση της κας. Λήδας Παναγιωτοπούλου, τότε υποψήφιας διδάκτορος του Οικονοµικού Πανεπιστηµίου Αθηνών και σήµερα Λέκτορος της Διοίκησης Ανθρώπινου Δυναµικού στο ίδιο Πανεπιστήµιο . Η κα. Λήδα Παναγιωτοπούλου θα είναι ένα από τα µέλη της ελληνικής επιτροπής αξιολόγησης.
Όσοι επιθυµούν να συµµετάσχουν στο διαγωνισµό, παρακαλούνται να δηλώσουν το ενδιαφέρον τους στην ηλεκτρονική διεύθυνση του Γραφείου του Συνδέσµου gpma@otenet.gr, ώστε να τους αποσταλεί αναλυτική ενηµέρωση για τη διαδικασία συµµετοχή τους.
Συντονίστρια του EUROPEAN HR AWARD 2011 για την Ελλάδα, είναι η κα. Σόφη Κωνσταντινίδου, µέλος Δ.Σ. του ΣΔΑΔΕ.
Περισσότερες πληροφορίες μπορείτε να βρείτε εδώ:
Wednesday, 19 January 2011
Αναζήτηση Εργασίας: Συμπεριφορές, Αποτελέσματα & Συναισθήματα
Το συνεχώς μεταβαλλόμενο μακροοικονομικό πλαίσιο της πρώτης δεκαετίας του 21ου αιώνα επέφερε σημαντικές αλλαγές όχι μόνο στη δομή και λειτουργία των επιχειρήσεων αλλά και στην ευμετάβλητη αγορά εργασίας εντός της οποίας διαμορφώνονται τα χαρακτηριστικά της σύγχρονης εργασιακής ζωής του ατόμου.
Προκειμένου να εξετάσουμε το ρόλο της προσωπικότητας και τις συνέπειες των διαφορετικών τρόπων αναζήτησης εργασίας στη συναισθηματική και ψυχολογική κατάσταση των υποψηφίων, δημιουργήσαμε δύο ξεχωριστά ερευνητικά μοντέλα. Με τη χρήση δομημένου ερωτηματολογίου πραγματοποιήσαμε έρευνα σε πρόσφατα αποφοίτους ΑΕΙ ή ΤΕΙ και μεταπτυχιακών προγραμμάτων σπουδών που την περίοδο Σεπτεμβρίου-Νοεμβρίου 2009 αναζητούσαν εργασία. Οι 149 συμμετέχοντες αρχικά κλήθηκαν να απαντήσουν σε ερωτήσεις αναφορικά με προσωπικά χαρακτηριστικά που σχετίζονται με την αναζήτηση εργασίας.
Περισσότερα στο HR Professional.
Wednesday, 5 January 2011
Η συναισθηματική νοημοσύνη στο ζενίθ της, μετά τα 60
Η ικανότητα των ανθρώπων να συναισθάνονται και να καταλαβαίνουν την ψυχική κατάσταση των άλλων, κορυφώνεται μετά την ηλικία των 60 ετών. Οι μεγαλύτερες γενιές έχουν αυξημένη «συναισθηματική νοημοσύνη» σε σχέση με τις νεότερες, σύμφωνα με δύο νέες αμερικανικές επιστημονικές έρευνες.
Οι ερευνητές, με επικεφαλής τον καθηγητή ψυχολογίας Ρόμπερτ Λέβενσον του πανεπιστημίου της Καλιφόρνιας-Μπέρκλεϊ, που δημοσίευσαν τη σχετική μελέτη στο περιοδικό Psychology and Aging, σύμφωνα με τη βρετανική Telegraph, συμπέραναν ότι οι ηλικιωμένοι σημειώνουν καλύτερα ποσοστά σε σχέση με τους νεότερους, στο να βλέπουν τη θετική πλευρά των πραγμάτων, ακόμα και των αρνητικών καταστάσεων, ενώ όσο γερνάνε, αναπτύσσουν μεγαλύτερη ικανότητα να νοιάζονται για τους γύρω τους. "Όλο και περισσότερο, φαίνεται πως το νόημα στην ύστερη φάση της ζωής επικεντρώνεται στις κοινωνικές σχέσεις και στη φροντίδα προς και από τους άλλους. Η εξέλιξη φαίνεται πως έχει προσαρμόσει τα νευρικά μας συστήματα, καθώς γερνάμε, με τρόπους που είναι οι πιο κατάλληλοι για αυτές τις διαπροσωπικές και συμπονετικές δραστηριότητες", εξήγησε ο Ρ. Λέβενσον.
Περισσότερα στην Ελευθεροτυπία.Monday, 22 November 2010
EAWOP Small Group Meeting “Selection and assessment in Europe: Recent Trends and challenges/advances”
21-23 June 2011, Athens, Greece
https://eawopsgm.wordpress.com/
This meeting will be a small scale workshop following the established tradition of similar EAWOP small group meetings. We plan a small-scale workshop over three days with approximately 25-30 participants and plenty of time for discussion. We hope to attract new and on-going research on the selection and assessment topics in order to explore mutual interest, and build collaborative networks between selection researchers across Europe. Special attention will be provided to PhD students presenting their early research, with the opportunity to interact with one of the experienced EAWOP members participating in the SGM.
100 euros (including welcome party, coffee breaks, two lunches and the conference dinner). Doctoral students can benefit of a special fee of 50 euros. Participation in the SGM is limited to 30 participants. Travel and accommodation costs will have to be covered by participants.
Abstracts of papers (max. 500 words) should be submitted by January 15th of 2011 through the SGM’s website (https://eawopsgm.wordpress.com/). After the review process each author will be notified about the acceptance of the submitted abstract, before the end of February 2011. Full papers must be submitted before 1st of June 2011. Maximum paper length: 5.000 words (tables, figures and references not included). Papers will be made available on the SGM website for all participants, so that all information can be studied before the small group meeting takes place.
The outcomes of the meeting will appear in the form of a position paper submitted to EJWOP. In addition, the organizers seek to publish selected papers (that can also be revised after the discussion on the conference) in a special issue of an academic journal.
Contact person:
Ioannis Nikolaou, Assistant Professor in Organizational Behaviour,
Department of Management Science and Technology,
Athens University of Economics and Business
Department of Management Science and Technology,
Athens University of Economics and Business
76, Patission Ave., 104 34 Athens, Greece tel.: +30-2108203766
Sunday, 17 October 2010
Greece: Funding Opportunities for Postdoctoral Research
The Greek Ministry of Education, Lifelong Learning and Religious Affairs invites all interested beneficiaries to submit proposal summaries for their inclusion in the Action "Support of Postdoctoral Researchers".
The aim of this Action is to facilitate the acquirement of new research skills by Postdoctoral Researchers (PR) that will promote their career development in any field and/or help them restart their careers after a leave of absence (but no more than seven (7) years following their doctorate conferment date). Emphasis will be given to the support of new scientists at the beginning of their career. The duration of the research projects should range from 24 to 36 months. Each candidate can submit only one (1) research proposal.
The total public cost of the present call is 30.000.000€ and it is co-financed by the ESF (European Social Fund). The maximum budget for each project is 150.000€. At least 60% of the total budget should be related to costs pertaining to activities undertaken by the PR and should include a monthly net allowance of 1.600€, subject to cost-of-living adjustments for different countries.
The potential beneficiaries of this call must be either:
a) Greek or foreign nationals that have acquired their doctorate from a non-Greek University. These researchers should undertake their research in a University/Research Institution within Greece
or
b) Greek nationals that have acquired their doctorate from a Greek University. These researchers may undertake their research in a University/Research Institution either in Greece or abroad. In the first case the host Institution should differ from the University where the candidate PR obtained his/her doctorate and the PR should collaborate with a scientist other than his/her PhD supervisor. In the second case the PR should undertake the first 2/3 of his/her research in a University/Research Institution outside Greece and the final 1/3 in a University/Research Institution within Greece.
A two-stage submission procedure will be followed. Please, note that at this stage (i.e. 1st stage) the PRs are not required to have established cooperation with the host Institution. They only need to indicate where (University/Research Institution) and with whom (Faculty member or Research Scientist of a public Research Institution that holds a PhD degree) they would like to cooperate. If a proposal is positively assessed during the evaluation of summaries (1st stage), the respective PR will be asked to submit a full proposal (2nd stage) as well as contact the proposed host Institution to ensure collaboration.
All summaries (as well as the full proposals at the 2nd evaluation stage) will be reviewed by international experts. Further information for the 2nd submission stage will become available in the near future.
All interested beneficiaries should register at the following link:
http://postdoc-ypepth.opengov.gr/register
and submit their summaries at: http://postdoc-ypepth.opengov.gr/
The summaries submission deadline is November 20, 2010 at 22:00 GMT.
For technical support please contact: postdoc_support@ypepth.gr
The aim of this Action is to facilitate the acquirement of new research skills by Postdoctoral Researchers (PR) that will promote their career development in any field and/or help them restart their careers after a leave of absence (but no more than seven (7) years following their doctorate conferment date). Emphasis will be given to the support of new scientists at the beginning of their career. The duration of the research projects should range from 24 to 36 months. Each candidate can submit only one (1) research proposal.
The total public cost of the present call is 30.000.000€ and it is co-financed by the ESF (European Social Fund). The maximum budget for each project is 150.000€. At least 60% of the total budget should be related to costs pertaining to activities undertaken by the PR and should include a monthly net allowance of 1.600€, subject to cost-of-living adjustments for different countries.
The potential beneficiaries of this call must be either:
a) Greek or foreign nationals that have acquired their doctorate from a non-Greek University. These researchers should undertake their research in a University/Research Institution within Greece
or
b) Greek nationals that have acquired their doctorate from a Greek University. These researchers may undertake their research in a University/Research Institution either in Greece or abroad. In the first case the host Institution should differ from the University where the candidate PR obtained his/her doctorate and the PR should collaborate with a scientist other than his/her PhD supervisor. In the second case the PR should undertake the first 2/3 of his/her research in a University/Research Institution outside Greece and the final 1/3 in a University/Research Institution within Greece.
A two-stage submission procedure will be followed. Please, note that at this stage (i.e. 1st stage) the PRs are not required to have established cooperation with the host Institution. They only need to indicate where (University/Research Institution) and with whom (Faculty member or Research Scientist of a public Research Institution that holds a PhD degree) they would like to cooperate. If a proposal is positively assessed during the evaluation of summaries (1st stage), the respective PR will be asked to submit a full proposal (2nd stage) as well as contact the proposed host Institution to ensure collaboration.
All summaries (as well as the full proposals at the 2nd evaluation stage) will be reviewed by international experts. Further information for the 2nd submission stage will become available in the near future.
All interested beneficiaries should register at the following link:
http://postdoc-ypepth.opengov.gr/register
and submit their summaries at: http://postdoc-ypepth.opengov.gr/
The summaries submission deadline is November 20, 2010 at 22:00 GMT.
For technical support please contact: postdoc_support@ypepth.gr
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