Keep yourself updated with the latest business psychology news and articles.
Keep yourself updated with the latest business psychology news and articles.
Talent management is a recent, practitioner-generated term covering a range of long-standing practices that aim at getting the right person into the right job at the right time. It can be defined as the process through which organizations anticipate and meet their needs for talent in strategic jobs.
Psychological capital is an essential concept to understand what drives positive organisational behaviours. As human resources practitioners, we are eager to study the application of positively oriented human strengths and psychological capacities that predict performance improvement in today’s workplace.
At least 15% of the population is someone who can be accurately described as a deceitful swindler, an overly self-confident boaster, or an uncaring pleasure-seeker. These labels define the fundamental qualities that make up the group of personality traits known as the dark triad, which encompasses Machiavellianism, narcissism, and psychopathy.
On the basis of the belief that training and development enhance organizational competitiveness with higher employee productivity, the global value of the corporate training market is projected to register a CAGR of 8.0% and reach USD 487,306 million from 2021 to 2030. However, the effectiveness of corporate training programs varies and sometimes being viewed skeptically.
Defined broadly as “the process of influencing oneself”, self-leadership captures “a comprehensive self-influence perspective that concerns leading oneself toward the performance of naturally motivating tasks as well as managing oneself to do work that must be done but is not naturally motivating”.
Perceived Organisational Support (POS) shows the employees’ awareness of being valued and appreciated by the organisation for their contribution and their mental state. With a certain high level of POS, multiple positive outcomes for the company can be achieved through enhancing the commitment and positive attitude of the employees.
The rate and intensity of cross-cultural interaction in the world are rising exponentially, mostly due to the explosive growth in Internet-based connectivity as well as the ease and increasing frequency of international travel. Therefore, all interaction in today’s world has become cross-cultural and the workplace is not an exception.
Mental health problems are a leading cause of global disease burden, contributing to significant labour force loss, and costs trillions of US dollars in lost productivity annually. Grievously, 42% of workers across the globe are suffering from work stress, and the numbers climb up to 87% in Hong Kong.
Well-being is commonly regarded as feeling good or experiencing fulfilment and purpose. It is a desirable state for many individuals and is increasingly targeted by organizations and societies. However, well-being is not stable. It fluctuates within shorter periods (days and weeks), and it can increase or decrease over longer periods (months and years).
Corporate volunteering has tremendous benefits for employees, organizations, and the community. Indeed, attracting employees to engage in corporate volunteering programs for once is not difficult, the most challenging part is to retain volunteers in long-term efforts to contribute, so as to ensure the corporate volunteering programs are more than lip services and save costs for volunteer training.
Employees are the most important asset of the company because they are vital for the success of an organization. Engaged employees play a significant role in boosting revenue and cost savings. In particular, engaged employees tend to be more motivated and satisfied with their jobs, which leads to higher productivity, better retention, less absenteeism, and decreased stress levels among employees.
The rapid pace of change, accelerated by technology and globalization, has led to a gig economy characterized by more frequent career transitions, virtual and contingent work, and the decline of traditional employment relationships. Protean career – the exercise of self-direction and a focus on intrinsic values in the pursuit of psychological success, is then essential for people nowadays to thrive and adapt to dynamic challenges.
Ethical leadership can be explained as showing proper and considerate behaviour both in and outside the workplace, honouring ethical principles and beliefs, and being driven by the self-respect and rights of others. Another emphasis of ethical leadership is to perceive and operationalize ethical leader behaviour in terms of behaviour intended to benefit employees.
Compassion at work refers to the practice of showing empathy and understanding towards coworkers, clients, and customers in the workplace. It involves demonstrating care and concern for others, even in stressful or challenging situations. Research suggests that compassion within the context of the workplace is relational and process orientated. There are six key organisational aspects that are relevant to compassion at work.
In today’s diverse and interconnected workplace, it is essential to foster an environment that celebrates individuality and minimizes the negative impact of distinctiveness and categorization. Each person brings a unique set of talents, experiences, and perspectives that can contribute to the success of the organization.
This article will talk about the function of the Multigenerational workforce and how it has become inclined with diversity, equality, and inclusion factors in any organizations. Age diversity is widely accepted in many well-known multinational corporations around the world. According to the Winter 2022 Fortune CEO survey, 94% of the CEO uses D&I incorporation to include age diversity, as it has become an important goal.
Our modern workplace is undergoing a transformative shift as multiple generations collaborate side by side, bringing their unique skills, experiences, and perspectives to the table. The arrival of the multigenerational workforce presents both opportunities and challenges for businesses striving to maximize productivity and innovation. Among these challenges, retaining talent from different generations stands as a crucial priority.
In today’s diverse and interconnected world, fostering an inclusive workplace culture has become a critical priority for organisations. An inclusive environment not only promotes diversity but also values and respects the unique perspectives, experiences, and contributions of every individual. While it’s crucial for organisations to implement policies and initiatives that drive inclusivity, the responsibility to create a welcoming and accepting workplace lies with each individual employee.
While corporates are competing for knowledge workers to be their valuable assets, a competency-based solution is inevitably required to attract the right talent. With the aid of psychometric tools, employees will become a natural fit to their job positions, granting them an opportunity to shine.
With our robust and diverse training programmes designed to enhance employee’s competency at work, employees will not only be able to transfer their learnings to the work environment, but also commit to their job with the increased motivation, job satisfaction, and self-efficacy.
In today's landscape, employee wellbeing can be essential to the success of your business. With our science-driven and human-centric method, we create engaging solutions to help you invest in your employee to unleash their true potential, as well as reinvent a sustainable corporate culture.