The newly edited Handbook of Principles of Organizational Behavior by Edwin A. Locke identifies 30 timeless management principles. With contributions from some of the foremost experts in organisational behaviour, this book demonstrates how theories of organisational behaviour can be successfully applied to the workplace. This article highlights some of these tips.
The newly edited Handbook of Principles of Organizational Behavior (Wiley, 2009) offers many time-tested, evidence-based HR tips. Here are some highlights from the book:
Select on intelligence (Chapter author: Frank Schmidt) Intelligence or general mental ability (GMA), the capacity to grasp abstractions or concepts, is the single best predictor of performance on the job. A major reason is that GMA affects how much job knowledge people acquire and job knowledge affects job performance. GMA also has a direct effect on job performance, because problems can come up on the job, which are not covered by previously acquired knowledge. These findings apply to all jobs, although GMA is even more important in complex jobs. This does not mean that GMA is the only factor in job success. Other factors play a role such as mental health, rationality, motivation (e.g. effort), integrity and personality.
Select on Conscientiousness and Emotional Stability (Chapter authors: Murray Barrick and Michael Mount) These are the two personality traits in the “Big Five” that are most consistently related to beneficial outcomes. Conscientiousness refers to being dependable, hard working and achievement focused, whereas Emotional Stability refers to being non-anxious, secure and confident. These two traits have been found to be related to job performance, cooperative work behaviours, low turnover and absenteeism, effective leadership, lower accident risk, pro-health behaviours, job satisfaction and organisational commitment. These traits add to what outcomes can be explained by GMA alone.
Use Structured Interviews to Recruit and Hire the Best People (Chapter author: Cindy Stevens) Such interviews have to be carefully planned and the procedures are explained in this chapter. These work consistently better than unstructured interviews, by greatly reducing the subjectivity that the latter type of interview typically involves. Such interviews can provide information about applicants that supplements what can be found with GMA and personality tests. Structured interviews may also project professionalism, which can aid recruiting.
Design Training Systematically (Chapter authors: Eduardo Salas and Kevin Stagle) Training is an enormous field and organisations spend trillions of dollars on it annually. Unfortunately, a lot of the money is wasted, because people are often trained to do the wrong things and/or in the wrong way. Effective training has to start with identifying training needs and then identifying performance requirements. The context in which training takes place has to be understood and methods have to be used that will insure the trainees actually acquire the needed skills and that the latter are actually used on the job. Finally, training effectiveness needs to be evaluated, especially in terms of whether it improves job performance.
Handbook of Principles of Organizational Behavior: Indispensable Knowledge for Evidence-Based Management, 2nd Edition Edwin Locke (Editor) ISBN: 978-0-470-74094-1 Paperback September 2009 Wiley R900.00
Developed from decades of research and consulting, this international handbook identifies 30 timeless management principles every manager should know. With contributions from some of the foremost experts in organizational behavior, this insightful book demonstrates how theories of organizational behavior can be successfully applied to the workplace. With additional coverage on change, leadership, and knowledge, the new updated edition includes contributions from such notables as Teresa Amabile, Jay Conger, Fred Luthans, Antonio DeNisi, and Michael Beer.