Key points Team rewards can help improve team performance. Incentives to teams have stronger effects with small teams, when the team faces complex tasks, when rewards are equitable (vs equal) and when they are perceived as fair. When you design your reward strategy, consider organizational and local culture, and use feedback, praise and recognition too.
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General compensation and financial rewards alone may have a limited impact on employee turnover.
Rewards beyond pay (e.g. benefits, career or growth opportunities, and training) may have a larger effect employee turnover than money.
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Laslo Bock: “American companies spent $156 Bn on learning programs in 2011, a staggering sum . Most of that money and time is wasted. Not because the training is necessarily bad, but because there’s no measure of what is actually learned and what behaviours change as a result”
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Have you ever worked in a virtual team? Collaborating with colleagues at distance is now very common, just look at the success of virtual team working tools such as Google Hangouts, Google Drive and more recently, Slack. Breuer, Hüffmeier and Hertel (2016) conducted a meta-analysis of 52 studies which investigated the role of trust in virtual teams. They pulled together results from 1,850 teams – that’s data from more than 12,000 people!
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To face the challenge of attracting the best performers, companies apply various tactics to ensure top candidates don’t run away. How can we understand applicants’ experiences and reactions to the selection process, and what do they do next?
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ScienceForWork shares the contribution of scientific research in the field of organizational psychology and personnel management with HR professionals, managers and consultants. Evidence-Based Management is the driving vision of ScienceForWork. We believe in the added value obtained by matching research and daily HR Management. Mario Bassini, we would like to let you to introduce your professional profile
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In this article we would like to provide a comprehensive report of the WOP psychologist, also known in US as I/O (Industrial-Organizational) psychologist. This is a more technical way to present ourselves as professionals and display our main skills. The US O*Net Online database will help in this task.
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