The networking of actions is a core activity of organisations. Whole libraries of business management literature and research, concepts and consultancy offers can be found on topics such as production, production planning, supply chain management, market penetration, process and project management, organisational structures and processes etc. For this meta-theoretical theory of change it is crucial …
A commonly underestimated problem is that the psyche of people cannot be observed. The only thing one can observe are actions (bodily expressions are also actions). What someone experiences, what goes on inside someone, that he does not even notice himself (“How could I have done this!”), what motivates someone and for what reason someone …
To judge the suitability of a person to a particular role one must know what expectations it carries with it. Those who occupy a position in an organisation, take on a role. This can be understood as a bundle of (stable) expectations (“Go get the car, Harry!” or “Can we have some more coffee, chairwoman?). …
Personnel development is ultimately grounded in the idea that people’s competence for exercising their role and fulfilling the expectations which the positions carry, can be improved. Therefore, it is a counterpoint to the procedure that, if a person shows incompetence, they can be swopped for another, i.e. which is usually called personnel policy. Can grown-up …
If you, yourself, find it easier than others to solve certain tasks or problems, then this is usually noticed in the social context, particularly under competitive conditions (games, school, university, organisation). If this happens regularly and predictably, this is called talent. For individuals, this expectation becomes a particularly important orientation regarding the choice of a …
Termination ends the membership of a person in an organisation. Although this sounds self-evident, it has, nevertheless, a number of implications which are important for the understanding of organisations and people. From the viewpoint of the organisation a termination is coupled with the statement that the person no longer fulfils the conditions which are linked …
Actually it ought to be easy: the person should fit the role. A complete profession has developed and established itself around this problem, internally as human resources and externally as recruitment consultancy. What difficulties in the problem can explain this? The paradox of deciding consists of the fact that the arbitrariness which is contained in …
Organisational psychology has produced a wealth of competence concepts. From the point of view of this procedural theory, though, competence models separated from context should be judged critically: „Mr. Muller is very competent in accountancy!”, Mr. Meier has a high level of social competence!”. This is demonstrated by means of testing knowledge, completing examinations or …
From a system-theoretical point of view, career is already an interesting phenomenon, because it can be influenced from two sides simultaneously, people as well as organisation. On the one hand, it is influenced by the individual who expresses himself about his career, in which he wishes to ‘climb up’ or ‘descend’ and allows this to …
Potential is one of the more favoured terms in the context of personnel and personnel development; potential carriers, potential development, analysis of potential and much more. What are the benefits and disadvantages of this term? In the first place, it means, in most cases, that an observer (i.e. PE procedure, a manager, the HR department, …