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360 Degree Evaluation
360-degree feedback (also known as multi-rater feedback, multi-source feedback, or multi-source assessment) is a process through which feedback from an employee's colleagues and associates is gathered, in addition to a self-evaluation by the employee. 360-degree feedback can include input from external sources who interact with the employee (such as customers and suppliers), subordinates, peers, and supervisors. It differs from traditional performance appraisal, which typically uses ''downward feedback'' delivered by supervisors employees, and ''upward feedback'' delivered to managers by subordinates. Organizations most commonly use 360-degree feedback for developmental purposes. Nonetheless, organizations are increasingly using 360-degree feedback in performance evaluations and administrative decisions, such as in payroll and promotion. When 360-degree feedback is used for performance evaluation purposes, it is sometimes called a 360-degree review. The use of 360-degree feedback ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Performance Appraisal
A performance appraisal, also referred to as a performance review, performance evaluation, (career) development discussion, or employee appraisal, sometimes shortened to "PA", is a periodic and systematic process whereby the job performance of an employee is documented and evaluated. This is done after employees are trained about work and settle into their jobs. Performance appraisals are a part of career development and consist of regular reviews of employee performance within organizations. Performance appraisals are most often conducted by an employee's immediate manager or line manager. While extensively practiced, annual performance reviews have also been criticized as providing feedback too infrequently to be useful, and some critics argue that performance reviews in general do more harm than good. It is an element of the principal-agent framework, that describes the relationship of information between the employer and employee, and in this case the direct effect and respo ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Reichswehr
''Reichswehr'' (; ) was the official name of the German armed forces during the Weimar Republic and the first two years of Nazi Germany. After Germany was defeated in World War I, the Imperial German Army () was dissolved in order to be reshaped into a peacetime army. From it a provisional ''Reichswehr'' was formed in March 1919. Under the terms of the Treaty of Versailles, the rebuilt German Army was subject to severe limitations in size, structure and armament. The official formation of the ''Reichswehr'' took place on 1 January 1921 after the limitations had been met. The German armed forces kept the name ''Reichswehr'' until Adolf Hitler's 1935 proclamation of "restoration of military sovereignty", at which point it became part of the new . Although ostensibly apolitical, the ''Reichswehr'' acted as a state within a state, and its leadership was an important political power factor in the Weimar Republic. The ''Reichswehr'' sometimes supported the democratic government, as it ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Military Psychology
Military psychology is a specialization within psychology that applies psychological science to promote the readiness of military members, organizations, and operations. Military psychologists provide support to the military in many ways, including through direct clinical care, consultation to military commanders, teaching others and supporting military training; and through research relevant to military operations and personnel. Military psychology as a field has been growing since the early 20th century, evidence that the demands and needs for psychological clinical and operational application is continuing to grow steadily. There are many stressors associated with military service, including exposure to high-risk training and combat. As such, psychologists are critical support components that assist military leaders in designing appropriate training programs, providing oversight to those programs, and assisting military members as they navigate the challenges of military train ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Officer Candidate
Officer candidate or officer aspirant (OA) is a rank in some militaries of the world that is an appointed position while a person is in training to become an Officer (armed forces), officer. More often than not, an officer candidate was a civilian who applied to join the military directly as an officer. Officer candidates are, therefore, not considered of the same status as Enlisted rank, enlisted personnel. Finland In the Finnish Defence Forces, officer candidate is a service rank, equivalent but senior to sergeant, that is given to conscripts who completed the Reserve Officer School (RUK). At the end of their conscript service, officer candidates are promoted to the rank of second lieutenant. Germany In the German Armed Forces, officer designates are enlisted personnel. Soldiers accepted for officer training are given the annotation (') for ' ("Officer Aspirant") to their rank. Then the designate progresses through the ranks of ' (OR-5), ' (OR-6) and ' (OR-7) in the German Arm ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Esso
Esso () is a trading name for ExxonMobil. Originally, the name was primarily used by its predecessor Standard Oil of New Jersey after the breakup of the original Standard Oil company in 1911. The company adopted the name "Esso" (from the phonetic pronunciation of Standard Oil's initials),Don't ignore history by Robert Sobel on Barro's, 7 Dec 1998 to which the other Standard Oil companies would later object. Standard Oil of New Jersey started marketing its products under the Esso brand in 1926. In 1972, the name Esso was largely replaced in the U.S. by the Exxon brand after the Standard Oil of New Jersey bought , while the Esso name remained widely used elsewhere. In most of the world, ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Outsourcing
Outsourcing is a business practice in which companies use external providers to carry out business processes that would otherwise be handled internally. Outsourcing sometimes involves transferring employees and assets from one firm to another. The term ''outsourcing'', which came from the phrase ''outside resourcing'', originated no later than 1981 at a time when industrial jobs in the United States were being moved overseas, contributing to the economic and cultural collapse of small, industrial towns. In some contexts, the term smartsourcing is also used. The concept, which ''The Economist'' says has "made its presence felt since the time of the Second World War", often involves the contracting out of a business process (e.g., payroll processing, claims processing), operational, and/or non-core functions, such as manufacturing, facility management, call center/call center support. The practice of handing over control of public services to private enterprises ( privatiz ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Confounding Variable
In causal inference, a confounder is a variable that influences both the dependent variable and independent variable, causing a spurious association. Confounding is a causal concept, and as such, cannot be described in terms of correlations or associations.Pearl, J., (2009). Simpson's Paradox, Confounding, and Collapsibility In ''Causality: Models, Reasoning and Inference'' (2nd ed.). New York : Cambridge University Press. The existence of confounders is an important quantitative explanation why correlation does not imply causation. Some notations are explicitly designed to identify the existence, possible existence, or non-existence of confounders in causal relationships between elements of a system. Confounders are threats to internal validity. Example Let's assume that a trucking company owns a fleet of trucks made by two different manufacturers. Trucks made by one manufacturer are called "A Trucks" and trucks made by the other manufacturer are called "B Trucks. ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Job Evaluation
Job analysis (also known as work analysis) is a family of procedures to identify the content of a job in terms of the activities it involves in addition to the attributes or requirements necessary to perform those activities. Job ''analysis'' provides information to organizations that helps them determine which employees are best fit for specific jobs. The process of job analysis involves the analyst gathering information about the duties of the incumbent, the nature and conditions of the work, and some basic qualifications. After this, the job analyst has completed a form called a ''job psychograph'', which displays the mental requirements of the job. The measure of a sound job analysis is a valid task list. This list contains the functional or duty areas of a position, the related tasks, and the basic training recommendations. Subject matter experts (incumbents) and supervisors for the position being analyzed need to validate this final list in order to validate the job analys ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Personal Development
Personal development or self-improvement consists of activities that develops a person's capabilities and potential, enhance quality of life, and facilitate the realization of dreams and aspirations. Personal development may take place over the course of an individual's entire lifespan and is not limited to one stage of a person's life. It can include official and informal actions for developing others in roles such as a teacher, guide, counselor, manager, coach, or mentor, and it is not restricted to self-help. When personal development takes place in the context of institutions, it refers to the methods, programs, tools, techniques, and assessment systems offered to support positive adult development at the individual level in organizations. Overview Among other things, personal development may include the following activities: * Social entrepreneurship or civic engagement * Participating in festivals, conferences, or conventions * Improving self-awareness * Improvin ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Industrial And Organizational Psychology
Industrial and organizational psychology (I-O psychology) "focuses the lens of psychological science on a key aspect of human life, namely, their work lives. In general, the goals of I-O psychology are to better understand and optimize the effectiveness, health, and well-being of both individuals and organizations." It is an applied discipline within psychology and is an international profession. I-O psychology is also known as occupational psychology in the United Kingdom, organisational psychology in Australia, South Africa and New Zealand, and work and organizational (WO) psychology throughout Europe and Brazil. Industrial, work, and organizational (IWO) psychology is the broader, more global term for the science and profession.Spector P. E. (2021). Industrial and Organizational Psychology: Research and Practice 8th ed. Hoboken, NJ: John Wiley. I-O psychologists are trained in the scientist–practitioner model. As an applied psychology field, the discipline involves both res ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Workplace
A workplace is a location where someone works, for their employer or themselves, a place of employment. Such a place can range from a home office to a large office building or factory. For industrialized societies, the workplace is one of the most important social spaces other than the home, constituting "a central concept for several entities: the worker and heirfamily, the employing organization, the customers of the organization, and the society as a whole". The development of new communication technologies has led to the development of the virtual workplace and remote work. Workplace issues * Sexual harassment: Unwelcome sexual advances, conduct or remarks of a sexual nature which unreasonably interferes with the performance of a person's job or creates an intimidating, hostile, or offensive work environment. * Kiss up kick down * Toxic workplace * Workplace aggression: A specific type of aggression that occurs in the workplace. * Workplace bullying: The tendency of ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
