Search results
1 – 10 of 55To thrive, any individual, organization, or society needs to separate true from false expertise. This chapter provides a selective review of research examining self and social…
Abstract
Purpose
To thrive, any individual, organization, or society needs to separate true from false expertise. This chapter provides a selective review of research examining self and social judgments of human capital – that is, expertise, knowledge, and skill. In particular, it focuses on the problem of the “flawed evaluator”: most people judging expertise often have flawed expertise themselves, and thus their assessments of self and others are imperfect in profound and systematic ways.
Methodology/approach
The review focuses mostly on empirical work specifically building on the “Dunning–Kruger effect” in self-perceptions of expertise (Kruger & Dunning, 1999). This selective review, thus, focuses on patterns of error in such judgments.
Findings
Because judges of expertise have flawed expertise themselves, they fail to recognize incompetence in themselves. Because of their flaws, most people also fail to recognize genius in other people and superior ideas.
Practical implications
The review suggests that organizations have trouble recognizing those exhibiting the highest levels of expertise in their midst. People in organizations also fail to identify the best advice and correct flawed ideas. Organizations may also rely on the “wisdom of crowds” strategy in situations in which that strategy actually misleads because too few people identify the best idea available.
Details
Keywords
Caitlin McClurg and Rhiannon Jones
Purpose – The purpose of this chapter is to provide an introductory exploration of how the modern Master of Library and Information Science (MLIS) may contribute to the effect of…
Abstract
Purpose – The purpose of this chapter is to provide an introductory exploration of how the modern Master of Library and Information Science (MLIS) may contribute to the effect of imposter phenomenon (IP) in graduate students and early career librarians and to offer solutions to mitigate the effect.
Design/Methodology/Approach – Six university American Library Association-accredited library master’s programs in North America were identified and compared based on publicly available information on program websites. The authors pose questions about the modern MLIS and identify potential solutions to the issues raised about IP in graduate school and the workplace. Ideas in the chapter are supported by best practices suggested by academic literature on organizational behavior and Library and Information Studies (LIS) scholarship as well as invaluable personal reflections found on blogs and other gray literature sources.
Findings – The modern MLIS produces graduates who can vary greatly in their knowledge of LIS topics and career preparedness. MLIS programs and employers can mitigate the effects of nervousness, burn out, and isolation for high-achieving individuals through career preparedness and continuing education courses and opportunities for positive onboarding and mentorship.
Originality/Value – To date, there is a gap in the LIS literature about IP, especially the connection between the modern MLIS and IP. This chapter provides an exploratory look and asks questions to further the conversation on this topic.
Details
Keywords
Stacy Menezes, Allan Bird and Michael J. Stevens
The development of upcoming inclusive leaders requires not just knowledge of inclusion competencies but also knowledge of how to develop them and when to use them. This chapter…
Abstract
The development of upcoming inclusive leaders requires not just knowledge of inclusion competencies but also knowledge of how to develop them and when to use them. This chapter examines the effectiveness of combining a psychometric assessment tool – the Inclusion Competencies Inventory (ICI) – and an improvement approach that places developmental responsibility in the hands of the student, not the instructor. The increased need for inclusivity in organizations requires business school graduates, who will soon be taking on the role of organizational leaders, to develop inclusion competencies. We seek to enhance inclusion competencies through a model based on reflective development and cognitive behavioral therapy (CBT). There are several implications for academicians and practitioners who may choose to adopt this unique, participant-driven approach to developing inclusion leadership competencies.
Details
Keywords
There are several ways that risks and uncertainties might be discussed in the context of assessment and analysis – several of which could be inferred from previous chapters. Here…
Abstract
There are several ways that risks and uncertainties might be discussed in the context of assessment and analysis – several of which could be inferred from previous chapters. Here, Chapters 6 and 7 are structured around what might be called strategic risks/uncertainties and operational risks/uncertainties.
This chapter presents the strategic risk/uncertainty assessment and analysis challenge. Most current thinking on risk management – enterprise risk management (ERM), but even including more traditional approaches – place expectations on leaders and top managers to provide guidance on risk policy, but also require those individuals to understand the challenges for which they are responsible. As implied previously, this domain mainly consists of uncertainties. Typically, top managers deal with aggregated operational data that – in itself – might be measurable but owing to the effects of consolidation tend to present leaders with a singular strategy/issue that is unique to the organisation and therefore not well-suited to statistical analysis. Furthermore, scanning for future threats and opportunities is decidedly a matter of considering the unknown, the emergent, and even the unimaginable. Within this assortment of challenges are the very large-scale features that – among many things – compel consideration of collaboration with other organisations. Here these special risks/uncertainties are labelled global risks.
The issue of complexity is here revisited, and this discussion serves two particular purposes. Complexity theory (and complex adaptive systems) offers some insights into methods of assessment and analysis, but they also provide some useful views on the nature of the uncertainty field in the context of complex environments. This discussion will offer some consideration of traditional, ERM, and alternative approaches and the appropriate ‘fit’ of assessment and analysis into these frameworks.
Details
Keywords
Renate Dam, Wim J. L. Elving and Roel van Veen
This chapter explores how various organizations are engaging millennials in the energy transition. In the climate accord from Paris, almost all countries in the world agreed upon…
Abstract
This chapter explores how various organizations are engaging millennials in the energy transition. In the climate accord from Paris, almost all countries in the world agreed upon reducing greenhouse gasses, so climate change will be limited. In order to do so, we do need to cut down on our use of fossil fuels and we do need to alter our behaviour. In this chapter, we study how organizations are engaging with young people, often referred to as millennials on this subject. Millennials are seen as digital natives, and they grew up with digital communication. Do organizations engage millennials in this energy transition and engage them in a way that millennials do communicate? Our study showed that, with a few exceptions, organizations do not use interactive media and elements that millennials use, and in this, do not engage millennials to join in the energy transition. We give some suggestions on how organizations can engage millennials to a larger extent.
Details
Keywords
The purpose of this chapter is to highlight the importance of including emotional intelligence training with programs related to providing mentorship to others. Formal mentoring…
Abstract
The purpose of this chapter is to highlight the importance of including emotional intelligence training with programs related to providing mentorship to others. Formal mentoring programs, established with specific goals and objectives, need foundation work for context in order to be successful. This chapter pulls from professional literature, important basic components of both emotional intelligence skills and attributes for successful mentoring. By demonstrating the relationship between emotional intelligence and mentors who are successful, future programs and activities within the workplace regarding formal mentorship structures can be influenced positively. There is a relationship between having good emotional intelligence skills by people who mentor and being successful within the mentoring relationship. Mentors who are more self-aware of their own emotions are more likely to manage a mentoring relationship more positively and with better outcomes. Library and information science professionals are undergoing tremendous change within the professional environment, the establishment of mentoring networks can greatly influence professional turnover. The opinions and concepts presented from professional literature has been used and adapted by the author in various workshops and presentations. It is this practitioner’s opinion that any formal mentoring program should start with providing a foundation of emotional intelligence skills for the mentors.
Details
Keywords