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Synergy is an interaction or cooperation giving rise to a whole that is greater than the simple sum of its parts (i.e., a non-linear addition of force, energy, or effect). [1] The term synergy comes from the Attic Greek word συνεργία synergia [2] from synergos, συνεργός, meaning "working together".
The name decision field theory was chosen to reflect the fact that the inspiration for this theory comes from an earlier approach – avoidance conflict model contained in Kurt Lewin's general psychological theory, which he called field theory. DFT is a member of a general class of sequential sampling models that are commonly used in a variety ...
Dynamic decision making research uses computer simulations which are laboratory analogues for real-life situations. These computer simulations are also called “microworlds” [4] and are used to examine people's behavior in simulated real world settings where people typically try to control a complex system where later decisions are affected by earlier decisions. [5]
Employee engagement today has become synonymous with terms like 'employee experience' and 'employee satisfaction', although satisfaction is a different concept. Whereas engagement refers to work motivation, satisfaction is an employee's attitude about the job--whether they like it or not.
Field theory also includes the idea that every person holds a different experience for a situation. This is not to say that two people's experience of an event will not be similar, but that there will be some difference. This leads to the idea that no two experiences are the same for a person either, as the dynamic field is constantly changing. [7]
Job crafting means that work designs are not fixed, and can be adapted over time to accommodate employees' unique backgrounds, motives, and preferences. The success of a job crafter may depend largely on their ability to take advantage of available resources (i.e. people, technology, raw materials etc) to reorganise, restructure, and reframe a job.
Hospitality and travel-related roles were among some of the fastest-growing jobs, according to LinkedIn's analysis of user data. (Thomas Barwick/Digital Vision/Getty Images)
The significance of work experience as a predictor of job performance is debatable [18] as experience correlates with performance for people with 0–3 years’ experience, but the correlation is attenuating to just 0.15 at 12+ years of experience. This suggests that experience doesn't increase performance after any more than a few years ...