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This practical guide enables readers to recognize, assess, and
defend against gray behaviors-attempts to persuade listeners using
fallacious arguments. It provides valuable tools for communicating
successfully in a wide variety of public and professional contexts.
The book examines 20 wide-ranging logical fallacies, cognitive
errors, and rhetorical devices that may take place in persuasive
communication, and discusses how to assess and respond the behavior
of a speaker who may be disingenuously attempting to manipulate the
listener-or who may simply be mistaken. Drawing upon research and
insights from communication, psychology, business management, and
human resources, it considers fallacies in reasoning not just as
abstract formulas, but as a feature of communication encounters
such as negotiations, interviews, public debates, and personal
conversations. Each form of fallacious reasoning is exemplified by
dialogues in both professional settings (such as interviewing and
personnel assessment), as well as everyday interactions in public
discourse. The book then provides self-assessment tests to ensure
the reader can evaluate the grey behavior in these encounters. This
book provides research-based skills and insights that will benefit
students and professionals in fields ranging from communication,
politics, management, human resources, organizational psychology,
journalism, and anyone else looking to develop critical interaction
skills.
This second edition of Developing Organizational Simulations
provides a concise source of information on effective and practical
methods for constructing simulation exercises for the assessment of
psychological characteristics relevant to effectiveness in work
organizations. Incorporating new additions such as the multiple
ways technology can be used in the design, delivery, scoring, and
evaluating of simulation exercises, as well as the delivery of
feedback based on the results, this book is user-friendly with
practical how-to guidance, including many graphics, boxes, and
examples. This book is ideal for practitioners, consultants, HR
specialists, students, and researchers in need of guidance
developing organizational simulations for personnel selection,
promotion, diagnosis, training, or research. It is also suited for
courses, workshops, and training programs in testing and
measurement, personnel selection, training and development, and
research methodology.
Written by three leading scholars with vast experience in the
science and practice of assessment centers (ACs), this is the first
volume to comprehensively integrate variations of the assessment
center method with alternative talent management strategies. A
useful reference guide, it examines the many ways in which
organizations can apply the assessment center method to achieve
their talent management goals. It provides balanced and in-depth
coverage of theory, research, and practice pertaining to the
dimension-, task-, and multifaceted-perspectives on the AC method.
Ideal for researchers, practitioners, and students alike, and well
suited for courses in testing and measurement, personnel selection,
HR planning and staffing, training and development, and
organizational change, Assessment Center Perspectives for Talent
Management Strategies is a complete and up-to-date account of the
assessment center method.
Globalization, innovation, market share, identifying visionary
leaders and, particularly, talent management ...are just some of
the issues that benefit from using assessment and development
centres. Assessment Centres and Global Talent Management focuses on
topics that influence the design of the assessment centre in terms
of the competencies being assessed, the exercises that are used and
the nature of the event, so that they can deliver what is required;
often to change organizational culture and values. Practical
examples and case studies are sprinkled throughout the book as
international contributors explore cross-cultural implications, and
consider how the design, development and use of assessment centres
should be adapted to different cultures. Some of the world's
leading researchers and practitioners outline their research into
new applications for assessment centre methods, showing how they
have used it to design and implement specific assessment and
development centres. This is a book from which practitioners can
see how science informs good practice, and scholars will find the
32 chapters a rich source of ideas for conducting research into
emerging issues in the field.
The theme permeating this book on assessment centers is "continuity
and change," describing what has remained the same and what has
changed in the 50-year history of the assessment center method. One
of the important changes explored is the evolution of the goals of
assessment center programs and the ways in which assessment centers
and their component parts have been used. "Assessment Centers in
Human Resource Management" clearly differentiates between
assessment centers used for prediction, diagnoses, and development.
In addition, this book explores:
*assessment centers and human resource management;
*court cases involving assessment centers;
*innovations in assessment center operations;
*cross-cultural considerations including diversity of the
workforce; and
*assessor training.
The target audience for the text includes students who are learning
about assessment centers, practitioners including human resource
managers and consultants who may be considering the implementation
of assessment centers, and academicians who are researching the
method and wish to understand current issues.
This second edition of Developing Organizational Simulations
provides a concise source of information on effective and practical
methods for constructing simulation exercises for the assessment of
psychological characteristics relevant to effectiveness in work
organizations. Incorporating new additions such as the multiple
ways technology can be used in the design, delivery, scoring, and
evaluating of simulation exercises, as well as the delivery of
feedback based on the results, this book is user-friendly with
practical how-to guidance, including many graphics, boxes, and
examples. This book is ideal for practitioners, consultants, HR
specialists, students, and researchers in need of guidance
developing organizational simulations for personnel selection,
promotion, diagnosis, training, or research. It is also suited for
courses, workshops, and training programs in testing and
measurement, personnel selection, training and development, and
research methodology.
Written by three leading scholars with vast experience in the
science and practice of assessment centers (ACs), this is the first
volume to comprehensively integrate variations of the assessment
center method with alternative talent management strategies. A
useful reference guide, it examines the many ways in which
organizations can apply the assessment center method to achieve
their talent management goals. It provides balanced and in-depth
coverage of theory, research, and practice pertaining to the
dimension-, task-, and multifaceted-perspectives on the AC method.
Ideal for researchers, practitioners, and students alike, and well
suited for courses in testing and measurement, personnel selection,
HR planning and staffing, training and development, and
organizational change, Assessment Center Perspectives for Talent
Management Strategies is a complete and up-to-date account of the
assessment center method.
The theme permeating this book on assessment centers is "continuity
and change," describing what has remained the same and what has
changed in the 50-year history of the assessment center method. One
of the important changes explored is the evolution of the goals of
assessment center programs and the ways in which assessment centers
and their component parts have been used. "Assessment Centers in
Human Resource Management" clearly differentiates between
assessment centers used for prediction, diagnoses, and development.
In addition, this book explores:
*assessment centers and human resource management;
*court cases involving assessment centers;
*innovations in assessment center operations;
*cross-cultural considerations including diversity of the
workforce; and
*assessor training.
The target audience for the text includes students who are learning
about assessment centers, practitioners including human resource
managers and consultants who may be considering the implementation
of assessment centers, and academicians who are researching the
method and wish to understand current issues.
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R398
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