The shoot out among nonteam players

Article Abstract:

Team effectiveness often depends on using disagreement as a catalyst for creative thinking. 'Bankers' and 'gunslingers' represent two ineffective response styles in team conflict situations. Bankers disguise emotional responses to immediate situations and build up resentment as each conflict (or 'pinch') occurs. An eventual strong emotional reaction or 'bank withdrawal' occurs when enough pinches accumulate, leaving the banker temporarily euphoric and then guilty, which is destructive to teamwork and relationships. Gunslingers see others as agreeing or disagreeing with them with no inbetween, and do not hesitate to 'shoot down' opponents. Gunslingers tend to strengthen the banking trait in other team members. A rational way to handle conflict is to: (1) state one's case, (2) investigate the other person's position, and (3) change focus in order to identify additional options.

Psychological aspects, Interpersonal relations, Organizational behavior, Organizational communication, Quarreling

---

Seeking innovation team players: contextual determinants of preferred applicant attributes

Article Abstract:

A survey of personnel managers in Canada and Norway indicates that they are keen to recruit new innovative staff who will help their companies develop new services and products. Norway appears to place more emphasis on cooperation than Canada, particularly in enterprises where teamwork is involved. Characteristics of new recruits in firms where product development is important include creativity. Preferences of personnel managers may also depend on the location of a company and its organisational behaviour as well as personal choice.

Management, Canada, Human resource management, Norway, Employee selection

---

The Complexity of Job Mobility among Young Men

Article Abstract:

Career matches and employer matches comprise the basic model of job mobility of young men in the US economy and workers do not change careers while changing employers. Workers seek types of employment first in a two-stage job search, and the data from economic research support this. There is less likelihood to change careers among young men who have previously changed employers and remained in the same line of employment.

Research, Job hunting, Occupational mobility

Similar abstracts:

• Abstracts: The anatomy of a plant closing. Three-year plan eases the pain of plant closings. A team approach to promotions at Rohr Inc
• Abstracts: The human resource potential of Americans over 50. Human resource management innovations: determinants of their adoption and implementation
• Abstracts: The impact of computerised performance monitoring design features on the peformance appraisal process. MRP II: a prospectus for renaissance
• Abstracts: Mobile phones and radiation - are they safe? Mobile phone detector saves patients from electromagnetic interference
• Abstracts: The significance of employer-supported child care. The construction of mental accounts in benefits decision making

This website is not affiliated with document authors or copyright owners. This page is provided for informational purposes only. Unintentional errors are possible.