The Oxford Review Encyclopaedia of Terms provides short definitions and longer articles about terms found in leadership, management, human resources, organisational development and change, learning and development and coaching.
What is CEOS Theory? CEOS Theory is a model for understanding how and why some behaviour change is difficult to maintain, for example giving up smoking and other addictions, sticking to a diet, keeping going with New Year’s resolutions like new fitness regimes, working differently etc. CEOS Theory focusses on the interaction between conscious and non-conscious influences on […]
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What is moral disengagement? Moral disengagement refers to the process where an individual or group of people distances themselves from the normal or usual ethical standards of behaviour and then become convinced that new unethical behaviours are justified due often to some perceived extenuating circumstances. Research has found that usually people or groups of people have to […]
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What is social perception? Social perception refers to the ability to make accurate interpretations and inferences about other people from their general physical appearance, verbal, and nonverbal patterns of communication. Things like facial expressions, tone of voice, hand gestures, and body position or movement are all ques people with higher levels of social perception pick up […]
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What is an impact factor? The impact factor (IF) of a journal is a description of the influence the journal has in academic or university research circles. It is is a measure of how often the average research article in a journal has been cited or used in other research in any particular year. The […]
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Paradigm paralysis refers to the refusal or inability to think or see outside or beyond the current framework or way of thinking or seeing or perceiving things. Paradigm paralysis is often used to indicate a general lack of cognitive flexibility and adaptability of thinking. Free up-to-the minute research briefings and video research briefings in understandable […]
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Collective intelligence refers to a group or a team’s combined capacity and capability to perform a wide variety of tasks and solve diverse problems. Collective Intelligence has been found to consistently predictive of the future performance of groups and teams. (Chikersal, P et al 2017). Get free research briefings, video briefings infographics and more The primary difference […]
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The precariat is a social class of people who comprise people who are in a state of precarity, which is a condition of existence without predictability or security. Precarity has been shown to affect both material and psychological welfare. Modern day ‘gig economy’ workers, mainly freelancers without long term or permanent contracts and people on […]
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Ambivalent identification refers to the extent to which an individual or group of people perceive, recognise and are able to distinguish and label conflicting feelings about an issue. A number of studies have found that most people have a mixture of feelings towards their organisation at the same time which cases them to both identify […]
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Organisational identification is a key concept in organisational psychology and refers to the degree to which employees define themselves as a member of the organisation and to what extent they experience a sense of oneness with it, it’s values, brand, methods etc. (Ashforth and Mael, 1989; Haslam, 2004; Schuh et al, 2016). A lot of […]
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Evidence-based practice (EBP) refers to the systematic process where-by decisions are made and actions or activities are undertaken using the best evidence available. The aim of evidence-based practice is to remove as far as possible, subjective opinion, unfounded beliefs, or bias from decisions and actions in organisations. Evidence for decisions comes from various sources: Peer-reviewed research Work-based trial […]
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