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Category Archives for "The Oxford Review Encyclopaedia of Terms"

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.

Social perception: Definition and explanation

Terms

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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Paradigm paralysis

Terms

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

Terms

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

The Oxford Review Encyclopaedia of Terms

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

Terms

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

Terms

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

Evidence-based practice sources

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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Strategic Silence

Terms

Strategic Silence (also known as strategic inaction) refers to the conscious and purposeful process whereby organisations fail to publicise or mention a material fact. This can either be a negative material fact ranging from support for a political party to hiding an accident or spillage, or a positive material fact like gaining a certification or endoresment. […]

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