La valutazione psicologica in ambito aziendale David Papini © Alzaia - David Papini Brian Acton & Jan Koun $ 19,000,000 http://onforb.es/1eeCpny © Alzaia - David Papini © Alzaia - David Papini © Alzaia - David Papini Il problema di «Valutare» Valutazione = VALORE e/o MISURA © Alzaia - David Papini Il problema di «Valutare» Valore … Committente Misura … Psicologo Coordinate minime della valutazione psicologica in azienda © Alzaia - David Papini Valore … Persona Il problema di «Valutare» • Come pensa e valuta l’azienda • Come pensa e valuta la persona • Come pensa e valuta lo psicologo … … © Alzaia - David Papini … Come pensa e valuta l’azienda Dal modello socio-tecnico Processi Sistema Sociale Tecnologia Risultati economici, tecnici e sociali Regole di gestione HR Organizzazione Sistema Professionale … © Alzaia - David Papini … … Come pensa e valuta l’azienda Al modello qualità della vita lavorativa Vita fisica (corpo) Vita professionale Vita Cognitiva (mente) (Ruolo lavorativo) Quality of Work Life (QWL) EMPOWERMENT Vita sociale Vita emotiva (ruolo sociale) (Psiche) Vita riflessiva (identità di sé) © Alzaia - David Papini … … … Come pensa e valuta l’azienda Mercati dei capitali Risorse finanziarie Risorse materiali Risorse organizzative Risorse Tecnologiche Interazioni ProdottoMercato Risorse Umane Il ciclo di trasformazione strategica delle … risorse © Alzaia - David Papini … … STELLE DILEMMI Avvio alla carriera Movimentare e verificare INVESTIRE IMPIEGARE CAVALLI DA TIRO PESI Impiegare efficacemente nei ruoli attuali Riconvertire o licenziare DIFENDERE Investimento Formativo Possibilità di crescita (POTENZIALE) Come pensa e valuta l’azienda DISINVESTIRE Livello di professionalità … Portafoglio risorse © Alzaia - David Papini … … Come pensa e valuta la persona Maslow, A.H. (1943). A theory of human motivation. Psychological Review, 50(4), 370–96. … … … Il perchè • -Mappare/Correlare i Key Performance Index aziendali ai KPI personali/gruppali KPI individuali o di gruppo Che cos’è importante per il ruolo/attività Quanto «bene» lo sto svolgendo Il perché Il Return On Investment (R.O.I.) - Efficacia - Efficienza Correlare il ROI individuale o di gruppo a quello aziendale © Alzaia - David Papini Il “Cosa” • “G.P.A.’s are worthless as a criteria for hiring, and test scores are worthless. ... We found that they don’t predict anything.” • “proportion of people without any college education at Google has increased over time” — now as high as 14% on some teams. http://nyti.ms/1hLiqAd © Alzaia - David Papini Il “Cosa” - (Coding ability) - (G.P.A. Grade Point Average) 1. General cognitive ability = Learning Ability <> I.Q. 1. 2. 3. 4. 5. We assess that using structured behavioral interviews that we validate to make sure they’re predictive.” Emergent Leadership vs. Traditional Intellectual Humility Ownership (Expertise) © Alzaia - David Papini Livelli logici dell’analisi Bateson, 1964 Altri esempi di «cosa» - Competenze Personalità Comportamenti Valori Convinzioni Clima Potenziale © Alzaia - David Papini Altri esempi di «cosa» - CLIMA • Creatività • Innovazione • Soddisfazione • Rapporti con il senior management • Relazioni interpersonali • Expertise funzionale • Compensi • Benefit • Servizio al cliente • Comunicazione • Efficacia rispetto agli obiettivi • Pensiero analitico • Capacità/necessità di mentoring • Capacità di pianificazione strategica • Lavoro in team • Adattabilità • Capacità di aiutare il proprio staff a crescere • Leadership © Alzaia - David Papini Competenze © Alzaia - David Papini Competenze © Alzaia - David Papini Stress lavoro-correlato - Analisi - Progetto © Alzaia - David Papini Selezione Inserimento Formazione Carriera Crescita Valutazione Analisi del clima Riorganizzazione Il “quando” © Alzaia - David Papini Analisi del ruolo e misurazione del gap 4 3 2 2 1 1 0 Competenze richieste dal lavoro attuale e/o futuro gap Profilo o competenze possedute dall’individuo “Techno-operational” “Interpersonal / • • • • • • • • • • • • Relational”• • • • • • • • “Managerial” • • • • • • • • • High professional standards Functional technical skills Learning capacity Client service orientation (Adaptability/Composure) Energy/stamina Independence Brand knowledge Problem solving/Decision making Creativity (Influence) (Client service orientation) Adaptability/Composure Self-awareness Informal communication Formal communication Written communication Conflict resolution Team player Cultural sensitivity Vision Influence (Functional technical skills) (Conflict resolution) Task management People management (Problem solving/Decision making) Entrepreneurship Strategic business management Dall’inglese “to empower”: autorizzare, dare poteri L’empowerment è più di un semplice addestramento: promuove lo sviluppo personale del soggetto. Dal saper fare al saper come saper fare Dalla capacità esecutiva a quella di processo Cos’è l’Empowerment Empowerment e livelli di apprendimento di Bateson Livello 0: esecuzione routine Livello 1: apprendimento nuova routine Livello 2: apprendimento ad apprendere nuove routine __________________________________________ L’Empowerment include l’apprendimento sia di un’abilità, sia del processo che ha reso possibile l’apprendimento. Selezione Inserimento Formazione Carriera Crescita Valutazione Analisi del clima Riorganizzazione Il “quando” © Alzaia - David Papini Analisi di clima Analisi dei bisogni Somministrazione del questionario Riassunto e interpretazione dei dati Focus groups Garanzia di Confidenzialità Presentazione dei dati Progettazione del questionario Pre-test strumentale Diffusione dei risultati Creazione del questionario Valutazione del questionario © Alzaia - David Papini Approcci alla valutazione del benessere • • • • • - Edonico - Eudaimonico - Patogenico - Salutogenico © Alzaia - David Papini Esempi di test - Minnesota Multiphasic Personality Inventory (MMPI) - Egogrammi (Analisi Transazionale) • Personale • Relazionale • Professionale Stili di apprendimento Attivisti Riflessivi Teorici Pragmatici © Alzaia - David Papini Esempi di test - Stili di lavoro in condizioni di calma o stress - Analitico Accomodante Direttivo Perfezionista © Alzaia - David Papini Esempi di scale • Subjective Well Being (Diener 1984) -SWB • General Health Questionnaire (Goldberg 1978) - GHQ • Positive and Negative Affect Schedule (Watson et. Al 1988) – PANAS • Personal Well Being – Ryff and Keyes 1995 - PWB © Alzaia - David Papini Esempio-Ryff Scale • Autonomy • • Environmental Mastery • • People would describe me as a giving person, willing to share my time with others. Purpose in Life • • I think it is important to have new experiences that challenge how you think about yourself and the world. Positive Relations with Others • • In general, I feel I am in charge of the situation in which I live. Personal Growth • • I have confidence in my opinions, even if they are contrary to the general consensus. Some people wander aimlessly through life, but I am not one of them. Self-Acceptance • I like most aspects of my personality. © Alzaia - David Papini • Self-acceptance • • • Positive relations with others • • • High scorer: Possesses a positive attitude toward the self; acknowledges and accepts multiple aspects of self, including good and bad qualities; feels positive about past life. Low scorer: Feels dissatisfied with self; is disappointed with what has occurred with past life; is troubled about certain personal qualities; wishes to be different than what he or she is. High scorer: Has warm, satisfying, trusting relationships with others; is concerned about the welfare of others; capable of strong empathy, affection, and intimacy; understands give and take of human relationships. Low scorer: Has few close, trusting relationships with others; finds it difficult to be warm, open, and concerned about others; is isolated and frustrated in interpersonal relationships; not willing to make compromises to sustain important ties with others. Autonomy • • High scorer: Is self-determining and independent; able to resist social pressures to think and act in certain ways; regulates behavior from within; evaluates self by personal standards. Low scorer: Is concerned about the expectations and evaluations of others; relies on judgments of others to make important decisions; conforms to social pressures to think and act in certain ways. • Ryff and Keyes (1995, p.1072) Esempio – Ryff Scale © Alzaia - David Papini • Environmental mastery • • • Purpose in life • • • High scorer: Has a sense of mastery and competence in managing the environment; controls complex array of external activities; makes effective use of surrounding opportunities; able to choose or create contexts suitable to personal needs and values. Low scorer: Has difficulty managing everyday affairs; feels unable to change or improve surrounding context; is unaware of surrounding opportunities; lacks sense of control over external world. High scorer: Has goals in life and a sense of directedness; feels there is meaning to present and past life; holds beliefs that give life purpose; has aims and objectives for living. Low scorer: Lacks a sense of meaning in life; has few goals or aims, lacks sense of direction; does not see purpose of past life; has no outlook or beliefs that give life meaning. Personal growth • • High scorer: Has a feeling of continued development; sees self as growing and expanding; is open to new experiences; has sense of realizing his or her potential; sees improvement in self and behavior over time; is changing in ways that reflect more self-knowledge and effectiveness. Low scorer: Has a sense of personal stagnation; lacks sense of improvement or expansion over time; feels bored and uninterested with life; feels unable to develop new attitudes or behaviors. • Ryff and Keyes (1995, p.1072) Esempio – Ryff Scale © Alzaia - David Papini Esempio - SWOT Analysis Strenghts Weaknesses Opportunities Threats © Alzaia - David Papini Esempio - Survey • http://www.hr-survey.com/ - Employee opinion survey 360-Feedback Performance Management Training Needs Analysis © Alzaia - David Papini La valutazione del potenziale • La valutazione più difficile e a maggior valore aggiunto per un azienda (ma anche per un individuo ☺) - Le - 3P: Posizione, Prestazione, Potenziale Identificazione Acquisizione Sviluppo Mantenimento a lungo termine (Retention) © Alzaia - David Papini Il fattore critico • Intelligenza emotiva © Alzaia - David Papini Il livello successivo Dalla risorsa al team di risorse Leadership Membership Groupship © Alzaia - David Papini Contatti David Papini [email protected] davidpapini @dpapini http://www.linkedin.com/in/papini/it david.papini •http://alzaia.net © Alzaia - David Papini Bibliografia • SWB • Diener,E (1984) Subjective Well Being. Psychological Bulletin 95 542-575 • Diener,E (1994) Measuring Subjective Well Being: Progress and opportunities.Social Indicators Research 28 35-89 • Diener, E. and C.Diener (1996). Most people are happy. Psychological Science 7, no. 3, 181-4 • Diener, E. and M. Seligman (2002). Very happy people. APA, January. • Diener, E. and Rober-Biswas Diener (2008) Happiness: Unlocking the Mysteries of Psychological Wealth. Blackwell: Oxford. © Alzaia - David Papini Bibliografia • GHQ • Goldberg DP, et al. Manual of the General Health Questionnaire. Windsor, England: NFER Publishing; 1978. • Search Google Scholar • Feyer AM, Herbison P, Williamson AM, et al. The role of physical and psychological factors in occupational low back pain: a prospective cohort study. Occup Environ Med 2000;57:116-120. • Abstract/FREE Full Text • Jones M, Rona RJ, Hooper R, Wesseley S. The burden of psychological symptoms in UK Armed Forces. Occup Med (Lond) 2006;56:322-328. • Search Google Scholar • Stansfeld SA, Fuhrer R, Shipley MJ, Marmot MG. Work characteristics predict psychiatric disorder: prospective results from the Whitehall II Study. Occup Environ Med 1999;56:302-307. • Abstract/FREE Full Text © Alzaia - David Papini • MMPI • Butcher, J. N., & Williams, C. L. (2009). "Personality assessment with the mmpi-2: historical roots, international adaptations, and current challenges". Applied Psychology: Health and Well-Being 1 (1): 105–135.doi:10.1111/j.1758-0854.2008.01007.x. • PWB • Allport, G. (1961). Pattern and growth in personality. New York: Holt, Rinehart, & Winston. • Buhler, C. (1935). The curve of life as studied in biographies. Journal of Applied Psychology, 19, 405–409. • Buhler, C., & Massarik, F. (Eds.). (1968). The course of human life. New York: Springer. • Erikson, E. (1959). Identity and the life cycle. Psychological Issues, 1, 18–164. • Galbraith, G., Strauss, M., Jordan-Viola, E., & Cross, H. (1974). Social desirability ratings from males and females: A sexual item pool. Journal of Consulting and Clinical Psychology, 42, 909–910. • Jahoda, C. (1958). Current concepts of positive mental health. New York: Basic Books. • Maslow, A. (1968). Toward a psychology of being (2nd ed.). New York: Van Nostrand. Bibliografia © Alzaia - David Papini • PWB • Neugarten, B. (1968). The awareness of middle age. In B. Neugarten (Ed.), Middle age and aging (pp. 93–98). Chicago: University of Chicago Press. • Neugarten, B. (1973). Personality change in late life: A developmental perspective. In C. Eisdorfer & M. Lawton (Eds.), The psychology of adult development and aging (pp. 311–335). Washington, D.C.: American Psychological Association. • Rogers, C. (1961). On becoming a person. Boston: Houghton Mifflin. • Ryff, C. (1989). Happiness is everything, or is it? Explorations on the meaning of psychological well-being. Journal of Personality and Social Psychology, 57, 1069–1081. • Ryff, C., & Keyes, C. (1995). The structure of psychological well-being revisited. Journal of Personality and Social Psychology, 69, 719–727. Bibliografia © Alzaia - David Papini Bibliografia • Analisi di clima • F. AVALLONE, M. BONARETTI (a cura di) (2003) Benessere organizzativo. Per migliorare la qualità del lavoro nelle amministrazioni pubbliche, Rubbettino, Soveria Mannelli • F. AVALLONE (a cura di) (1999) Conoscere le organizzazioni, Guerini, Milano • W. BÖCHMANN (1980) Sinnorientierte Leistungsmotivation und Mitarbeiterführung, Ferdinand Enke Verlag, Stuttgard • D. BOGEDA (1990) Cultura e organizzazione, ESTE, Milano • L BORGOGNI (2001) Efficacia organizzativa, Guerini, Milano • J.P. CAMPBELL, M.D. DUNNETTE, E. E. LAWLER, K.E. WEICK Jr. (1970) Managerial behaviour, performance and effectiveness, McGraw-Hill, New York © Alzaia - David Papini • Analisi di clima • A. CASCIOLI e P. CALCIOLI (1991) “Clima organizzativo e cultura aziendale”, Psicologia e lavoro, n.80, pp. 25-32 • G. COSTA e M. GIANECCHINI (2005) Risorse Umane persone, relazione e valore, Mc Grow-Hill, Milano • M. CROZIER, E. FRIEDBERG (1978) Attore sociale e sistema, Etas Libri, Milano • F. CUBE VON (1998) Fordern statt verwöhnen, Piper Verlag, München • A. D'AMATO, V. MAJER (2005) Il vantaggio del clima. La ricerca del clima per lo sviluppo organizzativo, Raffaello Cortina Editore, Milano • A. DELLE FAVE (a cura di) (2006), Dimensions of well-being, Franco Angeli, Milano • A. DELLE FAVE (a cura di) (2007), La condivisione del benessere, Franco Angeli, Milano Bibliografia © Alzaia - David Papini • Analisi di clima • P. DE VITO PISCICELLI (1984) La diagnosi organizzativa, Franco Angeli, Milano • M. DEPOLO (1998) Psicologia delle organizzazioni, Il Mulino, Bologna • A.H. EVANS (1968) An approach to the nature of organizational climate, in R. TAGIURI, G.H. LITWIN (a cura di), Organizational climate: Explorations of a concept, Harvard University Press, Boston • Y. FIRED, G. R. FERRIS (1987) “The Validity of the Job Characteristic Model: a Review and Meta-Analysis”, Personnel Psychology, n. 40, pp. 287-322 • G. A. FOREHAND, B.H. GLIMER (1964) “Enviornmental variation in studies of organizational behavior”, Psicological Bulletin, n. 62 (6), pp. 205-222. • F. FRIEDLANDER, N. MARGULIS (1969) “Multiple impacts of organizational climat and individual value system upon satisfaction”, Personal Psychology, n. 22, p. 171-183 • J. GAVIN (1975) “Organizational climate as a function of personal and organizational variables”, Journal of Applied Psychology, Vol. 60 (1), pp. 135139 Bibliografia © Alzaia - David Papini • Analisi di clima • W. H. GLICK (1985) “Conceptualizing and measuring organizational and psychological climate: pitfalls in multilevel research”, Academy of Management Review, n.10, pp. 601-616 • L.R. JAMES, J.J. HATER, M.J. GENT e J.R. BRUNER (1978) “Psichological climate: Implications from cognitive social learning Theory and interactional psychology”, Personnel Psychology, n.31, pp. 783-814 • L.R JAMES e A.P. JONES (1974) “Organizational climate: A review of theory and research”, Psichological Bullettin, n.81, pp. 1096-1112 • E.E. LAWLER, D.T. HALL, G.R. OLDGAM (1974) • “Organizational climate: relationship to organizational structure, process and performance”, Organizational Behavior and Human Performance, n. 11, pp.139- 155 • R. LEVERING (2002) Un gran bel posto dove lavorare, Sperling & Kupfer, Milano • K. LEWIN (1972) traduz. It. Teorie e sperimentazione in psicologia sociale, Il Mulino, Bologna Bibliografia © Alzaia - David Papini • Analisi di clima • G. LITWIN, R. STRINGER (1968) Motivation and organizational climate, Harward Università Press, Boston • V. MAJER, A. MARCATO e A. D'Amato (a cura di) (2003) La dimensione psicosociale del clima organizzativo, Franco Angeli, Milano • T. MORAN, F. VOLKWEIN (1992) “The cultural approach to the formation of organizational climate”, Human Relations, n. 45, pp.19-47 • M.P O’DRISCOLL e R. EVANS, (1988) “Organizational factors and perceptions of climate in three psychiatric units”, Human Relations, n. 41 (5), pp. 371-388 • P.L. PAYNE, S. FINEMAN, T.D. WALL (1976) • “Organizational climate and job satisfaction: a conceptual synthesis”, Organizational Behavior and Human Performance, n.16, pp. 45-62 • R.L. PAYNE, R. MANSFIELD (1973) “Relationship of perceptions of organizational climate to organizational structure, context e hierarchical position”, Administrative Science Quarterly, n. 18, pp. 515-526 Bibliografia © Alzaia - David Papini • Analisi di clima • R.L. PAYNE e D. PUGH (1976) Organizational structure and climate, in M.D. DUNNETTE, Handbook of industrial and organizational psychology, Rand McNally, Chicago, pp. 1125-1173 • R.D. McPHEE, Formal structure and organizational communication, in R.D McPHEE e P.K.TOMPKINS (a cura di) (1985) Organizational communication, Sage, Beverly Hills, pp. 149-177 • M.S. POOLE, R.D. MCPHEE (1983) A structural analysis of organizational climate, in L. PUTMAN e M. PACANOWSKY (a cura di), Communications and organizations, an interpretative approach, Beverly Hills, Sage, pp. 195-219 • G.N. POWELL, D.A. BUTTERFIELD (1978) “The case for subsystem climates in organizations”, Academy of Management Review, n.3, pp. 151-157 • G. P. QUAGLINO, M. MANDER (1987) I climi organizzativi, Il Mulino, Bologna • G. SARCHIELLI (2003) Psicologia del lavoro, Il Molino, Bologna • E.H. SCHEIN (1999), Culture d’ Impresa, Cortina Editore, Milano Bibliografia © Alzaia - David Papini • Analisi di clima • B. SCHNEIDER, A. N. SALVAGGIO (2002) “Climate strength: a new direction for climate research”, Journal of Applied Psychology, Vol. 87(2), pp. 220-229 • B. SCHNEIDER (1975) “Organizational climate: individual preference and organizational realities”, Journal of Applied Psychology, Vol. 60(4), pp. 459-465 • B. SCHNEIDER, R.A. SNYDER (1975) “Some relationship between job satisfaction and organizational climate”, Journal of Applied Psychology, Vol. 60(3), pp. 318-328 • B. SCHNEIDER, D.T. HALL (1972) “Toward specifying the concept of work climate: a study of Roman Catholic Diocesan Priest”, Journal of Applied Psychology, Vol.56 (6), pp. 447-455 • H. WILLMOTT (1993) “Strenght is ignorance; slavery is freedman: managing culture in modern organizations”, Journal of Management Studies, vol. 30, pp. 515-552 • R.W. WOODMAN, D.C. KING (1978) “Organizational climate: science or folklore?”, Academy of Management Review, vol.3, pp. 816-826 Bibliografia © Alzaia - David Papini Bibliografia • Motivazione • Maslow, A.H. (1943). A theory of human motivation. Psychological Review, 50(4), 370–96. • Egogrammi, Analisi Transazionale • Berne, E. (1964). A che gioco giochiamo? (Games People Play: The Psychology of Human Relationships) • Livelli logici • Bateson, G. (1971) The Logical Categories of Learning and Communication, and the Acquisition of World Views. Paper given at the Wenner-Gren Symposium on World Views: Their Nature and Their Role in Culture, August 2-11, 1968, at Burg Wartenstein, Austria. Published in Steps to an Ecology of Mind as The Logical Categories of Learning and Communication. © Alzaia - David Papini Bibliografia • Valutazione del potenziale • Augugliaro P., Majer V. (1993), Assessment Center e sviluppo manageriale, Franco • Angeli, Milano. • Civelli F., Manara D. (1997), Lavorare con le competenze, Guerini e Associati, Milano. • Cocco G. (2004), Il modello delle competenze per lo sviluppo delle capacità. • Ipermanaging, Franco Angeli, Milano. • Majer V., (1991), Valutazione del potenziale delle Risorse Umane, l’Assessment Center, • Editoriale Itaca, Milano. • Spencer L.M., Spencer S.M., McClelland D.C. (1992), Competency Assessment • Methods; History and State of the Art, Hay McBer Research Press. © Alzaia - David Papini
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