Auswahl und Onboarding von Führungspersönlichkeiten: by Corinna von Au

By Corinna von Au

Der vorliegende fünfte Band der Reihe Leadership und Angewandte Psychologie reflektiert moderne Verfahren und Methoden der Führungskräfteauswahl nach wissenschaftlichen Kriterien und gibt dabei subsequent Practice-Impulse. Darüber hinaus wird das bedeutende Onboarding von Führungspersönlichkeiten theoretisch und in konkreten Praxisbeispielen einschließlich eines instruments zur Erfassung von Mitarbeitererwartungen erörtert.

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Psychologie der Wirtschaft (S. 505–530). Wiesbaden: Springer. Au, C. von (2016). Paradigmenwechsel in der Führung: Traditionelle Führungsansätze, Wandel und Leadership heute. In C. ), Leadership und Angewandte Psychologie. Wirksame und nachhaltige Führungsansätze (Bd. 1, S. 1–42). Wiesbaden: Springer. Impulse für eine Next-Practice-Führungskräfte-Auswahl … 23 Au, C. von (2017a). Von Burnout, Boreout und Narzissmus zur holistischen, wertschätzenden und lernenden Führungskultur. In C. ), Leadership und Angewandte Psychologie.

Organisationspsychologie (4. ). Weinheim: Beltz. Wick, A. (2008). Personalauswahl als personalwirtschaftliche Kernausgabe. http://alexander-wick. pdf. Zugegriffen: 04. Juni 2016. Winkler, B. (2015). Zur strukturierten Interviewtechnik. In C. Peus, S. Braun, T. Hentschel, & D. ), Personalauswahl in der Wissenschaft Evidenzbasierte Methode und Impulse für die Praxis (S. 115–146). Heidelberg: Springer. , & Klebl, U. (2017). Diagnose der Kompetenzen und Motive von Führungspersönlichkeiten. In C. ), Leadership und Angewandte Psychologie.

Kaas und Manger 2010) oder einem fremden ethnischen Hintergrund (vgl. Sachverständigenrat deutscher Stiftungen 2014).  h. groß und breitschultrig sind – werden als besonders führungsstark erlebt (vgl. Sczesny und Stahlberg 2002). P. Kanning • Das Vorwissen über die Bewerber führt bei AC-Beobachtern dazu, dass sie die Kandidaten entsprechend der Erwartungen verzerrt beurteilen (vgl. Kanning und Klinge 2005). Wer aufgrund der Bewerbungsunterlagen glaubt, dass Kandidat A ein Überflieger ist, bewertet dessen Verhalten im AC signifikant positiver im Vergleich zu einer Situation, in der er das Gegenteil erwartet (Erwartungseffekt).

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