Publisher
University of Tennessee at Chattanooga
Place of Publication
Chattanooga (Tenn.)
Abstract
The magnitude and pace of workplace change mean that individuals also need to adapt and change their approach to solving modern business problems. The fact that analysis, creativity, and adaptability skills are continually listed as some of the most in-demand employee skills indicate that the workforce has not kept up. Instead, people rely on experience and intuition to solve novel problems. This reliance is concerning because neither have ever been listed as in-demand employee attributes and because experience often has a negative relationship with job performance. The session will introduce a decision-making framework and problem-solving approach, which first involves understanding the difference between experience and expertise. Relevant information from research findings, data and analytics, and stakeholder input is then incorporated with this professional expertise to create a more complete problem-solving process, enhance decision-making, and improve results. The session will use an interactive series of activities to illustrate how changing the nature of how people solve problems will help individuals and organizations successfully adapt to the changing nature of work.
Date
October 2022
Subject
Industrial and organizational psychology
Document Type
presentations
Language
English
Rights
http://rightsstatements.org/vocab/InC/1.0/
License
http://creativecommons.org/licenses/by/4.0/
Included in
Business Analytics Commons, Industrial and Organizational Psychology Commons, Management Sciences and Quantitative Methods Commons
What happened in the past: How experience does not mean squat when it comes to adapting to the changing nature of work
The magnitude and pace of workplace change mean that individuals also need to adapt and change their approach to solving modern business problems. The fact that analysis, creativity, and adaptability skills are continually listed as some of the most in-demand employee skills indicate that the workforce has not kept up. Instead, people rely on experience and intuition to solve novel problems. This reliance is concerning because neither have ever been listed as in-demand employee attributes and because experience often has a negative relationship with job performance. The session will introduce a decision-making framework and problem-solving approach, which first involves understanding the difference between experience and expertise. Relevant information from research findings, data and analytics, and stakeholder input is then incorporated with this professional expertise to create a more complete problem-solving process, enhance decision-making, and improve results. The session will use an interactive series of activities to illustrate how changing the nature of how people solve problems will help individuals and organizations successfully adapt to the changing nature of work.
Department
University of Tennessee at Chattanooga. Dept. of Psychology