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How workplace psychopaths become CEOs (part 1) – Introduction

This article is part 3 of 10 in the series about psychopaths and sociopaths in the workplace.

The short answer to this article's title is that we're responsible. We allow workplace psychopaths to get into positions of power. To understand this, we need to examine the outcome as we would any other event. That means exploring the situation: the conditions under which this could occur; flow: the timing and trends of events preceding this outcome; people: what personalities and culture make fertile ground for this occurrence and individuals: how our interactions with psychopaths allow them to advance.

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What defines talent?

There are many issues that need to be considered when you try to define 'talent'. For example, is your 'talent' a specific person or is it a group in, or segment of, your workforce? It's essential for you to consider your answers to these questions before you identify and target high-potential future leaders because – said David Conradie: executive head of the Top Talent Solutions Institute at the IPM Directors Leadership Summit which was held at the Gordon Institute of Business Science in March this year – talent is defined by context. What does this mean?

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19 Ways to identify workplace psychopaths

This entry is part 2 of 10 in the series about psychopaths and sociopaths in the workplace. (Follow this link to read the first instalment).

Psychopaths work to amass their power – workplace psychopaths included. Emotion is not in the equation. This means they're immune to others' feelings, including their own. They won't hesitate to suffer what might be humiliating to their co-workers as long as it advances their power. This might appear as an unabashed 'yes person' willing to do anything to advance. Consequently, egotists and narcissists - who possess a more emotionally centred self-view - are different in this way. In addition to being an unabashed 'yes man', workplace psychopaths are likely to fulfil a number of other criteria.

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Employee management in the IT industry: Part 3

The IT market, in South Africa, is not as sophisticated as those in the US or Europe, which means that your employee management practices need to be finely tuned. In these foreign markets, IT professionals can afford to become specialists while here, people have to be proficient in at least two sought-after skills. This means that finding the people, who have the right combination of skills is key. As part of their recruitment strategy, DAC Systems - a developer of turnkey solutions based on Microsoft products - went as far as taking a recruitment specialist on board.

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Are you an introvert or an extrovert?

Ask anyone what they understand by 'extroverts' and 'introverts' and you'll probably get responses like "a person who talks a lot" or "someone who is shy". Right? Wrong. The common misconceptions people who're extroverts or introverts can be attributed to the false picture society paints about these terms. We're led to believe that an introverted person is a regular mouse-type who hides in dark corners and only comes out when necessary. We're inclined to think that extroverts are 'overbearing' and 'insensitive' steam trains that run over anyone or anything that stands in their way. This is simply not true!

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