Talent management

Global Dividend for Maximum Impact: Advancing Women for Global Equity and Innovation

by Lorna Jean Edmonds

Grow without ill

by Marcelo Manucci

The concern to keep levels of economic performance maintaining personal well-being conditions is a topic of major... more The concern to keep levels of economic performance maintaining personal well-being conditions is a topic of major interest in most organizations under the current conditions of life context and the demands of production. On the one hand, it is clear the limit of growth rates in many manufacturing sectors in all regions of the world. Furthermore, due to global interdependence the instability is present in all levels of decision.

Let's get personal

by Geraldine Nesbitt

Goal orientations, beliefs about success, and performance improvement among young elite Dutch soccer players

by Nico W. Van Yperen

Why Some Make It and Others Do Not: Identifying Psychological Factors That Predict Career Success in Professional Adult Soccer

by Nico W. Van Yperen

Intellectually gifted individuals' Career Choices and Work Satisfaction: A descriptive study

by Roland S Persson

The submitted manuscript for the following published study:
Persson, R. S. (2009). Intellectually gifted individuals’ career choices and work satisfaction: a descriptive study. Gifted and Talented International, 24(1), 11-24,

This study set out to study which career path a group of intellectually gifted individuals chose, if any. How did they... more This study set out to study which career path a group of intellectually gifted individuals chose, if any. How did they actually like their work, and which were the reasons for satisfaction or dissatisfaction with their chosen career? In all, 287 Mensa members (216 men and 71 women) constituted the research group. Average age was 34.4 years (SD = 8.8). All had obtained IQ scores equal to or higher than the 98th percentile. The study was designed as a survey operationalized as an Internet-based questionnaire using the SPSS Dimensions software. A shortened version of the Work and Life Attitudes Survey (Warr, Cook & Wall, 1979) was included as part of the questionnaire. Quantitative data were analyzed as dispersions within the research group whereas qualitative data were content-analyzed using the so-called VSAIEEDC Model. Results show that participants tended to pursue careers mainly in Technology, Science and Social Work and to a lesser degree in  Practical and Aestethic work. For all these fields work satisfaction was shown to be average. For individuals choosing to start their own company and/or who end up in leading managerial positions, however, satisfaction with work and career is very high. Possible reasons for these difference between subgroups in the sample are focused, and in conclusion a possible way forward to improve work satisfaction for intellectually gifted individuals at work, where needed, is discussed.

On being musically gifted: For teachers, parents and their music-studying pupils

by Roland S Persson

This is a brief popular science article aimed at teachers, parents and musically gifted children on musical giftedness. It contains no references but is a summary of current research and its educational implications. The article is a commission by the Bavarian Center for the Gifted and Talented, Freising, Germany (http://begabungszentrum-bayern.de)

This is a brief popular science article aimed at teachers, parents and musically gifted children on musical... more This is a brief popular science article aimed at teachers, parents and musically gifted children on musical giftedness. It contains no references but is a summary of current research and its educational implications. The article is a commission by the Bavarian Center for the Gifted and Talented, Freising, Germany (http://begabungszentrum-bayern.de)

Do women differ from men in the workplace?

by Mustafa Ozbilgin

Ozbilgin, M. F. (2011) Do women differ from men in the workplace, Talent Management Review, Autumn, 2 (1): 13.

Yes, men and women differ in the workplace. They are also similar in in many regards. What is more interesting,... more Yes, men and women differ in the workplace. They are also similar in in many regards. What is more interesting, however, is to understand the reasons for their differences and similarities and whether these should matter to us when we are making policies and decisions concerning women and men.

Lebanese Talented Migrants in France: Social and Cultural Capital

by Mustafa Ozbilgin

Al-Ariss, A. and Özbilgin, M. (2009) Lebanese Talented Migrants in France: Social and Cultural Capital, in Paul Tabar (ed.) Politics, Culture and Lebanese Diaspora, Cambridge: Cambridge Scholars Press.

ABILITY CLIMATE: THE FORGOTTEN CULTURAL FACTOR IN PROMOTING GIFTED EDUCATION

by Roland S Persson

Invited address to the ICIE Conference “Excellence in Education”, Istanbul, Turkey, 6-9 July 2011

Intellectually gifted individuals are increasingly seen as the problem solvers of the future who are to secure... more Intellectually gifted individuals are increasingly seen as the problem solvers of the future who are to secure societal prosperity and welfare. However, little attention has been paid to the fact that there may exist cultural obstacles in promoting intellectual giftedness in any given culture when setting such educational targets. If certain abilities are not highly valued in a given culture, it seems unlikely that increasing an interest in education focused on excellence in these abilities would be as successful as hoped. The abilities needed for economical growth and continued welfare are not necessarily the abilities valued by the people who are expected to pursue such training. Successful implementation is likely to dependent on the culturally dominant ability climate. The presentation focuses on a recent study of ability climates in 29 European countries as based on socially represented notability. The analysis of data yielded three types of European ability climates: A uniform ability climate; a divergent ability climate, and a diverse ability climate; each of which was characterized by clusters of abilities that seemed to be particularly valued in a given European country. Only nine of the participating countries appeared to feature an ability climate conducive to intellectual pursuits

THE TALENT OF BEING INCONVENIENT: ON THE SOCIETAL FUNCTIONS OF GIFTEDNESS

by Roland S Persson

THE TALENT OF BEING INCONVENIENT: ON THE SOCIETAL FUNCTIONS OF GIFTEDNESS

Certain highly gifted individuals are not allowed to flourish and develop although they exist in environments which... more Certain highly gifted individuals are not allowed to flourish and develop although they exist in environments which have the means to assist and stimulate their development. There appear to exist gifted individuals in our midst whom we tend ignore systematically; gifted men and women who simply are “inconvenient.” In an effort to explain such social responses to gifted behaviors a socio-biological framework is proposed, as based on a taxonomy of social function. Empirical data from three different studies (N = 287, IQ ≥ 131, M = 34 years of age), all of which demonstrated the resistance that gifted individuals encounter in their daily lives, will be used to exemplify the socio-biological framework.

Social Responsibility for Talent in Europe: Considerations in planning for a European Model of Talent Support

by Roland S Persson

Introductory address to ”Social and European Responsibility” of the Hungarian EU Presidential Conference on Talent Support, Budapest, Hungary, 7-10 April 2011

Session IV Focus (14.30 – 16.00): To what extent and in what form do business and private sector of individual... more Session IV Focus (14.30 – 16.00): To what extent and in what form do business and private sector of individual European countries take social responsibility in the field of talent support, and how do these best practices affect the decision making process of individual European countries, the creation of a talent-friendly Europe?

Is there a business case for positive discrimination?

by Mustafa Ozbilgin

Ozbilgin, MF (2011) Is there a business case for positive discrimination?, Talent Engagement Review, 1 (3): p. 13.

Our definitions of talent have remained narrow in ways that only cater for the needs of the old guard (ie, the white,... more Our definitions of talent have remained narrow in ways that only cater for the needs of the old guard (ie, the white, middle-aged, middle class, heterosexual man). Not only does the
old guard continue to dictate definitions of merit, talent, skill and education in ways that suit themselves, they also continue to resist change interventions and measures such as positive discrimination, quotas, positive action — challenges to the status quo. Their resistance takes multiple forms, including suggestions that equality interventions are unnecessary, forced, rushed or in conflict with the interests of business.

Securing Access to Lower-Cost Talent Globally: The Dynamics of Active Embedding and Field Structuration

by Stephan Manning

Full Source: Manning, S., Sydow, J., Windeler, A. 2011. “Securing Access to Lower-Cost Talent Globally: The Dynamics of Active Embedding and Field Structuration”. Regional Studies. Forthcoming.

This article examines how multinational corporations (MNCs) shape institutional conditions in emerging economies to... more This article examines how multinational corporations (MNCs) shape institutional conditions in emerging economies to secure access to high-skilled, yet lower-cost science and engineering talent. Based on two in-depth case studies of engineering offshoring projects of German automotive suppliers in Romania and China we analyze how MNCs engage in ‘active embedding’ by aligning local institutional conditions with global offshoring strategies and operational needs. MNCs thereby contribute to the structuration of field relations and practices of sourcing knowledge-intensive work from globally dispersed locations. Our findings stress the importance of institutional processes across geographic boundaries that regulate and get shaped by MNC activities.

A Dynamic Perspective on Next-Generation Offshoring: The Global Sourcing of Science and Engineering Talent

by Stephan Manning

Full Source: Manning, S., Massini, S., Lewin, A.Y. (2008): "A Dynamic Perspective on Next-Generation Offshoring: The Global Sourcing of Science and Engineering Talent". Academy of Management Perspectives, 22 (3), 35-54.

The seemingly unlimited availability of science and engineering (S&E) talent in emerging economies and the... more The seemingly unlimited availability of science and engineering (S&E) talent in emerging economies and the increasing difficulties of finding such talent in advanced economies have given rise to a new trend: the global sourcing of S&E talent. This paper examines the antecedents and dynamics of this trend. In particular, it examines the coevolution of macroeconomic forces, domestic and offshore national policies, industry dynamics, and firm-level offshoring capabilities driving today's offshoring decisions. The analysis exploits findings from the Offshoring Research Network (ORN) project. By taking a dynamic and multilevel perspective on next-generation offshoring, this paper may inform both firm-level strategies and national policy-making.