Decision making in human resources standard practices and change management innovation initiatives: the common destiny of being affected by biases

IF 3.8 Q2 BUSINESS EuroMed Journal of Business Pub Date : 2023-01-24 DOI:10.1108/emjb-11-2022-0208
Dario Natale Palmucci
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Abstract

PurposeThis work aims to shed light on the cognitive biases that may have an influence on the strategic decision-making process, with a particular focus on those impacting both human resources (HR) standard activities within organizations and new innovative change management initiatives critical for them to survive.Design/methodology/approachThis is a conceptual paper based on a literature review on cognitive biases and managerial decision-making. The conceptual approach is employed to outline how subjective cognitive barriers can undermine managerial decisions and, in particular, the objectivity of HR practices and change management initiatives.FindingsThe discussion emphasizes that cognitive biases are ever-present elements in the decision-making process of professionals, and they influence several areas of management including HR and change management.Research limitations/implicationsLimitations of the study concern the method adopted, as it is conceptual. The implications of the paper are relevant for supervisors and employees working in the HR and innovation/R&D departments in order to create awareness within the organizational contexts and limit the negative influence of these cognitive barriers during their daily activities.Originality/valueThe research contributes to the knowledge on HR management and decision-making process by combining literature findings with practical examples and tips suggesting how to avoid biases in the decision-making process regarding HR and change management.
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人力资源标准实践中的决策和变革管理创新举措:受偏见影响的共同命运
本研究旨在揭示可能影响战略决策过程的认知偏见,特别关注那些影响组织内人力资源(HR)标准活动和对组织生存至关重要的创新变革管理举措的认知偏见。设计/方法论/方法这是一篇基于认知偏差和管理决策的文献综述的概念性论文。概念方法被用来概述主观认知障碍如何破坏管理决策,特别是人力资源实践和变革管理计划的客观性。讨论强调认知偏差是专业人士决策过程中始终存在的因素,它们影响着包括人力资源和变革管理在内的几个管理领域。研究的局限性/意义本研究的局限性在于所采用的方法,因为它是概念性的。本文的含义与人力资源和创新/研发部门的主管和员工相关,以便在组织环境中创造意识,并在日常活动中限制这些认知障碍的负面影响。独创性/价值本研究通过将文献发现与实际例子和建议结合起来,提出了如何避免人力资源和变革管理决策过程中的偏见,从而有助于了解人力资源管理和决策过程。
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来源期刊
CiteScore
9.80
自引率
19.20%
发文量
61
期刊介绍: The EuroMed Journal of Business (EMJB) is the premier publication facilitating dialogue among researchers from Europe and the Mediterranean. It plays a vital role in generating and disseminating knowledge about various business environments and trends in this region. By offering an up-to-date overview of emerging business practices in specific countries, EMJB serves as a valuable resource for its readers. As the official journal of the EuroMed Academy of Business, EMJB is committed to reflecting the economic growth seen in the European-Mediterranean region. It aims to be a focused and targeted business journal, highlighting environmental opportunities, threats, and marketplace developments in the area. Through its efforts, EMJB promotes collaboration and open dialogue among diverse research cultures and practices. EMJB serves as a platform for debating and disseminating research findings, new research areas and techniques, conceptual developments, and practical applications across various business segments. It seeks to provide a forum for discussing new ideas in business, including theory, practice, and the issues that arise within the field.
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