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<blockquote data-quote="Per Søvik" data-source="post: 81899" data-attributes="member: 1285"><p>Re: Troll thread</p><p></p><p></p><p></p><p>Good stuff, I was looking for studies into what I might call Collective Dunning-Kruger effect, ie when a group or organisation lack collective and individual competence, or is that simply called "Government"? :razz:</p><p></p><p>Being aware of the effect, and knowing that one knows not enough and finding things difficult, it is tempting to second guess initial feelings and conclude that one must indeed be an expert if one is to realize one's own incompetence. :lol:</p><p></p><p>My pet organizational subject is how "modern" recruitment and advancement processes put an emphasis on qualities that are easy to recognize by "recruitment specialists", qualities like positive attitude, appearance, charm and "likebility", often ignoring real skill and competence because the recruitment specialists lack the specialized field competence to asess these qualities. This in turn weakens the organisations own ability to recognize skill and competence, often squeezing the real copetence out and leaving the organisation without the skill and competence to assess it's own performance, much less identify problems with the performance or indeed identifying and correcting causes of a decline in performance.</p><p></p><p>I guess a similar process goes on with some internet communities/foras, where the "believers" see the sceptics and the true specialists as merely naysayers to be scoffed and ignored, often to the extent that these true specialists grow tired and leave.</p></blockquote><p></p>
[QUOTE="Per Søvik, post: 81899, member: 1285"] Re: Troll thread Good stuff, I was looking for studies into what I might call Collective Dunning-Kruger effect, ie when a group or organisation lack collective and individual competence, or is that simply called "Government"? :razz: Being aware of the effect, and knowing that one knows not enough and finding things difficult, it is tempting to second guess initial feelings and conclude that one must indeed be an expert if one is to realize one's own incompetence. :lol: My pet organizational subject is how "modern" recruitment and advancement processes put an emphasis on qualities that are easy to recognize by "recruitment specialists", qualities like positive attitude, appearance, charm and "likebility", often ignoring real skill and competence because the recruitment specialists lack the specialized field competence to asess these qualities. This in turn weakens the organisations own ability to recognize skill and competence, often squeezing the real copetence out and leaving the organisation without the skill and competence to assess it's own performance, much less identify problems with the performance or indeed identifying and correcting causes of a decline in performance. I guess a similar process goes on with some internet communities/foras, where the "believers" see the sceptics and the true specialists as merely naysayers to be scoffed and ignored, often to the extent that these true specialists grow tired and leave. [/QUOTE]
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