LEADER 07311nam 22007215 450 001 9910409835903321 005 20250708154737.0 010 $a9783030464639 010 $a3030464636 024 7 $a10.1007/978-3-030-46463-9 035 $a(PPN)277386497 035 $a(CKB)4100000011343594 035 $a(DE-He213)978-3-030-46463-9 035 $a(MiAaPQ)EBC6420125 035 $a(Au-PeEL)EBL6420125 035 $a(OCoLC)1178999811 035 $a(oapen)https://directory.doabooks.org/handle/20.500.12854/27665 035 $a(MiAaPQ)EBC31734394 035 $a(Au-PeEL)EBL31734394 035 $a(ODN)ODN0010171431 035 $a(oapen)doab27665 035 $a(EXLCZ)994100000011343594 100 $a20200708d2020 u| 0 101 0 $aeng 135 $aurnn#008mamaa 181 $ctxt$2rdacontent 182 $cc$2rdamedia 183 $acr$2rdacarrier 200 14$aThe Art of Sustainable Performance $eA Model for Recruiting, Selection, and Professional Development /$fby Bas Kodden 205 $a1st ed. 2020. 210 $cSpringer Nature$d2020 210 1$aCham :$cSpringer International Publishing :$cImprint: Springer,$d2020. 215 $a1 online resource (XXI, 120 p. 21 illus., 2 illus. in color.) 225 1 $aSpringerBriefs in Business,$x2191-5490 311 08$a9783030464622 311 08$a3030464628 327 $aIntro -- Preface -- Acknowledgements -- Introduction -- Introduction -- Time to Take Stock -- What is Needed to Continue Performing? -- The Journey, Not the Destination -- Past Performance -- Culture of Mediocrity -- Moneyball -- References -- Contents -- About the Author -- 1 The Importance of Sustainable Development -- 1.1 Introduction -- 1.2 Intrinsic Motivation -- 1.3 Successful Selection -- 1.4 Performance Indicators and Selection Criteria -- 1.5 Research Model and Questions -- 1.6 Structure of the Book -- 1.7 On a Final Note -- References -- 2 Talent as Precursor for Performance -- 2.1 Introduction -- 2.2 The Concept of "Talent" -- 2.3 Talent Is Overrated -- 2.4 Individuals Who Excel -- 2.5 Winner DNA or Dedication? -- 2.6 Gold Mines -- 2.7 Deliberate Practice -- 2.8 Results of the Study -- References -- 3 The Mediating Effect of Intelligence, Willpower, and Intrinsic Motivation on Talent and Performance -- 3.1 Introduction -- 3.2 Intelligence and Willpower -- 3.3 Discipline and Rules -- 3.4 Ego Depletion -- 3.5 Intrinsic Motivation -- 3.6 The Motivation Continuum -- 3.7 Motivation 3.0 -- 3.8 Results of the Study -- References -- 4 The Ability to Adapt -- 4.1 Introduction -- 4.2 The Importance of Adaptability -- 4.3 Vuca -- 4.4 Radical Changes -- 4.5 Agile Talent -- 4.6 Results of the Study -- References -- 5 The Impact of Self-efficacy -- 5.1 Introduction -- 5.2 Risk Avoidance -- 5.3 Domain-Specific Knowledge Is Power -- 5.4 What Is Self-efficacy? -- 5.5 Deliberate Practice and Self-efficacy -- 5.6 Top Performers See Less and Understand More -- 5.7 Top Performers See the Future -- 5.8 Top Performers Know More by Seeing Less -- 5.9 A Powerful Combination -- 5.10 Results of the Study -- References -- 6 The Relationship Between Work Engagement and Sustainable Performance -- 6.1 Introduction -- 6.2 Success Through Enthusiasm. 327 $a6.3 The Theory of Work Engagement -- 6.4 Supreme Satisfaction -- 6.5 Highly Energetic Leading Doers -- 6.6 Personal Sources of Energy -- 6.7 Results of the Study -- References -- 7 Nurturing Employee Vigor: Implications for Sustainable Performance -- 7.1 Introduction -- 7.2 Energy and Motivation -- 7.3 The Hedgehog Concept -- 7.4 The Need for Vigor -- 7.5 Focus -- 7.6 Vigor and Self-efficacy -- 7.7 Results of the Study -- References -- 8 The Effect of Person-Organization Fit on Work Engagement and Performance -- 8.1 Introduction -- 8.2 Fit with Job and Supervisor -- 8.3 Organizational Culture and Change -- 8.4 Conditions for Success -- 8.5 Results of the Study -- References -- 9 Performance Culture: The Organization as a Tribe -- 9.1 Tribal Cultures -- 9.2 Whakapapa: The Higher Purpose -- 9.3 Ubuntu: Connection to Others and the Organization -- 9.4 Whanau: Ownership -- 9.5 Mana: Talent Is Good, Character Is Better -- References -- 10 The Art of Sustainable Performance: The Zeigarnik Effect -- 10.1 The Brilliant Waiter -- 10.2 Memory Experiments -- 10.3 A Plan Is Crucial -- 10.4 Subconscious Ability -- 10.5 Letting Go Without Losing Focus -- 10.6 Recruitment and Selection -- References -- Conclusion and Summary -- Introduction -- Professional Development -- Organizational Development -- References -- Appendix A Justification of the Study -- Appendix B Important Results of the Study on Performance Indicators -- Appendix C Correlation Matrix -- Appendix D Correlation Matrix Factors -- Appendix E Regression Analysis -- Appendix F Results of Study on the Use of Selection Criteria -- Appendix G Results of Study on Pad-Analysis and Fit Research Model (Structural Equation Modeling) -- Appendix H Research Model Analysis-Model-Fit Analysis (AMOS) -- Tools -- Reference -- Checklist Recruitment and Selection -- Questionnaire Self-efficacy (Bandura 1977). 327 $aReference -- Questionnaire Adaptability (Cozijnsen and Vrakking 2013) -- Reference -- Questionnaire Work Engagement (Bakker et al. 2009) -- Reference -- The STAR and STARR(A) Methods -- Reference -- Sources of Inspiration -- Glossary. 330 $aThis open access book revisits common notions on how to select and recruit the right employees. It reveals that the secret of successful individuals and teams lies in a combination of talent and four important performance indicators, offering an innovative approach that companies can fruitfully adopt. Bas Kodden has studied key performance indicators among over 1,100 executives, senior staff and professionals, including 50 CEOs from leading Dutch companies. His findings put the present recruitment and selection procedures used by many prominent companies in a new light. Moreover, the book not only addresses theory; it also offers a practically applicable model for recruitment, selection and professional development. In closing, the book includes a variety of questionnaires and checklists for HR professionals and executives whose goal is to build sustainable and successful teams and organizations. . 410 0$aSpringerBriefs in Business,$x2191-5490 606 $aPersonnel management 606 $aEmployee health promotion 606 $aKnowledge management 606 $aHuman Resource Development 606 $aEmployee Health and Wellbeing 606 $aKnowledge Management 615 0$aPersonnel management. 615 0$aEmployee health promotion. 615 0$aKnowledge management. 615 14$aHuman Resource Development. 615 24$aEmployee Health and Wellbeing. 615 24$aKnowledge Management. 676 $a658.3 686 $aBUS030000$aBUS083000$2bisacsh 700 $aKodden$b Bas$g(Sebastiaan Franciscus Gerardus Paulus),$f1970-$4aut$4http://id.loc.gov/vocabulary/relators/aut$01135968 801 0$bMiAaPQ 801 1$bMiAaPQ 801 2$bMiAaPQ 906 $aBOOK 912 $a9910409835903321 996 $aThe art of sustainable performance$92671543 997 $aUNINA