David Papini
© Alzaia - David Papini

$ 19,000,000 http://onforb.es/1eeCpny
© Alzaia - David Papini

© Alzaia - David Papini

© Alzaia - David Papini

© Alzaia - David Papini

Valore
…
Committente
Misura
…
Psicologo
© Alzaia - David Papini
Persona
Valore
…

• Come pensa e valuta l’azienda
• Come pensa e valuta la persona
• Come pensa e valuta lo psicologo
© Alzaia - David Papini
…
…
…

Come pensa e valuta l’azienda
Processi
Sistema Sociale Tecnologia economici, tecnici e sociali
Regole di gestione HR
Organizzazione
Sistema
Professionale
© Alzaia - David Papini
…
…
…

Come pensa e valuta l’azienda
Vita fisica
(corpo)
Vita Cognitiva
(mente)
Vita professionale
(Ruolo lavorativo)
Quality of Work
Life (QWL)
EMPOWERMENT
Vita emotiva
(Psiche)
Vita sociale
(ruolo sociale)
Vita riflessiva
(identità di sé)
© Alzaia - David Papini
…
…
…

Come pensa e valuta l’azienda
Mercati dei capitali
Risorse materiali
Risorse finanziarie
Risorse organizzative
Risorse
Tecnologiche
Interazioni
Prodotto-
Risorse Umane
…
…
© Alzaia - David Papini
…

Avvio alla carriera
INVESTIRE
Impiegare efficacemente nei ruoli attuali
DIFENDERE
Come pensa e valuta l’azienda
Movimentare e verificare
IMPIEGARE
Riconvertire o licenziare
DISINVESTIRE
Livello di professionalità
© Alzaia - David Papini
…
…
…

Come pensa e valuta la persona
Maslow, A.H.
(1943). A theory of human motivation.
Psychological
Review, 50 (4), 370–96.
…
…
…

• -Mappare/Correlare i Key Performance Index aziendali ai KPI personali/gruppali
KPI individuali o di gruppo
Che cos’è importante per il ruolo/attività
Quanto «bene» lo sto svolgendo

© Alzaia - David Papini

• “G.P.A.’s are worthless as a criteria for hiring, and test scores are worthless. ... We found that they don’t predict anything.”
• “proportion of people without any college education at Google has increased over time” — now as high as
14% on some teams.
http://nyti.ms/1hLiqAd
© Alzaia - David Papini

(Coding ability)
(G.P.A. Grade Point Average)
1.
General cognitive ability = Learning Ability <> I.Q.
1.
We assess that using structured behavioral interviews that we
2.
Emergent Leadership vs. Traditional
3.
Intellectual Humility
4.
Ownership
5.
(Expertise)
© Alzaia - David Papini

Bateson, 1964

Competenze
Personalità
Comportamenti
Valori
Convinzioni
Clima
Potenziale
© Alzaia - David Papini

•
•
•
•
•
•
•
•
•
•
•
•
•
• •
•
•
•
•
Creatività
Innovazione
Soddisfazione
Rapporti con il senior management
Relazioni interpersonali
Expertise funzionale
Compensi
Servizio al cliente
Comunicazione
Efficacia rispetto agli obiettivi
Pensiero analitico
Capacità/necessità di mentoring
Capacità di pianificazione strategica
Lavoro in team
Adattabilità
Capacità di aiutare il proprio staff a crescere
Leadership
© Alzaia - David Papini

© Alzaia - David Papini

© Alzaia - David Papini

Analisi
Progetto
© Alzaia - David Papini

Selezione Inserimento Formazione
Carriera Crescita Valutazione
Analisi del clima
Riorganizzazione
© Alzaia - David Papini

2
1
4
3
2
1
0
Competenze richieste dal lavoro attuale e/o futuro gap
Profilo o competenze possedute dall’individuo

“Techno-operational”
“Managerial”
• High professional standards
• Functional technical skills
• Learning capacity
• Client service orientation
• (Adaptability/Composure)
• Energy/stamina
• Independence
• Brand knowledge
• Problem solving/Decision making
• Creativity
• (Influence)
“Interpersonal / Relational”
• Adaptability/Composure
• Self-awareness
• Informal communication
• Formal communication
• Written communication
• Conflict resolution
• Team player
• Cultural sensitivity
• Vision
• Influence
• (Functional technical skills)
• (Conflict resolution)
• Task management
• People management
• (Problem solving/Decision making)
• Entrepreneurship
• Strategic business management

Livello 0: esecuzione routine
Livello 1: apprendimento nuova routine
Livello 2: apprendimento ad apprendere nuove
__________________________________________
L’Empowerment include l’apprendimento sia di un’abilità, sia del processo che ha reso possibile l’apprendimento.

Selezione Inserimento Formazione
Carriera Crescita Valutazione
Analisi del clima
Riorganizzazione
© Alzaia - David Papini

Analisi dei bisogni
Somministrazione del questionario
Focus groups
Garanzia di
Confidenzialità

•
•
• •
•
•
© Alzaia - David Papini

- Minnesota Multiphasic Personality Inventory (MMPI)
- Egogrammi (Analisi Transazionale)
• Personale
• Relazionale
• • Professionale
Stili di apprendimento
Attivisti
Riflessivi
Teorici
Pragmatici
© Alzaia - David Papini

Stili di lavoro in condizioni di calma o stress
Analitico
Accomodante
Direttivo
Perfezionista
© Alzaia - David Papini

• Subjective Well Being (Diener 1984) -SWB
• General Health Questionnaire (Goldberg 1978) - GHQ
• Positive and Negative Affect Schedule (Watson et. Al 1988) – PANAS
• Personal Well Being – Ryff and Keyes 1995 - PWB
© Alzaia - David Papini

• Autonomy
• I have confidence in my opinions, even if they are contrary to the general consensus.
• Environmental Mastery
• In general, I feel I am in charge of the situation in which I live.
• Personal Growth
• • I think it is important to have new experiences that challenge how you think about yourself and the world.
• Positive Relations with Others
• People would describe me as a giving person, willing to share my time with others.
• Purpose in Life
• Some people wander aimlessly through life, but I am not one of them.
• Self-Acceptance
• I like most aspects of my personality.
© Alzaia - David Papini

• Self-acceptance
• High scorer: Possesses a positive attitude toward the self; acknowledges and accepts multiple aspects of self, including good and bad qualities; feels positive about past life.
• Low scorer: Feels dissatisfied with self; is disappointed with what has occurred with past life; is troubled about certain personal qualities; wishes to be different than what he or she is.
• Positive relations with others
• High scorer: Has warm, satisfying, trusting relationships with others; is concerned about the welfare of others; capable of strong empathy, affection, and intimacy; understands give and take of human relationships.
• Low scorer: Has few close, trusting relationships with others; finds it difficult to be warm, open, and concerned about others; is isolated and frustrated in interpersonal relationships; not willing to make compromises to sustain important ties with others.
• • Autonomy
• High scorer: Is self-determining and independent; able to resist social pressures to think and act in certain ways; regulates behavior from within; evaluates self by personal standards.
• Low scorer: Is concerned about the expectations and evaluations of others; relies on judgments of others to make important decisions; conforms to social pressures to think and act in certain ways.
• Ryff and Keyes (1995, p.1072)
© Alzaia - David Papini

• Environmental mastery
• High scorer: Has a sense of mastery and competence in managing the environment; controls complex array of external activities; makes effective use of surrounding opportunities; able to choose or create contexts suitable to personal needs and values.
• Low scorer: Has difficulty managing everyday affairs; feels unable to change or improve surrounding context; is unaware of surrounding opportunities; lacks sense of control over external world.
• Purpose in life
• High scorer: Has goals in life and a sense of directedness; feels there is meaning to present and past life; holds beliefs that give life purpose; has aims and objectives for living.
• Low scorer: Lacks a sense of meaning in life; has few goals or aims, lacks sense of direction; does not see purpose of past life; has no outlook or beliefs that give life meaning.
• • Personal growth
• High scorer: Has a feeling of continued development; sees self as growing and expanding; is open to new experiences; has sense of realizing his or her potential; sees improvement in self and behavior over time; is changing in ways that reflect more self-knowledge and effectiveness.
• Low scorer: Has a sense of personal stagnation; lacks sense of improvement or expansion over time; feels bored and uninterested with life; feels unable to develop new attitudes or behaviors.
• Ryff and Keyes (1995, p.1072)
© Alzaia - David Papini

Strenghts Weaknesses
Opportunities Threats
© Alzaia - David Papini

• http://www.hr-survey.com/
Employee opinion survey
360-Feedback
Performance Management
Training Needs Analysis
© Alzaia - David Papini

• La valutazione più difficile e a maggior valore aggiunto per un azienda (ma anche per un individuo ☺ )
- Le 3P: Posizione, Prestazione,
- Acquisizione
- Sviluppo
- Mantenimento a lungo termine (Retention)
© Alzaia - David Papini

• Intelligenza emotiva
© Alzaia - David Papini

© Alzaia - David Papini

papinidavid@gmail.com
davidpapini
@dpapini http://www.linkedin.com/in/papini/it david.papini
© Alzaia - David Papini

• SWB
• Diener,E (1984) Subjective Well Being. Psychological Bulletin
95 542-575
• Diener,E (1994) Measuring Subjective Well Being: Progress and opportunities.Social Indicators Research 28 35-89
• • Diener, E. and C.Diener (1996). Most people are happy.
Psychological Science 7, no. 3, 181-4
• Diener, E. and M. Seligman (2002). Very happy people.
APA, January.
• Diener, E. and Rober-Biswas Diener (2008) Happiness: Unlocking the Mysteries of Psychological Wealth. Blackwell: Oxford.
© Alzaia - David Papini

• GHQ
• Goldberg DP, et al. Manual of the General Health Questionnaire.
Windsor, England: NFER Publishing; 1978.
• Search Google Scholar
• Feyer AM, Herbison P, Williamson AM, et al. The role of physical and psychological factors in occupational low back pain: a prospective
• Abstract/FREE Full Text
• Jones M, Rona RJ, Hooper R, Wesseley S. The burden of psychological symptoms in UK Armed Forces. Occup Med (Lond) 2006;56:322-328.
• Search Google Scholar
• Stansfeld SA, Fuhrer R, Shipley MJ, Marmot MG. Work characteristics predict psychiatric disorder: prospective results from the Whitehall II
Study. Occup Environ Med 1999;56:302-307.
• Abstract/FREE Full Text
© Alzaia - David Papini

•
• MMPI
Butcher, J. N., & Williams, C. L. (2009).
"Personality assessment with the mmpi-2: historical roots, international adaptations, and current challenges" .
Applied Psychology:
Health and Well-Being 1 (1): 105–135.
doi : 10.1111/j.1758-0854.2008.01007.x
.
• PWB
• Allport, G. (1961). Pattern and growth in personality. New York: Holt, Rinehart, & Winston.
• Buhler, C. (1935). The curve of life as studied in biographies. Journal of Applied
Psychology, 19, 405–409.
• Buhler, C., & Massarik, F. (Eds.). (1968). The course of human life. New York: Springer.
• Erikson, E. (1959). Identity and the life cycle. Psychological Issues, 1, 18–164.
• Galbraith, G., Strauss, M., Jordan-Viola, E., & Cross, H. (1974). Social desirability ratings
Psychology, 42, 909–910.
• Jahoda, C. (1958). Current concepts of positive mental health. New York: Basic Books.
• Maslow, A. (1968). Toward a psychology of being (2nd ed.). New York: Van Nostrand.
© Alzaia - David Papini

• PWB
• Neugarten, B. (1968). The awareness of middle age. In B. Neugarten
(Ed.), Middle age and aging (pp. 93–98). Chicago: University of
Chicago Press.
• Neugarten, B. (1973). Personality change in late life: A developmental perspective. In C. Eisdorfer & M. Lawton (Eds.), The psychology of adult development and aging (pp. 311–335). Washington, D.C.:
American Psychological Association.
• • Rogers, C. (1961). On becoming a person. Boston: Houghton Mifflin.
• Ryff, C. (1989). Happiness is everything, or is it? Explorations on the meaning of psychological well-being. Journal of Personality and Social
Psychology, 57, 1069–1081.
• Ryff, C., & Keyes, C. (1995). The structure of psychological well-being revisited. Journal of Personality and Social Psychology, 69, 719–727.
© Alzaia - David Papini

• Analisi di clima
• F. AVALLONE, M. BONARETTI (a cura di) (2003) Benessere organizzativo. Per migliorare la qualità del lavoro nelle amministrazioni pubbliche, Rubbettino, Soveria Mannelli
• F. AVALLONE (a cura di) (1999) Conoscere le organizzazioni, Guerini, Milano
• • W. BÖCHMANN (1980) Sinnorientierte Leistungsmotivation und
Mitarbeiterführung, Ferdinand Enke Verlag, Stuttgard
• D. BOGEDA (1990) Cultura e organizzazione, ESTE, Milano
• L BORGOGNI (2001) Efficacia organizzativa, Guerini, Milano
• J.P. CAMPBELL, M.D. DUNNETTE, E. E. LAWLER, K.E. WEICK Jr.
(1970) Managerial behaviour, performance and effectiveness, McGraw-Hill, New York
© Alzaia - David Papini

• Analisi di clima
• A. CASCIOLI e P. CALCIOLI (1991) “Clima organizzativo e cultura aziendale”, Psicologia e lavoro, n.80, pp. 25-32
• G. COSTA e M. GIANECCHINI (2005) Risorse Umane persone, relazione e valore, Mc Grow-Hill, Milano
• M. CROZIER, E. FRIEDBERG (1978) Attore sociale e sistema, Etas Libri,
Milano
• • F. CUBE VON (1998) Fordern statt verwöhnen, Piper Verlag, München
• A. D'AMATO, V. MAJER (2005) Il vantaggio del clima. La ricerca del clima per lo sviluppo organizzativo, Raffaello Cortina Editore, Milano
• A. DELLE FAVE (a cura di) (2006), Dimensions of well-being, Franco
Angeli, Milano
• A. DELLE FAVE (a cura di) (2007), La condivisione del benessere,
Franco Angeli, Milano
© Alzaia - David Papini

• Analisi di clima
• P. DE VITO PISCICELLI (1984) La diagnosi organizzativa, Franco Angeli,
Milano
• M. DEPOLO (1998) Psicologia delle organizzazioni, Il Mulino, Bologna
• A.H. EVANS (1968) An approach to the nature of organizational climate, in
R. TAGIURI, G.H. LITWIN (a cura di), Organizational climate: Explorations of a concept, Harvard University Press, Boston
• Y. FIRED, G. R. FERRIS (1987) “The Validity of the Job Characteristic Model: a
• G. A. FOREHAND, B.H. GLIMER (1964) “Enviornmental variation in studies of organizational behavior”, Psicological Bulletin, n. 62 (6), pp. 205-222.
• F. FRIEDLANDER, N. MARGULIS (1969) “Multiple impacts of organizational climat and individual value system upon satisfaction”, Personal Psychology, n. 22, p. 171-183
• J. GAVIN (1975) “Organizational climate as a function of personal and organizational variables”, Journal of Applied Psychology, Vol. 60 (1), pp. 135-
139
© Alzaia - David Papini

• Analisi di clima
• W. H. GLICK (1985) “Conceptualizing and measuring organizational and psychological climate: pitfalls in multilevel research”, Academy of
Management Review, n.10, pp. 601-616
• L.R. JAMES, J.J. HATER, M.J. GENT e J.R. BRUNER (1978) “Psichological climate: Implications from cognitive social learning Theory and interactional psychology”, Personnel Psychology, n.31, pp. 783-814
• L.R JAMES e A.P. JONES (1974) “Organizational climate: A review of theory and research”, Psichological Bullettin, n.81, pp. 1096-1112
• • E.E. LAWLER, D.T. HALL, G.R. OLDGAM (1974)
• “Organizational climate: relationship to organizational structure, process and performance”, Organizational Behavior and Human Performance, n.
11, pp.139- 155
• R. LEVERING (2002) Un gran bel posto dove lavorare, Sperling &
Kupfer, Milano
• K. LEWIN (1972) traduz. It. Teorie e sperimentazione in psicologia sociale, Il
Mulino, Bologna
© Alzaia - David Papini

• Analisi di clima
• G. LITWIN, R. STRINGER (1968) Motivation and organizational climate,
Harward Università Press, Boston
• V. MAJER, A. MARCATO e A. D'Amato (a cura di) (2003) La dimensione psicosociale del clima organizzativo, Franco Angeli, Milano
• T. MORAN, F. VOLKWEIN (1992) “The cultural approach to the formation of organizational climate”, Human Relations, n. 45, pp.19-47
• M.P O’DRISCOLL e R. EVANS, (1988) “Organizational factors and perceptions of climate in three psychiatric units”, Human Relations, n. 41
(5), pp. 371-388
• • P.L. PAYNE, S. FINEMAN, T.D. WALL (1976)
• “Organizational climate and job satisfaction: a conceptual synthesis”,
Organizational Behavior and Human Performance, n.16, pp. 45-62
• R.L. PAYNE, R. MANSFIELD (1973) “Relationship of perceptions of organizational climate to organizational structure, context e hierarchical position”, Administrative Science Quarterly, n. 18, pp. 515-526
© Alzaia - David Papini

• Analisi di clima
• R.L. PAYNE e D. PUGH (1976) Organizational structure and climate, in
M.D. DUNNETTE, Handbook of industrial and organizational psychology,
Rand McNally, Chicago, pp. 1125-1173
• R.D. McPHEE, Formal structure and organizational communication, in
R.D McPHEE e P.K.TOMPKINS (a cura di) (1985) Organizational communication, Sage, Beverly Hills, pp. 149-177
• M.S. POOLE, R.D. MCPHEE (1983) A structural analysis of organizational climate, in L. PUTMAN e M. PACANOWSKY (a cura di), Communications and organizations, an interpretative approach, Beverly Hills, Sage, pp.
• G.N. POWELL, D.A. BUTTERFIELD (1978) “The case for subsystem climates in organizations”, Academy of Management Review, n.3, pp.
151-157
• G. P. QUAGLINO, M. MANDER (1987) I climi organizzativi, Il Mulino,
Bologna
• G. SARCHIELLI (2003) Psicologia del lavoro, Il Molino, Bologna
• E.H. SCHEIN (1999), Culture d’ Impresa, Cortina Editore, Milano
© Alzaia - David Papini

• Analisi di clima
• B. SCHNEIDER, A. N. SALVAGGIO (2002) “Climate strength: a new direction for climate research”, Journal of Applied Psychology, Vol.
87(2), pp. 220-229
• B. SCHNEIDER (1975) “Organizational climate: individual preference and organizational realities”, Journal of Applied Psychology, Vol. 60(4), pp. 459-465
• B. SCHNEIDER, R.A. SNYDER (1975) “Some relationship between job satisfaction and organizational climate”, Journal of Applied Psychology,
Vol. 60(3), pp. 318-328
• B. SCHNEIDER, D.T. HALL (1972) “Toward specifying the concept of work climate: a study of Roman Catholic Diocesan Priest”, Journal of
Applied Psychology, Vol.56 (6), pp. 447-455
• H. WILLMOTT (1993) “Strenght is ignorance; slavery is freedman: managing culture in modern organizations”, Journal of Management
Studies, vol. 30, pp. 515-552
• R.W. WOODMAN, D.C. KING (1978) “Organizational climate: science or folklore?”, Academy of Management Review, vol.3, pp. 816-826
© Alzaia - David Papini

• Motivazione
• Maslow, A.H.
(1943). A theory of human motivation.
Psychological
Review, 50 (4), 370–96.
• Egogrammi, Analisi Transazionale
• • Berne, E. (1964). A che gioco giochiamo? ( Games People Play: The
Psychology of Human Relationships)
• Livelli logici
• Bateson, G. (1971) The Logical Categories of Learning and
Communication, and the Acquisition of World Views. Paper given at the
Wenner-Gren Symposium on World Views: Their Nature and Their Role in Culture, August 2-11, 1968, at Burg Wartenstein, Austria. Published in
Steps to an Ecology of Mind as The Logical Categories of Learning and
Communication.
© Alzaia - David Papini

• Valutazione del potenziale
• Augugliaro P., Majer V. (1993), Assessment Center e sviluppo manageriale, Franco
• Angeli, Milano.
• Civelli F., Manara D. (1997), Lavorare con le competenze, Guerini e
Associati, Milano.
• Cocco G. (2004), Il modello delle competenze per lo sviluppo delle capacità.
• Ipermanaging, Franco Angeli, Milano.
• Majer V., (1991), Valutazione del potenziale delle Risorse Umane, l’Assessment Center,
• Editoriale Itaca, Milano.
• Spencer L.M., Spencer S.M., McClelland D.C. (1992), Competency
Assessment
• Methods; History and State of the Art, Hay McBer Research Press.
© Alzaia - David Papini