Using developmental assessment centers to foster workplace fairness
Developmental assessment centers (DACs) have become a popular means for providing coaching, feedback, and experiential learning opportunities for managers. Typically, these programs focus on traditional leadership competencies such as communication, problem solving, and conflict management. The purp...
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| Main Authors: | , , |
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| Format: | text |
| Language: | English |
| Published: |
Institutional Knowledge at Singapore Management University
2006
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| Subjects: | |
| Online Access: | https://ink.library.smu.edu.sg/lkcsb_research/3143 https://doi.org/10.1207/s15503461tpmj0902_6 |
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| Institution: | Singapore Management University |
| Language: | English |
| Summary: | Developmental assessment centers (DACs) have become a popular means for providing coaching, feedback, and experiential learning opportunities for managers. Typically, these programs focus on traditional leadership competencies such as communication, problem solving, and conflict management. The purpose of this article is to encourage psychologist-managers to consider the DAC method for fostering development in the area of fairness. After reviewing the DAC method, we discuss the concept of organizational justice (fairness) and its impact on employee attitudes and performance. We then provide an illustration of how a DAC program to develop fairness skills might be designed and implemented. |
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