Principals of Design for High Performing Organizations: A Suggested Research Program. Appendixes

1994 ◽  
Author(s):  
Richard N. Osborn
Keyword(s):  
Research Program ◽  
High Performing

Tinkering with cognitive gadgets: Cultural evolutionary psychology meets active inference

2019 ◽  
Vol 42 ◽  
Author(s):  
Paul Benjamin Badcock ◽  
Axel Constant ◽  
Maxwell James Désormeau Ramstead
Keyword(s):  
Evolutionary Psychology ◽  
Research Program ◽  
Active Inference ◽  
Innovative Research ◽  
Cognitive Faculties ◽  
Cultural Evolutionary ◽  
The Relationship

Abstract Cognitive Gadgets offers a new, convincing perspective on the origins of our distinctive cognitive faculties, coupled with a clear, innovative research program. Although we broadly endorse Heyes’ ideas, we raise some concerns about her characterisation of evolutionary psychology and the relationship between biology and culture, before discussing the potential fruits of examining cognitive gadgets through the lens of active inference.

Outcomes assessment of a predoctoral research program

1994 ◽  
Vol 58 (11) ◽  
pp. 836-839
Author(s):  
S Rosen ◽  
KE Alley ◽  
FM Beck
Keyword(s):  
Research Program ◽  
Outcomes Assessment

Haunted by a Doppelgänger

2014 ◽  
Vol 61 (1) ◽  
pp. 12-22 ◽  
Author(s):  
Bettina von Helversen ◽  
Stefan M. Herzog ◽  
Jörg Rieskamp
Keyword(s):  
Relevant Information ◽  
Psychological Research ◽  
Decision Makers ◽  
Human Judgment ◽  
Rule Based ◽  
New Employees ◽  
High Performing ◽  
Facial Similarity ◽  
Similarity Effect ◽  
Judgment Strategy

Judging other people is a common and important task. Every day professionals make decisions that affect the lives of other people when they diagnose medical conditions, grant parole, or hire new employees. To prevent discrimination, professional standards require that decision makers render accurate and unbiased judgments solely based on relevant information. Facial similarity to previously encountered persons can be a potential source of bias. Psychological research suggests that people only rely on similarity-based judgment strategies if the provided information does not allow them to make accurate rule-based judgments. Our study shows, however, that facial similarity to previously encountered persons influences judgment even in situations in which relevant information is available for making accurate rule-based judgments and where similarity is irrelevant for the task and relying on similarity is detrimental. In two experiments in an employment context we show that applicants who looked similar to high-performing former employees were judged as more suitable than applicants who looked similar to low-performing former employees. This similarity effect was found despite the fact that the participants used the relevant résumé information about the applicants by following a rule-based judgment strategy. These findings suggest that similarity-based and rule-based processes simultaneously underlie human judgment.

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