Once again we are proud to share with interested readers a Bibliography related to Organizational Development that focuses on two main aspects:
to. the selection of personnel;
b. the effective installation of said personnel in the company / organization.
In order to have even more than "a small idea of the enormous delay that the different cultures of Latin American countries have with respect to how North American organizations operate (and what they know)", we have developed a list of materials only in terms of selection of personnel and installation thereof, of the order of 300 contributions and contributions.
If we take into account that these contributions include conceptual frameworks as well as concrete practical implications dating from the beginning of the last century, we have to realize that the success achieved by organizations in the United States of America is not simply the result of chance or chance.
If we hope to have efficient companies and organizations in the different Latin American countries that can be competitive within the globalization we are experiencing, we need to know what is already known for sure, investigate those hypotheses that have not been unequivocally validated, and effectively apply knowledge in enterprises and organizations. Henry Ford, Walt Disney, Bill Gates, Ray Crock and Tom Watson among others, have not achieved their success by groping but with the support of different disciplines, and among them, those of the behavioral sciences. Organizations are not run efficiently due to chance.
As an example, I would like to share with you that at the beginning of the last century in the United States of America they already had a personnel selection test to be applied to drivers of passenger transport.
We hope that the directors of companies in Latin America as well as entrepreneurs, can make use of this material that represents a small contribution from The Organization Development Institute International, Latin America for the achievement of efficient organizations that can generate genuine work.
It is practically impossible to carry out not only a company but also any social organization, if there is not an effective process of recruitment and selection of personnel.
All social organizations do it in one way or another, some under more formal mechanisms and others more informal; In some organizations the selection process is very meticulous and takes a long time, as is the case with unions and political parties, and on other occasions the selection process can be almost nil, as in the case of concentration camps and prisons (Amitai Etzioni: "Modern Organizations"; Prentice Hall - 1964).
Many times the very survival of the organization and the maintenance of its competitive advantage is derived from the composition of its human resources.
And the entry of people into the organization is a key aspect since the cost of both continuing to work and leaving the organization is too high.
A Personnel Director of a leading information technology company assures us that 50% of the success of your business goes through the recruitment process.
And a Director of a leading company in head-hunting has told us that his services have been multiplied in recent years since "traditional personnel selection processes are no longer sufficient guarantee".
For this reason, despite the many criticisms that Frederick Taylor's work (“Scientific Management”; Harper & Row - 1947) has received, we must recognize that for this author the selection of a “first class man” was a very good way. to show who would remain in the organizations and who would have to leave.
After the personnel selection phase, individuals turned into organizational members begin to walk a path that Dr. Donald W. Cole calls a “honeymoon” (Professional Suicide or Organizational Murder; Mc Graw-Hill - 1981).
Not all people remain within the organization nor are they effectively installed, which means that for many individuals their work careers are interrupted.
In the book "Professional Suicide or Organizational Murder" by Dr. Donald W. Cole and Eric Gaynor Butterfield; The Organization Development Institute International, Latin America - 2003), details how the process of deterioration in the relationship between professionals and the organization occurs, which leads to a path that ends in the separation of the individual from the company.
In companies and organizations within Latin American cultures this is an extremely sensitive matter since labor laws and the resolution of lawsuits by the respective courts have shown an inclination to favor the employee.
In many cases, as is the case in the Argentine Republic, even "having won the case" the costs of the attorney for the employee who has lost his or her trial (which does not happen very often) must even be borne by the entrepreneur who, paradoxically, had won the trial.
We also wanted to include bibliography related to the "effective installation" of people in companies.
Evidence has been found that many highly efficient, creative and organizationally committed people can often be pushed by "superiors" to disengage "before they become problems for themselves." The companies responsible for providing the external personnel selection service must be extremely careful when presenting the shortlist of candidates to their Client; There has been no lack of opportunity for the Client to tell the selector that many of the applicants, depending on the hierarchical or superior of the area where the individual would have to work, “finds them too qualified”.
That is why extremely enriching bibliography is included in the individual installation processes that is related to the capacity of accommodation of the participants to the company, which is often related to their capacity to accommodate their superior.
Eric Gaynor Butterfield (Congress of Organizational Development; Buenos Aires - 1997) suggests that many companies in Latin America are managed in an even more primitive way than under the form of bureaucratic organization: he suggests that it tends to operate as a “nepotic organization”, that it is a previous step - at least - of the pyramidal and / or bureaucratic organization.
Organizations can live with the problems that arise in the context and with its turbulences by adopting different types of arrangements (D. Katz & R. Kahn; “The social psychology of organizations”; New Cork: Joh Wiley & Sons - 1978: James D. Thompson: "Organizations in Action"; Mc Graw - Hill - 1967; Tom Burns: "Industry in a new age"; New society - 1963), but with the inappropriate people "within" the same company, their fate almost surely it must prove fatal.
Today there are additional challenges to those of growing financial globalization; diversity and the role of women in organizations tend to make decision-making processes in personnel matters more complex in organizations.
Taking into account the complexity implicit in the processes of selection and installation of personnel in organizations, we are including a Bibliography that will surely be of practical use to all those managers who are at the top of their companies and also to those entrepreneurs and owners who you must defend your own business.
There are additional factors that make the effective staffing and selection process even more important today than it was some 30 years ago. We find that the changes are rather transformational and far above the transitional or incremental changes to which we were used.
Surely the reader, whether the director of a company or owner, can benefit the most by also going to our Bibliography on Training and Training (which we have already made available to interested readers) as there is more and more integration as an integral process, between recruitment, selection, installation and training / training of personnel.
Below are some 500 tracts that we hope you find useful. If you have suggestions for changes, modifications, additions or deletions, we thank you for sharing them openly with us. Thank you very much.
Bibliography
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Kilduff, MJ (1988). Decision making in context: Social and personality correlates of choices of organizations Unpublished doctoral dissertation, Cornell University, Ithaca, NY.
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Krett, K., & Stright, JF (1985). Using market research as a recruitment strategy. Personal, (62), 32-36.
Kroeck, KG, Barrett, GV, & Alexander, RA (1983). Imposed quotas and personnel selection: A computer simulation study. Journal of Applied Psychology, vol. 68.
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