Filtern
Erscheinungsjahr
- 2023 (35) (entfernen)
Dokumenttyp
- Dissertation (24)
- Teil eines Buches (Kapitel) (4)
- Masterarbeit (4)
- Buch (Monographie) (1)
- Habilitation (1)
- Bericht (1)
Sprache
- Englisch (35) (entfernen)
Volltext vorhanden
- ja (35) (entfernen)
Schlagworte
- Afghanistan (1)
- Agrarwirtschaft (1)
- Computergestütze Psychotherapie (1)
- Depression (1)
- Energiewende (1)
- Forschungsevaluation (1)
- Human Resource Management (1)
- Internationale Organisation (1)
- Kostenverteilung (1)
- Kulturerbe (1)
Institut
- Fakultät Nachhaltigkeit (16)
- Fakultät Management und Technologie (6)
- Social-Ecological Systems Institute (SESI) (5)
- Centre for Sustainability Management (CSM) (3)
- Fakultät Kulturwissenschaften (2)
- Fakultät Staatswissenschaften (2)
- Institut für Bank-, Finanz und Gründungsmanagement (IBFG) (2)
- Institut für Ethik und Transdisziplinäre Nachhaltigkeitsforschung (IETSR) (2)
- Institut für Kultur und Ästhetik Digitaler Medien (ICAM) (2)
- Institut für Nachhaltigkeitssteuerung (INSUGO) (2)
The significance of selecting suitable talent
A company’s success is significantly influenced by the professionalism and quality of decision-making, especially selecting decisions to hire suitable talent. The term “talent” can be taken to mean as someone who has talent (talent as the sum of one’s abilities) and someone who is a talent. Leadership talent makes a difference in organizational success, has the potential to succeed as a leader, and thus will
hold corresponding pivotal positions. In this book, we focus on the selection and acquisition of leadership talent, since such talent is more difficult to find in the market and, at the same time, more challenging to select. Selecting these talented individuals is one of the most critical components of effective organizations. Hardly any other corporate decision has such significant effects on corporate success as talent selection. Recruiting and personnel selection are also the first steps in promoting capability building and creating successful teams. For example, Warren Buffet, renowned for his investing prowess, says, “I have only two jobs. One is to attract and keep outstanding managers to run our various operations”. This highlights the need for an effective and efficient personnel selection process and to improve the diagnostic performance of such procedures. In addition, the increasing diversity of applicants, global competitiveness, and the lack of qualified personnel in specific labor and job markets also increase the importance of high-quality personnel selection processes.
In this chapter, we aim to present how shame, vulnerability, self-care and community care interrelate to one another and how they help build the necessary foundation for mutual care in interdependent communities, and thus for community-supported projects (CSX). Furthermore, we argue that by looking at the role of shame and vulnerability within our personal life, as we simultaneously learn to take care of ourselves, we then lay a solid foundation for learning how to support others. We then suggest that at the birthplace between healthy sustainable self-care and community care, people and communities are able to shift from a hyper-individualized lifestyle (isolation, disconnection) to a more collective community-centered approach (belonging and connection) that finally creates the perfect recipe for the creation of CSX Projects and a more inclusive and kinder economy for all.