Comments on: Dunning-Krueger Effect and HR http://www.knowhr.com/blog/2008/01/03/dunning-krueger-effect-and-hr/ Know More HR. Fri, 19 Mar 2010 22:05:39 -0400 http://wordpress.org/?v=2.8.6 hourly 1 By: HR Wench http://www.knowhr.com/blog/2008/01/03/dunning-krueger-effect-and-hr/comment-page-1/#comment-2780 HR Wench Mon, 07 Jan 2008 05:02:28 +0000 http://www.knowhr.com/blog/2008/01/03/dunning-krueger-effect-and-hr/#comment-2780 I LOVE IT when random non-HR people try to tell me what is and isn't legal in employment. I could write a book on this very topic. That being said, I have met way too many HR professionals that have no idea what they are doing. A little bit of knowledge can be a scary thing. I LOVE IT when random non-HR people try to tell me what is and isn’t legal in employment. I could write a book on this very topic.

That being said, I have met way too many HR professionals that have no idea what they are doing. A little bit of knowledge can be a scary thing.

]]> By: Michael Moore http://www.knowhr.com/blog/2008/01/03/dunning-krueger-effect-and-hr/comment-page-1/#comment-2775 Michael Moore Thu, 03 Jan 2008 21:29:10 +0000 http://www.knowhr.com/blog/2008/01/03/dunning-krueger-effect-and-hr/#comment-2775 Although I have no empirical data to back it up, my experience tells me that DKE directly effects a terminated employee’s likelihood to file a charge of discrimination or lawsuit. The inability or unwillingness to accept an adverse employment action as one’s own responsibility leads to blame shifting to the organization or manager. Clear communication in performance reviews can mitigate the legal consequences of the employee’s perception; however, poor communication only serves to feed DKE and disadvantage the employer in defending employee claims. Although I have no empirical data to back it up, my experience tells me that DKE directly effects a terminated employee’s likelihood to file a charge of discrimination or lawsuit. The inability or unwillingness to accept an adverse employment action as one’s own responsibility leads to blame shifting to the organization or manager. Clear communication in performance reviews can mitigate the legal consequences of the employee’s perception; however, poor communication only serves to feed DKE and disadvantage the employer in defending employee claims.

]]> By: Wally Bock http://www.knowhr.com/blog/2008/01/03/dunning-krueger-effect-and-hr/comment-page-1/#comment-2774 Wally Bock Thu, 03 Jan 2008 21:12:11 +0000 http://www.knowhr.com/blog/2008/01/03/dunning-krueger-effect-and-hr/#comment-2774 Somehow I only sent part of my post, so I'm trying again. Heading off the bad results of DKE is one of the jobs of supervisors. Set expectations, follow up, coach-counsel-correct-and-encourage, and repeat as needed. If supervisors do their job right, the chance of misperceptions is minimized and the documentation for dealing with the persistently obtuse is maximized. Somehow I only sent part of my post, so I’m trying again.

Heading off the bad results of DKE is one of the jobs of supervisors. Set expectations, follow up, coach-counsel-correct-and-encourage, and repeat as needed. If supervisors do their job right, the chance of misperceptions is minimized and the documentation for dealing with the persistently obtuse is maximized.

]]> By: Wally Bock http://www.knowhr.com/blog/2008/01/03/dunning-krueger-effect-and-hr/comment-page-1/#comment-2773 Wally Bock Thu, 03 Jan 2008 21:11:11 +0000 http://www.knowhr.com/blog/2008/01/03/dunning-krueger-effect-and-hr/#comment-2773 Heading off the bad results of DKE is one of the jobs of supervisors. Set expectations, follow up, coach-counsel-correct-and-encourage, and repeat as needed. If supervisors do their job right, the chance of misperceptions is minimized and the documentation for dealing with the persistently Heading off the bad results of DKE is one of the jobs of supervisors. Set expectations, follow up, coach-counsel-correct-and-encourage, and repeat as needed. If supervisors do their job right, the chance of misperceptions is minimized and the documentation for dealing with the persistently

]]> By: Jim Stroup http://www.knowhr.com/blog/2008/01/03/dunning-krueger-effect-and-hr/comment-page-1/#comment-2771 Jim Stroup Thu, 03 Jan 2008 13:11:16 +0000 http://www.knowhr.com/blog/2008/01/03/dunning-krueger-effect-and-hr/#comment-2771 This appears to be the Cornell University study that the author of Ask a Manager referred to last November. It certainly is useful to have such well documented confirmation of what many of us have noted (although rarely about ourselves!) for so long. Thanks for the referral to the Wikipedia source on the research - I look forward to hearing your take on this for the HR field - wish we didn't have to wait so long for it, though! This appears to be the Cornell University study that the author of Ask a Manager referred to last November. It certainly is useful to have such well documented confirmation of what many of us have noted (although rarely about ourselves!) for so long.

Thanks for the referral to the Wikipedia source on the research – I look forward to hearing your take on this for the HR field – wish we didn’t have to wait so long for it, though!

]]> By: Michelle Malay Carter http://www.knowhr.com/blog/2008/01/03/dunning-krueger-effect-and-hr/comment-page-1/#comment-2770 Michelle Malay Carter Thu, 03 Jan 2008 12:46:43 +0000 http://www.knowhr.com/blog/2008/01/03/dunning-krueger-effect-and-hr/#comment-2770 "Ever try to talk to someone who thinks he’s fully competent when he’s barely adequate?" I have these discussions with my children everyday. They are 6 and 9, and they are convinced they know more than I do on a regular basis. Michelle “Ever try to talk to someone who thinks he’s fully competent when he’s barely adequate?”

I have these discussions with my children everyday. They are 6 and 9, and they are convinced they know more than I do on a regular basis.

Michelle

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