John C. Scott – författare

The purpose of this book is to translate the science and practice of Industrial-Organizational (I-O) psychology, or work psychology, as it relates to sustainable development efforts to provide evidence-based insights for those who are working toward the greater good. To maximize the impact of I-O psychology on the greater good, this book is designed to be accessible and is written for readers who do not have a background in I-O psychology or related fields. The volume specifically targets readers who are engaged or want to be engaged in prosocial work across the public and private sectors and who are interested in leveraging the science and practice of I-O psychology to effect prosocial change. The book highlights the areas where I-O psychology has the most unique, practical, and/or useful takeaways to those who are working to move the needle on one or more of the United Nations Sustainable Development Goals (SDGs). While the SDGs provide the overarching structure of the book, the target audience extends beyond those who explicitly incorporate the SDGs in their framing such as those with prosocial efforts who use a different framing (e.g., ESG) or do not use a particular typology. For example, a private sector leader or organization working to improve gender equity (Gender Equality, SDG 5) or historically marginalized groups (Reduce Inequalities, SDG 10) in their communities or workplace would benefit from this book, regardless of how informed they are about the SDGs. Ultimately, this book extends the reach of I-O psychology to enhance societal well-being

Despite a wealth of theorizing and research about each concept, lobbying and norms still raise a number of interesting issues. Why do lobbyists and politicians engage in cooperative behavior? How does cooperative behavior in lobbying affect policy making? If democratic participation is good, why do we view lobbying as bad? Lobbying engenders debate about its effects on the political process and on policy development. Sociologists and other social scientists remain concerned about how norms emerge, the content of norms, how widely they are distributed, and how they are enforced. Political scientists study how interest groups work together and influence the political process. Based on the experience of the author, a former lobbyist, this book looks at the social norms of lobbying and how such norms work in a general framework of other norms and legal institutions in the political process. In developing this argument, John C. Scott claims that: Embedded social relationships and trust-based social norms underpin everyday interactions among policy actors. These relationships and norms have concrete impacts on the policy making process. Social relationships and norms inhibit participation in the political process by outside actors.The investigation is conducted through an innovative theoretical framework, combining existing theoretical perspectives from different disciplines, and using a variety of data and methods, including longitudinal quantitative and social network data, interviews with lobbyists, activists, and policymakers, and anecdotal and historical examples. The Social Process of Lobbying provides refreshingly new empirical evidence and theoretical analysis on how networks of trust are neither all good nor all bad but are ambivalent: they can both improve policy and fuel collusion.

Handbook of Workplace Assessment Given the trend for organizations to streamline their workforces and focus on acquiring and retaining only top talent, a key challenge has been how to use assessment programs to deliver a high-performing workforce that can drive revenues, shareholder value, growth, and long-term sustainability. The Handbook of Workplace Assessment directly addresses this challenge by presenting sound, evidence-based, and practical guidance for implementing assessment processes that will lead to exceptional decisions about people. The chapters in this book provide a wide range of perspectives from a world-renowned group of authors and reflect cutting-edge theory and practice. The Handbook of Workplace Assessment provides the framework for what should be assessed and why and shows how to ensure that assessment programs are of the highest qualityreviews best practices for assessing capabilities across a wide variety of positionssummarizes key strategic applications of assessment that include succession management, mergers, acquisitions and downsizings, identification of potential, and selection on a global scalehighlights advances, trends, and issues in the assessment field including technology-based assessment, the legal environment, alternative validation strategies, flaws in assessment, and the strategic use of evaluation to link assessment to organizational prioritiesThis SIOP Professional Practice Series Handbook will be applicable to HR professionals who are tasked with implementing an assessment program as well as for the users of assessments, including hiring managers and organizational leaders who are looking for direction on what to assess, what it will take, and how to realize the benefits of an assessment program. This Handbook is also intended for assessment professionals and researchers who build, validate, and implement assessments.

Technological advances and rapid changes in workforce demographics pose extensive challenges to human resources program evaluators. But little has been done to document successful human resources program assessment and implementation strategies.

The Human Resources Program-Evaluation Handbook is the first book to present state-of-the-art procedures for evaluating and improving human resources programs. Editors Jack E. Edwards, John C. Scott, and Nambury S. Raju provide a user-friendly yet scientifically rigorous "how to" guide to organizational program-evaluation. Integrating perspectives from a variety of human resources and organizational behavior programs, a wide array of contributing professors, consultants, and governmental personnel successfully link scientific information to practical application.

Offering authoritative guidance to both novice and experienced program evaluators, this unique guidebook includes

New perspectives on organizational program-evaluation Methods to assess the efficiency of human resources programs Identification of potential pitfalls Real-life examples Additional references for program-evaluation best practices

The Human Resources Program-Evaluation Handbook provide program-evaluation teams with content-specific guidance. Supplying useful and accurate evaluation techniques, the editors present a manual for enhancing the effectiveness and efficiency of most major types of human resources programs.

Designed for academics and graduate students in industrial-organizational psychology, human resources management, and business, the handbook is also an essential resource for human resources professionals, consultants, and policy makers.

The use of technology for workplace and occupational testing blossomed in the early years of this century. This book offers a demonstration that the first generation of these technologies have now been implemented long enough to observe the patterns and issues that emerge when these approaches evolve through technical advancement and successive application. A new set of issues and opportunities has emerged and the next generation of these applications is now coming of age. This book reflects on the last few decades of this evolutionary process from a vantage point of global experience across a wide range of workplace applications, including employment selection, development, and occupational certification. The themes and issues that arise as this broad treatment unfolds provide an essential foundation for students, researchers, and professionals who are involved with the assessment of human capability and potential in organizational and workplace contexts

The use of technology for workplace and occupational testing blossomed in the early years of this century. This book offers a demonstration that the first generation of these technologies have now been implemented long enough to observe the patterns and issues that emerge when these approaches evolve through technical advancement and successive application. A new set of issues and opportunities has emerged and the next generation of these applications is now coming of age. This book reflects on the last few decades of this evolutionary process from a vantage point of global experience across a wide range of workplace applications, including employment selection, development, and occupational certification. The themes and issues that arise as this broad treatment unfolds provide an essential foundation for students, researchers, and professionals who are involved with the assessment of human capability and potential in organizational and workplace contexts

Despite a wealth of theorizing and research about each concept, lobbying and norms still raise a number of interesting issues. Why do lobbyists and politicians engage in cooperative behavior? How does cooperative behavior in lobbying affect policy making? If democratic participation is good, why do we view lobbying as bad? Lobbying engenders debate about its effects on the political process and on policy development. Sociologists and other social scientists remain concerned about how norms emerge, the content of norms, how widely they are distributed, and how they are enforced. Political scientists study how interest groups work together and influence the political process. Based on the experience of the author, a former lobbyist, this book looks at the social norms of lobbying and how such norms work in a general framework of other norms and legal institutions in the political process. In developing this argument, John C. Scott claims that: Embedded social relationships and trust-based social norms underpin everyday interactions among policy actors. These relationships and norms have concrete impacts on the policy making process. Social relationships and norms inhibit participation in the political process by outside actors.The investigation is conducted through an innovative theoretical framework, combining existing theoretical perspectives from different disciplines, and using a variety of data and methods, including longitudinal quantitative and social network data, interviews with lobbyists, activists, and policymakers, and anecdotal and historical examples. The Social Process of Lobbying provides refreshingly new empirical evidence and theoretical analysis on how networks of trust are neither all good nor all bad but are ambivalent: they can both improve policy and fuel collusion.

Lobbying and political interest groups occupy an ambivalent place in advanced democracies. Lobbying is viewed with suspicion, but is also a critical avenue for voices in policy debates. This insightful book injects a new sociological understanding of politics and policy. Interest groups help set political agendas, provide support to policymakers, and mobilize resources around issues. They are also the means by which individuals and organizations achieve advantage over others in social and economic life. John C. Scott incorporates theory and research about interest groups into political sociology’s approach to issues of power, inequality, and public policy. As he convincingly reveals, a sociological understanding of lobbying and interest groups illustrates the edges and boundaries of representative democracy itself. Using case studies and data, and organized by topics such as influence, collective action, representation, and inequality, the book is a critical resource for students of policymaking and political sociology.

Lobbying and political interest groups occupy an ambivalent place in advanced democracies. Lobbying is viewed with suspicion, but is also a critical avenue for voices in policy debates. This insightful book injects a new sociological understanding of politics and policy. Interest groups help set political agendas, provide support to policymakers, and mobilize resources around issues. They are also the means by which individuals and organizations achieve advantage over others in social and economic life. John C. Scott incorporates theory and research about interest groups into political sociology’s approach to issues of power, inequality, and public policy. As he convincingly reveals, a sociological understanding of lobbying and interest groups illustrates the edges and boundaries of representative democracy itself. Using case studies and data, and organized by topics such as influence, collective action, representation, and inequality, the book is a critical resource for students of policymaking and political sociology.