在协作服务中优化竞争力
Yang Xiang1, Natalia Vélez2, Samuel J Gershman3
1Department of Psychology, Harvard University, United States of America.
Cognitive psychology
|March 19, 2024
概括
人们将员工培训费用与合作效益进行平衡,而不仅仅是当前技能或即时改进. 这种直观的竞争力模型优化了长期的任务成功.
科学领域:
- 认知科学 认知科学
- 社会心理学 社会心理学
- 人与计算机的交互
背景情况:
- 有效的协作依赖于理解合作者的能力.
- 能力是可塑的,随着任务经验的提高,为最佳的任务分配提出了挑战.
研究的目的:
- 调查个人如何决定谁接受培训或招募合作任务.
- 基于初始专业知识,培训潜力和任务目标来建模决策.
主要方法:
- 进行了四项涉及396名参与者的实验.
- 参与者对模拟协作任务的培训和招聘做出了决定.
- 对各种预测模型进行决策分析.
主要成果:
- 参与者的决策与规划模式保持一致,最大限度地提高协作回报,最大限度地降低培训成本.
- 这种规划模式的表现优于只关注当前能力或短期改进的模式.
- 决策考虑了培训后的长期任务成功潜力.
结论:
- 人们不仅仅根据当前的能力或即时的技能获取来进行招聘/培训.
- 竞争力的直观理论平衡了招聘/培训成本与协作效益.
- 这表明了对团队组建和发展的复杂,长期的战略方法.
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