Overview

Bridging the gap between social and industrial/organizational psychology, Interpersonal Insight offers a practical, engaging introduction to the social cognition processes that lead to insights into ourselves and other people, shaping our perceptions and behavior across a variety of interpersonal situations--from one-on-one interactions to group negotiations. Combining important research results and over 12 years' experience in human resources and training, Manuel London describes how processes common to interpersonal situations in organizations can be harnessed to help link, integrate, and create more effective human resource programs. In so doing, he details how social information processing affects a person's self-image, behavior, and quality of interpersonal relationships. London proposes a four-step model of insight formation in which a person 1) receives information about oneself and others (called reflected feedback ); 2) integrates and reconciles the information with other information ( categorization ); 3) interprets the information ( attribution ); and 4) incorporates the outcome into perceptions of oneself and others ( cognitive re-evaluation of self-concept ). Insight occurs when an attribution turns into a re-evaluation of oneself or others. London goes on to offer practical suggestions on how human resource programs can be designed to enhance self- or personal insights and suggests ways to elicit and track employees' reactions to major organizational and career changes while facilitating team development. Packed with case studies and references to the literature, Interpersonal Insight is an important book not only for researchers and professionals in industrial/organizational psychology, but for managers interested in enhancing employee satisfaction and production.

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9780195090772

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London makes a convincing case that both self and interpersonal insight are important for managerial success ( and thus organizational effectiveness). . . . This is a straightforward, well written book that should be accessible to any manager or personnel professional regardless of prior familiarity with the design of employee compensation systems . . . . I am glad that I read this book. --Personnel Psychology This blend of state of the art social psychology with current industrial and management strategies provides an important text on how to design human resources programs for developing interpersonal skills and building of teams. --The Bookseller's Network Known for his work in human resources and management, London here uses concepts and theories from research in self-image, cognition, group dynamics, attribution, and motivation, among others, linking this information with ongoing organizational practices. . . .Its original research and clear, organized writing style distinguish [this book] from the numerous other books in the area. --READINGS Overall, the book is a model of organization. We cannot recall a single instance in which the authors described a concept, theory, or finding and did not tie it either backward or forward to other concepts or applications....London has expended tremendous effort in successfully crafting this book into an accessible work....you will do well to have this comprehensive work on your shelves. --Administrative Science Quarterly

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