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Brian Flynn
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  • Opelika, AL
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Brian Flynn posted a blog post

The "Merits" of Merit Pay

As the end of the year approaches many organizations will be conducting annual performance appraisals for their employees. Based on the results of these appraisals, many employees will also receive some form of reward for their performance, often in the form of a modest pay raise, which is called merit pay. But does merit pay actually promote ongoing high performance?According to a recent review (1) of the pay-for-performance literature, approximately 90% of employers offer merit pay plans to…See More
Nov 12, 2012
Brian Flynn posted a blog post

Revisiting Turnover

It's amazing how time flies when you are collecting data! My last post was about the role managerial skills play in managerial performance. I had hoped to be able to report some results from my research at this point, but I am still in the process of collecting data so I'll have to wait on that. In the meantime, I thought it might be helpful to revisit a topic I covered a couple of years ago: turnover. A recent HR Magazine article on turnover cites a number of statistics that seem to indicate…See More
Jul 30, 2012
Brian Flynn posted a blog post

Managerial Work and the Importance of Managers: Part 9: The Role of Skills

In this entry, I will wrap up our discussion of the model proposed a few entries back. If you remember, the primary predictor of managerial performance is one's ability to deal with complexity. But this relationship is influenced by a number of factors, including personality, motivation, and the one element we have not discussed, managerial skills. It is to skills that we will turn our attention today.Managerial skills are defined as procedures for acquiring and working with information. Skills…See More
Jun 1, 2012
Brian Flynn posted a blog post

Managerial Work and the Importance of Managers: Part 8: The Role of Motivation

In my last post I discussed how personality, particularly negative personality facets, can influence the cognitive ability to performance relationship. In essence, negative personality can diminish the effects of cognitive ability on performance. I now want to turn our attention to a second factor that influences the cognitive ability to performance relationship: motivation.When I speak of motivation, I am speaking of the commitment of the manager to perform managerial duties. In other words,…See More
May 11, 2012
Brian Flynn posted a blog post

Managerial Work and the Importance of Managers: Part 7: The Role of Personality

Last time I discussed the importance of cognitive ability on managerial performance. In fact, I propose that it is the primary predictor of performance. But there are a number of other characteristics of a manager that effect this relationship (we call these moderators); one of those is personality. Personality has been a focus of interest of researchers for many years, particularly in how personality influences performance. Unfortunately, the results are not as impressive as one might hope or…See More
Apr 27, 2012
Brian Flynn posted a blog post

Managerial Work and the Importance of Managers: Part 6: Cognitive Ability

Over the last few postings I have outlined a model I believe will help us predict managerial performance. We have also investigated the outcome in this model, managerial performance, in more detail; namely, what performance is and who should rate it. What I would like to do over the next few posts is take a more in depth look at each of the predictor components of the model, specifically, cognitive ability, personality, motivation, and skills. Let's start with cognitive ability. To understand…See More
Apr 13, 2012
Brian Flynn posted a blog post

Managerial Work and the Importance of Managers: Part 5: Defining Performance

My last post took a brief diversion from the previous few posts, so now it is time to turn our attention back to managerial work. As I discussed in Part 4 of this thread, managerial performance is primarily influenced by cognitive ability, and this relationship is moderated (influenced) by the manager's personality, motivation, and skills. Before we get into the details of each of the variables of the model, I think it is important to first establish a clear definition of the outcome variable…See More
Mar 30, 2012
Brian Flynn posted a blog post

Managerial Work and the Importance of Managers: Interlude

In my last post I introduced my model of managerial performance. If you recall, I suggest that cognitive ability is the foundational link to managerial performance. Three other characteristics influence that relationship in different ways. These characteristics are personality, motivation, and skills. I was planning on discussing the model in more detail during this posting today, but I ran across an interesting article in Forbes magazine that I think highlights the current thinking on job…See More
Mar 5, 2012
Brian Flynn posted a blog post

Managerial Work and the Importance of Managers: Interlude

In my last post I introduced my model of managerial performance. If you recall, I suggest that cognitive ability is the foundational link to managerial performance. Three other characteristics influence that relationship in different ways. These characteristics are personality, motivation, and skills. I was planning on discussing the model in more detail during this posting today, but I ran across an interesting article in Forbes magazine that I think highlights the current thinking on job…See More
Mar 3, 2012
Brian Flynn posted a blog post

Managerial Work and the Importance of Managers: Part 4 - The Model

Last time, I discussed some of the historical approaches used to determine high performing managers. These included trait-based approaches (i.e., personality), behavioral approaches (i.e., roles), skills-based approaches, and competency-based approaches. The problem with each of these approaches (except the competency approach) is that they tend to focus only on one attribute at the expense of the others, and the competency approach suffers from over-generalization. It would be nice to have…See More
Feb 20, 2012
Brian Flynn posted a blog post

Managerial Work and the Importance of Managers: Part 4 - The Model

Last time, I discussed some of the historical approaches used to determine high performing managers. These included trait-based approaches (i.e., personality), behavioral approaches (i.e., roles), skills-based approaches, and competency-based approaches. The problem with each of these approaches (except the competency approach) is that they tend to focus only on one attribute at the expense of the others, and the competency approach suffers from over-generalization. It would be nice to have…See More
Feb 17, 2012
Brian Flynn posted blog posts
Feb 8, 2012
Brian Flynn posted blog posts
Jan 24, 2012
Brian Flynn posted blog posts
Jan 16, 2012
Brian Flynn posted a blog post

Mapping Talent on the 9-Box Grid

So you have almost wrapped up your performance appraisals for the year, and are getting ready of the holidays. Congratulations! But what about next year? As you move into the new year, do you have the right people in the right places to meet your organizational goals? Is there any way to organize your employees based on their performance that will help you see who can contribute the most and who needs to go? Kathryn Tyler, in the August 2011 HR Magazine, discusses an interesting approach to…See More
Dec 20, 2011
Brian Flynn posted blog posts
Dec 5, 2011

Brian Flynn's Blog

The "Merits" of Merit Pay

Posted on November 9, 2012 at 10:15am 0 Comments

As the end of the year approaches many organizations will be conducting annual performance appraisals for their employees. Based on the results of these appraisals, many employees will also receive some form of reward for their performance, often in the form of a modest pay raise, which is called merit pay. But does merit pay actually promote ongoing high performance?

According to a recent review (1) of the pay-for-performance literature, approximately 90% of employers offer…

Continue

Revisiting Turnover

Posted on July 27, 2012 at 10:51am 0 Comments

It's amazing how time flies when you are collecting data! My last post was about the role managerial skills play in managerial performance. I had hoped to be able to report some results from my research at this point, but I am still in the process of collecting data so I'll have to wait on that. In the meantime, I thought it might be helpful to revisit a topic I covered a couple of years ago: turnover. 

A recent HR Magazine article on turnover cites a number of statistics that…

Continue

Managerial Work and the Importance of Managers: Part 9: The Role of Skills

Posted on June 1, 2012 at 10:51am 0 Comments

In this entry, I will wrap up our discussion of the model proposed a few entries back. If you remember, the primary predictor of managerial performance is one's ability to deal with complexity. But this relationship is influenced by a number of factors, including personality, motivation, and the one element we have not discussed, managerial skills. It is to skills that we will turn our attention today.

Managerial skills are defined as procedures for acquiring and working with…

Continue

Managerial Work and the Importance of Managers: Part 8: The Role of Motivation

Posted on May 11, 2012 at 8:56am 0 Comments

In my last post I discussed how personality, particularly negative personality facets, can influence the cognitive ability to performance relationship. In essence, negative personality can diminish the effects of cognitive ability on performance. I now want to turn our attention to a second factor that influences the cognitive ability to performance relationship: motivation.

When I speak of motivation, I am speaking of the commitment of the manager to perform managerial duties. In…

Continue

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