Proactive Personality and Behavior for Individual and Organizational Productivity

Proactive Personality and Behavior for Individual and Organizational Productivity

New Horizons in Management series

Andrew J. DuBrin

This comprehensive book describes how proactive behavior, driven by a proactive personality, contributes to individual and organizational productivity. A consolidation of available research on the nature of proactivity in the workplace, this book explores methods of helping workers themselves become more effective, and managers understand effective ways of fostering this kind of thinking and behavior.

Chapter 10: Talent management and proactivity

Andrew J. DuBrin

Subjects: business and management, organisational behaviour


Many of the activities traditionally included in human resource management are now referred to as “talent management” because the employees represent the talent the organization needs to function. An instructive definition of talent management is “a deliberate approach to attract, develop, and retain people with the aptitude and abilities to meet current and future organizational needs.” Considerable proactivity is required to accomplish these ends. The relatively new practice of employer branding illustrates the type of proactivity involved in talent management. Some employees find that to recruit the best candidates, they need to exert the same effort they do to develop and market consumer brands. Employer brands target potential employees to project the image of the company as a desirable place to work. One of the factors prompting branding is that even when the unemployment rate is high, there is a limited supply of the most skilled candidates.

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