Index

Citation

Harpelund, C. (2019), "Index", Onboarding: Getting New Hires off to a Flying Start, Emerald Publishing Limited, Leeds, pp. 259-263. https://doi.org/10.1108/978-1-78769-581-820191015

Publisher

:

Emerald Publishing Limited

Copyright © 2019 Emerald Publishing Limited

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INDEX

Note: Boldface page numbers refer to tables; italic page numbers refer to figures; page numbers followed by “n” denote endnotes

Aberdeen Group

, 23n7, 175n40

activities management

, 184–185

activity matrix

, 182, 183

administrative resources

, 232–233

affection dimension

, 108–113

affiliative leadership

, 228–229

Alibaba company

, 135, 172n1

Allied Workforce Mobility Survey

, 4n1

alumni network

, 113

American public authority

, 98

American Stock Exchange

, 135

appreciative inquiry approach

, 174n34

The Art of Action (Bungay)

, 85n22

assistant training

, 174n27

Australian company

, 157

autonomy, good onboarding

, 52

autopoiesis

, 176n58

baby boomers (1946–1960)

, 222

best-in-class organisations

, 23n1, 23n4, 25n21

best-practice solutions, for onboarding resources

, 211, 212

bumper bowling

, 163, 163–164

CCO

, see chief compliance officer (CCO)

Center for Creative Leadership

, 173n24

chief compliance officer (CCO)

, 241n19

coaching leadership

, 230–231

coach of competences

, 238

code-debt

, 118–119, 132n48

code word

, 2

collaboration dimension

, 27, 113–114, 114, 181

baby boomers

, 222

connection ambitions

, 126–127, 127

consultant

, 115–116

cross-functional necessities

, 124–125

dynamics

, 116, 116–117

dysfunctional

, 119–120

first 30 days

, 196

generation X

, 223

generation Y

, 224

IT debts

, 118–119

onboarding period

, 194

organisational silos

, 121–124, 122

potential challenges

, 121

within team

, 114–115

team pendulum

, 117, 117–118

tribal leadership

, 125, 125–126

collaboration guardian

, 237–238

collaborative culture

, 84n5

comfort zone

, 44n6

commanding leadership

, 227–228

communication department

, 38

communities of practice

, 172n3, 172n6, 174n27, 205n12

compensation management

, 175n38

competence dimension

, 138–139, 140, 141–142, 174n35, 181

baby boomers

, 222

career development

, 156–158

coach role

, 153–154, 154, 174n32

definition of

, 55n10

first 30 days

, 196–197

formal requirements

, 146

generation X

, 223

generation Y

, 224

IT systems

, 151

learning

, 146–147, 150

markets

, 142–143

mentoring

, 152, 152–153, 174n29

new hire, in right way

, 148

onboarding period

, 195

organisation’s jargon

, 145

peer learning

, 151–152

personal development dialogues

, 155–156

playpen

, 149–150

positive psychology

, 155

processes and systems

, 143–144

products

, 143

reveal internal development opportunities

, 157–158

roles

, 144–145, 172n8

talent development

, 147–148

zone of proximal development

, 148–149, 149

compliance officers

, 235, 236

connection track

, 51, 218–219, see also thinking/feeling dimension (TF dimension)

collaboration

, see collaboration dimension

complete silence

, 90–91

networks

, see network dimension

overview of

, 89–90

resources for

, 91–93

Coordinated Management of Meaning theory

, 85n15

critical periods

, 189, 189–190

first day, on job

, 192–194, 199

first 30 days

, 195–196

pre-boarding

, 190–191, 199

three-month period (90 days)

, 197–201, 200, 206n17

cross boarding

, 157

culturalisation process

, 5n5

culture dimension

, 50, 61, 84n5, 181

baby boomers

, 222

bummer experience

, 70

feel welcome

, 68–69

first 30 days

, 195–196, 200

fitting experience

, 70–71

forming ambitions

, 82–83, 83

forms employees

, 59–61

future

, 65–67

generation X

, 223

generation Y

, 223

hedging

, 86n34

leader must know

, 71–72

meaningfulness

, 64

meeting director

, 69–70

onboarding period

, 194

past

, 64–65

playing dialogue game

, 72–73, 74

present

, 67

rules and

, 82

sense of purpose

, 62, 63

start with why

, 62–64

wow effect

, 68

Danish companies

, 130n27, 169, 210

Danish educational institution

, 80, 101

democratic leadership

, 229–230

digital onboarding portals

, 184–185

Disney’s mission

, 65

‘do as I say’ approach

, 227

‘do what the system says’ approach.

, 227

Drive (Pink)

, 54n3

dysfunctional collaboration

, 119–120

EI dimension

, see extrovert/introvert (EI) dimension

Ernst & Young

, 128n3

evaluative-experiencing preference

, 241n15

exclusion phase

, 39

extroverted people

, 215–216

extrovert/introvert (EI) dimension

, 215–216, 217, 241n10

Facebook

, 103, 130n28

Fernandez-Araoz, Claudio

, 147, 173n19

Finance Department

, 3

FIRO-B tool

, 128n7

first day, on job

, 192–194, 199

first 30 days, on job

, 195–196

forming track dimension

, 216–218

Gallup’s Q12-employer engagement survey

, 23n2

gamification

, 185–186, 205n3

generation X (1961–1980)

, 223

generation Y (1981–2000)

, 55n5, 223–224

Gladwell, Malcolm

, 105

Glasl, Friedrich

, 132n54

Global Onboarding Index©

, 19, 21, 21

global organisations, onboarding in

, 244–245

Gmail

, 108, 131n35

The golden circle

, 85n14

Goleman, Daniel

, 225, 241n17

good onboarding

, 49–50, 50

autonomy

, 52

avoid problematising

, 53–54

contradictions in

, 53

mastery

, 52–53

meaning

, 51–52

psychology of

, 50–51, 54n4

Google

, 108–110, 131n35, 131n36, 131n39

Google Code

, 81, 87n46

guardian of collaboration

, 237–238

Harvard Business Review (Fernandez-Araoz)

, 147, 173n19

high performer motivation

, 136–137, 137

Honda

, 66

honeymoon effect

, 19–20, 20

HR management systems

, 4n2, 10–12, 173n18, 173n26, 246

IBM

, 86n25, 103, 130n31, 206n15

inclusion dimension

buddy

, 99–101, 100

closest boss

, 98–99

contact meetings

, 97–98

knowledge-based network

, 102–103

new hire knows someone

, 96, 96–97

social network

, 102–104

team-onboarding

, 101

top leaders

, 99

trialogues

, 102

virtual handshake

, 102

incorporation phase

, 39

individual-oriented onboarding

, 45n11, 206n23

influence dimension

, 104–108

information activities

, 183

interim new hires

, 247, 249n11

IT systems

, 103, 118–119, 151, 184

judging/perceiving dimension (JP-dimension)

, 220–221, 221

knowledge-based network

, 95, 106–107

leadership resources

, 210, 224

affiliative

, 228–229

coaching

, 230–231

commanding

, 227–228

democratic

, 229–230

pacesetting

, 231

styles of

, 225, 225–226

visionary

, 226–227

Leading: learning from life and my years at Manchester United (Ferguson)

, 89

LeadingTeamPerformanceChart (LTPC)

, 132n47

liminal phase

, 39

LinkedIn

, 103

LTPC

, see LeadingTeamPerformanceChart (LTPC)

managers onboarding

, 243–244

mastery, good onboarding

, 52–53

matrix organisations

, 98, 130n21

Maturana, Humberto

, 166, 176n58

MBTI

, see Myers–Briggs type indicator (MBTI)

medium-sized carpentry company

, 73

Microsoft

, 174n29

Moment Professionals

, 172n4

motivation

, 4, 28, 28–30

accompanied by other feelings

, 30

bag boys to engineers

, 34

level of doubt

, 31–32

nervousness

, 31

‘not-communicate,’

, 33–34

organisation’s readiness affects

, 32, 32–33

and tension

, 31

‘My Coach Makes Me Reflect’

, 153–154, 154

Myers–Briggs type indicator (MBTI)

, 214, 215, 241n7, 241n9

‘My Mentor Pushes Me’

, 152, 152–153

‘My Neighbour Helps Me’

, 151

‘My Portal Guides Me’

, 151

narrative psychology

, 206n20

network dimension

, 94, 95, 128n6, 181

baby boomers

, 222

buddy role

, 235–237

collaboration

, 93

first 30 days

, 196

generation X

, 223

generation Y

, 223

knowledge-based

, 95

onboarding period

, 194

organisation

, 93

social

, 95–96

vertical

, 95

work

, 95–96

new hire appraisals

, 155–156

new hire commitment

, 2

Nike

, 65–66

Noogle

, 109–110

onboarding, definition of

, 9

Onboarding Dialogue©

, 44n2, 186–187, 187, 205n5

Onboarding Group

, 3, 24n14, 25n23, 44n2, 44n4, 186, 204n1, 240n2

Onboarding Index©

, 25n23, 44n2, 187, 195, 205n6

onboarding management systems

, 151

The onboarding margin

, 129n14

Onboarding Model©

, 179–181, 180, 204n1

onboarding programmes

, 2–3, 5n9, 14–15

across-company differences

, 21

contented new hires

, 22

honeymoon effect

, 19–20, 20

for managers

, 244

pre-boarding phase

, 15–16

reduced meeting times

, 17

retention of new hires

, 22

smart onboarding design

, 15

time-to-performance

, 17–19, 18

Onboarding Readiness©

, 130n27, 211, 240n2

onboarding resources

, 209, 209, 231–232

administrative resources

, 232–233

best-practice solutions for

, 211, 212

extrovert/introvert dimension

, 215–216

knowledge, structures and competences

, 233, 234

organisation

, 210, 224, 240

personal resources

, 209, 212–213

personified

, see personified onboarding resources

proactivity

, 213–214

public organisation

, 207

readiness regarding

, 210, 211

supervisor

, 208

Onboarding Roadmap©

, 188, 188–189

onboarding SWAG

, 69

organisational silos

, 121–124, 122, 132n54

organisational socialisation

, 10, 23n1, 23n3

orientation programmes

, 9

output activities

, 184

pacesetting leadership

, 231

packaging design

, 201–202, 202

PDD

, see personal development dialogues (PDD)

peer learning

, 151–152

performance culture

, 84n5

performance dimension

, 181

baby boomers

, 222

first 30 days

, 197

generation X

, 223

generation Y

, 224

onboarding period

, 195

performance experience

, 138–139, 176n62

change at cellular level

, 166, 166–167

clear about expectations

, 168–169

connecting dots

, 167–168, 168

emotions

, 161–164

feedback on

, 169–170, 176n63

management

, 169

ramp-up period

, 170

self-efficacy

, 158–161, 159, 175n46

personal development dialogues (PDD)

, 155–156

personal resources

, 209, 212–213

personified onboarding resources

coach of competences

, 238

compliance officers

, 235, 236

‘grand old man/woman,’

, 234–235

guardian of collaboration

, 237–238

mentor of performance

, 238–239

network’s buddy

, 235–237

Pink, Daniel H.

, 51–54, 54n3, 61, 75, 79, 90

positive psychology

, 174n34

power

, 77

pre-boarding phase

, 4n3, 15–16, 190–191, 199

Psychological Types (Jung)

, 241

psychology, of good onboarding

, 50–51, 54n4

public organisation

, 207

ramp-up period

, 170

recruitment

, 1, 12

retaining new hires

, 13, 13–14

rhythms, of support activities

, 188

rules dimension

, 50, 61, 73, 78–79, 181

baby boomers

, 222

comply with

, 80–82

and culture

, 82

demotivate

, 75, 75–76

exercise power

, 76–77

first 30 days

, 196

forming ambitions

, 82–83, 83

generation X

, 223

generation Y

, 223

motivation

, 77–78

onboarding period

, 194

provide pride and value

, 80

‘watch my back,’

, 79–80

scenario-based training

, 87n47

self-determination theory (SDT)

, 55n8, 55n10

sensing/intuition dimension (SN-dimension)

, 216–218, 218, 241n11

Sinek, Simon

, 62, 85n14, 173n14

Sioux Indians

, 41

SN-dimension

, see sensing/intuition dimension (SN-dimension)

social network

, 95–96, 102–104, 106

SOP

, see standard operating procedure (SOP)

S⊘rensen, Kathrine Solgaard

, 86n34

The stadium parable

, 129n13

stakeholder maps

, 105

standard/individually designed onboarding

, 203

standard operating procedure (SOP)

, 86n35

start-up companies, onboarding in

, 246–247

Start with why (Sinek)

, 62

StrengthsFinder

, 110–111, 131n41

Str⊘bæk, Pernille S.

, 112, 131n42

succession management

, 175n38

support activities

, 183

talent management technology

, 175n38

teaching activities

, 183

telemarketing company

, 149–150

Texas Instruments

, 24n18

thinking/feeling dimension (TF dimension)

, 218–220, 219, 241n13

three-month period (90 days)

, 197–201, 200, 206n17

time-to-performance

, 17–19, 18, 24n17, 25n20

TNS Gallup

, 97, 109, 129n15, 131n38

transitional process

, 28, 38–44, 39

trialogues

, 102, 130n26

tribal leadership

, 133n59

Tribal Leadership (Logan, King and Fischer-Wright)

, 126

Trivial business

, 85n19

unfolding track

, 51, 220–221, see also judging/perceiving dimension (JP-dimension)

ambitions of

, 171, 171–172

competences

, see competence dimension

development

, 136–138, 137

expectations

, 139–140

overview of

, 135–136

performance

, see performance experience

value of new hire

, 28, 34–35, 35

check-list mentality

, 36–37

demonstrate their capabilities

, 37–38

focus on organisation

, 35–36

van Gennep, Arnold

, 45n14

vertical network

, 95, 96

virtual organisations, onboarding in

, 245–246

visionary leadership

, 226–227

welcome activities

, 182

Wipro

, 45n11

Workforce Mobility Survey (2013)

, 5n13

workforce planning

, 175n38

work network

, 95–96

Zappos

, 22, 25n25, 71, 86n32

zone of proximal development

, 148–149, 149, 173n21