Nature Of Talent Research Articles

A Review of Policy Studies on the Talents in Vietnam

The talents represent the prosperity and sustainability of a nation because these people are acme quintessence of a nation and they have both excellent gifts and exemplary moral, these reasons why the policies on the talents are always the top priorities of any countries. By reviewing the documents researched into the talents, this paper provide a common picture of perspectives of the latent before reaching some conclusion in terms of the policies on talents regarding to attaching, developing and retaining. The policies on talents should be further researched that come from the nature of talents that heritage from previous generations or that come from nurture that provided by educational environments and living conditions as well.

Exploring the role of implicit theories of talent in subjective well-being, academic buoyancy, and perceived physical health: A study in the Philippine context

Prior studies commonly emphasized the beneficial impacts of a growth mindset on students’ success and well-being. However, recent evidence cast doubts on the ability of a growth mindset to optimize desirable achievement and psychological outcomes. This study contributes to this line of evidence by exploring the association of mindsets in talent—a new domain of implicit theories encompassing belief about the nature of talent—with students’ subjective well-being, academic buoyancy, and general health among selected Filipino high school students. Results of structural equation modeling indicate that whereas incremental theory in talent (or growth mindset) was more strongly and positively correlated with academic buoyancy, school connectedness, and joy of learning, entity theory (or fixed mindset) was more strongly and positively associated with educational purpose and general health. These findings underscore the mental health rewards associated with cultivating both growth and fixed mindsets about talent in school contexts.

90 лет психолого-педагогической подготовки кадров в вузе культуры

The article highlights the main milestones in the history of the Department of Psychology and Pedagogy, formed at the first institute of out-of-school education in Russia, which even today trains cadres of cultural figures for Russia and other countries. The author, who has headed this department for almost 30 years, shares her memories, thoughts about the role of the department of pedagogy and psychology in the training of humanitarian specialists, about those who worked at the department, whose research, initiatives, communication style shaped the traditions of the department, influenced numerous graduates. The article shows that the outstanding psychologists and teachers A. G. Kovalev, E. A. Korsunsky, I. F. Goncharov, V. L. Drankov laid the foundation for scientific research problems, continued by colleagues not only in this, but also in other departments. The author notes the importance of general scientific disciplines for the professional training of humanities, drawing attention to the importance for the teachers of these departments of development and courses of the professional cycle in the case when the department becomes a graduating one. At present, the need for a psychological and pedagogical component of the educational process seems to be particularly relevant. It is in the classes in psychology and pedagogy that students gain knowledge about the formation of personality, the problems of growing up, the nature of talent and the perception of art, building a family and education of patriots. It is noted that the experience of the department for 90 years shows the positive and negative aspects of domestic education, which are instructive for modern teachers.

Talent management and organizational performance: applying the amo theory

The purpose of this study is to advance an understanding of the nature and scope of talent management practice in the unique context of the developing economy of Pakistan, and to identify the relationship between talent management and organizational performance applying the AMO theory. This research was exploratory in nature and adopted a case study methodology within three leading Pakistani banks, in Karachi (Sindh). A total of twenty two in-depth interviews were carried out with senior HR and talent managers. All interviews were fully transcribed and analysed thematically. Evaluating interview data from three leading commercial banks, findings show substantial differences in the talent conceptualisation when compared to Western management orthodoxy. The empirical findings revealed that the conceptualisation of talent within the Pakistani banking organisations reflected a specific, path dependent historical, political and social legacy which viewed talent through a conceptual lens of qualifications and experience and had a significant influence on the sourcing and deploying talent. For managers, it should be to review the process of conceptualising talent and talent management within their organisation, to challenge any preconceived assumptions about the nature of talent and to consider alternative approaches to an exclusive approach in order that the right talent can be identified, developed and deployed for competitive advantage.

Modern approaches to improve the efficiency of talent management in a company with a complex structure

Subject. The article considers the issue of improving the system of talent management aimed at increasing its efficiency. It presents an overview of works dedicated to the study of the nature of talent in the context of searching effective forms for organisational talent management in a company with a complex structure. Objectives. To describe the methods used to assess the effectiveness of talent management in an organisation with a complex structure, to identify their strengths and weaknesses. Methods. The study used the method of the assessment centre to assess the impact of talent indicators on the final financial results of the organisation, and a balanced method of assessing the effectiveness of talent management. Most organisations with complex structures do not run special programmes aimed at the development of professional competencies of talented employees, which eliminates the possibility of a systematic approach to this task. Another problem is that organisations with complex structures have no system of methods of performance-based talent ranking, which would greatly facilitate the assessment of the talented employees’ performance. A discrepancy between the theory and practice explains the necessity to develop a method to evaluate the performance of talented employees’ and their contribution to the implementation of the strategy aimed at the improvement of financial and economic performance in an organisation with a complex structure. Conclusions. The process of talent management in an organisation with a complex structure will be efficient if an adapted project process method is implemented. The method involves creating individual "performance and effectiveness charts" to evaluate the performance of talented employees, which ultimately will enhance their motivation and improve the financial and economic performance of the organization. This methodology takes into account each completed project, highlighting in the final report both incurred expenses associated with the participation of the talented employee in it and the revenue derived as a result of their work.

Two conceptions of talent

In the liberal egalitarian literature, the concept of talent is inflected according to its use in broader arguments surrounding the nature of justice. In particular, sometimes talent is understood as a desirable inborn property, while at other times it is understood as a matter of inhabiting a favorable social position. Rawls’s arguments in A Theory of Justice provide useful expressions of these two very different conceptions of talent and their relationship to justice, and much of this paper involves an exploration of those arguments. The former sense of talent informs Rawls’s fair equality of opportunity principle: those with equivalent levels of talent and effort are to face similar prospects. According to the latter, what is significant about talent is not its innate origins, but rather its enabling the possession of desirable goods. This second sense of talent is implicit in Rawls’s difference principle: though it is arbitrary that the talented have the ability to command high wages, it is nonetheless fair to keep those wages because the worst off benefit most from that arrangement. In this paper I explore how the two conceptions of talent operate in these influential arguments, with the broader aims of clarifying the nature of talent and its relevance to social justice.

KONSEP MAQASHID AL-SYARIAH DALAM MENJAGA FITRAH ANAK

Seeing the development of increasingly advanced technology and influencing children's development, it is necessary to have a concept for parents in maintaining the nature of their children, therefore the concept of Maqashid Al-Sharia in safeguarding the child's nature, is expected to be a solution for educators, especially parents. The method used in this study is a qualitative non-interactive analytical concept method, which is a study that explains the meaning of a concept, by describing the general or important meaning, different meanings, and usage according to the concept. Researchers also explained the nature of the Al-shariah maqashid, namely to realize the benefit in the world and the hereafter. While the benefits based on the level of needs are divided into three categories, namely; dharuriyyat (primary benefit), hajiyyat (secondary benefit) and tahsiniyyat (tertiary benefit). The primary types of children are classified into eight types, eight of them are the nature of the faith, the nature of learning and reasoning, the nature of talent and leadership, the nature of development, the nature of sexuality and love, the nature of aesthetics and language, the nature of individuality and sociality, the nature of physical (physical and sensory). In this study, it will be linked between maqashid Al-sharia with the nature of children. Then the researchers form the concepts created in the form of tables and charts, which will be known estuaries from the concept, which all lead to parents.

A mediation court: Demian Bedny and Artyom Vesyoly

The article focuses on the dispute in writing between Demian Bedny and Artyom Vesyoly: namely, on D. Bedny’s invective ‘While we were thinking…’ [‘A my-to dumali…’], published in Izvestiyain 1928, and A. Vesyoly’s response ‘My answer to the literary hero’ [‘Moy otvet literaturnomu geroyu’], circulated the same year as a letter to literary organizations and editorial offices of periodicals. Using this hitherto unpublished material, the article compares Bedny’s feuilleton with Vesyoly’s epistolary response and characterizes the two authors’ social standing and beliefs, their creative principles and fates. Elevated to the rank of ‘the great proletarian writer’, second only to M. Gorky and bestowed with numerous awards, D. Bedny was losing every trace of artistic individuality under the heavy pressure of political and moral conformism. Whereas A. Vesyoly, a rebel and romantic, rejected conformism and was determined to follow his own path of searching and daring experimentation. The dispute between the two authors about the nature of talent and the integrity of a writer was finally resolved by a ‘mediation court’; time was the ultimate arbiter.

Nature of talent: Empirical study of nature versus nurture perspective of talent through individual life-story approach

Nature of talent: Empirical study of nature versus nurture perspective of talent through individual life-story approach

Role of the human talent in total quality management–performance relationship: an investigation in the transport sector

Recognising the importance of the human factor in all quality management systems and following the recent trends in the human resource management (HRM) literature that address the concept of talent, this study aims to investigate whether the adoption of the total quality management (TQM) philosophy inside service organisations leads to performance gains while taking into account the role of the human talent philosophies. A structured questionnaire was developed and distributed to maritime companies located in Greece and responses were collected mainly from the Quality and Safety managers. Finally, 199 usable responses were obtained. The data were analysed through structural equation modelling and multi group analysis. The findings confirm the positive association between TQM and performance and clearly indicate that the form of this relationship is influenced by the different perceptions with regard to the exclusive/inclusive nature of talent. This study adds to the limited empirical evidence on talent-related issues and constitutes one of the very first attempts to explore the critical role of the human talent – a very innovative concept in the HRM literature – in influencing the way quality management efforts ultimately yield positive performance outcomes.

Talented football players' development of achievement motives, volitional components, and self-referential cognitions: A longitudinal study

Adolescence is regarded as a key developmental phase in the course of talented football players' careers. The present study focuses on early adolescent players' development of achievement motives, volitional components, and self-referential cognitions. Based on the multidimensional and dynamic nature of talent, the development of multifaceted personality characteristics is an important issue in the context of sports talent research. According to previous findings in psychology, personality characteristics' development is defined by both stability and change, and the current study analyses four different types: differential stability (I), mean-level change (II), individual-level change (III), and structural stability (IV). The sample consists of 151 male players in the talent development programme of the German Football Association. Psychological diagnostics of the personality characteristics are implemented across longitudinal sections over a time period of three seasons, from the U12 to U14 age classes. The results reveal that the personality characteristics show (I) moderate test–retest correlations over one-year intervals (.43 ≤ rtt ≤ .62), and lower coefficients for a two-year period (.26 ≤ rtt ≤ .53). (II) Most of the personality characteristics' mean values differ significantly across the age classes with small effect sizes (.01 ≤ ≤ .03). (III) Only minor individual-level changes in the football players' development are found. (IV) The personality characteristics' associations within a two-factor structure do not stay invariant over time. From the results of the present study, conclusions are drawn regarding the talent identification and development process.

Талант-менеджмент как новое направление в области управления человеческими ресурсами

The article is devoted to talent management as topical aspects of personnel management. The main attention is paid to the problem of understanding the
 nature of talent, its species and specific features considering that it is a purely individual capacity, expressed in varying degrees of mastery of man. An attempt
 to describe the process of talent management in the organization, which allocated 5 steps: setting for talent, attract talent, use talent, talent development and
 talent evaluation. Separate focus is directed to the technological rules and compliance with the stages of creating a talent management technologies in order
 to build an effective talent management system, which must constantly grow and develop by providing continuous training for the organization of employment,
 work activities, material and non-material motivation and produce consistent profits.

Development and management of talents with high potentials

The paper described the nature of talents with high potentials as a source of leaders,highlighting their features of uncertainty,relativity and opportunity.Authors presented their insights and experiences in developing such talents into leaders of the hospital,and hold that nurturing of such talents calls for systematic emphasis,competence models to identify them,building an environment for them to stand out,and building of an appraisal and incentive mechanism that is scientific and efficient. Key words: Talent; Development; Nurture; Management

Performing to a world class standard under pressure—Can we learn lessons from the Olympians?

With the 2012 Olympics being held in London, we explored pre-requisites for success in sport, and the comparative efficacy of employing these when performing under intense pressure in the clinical setting. We asked members of the Great Britain Olympic rowing team and OMFS surgeons to complete a validated questionnaire on how they performed under pressure. 89 questionnaires were completed by 43 surgeons and 46 rowers (81% response). We compared the results in terms of mental toughness and technical skill. The importance of training to be a winner was evident in athletes. While emphasising the multidimensional nature of talent, we recognise the essential role of psychology in the ability of individuals to fulfil their sporting potential. We discuss the possible implications for surgeons.

Disentangling false assumptions about talent management: the need to recognize difference

PurposeThe aim of this paper is to explore ways in which organizations can take a more balanced stance on talent management, especially on the issue of the nature of talent itself.Design/methodology/approachThe paper is based on experience in organizations and on the case of Michael Faraday as an exemplar of a talented person.FindingsThe paper finds that talent management/development is more complex than just identifying supposedly talented young people and developing them.Practical implicationsThe paper has real practical implications for leaders/managers and learning and development professionals in identifying a better basis on which to develop talent.Originality/valueThe paper will be of value to managers and learning specialists who are involved in talent management strategy.

How to Teach

There is a question that has troubled me for some time: Why is the percentage of gifted persons so much higher among children than among adults? Without exaggerating too much it may be possible to say that the artistically ungifted child is just as rare as the gifted adult. Why? What becomes of it at the age of twelve, thirteen, or fourteen? Why is it that a little girl who has been composing living, breathing, charming lines of verse practically from infancy suddenly starts to compose wooden gobbledygook? Why is it that a little boy who has been captivating everyone with the striking decorativeness and the unconscious meaning of his drawings simply stops, as if he had been switched off? I have been thinking about this, and the main thing I have become certain of is that the question of children's artistic creativity needs to be dealt with as a question of the nature of talent in general.

The Talented Youth Project

HE Horace Mann-Lincoln Institute of School Experimentation, an integral part of Teachers College, was established to further American education by improving school programs through research and experimentation. Since 1943, the Institute has conducted co-operative research with dozens of different public school systems throughout the nation. This research has focused on crucial problems in the areas of curriculum, instruction, guidance, and in-service education.' The Talented Youth Project was initiated four years ago by the Institute on recognition of the need for helping schools improve their educational provisions for students with outstanding abilities. The three purposes of the Talented Youth Project are: to initiate and conduct studies of the nature of talent and its r6le in modern American life, to experiment with program modifications by which schools can improve their programs for the talented, and to summarize and interpret past and current research for schools. The Project staff carries out these programs within the framework of the Institute. In 1953, the Project staff began exploring the problems which confront public schools in educating their talented students. Staff members studied reports on the nation's needs and resources of specialized talents, surveyed existing school programs and teaching practices, and analyzed the available research and literature.! Two basic assumptions have guided the development of the Project. First, accepting the public school's commitment to provide appropriate educational experiences for all children and youth according to the full measure of their individual differences, the staff has approached the education of the talented as an integral part of total curriculum planning. Second, recognizing research as a basis for improving school practice, the staff has focused its efforts on initiating experimentation in co-operating field laboratories and stimulating studies in other interested school systems. Because there is no single, uniform definition of talent or