Intelligence, expertise, ability and talent, as these terms have traditionally been used in education and psychology, are socially agreed upon labels that minimize the dynamic, evolving, and contextual nature of individual–environment relations. These hypothesized constructs can instead be described as functional relations distributed across whole persons and particular contexts through which i...

Submitted to SPSP, 2004 Austin, Texas Society for Personality and Social Psychology Annual Meeting: January 2004 Poster Abstract Information Perceptions of Achievement: Privileging Innate or Acquired Ability? Malcolm Gladwell’s paper “The Quarterback Problem” describes the naturalness bias or hierarchy in which most of society seems to favor natural talent, whether it is seen in sports, busines...

While there is widespread interest in and admiration of individuals with exceptional talents, surprisingly little is known about the cognitive and neural mechanisms underpinning talent, and indeed how talent relates to expertise. Because many talents are first identified and nurtured in childhood, it can be difficult to determine whether talent is innate, can be acquired through extensive pract...

what is talent? how can it be identified? who is responsible for identifying it? are there universally valued talents, or are they all culturally bound? there are at least three different levels of analysis to explore these questions. on the government level, we must philosophically decide on how our country chooses and expresses its values through what is taught, to whom, and for what periods ...

Talent selection within science is increasingly performed by panels, e.g. by reviewing grant or fellowship applications. Many studies from fields of sociology of science and science policy studies have been conducted to identify biases and predict outcomes of these processes, mainly focusing on characteristics of applicants, applications, and reviewers. However, as panel reviewing entails socia...

PURPOSE This article aims to provide a focused cost-effective method for triaging physicians into appropriate non-clinical roles to benefit both doctors and healthcare organizations. DESIGN/METHODOLOGY/APPROACH Reviews a validated career-planning process and customize it for medical talent management. FINDINGS A structured career assessment can differentiate between different physician work...