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Gifted in the Workplace
Mensa Research Journal vol. 39, No. 2; 60 pages; published summer 2008.

Includes seven articles; the Education and TAG Progeny sections; review of the book Cognition and Chance: The Psychology of Probabilistic Reasoning by Raymond S. Nickerson; notes, quotes and anecdotes; and guidelines for authors. 

Consider this excerpt from the article "Multipotentiality in the Workplace" by Jennifer Mencl:

"The challenges for organizations involve selecting and motivating these individuals. First, identifying these individuals may be difficult based on the moderating relationships described above. Fit may be high, but the multipotentialed employee may be feeling negative emotions due to high self-discrepancies. Additionally, the multipotentialed employee may be accumulating negative emotional reactions but still maintaining high levels of performance. Therefore, if managers look only at the congruence between an employee’s ability and the job, values and organizational culture, or needs with organizational structures, high fit may be reported. Likewise, if a manager assesses performance, it is likely to be above standards. However, without also understanding the emotional reactions the employee experiences over time, inferences made based on fit and performance may not be useful indicators of the employee’s perceived success and likelihood to change careers.

"Second, motivating these employees in order to encourage retention may be complicated. In this model, the individual and the work context become important considerations. As part of fit, for example, relationships with supervisors and coworkers, challenging work, and autonomy may be critical dimensions of the work environment. Furthermore, providing creative opportunities that allow these individuals to address other interests can help them to realize their identities and achieve their desired ideal self image."

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