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SIOP Members in the News Clif Boutelle Generally when we think of the media, it is the major newspapers, magazines, and network radio and television that come to mind. Although they still remain important to any organization seeking to generate awareness about itself, the Internet has created a whole new vista of media outlets that cannot be overlooked. In fact, more and more organizations are utilizing sites on the Internet to disseminate their news. A growing number of SIOP members are finding their way on to Internet sites because writers still need credible resourc- es. In addition, SIOP members are being asked with increasing frequency to author articles for a variety of sites, including trade journals, newsletters, and specialized publications. So, the opportunities for media mentions are expanding, and that is good for the field of I-O psychology. Following are some of the press mentions, including Internet sites, that have occurred in the past several months: Ben Dattner of Dattner Consulting in New York City was quoted in a February 27 Har- vard Business Review article about help- ing a team bounce back from failure and see the experience as an opportunity for growth. “It’s more important to focus on what’s to blame rather than who to blame. If the fault really does lie with one person 142 or a few people, then talk to those individ- uals in private and focus on their actions, not their character,” he said. Impression management was the focus of a research project led by Joshua Bourdage of the University of Calgary and reported February 26 in several media outlets in- cluding the Canadian Broadcasting Corpo- ration. The study showed that employees are often less than adept at detecting manipulative and dishonest behaviors in their coworkers. “Dishonest people can be charming and extroverted and more likely to engage in self-promotion and ingratiat- ing behavior,” said Bourdage. “We’re not saying that everyone who uses impression management behaviors in the office is dis- honest. A lot of us tend to do those things to some extent. But it’s useful to know that dishonest people are more likely to engage in impression management tech- niques and some of those behaviors do lead to long-term career success.” A February 25 National Public Radio report discussed the growing use of behavioral science techniques that give employers more insight into hiring the person best suited for the job. Natalie Baumgartner, founder and chief psychologist at Round- Pegg, a Colorado-based firm that uses behavioral tests to help employers, noted that, when a person is required to function in a way that’s misaligned with his or her skills, over time they get tired of it and no April 2015, Volume 52, Number 4