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9781433834462

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Jones amp rsquo s call to arms in this fresh approach to the climate crisis rightly argues that new technology and old ways of making critical decisions won amp rsquo t hack it, and we need to call upon the wealth of current and emerging knowledge in applied psychology to get it right. The author covers an impressive range of issues, and his discussions of these and the academic literature are comprehensive, data driven, and insightful. Key decision makers everywhere should read this book.   - Nigel Nicholson, PhD, CPsychol, FBPsS, Emeritus Professor and Business Evolutionary Psychologist, London Business School, London, England

Jones's call to arms in this fresh approach to the climate crisis rightly argues that new technology and old ways of making critical decisions won't hack it, and we need to call upon the wealth of current and emerging knowledge in applied psychology to get it right. The author covers an impressive range of issues, and his discussions of these and the academic literature are comprehensive, data driven, and insightful. Key decision makers everywhere should read this book. --Nigel Nicholson, PhD, CPsychol, FBPsS, Emeritus Professor and Business Evolutionary Psychologist, London Business School, London, England

Author Information

Robert G. Jones, PhD is a professor of psychology at Missouri State University. His research and professional interests are in industrial and organizational psychology, and relate to management, prejudice, and ethical decision making. He is author of the textbook Psychology of Sustainability: An Applied Perspective (Routledge, 2 5 second edition in progress). Dr. Jones teaches Statistics and Environmental Psychology courses at the undergraduate level and Performance Assessment, Selection, and Internship and Thesis Supervision at the graduate level. His affiliations include Academy of Management, Personnel Psychology: Book Review Editor, Springfield City Council: Member, and Society for I-O Psychology. Dr. Jones's research and professional interests lie in assessment centers, construct validation, emotive perception, feedback responses, job analysis, nepotism, prejudice, and rating and decision biases.

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