Ben Dattner
- Media Contact
- SPN Mentor
Ben Dattner has helped a wide variety of corporate and non-profit organizations become more successful by developing a better understanding of the impact of individual psychology and group dynamics on their performance. His consulting services enable organizations to make better hiring and staffing decisions, to enhance the professional capabilities of managers and employees, to configure teams more effectively, and to reduce the amount of interpersonal and intergroup conflict.
Ben received a BA in Psychology from Harvard College, and his MA and Ph.D. in Industrial and Organizational Psychology from New York University, where he was a MacCracken Fellow. His doctoral dissertation analyzed the relationship between narcissism and fairness in the workplace, and his masters thesis examined the impact of trust on negotiation. Before graduate school, Ben worked at Republic National Bank of New York for three years, first as a Management Trainee and then as Assistant to the CEO. After graduate school, Ben was Director of Human Resources at Blink.com before founding Dattner Consulting.
Ben is an Adjunct Professor at New York University, where he teaches Organizational Development in the Industrial and Organizational Psychology MA Program, and at Marist College at the New York City Police Academy, where he teaches Organizational Change in the MPA Program. Ben is a member of the Society of Industrial and Organizational Psychology and the Metro New York Applied Psychology Association.
For a list of presentations in English and Spanish, please see:
http://www.dattnerconsulting.com/presentations/
http://www.dattnerconsulting.com/spanish/presentations/
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Ben Dattner ha ayudado al éxito de muchas compañías y organizaciones sin fines de lucro, permitiendo un mayor entendimiento del impacto de la psicología individual y la dinámica de grupos en el rendimiento de las personas. Sus servicios de consultoría facilitan que las organizaciones realicen mejores decisiones al reclutar y contratar sus empleados, que los empleados se desarrollen profesionalmente con éxito usando todas sus capacidades, y que los grupos resuelvan sus conflictos permitiendo así una mejor dinámica y un trabajo más efectivo.
Ben posée un B.A en psicología de la Universidad de Harvard. Posée una maestría y un doctorado en Psicología Industrial y Organizacional de la Universidad de Nueva York donde ha sido becado por la fundación MacCracken. Su tesis de doctorado analiza la relación entre el narcicismo y la justicia en el trabajo mientras que su tesis de maestría analiza el impacto de la confianza en las negociaciones. Antes de graduarse Ben trabajó en el Republic National Bank of New York durante 3 años, primero realizando su entrenamiento en administración y después como asistente del C.E.O. Luego de graduarse y antes de fundar Dattner Consulting, fue director de Recursos Humanos de Blink.com.
Actualmente Ben es profesor adjunto en la Universidad de Nueva York en donde enseña Desarrollo de las Organizaciones en el programa de Master de Psicología Industrial y Organizacional. También es a cargo de la clase de Cambio en las Organizaciones en el Programa de Administración Pública en el Marist College en la Academia de Policía de Nueva York. Ben es miembro de la Sociedad de Psicología Industrial y Organizacional (SIOP) y de la Asociación de Psicología Aplicada de Nueva York (METRO).
Primary Interests:
- Applied Social Psychology
- Intergroup Relations
- Interpersonal Processes
- Motivation, Goal Setting
- Organizational Behavior
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Credit and Blame
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47:40 Credit and Blame
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3:35 Credit and Blame (Simon Speakers)
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10:28 On Credit and Blame
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1:13:42 Enhancing Organizational Influence and Impact With Strategic Focus and Cultural Agility
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Books:
Other Publications:
- Dattner, B. (2004). The impact of birth order on business leadership.
- Dattner, B. (2003). The risks of mindlessness, and the benefits of mindfulness in the workplace.
- Dattner, B. (2002). How to accelerate team learning.
- Dattner, B. (2002). The causes and consequences of organizational politics.
- Dattner, B. (2002). The history, applications and benefits of executive coaching.
- Dattner, B. (2001). Why employment interviews are often unreliable and poor predictors of performance, and how to improve them.
- Dattner, B. (2001). Working groups: The ideal, the real, and the habitual.
- Dattner, B. (2000). Who’s the fairest of them all?: The impact on narcissism on self- and other-rated fairness in the workplace. Doctoral dissertation, New York University. Dissertation Abstracts International-B (60-9B) P. 4942.
- Dattner, B. (1998). Who should conduct job interviews?
Courses Taught:
- Organizational Change
- Organizational Development
Ben Dattner
Department of Psychology
New York University
6 Washington Place, Room 161G
New York, New York 10003
United States of America
- Work: (212) 501-8945
- Mobile: (917) 533-7987
- Fax: (212) 658-9285
- Email: ben@dattnerconsulting.com