Read any book about organizational success – whether in a multinational or a small business – and the key to organizational success is related to something business-like: leadership, sales, customer care, profitability, etc. Any reference to recreation and fun is almost always as an add-on. For example, a company retreat with balloons and treasure hunts once a year or a sports day or a company lunch once a quarter. HR managers lecture line managers on the need to have such events so their fun-starved staff can get a chance to “loosen up”. Yet staff engagement remains low….
Category: Organizational Development (Page 2 of 6)
The SCARF Model was originally proposed by David Rock of the Neuro-Leadership Institute and has been acclaimed as one of the best and original ideas in management over the last 15 years.
In a world of increasing inter-connectedness and rapid change, there is a growing need to improve the way people work together. The study of the brain is starting to provide some key insights that can be applied in the real world – for example in the work place. Social neuroscience explores the biological foundations of the way humans relate to each other and to themselves in terms of emotional regulation, attitudes, stereotyping, empathy, status, fairness, collaboration, persuasion, morality, compassion, deception and trust…
Peter Drucker is often credited as the father of modern management practice. He was the author of two ground-breaking books of his time: The Effective Executive and The Practice of Management. Here are are 6 of his best management insights of all time that are extremely relevant today in organizations big and small…
Probably the single most important element in people management is to enhance employee engagement. According to a survey done by Gallup USA, only 28% of U.S. employees are engaged. So what are the other 72% doing? Imagine the impact of this on the bottom-line performance of organizations…
An extract from an article by Mark Gottfredson, Steve Schaubert and Elizabeth Babcock. The first two are partners at Bain and Company consultants and the authors of the book The Breakthrough Imperative: How the Best Managers Get Outstanding Results. Elizabeth Babcock is president and CEO of the Crittenton Women’s Union, a Boston nonprofit dedicated to moving low-income women and families out of poverty.
From organizations as diverse as non-for-profits, coroprate for-profit companies and public sector entities, great organizations have one thing in common: great managers. These managers, in turn, share four simple management principles that they use to guide organizations from mere mediocrity to stand-out stardom…
What HR functions offer the highest tangible impact in support of the business in terms of growth and profit? This has been a topic of discussion in organizations ever since HR managers started to realize the importance of identifying measurable returns of HR functions and activity. Now, according to a study last year by the world renowned Boston Consulting Group (BCG), the HR function that provides the highest impact is recruiting…
Based on an extract from various web articles about the unique organizational and business model of the Mondragon cooperative in Spain..
The typical modern business corporation today tends to be a tug of war (or at least ongoing tension) between various parties. Shareholders seek maximum income, labor seeks maximum wages and managers are always on the lookout for higher salaries and bonuses. The needs of the community or the society in which this business operates are generally ignored. Recent economic distress in many countries around the world points to a system with fatal flaws in the concept and structure of the business corporation…
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