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Yes, change is easier than we think in the organization of today. Change is easier done when it can be sold as a process improvement. Clear metrics are difficult to argue with. Start by introducing process improvement tools to your coworkers, educate your managers, introduce them to social media ...
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Eight Things Your Employees Want From You. 1. Tell me my role, tell me what to do, and give me the rules. 2. Discipline my coworker who is out of line. 3. Get me excited. 4. Don't forget to praise me. 5. Don't scare me. 6. Impress me. 7. Give me some autonomy. 8. Set me up to ...
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Leadership at the time of Social Media "If organizations want to be relevant and effective, they will need to incorporate elements of bottom-up, real-time information delivery and real-time listening into their management thinking." More... ...
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The Traditional Organization is a Machine and We are Human... Did you laugh when you saw this? I did. I laughed because the picture tells the truth that we dare not speak about. That the only thing that keeps the formal organization going are the informal, unseen, human, social networks that ...
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Why the future workplace will be hyper-connected "The network will need to replace the hierarchy as the primary model for organizing resources. As work becomes more and more network-oriented, so will the way we organize ourselves and other resources." More... ...
Meenakshi A. Benjwal said:
Interesting views from Daniel Pink http://bit.ly/8ldBDT
Kapil Poojari said:
The following are some related views on Julian’s question.
How organizations must embrace knowledge networks instead… by Francois Gossieaux
“In a networked world, where your customers, potential customers, and detractors are all nodes equally visible to every other node, there is no such opportunity for the company to control “the channel” as they might have in the past. In a Hyper-Social environment, where you don’t know who will be participating in the conversation until the conversation actually begins, it is impossible to create separate pathways where you can message a retailer, a customer, or a business partner.”
I would say the employees have an equally important role. Read more on http://bit.ly/6PdtNs
Personal Brands Help Fight Corporate Hyper competition by Tessa Wood
“Be ahead of the field and encourage personal branding to give every individual within your business the opportunity to differentiate from each other in a structured and strategic way, and each contribute to the corporate brand that is respected by your customers.” Read more on http://bit.ly/7rzYdq
Kapil Poojari said:
I came across 2 interesting presentations.
1. 4 Drives A Simple Story About Motivating Employees
http://tinyurl.com/ls7ka4
2. The Future Of Work
http://tinyurl.com/yjlfowk
Swati Chaudhary said:
I believe that motivation is a very simple process that rests on communication skills. If even after so much research, trial and failures, a surprising 80 percent employees are not as motivated as they should be, i think its not the theory or the principles that need scrutiny, it is the application of the theory. Maslow’s motivational theory explains that every individual have variety of needs that can be transformed into motivators for them, few being survival, security, social recognition and so on. I think the role of immediate managers, while working on motivation should be not to generalise motivation and try to do something that motivates all employees. I dont mean to say that this might not work ever but very rarely would two different people have same needs/motovational triggers at same time. Just find out what would currently motivate your employee and work on that.Its also important to figure out how long this motivation will last so that you can start working on the next one.I strongly feel that motivation is an ongoing process and the communication between receiver and motivator has to be crystal clear for this process to yield results. To sum it up, i would say, we all know what all motivates various employees, now we need to figure out which piece would fit the jigsaw puzzle you are now working on and also on how to fit it so that rather than damaging the picture you actually finish it beautifully.
Venessa Miemis said:
Here’s a recent piece from Harvard Biz –
Better (and cheaper) Ways to Motivate Employees
(http://web.hbr.org/email/archive/dailystat.php?date=113009)
Top 3 non-financial motivators:
- make employees feel that their companies value them
- take their well-being seriously
- want to help them develop professionally
No big surprises. People just want to be treated like humans, not expendable cogs in a machine.
Kapil Poojari said:
Doing the Right Things for the Right Reasons
Intrinsic vs. Extrinsic Motivations: Doing the Right Things for the Right Reasons. gumption.typepad.com
More… http://tinyurl.com/yesxwtp
Kapil Poojari said:
“We want to work in organizations that don’t ask us to compromise the breadth and depth of our lives outside or inside work. We want to work in organizations that help us live and work responsibly and joyfully. We want to contribute at work and everywhere else in our lives as authentic, whole people, in authentic organizations.” – CV HARQUAIL
Work-Life Initiatives are the Foundation of Authentic Organizations
More… http://tinyurl.com/yczp3wm
Kapil Poojari said:
The opportunity of our time is to discard what you think you know and instead learn what you need to learn.
Brainwashed: Seven Ways to Reinvent Yourself.
More…http://tinyurl.com/yexc2j6
Kapil Poojari said:
The Value of Play I: The Definition of Play Provides Clues to Its Purposes.
A research professor of psychology at Boston College, is a specialist in developmental and evolutionary psychology and author of an introductory textbook, Psychology.
More… http://bit.ly/bjJLxH
Kapil Poojari said:
Life and work have come together again.
From who I am to what I do, and back
It is astonishing to realize that until quite recently, most human beings lacked the concept that is so obvious to all of us: earning money. The vast majority of people lived on the land. A peasant worked all day… More. http://bit.ly/bn5yR9
Kapil Poojari said:
Why I Don’t Innovate at Work…
http://bit.ly/a84tCu
Kapil Poojari said:
“People will value freedom and flexibility. They are also likely to be more worried about the kind of people they work and interact with. The culture created in the organization may become a key motivator.” – Salil Agrawal
More… http://bit.ly/9dX6jd
Gaurav Jalote said:
The Culture of the organization is the biggest motivator for me. There should be a culture of independent thinking, expressing new ideas and most importantly the contribution and efficiency of the employ should be measured based on the results and not based on the number of hours spent in office.Such professionalism helps maintain the much desired work life balance which is so highly desired by professionals in the fast paced life. This surely results in low attrition and employees love their jobs
Kapil Poojari said:
Creativity is to crowds as friends are to Facebook
If popular doesn’t always mean better, then where does this leave our crowd of great insight we’re so often eager to source?
More… http://bit.ly/b4AKeL
Kapil Poojari said:
Yes and…
On stage improv is fundamentally an additive process that rides flow like a snowboarder. It’s nothing like drilling for oil – more like sharing demonstrative dreams at 20 – 20,000 MHz.
More… http://bit.ly/bpK1Mb
Kapil Poojari said:
Irving Wladawsky-Berger: The Business Value of Social Networks
The real economic value has now moved from the stocks of knowledge to the flows of new knowledge that we are now able to quickly acquire, and thus refresh and expand our rapidly depleting stocks of knowledge.
More… http://bit.ly/aX13XR
Kapil Poojari said:
The Inauthentic Communities of the Modern Executive
Yet so strong is our need for a community, however inauthentic, that people will persist in ignoring that small voice inside their…
More… http://bit.ly/aL4Bu7
Kapil Poojari said:
Why the future workplace will be hyper-connected
“The network will need to replace the hierarchy as the primary model for organizing resources. As work becomes more and more network-oriented, so will the way we organize ourselves and other resources.” More… http://bit.ly/9wmc5k
Kapil Poojari said:
The Traditional Organization is a Machine and We are Human…
Did you laugh when you saw this? I did. I laughed because the picture tells the truth that we dare not speak about. That the only thing that keeps the formal organization going are the informal, unseen, human, social networks that both inhabit it and cross its boundaries. More… http://bit.ly/byU4rK
Kapil Poojari said:
Leadership at the time of Social Media
“If organizations want to be relevant and effective, they will need to incorporate elements of bottom-up, real-time information delivery and real-time listening into their management thinking.”
More… http://bit.ly/amF0×7
Kapil Poojari said:
Eight Things Your Employees Want From You.
1. Tell me my role, tell me what to do, and give me the rules.
2. Discipline my coworker who is out of line.
3. Get me excited.
4. Don’t forget to praise me.
5. Don’t scare me.
6. Impress me.
7. Give me some autonomy.
8. Set me up to win.
More… http://bit.ly/alekZQ