All the best articles available on-line about Organisation Development and Corporate Culture. This enables OD, HR, Change and OE practitioners to be more effective in their attempts to improve the culture of the organisations and businesses they encounter.
The Business of Creativity: Toward an Anthropology of Worth (Anthropology and Business) Offer Price $30.42 ISBN:1611329124 Authors Brian Moeran List Price : $32.00 Availablity Usually ships in 24 hours Publisher : Left Coast Press...
“Critical thinking.” It’s a phrase as vague as “results-oriented individual” or “problem-solver.” Companies call for job applicants that are both worker bees and world-class innovators, prepared to paint outside the lines--but only in the brand’s monochromatic colors.
According to an American Management Association survey, 72% of employers feel that critical thinking is key to their organization’s success, but only half of those surveyed said their employees actually show this skill.
In the past, efforts at organizational change that have focused on the structural aspects of organizations have systematically failed because they have neglected the reality that change doesn't happen without individual people changing their thinking, beliefs and behavior.
In an article in the McKinsey Quarterly, Emily Lawson and Colin Price argue that change success in large organizations depends on persuading hundreds or thousands of groups and individuals to change the way they work, a transformation people will accept only if they can be persuaded to think differently about their jobs.
Engagement is a key success factor for innovation Everyone recognizes that making the innovation journey is hard and requires a lot of courage and motivation. Therefore, organizations should adopt fresh and cutting edge team management techniques and methods to coach and support their employees. Having engaged teams is essential for a successful innovation program. However, getting individuals committed over a long period of time is quite demanding and entails a strong communication and inspiration blueprint. Managing innovation is making choices and dealing with constant trade-offs about different issues, particularly the ones related to people. The ultimate goal should be to make innovation a collective responsibility of the entire organization. However organizations cannot afford to have a single policy for keeping continuous motivation and engagement among all people. They should draft a plan to encourage that at least key people actively contribute for the innovation program and
Until I set up a small organisation, my experience of managing change had been within large public sector organisations where it often felt like a massive task to work through, planning and implementing best practice and nurturing the right kind of response and flexibility to bring about transformation.
Now, leading a small organisation, I can see how much better they are to react and adapt to the need for change and provided, as the head of the organisation, I play to my own strengths and those of my team, change can happen quickly and with success.
There are a number of practices I’ve found that really help me to make changes within the organisation.
Recent reports show that morale is low across the nation for government employees. Are there answers that can help even as public sector pay lags behind the private sector? Here's an example to consider.
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