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Innovation and Technology debated for enhanced productivity | IT News Africa- Africa's Technology News Leader

Innovation and Technology debated for enhanced productivity | IT News Africa- Africa's Technology News Leader | Developing Effective, Healthy Organisations | Scoop.it

A high-level panel debated Innovation and Technology Transfer for Enhanced Productivity and Competitiveness over the weekend, as part of several core topics at the ECA Conference of African Ministers of Finance, Planning and Economic Development and AU Conference of Ministers of Economy and Finance.

 

Pravin Gordhan, Minister of Finance for South Africa, chaired the panel and said, “as Africans, we have to be very creative in deciding what kind of niche we want to explore.” He said that Africa must resist “short term-ism,” and focus on beneficial coordination over harmful competition.

 

He acknowledged that “we have a lot of confidence in ourselves,” but posed the question, what can Africa do that is innovative and different in order to become competitive in the global marketplace?

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Worldsview Academy for Organisational change | Purposeful Organisations, a Purposeful Teams™ Case Study

Worldsview Academy for Organisational change | Purposeful Organisations, a Purposeful Teams™ Case Study | Developing Effective, Healthy Organisations | Scoop.it

Shape Consulting's client, a progressive local government leader in one of the largest and fastest growing cities in Australia, needs to re-motivate their employees to embrace the culture change vision which would lead to a more efficient and productive workplace....

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The benefits of conflict at work - Fortune Management

The benefits of conflict at work - Fortune Management | Developing Effective, Healthy Organisations | Scoop.it
Instead of dealing with differences and working together, people choke back what they think. Yet such problems don’t go away by themselves.

Via Anne Leong
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How To Make Work Matter

How To Make Work Matter | Developing Effective, Healthy Organisations | Scoop.it
It’s the great challenge of leadership: how to inspire employees to bring their best selves to work and deliver consistent, stellar performance. It is accepted wisdom that happy employees are better performers. While there is much truth to this, it can lead to some common leadership mistakes. Yes, bells and whistles in the [...]

Via Anne Leong
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State of Green Business: Employee engagement becomes strategic

State of Green Business: Employee engagement becomes strategic | Developing Effective, Healthy Organisations | Scoop.it
Companies including Caesars Entertainment and Unilever are kicking their sustainability up a notch by making motivated employees a key part of the equation...

 

Engaging employees on environmental and social issues long has been a favorite topic of corporate sustainability executives. In some respects, it's the gold standard: The success of these execs is gauged in large part on how effectively they enlist a significant swath of the company to help root out waste, save energy and water, reduce the operational footprint, evangelize achievements and - here's where the real gold comes in - suggest innovations where sustainability can become a driver of customer loyalty or increased revenue.

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Employee Engagement: The Key to Unlocking Your Team's Potential (Infographic)

Employee Engagement: The Key to Unlocking Your Team's Potential (Infographic) | Developing Effective, Healthy Organisations | Scoop.it
The stress and loss of productivity that comes with turnover can be detrimental to any business. Research shows that 30 percent of employees are likely searching for a new position online when they should be working, ultimately affecting your bottom ...
WorldsView Academy's insight:

A very insightful piece and accompanying info graphic about engagement in the United States that’s also quite relevant to organisations in other countries (including South Africa). Enjoy!

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Is Warren Buffett right - should you ignore the macro-environment?

Is Warren Buffett right - should you ignore the macro-environment? | Developing Effective, Healthy Organisations | Scoop.it
Everyone is buzzing about Warren Buffett’s latest shareholder letter, in particular, the excerpt published by Fortune in which he lays out five principles for successful investing (read Kokkie Kooyman’s take here). It’s worth reading the whole thing yourself, but today, I want to discuss one of Buffett’s principles in more detail; specifically, his dismissal of macro considerations.

In his letter, Buffett writes, “Forming macro opinions or listening to the macro or market predictions of others is a waste of time. Indeed, it is dangerous because it may blur your vision of the facts that are truly important. (When I hear TV commentators glibly opine on what the market will do next, I am reminded of Mickey Mantle's scathing comment: “You don't know how easy this game is until you get into that broadcasting booth.”)”


In essence, what he is arguing is that macroeconomic fundamentals should not inform your investment decisions – you should decide to invest or not invest in a particular asset based on your assessment of its future earnings only. Buffett says that if you can estimate with some confidence what those earnings will be for about five years, and if the price of the asset is a reasonable amount to pay for the low end of your earnings estimate, you can confidently purchase the asset regardless of what the broader economy is doing or is expected to do...


This is, in some ways, quite a radical perspective. A lot of investment professionals, especially asset managers, talk often about macro things like the interest rate cycle or currency trends, and change their asset allocations accordingly. In contrast, Buffett argues that these things are unimportant, that all that matters is the long-term, future productivity or earning potential of the asset you’re considering. So, is he right?

I would say that he is, but only in certain contexts and given certain assumptions. The first, most basic assumption that you need to make to agree with Buffett is this: things in the future will be much like they have been in the past, and are in the present...

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Never give up on a dream just because of the time it will take to accomplish it. The time will pass anyway.

Never give up on a dream just because of the time it will take to accomplish it. The time will pass anyway. | Developing Effective, Healthy Organisations | Scoop.it

Never give up on a dream just because of the time it will take to accomplish it. The time will pass anyway. Earl Nightingale #quotes 


Via Ivo Nový, Elysian Training
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Why I Think Machiavelli Was Right in the 1500′s and Why He is More Relevant in 2014!

Why I Think Machiavelli Was Right in the 1500′s and Why He is More Relevant in 2014! | Developing Effective, Healthy Organisations | Scoop.it

His teachings and theories in The Prince were directed more for those in the office of politics, however it is quite easy to translate those same principles to anyone who holds a position of leadership, management or supervision.

 

Here are my 7 reasons why Mr. Mach is more relevant today than ever!

 

Before I give you those 7 reasons I want to clarify one area I don’t agree with Mr Machiavelli...


1. Plan for the the worst and take action. Risk can never be eliminated, but it can be contained by those who plan ahead and take appropriate action.

 

2. The only reliable allies (partners) are those who benefit from your successes. Team up only with those who truly benefit from your victories or your opponent’s defeat.

 

3. Free time and work time really are all part of the limited amount of time you have at your disposal to succeed at your goals. Do not squander them, not even during periods of rest.

 

5. Passion is the best motivator. It pays to seek out people who believe passionately in what they do.

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Eli Levine's curator insight, February 28, 2014 9:24 AM

I actually did a rewrite of Machiavelli for my book of essays, It Comes Undone.  I came to the conclusion that Machiavelli was talking about the preservation of the State and the individual(s) who represent the state, and also that it was not those who simply ruled over people that mattered, but those who genuinely provided some genuine help and assistance to others throught the use of their power.

 

Consider that Machiavelli's idols, the Ferdinand of Aragons or the Caesars never have had the same sway over humanity as the Jesuses or the Buddhas or the Confuciuses or the Mohammads of the world.  The people you should be trying to emulate in action and consequence, if you're seeking the Machiavellian end of sustained power, are therefore those who served humanity in a genuine and sincere manner and satisfied a need within humanity's individual and collective mind.  It is those who healed, not those who simply destroyed, who we remember and honor the most strongly in the long run of history.

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10 Ways Your Boss Kills Employee Motivation

10 Ways Your Boss Kills Employee Motivation | Developing Effective, Healthy Organisations | Scoop.it
There are plenty ways that a boss can kill employee motivation. We've narrowed it down to the 10 and explain how it can damage your company's culture.

Via Jean-Philippe D'HALLUIN
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How to Build and Motivate Startup Teams: the Elon Musk Way | Fresh Dialogues

How to Build and Motivate Startup Teams: the Elon Musk Way | Fresh Dialogues | Developing Effective, Healthy Organisations | Scoop.it

 

During my interview with Elon Musk, we got a glimpse inside the mind of this revolutionary entrepreneneur. We explored his inspiration for disruptive startups like SpaceX, Tesla Motors and SolarCity; and he gave advice on how to build, motivate and retain topnotch teams; as well as some warnings about the hazards of overcomitting and sleep depravation.

 

“A company is a group of people that are organized to create a product or service. That’s what a company is. So in order to create such a thing, you have to convince others to join you in your effort and so they have to be convinced that it’s a sensible thing, that basically there’s a some reasonable chance of success and if there is success, the reward will be commensurate with the effort involved. And so I think that’s it…getting people to believe in what you’re doing – and in you – is important.”

 

“In the beginning there will be few people who believe in you or in what you’re doing but then over time, as you make progress, the evidence will build and more and more people will believe in what you’re doing. So, I think it’s a good idea when creating a company to create…

WorldsView Academy's insight:

Down to earth, earnest advice on building teams with purpose and getting people to believe in you, and believe in your company, from  South African born 'rocket-man' Elon Musk.

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Why Most Employee Engagement Programs Fail

Why Most Employee Engagement Programs Fail | Developing Effective, Healthy Organisations | Scoop.it
Guest Blog by New York Times bestselling author, Kevin Kruse shares the most common reasons employee engagement efforts fail.

Via Jean-Philippe D'HALLUIN
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The Enneagram and Motivation | by Lucille Greeff

The Enneagram and Motivation | by Lucille Greeff | Developing Effective, Healthy Organisations | Scoop.it

“To be motivated means to be moved to do something. A person who feels no impetus or inspiration to act is thus characterized as unmotivated, whereas someone who is energized or activated toward an end is considered motivated. Most everyone who works or plays with others is, accordingly, concerned with motivation, facing the question of how much motivation those others, or oneself, has for a task, and practitioners of all types face the perennial task of fostering more versus less motivation in those around them.”

-        Ryan & Deci, 2000, p.54

 

 

Many motivation theories treat motivation as a unitary concept, which creates a continuum of more or less motivated to do something. Yet, as Ryan and Deci (2000) note, even a little reflection suggests that motivation is far from that. People experience difference kinds of motivation on top of having different amounts of motivation. The orientation or type of motivation concerns the underlying reasons, attitudes and goals that give rise to motivation; in short the reason “why” we do some things and not others.

 

Read the full article: http://www.worldsviewacademy.com/uploads/The_Enneagram_and_Motivation_by_Lucille_Greeff.pdf

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David Hain's curator insight, February 22, 2014 3:22 AM

We all have unique 'hot buttons'.  Find out here how to categorise them. Then press, to influence.

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Tech Trends 2014: The business impact of evolving technology | IT News Africa- Africa's Technology News Leader

Tech Trends 2014: The business impact of evolving technology | IT News Africa- Africa's Technology News Leader | Developing Effective, Healthy Organisations | Scoop.it

Professional services firm, Deloitte, today launched its fifth annual Tech Trends report highlighting 10 trends that could have an impact on South African companies across industry sectors over the coming 18 to 24 months.

 

“At their core, these trends inspire disruption by having the potential to reshape organisations, business models, and even entire industries in South Africa and beyond. While some of these technologies might seem far-fetched for some, the reality is that the evolving competitive landscape means they can provide companies with a distinct business advantage,” says Kamal Ramsingh, Technology Leader for Africa at Deloitte. ...

 

The top 10 technology trends for 2014 are:

 

Disruptors:

 

1. CIO as venture capitalist – CIOs should actively manage their IT portfolio in a way that drives enterprise value and evaluate portfolio performance in terms that business leaders understand.

 

2. Cognitive analytics – Bridging the gap between the intent of big data and the reality of practical decision-making use aspects of artificial intelligence and machine learning

 

3. Industrialised crowdsourcing – The enterprise adopting the power of the crowd to dynamically source specialised skills from anyone, anywhere, and only as needed.

 

4. Digital engagement – Creating a consistent, compelling, and contextual way of personalising, delivering, and potentially monetising the overall user experience.

 

5. Wearables – Examining the potential that wearable technology could have on how work gets done, how decisions are made, and how companies engage with employees, customers, and partners....

 

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Millennials: Organizations Should Make A Difference

Millennials: Organizations Should Make A Difference | Developing Effective, Healthy Organisations | Scoop.it
Millennials want to work for employers who foster innovative thinking, give them an opportunity to develop their skills, and make a positive contribution to society according to a 2014 survey by Deloitte.

Via Anne Leong
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Not All Feedback is Equal - Types of Feedback

Not All Feedback is Equal - Types of Feedback | Developing Effective, Healthy Organisations | Scoop.it
When a manager decides to use ‘a coach approach’ it is important to remember that employees, especially in more traditional corporate or national cultures, are used to hearing a suggestion or reque...

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How not to blow R209bn - Industrials | Moneyweb

How not to blow R209bn - Industrials | Moneyweb | Developing Effective, Healthy Organisations | Scoop.it

Sasol’s major reorganisation ahead of big spend.

 

CAPE TOWN: The restructure underway at Sasol (JSE:SOL) is the biggest organisational and management change the petrochemical company has experienced in its 64-years of operation and is worth taking note of.

The changes are being driven following important shifts in the company’s strategy. It is no longer pursuing growth in coal-to-liquids operations, but is accelerating its gas-to-liquids (GTL) growth ambitions. And it is focusing its New Energy business on developing and growing low-carbon power generation as a source of future revenue.

 

This required a dual regional strategy: in the established business (mainly in Southern Africa) the focus is on maintaining and growing its highly profitable and cash-generative asset base. In North America, Nigeria and the rest of the world, management is executing ambitious growth plans.

 

To manage the risks and opportunities inherent in its globalization strategy – in particular the mega projects planned for North America – meant the operating structure had to be reorganized and costs urgently taken out of the business.

 

In the presentation of its half-year results to December, CEO David Constable said that the changes being made to the South African operation would deliver considerably more than the projected R3bn in annual savings by 2016.

 

“We are moving full steam ahead…we have finalised the design of our new group-wide operating model including its related top management structures, which will become effective on 1 July 2014.”

The company will be restructured into three divisions: the upstream business (mining, oil and gas) will procure raw materials for the group; regional hubs in Southern Africa, North America and Eurasia will operate the plants that convert the raw materials into useful products; and dedicated business units will concentrate on sales and marketing. All of this will be supported by group functions like finance, HR and IT.

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Disengaged Employees: What Are They Really Thinking?

Disengaged Employees: What Are They Really Thinking? | Developing Effective, Healthy Organisations | Scoop.it
You can’t crack your employees’ heads open and look inside so how do you uncover what drives individual employees to work hard and stay focused?

Via Anne Leong, Jean-Philippe D'HALLUIN
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Carol Carter's curator insight, March 18, 2014 5:02 AM

Some great insights and perspectives if you can wade through the article all the way to the end.

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Worldsview Academy for Organisational change | The Enneagram and Motivation, by Lucille Greeff

WorldsView Academy is a specialist organisation development (OD) institution enabling organisations to become more effective, in a healthy way.
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Time for telecoms CEOs to worry: Michael Jordaan - Technology news | Moneyweb

Time for telecoms CEOs to worry: Michael Jordaan - Technology news | Moneyweb | Developing Effective, Healthy Organisations | Scoop.it

Says WhatsApp’s plan to offer voice service should seriously worry the telecoms CEOs.

WhatsApp’s plans to offer free phone calls should seriously worry the telecommunications CEOs and boards around the world. This is according to former FNB CEO Michael Jordaan.

Jordaan, an expert in innovation and disruptive technologies, said that free calls from theFacebook-owned WhatsApp is a major tipping point – like when Kodak was faced with digital photography or Nokia was faced with iPhone.

 

Facebook’s acquisition of WhatsApp:

Questions have been raised about Facebook’s decision to pay $19 billion for WhatsApp, which does not have a strong revenue model.

Jordaan explained that Facebook could afford to pay such a high price for Whatsapp as it is partly paying with its own paper (shares) which are valued even higher when measured by dollar per user.

“It would be a mistake to only look at Whatsapps current 450 million users,” said Jordaan. “The focus of valuations should always be forward-looking and the 1 million odd new users per day means that they will soon break the billion mark and due to virality and the strong network effect that growth may even accelerate....

 

Facebook-WhatsApp impact on Mxit

Jordaan said that the Facebook-WhatsApp deal has pros and cons for Mxit.

·       two competitors become one;

·       the period of internal focus during merger;

·       privacy concerns by Whatsapp users; and

·       the deal demonstrates how hot this space is.

Jordaan said that the cons include that “David does not always beat Goliath”, but added that they are more determined than ever to give it a go, especially by focussing on feature phones in emerging markets.

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3 Questions That Will Motivate Your Employees

3 Questions That Will Motivate Your Employees | Developing Effective, Healthy Organisations | Scoop.it
Forget money or touchy-feely stuff. These three clear questions will change the way staff approaches work.We all want to be motivated -- and, as entrepreneurs, we love the idea of being able to motivate others.

Via Alexis Assimacopoulos
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Why Money Doesn't Always Motivate Employees

Why Money Doesn't Always Motivate Employees | Developing Effective, Healthy Organisations | Scoop.it
Freedom to operate, according to a recent survey, is far more valuable in motivating employees.

 

Stefan Lindegaard, an author and consultant who runs a terrific blog on innovation in organizational settings, recently conducted a survey which asked this fundamental question: What are the best ways for leaders to motivate employees to become more innovative and help create a better culture for innovation? 

 

Lindegaard's results offer two key takeaways for leaders looking to foster an innovative culture:

 

1. Financial incentives and bonuses are not that important to the process. 

 

2. Setting clear objectives is less important than providing freedom to operate.

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It Doesn't Feel Like Work--the Power of Intrinsic Motivation | Management Innovation eXchange

It Doesn't Feel Like Work--the Power of Intrinsic Motivation | Management Innovation eXchange | Developing Effective, Healthy Organisations | Scoop.it
"It is amazing how much can be accomplished if no one cares who gets the credit." - John Wooden

 

Rewards and punishments are often thought of in terms of "extrinsic" motivators--incentives that go beyond, or are greater than, the task itself and which are offered up by someone other than those performing the task. A child receives a piece of candy for sitting still or a salesman gets a trip to Hawaii for selling above quota. External motivation can often take the form of punishment or manipulation as well.

Most of us have to work to earn a living--with the evidence on display in that legendary contrivance known as a paycheck. There are many powerful inducements to show up and perform each and every day, whether you enjoy it or not, but the paycheck is often the most compelling.

In 1905, Howard Washington Odum wrote:

Well, you wake up in the mornin',
You hear the work bell ring,
And they march you to the table to see the same old thing.
Ain't no food upon the table, and no pork up in the pan.
But you better not complain, boy,
You get in trouble with the man.

On the contrary, we all have seen those intrinsically motivated people perform each of their tasks for the enjoyment or satisfaction of the task itself. (It's awe-inspiring--and sometimes jealousy-inducing.)

In "Social Influences on Creativity: The Effects of Contracted-For Rewards" (Journal of Personality and Social Psychology, p383), Teresa Amabile suggests that "people are intrinsically motivated to engage in a particular task if they view their task engagement as motivated primarily by their own interest and involvement in the task".

Does a paycheck, salary bonus, raise, or promotion put more work in to work? Well, it sure seems like lavish raises, exotic vacations, those coveted employee-of-the-month parking spots, and massive bonuses would make work more fun, doesn't it? The research suggests otherwise: rewards, or worse, the threat of punishment actually make work less enjoyable and perhaps even reduce productivity. These extrinsic elements can make work feel like work.

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What Motivates Us To Do Great Work?

What Motivates Us To Do Great Work? | Developing Effective, Healthy Organisations | Scoop.it
Could making ideas happen be its own reward? Recent research indicates that creatives find progress more rewarding than money...

 

Recent research reveals that when creative thinking is part and parcel of your job description, external motivation just doesn’t work. The year-end bonus, the promotion, the basic dangled carrot approach – these things don’t inspire better performance.

What really gets creatives fired up is, well, ourselves. That is, intrinsic motivation. If we can imagine an achievement, see ourselves progressing toward that goal, and understand that we are gaining new skills and knowledge, we will be driven to do great work.

In a recent post, science writer Jonah Lehrer cites an interesting study about “self-talk” – the running commentary we always have going on in our heads. Fifty-three undergraduate students were divided into two groups and then challenged to solve anagrams:

“The first group was told to prepare for an anagram-solving task by thinking, for one minute, about whether they would work on anagrams. This is the ‘Will I?’ condition, which the scientists refer to as the ‘interrogative form of self-talk’. The second group, in contrast, was told to spend one minute thinking that they would work on anagrams. This is the ‘I Will’ condition, or the ‘declarative form of self-talk’. Both groups were then given ten minutes to solve as many anagrams as possible.”

Contrary to what you might expect, the “Will I?” group solved significantly more puzzles. The uncertainty created by the question, allowed the students to decide to challenge themselves, and then excel. Lehrer sums it up:...

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How Successful People Stay Calm

How Successful People Stay Calm | Developing Effective, Healthy Organisations | Scoop.it
The ability to manage your emotions and remain calm under pressure has a direct link to your performance.

Via Ingenium Consultants
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