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Zappos says goodbye to bosses

Zappos says goodbye to bosses | Behavior, People and Organizations | Scoop.it


[KEY POINTS]


Online retailer Zappos is known to do things its own way. The company calls its executives “monkeys,” has employees ring cowbells to greet guests, and offers new employees cash to quit as a way to test their loyalty.


The Las Vegas-based retailer is now becoming even more radical, introducing a new approach to organizing the company. It will eliminate traditional managers, do away with the corporate hierarchy and get rid of job titles.


The unusual approach is called a "holacracy." The idea is to replace the traditional corporate chain of command with a series of overlapping, self-governing “circles.” In theory, this gives employees more of a voice in the way the company is run.


Via David Hain
Terence R. Egan's insight:

Zappos has led the business community in new management concepts in the past. This idea is super-radical.


Articles published by the company provide a little detail on how this system will work,  however I get the impression that the concept will evolve as they discover major shortcomings and seek to address them.


Zappos may be getting rid of official job titles and management responsibilities, however natural leaders are sure to emerge and take control. In the absence of clear reporting lines and command structures, there will be a strong tendency for 'feifdoms ' to emerge. 


Concepts such as Holacracy, Democracy, Communism, etc. are wonderful in theory, however there is one major obstacle that has never been overcome: the nature of human beings. Self-interest always wins!


In my opinion, Zappos will only make this work after a serious dilution and modification of the core principles. I admire their effort and look forward to observing their progress. We may all learn something valuable from this initiative.


"Go Zappos, Go! ... Go Zappos, Go! ... Go Zappos, Go! "


[I'm staying on the sidelines]

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Robin Martin's curator insight, January 7, 2014 9:18 PM

Leading themselves? 

Patricia D. Sadar - Leadership Strength Coach's curator insight, January 9, 2014 2:25 PM

This is forward thinking! 

 

It all comes down to what your company culture is, and what you hope to achieve as a result of this culture. 

 

When we work with executive teams one of the questions that we ask is this:  "What is impossible today; however, if we accomplished this would be a game-changer for our industry?"  Because when you think of it -- nothing is impossible.

 

When you have a leader like the CEO of Zappos...he is constantly asking himself and the team this question. 

 

I am very excited to learn from this model...what are your thoughts?

 

 

Chery Gegelman's curator insight, January 9, 2014 11:11 PM

This move is getting lots of attention.  What are your thoughts?

Behavior, People and Organizations
ARTICLES AND DISCUSSIONS ON MANAGING AND DEVELOPING PEOPLE AND ORGANIZATIONS ............ Summaries and Key Points are provided to assist followers to quickly grasp essential points.
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Why most gamification strategies and applications will fail.

Why most gamification strategies and applications will fail. | Behavior, People and Organizations | Scoop.it
Serious / Educational games are a tricky thing to make but can be very powerful Here are 7 things to avoid!
Terence R. Egan's insight:

And not to forget the biggest problem ... POOR IMPLEMENTATION!

 

Too many companies go for the big impressive BANG! Big announcements might impress shareholders in the short-run but the spruikers quickly handball the project to teams that are under-resourced, underskilled, and over-committed. It's a set-up for failure.

 

Yes, sure, Big IT are very keen for you to sign off on a major project ... and they have impressive stats as well (well, as long as you don't look too rigorously).  Instead of setting yourself up for a BIG FAIL, why not set yourself up for a SOLID INCREMENTAL WIN ... the first step in a careful, responsible plan.

 

AND YOU CAN EVEN CHEAT A LITTLE ...

 

Look for the most likely application to succeed -- sales might be an easy one since they're accustomed to results-driven competitions and close monitoriing of performance metrics. But whichever part of your organization you choose to run with, be sure that you have the total commitment and support of the management team. Without that, you ain't goin' nowhere ... fast!

 

No DIY! It doesn't matter how brilliant your internal IT guys, your HR experts, your marketers, your sales managers, or the zombie-eyed kid next door ... they are not experts in gaming technologies or, most importantly, the behavioral / neurologial aspects of games. Invest in real experts for each component of the project. And that means not over-relying on BIG IT  for the technology side. The core of your success will be neurological, not technological.

 

Moderate the excitement surrounding gamification. Make rational, clear-eyed business decisions. Give yourself every opportunity to succeed with a pilot, then proceed to your next-best module.

 

Companies will waste billions of dollars on these exciting technologies. Don't be one of them.

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Rescooped by Terence R. Egan from Learning and HR Matters
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The 2nd Most Worthless HR Activity

The 2nd Most Worthless HR Activity | Behavior, People and Organizations | Scoop.it

Let’s be clear, the most useless HR activity is Performance Management. Hands down.

 

But since I have been an enthusiastic beater of that horse already, a close second has to be the Exit Interview.

 

Let’s review all of the reasons for their sacred cow status:


Via Roger Francis
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Principles to promote and capture genuine job satisfaction

Principles to promote and capture genuine job satisfaction | Behavior, People and Organizations | Scoop.it
What drives employee engagement around the world? The Mark Buckingham Company released its Global Engagement Index to uncover the answer.
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Eliminating privilege bias in hiring

Eliminating privilege bias in hiring | Behavior, People and Organizations | Scoop.it

NPR Visuals’ attempt is an effort to target the problem of unfair advantage in the hiring process.

 

“With any job interview, there are people who are good at speaking and people who are not. There are people who have been coached and people who haven’t,” said Boyer. According to him, this effort is more about how can we level the playing field with regards to coaching.

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Change Management Models

Change Management Models | Behavior, People and Organizations | Scoop.it

Organizational development has been of focus for several years, but still many companies do not understand the importance of change management models. Almost 70% of all major organizational change efforts fail, which among others is because of a lack of holistic approach to the management of change and the extend of the models used. This emphasizes the importance for companies to have a good and realistic change management model before starting to implement the transformation.


Via David Hain, Terence R. Egan
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David Hain's curator insight, April 3, 2014 3:08 AM

If you believe that change is top down, this one's for you.

Miklos Szilagyi's curator insight, April 3, 2014 4:01 AM

"Change is about changing people not organisations, organisations will transform when the management and employees change their way of doing business, which is why good change management models are central to a successful transformation of a firm." - could not agree more, yesss, it's about people...  change management is one of the leading topics... I don't know exactly, say, in the last 50 to 70 years and it will remain... it's not the first and last article/blog/book about it bu also not the worst one... additionally, a quick read...:-)))

Alain Theriault MBA's curator insight, April 3, 2014 8:38 AM

In the first years of a startup there are many iterations and sometimes a pivot. Even if it touches only a few employees, the model here still applies

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Military Update: Commission says offer choices and see compensation costs fall - SunHerald.com

Read local community news, articles, opinions, and stories from South Mississippi, Harrison, Jackson, Hancock, Stone, George, and Pearl River and bay st.
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Social media, big data, and recruiters – What all job seekers need to know

Social media, big data, and recruiters – What all job seekers need to know | Behavior, People and Organizations | Scoop.it
Much has been made of social media’s power for personal branding and building profile, but some still don’t see it that way. Some see it as a distraction, as nothing too serious, a thing that’s not really for them.
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Rescooped by Terence R. Egan from I can explain it to you, but I can't understand it for you.
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The Best Sales Incentive Compensation Plan

The Best Sales Incentive Compensation Plan | Behavior, People and Organizations | Scoop.it
Find out what the best sales incentive compensation plan looks like and whether you’re on the right track for a successful year.

Via Riaz Khan
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Rescooped by Terence R. Egan from afterhours.wesrch.com (Entertainment, Sports, Fashion, Parenting)
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The basics of workplace safety and manual handling, Business - weSRCH

There have been many cases of injuries to workers who deal with manual handling and use of lifting equipments.

Via Sophie Vagts
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Even Bigger And Better Resolutions For 2015! Part 2

Even Bigger And Better Resolutions For 2015! Part 2 | Behavior, People and Organizations | Scoop.it
Veritas Consulting looks at Bigger And Better New Years Resolutions For 2015! and Health and Safety in the Workplace (Part 2)

Via David Cant CMIOSH
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Rescooped by Terence R. Egan from Sustainability Solutions News
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Intel to invest US$300m in workplace diversity

Intel to invest US$300m in workplace diversity | Behavior, People and Organizations | Scoop.it
Chip giant Intel has taken major steps to improve its workplace diversity as the tide continues to turn on global tech giants.

Via Cambium
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Implementing Safety Training Guidelines in The Workplace - WorkersCompensation.com (press release) (blog)

Implementing Safety Training Guidelines in The Workplace - WorkersCompensation.com (press release) (blog) | Behavior, People and Organizations | Scoop.it
Implementing Safety Training Guidelines in The Workplace
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Diversity, Slavery, Future-Fit Workplaces: SustainAbility's 10 Trends for 2015 | Sustainable Brands

Diversity, Slavery, Future-Fit Workplaces: SustainAbility's 10 Trends for 2015 | Sustainable Brands | Behavior, People and Organizations | Scoop.it
From historic climate change marches and bold advocacy by companies on the price of carbon to global economic volatility and heated debates on inequality, 2014 was a year of accelerated awareness and action for sustainable development.

Via Paulo Gervasio
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Kahneman: ‘What would I eliminate if I had a magic wand?’

Kahneman: ‘What would I eliminate if I had a magic wand?’ | Behavior, People and Organizations | Scoop.it

Daniel Kahneman is the very definition of unassuming: a small, softly spoken man in his 80s, his face and manners mild, his demeanour that of a cautious observer rather than someone who calls the shots. We meet in a quiet spot off the lobby of a London hotel. Even then I have trouble catching every word; his accent hovers between French and Israeli and his delivery is quiet, imbued with a slightly strained patience, helpful but cautious.

And yet this is a man whose experimental findings have shifted our understanding of thought on its axis – someone described by Steven Pinker as “the world’s most influential living psychologist”. With his long-time collaborator Amos Tversky, who died in 1996, he delineated the biases that warp our judgment, from figuring out if we can trust a prospective babysitter to buying and selling shares. In 2002 he was awarded the Nobel prize in economics, a testament to the boundary-busting nature of his research.


Via Alessandro Cerboni
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Company Culture: Is your CEO the solution or the problem?

Company Culture: Is your CEO the solution or the problem? | Behavior, People and Organizations | Scoop.it
Most CEOs try to create an environment where employees can thrive, but sometimes they fail. Here's what to avoid.
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My algorithm loves you! You're hired!!

My algorithm loves you! You're hired!! | Behavior, People and Organizations | Scoop.it
Start-ups say they can eliminate biases and create more skilled and diverse workplaces, but data science will probably need human supervision.

Via Wildcat2030
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Case Study: General Electrics “Imagination At Work” Ad Campaign

Case Study: General Electrics “Imagination At Work” Ad Campaign | Behavior, People and Organizations | Scoop.it
Throughout its history General Electric Co. enjoyed the benefits of a consistent marketing message.
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Workplace Safety in the Early Days

Workplace Safety in the Early Days | Behavior, People and Organizations | Scoop.it
Seen here are painters atop the Woolworth Building in New York City in 1926.

The Woolworth Building at 233 Broadway in Manhattan was designed by architect Cass Gilbert and was completed in 1913.
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A Guide to Compensation on American Airlines - Points Summary

A Guide to Compensation on American Airlines - Points Summary | Behavior, People and Organizations | Scoop.it
A Guide to Compensation on American Airlines, Complaints to American Airlines, Compensation on American Airlines, Miles, eVouchers, electronic vouchers, AA
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US Colleges Seek Economic Diversity in Students From China - ABC News

US Colleges Seek Economic Diversity in Students From China - ABC News | Behavior, People and Organizations | Scoop.it
Widely regarded overseas as places only for children of the rich and powerful, top American universities like Yale and Harvard are increasing efforts to attract the best international students, regardless of their financial backgrounds.
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Half of Leicester's butcher's shops using dangerous machinery

Half of Leicester's butcher's shops using dangerous machinery | Behavior, People and Organizations | Scoop.it
Half the butchers shops visited by health and safety officials in Leicester have been found to be using dangerous equipment.

Checks were made after two separate incidents when shop workers lost fingers.

Via David Cant CMIOSH
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Safety Train's curator insight, January 26, 6:28 AM

Wonder who's in your mince?

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Dairy farms most dangerous workplace - safety watchdog - Irish Independent

Dairy farms most dangerous workplace - safety watchdog - Irish Independent | Behavior, People and Organizations | Scoop.it
Dairy farms are the most dangerous of any workplace, accounting for 58pc of all farm fatalities, the Health and Safety Authority (HSA)has said.
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Why diversity matters | McKinsey & Company

Why diversity matters | McKinsey & Company | Behavior, People and Organizations | Scoop.it
New research makes it increasingly clear that companies with more diverse workforces perform better financially. A McKinsey & Company article.

Via Marylene Delbourg-Delphis
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ExxonMobil Adds Protections For LGBT Employees, But Advocates Skeptical Of ... - Huffington Post

ExxonMobil Adds Protections For LGBT Employees, But Advocates Skeptical Of ... - Huffington Post | Behavior, People and Organizations | Scoop.it
After years of criticism and mounting pressure, ExxonMobil has finally added workplace discrimination protections for its lesbian, gay, bisexual and transgender (LGBT) employees.
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Prioritizing Diversity In 2015

Prioritizing Diversity In 2015 | Behavior, People and Organizations | Scoop.it
At a recent forum on diversity in tech, Google's Director of Global Diversity Talent & Inclusion, Yolanda Mangolini, explained that it is incredibly hard..

Via Marylene Delbourg-Delphis
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