Learning Organizations
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Learning Organizations
Organizational development, continuous learning, knowledge sharing, leadership ... applicable to the world of academic libraries.
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Rescooped by Margaret Driscoll, Learning Organization Librarian from Business Brainpower with the Human Touch
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Why Learning Is Central to Sustained Innovation

Why Learning Is Central to Sustained Innovation | Learning Organizations | Scoop.it

the only things many companies actually do under the heading of people development is to have an annual training-hours target and a travel budget for sending employees to conferences. If managers really thought that people were their greatest asset and that it’s the energy and creativity of employees that drives innovation, why do companies do so little? Why doesn’t growing and developing people excite them just as much as installing new additive manufacturing equipment or the latest cloud-based collaboration tool?Click here to edit the content


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Margaret Driscoll, Learning Organization Librarian's curator insight, March 18, 5:28 PM

Operational excellence requires cultivating an expectation for continuous improvement in all employees.

Christopher Scorey's curator insight, March 19, 10:53 PM

Education is key in today's society. I love to learn, to expand my knowledge, but sometimes I find it challenging to absorb information as some tasks educate me and others just drive me crazy. This picture expresses my thoughts on learning because some types of tasks hinder and others further learning, it all differs with each person. For me learning through action and visuals help me absorb more information.

Karina Calvo's curator insight, March 23, 4:07 PM

Operational excellence requires cultivating an expectation for continuous improvement in all employees.

Rescooped by Margaret Driscoll, Learning Organization Librarian from Business Improvement
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Four Emotional Drivers for Employee Engagement

Four Emotional Drivers for Employee Engagement | Learning Organizations | Scoop.it

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Carol Sherriff's curator insight, September 7, 2013 11:36 AM

I like the simplicity of the model suggested - prompts thought - but on reflection it is to simplistic. People are differently motivated within each of the four headings. I tend to use Archetypes or NLP frames of reference when working with a group on motivation/

Bryce Wettstein's curator insight, September 9, 2013 12:08 AM

"Management is the opportunity to help people become better people. Practiced that way, it's a magnificent profession." - Professor Clay Christensen

 

I think this quote is an excellent supplement to the article. The article talks about four different emotional drivers that motivate employees, and how their morale affects their overall performance. If a manager is able to satisfy these emotional drivers, it develops positive employee engagement in the workplace.

 

This is a great example of the behavioral approach to management, which stresses group dynamic and leadership, social needs as primary motivating factors, and focuses more on the human side of an organization.

Terence R. Egan's curator insight, July 5, 2014 9:32 PM


Now, how can the principles of Behavioral Economics be employed in the workplace in order to optimize the attainment of the four emotional drivers?

 

For example, studies have shown that sharing unique, or even risky activities can considerably enhance bonding and teamwork. This has been shown to be true whether between lovers (or prospective lovers), colleagues, or both (although that last one is purely my own speculation!).

 

How can Behavioral Economics inform us on the attainment of the other three emotional drivers?