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5yfv-web.pdf

Tarik Chawdry's insight:

Excellent report about :

 

1.  Why the NHS needs to change.

 

2.  How a new relationship with patients and communities needs to be developed.

 

3. What the future looks like and emerging new models.

 

Critically , the report outlines the need to break down the barriers between doctors and hospitals , physical and mental health services and between health and social care. 

 

A new culture and approach is emerging despite the immense pressures within the NHS - a great national service that will constantly evolve and change. 

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Rev. Jesse Jackson Visits Birmingham and Pays tribute to Nelson Mandela

Rev. Jesse Jackson Visits Birmingham and Pays tribute to Nelson Mandela | organisational development | Scoop.it

Rt. Hon Keith Vaz  & Mr Tony Deep & Family ( East End Foods ) host a warm welcome for the Rev. Jesse Jackson in Birmingham.   

Tarik Chawdry's insight:

The Rev. Jesse Jackson visits Birmingham and pays tribute to the City for its diversity and support for those who are less fortunate. At the dinner  , it is announced that Nelson Mandela has passed away.  


He says “Nelson Mandela was a giant of immense and unwavering intellect courage and moral authority. He chose reconciliation over retaliation. He changed the course of history.


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Can You Fire a Robot ?

Can You Fire a Robot ? | organisational development | Scoop.it
The next wave of robots could change the meaning of work.
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Tarik Chawdry's curator insight, April 2, 2013 7:51 PM

Interesting article in ‘ The Chronicle of Higher Education '  

by Jeffrey Young ( March 25th 2013 )  about a new generation of

robots that will re-define work and replace a large number of people in certain jobs.

 

Baxter is a new type of worker – employers buy him , he costs about £12k , he comes with a warranty and is not human.

 

He can do repeat tasks in factories , fast food shops and offices and  can load and unload packages from vans , will be able to drive trucks and even fly an aircraft !

 

In the USA , it won’t be long before ‘ drones ‘ ( robots ) will be able to take packages from city to city , cutting out drivers and a range of other roles.

 

Self –service checkout in supermarkets is already here in the UK and machines are now replacing some Post Office counter staff.

 

Also , software is replacing some of the work done by travel agents , customer advisers and banking staff as more and more of us design and book our own holidays , get advice from other consumers from internet social networks and arrange our own loans.

 

In fact , it won’t be long before the person stamping your passport ,

at the airport , will be a robot .

 

However , the article does not say that this is all bad . In a perverse way , for example , in some jobs we have actually made humans into robots – imagine wrapping chicken all day or picking items off an assembly line , hour after hour  , day after day. The ultimate irony is that individuals with mind crushing boring jobs have become robots themselves and millions is being spent on robots to become more human !

 

Maybe the idea of getting everyone into work is not such a good idea , instead , less but higher skilled work for humans with robots doing the worse jobs could be the way forward – a complementary approach between humans and robots.

 

For HR , with more robots in the workplace this may mean that new approaches have to be adopted with ‘ robot friendly policies ‘ in place. 

 

For example , there is no redundancy or sick pay for robots but the maintenance and repairs costs may increase. Also , robots may become a  new type of agency worker !

 

A further twist is that sending goods from China to the UK & Europe is now too slow - so 3 dimensional printing (  a type of robot ) where you can make everyday objects ( cup , knife , vases , bicycle ,etc ) is set to radically alter the normal manufacturing and distribution process.   

 

If all this talk of robots and automation makes you stressed out –

don’t worry, Baxter can probably be trained to take your

blood pressure !

 

 

Tarik Chawdry

Asst.Director - Human Resources

Birmingham City Coucil

UK

  

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Can You Fire a Robot ?

Can You Fire a Robot ? | organisational development | Scoop.it
The next wave of robots could change the meaning of work.
Tarik Chawdry's insight:

Interesting article in ‘ The Chronicle of Higher Education '  

by Jeffrey Young ( March 25th 2013 )  about a new generation of

robots that will re-define work and replace a large number of people in certain jobs.

 

Baxter is a new type of worker – employers buy him , he costs about £12k , he comes with a warranty and is not human.

 

He can do repeat tasks in factories , fast food shops and offices and  can load and unload packages from vans , will be able to drive trucks and even fly an aircraft !

 

In the USA , it won’t be long before ‘ drones ‘ ( robots ) will be able to take packages from city to city , cutting out drivers and a range of other roles.

 

Self –service checkout in supermarkets is already here in the UK and machines are now replacing some Post Office counter staff.

 

Also , software is replacing some of the work done by travel agents , customer advisers and banking staff as more and more of us design and book our own holidays , get advice from other consumers from internet social networks and arrange our own loans.

 

In fact , it won’t be long before the person stamping your passport ,

at the airport , will be a robot .

 

However , the article does not say that this is all bad . In a perverse way , for example , in some jobs we have actually made humans into robots – imagine wrapping chicken all day or picking items off an assembly line , hour after hour  , day after day. The ultimate irony is that individuals with mind crushing boring jobs have become robots themselves and millions is being spent on robots to become more human !

 

Maybe the idea of getting everyone into work is not such a good idea , instead , less but higher skilled work for humans with robots doing the worse jobs could be the way forward – a complementary approach between humans and robots.

 

For HR , with more robots in the workplace this may mean that new approaches have to be adopted with ‘ robot friendly policies ‘ in place. 

 

For example , there is no redundancy or sick pay for robots but the maintenance and repairs costs may increase. Also , robots may become a  new type of agency worker !

 

A further twist is that sending goods from China to the UK & Europe is now too slow - so 3 dimensional printing (  a type of robot ) where you can make everyday objects ( cup , knife , vases , bicycle ,etc ) is set to radically alter the normal manufacturing and distribution process.   

 

If all this talk of robots and automation makes you stressed out –

don’t worry, Baxter can probably be trained to take your

blood pressure !

 

 

Tarik Chawdry

Asst.Director - Human Resources

Birmingham City Coucil

UK

  

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Are You Giving Up Power?

Are You Giving Up Power? | organisational development | Scoop.it
You know that social interactions with the marketplace are becoming a source for innovation, strategy, product development, organizational alignment, and pretty much every important thing your organization does.

Via Vimal Rai
Tarik Chawdry's insight:

Are You Giving Up Power ?

 

Interesting article by Nilofer Merchant published in the Harvard Business Review in December 2012  .

 

In a sentence , the article is saying  - To survive , we need to share power and collaborate more .

 

The increasing role of social interaction and collaboration , through the internet and crowd sourcing are identified as the new drivers for innovation.

 

This new environment challenges the role of the old style leader and his power base which can be slow and just a little bit boring.

 

In fact , the business and social environment can be so complex and full of dilemmas that it can eat traditional leaders for breakfast . Organisations become weaker or fail because of an over-reliance on a one-dimensional approach to leadership - the best thing these leaders can do is to step aside or retire.

 

Instead , leaders need to have many dimensions and colours – for example , they need to share power and influence , coach their teams to influence effectively and ethically and be masters of making others stronger –in fact they must enjoy this approach if they are going to produce great services and products.

 

The true value and potential of power and influence is when it is circulated and resides between individuals and teams – like a ball being passed around.  A sense of achievement energises individuals leading to hyper-collaboration and innovation rather than always looking  to organisational hierarchy or traditional planning tools to offer solutions.

 

So – become stronger by sharing your power !

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Vimal Rai's curator insight, December 16, 2012 9:50 PM

Perhaps one reason why power is not so easily given up is the inherent linkage between power, position, credit/blame and remuneration. Aside from the psychological impact of embracing social collaboration which makes you feel like you relinquish some "power", there is the very real threat of you not receiving the credit (already touched upon in your post) which, if repeatedly occurring, will cause you to not receive (performance) bonuses, increments etc etc. There is a very real perceived threat of monetary loss.

 From the "boss's" perspective, if the best ideas are not seen to be emanating from him/her, and instead consistently emerging from the "crowd", will it lead to insecurity? Will that insecurity prompt fears of growing irrelevance, perhaps in this new social era which - by definition - many of the pre-90s born bosses may not be so comfortable with? And would all this then threaten the current remuneration structure and principles in the company?  I feel/surmise that in many traditional environments - say in parts of Asia, outside the IT and creative industries - the above may be a serious concern.
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Changing HR operating models - CIPD Report

Changing HR operating models - CIPD Report | organisational development | Scoop.it
Provide links to individual thought pieces that appear in the CIPD research report, Changing HR operating models.
Tarik Chawdry's insight:

Excellent and detailed report about how HR can continue to add value and insights in the fast changing work environment. Taking an interest in people and what they do is key - higher engagement will lead to higher productivity and employee satisfaction - ' switch people on '   

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Smart Cities – Collaboration is Key - not just Technology

Smart Cities – Collaboration is Key - not just Technology | organisational development | Scoop.it
The business model for smart cities has been around management, energy efficiency and mobility, but is it the right approach?
Tarik Chawdry's insight:

Guardian Article explores the current state of the SMART City Agenda - whilst more needs to be done to connect up a City in terms of technology, greater emphasis needs to be placed on ' open data ' and ' bottom up community engagement ' . For example , why buy road sensors under an expensive highways contract when 1000's of drivers could use their smart phones to upload pictures and alerts in real time from their car ! The council then shares this hour by hour to the City. We need to utilise the ' SMARTNESS ' of our citizens ( and their free smartphones ! ) to create a SMART City. 

 

Let the brilliance of our citizens flourish. 

 

Tarik Chawdry

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Government considering new powers to tackle non-payment of tribunal awards

Government considering new powers to tackle non-payment of tribunal awards | organisational development | Scoop.it
Research has found over half of individuals awarded a pay out following an employment tribunal hearing do not receive their award in full.
Tarik Chawdry's insight:

If you win at an Employment Tribunal - you may not get all your compensation. Jo Swinson - Employment Relations Minister said

 

" We are determined to clamp down on businesses who fail to pay out. Far too many cases are not being resolved leaving people out of pocket. Taking an employer to tribunal is a stressful enough process without having to face the possibility of not getting what you are entitled to if you win your case ' 


This new approach will assist claimants to receive the payment they are entitled to - and fought for  - and will support fairness in both the tribunal system and the workplace.



Tarik Chawdry

Asst.Director

Human Resources

Birmingham City Council

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South Carolina restaurant asks Black customers to leave because one of their customers feels ‘threatened’ |

South Carolina restaurant asks Black customers to leave because one of their customers feels ‘threatened’ | | organisational development | Scoop.it
Tarik Chawdry's insight:

Black American customers refused service in a restaraunt . We still have a long way to go ! 

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India & UK - Natural Partners & Stronger Links

India & UK - Natural Partners & Stronger Links | organisational development | Scoop.it
David Cameron’s visit to India this week will be his second visit in a year – a gesture that underscores Britain’s efforts to strengthen links between two nations that already have strong cultural and historical ties.
Tarik Chawdry's insight:

Interesting article ( Independent - 20th Feb 2013 ) by Rajeev Chandrasekhar , Independent Member of Parliament - India , about the growing and essential ties between the UK and India.

 

Indians in the UK , like other such communities , are providing a rich resource of talent , investment and networks that assist both the UK and India to achieve their strategic and commercial objectives.

 

TATA – established in the UK since the 1930’s – essentially a British Company here – is providing jobs and world class products and is a good example of what can be achieved.  

 

However, the article states that a recent Chatham House – YouGov poll in July 2010 stated that 87% of Britons had no opinion , positive or negative about India . Similarly , a May 2010 poll by an Indian newspaper concluded that 60% of Indians did not know that there was a UK general election .

 

These surveys may just reflect that people have better things to think about !

but I think the article is stating that if trade is to increase significantly between the UK and India over the next 10 years then more needs to be done especially at the local and community level - essentially a combination of top level  -  ' opening the doors ' approach and then effective and skilled programmes / implementation at the local level - something UK Local Government is very good at.

 

For us in Local Government ,  ‘ smart twinning ‘ of UK and Indian Cities is suggested as well as greater learning and partnership working in the areas of creating sustainable cities, empowering citizens , transparent governance and adopting new technologies to drive our communities and economies forward.

 

UK Local Government has practical experience of managing change , reducing duplication and empowering its citizens. 

 

So - two great countries , English spoken with enthusiasm in India and UK's

historical and cultural ties with the sub-continent mean that there are growing opportunities to harness.

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CIPD - New directions for CIPD, new opportunities for the profession

CIPD - New directions for CIPD, new opportunities for the profession | organisational development | Scoop.it
To engage with business and other leaders to ensure HR and learning and development are playing their part in shaping and building the businesses and organisations of the future. And of course to help define, develop and ...
Tarik Chawdry's insight:

Detailed and wide ranging article from the new CX of CIPD  - Peter Cheese about improvements to the organisation on a number of fronts. The things I liked were plans for an improved regional structure ( West Mids is very good already though ) and advice and assistance for small business. If we can get good HR out , alive and kicking onto the factory floor and small shop  - rather than just the boardroom and conferences , then that will help drive our local economies and increase innovative and fair practice in the hardworking small business sector. Birmingham HR is looking at ways to support small business with a range of services that they could suscribe to such as employment law advice , CRB checking , help with recruitment and assessment, mini health and safety audit, workforce and organisation re-design , managing agency staff etc.

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