Organizational Behavior
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What Women Need at Work to Give Their All

What Women Need at Work to Give Their All | Organizational Behavior | Scoop.it
Company leaders need to find a balance between challenging and caring for employees. That’s especially true for women, Tony Schwartz writes in the Life@Work column.
Mary S.'s insight:

This article runs all over the place a bit, but the argument I like is that keeping women in the workplace goes beyond the idea of equality and fairness. Women are needed because they offer something different to men in the workplace, and having that balance is good for business.

"In 2012, the consulting firm Zenger Folkman studied 7,300 leaders and found that women were rated higher in 12 of 16 crucial skills — among them developing others, building relationships, collaborating and practicing self-development, but also in taking the initiative, driving for results, solving problems and analyzing issues. To put it bluntly, women in the workplace are often more wholly human than their male counterparts."

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Get Out of the Way!

Get Out of the Way! | Organizational Behavior | Scoop.it
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An interesting look at the way overly defined structure can inhibit the effectiveness of teams in the workplace, as can a complete lack there of.

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Positive Leadership: Success Without Collateral Damage

Positive Leadership: Success Without Collateral Damage | Organizational Behavior | Scoop.it
Mary S.'s insight:

"Those who form positive relationships enable higher levels of collective performance."

I very much enjoyed this article written from the personal perspective of a leader, who after being told that she was essentially bullying her team into high performance, describes the steps she took to change and the positive outcome that resulted. 

By Schon Beechler, INSEAD Senior Affiliate Professor of Leadership and Organizational Behaviour

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Be a Better Manager: Live Abroad

Be a Better Manager: Live Abroad | Organizational Behavior | Scoop.it
Business management magazine, blogs, case studies, articles, books, and webinars from Harvard Business Review, addressing today's topics and challenges in business management.
Mary S.'s insight:

According to research, living abroad and adapting to the host country produces more creative individuals and enhances their "integrative complexity" or ability to integrate multiple perspectives on different issues.

Food for thought for businesses with expatriate programs, or individuals considering taking the leap on their own dime. 

Interestingly, just having traveled did not have an effect on creativity.

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Book Review: From Values to Action: Values-based Leadership

Book Review: From Values to Action: Values-based Leadership | Organizational Behavior | Scoop.it

Past leadership style based on fearless autocracy is on its way out, along with its brother characteristics of battle-hardness, command and control, street-smarts, uninformed decision making and top-down directives. 

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Winning CEOs State Values And Live By Them

Winning CEOs State Values And Live By Them | Organizational Behavior | Scoop.it
CEOs' ability to fit with a firm's values and culture is a top success predictor. Leaders should learn the culture and align their values with it.
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United Airlines Lost My Friend's 10 Year Old Daughter And Didn't Care - Bob Sutton

"My colleague Huggy Rao and I have been reading and writing about something called "felt accountability" in our scaling book. We are arguing that a key difference between good and bad organizations is that, in the good ones, most everyone feels obligated and presses everyone else to do what is in their customer's and organization's best interests."

 

"Unfortunately, one place I have not felt it for years -- and where it is has become even worse lately -- is United Airlines."

 

I have chosen this blog post because it clearly highlights an important issue with leadership and culture within United airlines' organization.

 

The company and its performance will ultimately deteriorate if what this family experienced continues. Someone big needs to step in and take the reigns.

 

I feel for the employees of United. I imagine they don't enjoy being powerless in these situations and that their apathy is a result of their limited power, and in a sense, their vaue within the organization.


What is it that makes them disown an issue or a problem? Perhaps they are not empowered to help. 

 

I genuinely hope this sparks some changes within United's internal structure. They desperately need it.  

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Introverted Execs Find Ways to Shine

Introverted Execs Find Ways to Shine | Organizational Behavior | Scoop.it

"Despite a strong cultural bias against them, introverted leaders can make great bosses especially in unpredictable environments."

 

Balance is also necessary - there must be open communication and access to leaders within the company. Introverted leaders shouldn't give up what makes them tick, but compromise is necessary. Development in areas that don't come naturally to them, like public speaking and engaging with employees, is a must. 

 

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Top Reasons Why Employees Don’t Do What They Are Supposed to Do—as reported by 25,000 managers

Top Reasons Why Employees Don’t Do What They Are Supposed to Do—as reported by 25,000 managers | Organizational Behavior | Scoop.it

The key sentence in this article? "Take a look at the conversations and relationships happening at the manager-direct report level."

 

Often issues within organizations stem from the lack of adequate and effective communication and feedback.


Via Edna Yahil
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Power of Consistency: 5 Rules

Power of Consistency: 5 Rules | Organizational Behavior | Scoop.it

An easy way to establish yourself in a positive light amongst your team and your peers. 

 

Consistency allows for measurement, creates accountability, establishes your reputation, makes you relevant, and maintains your message. 


Via Edna Yahil
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Firing Nemo: Endeca, Oracle, and the cultural aftershocks of an acquisition

Firing Nemo: Endeca, Oracle, and the cultural aftershocks of an acquisition | Organizational Behavior | Scoop.it
A former Endeca exec told me the story last month about what had happened to the company's mascot, Puffer, after their Cambridge software company was acquired by Oracle Corp. for $1.1 billion. Basically, the pufferfish was laid off, the victim not of an inflated salary or a redundant role, but of a no-animals-in-the-office policy at Oracle.
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Know What Kind of Careerist You Are

Know What Kind of Careerist You Are | Organizational Behavior | Scoop.it
Are you motivated by advancement, security, freedom, engagement, or all of the above?
Mary S.'s insight:

The authors address the reader directly for most of this article, but at the end, they remind us how important understanding these different styles is for appropriately managing our employees and our teams.

"Learning what truly motivates your employees can help you assign people to the right projects, develop them appropriately, and retain them."

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5 Secrets To Better Employee Engagement

5 Secrets To Better Employee Engagement | Organizational Behavior | Scoop.it
We often think about the importance of brands for customer acquisition and retention, but it is equally important for employee engagement and attraction of new talent.
This quick read gives five examples of how companies can leverage their corporate brand to enhance employee engagement.
Bring together your people and your brand and make meaningful progress toward better employee engagement.
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Morons and Oxymorons: Undermining Women in Leadership

Morons and Oxymorons: Undermining Women in Leadership | Organizational Behavior | Scoop.it
Mary S.'s insight:

“Our results revealed that holding a more positive gender identity reduces women leaders’ perceived conflict between their self-views as women and leaders,” they reported. “By reducing identity conflict, a more positive gender identity increases the joy of leading and decreases the sense of obligation to do so.”

 

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Amy Cuddy: Your body language shapes who you are | Video on TED.com

TED Talks Body language affects how others see us, but it may also change how we see ourselves.

 

An absolutely fascinting talk on the power of non-verbal behavior and its impact on the way others perceive us and on our own lives. 

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6 Things That Strong Leaders Inherently Do Different - Millennial CEO

Where the rubber truly meets the road are the inherent actions and subconscious beliefs of the leader. These make all the difference in the world and while there are countless things that individual leaders do to drive performance and behavior, there are also some things that are more consistent among strong leaders.

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The ‘Entry’ Interview: Why Wait Until Employees Leave? | Wharton Magazine

Armed with knowledge from entry interviews, managers can design more meaningful jobs for employees and support them in modifying or “crafting” projects that are developmental and engaging.

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TED talk - Susan Cain: The power of introverts

A 20 min TED talk about the value of introverts, alone time, and independent thought. 

 

More so than before, schools and work environments enable and encourage group work, rewarding extroverts. 

Susan Cain reminds us of the importance of introverts and having personal/alone time, that some of our most famous leaders were unassuming rather than charismatic, and that though the extroverted leader in a group is most likely to be followed, he/she is not always the one presenting the best answer/solution.

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Top Companies are Guided by these Three Best Principles

1. They value their people.

2. The CEO is the communication champion.

3. Communication is managed as a business process.

 

"Irv Hockaday, former president and CEO of Hallmark adds, “A CEO’s primary responsibilities are to provide vision, to motivate employees, and to develop leaders. To do that requires communication—open, frequent, and flowing from both the top down and the bottom up. It’s the responsibility of the CEO not just to listen and communicate with employees but to foster an environment in which everyone else does the same.”

 

Jack Welch says, “It’s not a speech… or a videotape. It’s not a plant newspaper. Real communication is an attitude, an environment. It’s the most interactive of all processes. It requires countless hours of eyeball-to-eyeball back and forth. It is a constant, interactive process aimed at creating consensus.”

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