Human resource management, management

Someone at work encourages me


Let’s take an internal perspective on the Millenials! Nice entry from a very interesting HR Blog

HRdictionary

genY

We are the Millennial generation (generation Y ) employees.  We are the new buzz in the workplace; the confident and the positive breed known for our “out-of-box” thinking and “can-do” attitude. We are effective communicators, technology skilled, multi-tasking population, we are the future Managers and change makers. Our work outlook and career expectations are un-conventional and so is our motivational quotient. The old age techniques of employee motivation miss to appeal us, our requisites are different.

Flexible work arrangement

The traditional 9 to 5 office schedule is not the rule for us. We look for a dynamic work arrangement that provides opportunity to balance work, social and personal life. Flexi work schedules ,work from home opportunities and Paid time off (PTO) policies boost our morale and productivity. We tend to be loyal to employers who respect our need of work-life balance.

 We prefer Mentors over Bosses

We respect authority…

View original post 139 more words

Human resource management, management, organization, sensemaking

Who’s Responsible for Fixing a Bad Company Culture? – RecognizeThis! Blog


 

Derek Irvine is an interesting and provoking blogger. I have been following him for a while and he always avoids the traps of common wisdom. His most recent entry is a delight if you relate it to the overall theme of my blog and my most recent entries.

Galileo Galilei. Portrait by Ottavio Leoni.

Galileo Galilei. Portrait by Ottavio Leoni. (Photo credit: Wikipedia)

Integrity is a much hyped word in today management discourse. I had the chance to reflect on it recently while contributing a chapter with my co-author Edoardo Della Torre on a forthcoming Palgrave MacMillan Book (Integrity in organizations edited by Wolfgang Amann and Agata Stachowicz-Stanusch). Although we use it a lot and management is full-mouthedly advocating it, real stories from the battleground differ a lot. People work hard through extremely hard times, and still they see the amount of injustice in the distribution of wealth created on their sweat. We should not fear denouncing it, and denouncing bad management just because we run the risk of being classified as extremists or rebellious. On a much smaller scale we might be doing in management what Galielo Galieli did on the meaning of life: providing proofs of the fact that no matter what powerful people believe, reality is much different. So wake up a take a stand!

Who’s Responsible for Fixing a Bad Company Culture? – RecognizeThis! Blog.

 

management, sensemaking

It is all a matter of trust and meaning


 

Trust is a scarce resource and as the resource based view (RBV) of the firm would argue, you need to compete for it. However, trust is something you do not buy on competitive markets, it need nurturing and patience. Trust is the outcome of relational processes whereby organizations and customers, citizens, employees, etc. invest into shared expectations, long-term relations, empathy and support. Business needs to realize that it exists BECAUSE people support its legitimacy. Business is business, but no business can be business without MEANING to its stakeholders. Being a CEO means being able to sense what is going on, and Diamond took too much time to realize it, but he eventually DID. Ironically, he is not being lead by ethics, but by instrumental values. He could have realized it well in advance, had he been able to confront with people who really hold different ideas than his and his immediate reports. That is what Corporate Sense Making can do: challenge common assumptions and shared beliefs that make corporate boards lose track with reality. but REALITY is out there!

Barclays boss Bob Diamond: Bankers must be better citizens to regain trust | Mail Online.