Competing Organizational Needs
Planning and communication are both essential to ensuring the needs of the short run do not overpower those of the long run, and vice versa.
Taking the luck out of safety
The Deepwater Horizon offshore oil rig operated for seven consecutive years without a single lost time incident or major environmental event. By that measure they were safe.
Fostering employee engagement
Performance management systems that focus employees on short- and long-term goals reinforce communication and organizational direction, and ensure everyone works towards the same end results.
Striving for recognition
As recognition came for women, others also decided to get involved by opening art galleries. And though some might think that there are a lot of women, let’s not forget that it was not always the case.
Managers must involve their employees: there are several different ways, which depend on the organization culture and on the kind of industry. Most of the time it is an exercise of management communication with the aim of listening and to be listened to more closely, by their own internal public.
Why Awards are Given to Companies
To get a perspective on why the Great Place to Work® institute surveys are so effective, we interviewed two members of this organization and an expert in the HR field. The purpose of the surveys is explained as well as the many benefits companies receive from participating.
Can companies learn something from Tiger Woods?The world famous pro golfer was respected for his competitive skills which implied that he was a good guy. Once that the premise proved incorrect, the respect evaporated. The same applies to companies. It is not possible to separate what is on top from what lies “beneath”.
Getting a Taste for Training
Often we think about recognition as the formal programs implemented by companies to reward employees for good performance.
The Failure of EOM
Selecting an employee for special recognition every month, quarter, or year is the most common form of workplace recognition.
As far as I can determine, the purpose of the practice, which I will refer to as Employee of the Month (EOM) is to motivate employees to do their best. I can state categorically that it doesn’t. Managers and supervisors apparently assume that those who don’t get the recognition will be motivated to try to earn the recognition the next month. That assumption ...