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robertogreco : employees   8

Capitalism Camp for Kids - The New York Times
"Embedded in these programs is at least one contradiction: They promote entrepreneurship and leadership, but are also training kids to be good employees; to be innovators and disrupters, but also to be model office drones."
camps  capitalism  socialism  contradiction  drones  employees  obedience  innovation  disruption  entrepreneurship  children  indoctrination 
june 2019 by robertogreco
SEMCO
"This manual is part of an effort from many people who want to prove that there is a more dignified and fairer method of managing companies in Brazil. It aims to ensure that everybody speaks the same language. However, we must bear in mind that we don't want people without opinions at the company. They must speak out and fight when something isn't right or does not fit their vision.

However, while directives are in effect it is important that everybody pull in the same direction, and this is the basis for the Semco Group Survival Manual."
respect  informality  communication  workenvironment  dynamism  subordinates  employees  labor  work  authority  gambling  honesty  hierarchy  leadership  ricardosemler  psychology  principles  business  semco  management 
november 2012 by robertogreco
Olbermann's Exit: The Inside Story
"I'm difficult for management. That's why I have the reputation because nobody challenges management." He adds that his run-ins are simply out of good conscience: "I stand up to people. I do not believe that simply because I signed a contract that that gives people the right to make [unilateral] decisions. As part of the process by which you hire me, you hire me. You just don't hire an hour of me to do a performance." [More people should approach their work this way, see part of their job as challenging management, have some conviction, be willing to be fired for speaking out.]
keitholbermann  convictions  cv  management  administration  leadership  reputation  conscience  decisionmaking  process  hiring  employment  employees  challenge  2011  tcsnmy 
june 2011 by robertogreco
Curious Cat Management Improvement Blog » Respect People: Trust Them to Use good Judgment ["Nordstrom’s employee handbook used to be presented on a single 5 x 8 card"]
""Welcome to Nordstrom. We’re glad to have you with our Company. Our number one goal is to provide outstanding customer service. Set both your personal and professional goals high. We have great confidence in your ability to achieve them. So our employee handbook is very simple. We have only one rule: Use good judgment in all situations. Please feel free to ask your department manager, store manager, or division general manager any question at any time.

That is no longer the case, however, as they have become more like everyone else. Simple ideas like this only work within the right context. Taking such ideas and applying them to an organization that isn’t ready will backfire. But if you build a culture where trust, respect, customer service and responsibility are encouraged lots of rules just get in the way of people doing their best. If you can’t trust employees to do their jobs, the problem is with the system you have that results in that, not the people you can’t trust."
nordstrom  trust  management  leadership  simplicity  administration  employment  employees  responsibility  respect  culture  work 
november 2010 by robertogreco
Control in its wider sense - (37signals)
"A lot of companies seek to control employees. They have handbooks & policies...monitor emails...make rules about what’s allowed & forbidden. But “control” is a tricky thing. The tighter the reins, the more you create an environment of distrust. An us vs. them mentality takes hold. And that’s when people start trying to game the system. That’s why workplace managers who seek “control” might want to consider the advice Shunryu Suzuki gives: "The best way to control people is to encourage them to be mischievous. Then they will be in control in its wider sense. To give your sheep or cow a large, spacious meadow is the way to control him. So it is with people: first let them do what they want, and watch them. This is the best policy. To ignore them is not good; that is the worst policy. The second worst is trying to control them. The best one is to watch them, just to watch them, without trying to control them." Imagine an employee handbook that just said: “We trust you. Be mischievous.”
management  control  administration  leadership  mischief  alternative  handbooks  policy  rules  tcsnmy  trust  employees  life  work  entrepreneurship  37signals 
december 2009 by robertogreco
Worldchanging: Enlightened Capitalism: Building a New Corporate Consciousness
"So, what are these sustainable companies doing right? Put another way, what are they doing differently? --- Abolishing the term or notion of “Corporate Social Responsibility”; Shifting from linear to systems-based thinking; Teaching employees new types of collaboration; Showing respect for employees; Empowering employees by helping them to make a difference; Setting goals that challenge the imagination; Using transparency to solve problems"
leadership  management  administration  corporations  responsibility  well-being  employees  transparency  collaboration  syatems  organizations 
november 2008 by robertogreco
metacool: metacool Thought of the Day
"long-term profits are the result of having a deeper business purpose, great products, customer satisfaction, employee happiness, excellent suppliers, community and environmental responsibility—these are the keys to maximizing long-term profits. The par
business  happiness  profits  leadership  management  administration  people  employees  wholefoods  johnmackey 
june 2008 by robertogreco
"You have to treat your employees like customers" - (37signals)
"When employees are trusted and treated like adults, they appreciate it just as much. The result: loyal employees who want to stick around forever."
management  administration  leadership  business  work  employees  customers  workplace 
june 2008 by robertogreco

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