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Social Media And Management
"In order to determine whether management should understand and use social media one must consider the role of management."
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In his book Out Of The Crisis (1986) W. Edwards Deming said “We are living in prison, under the tyranny of the prevailing style of interaction between people, between teams, between divisions.” We must replace the idea that we need competition between people with cooperation. Present practices squeeze intrinsic motivation, self esteem and dignity out of people over their life time. The forces of destruction such as forced distribution of grades, merit systems, competition between people and groups, incentive pay, numerical goals, explanation of variances, and treating every group as a profit center. People are born with such as intrinsic motivation, self esteem, dignity, cooperation, and joy in learning.”
Strategy in a ‘Structural Break’ | BNET
There is nothing like a crisis to clarify the mind. In suddenly volatile and different times, you must have a strategy. I don’t mean most of the things people call strategy—mission statements, audacious goals, three- to five-year budget plans. I mean a real strategy.
For many managers, the word has become a verbal tic. Business lingo has transformed marketing into marketing strategy, data processing into IT strategy, acquisitions into growth strategy. Cut prices and you have a low-price strategy. Equating strategy with success, audacity, or ambition creates still more confusion. A lot of people label anything that bears the CEO’s signature as strategic—a definition based on the decider’s pay grade, not the decision.
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The wrong way forward in a structural break during hard times is to try more of the same. The break and the hard times are sure indications that an old pattern has already been pushed to its limits and is destroying value.
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Complexity also manifests itself in the soaring volume of e-mail. Philip Su, a Windows Vista software engineering manager, reports that the intensity of coordination on this project created “a phenomenon by which process engenders further process, eventually becoming a self-sustaining buzz.”
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Enterprise 2.0: Chance or Fool’s Paradise for Business Transformation in Economic Crisis
The last two Enterprise 2.0 FORUMs have shown that there are some reoccuring characteristics of sucessful perceived E2.0 projects that - from a qualitative perspective - might turn out to be the critical success factors. In regards to our on-going discussions about the topics of the Enterprise 2.0 programm I would therefore like to make some summing-up on these aspects:
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IT organizations usually follow a Plan-Build-Run framework that often means Plan-Build-Runaway after the system is deployed. But since many social applications are not transactional or process-specific in a traditional sense [.
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It structures the benefits of feedback on five levels (from the more concrete to less concrete) : “social creation” (benefits from the collective intelligence and actions in creating information, cross-links etc), direct feedback (benefits from cross-linking people and information by trackbacks, comments, bookmarks and feed subscriptions), systemic feedback (benefits from new relations/interconnections between people and information) and social feedback (benefits from gaining positive feedback, authority and acknowledgement).
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Transformer l’Entreprise pour améliorer sa performance
La crise qui s’annonce durable, contraint les organismes publics et privés à réduire la voilure pour traverser sans trop d’encombres la tempête.
Pour ce faire, celles-ci lancent des « programmes de transformation » de leurs fonctions métier et support en vue d’améliorer la performance (transformation de la fonction finance, transformation de la fonction It, RH, achats, supply chain,..).
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1. La première approche consiste à améliorer « l’existant ». Pour ce faire, on évalue l’organisation (finance, It, RH,...) en termes de coûts, délais,... La question est : combien coûte le processus de reporting par exemple, on compare ce coût aux meilleurs de la classe (benchmarking) afin d’identifier d’éventuels gains.
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2. La seconde approche ne tient pas compte de l’existant. La question est : que devra / devrait être ma fonction X (finance, IT, RH,..) dans 3, 4, 5 ans compte tenu par exemple des nouvelles technologies, des nouvelles contraintes réglementaires, de la nouvelle organisation de l’entreprise. Cette approche peut/ doit conduire à la création de nouveaux processus qui porteront de nouveaux objectifs et à la suppression de processus existant.
Fear Factor in the Workplace - Room for Debate Blog - NYTimes.com
What really disturbs surviving employees about downsizings is that they cannot control or rationalize the events. If I have a co-worker who frequently arrives late and does low quality work, I can rationalize her layoff by saying to myself, “She didn’t carry her weight and deserved to be let go.” If, instead, my co-worker seems to work as hard and as well as I do and then, through no fault of her own, happens to be the victim of a “reduction in force,” I cannot rationalize that. More important, I fear that I cannot control my situation: in the first scenario, I have a sense of control over my fate by continuing to do high-quality work. In the second scenario, working hard or working well doesn’t seem to help me retain my job.
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: If six people are left covering the work of 10, no one has time to think up new and better approaches to work. Invariably, people work harder and not smarter after a downsizing.
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Adding to the problem is that people take fewer risks and become less creative. Creativity requires trial and error, and no one knows what happens to those who experiment with a new approach and then fail
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Corporate apocalypse - Management Today
The bomb that has blown up the heart of the world's financial system was not primarily financial. It's true that finance provided the high explosive in the shape of the structured vehicles, collateralised debt obligations (CDOs) and derivatives devised by the rocket scientists of Wall Street and the City. But it needed a detonator to set them off: the unfit-for-purpose management model that has governed the way our companies work for the last 40 years.
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This is the challenge for Management 2.0: reorienting management from
compliance to creativity, from flogging efficiencies out of existing
resources to generating new ones, from zero-sum to positive-sum by
recognising, as Hamel says, the commonsense proposition that in the long
term the corporation can only prosper if employees, suppliers, the
community and indeed the planet do too. -
First, many of the 'grand challenges' put forward in the discussions -
the need for companies to articulate a purpose beyond making money (a
conference near-consensus), distributed leadership and strategy- making,
the fostering of community and citizenship, building trust - are not new
at all. It's more that they have been driven to the periphery of
management concerns by the treadmill of Management 1.0. - 7 more annotations...
Intangibles Mismanagement and the Current Crisis
As we end this tumultuous week, I have a few thoughts on the relationship between intangibles management and the current crisis.\n\nHow bad intangibles management got us into this mess…\n\nA financial company's principal intangible assets are its people, its management, its processes, its brand and its customers. While all of these are important and none can be understood in isolation, process deserves special attention in this case. Processes are the way that a company institutionalizes its collective knowledge and experience. The unique processes of a financial company include those for processing transactions and managing risk.
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Most businesspeople continue to focus on financial analysis. If the balance sheet and income statement look good, the reasoning goes, we should be in good shape. But financial results are about the past. The future comes from those intangible assets I mentioned earlier: people, management, processes, brand and customers. In this crisis, bad management and bad process pulled down the brand, the financials and, in some cases, the whole company.
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How will American businesses find their way out of this mess? It certainly won’t be by building factories or new machines. The answer will come from the use of technology and knowledge-those same intangible assets (people, management, processes, brand and customers) can and will be leveraged to improve existing businesses and create new ones.
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The End of the Financial World as We Know It - NYTimes.com
OUR financial catastrophe, like Bernard Madoff’s pyramid scheme, required all sorts of important, plugged-in people to sacrifice our collective long-term interests for short-term gain. The pressure to do this in today’s financial markets is immense. Obviously the greater the market pressure to excel in the short term, the greater the need for pressure from outside the market to consider the longer term. But that’s the problem: there is no longer any serious pressure from outside the market. The tyranny of the short term has extended itself with frightening ease into the entities that were meant to, one way or another, discipline Wall Street, and force it to consider its enlightened self-interest.
Upgrading talent - The McKinsey Quarterly - Upgrading talent - Organization - Talent
Downturns place companies’ talent strategies at risk. As deteriorating performance forces increasingly aggressive head count reductions, it’s easy to lose valuable contributors inadvertently, damage morale or the company’s external reputation among potential employees, or drop the ball on important training and staff-development programs. But there is a better way. By emphasizing talent in cost-cutting efforts, employers can intelligently strengthen the value proposition they offer current and potential employees and position themselves strongly for growth when economic conditions improve.
Companies can maintain their attractiveness to internal and external talent by using cost-cutting efforts as an opportunity to redesign jobs so that they become more engaging for the people undertaking them. A job’s level of responsibility, degree of autonomy, and span of control all contribute to employee satisfaction. Head count reductions provide a powerful incentive to use existing resources better by breaking down silos and increasing the span of control for challenging managerial roles—thus improving the odds of engaging key talent in the redesigned jobs.
Do Not Waste This Crisis
An economic world turned upside down makes it easier to take a fresh look, and this can open the door to making changes that will benefit you and the most important people in your life, now and in the long run. Here's what one of my former students, Deika Morrison, said to me yesterday when I asked her about the leadership silver lining in the cloud of our current economic crisis. She said that this is a unique opportunity to see "if you are achieving what you have identified as important. In an environment of record unemployment, people feel like they are not empowered and have no options." Now, she said, is a chance to discover that "you might have been doing work you really never wanted long-term and therefore you can move on faster, in a more productive manner. It's about changing mindset from depression, in every sense of the word, to opportunity."
Eloge de l'incertitude
La réalité, c'est que la crise n'est que l'écume des choses qui vient révéler l'immobilisme face à la nécessité de prendre acte que le monde change. Et le fait est que le monde change vite et va changer encore plus vite car, justement, les crises ont cette faculté de faire bouger, de révéler que le train est déjà parti du quai, en fait.
Mais affronter l'incertitude n'est pas qu'une conclusion au présent, c'est aussi une des dure leçon de la partie vraie de la crise. Si celle-ci s'est produite, c'est notamment parce que personne n'a réagit aux signes annonceurs. Pourquoi ? non pas qu'il n'y a eu aucun signe annonceur, simplement que ceux-ci n'étaient pas dans le tableau de bord ou que le signal qui y apparaissait n'était pas identifié.
» Using Enterprise Social Software in a time of economic crisis
This is a presentation I did this week at the Butler Group Enterprise Web 2.0 Strategies Event. The point of the presentation is how to reduce costs in a time of crisis, but also don’t forget about innovating.
I’ve adapted the presentation to be shown online, with commentary on the slides where I would have been speaking.
I talk about 3 areas
* Reducing costs (by saving on event costs, and market research costs)
* Innovating (by providing an open and transparent way for people to share their ideas)
* Productivity (which is a by-product of the others, but also increasing revenue for example with more effective sales teams)
How to Survive and Thrive in Business Today with Web 2.0 - Part 1 [Dion Hinchcliffe's Web 2.0 Blog]
Over the next few weeks I'll be posting a series of articles that deeply explore a strategy for using the power of Web 2.0 ideas to move businesses into the 21st century. These strategies will drive forward any organization to not only survive present economic circumstances but drive growth and innovation while transforming safely to what increasingly appears to be a generational change in the business landscape. In other words, what you've been doing in the past will often no longer apply in the future. The assumptions that we've learned in a previous generation of IT and business education and occupations are frequently mattering less and less to how we accomplish our work and live our lives.
With the crisis Organizations will accelerate their move toward more collaboration
Organizations’ evolution towards “networks and community” centered organization will be accelerated through the crisis. Corporations will have to create more transversal elements within the organization. We generally speak about a talent marketplace, a knowledge marketplace and a community/networks marketplace. This new NCM Network Centric Management will prove a competitive advantage (or a disadvantage for the others) during the crisis.
Wirearchy · Henry Mintzberg: “A Crisis of Management Not Economics”
McGill University management professor Karl Moore interviews McGill University management professor and global management guru Henry Minztberg on the dysfunction of management education and practice, the need to reduce the obsessive focus on leadership and the stimulus and encouragement of "communityship".
Why the Financial Crisis is (Mostly) Good News for Gen Y - Tammy Erickson
And here's the irony. Despite a slowdown in immediate career opportunities, the current financial crisis is likely to reinforce the overall happy, fortuitous economic life of Generation Y.
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And unlike Boomers, who are racing to build up a nest egg before retirement hits and in many cases trying to make up for a life of limited savings, Y's have no such time pressure. The key job challenge for Y's in this job market will be to find the challenging opportunities for learning that they crave. In many ways, their greater financial flexibility may give them an advantage over older generations for some of the interesting opportunities.
Networking de crise : Tout sur le Reseau en recherche d'emploi et en poste
La crise offre la possibilité d'apporter, plus que jamais, votre aide à ceux qui risquent de subir ses effets de plein fouet. Le Réseau va sans doute avoir besoin de vous. Soyez présent car ce dernier n'oublie pas et il se souviendra de ce que vous avez fait pour lui.
Umair Haque How to Build a Next-Gen Business Now
The macro crisis tells us that it's time to get serious about what we've been discussing for the last few months: building a better kind of business. So here's a five-step construction kit for tomorrow's revolutionaries.
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The macro crisis tells us that it's time to get serious about what we've been discussing for the last few months: building a better kind of business. So here's a five-step construction kit for tomorrow's revolutionaries.
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That's the third, simplest, and most fundamental step in building next-generation businesses: understanding that next-generation businesses are built on new DNA, or new ways to organize and manage economic activities.
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