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First, Let's Fire All the Managers

First, Let's Fire All the Managers
Management is the least efficient activity in your organization. Think of the countless hours that team leaders, department heads, and vice presidents devote to supervising the work of others. Most managers are hardworking; the problem doesn’t lie with them. The inefficiency stems from a top-heavy management model that is both cumbersome and costly. A hierarchy of managers exacts a hefty tax on any organization. Second, the typical management hierarchy increases the risk of large, calamitous decisions. Third, a multitiered management structure means more approval layers and slower responses. Finally, there’s the cost of tyranny. Hierarchies Versus Markets No wonder economists have long celebrated the ability of markets to coordinate human activity with little or no top-down control. That’s why we need corporations and managers. Wouldn’t it be great if we could achieve high levels of coordination without a supervisory superstructure? Related:  TRAVAIL CO-Working - collab - coopArticles

The Story of Stuff Project At this company everybody’s a boss, and nobody’s a boss! | Scott Flegal My column from the Nashua Telegraph, January 18, 2012 – At Morning Star, Everybody’s a Boss, and Nobody’s a Boss I have never had the pleasure of working in a large organization with lots of managers. Now that I think of it, I have really never had a boss. But in my law practice I work with lots of companies and lots of company employees. I hear their stories, and I sometimes wonder whether managers are good for business. When I look at companies that have a lot of managers, I usually see hierarchical organizations with a “top-down” management system. So all of this begs an interesting question: Could a company exist without managers? Gary Hamel is a professor at Harvard Business School. Unlike other companies, Morning Star’s culture is completely rooted in self-management. In addition, each year every colleague negotiates a Colleague Letter of Understanding with other colleagues who will be most impacted by the objectives set forth in their personal mission statement.

Decisions are taken more democratically with a higher percentage of women in management positions In workplaces with a high percentage of women in a management position more individualized employee feedback is carried out, more democratic decisions are adopted and more interpersonal channels of communications are established, according to a study by the Universidad Carlos III de Madrid. This research study aims to study up to what point administrative practices of persons in the workplace are different in management teams that have a higher proportion of women. "In line with known gender differences in individual leadership, we find that in workplaces with more women managers more individualized employee feedback is carried out," asserted the study's author, Eduardo Melero, Professor in the UC3M Department of Business Administration, who has published the results of this research in the Journal of Business Research. In order to carry out this study, data has been used from the Workplace Employment Relationships Survey, a survey of workplaces in the United Kingdom.

C'est prouvé, être heureux au travail améliore la productivité VIE DE BUREAU - Plus un employé est heureux, plus il est efficace dans son travail. Ce n'est pas une surprise, mais c'est ce que démontre une nouvelle étude menée par le département d’économie de l'Université de Warwick, au Royaume-Uni. En réalisant un certain nombre d'expériences, dont les résultats vont être publiés dans le Journal of Labor Economics, l'équipe de chercheur a déterminé que le fait d'être heureux augmentait la productivité de près de 12%. En tout, ce sont 700 participants, divisés en plusieurs groupes, qui se sont prêtés au jeu de différentes expériences. Alors que l'un des groupes s'est vu offrir du chocolat et des fruits, un autre a pu regarder un clip comique. Lire aussi : Les 10 chiffres qui confirment que les cadres vont mal Les sujets ont ensuite été soumis à des tests chronométrés de mathématiques. Travailler mieux et plus vite Quel impact concret de ces conclusions en entreprise?

Stop Competing to Be the Best - Joan Magretta by Joan Magretta | 12:09 PM November 30, 2011 With Cyber Monday, the tablet wars kicked into full swing. Which one is the best? Is it the iPad? But if you want to win, says Michael Porter, this is absolutely the wrong way to think about competition. Consider a business as prosaic as seating for airport waiting areas. If there is no “best” airport seat, now think about all of the industries in the economy. Yet, it’s a pervasive idea. In war, there can be only one winner. Here’s the problem: When rivals all pursue the “one best way” to compete, they find themselves on a collision course, trapped in a destructive, zero-sum competition that no one can win. Instead, Porter urges a different kind of competition: compete to be unique. Grasp the true nature of business competition and you’ll see that the performing arts provide a better analogy than war or sports. What’s your organization’s underlying model of how competition works?

Welcome to the Bossless Company What is a Learning Organization? - systems thinking, Fifth Discipline, Peter Senge, mentors, chain management, mental modes Introduction Learning organizations are not simply the most fashionable or current management trend, they can provide work environments that are open to creative thought, and embrace the concept that solutions to ongoing work-related problems are available inside each and every one of us. All we must do is tap into the knowledge base, which gives us the "ability to think critically and creatively, the ability to communicate ideas and concepts, and the ability to cooperate with other human beings in the process of inquiry and action (Navran Associates Newsletter 1993). A learning organization is one that seeks to create its own future; that assumes learning is an ongoing and creative process for its members; and one that develops, adapts, and transforms itself in response to the needs and aspirations of people, both inside and outside itself (Navran Associates Newsletter 1993). What learning organizations do is set us free. Why is it for Us? Related Papers Bibliography Argyris, Chris.

Programme HR Speaks Paris 2013 Ancienne Ministre - Journaliste Fille du résistant et député gaulliste Jean Narquin, Roselyne Bachelot, docteur en pharmacie, devient conseillère générale du Maine-et-Loire en 1982, puis conseillère régionale du Pays de Loire en 1986. Deux ans plus tard, elle reprend le siège de député de son père dans le Maine-et-Loire et sera réélue à ce poste jusqu’en 2002. En 1998, elle se fait remarquer à l’Assemblée par son plaidoyer en faveur du Pacs, et ce contre les membres de son propre groupe. Les femmes sont l'avenir de l'entreprise Les 5 thèmes abordés en simultané lors de la 1ère journée : Par thème : 12 intervenants de premier plan. Au programme : sujets d’experts, innovations, meilleures pratiques, retours d’expérience et … regards décalés ! A la suite des exposés, place à l’échange et au networking dans le Lounge HR Speaks. Madame le Ministre Roselyne Bachelot conclura cette première journée. Consultez le programme… et réservez rapidement vos places ! Directeur général RMC - Next Radio TV

La démocratie par tirage au sort Campagne présidentielle ou non, le couple démocratie-élections s'impose aujourd'hui comme une évidence. D'autres systèmes de sélection sont pourtant possibles, notamment le tirage au sort, comme le rappelle Jean-Paul Jouary, chroniqueur iconoclaste. Le suffrage par le sort est de la nature de la démocratie ; le suffrage par choix est de celle de l’aristocratie. – Montesquieu. Il peut paraître choquant aujourd’hui de se demander si suffrage universel et la démocratie sont identiques, tant le droit de vote a été difficile à acquérir, et tant il est évident que les peuples qui en sont privés sont pour cela même privés de démocratie. Cela signifie-t-il pour autant que tout suffrage universel soit démocratique ? On ignore trop souvent qu’au XVIIIe siècle encore, Montesquieu pouvait écrire comme une évidence que “le suffrage par le sort est de la nature de la démocratie ; le suffrage par choix est de celle de l’aristocratie”. A lire sur ces questions :