What is strategy? Gerry Johnson and Kevan Scholes in “Exploring Corporate Strategy” define strategy as follows:
“Strategy is the direction and scope of an organization over the long-term which achieves advantage for the organization through its configuration of resources within a challenging environment, to meet the needs of the marketplace and to fulfill stakeholder expectations.” This practical article contains an overview of how strategy can be adopted and implemented within your organization to give you a competitive edge.
A company’s culture is its personality. It tells people how to do their work. It takes its signals from leaders. It underlies motivation, morale, creativity, and marketplace success. How do you manage it?
When you are asking someone to perform a task, what you want done and what he or she thinks you want can often result in two totally different outcomes. This is easily compounded when brought in to the workplace. However, once a job description is in place, it offers both the employer and employee the clarity, focus and expectations for any position and, in doing so, eliminates this problem. Of equal importance, clear job descriptions help employees to work smarter and become more effective, thus increasing an organization’s effectiveness.
Let’s face it—as employers focusing in on business, we can too easily lose sight of the rocks and potholes that can come our way with our employees. We think things are moving along well and WHAM! someone shares his or her distress over something or someone in the organization. These types of issues arise from a vast array of reasons, many resulting from a lack of clarity or focus within various areas of human resources. Below are some mistakes employers make that only expand and exasperate the people-problems within an organization. Being aware of these bumps in the road may help you avoid them and keep your organization on the right track.
To adapt a quote from the well-known 18th century literary critic Samuel Johnson, the road to being sued by an employee is oft paved with good intentions. Whether it’s agreeing to an employee’s seemingly reasonable scheduling request, simplifying the payroll, or just saving a little money, an employer’s good intentions easily can lead to lawsuits.
Here’s a list of the top 10 things employers often do with the best intentions, along with the reasons employers are likely to get sued for doing them.
Are you a duck or an eagle? A person often does well communicating on an individual basis when outside the work place. However, one tends to fall dramatically short in relational intelligence when on the job leading and managing others. To be successful, leaders/managers must first look at whom they serve and then apply the areas of strategic leadership to bring together their leadership character with the methods of the organization. These four areas of Strategic Leadership should become the road map for all interaction with your people on the job.
In today’s morally relative society, understanding the legal guidelines for terminating employees for cause has become increasingly confusing. As leaders, we are to treat all people the same as we would want to be treated, exuding dignity, respect, compassion and integrity. However, we are also to treat people differently when they are poor care-takers of their given responsibilities. On the job, this can include discipline up to, and including, termination.
Following a termination there is no way to guarantee that an ex-employee, even your best friend, won’t sue his or her employer. However, through a display of good character coupled with sound procedures, a leader can allow the employee to maintain his or her dignity throughout the discipline/termination process and, in turn, lower the possibility of litigation.
Once an applicant accepts a job offer within your organization, the first few weeks working can be both a fearful and uncomfortable time for the new employee. One role of both administration and the manager is to take away that fear and bring new employees to a point where they can begin to trust and believe they are an important part of their new employer! How can this be achieved? Read on to find out how you can bring clarity and focus to your new employee.
Though hardships befall all of us in life, there are people in life who seem to be more successful than others in grappling with the challenges. They seem to find their joy, fulfillment, and satisfaction despite pressures and realities. Others seem to be stuck in ruts, unsuccessful in their endeavors of undertakings in relationships, businesses, and personal matters. What is the key?
The author suggests the answers have always been at our fingertips. If we avail ourselves of some simple truths, timeless wisdom from Proverbs and life and apply it, we can experience change in our lives; change for the better. Dr. Cloud submits the 9 things that are the most applicable truths to follow and then outlines steps we can take to change our outlook and paradigms. Why don’t we do what is best for us? Why don’t we act on what we know? Why do we blame others? Why don’t we see the value? Why don’t we get good counsel? Why don’t we invest in wisdom? The answers are “hidden in plain view” . . .