Posts Tagged ‘Office Management’
May 8th, 2009 in Office Management No Comments
Total Reward is a concept that emerged in the 1990s that called for employers to go beyond salary and vacation and include less tangible benefits provided to employees when communicating to them about their compensation packages. This was done as a way to maximize the impact of compensation on employee motivation and commitment and help to attract, engage and retain a talented and productive staff.
This article examines the latest manifestation of this concept and explores the range of working models and definitions of “Total Reward” that have been developed by top HR consultancies. Hay Group’s model, for instance, goes beyond the usual tangible rewards to include an organization’s values, ability to inspire, quality of work product and opportunities for staff growth. An enabling environment and work-life balance are also key aspects of their idea of “Total Reward.” (more…)
March 31st, 2009 in Office Management, Trends No Comments
Demographic and social trends have had a significant impact on our workforce. For the first time in history we have four generations working side-by-side in many organizations – Traditionalists, Baby Boomers, Gereration X and Millennials/Generation Y. Each brings different experiences, perspectives, expectations and behaviors to the workplace. The differing views and potential conflicts inherent in the much written about “generation gaps” between these groups are discussed but the author believes that they pale in comparison to the opportunity to create real competitive advantage by effectively managing and capitalizing on the strengths of each. (more…)
March 16th, 2009 in Culture 1 Comment
An organization’s culture is its personality and embodies its beliefs, its values and the way its people perform their jobs and interact with customers, shareholders and each other. This article focuses on cultural strategy and the ways in which organizations ensure that their culture and their business goals optimally support each other. It breaks down cultural strategy into its component elements and deals with each in turn.
The author begins by asking her readers to think about their organizational vision and values, providing examples of the sort of questions that need to be asked and what specific behaviors need to be observed and measured to ensure that these reflect their desired traits and competences. Readers are warned that these values must be reinforced by actions that reflect these values and by systems and processes that are aligned with these values. Actions are to be delineated and measured to ensure accountability so that both long-term strategies and daily decisions mirror and reinforce the organization’s culture.
Source: Nancy Stampahar, Baseline (New York); Mar, 2009
March 1st, 2009 in Design, Office Management No Comments
[This article is the second of a two-part series based on findings from the 2008 Gensler Workplace Survey.]
In this article the author revisits the Gensler Workplace Survey and briefly touches on the nature of the four work modes of focusing, collaborating, learning and socializing. She briefly touches on the major findings discussed in the first article, noting that workers put as much effort into collaborating, learning and socializing as they do on focusing by themselves and that employees at top-performing companies believe that time spent on non-focus work is more critical to job success than do workers at average companies. (more…)
