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Creating a good workplace

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What is according to you a good work place?

Published in: Business
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Creating a good workplace

  1. 1. CREATING THE BEST WORKPLACE ON EARTH Presented by, Mario Allen Clement Crystal Nayan Afzin Ronny
  2. 2. CONTENT  Introduction  6 Findings :  Let People be Themselves  Unleash The Flow of Information  Magnify People’s Strengths  Stand for Shareholder Value  Show How the Daily Work Makes Sense  Have Rules People Can Believe In  Conclusion
  3. 3. INTRODUCTION  People needed to work for an authentic organization.  Mission : Discovering the best workplace on Earth.  Allowing people to do their best work –  “Organization Of Your Dreams”  Individual differences are nurtured  Information is not suppressed or spun  Company adds value to employees  Organization stands for something meaningful  Work itself is intrinsically rewarding  There are no stupid rules.  Found six common imperatives Employee retention Customer satisfaction 54% 89% 46% 11% engaged
  4. 4. LET PEOPLE BE THEMSELVES  Accommodating differences.  Physical : Gender, Race, Age, Ethnicity.  Mental : Differences in perspectives, habits of mind, core assumptions.  The ideal organization is aware of dominant currents:  Its culture  Work habits  Dress code  Traditions  Governing assumptions  Two types : Executives vs. Creative Innovators  Careful selection is the secret. “The ideal organization makes explicit efforts to transcend the dominant
  5. 5.  Forging clear incentive systems and career paths.  The range of acceptable behavior:  Competence models,  Appraisal systems,  Management by objectives,  Tightly defined recruitment policies  Should have organizational orderliness.  Nurture the small sparks of creativity  Mechanic solidarity vs Organic solidarity. “Development and progression is your own business, with our support.” - Senior HR official “Great retail businesses depend on characters who do things a bit differently,” – Executive
  6. 6. UNLEASH THE FLOW OF INFORMATION  Transparency.  Radical honesty  Entirely candid.  Complete.  Clear.  Timely communication.  Parceling out information on a need-to-know basis  Reluctant to worry staff with certain information.  Identify a problem before having a solution.  A positive spin on even the most negative situations.  Organizational facilitation - the flow of honest information
  7. 7.  Radical honesty is not easy to implement.  Time-consuming to maintain.  Can be somewhat ego-bruising.  Trade secrets will always require confidentiality.  Particularly in highly regulated industries.
  8. 8. MAGNIFY PEOPLE’S STRENGTHS  Cost benefit: Develop the skills of the existing staff .  Companies grumble about losing their investment  Increasing worker’s effectiveness not fulfilled.  Adding value to valuable people.  Productivity Improvement- bi-directional value transaction.  Training should not be limited to just top management.  Employee development.  Bringing out the best in everyone- risky job.
  9. 9. New Lebanon, Ohio, where we spotted a McDonald’s Training Center. Achievemen ts of LOCOG - London Organizing Committee of the Olympic Games
  10. 10. STAND FOR SHAREHOLDER VALUE  People want to be a part of something bigger than themselves  Shared meaning- more than fulfilling your mission statement  Forging and maintaining powerful connections between values  Feeling of gratitude – Novo Pens for injecting insulin “I want to work in an organization where I can really feel where the company comes from and what it stands for so that I can live the brand.”
  11. 11. SHOW HOW THE DAILY WORK MAKES SENSE  Seek to derive meaning from their daily activities. Not through job enrichment add-on.  3 inner questions –  Do those duties make sense?  Why are they what they are?  Are they as engaging as they can be?  Employees become more entrepreneurial and collaborative.  It takes some getting used to.  Evenhanded, interdependent environment is extremely hard  Work is meaningful, it typically becomes a cause.
  12. 12. 56 games world wide – The Sims with EA Rabobank Nederland, the banking arm of the largest financial services provider in the Netherlands, Rabobank Group
  13. 13. RULES THAT PEOPLE CAN BELIEVE IN  Organizations should be free from unrealistic rules.  Simple rules to safeguard the confidentiality of the company.  Respect for authority : crucial.  Authority is crucial for building and maintaining structure.  Trading the comfort of being surrounded by kindred spirits  Authentic organizations are clear about what they do well.  Suspicious of fads and fashions that sweep the
  14. 14. CONCLUSION  Create a welcoming environment  Letting employees discover creative ways.  Gain a greater sense of responsibility  Flow of information  Give adequate trainings  Make them socially understand their contribution  Have rules that people follow on their own

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