Work-life expectancy is expanding. While we worry about working with five generations in the workplace by 2020—only 5 years from now—we are now looking at even more as we look 10, 20, or 50 years from now. As work-life expectancy, the number of years we have available to spend working, expands […]
There is a paradox in how we see ourselves in a collaborative, cooperative world of work. This is a balance within each: our self-image, where we give attention, and what we consider priorities. On the organization side, this is also the balance of centralization versus decentralization, leading versus directing, uniformity […]
Hitachi makes a Happiness Wearable? Not the type of Quantified Organization that Lee Bryant had in mind.
“According to Hitachi, apparently there is some kind of correlation between a person’s physical movements and their sense of happiness, which we guess sort of makes sense as someone who is happy will have more spring in their step, versus someone who is bored or down and who might just shuffle around the office, although will the sensor be able to pick up on that?”
I find some of it credible, but more in the sense of encouraging fitness which can have a relationship to mood. It could also work in the sense of activities like Walking and Talking (a la Nilofer Merchant ‘ s suggestion), but then it is essentially a Fitbit or Lumo Bodytech which are better sensors for movement, and posture, respectively.
HT Siegfried Lautenbacher of Beck et al Services
Hitachi Creates Wearable Sensor To Measure Employee Happiness
“Happier employees tends to lead to better output and more efficiency, but how do you know if your employees are happy or if they secretly resent you?…”
[Cross-posted from Facebook on February 14, 2015 at 07:47AM]
Edelman’s annual look at Trust among different stakeholders (inside and outside organizations), in nations across the world.
In terms of trust in individuals, people look first to:
1. Academic/Industry Experts
2. Company Technical Expert
3. A person like yourself
8. Government officials
2015 Edelman Trust Barometer
“View the results of Edelman’s 15th annual exploration of trust, which surveyed 33,000 people in 27 countries around the world on their trust in government, m…”
Also the details of the study here: http://bit.ly/16UXItB
[Cross-posted from Facebook on February 11, 2015 at 03:01PM]
Digital Transformation brings back the notion that processes cannot and should not be entirely stripped of the person or role executing them. For years we have looked at a process as an idealization of how things happen, and stripped out the messy detail of who makes things happen. This is […]
John Hagel (Deloitte Center for the Edge) and John Seely Brown describe how companies need to work beyond themselves. One example is GE Appliances starting micro-factories with small groups of people across roles focused on a single run, project or customer need. This is is very much like the French gearbox manufacturer, FAVI, I talked about last week at Enterprise 2.0 Summit (and well documented in several books). In my presentation, there is a natural evolution of social collaboration beyond processes, to cross-employee cooperation, and finally to ecosystems beyond.
“Rapid advances in technology have led to more volatile demand for products and services, sudden shifts in customer expectations, and an overall need to respond faster and more flexibly to a changing environment. Companies that go it alone will struggle to find the talent and resources they need to compete. Businesses will need to work with others, those outside their walls, to do this.
“Companies need to respond faster and more flexibly to a changing environment. They cannot do this alone.”
Our understanding of the concept of Culture at work is expanding beyond simpler notions like organizationals values and culture. We have long seen culture as the creator of new value, purpose and meaning to why we work in firms altogether. This delivers beyond what we gain from transactional processes. So if you are seeking ROI out of reengineering your processes and transactions to incorporate enterprise social network interactions, then what you are looking for is dedication, loyalty, drive. This is what can make Digital transformation more than the sum of its parts. This sociographic look at digital transformation shares some of the old and the new ways how we can examine and even measure culture to discover and drive new business value.
Originally posted on Slideshows by User: rawnshah Slideshare
Do services like Uber, Sidecar, Angie’s List, and others in the Collaborative, Sharing, or On-Demand economy really create jobs? What is coming next and how will it affect work culture globally? Is there a common platform for creating these services.
For most of the corporate business world, email remains the dominant means of communication. While there are companies where social or collaboration software has overtaken email in terms of volume, email is still king in most workplaces. While we speak of omni-channel messaging as a holistic view including email, instant […]