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Bob Gately's Discussions
Is Organizational Science really a Science?
Replied Apr. 15, 2009
Is Organizational Science really a Science?
Replied Apr. 15, 2009
Bob Gately's Page
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Hello Paul:
"if you want to improve productivity and reduce costs, you need to
tap into human nature’s pleasure-fueled engine."
I could not agree more but if we wait until after we hire someone we have waited too long.
Bob
Hello Shyam:
"Is their any way by which we can decide that this person is perfect fit for our organization?"
Perfect no, but we can make better selection decisions by hiring for talent.as well as competence..
"and if possible can u tell me what i…
Is their any way by which we can decide that this person is perfect fit for our organization?
and if posible can u tell me what is Personal Profile Analysis (PPA) which is connected with DICS theory?
Does it help in these matter?
Hello Anja:
"could you elaborate a bit on the reason why employees are the most likely to change their behavior?"
Employees are more likely change their behaviors when told to do so since they know they can be fired. That said, the change may well…
Hi Bob,
could you elaborate a bit on the reason why employees are the most likely to change their behavior? Aren't supervisors and managers and most executives also "employees"? From your post I understand that there's sort of a ranking - with the…
If we want our employees to be engaged, we need the following.
1. Executives to do their jobs well.
2. Managers to do their jobs well.
3. Supervisors to do their jobs well.
4. Employees to do their jobs well.
Therefore, if we are serious about hav…
Hello Ben:
I wrote "Executives who believe they can teach their employees to be leaders will have a much harder time creating effective leaders than executives who hire for leadership talent as well as competence."
"Sorry to disagree, but I have p…
Hello George:
"... it became clear that leadership behaviors are as teachable as other types of behaviors."
We can always teach wannabe leaders and others how to behave--that is easy--but will they behave that way all of the time under all conditi…
Hello Ana-Maria:
"... See what engagement brings NEW to the scientific AND business world."
There is nothing new except the terms we use.
"Why do we need engagement, when we have the constructs of satisfaction, commitment, involvment and motivati…
Hello Vandy:
"I recently wrote a critique on external benchmarking in employee surveys. My view is that its damaging and distracting."
It is distracting and it may or may not be damaging but why risk either?
Are employee surveys effective at iden…
Hello Richard:
Our clients build an engaged workforce by first hiring for talent. Most hiring managers don't measure talent so they hire for competence and then complain that some new hires are less successful than they had expected.
If employees…
Hello Adam:
"The driver is that some employees, when various other things are equal..."
I agree, but there are so many other things that lead to engagement that the other things are rarely equal.
"It is not easy to provide real tangible, numerical,…
Hello Adam:
"... one of the many drivers behind this movement is recruiting, retaining (etc) employees by being a more responsible company."
Do you hire for competence or competence plus talent?
If you hire for competence plus talent how do you m…
Hello David:
I agree with you.
Employees can be...
1. satisfied or unsatisfied
2. successful or unsuccessful
3. engaged or unengaged
One of the two states in all three items above may apply to any employee except engaged and unsuccessful. Therefo…
From what I have been reading about employee engagement I think the answer to your question may be Yes.
Employee engagement is not something employers or their employees do.
Employee engagement is something employers get in return for doing all th…
"... Using a standard bell shaped curve of the organisation ( and in line with normal distribution in an organisation) I suggest that 20% of employees will be somewhat engaged, 20% will be somewhat disengaged and the 60% in the middle will be neithe…
Profile Information
- Website:
- http://tinyurl.com/ysv4ak
- Where are you located?
- Hopedale, MA
Comment Wall (2 comments)
- At 7:13am on March 17, 2009,
Terrence Seamon said… - Bob,
Welcome to the Manager Tools group!
Terry
- At 3:24pm on March 16, 2009,
David Zinger said… - Bob:
Welcome to the employee engagement network. I am pleased you joined us. I appreciate how you have replied to two forums already and left a comment for another member. I said to myself, "here is a guy who gets engaged." Thank you for joining and participating.
David
About
Latest Activity
Many organizations have seen their voluntary turnover numbers greatly decline during the past 18months (our recessionary window). However, there are two great articles that are indicating that the turnover wave is coming. Those organizations with di…
You must make the choice to be engaged with your employees every day...for engagement is a decision before it is an action.
Recognize that employee engagement is not a fluffy extra but the fundamental way you will get work done with others through conversation, co-creation, community, mutuality, and other inclusive approaches to achieve results that matter to organizatio…
Ah, the script for a boss! That is easy, but a long way from the traditional one.
First, I suggest the boss do a quick read of Douglas McGregor's "The Human Side of Enterprise" to gain an understanding of the theory behind X and Y. Then commit the…
Jon...
Great stuff. Particularly like the piece about attacking "internal friction".
I still think the macro issues, namely around what kind of relationships does the organisation wish to have with specific groups/classes of employees need to be c…
My view on this is that where you treat employee engagement like a ‘big bang’ corporate change programme it will always carry a significant risk of turning into an ‘organisational Vietnam’. Don’t go to war in the first place!
Do it by taking lots a…
Manage by being a part of them, not by standing apart from them.
Sujata Dev
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