ISSUE NO 110 | SEPT 2017 BEANS
OD ENTHUSIAST’S ORATE
Praniti Lal completed her Masters in Computers Management from University of Pune followed by a superior level diploma in Spanish from Spain and diploma in training and development from ISTD. She is a foreign language trainer with over five years of experience in conducting language and business communication training sessions for B-schools and corporates in India and Spain.
My father had one job in his lifetime, I will probably have six jobs in my lifetime, and my children will most likely have six jobs at the same time. ‘A job for life’ is an endangered expression now. Due to fast and ever changing environment, organizations will need to respond to this change through rapid innovation in improving service, quality, productivity and marketing as well as in managing and motivating more diverse people. In their book“Competency Model”, Spencer & Spencer observe that the future business environment will include: ■ An ever-increasing pace of technological and societal change. ■ A further shift to an information economy requiring highly skilled knowledge workers. ■ Intensified global competition. ■ Fragmentation of markets into specialized niches. ■ Diversity - employees and customers from every race, gender, ethnicity and culture in the world.
For organization seeking to prepare for the future should: ■ Make talent mobility a core value and build in processes that support fluidity. ■ Form an organizational performance group to study how high performing teams actually work. ■ Examine new communication tools (such as Workplace, Slack and Basecamp) and ■ Adopt continuous, feedback based performance management that allows for goals to be reset regularly.
Google, as an organization is known for its innovation and creating one of the world’s most dynamic and effective corporate cultures. In his book“Work Rules”, Lazlo Bock (former SVP of People Operations at Google) suggests how to transform team or workplace: ■ Give your work meaning. You’ll get the most out of your people if you tie their work to a higher purpose. ■ Trust your people. Give the power to your front line employees. ■ Hire only those people who are better than you. ■ Employee development and performance appraisal should be mutually exclusive. ■ Focus on the two tails. Your best and your worst employees are where you should focus your energy. ■ Pay unfairly. Your top performers should be paid more – even for the same role. ■ Nudge. Small, positive gestures make a big difference. Whatever industry one is in, success at the workplace – for both employers and employees – depends on their ability to continually harness and embrace the power of change and innovate.
The only certainty is impermanence; which is the causation of all innovations. BEAN STATEMENT
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