Role Analysis, Time Span of Discretion, and Requisite Work Levels
By Michelle Malay Carter on February 26, 2009
Universal Measures and Understanding Properties of Work?Allows for Informed Organizational Design I’ve often said that understanding work levels allows us to do organizational engineering because we can use our knowledge to make predictions and design accordingly.? Just like we can predict when H2O will change to ice or steam as we raise or lower the […]
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Job Analysis via Time Span of Discretion – A Universal Level of Work Measure
By Michelle Malay Carter on February 25, 2009
Titles are Paper Tigers Relying on titles to compare roles for any purpose is dangerous business.? There is simply too much variation. Scientifically Validated, Universal Measure So what is a universal, reliable way to measure the level of work of a role?- time span of discretion, as discovered by Elliott Jaques.? Time span of discretion […]
Filed Under Executive Leadership, Organization Design, Requisite Organization, Work Levels | 2 Comments
Why Can’t We Figure Out How to Select Leaders?
By Michelle Malay Carter on February 16, 2009
Jim Heskett at Harvard Business’ Working Knowledge has another question up for comments:? Why Can’t We Figure Out How to Select Leaders? My Answer is Simple It is because we don’t understand work or the variations in humans’ ability to perform work.? When we try to match leaders to jobs, we are like 18th century […]
Filed Under Executive Leadership, Requisite Organization, Talent Management, Work Levels | 4 Comments
Economic Woes Will Spur More Underemployment Which Will Spur More Workplace Woes
By Michelle Malay Carter on February 9, 2009
Back in May, I blogged about the dangers of overhiring.? With all the clammering to hire the best and the brightest, some managers intentionally overhire for roles.? Sure, these managers have to do less up front training and sure they get more “bang for their buck” – temporarily.? But unless you are building a bench […]
Filed Under Employee Engagement, Managerial Leadership, Requisite Organization, Talent Management, Work Levels | 3 Comments
The Amazing Talent Management Solution Calculator – A Friday Funny
By Michelle Malay Carter on February 5, 2009
Finally,?we can do talent management strictly by the numbers.??Just imagine, solutions based upon an amazing,?recently discovered,?ancient Chinese algorithm. Sweet Success Organizations the world over are finding their way back to health, prosperity, and employee engagement after choosing the solution suggested via the algorithm. Instructions: -Choose your most pressing problem from the list below: Our engagement […]
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Who Is To Blame for Low Employee Engagement? Executive Leadership
By Michelle Malay Carter on February 3, 2009
If a wooden bridge collapsed under the weight of a truck, you wouldn’t blame the wood.? You wouldn’t blame the truck.? You would blame the engineer. Organizational Engineering – An Executive Leadership Level Accountability Who is engineering our organizations these days, and upon what scientific principles are they basing their designs?? We have yet to […]
Filed Under Accountability, Employee Engagement, Executive Leadership, Organization Design, Requisite Organization, Talent Management | 1 Comment