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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Face to the Customer Organization Design – A Critical Decision. Farewell to Circuit City
By Michelle Malay Carter on January 25, 2009
A Solid Relationship Two decades ago when I graduated from college and moved 10 hours from home with nothing more than what would fit in my car, Circuit City and I built a relationship.? As my paycheck would allow, I would visit my favorite salesperson, Darren, and add electronic items to my entertainment center.? I […]
Filed Under Accountability, Executive Leadership, Felt Fair Compensation, Organization Design, Requisite Organization, Strategy, Talent Management, Work Levels | 4 Comments
The World May Be Flat, But Organizations Shouldn’t Be
By Michelle Malay Carter on January 21, 2009
In my last post, I said all work levels have something to contribute to the organization.? When organizations intentionally structure themselves?to be flat, they tend to leave out work level 3.? When de-layering was en vogue, sometimes organizations cut too much, and level 3 was often the layer cut that should not have been. What […]
Filed Under Organization Design, Requisite Organization, Strategy, Talent Management, Work Levels | 2 Comments
Does Work Level Elitism Cost Lives? Covering All the Bases
By Michelle Malay Carter on January 16, 2009
In a study published in the New England Journal of Medicine found that when a procedural checklist was used in surgical operating rooms, death rates dropped by one half and serious complications fell by 36%. More Complex, Not More Important Using a requisite work levels framework, following procedures is the essence of the work at […]
Filed Under Accountability, Organization Design, Requisite Organization, Talent Management, Work Levels | 2 Comments
How Does Requisite Organization Integrate with Your Model?
By Michelle Malay Carter on January 11, 2009
I taught a public course, Introduction to Requisite Organization, last week.? Each time I teach this course, people ask me – How does this apply to X? (insert your favorite model)? My standard answer is:? Requisite Organization will inform your model.? How Can I Make This Bold Assertion? Because the two theory pieces which form […]
Filed Under Organization Design, Requisite Organization, Talent Management, Work Levels | 3 Comments
To Engage or Not to Engage? – A Work Level 1 and 2 Distinction
By Michelle Malay Carter on January 7, 2009
Happy New Year! Let’s start off with a concrete example of work levels and how understanding them can?help you as a manager?with employee engagement.? As we begin to work with clients, it takes a while for managers to fully grasp the distinctions between work levels, like a radiologist learning to distinguish the shades of gray.? […]
Filed Under Accountability, Corporate Values, Managerial Leadership, Organization Design, Requisite Organization, Talent Management, Work Levels | Comments Off on To Engage or Not to Engage? – A Work Level 1 and 2 Distinction
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