Add Time Spans to Your Resume to Reflect Your Requisite Level of Capability

By Michelle Malay Carter on January 16, 2010 

I answered a question on a LinkedIn?Management Consulting?group from a person?inquiring about how to ensure you are being considered for roles at the right level.? Assuming you have been employed at full capacity in your previous work, adding a time element to your resume’s bullet points is one of the best ways to demonstrate your […]

Filed Under Felt Fair Compensation, Requisite Organization, Talent Management, Work Levels | 2 Comments

What Are Your Employees Thankful For? Fruitful Work or Fruit Baskets?

By Michelle Malay Carter on November 25, 2009 

It’s Thanksgiving week in the US.? I will resume my current post series next week.? In the meantime, I want to recognize my mentors by saying: May God bless those who have been put on this earth to teach and to those who generously impart their gifts without concern toward personal gain or status. I […]

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Requisite Felt Fair Pay – Key Elements, Principles and Texts

By Michelle Malay Carter on June 18, 2009 

The following is part thee of a three-part post on Felt Fair Compensation. ?See Part 1 and Part 2 here. This Felt Fair Pay series was authored by my colleague, Barry Deane of PeopleFit Australasia.? My hat is off to him for addressing the topic so thoroughly and for backing it with historical data and […]

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Is it Possible to Agree on What Fair Pay Is? Science-Based Felt Fair Compensation ? A 60 Year History

By Michelle Malay Carter on June 17, 2009 

The following is part two of a three-part post on Felt Fair Compensation.??See Part 1 here. This Felt Fair Pay series was authored by my colleague, Barry Deane of PeopleFit Australasia. My hat is off to him for addressing the topic so thoroughly and for backing it with historical data and research citations. Over 60 […]

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The Predictable Outrage over Outrageous Executive Pay

By Michelle Malay Carter on June 16, 2009 

The following is part one of a three-part post on Felt Fair Compensation.? This Felt Fair Pay series was authored by my colleague, Barry Deane of PeopleFit Australasia.? My hat is off to him for addressing the topic so thoroughly and for backing it with historical data and research citations. Paying Executives More For Less? […]

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Felt Fair Compensation Implementation – From the Requisite Organization Model

By Michelle Malay Carter on March 11, 2009 

At the prompting of a reader, today’s topic is Felt Fair Pay Implementation, and it makes sense coming on the heels of my last polemic post on pay for performance. Background Reading On Felt Fair Compensation Felt Fair Compensation is based upon the work of the late Dr. Elliott Jaques and his meta-model, Requisite Organization.? […]

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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

What Employees Want for Christmas – The Gift of Clarity

By Michelle Malay Carter on December 22, 2008 

-A clear picture of their role, and clear assignments. -A role matched to their current cognitive capability level. -Accountability matched with requisite authority. -A manager who adds value to their thinking.? (aka has cognitive capacity one level higher than the employee) -Explicitly defined role relationships with others?as arranged by their manager.? Employees?shouldn’t be left to […]

Filed Under Accountability, Employee Engagement, Managerial Leadership, Requisite Organization, Talent Management, Work Levels | 5 Comments

Positive Manifestations of Overhiring and Underutilization

By Michelle Malay Carter on May 14, 2008 

Last week, I asked you how you channeled your cognitive surplus. One reader responded by saying that she created and carried out extra work. This is a fabulous thing for an employee to do. However, when you have people mismatched to roles, dysfunction can strike as quickly as the paparazzi on Britney Spears. Two examples […]

Filed Under Employee Engagement, Felt Fair Compensation, Managerial Leadership, Organization Design, Requisite Organization, Talent Management, Work Levels | 4 Comments