Change Management in Remuneration Interventions »
As remuneration is generally seen as a “numbers” discipline and is also typically driven by “number crunchers”, people tend to overlook the need for change management when making changes to policy, processes or – especially – to benefits. Getting a change right in any intervention concerning remuneration in a business seldom causes great excitement but – as I feel sure most HR people will readily acknowledge – over and above the often disastrous consequences of getting it wrong, if you do “get it wrong” you will never hear the end of it.
A great Manager is a Great Communicator »
Who is a great manager? Well, this question can have many answers but anyone running a management training program or management training course will tell you that – A great manager is a great communicator. This does not mean however, that all the other skills that a manager possesses are redundant. That is not what it means. But, unless you are a good communicator you cannot be a good manager.
Trends, Changes, Everyday Something New! »
It is not easy to keep up. But to stat ahead of the game you must learn. How many of you have a GOOD Marketing Program? I talk about this a lot simply because it is that important! Go to forums, read and not just eBooks (There are a few good classics) but the real Wealth of info can be found here:
Organizational Culture and its Importance »
Organizational culture comprises the attitudes, experiences, beliefs and values. Work-groups or teams within -organizations have their own behavioral quirks and interactions, which, to an extent, affect the whole system. These behavioral quirks are termed Organizational Culture.
Tips for Improving Organizational Culture »
The term Organizational Culture denotes attitude, experience, beliefs and values of the work group or team within the organization, which to an extent affect the whole system.
Change at the speed of light »
Getting people to change their behaviour is considered difficult and many believe it takes a long time. I can understand this belief when there are so many examples of change being so slow. Yet I am aware that we like to defend our beliefs and look for evidence to support them. We know that whatever we believe we will seek to make true. TV debating programmes are based upon this principle and it’s what causes so many arguments between people and groups. So what stops people from changing quickly and easily? Is it their deep in-grained habits, or is it their beliefs? Or is it a mix of the two?
Resistance: The Constant Companion to Change »
There is always resistance to change. This is not probably news to most managers. Managers are continually asking people to change. Whether it’s a new process, new policies, or asking a person to improve performance, as manager your job is about asking people to change. What is news to most managers is that there are four basic ways in which people resist change. The good news is there are basic approaches to deal each of these ways.
This is Your Brain on Change »
Don’t you just hate dealing with people who fight against every plan for organizational change? You know the type: They’re disruptive, set in their ways, and highly resistant to change, even when it is obviously in the best interest of the business. Well guess what? New research suggests that those trouble-making, inflexible, change resistors are . . . all of us!
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