Restrictive Work Policies: Gaining Employee Buy-In
No one wants to have to enforce restrictive work policies, but managers often have to do just that. How can they get employee buy-in, when a policy is something their employees will naturally feel inhibited by? An analysis of four studies reveals an interesting technique for getting buy-in on restrictive work policies without altering the policies themselves. [Read More]
The Role of Social Networking for Cultural Entrepreneurs
As the global economy rallies, we see an increase in cultural business start-ups. These creative industries, which include the arts, music, theatre, and so on, are in some ways quite different from conventional businesses. A cultural entrepreneur should take care to understand when their business can rely on social networking, and when it cannot. [Read More]
It’s Not All About the Money? The Role of Career Values in…
Life after college can be intimidating. Finding work is often hard, and finding work that lives up to your hopes and dreams is even harder. It’s easy to become overwhelmed by all the choices you have to make when transitioning from college to working life. But a new study sheds light on which career values are most important to identify and use as guides when entering the working world. [Read More]
How to Better Motivate Employees? Try Categorizing Rewards and Incentives
Maintaining high levels of employee motivation is of utmost value to every organization. New research points out that breaking down rewards and incentives into different categories increases an employee’s motivation to work better and harder to achieve these rewards. [Read More]
When Powerful Leaders Hinder Team Performance
Have you ever had a boss you would swear called meetings just to hear the sound of their own voice? Some leaders are powerful and know it. Unfortunately, this sense of power can give leaders bad habits, such as always talking and never listening. A new study outlines a few simple steps to keep these powerful presences in your organization from hampering team performance and impeding communication. [Read More]
Personal Influence at Work
Your boss has more influence than you. The CEO has even more. Until you get to the upper ranks, your personal influence at work is likely to be small and unimportant. So goes popular thinking. However, new research indicates that not only might your boss’s boss have less influence than everyone believes, your own personal influence in the workplace may have a larger effect than you think. [Read More]
Positive Affect: A Balanced Approach to Workplace Implementation
A stressful workplace environment is bad for business. Workers lose creativity, motivation, and stop taking initiative. Eventually, they quit. But what happens when there’s too much of a good thing? When positive affect generators such as team building, stress busting, and social networking become too common, it is actually possible for workers to become too pleased. [Read More]
Be in Charge of Your Workplace Well-being
What makes a great workplace or a terrible one? Many would say upper management makes the difference or company values or even the guy in the next cubicle. Long days, stressful meetings, a grumpy boss are all factors that we would expect to determine our workplace well-being. Surprisingly, new research indicates that the key factor to well-being in your workplace is you. [Read More]
3 Tips for Effective Decision Making from the Expert
Every day we make choices. Some are small; some are huge. Everyone wants to make the right choices. So, how can we be more effective decision makers? Well, when you want a good answer, ask an expert. Ram Charan, trusted advisor to the corporate elite, gave the Harvard Business Review three concise tips on effective decision making in the twenty-first century. [Read More]
Goals vs. the Ostrich: When Employees Refuse to Track Progress
No news is good news, right? Not when it comes to job performance and project management. Knowing where you stand helps you remain focused on where you have to go, but some employees would rather stick their heads in the sand, avoiding all progress tracking. How do you deal with an employee who just will not monitor their own progress? [Read More]
