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How is your Quantum Physics? You may need it to Improve your Organization’s Performance!
Organizational cultures are like magnetic fields that cannot be seen but are strongly felt throughout the organization! Organizational communication is like a gravitational force that pulls employees in the right direction! Interactions between members of the organization are like sub-atomic particles - it is not the particles themselves that produce powerful outputs - it is the interactions between the particles that generates the power! So says Margaret Wheatly in her book Leadership and the New Science: Discovering Order in a Chaotic World.
4 Building Blocks of an Effective Talent Management System
If you reduce all the hype about talent management systems down to the bare essentials, there are only four building blocks that matter: 1. Knowing the competencies that get results 2. Managing performance well 3. Evaluating employee potential accurately 4. Recruiting the best talent Sounds simple, but getting it right is as much an art as it is a science.

Check Out the “Dark Side” or Personality when Hiring or Promoting
"Commercial enterprises are rife with myriad narcissistic personalities" according to Joan Lachkar, author of an interesting little book called "How to Talk to a Narcissist". Here are some tips for recognizing the "dark side" of personality when hiring or promoting employees.
Pep Talk for Entrepreneurs and Innovation Leaders
Experiment, Learn, Grow, and Create We are living in the midst of a seismic shift that calls for us to redefine the way we live and work. This is the time to mitigate fear, face facts, nurture relationships, collaborate and find new opportunities for growth.

Other organizational cultures Related Articles

Examples Of Strong Corporate Cultures
Corporate culture has become increasingly important to firms in the past 20 years. Despite its intangible nature, its role is meaningful, affecting employees and organizational operations. And while culture is not the only factor guaranteeing success, positive cultures offer significant competitive advantages over rivals.
Five Ways Forward-Thinking Leaders Are Using The Recession To Build and Reposition Their Teams for Rapid Growth
Over the past eight weeks, I have been interviewing CEO’s of Team Cultures for my upcoming book and have learned some great tips to share with you about how they are strategically benefiting from the economic downturn. Just like the TIGERS universal team values, these tips offer common sense solutions that many individualistic cultures will find difficult to implement due to burdensome hierarchies and competitive infrastructure.

Relationships: The Key to Organizational Success
Every company has an organizational structure which determines the duties and obligations of each employee. Each employee, from executive to manager to the employee, plays an important role in the productivity and success of the organization. In many cases channeled down organizational decisions can have a negative influence on the relationship between the supervisor and the employee which results in losses in organizational productivity and profits. Organizational relationships between supervisors and employees are the key to the success of any organization.
How is your Quantum Physics? You may need it to Improve your Organization’s Performance!
Organizational cultures are like magnetic fields that cannot be seen but are strongly felt throughout the organization! Organizational communication is like a gravitational force that pulls employees in the right direction! Interactions between members of the organization are like sub-atomic particles - it is not the particles themselves that produce powerful outputs - it is the interactions between the particles that generates the power! So says Margaret Wheatly in her book Leadership and the New Science: Discovering Order in a Chaotic World.
Align Culture and Communication for Better Strategic Planning Results
It is well accepted among organizational theorists that companies with strong cultures and well devised communications plans outperform those without such ingredients. Communication motivates employees and unites them toward a common goal. As such, in our strategic and operational planning engagements, communication is a vital component.
Merger Miseries 8 Scrambled Cultures
Blending organizational cultures after a merger or acquisition is often the most difficult part of the process. Many organizations fail because they did not anticipate the challenge of this step and institute processes that would have helped the integration. This article describes 12 ways to help make the process work better.
Corporate Culture: Pressing The Reset Button
It is well accepted among organizational theorists that companies with strong cultures outperform those without such ingredients. Organizational culture usually starts with the style of leadership adopted from founders or senior executives of the organization. Clearly, culture is a critical component to the organization that, if not properly understood, can dramatically impact the success of the business.

Social Media in the Workforce...Enhancement or Interruption?
Blogging, LinkedIn, Facebook, Twitter. These are various forms of social media that have infiltrated lives across the globe and have also entered many organizations’ workspaces. This technology is changing the way workers interact with each other. As great as a gift social media has been for some organizations, there is also criticism over its usage. In light of the pros and cons of social media, organizations worldwide have to decide whether social media will hinder or support their organizational cultures.
A simple structure in a complex world is stupid
In pondering whether Western thinking on organizational design is easily transferable to other countries and cultures I have to ask myself a core question: What influence does my own culture have on organizational design?
Considering high-context vs. low-context cultures and its impact on cross-cultural leadership communications.
Communicating in your own native language is difficult enough. Add to this the nuances of differing cultures and we have a rather complex matter. Such nuances create certain barriers to communicating in a cross-cultural setting. Today, more than ever, leaders must find ways to influence people in varying cultures. Further, leaders must begin to understand the implications of globalization and how the very patterns of thought are based on the individual’s culture of origin. This article seeks to outline the meaning of high- and low-context cultures; polychronic and monochronic cultures; and explain how leaders may begin to better communicate within the context of these differing cultural settings.
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