Username :
Password :  
 
 
- Password forgotten?
- Become member
 


Prof. Dr Willem Mastenbroek
Prof. Dr E. van de Bunt
Drs C. Visser

Contact

Advertising 

Editorial Staff


Negotiating as emotion management
Prof. dr. W.F.G. Mastenbroek
More info...

Your opinion

Resonse with your opinion, please react with your questions or experiences! For professionals professionals! You can voice your own opinion by filling in the “Your Response” form found at the bottom of each contribution.. Commercial, vexatious or to the point doing contributions are not allowed; see our Code of conduct. E-mail addresses is veiled stored, so that they are not traceable for spam-robots.

All responses which stick to our Code of conduct are taken.

The system cannot find the path specified.
d:\websites15\xml.managementsite.com/xml/0/article0.xml



Lecturer-HRM
From:K. Srinivasa Rao
Date:06-05-2007
Contribute:Thought Leaders: Wayne Cascio on Responsible Restructuring
Section:Human Resources
Type:Article
Response:Indeed, the interview thrown insight into the crux of the problem i.e. downsizing. Very few studies were available as far as downsizing in India is concerned. This interview help me in finding solutions for companies operating in India where the downsizing has become order of the day. Meanwhile, I am also doing doctoral research work into this area. I would be thankful if similar kind of data is available for understanding the problem.

Thanking you,
K. Srinivasa Rao
 
Don't treat the symptoms, treat the illness
From:Richard Peters
Date:11-04-2007
Contribute:How emotional are your business goals?
Section:IT / Internet
Type:Article
Response:Reading your response, Luc, I'd like to clarify some of my writing. I think you paraphrased it quite nicely until you hit the core of my contribution, as follows:

"Those in charge should prevent nonsense blogs and promote sensible ones. Corporate blogging needs a sense of business motivated direction, which - in Peters reasoning - should come from management. [...] However, convincing the owners of online communication tools to set specific goals and targets for online communication is another issue to manage."

Well, that's not quite the point I wanted to make. In fact, absence of specific goals and targets for online communications really isn't the illness that needs a cure here. If you think that such goals and targets would do the job, think again. You'd also need regulations and control. Think about that. Wouldn't that only add to the far-too-many micro-management activities that are already suffocating employees and burning managers out?

Don't treat the symptoms, treat the illness.

It's the way in which most people in such organizations are undervalued, imprisoned, stifled, de-motivated and under-used that is the real illness to be cured here. Nonsense blogging (or Emergency Valve blogging as I would rather call it) is only one of the many symptoms that go with management's failure to really involve people in their tasks, their team goals and the company as a whole. There are many more symptoms, such as lack of bottom line results, low morale, high absenteeism due to illness, lack of loyalty to the company and unwillingness to allow for and support change. Like unproductive blogging, these symptoms can only be treated if the underlying illness is cured.

The illness, then, is that in these organizations people are not involved in defining the company's core drivers like purpose, values, goals and way of doing things - as a result of which they cannot relate to these important drivers from their own personal drivers (personal purpose, values, goals and competencies). How can people be expected to refrain from senseless activities if they are not motivated from the inside out to contribute? How can you expect people not to take on blogging as an emergency valve, an improper way to make themselves feel heard and important, if management fails to give employees the responsibility to define for themselves how their personal skills and talents can be best put to work for the company?

People need to be able to find and express their "Voice" - their uniqueness in talents and personal drive. If they cannot do so in a way that they themselves see as meaningful and productive, they will put up with a meaningless, unproductive way to find and express their "Voice". Some of them will keep this up for a long time, due to lack of awareness or to fear of change. Others may sooner or later realize that their working environment is an insult to human worthiness and dignity, and either quit or become the kind leader that others can take an example by.

So, if you can accept the value in these remarks, then you can see how your next paraphrase wonderfully adds more value to that, as you wrote:

"This needs leadership on an even higher level in organizations."

Leadership is the key, indeed. However, it's not "...awareness with current online trends..." that is too scarce on higher corporate levels. It's awareness and understanding of the wonderful possibilities and impossibilities of the human spirit that seems to be scarce. It's not just the right level (position) of leadership we're looking for here, it rather is the level of awareness and vision of the top leadership that is challenged.

Luckily, I see some signs that this is changing. More top executives than ever seem to be looking for ways to fully involve human potential. They understand that if they want to facilitate meaningful, productive and challenging communications among employees, they should not implement any tool for communications unless they have made sure that people have meaningful, productive and challenging jobs, the meaning and practicality of which these employees want to share and develop through it.

Don't expect the top leaders of a company to get acquainted with, and decide on the use of, trends in communications. That's just the HOW-part of it. Not they, but IT-experts and their managers are paid for that. It's the top executive level, however, that should decide on the WHY and WHEN of this idea first.
 
Treat the illness, not the symptoms
From:Richard Peters
Date:03-04-2007
Contribute:How emotional are your business goals?
Section:IT / Internet
Type:Article
Response:Reading your response, Luc, I'd like to clarify some of my writing. I think you paraphrased it quite nicely until you hit the core of my contribution, as follows:

"Those in charge should prevent nonsense blogs and promote sensible ones. Corporate blogging needs a sense of business motivated direction, which - in Peters reasoning - should come from management. [...] However, convincing the owners of online communication tools to set specific goals and targets for online communication is another issue to manage."

Well, that's not quite the point I wanted to make. In fact, absence of specific goals and targets for online communications really isn't the illness that needs a cure here. If you think that such goals and targets would do the job, think again. You'd also need regulations and control. Think about that. Wouldn't that only add to the far-too-many micro-management activities that are already suffocating employees and burning managers out?

Don't treat the symptoms, treat the illness.

It's the way in which most people in such organizations are undervalued, imprisoned, stifled, de-motivated and under-used that is the real illness to be cured here. Nonsense blogging (or Emergency Valve blogging as I would rather call it) is only one of the many symptoms that go with management's failure to really involve people in their tasks, their team goals and the company as a whole. There are many more symptoms, such as lack of bottom line results, low morale, high absenteeism due to illness, lack of loyalty to the company and unwillingness to allow for and support change. Like unproductive blogging, these symptoms can only be treated if the underlying illness is cured.

The illness, then, is that in these organizations people are not involved in defining the company's core drivers like purpose, values, goals and way of doing things - as a result of which they cannot relate to these important drivers from their own personal drivers (personal purpose, values, goals and competencies). How can people be expected to refrain from senseless activities if they are not motivated from the inside out to contribute? How can you expect people not to take on blogging as an emergency valve, an improper way to make themselves feel heard and important, if management fails to give employees the responsibility to define for themselves how their personal skills and talents can be best put to work for the company?

People need to be able to find and express their "Voice" - their uniqueness in talents and personal drive. If they cannot do so in a way that they themselves see as meaningful and productive, they will put up with a meaningless, unproductive way to find and express their "Voice". Some of them will keep this up for a long time, due to lack of awareness or to fear of change. Others may sooner or later realize that their working environment is an insult to human worthiness and dignity, and either quit or become the kind leader that others can take an example by.

So, if you can accept the value in these remarks, then you can see how your next paraphrase wonderfully adds more value to that, as you wrote:

"This needs leadership on an even higher level in organizations."

Leadership is the key, indeed. However, it's not "...awareness with current online trends..." that is too scarce on higher corporate levels. It's awareness and understanding of the wonderful possibilities and impossibilities of the human spirit that seems to be scarce. It's not just the right level (position) of leadership we're looking for here, it rather is the level of awareness and vision of the top leadership that is challenged.

Luckily, I see some signs that this is changing. More top executives than ever seem to be looking for ways to fully involve human potential. They understand that if they want to facilitate meaningful, productive and challenging communications among employees, they should not implement any tool for communications unless they have made sure that people have meaningful, productive and challenging jobs, the meaning and practicality of which these employees want to share and develop through it.

Don't expect the top leaders of a company to get acquainted with, and decide on the use of, trends in communications. That's just the HOW-part of it. Not they, but IT-experts and their managers are paid for that. It's the top executive level, however, that should decide on the WHY and WHEN of this idea first.
 
Solution-focused change blog
From:Coert Visser
Date:17-03-2007
Contribute:Moving FORWARD with solution-focused change
Section:Business Services
Type:Article
Response:Here is my English blog dedicated to solution-focused change: http://solutionfocusedchange.blogspot.com/
 
Re: People want to be heard
From:Luc de Ruijter
Date:14-03-2007
Contribute:How emotional are your business goals?
Section:IT / Internet
Type:Article
Response:Richard Peters makes a relevant point in arguing that it's not blogs that are the culprit, but the policy(makers) of corporate blogs. Peters puts a great deal of responsability for bad blogs in (bad) leadership. In general bad leadership causes employees to alienate from the organization. Blogging is used as a remedy to (re)create a sense of corporate identity. And this is a bit dodgy, because the motivation to blog corporately should be to contribute to business goals and not to compensate for a flaw in internal communication, or just to make one feel better (like a sense of togetherness). Those in charge should prevent nonsense blogs and promote sensible ones. Corporate blogging needs a sense of business motivated direction, which - in Peters reasoning - should come from management. Therefore it's not blogs that are a nuisance, but the content or meaning they contain.
I quite agree.
However, convincing the owners of online communication tools to set specific goals and targets for online communication is another issue to manage. This needs leadership on an even higher level in organizations. And frankly, awareness with current online trends is even more scarce on higher corporate levels...
 
Mensen willen gehoord worden
From:Richard Peters
Date:13-03-2007
Contribute:How emotional are your business goals?
Section:IT / Internet
Type:Article
Response:Een blog is op zich het probleem niet, de mensen ook niet. Het is de afstemming binnen de hele organisatie die tekortschiet. Het is een leiderschapsprobleem.

Mensen willen gehoord worden. Mensen willen hun ei kwijt, zowel in de zin van bijdragen aan waardevolle productie als in de zin van hun verhaal vertellen, hun gevoel en visie delen. Een organisatie die hoofdzakelijk top-down wordt bestuurd en gemanaged, creëert gaandeweg dissociatie in alle richtingen: van mens tot organisatie, van mens tot mens en binnen de individu zelf. Het gevoel er persoonlijk toe te doen, ebt weg. De mens zal vervreemden van zijn werkgever, van zijn collega's en zelfs van zichzelf. In zo'n organisatie zullen mensen een corporatie blog aangrijpen om toch nog het gevoel te creëren dat ze er toe doen, gehoord worden, iemand zijn, bijdragen. Dat is niet effectief, ik weet het, maar dat is wel hoe mensen zijn en doen. Daartegenover kun je je een organisatie voorstellen die veel meer bottom-up wordt gemanaged en ontwikkeld - waar het gewoon is dat mensen in grote mate hun eigen manier van werken bepalen. Waar managers minder managen en eerder inspirerend en faciliterend leiderschap tonen. Waar de top van de onderneming bereikbaar, belangstellend en transparant opereert en communiceert. Je kunt je misschien voorstellen dat in zo'n organisatie mensen werkelijk betrokken gefocussed zijn op zowel hun teamdoelen als de doelen van de hele organisatie, waardoor het gevoel van individuele verantwoordelijkheid en voldoening nog verder toeneemt. In zo'n organisatie hebben mensen geen behoefte maar wat raak te ouwehoeren, zoals dat in ondoelmatige corporate blogs, e-mails en vergaderingen gebeurt. Hun communicatie is hoofdzakelijk gericht op het uitwisselen van waarde (doelen halen, voldoening hebben in het succes) en het genereren van nog meer waarde. In zo'n empowerde organisatie zal het corporate blog als vanzelf welbewust en selectief worden gebruikt om echte waarde toe te voegen. Dat regelt zich vanzelf, er is immers zoveel moois en waardevols te doen voor alle betrokkenen, dat mensen helemaal geen zin hebben om zich met veel met geneuzel bezig te houden. Zij gebruiken hun corporate blog om relevante ideeën, ervaringen en successen uit te wisselen. De toon kan nog steeds luchtig en casual zijn, het is echter de BETEKENIS van de gecommuniceerde inhoud die het verschil maakt.

Er zijn steeds meer organisaties die opvallen door van-onder-af gevoed succes. Eén organisatie die dit goed snapt is Google. Al haar medewerkers worden geacht een wezenlijk deel van hun tijd creatief, delend en spelend bezig te zijn, omdat uit de work force vrijwel dagelijks ideeën naar voren komen die de innovatieve en winst-genererende kracht van Google vormen en versterken.

De verschillen hoe in het functioneren van corporate blogs helpen dus aantonen hoe het met het leiderschapvermogen in en boven de betreffende organisatie is gesteld. Ineffectieve blogs? Ja, die zijn er, maar het blog of de gebruikers vormen niet het probleem niet. Het is een leiderschapsprobleem. Of liever, een leiderschapskans. Trek niet het verschijnsel blog in twijfel maar verbeter het leiderschap.
 
thanks
From:Frans Duurland
Date:28-02-2007
Contribute:Moving FORWARD with solution-focused change
Section:Business Services
Type:Article
Response:Thanks for promoting my brand!

Best regards,

Frans Duurland
 
Video interview with Maister
From:Coert Visser
Date:11-11-2006
Contribute:The only competitive advantage in professional services
Section:Business Services
Type:Interviews
Response:Here is a new interview with David on the Consulting magazine website: http://tinyurl.com/y7uupj
 
Different period
From:Coert Visser
Date:10-11-2006
Contribute:Organizational Resilience in Times of Crisis
Section:Strategy & Administration
Type:Article
Response:Dear Robert,
US Airways and America West merged a while ago (within the last two years). The study, however, covers a different period. I guess this is why the researchers treated them seperately.
Thanks for your response.
 
USAirways is America West
From:Robert Byrd
Date:22-10-2006
Contribute:Organizational Resilience in Times of Crisis
Section:Strategy & Administration
Type:Article
Response:USAirways is America West. This article with both entities separately listed is deceiving.
 
Attorney at law
From:A. Paul Ingrao
Date:14-09-2006
Contribute:Thought Leaders: Wayne Cascio on Responsible Restructuring
Section:Human Resources
Type:Article
Response:An excellent, well reasoned and balanced article.
 
Een eye opener, valt er nog meer te leren?
From:Frans Duurland
Date:11-09-2006
Contribute:Organizational Innovation in Historical Perspective
Section:Strategy & Administration
Type:Article
Response:De beschreven paradoxale tegenstelling tussen sturen en loslaten houdt mij al heel lang bezig. Dat dit vraagstuk zo'n historie kent is voor mij een echte eye-opener. Oplossingen die een synthese van deze paradox tot stand kunnen gemakkelijk worden gerangschikt onder de punten van het lijstje dat Mastenbroek in de aanvang van zijn artikel opsomt. Een belangrijk element is m.i. de ontwikkeling van elegante, 'zelfreinigende', processen. Het uitbannen van bureaucratie. En in plaats daarvan eenvoudige regels die bij schending vooral de schender in problemen brengen. Ik ben heel benieuwd wat de geschiedenis ons op dit vlak kan leren. Er moeten vast heel veel voorbeelden te vinden zijn!
 
Website evidence based management
From:Coert Visser
Date:01-09-2006
Contribute:The organization as a prototype
Section:Business Services
Type:Reviews
Response:Here is a website by Jeff Pfeffer and Bob Sutton dedicated to evidence based management:
http://www.evidence-basedmanagement.com/
 
respect including power
From:Jan Kuipers
Date:30-08-2006
Contribute:The only competitive advantage in professional services
Section:Business Services
Type:Interviews
Response:You both David and Coert succeeded in to make the difference in what way profesionals/managers can invest in believe in their drives and have influence on the future for selfrealisation.....
Jan Kuipers
 
fascinating
From:Coert Visser
Date:19-07-2006
Contribute:Economics finally on-track
Section:Financial Management & Control
Type:Reviews
Response:Hi David,
I am reading it now. A fascinating book indeed!
Coert
 
Good blog tips
From:Krista Goon
Date:11-06-2006
Contribute:The art of blogging
Section:IT / Internet
Type:Interviews
Response:I've been a blogger for the past 3 years and what David said is true. It's easy to be controversial and get the traffic in but what every honest blogger needs are the constant readers who provide clear and useful engaging conversations on a ongoing basis. On the issue of blogroll, keep it to a minimum (I constantly update my blogroll and I don't necessary link to all who link to mine. It's not arrogance but being picky keeps one exclusive and original). Don't overwhelm your blog readers with a thousand blog links but pick and choose carefully. Your reputation (after all you ARE recommending these people's blogs) rests on this.
 
Other benefits of blogging
From:willem
Date:30-05-2006
Contribute:The art of blogging
Section:IT / Internet
Type:Interviews
Response:Employees of a company have openly communicated on weblogs.

Although employees who blog arewriting both positive and negative things about their organizations, it appears that the positive outweighs the negative.

Nearly half of the study’s respondents (49%) think it’s ethical for employees to write negative things about the organizations they work for on a weblog.

A large percentage (79%) believe it is ethical for organizations to monitor information their employees have written on weblogs,

59% say it is ethical to discipline employees who write negative statements.

A huge majority (89%) said this was permissible to conduct research or measurement studies that focus on information their employees are blogging.and only four percent disagreed. However, in spite of this only three percent of the respondents said their companies had ever commissioned or conducted such research.

Nearly half (46%) of those from organizations not currently measuring employee blogging believe their companies will do so eventually.

Respondents were less likely to criticize, and more likely to disagree with disciplinary action, in cases where labor union represented employees, acting on behalf of the union, write negative statements about the organization they work for on a blog.
 
Validation
From:Sharon Lippincott
Date:25-05-2006
Contribute:The art of blogging
Section:IT / Internet
Type:Interviews
Response:This article validates my experience. My blog, http://heartandcraft.blogspot.com, is almost four months old, and it's become a way of life. It is helping me focus my thinking and air ideas that would otherwise probably not be heard. I approach it in Artist mode, and having people tell me they read, enjoy and benefit from it is icing on the cake! Primarily the benefit for me, the writier, is the continual mental clarification.

Thanks for the validation!

Sharon LIppincott, aka Ritergal
 
See feel change
From:Deceulaer Marjan
Date:23-05-2006
Contribute:See-Feel-Change
Section:Change Management
Type:Reviews
Response:It's very interesting, to read what the possibility's are to change. the only disadvantage that we had, was that we did not had the right people at the right time. I would like to read more about how to change.

Best regards,
Marjan Deceulaer
 
David's weblog
From:Coert Visser
Date:01-03-2006
Contribute:Young Professionals: Cultivate the Habits of Friendship
Section:Business Services
Type:Article
Response:David Maister now has a weblog:

http://davidmaister.com/blog/

Recommendable!

Coert
 

responses:  Next 18


Sign up to see the article and opinions

To gain access to these and others articles log on here:
Username
Password
If you don't have an password, sign up here.
Password forgotten? click on this link.

Content
Current Events | Financial Management | Business services | Globalisation | Human Resources | IT/Internet | Knowledge Management | Quality & Client | Marketing | Government Management | Performance Management | Personel Effectiveness | Self Assesments | Strategy & Administration | Supply Chain | Change Management  |
 


Service
Profile | Info for Authors | Editorial Staff | Info about Advertising | Contact | Become a Member | Conditions of Use | Privacy Policy | Code of conduct | Unsubscribe | Directory

Created and hosted by The Digital Xpedition