3605 Posts Found

Nobody really believes that it’s an ethical precept that you obey every law. If you obey a law that requires you to do something that is unethical or amoral, I think everybody in the room would agree it’s a proper human behavior to break that law as long as you’re willing to accept the responsibility for that. That was the justification for conscientious objection during … [ Read more ]

Content: Quotation | Source: Stanford University | Subjects: Ethics, Legal

In globalization we can come closer together, but we still don’t know one another. We can start up a new business fast, but growing wise in the way of life takes a long time. It’s never complete, never right, and never perfect. An ethic is deeper than morality or custom. It comes out of our deepest desire to make meaning out of our lives and … [ Read more ]

Content: Quotation | Source: Stanford University | Subjects: Culture, Integrity

It’s hard to know what is meant by business ethics. Only people, not businesses, have ethics. Ethics is me, the individual, as a person. I’m ethical or unethical. If I’m employed in a business that I think is unethical, I have a clear choice. I can get out of that business and find something else to do. It doesn’t seem to me it’s ethical for … [ Read more ]

Content: Quotation | Source: Stanford University | Subject: Ethics

The single biggest problem with communication is the illusion that it has taken place.

Content: Quotation | Source: CEO Refresher | Subject: Communication

You want to concentrate and collaborate, but how can you get the best of both worlds in your current office set-up? An excerpt from Thinking for a Living: How to Get Better Performance and Results from Knowledge Workers.

Content: Article | Author: Thomas H. Davenport | Source: Harvard Business School (HBS) Working Knowledge | Subject: Organizational Behavior

Businesses aren’t based around relationships, as current theories of organisation would have us believe. They are based around physical things. So what are the implications for leaders, managers and employees?

Content: Article | Author: Brian Moeran | Source: European Business Forum (EBF) | Subject: Organizational Behavior

This article distinguishes 11 Power Sources. The combination of power sources that yield success differs by organisation. It is important to consider what matters most in your own organisation. The 11 power sources are:
* Role
* Network
* Dedication
* Expertise
* Process
* Customers
* Market
* Leadership
* Safe Hands
* Creativity
* Politics

Content: Article | Author: David West | Source: TheWorkingManager.com | Subjects: Career, Organizational Behavior

Vision creates intent. Culture determines action. Often the two are out of sync. When they are, culture can actually undermine vision and prevent a company from achieving essential business goals.

Content: Article | Author: Eric E. Olsen | Source: Boston Consulting Group (BCG) | Subject: Organizational Behavior

Vastly superior team member intelligence, perhaps surprisingly, does not actually make a significant difference in how successful a team can be.

Since bioteaming is based on a distributed intelligence model, what really counts is the ability for the team to use its intellectual capabilities in a collective, collaborative and cooperative fashion. So while bioteams CAN easily accommodate highly intelligent team members, they do not generally require … [ Read more ]

Content: Quotation | Source: ChangeThis | Subjects: Organizational Behavior, Teamwork

The biggest reason you do not hear much about corporate mistakes, unless they are so colossal that some government entity forces an investigation, is that most companies do not put together blue-ribbon investigative committees to find causes of failures and recommend improvements. No one would accept a statement that an airliner “just crashed-we’re not sure why, but we’ll try not to do it again.” Yet … [ Read more ]

Content: Quotation | Source: BetterManagement.com | Subjects: Accountability, Mistakes

Imagine the following situation: You are a consultant who has just been assigned to a new project at your firm, and your first major presentation is in a week. Unfortunately, your client’s problem isn’t something you have any expertise in. Chances are, according to research by Sheen S. Levine, a professor at Singapore Management University who earned his PhD from Wharton, you would pick up … [ Read more ]

Content: Article | Source: Knowledge@Wharton | Subjects: Knowledge Management, Organizational Behavior

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Sometimes the most appealing Web sites are those without all the Java bells and whistles-just simple information presented simply. “What can you learn about business ethics from the movies?” wondered Carolyn Johnson, business librarian at Arizona State University. The answer is this Web site. Here you’ll find a list of movies that in some way or other offer interesting perspectives on tricky business issues. Johnson … [ Read more ]

Content: Online Resource | Author: Carolyn Johnson | Source: Arizona State University West | Subject: Ethics

Melcrum tracks trends in organizational development and presents best practice application of new concepts, tools and ideas to assist managers to make both profitable and responsible business decisions. Resources at the site are categorized under six main topics: corporate and internal communication, human resources, knowledge management, intranets and corporate responsibility. The structure of information at each of the six silos is similar, with a collection … [ Read more ]

Content: Online Resource | Source: MELCRUM PUBLISHING | Subjects: Human Resources, Organizational Behavior

Business thinking starts with an intuitive choice of assumptions. Its progress as analysis is intertwined with intuition. The final choice is always intuitive. If that were not true, all problems of almost any kind would be solved by mathematicians with nonquantitative data.

The final choice in all business decision is, of course, intuitive. It must be. Otherwise it is not a decision, just a conclusion, a … [ Read more ]

Content: Quotation | Source: Boston Consulting Group (BCG) | Subjects: Decision Making, Thought

The mind-set that accompanies the victory need is completely different from the one that accompanies the need for achievement. The need for achievement mind-set focuses primarily on end users or customers and how best to meet their needs. The victory need mind-set focuses on competitors and how best to out-perform them. This latter perception leads to organisational behaviour with negative consequences for all concerned: the … [ Read more ]

Content: Quotation | Source: TheWorkingManager.com | Subject: Organizational Behavior

People do care about the truth of an idea, but they also want to tell stories that produce strong emotion, and that second tendency sometimes gets in the way of the first.

If we could understand what kinds of stories succeed beyond all expectations, even when they are not true, we might be able to take legitimate information, about health for example, and change people’s behavior … [ Read more ]

Content: Quotation | Source: Stanford University | Subjects: Communication, Organizational Behavior

Gender differences are a primary — maybe even the central — part of our schema. They are the first differentiator. In the workplace, what goes along with our thinking that someone is a male or female? A lot. A ton. We are just hugely invested in all kinds of preconceived ideas about what men and women can do. The unfortunate part is that what we … [ Read more ]

Content: Quotation | Source: Gallup Management Journal | Subject: Women in Business

Organizations are characterized by inertia and there are good reasons for this. Reliability and accountability are valued attributes of organizations. These qualities are strengthened by predictable routines and structures, which create inertia as a byproduct.

Content: Quotation | Source: Stanford University | Subject: Organizational Behavior

The problem with workplace bullying is that many bullies are hard to identify because they operate surreptitiously under the guise of being civil and cooperative. Although workplace bullying is being discussed more than ever before, and there may eventually be specific legislation outlawing such behavior, organizations cannot afford to wait for new laws to eradicate the bullies in their midst. In order to survive, organizations … [ Read more ]

Content: Article | Authors: John Richardson, Linnea B. McCord | Source: Graziadio Business Report | Subjects: Human Resources, Organizational Behavior