The 8 Values of Highly Productive Companies: Creating Wealth from a New Employment Relationship
A must-have in any manager's library. — Sergio Carlo Maresca, author of BREAKAWAY!
If you think you are doing it right, think again and read this book. — Dr Roxanne Zolin, QUT
An excellent read for organisation specialists. — Hermias C. Hendrikse, Director of Organisation Effectiveness, Etisalat, UAE The employment relationship as we know it is a relic of the last century. Globalisation, competition and financial pressures are challenging organisations to be more adaptabale. This book offers managers and professionals a new, research-based employment model that will alter the way employees and employers think about their working relationship, aligning the changing needs and interests of individuals and organisations to produce a sustainable, productive and profitable workplace in any financial climate.
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The Psychological Contract
The New World of Work
The New Employment Relationship Model
Learning and Earning From Specialist Employment to Flexible Deployment
Customer Culture From Internal to Customer Focus
Roles Replacing Jobs From Job to Performance Focus
Commitment Replacing Loyalty From Loyalty to Commitment
Developing the Whole Person From Training to Learning and Development
Conquering the Initiative Paradox From Closed to Open Information
Applying the Model
BottomUp Transformation Corporate Culture Change Cycle
The Roadmap A Strategic Framework for Change
Managing Tribalism From Functional to ProjectBased Work
Employee Engagement From Human Dispirit and Work to Human Spirit and Work
achieve boundary activities career challenges Communication of boundary company’s Corporate Culture Change create CRM system cross-functional cross-functional teams Culture Change Cycle Customer Focus customer workers customer-focused defined eight values employee engagement employee’s employer and employee Employment Relationship Model encourage environment Figure Flexible Deployment Fordism Goal alignment Human Spirit implementing incentives individual and organisation Information sharing initiative paradox innovation Learning & Development Learning and Development loyalty marketplace match worker interests meaningful Medtronic ment MidMgt mindset needs and interests non-job skills Open Information organisation accountabilities organisation’s organisational leaders organisational structure paradigm performance appraisal Performance Focus personal development popular management problem-solving production-centred project team psychological contract requirements response result rewards role descriptions secondary elements Southwest Airlines staff strategies survey tasks team members team-based behaviour Tim Baker tional TopMgt traditional employment relationship value of Commitment value of Flexible value of Human value of Learning value of Open Willingness to learn workforce