Though aimed at IT teams, this leadership advice fosters high performance across disciplines. It advocates pushing teams further, but with morale-boosting strategies.
Bahn-Vorstände bekommen für 2023 keine Boni - aber für das Vorjahr
Die Vorstände der Deutschen Bahn erhalten für 2023 keine Boni, für das Vorjahr aber sechs- oder siebenstellige Summen. Künftig sollen sich die Zahlungen stärker an langfristigen Zielen orientieren.
The issues with saying things is that you have to think them. How do so many white people think in the way that they do? I don't look at other people and think I can ask them for their age, ethnicity, class, and personal lives in professional settings, particularly in job interviews. It would never occur to me to see people that way, think that or feel entitled to find out. #racism#sexism#employment#management#job#work#entitled#narcissistic
Spitzenmanager im Krisenmodus: Einblicke in ihre Welt
Corona, Krieg, Energiepreis-Schock: Eine Krise folgt der nächsten - und die deutsche Wirtschaft schrumpft. Was bedeutet das für die Frauen und Männer an der Spitze großer Konzerne? Ein Einblick in ihre Welt. Von K. Bruns und M. Pieper.
As the #postoffice#horizon scandal reveals more & more details of appalling behaviour by #management at the PO & #Fujitisu, we now seem to be entering a #windrush phase with the Q. of differing treatment of ethnic minority #postmasters & a suspicion that accusations of #fraud were normalised due to #racist assumptions about the proclivities of particular ethnicities of sub-post-office owners.
Once again, we're going to find that #racism is not a problem the country has banished to history.
#SQL Server #Management Studio (SSMS) is one of the most proven #database administration and management tools. Whether you use SQL Server Management Studio for Database Administrators or just for database #development, it's a proven tool. We want to increase our capabilities, adapting this tool to our specific needs. For this, we use a range of SSMS add-ins and extensions.
We'll discuss two productivity-focused add-ins that #help us achieve more in less time. https://pike.link/DJcdG...
#women 'must be vocal but not deemed “shrill”. They must be confident, but not perceived as arrogant; empathetic but not so much that it shows weakness; they should smile & be enthusiastic to not appear “threatening” or “hostile” (words rarely used for male counterparts). And they shouldn’t complain...
[But] female executives are more honest, less likely to gloss over difficult things or speak on topics they know little about'!
I've been #tracking the daily advertised #rent price for a while now and the variations of the price for the same unit from day to day should be illegal. Example: Over the course of just four days, I tracked rent prices of three-bedroom units go down $310 on a Saturday and go up $205 the following Tuesday. How does that happen?
You know, it's kinda funny to be an anarchist....and work as a manager. Even more interesting is that I'm reminded again how easy it is to not just be authoritarian in doing it too.
One of the ways I think I look at this differently than most folks is that my experience as a neurodivergent person makes it impossible to not notice that executive function - decision-making, prioritizing, budgeting resources, etc. - is a form of labor itself. So rather than see my role as telling people what to do, I collaborate with them to see what executive function labor I can do that eases their workload, while always leaving it open for them to ask me to do it differently or take that work back on if they need to.
Importantly though, when meaningful decision-making needs to happen, I collaborate with all stakeholders - staff, volunteers, people we're serving - to provide direction and consensus. Organizing this is labor too. This is what I treat as my job too.
I'm not gonna pretend there's not still a system we're operating within that invests leverage and the ability to exert control over others' resources. This ain't no anarchist utopia yet. But I can use my role to organize along my values and in modes that approach a community- based model of action.
And the thing is - this is easy. Or at least, I find it easier than trying to be an authoritarian that cajoles and punishes. And I look at the past managers I've had and I'm kinda flabbergasted...like, they all could have done this (or at least been on this spectrum of organizing) rather than pretending to collaborate but really expecting obedience and punishing me for exerting any of my own agency in a role.
And I think part of that failure is just that they lack a basic analysis of labor and power, because modern management education emphasizes being "apolitical," which often translates to: don't talk about what is actually happening or what you're doing.
The FT says of #highereducation, that its 'the bedrock of the country’s science & research output, making it central to raising its lacklustre productivity performance'.... which might suggest one key aspect to the UK's long-term #productivity puzzle is why, if we have world class #universities, we don't have world class productivity?
Answers range from academics suspicion of the #business community (& vice versa) to the UK's notoriously narrow-focussed #management.
A KPI on calls handled per agent is a terrible way of determining whether or not someone is useful or productive. It neither depends on call volume, nor on volume of solved cases. What matters is how difficult the cases were and how much time it took to solve them.
There's a big difference between handling a lot of easy cases, and a few hard cases. If you don't have a metric to determine how hard a case is, don't bother measuring how many calls any agent fields.