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  • Three Types of Employee

    Three Types of Employee

    Posted 20/07/2011 By in EMPLOYEE ENGAGEMENT, GETTING THE MOST OUT OF YOUR PEOPLE With | 1 Comment

    Employees are an organisations greatest asset and a source of its sustainable competitive advantage. The above statements are often touted maxims in the business world.   It certainly stands to reason that a good company can fail with poor employees whereas great employees can help a poor company succeed or help a good company survive …

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    • Managers… stuck between a rock and a hard place?

      Managers… stuck between a rock and a hard place?

      Posted 13/07/2011 By in EMPLOYERS, GETTING THE MOST OUT OF YOUR PEOPLE With | 1 Comment

      Managers risk losing people if they don’t work out what they want. Managers risk losing people if they don’t work out what their employees really want.  Which is worse?  To simply not know, or to know and not do anything?  Both aspects of this conundrum risks disengagement. A recent Leadership, Employment and Direction (L.E.A.D.) survey …

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      • What difference do YOU make?

        What difference do YOU make?

        Posted 10/07/2011 By in EMPLOYEE ENGAGEMENT, GETTING THE MOST OUT OF YOUR PEOPLE, SPEAKING With | 1 Comment

        10,000 yrs of development and have we really changed? In terms of engagement at work and overall satisfaction with life generally I often hear clients talk about ‘wanting to make a difference.’ This is a very evocative statement for most of us, despite being incredibly ambiguous…  What sort of difference?  For whom?  How will they …

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        • BRW TOP 10 PLACES TO WORK

          BRW TOP 10 PLACES TO WORK

          Posted 02/07/2011 By in EMPLOYERS, INSPIRATION, MOTIVATION With | No Comments

          TOP 10 PLACES TO WORK IN AUSTRALIA Google E-web Marketing NetApp Australia Juniper Networks Atlassian Davidson Recruitment OBS Ikon Communications MRWED Group Altis Consulting The BRW survey is based on research by the Great Place to Work Institute Australia, measuring how much employees trust their organisation, have pride in what they do and enjoy the …

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          • WORK/LIFE BALANCE

            Here’s an interesting video about WORK/LIFE BALANCE.  Like me, the presenter NIGEL MARSH, thinks it’s your responsibility and not just your employers.

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            • DEPENDENCY ON EXTERNAL MOTIVATION

              ARTICLE SOURCED FROM http://sethgodin.typepad.com

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              One of the characteristics of the industrial age was the reliance on external motivation.

              Go to work on time or the boss will be angry.

              Work extra hard and the boss will give you a promotion.

              If you get paid to work piecework, then your paycheck goes up when you work harder.

              This mindset is captured by the Vince Lombardi/pro sports/college sports model of the coach as king. Of course we’ll have our non-profit universitiess pay a football coach a million or more a year, of course we need these icons at the helm–how else will we get our players to perform at their best?

              I was struck by a photo I saw of male fencers at Cornell who practice with the women’s fencing team. Clearly, they’re not allowed to compete in matches (though the university counts them for Title IX). I got to thinking about what motivates these fencers. Are they doing it because they’re afraid of the coach or getting cut? Would they fence better if they were? [update: it turns out the men at Cornell do compete, just not on a formal varsity team. My error, sorry guys.]

              The nature of our new economic system, that one that doesn’t support predictable factory work, is that external motivation is far less useful. If you’re looking for a big payday, you won’t find it right away. If you’re depending on cheers and thank yous from your Twitter followers, you’re looking at a very bumpy ride.

              In fact, the world is more and more aligned in favor of those who find motivation inside, who would do what they do even if it wasn’t their job. As jobs turn into projects, the leaders we need are those that relish the project, that jump at the chance to push themselves harder than any coach ever could.

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