Research findings across a variety of industries and organizations indicate that a strong management team is a key ingredient of organizational performance. While this claim might sound straight-forward, recent examples from the corporate and public sector show that it is incredibly difficult to build and develop a management team that functions well. In this blog post, we take a look at six signs of an ineffective management team that threatens organizational performance in this blog post.
The aviation industry has reached an unprecedented safety level. This is an outstanding achievement taking into consideration that global air traffic is on the rise and every new aircraft becomes technically more sophisticated. Of course, one of the reasons for this achievement is superior technology. However, without a crew that performs well technology would be useless. A considerable body of evidence indicates that one reason for this strong safety track record in aviation is due to airlines conducting Crew Resource Management trainings as means to improve team performance. Initially inspired by management as a team development intervention, Crew Resource Management has become a de-facto standard in the aviation industry. Is it time for management to re-adapt what the aviation industry has developed to the next level?
Politics exist in all organizations but it is interesting to consider whether organizational politics can be a blessing or a curse. This blog post draws on scientific evidence to illustrate how politics can be effective for an organization through a) drawing on the political skills of the talent within the firm and b) implementing strategies that curtail ineffective organizational politics.
This blog discusses the importance of being politically skilled within work organizations. Organizational science researchers have highlighted the importance of political skills in being effective in the workplace. There is a body of research to show that those who have strong political skills tend to be better performers and enables the organization to be more effective. This blog describes the behaviors of politically skilled individuals and describes the positive outcomes associated with political skills. The blog also describes how organizations can implement interventions to enable employees to hone political skills.
The capability to lead and influence people is essential for success even beyond management. Professionals without a formal leadership role find themselves more and more often in situations where it is key to deliberately influence people, teams, divisions or the whole organization. Thus despite – or perhaps precisely because of its great relevance, leadership is often seen as something mystic. This impression is reinforced by a large number of popular business bestsellers about leadership, CEO biographies, and executive consultants who rely on individual experiences and anecdotal evidence when writing and talking about leadership. These sources generally provide only a limited informative value and therefore are of questionable use for the development of leaders and professionals.
Successful management arguably involves constant re-evaluation and seeking of new methods when challenges arise. One of the most recent trends that has grabbed the attention of practitioners has been the idea of “nudging” in management. Based on a groundbreaking book in behavioral economics, “nudging management” promises to help solve organizational problems by relying on subtle “nudges” or shoves to behavior, which promise to better align worker behavior with organizational goals.
In recent years, there has also been a focus on the destructive side of leadership and how dysfunctional leaders can undermine an organization’s value. In fact, empirical research has focused on the personality characteristics of flawed leaders and have pointed to negative personality traits as predictors of leadership derailment (Hogan & Hogan, 2001; Kippenberger, 1997). There appear to be several personality traits that are related to leader failure yet the three that are consistent across all studies are narcissism, psychopathy, and Machiavellianism, referred to as the “Dark Triad” (Paulhus & Williams, 2002).
Anthony Giddens's Theory of Structuration is one of a set of grand social theories that are capable of describing the very foundation of social systems such as teams, organizations and the society. One of the key characteristics of Giddens's theory is the understanding of structure as duality: On the one hand structures of social systems such as norms, symbols, and physical objects etc. enable social practices. On the other hand they are reproduced and thus are a result of social practices. This understanding opens up a variety of new perspectives for managing organizations. In this blog post we have a look at some of those perspectives such as Strategy as Practice and derive key take-aways for managers and professionals.
The concept of Corporate Social Responsibility (CSR) has been on the radar since the 1950s and has altered the way many organizations conduct business. To which extent should organizations align their goals to be socially responsible? Is it worth making a commitment to the social good? Which management practices help drive CSR? Insights from evidence-based management (EBM or EBMgt) show that CSR has many positive effects and does not have to mean altering a strategy - rather, small steps can yield big outcomes and help firms create sustainable value in mindset and organizational culture.
Organizations often face tensions in reconciling their social and ethical values with daily practice. Drawing from broader literature across sectors, it emerges that social justice management is an approach with useful practices for all organizations. Learning to balance moral value with material interest can help organizations stay on top of change, remain flexible, and gain more commitment from employees. Through social justice-based strategies for management organizations can learn to ‘practice what they preach’, reconcile tensions, and stay true to their values.