Almost 20 years ago, behavioral experts Kenneth Thompson and Fred Luthans noted that a person’s reaction to organizational change “can be so excessive and immediate, that some researchers have suggested it may be easier to start a completely new organization than to try to change an existing one.”
Although they would never use these labels, many large companies have a tendency to place employees in one of two categories: thinkers and doers.
Finding focus may be the key to a more productive life – a theme underscored in several articles this week. Here are five different takes on the topic, all offering excellent advice.
What drives employee engagement? Ask a group of human resources and organization development practitioners, and you’ll likely get similar answers: It’s about autonomy, interesting work, recognition, fair pay, good benefits, etc. Ask a group of employees the same question, and the answers will likely be more varied. While these factors may influence employees, what drives individual engagement is more personal.