Quote by Terence McKenna: “We have to create culture, dont watch TV, don...”
The Hard Truth About Innovative Cultures
The challenge for all of us in business is to improve competitiveness by improving employee productivity and reducing costs. I believe the only way to improve engagement is to make work more satisfying. Unfortunately, work and satisfaction have become an oxymoron in many businesses. Yet based on my own years of experience in both large and small businesses, I'm convinced that it's not that hard to create a workplace culture where people actually like to work, and I'm not talking about perks and privileges, such as foosball tables and gourmet meals, which alone only reduce pain. Among many other recommendations, they offer some practical tips on how any organization can make their work culture more meaningful and satisfying:. In fact, I have found that people are more likely to be engaged and thrive when their boundaries are pushed slightly beyond what they think they can do.
Professor Anurag S Rathore, Dean, Corporate Relations at IIT Delhi tells Ashish Sinha, there is an urgent need to create collaborative opportunities for industry-academia, promoting scientific temperament to boost the economy. Edited Excerpts:. Nurturing University-industry partnerships is vital to boost the economy. What are the critical areas for these partnerships in the current context? With the success of Chandrayan and Mangal Mission, India is experiencing a new kind of growth trajectory in the research-driven economy. To strengthen and sustain these successes, we need to create a culture of innovation that fuels successful and productive industry-academia partnerships and produce an industry-ready workforce. The past decade has witnessed a sharp increase in such academia-industry partnerships, particularly at esteemed research institutions such as the IITs.
Daniel Cloud is an unlikely philosopher. Before that, he was an equity analyst in Indonesia, Hong Kong, and China. These days, he spends a lot of his time thinking about evolutionary biology and the development of human culture. By looking at the language we use to communicate, Cloud suggests the alternative: we actively create our culture, and have a responsibility to do it well. Quartz sat down with Cloud to discuss these ideas and more. This interview has been condensed and edited.
We have been to the moon, we have charted the depths of the ocean and the heart of the atom, but we have a fear of looking .. We have to CREATE culture.
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1. Tolerance for Failure but No Tolerance for Incompetence
Innovative cultures are generally depicted as pretty fun. And research suggests that these behaviors translate into better innovative performance. - Create your own roadshow.
Why should organizational culture be important to you? The truth is, your company already has a culture, whether it was created intentionally or not. For culture to be a priority, you need to have a personal investment in it and understand that it does indeed have an effect. A positive culture can boost results, while a negative one can depress them. Culture has become a buzzword in the last several years because of an increased emphasis on branding and image.
Culture happens. If you encourage people to share, and you give them the freedom to share, then sharing will be built into your culture. If you reward trust then trust will be built into your culture. Artificial cultures are instant. They are obvious, ugly, and plastic. Artificial culture is paint. Real cultures are built over time.
It might not be painless, but it would be easy. But the issue is not as easy as someone marching around the office, telling you and everyone else they do not care. What you witness more often are employees who do the minimum, follow processes as written as opposed to the spirit by which they were created, and consider the problems they face each day as sabotage as opposed to the opportunity enable employees. These situations are often very subtle, and the fix is more behavioral. The goal is the same, but our approach was more similar to how we spread a vision, or a goal. We wrote it down, mentioned it many times, branded it, etc. All of these efforts are honorable and genuine but may not have hit the emotional level to move the caring, or emotional, needle for our employees.