検索キーワード： 組織行動

Organizational Optimization is the new way to look at your organization, assess its current health and optimize its future potential. Its purpose is to strategically align the organization, optimize the execution of its strategy, and culturally set the stage for growth and prosperity. It can be applied to any type of organization whether an international conglomerate, a federal agency, a city, a professional sports team or an entrepreneurial organization looking to optimize their true potential.

The gripping inside story of Paypal, the company that created the digital age as we know it. Out of Paypal's ranks have come three billionaires and dozens of multi-millionaires, including household names like Elon Musk, Peter Thiel and Reid Hoffman. Paypal's alumni have built, funded and advised...

職場で繰り返される痛恨のミスを「誰のせいか」と責め立てる不毛なループから抜け出し、劇的な業務改善へと導く実践的な問題解決メソッドがここにあります。毎日の通勤電車での学習タイムが、あなたのキャリアを一...

当团队陷入内耗与高压危机时，顶级商业领袖正运用特种部队的硬核管理法则，在不确定的市场战场中杀出重围。无论你是正处于成长瓶颈期的初创负责人，还是面对复杂协同难题的企业高管，都能在晨间的通勤时光里，获取...

終わらない残業とチームの不協和音に終止符を打ち、アジャイル思考を活用して圧倒的な生産性とストレスフリーな進行を実現しましょう。通勤電車の中や仕事前のわずかな時間を利用して耳を傾けるだけで、場当たり的...

テクノロジーが猛スピードで進化する中、AI導入による現場の混乱と抵抗を乗り越え、持続可能な組織変革を実現する次世代のリーダーシップがここにあります。通勤電車の中や日々の移動時間に耳を傾けるだけで、未知...

This book offers a concise, accessible guide to the key concepts and applications in Otto Scharmer's classic Theory U. Scharmer argues that our capacity to pay attention coshapes the world. What prevents us from attending to situations more effectively is that we aren't fully aware of that interior condition from which our attention and actions originate. Scharmer calls this lack of awareness our blind spot. He illuminates the blind spot in leadership today and offers hands-on methods to help change makers overcome it through the process, principles, and practices of Theory U.

When it comes to recruiting, motivating, and creating great teams, Patty McCord says most companies have it all wrong. McCord helped create the unique and high-performing culture at Netflix, where she was chief talent officer. In her new book, Powerful: Building a Culture of Freedom and Responsibility, she shares what she learned there and elsewhere in Silicon Valley.

"Middle manager." The term evokes a bygone industrial era in which managers functioned like cogs in a vast machine and bureaucracy ruled. In recent decades, midlevel managers became a favorite target for the chopping block—underappreciated, often considered a superfluous layer of the organization. Not only does this outdated perspective need to change, the future demands it. In Power to the Middle, McKinsey thought leaders Bill Schaninger, Bryan Hancock, and Emily Field call for a profound reimagining of what middle managers can and must be able to do.

This book will inspire you to: overhaul performance management practices to jump-start motivation and engagement; use agile processes to transform how you hire, develop, and manage people; establish diversity programs that increase innovation and competitiveness as well as inclusion; use people analytics to bring unprecedented insight to hiring and talent management; prepare your company for the double waves of artificial intelligence and an older workforce; and close the gap between HR and strategy. 

When we avoid taking a decision, what happens to it? In The Unaccountability Machine, Dan Davies examines why markets, institutions and even governments systematically generate outcomes that everyone involved claims not to want. He casts new light on the writing of Stafford Beer, a legendary economist who argued in the 1950s that we should regard organisations as artificial intelligences, capable of taking decisions that are distinct from the intentions of their members.

There is a large body of shared knowledge between the study of Organizational Behaviour and Human Resource Management but despite the crossover, they are often treated as very distinct disciplines. Written by a team of experts across both fields, Organizational Behaviour bridges the gap between OB and HRM, with an emphasis on inter-cultural and cross-cultural perspectives of organizational development, talent management, and leadership 

This comprehensive road map for optimal leadership features: breakthrough research that connects increased leadership effectiveness with enhanced business performance; the first fully integrated Universal Model of Leadership; the five stages in the evolution of leadership - Egocentric, Reactive, Creative, Integral, and Unitive - along with the organizational structures and cultures that develop at each of these stages; six leadership practices for evolving your leadership capability at a faster pace; a map of your optimal path to greater leadership effectiveness; and more!

Continuous improvement, understanding complex systems, and promoting innovation are all part of the landscape of learning challenges today's companies face. Amy Edmondson shows that organizations thrive, or fail to thrive, based on how well the small groups within those organizations work. In most organizations, the work that produces value for customers is carried out by teams, and increasingly, by flexible team-like entities.

先行きが見えない不確実性の波を乗りこなし、プロジェクト管理の重圧を確かな成果へと変える実践的なリスク管理の極意。毎日の通勤電車の中で、漠然とした不安や予期せぬトラブルへの恐れに心をすり減らしているリ...

神格化されたスーパーヒーローの幻想を打ち砕き、極限状態での意思決定と緻密なチームビルディングによって「不可能」な任務を現実の成果へと変える特殊部隊の論理的なメカニズムを鮮やかに解剖します。朝の慌ただ...

Career reinvention, adaptation and renewal have never been more important. This latest career-advice-reimagined book from Drs Schuster & Oxley tackles the subject of how to remain vital, vibrant, and forward-looking in your career against the backdrop of the AI revolution, and as our priorities shift as we enter our middle career years.

組織の壁とチームからの強い抵抗に直面し、孤立感を深めるプロジェクトリーダーへ、感情論を排した確実なチェンジマネジメントの手法で、膠着状態を打破する実践的なロードマップを手渡します。毎日の通勤電車や移...

抽象的なAI導入論から脱却し、わずか12から24か月で自社のデジタルトランスフォーメーションを確実な実行計画へと昇華させる戦略的ロードマップがここにあります。日々の通勤時間や移動中に耳を傾けるだけで、変革へ...

指示型マネジメントの限界を打ち破り、メンバー自らが思考し判断する自律型組織へと進化させるための実践的なロードマップ。プレイングマネージャーとしてすべての答えを背負い込む重圧から解放され、開発チームの...