I argue that Organisational Behaviour : visions of positive social change have been replaced by a focus on individual well-being. ( Goldsmiths, University of London: ).
I like your video. It would have helped if your OB model acknowledged other models (for ex, Ackoff's) to make your delivery even stronger and more credible. I would also add Gillian Tett's book "The Silo Effect" - to steer away from the traditional management traps, and Sue Dyer's book "The Trusted Leader" and her Partnering approach (both principles and values) to make the right transition towards the Leadership mindset. OB advocates the Leadership mindset but it does not seem to be fully aware that Leadership is, in fact, a different paradigm. By making use of concepts like: • transparency (between process layers, helps with orientation, stimulates creativity, contribution), • clarity (of processes, positive mental health due to continuous achievement), • open book management (OB downplays the financial side in this video), • cascaded leadership (we want leadership abilities throughout the business, collective resilience), • constraints (main leverage points, for ex. capacity always creates plenty of air to breath and stimulates innovative thinking) and • flow (alignment, free of internal friction, effective delivery) your audience would be prompted to seek insights in deeper ideas that support your claims of OD/OB benefits. Nowadays, businesses are pulled apart with all sorts of management systems. However, OD/OB is on the right track. If we put the business as a whole at the centre of our attention vs managing the business as different aspects (a modern version of silos) we will more likely achieve better results faster whilst running the business on "even keel". My only critique is that OB, as a concept, often slips, in subtle ways, on the traditional management lingo/mindset. But that is just another area for improvement.
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OB is a large and interesting subject. I like its emphasis on human motivation and understanding people behaviour at work.
make more video on organizational behaviour.
This is quite an interesting video, i like the way you went practical with it. It's worth watching over and over again.
I argue that Organisational Behaviour : visions of positive social change have been replaced by a focus on individual well-being.
( Goldsmiths, University of London: ).
Really appreciate so lovely thanks you very kindly easier method of explaining
I like your video.
It would have helped if your OB model acknowledged other models (for ex, Ackoff's) to make your delivery even stronger and more credible. I would also add Gillian Tett's book "The Silo Effect" - to steer away from the traditional management traps, and Sue Dyer's book "The Trusted Leader" and her Partnering approach (both principles and values) to make the right transition towards the Leadership mindset. OB advocates the Leadership mindset but it does not seem to be fully aware that Leadership is, in fact, a different paradigm.
By making use of concepts like:
• transparency (between process layers, helps with orientation, stimulates creativity, contribution),
• clarity (of processes, positive mental health due to continuous achievement),
• open book management (OB downplays the financial side in this video),
• cascaded leadership (we want leadership abilities throughout the business, collective resilience),
• constraints (main leverage points, for ex. capacity always creates plenty of air to breath and stimulates innovative thinking) and
• flow (alignment, free of internal friction, effective delivery)
your audience would be prompted to seek insights in deeper ideas that support your claims of OD/OB benefits.
Nowadays, businesses are pulled apart with all sorts of management systems. However, OD/OB is on the right track. If we put the business as a whole at the centre of our attention vs managing the business as different aspects (a modern version of silos) we will more likely achieve better results faster whilst running the business on "even keel".
My only critique is that OB, as a concept, often slips, in subtle ways, on the traditional management lingo/mindset. But that is just another area for improvement.
The content is useful but music is disturbing
Thank you for your feedback! We'll keep it in mind for future videos 🙌
make more video on organizational behaviour.