organic

Why Building a Culture from the Top Down Fails Lack of Employee Buy-In Disconnect from Reality Limited Innovation Reduced Employee Engagement Resistance to Change Lack of Adaptability Erosion of Trust Inequality and Hierarchical Structures One-Size-Fits-All Approach Cultural Mismatch High Turnover A culture that emerges organically from the collective values, beliefs, and behaviors of the workforce is more likely to be embraced, enduring, and aligned with the organization’s objectives.

From a Facebook post (original em português): New company structures? Experiences to follow with interest: How Medium Is Building a New Kind of Company with No Managers Introducing Open Salaries at Buffer: Our Transparent Formula{target="_blank"} Zappos is going holacratic: no job titles, no managers, no hierarchy{target="_blank"} Total email transparency: Email transparency{target="_blank"} at Stripe 1 year update about scaling email transparency{target="_blank"} How we handle team emails at our startup: Defaulting to transparency{target="_blank"} , by Buffer’s founder Joel Gascoigne Relevant literature about the subject:...

Cooperation vs. Collaboration The cycling pelaton is a classic example of cooperation (as opposed to everybody’s favourite, collaboration). The members of the pelaton do not have a shared objective: each member wants a different person to finish first. Nonetheless, they individuals have a better chance of succeeding if they work with the group – even with a group of competitors – than they would working on their own. And (note) they do not work as a team (despite what this post says) even though they share thre workload, communicate proactively, and engage with each other....