The Norwegian model and organisational performance

In Norway there are now thousaPicture from Aftenpostennds of people in the public sector on strike and the parts involved are miles apart. The power of unions in Norway are very strong so they have decided to take people out of work to faster reach an agreement. This is how the Norwegian model work, power is equal. A question came to me when hearing about this, does unions actually improve work in terms of organizational performance and employment practices?

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Whose objectives was it again?

Organizations today come up with some really great vision and mission statements. These are often public and you will often find them easily accessible on their web page. Who makes these statements? Who are they for? And who must make sure that they are reached. There are many stakeholders that want to have a say, but what about the employees? Do they share these objectives?

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Are you a florist? Why “water” is an essential element to your employees motivation.

A florist needs to care for his or her plants to make a living. Think of flowers as a florists employees. You yourself most likely have flowers, if not at home you might have it at your workplace. Having flowers that don’t dry up requires you to give them nutrition, and not forgetting it e.g. assign a bad system of care for your plants.

This famous quote from the author of the 7 habits of highly effective people sums it up:

“If you put good people in bad systems you get bad results. You have to water the flowers you want to grow.” — Stephen Covey

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