White PapersThought-provoking analytical papers on topics of interest from Questar’s consultant team...
ESSENCE OF ENGAGEMENT The idea is ground-breaking. The strategy is innovative. The market is ready. And the competition won’t know what hit them. It’s go time. Are your employees ready? Successful business leaders understand the importance of aligning talent behind the strategy in accomplishing goals. But winning the “hearts and minds” of followers is much more complex than speeches and banners. Common sense tells us that employee attitudes, morale, emotion, and buy-in are imperative. Yet the solution is multifaceted and realization is challenging. The quest to harness these factors has led to a century of scientific research on what drives employee performance. One finding is clear: employee engagement is a crucial element in this highly complex puzzle.
THE TOXIC WORKPLACE: INCIVILITY Incivility appears to be an increasing dilemma for managers and employers. Although it is lower in severity than other forms of workplace aggression, incivility can lead to a number of negative individual and organizational outcomes. With more frequent experiences of uncivil behavior, employees are more likely to retaliate, are less satisfied with their jobs, and are more likely to quit. All of these can have a significant impact on an organization’s bottom line. Luckily there are steps you can take to protect your organization from the toxic effects of incivility – and to decontaminate an already uncivil environment. DEAR JOHN: A NEW LOOK AT WHY EMPLOYEES LEAVE As talent management professionals strive to balance the changing needs of baby boom employees with evolving expectations of younger employees, talent retention has become more complicated than ever. To retain top talent, competitive companies need to understand what drives an employee’s decision to leave or stay with an organization. Conventional wisdom has always been that employees leave supervisors, not companies. However, newer studies are finding that conventional wisdom may be wrong. It’s NOT just the boss anymore.
BREAKING THROUGH CULTURAL BARRIERS: BEST PRACTICES IN GLOBAL OD We live in exciting and terrifying times. Globalization and worldwide competition have become defining characteristics of our time, while we are confronted daily with news of cultural clashes and international conflict. As professionals in the field of Organizational Development, the ability to operate globally is more important than ever. Increasingly, the OD professional needs to be able to maneuver the global organization and implement programs and processes with employees around the world. Moving from local to global adds new levels of complexity to already difficult challenges. In order to be successful, it is increasingly important to understand the complications that arise due to differences in culture, geographical distance and our changing world.
|
PDF version
HTML version
Print Page