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According to a decade long research, the health of an organization is based on alignment with a robust strategy, deep-rooted culture, and a clarity of vision.
The health of an organization can also be defined as the capacity or ability to deliver superior financial and operating performance.
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Extensive Data studies have found a link between the health of an organization and its performance.
Robust health is crucial to an organization's long term success.
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Companies aligned with one of these four organizational recipes are more likely to be healthy and to deliver strong, sustained performance than those following random management styles:
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Leader-driven organizations have the presence of great leaders, who are talented and are free to figure out ways to deliver results while being accountable for the same.
Leader-driven organizations have an open, trust-based culture, where creativity is valued.
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Market-focused organizations have a strong orientation towards competitors, business partners, and the community/marketplace.
They focus on where the innovation is, where the market trend is going, and like to stay ahead of the competition, making innovative products while ensuring the response is profitable.
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Organizations that follow the Execution Edge recipe focus on implementation, frontline execution, elimination of wastage of time and resources, and optimal utilization of data for efficiency.
They also use technology to foster better communication, last-mile delivery, and overall efficiency.
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They have star performers, and high-quality talent (physical or knowledge-based) to differentiate themselves and be profitable with the branding.
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“The biggest risk is not taking any risk. In a world that is changing really quickly, the only strategy that is gu..."
Millennials expect to be developed via opportunities, mentoring, and stretch assignments. However that is hard to come by in top-heavy companies.
Most millennials think their roles provide little development while most companies report they have excellent or adequate programs for Millennials.
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By 2030, up to 30 to 40 percent of all workers in developed countries may need to move into new occupations or upgrade their skill sets. Skilled workers in short supply will become even scar...
The pace and scale that technology disrupts is a social, political and business challenge.
Employers are best placed to make a positive societal impact, for example, by upgrading the abilities of their employees and equipping them with new skills. Employers will also reap the greatest benefit if they can successfully transform the workforce in this way.
Talent is the largest barrier to the successful implementation of new strategies.
Many leading businesses realize that it is quicker and more financially prudent to look internally and develop the talent they already have. Yet only a third of global executives report that their organizations have launched any new reskilling programs.
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Happiness and satisfaction are subjective concepts – while for some of us monetary benefits can be equated with job satisfaction, some might strive for recognition of their hard-work and los...
In a fundamental sense, workplace happiness comes when:
Happy employees are compulsory for a growing business.
A study on organizational success revealed that employees who feel happy in the workplace are 65% more energetic than employees who don’t. They are two times more productive and are more likely to sustain their jobs over a long period of time.