Archive for the 'Organizational Behavior / HR' Category

Jan 3rd 2010 What is an Employee’s Total Contribution?

In 2005, the National Basketball Association’s Houston Rockets were looking for a talented player to add to their roster. The usual scouting reports and analyses delivered a list of names. Some of them were unavailable or too expensive, and others did not seem like the right ft for the team.

Then, using advanced analytics capabilities, the Rockets’ general manager identified a player named Shane Battier as the one the team most needed.

Not everyone was convinced. By most conventional measures—points scored, rebounds, blocked shots—Battier was simply an average player. But Houston’s analysis went one step further. The organization was able to measure how other team members performed whenever Battier was on the court. By that standard, Battier stood above his peers. Whenever he was on the court, no matter where he was playing, his teammates got better and his opponents got worse. Battier has gone on to be a star with Houston.

Source: Creating an Agile Organization by Peter Cheese, Yaarit Silverstone and David Y. Smith | Accenture Outlook Journal #3, 2009

Share

No Comments » Posted by Administrator / Management and Organizational Behavior / HR

Oct 27th 2009 When you look at me, what do you see?

A fable from the East tells of an emperor and a zen monk who came face to face for the first time. The emperor ruled over a kingdom that practiced Buddhism and the monk was eager to meet with him, looking forward to sharing tales of enlightenment.

But when they met, the emperor decided to test the monk by saying to him: “When you look at me, what do you see?”

“I see a Buddha,” answered the monk. And what do you see when you look at me?”

“I see a pig!” countered the emperor. Waiting to see the monk’s reaction, he said no more.

The monk pondered for a moment, then said:

“A Buddha sees a Buddha; a pig sees a pig!”

Source: Our Cranky Critic- Self-Talk & Public Speaking: What One Reveals About the Other | by Saskia Shakin

Share

No Comments » Posted by Administrator / Leadership and Management and Organizational Behavior / HR

Aug 6th 2009 The Example of the Iowa Gambling Task

The field of neuroscience has been especially helpful in expanding our understanding of the role of emotions in decision-making. Research shows that while emotions are essential for decision-making, they can also lead us far astray in ways we may not anticipate. Antonio Damasio, one of the world’s leading researchers in neuroscience, helped design a seminal experiment that assessed the role of emotions in decision-making. It is known as the Iowa Gambling Task.

Participants are seated at a table on which four decks of cards have been placed. The players are given $2,000 in play money and told that the object of the task is to make money. Some cards, they are told, will give them a payout — as much as $100 — while others will signify penalties, sometimes several hundred dollars. They can choose cards from any pile.

What the players do not know is that the gains and losses from two decks – the bad decks – are negative, while those from the other decks – the good decks – are positive. Each deck has different cards, with different payouts and penalties. The bad decks, on average, offer higher payouts but even higher penalties. If a player were to pick ten cards in a row from a bad deck, he would expect payouts of $1,000 and penalties of $1,250, leaving a net loss of $250. If the player were to pick ten cards from a good deck, the payout would be $500 and the losses $250, giving a net gain of $250.

The players are hooked up to equipment that detects fluctuations in heart rate and skin-conductance, both good measures of emotional arousal. They are also asked to describe what they are thinking as they draw cards.
At first, players draw cards, randomly noting the outcomes. However, as soon as a player draws a penalty card, his or her emotions are activated. After a few cards, it is possible to observe the increase in emotional activity when players are about to choose cards from the bad decks, even before the players make any comments about these decks. In fact, players start to prefer the good decks and avoid the bad decks before they are able to articulate what they are doing or why they are doing it. The explanation for their behavior usually comes 20 or so cards after their behavior starts to change, and as much as 30 cards after their emotions are signaling that they have concerns about the bad decks.

The order of their responses is as follows. First they exhibit an emotional response to the penalty cards. They then exhibit emotional responses whenever they draw from the bad decks. Then, they start to avoid the bad decks, without being aware that they are doing so. The process is clearly subconscious. In the next stage, they begin to articulate a preference for the good decks, without being able to say exactly why. They have a gut bias. Finally, players explain that they are avoiding the bad decks because the gains are consistently less than the penalties. From then on, they only draw from the good decks.

This experiment not only demonstrates that our emotions are part of our decision-making process, but also how powerfully our emotions can influence how we think. Indeed, emotions appear to lead the process, even in an exercise as unemotional as drawing cards from decks. The order of the decision-making process appears to be as follows. The process starts with inputs from the environment: the information from the cards. The next step is an unconscious emotional reaction. This is followed by behavioral change in line with the emotional reaction. Then we become conscious of the feelings that are driving the behavioral change. These are our gut feelings. Finally, we are able to make a decision by reasoning. Eventually, most players avoid the bad decks entirely and are able to give a rational explanation of the differences between the decks.

Source: How Emotional Tagging Can Push Leaders to Make Bad Decisions by Sydney Finkelstein and Jo Whitehead and Andrew Campbell | Ivey Business Journal, January/February 2009

Share

No Comments » Posted by Administrator / Leadership and Management and Organizational Behavior / HR

Jul 11th 2009 Stephen Covey’s Big Rocks

An exercise and known as ‘Stephen Covey’s Big Rocks’. Imagine a bucket. Put three or four big rocks in. “Is the bucket full? ” “No” you reply. “Of course not” I say and put some smaller rocks in it to fill in the gaps. “Full now? “, “No”. I put in some sand, then some water. It’s full.

So, what’s the learning here? It’s to do with the order. What would happen if you’d reversed the order? Put the water in first, then the sand, then the small rocks. There would be no room for the big rocks. These big rocks are the important things in your life. You need to schedule them first, not try to squeeze them in after arranging the water (writing pointless reports), sand (unnecessary travel) or small rocks (staff meetings where no-one listens and everyone looks at the clock).

What are the big rocks in your life? For many it’s things like family, time to watch the children grow up, time to write that novel, time for themselves, time to make a difference. You decide. You identify 3 or 4 things you believe are important. The 3 or 4 things that will make a difference at your funeral.

Source: Real Time Management by Byron Kalies | LeaderValues

Share

1 Comment » Posted by Administrator / Career / Employment and Organizational Behavior / HR and Personal Improvement and Purpose / Meaning

May 16th 2009 An Experiment in Learning

In this experiment, five monkeys are put into a large cage. There’s a stool in the middle of the cage and a banana is hung from the ceiling above the stool. Outside the cage, an observer has a hose filled with ice water. It hardly needs mentioning that monkeys like bananas better than ice cold showers.

Within a few minutes, the most daring of the monkeys climbs on the stool to get the banana. This effort immediately engenders an ice cold shower for all of the monkeys. Several minutes later, another monkey tries, with the same result. The monkeys quickly learn the relationship between “get on the stool” and “an ice cold shower” and choose a way to protect themselves. As soon as one monkey even tries to go near the stool, the other four jump on him, screaming and gesticulating, to stop him before the observer gets the “signal” to spray them all with ice water.

Some time and several fights later, all the monkeys have learned the rule, and become quickly indifferent to the stool, as if it weren’t even there. The defensive tactic they had imagined becomes superfluous. The banana stays where it is, safe and sound on the ceiling. Life in the cage is organized around this new reality.

At this point in the experiment, the observer takes out one of the monkeys and replaces him with a new monkey (one that doesn’t know anything about the cold shower). The new monkey immediately climbs on the stool to get the banana, and after a moment’s hesitation, the four others jump on him. The new monkey learns a quick lesson, without any action on the part of observer. The ice cold shower is no longer necessary, and the banana rots nicely on the ceiling.

The experiment continues. Each of the original four monkeys are replaced, one after another, exactly like the first replacement. Each time, the scene repeats itself: the new one tries to climb on the stool, is jumped on by the four others, until they are sure he has learned his lesson.

The rule “no one should climb on the stool” is a lesson that new monkeys learn in this group that is specific to this group and to no other.

In the end, none of the five monkeys knows why they should not get on the stool, yet they defend the law with more vehemence than the original five. No one knows that, in fact, it was a quite effective way to avoid getting an ice cold shower. None of the new monkeys ever got the ice cold shower. They were stopped before the shower came. Even though the original reason has disappeared, the rule has become a norm for this group. A self-perpetuating norm, kept in place by interactions, and never questioned.

Source: Original source unknown but I saw it a long time ago in a CGE&Y publication.

Share

2 Comments » Posted by Administrator / Organizational Behavior / HR

Mar 19th 2009 Don’t let self limitations hold you back

The first [leadership lesson] I learned in the jungles of Bangalore, at an elephant camp. When you visit such a camp you see these gigantic elephants tethered with a small stake. I asked the trainer: ‘Why do they stay tethered when they could so easily pull up the stake?’ He told me: ‘Well, the elephant is tethered as a small calf; when it tries to pull up the stake, it learns it can’t do it … and it never tries again.’ That’s an amazing parable about how we always tend to underestimate ourselves. The lesson for me is: Don’t let self limitations hold you back.

Source: Vivek Paul | Knowledge@Wharton

Share

1 Comment » Posted by Administrator / Career / Employment and Change Management and Leadership and Management and Organizational Behavior / HR

Feb 16th 2009 How to do Training

In 1991, we put some 900 people through a basic seven-step problem-solving course, using two approaches. About half the employees came to our central corporate training facility for standard classroom training. The other half were trained in teams, on the job. This group didn’t get trained until they were part of a team that was working on a real problem. When they got to a point where they needed help, they called in a facilitator. First they learned Step 1 and applied what they learned. They didn’t worry about Steps 2 or 3 until they needed them. You might call this just-in-time training.

Three or four months later, we surveyed the people who went through these two programs. Of those who had received just-in-time, on-the-job training, 80 percent said they felt they used what they learned. Of those who had received standard classroom training, only 30 to 40 percent felt they had actually put to use what they were taught. We think a lot differently now about how to do training.

Source: Organizational Learning: The Key to Success in the 1990s by Ray Stata | Prism, Q4 1992

Share

No Comments » Posted by Administrator / Management and Training

Jan 27th 2009 A Violinist in the Metro

A Violinist in the Metro

A man sat at a metro station in Washington DC and started to play the violin; it was a cold January morning. He played six Bach pieces for about 45 minutes. During that time, since it was rush hour, it was calculated that thousand of people went through the station, most of them on their way to work.

Three minutes went by and a middle aged man noticed there was musician playing. He slowed his pace and stopped for a few seconds and then hurried up to meet his schedule.

A minute later, the violinist received his first dollar tip: a woman threw the money in the till and without stopping continued to walk.

A few minutes later, someone leaned against the wall to listen to him, but the man looked at his watch and started to walk again. Clearly he was late for work.

The one who paid the most attention was a 3 year old boy. His mother tagged him along, hurried but the kid stopped to look at the violinist. Finally the mother pushed hard and the child continued to walk turning his head all the time. This action was repeated by several other children. All the parents, without exception, forced them to move on.

In the 45 minutes the musician played, only 6 people stopped and stayed for a while. About 20 gave him money but continued to walk their normal pace. He collected $32. When he finished playing and silence took over, no one noticed it. No one applauded, nor was there any recognition.

No one knew this but the violinist was Joshua Bell, one of the best musicians in the world. He played one of the most intricate pieces ever written with a violin worth 3.5 million dollars.

Two days before his playing in the subway, Joshua Bell sold out at a theater in Boston and the seats average $100.

This is a real story. Joshua Bell playing incognito in the metro station was organized by the Washington Post as part of an social experiment about perception, taste and priorities of people. The outlines were: in a commonplace environment at an inappropriate hour: Do we perceive beauty? Do we stop to appreciate it? Do we recognize the talent in an unexpected context?

One of the possible conclusions from this experience could be: If we do not have a moment to stop and listen to one of the best musicians in the world playing the best music ever written, how many other things are we missing?

Source: A Violinist in the Metro

Share

4 Comments » Posted by Administrator / Miscellaneous and Organizational Behavior / HR

Jan 15th 2009 If you want to receive my tea, you must keep your cup empty

Positive change requires letting go of old patterns and taking a fresh approach. It demands going beyond our preconceived ideas. A story about the relationship of a teacher and student illustrates this principle. A student who thought he had it “all fgured out” would visit his teacher each day for personal lessons about life. Despite the teacher’s attempts to share her life experience, the student resisted. One day the teacher took a different approach. The teacher asked the student if he would like some tea. The teacher proceeded to set the tea table and brought in a huge pot of piping hot tea. She not only flled the student’s cup, but once the cup was full, she continued to pour. Tea overfowed, streaming onto the table and the beautiful carpet. Shocked, the student jumped up from his chair and started screaming at the teacher, “Stop! You must be crazy! You’re ruining everything! Can’t you see what you are doing?” The teacher continued her pouring as if the student weren’t present until the entire pot was empty. Only then did she look calmly at the student and respond, “If you want to receive my tea, you must keep your cup empty.”

Like a wise student, we can gain insight only if we are open to change. Change is always our teacher, pointing new directions, suggesting new options, testing our potentialities. Change challenges our current reality by forcing a new reality to rush in. If we’re open to it, if our cup is empty, new possibilities fow into our lives. If we’re not open to change, we respond to it like an enemy we have to fend off.

Source: Leading with Agility by Kevin Cashman | ChangeThis, January 2009

Share

1 Comment » Posted by Administrator / Change Management and Organizational Behavior / HR

Dec 29th 2008 Would we bet on it?

Gordon Bell, a prominent investor who funds start-ups, is very blunt with executives of firms in his portfolio. For instance, when someone makes predictions for company performance, Bell will zero in on one number and ask the CEO, “Wanna bet? A side bet, you and me, for $1,000.” If the CEO gulps, Bell knows he or she has doubts. At least once, when an underperforming CEO didn’t take the bet, Bell had him fired. You can take this notion up a notch to engage in prediction markets, set up like a stock market, where people can buy and sell shares reflecting their honest assessment of how a particular plan will play out.

Source: Seven Ways to Fail Big by Paul B. Carroll and Chunka Mui | Harvard Business Review, September 2008

Share

No Comments » Posted by Administrator / Entrepreneurship and Management and Organizational Behavior / HR and Success / Failure / Achievement