asterisk2a + book + hr   18

Re-Thinking the Way We Work with Basecamp CEO Jason Fried by The Growth Show
https://knowyourcompany.com/ // Transparency internally, via wiki ala Google. Everything in it. People can catch up, get to speed much faster when joining. And Transparency externally ala Buffer. // Book: Open Organisation (Red Hat CEO's book) // // ~~ Slack (group chat) has downsides, is too fast for non-important stuff that creates non-important discussions. ~~ creeps on your efficiency and productivity. interrupts. // "Work Ends." // recovery, time away, wasting time (Felix Salmon) == eureka effect. Creative solution not through the problem but around the problem.
book  Start-Up  advice  Start-Up  lesson  David  Heinemeier  Hansson  Jason  Fried  HR  human  resources  meetings  Buffer  productivity  Slack  decision  making  business  management  4-day  work  week 
september 2015 by asterisk2a
Amazon's Culture: Toxic or Just Tough? by The Jay & Farhad Show
Hello! This week, Farhad Manjoo (New York Times) and Jay Yarow (Business Insider) are joined by special guest Jodi Kantor (New York Times) to discuss her polarizing article about Amazon's culture. // // how technology functions in the workplace - efficiency, quantified self << the feedback tool you can always use, what ever your state of emotion, gripe, stick, bias, prejudice, ... feudal Darwinism creeps into knowledge worker, white-collar and blue-collar workers, MBA's and PhD's. [...] contributes to gender inequality (women with the back on their wall, leave or get started and forget about family & kids, life.) [...] brutal years are NOT Tour of Duty - Reid Hoffman The Alliance. // PS: Reed Hastings (Netflix) Culture document transpires that it is expected to contribute, even if it doesn't spell it out. Netflix also had to fight and overcome as much as Amazon! Proves again that internal & external environment a company finds itself affects its values & culture inevitable [Thesis].
Amazon  corporate  culture  corporate  values  HR  human  resources  ethical  machine  Silicon  Valley  quantified  self  marketplace  efficiencies  workplace  beyond  workplace  drama  work  environment  chronic  stress  Office  Politics  worklife  well  being  happiness  index  crony  capitalism  capitalism  profit  maximisation  shareholder  value  work  life  balance  performance  review  Jeff  Bezos  people  management  team  management  gender  inequality  book  Netflix  Reid  Hoffman  Reed  Hastings  linkedin  The  Alliance  Start-up  of  You  competitive  competition  competitiveness  Alibaba  Google  Facebook  China  Japan  culture  society  peer  pressure  sustainability  sustainable  lesson  advice  war  for  talent  benefits  perks  4-day  work  week  glass  ceiling  glass  cliff  diversity  human  capital  workforce  hiring  recruiting  recruitment  personal  values  Leadership  CEO  business  management  management 
august 2015 by asterisk2a
Darwinism At Your Doorstep: Why You Only Care About Amazon Now | TechCrunch
“You either fit here or you don’t,” and that in Seattle the company has a widespread reputation for its toughness. For now, you have a choice whether to work for Amazon. For now, you have options. Amazon is the vanguard of a very scary movement in the tech sector but we’re not all there yet (though some techbros on Twitter seem happy at the thought of Amazon culture catching on). [...] Why do we care suddenly about working conditions when it turns out that white-collar employees are the ones getting shafted? The workers at Amazon fulfillment centers have much less choice and much less power than the marketers and engineers in the Times piece. [...] We’re acting shocked and horrified that Amazon applies what it calls “purposeful Darwinism” to people with MBAs and PhDs, // [ trend, conditions known in service sector job and manual labour sector swapping over into the cushy world of blue-/white-collar worker ] Capitalism regresses toward feudalism.
Amazon  Silicon  Valley  corporate  culture  corporate  values  HR  human  resources  squeezed  middle  class  Sozialer  Abstieg  White-collar  Worker  Blue-collar  Worker  working  poor  precarious  work  class  warfare  USA  UK  competitive  competitiveness  competition  neoliberalism  neoliberal  perks  benefits  Europe  globalization  globalisation  borderless  Software  Is  Eating  The  World  automation  Robotics  flat  self-employment  freelance  freelancing  Zero  Hour  Contract  Contractor  Service  Sector  Jobs  manual  labour  job  market  labour  economics  labour  market  western  secular  stagnation  economic  history  differentiate  differentiation  Seth  Godin  career  ladder  career  advice  being  remarkable  Purple  Cow  Future  of  Mobile  Creatives  Mobile  Creative  destruction  capitalism  crony  capitalism  Wall  Street  profit  maximisation  shareholder  value  Jeff  Bezos  monopsony  monopoly  deflationary  deflation  wage  stagnation  trickle-down  economics  Thomas  Piketty  book  Universal  Basic  Income  tax  code  Super  Rich  1%  inequality  inequality  Gini  coefficient  tax  capital  gains  tax  capital  gains  technological  progress  skill-biased  technological  change  technological  history  augmented  intelligence  living  standard  standard  of  living  cost  of  living  living  wage 
august 2015 by asterisk2a
Reid Hoffman on best strategies, valuable lessons, the PayPal mafia & creating early social networks - YouTube
book on culture, HR & career // 4 companies that inspire HR and culture - Amazon (Jeff Bezos) 'obsess over customer,' 'invent in the name for customer,' 'it's still day 1,' &! Zappos (Tony Hseih) 'everyone is a customer advocate' &! Netflix (Reed Hastings) 'Freedom & Responsibility' &! TeamTreehouse (Ryan Carson) '4 day work week,' 'think like an owner,' 'productivity; work@work, dont collaborate @ the cafeteria,' 'less Google.' 'dont guilt people 2stay in the office 4 10-12 hours with perks' &! Buffer's Transparency & Communication &! 37signals/wordpress & garyv be nice & respectful. // &maybe too Skidelsky: leisure time. and 25 days of holidays. Alain de Botton - work doesnt have 2be ur sole identity! & actually shouldnt be. // &! min 57 hiring advice! mix highly talented driven hungry learning machines (people) with 1-2 people with some kind of experience 4 guidance and not making mistakes that have been don't already elsewhere (& holding also a mirror up >> anti-dogma)
Start-up  of  You  book  HR  human  resources  Tony  Hsieh  Reed  Hastings  Netflix  Jeff  Bezos  Reid  Hoffman  Robert  Skidelsky  lesson  advice  corporate  culture  corporate  values  corporate  social  responsibility  CSR  productivity  Alain  de  Botton  sociology  status  anxiety  Psychology  war  for  talent  hiring  dogma  Buffer  Wordpress  Matt  Mullenweg  David  Heinemeier  Hansson  37signals 
august 2015 by asterisk2a
Autism in the workplace: 'Always thought you were a bit weird' | Social Care Network | The Guardian
According to the National Autistic Society just 15% of people on the spectrum are in full time work, and this figure may not take account of those like me who manage to stay in work but never stay anywhere long, driven away by social overkill. And yet it is being recognised that autism can bring some very useful skills to the work table – focus, attention to detail and commitment being just a few. A small number of companies have recognised this and are actively seeking these skills, especially in technological fields. In return, they are prepared to accommodate the social and sensory difficulties of autism – but many employers have yet to catch on that a few reasonable adjustments can make a huge difference to whether a potentially excellent worker stays or goes. [...] I appreciate that people will at least try to give me warning of changes ahead of time ...
Autism  Asperger  work  environment  workplace  noise  pollution  social  norms  stress  HR  human  resources  distraction  book 
july 2015 by asterisk2a
How politicians learned the power of the gentle nudge - BBC News
bit.ly/1JgNdB9 - The government’s behavioural insights team has won over sceptics in Whitehall and it is now ‘nudging’ behaviour across the world
Nudge  theory  HR  human  resources  Start-Up  lesson  Start-Up  advice  Policy  Makers  Public  Policy  health  health  health  care  budget  health  care  spending  book  influence  human  behavior  human  behaviour 
july 2015 by asterisk2a
Could We Make Even the Worst Jobs, Great Jobs? - YouTube
If you treat your workforce as a profit center, as opposed to a cost center, perhaps your company's bottom line will soar. Why? Because employees, treated really well, perform really well. Management professor Zeynep Ton examines how organizations can design and manage their operations in a way that satisfies employees, customers, and investors simultaneously. (Hint: Paying higher than the minimum wage is a great start toward better performance).
HR  human  resources  operations  Start-Up  advice  Start-Up  lesson  book  management  Niedriglohn  Service  Sector  Jobs  Niedriglohnsektor  customer  Retail  brick  and  mortar  business  innovation  workforce  productivity  performance  living  wage  minimum  wage  Zeitarbeit  Leiharbeit  Werkvertrag  precarious  work  Precariat  working  poor  underemployed  part-time  uncertainty  chronic  stress  incentive  Universal  Basic  Income  happiness  index  complexity 
june 2015 by asterisk2a
The way we're working isn't working: Tony Schwartz at TEDxMidwest - YouTube
time is a finite resource, non-renewable. computers are only limited by electricity and # of transistors. // Time is finite. Tony Schwarz debunks the myth that "We are meant to run like computers; at high speeds for long periods of time". He eloquently outlines how the reality of renewing our personal energy is just as important as expending it. This discipline grants value to rest which ultimately allows us to manage more skillful lives. // intrinsic motivation; purpose, mastery, autonomy. // honesty without compassion is cruelty. tenacity without flexibility is congeals interregidity. courage without prudence becomes recklessness. // need for certainty. // software/technology is running our life's. // renewal of personal energy! aka recovery to sustain high performance >> 6-hour work day, 4-day work week //
work  environment  Future  of  Mobile  Creatives  Mobile  Creative  burnout  knowledge  worker  workforce  worklife  6-hour  work  day  productivity  workplace  mental  health  happiness  index  beyond  workplace  drama  intrinsic  motivation  motivation  uncertainty  Software  Is  Eating  The  World  4-day  work  week  work  life  balance  effective  sustainable  sustainability  HR  human  resources  management  Leadership  self-awareness  self-improvement  creativity  destruction  brain  chronic  stress  stress  book 
june 2015 by asterisk2a
Reinventing Organizations: Frederic Laloux: 9782960133509: Amazon.com: Books
How does work happen at Buffer? In 2015 we switched to a new organizational structure inspired by Frederic Laloux's Reinventing Organizations. This new structure eliminated the need for managers, bosses and formal hierarchy. The team now operates on a backbone of self-organizing task forces, meaning that people are able to propose, join and build within any task force at any time. We've seen this blur the lines of what it means to have a job title at Buffer because it's so common to see people working across a wide range of roles and responsibilities. &! https://open.bufferapp.com/no-managers-forest/ - via https://bufferapp.com/journey#what /// &! see also Spotify's approach - https://labs.spotify.com/2014/03/27/spotify-engineering-culture-part-1/ &! http://techcrunch.com/2012/11/17/heres-how-spotify-scales-up-and-stays-agile-it-runs-squads-like-lean-startups/ &! &! open.bufferapp.com/job-descriptions-diversity/
Buffer  Start-Up  lesson  Start-Up  advice  eStar  shareship  people  management  team  management  product  management  project  management  management  business  management  book  agile  scrum  Programming  STEM  Mobile  Creative  Mobile  Creatives  destruction  Future  of  Work  Office  Politics  Vision  Mission  scaling  Spotify  HR  human  resources 
march 2015 by asterisk2a
Without Their Permission: An Interview with Alexis Ohanian // HackCville Media - YouTube
11:20 - entrepreneurial venture, learning a ton. equivalent to MBA &! Without Their Permission: Alexis Ohanian's Full Talk at UVA // HackCville Media - youtu.be/Qa_yNfRALkY - 22:00 if you have not figured it all out, it is ok. your first version will be jenky and that is ok. sucking is the first step to becoming better at X. If you don't ship, you will never find out. Will never get any kind of user feedback.. &! Be Awesome Without Their Permission - SXSW Interactive 2014 - youtu.be/6_STlNJHDMQ &! Triangulation 131: Alexis Ohanian - http://youtu.be/2-Kg33VwT7U &! HubTalk Alexis Ohanian Reddit - youtu.be/XFNTVyjMiko &! Alexis Ohanian: Full Video from WTP Book Tour - youtu.be/5mBhQEuC8jQ
MBA  entrepreneur  entrepreneurial  entrepreneurship  HR  human  resources  book  Start-Up  advice  Start-Up  lesson  Alexis  Ohanian  hiring 
february 2015 by asterisk2a
Teamwork: Warum Teamarbeit blind und faul macht - SPIEGEL ONLINE
Ein Zeichen für den Teamwahn ist der anhaltende Vormarsch des Großraumbüros. Hier wird auf Zuruf geteamt. Dabei sind die Nachteile erdrückend. Selbst Mitarbeiter, die stetes Bienenstocksummen ganz gut vertragen, fühlen sich bei kreativen Aufgaben gestört. Je zurückhaltender jemand veranlagt ist, desto schlechter kann er dort arbeiten, geschweige denn Geistesblitze schleudern. Und in Großraumbüros, das hat eine Forschergruppe der Universität Stockholm herausgefunden, melden sich Mitarbeiter häufiger krank. [...] führe Groupthink dazu, dass sich Gruppen unverwundbar fühlen und glauben, ihre Sichtweise sei auch unter ethischen Gesichtspunkten die einzig richtige. [...] Niemand sei mehr bereit, persönlich Verantwortung zu übernehmen, man verstecke sich lieber in der Gruppe. [...] Advocatus Diaboli [...] Betriebsblindheit
workplace  work  environment  knowledge  worker  Mobile  Creative  Mobile  Creatives  creativity  HR  human  resources  team  management  people  management  management  eureka  Start-Up  lesson  Start-Up  advice  productivity  distraction  introvert  Groupthink  group  behavior  behaviour  sociology  peer  pressure  psychology  Betriebsblindheit  Brainstorming  Susan  Cain.  book 
october 2014 by asterisk2a
Psychologie Heute-Shop - Bund:Glück schlägt Geld Glück schlägt Geld 9783867743396
4 day work week!? 4 day work week - ala teamtreehouse. corp governance; objective scientific truths >> science, social studies, epidemiology, ... support 4 day work week. long-term - 4 day work week seems more efficient on a holistic basis. +++ http://www.independent.co.uk/news/people/profiles/richard-layard-money-is-not-the-only-thing-affecting-peoples-happiness-9603424.html "The Chris Blackhurst Interview: With one in six adults in the UK suffering from mental illness, Professor Lord Richard Layard is convinced it’s time for a serious response from Government – which would save the NHS money too [...] “I’m incredulous that it’s 2014 and in this seemingly evolved culture we live in we’re trying to hide the mentally ill elephant in the room, even though it’s draining the economy, and damaging the lives of [one in six] adults and one in 10 of all children.” book Happiness: Lessons from a New Science. / Shopping doesn't last because of it being emotionless. ppl-moments have emotions.
generationy  millenials  corporate  culture  team  management  people  management  management  leadership  intrinsic  motivation  extrinisic  motivation  Maslows  hierarchy  of  needs  needs  book  Mastery  Purpose  Autonomy  happiness  index  work  life  balance  burnout  society  corporate  governance  capitalism  employee  HR  human  resources  hiring  accountability  ownership  Start-Up  lesson  Start-Up  advice  governance  ethical  machine  ethics  morals  moral  beliefs  mental  health  public  health  policy  public  health  GDP  mental  illness  public  discourse  stigma  labour  market  workforce  microeconomic  policy  labour  economics  happiness  science  Mindfulness  emotion  memory 
july 2014 by asterisk2a
Foundation 25 // Tony Hsieh - YouTube
- it goes downhill when you don't have the confidence, guts, vision, passion, ... to make the hard decisions (willing to have hard conversations); not hiring great talent that do not fit the internal culture, saying no many times (avoiding feature creep, mission creep, walking past the core product value prop - 'does it actually help solve the problem?'). +++ Lessons from Good to Great (Book) - they all had strong cultures. ... it comes from the alignment, all being on the same page, pulling on the same string at the same time. not necessarily what you values are. [...] its hard to fake 4 weeks. [ ... make that 3 months on a contractor basis before hiring full-time and giving stock-options for any other start-up < advisable process. ... ]
Start-Up  lesson  Start-Up  advice  corporate  culture  culture  HR  human  resources  Product/Market  Fit  product  management  Design  consumer  product  Minimal  Viable  product  experience  book  Tony  Hsieh  Zappos  trust  hiring 
july 2014 by asterisk2a
Joan Didion on Self-Respect | Brain Pickings
Character - the Willingness to accept Responsibility for one's own life - is the source from which self-respect springs. Joan Didion [...] Self-respect is something that our grandparents, whether or not they had it, knew all about. They had instilled in them, young, a certain discipline, the sense that one lives by doing things one does not particularly want to do, by putting fears and doubts to one side, by weighing immediate comforts against the possibility of larger, even intangible, comforts.
lifehacks  lifehacker  life  lesson  student  of  life  life  hacker  western  lifestyle  quality  of  life  lifelessons  lifelesson  self-respect  Self-esteem  psychology  book  society  long-term  thinking  short-term  thinking  discomfort  HR  human  resources  people  management 
june 2014 by asterisk2a
GitHub co-founder resigns after investigation into harassment claims | The Verge
Horvath claimed to have experienced sexism and gender-based harassment at GitHub. She also spoke out about Preston-Werner and his wife, who she says personally harassed her for two years, the former berating her in his office and the latter stalking her at work. According to Horvath, the Preston-Warners were apparently concerned that she would undermine the company's reputation, perhaps due to her outspokenness on the issues around women in tech. + http://www.theverge.com/2014/3/19/5526574/github-sexism-scandal-julie-ann-horvath + http://www.theverge.com/2014/3/19/5526574/github-sexism-scandal-julie-ann-horvath + http://techcrunch.com/search/Julie+Ann+Horvath#stq=Julie Ann+Horvath&stp=1 "" GitHub was generally female-friendly, but her team felt like a boy’s club. She felt increasingly aware of "how little the men I worked with respected and valued my opinion" and observed the same thing happening to her female co-workers. ""
GitHub  Silicon  Valley  HR  people  management  human  resources  sexism  sexismus  everyday  sexism  gender-based  harassment  gender  inequality  gender  discrimination  gender  politics  gender  equality  inequality  equality  glass  ceiling  public  relations  PR  Julie  Ann  Horvath  stereotype  patriarchy  male  privilege  privilege  Privileged  knowledge  worker  White-collar  Blue-collar  workplace  21stcentury  western  society  language  Lean  In  Book  culture  subculture  Women  Tech 
april 2014 by asterisk2a

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