OD Network Connections January 2014
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Calendar of Events
January 29, 2014
"Collaboration: Change the Interaction, Change the Results"
Presented by: Judith H. Katz and Frederick A. Miller
February 13, 2014
Presented by: Dave Snowden

April 27 - May 2, 2014
The Power Lab
October 25 - 28, 2014
2014 Board of Trustees
Chair
Marisa Sanchez, Ph.D.
Vice Chair
Norm Jones, Ph.D.
Immediate Past Chair
Matt Minahan, Ed. D.
Treasurer
Magdy Mansour
Secretary
Sanjay Naik
Christina Bell
Yasmeen Burns
Sherry Duda
Elena Feliz
Mike Horne, Ph.D.
Contact
330 North Wabash Avenue
Suite 2000
Chicago, IL 60611
312.321.5136
Each month, the Organization Development Network shares with its members articles from a number of journals to support the advancement of our members' OD practice.
Table of Contents

Practicing OD
Practicing OD
Minute60-Minute Team Building
Elaine Wherry, Forbes

You don't need a fancy offsite in Tahoe or a Ph.D. facilitator to build team cohesion. Some of my favorite team-building activities are online and can be organized over a long lunch. Here are three assessment tools to evaluate how your team operates. Even if you have a few skeptics in your group who don't agree, your team is talking about how they work together and that's what really matters.

FlatIs Flat Better? Zappos Ditches Hierarchy to Improve Company Performance
Lisa Wirthman, Forbes

The world isn't flat - but maybe your company should be: Businesses without hierarchies may actually perform better. Online retailer Zappos is the latest company to do away with hierarchy. By the end of 2014, CEO Tony Hsieh plans to replace Zappos' traditional structure with holacracy, a flatter operating structure with no job titles or managers.

DreamsThe Organization of Your Dreams
Rob Goffee and Gareth Jones, HBR Blog Network

We have known for about 150 years that people who enjoy their work are more productive. That is to say high satisfaction is correlated with high performance. And yet many organizations seem to go out of their way to make work alienating, frustrating and unpleasant. This is evidenced in the depressingly low rates of employee engagement around the world. According to a recent AON Hewitt survey, four in 10 workers on average report being disengaged worldwide (three out of 10 in Latin America, four in ten in the U.S., and five in 10 Europe).

BuildingPositiveBuilding Positive Resources: Effects of Positive Events and Positive Reflection on Work Stress and Health
Joyce E. Bono, Theresa M. Glomb, Winny Shen, Eugene Kim and Amanda J. Koch, Academy of Management Journal

This three-week longitudinal field study with an experimental intervention examines the association between daily events and employee stress and health, with a specific focus on positive events. Results suggest that both naturally occurring positive work events and a positive reflection intervention are associated with reduced stress and improved health, though effects vary across momentary, lagged, daily and day-to-evening spillover analyses. Findings are consistent with theory-based predictions: positive events, negative events and family-to-work conflict independently contribute to perceived stress, blood pressure, physical symptoms, mental health and work detachment, suggesting that organizations should focus not only on reducing negative events, but also on increasing positive events. These findings show that a brief, end-of-workday positive reflection led to decreased stress and improved health in the evening.

TakeTopTake it from the Top: How Leaders Foster an Ethical Culture (Or Not)
Lori Porter, Associations Now

Usually, an organization's ethics are only as good as its leaders'. To create an organizational culture that promotes ethical conduct and personal responsibility, leaders need to serve as role models for others. As part of its commitment to the people and communities associations serve, ASAE has developed standards of ethical conduct based on six core principles for its members to adhere and aspire to.

HowSocialHow Social Learning Bests Innovation
Rick Nauert, PsychCentral

A new study appears to cut some slack for those who like to learn by watching others. In fact, the new research from Indiana University holds that it is often better to be in an environment surrounded by copycats than innovators. IU cognitive scientists created a virtual problem landscape that allowed them to explore the dynamics, advantages and disadvantages of "social learning" - the act of learning about the world by observing or imitating others.
whatshouldhrWhat Should HR Leaders Focus on in 2014?
Edward E. Lawler III, Forbes

The main focus for most organizations in 2014 should be on talent management and talent development, particularly the managerial and technical roles that are the difference makers. One of the major reasons to focus on talent is that it is a great way to get the HR function into a broader discussion about what is next for the organization and what the business strategy should be. Positioning the HR function and talent management to contribute to the overall effectiveness and financial performance of the organization is the best way the HR function can add value to corporations.
FacebookFacebook isn't Actually a Good Way to Judge Potential Employees, Say Researchers
Kashmir Hill, Forbes

Back in 2012, we learned that Facebook stalking would tell you if a person was worth hiring. Researchers at Northern Illinois University found that they could predict job performance based on just 5- to 10-minute reviews of college students' Facebook pages, based on interviews with their employers six months later. Many people were angry about the study; to this day, I get irate comments on those old posts from people who think it's invasive for potential employers to judge them on a social media profile designed primarily for their friends. Those people may be relieved to hear about new research that suggests Facebook is bunk as a job performance predictor.

Running Your Business
delightDelight Your Customers by Giving Them What They Didn't Ask For
David Sturt, Forbes

When customers ask us for something, our first inclination is most likely to give it to them. Naturally, our goal is to deliver value to those who pay the bills. And the customer is always right, right?

It depends. When it comes to creativity and innovation, customers can be woefully inadequate sources for new solutions.

smallbusinessesSmall Businesses Weigh Sending Sick Workers to Obamacare Exchanges
Karen E. Klein, Bloomberg Businessweek

Can an employer pay chronically ill workers to leave the company health plan and get insurance somewhere else? That's a question some business owners are asking, now that no one can be turned away from individual health plans under Obamacare.

The potential loophole in the Affordable Care Act could threaten the viability of Obamacare marketplaces if they get the most expensive-to-insure workers while companies keep healthier employees on their own plans. Some mid-sized companies that self-insure that is, they pay the cost of employees' medical claims directly are at least talking about the idea.
fiveunexpected5 Unexpected Benefits of Opening Your Books
Burt Helm, Inc.

In the early 1980s, when Jack Stack led a management buyout of his Springfield, Mo., factory, he faced steep odds: The economy was in the tank, profits were uncertain and the 116-employee engine remanufacturer had 89 times more debt than equity. To fight for survival, he made the unusual move of opening the company's books to his employees. At the Inc. 500/5000 conference, Stack sat down with Inc. editor at large Bo Burlingham to talk about the audacious maneuver.