Culture is a very important aspect of how well an organization functions. Most experts agree, culture is more important than pay when discussing employee satisfaction, and yet, many organizations place no value on corporate culture. They believe, because you cannot easily measure culture, it does not connect with the company’s bottom line.
Here are the top three motivators
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| Image [cc] Cindy Funk |
Last week we all held hands around the virtual campfire and sang a round of Kumbayas about what traits we think make for better lawyers, librarians, IT, KM, marketers, and so on. This week, we drop hands and start pointing out the traits that don’t necessarily make for great workers in
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| Image [cc] nayukim |
Oh, to define Knowledge.
Is it:
Data + Information = Knowledge?
Could it be the circular argument of:
Experience leads to Knowledge, which leads to Decisions, which lead to Action, which lead to Experience, which leads to Knowledge… [E+K+D+A…]
One of my favorite Knowledge Management bloggers, Nick Milton, discusses this in
Many ground breaking, earth shattering, paradigm shifting solutions have begun with the words, “wouldn’t it be really great if…” Great ideas and solutions require people of vision with the ability to see beyond the current reality and dream fantastic possibilities for the future. Unfortunately, many stupid, dead-end, wastes of time have started exactly the same
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I love this question and the the contributions we received this week. The answers were as diverse as the 24 defined traits. Some of the contributors cheated a little and named off more than one, but that’s okay. Steven Levy’s answer that it is wise not to limit the world to a
Steve Jobs
