Harvard Business School professor, Clayton Christensen, is credited with coining the term "Disruptive Innovation". It's an innovation that is originally birthed at the bottom of the market, usually as a substandard product, but moves rapidly up-market, eventually overtaking and obliterating the established competitors.
By Paul Green, Jr., on Wed, October 21, 2009 - 10:28.
A group of primate researchers some years ago performed a now-famous experiment with a group of rhesus macaques (a pretty common species of monkey used in numerous animal research labs). It's uncertain what the experiment was initially designed to test, but the results have become oft-referenced in social literature.
The researchers stuck a group of monkeys in a closed room with a tall pole in the center of the room. The pole had a bunch of bananas attached to the top. The monkeys which, of course, enjoy bananas and were easily capable of climbing a pole to reach the tasty snack, immediately began to climb the pole.
By Paul Green, Jr., on Tue, September 01, 2009 - 10:20.
A few weeks ago, a colleague sent me a well-reasoned note that pointed to what he felt were contradictions between a few of my previous blog posts. He reminded me that Self-Management derives a great deal of strength from the cross-colleague feedback that the organizational model should foster. It forms a sort of self-regulating organization that, theoretically, is far stronger than the traditional hierarchical model in that each and every colleague is charged with addressing and correcting issues they perceive within the organization.
By Paul Green, Jr., on Mon, June 22, 2009 - 10:03.
Numerous management books, and countless magazine and newspaper articles, have examined Google's innovative way of organizing over the past few years. Specifically, writers and academics alike have marveled at Google's unique tactic for inspiring innovation: allow each employee "flex" time--discretionary time that they can spend on the project of their choice. As the project grows "legs" (that is, as it begins to show some promise), it's the employee's responsibility to lobby his co-workers and managers for additional resources.
By Paul Green, Jr., on Mon, May 11, 2009 - 11:37.
I published a whitepaper on this site today called, “Rudeness Really Does Matter.” It outlines and discusses research published recently in the Academy of Management Journal that indicates that rudeness causes others to be less cooperative or helpful (which isn’t all that surprising), but also (and perhaps more surprisingly) that rudeness actually tends to diminish others’ cognitive ability!
By Paul Green, Jr., on Fri, March 20, 2009 - 11:32.
I’ve read a great deal of literature about self-organizing as the most natural method of organizing.
