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| 발행일 | 2023년 11월 08일 |
|---|---|
| 쪽수, 무게, 크기 | 496쪽 | 140*210*30mm |
| ISBN13 | 9791197435836 |
| ISBN10 | 1197435832 |
CHANGING ORGANIZATIONAL CULTURE AND LEADERSHIP IN KOREAN COMPANIES
김종남 저
|
METABOOKS(메타북스)
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2023년 11월 08일
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HR managers who work as culture managers in their organization are faced with many obstacles. If organizational culture is an organization-wide phenomenon, only people who have enough knowledge of and power in their organization can influence it.
--- p.15
HR policies are a kind of rulebook that explains why something in an organization is happening in a certain way.
--- p.34
Even if leaders actually do want to make a change, they cannot do so successfully faced with this difference in point of view. There is a breakdown in communication and relationships.
--- p.67
It goes without saying that Korean corporations are experiencing a lot of changes due to many different factors, such as the advancement of technology, the changing dynamics of the global market, changes in the economy and in labor laws, and a shifting population composition.
--- p.91
Successful sales organizations have excellent leaders who drive good organizational performance. Excellent leaders are even more important in organizations in general. Interestingly, these leaders don’t need to be at the highest levels of the organization but can be middle managers and salespeople.
--- p.123
It goes without saying that when organizations do not have corporate cultures that fit their business strategies, the visions of their leadership, and the demands of their customers and industries, their competitiveness will regress and they will eventually become dysfunctional.
--- p.158
The HR department doesn’t need to make employees gather and attend classes. What it has to do is help employees learn about what they need.
--- p.241
This improves employee flexibility and autonomy, even if it engenders a few disadvantages such as unclear roles, lack of accountability, and dedication to some extent.
--- p.280
There may be many other occasions in which it is difficult to tell what is the result of bias and what isn’t. Human beings have a tendency to regard the status quo as trustworthy and reliable.
--- p.316
Specifically, a lot of people believe that working from home will become much more normalized, and that engagement will change because of this.
--- p.398
There are many approaches to busting silos in organizations. As Lynda Grantton, a management professor at the London Business School, wrote in the Harvard Business Review in 2007, assigning team leaders who are both task- and relationship oriented is important.
--- p.437
Many organizations and people recognize that, in order to change, we need more than the mere desire to change: we must also have analytical as well as imaginative skills.
--- p.15
HR policies are a kind of rulebook that explains why something in an organization is happening in a certain way.
--- p.34
Even if leaders actually do want to make a change, they cannot do so successfully faced with this difference in point of view. There is a breakdown in communication and relationships.
--- p.67
It goes without saying that Korean corporations are experiencing a lot of changes due to many different factors, such as the advancement of technology, the changing dynamics of the global market, changes in the economy and in labor laws, and a shifting population composition.
--- p.91
Successful sales organizations have excellent leaders who drive good organizational performance. Excellent leaders are even more important in organizations in general. Interestingly, these leaders don’t need to be at the highest levels of the organization but can be middle managers and salespeople.
--- p.123
It goes without saying that when organizations do not have corporate cultures that fit their business strategies, the visions of their leadership, and the demands of their customers and industries, their competitiveness will regress and they will eventually become dysfunctional.
--- p.158
The HR department doesn’t need to make employees gather and attend classes. What it has to do is help employees learn about what they need.
--- p.241
This improves employee flexibility and autonomy, even if it engenders a few disadvantages such as unclear roles, lack of accountability, and dedication to some extent.
--- p.280
There may be many other occasions in which it is difficult to tell what is the result of bias and what isn’t. Human beings have a tendency to regard the status quo as trustworthy and reliable.
--- p.316
Specifically, a lot of people believe that working from home will become much more normalized, and that engagement will change because of this.
--- p.398
There are many approaches to busting silos in organizations. As Lynda Grantton, a management professor at the London Business School, wrote in the Harvard Business Review in 2007, assigning team leaders who are both task- and relationship oriented is important.
--- p.437
Many organizations and people recognize that, in order to change, we need more than the mere desire to change: we must also have analytical as well as imaginative skills.
--- p.476
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