cam a22 4 4500 317010948 CHVBK 20201022063725.0 140620s2010 mau 00 eng| 2010002890 978-1-4221-5516-5 hardcover: alk. paper (IDSLU)001148630 (IDSSG)000581694 (NEBIS)005990942 (OCoLC)502875216 DLC SzZuIDS LU LUHSW kids HD58.9 .B448 2010 658.3/14 22 658.4/012 22 DE010A9BDA7F921E6AF59C125778C0025FB21 iCapture Benko Cathleen 1958- (DE-588)142161136 The corporate lattice achieving high performance in the changing world of work Cathleen Benko, Molly Anderson Boston, Mass. Harvard Business Review Press 2010 205 S. Ill. Management The corporate ladder has been the enduring standard for success since organizational hierarchy was invented. But organizations aren't what they used to be and neither is the workforce. Instead of climbing the corporate hierarchy, employees today want to move in and out of, up and down, and across organizations as their professional and personal priorities change. They need to work nontraditional hours to manage family responsibilities. And they're exchanging ideas and connecting with colleagues through social networking technologies, not memos and meetings. Yet many companies still manage their talent using corporate ladder practices tying rewards to the "rung" each employee occupies, mandating 9-to-5 workdays, and communicating with workers through outdated channels. Result? They're having trouble attracting, keeping, and engaging talent. In The Corporate Lattice, Cathleen Benko and Molly Anderson explain how to move from ladder to lattice in your company by designing an integrated set of policies for: How people build careers: For instance, replacing lifetime employment with opportunities to develop marketable skills Where, when, and how work gets done: Replacing traditional offices and schedules with collaborative, virtual work and "anytime" workdays How employees participate: Using podcasts, blogs, wikis, and other technologies to inform workers and keep them committed to your company. Apply this book's practices, and you keep talent flowing into and throughout your organization, while boosting employee engagement. The payoff? Unprecedented individual and organizational performance. Unternehmen (DE-588)4061963-1 gnd Personalentwicklung (DE-588)4121465-1 gnd Organisationswandel (DE-588)4075693-2 gnd Karriereplanung (DE-588)4129406-3 gnd Arbeitnehmer (DE-588)4002623-1 gnd Arbeitsmotivation (DE-588)4132063-3 gnd Arbeitsorganisation (DE-588)4002752-1 gnd Berufslaufbahn (DE-588)4005964-9 gnd Organizational effectiveness Manpower planning Employee motivation Career development Berufslaufbahn idszbz Organisation idszbz Effizienz idszbz Arbeitnehmer idszbz Arbeitsmotivation idszbz Strategic planning u QV 578 idslu LR Anderson Molly BK020000 XK020000 XK020000 zbzmon201009f proc zbzswk201011b bruu idszbz Z2 ZB655 Z01 IDSLU LUHSW LUHSW HWFR1 QV 578 2010 NEBIS Z01 Z01 02 HD 31652 IDSSG HSG HSG EG QV 570 B468 IDSLU 100 1- Benko Cathleen 1958- (DE-588)142161136 IDSLU 490 0- Management IDSLU 700 1- Anderson Molly IDSSG 100 1- Benko Cathleen IDSSG 700 1- Anderson Molly IDSSG 856 4- http://unisg.link/hm00388347 Inhaltsverzeichnis NEBIS 100 1- Benko Cathleen NEBIS 700 1- Anderson Molly NEBIS ZAD50 EBI01 Z01 http://opac.nebis.ch/objects/pdf/z01_978-1-4221-5516-5_01.pdf Titelblatt und Inhaltsverzeichnis VIEW pdf