There is always a course or a book that forever insists on us after graduating from college. I was always Steven L. McShane's "organizational behavior". An enthusiastic fan of ethics and philosophy, a book that I read in my university years for the only and only business course, and in that art studies I learned all theory and concept in practice in a single textbook – all of these according to the laws of businesses.
Years later, I worked with the worst marketing organization on organizational culture; or as my book defines: a basic pattern of shared assumptions, values and beliefs that can be considered as thinking and acting rightly as the organization's problems and opportunities. If an organization is a group of people who are mutually dependent on the goals, my first experience in a marketing company represents everything that is wrong with the organizational culture. In fact, there was a pervasive culture, holes in every hole, mainly due to the lack of solid business planning, the encouraging support structure and the desire to make money before they could understand the right path.
You see how my books explain, successful working environments are not new curiosity. In fact, Plato and human desire seek personal and collective goals – what my other favorite, Stephen R. Covey, speaks of "The 7 Habits to Highly Effective People". Creating mission statements and end-goals helps individuals and organizations to strive for clear paths to guide them to realize what they are accomplishing.
This article is written to re-examine the nature of organizational behavior and structure, as it relates to today's online marketing industry. Discussion about productivity and time in the online marketing world is probably an object we've met before. We all heard and read Timothy Ferris bestseller "The Four Hour Work Week". You may have met the great collection of courses, podcasts and videos about the nature of nature – one that I remembered now is Eben Pagan Awakening Productivity. Famous blogger and author of Blog Profit Blueprint, Yaro Starak, are also the teachers' The Real Secret of 2 Hours Workday. What I intend to do here is the fact that productivity / time is a constant topic among scholars and researchers and because many successful online marketing enthusiasts are working on the workmanship and not working hard.
And so I begin.
This Begins with Personality and Individual Values
Experts and researchers who have tried and appreciated the nature of personality are responsible for such dominant theories as the "Great Five Personality Dimensions" and Myers -Briggs Type Indicator. The two of which are already known. How personality is related to different value systems is another theme that fascinates people. Values, as defined by my books, are robust, evaluative beliefs that affect the results or action processes in different situations. So when we combine personality with values, it is clear that we understand why human makeup is so different and why it makes us all so unique. Things like security, power, hedonism, universalism, tradition, and performance exist in each of us in different proportions. The question arises as to how to reconcile the idea that an organization we expect to meet in order to achieve a common goal when they are uniquely different?
Organizational structure, in my textbooks, refers to "division of labor, direct coordination of coordination, communication, workflow and the organizational activity of formal power". Or just as Stephen Covey explains in detail the "7 Habits of Effectively Working People" on how dependence, dependence and dependence on people in the body depends, and how the company can achieve organizational success when people are so much different, unique features and values.
The organizational structure has two elements that we now know well about well-organized and decentralized organizations. Decentralization is what I would like to focus on because it has become clear that the online marketing industry is increasingly decentralized as corporate structures are down and bureaucracy is bursting with changes such as open office space. My good old book, Organizational Behavior, defines decentralization as the dissociation of decision power and power through the organization, eliminates micromanagement and allows individuals to freely set their own work ethics and strategies according to their own personality and value system.
How do I know that the organizational structure is decentralized?
Enter a job description for the craig, such as a web developer or graphic designer, and see how many businesses have job offers written for freelancers and outsourced alternatives. Freelance, regardless of whether design or SEO, is the most important way of corporate partitioning. Business owners are also raising the tendency for outsourcing of administrative work to virtual secretaries.
Let's look at Google, for example. Please see this video to see what's really going on in Google's organization. Google basically provides its employees with basic needs, their own domestic needs, and personal desires at work, all in order to make it more effective at work. I do not support organizations to start thinking about introducing gourmet chefs to their cafes, but I say that Google finds a way to allow workers to be the master of their own productivity. By contrast, Google is one of the best jobs for http://money.cnn.com/magazines/fortune/bestcompanies/2009/index.html and confidently says that it is one of the most innovative and most advanced companies today.
Now you can say that when a company has been running for years without young experience, it is important that everyone closely monitors work and allows bureaucracy as an element and a reign. catalyst for "real" productivity – AKA 9-5 business days. We can also say that productivity is accelerating with experience. These are elements that we are in no way taken away – there are absolute truths in both of these factors. However, we are talking about quitting the rigid values of our Western society, saying that "time is money" and working on a 12-hour business day, which gives "real" success – AKA financial success. Another philosophy you've heard before is that constant traffic is the path of true happiness (closely linked to ideas such as "The Secret"). But if you look at success stories such as Yaro Star, you will see that it is precisely about the desirability of equilibrium and well-being as priorities that override the hunger for money.
I do not in any way support the renunciation of worldly needs, but I try to incorporate into the strategy the necessity of prosperity and internal fulfillment, a factor that is not reflected in 9-5. the one-time holiday for two weeks once a year.
So why is everyone in the online marketing industry interested in reducing work week? Why is everyone trying to find productivity through other means?
Those who have great success in this industry have the freedom to travel around the globe and work from anywhere on their laptops wherever they live on the beach. After a lifestyle like this, it's not just about the online marketing industry, but with the emergence of web technologies, it becomes more and more reality for others in different industries.
The organizational structure should allow employees to experience the lifestyle they see (of course while being productive and contributing to the organization). While personality and values differ from person to person, our desire to live our lives without restriction is likely to be universal desire.
Relocating the organizational culture is aimed at creating employees who are smart, not hard. Gaining profit is the ultimate goal of any organization, and the validity of this need is never disputed, but happy employees (such as Google employees) are convinced of their happy colleagues and the freedom to work in the most appropriate environment. the preferences are what we see as online marketing companies see greater value in outsourcing. The importance of gratifying happiness and prosperity is a complex goal in itself, but it knows more about what workers need and needs to provide them with freedom to meet these needs, although we are moving towards a more successful formula for organizational culture and structure.
To leave, let me mention another expression that my textbook reveals: organizational commitment. This expression reflects the employee's emotional attachment, identification, and participation in an organization. Organizational Behavior Schools call this an effective commitment because it reflects individual feelings towards the organization. Perhaps the companies are aiming to move from hard laborers to staff development who are satisfied with the job. Happy employees are productive staff, and if flexibility is the answer, then the organizational structures that move towards the free movement of productivity based on the principles that are demanded of oneself are something to rejoice and capture the momentum.
Anna @ Toronto
AKA happily productive
Source by Anna Mishenberg