John Magee
Who Benefits When Salary Info Is Public?
It’s good for pay equity, and it can be good for managers, but it’s not so good for superstars.
This month, laws went into effect in California and Washington State that required companies to post salary ranges on job listings. Like similar rules in New York City and Colorado, lawmakers passed them on the premise that pay transparency helped reduce wage gaps.
There’s little debate among researchers that this is the case. “It is totally 100 percent true across all the studies I’ve seen, with very few exceptions,” Zoe Cullen, an economist at Harvard Business School, said. Pay transparency laws are “very good” at reducing wage disparities, she added.
But that’s not the end of the story. As companies embrace pay transparency — either because the law forces them to, or because their employees are becoming more comfortable disclosing their salaries anyway — both employers and workers have noticed ripple effects. It’s changing how bosses set salaries. And it has the potential to make life a little less lucrative for star performers.
German Historians
The modern methods of historianship go back to the early 19th century, many of which were developed in Germany.
Economy of Germany
The economy of Germany is the biggest economy in Europe, and the 4th largest economy in the world by GDP, powered by Mittelstand, and has the history of rebuilding itself from square one.
The video also discusses Mittelstand businesses which are mostly family-owned private businesses, often of small size to medium range, characterized by a common set of values and operational practices. It is more like a business culture with firms having a unique way of doing things. The firms are mostly run by the ‘owner entrepreneurial families’ who are interested in the sustainability and longevity of the business.
They are highly focused on the idea of doing one thing well first and diversifying internationally later. While the world keeps on praising the ‘serial entrepreneurs’, Mittelstand companies are geared by love and commitment for a product or service. Mittelstand companies are in it for the long run which makes it different from the typical public firms around the world who have to face pressure quarterly or annually to meet the financial targets.
5 Ways to Break Down Silos
Farm silos are designed to store large amounts of grain while keeping different materials completely separated. In business, organizational silos have the same effect: They prevent resources and information from being shared among departments and teams.
No company sets out with the intention of building organizational silos. But by becoming familiar with the warning signs and taking action quickly when they start to form, you can help your company keep information and resources flowing freely.
What Are Organizational Silos?
For a business to be successful, it’s important for employees to share ideas and work well together. Organizational silos can affect how employees interact with one another. As a manager, understanding the pros and cons of organizational silos can enable you to communicate effectively with every member of your team. In this article, we discuss the definition of organizational silos and how you can dismantle them.
How To Break Down Team Silos At Work
As organizations have grown bigger and bigger, so have their divisions— both literally and figuratively. Specific functions have become decentralized and delegated. As such, the individual components of these organizations have become increasingly specialized and discrete in the form of team silos. Sounds good, right? Not exactly.
There’s one thing that organizations need more than specialization: collaboration and team building.
The hallmark of all successful organizations is effective communication and an atmosphere of collaboration. But team silos, or isolated teams, are formed when the groups work alone rather than together. This reduces productivity and efficiency and slows down progress.
Team building is vital to increasing operational efficiency. If individual silos are not broken down, a unified, productive, and communicative team can’t be built. We know it’s hard to bring teams together and break down team silos across an org, so here are some tips to help.
Breaking down silos
A successful organization often encourages collaboration across its various departments. However, the concept of organizational silos can hinder interaction and communication amongst these groups.
Understanding silos and the steps you can take to break down these barriers can help organizations and employees thrive. In this article, we discuss the importance of breaking down silos within an organization and offer steps and tips to conduct this process.
Harvard Information for Employees
A strong communication plan will help managers set expectations and successfully orchestrate a diverse group of distributed employees. A thorough plan ensures that employees get what they need to stay connected with their team, customers, stakeholders, and the University.
Discussions about communication tools, protocols, and the ways in which people use these to interact with one another are ideal at the onset of a team approach to flexwork; however, anytime is a good time to establish or revisit a communication plan. A successful plan requires shared understanding and commitment so it’s important for all team members to participate when writing or revising a team communication plan.
Please also see CWD’s “Leading and Managing in a Hybrid Work Environment Toolkit” which includes more in-depth and how-to advice for building skills for a culture of fluid communication in the context of flexwork. Teams should develop a communication plan that addresses:
