get vs. give – understand-culture

What Can Germans Teach Us About Privacy?

Asking delicate questions in Berlin, the capital of personal data protection

In Berlin this week, I’ll be trying to better understand how Germans are thinking about the surveillance debate that has roiled the free world in recent months. Conventional wisdom has it that citizens of this country are particularly attuned to the importance of privacy due to Stasi excesses during Communist rule.

Has the resonance of the issue been overstated, as some observers suggested after the recent parliamentary election, when Chancellor Angela Merkel triumphed even as privacy advocates in the Pirate Party seemed to lose ground?

Wary Germans hate sharing their data. Will they use a Covid-19 tracking app?

LondonCNN Business —

European governments are racing to develop apps that can track the spread of the coronavirus to prevent a second wave of infections when the economy reopens.

Germany is further along than most, and hopes to have an app ready to download within a few weeks. But details are scarce, and if the app is to succeed, Germans will have to overcome a widespread reluctance to share data with authorities that is rooted deep in the country’s history during the Nazi period and under Communist rule in East Germany.

“The skepticism of Germans in terms of data protection is remarkable when it comes to sharing data [with the government],” said University of Mannheim Professor Sebastian Siegloch, who has studied German attitudes toward surveillance and privacy.

What is Bringschuld?

According to German law (§ 269 BGB) the obligation to deliver is one of the three types of obligation that determine the place of performance. In this case, the debtor must render the service at the creditor’s place of residence. This is where performance success also occurs.

Ms. X would like to redecorate her apartment and buys a couch from a furniture store. Due to the nature of the purchase contract, the company owes Mrs. X the delivery of the piece of furniture. The debt is only settled in Ms. X’s apartment, until then the furniture company is liable for the loss of or damage to the goods.

What’s behind employee knowledge hoarding

I’ve observed a growing problem in today’s workplace where employees hide, hoard or simply don’t provide information to others in their organization. It’s disruptive and contributes substantially to the lack of productivity. Although employers have tried multiple solutions to the problem — meetings, team building, knowledge management systems — the issue remains largely unresolved.

Human beings are a complicated bunch, and, as it turns out, there are multiple reasons that can cause this breakdown in the flow of information from person to person, level to level or team to team. The fix depends largely on determining which specific issues are driving the behavior in each particular instance.

What Is Knowledge Hoarding and How Can You Overcome It?

Knowledge hoarding is an indirect business killer, and there are often signs of knowledge hoarding in the workplace if you know what to look for. The good news is that once you recognize the signs, you can start addressing them.

We’re going to take a deeper dive into the definition of knowledge hoarding, why employees may keep knowledge to themselves, and what you can do to promote a culture of knowledge sharing within your organization.

What is Talent Hoarding and How Does it Hurt Your Company?

When your star employees begin to realize that the only way to upward mobility is out, this can cause some serious retention issues for your organization. According to a report by Gallup, 51% of employed adults in the United States say they are currently also searching for new jobs or watching for new job opportunities. This means that half of the employees at your organization are at risk of turnover. But what is the cause of employees leaving your company?

One of the top reasons for leaving given by employees is that they are frustrated with their career progress. Above all other considerations, millennials rank opportunities to grow in a job as the most crucial factor. 69% of non-millenials say that this is also important to them when looking for a new job.

This means that employees tend to leave organizations when they are not able to see a developmental path forward, and instead choose companies that do show them a clear path forward. So why can’t your employees see a future with you? The problem might lie with talent hoarding.