The key feeling from this article might be demotivation. You might realize that what you do – even when you do it with good intentions – harms your organization. If that happens, know there’s a solution. The purpose of this article is mainly to help you name your, possibly subconsciously motivated, behavior and name the negative consequences it might have and what to do about it.
How to help my employees to feel good at work and provide good results? What’s missing in my life? Why is my partner unhappy? How to help others? How to treat my business partners? How to choose the right work/career? A good system of needs should provide useful perspectives to all of these and many other questions. Moreover, I also show why Ikigai, self-determination theory or Motivation 3.0 are useful and can suck at the same time.
The aim of this article is to provide a list of typical cultural flaws which is as complete as possible. I use it for organizational audits, but you can also relatively easily use it on your own.
If a part of our mission is to help organizations with achieving organizational excellence, we should have some idea of what an organization is. And probably the best way to work with such complex systems as organizations is to have some simplification in the form of an organizational model.
This is my quick mental map to understand an organizational culture – what it is, why it’s important, how to design it, how to implement it, how to change it, how to improve and maintain it. I want to write separate articles about big majority of these points.