Research and Insights Archive

Research and Insights from the Center for Effective Organizations

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Organization Agility and Talent Management

Apr 10, 2015 | Agility, Sponsor Content, Talent Management

This article by Edward E. Lawler III (CEO) and Christopher G. Worley (CEO) uses case studies on Netflix and oDesk to show that organizations can create an agile workforce by adopting a set of talent management practices that encourage employees to learn and develop, and by reducing the transaction costs associated with changing the skill sets in their workforce.

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Eliminating Performance Appraisals

Apr 9, 2015 | Performance Management, Sponsor Content

Edward E. Lawler III (CEO) asks the question “Should organizations stop doing performance appraisals?” The argument in favor of eliminating them is that they frequently do more damage than good.

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Individualizing Organizations: What it takes

Apr 8, 2015 | Organizational Effectiveness, Performance Management, Sponsor Content, Talent Management

Forty years ago, Edward E. Lawler III (CEO) wrote an article arguing that organizations could be more effective and provide a better quality of life for their employees if they would individualize their relationship with their employees.

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Executive Team Member Needed

Apr 7, 2015 | Agility, Change Management, Sponsor Content

Edward E. Lawler III (CEO) shares how in order to survive, organizations have had to keep pace with the changes that have occurred. In the future they will have to keep up with an increasingly rapid rate of change in order to survive.

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Talent Analytics Measurement and Reporting: Building a Decision Science or Merely Tracking Activity?

Apr 6, 2015 | HR Analytics, Sponsor Content, Talent Management

John W. Boudreau (CEO) and Edward E. Lawler III (CEO) ask the question “Is the use and effectiveness of talent and HR reporting progressing from a focus on cost-efficiency and process-effectiveness, and toward a balanced combination that includes them, but extends to strategic measures than enhance talent and business decisions?”

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Research Update: Pay for Skills, Knowledge, and Competencies

Mar 5, 2015 | Compensation and Benefits, Sponsor Content

Gerald E. Ledford, Jr. and Charles Rivers write that research interest in pay for skills, knowledge, and competencies (SKC) has continued over the past three decades.

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Using Motivation Theory to Improve Gamification

Mar 4, 2015 | Performance Management, Sponsor Content

Gerald E. Ledford, Jr. (CEO) and Edward E. Lawler III (CEO) explore the topic of gamification. Today, the purposeful use of games in work settings is growing rapidly. Organizations are rapidly embracing the systematic use of “gamification,” which brings game-like elements to core managerial processes.

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Engagement Intent: Connecting or Disconnecting Employees?

Mar 4, 2015 | Compensation and Benefits, Employee Engagement, Performance Management

This research group for leaders focused on improving employee engagement is a follow up to the Incentive Research Foundation technical report titled: Engaged in what? Creating connections to performance with rewards, recognition and roles.

Influence and Persuasion Skills, 1/30/15

Jan 30, 2015 | Leadership

Jay Conger discussed the four primary fault lines in leadership. He presented opportunities to “shake-up” the current industry of leadership. Jay covered the cultural attributes and emerging needs in leadership as well as common derailers and transition demands.

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Pay Strategy Fundamentals Course with Ed Lawler on Lynda.com

Jan 18, 2015 | Compensation and Benefits, Organization Design, Strategic HR

One of the world’s leading experts on pay, Ed Lawler explains the strategic role of pay in attracting and retaining employees and in organizational design and culture.

Does HR’s Grasp Match Its Reach? (video)

Jan 15, 2015 | Strategic HR

Editor David Shadovitz speaks with John Boudreau at the 2014 HR Technology Conference in Las Vegas about the challenges that stand in the way of HR playing a more strategic role.

Revised Employee Involvement: Research Foundations

Jan 3, 2015 | Employee Engagement, Sponsor Content

George S. Benson (University of Texas) and Edward E. Lawler III (CEO) share that high-involvement management practices (defined as an integrated set of Human Resource and work design practices that are designed to give all employees the skills, information, power, and rewards to make decisions in the workplace) have generated enormous interest among researchers in many different disciplines and geographies.

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