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Rebellion and Revolution in Strategic Planning (or “Building a Strategic Architecture”)

Mar 2, 2006 | Sponsor Content, Strategic HR

Larry Greiner (USC) and Tom Cummings (USC) share that strategy consultants, managers and scholars have long relied on formal strategic planning to embody and implement their more abstract concepts of strategic management.

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The Roles of Engagement

Jan 19, 2006 | Employee Engagement, Sponsor Content

Theresa M. Welbourne (eePulse) asks the questions “Are your employees engaged in your organization? Do they focus on the non-core job behaviors that make for a successful firm? ”

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Reward Systems, Motivation and Organizational Change

Jan 1, 2006 | Change Management, Compensation and Benefits, Performance Management, Sponsor Content

Edward E. Lawler III (CEO) and Christopher G. Worley (CEO) argue that organizational excellence is about change. We would not have said this in the 1970s, 1980s, or perhaps even in the 1990s. Today it almost goes without saying.

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HR Support for Corporate Boards

Dec 17, 2005 | Change Management, Sponsor Content, Strategic HR

Edward E. Lawler III (CEO) and John W. Boudreau (CEO) share how corporate boards in the United States are changing as a result of new regulations and performance demands

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Grooming for the Top Post and Ending the CEO Succession Crisis

Sep 16, 2005 | Leadership, Sponsor Content, Talent Management

Yan Zhang (Rice University) and Nandini Rajagopalan (USC) compare three different types of options and related processes of CEO succession: relay succession, non-relay inside succession, and outside succession.

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The Development of New Organizational Capabilities

Aug 14, 2005 | Change Management, Innovation, Sponsor Content

Susan A. Mohrman (CEO), Peter Docherty (Chalmers University of Technology), Abraham B. Shani (Cal Polytechnic State University), Andrew J. Schenkel (Stockholm School of Economics), and Robin Teigland (Stockholm School of Economics) generate a model and present propositions about new capability development that integrate perspectives from the strategy, learning, and social capital and network literatures.

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Who’s in the Boardroom and Does It Matter: The Impact of Having Non-Director Executives Attend Board Meetings

Jul 15, 2005 | Leadership, Sponsor Content, Strategic HR

The present study by Edward E. Lawler III (CEO) and David Finegold (Keck Graduate Institute) looks at the impact of having key senior executives attend board meetings even though they are not on the board.

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HR Should Set the Table

Jul 13, 2005 | Future of HR, Sponsor Content, Strategic HR

E. Lawler argues that the time is right for HR to take on an important new role in organizations. It needs to become a major player in the development and implementation of business strategy.

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It Should Be All About Organizational Effectiveness

Jul 12, 2005 | Future of HR, Organizational Effectiveness, Sponsor Content

Edward E. Lawler III (CEO) states that it is the best of times and the worst of times for the HR functions in corporations. The foundation upon which HR functions were built has shifted dramatically in the last few decades.

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Designing Organizations to Lead with Knowledge

Jul 11, 2005 | Innovation, Organization Design, Sponsor Content

The nature of the knowledge firm and of knowledge processes are described, and a framework for understanding how the design of the organization impacts knowledge in practice is presented in this paper by Susan A. Mohrman (CEO).

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Strategic Human Resources Management

Apr 10, 2005 | Sponsor Content, Strategic HR

Edward E. Lawler III (CEO) explains that a number of forces have converged to support the idea that HR management should be a major strategic focus in most organizations.

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Should They Stay or Should They Go? The Aging Workforce

Apr 1, 2005 | Future of HR, Sponsor Content, Talent Management

Theresa M. Welbourne (eePulse) and David Van Kuttnauer (eePulse) explain that there are some rarely discussed, but important facts regarding the American workforce. Specifically, it is growing older. The “graying” of the workforce is due to two significant demographic shifts that are beginning to reshape the composition of the U.S. labor force.

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