You want to have tools to help employees get work done. Those tools are no longer the HR systems of performance management and compensation. — those don’t help to get your work done. What we’re seeing is heavy adoption of work management tools, task management, collaboration, file-sharing and so forth. People need tools to connect, to share knowledge, to build community and culture and, ultimately, to get their work done, which is about serving customers.
If you have a washing line, do you need to continually update your tumble dryer?
Does not having a tumble dryer put you at a disadvantage?
Is this a problem that learning technology suppliers have – how to sell us a more efficient tumble dryer?
Does knowing which clothes dry best in which circumstances make THAT much of a difference?
Toyota’s latest strategy has two main aspects. First, it wants to make sure that workers truly understand the work they’re doing instead of feeding parts into machines and being helpless when one breaks down. Second, it wants to figure out ways to make processes higher quality and more efficient in the long run. The company worries that automation means it has too many average workers and not enough craftsmen and masters.
Intuitive Prosociality [with link to full PDF]
More specifically, evidence from decision-making, neuroscience, and developmental psychology demonstrates that prosocial behaviors and preferences often follow patterns of intuitive psychological processes, rather than control-oriented processes. The decision-making evidence illustrates the automatic qualities of prosocial choices, such as faster decision times when making prosocial choices versus selfish ones. Neuroscience research reveals control-related brain systems are rarely activated when people make prosocial decisions, with the automatic reward-system more likely to be engaged. Finally, developmental research shows that young children, often exhibit prosocial behaviors such as spontaneous helping, despite having not yet developed reflective control over their behavior.
- Listening to the people we work for
- Listening to staff
- Acting as a knowledge broker