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Founder's Syndrome
Founder's syndrome (also founderitis) is the difficulty faced by organizations, and in particular young companies such as start-ups, where one or more founders maintain disproportionate power and influence following the effective initial establishment of the organization, leading to a wide range of problems. The syndrome occurs in both non-profit and for-profit organizations or companies. Problem The passion and charisma of the founder(s), often sources of the initial creativity and productivity of the organization, can become limiting or a destructive factor. It may simply limit further growth and success, or it may lead to bitter factionalism and divisions as the scale of demands made on the organization increases, or it may result in outright failure. Symptoms An organization suffering from founder's syndrome typically presents many of the following symptoms: * The organization is strongly identified with the founder; and a result sometimes believed to be related to the f ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Organization
An organization or organisation (Commonwealth English; see spelling differences), is an entity—such as a company, an institution, or an association—comprising one or more people and having a particular purpose. The word is derived from the Greek word ''organon'', which means tool or instrument, musical instrument, and organ. Types There are a variety of legal types of organizations, including corporations, governments, non-governmental organizations, political organizations, international organizations, armed forces, charities, not-for-profit corporations, partnerships, cooperatives, and educational institutions, etc. A hybrid organization is a body that operates in both the public sector and the private sector simultaneously, fulfilling public duties and developing commercial market activities. A voluntary association is an organization consisting of volunteers. Such organizations may be able to operate without legal formalities, depending on jurisdiction, includ ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Gallup (company)
Gallup, Inc. is an American analytics and advisory company based in Washington, D.C. Founded by George Gallup in 1935, the company became known for its public opinion polls conducted worldwide. Starting in the 1980s, Gallup transitioned its business to focus on providing analytics and management consulting to organizations globally. In addition to its analytics, management consulting, and Gallup Poll, the company also offers educational consulting, the StrengthsFinder, CliftonStrengths assessment and associated products, and business and management books published by its Gallup Press unit. Organization Gallup is a private, employee-owned company based in Washington, D.C. Its headquarters is located at The Gallup Building. It maintains between 30 and 40 offices globally, including offices at the Gallup Riverfront Campus in Omaha, Nebraska, and has about 2,000 employees. Jon Clifton is Gallup's CEO. Gallup, Inc. has no affiliation with Gallup International Association, Gallup In ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Company Culture
Historically there have been differences among investigators regarding the definition of organizational culture. Edgar Schein, a leading researcher in this field, defined "organizational culture" as comprising a number of features, including a shared "pattern of basic assumptions" which group members have acquired over time as they learn to successfully cope with internal and external organizationally relevant problems. Elliott Jaques first introduced the concept of culture in the organizational context in his 1951 book ''The Changing Culture of a Factory''. The book was a published report of "a case study of developments in the social life of one industrial community between April, 1948 and November 1950". The "case" involved a publicly-held British company engaged principally in the manufacture, sale, and servicing of metal bearings. The study concerned itself with the description, analysis, and development of corporate group behaviours. Ravasi and Schultz (2006) characterise ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Micromanagement
In business management, micromanagement is a management style whereby a manager closely observes, controls, and/or reminds the work of their subordinates or employees. Micromanagement is generally considered to have a negative connotation, mainly because it shows a lack of freedom and trust in the workplace.Chambers, Harry (2004)''My Way or the Highway'' Berrett Koehler Publishers, San Francisco. Retrieved on 20 June 2008. Definition Merriam-Webster's Online Dictionary defines micromanagement as "manageentespecially with excessive control or attention on details". Dictionary.com defines micromanagement as "manageentor control with excessive attention to minor details". The online dictionary ''Encarta'' defined micromanagement as "attenionto small details in management: control fa person or a situation by paying extreme attention to small details". Often, this excessive obsession with the most minute of details causes a direct management failure in the ability to focus on the m ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Management Style
Management consists of the planning, prioritizing, and organizing work efforts to accomplish objectives within a business organization. A management style is the particular way managers go about accomplishing these objectives. It encompasses the way they make decisions, how they plan and organize work, and how they exercise authority. Management styles varies by company, level of management, and even from person to person. A good manager is one that can adjust their management style to suit different environments and employees. An individual’s management style is shaped by many different factors including internal and external business environments, and how one views the role of work in the lives of employees. Factors that shape the management style Internal factors Internal company factors that determine a management style include, but are not limited to, policies, priorities, corporate culture, staff skill levels, motivation and management structures. In order to be effec ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Illusion Of Control
The illusion of control is the tendency for people to overestimate their ability to control events. It was named by U.S. psychologist Ellen Langer and is thought to influence gambling behavior and belief in the paranormal. Along with illusory superiority and optimism bias, the illusion of control is one of the positive illusions. Definition The illusion of control is the tendency for people to overestimate their ability to control events, for example, when someone feels a sense of control over outcomes that they demonstrably do not influence. The illusion might arise because a person lacks direct introspective insight into whether they are in control of events. This has been called the introspection illusion. Instead, they may judge their degree of control by a process which is often unreliable. As a result, they see themselves as responsible for events to which there is little or no causal link. For example, in one study, college students were in a virtual reality setting to t ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Emotions In Decision-making
One way of thinking holds that the mental process of decision-making is (or should be) rational: a formal process based on optimizing utility. Rational thinking and decision-making does not leave much room for Emotion, emotions. In fact, emotions are often considered irrational occurrences that may distort reasoning. However, there are presently theories and research for both rational decision-making and emotional decision-making focusing on the important role of emotions in decision-making and the mental process and logic on the important role in rational decision-making. George Loewenstein, Loewenstein and Jennifer Lerner, Lerner divide emotions during decision-making into two types: those anticipating future emotions and those immediately experienced while deliberating and deciding. Antonio Damasio, Damasio formulated the somatic marker hypothesis (SMH), that proposes a mechanism by which emotional processes can guide (or bias) behavior, particularly decision-making. Pfister and ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Benevolent Dictator For Life
Benevolent dictator for life (BDFL) is a title given to a small number of open-source software development leaders, typically project founders who retain the final say in disputes or arguments within the community. The phrase originated in 1995 with reference to Guido van Rossum, creator of the Python programming language. Shortly after Van Rossum joined the Corporation for National Research Initiatives, the term appeared in a follow-up mail by Ken Manheimer to a meeting trying to create a semi-formal group that would oversee Python development and workshops; this initial use included an additional joke of naming Van Rossum the "First Interim BDFL". Van Rossum announced in July 2018 that he would be stepping down as BDFL of Python without appointing a successor, effectively eliminating the title within the Python community structure. BDFL should not be confused with the more common term for open-source leaders, "benevolent dictator", which was popularized by Eric S. Raymond's essa ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Founder's Dilemma
An organizational founder is a person who has undertaken some or all of the formational work needed to create a new organization, whether it is a business, a charitable organization, a governing body, a school, a group of entertainers, or any other type of organization. If there are multiple founders, each can be referred to as a co-founder. If the organization is a business, the founder is usually an entrepreneur. If an organization is created to carry out charitable work, the founder is generally considered a philanthropist. Issues arising from the role A number of specific issues have been identified in connection with the role of the founder. The founder of an organization might be so closely identified with that organization, or so heavily involved in its operations, that the organization can struggle to exist without the founder's presence. "One practical way to cope with overreliance on a founder is to distribute management duties so that others are clearly responsible for im ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Peter Principle
The Peter principle is a concept in management developed by Laurence J. Peter, which observes that people in a hierarchy tend to rise to "a level of respective incompetence": employees are promoted based on their success in previous jobs until they reach a level at which they are no longer competent, as skills in one job do not necessarily translate to another. The concept was explained in the 1969 book ''The Peter Principle'' (William Morrow and Company) by Laurence Peter and Raymond Hull. (Hull wrote the text, based on Peter's research.) Peter and Hull intended the book to be satire, but it became popular as it was seen to make a serious point about the shortcomings of how people are promoted within hierarchical organizations. The Peter Principle has since been the subject of much commentary and research. Summary The Peter principle states that a person who is competent at their job will earn a promotion to a position that requires different skills. If the promoted person lac ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Hands-on Management
Hands-on management is a particular style of management where the manager or person in charge is particularly active in day-to-day business and leadership. It is not to be confused with micromanagement In business management, micromanagement is a management style whereby a manager closely observes, controls, and/or reminds the work of their subordinates or employees. Micromanagement is generally considered to have a negative connotation, main ... and is seen as the opposite of Laissez-faire management style. Purpose Hands-on includes traits and actions such as:{{Cite web, last=Inc, first=Gallup, date=2019-12-30, title=8 Behaviors of the World's Best Managers, url=https://www.gallup.com/workplace/272681/habits-world-best-managers.aspx, access-date=2021-02-23, website=Gallup.com, language=en * Understanding of the business and shows interest * Informed but passive with ideas * Follows up on agreed decisions The opposite to hands-on is a ''hands-off'' manager or management style ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Google
Google LLC () is an American multinational technology company focusing on search engine technology, online advertising, cloud computing, computer software, quantum computing, e-commerce, artificial intelligence, and consumer electronics. It has been referred to as "the most powerful company in the world" and one of the world's most valuable brands due to its market dominance, data collection, and technological advantages in the area of artificial intelligence. Its parent company Alphabet is considered one of the Big Five American information technology companies, alongside Amazon, Apple, Meta, and Microsoft. Google was founded on September 4, 1998, by Larry Page and Sergey Brin while they were PhD students at Stanford University in California. Together they own about 14% of its publicly listed shares and control 56% of its stockholder voting power through super-voting stock. The company went public via an initial public offering (IPO) in 2004. In 2015, Google was reor ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
