With the advancement of technology, companies are increasingly dependent on technology teams to stay competitive. However, members of these teams often work in stressful and unhealthy environments, which can undermine...With the advancement of technology, companies are increasingly dependent on technology teams to stay competitive. However, members of these teams often work in stressful and unhealthy environments, which can undermine their productivity and well-being. The humanization of the culture of technology teams is an approach that aims to create healthier and more productive work environments for team members, promoting balance between personal and professional life. Despite the importance of a healthy and productive work environment, many companies do not invest in strategies to humanize the culture of their technology teams. This can lead to high levels of stress, staff turnover and low productivity. The objective of this project is to identify effective strategies to humanize the culture of technology teams and create healthier and more productive work environments in digital companies. For this, factors such as management styles, psychological safety, human-centered development, individual beliefs and time and energy management will be analyzed. The project’s methodology will include a literature review on the subject and qualitative data analysis will be performed using a content analysis approach. This project will contribute to the advancement of knowledge about the humanization of the culture of technology teams in digital companies. The results can be applied to companies that want to create healthier and more productive work environments for their team members.展开更多
In the Southern African context,businesses,governments,and community-based organizations have become reliant on teamwork to streamline processes,augment participation and improve performance.In this regard,the histori...In the Southern African context,businesses,governments,and community-based organizations have become reliant on teamwork to streamline processes,augment participation and improve performance.In this regard,the historically formalized,centralized,and departmentalized mechanistic structures are being replaced by team-based structures.Research from the North,on team building,suggests that teams have a potential to give diversity in knowledge,attitudes,skills,and experience,whose integration would make it possible to offer rapid,flexible and innovative responses to problems and challenges,promoting performance and improving the satisfaction of those making the team.In South Africa,a state-owned entity launched a team-building initiative to improve team effectiveness and functioning within the water sector.This initiative was implemented contemporaneously with climate and culture change management initiatives envisioned to usher in a new culture,to improve employee morale,and,ultimately,to ensure a high-performing organization.These initiatives sought to help articulate and cultivate leadership accord,create a common vision,as well as develop a consensus on a set of collective values that would become the bedrock of the organization.In the light of this background,this paper examines the effectiveness of the“growing-our-teams”initiative,with the goal of lending insights into the strengths and weaknesses of strategies and processes deployed to implement and manage the initiative.In assessing the strengths and weaknesses of the program,the underpinning research was conducted by reviewing and analyzing related articles and papers,as well as interrogating employee experiences relating to the program.How do state-owned entities learn and implement lessons distilled from their programs or initiatives to build capacity and improve efficiencies?展开更多
Contemporary Chinese cultural governance is an important part of the national governance system and the modernization of national governance capacity. It must combine international experience and local method together...Contemporary Chinese cultural governance is an important part of the national governance system and the modernization of national governance capacity. It must combine international experience and local method together and run through the whole process of cultural system reform. The good governance of culture is the goal pursued by Chinese cultural governance, which displays the management process of maximizing cultural public interest. In the new era, cultural governance reform has experienced governance subject centralized to pluralism, governance space from inside to outside, governance method from ruling by man to the rule of law, governance path from control-oriented government to service-oriented government. To further improve Chinese cultural governance in the new era, relationships between top-level design and grass-root innovation, cultural democracy and cultural concentration, national cultural interests, social cultural interests and cultural interests of the citizens, domestic cultural governance and global culture must be dialectically dealt with. In the government-market-social governance structure, mutual assistance of multiple missions and win-win of multiple subjects can be achieved, thus promoting harmony of multiple interests.展开更多
文摘With the advancement of technology, companies are increasingly dependent on technology teams to stay competitive. However, members of these teams often work in stressful and unhealthy environments, which can undermine their productivity and well-being. The humanization of the culture of technology teams is an approach that aims to create healthier and more productive work environments for team members, promoting balance between personal and professional life. Despite the importance of a healthy and productive work environment, many companies do not invest in strategies to humanize the culture of their technology teams. This can lead to high levels of stress, staff turnover and low productivity. The objective of this project is to identify effective strategies to humanize the culture of technology teams and create healthier and more productive work environments in digital companies. For this, factors such as management styles, psychological safety, human-centered development, individual beliefs and time and energy management will be analyzed. The project’s methodology will include a literature review on the subject and qualitative data analysis will be performed using a content analysis approach. This project will contribute to the advancement of knowledge about the humanization of the culture of technology teams in digital companies. The results can be applied to companies that want to create healthier and more productive work environments for their team members.
文摘In the Southern African context,businesses,governments,and community-based organizations have become reliant on teamwork to streamline processes,augment participation and improve performance.In this regard,the historically formalized,centralized,and departmentalized mechanistic structures are being replaced by team-based structures.Research from the North,on team building,suggests that teams have a potential to give diversity in knowledge,attitudes,skills,and experience,whose integration would make it possible to offer rapid,flexible and innovative responses to problems and challenges,promoting performance and improving the satisfaction of those making the team.In South Africa,a state-owned entity launched a team-building initiative to improve team effectiveness and functioning within the water sector.This initiative was implemented contemporaneously with climate and culture change management initiatives envisioned to usher in a new culture,to improve employee morale,and,ultimately,to ensure a high-performing organization.These initiatives sought to help articulate and cultivate leadership accord,create a common vision,as well as develop a consensus on a set of collective values that would become the bedrock of the organization.In the light of this background,this paper examines the effectiveness of the“growing-our-teams”initiative,with the goal of lending insights into the strengths and weaknesses of strategies and processes deployed to implement and manage the initiative.In assessing the strengths and weaknesses of the program,the underpinning research was conducted by reviewing and analyzing related articles and papers,as well as interrogating employee experiences relating to the program.How do state-owned entities learn and implement lessons distilled from their programs or initiatives to build capacity and improve efficiencies?
基金The result of Development of Chinese Culture Governance Since Reform and Opening-up, the General project of Sichuan Provincial Party School(Project number:SCJD2016YB02)
文摘Contemporary Chinese cultural governance is an important part of the national governance system and the modernization of national governance capacity. It must combine international experience and local method together and run through the whole process of cultural system reform. The good governance of culture is the goal pursued by Chinese cultural governance, which displays the management process of maximizing cultural public interest. In the new era, cultural governance reform has experienced governance subject centralized to pluralism, governance space from inside to outside, governance method from ruling by man to the rule of law, governance path from control-oriented government to service-oriented government. To further improve Chinese cultural governance in the new era, relationships between top-level design and grass-root innovation, cultural democracy and cultural concentration, national cultural interests, social cultural interests and cultural interests of the citizens, domestic cultural governance and global culture must be dialectically dealt with. In the government-market-social governance structure, mutual assistance of multiple missions and win-win of multiple subjects can be achieved, thus promoting harmony of multiple interests.