Michelle Malay Carter Interview on the Epic Living Hour

By Michelle Malay Carter on June 23, 2008 

As promised, here is my Friday interview with Eric Pennington on his Epic Living Hour radio show.

I’m OK.  You’re OK.  Let’s fix the system.

Filed Under Corporate Values, Employee Engagement, Executive Leadership, Felt Fair Compensation, Managerial Leadership, Organization Design, Requisite Organization, Talent Management, Work Levels | Leave a Comment

Positive Manifestations of Overhiring and Underutilization

By Michelle Malay Carter on May 14, 2008 

Last week, I asked you how you channeled your cognitive surplus. One reader responded by saying that she created and carried out extra work. This is a fabulous thing for an employee to do. However, when you have people mismatched to roles, dysfunction can strike as quickly as the paparazzi on Britney [...]

Filed Under Employee Engagement, Felt Fair Compensation, Managerial Leadership, Organization Design, Requisite Organization, Talent Management, Work Levels | 4 Comments

Requisite Organization Training Course - June 4 - Raleigh-Durham, NC, USA

By Michelle Malay Carter on April 9, 2008 

Now that I’ve bashed training as nothing more than lipstick on a pig, I thought I’d offer some.
Quite a bit of what I write and rant is rooted in Elliott Jaques’ meta-model, Requisite Organization.
On June 4, I’ll be leading a short course on some of the basics of the model and their implications for organizational [...]

Filed Under Accountability, Corporate Values, Employee Engagement, Executive Leadership, Felt Fair Compensation, High Potential, Managerial Leadership, Organization Design, Requisite Organization, Strategy, Succession Planning, Talent Management, Work Levels | Leave a Comment

Are You a Happily Employed Superstar? Cash In with NotchUp

By Michelle Malay Carter on April 1, 2008 

Here’s a new twist on the war for talent. NotchUp is a free, resume-posting site for superstars who are not looking for a job.
The twist?
Employers pay for the opportunity to woo you by paying you to interview.
The Process
You post your resume, set your price, and go about your career. [...]

Filed Under Corporate Values, Employee Engagement, Felt Fair Compensation, Talent Management | Leave a Comment

Good Friday Freebie - Digital Book: Organization Design, Levels of Work and Human Capability

By Michelle Malay Carter on March 21, 2008 

Free Digital Book
I authored a chapter in an edited book published last summer, Organization Design, Levels of Work and Human Capability. If you like the content of this blog and want to read more about the history and application of Elliott Jaques’ meta-model Requisite Organization, click here, fill out a survey for the Global [...]

Filed Under Accountability, Employee Engagement, Executive Leadership, Felt Fair Compensation, Managerial Leadership, Organization Design, Requisite Organization, Strategy, Succession Planning, Talent Management, Work Levels | Leave a Comment

Pay for Performance = Pay for Luck = Disengagement

By Michelle Malay Carter on March 18, 2008 

Pay for Performance is Cruel
Given that “pay for performance” essentially means “pay for outcomes”, I’ve argued from day one that “pay for performance” is cruel and a breeding ground for corruption, not to mention disengagement. 
A new working paper from Carnegie Mellon and Harvard Business, No harm, No foul, The outcome bias in ethical judgments, comes [...]

Filed Under Corporate Values, Employee Engagement, Executive Leadership, Felt Fair Compensation, Managerial Leadership, Requisite Organization | 4 Comments

Using Peer Groups to Set CEO Compensation? Keep Good Company

By Michelle Malay Carter on February 27, 2008 

Many organizations set CEO compensation by using industry peer groups.  With no differentiation of CEO roles being made by work level, this is a huge problem.
Mark Van Clieaf, an industry colleague of mine, is a recognized expert in applying a level of work approach to organization design, executive succession, and executive compensation.
Matching CEO Pay to Work Level - Was [...]

Filed Under Accountability, Executive Leadership, Felt Fair Compensation, Requisite Organization, Work Levels | 2 Comments

Harvard Business Discovers Level 6 Work - The Strategy of Combining Two Models

By Michelle Malay Carter on February 26, 2008 

In a former work levels post on strategy, I discussed how migrating a strategy upward by one level of complexity can give an organization a breakaway lead from its competitors operating at the lower level. 
From “Or” Thinking to “And” Thinking, i.e. From Level 5 to Level 6
My historical example was that the US auto industry [...]

Filed Under Corporate Values, Executive Leadership, Felt Fair Compensation, Organization Design, Requisite Organization, Strategy, Succession Planning, Talent Management, Work Levels | 6 Comments

Time Span of Discretion- Requisite Point of Clarification

By Michelle Malay Carter on February 10, 2008 

A reader question from my last post reminded me that I should make the following point of clarification.  As useful as I find the Requisite Organization model, it is not applicable to every organization. 
Jaques’ Requisite Organization meta model, which includes the concept of time span, applies to managerial accountability hierarchies.  Although some components may be useful, it [...]

Filed Under Felt Fair Compensation, Requisite Organization, Work Levels | 2 Comments

CEO Pay - A Friday Not So Funny

By Michelle Malay Carter on February 7, 2008 

If you’ve been reading all week about felt fair compensation, then what I am about to say has already probably occurred to you.
Not All CEO Roles Are Created Equal
Not all organizations have an equal number of work levels.  As an organization becomes more complex, more work levels are necessary to carry out the strategy, and correspondingly, [...]

Filed Under Accountability, Corporate Values, Executive Leadership, Felt Fair Compensation, Requisite Organization, Work Levels | 5 Comments

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