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Purchase The Social Organization from publishers Kogan Page and get a 20% discount using code: AHRTSO20 (plus their usual free shipping to UK or US).
Jon Ingham discusses The Social Organization.
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About The Social OrganizationJon Ingham's new book, The Social Organization, features many practical models and case studies for consideration including the organization prioritization model (OPM). The book addresses the urgent need for companies to move their focus from developing individuals to developing networks and relationships between employees.
From the Foreword, Prof. Dave Ulrich, Co-founder and partner of The RBL Group and Professor at the Ross School of Business, University of Michigan, says: Foreword extracts by Prof. Dave Ulrich" Jon does an outstanding job drawing on theory and research from multiple disciplines to define an organization, including: psychology, sociology, anthropology, neuroscience, behavioural economics, and strategy. Each of the disciplines offers insights into how organizations operate by creating a social organization. This social organization can then be architected to deliver sustainable value. Through his 'organization prioritization model' (OPM), Jon evolves how to diagnose and improve social organizations. "
"Because of Jon’s deep background in HR, he is able to offer insights on the evolving HR profession in every chapter. He offers not only ideas, but tools and examples of leading companies like Zappos, HCL, IBM, Cisco, Xerox, Morning Star, Spotify, Whole Foods, and many others." |
Actions to develop a Social Organization may include: |
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1. Developing a social organization strategy / 1 - identifying social outcomes
2. Developing a social organization strategy / 2 - using the options identification process to compare and select social activities 3. Conducting analytics to identify specific high priority social opportunities - including social network analysis 4. Reviewing the existing organizational architecture for social fit - e.g. the use of communities and networks 5. Re-engineering HR processes to incorporate social HR 6. Aligning current practices in HR, OD&D, Property / Facilities, IT etc |
7. Introducing social technology e.g. introducing an enterprise social network (as an organization development intervention vs an IT tool)
8. Identifying and developing social talent groups at the centre of social collaboration 9. Developing leaders, managers and others to use an effective approach to organizational networking 10. Facilitating organization development interventions to build trust and love 11. Conducting a diagnosis to identify specific actions appropriate for your organization 12. Building the strategic and social capabilities of HR and other practitioners |
Endorsements
Jon provides an important contribution to ensuring that in future we develop more successful organisations, which make the most of people, not only individually but in how they work effectively together through teams, networks and communities. A must read for helping to ensure the future of Good Work for many and not just a privileged few. |
Through a very complete and engaging journey in the “The Social Organization” dimension, Jon is shifting our focus out of the traditional boundaries and usual management approaches. He is helping us to discover, to design and to manage what will be the future and how to get the best of our people capabilities by creating a unique successful organizational and social system dynamic. |