TITLE

WHO NEEDS A BOSS? Not employees who work in self-managed teams. They arrange schedules, buy equipment, fuss over quality -- and dramatically boost the productivity of their companies

AUTHOR(S)
Dumaine, Brian; Gustke, Constance A.
PUB. DATE
May 1990
SOURCE
Fortune;5/7/1990, Vol. 121 Issue 10, p52
SOURCE TYPE
Periodical
DOC. TYPE
Article
ABSTRACT
No abstract available.
ACCESSION #
57869069

 

Related Articles

  • WORK ORGANIZATION, TECHNOLOGY, AND PERFORMANCE IN CUSTOMER SERVICE AND SALES. Batt, Rosemary // ILR Review;Jul99, Vol. 52 Issue 4, p539 

    The author analyzes the strengths and weaknesses of Total Quality Management and Self-Managed Teams, as compared to mass production approaches to service delivery, among customer service and sales workers in a large unionized regional Bell operating company. Participation in self-managed teams...

  • Clockwork Productivity. Schramm, Jennifer // HR Magazine;Sep2010, Vol. 55 Issue 9, p136 

    The author talks about the increasing number of human resources (HR) executives who consider allowing greater flexibility in scheduling since there is a growing evidence that flexibility in working arrangements can boost productivity. According to research, chronotype can have a significant...

  • Is Flex-time for You?  // Women in Business;Jul/Aug2001, Vol. 53 Issue 4, p43 

    Presents information on flexible work arrangements for employees. Advantages of nontraditional staffing for a company; Qualities of workers who can craft a flexible work arrangement; Tips for workers who are interested in flexible time arrangements.

  • Guidelines for implementing self-directed work teams.  // Supervisory Management;Mar95, Vol. 40 Issue 3, p10 

    Presents guidelines for establishing self-managing work teams. Importance of setting a definite goal destination; Techniques for dealing with employees who are unwilling to participate; Need for autonomy.

  • Creating Value for Customers. Band, William A. // Business Book Review Library;1991, Vol. 8 Issue 4, p1 

    William Band’s purpose in Creating Value for Customers is to break down "language barriers" in customer-driven-value creation by providing an overview of what is happening in other functional areas. Thus, this work addresses the problems of earlier initiatives in which customer...

  • Does flexitime make business sense?  // Getting Results...For the Hands-on Manager;Oct97 Supplement, Vol. 42 Issue 10, p3 

    Examines the advantages of flexible work arrangements. Includes improvement of scheduling and productivity; Improvement of the quality of workforce; Reduction of employee stress.

  • The bad boss: Further insights for a healthy and productive workplace. Finkelstein, Jim; Finkelstein, Matt // Proofs;Mar2012, Vol. 95 Issue 2, p10 

    The article describes 5 type of bad bosses that employees might meet and need to work out with. The Talkers are bosses who are egoistic, do not listen to their employees and resents inputs of others. They are considered bad bosses because they provide no room for growth. The Disenfranchisers are...

  • Flex Programs Enhance Employee Engagement. McCafferty, Dennis // CIO Insight;11/4/2013, p1 

    The article discusses the Workplace Flexibility 2013 survey which presents a comprehensive perspective when it comes to U.S. organizations and their employees. The report highlights the need for organizations to consider stepping up their flex-work arrangement program if they believe that highly...

  • Slipping up en route to the top. Heller, Robert // Management Today;Feb1996, p21 

    Focuses on company policies towards employee errors as key to corporate growth. Persons who did major errors and proceeded on their careers, including Niall Fitzgerald and Daniel Burke; Replacement of authoritarian hierarchy with self-managing, teams working in brotherhood; Tendency of...

  • Self-managing teams, quality of work life, and productivity: A field study. Elmuti, Dean; Kathawala, Yunus // Mid-American Journal of Business;Spring97, Vol. 12 Issue 1, p19 

    Studies the impact of participation in a self-managed teams program on employee quality of work life attitudes and on productivity and quality among employees in a manufacturing firm located in the mid-western United States. Measures of quality of work life perceptions and of organizational...

Share

Read the Article

Courtesy of THE LIBRARY OF VIRGINIA

Sorry, but this item is not currently available from your library.

Try another library?
Sign out of this library

Other Topics