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Toxic Leadership in Context
A sizeable body of research and other literature has been developing about toxic leadership and workplace bullying. Our earlier work found distinctions between tough bosses and true bullies in the workplace. A later study showed that military officers were able to clearly identify differences between tough but effective leaders, and toxic leaders. That work was extended into the organizational climates which seem to promote toxic leaders and bullies. Other colleagues have explored potentials for changes in bullying behavior through executive coaching interventions, noting that some executives simply lack awareness of their behaviors, or the effects on those around them. The focus of this paper is the synthesis of earlier findings,…
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International Symposium on Service Systems Science, 2015 Tokyo: Promises and Threats of Big Data, Presentation by Gary Metcalf
Dr. Gary Metcalf, PhD, presents on the Promises and Threats of Big Data, at the International Symposium on Service Systems Science, February 2015 at the Tokyo Institute of Technology, Tokyo. There is a followup of questions and answers after his talk. Watch it here: http://www.garymetcalf.com/extras/gary-metcalf-tokyo-2015.mp4
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Adaptive Capacity in Project Teams (Edson & Metcalf)
Organizational resilience has become critical in today’s environment. According to Engelhardt and Simmons (2002): “The need for organizational flexibility to accommodate a changing world is well understood. Today’s high-velocity and competitive markets apply added pressure to adapt rapidly and perform at high levels. Technology is opening up new ways to compete while making old ways obsolete. These trends are recognized in strategic management theories that focus on constant change and speed” (p. 113). Some project teams were adept at overcoming adversity, while others were not. The project teams that adapted to environmental constraints were able to modify their behaviors to meet goals without losing their function, while others were not.…
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Taming the Beast
Although their approach is widely criticized, it is fair to say that bullies represent a functional part of many organizations. They come in all shapes and sizes, all ages and both genders. Bullying is targeted and abusive behavior. It is personally destructive and should have nothing to do with advancing legitimate organizational goals. Despite its negative connotations, though, anyone who works in an American corporation can easily see that arrogant and abusive leaders are frequently rewarded with promotions, increased pay and bonuses, as well as more power and influence. In a nutshell—bullying pays off. This paper will examine the ways American corporations unwittingly conspire to make workplace bullying a rational…
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Executive Perceptions about the Effectiveness of HR
In 2012, a study was initiated to examine how senior leaders in organizations throughout North America perceive the effectiveness of human resources professionals. The overarching objective of the study was to identify the issues most responsible for creating conflict between executives and HR practitioners in an effort to improve the working relationship going forward. The study utilized a mixed-methods approach based on research conducted across three strategies of inquiry: (1) semi-structured interviews, typically lasting between 60 to 90 minutes, with 18 corporate executives located throughout North America; (2) surveys of 171 HR professionals conducted in two separate groups; and (3) a comprehensive review of the relevant literature. Six strategies emerged…
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The dilemmas of a service economy
One of the biggest challenges we face at the moment is the shift towards a service economy. Depending on the statistics that you read, about 70% of American jobs, and 80% of US GDP, are based on services. It’s not much different for many other “developed” (3rd World, OECD…) countries. That information, though, only generates a lot more questions. For instance: What constitutes services? The answer varies a great deal. In the broadest economic terms, activities get lumped into two very general categories: goods and services. Everything that is not a physical product can be considered a service. Those get categorized and counted quite differently, though, by different organizations and…
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Dialogue and Ecological Engineering
The ways in which we envision or understand systems determine much about the ways in which we attempt to affect them. The industrial era created a concept of organizations which mirrored the machines on which it was built. An efficient organization was to run like “ a well-oiled machine.” A clear division of labor improved efficiency and productivity. Frederick Taylor’s program of Scientific Management further optimized each task through isolation and measurement. In work with human organizations and institutions, it appeared that this debate might have been resolved with the shift from a mechanistic to an organismic metaphor view. In reality it only seems to have created additional confusion. Very…
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Our Values
Our Values Through our work as both scholars and practitioners, we have come to the opinion that an almost obsessive focus on getting the culture right is the single best strategy to set an organization up for long-term success. For us, a positive and healthy workplace climate includes the following: A work environment that is respectful, flexible, fair, and inclusive; Capable leaders who inspire trust and who are uncompromisingly ethical; Supportive management who continuously coach and develop employees; Opportunities for employees to do work that feels meaningful; Frequent, transparent, and honest communication; Recognition and appreciation for good work; Opportunities for employees to grow and develop; and Accountability for adhering to…
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Gary Metcalf: Presentations, Workshops
PROFESSIONAL SPEAKER Presentations New Books in Systems and Cybernetics podcast, about Social Systems and Design, Metcalf, G. ed. (2014): https://newbooksnetwork.com/gary-metcalf-social-systems-and-design-springer-verlag-2014/ Formalizing Leadership. 61st Annual Conference of the International Society for the System Sciences, Vienna, Austria. July 10 – 14, 2017. Crossing the line: An exploration into toxic leadership in the U.S. Army. (with Dr. Teresa Daniel), 18th Annual International Leadership Association Global Conference, Atlanta, Georgia, November 2 – November 5, 2016. Complexity and Wholeness. Institute of Systems Science, Chinese Academy of Sciences, Beijing, China. October 31, 2016. Complexity and the Promise of Technology. H. S. Tsien Think Tank Systems Engineering International Symposium, China Aerospace Academy of Systems Science and Engineering, Beijing,…
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Gary Metcalf: Publications, Research
PUBLICATIONS Books Metcalf, G., Kijima, K. & Deguchi, H. (Eds.) Handbook of systems sciences. Tokyo, Springer. (Forthcoming 2021). Daniel, T. A. & Metcalf, G. S. (2016). Stop Bullying at Work: Strategies and Tools for HR, Legal, & Risk Management Professionals. Alexandria, VA: SHRM Books. Metcalf, G. S. (Ed.), (2014). Social Systems and Design, Translational Systems Sciences 1. Tokyo: Springer. DOI 10.1007/978-4-431-54478-4_1. Daniel, T. A. and Metcalf, G. S. (2001). The Management of People in Mergers & Acquisitions. Westport, CT: Quorum Books. Articles, Chapters and Papers Metcalf, G. S. (2020). The complexity of climate change and the need for policies of resilience. Paper accepted for the 4th International Conference on Complexity…