Drafts by Oluwadara Dahunsi
A study was conducted by Witt/Kieffer, a preeminent executive search firm that identifies leaders... more A study was conducted by Witt/Kieffer, a preeminent executive search firm that identifies leadership solutions for organizations that seek to improve quality of life, to compare leaders in higher education to corporate executives (“Witt/Kieffer”, 2013). The purpose of the study was to identify if there were any personality differences between higher education leaders and corporate executives especially since there has been a push for higher education leaders to become more “business like” or entrepreneurial” following the recent shortfalls in funding to universities (“Witt/Kieffer”, 2013). They also posit that many colleges and universities are now “seeking out nontraditional candidates to fill traditional academic roles, from deans to chairs and even presidents” and that these candidates often come from the private sector or at least have “close ties to the corporate world” (“Witt/Kieffer”, 2013).
Organizations are made up of people, and people drive innovation. Hence, accurate people manageme... more Organizations are made up of people, and people drive innovation. Hence, accurate people management is key. Many business functions: finance, marketing, and R&D, tend to make decisions driven by data. However, too often in HR, decisions are made by intuition but not at Google. Google, one of the largest technological companies in the world, has attributed its success to people analytics, that is, the use of data or evidence to drive HR decisions. Workforce productivity at Google is almost unmatched by any other company in the world. “On average, each employee generates nearly $1 million in revenue and $200,000 in profit each year” (The AnalyticsWeek Team, 2015). The HR function at Google isn’t called by the generic name, rather it is known as “People Operations” (The AnalyticsWeek Team, 2015). Perhaps, this term is a more explicit description of what human resources management entails and is what drives Google to be very strategic in its HR decisions.
Metropolitan_Revolution_Bruce_Katz_Book_Review.docx
The authors argue that innovation and collaboration are factors necessary for the reset for the U... more The authors argue that innovation and collaboration are factors necessary for the reset for the United States economy and that cities and metros are leading the way in achieving this. Innovation is beneficial in the sense that it replicates both “horizontally” and vertically. What it means to “replicate horizontally” is that when one city tries a new strategy that works, other cities around it copy and that’s how innovation spreads virally (325). Similarly, replicating vertically means successful strategies are imitated but this time by higher levels of government. Innovations tend to replicate vertically for various reasons. First is because, as local leaders move up the political ladder, they take along with them their creative ideas and implement those ideas at higher levels of government. Also, as local leaders become more innovative, they gain “political legitimacy” with leaders at higher levels of government (335).
Papers by Oluwadara Dahunsi
Industrial and Organizational Psychology, Sep 1, 2022
Long Range Planning, 1986
This paper discusses progressive human resources management strategies for improving the producti... more This paper discusses progressive human resources management strategies for improving the productivity and service performance of urban transportation organizations. The paper attributes the current interest in productivity improvement within the private and public transportation industries to the recent decline in federal regulation and funding, respectively. It points out the importance of human resources to the productivity and service performance of transportation organizations. The paper then suggests ten progressive human resources management strategies for promoting urban transportation employee morale, motivation, and productivity, and briefly discusses their approaches, constraints, and implementation considerations.
Industrial and Organizational Psychology
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Drafts by Oluwadara Dahunsi
Papers by Oluwadara Dahunsi