We continue our description of the human resource bank and its use as a consultative strategy for more fully releasing human capital. Specifically, we identify the primary sources of information for the human resource bank and the way this information and the bank can be used for the release of human capital.
We return to the challenge offered by Hernando De Soto: How do we transform the invisible in a society to …
Human capital must be channeled and transformed. There are three domains through which acts of appreciation can channel and transform potential human capital into organizational energy. These three domains are information, intentions and ideas.
How do organizational theorists suggest that the center can hold in 3rd Decade organizations that are often unbounded, forced to be agile, and surviving through collaboration rather than competition.
Organizational Consultation: An Appreciative Approach X: Appreciation and The Release Of Human Capital
De Soto doesn’t use the term appreciation. However, his commitment to finding and securing the wealth that is to be found among the poorest people in the world is among the most disciplined and humane form of appreciative analysis to be offered during the past two decades.
Many companies struggle to implement new business strategies because they underestimate how their existing culture can undermine their efforts.
The postmodern organizations to be found in most contemporary societies are subject to rapid change and rapid growth; furthermore, they have become complex as a result of attempts to accommodate this change and growth
Those who are leading (and learning) into the future, will find the order that underlies much of the chaos in contemporary organizations. If these leaders are to learn into the future, they will have to be intellectually honest—acknowledging the chaos that inevitably underlies much of the apparent order to be found in contemporary organizations.