WorldBlu, a company that helps organizations embrace workplace democracy, has certified 51 organizations as ‘democratic workplaces’ for 2013.
The 51 organizations are based in a number of countries, including the US, Canada, Mexico, the UK, Netherlands, Denmark, Malaysia, Haiti, New Zealand and Singapore.
Companies that have been certified by WorldBlu as democratic include Zappos.com, Menlo Innovations, New Belgium Brewery, DaVita, Groupon Malaysia and The WD-40 Company.
WorldBlu Founder and CEO Traci Fenton said, “People would rather work in freedom-centered rather than fear-based organizations.”
View the complete WorldBlu List of Most Democratic Workplaces™ 2013 and their unique democratic practices here — http://www.worldblu.com/awardee-profiles/2013.php.
Researcher Rune Kvist Olsen has submitted another research paper in which he introduces “The Equal Dignity Organizational Concept.”
The research paper can be accessed here.
Tom Sutcliffe, a columnist at The Independent, makes an interesting comparison between the dictatorial conditions that people in the Middle East are currently protesting and the similar atmosphere which we westerners willingly work under work each day.
Sutcliffe mentions that “it seems odd that people will endure, within the framework of a firm or an institution, a degree of subjection and speechlessness that would strike them as insufferable at the level of citizenship.”
He concludes by hinting that “office tyrannies” might end up becoming the target of mass uprisings not unlike those that we have been witnessing in the Middle East.
In an interview with Fast Company, Mark Pincus discussed the meaning of his philosophy of “making everyone the CEO of something.” Pincus is founder and CEO of Zynga, a popular online gaming company whose products include FarmVille and Mafia Wars.
Here is how the Zynga CEO explained his “making everyone the CEO of something” democratic management philosophy:
When I entered the workforce, I was frustrated. When you’re starting your career, somebody else is “The Man” or “The Woman.” They go into a room and make the decision, not you. You don’t feel empowered. I wanted to break through that. I wanted to push the ownership and decision making to the people who were closest to the features, problems, and opportunities and empower them to go for it, to take risks and make mistakes.
Not everybody has a lot of real management training. One way to get around strong or weak managers is clear lines of ownership. If you have clear goals and people know they own them, it makes up for a lot. No one likes to be given a list of tasks. You want to know what hill you’re supposed to take and the fun is figuring out how.
Stanley D. Truskie, a program professor at the Fischler School of Education, Nova Southeastern University, and author of Leadership in High-Performance Organizational Cultures, wrote an opinion in the Miami Herald where he called for a new, “enlightened” style of management.
Truskie recommends the following leadership practices to help companies quickly adapt and stay at the forefront of their industries:
- Lead from the center.
- Focus on culture.
- Implement 3-C planning.
- Move swiftly.
Truskie argues that “old-style, top-down” management is outdated and that rigid, hierarchical organizations run the risk of falling behind in today’s rapidly changing competitive environment.
Click here to read the entire opinion article.
Bob Moore, the owner of Bob’s Red Mill Natural Foods celebrated his 81st birthday by giving the company that he founded to his employees. Moore announced the new Employee Stock Ownership Plan (ESOP) at an all-company meeting at the headquarters office in Milwaukie, Oregon.
Moore said, “It’s been my dream all along to turn this company over to the employees, and to make that dream a reality on my birthday is just the icing on the cake. To me, this is the ultimate way to reward employees for their contributions to our ongoing success and growth. We have many loyal and long-time employees who I expect will be joined by many new faces over the years to run the company.”
Operations VP Dennis Vaughn, said, “The partners could have sold this company many times for a lot more money, but to them this company is about so much more than the money. I’m just proud to wear the Bob’s Red Mill logo because anywhere I go in this country people say nice things about the company.”
Bob’s Red Mill, a leading provider of whole grain natural foods, has averaged an annual growth rate of 20%-30% over the past 10 years and in that time their mostly North America distribution has expanded internationally.
Contrary to most companies, the vacation policy at Netflix is quite simple: “there is no policy or tracking.” Netflix CEO Reed Hastings referred to vacation limits and face-time requirements as “a relic of the industrial age.”
Several years ago, employees had argued that it wasn’t logical for the company to track vacation days since employees’ hours worked per day or per week were not being tracked.
Netflix executives agreed and did away with vacation policy after the legal issues were taken care of. In a presentation that was leaked to the media, Neflix realized that they “should focus on what people get done, not how many hours or days worked. Just as we don’t have a 9-5 day policy, we don’t need a vacation policy.”
Netflix employees are encouraged to take as much vacation time as they want as long as it doesn’t interfere with their work.
To executives who might worry about such a policy vacuum being taken advantage of by employees, Brian Carney, the author of Freedom, Inc., responds “In a large enough organization, there might be a couple of people who would take two or three months’ vacation–but if a vacation policy is the only thing holding them back from that, they’re probably ‘vacationing’ at their desks anyway.”