Marko Kesti

Human tacit signals at organization performance development

– The purpose of this paper is to deal with tacit signals and organization performance development. Tacit signals are personal guiding beliefs that arise from tacit knowledge. The paper describes theoretical hypotheses how tacit signal method is utilized in competence measurement and organization performance improvement. Theories are evaluated by empirically grounded study., – The tacit signal approach is linked to human pressure‐performance theory of inverted U‐curve, known as Yerkes‐Dodson law. Moreover, a new mental model of five interrelated competences is used in order to understand the pluralistic nature of organization development. These five competences are management, leadership, culture, skills, and processes. The paper describes how competences can be studied by tacit signals, offering positive elements for both management and performance. The case study is done in Finnish commercial business enterprise of approximately 1,000 employees., – Empirically grounded case study supports the theoretical approach, showing that tacit signals are in correlation to organization performance. Tacit signals help working groups identifying their collective dissonance in a way that will help them to increase emotional intelligence and performance. In the case, company significant improvement in profitability is found., – The paper connects researcher innovation of tacit signals to organization competence measurement. This paper supports hypotheses that persons have tacit knowledge of personal situation at pressure‐performance curve. This situation can be measured for each competence by tacit signal inquiry which guides to optimal improvement which strengthens the group emotional intelligence and increases performance. The described tacit signal method and system intelligence model gives additional value to further scientific studies.

Organization Human Resources Development Connection to Business Performance

Abstract Article presents human competencies and human resource development (HRD) connection to business performance. The paper has two main contributions: firstly, to present the concept of optimal workplace innovations and secondly, to present plausible scientific explanation why human resource development may increase productivity.

Positive Human Tacit Signal Approach and Competence System Intelligence in Organization

Ghoshal et al. (2000) have showed that people’s knowledge and competence will be increasingly critical for organizational success. The one who can recognize both human needs and emotional intelligence, but also is able to confront and lead people will probably be more successful with organization and work demands. However, the system complexity exists and human being such many-sided entity that organizational purpose may not be easily completed by traditional approaches and leadership (e.g. Stacey, 2001; Kets de Vries, 2006). In this context, thematic new approaches and designs are needed in order to tackle and develop the emotional intelligence in workplaces. In this chapter the positive human tacit signal approach and competence system intelligence are studied in order to recognize, develop and manage emotional intelligence in the workplaces. Also the importance of positive is studied to serve human leadership.

The Latitude of Information Management in Local Government: Views of Local Government Managers

This article explores the changing role and latitude of information management in local e-government. Municipalities have implemented information management and e-government for decades, but due to the cultural, political and behavioral reasons these efforts often face problems. This paper seeks to address these limitations by exploring the issues from the perspective of latitude. An empirical study where 137 managers answered questionnaires with open questions and 16 were interviewed was conducted in Finnish municipalities. The overall profile and latitude of information management is yet unstructured and narrow, indicating only supportive operations, as managers have difficulties with the complex domain of information management. The interaction between various stakeholders is also undeveloped. The authors conclude that both strategic integration and a hybrid type of management are required in local e-government. This article provides a framework of information management that can help enhance understanding of the determinants of information management in local governments. The Latitude of Information Management in Local Government: Views of Local Government Managers

Linking the Ancient Wisdom to the Contemporary Management Concepts

Yin Yang is a unique Chinese duality thinking bearing some resemblance to the dialectical thinking in the West. It captures the Chinese view of paradox as interdependent opposites compared with the Western view of paradox as exclusive opposites.

An Yin Yang: Tacit Signal Integrated Human Capital Performance Analysis

The principle of wuxing (five elements) from yin–yang has been widely used in various areas in our daily lives. As discussed in the previous sections, yin yang has been the doctrine of the naturotherapy. The interaction between five elements is used for describing the vital functions of the human beings [13].