The spring 2022 issue of MIT SMR focuses on how companies use KPIs to measure performance. Plus: What happy, rude, or activist employees bring to the table; strategic thinking for uncertain times.
During this LinkedIn live event, speakers from Levi Strauss & Co., MIT Sloan Management Review, and Boston Consulting Group outline how AI implementation improves corporate culture.
MIT Sloan’s Zeynep Ton explores why there are so many bad jobs and what organizations can — and should — do about it.
Respondents to recent global surveys say their organizations are capturing substantial value from AI.
Employee well-being and happiness are surprisingly powerful predictors of performance.
Vans’s Doug Palladini discusses how the future of work is playing out at the global sports lifestyle brand.
Businesses can boost retention when they help employees align their work to their sense of purpose.
Stephanie Creary discusses the practices that underlie positive workplace diversity, equity, and inclusion outcomes.
Incivility isn’t just about the office jerk. It’s also about dysfunctional employee relationships.
Employees are demanding that companies engage in social issues. Leaders need to be ready to respond.
Data analysis reveals the top reasons behind the Great Resignation and actions managers can take to reduce attrition.
Day Two of MIT SMR’s Work/22 symposium included discussions of workplace culture, good jobs, and employee development.
Day One of MIT SMR’s Work/22 symposium included discussions of employee activism, DEI best practices, and collaboration.
Forces that have been in play since before the pandemic began can help explain today’s turbulence in the workforce.
David Kiron and François Candelon discuss the latest MIT SMR-BCG AI and business strategy report at Web Summit 2021.
The winter 2022 issue of MIT SMR provides a collection of articles to help leaders overcome the obstacles that can get in the way of innovation.
Use network analysis to identify barriers to cultural change and spread new organizational values in targeted ways.
Organizational network analysis reveals more effective ways to be more inclusive of employees from marginalized groups.
Leaders can take steps to shift their product development teams toward a mindset of designing for cybersecurity.
People can take meaningful steps to become more effective allies for members of marginalized groups at work.
