Organizational Behavior

Less than a year after the launch of ChatGPT, there’s a lot of uncertainty around how fast it will move into the workplace — but many experiments are already underway.

Messaging around organizational culture should be differentiating, clear, credible, and consistent across teams.

A presenter at an MIT SMR symposium answers questions about using skills, not degrees, as the benchmark for hiring.

Two presenters from MIT SMR’s Work/23 symposium answer leaders’ questions about helping employees chart their own paths.

A presenter at an MIT SMR symposium answers questions on how gender, age, and race can affect career advancement.

Brian Elliott, a presenter at MIT SMR’s Work/23 symposium, answers questions about going hybrid.

Seven ways managers can support their teams amid instability to help workers maintain a sense of control and motivation.

Explore MIT Sloan Management Review’s top 10 most popular articles of the year so far.

Andrew Barnes, a presenter at MIT SMR’s Work/23 symposium, answers questions about reducing the length of the workweek.

Learning needs to be personalized, presented in a hybrid manner, and focused on transferable skills.

The full video of an MIT SMR symposium looks at how the pandemic has changed the way we work.

Learn how to build a culture that attracts top talent and boosts retention.

In this Q&A, Amy Ihlen of ADP discusses how connected cultures enhance engagement and inclusion.

Organizations can leverage a skills-based approach to culture change to speed the process and address real challenges.

Supportive behavior among employees is key to engagement, but men’s social investments reap more benefits than women’s.

Four steps managers can take to help establish a culture of trust and honesty in remote and hybrid work environments.

Research finds that cultivating self-compassion at work may be key to boosting helping behaviors among employees.

A study points to evidence-based practices that can make employees feel safer speaking up about ethics concerns at work.

A company’s ability and willingness to support employees grieving after a loss can impact its culture and retention.

Companies benefit when employees across demographics have an equal opportunity to affect organizational decision-making.