Chapter 9- The Wiki Workplace
This chapter was substantially more helpful than the last. The Geek Squad was a great example and gave insigt as to ow one might incorporate “wikinomics” principles into a business in the future. Although the Geek Squad ended up not using the original wiki as planned. But, would this work in a company that wasn’t made up of self-proclaimed Geeks?
Net Gen:
It’s interesting to think about how businesses are going to be run in the future when the “Net-generation” takes over. Are the principles of “wikinomics” going to be the exception or the rule? For Google, for Amazon, for all these “non-traditional” companies, how many failures were there? They are good examples, but doesn’t the average millionaire have 5 failures before striking it big? I wonder what the stats are for businesses.
As I’ve said before, I think one of the great things about our generation is a sort of disbelief when it comes to authority. We have question and we get answers. We do things our way. I’m promoting anarchy here. Just saying that it is good to ask why things are done a certain way and how they can be done better.
Bottoms up:
The bottom up approach is an interesting proposition. I would agree that a lot of times, employees have super valuable knowledge that managers are not tapping into. Especially those employees that interact with customers. Transparency-to a certain extent- is a good thing because all employees should be aware of what’s going on in a company. It’s a two-way street. Opening communication (either top down or bottom up) will lead to the other opening direction opening up- if people are willing to listen. The Sun Microsystems CEO’s blog is a great example…
As far as non-traditional business practices, I’m hoping that time allocation (google was the example in the book) is one of the first things to change. I’m seeing 3-day weekends becoming the norm fairly soon…. And if not, I'm holding out hope for fiesta or aloha Fridays...
1 comment:
I think Toyota makes a better example of employee input. If you can come up with a way of cutting even a second from the assmbly line, you get a bonus as a percent of the money saved. You also get put into management training. I think more companies should follow this model, as it would help retain top people, and alllow firms to identify whgo has potential.
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