When this Blawg’s Michael Harris Speaks, Reporters as Well as Students Listen
November 19, 2005He’d never do it himself, so I thought I’d quickly blow Michael’s horn. Lately, it seemed like everywhere I looked he was being quoted.
But he’s not this guy.
Michael quoted by the St. Louis Post-Dispatch:
“Corporate America no longer values loyalty, morale, survey shows,” by David Nicklaus
Michael Harris, a professor of management at the University of Missouri at St. Louis, says the satisfaction gap probably results from “a combination of intended and non-intended consequences. . . . In our culture there is a strong bias against older employees.” Managers aren’t being completely irrational, he points out, when they lavish more attention on the star worker they hired a year ago than on the 15-year employee who’s a steady performer. Losing either of them would be costly, and the new person is far more likely to jump ship. The flaw in this logic, though, is that the rising stars will realize quickly that the company doesn’t value long-termers. They’ll keep job-hopping until they find someplace that does.
“Edward Jones’ new top exec is not a stranger,” by Jack Naudi
Michael Harris, a professor of management and organizational management at the University of Missouri at St. Louis, said Edward Jones’ 30,000 employees will look to Weddle for guidance. “How important will good, ethical practices be?” Harris said. “If it’s a lot of lip service, people will notice that.”
Michael quoted by Workforce Management:
“Use of Exit Interviews Grows, Gets More Sophisticated,” by Eilene Zimmerman
Since January, Black & Veatch has been comparing data from its newly designed exit interviews with its workforce engagement surveys in order to accurately gauge how employees feel about their jobs. . . Michael Harris, a professor of human resources at the University of Missouri-St. Louis’ College of Business, says that’s a smart move. “Think of your employee as your customer,” he says. “Most companies want to measure customer satisfaction, but it’s important to also find out why your customers are leaving.”
And finally, an upcoming two-day American Society for Training and Development seminar in St. Louis: “Advanced Training for Trainers - The Next Level of Extraordinary Results,” featuring Barbara Carnes, Ph.D. and Michael Harris, Ph.D.
If you are ready to take your training programs to the next level, this course is for you. You will learn advanced techniques for:
– energizing your training program,
– drawing trainees in, and
– increasing the value and effectiveness of all your training programs.
In this course, designed specifically for experienced trainers, consultants, and human resource managers, you will learn cutting-edge techniques for coaching, performance consulting, and e-learning. You will also learn how to assess the return on investment (ROI) of your programs.
It should be clear that with Michael being so busy and having such well-recognized expertise, this Blawg and its readers are fortunate indeed to benefit from his contributions.
Related Posts
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Michael’s Upcoming Speaking Engagement
HR/Employment Blogosphere update for April 11, 2005, Part 1
Customers vs. Employees: The Customer Isn’t Always Right
Look Before You Learn: Evaluating OnLine MBA Programs
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