WHAT IS A PEOPLE-CENTRIC ORGANISATION?

A people-centric organisation is one that puts people, namely employees, customers, community members, etc. in the centre of their development agenda, would help the organisation survive & thrive in the face of risks, conflicts, changes & crises (RCCC). 

A truly people-centric organisation has two other important capabilities - the alignment between people's goals & organisational goals, and an ability to focus on people-centric energy to turn RCCC into a source of strategic opportunity.

People-centric organisations take the highest form of maturity among 04 organisational genes, namely Accountable, Proactive, Effective & People-centric. The maturity results from the marriage & interaction between  Rules, Perks, Structures, & Info as the 04 most important attributes for any organisational gene.

Through in-depth case studies of organisations of different sizes, sectors, and ownership structures, we have also discovered other 04 opposite organisational genotypes namely (Un)accountable, (Un)proactive, (In)effective, & (Non)people-centric .

 

These 08 genotypes build business as usual (BAU) efficiency as well as robust and agile response and recovery from RCCC - risks, conflicts, changes & crises.

 
PEOPLE-CENTRIC ORGANISATIONAL GENES

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08 TYPICAL ORGANISATIONAL GENES DEVELOPED BY RESPECT

THE KEY ISSUE

WE@WORK 4.0 - GENE DECODING FRAMEWORK

RCCC | RISK - CONFLICT - CHANGE - CRISIS


WE@WORK 4.0 introduces the unique framework to decode & improve organisational genes, which identify real-time RISKS - CONFLICTS - CHANGES - CRISES (R-C-C-C) & the ability to manage R-C-C-C in short & long terms. 

WHAT PEOPLE SAY 

"WE@WORK 4.0 helps us define our organisational DNA in a very simple way.

This not only helps us accurately measure how the organisation works but also zoom in under-water problems and addresses them before they become more complicated".

—  Kevin M. CEO T&T —

Quick survey
1. How do you score your organisation performance?
2. How do you score your organisation in Risk - Change - Conflict - Crisis Management?
3. In your opinion, an organisation performance depends on which relation?
4. If you're a leader, when is the most important time to identify & improve your organisation's gene?
How do you want to explore WE@WORK 4.0?
 

QUICK TEST YOUR ORGANISATIONAL DNA

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START 04-HOUR COMPLIMENTARY WORKSHOP

Schedule a complimentary, four-hour Team/Organisational Excellence Workshop to start developing your team today. The workshop is exclusively designed for you - zero cost & zero commitment. All your team has to do is to kick-start your own Organisational Excellence Program that yields the highest ROI in your historic records. 

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FOOD FOR

THOUGHTS

R-C-C-C (Risk - Change - Conflict - Crisis) Management to succeed

Why do organisations need R-C-C-C Management to improve organisational gene and develop sustainably in the face of dramatic changes & challenges?

FOOD FOR

THOUGHTS

Economic aspect of labour relation

How do labor laws need to be reformed to better support the process of economic development?

FOOD FOR

THOUGHTS

06 frightening reasons that make your employees run away

What a leader should know to protect your employer branding, retain high-performers & recruit talents? 

FOOD FOR

THOUGHTS

What makes gender inequality at work?

Instead of knowledge and status, self-confidence is what women lack and it makes them feel inferior to men.

FOOD FOR

THOUGHTS

06 leaders "management" techniques to better performance

What employees should know to "manage" 06 "frightening" leaders? 

FOOD FOR

THOUGHTS

The battle of Gig vs Job

Jobs and Gigs under the impact of the 4.0 revolution.

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