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	<title>art-cm &#187; corporate culture</title>
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	<link>http://www.art-cm.com</link>
	<description>The Art of Creative Management</description>
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		<title>To Get the Right Match, Start with the Right Batch</title>
		<link>http://www.art-cm.com/2010/08/to-get-the-right-match-start-with-the-right-batch/</link>
		<comments>http://www.art-cm.com/2010/08/to-get-the-right-match-start-with-the-right-batch/#comments</comments>
		<pubDate>Tue, 03 Aug 2010 18:32:49 +0000</pubDate>
		<dc:creator>Leon Tonkonogy</dc:creator>
				<category><![CDATA[Featured Articles]]></category>
		<category><![CDATA[corporate culture]]></category>
		<category><![CDATA[employment]]></category>
		<category><![CDATA[engagement]]></category>
		<category><![CDATA[hiring]]></category>
		<category><![CDATA[innovation]]></category>
		<category><![CDATA[motivation]]></category>
		<category><![CDATA[person-organization fit]]></category>
		<category><![CDATA[recruitment]]></category>
		<category><![CDATA[selection]]></category>

		<guid isPermaLink="false">http://www.art-cm.com/?p=1075</guid>
		<description><![CDATA[Innovative organizations cannot sustain their achievements without fresh ideas and new approaches that are often brought in by new hires.  Companies that foster innovation need not just highly skilled workforce; they need highly engaged employees – people who love to work there, who are motivated to be creative, and whose personal values fit well the organizational culture. Finding the “right” people for the organization is a challenge that goes through all stages of a recruitment process.  However, if the initial step of generating applicants fails to bring these "right" people into the mix, the whole hiring process may prove fruitless.]]></description>
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		<title>Are We Prepared to Innovate?</title>
		<link>http://www.art-cm.com/2010/07/are-we-prepared-to-innovate/</link>
		<comments>http://www.art-cm.com/2010/07/are-we-prepared-to-innovate/#comments</comments>
		<pubDate>Thu, 29 Jul 2010 17:07:08 +0000</pubDate>
		<dc:creator>Julia Fischer Baumgartner</dc:creator>
				<category><![CDATA[Featured Articles]]></category>
		<category><![CDATA[business]]></category>
		<category><![CDATA[competitive]]></category>
		<category><![CDATA[corporate culture]]></category>
		<category><![CDATA[creativity]]></category>
		<category><![CDATA[divergent thinking]]></category>
		<category><![CDATA[global]]></category>
		<category><![CDATA[innovation]]></category>
		<category><![CDATA[innovation research]]></category>

		<guid isPermaLink="false">http://www.art-cm.com/?p=1059</guid>
		<description><![CDATA[It’s time to stop treating our creative thinkers like kooky grown-up children and start respecting the deep practice and education they bring to their work.  It’s time to become one of them.]]></description>
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		<slash:comments>2</slash:comments>
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		<title>Cultures of Innovation and Global Cultural Change</title>
		<link>http://www.art-cm.com/2009/09/cultures-of-innovation-and-global-cultural-change/</link>
		<comments>http://www.art-cm.com/2009/09/cultures-of-innovation-and-global-cultural-change/#comments</comments>
		<pubDate>Wed, 23 Sep 2009 18:59:33 +0000</pubDate>
		<dc:creator>Julia Fischer Baumgartner</dc:creator>
				<category><![CDATA[Featured Articles]]></category>
		<category><![CDATA[corporate culture]]></category>
		<category><![CDATA[cultural change]]></category>
		<category><![CDATA[culture]]></category>
		<category><![CDATA[global]]></category>
		<category><![CDATA[Hofstede]]></category>
		<category><![CDATA[innovation]]></category>
		<category><![CDATA[innovative organizations]]></category>
		<category><![CDATA[organizations]]></category>
		<category><![CDATA[values]]></category>

		<guid isPermaLink="false">http://www.art-cm.com/?p=698</guid>
		<description><![CDATA[In an innovative culture, high cultural intelligence (CQ) is present, valued and nurtured.  The economic demands on organizations to become laboratories of innovation will require workforces made up of individuals possessing high CQ.  As high CQ becomes more and more valued, and in turn becomes part of business school training, the wider culture will begin to find greater flexibility along the Hofstede's cultural dimensions over time.]]></description>
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		<slash:comments>3</slash:comments>
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		<title>Innovation as Driving Force of Cultural Change</title>
		<link>http://www.art-cm.com/2009/09/innovation-as-driving-force-of-cultural-change/</link>
		<comments>http://www.art-cm.com/2009/09/innovation-as-driving-force-of-cultural-change/#comments</comments>
		<pubDate>Tue, 08 Sep 2009 22:00:27 +0000</pubDate>
		<dc:creator>Julia Fischer Baumgartner</dc:creator>
				<category><![CDATA[Discussion Points]]></category>
		<category><![CDATA[corporate culture]]></category>
		<category><![CDATA[cultural change]]></category>
		<category><![CDATA[culture]]></category>
		<category><![CDATA[global]]></category>
		<category><![CDATA[Hofstede]]></category>
		<category><![CDATA[innovation]]></category>
		<category><![CDATA[innovative organizations]]></category>
		<category><![CDATA[organizations]]></category>
		<category><![CDATA[values]]></category>

		<guid isPermaLink="false">http://www.art-cm.com/?p=611</guid>
		<description><![CDATA[Could organizations that adopt cultures of innovation birth a wider movement for cultural evolution on a national, and even a global, scale?]]></description>
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		<slash:comments>15</slash:comments>
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		<title>Cultural Fit: Considerations Before Interviewing</title>
		<link>http://www.art-cm.com/2009/08/cultural-fit-considerations-before-interviewing/</link>
		<comments>http://www.art-cm.com/2009/08/cultural-fit-considerations-before-interviewing/#comments</comments>
		<pubDate>Wed, 05 Aug 2009 21:46:47 +0000</pubDate>
		<dc:creator>Leon Tonkonogy</dc:creator>
				<category><![CDATA[Featured Articles]]></category>
		<category><![CDATA[corporate culture]]></category>
		<category><![CDATA[cultural fit]]></category>
		<category><![CDATA[employment]]></category>
		<category><![CDATA[hiring]]></category>
		<category><![CDATA[human resources]]></category>
		<category><![CDATA[job hunting]]></category>
		<category><![CDATA[job interview]]></category>
		<category><![CDATA[management]]></category>
		<category><![CDATA[organizational culture]]></category>
		<category><![CDATA[productivity]]></category>
		<category><![CDATA[recruiting]]></category>
		<category><![CDATA[situational judgment tests]]></category>
		<category><![CDATA[skills]]></category>

		<guid isPermaLink="false">http://www.art-cm.com/?p=483</guid>
		<description><![CDATA[Something feels broken in our current recruiting system. Research tells us that firm success depends upon having the "right" workforce, emphasizing the alignment of corporate cultural values between organizations and their employees. However, companies invite candidates to interviews based on a system of keyword matching, looking for technical skills and previous experience, leaving out cultural fit considerations to the face-to-face meetings. But what are the chances that, under the current system, those "right" people will even get invited?]]></description>
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		<slash:comments>5</slash:comments>
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		<title>Competitive Advantage: Small Firm Flexibility vs. Big Firm Sustainability</title>
		<link>http://www.art-cm.com/2009/07/competitive-advantage-small-firm-flexibility-vs-big-firm-sustainability/</link>
		<comments>http://www.art-cm.com/2009/07/competitive-advantage-small-firm-flexibility-vs-big-firm-sustainability/#comments</comments>
		<pubDate>Wed, 29 Jul 2009 00:09:33 +0000</pubDate>
		<dc:creator>Julia Fischer Baumgartner</dc:creator>
				<category><![CDATA[Featured Articles]]></category>
		<category><![CDATA[agility]]></category>
		<category><![CDATA[business]]></category>
		<category><![CDATA[business development]]></category>
		<category><![CDATA[business growth]]></category>
		<category><![CDATA[competition]]></category>
		<category><![CDATA[competitive advantage]]></category>
		<category><![CDATA[corporate culture]]></category>
		<category><![CDATA[identity]]></category>
		<category><![CDATA[small business]]></category>
		<category><![CDATA[strategy]]></category>
		<category><![CDATA[sustainable competitive advantage]]></category>

		<guid isPermaLink="false">http://www.art-cm.com/?p=458</guid>
		<description><![CDATA[In unstable environments, there is no sustainable competitive advantage, only multiple temporary competitive advantages.  If this is true, small-to-mid-sized firms may be the big earners of our time.]]></description>
		<wfw:commentRss>http://www.art-cm.com/2009/07/competitive-advantage-small-firm-flexibility-vs-big-firm-sustainability/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
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		<title>Radical Innovation: The Prodigal Mandate</title>
		<link>http://www.art-cm.com/2009/07/radical-innovation-the-prodigal-mandate/</link>
		<comments>http://www.art-cm.com/2009/07/radical-innovation-the-prodigal-mandate/#comments</comments>
		<pubDate>Mon, 20 Jul 2009 17:00:46 +0000</pubDate>
		<dc:creator>Julia Fischer Baumgartner</dc:creator>
				<category><![CDATA[Featured Articles]]></category>
		<category><![CDATA[corporate culture]]></category>
		<category><![CDATA[creativity]]></category>
		<category><![CDATA[innovation]]></category>
		<category><![CDATA[innovation research]]></category>
		<category><![CDATA[leadership]]></category>
		<category><![CDATA[management]]></category>
		<category><![CDATA[radical innovation]]></category>
		<category><![CDATA[small business]]></category>

		<guid isPermaLink="false">http://www.art-cm.com/?p=408</guid>
		<description><![CDATA[A 2007 McKinsey Global Survey revealed that 70 percent of corporate leaders call innovation one of their top three priorities.  They believe that breakthrough (or radical) innovation will have the greatest affect on corporate performance.  The report shows that these leaders agree -- "innovation is the best strategic decision for sustainable competitive advantage."  Yet these same leaders report that strategies for spurring innovation in their companies elude them.  Too many barriers exist.  Why?  ]]></description>
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		<slash:comments>3</slash:comments>
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