pp. 206, 1a edizione 2015 (Codice editore 1490.56)
Andrea Notarnicola’s new book describes the new strategies being adopted by companies to combat conformism. In its composite variety, every company is a small but sizeable universe that works better when it explicitly adopts criteria of inclusion and innovation. In an in-depth examination, the book also reports the case of businesses in Italy that have decided to apply this strategy in promoting the inclusion of GLBT people to create a fertile, authentic work environment for everyone.
Presentazione del volume
"If it is true that talent is the key to the success of a country and its businesses, then talent should be sought out wherever it is found, should be protected and developed in any form in which it presents itself, should be connected and valued so that it can help predict and manage the changes that are continually arising, in a rapid, complex period like the one in which we are living."
From the preface by Ivan Scalfarotto, Undersecretary of State - Government of the Republic of Italy Founder and Honorary, President of Parks
Inclusion and innovation: this is the new binomial for growth. How can a team of managers- all from the same university, uniform in their convictions and extroverted style, who are almost all from the same country, fortyish, straight, male and perfectly able-understand a pluralistic, multinational market?
A global orientation is persuading the best companies to think of the reasons for inclusion as the new, fundamental, competitive edge. According to research, a team of experts in creativity is less creative than a team of non-experts rich in diversity. This is due to the rapid demographic and social changes, and companies have come to understand that the search and respect for differences advance business.
The numbers are clear. Today markets are rewarding open companies that marry philosophy and practice in an ever more homogenous mix of ethics and economic advantage. If the success of global brands like Apple, Virgin, and IBM was built by dyslexic entrepreneurs, many businesses are competing by freeing up their talent in its most original and genuine form.
Andrea Notarnicola's new book describes the new strategies being adopted by companies to combat conformism. In its composite variety, every company is a small but sizeable universe that works better when it explicitly adopts criteria of inclusion and innovation. In an in-depth examination, the book also reports the case of businesses in Italy that have decided to apply this strategy in promoting the inclusion of GLBT people to create a fertile, authentic work environment for everyone.
Andrea Notarnicola, a partner at Newton and training manager at Parks, a non-profit organization for GLBT diversity, is a consultant for cultural change. Author of various books and a column, he is also a lecturer at universities and business schools.
Part I. Inclusion and innovation
A strategy for continuous change
Creating a competitive advantage
Acquiring and retaining customers
Stereotypes and disgust, terrible decision-making tools
Changing business culture
Global inclusion: a tool for self-assessment
(Nike: not just a fashion statement; illy citizens: a matter of citizenship; Covidien: exploring together; Procter & Gamble: without boundaries; Pricewaterhouse Cooper: the subject makes all the difference; Siemens AG: liberating energy; Nestlé, Tetra Pak, Luxottica: inclusive welfare)
Part II. The culture of inclusion and talent
The bases of inclusion
(Accepting one's own mistakes; Encouraging collective intelligence; Bringing back good manners at the company; Studying language: a new view of life)
Including personal styles
(Introversion and extroversion; Time for thinking; Open learning)
Body or talent?
(A company "beautiful on the inside"; The issue of ability)
Form. Setting the basic requirements for managerial training
Part III. Towards global inclusion
An authentic workplace for everyone
Parks and Out & Equal: Italy and the USA
Measuring inclusion: a sample questionnaire
(IKEA: "To be one of us, you have to be yourself"; IBM: the intelligence of inclusion; Microsoft: "You are more than your job"; Deutsche Bank: being plural to become universal; Consoft Sistemi: inclusion as organizational DNA; Linklaters: the asset of respect; Eli Lilly: personal innovation; Johnson & Johnson: "Care with Pride"; Clifford Chance: a sector innovating; Barilla: inclusion and understanding; Costa Group: the collective creation of new corpo-rate values; Lexellent: employment law practice and issues of inclusion; Roche: inspiration and innovation; Telecom Italia: differences and similarities; Newton Management Innovation: the languages of access; State Street: a strategic imperative; Citi: being aware of your strategy)
Tutti i campi devono essere compilati.