Time and time again, what was mentioned was the concept of follow-through - that is, how do we get our employees to act persuasively (and authentically) after a decision has been taken? I told a funny story about my experience researching my father's career who is the chairman of Thomas Wyatt Plc in Nigeria.
I pointed also to the amazing story of the late Herbert Wigwe and how I was watching motivational videos of him and D'Banj back in the day. Herbert was an example to us all and a dedicated nation builder, who led as a transformational MD. Not only in the financing of critical infrastructure across the Federal Republic in his day job but also as a man. Wigwe University, as an example of Herbert's influence, is set to be an outstanding success story. Herbert was an exceptional example of such leadership and I pay my respects.
Literature Topics
What resonated with many of us on B812's Day School was when we were asked what two unit topics we valued most from the Evidence-Based Value in People Management module. Most people cited the hierarchy of evidence or Analytics, but what I found most interesting was neither the aforementioned nor the obvious attraction presented by the apex of Gifford's hierarchy. What was it then? Easy - in hindsight, I found learning through qualitative methods such as semi-structured interviewing and surveying as containing the most to offer.
Andy (a B812 Tutor) asked us to select one of our blogs to present as a discussion topic on the Day School. I chose an extract from this page, where I have posted a total of 23 course-related blogs. For the EMA, I have chosen Wellbeing as a theme for the part 1 literature review and the part 2 critically reflective account. I decided to choose Wellbeing as a theme based on personal experience. I did some prior research into Recruitment as a theme for the EMA however, I decided against it because I want to continue to read more into the role of evidence, data, and analytics in people management. Herein lies an excellent opportunity for me to do so.
My chosen topic for the part 1 lit review within Wellbeing is Presenteeism, which is mentioned a few times in the B812 module in tutorials and the TGFs. One of the earliest references is in December (Week 6). I have since been learning by using various sources (OU’s Library, Google Scholar, JSTOR, etc.) which provide journal articles that explain a diversity of views on why presenteeism is so excessively costly in comparison to a theory known to many in the field as ‘shirking’. Dr Andrew Bryce (Sheffield) wrote in one of my other blog posts that the two aspects of productivity, that is, shirking and presenteeism, are similar but distinct. However, are both the responsibility of HR to ascertain the impact of therein?