By Brook Manville
The "knowledge revolution" is generally permitted, yet strategic leaders now speak of the logical subsequent step: the human capital revolution and the necessity to deal with a professional humans in a wholly varied manner. The association of the long run needs to be not just nimble and versatile but additionally self-governing and values-driven. yet what is going to this destiny association seem like? and the way will it's led? during this considerate ebook, organizational specialist Brook Manville and Princeton classics professor Josiah Ober recommend that the version for construction the longer term association may possibly lie deep some time past. The authors argue that old Athenian democracy used to be an inventive option to organizing human capital throughout the perform of citizenship. That historical resolution holds profound classes for ultra-modern forward-thinking managers: they have to reconceive trendy "employees" as "citizens."Through this provocative case learn of innovation and excellence lasting 200 years, Manville and Ober describe a stunning democratic association that empowered tens of hundreds of thousands of people to interact for either noble objective and hard-edged functionality. Their publication deals undying guiding rules for organizing and prime a self-governing company. a distinct and compelling imagine piece, "A corporation of voters" will switch the way in which managers envision the management, values, and constitution of tomorrow's people-centered businesses.
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He relishes the prospect of a historical and glorious victory. 1 The Persian king's expectations were not based on foolisTi hopes. His empire had been expanding for the past seventy years; it had amassed huge capital resources and an equally huge array of armed forces. Persia was always on the lookout for new opportunities to grow, and Greece was now the obvious target. The Persian intelligence reports were encouraging: Greece was 23 io A Company of Citizens divided into hundreds of relatively small, fiercely independent city-organizations, given to frequent and costly fighting among themselves.
When it came to the fighting, the Athenians surprised, outtnaneuvered, and outfought the Persian navy. Contrary to what the king and his generals assumed, the Athenians were not disorganized or in hiding. They were full of confidence in their own decisions and in their leadership. They trusted in the innovative battle plan they had agreed upon in the course of open deliberations. And as a result, their morale and indeed their performance were outstandingly high. A newly built Athenian navy, a fleet of long, sleek, oared warships, whose construction had been mandated by the citizen Assembly, played the central role in the Greek victory over Persia.
8 Each model makes important points. But few of them have really tried to understand Back to the Future II the profoundly human processes that define human organization. N o r can they answer the difficult questions about sustainability and scale that arise as soon as people are treated as something other than cogs in a machine. We certainly learn something when we compare organizations to atomic particles or bees, but there is special value in a case study that focuses on people working over extended periods of time and solving the problems of governing thousands of individuals, each with human needs and aspirations.