Category Archives: Whole Foods Market

Ego: The Biggest Threat to Engagement at Work

But enough about me, let’s talk about you… what do YOU think of me? Bette Midler as CC Bloom in “Beaches” (1988) I often get asked this question: what is the one thing which is most likely to prevent an … Continue reading

Posted in BMW, Debbie Ford, Eckhart Tolle, ego and employee engagement, ego and engagement, employee engagement, employee morale, engagement and supervisor, engagement myths, ethics and employee engagement, ethics and employee morale, executive compensation, executive compensation and morale, executive compensation and worker morale, fairness of executive compensation, Gwen Teatro, happiness at work, ideal manager for high employee engagement, ideal manager for high employee morale, John Mackey, management and employee engagement, management and high employee morale, management and high morale, morale, morale and employee health, morale and external competitiveness of pay, morale and pay, morale and pay for performance, morale and performance, morale and supervisor, morale and workforce performance, morale and workplace performance, morale as competitive edge, morale myths, Trends in Employee Engagement, Trends in Employee Morale, Whole Foods Market, work performance and employee morale, worker engagement and performance | Tagged , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , | 3 Comments

Huffington Post Reviews “The High Engagement Work Culture: Balancing ME and WE”

I’m very pleased to say that Huffington Post contributor Peter Smirniotopoulos has given our new book a great boost with a lengthy and in-depth review, which,  as its author, I am very happy to read.  Peter understands what Cary Cooper … Continue reading

Posted in #HuffPostBiz, @engageatwork, @profcarycooper, @PSmirn, Balancing Me and We, BMW, Cary Cooper, David Bowles Ph.D., ego and employee engagement, ego and engagement, ego based management, employee engagement, employee engagement as competitive edge, employee engagement as mission critical, employee morale, executive compensation, executive compensation and engagement, executive compensation and morale, executive compensation and worker engagement, executive compensation and worker morale, football and morale at work, football coaching and management style, Great Recession, High Engagement, High Engagement Work Culture, HR, Huffington Post, human resources, John Mackey, leadership, Macmillan, management and employee engagement, management and high employee morale, management and high morale, morale, morale and external competitiveness of pay, morale and external competiveness of pay, morale and pay, morale and performance, morale and profitability, morale and workforce performance, morale and workplace performance, morale as "mission critical", morale as competitive edge, Palgrave-Macmillan, Peter Smirniotopoulos, sustainable business culture, sustainable management, sustainable management practices, The High Engagement Work Culture, Uncategorized, US worker engagement levels, Whole Foods Market, work engagement and performance, work performance and employee morale, worker engagement and performance | Tagged , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , | Leave a comment

CEO Pay in the US: Debunking One Of The Reasons It Is So High

I have talked quite a few times in these pages and in my two books about CEO pay, especially in the US.  Why is this?  Because I believe the way it is set it is a fundamental building block for … Continue reading

Posted in @engageatwork, Balancing Me and We, BMW, David Bowles Ph.D., ego and employee engagement, ego and engagement, ego based management, employee engagement, employee morale, ethics and employee engagement, executive compensation, executive compensation and engagement, executive compensation and morale, executive compensation and worker engagement, executive compensation and worker morale, fairness of executive compensation, GM, Great Depression, Great Recession, High Engagement, High Engagement Work Culture, HR, human resources, ideal manager for high employee engagement, ideal manager for high employee morale, John Mackey, leadership, management and employee engagement, management and high employee morale, management and high morale, morale, morale and external competitiveness of pay, morale and internal equity of pay, morale and pay, morale and performance, morale and supervisor, morale and workforce performance, morale and workplace performance, morale myths, myths of morale, sustainable business culture, sustainable management, sustainable management practices, The High Engagement Work Culture, Uncategorized, US worker engagement levels, Whole Foods Market, work engagement and performance, worker engagement and performance | Tagged , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , | Leave a comment

David Bowles and Cary Cooper Announce Release of New Book

Now released worldwide (Print/Digital) June 12th, 2012 Dear Colleagues and Friends:  It is with absolute delight that I am able to announce to you the release of my second book, co-authored as was the first with my friend of over … Continue reading

Posted in "me" to "we", @engageatwork, Aldi, Apple, Balancing Me and We, BEST practices, BEST test, BMW, Cary Cooper, David Bowles Ph.D., ego and employee engagement, ego and engagement, ego based management, employee engagement, employee engagement and customer satisfaction, employee engagement as competitive edge, employee engagement as mission critical, Employee Engagement Network, employee morale, engagement benchmark, engagement myths, ethics and employee engagement, ethics and employee morale, executive compensation, executive compensation and morale, executive compensation and worker morale, external benchmark morale, fairness of executive compensation, football and morale at work, France Télécom, Goldman Sachs, Google, Hams Hall, happiness at work, happiness at work and worker engagement, High Engagement, High Engagement Work Culture, high morale supervisor, human resources, ideal manager for high employee engagement, ideal manager for high employee morale, James Gorman, John Mackey, leadership, Lloyd Blankfein, management and employee engagement, management and high employee morale, management and high morale, manager self-development for high employee engagement, manager self-development for high employee morale, merging customer and employee satisfaction data, morale, morale and customer satisfaction, morale and employee health, morale and external competitiveness of pay, morale and external competiveness of pay, morale and performance, morale and profitability, morale and supervisor, morale and workforce performance, morale and workplace performance, morale as competitive edge, morale myths, Morgan Stanley, Palgrave-Macmillan, seniority and layoffs, Sergey Brin, Sir Richard Branson, Starbucks, Steve Jobs, sustainable business culture, sustainable management, sustainable management practices, Trader Joe's, Trends in Employee Engagement, Trends in Employee Morale, Twitter and employee engagement, Twitter and worker engagement, UK worker engagement levels, Uncategorized, US worker engagement levels, Vineet Nayar, Whole Foods Market, women and work, women in management, women in management and organizational performance, women in the workforce, women in top management, work performance and employee morale, worker engagement and performance | Tagged , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , | Leave a comment

10 Things I Want To Hear About on Morale and Engagement at SHRM11

Like a lot of people I am excited to be going to SHRM’s annual conference and exhibition this year in Las Vegas, Nevada and to have a chance to blog from there as I did last year. With so many … Continue reading

Posted in 2010 SHRM Blog Squad, @engageatwork, @SHRM10, @SHRM11, BMW, David Bowles Ph.D., employee engagement, employee engagement and customer satisfaction, employee engagement as competitive edge, employee engagement as mission critical, Employee Engagement Network, employee morale, employee survey myths, employee surveys, enagagement benchmark, engagement and supervisor, engagement myths, executive compensation, executive compensation and morale, executive compensation and worker morale, external benchmark morale, fairness of executive compensation, Gallup, Gallup Q12, happiness at work, happiness at work and worker engagement, HayGroup, high morale supervisor, HR, human resources, ideal manager for high employee engagement, ideal manager for high employee morale, internal vs external benchmarking of employee data, leadership, management and employee engagement, management and high employee morale, management and high morale, morale, morale and customer satisfaction, morale and employee health, morale and internal equity of pay, morale and pay, morale and pay for performance, morale and performance, morale and productivity, morale and profitability, morale and supervisor, morale and workforce performance, morale and workplace performance, morale as "mission critical", morale as competitive edge, morale benchmark, morale myths, myths of morale, SHRH 2011 Conference, SHRM, SHRM 2011 Conference Las Vegas, SHRM Annual Conference, SHRM Blog Squad, SHRM Conference San Diego June 27-30 2010, TowersWatson, Trends in Employee Engagement, Trends in Employee Morale, UK worker engagement levels, US worker engagement levels, WatsonWyatt, Whole Foods Market, work performance and employee morale, worker engagement and performance | Tagged , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , | 14 Comments

Let’s Be Clear: Executive Compensation Excess is Eroding Employee Morale and Engagement

(This is Part 2 of a three part series on executive compensation and morale). Earth to CEOs:  Come Back Down Here with Us! First a disclaimer:   this post is about a sub-set of CEOs, not all.  I am a business psychologist … Continue reading

Posted in "Undercover Boss", @Jack_Welch, Apple, BMW, employee engagement, employee morale, enagagement benchmark, executive compensation, executive compensation and morale, executive compensation and worker morale, external benchmark morale, fairness of executive compensation, GE, GM, happiness at work, Hewlett-Packard, Home Depot, HP, Jack Welch, John Mackey, Mercer, morale and employee health, morale and external competitiveness of pay, morale and internal equity of pay, morale and pay, morale and pay for performance, morale and performance, morale and productivity, morale and profitability, morale and workforce performance, morale and workplace performance, morale as "mission critical", morale as competitive edge, morale benchmark, Sergey Brin, Steve Jobs, Whole Foods Market, work performance and employee morale | Tagged , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , | 5 Comments

Executive Compensation and Worker Morale I: The John Mackey Blog

Back in June of last year John Mackey, CEO of Whole Foods Market, an organic grocer headquartered in Austin, Texas, wrote a piece on the Harvard Business Review Blog about excesses in executive compensation and the effect these had on … Continue reading

Posted in employee engagement, employee morale, executive compensation, executive compensation and morale, executive compensation and worker morale, Harvard Business Review Blog, John Mackey, morale and customer satisfaction, morale and employee health, morale and performance, morale and productivity, morale and profitability, morale and workforce performance, morale and workplace performance, morale as "mission critical", morale as competitive edge, Whole Foods Market, work performance and employee morale | Tagged , , , , , , , , , , , , , , , , , , , , , , , | 2 Comments