Currently viewing the category: "– Who is a contributor?"

“Wouldn’t this (number of contributors) also depend on the type of the organization? Like in a family owned business for example, you would strategically want more workers and less contributors, and there might be others which might be more ‘open-spaced’ organizations where you would automatically have empowered people and hence contributors.”

Yes and no, because […]

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Even prior to roles, expectations, structure, resource and so many other aspects at so many levels, the fundamental question seems to be whether contribution is visible to me or not. Can I see what contribution means? Am I experiencing that state? And is it possible, that in a startup when I come in, contribution is […]

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Yes, people turn contributors and turn away from it. People are not born contributors. Contribution is a state of mind that people can get in and out of. When people are in that state of mind they seem to be in a state that is magical, and they also seem to be having a good […]

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When I believe I am a contributor and then don’t see results on the ground, I start doubting myself, or the system. In fact, my unhappiness and state of discontent rapidly increases i.e. there is a dichotomy between knowledge and action.

Contribution is a state of being and not a state of knowing.

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Leaders have to take people with them, contributors need not. Leadership and contribution are not in equal terms. Leadership is a subset of contribution. Contribution is a wider idea than leadership.

All leaders are contributors but all contributors may not be leaders

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Contributors are less transactive. They don’t sit and figure out “what’s in it for me” before you even complete saying what needs to happen.

They are also more likely to put you in a position where you (as an HR Manager) will feel like rewarding them. Contributors are our stars. Workers are those who act […]

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They are asking where does our company want to go, and what must happen. They actually don’t focus on task or process. They seem to be design oriented, because they design solutions to challenges, they don’t just “execute”. They are relatively free from their own dogma, and very interestingly we also find that they are […]

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Not more than 5-7% of an organization takes true responsibility for getting various things done. It is not that the rest of the people are not working, but they are not contributing.

There seems to be a difference between working and contributing. Organizations are winners because they seem to have a very powerful group of […]

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