Also in this playlist...
This transcript is automatically generated
And speaking of iPhone and iPad before we had all the technology the iPhone and the Blackberry the iPad you -- made people actually -- to go home after work and not resume their work day until the following day at 9 AM sort of -- in Philly it's -- the executive vice president brands that.
To talk -- about it.
They connect city issued does this connectivity increase our productivity.
-- Good morning Diane how're you I'm great it's good to have you -- -- -- -- I'm wondering you know does this make yes.
More forget there are we just finding other ways to waste more time throughout the day because we know that we -- Well certainly I think everyone is aware it's become common police that most people can now on.
-- else information on much more easily.
And -- the question really becomes having ease of access -- information is that truly.
Increasing productivity and the studies that we have been looking at most recently.
Women are coming back in reporting on to -- that.
There -- productivity is not necessarily increasing so I think it can really become a matter.
Critical questions for companies around productivity.
Productivity is really a measure all.
Are we getting bottom line results that are really impacting.
The core goals and objectives of the organization and if we're doing that then we're increasing productivity.
But busy work multitasking.
Are really reviewing what needs to be done on verses actually getting work done.
Is not the same as productivity so we need to be extremely careful.
But those culinary even if we're not being made more productive QE have the ability to be more flexible -- that we have these gadgets.
I'm certainly flexibility.
Of war two of the areas really -- -- -- -- in the -- -- study.
That are critically important today those are soft skills so they are still important in the workforce about a gay and once again we should not confuse those with increasing.
Productivity they are skills that -- Lend itself to on helping else to get our -- to Don.
But -- what they will not lend themselves to make ensure that we're delivering bottom line.
Arm results that show up on the bottom line for -- -- company and in profits but they certainly are Diane.
On soft skills and her to add to Eisenhower person you're talking about you busy work reviewing things and so on but that is there an income.
Isn't busy working now that we have this kind of technology because those things -- -- would need to be done anyway wouldn't that.
Absolutely they do I need to be done but.
-- -- and it really comes down to if people have bond clearer expectation.
Around the types of activities.
That will create a contribution for the company so I think that gay and the -- this.
I'm in what needs to be accomplished so leaders really should.
Spell out what -- the court case PI is what am I looking for exactly how much -- it out on.
And how are we really going to measure if you are being.
-- and I think that media organizations.
While they have provided the tools for people.
There are truly not spelling out -- very specific KP eyes and as a result companies are coming back -- saying are we being more productive.
In essence are we really increasing the profits some of the organization and I want to send some of the the actual results of the study found one was you ask people.
This is my company is flexible in terms of hours or working arrangements to see what how they weighed in.
Women came in at 49%.
Say that the company is flexible men came in -- at 46%.
How does that compare to the way things were before.
This technology was available.
Yes one of the things that it's important to note is that often times a very successful retention strategy for company.
Really begins looking at attraction so what gay and our women are saying that they are highly attracted to companies that have these flexible.
-- our range events -- it if you look at the skills shortage that is taking place in the workforce today.
-- companies are hiring more and more women so if I wore to relate that to -- on the percentage of the work force that women are today.
Diane women are representing 47%.
Of the US total workforce and that number is going to increase to 51%.
By the year 2018.
-- lot -- you Ken Dodd.
Odd that impact of women don't want to work force and the number of women that will continue.
Two inner of the work force and take a warned on increasing responsibilities.
Of leadership companies I'm overwhelmingly are responding.
To the fact that women are attracted to their organizations.
If they are providing these -- on flexible working arrangement money that is that that's represented another one of the questions that you passages about flexibility and adaptability how important is -- of people in.
The women -- in 50% saying that that was important to them and said 43%.
-- you also asked about blurring the line between work and home and how that impacts productivity 60% of women said it would not.
Impacts their productivity -- 59%.
Are they right.
I'm actually they are correct because the -- and in essence women are really.
On DNA and women responded very closely but women.
Ultimately came back again and -- I had done.
Is it ultimately going to increase my productivity and they came back responding saying having access to the -- that's always will not beat wall.
That -- productivity is going on to go lot so -- -- and -- it comes back to my main point that I certainly would want to leave is that magical question to las -- Off having the tools it's great that we have the tools.
But Dodd -- gay and I think that we should spell out -- for our employees to help all employees.
Come to that critical element of what are we looking to deliver.
I'm in order to be -- productive what does productivity -- -- -- for organizations.
And for our employees it really does I'm.
The -- delivering the type of result that's going to contributed to onto the bottom line.
That beat wall contributing to the goals.
The -- graduation.
So while we should not confuse.
Our employees or confused organization.
Right that's those stemming from Branstad this website is US got -- that dot com we appreciate being on those thank you.
Thank you very much.
Filter by section