• About the Author: Edward E. Lawler III

    Edward E. Lawler III is Distinguished Professor of Business and Director of the Center for Effective Organizations in the Marshall School of Business at the University of Southern California. He …

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03 Feb. 2017 | Comments (0)
Organizations Should Put Talent First In 2017
It is time to move beyond saying that talent is an organization’s most important asset. Organizations need to behave in ways that recognize the strategic importance of talent, and to make design and strategy decisions based on their ability to attract and manage talent.

29 Jul. 2015 | Comments (0)
Rethinking Employee Turnover
Not all turnover should be avoided—some should be sought. For this reason, Zappos and other companies offer exit payments to new employees who come to understand the organization, and then decide that they are not a good fit.

25 Nov. 2014 | Comments (0)
Pay Fairness Requires Pay Openness
Over the last thirty to forty years, the movement toward making pay public has grown, but it still has not reached the point where information about the pay of individuals is available to most employees. Is this a problem? I believe that it is.

10 Oct. 2014 | Comments (0)
Organization Change And The Unpopped Kernel
The unpopped kernel problem in organization change occurs when a leader signals a new strategy or tactic, but gets no results from a few managers. How change leaders deal with this issue plays an important role in the change effort's success.

12 Aug. 2014 | Comments (0)
The Agility Factor: What Organizations Can Learn From the Beatles
I’ve asked Chris Worley, colleague and co-author of our new book, The Agility Factor, to write about his seven year study of agility. His response follows.

09 Jul. 2014 | Comments (0)
Corporate Boards Fail Again!
Who is responsible for the continuing escalation of US executive compensation? It is easy to identify the “guilty parties.” It is the corporate boards of corporations. They continue to create executive compensation pay programs that increase executive compensation.

28 Jan. 2014 | Comments (0)
What Should HR Leaders Focus On In 2014?
The main focus for most organizations in 2014 should be on talent management and talent development, particularly the managerial and technical roles that are the difference makers. One of the major reasons to focus on talent is that it is a great way to get the HR function into a broader discussion.

23 Sep. 2013 | Comments (0)
Go Bonus: It's More Important Now Than Ever
There is no doubt that pay-for-performance can be an important contributor to organizational effectiveness. But in order to accomplish these important objectives, significant amounts of pay need to be tied closely to performers.

13 Aug. 2013 | Comments (0)
Make Performance Appraisals Change Friendly
As the world changes at an increasingly rapid rate, organizations need to be more agile and change friendly. This is one more reason why organizations should abandon performance appraisals. They make it difficult for organizations to change in significant and important ways.

08 Jul. 2013 | Comments (0)
Netflix: We Got It Right!
In our 2012 book, Management Reset, Chris Worley and I argue that one key to making the human capital side of organizations more agile is adopting what we call a “travel light” talent management philosophy.

18 Apr. 2013 | Comments (0)
Engagement and Performance: Old Wine in a New Bottle
Let me start by making a fundamental point about behavior at work. People’s attitudes are caused by how they perform, and they determine their performance. In short, they are both a cause and a consequence of behavior.

06 Sep. 2012 | Comments (0)
Designing a Strategic Human Resources Function
John Boudreau and I recently published the results of our recent study, which focused on how HR functions are performing in corporations. The results of our study indicate that HR is not acting as a key player in business strategy development and implementation.

29 Jun. 2012 | Comments (0)
HR: Reset Needed
Based on the results of our latest survey, it is possible to identify some key HR functions and capabilities that corporations need to have in order to be effective. All of these are capabilities that HR functions can develop, but they often require a major change in how HR operates.