Figure 4
The figure is titled “HUMAN RESOURCES”. It contains ten main categories arranged vertically along the left side, each followed by a list of corresponding points on the right. The first category is “Recruitment”, which includes one point: “Interviews by future colleagues, focus is on fit with organization and with purpose”. The second category is “Onboarding”, which includes two points: “Significant training in relational skills and in company culture”, and “Rotation programs to immerse oneself in the organization”. The third category is “Training”, which includes two points: “Personal freedom and responsibility for training”, and “Critical importance of common training that everybody attends”. The fourth category is “Job titles and job descriptions”, which includes two points: “No job titles”, and “Fluid and granular roles instead of fixed job descriptions”. The fifth category is “Individual purpose”, which includes one point: “Recruitment, training, and appraisals used to explore juncture of individual calling and organizational purpose”. The sixth category is “Flexibility and commitment”, which includes two points: “Honest discussion about individual time commitment to work versus other meaningful commitments in life”, and “High degree of flexibility in working hours, as long as commitments are upheld”. The seventh category is “Performance management”, which includes three points: “Focus on team performance”, “Peer-based processes for individual appraisals”, and “Appraisal discussion turned into personal inquiry into one’s learning journey and calling”. The eighth category is “Compensation”, which includes three points: “Self-set salaries with peer calibration for base pay”, “No bonuses, but equal profit sharing”, and “Narrower salary differences”. The ninth category is “Appointments and promotion”, which includes two points: “No promotions, but fluid rearrangement of roles based on peer agreement”, and “Responsibility to speak up about issues outside of one’s scope of authority”. The tenth category is “Dismissal”, which includes three points: “Dismissal last step in mediated conflict resolution mechanism”, “In practice very rare”, and “Caring support to turn dismissal into a learning opportunity”.HR management in teal organisations. Source: Laloux (2014)