BOOK REVIEW (CH 1 to 11): Change Your Space, Change Your Culture: How Engaging Workspaces Lead To Transformation and Growth is written by Mabel Casey and Mark Konchar
This book, Change Your Space, Change Your Culture: How Engaging Workspaces Lead To Transformation and Growth is written by Mabel Casey and Mark Konchar. The main publishing of this book was carried out on 1st January’ 2014 worldwide. This book basically lied on the implications of business and economics. This book delivers the message of creativity and productivity of business firms for their accentuation. It explains the fact that through culture individuals and organizations can move positively on a fast and rapid track. Several mythologies of corrected analogies are displayed in this book which gives proper rethinking of these organizations such as workplaces and companies. This book gives proper improvisation of business through culture and expands the situation of workplaces of current era. Nowadays, people and workers seem to be least interested in their work due to lack of interest in the workplace and little level of chemistry. It delivers the message of using office space constructively and development of proper chemistry among coworkers. These are two of the easiest yet effective way to improve work level in offices. In this paper, a detailed review of this book from chapter seven to eleven has been given.
The first chapter of the book explains that the official workplace had started to appear as an unproductive place for people engaged in itself which is a red alert for companies and a major reason for their downfall (Mabel Casey). It explains that social media is a key factor in changing the way people are involved in action taking in these companies. Few years ago, in case of any inappropriate of unjustified act, a curtain of courtesy was laid by the officials but now, social media is creating hurdles for the reputation of companies on a rapid basis. On the other hand, social media is also responsible for all sorts of social engagement. Most of the companies, like Arab Spring, highly lacked a basic vision to accentuate itself on a serious note. It was also observed in this chapter that people have started to go through chronic disorders which is an alarming situation of the workforce and equally scandalous. Social media is playing an important role in portraying leadership skills of the leaders engaged in these companies at a very low. Companies must have deep engagement among its employees to be social and engaging. People working in the same offices but different floors don’t even recognize each other due to poor lack of communication and coworker chemistry (Mabel Casey). The rise of a company’s workplace begins with first physical reconnection then mental reconnection of people. Companies can use media landscapes as a major tool for their succeeding in their given goals. Writer portrays a practical example of building oil tankers to operate a change which are made in order to face hurdles and difficulties with several back up plans to overcome them. In the same way, companies should be designed in such a way that they follow up with their consistency and steadiness. It should also make plans to create a shield from endangerments of external companies and work forces by empowering one’s one workforce. The business men of today’s era are moving very fast than those in 1950s (Mabel Casey). They face many hurdles in their ways portrayed like floods which they have to overcome. A new potential of culture should be taken in practice to fight these economic problems of these companies. To change the culture of the working company, one must change its space and working environment. The workplace acts as a basic stimulator and catalyst for the growth of any company.
In the second chapter of the book, importance of culture is again mentioned in a way that companies usually ignore it as a major setback for their success because its vast effects cannot be portrayed as paper work. The most important tool of a company is the engagement of its employees. An important research was made in a company having strong bonding of workforce that they produce 37 percent more sales than a poorly adequate company with a not so powerful workforce. Sick rate of employees is also low in comparison. People fail to develop their engagement in their companies because they think about their other responsibilities to carry in outside world. People fail to find the actual level of satisfaction in that way too. Nowadays, employees fail to carry their work life happily due to lots of stress in their lives. Focus on the job is an important requirement of the company by its employees for the best economic results. One has to clear and solve his personal hurdles because it has been discovered that companies go through the loss of trillions of dollars due to anxiety issues of its employees. Layouts of the offices also have a powerful effect on the working environment. High officials maintain secrecy of every individual and provide great safety to its employees (Mabel Casey). Space of the office has also proven to be an important factor in the successful demolishment of workforce. It can help in creating a pleasant official culture for people working in the company. Provision of good space to people working in a company can help them to develop friendships and forget their anxiety issues and outside responsibilities as long as they are at work. As companies publish their vision statements which are their possible goals to compete for, they should have to fight for them by creating every possibility for people working in. Setting easy going environments for them will help them develop innovatory ideas for the company. It is also important to solve social problems of people working in for the welfare of one’s own company. Many companies don’t consider this point of view to be validated in business but very few is aware of its importance in the material world. A productive place should also be provided to the work force in which they find comfort and sustainability (Mabel Casey). In this way, people will fall in love with their job and official environment. Use of technology should be drained in offices on a serious note as it can outburst the social protocols and control the employees.
In chapter three of this book, the writer again comes to the catalytic abilities of workplace to the company. Many important after effects have been raised in this chapter which will help the company to grow such as safety, sustainability, improved designs, increase in marketing values and induction comforted and effected of research and development centers in companies There were three important tools discovered to accentuate these companies which are speed, quality and schedule. The agency named as The General Service Administration (GSA) helps the US government to fulfill the needs of offices to be accumulated with better and vast spaces. Space is considered as a powerful source of rapid success to any company as it can lay down quick provision of ideas, technology and concepts through cultural aspects to an organization. To practice a specific culture in a company, it is important to provide a comfortable space. Only space can give rapid and quick results (Mabel Casey). In manner people construct each other and work transparently in their environments together. In 2011, the culture began to change in USA but it was an unsustainable model to be practiced. This new era of industrial culture required rapid speed, formality, sophistication and low cost for its practice. A new shift to businesses on offices requires making of new strategies to be practices according to those new cultures. However, an open plan has created an excessive growth in the offices. It created pressure but did not proved to be a source of failure for the company. Moreover, people became well aware of the fact that companies are declining in its profit margins due to its old and inflexible cultures. In last 15 years, there is no improvement found in the engagement surveys of different companies. Tools for producing innovation in companies cannot work by even advanced strategic plans if there is poor coordination within its employees. It is the only attitude required to accentuate innovatory skills of people working in a company. It is made clear by the writer that environment of an office is the reflection of striving conditions of an organization. As companies are inducting in new employees, productivity is dropping day by day. Important struggling companies having same ethical issues include Kodak, Nokia, Blackberry, American Airlines and Best Buy (Mabel Casey). It has been highlighted that correlation of these issues can support the growth rate of a company’s profit margin to a great extent.
The fourth chapter again focuses on the changing of cultural environment for engaging employees together successfully. It is implying the ideas of leadership strategies of emerging businessmen which should be practiced. People working as a work force of the companies should be given an idealistic approach to follow through which they can lay down provision of prosperous ideas for betterment of the company. These opportunities should not be wasted in a working environment by the leaders of organizations. It will help create a healthy team benefitting the company on a large scale. It will develop a relationship between human beings coordinating with powerful and supportive cohesion forces. Many technological ideas have also been discussed which can bring a revolution in the workplace. They can be described as an increasing source of basic mobility of the work, making organizations transparent, keeping the secrecy of the important and secretive date of the organization and formation of an intellectual workplace (Mabel Casey). By these effects, people will be able to learn and respond quickly to the commands provided to them. It will also serve as a successful connection between people working. Listening can also provide a great source of achieving goals in companies. It is important to make notes of all the guidelines given in a proper and learning way. It also portrays the role of technology in cultural building of companies. It can provide advanced technologies to the people working in a work place. Technological use can slow down the management cost for organization and proper coordination of work. Moreover, it can increase the results produced by man power striving as a group in a specific field. Employees should be happily involved in their work to fulfill the company’s need in order to gain success, Human bonding can provide great deal of loyalty in action.
The fifth chapter of the book focuses on the importance of knowledge which should be gained by business executives regarding companies which were formed between 1980s and 2000s. These are also called s Millennial. Television has changed the landscape of media in the world from past few years. People need to begin their journeys through media because in a few years, It is going to take over all the social and economic surfaces around the globe. It is also explained that the generational model was first introduced in the business world by William Morrow in 1992 (Mabel Casey). These Millennial companies faces harsh and deep crisis as well. These majorly includes the after effects of 9/11 attack in New York City and an economic meltdown of USA. These companies have struggled and overcome many important and intolerable crises such as national debts, decline in education rate of the country, poor job and economic conditions as well as social injustice. They survived through all these erosions of society in which they reshaped themselves too. They also introduced technological ways in business in 2000s. Now Americans are well known of the fact that new technological conditions are soon going to revolutionize and control the workplaces on a serious and beneficial note. It will make the working schemes of company fast and accurate. It has been explained that in this world which is continued on its fast moving track, it is very important for a company to make itself an influential business model (Mabel Casey). It will also evaluate the golden skills of an employee. There are eighty million millennials working in progress which will increase its work force for up to fifty percent till 2020.
The sixth chapter of the book explains the visual and innovatory skills of the workforce of the company. It focuses on the idea of Push to pull to be practiced in companies. It is greatly assumed that higher officials of the companies have all the answers to relating problems and they can plan results which later prove to be beneficial for the organization. Reality lies in the fact that leaders do not have enough information and they are unable to get to the desired results effectively. It is also discovered that planning and forecasting possible solutions to the problem does not have effective results at all nowadays. In this process, efficiency is counted at its most to get attainable results. According to The Leadership Triangle formed, future of the companies can be changed for its betterment and new adopters of the company can help people navigate their challenges (Mabel Casey). To accentuate new strategies, change in environment of the work place is highly required as mentioned by the writer. It is also mentioned that management should invest its time in the employees to get effective and strong results for the economic growth of a company. It is said that the attitude of a leader plays a major and distinct role in transformation of a company. This is one of the important ways to bring a dramatic and improving change in the success of a company on its economic basis.
In chapter seven of the book, importance of space has again been mentioned. A fact has been implied that space is one of the key factors in determining how to work in a healthy environment (Mark Konchar). It is the major setback in maintaining the cultural norms of the workplace. Understanding of a company’s culture is always said to be more important than going through any training or strategic workshops of the company’s welfare. Each organization possesses different set of cultures. It prospers and facilitates every sort of organization it is implied in such as restaurants, parks, stores and mainly offices. Culture in the main anchor which holds the ship of an organization firmly in the sea of developmental era. Mission and values of an organization cannot help fully in the development of the culture. It is also highly important for leaders to maintain the institution in such a way that it helps in proper development of the organization (Mark Konchar). Cooperation of a leader is required in the upbringing of a company and their welfare. A leader should have an impact portraying his boss skills through which he will never leave his influence on his employees. Leaders keep their authority and boss like attitude towards the employees to maintain the specific culture of the organization. Government has also recommended not maintaining solely dedicated office to single individuals working on higher posts in an organization. Changing space has always helped to create innovatory environments in the offices for proper and prompt development. This creative and interactive environment has created a comfortable room for understanding of employees with one another. From 1999 till now, there has been a fast forward approach of organizations through cultural development. This act mainly took place from technological approaches. For fulfilling this purpose, a leader must adapt ways to establish a relationship between environment and specification of its company’s culture. It is also portrayed that old cultures cannot be put into new organizations. New companies need new set of cultural norms to be practiced in order to be successful and creating a healthy working environment (Mark Konchar). It has also been observed that layout and designs of a company is also playing an important role in development of culture. A company must change its level of interaction to bring out that cultural change in an organization.
In chapter eight of the chapter, engaging designs of a company is explained. These designs can provide a complete outline of complex problems faced by companies and organizations on an easier note. It has been explained that the generation of the present era has worked excessively in maintaining the designs to come up with possible solutions and analyzations of empathy and problem fixing. Kennedy model of leadership was widely followed as a role model in institution building before the second decade of 2000s. From 2011, experimentation was carried out more in proper and prompt understanding of leadership traits. This era mainly focuses on the design thinking on institutional development and its further success. Nowadays, designs in institutional building have become complex as compared to the formerly present models. It is also mentioned that in older times, people only considered shiny buildings to be used as space for their offices (Mark Konchar). Now all the aspects such as nature of work, diversity of people and technological aspects are kept in mind while selecting a safe and enjoyable workplace. Architects need to work on the facilitation of the occupied spaces rather than making the offices fancy. By this help, people working will be able to succeed more by being comfortable. Traditional designs of workplace also help in development of organizations. Offices are recommended to add cafes, refreshment stores and hospitals in their territory so that people benefit in terms of their health and wellness. These small practices create a comfortable environment for employees in a workplace. Creating a beneficial design plan for the companies is highly important for the leaders too. Business usually expands on such designs. Nowadays, a very few number of firms are practicing these commercial and social values. Cost budget of the space should also be kept in mind while designing it to the appropriate level. These designed spaces have proved to be a major source of spreadsheet for the employee and environment collaboration (Mark Konchar). Teams develop through systematic functioning of the office. Complex patterns delivering prompt analysis should also be presented into practice. The most important set back in the development and thinking of designing thinking is empathy. This skill can enhance the personal and professional relationships of employees with each other as it is highly needed as well.
Chapter nine of this book focuses on that potential of the workplace which deals with its development. It focuses on the importance of space for each kind of living system which deals with the habitats of people. According to experts, cross pollination of the organizations can be improved through improvisations in the working scenarios and working space. Quality of design of the building and work experience of the employees has provided a tremendous relationship for understanding system’s relationships. Workplace has a tremendous effect on the productivity scale of a company. If the employees are comfortable in their workplace, it will make them work effectively for their companies and will help them achieve astonishing results (Mark Konchar). The link between qualitative analysis of design and analysis should be established in order to achieve the understanding by the leader of his organization. Space should be seen as a major tool for development and accentuation of organizational development. Those companies which spend a lot of money for the development of their proper space usually yield more differentiated and accelerated results and outcomes as their profits. Technology should also be connected in order to achieve better results than before. In literature, many stories are made interesting and readable by setting a suitable scenario, in the same way companies need to have a good space and setting for achieving successful and reunion goals. There are many wrongful myths followed in the institutions such as the person is always neglected who brings out good ideas for the institutional development. No new practices and myths are to be practiced in the organization. These issues serve to be very problematic to conquer vendors of success through new ideas. In this chapter, group thinking is also accelerated. People working and thinking as a group for the prosperity and development seem to be more success conquering method than any other myth of working as an individual. People demanding an open work environment can help them produce better communication skills within the workers of an organization. This chapter also explains he main reasons of decline which cannot be defended by the companies. One of these reasons is the self-obsession of the companies (Mark Konchar). Other reason is the over confidence over the uniqueness of business in its own particular way.
Chapter ten of this book progresses in such a way that it explains the boosting level of a company in terms of its confidence. This chapter mentions that one can measure the level of their productivity in an organization. It has also been written that there is no direct level of relationship found between office space and engagement. Big companies have led towards their r tremendous achievements by working under the respectful set of rules and norms. In this regard, the first hurdle one needs to overcome is to bring possible and wide solutions leaving behind all the self – created theories. An easy going engagement with the stake holders also must b established in order to produce transforming results. In ancient times, Miller observed many problems and issues which organizational buildings had to tackle in order to succeed in their business. He found out that leaders of the organizations were comparatively outgoing and the employees were extremely introverted. Now, people should develop ideas to develop excellent communication skills with employees who are left behind in order to support their ideas and myths as a part of the organization (Mark Konchar). It is also explained that there is a relationship between the communism with the online world and communism of the offline world. One should always be working to minimize the gap between the above two sources and this goal can only be accomplished by working together as a team. Learning and transfer of information should be carried on the same road. It also implies on the fact that Google has become one of the tremendously ravishing and developing enterprise online. If we talk about the online communism, one of the most important sources of cultural aspect is culture of content. In companies, the number of work force occupied as human scale is also kept in order. Leadership traits and cultural aspects should move side by side to provide success to the organization. As a result of transformation of offices, a number of changes could be seen. Firstly, the building capacity can be increased to accommodate more employees (Mark Konchar). Environmental change can produce a huge change in work dynamic and culture of an organization. This connection for the development of institution can also be achieved through integration as mentioned in this chapter.
The last chapter to be described in this paper is chapter eleven. In this chapter, the main focus lies on the quality management and assessment of the society for their successful organizational survival. The quality management of an organization has a lot to do with effective measurements. It has also been observed that a society cannot work well and have a lot of productivity if it is not working for everybody around itself. It explains the fact that the culture holds a lot of power in maintaining a stable level of productivity, development and engagement. When online organizations come into their run, their first approach is towards maintaining the fair and cheap price. Th second approach of the company is to look for an iconic and eye catching design which helps in the prosperity and popularity of the organization. The third and most important step is the user sustainability which mainly focuses on the well – being of the user. On the top of the list, an online organization must have innovatory skills to create a rapid source of fire like attraction among its users (Mark Konchar). The digital means of development in an organization have helped in creating problem solving myths more clear than before. Through these technological aspects, people have started to be more relaxed and comprehensive while liberating their ideas out of the box. This change has overtaken the organizational development on global basis. Companies of the old times have suffered due to absence of sources which could help for their vital and proper development, but nowadays, companies of modern era are in the race and completing each other on a highly esteemed note. Engaging culture for the development is highly emphasized in this institutional development. It is also widely focused in this chapter that companies are continuously focusing on the deliberate focus on the old myths by re doing it again and again and expecting a positive result each time (Mark Konchar). People should come to an ending point and accept the fact that there is a need of changing these strategies and focusing on the new policy making and strategic thinking. The disengagement of the people lead to improper chemistry and above all waste of provided office space. Nowadays, leadership is all about progressing through cultural development. It is highly important for companies to lay their focus on cultural business by changing it through innovation and collaboration. These norms in total can help a company or a huge organization to be a role model in the business world.
In the end, the author of this book has implied on the number of factual details by giving examples of many important and well – known organizations. Many aspects are needed for the prompt collaboration and development of institutions. Writer has also focused on the fact that office buildings should have cafeterias, hospital points and refreshment stores for making the employees comfortable. In order to find rapid and golden results, management and leaders should take equal part in the development of new ideas for the company’s prosperity. Technological progresses should be provided to the employees to have access in developing new and innovative ideas for the development of the company’s economical state.
Mark Konchar, Mabel Casey. Change Your Space, Change Your Cult. <ure: How Engaging Workspaces Lead To Transformation and Growth. 2014.