關於 hierarchy level ，我們在網路上蒐集到這些相關的討論、資訊與評價

"The voice of a teacher is so powerful that it can make or break their students!"

Look what popped in the memories today…way back from 21st December 2018, the day when I received my very first KES report! At KES, we have three terms in a school year, and this was not the end-of-year report. This was only my first term report - the Autumn 2018 term.

Reading all the comments from my previous teachers has moved me. But among all those great comments, one of them caught my attention, which was from my French teacher. She is originally from France, and to receive such feedback from not only my teacher but a native French speaker certainly gave me a boost of confidence! And I believe that it was those words of hers that motivated me to be where I am today in my French studies.

I’m currently in my third year of studying French, and I know that I have a lot more to learn, but the teachers have successfully made me fall in love even more with the language and be at the level that I am at today. And this is the same with all my other subjects as well! The words of encouragement from my teachers - not only in my report, but the feedback I received for my work - has shaped me into who I am today. I know I still have a long journey ahead of me, but for today, yesterday, and my past school years, I am grateful towards my motivational teachers and I shall be forever grateful!

That shows the sheer power that a teacher’s words have to motivate their students. Their voice is so powerful that it manages to make or break the students! And I consider myself one of the blessed ones who has the opportunity to be surrounded by such great teachers - Alhamdulillah!

As much as I value all the kind words that you put in your comments, I would like to make this post a dedication to all the noble teachers out there. For me, teachers should be at the top of the hierarchy because from just one noble teacher comes all those doctors, lawyers, engineers and whatnot! So let’s use the comments section to pray for our teachers, tutors, lecturers, professors, ustadzs, ustadzahs, and all the other noble educators around the world! May God bless all our noble teachers and reward them all abundantly…

Blessed,
O. Mukhtar O. Mukhlis
#theomarmukhtar
#ThePowerOfTeachers💪🏻

最近因為 Zappos 的 Tony 不幸離開人世，所以也出現蠻多對 Zappos 後來的 Holacracy 計畫的相關討論。
　
簡單摘要一下網頁上 WHY PRACTICE HOLACRACY 的片段：
　
## THEY’RE PURPOSE-DRIVEN
Holacracy-powered organizations focus on purpose at every level of scale: organizational purpose, team purpose, and individual purpose are all explicit and aligned.
　
Every team member directs their energy in alignment with the broader mission, unlocking your organization’s full potential.
　
組織內每個層級都關注在 purpose，包含組織、團隊、還有個人。至少你有很明確的目標想要達成，因為有你想要完成的事，你就比較願意發自內心去做。
　
這也是動機三要素（Purpose, Mastery, Autonomy）的一環。（https://en.wikipedia.org/wiki/Drive:_The_Surprising_Truth_About_What_Motivates_Us）
　
## THEY’RE RESPONSIVE
Everyone acts as a sensor for the organization and has pathways to turn their challenges and opportunities into improvements for the organization.
　
Smaller, incremental decisions replace large scale re-orgs so your organization can respond quickly to a shifting environment and maintain agility as you grow.
　
用小、頻繁、增量/修正的方式去做決策，每個第一線的執行成員都清楚目標，都想為了公司好，因此他們能在第一時間做出「自己覺得對組織有幫助的決定」
　
快速反應現況並做出調整，這跟敏捷的基本精神是相同的。
　
## THEY USE EXPLICIT “RULES OF THE GAME”
Holacracy replaces the management hierarchy with a way of operating that sets clear expectations and creates transparent authority at every level in the organization.
　
This reduces inefficiencies and undercuts hidden power dynamics throughout your organization.
　
扁平化組織的其中一個重要要素，就是授權跟透明。
　
這也是自組織管理的一環，每個人擁有足夠的自律、目標明確、擁有做決策的權力。
　
這一環一樣扣著動機三要素之一的 Autonomy。
　
某種程度就是避開大型組織裡面最讓人厭煩的3個問題：
1) 政治鬥爭問題
2) 決策緩慢、流程冗長問題
3) 爭功諉過，出事就是先找誰要負責，白紙黑字畫押
　
## THEIR ROLES & RESPONSIBILITIES ARE TRANSPARENT
Static job descriptions and corporate titles become dynamic roles and responsibilities that are transparent and evolve as the organization changes.
　
This clarity helps organizations scale while streamlining work and maintaining clear ownership.
　
title 不重要，role 也是動態的，一切都是動態的，會讓很多人很不適應，但也只有動態的，才能具備「反應」。
　
因為動態，所以角色、職責透明就更顯得重要。呼應一下 scrum 三支柱：inspection, adaption, transparency。（https://www.scrumguides.org/scrum-guide.html#scrum-theory）
　
-------
Odd-e 就是一種無主管公司 ，Holacracy style 的運作模式。
　
對我們來說，agile, scrum, LeSS 從來不是 buzzword，不是術語，不是啥方法論，而是我們浸到骨子裡的合作、運作方式。
　
我們組織只有一層，每個團隊可以自己決定團隊所有事情（團隊內的決策，成員的招募與去留），每個個人可以決定自己個人所有事情（包括你的薪水、你要做的工作），公司層面的事情則要公司每個人一起決定（完全分權）
　
有機會再來多分享一些 Odd-e 有趣的地方，這一篇我想講的是Holacracy 不是神話，也不是烏托邦。
　
Zappos 改採 Holacracy 一個最大的關鍵在於，是已經有一堆人招進來了，才開始改變文化跟組織，還是大部分的人都是在扁平的組織跟文化後招募進來的。
　
以 Odd-e 來說，在公司只有2個人時就是為了扁平、自由、自組織，扁平不難，是「找到想要扁平、自由、能把自己當老闆的人」很難。
　
也就是其實難的不是組織文化，而是招募。
　
所以我們想找一個人進來，少說都要認識2-3年，觀察過、合作過，才可能找進來當夥伴，這種就是小而美的規模，把招募的 bar 拉到最高，業務只吃現有人員能負擔的。（因為找我們效果都很不錯，但我們人少，就很常得推掉工作，或是我們會挑合得來、有心做的客戶）
　
另一個比較大規模的例子是 Morning Star(不是台灣的晨星，而是做番茄加工的， 參考：https://www.hbrtaiwan.com/article_content_AR0001907.html ）以及 Semco （參考：https://wiki.mbalib.com/zh-tw/%E5%A1%9E%E6%B0%8F%E5%85%AC%E5%8F%B8）
　
某種程度 VALVE 的文化跟組織也有這種傾向。（參考：
- 員工手冊上：https://www.inside.com.tw/article/1495-valve-handbook-for-new-employees-part1
- 員工手冊下：https://www.inside.com.tw/article/1496-valve-handbook-for-new-employees-part2 ）
　
說實在話，以公司而言，Holacracy 絕對不是一個能獲得最大營收或利潤的經營模式。
　
更偏向是一種 #浪漫主義，能持續待在這樣公司文化與組織裡面工作的員工，他會工作得很開心。而公司只要商業模式不偏差太遠，還是能夠持續獲利，只是肯定不是眼前的獲利最大化。
　
身為公司的經營者（大部分）與股東，很多人更重視營收與利潤。
　
而我們就是一群遊俠，希望能創造一間我們也想去，我們在裡面會很開心的公司文化，而不是凡是只考量營利最大化。我們更重視每一位夥伴之間的連結、合作、火花，對我們來說，人生有很多事情比財富、營收更有意義。
　
#Holacracy
#動機三要素
#Scrum三支柱
#敏捷
#自組織管理
#無主管公司
#浪漫主義

i love food. i love sleep. i’m apparently a really low level on maslow’s hierarchy of needs but i love it better when my song is added to a new playlist ♥️🎉 thank you @spotify @spotifyasia for placing us alongside A-listers!! #感動

Using Maslow’s Hierarchy Of Needs Is Only One Of The Powerful Strategies To Create Superfans And Avoid Losing Customers. If You Want Dan’s Best-Kept Strategies To Grow And Scale A Business, Click Here To Find Out How: http://maslowshierarchy.danlok.link

Have you ever wondered how you can create superfans for your business, in your life, or in your career? In today’s video, Dan speaks with Brittany Hodak, Co-Founder of The Superfan Company, and talks about how to create superfans using Brittany’s W.A.V.E Method - a simple, but powerful model similar to Maslow’s Hierarchy of Needs. So watch this video now to discover how to use Maslow’s Hierarchy of Needs to create superfans.

Brittany Hodak is the Co-Founder of The Superfan Company that has helped world-renowned brands such as Disney, Amazon, and Walmart. She is an international keynote speaker and award-winning entrepreneur. Today, Brittany is a Guiness World Record Holder and has been named to Billboard’s 30 under 30 list, Inc.’s 35 under 35 list, and Advertising Age’s 40 under 40 list.

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This video is about Using Maslow's Hierarchy Of Needs To Create Superfans
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