The goal of Holacracy is to keep top talent and to develop employees into more

The goal of holacracy is to keep top talent and to

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people’s well-being. The goal of Holacracy is to keep top talent and to develop employees into more productive members of the organization. Holacracy is best suited for companies that make digital content with a small employee base. Companies with many employees especially employees located in various parts of the world, would not benefit from adapting Holacracy. The logistics of the implementation of Holacracy on large scale operations would be too costly. Employees at these organizations would not have the same access to the needed training and would not adapt to the implementation of Holacracy.
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HOLACRACY 11 References Bodie, M. T. (2018). Holacracy and the Law. Delaware Journal of Corporate Law . Wilmington. 43 (3), 619-686. Bernstein, E., Bunch, J., Canner, N., & Lee, M. (2016). Beyond the Holacracy Hype. Harvard Business Review, 38-49. Denning, S. (2014). Making Sense of Zappos and Holacracy. Forbes. Retrieved Sep 13, 2018 from - and-holacracy/#1490498c3207 Mochari, I. (2015). The Bravery (and Pain) of Zappos's No-Bosses Experiment. Inc.Com Retrieved Sep 14, 2018 from - bosses.html Radhakrishnan, N. D. (2016). Holacracy in Academia. SCMS Journal of Indian Management , 13(1), 4. Reingold, J. (2016, March 4). Management Changes at Medium. Retrieved September 25, 2018, from Robertson, B. J. (2008). Organization at the Leading Edge: Introducing Holacracy. 44.
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