Work Matters

Career

Organizational Change: An Argument for Taking the Path of Most Resistance

Robert I. Sutton on June 3, 2011

Why Deep Organizational Change Requires Grit, a Long-Term Perspective, and a Focus on Small Wins

Empathy

How The Best Bosses Develop Empathy for Customer Needs: Statistics Aren't Enough

Robert I. Sutton on March 23, 2011

Anger

Good Boss, Bad Boss on Five "Best Business Book" Lists for 2010

Robert I. Sutton on December 22, 2010

"A head-clearing blast of sauciness."

Teamwork

When NBA Players Touch Teammates More, They Win More

Robert I. Sutton on December 21, 2010

The power of fist bumps, high fives, chest bumps, chest punches, head slaps, head grabs, low fives, high tens, hugs, and huddles

Career

The Snowstorm Study: A Classic Study of Employee Commitment

Robert I. Sutton on November 30, 2010

When Employee Satisfaction Matters -- and When It Doesn't

Bullying

My New York Times Piece on Bad Apples and Beyond

Robert I. Sutton on November 28, 2010

Tips for Bosses and Employees About Dealing With Nasty Workplaces

Career

How to Be an Effective Workplace Asshole

Robert I. Sutton on November 22, 2010

Tips For Jerks Who Want to Get Ahead

Leadership

The "Lend Me Your Wallets" Study, Featuring Steve Jobs

Robert I. Sutton on November 19, 2010

The Link Between CEO Charisma and Investor Confidence

Bullying

New Study: Bosses and Employees are Getting Along Better These Days

Robert I. Sutton on October 19, 2010

Why Satisfaction and Mutual Respect are on the Upswing

Stress

Chile's President to Luis Urzua: "You acted like a good boss"

Robert I. Sutton on October 14, 2010

The Power of Prediction, Understanding, Control, and Compassion

Anxiety

"No Asshole Rule to the Rescue"

Robert I. Sutton on October 11, 2010

A New York Subway Story

Career

If The Peter Principle Is Right, We Should Randomly Promote People

Robert I. Sutton on October 5, 2010

The 2010 Ig Nobel prizes were handed out on September 30th, and one of the prizes was awarded to a simulation that demonstrated -- if the Peter Principle is true -- that organizations would be better off promoting employees randomly rather than promoting people until they they reach their level of incompetence.