Indeed, fostering values of cooperation & collaboration, may actually improve both workplace cultures and productivity.Ĭompetitive exertion of dominance in the workplace, may seem like a ‘survival of the fittest’ approach.
Fostering environments where a ‘divide and conquer’ approach as a competitive strategy applied by individuals to succeed, may come at a cost.Ĭompetition between colleagues, can often be at the expense of ‘ trust’ between colleagues which can obviously have impacts on both productivity and workplace collaboration. However, when I work with improving business cultures, I recommend some caution to managers in adopting this approach. Some workplaces seek to deliberately recruit employees that are highly competitive. Impacting the overall business productivity as well as individual engagement. Meaning contentious workers may end up feeling destabilised and henpecked. Work colleagues that are more collegiate in nature, who avoid conflict, may often also be in the firing line and targeted as ‘weak’. Worse still, they may even leave the business. These targeted individual’s risk becoming disengaged, disempowered and demotivated, impacting business productivity. Given the individual will target colleagues that may pose them the biggest threat, to their competitive advantage, it is often those colleagues which are the brightest and best, who are the first to be in the firing line. It may come at a cost, both to those people impacted in the workplace and to buisness productivity. Whilst it would seem to be very beneficial, especially for the individual employing such a strategy. Stopping anyone that may stand in their way. The individual quickly seeks to become the one authority in the workplace, by belittling colleagues, usurping anyone that may be a threat to their authority, and quickly forming close relationships with leadership. This is where one individual takes a position of ‘ authority’ by destabilizing and criticising their other work colleagues. One such strategy, organsiational psychologists have identified is where an individual seeks to exert control over colleagues applying a ‘divide and conquer’ approach, to their workplace.
We derive the conditions at which the decomposition occurs, outline strategies to fulfill these conditions and-using an example model-illustrate how the approach uncovers the most important parameters and suggests targeted experiments without knowing the exact parameter values.Research conducted over 1000’s of workplaces, identifies some common strategies people employ to survive and succeed in the workforce. Whilst there are clear differences across cultures and workplaces, there is also consistency in the approaches people adopt to succeed in their workplaces. The solutions to these subproblems are joined to the complete space of global optima, which can be easily analyzed.
The approach draws on steady state omics measurement data and exploits a decomposition of the global estimation problem into independent subproblems. Here, we present the so-called divide-and-conquer approach-a strategy to analyze underdetermined biochemical models. through identifying those parameters that most sensitively determine the model's behavior.
In this case, the challenge is yet to obtain a sound system understanding despite non-identifiable parameter values, e.g. Due to the usually large number of parameters compared to the available measurement data, these estimation problems are often underdetermined meaning that the solution is a multidimensional space. To obtain meaningful predictions from dynamic computational models, their uncertain parameter values need to be estimated from experimental data.