Work-life balance is the first concept presented by Semler (2014), who suggests that people should do what they enjoy not only after the retirement, but while working for companies. Indeed, people are not machines, and the combination of work and leisure time is probably the best solution to maintain the productivity of employees. Ownership is another concept that refers to the opportunity to allow employees to take board seats for those who show up. This concept is important as it promotes democratic values, such as openness, sharing, and active participation.
Voluntary commuting is one of the suggestions by Semler (2014) is that employees should be allowed to decide on commuting. The speaker claims that it is not important where from an employee would work. On the one hand, such an approach is advantageous for those who have to spend a couple of hours to reach the office. On the other hand, work from home demotivates some people, while they have little opportunities to organize their home settings and remain productive. The disadvantage of this suggestion is that employees may show low effectiveness and use various reasons to miss the deadlines.
The corporate culture described by Semler (2014) may be attainable in case if employees understand its value. If they are conscious, responsible, and can easily organize themselves, such a culture can be useful. However, the majority of employees consider that their supervisors and managers should guide them, and that strict policies are necessary to maintain workplace discipline. In addition, cultural differences can play a role: more conservative communities may prefer a traditional organizational culture, when a leader clearly explains what exactly should be done and when it should be completed.
Reference
Semler, R. (2014). Reflection: How to run a company with (almost) no rules. Web.