Friday, July 6, 2007

more for effective Managers

Performance and Equity motivation :

A report shows that while supervisor’s feel that they give praise 80% of the time, subordinate’s feel they receive praise 13%.

  • when you feel that you have praised enough, praise some more
  • it can take 20 atta-boys to weigh the same as one criticism
  • praise needs to be more personal and effective at every opportunity – eye contact, sit down, take to breakfast/lunch/dinner


Asian culture is more collective; individual praise is a team-killer. The individual is embarrassed and may leave the group. The team-members have strong feelings of jealousy.

  • on one hand, this is an effective way to manage the masses
  • on the other, it’s a societal evolution process where individuals do not have the same self-worth and superiors are unwilling to sacrifice industrious productivity for humanity
Help : I would like more info on this case study-
Indian company that curbed tardiness by closing the doors in the morning and forcing latecomers to take a personal day. Subsequently, all employees started to leave promptly at the end of the day rather than stay until 7,8,9 as engineers sometimes do.

1 comment:

Anonymous said...

Never reprimand.
"Be thankful that thorns have roses."
— Alphonse Karr

July 8, 2007 at 1:42 PM

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