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.