 Category :: Management Articles |
Author :: Alan Fairweather  |
| |
| Article Title :: Team Motivation - Tough Enough to Care |
| |
| Sir Alex Ferguson has just celebrated his 1000 game in
charge of Manchester United, probably the world's most
successful soccer team.I have a great deal of respect for Sir Alex as a man
manager. However, I always feel that he's misrepresented in
the media. The press portrays him as this big, bad, angry
guy who manages his team by aggression, bullying, shouting
and throwing teacups and football boots around the room.I don't think there's any doubt that he does get angry when
his team aren't performing but there's another side to his
personality that people don't see or don't want to see. As
Peter Schmeichel the ex Man United goalkeeper said in a
recent newspaper article - "Th (read full article) |
| |
 |  |
| |
| Category :: Management Articles |
Author :: Chuck Yorke |
| |
| Article Title :: Get It Done! Soft Skills not Hard Tools are Required |
| |
| If your organization has people, then interpersonal skills are needed.I work with companies that are on a path they call the lean journey. Whatever you call it, it’s based on the Toyota Production System. Some manufacturers embraced it and it became known as Lean Manufacturing, expanded into the Lean Office or Lean Enterprise. During this transformation the approach became focused on tools, but Toyota’s approach is about people.The focus of Lean Manufacturing training has been on technical skills such as value stream mapping, 5S, and set-up reduction. People skills; also known as “soft skills” or interpersonal skills haven’t been much of a priority. Difficulty in m (read full article) |
| |
| |
| |
| Category :: Management Articles |
Author :: Brenda Townsend Hall |
| |
| Article Title :: What Cross-cultural Training Can Do for You |
| |
| International business is more complex than ever before. Success in every sector is now seen in global terms. Yet success in working with colleagues from different cultures is no easy goal. In order to connect, we have to communicate effectively and we can only do this in an atmosphere of mutual respect, understanding and trust. Cross-cultural training helps you understand the underlying cultural values that drive behaviour—you first understand your own cultural background and then other people’s.Its outcomes should be first to take the confusion out of cross-cultural encounters. For example, you arrive in Madrid for a business meeting. In your own working environment appointme (read full article) |
| |
| |
| |
| Category :: Management Articles |
Author :: Denis Syropushchinsky |
| |
| Article Title :: Making a Decision to Outsource: Driving Factors |
| |
| Most executives view offshore outsourcing most of all as a source of cost reducing. The greatest savings are expected to come from lower labor cost and reduced project timelines. However offshore outsourcing also creates new challenges and expenses for the organization involved. Those may include vendor selection costs, legal costs, costs of transition and many others. That is why despite the evidence of possible major up-front cost savings many outsourcing vendors have yet to prove that they are able to provide positive ROI in a complex project.Yet businesses have to perform deep analysis of its strategic program and goals before making a strategic decision to outsource part of th (read full article) |
| |
| |
| |
| Category :: Management Articles |
Author :: Andrew E. Schwartz |
| |
| Article Title :: Managing Group Meetings |
| |
| MANAGING SMALL MEETINGS: Keep the size of the meeting as small as possible. The larger the group, the more complicated communication becomes and the more garbled the purpose may get. For example, with a group of two, there are two communication channels, add a third person and six channels have been created. With each additional person, the number of communication channels increases exponentially. When selecting participants for the meeting, consider the following criteria: -- expertise in the topics -- contribution to the discussion -- pre-existing personal conflicts -need for new information.MANAGING MEETINGS: Select a time to meet when participants are most likely to be punctual (read full article) |
| |
| |
| |
| Category :: Management Articles |
Author :: Andrew E. Schwartz |
| |
| Article Title :: Group Meeting Disrupters |
| |
| MEETING DISRUPTERS: If two participants are carrying on a personal discussion that interferes with a meeting, direct a clear and simple question to one of them. In order to avoid embarrassing them, address them by name before asking the question. An alternative is to restate a previously expressed suggestion and then ask them for an opinion.HECKLERS: A participant with a negative viewpoint can continually undermine the flow of a meeting with snide comments or emotional tirades. Don’t argue or chastise this person. Focusing attention on emotional barriers, such as a heckler, deflects responsibility away from participants and the issue at hand. If you lose your cool, the heckler wi (read full article) |
| |
| |
| |
| Category :: Management Articles |
Author :: Josh Greenberg |
| |
| Article Title :: Tales from the Corporate Frontlines: Employee Ideas Achieve Work Life Balance |
| |
| This article relates to the Work/Life Balance competency, which investigates how your staff feels with regard to the balance between work and personal life. It explores issues such as priority of family and hours on the job, also covered in this competency. Organizations that enjoy a high satisfaction level in this area will normally exhibit a low rate of absenteeism and experience higher employee retention. Evaluating this competency is helpful in understanding issues relating to a workforce that is commonly tardy or absent from work.This article, Employee Ideas Achieve Work Life Balance, is part of AlphaMeasure's compilation, Tales from the Corporate Frontlines. It illustrates ho (read full article) |
| |
| |
| |
| Category :: Management Articles |
Author :: Josh Greenberg |
| |
| Article Title :: Tales from the Corporate Frontlines: The Organizational Structure of Our Growing Business |
| |
| This article relates to the organizational structure competency, commonly evaluated in employee satisfaction surveys. It shows how structural concerns can affect the typical employee workday, as well as feelings towards your organization's management hierarchy and reporting structure. A healthy organizational structure is one that arranges the activities of the enterprise in such a way that they contribute to the goals of the organization. Specifically, this competency looks to see if your employees clearly understand who they report to, as well as measure their sense of accountability to the organization. Evaluating this competency can be especially useful if your organization has recent (read full article) |
| |
| |
| |
| Category :: Management Articles |
Author :: Josh Greenberg |
| |
| Article Title :: Tales from the Corporate Frontlines: Workplace Ethics: Reaching the Highest Standard |
| |
| This article relates to the Ethics in the Workplace competency, commonly evaluated in employee surveys. It gives examples of how employees and customers consider ethical behavior and sound values an integral part of your organization. This competency covers a variety of topics like customer treatment, employee professionalism, and expected/acceptable organizational behaviors. At a high level, this competency will investigate the standards by which your employees treat your customers, co-workers, and the organization itself.This short story, Workplace Ethics: Reaching the Highest Standard, is part of AlphaMeasure's compilation, Tales from the Corporate Frontlines. It provides insigh (read full article) |
| |
| |
| |
| Category :: Management Articles |
Author :: Josh Greenberg |
| |
| Article Title :: Tales from the Corporate Frontlines: Ideas for Everyday Training |
| |
| This article relates to the Training competency, commonly evaluated in employee satisfaction surveys. It tells the story of a group of team leaders who worked together to find ways to use information sharing and communication to provide valuable employee training. A Gallup poll conducted in 1998 reported that eight out of 10 employees said they would be more likely to stay with their present employer if they were offered more or better training. Specifically, the questions included in this competency are written to measure the adequacy, availability, content of training, and satisfaction with the delivery of training within your organization.This short story, Ideas for Everyday Tra (read full article) |
| |
| |
| |
| |
| Prev 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 54 55 56 57 58 59 60 61 62 63 64 65 66 67 68 69 70 71 72 73 74 75 76 77 78 79 80 81 82 83 84 85 86 87 88 89 90 91 92 93 94 95 96 97 98 99 100 101 102 103 104 105 106 107 108 109 110 111 112 113 114 115 116 117 118 119 120 121 122 123 124 125 126 127 128 129 130 131 132 133 134 135 136 137 138 139 140 141 142 143 144 145 146 147 148 149 150 151 [152] 153 154 155 156 157 158 159 160 161 162 163 164 165 166 167 168 169 170 171 172 173 174 175 176 177 178 179 180 181 182 183 184 185 186 187 188 189 190 191 192 193 194 195 196 197 198 199 200 201 202 203 204 205 206 207 208 209 210 211 212 213 214 215 216 217 218 219 220 221 222 223 224 225 226 227 228 229 230 231 232 233 234 235 236 237 238 239 240 241 242 243 244 245 246 247 248 249 250 251 252 253 254 255 256 257 258 259 260 261 262 263 264 265 266 267 268 269 270 271 272 273 274 275 276 277 278 279 280 281 282 283 284 285 286 287 288 289 290 291 292 293 294 295 296 297 298 299 300 301 302 303 304 305 306 307 308 309 310 311 312 313 314 315 316 317 318 319 320 321 322 323 324 325 326 327 328 329 330 331 332 333 334 Next |
Article Categories
