 Category :: Management Articles |
Author :: Arne Yri  |
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| Article Title :: Why Your Headline Will Make You Or Break You In Project Management! |
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| The value of a proper headline when dealing with a project (or anything else for that matter) cannot be stressed enough...
Yep! I'm talking of the headline of your email correspondence here...
It only makes the day for a project manager so much more comfortable (not to mention easier), when he/she has to find something in a hurry...
And, usually...
What else... normally...
is a project other than...
"In A Hurry..."
So, if you'd just give me an appropriate headline, I'm very apt to forgive everything else, and especially typos;-) - slang or whatever have you.
The need for understandable language (read full article) |
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| Category :: Management Articles |
Author :: Michael Beitler |
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| Article Title :: Organizational Culture Change: Is It Really Worth the Effort? |
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| Much has been written about changing organizational culture. It’s an exciting topic because of the enormous potential benefits derived from changing an organization’s culture. While exciting because of its enormous potential, attempting to change organizational culture can lead to enormous frustration.It is important to understand how deeply the roots of organizational culture go. Organizational culture is rooted in the shared tacit assumptions of the organization. These tacit beliefs drive behavior throughout the organization.Edgar Schein believes organizational culture provides members of the organization “stability, consistency, and meaning.” The change agent who (read full article) |
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| Category :: Management Articles |
Author :: Katherine Ly |
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| Article Title :: Lead By Example, Not Just Talk |
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| Great leaders lead by example, not just talk or orders. Leading by example will garner respect and admiration from the troops as well as compliance. In a network marketing company, recruits join voluntarily so it's up to them whether they will follow you or quit. You can't use force or order them around like a boss does in a traditional job.The best way to get recruits to do things is to motivate them with their goals dangling in front of them like a carrot by remind them why they joined. Praise a good recruit generously in front of others, with hold praise to others who don’t perform or try. Reward good recruits with plagues, certificates, trophies, awards etc. in front of (read full article) |
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| Category :: Management Articles |
Author :: Charles Carter |
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| Article Title :: Management Span of Control and The Power of Models |
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| There isn’t a steadfast rule in determining a proper Management to Staff ratio. However, there are some guidelines that can assist in establishing a ratio that allows Upper Management to efficiently assess and evaluate a department, department managers to efficiently assess and evaluate employees. And a company to create benchmarks to gauge and define a model ratio that works best with their business model.First you should define the roles and responsibilities of Management, Supervisors and non-supervisory employees. Here are some suggestions:Define a Manager:A Manager has the responsibility for strategic operations, planning and formulates company policy or directs (read full article) |
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| Category :: Management Articles |
Author :: Robert Bacal |
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| Article Title :: Negative Employee Attitudes - What Managers Can Do To Turn Them Around |
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| At one time or another, organizations develop an over-abundance of "negative energy" or attitudes. Sometimes they can be linked to organizational trauma, like down-sizing, budget restraints or workload increases, but sometimes they evolve over time with no apparent triggering event. The negative organization is characterized by increased complaining, a focus on reasons why things can't be done, and what seems to be a lack of hope that things will get better. It feels like the organization in stuck in treacle. And, it's contagious. Negativism can affect even the most positive employees.What can you do? Based on an article by Arthur Beck and Ellis Hillmar, professors i (read full article) |
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| Category :: Management Articles |
Author :: Robert Bacal |
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| Article Title :: Employee Discipline and Performance Problems - Quicktips For Managers |
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| 1. Never procrastinate with a performance problem. If you don't address the issue when it arises, staff will question whether you are doing anything at all.2. When talking to an employee about a problem, phrase your comments in terms of preventing the problem from recurring. Use the inappropriate performance as a jumping off point, indicate why it is problematic, and then quickly move on to preventing re-occurence. This moves the focus from blame to improvement.3. Whenver possible, elicit the employee's suggestions about how to prevent the problem from recurring. Put the responsibility for suggesting solutions with the employee. When possible, help the employee implement the (read full article) |
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| Category :: Management Articles |
Author :: Larry Galler |
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| Article Title :: Thoughts from a Post-Thanksgiving Nap |
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| Leaning back in my post-Thanksgiving glow, I snuggled in my easy chair, put my feet up, sighed, and read my book until the need for a nap overtook me in a few moments. We all like our comfort. As a culture we certainly prefer comfort to discomfort. The problem is that being in a place of comfort lulls us. It lulls us from thinking, from learning, from activity, from progress, from growth. It’s exactly the same in business.Comfortable businesses tend to coast. They stagnate. They have reached a comfortable state of existence with comfortable earnings, comfortable staff, comfortable systems, comfortable levels of stress. They have stopped getting better because they don’t (read full article) |
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| Category :: Management Articles |
Author :: Hans Bool |
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| Article Title :: Commitment: A Door to Open |
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| Is commitment something you gain on the way, or do you need it right from the start?Many projects and business activities fail because of a lack of commitment. Some of these activities stop halfway others near the end – when most commitment is needed – and others do not even get really started. It´s all in the emotion around it. People can be sceptic at first, they are insecure (I know I am) and they wait what others do before they step in.Even in personal relations you cannot do without commitment. Or put it another way; personal relations are relations because of the commitment. You said ´yes´ at one point at time. It is possible that commitment fades away down the (read full article) |
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| Category :: Management Articles |
Author :: Nickie Freedman |
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| Article Title :: What Does Your Staff REALLY Want? |
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| Creating a high performing organization requires a relentless focus on ensuring a great work environment. When staff are enthusiastic about where they work and engaged in what they do, obstacles seem smaller, difficult problems give way to innovative solutions and exceeding expectations happens.The 2005 “Best Places to Work” program study showed that, contrary to popular opinion, employee satisfaction didn’t depend on salary. The most given answer as to what makes a company a great place to work is employee empowerment.And what constitutes employee empowerment? I believe it comes down to a few basic principles, the first of which is encouraging an ownership attitude. (read full article) |
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| Category :: Management Articles |
Author :: Nickie Freedman |
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| Article Title :: What Does Your Staff REALLY Want? (Part 2) |
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| CREATE A CULTUREThe 2005 “Best Places to Work” program study showed that, contrary to popular opinion, employee satisfaction didn’t depend on salary. The most given answer as to what makes a company a great place to work is employee empowerment.And what constitutes employee empowerment? I believe it comes down to a few basic principles, the second of which is the corporate culture.In the book "Guts!: Companies That Blow the Doors Off Business As Usual," authors Kevin and Vickie Freiberg discuss businesses that replaced traditional corporate cultures with those where fun and creativity dominate. The book examines 15 successful companies and the leaders wh (read full article) |
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