Tags |
|
|
Links |
|
|
Atricle Dump - How To Miss The Target
Aspiring franchisees often find themselves in the situation of having plenty funds, not wanting to work for somebody else, but lacking basic business skills to start a business on their own.What exactly is a franchise?The word is used to refer to a business that utilises the logo, name and operation systems providing that they come up with the required funds and are prepared to give the parent company a share of the profits.Just like any other business there are positives and negatives –the future
This is a human reaction that we seem to forget about in the work situation. The violence of the reaction depends on the degree of telling that is done but the reaction is always negative.
When a target is set for the workforce the effect is of someone telling them how they should be performing.
If the workforce achieve the performance they have been set as a
A friend has informed you that there is a job opening in his office. You’re intrigued, especially since it seems as if it is time to move on from your current job. You immediately begin the process of applying for the position, drafting your cover letter and fine-tuning your resume.However, you’re forgetting a very important point. Before you do anything else, you should research the company you are hoping to work for.At first, you might wonder why such research is necessary. After all, research is ti
The manager considers all the factors of the past, of personnel, and of production then sets the target that his boss feels he should be achieving.
It is not often that the target is based in reality or a practical assessment of what is possible.
The boss wants to achieve greater production so the manager increases the target by an arbitrary number in the naive hope that his workforce will pull together like splendid fellows and achieve the new target for him because he is wonderful.
When the target is not achieved the manager is then quite comfortable blaming the workforce for their failure to achieve it, because he was quite clear when he told them what the new target was.
The fault therefore lies with the workforce.
Or does it?
Let us assume for one minute that the workforce is made up of human beings.
What happens when we tell a human being what to do?
The first thing, that is not visible to the casual observer, is that the little hairs on the back of their neck stand up.
What happens next is a function of the relationship between the teller and the person being told.
In a social situation the response will vary from "What did your last slave die of?" to an altogether more violent reaction if for instance ones partner was holding the iron when you told them to do the ironing.
In the work situation we are not allowed to make a negative response to our boss, even if we were, we know that it would end up with an argument which, because our boss is the one who pays us, does our performance appraisal and allocates our work, we will always lose.
When our boss tells us what to do the little hairs will still stand up but because it is our boss we know that any argument or discussion is pointless.
We paint on a false smile saying "Certainly it will be a pleasure" then we go away and work out how we can avoid doing what we have just been told to do.
This is a human reaction that we seem to forget about in the work situation. The violence of the reaction depends on the degree of telling that is done but the reaction is always negative.
When a target is set for the workforce the effect is of someone telling them how they should be performing.
If the workforce achieve the performance they have been set as a t
For your company to truly reap the rewards of a structured corporate travel policy, it must focus on one thing above all else: compliance. Unfortunately, while the explosion in convenient Self Booking Tools gives you a lot more freedom of choice, it also makes compliance a great deal more challenging. Any technology that supports an increase in compliance to policy has merit; it will save your company money and bring back the benefits of corporate travel.Today's diversity of choice in self booking tools makes co
When the target is not achieved the manager is then quite comfortable blaming the workforce for their failure to achieve it, because he was quite clear when he told them what the new target was.
The fault therefore lies with the workforce.
Or does it?
Let us assume for one minute that the workforce is made up of human beings.
What happens when we tell a human being what to do?
The first thing, that is not visible to the casual observer, is that the little hairs on the back of their neck stand up.
What happens next is a function of the relationship between the teller and the person being told.
In a social situation the response will vary from "What did your last slave die of?" to an altogether more violent reaction if for instance ones partner was holding the iron when you told them to do the ironing.
In the work situation we are not allowed to make a negative response to our boss, even if we were, we know that it would end up with an argument which, because our boss is the one who pays us, does our performance appraisal and allocates our work, we will always lose.
When our boss tells us what to do the little hairs will still stand up but because it is our boss we know that any argument or discussion is pointless.
We paint on a false smile saying "Certainly it will be a pleasure" then we go away and work out how we can avoid doing what we have just been told to do.
This is a human reaction that we seem to forget about in the work situation. The violence of the reaction depends on the degree of telling that is done but the reaction is always negative.
When a target is set for the workforce the effect is of someone telling them how they should be performing.
If the workforce achieve the performance they have been set as a
Plastic contract manufacturing is the process of manufacturing plastic products on a contract basis. There are many contract manufacturers of plastic products, rubber products and other specialty chemical products. They produce fabricated and extruded plastic products. The plastic fabrication facility of most of the plastic contract manufacturers include the latest Computerized Numerical Control (CNC) routers, mills and lathes for top quality machining of plastic parts and products. Plastic contract manufacturers handl
The first thing, that is not visible to the casual observer, is that the little hairs on the back of their neck stand up.
What happens next is a function of the relationship between the teller and the person being told.
In a social situation the response will vary from "What did your last slave die of?" to an altogether more violent reaction if for instance ones partner was holding the iron when you told them to do the ironing.
In the work situation we are not allowed to make a negative response to our boss, even if we were, we know that it would end up with an argument which, because our boss is the one who pays us, does our performance appraisal and allocates our work, we will always lose.
When our boss tells us what to do the little hairs will still stand up but because it is our boss we know that any argument or discussion is pointless.
We paint on a false smile saying "Certainly it will be a pleasure" then we go away and work out how we can avoid doing what we have just been told to do.
This is a human reaction that we seem to forget about in the work situation. The violence of the reaction depends on the degree of telling that is done but the reaction is always negative.
When a target is set for the workforce the effect is of someone telling them how they should be performing.
If the workforce achieve the performance they have been set as a
When you are being interviewed it is very important that you give out the right signals. These can be provided by your positive body language.Body language is a very important part of any communication. Body or non-verbal language might be defined as "what we say without saying anything". Much of the impact you create at interview is based on your non-verbal presentation. While words can deceive -- many people don't mean what they say or say what they mean -- body language is subconscious. Since it's less contro
In the work situation we are not allowed to make a negative response to our boss, even if we were, we know that it would end up with an argument which, because our boss is the one who pays us, does our performance appraisal and allocates our work, we will always lose.
When our boss tells us what to do the little hairs will still stand up but because it is our boss we know that any argument or discussion is pointless.
We paint on a false smile saying "Certainly it will be a pleasure" then we go away and work out how we can avoid doing what we have just been told to do.
This is a human reaction that we seem to forget about in the work situation. The violence of the reaction depends on the degree of telling that is done but the reaction is always negative.
When a target is set for the workforce the effect is of someone telling them how they should be performing.
If the workforce achieve the performance they have been set as a
GPO’s (Group Purchasing Organizations) have been around for about ten years primarily in the healthcare industry. The basic concept of a GPO is that a group of businesses can come together and buy products cheaper than any single company can. This model may or may not be beneficial for the Coca-Cola’s, Wal-Mart’s, or Johnson & Johnson’s of the world, but they are great for the small to medium size business because they allow the little guys to buy their products on the discount level of one of these huge corporations
This is a human reaction that we seem to forget about in the work situation. The violence of the reaction depends on the degree of telling that is done but the reaction is always negative.
When a target is set for the workforce the effect is of someone telling them how they should be performing.
If the workforce achieve the performance they have been set as a target it is as if they have admitted to themselves that their manger has the authority to tell them what to do.
Because they are human beings, they find that very difficult to accept.
The effort of the workforce is therefore focussed on how to fail to reach the target rather than how to make their manager look good as a result of their efforts.
This may sound as if targets are a bad thing but that is not the case.
The bad thing is the setting of the targets, not the targets themselves.
The catch 22 is how we can set a target, without setting a target.
The answer is .….. don't try!
Instead of setting targets, ask the workforce what they think the target should be.
Getting the workforce to set the target normally produces a target way in excess of the level of performance that the boss thought of as his stretch target, and oddly enough, this huge target, set by the workforce, will normally be achieved.
It will be achieved because it belongs to the workforce. Because it is theirs, they feel a pride in their ability to achieve it and its achievement becomes their focus.
Life however is seldom that simple.
Today’s workforce have become accustomed to the tricks of a devious management who keep trying to get them to produce more for less.
If you ask today’s workforce for their opinion they will suspect a trick and be very guarded in their response.
They do not trust the person who is asking the question. To get an honest answer there has to be trust.
To build that trust the manager has to behave towards his workforce in a different way, a way that will allow trust to build.
Until that trust has been built we will continue to miss the target.
HTTP = HTML link (for blogs, profiles,phorums):
<a href="http://www.articledump.net/article/23777/articledump-How-To-Miss-The-Target.html">How To Miss The Target</a>
BB link (for phorums):
[url=http://www.articledump.net/article/23777/articledump-How-To-Miss-The-Target.html]How To Miss The Target[/url]
Related Articles:
Modern Call Center Solutions - Keeping in Touch is the Key
Entrepreneurs Vs. Intrapreneurs - Don't Get Stuck Making Your Boss Rich
Trust Fundraising Applications - the Do's and Don'ts!
Bookmark it:
|