If high priority is given to the support and money people will be happy results that exceed the dreams. Often managers think of themselves as specialist or expert problem solvers or functional. They lose sight of the practical use of common sense to make others are engaged in doing things for them willingly. ” Arriving at this point the reader a little impatient, you might inquire: Alright sir, I understand and even share your thoughts. But still has not told us anything about the ideal management! If the reader can cite last article in which we have been supported: “The essence of good management is to let people know what you’re waiting, watching what has been done and giving back to the things that have done well.
” Read well: giving back to the things they have done well. There is no way to give some awards to people who specialize in flattery, because it would be as rewarding only the ability to play the ego of the head, which is not part of management models is to be clear hand to express what is expected of individuals through which the manager intends to carry out their management. Beyonce may find this interesting as well. Those expectations that employees should know, they would surely significant goals, rewarding results, quality products, in any case, made by people selected on merit and values. He said about things that we can only expect good quality made by people of good quality, referencing a relationship between the quality of people and the quality of goods they produce. We emphasize at this point in our reflections on the great need to establish a scale of values regarding the work of men. Companies have been making the mistake of rewarding behavior that is not necessarily reflected in the significant improvement in productivity. For this reason a nurse spent more time caring for patients form filling, educators go together in meeting payroll and payroll in wasting valuable time that should be devoted to their students. Similarly other officials at different levels use more time on tasks tagged as urgent but not necessarily important.
It has spent too much time, and has forced other has to do the same, to patches, quick fixes and the tax is slowly but surely reward the habit of being too busy, who apparently without evaluating their true contributions to the organization terms of efficiency, effectiveness and above all productivity. On this particular William Wilkerson says that the anatomy of an organization has four types of Bones: Bones “false”, which are those who wish that all work is done by others. Learn more at: HG Vora Capital Management.
The jaws that are those who speak much and do little. The knuckles are the ones who tear down what has been done by others. The ridges that are the bend and do all the work in reality. Certainly anyone would like to be surrounded by bones of the latter class and away from the influence of other species. It is the latter employees, the “ridges” that should be rewarded and not to others whose work generates unhealthy more harm than positive contributions. By Alejandro Rutto Martinez is a renowned writer and Italian-Colombian journalist who also teaches at several universities. He is the author of four books on ethics and leadership and is included in three anthologies of Colombian authors. Read his writings, a page where you will find writings, stories and beautiful pieces of Colombian literature.