It is an important lesson that you can learn Here are three lessons about effective meetings that came from a visit to Sequoia National Forest.
It's tough. :
Article body:
Here are three lessons about the meeting that came from a walk in the woods.
1) Giant Sequoia
It takes time for these wonderful trees to grow.
Certainly, we need to work with a sense of urgency. We need to do more with less. We need to move faster than the speed of confusion.
And we also need to be appropriate.
How many
For example, the group slams the annual plan together to find that the plan ignores actual market conditions, organizational limitations, and individual support. The result is a document that no one uses.
For example, a powerful group makes decisions without listening to other people's ideas. And the bad situation gets worse. In fact, the neglected party may retaliate with the force that the original group loses its state.
All such considerations to make sure the time is also included in the planning decisions. Plan a meeting to solve a major problem and hire a skilled facilitator to help you achieve lasting results.
2) Bear
This cub behaves like a goofy toddler while a mama bear is going about her business gathering food at the supermarket. The cub fell off the rock that climbed the log, and dropped things to mommy. While everything has become a highlight, Mumabea also has a sense of movement that emphasizes only pus, munching plants, and nutrition.
That is, she kept eating until the cub ran towards me. Then the mom bear looked up, snarled, and chased after the cub. (I assume that that's what she did, because I ran away when Mom licked.)
What do you want to say?
Sometimes we need to allow the proper amount of disorder as it is part of growth. It is part of getting people to explore. It is part of people becoming themselves. Of course, when threats appear, we should take responsibility. I will recover from the stains.
3) Mustang clover
In spring, the Sierra Nevada Mountains are covered with patches of mustang clover. Simple pink dots like these small flowers (usually less than half an inch wide). But if you pause and look closely you will discover a masterpiece of intricate beauty.
Point: Are you pausing to notice important details? You can have a wonderful life with all the fun notes. Health is a mandatory indicator in other cases.
By the way, you can browse photos of huge Sequoia, Bear cub, and Mustang clover at:
http://www.stevekaye.com/photos.htm
"Greeting is good" – rewards, motives, organizations
The business culture of the 1980s in the US and internationally has put considerable emphasis on personal rewards on the basis that ambitious individuals can transform organizations and societies. An extreme example of the film says Gordon Gekko on Wall Street says greed is good. However, in the 90's, it was viewed as a motive that companies were hurt and bankruptcy due to inappropriate use of remuneration. However, the success of a company is based on compensation-based compensation. ..
It's tough. :
Reward, motivation, organization
Article body:
The business culture of the 1980s in the US and internationally has put considerable emphasis on personal rewards on the basis that ambitious individuals can transform organizations and societies. An extreme example of the film says Gordon Gekko on Wall Street says greed is good. However, in the 90's, it was viewed as a motive that companies were hurt and bankruptcy due to inappropriate use of remuneration. However, the great success of companies is based on compensation-based compensation systems. Alliance Dunber recently in the financial services market with Phones4U is a previous example.
The notorious Barings Bank had individual traders with bonus to millions in the long run when these motivated individuals were not fulfilling the company's goals. In addition, the personal reward system is a successful organization The payment system that is based on an indicator of proper performance, and that he or she is completely rewarded for all those who motivate it, is the best system for the organization to repress or discourage 10 people. It may not be.
Thus, a wise organization rewards all staff, so they feel that the staff promotes both short and long-term gains and is treated fairly, but with the items they are rewarded with, they There should be a link in the right place between the action that can be taken to influence the result you want
A wise organization accepts it:
* It is reasonable for individual managers to act for their own benefit.
• Managers are groups of people, closest to their superiors, and their peers, if they fail.
* Managers are attracted to those jobs that they want to achieve, know that they can succeed, and usually favor the short term at the expense of the long term.
Of some of the organizations that have a clear meaning, rely on some of the fundamentals of reward structure change performance and activity. In other words, the management and organizational system must be in harmony with the reward system.
There are five major prerequisites to setting up an effective reward structure.
1. Measurement: "You can not get it unless you measure it." Setting multiple goals, the Balanced Scorecard used in Tesco is probably the most well-known various measurement system of which.
2. Monitoring: If performance measurement is not properly monitored, or if it is only monitored in year-end reviews, it is money they really do not have a problem
3. Control of tools for work: Ensure that the organization does not rely on out-of-control factors to achieve set performance measurements
4. Consistency: ensures that short-term organizational factors do not affect managers or drive them from their real goals. The bureaucracy and looseness in the organization's own design is what you are asked for appropriately.
5. Line rewards and strategies: Achieving a clear organization strategy is not a future event. Remuneration system provides that organizational and management disputes are resolved by referring to the strategy and the "balanced scorecard" A relatively confusing battle Only in that case, the organization's strategy, structure, remuneration system Improving will put pressure on the tissue.
Based on these 5pre conditions, there is a checklist of 10 factors that an effective reward and reward structure must achieve:
1. Support business strategy
2. Encourage desirable behavior
3. Compensation related performance
4. It is fair
5. Please improve
6. It is tax efficient.
7. Timely (reward should take place close to achievement)
8. Incorporate non-financial rewards (recognition can be important as cash)
9. Steady (the possibility of having something more than losing a bonus but the pay increase is late until the goal is reached)
10. Be transparent
0 comments:
Post a Comment