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Hub You - Positive Power vs. Force
I recently read a compelling article in USA Today in which the CEO of a major company stated that he felt that the real character of a person was reflected in how they treated the waiter in a restaurant. Being a customer service advocate as well as a believer in
· peak performance behavior
· customer loyalty
When you review the two lists above, why would any manager, executive, business owner or organization want to maintain a management style that con
You dread dealing with the staff. No one gets along, everyone feels overwhelmed and the negativity is so thick you could cut it with a knife. Even if you increase sales, your money leaks out in turnover and absenteeism. This is going to shock you, but you could e
· poor morale
· high turnover
· low productivity
· poorly motivated employees
· dissatisfied customers
· vulnerability to competitors
· poor organization communication
· uncertain organizational environment (culture)
On the other hand, positive power can be defined as – vigor, strength, significance, influence, clout, potency, greatness etc., etc. Management by positive power contributes to:
· empowered employees
· creative solutions to problems
· an atmosphere of mutual respect
· employees’ positive self-esteem
· long term loyal employees
· validated individuals
· effective communication
· peak performance behavior
· customer loyalty
When you review the two lists above, why would any manager, executive, business owner or organization want to maintain a management style that cont
If we look at the history of Marketing, we will see an interesting evolution of the leading brand attributes capitalized on by marketing tactics and strategies.After the Second World War, we saw the birth of different products and after some time, man had
· poor morale
· high turnover
· low productivity
· poorly motivated employees
· dissatisfied customers
· vulnerability to competitors
· poor organization communication
· uncertain organizational environment (culture)
On the other hand, positive power can be defined as – vigor, strength, significance, influence, clout, potency, greatness etc., etc. Management by positive power contributes to:
· empowered employees
· creative solutions to problems
· an atmosphere of mutual respect
· employees’ positive self-esteem
· long term loyal employees
· validated individuals
· effective communication
· peak performance behavior
· customer loyalty
When you review the two lists above, why would any manager, executive, business owner or organization want to maintain a management style that con
Bill Gates, the richest person of the world (net worth 46,5 billion UD dollars - Forbes 2005), was born on 28th October, 1955. His zodiac sign is Scorpio, and he is passionate, very hardworking and benevolent. The world has been talking about his secrets of succ
· uncertain organizational environment (culture)
On the other hand, positive power can be defined as – vigor, strength, significance, influence, clout, potency, greatness etc., etc. Management by positive power contributes to:
· empowered employees
· creative solutions to problems
· an atmosphere of mutual respect
· employees’ positive self-esteem
· long term loyal employees
· validated individuals
· effective communication
· peak performance behavior
· customer loyalty
When you review the two lists above, why would any manager, executive, business owner or organization want to maintain a management style that con
Each time you pick up the phone to execute a collections call, arm yourself with a positive attitude. The energy you portray in your voice will unconditionally dictate the results you receive. Keep a smile on your face, although the person you’re speaking with ma
· empowered employees
· creative solutions to problems
· an atmosphere of mutual respect
· employees’ positive self-esteem
· long term loyal employees
· validated individuals
· effective communication
· peak performance behavior
· customer loyalty
When you review the two lists above, why would any manager, executive, business owner or organization want to maintain a management style that con
Have a favorite charity or non-profit community cause to which you contribute time and resources? Chances are your company will be interested in supporting it, too.According to the Giving USA 2004 study released by the Giving USA Foundation in the summer
· peak performance behavior
· customer loyalty
When you review the two lists above, why would any manager, executive, business owner or organization want to maintain a management style that contributes to the first set of results? I have been asking myself that same question for over 25 years. I don’t know. It defies logic and common sense. I can only guess that earlier in this century this approach to dealing with people was – more than less – common. As a result, there were massive strikes, poor working conditions, a progressive labor movement and an entire litany of other employee issues and problems.
Times have changed, thankfully. But for some managers, the inheritance of the past is hard to release. Some still practice some degree of negative force to get employee performance. There are some very subtle ways this is accomplished in today’s work environment. Here are just three examples:
1. Outdated quota systems and approaches to compensation.
2. Heavy top-down and no bottom-up employee communication.
3. Top-down decision making without bottom-up participation or contribution.
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