Tags |
|
|
Links |
|
|
Hub You - You Get The Behavior You Reward Not The Behavior You Want
Sorting through all the pieces of what goes into a life or career can seem rather daunting. You may feel that if you can put food on the table and keep a roof over your head, and maybe somehow find time to spend with your children, that’s about all you can reasonably do. Taking the time to think through your values – what you hold most dear in li
There are two ways to reward behavior directly and indirectly. The above example is rewardin
Although still a relatively new and emerging technology, companies are quickly realizing the many benefits of using electronic recording when it comes to storing important business documents. Believe it or not, there are still people slightly weary (or perhaps simply not aware) of the advantages of electronic recording. Using this process will al
This simple, yet profound, concept is at the root of more poor productivity, broken relationships, negative personnel issues and high costs of doing business than any other management principle as well as peak performance organizations that grow and prosper each year.
What does the concept – you get the behavior you reward mean and what is the impact of it on your organization’s culture and overall performance?
Let me give you an example. You want an employee who is always late to be on time, but you don’t bring up his tardiness with him because it is only 10 minutes. So you wish and hope that the person would just get it - the policy is to be on time. But unfortunately, he doesn’t get your unspoken message and continues to be late. By not addressing this problem, you are sending the message that being late is acceptable behavior. It also sends a message to other employees who are on time, but might want to be late once in a while, that being late is OK.
There are two ways to reward behavior directly and indirectly. The above example is rewarding
Much has been written about job interviews. The literature includes what to wear, how to act, questions to ask and how to follow-up. One area that the job interview literature rarely touches on is what NOT to ask.For today’s job hunter, whether right out of high school or college, or a seasoned veteran of the workforce, what a candidate as
What does the concept – you get the behavior you reward mean and what is the impact of it on your organization’s culture and overall performance?
Let me give you an example. You want an employee who is always late to be on time, but you don’t bring up his tardiness with him because it is only 10 minutes. So you wish and hope that the person would just get it - the policy is to be on time. But unfortunately, he doesn’t get your unspoken message and continues to be late. By not addressing this problem, you are sending the message that being late is acceptable behavior. It also sends a message to other employees who are on time, but might want to be late once in a while, that being late is OK.
There are two ways to reward behavior directly and indirectly. The above example is rewardin
Education is our most precious gift to ourselves, that we need to nurture throughout our lives in order to grow. The most logical way to get formal education is college, but not everyone has the money to go that route. My opinion is, "Never say 'never' ". You will get the education you need, in your own time frame, it may just not happen in the tra
Let me give you an example. You want an employee who is always late to be on time, but you don’t bring up his tardiness with him because it is only 10 minutes. So you wish and hope that the person would just get it - the policy is to be on time. But unfortunately, he doesn’t get your unspoken message and continues to be late. By not addressing this problem, you are sending the message that being late is acceptable behavior. It also sends a message to other employees who are on time, but might want to be late once in a while, that being late is OK.
There are two ways to reward behavior directly and indirectly. The above example is rewardin
Like many old school call centers, TeleWorkers are required to sit in brick and mortar facilities, in cubicles, in neon lighting and for perhaps a dozen hours at a time. The Wall Street Journal reported a few months ago, the average call center employee duration is 90 days. It is reportedly one of the most dissatisfying jobs, with a supervisor le
There are two ways to reward behavior directly and indirectly. The above example is rewardin
One of the first steps is to box up last years files. However, before you do that be sure to go through your files and clean them out. The files that can take up a lot of space during the year, can be easily tossed. For example, your correspondence file, newsletter files, chron files. You can also combine your completed client files for the year, b
There are two ways to reward behavior directly and indirectly. The above example is rewarding behavior indirectly – doing nothing. Here is an example of rewarding behavior directly. Let’s say you want your salespeople to spend more time on getting new business but your sales compensation program rewards sales volume only and not new account activity. DA, and you wonder why you have a problem?
There are thousands of ways that managers reward the behavior they don’t want, and then act surprised when they get more of it.
What behaviors are you rewarding in your organization that you need to change? One easy way to determine what these behaviors are is to look at the behavior and then determine why that person is acting in that way. If you don’t like the behavior, you need to change the reward system. I am not just talking here about financial rewards – but social, physical and so on.
If you are in a relationship and all you ever do is criticize the other person according to your standards, don’t be surprised if he/sh
HTTP = HTML link (for blogs, profiles,phorums):
<a href="http://www.iadvice.info/article/22141/iadvice-You-Get-The-Behavior-You-Reward-Not-The-Behavior-You-Want.html">You Get The Behavior You Reward Not The Behavior You Want</a>
BB link (for phorums):
[url=http://www.iadvice.info/article/22141/iadvice-You-Get-The-Behavior-You-Reward-Not-The-Behavior-You-Want.html]You Get The Behavior You Reward Not The Behavior You Want[/url]
Related Articles:
Ten Bookkeeping Mistakes Made By Small Business Owners
It's Official, the Employee's Eyes Have It Now
Bookmark it:
|