How to Create a Positive Work AtmosphereLearn Management Articles on management-info.biz. How to Create a Positive Work Atmosphere article will help answer your questions on Management Articles.We at management-info.biz specialize in Management Articles. Management Articles at management-info.biz provides the most up to date news and articles. If you have questions please do not hesitate to contact us.
Positive versus Negative Workplaces We have all worked in places where we grew to dread getting up in the morning, and a few of us have had the pleasure of working for a boss who makes us feel like we can do anything. Lets take a look at the differences between a positive and a negative work environment. Signs of a Negative Work Environment The boss is unfriendly. The boss is critical. There is high employee turnover. There is low employee morale. People watch the clock. People dont get much performance feedback. Signs of a Positive Work Environment The boss demonstrates interest in the employees. The boss has an encouraging attitude. Employees like working there. There is evidence of company pride and loyalty. People know where they stand with their supervisors. Thousands of books have been written on the subject of managing and motivating people, and as many training seminars are conducted on this subject around the world every day. And yet its interesting that even with all of this available information, few companies succeed at creating a positive work environment. Lets see whats involved. Four Key Skills Creating a positive work environment is based on four key skills. They are: 1. Tell people what you expect of them. 2. Show interest in your team members. 3. Create an encouraging environment. 4. Recognize and reward good performance. Skill #1: State Your Expectations Telling people what you expect of them means doing the following: Communicating expectations clearly Having a specific job description Identifying specific performance standards Specifying deadlines Setting goals Skill #2: Show Interest in Your Team What behaviors convey that someone is interested in you? Making eye contact Calling you by name Asking your opinion Smiling Complimenting your work Taking your suggestions These behaviors convey a lack of interest: Ignoring you Not knowing your name or not using it Not asking your opinion Ignoring your suggestions Not commenting on your work Following your suggestion, but only when heard from someone else Such signs discourage productivity because they make people feel discouraged, angry, less confident, and stripped of self-esteem. Skill #3: Create an Encouraging Environment Most people would agree that an encouraging work environment is one where: Your ideas are valued. Creativity is encouraged. Risks are encouraged. Fun and laughter are valued. New ideas are rewarded. You feel appreciated. People thank you for your contributions. Flexibility is valued. You feel like part of the team. Creating such an environment results in the following benefits to employees. You: Contribute more ideas. Feel more committed. Look forward to coming to work. Are more productive. Have increased self-esteem. Creating such an environment results in the following benefits to managers and business owners: Less turnover Less sabotage Greater loyalty Easier to find employees due to good reputation Higher productivity Skill #4: Recognize and Reward Good Performance A reinforcer is anything that happens, after a behavior, that tends to increase the chances that the behavior will be repeated. Included are such things as: Compliments Smiles Thumbs-up gesture Saying Thank you Public announcement of your achievement Positive letter in your personnel file Promotion Time off Special parking space First choice on schedule Dinner with the boss Tickets to an event Extra employee discount Picture on the bulletin board Applause at a meeting Recognition Guidelines 1. Describe the results you are recognizing. Be specific. Its important to make certain the employee knows what behavior or accomplishment you are referring to. 2. State your personal appreciation. Say, I appreciate it. Adding your personal appreciation makes the compliment feel more genuine. 3. Encourage the person to continue producing such good work. This increases the chances that the person will repeat the desirable behavior. WebMaster Media Maker. - Create Streaming Audio and Video with Media players that do not require a streaming media server. Create Digital Backgrounds In Photoshop. - Create Digital Backgrounds in 5 minutes with Photoshop. Video Download! Article Index: | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 | 11 | 12 | 13 | 14 | 15 | 16 | 17 | 18 | 19 | 20 | 21 | 22 | 23 | 24 | 25 | 26 | 27 | 28 | 29 | 30 | 31 | 32 | 33 | 34 | 35 | 36 | 37 | 38 | 39 | 40 | 41 | 42 | 43 | 44 | 45 | 46 | 47 | 48 | 49 | 50 | 51 | 52 | 53 | 54 | 55 | 56 | 57 | 58 | 59 | 60 | 61 | 62 | 63 | 64 | 65 | 66 | 67 | 68 | 69 | 70 | 71 | 72 | 73 | 74 | 75 | 76 | 77 | 78 | 79 | 80 | 81 |
More Articles:1. Character: Is It Necessary In Leadership? (Part One) By Brent Filson We know character when we see it, but what exactly is it? How do we define it? What role does it play in our getting results as leaders? What role does character play in our careers?In this two part article, I'll explore these questions and give tips on using character to get results and build your career.A key function of character in leadership is to engender trust in people, and the function of their trust is to have them take action for results. Few leaders come to grips with the challenge… 2. Management to the Vision-Contribution and the Role of Compliance By Rosemary Johnston As a manager our role is to:1. Establish the vision, or our contribution to the vision.2. Establish the plan and forecast for our management contribution, be it $1million or $1billion.3. Gain endorsement of the plan and forecast, by the vision holders.4. Manage the plan and reality to the vision-contribution.This is very simple on paper.Assuming we have achieved the first three, lets focus on the fourth as it is vitally important.Firstly, too many managers make a subtle twist here and manage … 3. How To Influence The Perceived Assertiveness Behaviour By M'Hamed Cherif The literature on assertiveness distinguishes many models, with varying validity and practical usefulness. In developing the Assertiveness Coffee Cards we have been led to look at the issue from a different angle, namely that of how the brain functions. As a result, we propose the following classification of assertive behaviour:1. Reptilian Emotional Assertiveness; 2. The Learned Assertiveness Behaviour; 3. The Frontal Lobes Driven Assertiveness; and 4. The Perceived Assertive Behaviour.The … 4. Prioritise Your Day - Keep Focus - Win! By Martin Haworth Whether you run your own business or manage a team, there are times when things don't go to plan. Like:-Your key people don't show up.A deadline shifts.Your boss turns up unexpectedly.You get really busy beyond expectations....and more.How do you get clear on the priority of the day?Value it - that's how!So, if you run any sort of business, consider what the most important thing would be to your business, if you were down to the barest of bones in personnel numbers, for just one day, wh… |
||||
