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Recent studies have shown that industrial supervisors are working at less than 60 % of their potential. Basic management skills training is guaranteed to change all this and at such little cost Introduction The word discipline has a negative sound as we immediately think of authority and punishment. However, there is another more constructive way to think about this, which we can call – POSITIVE DISCIPLINE. Positive discipline is all about creating an orderly environment where people can conduct themselves to agreed standards of behavior to the benefit of everyone. In this way we avoid unnecessary conflict and potential accidents. Most family groups establish an atmosphere of Positive Discipline, which protects individual's rights but also develops harmony in the family. Positive Discipline is also an excellent learning medium for our children, which allows them to develop in a safe environment. NEGATIVE DISCIPLINE is conflictive by nature and is damaging to group harmony. A potential negative discipline situation occurs when rules are disobeyed or when they are clearly accepted reluctantly. Discipline line The first step is to establish and maintain a reasonable, but firm discipline line. TOO HIGH - People are insulted. Productivity drops. TOO LOW - People take liberties. Productivity drops. This line must be a well-defined set of behavior standards that you expect all employees to abide by and support. It is also important to ensure that these standards, rules or regulations are well-communicated and everyone is fully aware of them. This will tell an employee what is expected and what is not permitted. It is essential to set a discipline line that is achievable and effective in the real world. The key success factors are: Consistent Well communicated Reasonable and justifiable Flexible Immediacy There are many aspects to positive discipline and the following is an interesting one. The "Hot Stove Rule" However well you handle discipline it remains an unpleasant task that often causes resentment. The challenge to the supervisor is to apply the necessary disciplinary action so that it minimizes damage to individuals and to the manager himself. A really effective way to incorporate all the rules that are described above is to adopt the hot stove rule. When you touch a hot stove, the reaction is immediate, with warning, consistent, and impersonal. For example: The burn is immediate; there is no doubt about the cause and effect There was advance communication, since everyone knows what happens if you touch a stove when it's red hot The result is consistent; whoever touches a hot stove will always get burned The result is impersonal because whoever touches a hot stove is burned. The burn was caused by the act of touching the stove, not because of who the person is. Discipline should be directed against the act and not against the person. The comparison between the "hot stove rule" and disciplinary action is obvious. Living By Zen (Timeless Truths) - Discover The 2,000 Year Old Zen Secret Of Staying Calm, Balanced And Positive No Matter What Is going On In Your Life. Positive Parenting. - Developing discipline without yelling, spanking, nagging, or time-outs!
I am really excited about this year’s content. We have sessions on how to develop applications in Silverlight for both the PC as well as Windows Phone 7. We have an entire track with great sessions where you will learn the tips and tricks of deploying Windows 7, Office 2010, Office Web Apps, and more in your organization, as well as how to troubleshoot when things go awry. The Collaboration: The Next Generation track has sessions on migrating to SharePoint 2010 as well as Exchange 2010, and how to protect the content in these critical business applications, and more. You will also learn how to take advantage of Microsoft-based development tools and good development practices and procedures to optimize the development and testing of applications whether developing as a group or individually. Finally, you will learn how to effectively use virtualization in a variety of scenarios, protect your infrastructure, and tricks on how to make Active Directory work for you. The best part is that you don’t have to pick sessions from only a single track. You can make your own customized agenda of TechDays 2010 sessions allowing you to grow the skills you need in your job. If you have not yet registered for TechDays 2010, register now at www.techdays.ca and then click on the “My Schedule” link in the top right to build your agenda; if you have already registered, go to www.techdays.ca and sign in with your Windows LiveID to start building your schedule. One more thing…there are six tracks at TechDays 2010 but you will notice that www.techdays.ca/sessions only lists sessions in 5 of them. The Local Flavours track and its content is up to you and your peers! We are looking for passionate individuals (developers, IT professionals, designers, IT architects, etc.) who have an idea for a great session to let us know and submit their session for possible inclusion at TechDays 2010 in your city. The submission form and information on the process can be found at http://www.techdays.ca/sessions?Track=Local+Flavours. Please download both documents, fill out the submission form with your great session idea and email to us at td_can@microsoft.com. TechDays 2010 is shaping up to be the best yet. Please visit www.techdays.ca for more information or to register and take advantage of the Early Bird rate of $349.99 plus tax - (about 50% off the full conference fee of $699.99). If you have a question about TechDays, send me an email at td_can@microsoft.com and I’ll get you an answer. I REALLY do love getting your emails.
Damir Bersinic TechDays 2010 Program & Skills Manager Microsoft Canada 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 |
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