Is Internal Competition Good?Learn Management Articles on management-info.biz. Is Internal Competition Good? 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.
When competition is good - * Raises the level of play across an entire team * Can build teamwork when team members help each other be successful * Can be effective when rewards are given out fairly When competition isn't so good - * Can be divisive when a manager uses competition as a means of humiliating other team members * Can be unhealthy when rewards for outstanding performance are too scarce - there are too few rewards for too many people * Can be counter-productive when team members view competition as win-lose Best practices for both encouraging and discouraging competition - * Create a 'Help others be successful' reward, where team members are rewarded based on innovative ways they have helped a teamate be more successful on a project or task. * Post team results on a visibility board or website for the entire team to see. Just make sure there is a level playing field and that each team member has an equal opportunity to compete. * Do not reward competition by taking something away from someone else. Make the reward additive, not subtractive. * Do not reward (better yet admonish) win-lose competition where someone wins at another's expense. * Provide opportunity for the entire team to share in a reward if everyone meets a specific goal
* Never compare one employee or team to another, it's similar to a parent saying 'Why can't you be like your brother Jeffy?' |
More Articles:1. Delegation and empowerment: levels of freedom When you delegate tasks or processes, you transfer a certain level of freedom in how the tasks are to be handled. These levels range from simply giving instructions to be followed right through to handing over a complete project that then becomes part of the person's job description. But how do you decide? Here are three measures you can use: 1. The level of experience of the person to whom you are delegating. How much experience does this person have with the company? With the department? How f… 2. Organisational Culture for Continuous Improvement By John Hicks I have been working with leading Business Improvement guru, Tim Franklin, preparing the PR for his latest book which offers an introduction to Continuous Improvement (CI) at beginner level, encompassing Lean, TQM, Six Sigma and the other related methodologies of CI.He was developing an analogy of a geographic expedition to describe Continuous Improvement. As you start out on an expedition, you can see the horizon clearly as being the final destination, but as you walk towards it, it recedes an… 3. Tales from the Corporate Frontlines:Choosing an Effective Employee Recognition Program By Josh Greenberg This article relates to the Recognition competency, commonly evaluated in employee satisfaction surveys. It tells the story of how one company found the right recognition program by paying attention to employee feedback. This competency also explores what type of behavior is appreciated and rewarded within your organization. Studies show that employees who receive regular recognition and praise are more likely to increase their individual productivity levels, increase engagement with their col… 4. Event Registration - The 6 Biggest Problems Event Planners Have and How to Overcome Them All By Bill Flagg Let's face it, setting up and operating the registration process for events and conferences is one of the least favorite things on most event planner's list of things to do. There is a lot of repetitive and mechanical stuff to do to make sure that everyone gets notified and signed up on time. The Biggest Problems with Manual Systems: Mail, Fax, Phone, Email1. Illegible handwriting on registration forms2. Mistakes in transferring information from registration forms to your database.3. … |
||||
