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. Managing Monsters in Meetings - Part 5, Dominant Participants While dominant participants contribute significantly to the success of a meeting, they can also overwhelm, intimidate, and exclude others. Thus, you want to control their energy without losing their support.Approach 1: Ask others to contributeAsking quiet participants to contribute indirectly moderates the more dominant participants. Say:'Before we continue, I want to hear from the rest of the group.''This is great. And I wonder what else we could do.' (Look at the quiet participants when you sa… 2. A Leadership Screw Driver: The 90 Day Improvement Plan By Brent Filson I was talking with first-line supervisors in a utility company about how to deal with poor performing employees."You've gotta put the screws to him!" suggested one supervisor to his colleague who was having trouble managing one particular poor performer."I've put so many screws to him he's dead weight!" the supervisor replied.We all knew what "putting the screws to him" meant -- using rewards and punishments to force change in behavior.The trouble is, rewards and punishments are the least effe… 3. A Tricky Supervision Challenge By Laurie Weiss, Ph.D. Many managers believe that treating their team members as responsible adults will assure excellent results. The truth is that while this usually is effective, some people need much firmer limits than others to perform their jobs.Ellen, the manager of a rehabilitation hospital unit, was discussing her frustration in supervising one of her social workers. Ellen would much rather help Angelique be successful at her job than to fire her, but things have not been going well. “When I give her a dire… 4. Lessons From Innovative Companies By Marcia Zidle What do the companies 3M, Polaroid, and Walt Disney have in common? All have innovation in their blood. All encourage an innovative spirit at every level of their organization.For example, 3M has a goal to derive 30% of revenues from products less than 4 years old. Research staff spend 15% of their time on projects of their choice. They are encouraged to mingle with customers, take risks and champion ideas. Out of this culture have come the famous Post-it notes and other very profitable p… |
||||
