Overcoming your resistance to goals
Article Abstract:
It is worthwhile for managers to set goals for themselves and their employees because: goals can lead to better work performance; setting and reaching goals can bring a sense of satisfaction; reaching goals helps to develop confidence; and establishing goals provides a sense of mission. Resistance to goals arises in the course of pursuing them. Procrastination, doubts about the goals, inertia, a sense of constraint, fear of failure, an increased sense of expectation, and resentment of programming are all examples of sources of resistance to goal fulfillment. Three steps in dealing with resistance to goal fulfillment are: admitting that the problem exists, reviewing the advantages of goals in general, and reviewing the goals one has set for oneself and those that have been set by the employer.
Publication Name: Management Solutions
Subject: Human resources and labor relations
ISSN: 0889-0226
Year: 1987
User Contributions:
Comment about this article or add new information about this topic:
Managing those you don't like
Article Abstract:
Supervisors who find that they dislike a particular employee should make an effort to assure that the employee receives positive reinforcement for high quality work. The supervisor tends to provide more spontaneous reinforcement of favored employees and ignore those who are disliked. Indications of poor employee morale suggest a careful examination of managerial behavior. The supervisor who recognizes a feeling of dislike for a given employee should consider it a warning signal to pay closer attention to the good parts of that person's work. Workers respond well to knowing what is expected of them and to encouragement to reach assigned goals. The overall result is improved productivity.
Publication Name: Management Solutions
Subject: Human resources and labor relations
ISSN: 0889-0226
Year: 1987
User Contributions:
Comment about this article or add new information about this topic:
Keeping your high achievers motivated
Article Abstract:
Employees who have high potential and are high achievers probably make up less than five percent of the workforce but contribute heavily to corporate growth. There are steps employers can take to keep employees with high achievement potential motivated: identify high achievers and provide them with regular feedback on their performance; enrich or change their job assignments; special projects or extra training. Programs should be tailored to individual needs and abilities, and meshed with corporate style and traditions. Program monitoring is crucial for management development program success.
Publication Name: Management Solutions
Subject: Human resources and labor relations
ISSN: 0889-0226
Year: 1987
User Contributions:
Comment about this article or add new information about this topic:
- Abstracts: Row over reorganisaton at Dutch Railways. Engine drivers may strike. Settlement in rail sector
- Abstracts: Employee's Ambiguous Threat to Supervisor. Management's Right to Shorten Workday
- Abstracts: Group decision making at Baxter. Reduce employees' resistance to change. Communicate with clarity: manage meaning
- Abstracts: How today's managers can win. Renaissance HR: a perspective for the '90s. Break the mold: strategies for leadership
- Abstracts: In defense of middle management. Common sense staff reduction. Jerks at work