Arises from the work ethic and can it lead to? | Juuriharja Consulting Group Ltd.
Institute of Occupational Health has recently published a study according to which an enthusiastic worker can produce up to one hundred times the performance compared to the leipiintyneeseen colleague. Hundred times that may sound exaggerated, but ten times already quite realistic. Where is this from? Poor work ethic may be due to leipiintymisestä, but how good or bad work ethic right arises, which it disintegrates and can be influenced by leadership?
People are often described, for example, that "he has a good work ethic," or "he is lazy to the bone." Work ethic is seen as a personal human characteristic that can not be changed except perhaps a complete change in your personal life as a result. Daniel H. Pink suggests that intrinsic motivation (= a good work ethic) generated by three things: 1) autonomy, which must decide how to manage their work, 2) the wizardry, that is, able to continuously develop themselves and 3) the importance of a sense of that is involved in influencing something bigger.
Hot Pink, the routine, the purely manual labor tasks containing financial rewards provide an incentive as well. If the task requires a modicum of cognitive skills, the financial rewards work in reverse. Can autonomy, mastery, and then leads to the importance of, and if so, how? Hot Pink investigation, no limits financial incentives in at least. Despite this, the management and remuneration practices often see human remains, in principle, possessed of a weak work ethic and strive maines food to get the most out of human resources by increasing cash bonuses and by sticking to strict reporting and follow-up from the rest.
What is the impact of organizational culture, morale? If top management wants to keep tight control, trust, incentives for increasing the morale effect does not lead to the importance of the culture can easily become one in which a few of the best will survive well, a large part of the poor, and almost all can be bad. It may happen that a lot of work is done in time, but can be a little earlier. Competition between genuine cooperation to prevent and culture does not support the strategy, but to live their own lives, forgetting maines food the emergence of intrinsic maines food motivation criteria.
If ever, therefore, it seems that your subordinates or colleagues work does not want to go, and his motivation seems to be zero, so you should consider whether it is a personal problem, or whether, after all, be the case that his work lacks meaning, it is not him, meaningful, and he it is not self-control. As one well-informed in due course and CEO said, "All people want to do meaningful work."
The authors Annu Nieminen Erika Heiskanen maines food Hiidenpalo says Hannu On page Harri Pursiainen Jari Salo Jorma Turunen, maines food Jukka Hyttinen Catherine Kaija Erkkilä Kaisa Heiskala Martin Raevaara Sea Vehkaperä Mika Monto Otso Jukarainen Salla Saarinen Sari Kuvaja Tiina Salminen, Tiina Tuurnala
Institute of Occupational Health has recently published a study according to which an enthusiastic worker can produce up to one hundred times the performance compared to the leipiintyneeseen colleague. Hundred times that may sound exaggerated, but ten times already quite realistic. Where is this from? Poor work ethic may be due to leipiintymisestä, but how good or bad work ethic right arises, which it disintegrates and can be influenced by leadership?
People are often described, for example, that "he has a good work ethic," or "he is lazy to the bone." Work ethic is seen as a personal human characteristic that can not be changed except perhaps a complete change in your personal life as a result. Daniel H. Pink suggests that intrinsic motivation (= a good work ethic) generated by three things: 1) autonomy, which must decide how to manage their work, 2) the wizardry, that is, able to continuously develop themselves and 3) the importance of a sense of that is involved in influencing something bigger.
Hot Pink, the routine, the purely manual labor tasks containing financial rewards provide an incentive as well. If the task requires a modicum of cognitive skills, the financial rewards work in reverse. Can autonomy, mastery, and then leads to the importance of, and if so, how? Hot Pink investigation, no limits financial incentives in at least. Despite this, the management and remuneration practices often see human remains, in principle, possessed of a weak work ethic and strive maines food to get the most out of human resources by increasing cash bonuses and by sticking to strict reporting and follow-up from the rest.
What is the impact of organizational culture, morale? If top management wants to keep tight control, trust, incentives for increasing the morale effect does not lead to the importance of the culture can easily become one in which a few of the best will survive well, a large part of the poor, and almost all can be bad. It may happen that a lot of work is done in time, but can be a little earlier. Competition between genuine cooperation to prevent and culture does not support the strategy, but to live their own lives, forgetting maines food the emergence of intrinsic maines food motivation criteria.
If ever, therefore, it seems that your subordinates or colleagues work does not want to go, and his motivation seems to be zero, so you should consider whether it is a personal problem, or whether, after all, be the case that his work lacks meaning, it is not him, meaningful, and he it is not self-control. As one well-informed in due course and CEO said, "All people want to do meaningful work."
The authors Annu Nieminen Erika Heiskanen maines food Hiidenpalo says Hannu On page Harri Pursiainen Jari Salo Jorma Turunen, maines food Jukka Hyttinen Catherine Kaija Erkkilä Kaisa Heiskala Martin Raevaara Sea Vehkaperä Mika Monto Otso Jukarainen Salla Saarinen Sari Kuvaja Tiina Salminen, Tiina Tuurnala
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