Tag Archives: managing

UPDATED NEW QUOTE BY ULDIS SPROGIS 1150!!!

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31 PHRASES TO MOTIVATE AND ENGAGE YOUR EMPLOYEES!!!

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PRAISING OR REWARDING AN EMPLOYEE:

You scored!

You hit a home run!

You landed it!

Great work!

Nice work!

You’re great at that!

You’re the best at that!

I approve of it!

I support you!

I think that’s great!

I couldn’t do it better!

You did it perfectly!

I’m giving you a raise for that!

You did your homework well!

That is an exciting new approach!

It’s new but I like it!

OFFERING TO HELP OR SUPPORT AN EMPLOYEE:

I can answer that right now!

Let’s find a solution which works for you!

Let’s look at your information!

Let’s check your data!

I’ll be honest with you!

The company supports you!

I approve of that!

Let’s start again!

What’s holding you back?

Make a suggestion!

Why the delay?

Tell me your reasons!

DELAYING A CONVERSATION FOR LATER:

Let’s table that topic for now!

We’ll get back to this later!

Let’s discuss this further at a later time!

If you liked this evergreen truth blog then read more of them, about 1100 so far, or read one or more of my evergreen truth books, especially COMMON SENSE, rays of truth in a human world filled with myths and deceptions.

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THE TRUTH ABOUT MANAGING***

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Manage: v. to control the action(s) of a human(s)  (with a command(s) and/or by showing what is to be done) and/or (by interacting and trying to solve a problem(s) and/or by trying to use emotional intelligence) and achieve a desired goal(s)

You can manage someone by commanding them and/or by showing them what is to be done. “Do your job” may be an authoritarian style of management where there is relatively minimal interaction between the manager and the managed.

The more interaction there is between the manager and managed the more it becomes a teamwork effort where both interchange ideas on how to do the job. In teamwork the manager frequently interacts with the managed and tries to solve a problem(s) together for optimal effect.

Management styles vary depending on how well defined the job is. If the job has clear rules and operates with little management then an authoritarian form of leadership can work relatively well.

If on the other hand the job is dynamic with many variations and no clear rules of operation then more interaction between the leader and led may be necessary to reach desired goals. Teamwork is frequently more effective in situations where the goals change from job to job or where different skills may be necessary with different personnel changes to achieve a goal(s).

Effective management means much emotional intelligence or the ability to make the managed feel good about their job and feel that they are a vital contributing factor in a job or project. Maintaining a sense of selfworth in the managed is important. Harsh or mean criticism, put downs, name calling, unnecessary threats, and ridicule should not be used in management managed interactions which can all create a dysfunctional,  inefficient working atmosphere.

Management is a leadership skill which can vary and be different depending on the nature of the job but emotional intelligence is necessary in leading any job and the humans in it.

If you liked this evergreen truth blog then read more of them, about 1100 so far, or read one or more of my evergreen truth books, especially COMMON SENSE, rays of truth in a human world filled with myths and deceptions.

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THE TRUTH ABOUT SUPERVISION***

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Supervision: n. mostly observing and sometimes controlling the activities of a human(s) frequently with minimum teaching

Supervision is observing and sometimes controlling human behavior but usually not teaching them anything new. Parents sometimes supervise their offspring minimally and just make sure that they do not play dangerously. At other times there is almost complete supervision or teaching mode when they are teaching a new skill to offspring which may be very hazardous if done improperly.

Some supervisors are teachers too so maybe a new word must be invented to cover supervision with much teaching going on. Managing your offspring may be an appropriate word which includes teaching functions. Parenting is also acceptable but not a very accurate description.

 Supervision can be thought of as telling humans what to do but usually not telling them how to do it.

If you liked this evergreen truth blog then read more of them, about 1000 so far, or read one or more of my evergreen truth books, especially COMMON SENSE, rays of truth in a human world filled with myths and deceptions.

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10 BAD CHARACTERISTICS OF AN IMPERFECT BOSS

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A boss who is a control freak and wants to dominate all activities and be obeyed without questioning needs to learn that blind obedience is not the most efficient way to run a business.

A stubborn boss who thinks that he never makes mistakes or is not willing to evaluate opposing opinions and judge them on their merit is an egomaniac who is bad for business.

Indecisiveness or an absence of needed confidence is also bad which frequently shows that a boss is too inexperienced or a bad leader who seems not to know what to do or how to lead.

A boss interested in the status quo or one resistant to change of any kind will not adapt when necessary or when it becomes obvious that change is necessary for the business to continue thriving under new circumstances.

Micromanaging employee behavior stifles employee growth in learning new skills necessary for advancement and sense of selfmotivating personal accomplishment.

Threats of punishment or firing or using tyrannical fear to motivate employees to work well will not only cause heavy turnover of employees but less efficient work habits and your employees will hate you.

Showing favoritism to certain employees who are not efficient and productive workers will demoralize the good workers, ruin good team effort, and make them less productive and less respectful of the boss.

An arrogant bragging boss is not a pretty sight and the feelings of superiority are seldom shared by employees.

An angry emotional boss not only ruins a secure productive work environment but emotional subjectivity frequently ignores objective facts which need to be considered and adapted to to make work more productive.

A blaming boss who never admits that mistakes are sometimes his or her fault too and takes all credit for success is a selfish fool with a faulty me against you attitude.

Conclusion:

Not every imperfect boss has all the above bad characteristics or they would not survive as a boss in any business but each additional bad characteristic which you have makes you a progressively worse boss.

If you liked this evergreen truth blog then read more of them, about 900 so far, and one or more of my evergreen truth books, especially COMMON SENSE, rays of truth in a human world filled with myths and deceptions.

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12 THINGS WHICH AN EMPLOYEE WANTS BESIDES MONEY

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To feel pride in a job

When asked what they do for a living, an employee wants to boast rather than feel shame about their job. If the job is a rather thankless job then at least they want to feel that it is valued by the organization.

To be treated justly

Employees hate it when favoritism is shown to humans who kiss butt and do not work hard or well. Most realize that life isn’t always fair but they don’t want the boss to make it even more unfair than it is.

To respect the boss

Employees want to be respected but they also want a boss who can be respected and deserves their loyalty and trust. A boss who is honest and sincere and tries to treat everyone fairly will be respected most of the time.

To be listened to or be acknowledged

Employees want the boss to listen and respond appropriately to employee input and dislike it when a boss acts as if he or she doesn’t care what they think and the feelings they may have about the job.

To have personal time

Some entrepreneurial bosses almost exclusively devote themselves to their job but employees feel uncomfortable when they are asked to sacrifice their time with family and personal interests outside the job which they feel have a large priority in their lives.

To be guided and not micromanaged

Employees want the boss to help with information or guidance when they ask for it but also hope that the boss will help them when they are having problems but may be too afraid to ask. What they don’t want is a boss who monitors their work every step along the way and seem too nosey.

To see bad workers get fired

If there is a disruptive employee, an employee who isn’t doing his or her job, or one who is always causing unnecessary problems for one or more employees then they should get fired or the boss will be thought of as being just as incompetent as the bad employee.

To not always feel stressed out

There are rare occasions when there seems to not be enough time given for a task or job but this should not become a bad habit of the boss. A boss who anticipates problems and sets realistic goals and timelines will not overstress the employee.

To have some security

No reasonable employee expects lifetime employment but no one likes to live under a threat of being fired all the time. They want to feel that their time spent on the job will not be a waste of their time, energy, and effort and that the boss will give them adequate warning if they are going to be fired.

To know where the organization is going

Employees want to be on a winning team and want to know what the long range goals of the organization are. If they are not in the number one organization then at least they want to know if they are making progress towards one or more goals which will bring them closer to the number one position.

To have opportunity for advancement

Not all employees want the added responsibility which comes from job advancement but for those who desire it there should be an opportunity to acquire the new skills and experience necessary for future job advancement.

To have knowledge of how top performance is rewarded

Top performance is usually rewarded with more money but sometimes privileges or perks such as reserved parking, exercise facilities, physical therapy, training classes, business class flying and accommodations, maternity leave, or more vacation time may be a reward which costs money but which does not translate into an increase in salary.

 

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