Tag: Control

Ie Motivation without clear goals – is the fireworks. Noise a lot of little help. Detail about why you need to plan, the technique of clear statements of purpose, of static and mobile targets and plans, we discussed in the next issue of distribution. In the meantime, just check yourself somewhere (note to her forehead, supposed to get, knock in the liver, the kidneys in any place in your body is responsible for memory), which is setting goals and Planning – well, just still very important, just not this well, anywhere … So far in today's topic, I recommend that you humorous article '101 way to stay motivated "and a book by Igor Osipenko '33 ways to self-motivation." These materials are available on the 'network path'. Motivating other team in the process of motivation should be aware that people are motivated different factors motivates the desire of some up, the second adjusts the pain behind.

The first is less than attention is paid to comfort. Motivated by achievement, both personal goals and objectives. Second, largely motivated by their surroundings, can avoid opportunities that would deprive them of the comfort zone. Focus more on process than on the task. Move forward if the rear pripechet (rooster peck, thunder clap, or even cancer svisnet some natural absurdities occur) Job satisfaction in this case – is the result ratio of motivating (internal positive) and supporting (positive external) factors, and supporting factors are: money, conditions, tools, security, and reliability.

A motivating factors are the recognition, growth, achievement, responsibility and authority. If both sets of factors are absent – the work becomes unbearable. If there are only supporting factors – dissatisfaction from work is minimal. If there are only motivating factors – the employee likes the work, but can not afford it. If both sets of factors are present – the work brings the maximum satisfaction.

Questioning – paving the way Heidegger Baseline case was in 1996. Head of the Laboratory of the Institute of Vocational Education shared her difficulty: – Received job of the Office of the Director to develop a model vocational schools, I do not know what to do. Maybe give up …? I said: – If you want – can help. This started our work. SITUATION ANALYSIS AND SELECTION PROBLEMS education system of Chelyabinsk in the years to solve many complex problems. New challenges, new tasks fell on top of the head of school principals and heads of kindergartens. And for those lacking the means to meet challenges they face. Practices, there were two solutions to: – brainstorming session with his "headquarters" – to develop a FDP (fake product demonstration), how beautiful these things called GP Shchedrovitskii, many who worked with the formation of the city.

The overall problem was that the changes in environment require adequate response managers of education, they dumped their problems on the shoulders of the "science" and scientists have no ready-made methods and tools to solve new problems, such a level. I was at this time training received at the workshops Talgat Foatovich Akbasheva, in those years, the candidate of pedagogical sciences, and is now an academician. Universal technology developing co-operation, he had created in the 80s, let me work consultant in the formation of the city, helping to meet the new challenges the school director, director of vocational schools and see the mechanisms causing the problems. Particular problem of the head of the Laboratory IPO was that: – must be addressed problem and there is no adequate means, but we can not and refuse to be accused of incompetence. PROGRESS ON DECISIONS Head asked: – How could you help? I said: – It is necessary to gather people from the work of vocational director, and first of all directors themselves.

Motivation, as most already know, is the internal and external. How to understand it and how does it work? Push-pull or productive motivation under the windows of the house an old man got into the habit to play the children. Every evening they gather on the lawn in front of his house, ran noisily than he strongly disturbed. No requests and entreaties to play away from his home did not help. He has long tormented by the question: what to do with them and came up with – he went out to the children and said, 'You are a very good day running, frolicking and shouting. During that each of you will receive $ 1 today. " Can you imagine the reaction of children? Not only do they enjoy the game, they got more and money. Children were very happy.

The next day the landlord came out to the children playing and said, 'You know, kids today are my circumstances have changed, and I give you only 50 cents. " Kids have money, but were already screaming and with less enthusiasm. The next day the wise men gave to children at 20 cents and said, 'Come again tomorrow and I'll give you 5 cents. " To this they answered: 'Here yet! Shall we then run around and scream for some 5 cents! ". In this convoluted way this old man got rid of noise and shouting at their windows. What was this story? The intrinsic and extrinsic motivation. What did the wise man? He lowered the intrinsic motivation of children (their own emotions, the desire to play freely, 'to run and shout'), moving it to an external motivation (money) and then removed it, too. Where did become of intrinsic motivation of these children? Vanished like smoke … Where does the inner motivation of those who first actively and with interest starting to run your campaign, and then …

One will hardly ever find a large company that has no strategy. But having a strategy does not always guarantee the success of a business. It is important to link the strategic and operational management. Simply put, what is being done to achieve the strategic objectives should be linked to the objectives themselves. Often, managers of the company have very little understanding of the strategy, values and mission of the company, or does not understand the essence of strategic goals. In such circumstances, it is difficult to demand from the rank and file employees performance and the right emphasis in their work. SSP – this is just the tool that is able to coordinate the efforts of operational and strategic management. If every employee will understand their contribution to achieving the strategic goal, the company’s success is almost guaranteed.

Balanced Scorecard strategy renders. Understand the strategy – not an easy task, especially at the present time. But what if the strategy is contained in the form of simple circuits? Moreover, to measure progress towards achieving the goals using the correct indicators? Thus, we see where you have to “put pressure”, and what aspect of the enterprise and is not particularly affect the achievement of planned financial results. Balanced Scorecard was developed and first introduced in the early 1990s, when it became clear that in order to gain a competitive advantage, not simply produce goods / services of good quality and in sufficient quantities. Any company – is part of the business world, and so business contacts with many factors affecting its success. Balanced Scorecard consists of four categories (perspectives), which, in turn, include a set of indicators. Key indicators efficiency – not just numbers.

They show how well or poorly to implement strategies. However, it is extremely important to choose the right indicators, otherwise, the top management of the company will operate unnecessary and minor numbers have nothing to do with the strategy of the organization. Four perspectives of BSC is – finance, markets and customers, internal business processes, learning and growth. It is logical and correct to assume that the above categories of indicators cover everything that happens with the company on all fronts. First and foremost, top management and owners of companies put financial goals and determine the indicators of their achievement. Based on financial objectives, a strategy of relations with customers and model behavior in the market. To achieve the financial and customer categories to streamline business processes within companies, as well as develop and train staff. Thus, all the categories and indicators in some way linked, and the MTP is the best show this relationship. One need only look at the strategy map, to understand what it takes to achieve their financial goals. Moreover, do not possess any special knowledge in strategic management and business gurus have to understand the causal relationships between the perspectives of BSC. This is the main advantage of the balanced scorecard because it is accessible to ordinary employees, whose efforts, in fact, achieved results. Creation Balanced Scorecard – did not work for the day and not even a month. Do not expect quick results. Magic is not. But, observing all the rules and recommendations on the implementation of the MSP, you can expect a positive result.