31–40 of 279 posts
> The faux pas was never intentional; the managers who were late said they had other priorities.
If it's such a well known company policy and you forget that, it is not a small slight at all.
Earlier quoted context omitted.
I don't really mind but I take a slight objection to supposedly confidential data (like birthday) being widely shared even with good intentions.
Birthdays are hardly confidential.
There's a lot of jeering, I suspect at the headline more than anything, but having documented research can be helpful in changing management behavior. The changes in employee behavior documented here are not ones that managers would easily connect to their past behavior, such as a late birthday recognition. When you train a dog, you have to give a reward very soon after the desired behavior, otherwise the dog won't a…
Lots of “no shit” in these comments makes me wonder how many VP level managers you guys have interacted with. Maybe it’s just my location, but this is one of those things that legitimately NEVER makes it through to upper managers. When they tell their base managers to crack the whip and force them to give the whole “you are not working hard enough, tighten up. Shorter lunches, clock in 5 minutes early, etc” speech to…
There's a lot of jeering, I suspect at the headline more than anything, but having documented research can be helpful in changing management behavior. The changes in employee behavior documented here are not ones that managers would easily connect to their past behavior, such as a late birthday recognition. When you train a dog, you have to give a reward very soon after the desired behavior, otherwise the dog won't a…
> When you train a dog, you have to give a reward very soon after the desired behavior, otherwise the dog won't associate the reward with the behavior Regarding dog training, one can use a placeholder for the reward. This is useful, for example, if you want to reward a dolphin jumping through a hula, because you will not be able to give the reward at that moment, but for example, you can say "yes!" or use a clicker a…
how does most academia ever get funding?
The big concept which needs to be included in this discussion is "payslope" --- for an excellent article on this, and an example of a company which handles this well, see: https://www.theglobeandmail.com/news/national/time-to-lead/h... I have never regretted a purchase from Lee Valley, and highly recommend all of their products.
As someone who has a 401k, I certainly hope that the CEOs of our biggest companies are more highly compensated (~competent) than the CEO of Martin's Chicken Shack.
Earlier quoted context omitted.
> When you train a dog, you have to give a reward very soon after the desired behavior, otherwise the dog won't associate the reward with the behavior Regarding dog training, one can use a placeholder for the reward. This is useful, for example, if you want to reward a dolphin jumping through a hula, because you will not be able to give the reward at that moment, but for example, you can say "yes!" or use a clicker a…
Have we got to the point where we need an article telling us that slighting people doesn't help their motivation? Perhaps the answer is yes when we also compare a worker's motivation to a dog's motivation seemingly without irony.
Btw, the comparison was between the dog and manager, and about the association of cause and effect. Maybe you should try to read more carefully and charitably in the future.
Earlier quoted context omitted.
> When you train a dog, you have to give a reward very soon after the desired behavior, otherwise the dog won't associate the reward with the behavior Regarding dog training, one can use a placeholder for the reward. This is useful, for example, if you want to reward a dolphin jumping through a hula, because you will not be able to give the reward at that moment, but for example, you can say "yes!" or use a clicker a…
Have we got to the point where we need an article telling us that slighting people doesn't help their motivation? Perhaps the answer is yes when we also compare a worker's motivation to a dog's motivation seemingly without irony.
Lots of “no shit” in these comments makes me wonder how many VP level managers you guys have interacted with. Maybe it’s just my location, but this is one of those things that legitimately NEVER makes it through to upper managers. When they tell their base managers to crack the whip and force them to give the whole “you are not working hard enough, tighten up. Shorter lunches, clock in 5 minutes early, etc” speech to…