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Presented By: (Group-4) Atul Mittal Avnish Kr. Thakur Jaskaran S. Brar Sachin Shandil Vikas Gupta
Agenda
Introduction Progress Principle The Power of Progress Supporting Progress Model Manager Conclusion
Introduction
Authors:
Teresa M. Amabile Steven J. Kramer
Progress Principle
1. Big Idea 2. Key Takeaway
SUPPORTING PROGRESS
What can managers do to ensure that people are motivated,commited and happy? Support for making progress in work Recognition for good work Incentives Interpersonal support Clear goals Form a protective shield
They should clearly show the way for where to focus workers efforts. Clearer focus on progress translates into managerial actions. providing sufficient resources and time, helping with the work, openly learning from problems and successes, and allowing a free exchange of ideas
Catalysts-actions that support work which includes Setting clear goals Allowing autonomy Providing sufficient resources and time Allowing a free exchange of ideas
Nourishers- acts of Interpersonal support Respect and recognition Encouragement Emotional comfort Opportunities for affiliation
A Model Manager
Example: Graham-leading a small team of chemical engineers within a european multinational firm named KRUGER-BERN Grahams management approach excelled in four ways:
Established a positive climate,one event at a time,which set behavioral norms for the entire team.
Stayed tuned for his teams everyday activities and progress. Targeted his support according to recent events in the team and the project. Established himself as a resource for team members rather than a micromanager, he was sure to check in while never seeming to check up on them.
Conclusion
If we focus on managing progress , the management of people and of entire organisation becomes much more feasible. Make the progress salient to employees and treat them well ,they will experience the emotions,motivations and perceptions necessary for great performance.