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Top : Organizational Health and Success
Organizational Health and Success
Resources:Understanding The Cycle of Change, And How People React To It (Free Article)
Managers often make the mistake of assuming that once a change is started, that employees will see that it is going to take place, and get on side. This is rarely the case. Because change causes fear, a sense of loss of the familiar, etc., it takes some time for employees to a) understand the meaning of the change and b) commit to the change in a meaningful way. It is important to understand that people tend to go through stages in their attempts to cope with change. Understanding that there are normal progressions helps change leaders avoid under-managing change or over-reacting to resistance.
Training Needs Assessment Step By Step Helpcard Product Information
Training needs analysis or assessment ensures that training addresses real and important business or productivity needs. It links training to real world results and goals. We've developed this helpcard to assist managers, trainers and human resource professional in carrying out training needs assessments, and we've put it into plain English.
Winning Management - Learning From Olympic Athletes
During the Olympics millions watched athletes challenge themselves and each other. We saw Canadians and, indeed, Manitobans show that they can be "world class", both in athletic skills and professionalism. Not only did we get a chance to see sports performances but we also got a glimpse, through interviews and spotlight pieces, of the means that these athletes use to reach their best performances.
Turning Around Negative Attitudes
The author has several good suggestions for turning around negative attitudes in the workplace. See how modeling your own behaviour and acknowledging the negativity can help shake out the negatives in your workplace. Read the article for other positive ideas.
Why Improving Performance Management Systems Is So Difficult - Part 1
One of the salient aspects of working with companies wishing to improve performance appraisal and management systems is the simple repetition of a phenomenon. Most companies redesign their performance management systems. Sometimes they attempt total redesigns. Sometimes it's tweaking it, changing the forms and so on. Perhaps the strangest thing is the common result most companies receive. They end up with something that might look a bit different, but actually ends up functioning exactly like the old system. This revamping process has to be one of the largest investments gone for naught, one can find in management arenas.
Bullying
You know the problem. All of us do. Many workplaces have at least one person who is aggressive, selfish, pushy, and seems to be concerned with getting his or her own way rather than doing the job, or helping the organization. Or perhaps you are more familiar with bullying that comes from members of the public. Whatever the source, bullying and self-centered behavior can be stressful, reduce productivity and create supervisory and management problems. We are going to look at bullying and manipulation and look at how supervisors might address these problems in their workplaces.
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