Archive for September, 2011

Since the beginning of time starting with adam and eve in the garden of eden, humanity has known conflict

Since the beginning of time starting with Adam and Eve in the Garden of Eden, humanity has known conflict. Most people, especially the male species of which the author is a member; attempts to avoid, accommodate, compete, collaborate, or compromise conflict. Many sincere well intentional people such as coworkers, friends, family members, and spouses often disagree; this is normal, and helpful. Often conflict is attributed to one of the main reasons why most managers fail and my personal belief to be the pivotal cause of most societal problems. Remember, conflict of an in itself is never the problem; that would be too easy. People are always the problem.

The main benefit of healthy conflict is the exchanging of differing viewpoints and ideas. Healthy conflict can help to solidify a particular point or expose potential weakness in its rationale. If everyone agreed on every item without conflict, mankind still would be writing with a chisel and stone tablet. Let’s not confuse conflict with combat. Combat occurs when one or more individuals take a stand on a particular subject regardless of the validity concerning the subject and without the possibility of compromise.

I will be the first to state that the subject of managing conflict is much easier to write and speak about than to implement; with that said, realizing that one has a problem in that area is the first step in managing conflict. For this reason, everyone should understand that managing conflict must be an ongoing learning experience for each of us.

To begin managing conflict, managers and leaders must know what results they are looking for. The results and the ideal situation is where effective conflict management begins. The first question asked should always be, what can I do to resolve this situation that may be favorable to all parties? Remembering that we must always attack the problem and never the person we should always avoid using the word “you”.

Finding commonality with other individuals works magic; people feel comfortable with people that they feel they are just like them or that sees the world from their perspective. Rarely, will a conflict allow such an easy way out. Using previous relationships that was established with past successes is also a good method of finding commonality.

Make sure the conflicting parties explain to you what the issues are from their perspective. The best way to ensure that both parties are speaking the same language is to ask the exact same questions to each party independently. Having each party to explain what the issues are and what they feel the best solution is, helps you make sure that you are dealing with the exact same perceived issues. Many times, the conflict is simply miscommunications of two parties talking at each other in lieu of communicating with each other.

Sometimes reminding all parties of organizational policies and procedures as well as the acceptable norm in the corporate culture; works wonders and helps all parties bring their conflict into a proper perspective. Developing a reputation of being a good listener, peacemaker, fair-minded, and results oriented, helps to enter into a conflict with credibility and a edge over most managers. Constantly go to work on developing the pseudo-psychology skills that all managers desperately need.

Highest paying affiliate program , everybody hype to hold this label, in this article i will encourage you consider which one is most effective for you and specifically, how to investigate out their boasts with these easy few methods

Highest Paying Affiliate Program, everybody hype to hold this label, in this article I will encourage you consider which one is most effective for you and specifically, how to investigate out their boasts with these easy few methods. Highest Paying Affiliate Program When scouting for a product to sell or an affiliate program to be part of, you for sure want to join one that is presently well known and furnishing. You do not want to join anything new that most of your soon to be customers have not seen yet, remember this your customers will more likely buy after seeing or hearing about it at least six or seven times so do not be try anyone’s first five, this is the first step. To be the top paying affiliate system you do not have to find a product that’s very costly, just find one that is within the range of about $50.00 to $150.00 profit range that is getting lots of search volume daily often something that has to do with relationships, weight loss, or making money. You can do this by just going to google and typing in subject plus sign, and the word affiliate program like this “weight loss + affiliate program” next find one you think may be popular and then go to “keyword tool external” in your google search. This tool allows you to see exactly how many people search for this product last month you want to see at least 4000 searches for last month, remember now this is only google does not include yahoo, msn, or any of the hundreds of smaller search engines.Once you find a product and join their affiliate program you completed step two. Phase three is where many regularly people cause their mistake, You must first market their product the way they say is best for you using their letters and advice they give. Remember you are an affiliate they still get paid off of you marketing, so they will most often give you the stuff that worked for them and got the best results. So do not start off by marketing their product your own way at least until you have some experience in online marketing. Your 1st mission will be to finish some coaching they will more likely have for you in the back office, usually inside of the first week you will make your first sale, your second goal should be to make one sale daily or seven sales weekly, then duplicate the method over again and again.

Copyright © 2006 the national learning institute

Copyright © 2006 The National Learning Institute

When was the last time you felt excited, motivated and extremely keen to be at work? Chances are it was when you had a job or project that really interested you, you had control over what you did and the way you did it, and you didn’t have any worries about “over zealous boss” interference or lack of job security. It’s a great feeling and we can all probably relate stories of how and when we were most “motivated” at work.

But as managers, do we consciously try to provide this same level of motivation for all of our employees? Or, are we merely fixated on striving to achieve the deadlines, budgets and targets that are set for us (and that seem to be getting tougher and tougher and placing more and more stress on us and our people), and forgetting what it was really like when we worked in an environment that was truly “motivational”.

My challenge to practising managers, is to think back to when they were most motivated at work and identify the reasons why (list them on a sheet of paper as dot points). Then, set about implementing these same conditions for their own people. (Draw up your own list now and see how it compares with mine)

I’ve issued this challenge to managers over the last 20 years in management development forums and invariably their “motivational conditions” they identify are:

– Autonomy the chance to take control over a complete project or unit of work in which I am really interested
– Responsibility for setting goals and targets and being accountable for achieving them
– Recognition for achieving meaningful results
– Development of my skills, knowledge and capabilities to their full potential

I then ask them to identify the things that really irritate and annoy them and (often) change what could have been a motivating workplace into a drudgery. They are:

– Bosses who do not recognise them for their efforts, or worse still, take the credit themselves
– A lack of feeling of “team”, ie., “we are in this together”
– Constant implied or implicit threats of demotion or dismissal
– Insufficient salary (by comparison to others in the firm or in the industry)

If these sound familiar, then you’re right! Frederick Herzberg in his classic HBR article “Once More, How do you Motivate Employees?” (harvardbusinessonline.hbsp.harvard.edu) came up with two similar sets of lists nearly forty years ago that he labelled “Motivators” and “Satisfiers”.

Do they hold true today? Recent research into the turnover rates for young employees (20 30 yrs) shows that in some industries, the turnover rate of young employees is as high as 25% annually due to lack of perceived career development and training, and limited opportunities for involvement in other areas of the firm and their profession. These younger people, by comparison to their predecessors:
– Are more opportunistic in taking new jobs.
– Are more mobile.
– Have greater expectations.
– Are easily bored.
Andrew Heathcote (www.brw.com.au/stories) in answer to this challenge suggests that managers need to:
Communicate:
– Be honest during interviews.
– Be serious about performance reviews.
– Do more career mapping.
– Create a forum to develop a greater spirit of involvement.
Tailor the workplace:
– Provide more job rotation.
– Arrange more rotation between offices.
– Develop specific training.
– Introduce variety.
– Develop forums for social interaction.
Be flexible:
– Consider providing sabbaticals (so they can travel without resigning).
– Increase the availability of unpaid leave.

So today’s younger employee is not so different from the generation who manage them maybe they want their motivation and satisfaction a little faster!

By the way, notice that the majority of items on Andrew’s list are what Herzberg called “Motivators”. In fact the only two that could be termed real “Satisfiers” are the last two sabbaticals and unpaid leave.

But, to return to my initial question, does motivation equate with happiness? Richard Layard (www.pfd.co.uk/clients/layardr/b-aut.html) suggests that work plays a very important part in our happiness and that a lot of our happiness actually comes from the work we do. And the job that we do is affected by how we are allowed to do it. In addition, he found that in regard to the “Satisfiers”:
– Not having a job when you should have one, is much worse than suffering a sudden drop in income
– People who feel insecure about retaining their job, suffer a loss of happiness (relative to those who do feel secure) that is 50% greater than the loss of happiness suffered by people whose income drops by a third.

Andrew Oswald of the University of Warwick (www2.warwick.ac.uk/fac/soc/economics/ staff/faculty/oswald/homejobs.pdf) confirms some of the importance of the “satisfiers”:

– Having a lot of job security is important to feeling a high degree of satisfaction with your job
– People with relatively high incomes or university degrees tend to get more satisfaction
– Women tend to be more satisfied than men
– The self-employed tend to be more satisfied
– People who work in a small workplace tend to be more satisfied than those who work for large employers
– Working at home tends to lead to higher satisfaction
– A job that involves dealing with people tends to bring higher satisfaction

Herzberg would be very pleased with the results of the amazing amount of today’s research that confirms his contention that it is important for managers to concentrate on both the “Motivators” and the “Satisfiers” if one is to have happy and motivated employees.

The message? Managers, revisit your own list of “Motivators” Start working on implementing the things on that list of your’s with your employees today!

If you would like to find out how motivated and satisfied your people are, you can do so with a simple feedback profile such as CHECKpoint (www.nationallearning.com.au/index_files/EmployeeFeedbackandMotivation.htm). CHECKpoint has been developed on the work of Herzberg and another great social psychologist, D.C. McLelland. It not only provides feedback on employee motivation and satisfaction, but also how to maintain these and address any problematic issues.

These two days, henan province, xiayi north tsochen liuji village farmers liu bao despite the hot weather, busy mobilizing his relatives to join the farmers co-operatives

    These two days, Henan Province, Xiayi North Tsochen liuji Village Farmers Liu Bao despite the hot weather, busy mobilizing his relatives to join the farmers co-operatives. In the cultivation of mushrooms of Liu Bao seems to join the farmers co-operatives, it means that mushroom production increases, prices increase, income increase.

2005 Liu Bao sheds new two mushrooms, income has been very satisfactory. In 2008 he joined the Xiayi Li source of edible professional cooperatives, so that he reduced the cost of production chains, or the original two sheds, raised the sales price of mushrooms, when Liu Bao income 30,000 yuan. At the moment, in the Xiayi, such as Liu Bao specialized cooperative organizations of farmers rely on the farmers to get rich numerous. “To go get rich road, make strides to join the Association” has become a local farmers doggerel.

Xiayi Committee, the county government in accordance with “Building an association, Hing an industry, the economy of living a rich one people” line of thinking around the grain, edible fungi, vegetables, pigs, fruit and other industries, encourage and guide the leading enterprises, cultivating large, technical genius to set up co-operatives. At present, the county agricultural specialized cooperative organizations of all kinds of 103, join a company member of 11358 people, driven 500,000 farmers in establishing pollution-free agricultural production bases 16, the development of high-efficiency agriculture 50 million mu, and promote farmers increase nearly 10 billion yuan.

Xiayi the formation of specialized cooperative organizations of farmers, flexible and diverse forms, practical and efficient. The main types are: First, enterprises rely on type, namely, “Cooperation Organization + company + farmers” to leading enterprises rely on the formation of cooperative organizations, through contract farming and other contractual contact farmers. The second is to promote science and technology type, namely, “the technology is characterized by the promotion of associations + base + farmers” form. Third, Homo habilis-led to Homo habilis, professional big Cooperation Organization was established mainly for members free of charge to provide market information, unified design packaging and marketing organization. Fourth, the village cadres to take the lead type, and from village cadres appointed chairman of the Association or Co-operative Society, promote the development of the village and surrounding rural economy. 5 farmers spontaneous type, and from like-minded, love the composition of the same farmers around a particular industry or product, to establish a “farmer + farmers” in partnership.

Xiayi professional cooperative organizations to take “voluntary membership, democratic management, risk sharing, share the benefits” principle. The professional co-operation organizations in accordance with production needs of members to launch the service in different ways, some aspects of agricultural production-oriented unified services, unified seed supply, unified processing; some focus on science and technology, agricultural production, new achievements in all aspects of new technologies allow members to share; some focus on the potential of tapping the potential market for agricultural products, to withstand market risks, increase economic efficiency.

Xiayi County Commission continued to strengthen the professional cooperative organizations of farmers support the industry, the development of cooperative organizations of farmers to take “Rotary launched and get a way” approach, substantial improvements in survival and expansion of cooperative organizations environment. County Bureau of Agriculture in cooperation free of charge for the agricultural professional organizations to provide technical support for various industry conditions, the regular training of agricultural technicians and technology leader in wealth and promoted the co-operatives from the “production” to “tech” into erected in an agricultural science and technology achievements into a platform play dial light a lamp to illuminate a large effect.

Professional co-operation of industry, the organization has played an active role in promoting. Xiayi Rural Economic Cooperative and powder industry, Xue Feng Group, Central Plains Mushroom Co., Ltd., Huaihai Seed Science and Technology Co., Ltd., 58 provinces, municipalities and county-level key leading enterprise of agricultural marriage of a steady flow of orders to provide enterprises in agriculture, birth grow flour processing, textiles, wood processing and other industries, and nearly one hundred planting, breeding characteristics and specialized villages. Xiayi kurimoto Mushroom and other professional cooperatives promote the development of Agaricus bisporus county greenhouses to 12000, 600 million square meters, mushroom, Coprinus comatus, Bailing Mushroom, mushroom, etc. 10 million bags, and built the country’s largest production base of Agaricus bisporus, xiayi “Chinese Hometown of edible fungus,” the flagship piece of the country called the louder the more

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