There are many different kinds of performance as there are different human

There are many different kinds of performance as

This preview shows page 71 - 74 out of 234 pages.

There are many different kinds of performance as there are different human beings An organization will have a high spirit of performance if: it is consistently directed toward opportunity rather than toward problems it has the thrill of excitement, the sense of challenge, and the satisfaction of achievement its energies are put where the results are, and that means on the opportunities. Management should define performance as a slugging average better a person is, the more mistakes person will make for the more new things person will try should not mistake conformity for achievement, and absence of weaknesses for strengths if so, it is a management that will discourage and demoralize its organization above which it may be unwise to go Problem-focused organization is an organization on defensive it is an organization that considers yesterday to have been the golden age it is an organization that feels that it has performed well if things do not get worse 71
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A management that wants to create and maintain the spirit of achievement in its company stresses opportunity but it demands that opportunities be converted into results “What are the opportunities which, if realized, will have the greatest impact on performance and results of the company and of my unit?” Should be the first topic to which each manager and career professional address in performance and work plans An organization that wants to build a high spirit of performance recognizes that "people" decisions on placement and on pay, on promotion, on demotion, and firing are the true "control" of an organization. For the people decision signals to every member of the organization what it is that management really wants, really values, really rewards. Integrity of Character The final proof of the sincerity and seriousness of a management is uncompromising emphasis on integrity of character. This, above all, has to be symbolized in management's "people" decisions. For it is character through which leadership is exercised; it is character that sets the example and is imitated. It is not something one can fool people about. The people with whom a person works…may forgive a person a great deal: incompetence, ignorance, insecurity, or bad manners they will not forgive the person’s lack of integrity they will not forgive higher management for choosing the manager 72
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A person should never be appointed to a managerial position if his or her vision focuses on people's weaknesses rather than on their strengths. a person who always knows exactly what people cannot do, but never sees anything they can do, will undermine the spirit of his organization person should be a realist; and no one is less realistic than the cynic Person should not be appointed if more interested in the question "Who is right?" than "What is right?" Placing personality above requirements of the work corrupts asking “who is right?"
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