Stories
Slash Boxes
Comments

SoylentNews is people

posted by janrinok on Thursday October 22 2015, @03:07PM   Printer-friendly
from the leadership dept.

Small signals of appreciation have a decisive influence on the output and quality of the work of employees. A field experiment of KIT (Karlsruhe Institute of Technology) economist Petra Nieken and two colleagues revealed that a combination of performance-oriented piece wage and motivating words increases the performance by 20% and reduces the error rate by 40%.

"Our results are relevant to entrepreneurial practice," Nieken emphasizes. She holds the Chair for Human Resources Management of KIT's Institute of Management. How can staff members be motivated? Theory lists two instruments: Financial incentives, such as bonuses or piece wages, and the capability of executives to motivate their staff members. The question whether and how these two instruments complement, strengthen or weaken each other, however, is not clearly answered by theory. That is why this question was in the focus of the study performed at Bonn University.


Original Submission

 
This discussion has been archived. No new comments can be posted.
Display Options Threshold/Breakthrough Mark All as Read Mark All as Unread
The Fine Print: The following comments are owned by whoever posted them. We are not responsible for them in any way.
  • (Score: 4, Informative) by Runaway1956 on Thursday October 22 2015, @03:49PM

    by Runaway1956 (2926) Subscriber Badge on Thursday October 22 2015, @03:49PM (#253266) Journal

    You heard much the same thing in the Acey-Deucey lounge, and the Chief's quarters. "It's your job to brag on your men. If your men shine, you shine. If your men look like shit, you look like shit. If you're not promoting your men, you're obviously not doing your job." "Promoting" is not to be taken as advancement in rank, but offering words of encouragement, congratulations, and, literally bragging about your men while among your peers and your superiors.

    Only junior petty officers (third class PO's) can get away with constantly badmouthing their juniors. And, such 3rd class PO's seldom make 2nd class. They learn, or they just don't get promoted.

    And, then, we are thrust out into the civilian world, where every dog wants a bite out of you. Morons who can't motivate their own children to attend school pretend to be "managers", in companies large and small.

    Starting Score:    1  point
    Moderation   +2  
       Insightful=1, Informative=1, Total=2
    Extra 'Informative' Modifier   0  
    Karma-Bonus Modifier   +1  

    Total Score:   4  
  • (Score: 2) by tathra on Friday October 23 2015, @03:32AM

    by tathra (3367) on Friday October 23 2015, @03:32AM (#253498)

    "Promoting" is not to be taken as advancement in rank

    part of a military leader's job is training his subordinates to do his job. so yes, you should be pushing for them to advance in rank, teaching and delegating to them to help them grow and become capable leaders themselves.

    • (Score: 2) by Runaway1956 on Friday October 23 2015, @02:13PM

      by Runaway1956 (2926) Subscriber Badge on Friday October 23 2015, @02:13PM (#253600) Journal

      Very true - but that meaning of "promoting" doesn't fit into the context of this discussion. That fits into a closely related, but separate discussion, regarding financial incentives, in addition to yet another discussion about delegating authority. (you cannot delegate responsibility, you're still responsible after you've delegated all the authority possible to delegate)

      On topic, people will follow you far more readily if you praise their efforts, toss them a few perks, and show them the respect they have earned. Many people will work even harder when you hand them more responsibility. But, keeping the above caveat in mind - you are still responsible for whatever you have handed to that junior person.

      No NCO, and precious few officers, have the authority to unilaterally give an enlisted man a pay raise. In the civilian world, we see that frequently. Especially in a shop run by nepotism.