Managing for Happiness

Games, Tools, and Practices to Motivate Any Team

by Jurgen Appelo

Number of pages: 304

Publisher: Wiley

BBB Library: Operations Management

ISBN: 978-1-119-26868-0

About the Author

Jurgen Appelo is pioneering management to help creative organizations survive and thrive in the 21st century. He offers concrete games, tools, and practices, so you can introduce better management, with fewer managers.


Editorial Review

When an organization's culture is bad, don't just blame the managers. Happiness in an organization is everyone's responsibility. Better management means engaging people, improving the whole system, and increasing value for clients. Thus, management is too important to leave to the managers. I firmly believe that management is everyone's job. At one time or another we all fit the description of manager.

Book Reviews

"Managing for Happiness offers concrete games, tools, and practices for all workers. It addresses many common questions, such as, how can we measure performance? How can we reward people in a better way?"— Management 30

"His book is a tour de force on all the current, relevant issues for work and motivation. I’m as impressed with the way Jurgen distributes information from the book to the reader through graphics, micro case studies and sharing real client feedback in a structure that provides many perspectives."— Be Human Project

"Managing for Happiness is both a primer on managing people in a way that creates a motivating environment and a toolbox for measuring and improving your practices."— Agile Connection

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Wisdom to Share

You cannot just let demotivation among your team members run its course.

When an organization's culture is bad, don't just blame the managers. Happiness in an organization is everyone's responsibility.

The happiness of managers and other workers is crucial because happy people are more productive.

I firmly believe we can only improve worker happiness when everyone feels responsible for management and learns to manage the system instead of managing each other.

The only reason people suffer from bad organizations is that they don't stand up to say: "I'm not taking this any longer; go boss yourself!"

Unfortunately, when managers continue to view the organization as a hierarchy, they usually try to impose goals and metrics on every part of the system.

Extrinsic motivation is defined as behavior that is driven by external rewards (given by others), such as money, grades, and praise.

The problem of team members needing more education can be a significant challenge because the only real form of education is self-education, which is different from training.

Give a little present to a team member or make it possible for them to offer each other gifts because gifts make both receivers and senders happier, and happier people send more gifts, in an endless virtuous cycle.

Help someone out who needs a bit of assistance or give team members time and space to lend each other a hand because altruism makes people feel good.

Eat well and make good, healthy foods easily available for everyone in the workplace.

Exercise regularly and allow your coworkers to take proper care of their bodies. Physical exercise is touted as a cure for many ailments and as a great boost for happiness.