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.
"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
A half century ago, Peter Drucker put management on the map. Leadership has since pushed it off the map. We are now inundated with stories about the grand successes and even grander failures of the great leaders. But we have yet to come to grips with the simple realities of being
Management guru Peter Drucker widely regarded as the father of modern management. During his remarkable life and career, he inspired countless business and political leaders. Drucker's key business tents include: Serve the customer: The purpose of a business is to create and serve a customer. Act, don't just talk: Management takes hard work,
Appreciative Inquiry (AI) is a new model of change management, uniquely suited to the values, beliefs, and business challenges facing managers and leaders today. It is a process for large-scale change management that can enable you to engage and inspire your highly diverse and dispersed workforce; to involve customers and other
When an organization's culture is bad, don't just blame the managers. Happiness in an organization is everyone's responsibility.
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.