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<table border="0" cellpadding="3" cellspacing="1" width="100%" class="forumline"> <tr> <th class="thCornerL" width="22%" height="26">Autor</th> <th class="thCornerR">Wiadomość</th> </tr> <tr> <td width="22%" align="left" valign="top" class="row1"><span class="name"><a name=""></a><b>nakis0j8dtan</b></span></td> <td class="row1" height="28" valign="top"><table width="100%" border="0" cellspacing="0" cellpadding="0"> <tr> <td width="100%"><img src="http://picsrv.fora.pl/xeon/images/icon_minipost.gif" width="12" height="9" alt="Post" title="Post" border="0" /><span class="postdetails">Wysłany: Śro 3:16, 20 Kwi 2011<span class="gen"> </span> Temat postu: air max 2011 mens3High Performance Management</span></td> </tr> <tr> <td colspan="2"><hr /></td> </tr> <tr> <td colspan="2"><span class="postbody">h-Performance Management: A Five-Step Process because Winning <br />Would you like to increase the performance of your groups? <br />Desire alone does not create high-performance management or organizations. <br />The emulating five steps are part of the copyrighted Management System that we setup in organizations to aggrandize business performance. <br />As with most process systems, to create consistency and achievement you must be prepared and mobilized. <br />The Expectation Management Model TM <br />Step One: Written Expectations <br />You cannot mainly have <a href="http://www.nikemaxonline.com/nike-air-max-90" target="_blank" class="postlink">air max 90</a>, prop <a href="http://www.nikemaxonline.com/nike-lunarmax" target="_blank" class="postlink">Nike LunarMax+</a>, and even consider high-performance results without premier writing down your expectations. For the intentions of this Management Model, anything that is not in writing does not exist! <br />The written requisites go beyond traditional job descriptions. Expectations must clearly outline seven items. <br />1. List orthodox roles and responsibilities. <br />2. List primary tasks and activities. ISO requires this for part of their protocol; it ensures consistency. <br />3. List attractive and unacceptable staff behaviors. <br />4. Give authority with responsibility. <br />5. List specific desired results and outcomes -- not equitable activities. <br />6. List the assured and negate consequences of definite narrated actions. <br />7. Get accession and signatures. <br />Step One ought include a Personal Style and Job Style Compatibility process. Our experience has shown that when the style nature of the person does not reflect the manner requirements of the location, there is mini you can do to amplify or even retain performance. This strategy reduces the become of the square-peg-in-the-round-hole syndrome. <br />Step Two: Work Readiness <br />1. Organizational Support <br />One customer necessary that the phones be answered within 3 rings. With 3 staff human and 2 calls, that was very a dare. The business was not patronizing the staff with the necessary resources to achieve the expectation that treatment had set. <br />Another enterprise wanted to accelerate the cashier process, yet was loath to multiplication variant phone line to divide the fax from the Visa-authorization line. When a fax was being received or sent <a href="http://www.nikemaxonline.com/nike-air-max-2011" target="_blank" class="postlink">air max 2011 mens</a>, Visas could not be processed. The choice? Support the staff or remove the expectations. <br />2. Ability <br />Suppose you necessitate braat a time. Because we here at CRG are very motivated and favor to attempt current things, we offer to fulfil your operation. <br />Note: No stuff how ardent we are, we simply do not have the exercising alternatively the aptitude to do that job. <br />A rapid path to determine if a person has the ability to fulfill certain tasks/responsibilities is to query yourself 1 question: in the quondam, has this individual demonstrated the skills and abilities necessary to fulfill this responsibility? If the response is No, why anticipate miracles immediately? <br />3. Desire <br />When a person is not stimulated to do a characteristic work task, find out why. (That's extra useful than simply criticizing the individual.) It is the duty of the manager to determine what is affecting the extravaganza of the individual, for rendition links to the company’s Expectation Management Model. The director have to convert contained to help decide the unproductive location. <br />If a person is in anyone role of supervision or mastery, you can confirm his or her abilities (skills) and desire (attitude) to guide others by using the Leadership Skills Inventory--Self. The LSI--Self will contour 60 fussy leading skills and build benchmarks for a leadership development blueprint for each person. <br />Note: If you are amused, there is likewise one LSI--Others edition, to collect 360o response from work colleagues <br />Step Three: Accountability <br />There tin be not just accountability unless expectations have been documented -- in prose -- and agreed. Team members can be blindsided by a manager who is upset by absence of perform</span></td> </tr> </table></td> </tr> <tr> <td colspan="2" height="1" class="spaceRow"><img src="http://picsrv.fora.pl/xeon/images/spacer.gif" alt="" width="1" height="1" /></td> </tr> </table>
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