John Marc Gibbons
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Grayswood Karate Club. Can You Measure Morale - Project Manager 97Things. From Project Manager 97Things Building The Morale On Your Team David Bock Reston, Virginia, USA A major role for the software project manager is to create a work environment that fosters the growth of team morale. Here are some tips to help you start that process. • Give your team some control over the direction of the project. Do you talk with your team frequently? • Defend your team against “the bureaucracy”. When a corporate memo comes out with rules banning cubicle decorations, will you argue with management so Bill can keep his Rubick’s Cube collection on display? • Look for ways to improve the work environment.
. • Make your team feel like a team. . • Respect the work-life balance. . • Understand how cause and effect shapes morale. . • Make sure your activities are visible. In your organization there will be unique opportunities to improve morale. What is Gainsharing. Gainsharing is a form of remuneration, but it is different from most other forms. The traditional model of wage or salary negotiation has employers seeking a 'good deal' in terms of performance and effort for the money they pay their employees; and employees seeking the best pay they can obtain for their work. This model is particularly evident in systems such as piecework, where the bargaining between adversaries is institutionalised into the rate-fixing procedures. Gainsharing is based on quite a different philosophy.
Like other incentive systems, it usually relates only to the incentive component of remuneration, not the whole package. Philosophy: the philosophy behind Gainsharing is basically that of making 'work' into a 'win-win' situation, where employees and the organisation* benefit directly from success of the operation . Process: A good Gainsharing system consists of a PROCESS of activity where: The magic of Gainsharing lies in the process. Types of Gainsharing: The process: Gain Sharing and Lean Six Sigma. Two highly complementary performance improvement systems Gain sharing and lean Six Sigma are highly complementary systems that are mutually reinforcing. While both efforts are excellent by themselves in improving productivity, quality, and a variety of other measures, they are much more powerful together. Both systems are based on the principles of continuous improvement, measurement, ingenuity, employee involvement, and teamwork.
Some may mistakenly view these two approaches as competing initiatives. The lean Six Sigma roots Compared to gain sharing, the two parts of lean Six Sigma—lean manufacturing and Six Sigma—are relatively new. Also in the mid 1980s, a similar approach referred to as “lean manufacturing” brought an intense focus to productivity improvement and cost reduction. Regardless of its roots, lean Six Sigma is driven by a close understanding of customer needs, a disciplined use of facts, detailed statistical analysis, and tools to reinvent business processes. Team Rewards and Employee Motivation. Maslow's hierarchy of needs.
Maslow's hierarchy of needs, represented as a pyramid with the more basic needs at the bottom[1] Maslow's hierarchy of needs is a theory in psychology proposed by Abraham Maslow in his 1943 paper "A Theory of Human Motivation" in Psychological Review.[2] Maslow subsequently extended the idea to include his observations of humans' innate curiosity. His theories parallel many other theories of human developmental psychology, some of which focus on describing the stages of growth in humans. Maslow used the terms "physiological", "safety", "belongingness" and "love", "esteem", "self-actualization", and "self-transcendence" to describe the pattern that human motivations generally move through.
Maslow's theory was fully expressed in his 1954 book Motivation and Personality.[5] The hierarchy remains a very popular framework in sociology research, management training[6] and secondary and higher psychology instruction. Hierarchy Physiological needs Safety needs Safety and Security needs include: Intrinsic Motivation. Explanations > Theories > Intrinsic Motivation Description | Example | So What? | See also | References Description Intrinsic motivation is when I am motivated by internal factors, as opposed to the external drivers of extrinsic motivation.
Intrinsic motivation drives me to do things just for the fun of it, or because I believe it is a good or right thing to do. There is a paradox of intrinsic and extrinsic motivation. Intrinsic motivation is far stronger a motivator than extrinsic motivation, yet external motivation can easily act to displace intrinsic motivation (see the Overjustification Effect). Deci and Ryan identified three needs that lead to intrinsic motivation: Competence: succeeding in what you do.
Example Most people's hobbies are intrinsically motivated. So what? Using it If you can get someone to believe in an idea or align their values with what you want, then you have set very powerful motivation in place. Also minimize extrinsic motivation. See also References |awa|gs|