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Casual Articles - Don't Try to Make Your Workers Happy
Using Design Psychology in your office increases both happiness and productivity. Here are some interior design tips on how to make your office a more pleasant and productive place:Provide Friendly LightingBegin your office makeover with lighting, the number one design detail for happiness. Overly-bright overhead lighting can cause problems with eyestrain, headaches, and fatigue. You can install dimmers and add task lighting where needed to correct that situation.Using home-style lamps lends a friendly atmo
"Ok," you're thinking, "If top performing groups are filled with workers who are both happy and productive, and if happiness doesn't cause productivity, it must be the other way around." Nope. It turns out that some slave ships make pretty good time.
Consi
Despite the President's encouraging words, the job market is still in sorry shape. There are more job seekers than job openings, so do NOT make things harder on yourself by doing any of the things on this list! Never, ever do these!Apply for jobs you are not qualified for.Send a generic cover letter that doesn't identify the position you're interested in, or match your qualifications to the job.Put a useless, seen-it-a-million-times Objective on your resume that says you want a "challengi
For years, soft-headed types have looked at highly productive work groups and noticed something. Workers in the top performing groups also had higher morale than workers in other groups.
"Aha!" thought the soft-heads, "happiness causes productivity." Never mind that there's no good research to support that. Never mind that the fields of business are littered with the dead bones of companies that believed it.
Take the example of a small, regional air carrier from some time ago. Company management believed that if they made their workers happy, productivity and profitability would follow. They set about doing the things they thought would make their people happy.
They paid their people very well, much more than other airlines. They gave them lots of perks on the job. And they gave employees lots and lots and lots of paid time off.
Workers got paid time off for just about every holiday on anyone's calendar. They got paid time off for their birthday, unless they worked. Then they got triple time. There was lots of paid family leave. You get the idea.
Productivity didn't go up. The airline was no more productive than the competition. But it was a lot less profitable because it was paying a whole lot more than competitors for the same amount of work. Eventually the airline went out of business. Then the employees were very sad.
"Ok," you're thinking, "If top performing groups are filled with workers who are both happy and productive, and if happiness doesn't cause productivity, it must be the other way around." Nope. It turns out that some slave ships make pretty good time.
Consid
Never underestimate a fixer-upper home. This can be a money-generating endeavor. Just give it some good loving and caring and a few finishing touches.Many people are considering buying fixer-upper homes as a sort of an investment. This is because they can be a good source of profit.The fixer-upper homes may not be the mansion that paparazzis feast over. However, the fixer-upper homes can still have a good market out there, especially if the there is an eager and dedicated seller to give the house a good boost.Some
Take the example of a small, regional air carrier from some time ago. Company management believed that if they made their workers happy, productivity and profitability would follow. They set about doing the things they thought would make their people happy.
They paid their people very well, much more than other airlines. They gave them lots of perks on the job. And they gave employees lots and lots and lots of paid time off.
Workers got paid time off for just about every holiday on anyone's calendar. They got paid time off for their birthday, unless they worked. Then they got triple time. There was lots of paid family leave. You get the idea.
Productivity didn't go up. The airline was no more productive than the competition. But it was a lot less profitable because it was paying a whole lot more than competitors for the same amount of work. Eventually the airline went out of business. Then the employees were very sad.
"Ok," you're thinking, "If top performing groups are filled with workers who are both happy and productive, and if happiness doesn't cause productivity, it must be the other way around." Nope. It turns out that some slave ships make pretty good time.
Consi
With Some Tips on How to RespondTt has probably happened to you if you own your own online business. You get an email or even a phone call from someone who is upset or unhappy with this or that about your business. Most of us don’t really care to deal with whiners or complainers, but, if you’ll just take a deep breath and take some time to think about it, many times they offer you some solid insight into your business that you would not have seen. If you just react to their complaint without taking the position that their conce
They paid their people very well, much more than other airlines. They gave them lots of perks on the job. And they gave employees lots and lots and lots of paid time off.
Workers got paid time off for just about every holiday on anyone's calendar. They got paid time off for their birthday, unless they worked. Then they got triple time. There was lots of paid family leave. You get the idea.
Productivity didn't go up. The airline was no more productive than the competition. But it was a lot less profitable because it was paying a whole lot more than competitors for the same amount of work. Eventually the airline went out of business. Then the employees were very sad.
"Ok," you're thinking, "If top performing groups are filled with workers who are both happy and productive, and if happiness doesn't cause productivity, it must be the other way around." Nope. It turns out that some slave ships make pretty good time.
Consi
When franchise companies are moving fast in the market place they must pay attention to the details. If a franchisor fails to give the required items as outlined in the franchise agreement to the franchisees on the prescribed timeline they risk legal issues and regulatory issues. In addition even if they do provide the items on time, there is a chance later that a franchisee may claim that something was not provided and they will use this to break the franchise agreement, sue or file a complaint with regulatory bodies at the state lev
Productivity didn't go up. The airline was no more productive than the competition. But it was a lot less profitable because it was paying a whole lot more than competitors for the same amount of work. Eventually the airline went out of business. Then the employees were very sad.
"Ok," you're thinking, "If top performing groups are filled with workers who are both happy and productive, and if happiness doesn't cause productivity, it must be the other way around." Nope. It turns out that some slave ships make pretty good time.
Consi
Does anyone remember that book “Built to Last” done y the Stanford class and professor? Well change that to “Built to Merge.” My grandfather was personal friends with Bill Hewlett and David Packard and I bet they would not have wanted this merger with Compaq either. It is interesting that one night about 3 in the morning I was reading that book and decided to change or mission statement and focus on the things that meant the most to our team and our customers. I stayed up all night writing that mission statement to make sure it was in
"Ok," you're thinking, "If top performing groups are filled with workers who are both happy and productive, and if happiness doesn't cause productivity, it must be the other way around." Nope. It turns out that some slave ships make pretty good time.
Consider the early years of the Ford Motor Company. Henry Ford's vaunted assembly line set the pace of work and it was a brisk pace indeed. Workers and their families were scrutinized by Ford security and those of "poor moral character" were let go.
The Ford assembly line wasn't a happy place to work then. But it was very productive. It was so productive, in fact, that Ford was able to buy vast holdings all over the world without borrowing a penny. The profits from the Model T were enough.
If you're starting to despair, don't. Stay with me. Because we know what it takes to grow work groups that are both productive and happy.
To be productive and happy, people need to feel like they're being treated fairly. They want to make enough money. They want their salary and benefit package to be comparable to other people doing similar work within the company and in other companies.
After that, though, monetary rewards don't make a lot of difference. If people are being treated fairly and paid enough by the company, it's their boss that makes the big difference.
Jeff Immelt is now the CEO of General Electric (GE). But his dad worked on the line for GE while Jeff was growing up. Here's what Jeff Immelt says.
"When I would sit around the kitchen table with my dad, I never knew who the CEO of GE was. I knew my dad's boss. . . . [when he had a bad boss] He came
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