Civil | Mansion 99
Before a few months, good friend Chen Chen is rising for firm branch manager, running the small group of 35 people. Recently eventually be free comes out to have a meal about chat, the fundamental key that I imagine should be to celebrate him to rise duty raises successful, did not think of to be accused by his bitter water gives mess suddenly however atmosphere.
Say an a new official applies strict measures, chen Chen also feels he should burn a fire. Since rise for sectional manager, he just discovers the problem of this person, can be in charge of really hard. You assigned a task to subordinate, the other side is not done, perhaps was being done also is perfunctory, made thing makes you dissatisfactory, how should be you handled? If same question, made an again and again, how should be you handled again? Do not burn a fire hard to let a boss drive this person into true wanting?
But if the group is planted more than one person appears similar situation, should open holder hard into you? The most difficult in management, not be be in charge, provide a person however. Tubal person is very difficult, do it is more difficult to decide a person. Chen Chen encounters now, be this difficult problem.
Want to solve this difficult problem, you need to do understand an issue: Why people doesn't work, why be done by what you say?
P1: ? of N of ǔ of heir high and steep cuts approach of of Qu Chen of bed locust プ into parts to fear? of vinegar of distant admonish glad the reason of the respect.
A person can appear the state on the job, come from the reason of these 6 respects likely at least. 3 big fields are ego, other, exterior condition.
The first kind is this individual he himself does not want to work, or do not work. The 2nd kind is the effect that other gives him, bring about him not to want to work or do not work. The 3rd kind is external the condition did not help him create the condition that does this thing at all, so he cannot work to perhaps do not have a law to work.
I think you had seen, do not want to work, or do not work, one is capacity issue, one is motive problem. Ego, other and exterior condition, these two dimension spend the motive on recombine and ability, formed a matrix, affect 6 kinds of consequence of person behavior namely, that is: Ego motive (anguish and joy) , ego ability (good qualities and demerit) , other motive (praise and pressure) , other ability (help and block up) , exterior condition motive (bonus and penalty) , exterior condition ability (communicate with the obstacle) .
From analysis of proceed with of these 6 kinds of consequence, reductive incident truth, understanding is clear that how this job produces. Be based on this nitty-gritty to solve the person's problem, problem of the thing only, ability solves a problem truly. Provide the person's hardest part, it is reductive incident truth actually.
For instance you tell subordinate going up line before a certain product must inside measure, result the other side still is done not have inside measure rolled out. You can think this individual is irresponsible immediately, said with him how many times trashy. Your meeting attributions it very easily is ego of the other side is not willing to do this thing, annoy very easily so.
But you think, if be handled calmly, because certain leader said suddenly,having a possibility is " what to still wait for, go up rapidly line ah " , this is the reason that comes from other. Or did the system break down that day was measured inside method? This is external environment does not allow, other what reason to still perhaps have?
We know to have the reason of at least 6 levels in front, can bring about to the person did not achieve a goal or achieve a goal, and we normally natively can think the first times is this individual has a problem.
Here has a psychological appearance, make attribution basically mistake. People is in when attributioning, have two kinds of tendencies, a kind of trend is character issue, a kind of trend is environmental problem. When we are seeing others, be analysed particularly easily from the angle of character issue. And when we are seeing ourselves, be analysed with respect to classics regular meeting from environmental problem.
E.g. others and you appointment was late, how can you think? Not time keeping, do not have difference of idea of quality, time, this person takes you seriously far from, you feel this individual character has a problem. But does yourself date with others are you late? You can feel " alas block a car up, I go out to had gone out today get early, I also did not think of to meet such, hey really troublesome, this traffic! This traffic!!
Why are we so indignant to the behavior of others? This attributions basically namely the mistake causes. We like to because taste interrogatory problem,put in others 's charge, because,put in oneself 's charge environmental problem. Want vigilance as controller, avoid to attribution basically as far as possible mistake. If you were shut not to pass in this, when processing manages person problem, regular meeting quarrels.
P2: ? Does Γ of rapid of of of large of of Pa of balance of coil up stomach ancienting name for a water catltrop engrave divide evenly of put down beard to call out Suan of serve of of Jie of Mao ?
We know in front, because two reasons do not work,a lot of people are, one is motive problem, one is capacity issue. Any behavior have intention, it is motive differs only just. People had intention only, ability can be changed. So we should solve his motive problem above all, talk about the problem of ability next again.
So, how to gift others motive? In view of the wrong way that life work middling sees, should give you above all at 3 o'clock " not " and a bit " right way " :
The first, do not rely on individual glamour " look to go up in my face, you... " overdraw your individual glamour, with much very can uncomfortable to turning over psychology, can feel to have kind of feeling that is used.
The 2nd, the influence in relying on a hand browbeats and coerce the other side, "You do not finish the job on time to waiting to be opened " this can damage human relation only, this kind of method is not abiding also. This is not the method that the leader is not heart of canal tubal a person,
The 3rd, use award carefully. You did this thing I reward you how many money. The method that uses exterior award comes the incentive goal that incentive employee achieves to should use immanent drive originally, insoluble problem. We have personal experience, the incentive effect of money decreases successively ceaselessly.
The 4th, escape above 3 kinds of means, gift the method with others the most effective motive calls exploration natural result.
About portraying intention, summary is a word: Want to change the view that people combines to the result only, their behavior changes with respect to can natural generation.
What calls exploration natural result? Pass pair of ego, other, external environment namely these 3 respects undertake exploration, help the other side goes be aware of the result that becomes aware hard, help the other side goes the result that recognize themselves cannot see. Let the other side see the value of current result already, also see long-term value at the same time.
Arrange you to make this item e.g. me, why should arrange you to do and be why should arrange you to do and others? Had made this item at the moment you can gain what kind of ability promotion and opportunity, long-term in light of what is helped to your profession develops and promoting to a high office again.
Some people are motive problem, returning somebody is capacity issue really, namely won't. Solved motive problem, ability problem says for.
At that time you should learn to pass simplify problem, help the other side solves the problem on ability. Do not let the other side succumb at that complex issue, this work is so hardly possible, so complex, you must work namely. That the other side is met special go against instead.
You want and he helps him manage this problem through constituent force together, will be analysed at the same place is which one pace gave an issue after all, which thing you won't, need which respect groom. But not anxious suggest to the other side, this is very wrong method, you say morer to do not have him motivation to complete this work more.
Remember, through simplifying the means of the problem helps the other side clear away the obstacle that solves a problem, is not to must let the other side is faced and assume this complex issue.
As controller, if can follow subordinate to analyse a problem together, take on together problem, want to may change a kind of train of thought and method to solve together, so subordinate is met certainly special appreciate you.
A person does bad thing, because he tries hard not quite,cannot return simply absolutely, because he does not rely on chart,also cannot return simply, ego, other, the environment is possible. Did not forget, model of 6 kinds of consequence! A few effort and concession are made with respect to need controller in the level of other, environment, ability provides good person truly, do a good work.
P3: ? Does Xian Ji consider common to grow permanent teeth gum seeks of Ru ⑿ discharge?
Always the person's problem, can use actually communicate will solve. Can you look for the other side to talk earnestly? Specific how to talk?
Define conversational goal above all. Your target should be reductive incident truth, find out the other side why to to finish the account of this thing, help the other side offers a solution, is not censure and criticize.
It is next before reductive nitty-gritty, not subjective assume goes inferential others. Decide the theme that communicates this, want settlement problem, include the acceptance of unfulfilment, half-baked target and its mistake action.
The 3rd, maintain safe conversational atmosphere, reductive incident truth, the help portrays intention, assistance solves ability problem. Specific how to gift other motive and ability, ask settle on the content of one nodular P2.
Finally, specific target ought to be made when the end speaks. Finish what job why namely when by who, next set dogs the executive circumstance that schedule plans with the examination.
Notable is, when you think the other side is capacity issue, after talking, want to remember farewell crossing a head to examine motive issue, when you think the other side is motive problem, after talking, did not forget check looks up capacity issue.
How does that examine motive issue? When the conversation ends for instance you can say " then we had known how this thing is done, you look next week 2 can give me this thing. "You see the other side what manner, if he says to be no problem, I can have done this thing, that explains motive had. If fumble push and shove, the intention that shows you then models insufficient success.
Occasionally you tried all sorts of effort, but result still of no help, at this moment the wrong action that you can consider to restrain the other side with castigatory method. But the hair heart that premise is you is very important, be it is good to should be the other side really, otherwise the other side can be gone against very easily instead. When using this kind of dangerous method, you need to remember the following well:
1. explains clearly next: If impracticable word, can have what penalty. When the result that explains to the other side wrong action is caused, if the other side continues,the attention should explain this kind of way is possible occurrence result.
2. treat equally without discrimination: When penalizing employee, the attention is not partial a certain person.
3. faces pressure not to shrink back: Once decide penalty, must hold to after all, meet a person leave soft impression otherwise.
