Breaking some bad management habits

Article Abstract:

Common bad management practices and ways to prevent them are discussed. Managers who have unrealistic or undefined expectations can cause employees to become misdirected or resentful. An absence of acceptance or approval of employees' efforts can lead to poorly motivated workers. Not allowing employees to make decisions results in poorly motivated workers who have no self-confidence. A work atmosphere that is contaminated by office politics and an opportunistic management style makes it difficult for employees to trust one another or to work cooperatively. Management self-deception, blindness to one's faults as a manager, is perhaps the most significant barrier to self-improvement as a manager. Once a manager takes steps to correct these problems, he or she reaches a 'point of no return' which makes it impossible to return to the old habits without permanently alienating the employees.

Supervision of employees, Employee supervision

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Beyond performance reviews

Article Abstract:

An employee performance review technique known as the Morgan Method eliminates the problems associated with Type A, B, and C reviews: it does not require the reviewer to be a good writer, does not place the reviewer in the position of judgmental parent, does not provide a new set of goal which they employee has to work through, and does not require lengthy time and preparation. Instead, the Morgan Method entails three basic steps: skills most important to the worker's job are discussed, job skills performed well by the employee are discussed, and mutual goals are set.

Analysis, Employee performance appraisals, Performance appraisals, Goal setting, Performance standards, Job performance standards

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