Profit from criticism

Article Abstract:

Personnel managers should be able to accept constructive criticism, and should invite suggestions on how to better accomplish their goals. Constructive criticism, by revealing problems, can uncover ways to increase productivity, and by encouraging managers to accept criticism, personnel managers can enhance employees' morale. Personnel managers receiving criticism should ask the critic five questions: what positive things can be emphasized; what negative things can eliminated; what should be done differently; what should be done faster; and what should be done better. Personnel managers can remain open to feedback by keeping in control of the emotions, listening attentively, asking for more information, and requesting help from critics. When accepting criticism, the personnel manager should summarize the criticism in their own words, take time to think it over, thank the critic, and follow up on suggestions.

Usage, Criticism

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Trapped in co-dependency

Article Abstract:

Co-dependency is a preoccupation and dependence on a person or object which can exist in the workplace. Co-dependent supervisors can cause problems for the people they manage. Employees may also have difficulty understanding how to work with their boss and how to protect themselves from becoming co-dependent too. A co-dependent supervisor may have mood swings and engage in the following behaviors: inconsistency; gossip; refusal to confront issues; and perfectionism. Also, almost all co-dependents have low self-esteem. There are three ways to deal with co-dependence: do nothing; quit a job; or seek help. Recovering from co-dependency involves: understanding co-dependence; accepting it; refusing to control others; not taking responsibility for the behavior of others; confronting anger; detachment; and caring for oneself.

Analysis, Evaluation, Labor relations, Employee morale, Co-dependence (Psychology), Codependency

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