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Showing posts with the label employee compensation

Is Your Best Performer Pathological or "Driven"?

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High performers are welcome in any business and people who consistently meet their performance objectives are likely to be promoted over those who do n’t. Some employees are so "driven" they spend every waking moment accomplishing their career goals and soon become budding stars . Is your best performer "driven" or is there something else going on ? Driven people are highly motivated and focused on their goals . They make compromises in their life to reach those goals . There are times when they make mistakes and make a wrong choice , but ultimately they continue on the right path . They believe that through persistence and hard work they can obtain what is important to them. Pathological workers may also show high drive toward their goals and similarly make mistakes . However , they also carry with them other traits such as hostility , risk-taking , deceitfulness, callousness,

What We Can Learn About Management From Sigmund Freud

As a pioneer of psychotherapy and introspection Sigmund Freud developed a theory of human development that was popular during the 70's and sparked a way of thinking about human development and general management of employee needs. Freud was part of the humanistic movement that tried to understand the nature of human behavior. Even though some of what Freud discussed has been discredited he did bring up a few ideas that help us think about proper management techniques. As a theory Freud discussed the Id, Ego and Superego that interact throughout the 5 psychosexual stages of development that include oral, anal, phallic, latency and genital stages. Each of these stages are that which a child might experience and develop their personality with. If a person becomes stuck in any one of the stages it will skew their personality. Stuck individuals may develop personality quirks that impact their management styles. Learning management from Freud isn't necessarily about agreeing or n

Equity Theory and Employee Perception

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Equity Theory is a concept developed by the Behavioral Scientist John Stacy Adams in 1963.His theory indicates that people will judge and analyze both the rewards and the outputs of effort to determine whether not they are being treated fairly within the workplace (Adams, 1965). These inputs and expenditures are subjective by nature as they are based upon the perceived rewards and efforts of others. When information is accurate employees are better able to accurately gauge the equity relationships with employers and produce more meaningful results. An example can help in solidifying this concept. Let us say for a moment that John and Sally work for the same company. John works very hard each and every day but doesn’t seem to be getting anywhere at work. When he looks at Sally he believes that she works less but has received two raises within the past few years. He also notices that Sally is very friendly with her bosses and he interprets such actions rightly or wrongly as flirtati