• 主题
高级搜索  >
历史搜索 清空历史
首页> 外文期刊>EDM Today >The Basic Objectives in Managing Others - Round 3
【24h】

The Basic Objectives in Managing Others - Round 3

机译：管理他人的基本目标-第三轮

获取原文
获取原文并翻译 | 示例
           
页面导航
  • 摘要
  • 著录项
  • 相似文献
  • 相关主题

摘要

In the Winter, 2013 issue of EDM Today, I began a three-part series on the key objectives any manager should have in mind when managing people within the enterprise. The first of these objectives, reviewed two issues ago, was: "Being Clear About Goals and Expectations." The key points there were: Without information, people can't be held responsible, but with information, they can't avoid responsibility. Also, in smaller enterprises, goals change frequently and it's usually only the boss who's aware of the changes; therefore it's crucial and only fair that goals and expectations are communicated clearly and often. In the last issue of EDM Today, the focus was on the second basic objective: "Creating an Environment Where the Person's Successful Completion of the Task is Optimized," which had to do with the way people get treated within the walls of your business; the unwritten rules of engagement (sometimes called norms) that people often learn about by violating them. Simply put, if people feel a sense of value and are treated with respect, they will more likely perform well. If they're not, they likely won't.
机译：在2013年冬季的《今天的EDM》一书中，我分三部分介绍了任何经理在管理企业内部人员时应该考虑的主要目标。这些目标中的第一个，在两个问题之前进行了回顾：“明确目标和期望”。这里的关键点是：没有信息，人们就不会承担责任，但是有了信息，他们就无法避免承担责任。同样，在小型企业中，目标经常变化，通常只有老板知道变化；因此，清晰，经常地传达目标和期望至关重要且公平。在《今日EDM》的上一期中，重点是第二个基本目标：“创建一个可以优化人员成功完成任务的环境”，这与人们在企业内部受到对待的方式有关；人们经常通过违反规则而学习到的不成文的约定规则（有时称为规范）。简而言之，如果人们感觉到一种价值感并受到尊重，他们将更有可能表现良好。如果不是，他们可能不会。

著录项

  • 来源
    《EDM Today》 |2014年第3期|56-58|共3页
  • 作者

    Bob DeLisa;

  • 作者单位
  • 收录信息
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类
  • 关键词

相似文献

  • 外文文献
  • 中文文献
  • 专利
获取原文

客服邮箱：kefu@zhangqiaokeyan.com

京公网安备：11010802029741号 ICP备案号：京ICP备15016152号-6 六维联合信息科技 (北京) 有限公司©版权所有

  • 客服微信

  • 服务号