33 of the myth of the

Despite the fact that managers like to consider themselves sane and rational people, based on their actions often are untested and unproven statements, and often does speculation.

The fact that one leader think it is important for another does not make sense - it has a very different "common sense". For example, one finds that most of the workers are lazy by nature, and the other says that people mostly hardworking and strive to achieve results in the work. Some managers believe that employees hate to obey others, on the contrary, believe that employees want to be ruled and told what to do.

Submission of managers about employees - not a trifling matter, since they determine their next steps. If, say, the manager believes that most of his subordinates are waiting for him directions and instructions about what and how to do, it will give them a minimum of freedom of action or even suppress any independence. As a result, staff feels a sense of "disappointments." However, if the majority of employees prefer to follow specific instructions, but instead get the full freedom of action, they experience no less disappointing.

See also: Smart pressurized workers glupeyut!

Allow only systematic and objective research may challenge perceptions of managers actually mismatch. In his latest book "The enthusiasm of workers: to meet the requirements of workers - means to improve the company's profit," the authors David Sirota, Louis Michel and Mishkaynd Meltzer offered a brief overview of the results of more than 30 years of research, reach millions of employees at all levels in all sectors of business. And it demonstrates that while many ideas about workers leaders are ubiquitous, they are often just a myth.

Many traditional beliefs are popular very weakly or not at all connected with reality. The authors of the book "The enthusiasm of workers" called myths. The use of such beliefs to the typical employee and labor situation shows that they are not universal, and often - wrong. Myths also often contradict each other, that is typical for the judgments of "common sense."

Here are the myths:

 All that interests the majority of workers - is the salary and of benefits.

 People will never be satisfied with their salary.

 If workers complain about the salary, then in fact they are unhappy with something else.

 Praise of money can replace a large extent.

 Traditional payment systems work and are effective.

 Participation in profits - the main motivator of employees.

 To survive in the fierce market competition, companies need to keep wages as low as possible.

 Workers are opposed to the large difference between their own earnings and the earnings of senior management.

 People, confident in their long-term employment, become complacent.

 Praise makes people complacency for the good work.

 Companies that did not hesitate to dismiss unclaimed workers, come wiser than companies that try to save them.

 Most people hate the chore.

 Most people do not like to work.

 People do not care how well they do the work.

 Professionals are more interested in the quality of work than non-professionals.

Relationship to the person as a reasonable essentially depends on the type of its work. For example, the involvement of the employee performing the routine, monotonous work, in decision-making useless and may even lead to a deterioration of the results.

 In the absence of careful control of the majority of employees will take time off from work whenever possible.

 Most employees do not like their supervisors.

 That is the immediate supervisor is often the cause of problems with the morale of employees.

 How would delicately manager nor criticized the results, it would still cause dissatisfaction of the employee.

 People overworked, unhappy than underused.

 There is a huge difference in what they want from the work of people of different generations.

 Nowadays young people refers to the need to comply with more negative than two or three decades ago.

 Modern youth much lesser extent than previous generations, provide guarantees disturb the work.

 Requirements for people to work depends on the culture of their home country.

 Loyalty between employees and the employer has died and has risen.

 Loyal to their company's employees are less successful in terms of business.

 Traditional organizational principles, such as the need for hierarchy, outdated and dying in today's "new economy".

 Most workers do not care about the ethics of the company and its social responsibility.

 Encouraging internal competition is the best way to increase the productivity of work of employees.

 Most workers are resisting any change.

"Dissatisfied with the army - the army is good." If the employees are satisfied with everything, it means that the employer gives them too much and asks them too little.

 It can not be generalized to judge the workers, because every person is different and unique.