Manager's Bookshelf

Human side of Enterprise pg 61-68

Theory Y - subordinates develop themselves, self direction

The Scanlon Plan - cost reduction sharing, effective participation,

Theory X - tactics of control

Developing Managerial Talent:

Manufacturing approach - build managers through development programs

Grow talent through training

Theory X - limiting

Rewarding Excellence 103-107

Pay strategies - employment is more transitory, compensate based on value

Rewards and org performance - coordinate contributions, employees must have access to info, power, knowledge of system, rewards tied to contributions and outcomes. Lateral working relationships, groups, teams

Design choices- job or personnel based pay

Rewarding performance - encourage excellence, valued rewards

Attraction and retention - job and seniority based systems are bad, performance sensitive plans w/team contributions and org success are better

Design

Intrinsic Motivation at work 108-113

Create intrinsically motivating jobs rather than rely on extrinsic rewards - employees must self manage - have meaningful purpose, choose activities, competence, monitor progress

Building meaningfulness - provide a non-cynical climate, identify passions, provide exciting vision, ensure relevant purpose, provide whole tasks

Building sense of choice - delegate authority, demonstrate trust, provide security, provide clear purpose, provide info

Building sense of confidence - provide knowledge, provide pos feedback, recognize skill, manage challenges, foster high standards

Building a sense of progress - build collaborative environment, track milestones, celebrate progress, access to customers, measure improvements

Flight of the Buffalo 123-138

Individuals