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Working Relations
As might be expected,
ineffective managers have poor working relations with their employees
because they find fault with them but do very little to help them
improve their performance. Responses
to Sterling Institute’s Management Practices Surveys show that the
most effective managers contribute strongly to the achievement of
results and are five times more likely to have good working relations
with their employees than the least effective managers.
It is not surprising, therefore, that employees of the A
managers are six times more likely than employees of the D managers to
say that they get genuine satisfaction from their jobs and are proud
to belong to their work unit.
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Introduction
The
Right
and Wrong
Lessons
Working
Relations
Guidance
and Direction
Control
vs.
Empowerment
Getting
Worse with
Experience
Tolerating
Poor
Management
Performance
Teaching
Ineffective
Managers Prompting
Managers
On The Job Evaluating
Managerial
Leadership
Improvements |
