Mba for Business

Define The Right Outcome:

*Mngrs should not try to control their people, but instead direct each person towards their own right outcome.

* “Perfect people”- Expert here believes that there is one best way to perform every role and one best way to teach it.
Talks about how they send their sales employee off to learn the ends-and-outs required to do the job efficiently.
*Scientific experts all base their ideas on the same premise: that eah person’s uniqueness is a blemish. If you want to make your people perform, they say, you must teach the perfect method, remove the blemishes, and you will have the perfect person.

#2: Temptation-“My people don’t have enough talent”
Mngrs take this concept and hire any person who applies, rather than bothering to select someone who has talent for a particular position. That alone causes the manager to have the attitude of control.

#3: Temptation-“Trust is Precious-it must be earned”
Even though some managers selected by talent-the often have a mistrust of people. They believe that everyone is driven by selfishness and therefore most people will cut corners if they think they can get away with it. The manager then believes that everyone is trying to take advantage of them. This role is stressful.

#4: Temptation: Some outcomes defy definition
Some managers say that they want to define the right outcome and let each person find their way, but truth be told they cant. Through this temptation it is said that if you cant define the right outcome then you have to try to define the right steps.

Rules of Thumb:
*Employees must follow certain required steps for all aspects of their role that deal with accuracy and safety.
*Employees must follow required steps when those steps are part of a cmpny or industry standard. (Company-Business communications) Standards make comparison possible.
*Required steps are useful only if they do not obscure the desired outcome.
*Required steps only...