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Tag Archives: Psychology
Performance Appraisals Performance
Appraising the Performance Of Performance Appraisals [the link that IEEE broke was removed] by Harry Goldstein: The traditional annual review covers a lot of ground: coaching and guidance for the employee, feedback and communication, compensation, staffing decisions and professional development, … Continue reading
Posted in Deming, Performance Appraisal, Psychology, Respect
Tagged Deming, Performance Appraisal, Psychology
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Illusions – Optical and Other
If the output for working for the year is a square. And the job is to produce dark squares who do you pay more A or B? Of course it is a trick question, the squares are the same color. … Continue reading
Posted in Data, Deming, Management, Popular, quote
Tagged continual improvement, curiouscat, Deming, Popular, Psychology, theory of knowledge
10 Comments
Motivating People to Change
Don’t miss a nice series of posts by Jon Miller: How to Motivate People to Change – part 1, part 2, part 3. [links broken, so removed 🙁 ] Success may come in the short term when motivation is through … Continue reading
Posted in Deming, Lean thinking, Management, Psychology, Respect, Toyota Production System (TPS)
Tagged change, managing people, motivation, Psychology
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Performance Appraisals – Is Good Execution the Solution?
Performance review proponents say the way it is done matters most[the broken link was removed] (based on reaction to: Performance appraisals get low marks[the broken link was removed]): Deming, it seems, has many fans. His view of performance reviews? He … Continue reading
Posted in Deming, Performance Appraisal, Systems thinking
Tagged Deming, managing people, Performance Appraisal, Psychology, Systems thinking
3 Comments
The Psychology of Too Much Choice
An understanding of psychology is one of the four components of Dr. Deming’s management system. This understanding lies behind practices such as: driving out fear, respect for people and eliminating slogans. In an organization all the components (practices, processes, investments, … Continue reading
Holding Improvement Gains
The Hard Part: Holding Improvement Gains [the broken link was removed] by Ron Snee The long term goal should be to combine all improvement initiatives into an overall improvement system and create the management framework to sustain that system. Thus, … Continue reading
Why Extrinsic Motivation Fails
Why Motivation by Pizza Doesn’t Work This completely changes the role of the manager as motivator. Rather than being the source of motivation (kind of a ludicrous idea in itself), the manager must help employees to find their own intrinsic … Continue reading
Posted in Deming, Management, Psychology, Respect
Tagged extrinsic motivation, management, managing people, motivation, Psychology
5 Comments
What Could we do Better?
At the Hunter Conference, years ago, a speaker (I forget who) talked about how to get useful feedback. He discussed how asking “how is everything” normally will get the response: “fine” (which is often that is exactly what the staff … Continue reading
Posted in Customer focus, Management, Popular, Quality tools
Tagged continual improvement, curiouscat, Customer focus, Deming, Process improvement, Psychology
9 Comments
The Illusion of Understanding
The “Illusion of Explanatory Depth”: How Much Do We Know About What We Know? (broken link 🙁 was removed) is an interesting post that touches on psychology and theory of knowledge. Often (more often than I’d like to admit), my … Continue reading
Posted in Deming, Management, Psychology
Tagged critical thinking, Psychology, theory of knowledge
6 Comments
Why Pay Taxes or be Honest
This kind of stuff makes me mad. I was taught about robber barons in school (or actually I think by my uncle but…). And what I was taught was that business used to be seen as an amoral area. But … Continue reading
Posted in Economics, Management, Psychology
Tagged business, ethics, government, leadership, Psychology, society
2 Comments