What are some techniques for getting people to do their part on a project? What can you do when they are peers? What can you do when they are bosses?
129943
Allocating responsibility is usually a good motivator. That way they have to work for both themselves and the group's success. If you just take all the duites for yourself, that's when they'll be slackers.\n\nAs far as bosses, they'd rather see you take charge than chicken out and avoid blame. Just go for it.
480883
Be prepared, Have an agenda - Allow people their say BUT control it so it does not deviate from the main theme. Ask if everyone one knows each other - if not ask for an introduction from each participant to include name and function within company/ business/ meeting - Always appoint someone to take the minutes of the meeting - this you can always refer back. Above all enjoy it and keep it focused.
672577
um start a company? Work for some one? The problem: there are millions of other people like you. Better bet, try to find some local work.
480738
I, too, am second in charge at my job.  The best way I've found to deal with timid bosses is to first talk to them about the problem.  You are there to help them, so help.  Approach your boss in a non-threatening way, one-on-one, and discuss your concerns.  You could say "I've noticed other employees not adhering to the company policies. I know we don't want to send the message that this is acceptable. What do you think we could do to discourage this?"  If your boss tries to skirt the issue or tries to blow you off, be firm.  You could also say "I know coaching and corrective action isn't one of the fun aspects of your job, and I'd be happy to help you with this (if you truly are).  Let's get a game plan together so we can be sure we are on the same page with this"  This way your boss should get the hint that something needs to be done, and you are willing to help, yet you don't have to go over her head or make her feel like she can't do her job correctly.  Good Luck!
468013
Give examples of how you have displayed these skills in your previous work. Tell, or write (if you are introducing yourself via cover letter) about projects that you've been involved with, how you communicated with the team, the boss, the client; how you managed the project or your portion of the project. Describe your own unique way of organizing your time and the elements of your work, and be sure that your language and grammar are appropriate and correct.\n\nGood luck!
273367
open the link below...u could find some stuff \n\nhttp://www-rcf.usc.edu/~usclrev/pdf/072603.pdf\n\nEmployee Development: Motivate Employee Participation :\n\nWhen companies think of employee development, they often search for training programs, educational seminars, coaching or the latest book that might offer ideas on what employees can do to sharpen skills or strengthen expertise. However, none of these programs will be effective if the organization lacks one critical success factor: individual motivation. An individual has to want to develop himself before any employee training and development program can be successful. \n\nSome say they’re "too busy." Some say they’re "already developed." Some blame the boss. Some like burying their heads in the sand, afraid of what they might learn about themselves. \n\nWhat can you do to help your employees achieve best performance? \n\nHere are some tips to help motivate the seemingly unmotivated and increase your organization’s overall performance. \n\n1. Target the highly motivated and strong performers. \n\nAll organizations have individuals who are highly motivated. They stand out more easily. They typically like challenges and welcome growth opportunities for themselves. Engage them in activities to help them get even better. The improved performance of the highly motivated will help raise the bar for your entire organization. Those who are less motivated will have to step up the pace. \n\n2. Focus on the future. \n\nRather than concentrate on performance areas that aren’t working for an individual, talk about possibilities for the future. It’s easier to become energized about new possibilities than dwelling on weaknesses. Determine the positive outcome that will occur if a change/improvement is made. For example, you might say, "We can reach more buyers if you can speak more frequently to groups. What can you do to hone your presentation skills to help secure more business?" Help employees keep their eye on the goal, not their ego. \n\n3. Open dialogue about desire. \n\nDiscussions about development should be positive and ongoing -- not limited to annual performance reviews. Let the individual lead. Rather than saying, "Here are areas you need to develop," ask "What would help you build on your strengths or increase your effectiveness?" When a particular approach has been identified, ask for commitment to follow-through. Create a culture where ongoing development is expected, encouraged and rewarded at all levels. \n\n4. Start at the top. \n\nExecutives should model the commitment to growth and development that they want to see throughout the organization. After all, many problems disguised as employee development issues actually reflect leadership deficiencies of the firm or organization. \n\nConsider using assessments of some kind to help employees gain a more objective perspective about them. Assessments can be helpful or destructive depending on how they are used. \n\nIn the end, it’s all about achieving what both the employees and what the organization wants. Be clear about what’s most important to both. \n\nAn employee development and training program is not something to be checked off on a checklist. The strongest organizations make employee development an integral part of their culture and strategies for success. They constantly seek new and innovate ways to engage their people in development opportunities to achieve best results.\n\n\nLeading\n\nAn organization has the greatest chance of being successful when all of the employees work toward achieving its goals. Since leadership involves the exercise of influence by one person over others, the quality of leadership exhibited by supervisors is a critical determinant of organizational success. Thus, supervisors study leadership in order to influence the actions of employees toward the achievement of the goals of the organization.\n\nSupervisors can learn about
97824
I just recollected that I read a query on this in career journel- then I found and now reproducing it for you :\n\nHow to Deal With A Micromanaging Boss \n  \n \nBy Deb Koen  \n\nQuestion: I'm a communications director with a major nonprofit group, and after a career change two years ago, this is a job I really enjoy. My commitment level is at an all-time high, but I have a problem. My boss is an extremely controlling person who micromanages every detail of the business (even though she's given me lots of autonomy). I truly respect, admire and like her, and although she's demanding, she's generally fair. She's got an open door and an open mind, and while I've been able to approach her about a variety of work-related issues, this one is much trickier. How can I approach her to discuss this professionally, without implying that she's both stifling and annoying?\n-- Angela, New York\n\n\n\nAngela: Most micromanagers, especially those who seem to be good bosses otherwise, tend to be perfectionists who simply need to be sure that you're doing your job at the same performance level that they expect for their own work. The best way to keep your boss from meddling is to keep her really well informed. If you both have e-mail, try creating an update that you send at the beginning or end of each day outlining where you are on various projects, and the results as you have them. This puts you back in control of the information and your projects, yet helps your boss feel comfortable that you're on top of your job and don't need constant oversight. Before you start these updates, meet with your boss to explain in a positive way why you think this approach will help your productivity and effectiveness, and ask for her input (perhaps there's an aspect of your job that your boss values more than you do). These updates will create a little extra work for you, but that's usually a fair trade-off for keeping your boss out of your hair.
19726
Never let anyone tell you that you can't do something. If they do, let that be an incentive to show them differently but overall you should achieve your goals for yourself. Think of people that have invented something, the failures they endured and how in the end they finally got it right. It's all about mind over matter...
652618
A bit late to ask for help.  Sounds like you're asking for someone else to do the work for you.  No fair.  We all did our own projects and now it's time for you to do your part.  Get Cracking!
13784
Q1. I would ask employee A's boss (which I believe would not be me) to do the following or I would do it myself. I would ask employee A to stay after the meeting ended or I would make some time to have a brief meeing with employee A in my office. I would say I apologize for not being able to tell you before the meeting that I was going to give project #3 to employee B. I would tell employee A how much I value their dedication and their work and tell them the reason why I chose to give project#3 to employeeB (because there were several projects that have the same deadline or I wanted you (employee A) to focus on the most important projects). The last thing I would do is give employee A an opportunity to ask any questions regarding the changes I made.\n\nQ2. First of all, the only private phone call that would make me late for an important meeting with my boss would be an emergency. I would call my boss immediately after the emergency phone call and say "I am sorry but I but I am going to be 10 mins. late for our meeting due to an emergency phone call. Ask if that is going to be okay, it gives your boss the option of rescheduling the meeting with you,if he has other committments. You could explain what the emergency was but,depending on the nature of the emergency, you don't have to go into detail. When you get to the meeting you could once again apologize for being late for the meeting. If the meeting involves more people than just your boss, I would make a general apology to every one for being late and holding up the meeting. No explanation as to reason when it involves more than your boss or a group of people. \n\nQ3. I would say I am sorry I lost my temper when you asked me to help you with that math problem. I would tell him/her if it was because I had a headache but not tell my child that I reacted that way because of worry about bills, argument with husband, no need to burden a child and cause them unnecessary worry. Is there something about subtraction that you don't understand? I would let them know I want them to come to me whenever they need my help (there are many situations I would not want my child to resolve on their own ex: being bullied or treatened by someone), but not for homework they know how to do.
383745
Works closely with a Project Manager to facilitate different activities of the project, such as: \n1. Preparing for meetings, agenda, and collection of minutes of meeting \n2. Following up with client and team members for information gathering and feedback.\n3. Coordinating different activities of the project (such as workshops, travel arrangements, site surveys...) \n4. Helps the PM with Quality Management, Risk Management, and Procurement tasks as needed. \n\nHope this helps. \nPMP.
205783
Try starting with an employee suggestion scheme. Implement the good ideas and reward the proponents. And then formalise the evaluation process so people know that ideas wont be ignored by prejudiced managers.
376485
You're not going to like this, but I agree with your husband.  My husband works in construction, so there are always people that I know that want a quote or want to get some work done.  I learned to tell the people that I will have to talk to my husband first.  Why?  Because by me suggesting or agreeing on behalf of my husband gives him a task to do, and he feels obligated to do it because it's family or friends.  I learned that it's best not to give him added responsibility without his consent.
603813
They are the top three things you need to successfully work in a group with others. The one who tells you what to do and helps you out is the leader, who plays the leadership role.  In order to work together, you have to participate in helping what needs to be accomplished. And all the motivation comes from the workers in the group
508710
Contact the Better Business Bureau in your area.\nAsk to do an interview.\nHave some questions and a recording device and - hey presto, someone else writes you project and you get top marks!
475189
Do your job up to your satisfaction; you will be effective member. Everyone is a team leader depending upon circumstances. The person who is pushing the work forward is a leader.
482994
Good grief Stefhaine,. how many times are you going to ask this same blatant cut and paste homework question? At least would you please post them in the homework section.\nLike you have been told before, you must talk to the other team members. How can you you expect to get buy-in from them without talking to them. YA can't do this for you. You must do this in concert with your team members.