MGMT591
(Leadership and Organizational Behavior)
Week 7
Threaded Discussions 2
(Empowering Teams)
Empowering Teams: Fact Versus Fiction (graded)
Over the last three weeks we have focused very much on leadership, power, organizational culture, and
organizational change. Our case study for the week is a great synthesis piece that addresses all of these
topics through a detailed study of firm's attempted move to team-based management.
The article is “Diagnosing Whether an Organization Is Truly Ready to Empower Work Teams: A
Case Study”. By: Bergmann, Thomas J.; De Meuse, Kenneth P., Human Resource Planning, 1996, Vol.
19 Issue 1, p38-47.
The instructions for accessing the article via EBSCO are in DocShare.
As you read through the report, pay close attention to the discussion about Harley-Davidson and Shelby
Die Casting, and their eventual conclusions about how to manage resistance to change. Also, keep in
mind our OCI material from Week 6 and think about the process from a cultural change perspective. And
of course, pay close attention to the lessons for top management presented at the end.
A few opening topics for this week's discussion:
1. Assess the process from the model for planned change presented beginning on page 353 in the
text.
a. What did the company do right?
b. What more might have been done to prepare for the change?
2. What are your thoughts on Harley-Davidson’s resolution for resistance to change?
a. Do you support the conclusions of the management team? Why or why not?
3. Share with the class what you found most interesting about the article and why.
a. Compare and contrast the case study’s findings with our discussions and the information from
our text.
As always, but particularly given the synthesis nature of our discussion this week, be certain to read,
consider, respond and probe your classmates’ thoughts and ideas. This is a great opportunity for us all to
weave together many of the topics we’ve covered this session.
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Responses
Diagnosing Whether an
Organization Is Truly
Ready to Empower
Work Teams
Lucy Zubek
10/14/2012 5:56:13 PM
What did the company do right?
One of the things that the company did right is the termination of the executives who resisted the change. This was the right
decision because the change towards team empowerment wouldn't be effectively implemented if management did not support it
completely. For example, if these managers claim to advocate for team empowerment, yet continue to reward individual
accomplishments or continue to be uncooperative in participating in the change initiatives (e.g. failure to provide training for team
development, unwillingness to share responsibility, or failure to allot time for meetings) then the employees would question
management’s commitment to the change initiative. In addition, if some managers supported the initiative while others didn't,
then this could send mixed messages to the employees, which could cause confusion among them.
Another thing they did right is providing their employees with the training they needed to enable them to cope with their new
responsibilities and to enable them to gain more confidence on their capabilities to perform their new tasks and responsibilities.
b. What more might have been done to prepare for the change?
To prepare for the change, I think they could have tried harder to communicate the purpose and objectives for the change, as this
will lead all of the organizational members to have a better understanding and appreciation for the change, which in turn will also
reduce resistance. Senior management should also try to communicate their strategy for implementing the change, as this may
correct any notions that the managers have regarding the employees’ capability of managing themselves and managing decisions.
Also, potential changes in the structure and the tasks should have been communicated early on in order to dispel any notions that
the managers may have regarding their role in the organization. This can correct any wrong notions they have about the
importance of their future roles. This, again, will possibly reduce the resistance to change.
2. What are your thoughts on Harley-Davidson’s resolution for resistance to change?
I thought that it was a brave move for Harley Davidson to terminate their executives and place their confidence and trust on the
employees when it comes to leading their work units. The terminated executives undeniably had skills and knowledge that were
relevant to the company and so letting them go also meant losing those skills and knowledge. On the other hand, the newbies on
whom management was putting their stakes on were newbies in the field of management. They would still need to be trained and
there’d be no guarantee that they’d perform well in their new responsibilities.
a. Do you support the conclusions of the management team? Why or why not?
I support their conclusions on their chosen solution to manage the resistance to change. The executives’ resistance to it was a
barrier to the change and so the easiest and fastest way to remove the barrier is to terminate these executives. This will show the
employees that the senior management team is serious about and committed to the change. This will also prevent the resisting
executives from negatively influencing the other members of the organization. As well, this will allow the senior management
team to show a united front, which will effectively convey their support and commitment to the employees.
3. Share with the class what you found most interesting about the article and why.
I found it interesting that senior management (Harley Davidson and Shelby Die Casting) would be willing to let go of the
executives who resisted the change in order to ensure that the change would be successfully implemented. Although these
executives were barriers to the change, they also surely contributed much to the company’s success. In addition, I found it
interesting that the recipients of the study (managers, team leaders, and team members) cited neither inter-team competition nor the
presence of union as barriers to the change. This implied that organizational members from all levels were willing to work
together as a team and were willing to work on collaborations. It also implied that they were willing to set aside their
self-interests - as denoted by the disregard for inter-team competition - for the sake of teamwork.
RE:
Diagnosing
Whether an
Organization Is Jennifer Rudenko
Truly Ready to
Empower Work
Teams
10/15/2012 7:50:16 PM
Lucy, let me start by saying that it is obviously you did an awesome job analyzing the case study and presenting your
answers so kudos to you. However, with that being said, i have to disagree with you regarding how the Harley Davidson
executives were "dealt with". I believe one of the most important ways to ensure success when implementing this type of
change is to make sure everyone is truly on board and understands that the change will bring benefits not available
under the status quo. However, when employees see that even the executives get fired if they dare to disagree with the
changes, the employees may be apt to lie and claim that they are on board when truthfully they are not but fear also
getting fired. Then, how will success in implementation be possibly when employees don't truthfully understand or agree
with the changes being made? They will be a silent barrier to the process even if they are nodding yes with a plastic
smile on their face all the while acting from fear instead of honestly agreeing with the change. I'm not sure what the best
solution to the resistance of the executives would have been, but i don't think it was to fire them and make an example
of what happens if you disagree. it seems almost Hitler like (reminiscent of last week's discussions).
RE:
Diagnosing
Whether an
Organization
Is Truly
Ready to
Empower
Work Teams
Lucy Zubek
10/15/2012 10:17:06 PM
Modified:10/15/2012 10:41 PM
Jennifer, there was no need for you to acknowledge my analyses, but since you have, I appreciate it
and thank you for being so kind.
I believe that not only our perspectives differentiate based on our current or previous employment, but
mainly based on our tolerance and acceptance. We all view things differently, therefore I expressed
my opinion the way I think it fits, while you expressed your own opinion differently, which obviously
contradicts with mine. And I respect that.
However, please allow me to point out few facts that I have noticed in your post: “However, when
employees see thateven the executives get fired if they dare to disagree with the changes, the
employees may be apt to lie and claim that they are on board when truthfully they are not but fear also
getting fired”. “Then, how will success in implementation be possibly when employees don't
truthfully understand or agree with the changes being made”?
Just because someone is an executive, it doesn't mean that he or she is actually seeking the best
interest for the company or has the ability to do so. With that being said, I don’t believe employees
should lie, because if they do, they are clearly showing signs that they don’t have their own opinion
and are willing to be pushed around regardless of the final outcome. Also, if employees don’t truthfully
understand or agree with the change, it only indicates that the executives did not do their homework.
Lack of communication can cause unpredictable issues that are not necessarily to the employees
advantage. We all have agreed that many managers/CEOs are taking advantage of today’s economy,
therefore, we need to speak, we need to be open, and we definitely need to be honest with ourselves
if we want to succeed. Our opinions always matter and it still does, just don’t be afraid to express it. I
realize that it is easier said than done but NO employee can fire everyone all at once and hire a new
crew overnight. Be united.
RE:
Diagnosing
Whether an
Organization
Is Truly
Ready to
Empower
Work Teams
Paul Anderson
10/16/2012 9:45:42 PM
Lucy and Jennifer, I believe that Harley-Davidson did what they needed to promote the self-managed
team concept a.k.a high performance team. The article stated that even though more and more
businesses or 70% have recognized the benefits of the the high-performance teams, that human
resource professionals believe less than 1/3 are actually transferring the power for the decisions to
these teams as management has trouble letting go of their decision-making abilities. I can truly
understand them being unwilling to relinquish their power or control as they probably feel that their
jobs and thus their livelihoods are in danger. Based solely on this information, current management
and executives appear to be one of the biggest handicaps when implementing self-managed teams.
Change for some people in some positions can be impossible, especially if the person feels the
change threatens their place, status or position. On the other hand, I would suspect that the people
below the managers resisting the change would jump at the opportunity to form self-managed teams
and for maybe the first time feel as though they have real input into the decision-making process as
they would be energized and empowered which would lead to much enthusiasm and commitment to
seeing the new concept become successful.
Planned
Change
Thomas Schultz
10/15/2012 9:59:39 AM
The planned change process does not appear to have been adhered to at all; therefore, I don't believe the company did
anything right when implementing the planned change. The change targets, according to Organizational Behavior, were
not appropriately addressed. Based on employee interviews, they were still confused regarding how their newly
obtained empowerment impacted "purpose", or the company's mission and objectives. The company also failed to train
and develop the employees, or "people", based on their newly gained empowerment.
The employees should have been involved with the empowerment strategy from inception. This appears to be a crucial
area that should not be overlooked as it sets the tone, from the beginning, that employees will be fully involved and
allowed to make decisions. In addition, it proves to employees that top level management is serious about
empowerment since they are allowing employees to decide empowerment's course. Tasks, structures, technology,
objectives, purpose, strategy, and people - all planned change targets - should be focus items, prior to commencement,
and have significant employee involvement and engaged empowerment. The omitted planned change target, culture,
can be positively impacted if true empowerment is displayed from inception.
Fact
Versus
Fiction
Robinson Sanchez
10/15/2012 11:26:14 AM
I think that the company did the right thing on allocate sufficient resources by putting enough cash to
distribute in training but at the same time they have to take time apart for education. Also, they did the
right thing by rewarding employees who participated in the training program and to improve their jobs.
i support the conclusion by agreeing that the key element of success is the ability to adapt to a new
employee-management relationship which will covine their support to improve the organization.
Everyone Transference
Professor Carr
10/15/2012 9:58:05 PM
If you gain nothing else from this class, be sure to remember what I am about to tell you on the topic of transference...
Let me tell you about a FASCINATING experiment in group psychology. I believe it was done at Boston University in the
early 80s.
A psychology professor got 100 student volunteers together. He told them to come back to campus the following Friday
evening for a party in Conference Room A. "There will be food and music but here is the catch" he said. "Be miserable.
It does not matter if you just won lotto, got all A's and are in love. ACT MISERABLE".
He then met with another group of 100 students and told them to meet in Conference Room B for food, music, etc.
However he told these people to act happy. "It does not matter if you're getting divorced, failing all your classes, and
coming down with the flu. ACT HAPPY" he said.
So....
Friday came around and the students gathered in their respective conference rooms. The conference rooms had
identical decor, identical food, even identical music playing. The only difference was the way people were acting. At the
close of the evening he turned the lights up, stopped the music, and gave each person a survey that asked them to
describe very candidly, how they feel about their life. It was a basic survey asking, "How's life going for you? How's
school? How's your home life? How do you feel about your future? etc.
The results were fascinating and they proved something we now call "transference".
What do you think the results were from the surveys? You guessed it - the people in the "miserable room" reported a
more negative outlook on their lives than the people in the "happy room".
Everyone Transference
Continued
Professor Carr
The old adage is true - misery loves company.
10/15/2012 9:58:35 PM
In fact to take it a step further now that we understand transference, we can safely say that misery does not only love
company, but it also breeds and creates company.
What kind of workforce do you want to build as a future business owner or leader? Watch out for infection.
In the consulting I used to do, when I am brought into an office one of the first items I would look into is what I call the
"emotional temperature" of the work environment. Most industry leaders, business owners and managers are
surprisingly oblivious to this concept.
I remember about 10 years ago when I was consulting at a business in California. I was called in because employees
were thinking of unionizing. Management was completely caught off guard by this and was looking for advice.
When I walked into the building where their main office is I could feel the misery and negativity in the air. Everyone
exuded it. I was astounded that management was caught off guard by the idea that they might unionize. Fortunately, for
management, we were able to quell the situation over two months, but it was an expensive lesson for management in
terms of learning to appreciate the emotional temperature of their employees
Everyone Poison in
the
Workplace
Professor Carr
10/15/2012 9:59:05 PM
Transference is such an important concept not only in the workplace but in life at large. The reality is that we are much,
much more influenced by the energy of those around us than we would like to believe. Sometimes transference can
cause a chain reaction.
For example, you are at home making dinner and feeling alright. Your spouse comes in and they are in a terrible mood.
They are yelling, fighting, etc. Soon you are no longer in a good mood anymore - you are angry. Now you are yelling at
the kids. The kids are upset and they are chasing the dog. The dog is barking at the cat....
It's sounds humorous but it happens in subtler forms every day in ordinary life. Transference can cause a chain reaction
from a negative source of emotion, and it can take over an entire household or department at work.
The moral of the story is we need to be VERY careful with who we let into our lives, and into our workplace.
As a manager, you will be holding the keys to the door, so to speak, in terms of who comes into your department, who
gets onto your team in the workplace - watch out!
Question - Have you ever seen a workplace situation where 1 person was dragging down an entire department because
of their negative energy?
RE:
Everyone Poison in
the
Workplace
Scott Mccall
10/15/2012 10:56:28 PM
Yes, I experienced this type of situation during my last deployment. About a month before we pulled out, we received a
new check-in for the department and to say he had a negative attitude would be an understatement. From his first day
on board the ship he complained and it filtered through they entire department like a wildfire. The deployment was eight
months, but it felt like 18 months. He was negative about almost everything, except for the Indianapolis Colts until they
lost that Super Bowl and then that went out the window too. He constantly talked about what he disliked about the Navy
from having to live on a ship to the Navy's policies and regulations, along with everything in between. I was his manger
for the first three months of that deployment and during that time I asked him why did he have to be so negative about
everything. He told me it was all due to his first duty assignment to Greece, and he went on to what he hated about it
there. By the time he was done explaining it to me I learned one thing and that was he was just simply a negative
person with a glass is always empty perspective. In my personal opinion, he was just upset with himself, but instead of
taking responsibility for the situation he was in it was easier for him to blame something else. Anyway, by the time we
pulled back home to San Diego the department was essentially divided into two subgroups because of the negativity.
The negative ones gathered in the TV Studio division of the department, and the rest gathered in the Media Center
where the majority of the department's operations were performed and the chain of command spent the majority of its
time.
Eventually though that group was broken up, but it was still not for another 6 months after our return from that
deployment. After returning to San Diego, we received a new master chief and public affairs office to lead the
department. At first they tried to change the attitudes of the negative sailors, but eventually they just grew tired
themselves. So, to resolve the situation the two of them filtered out who they thought were the leaders of the negativity
and re-assigned them out of the department. One was sent to the security department and they put him on a graveyard
watch shift and the ring leader was sent off the ship to work for the PAO of Naval Base Kitsap. Surprisingly enough, a
month later the negativity started to fade because the positive attitudes now outnumbered the negative.
RE:
Everyone Poison in
the
Workplace
Thomas Schultz
10/16/2012 9:43:43 AM
Modified:10/16/2012 9:44 AM
I have witnessed transference with both my professional and personal life. All it took was one new neighbor, in a small
apartment complex, to bring the somewhat cohesive and happy renters and property owner down. The same has
happened in my professional life. I work in a relatively small department and a new employee was recently hired that
was consumed by a "glass half empty" attitude. The department had strong inter-personal relationships prior to this
employee's presence. Productivity, reputation, and morale suffered significantly. My supervisor, who stressed not only
experience but "the ability to fit in with the group" during the hiring phase, never saw this coming. This proves that
individuals act differently when they want something versus when they already have it (the job). Therefore, it is
important to truly absorb the material covered in this class, which provides a framework for handling the various
situations that can confront a manager. In this situation, controlling is key. Insubordination and low morale need to be
addressed immediately to reverse the department's course.
RE:
Everyone Poison in
the
Workplace
Laurielle Lemon
10/16/2012 9:44:03 PM
I am forced to smile as I read the discussion prompt, because I have thought at times that I am the negative catalyst in
the room. I have sat in on trainings or seminars where I don't totally agree with the data or studies being presented.
Afterwards, in discussion with other colleagues I would say, "Do you believe that chart they presented?" or "That study
doesn't seem like it applies to our students." And where just minutes prior the same teachers would have been nodding
their heads in agreement, they now seemed to be voicing disapproving comments. And I would think was it my words
that have turned them so negative about the information being presented or is it that they are too afraid to speak their
mind? At any rate I'm trying to improve my negative aura and improve my LSI score.
RE:
Everyone Poison in
Lucy Zubek
the
Workplace
10/17/2012 5:20:20 PM
Laurielle, you brought out a great point. I agree that there are some people who are afraid to speak
their mind and/or to change it rather, but I don’t think they are as bad as some who never agree with
anyone’s opinion, regardless what the topic is. Just to clarify, I am not referring to you Laurielle. I
used to work with an individual who not only ever agreed with anyone, but she always used opposite
comments. For example, if one complimented another person’s project, looks, new haircut, etc., she
always had to conclude: “I wouldn't do this project this way, but when asked for recommendation, she
could not produce one. The same applied to the appearance. Most employees tried to avoid her, but
she always managed to interfere and comment on whatever was said. This type of character can
make life miserable for others at work and outside of work.
RE:
Everyone Poison in
Jennifer Rudenko
the
Workplace
10/20/2012 9:50:42 PM
Good for you Laurielle! I am the same way.... although it is very hard to determine when i am being "Negative Nancy" or
when i am plain just being realistic! I often feel i am the most negative person in the room, but sometimes i think other
people are either oblivious to or ignoring problems and negative situations and that i'm the only one facing them. But
then, when i think that, i think... "what is the likelihood that i'm right and EVERYONE else is wrong?" The stats are
against me. It's difficult to decide whether to stir up a disagreement and stand by my negative views, or to think perhaps
i must be wrong since everyone else seems in agreement with whatever the situation may be. Realistic or just
needlessly negative? Hmmm
RE:
Everyone Poison in
the
Workplace
Larry Williams
10/16/2012 10:55:35 AM
Yes, there have been many times an individual caused negative conflict within the organization. When you have a
person who complains throughout the shift, it is difficult to work among that person. On-the-other-hand, telling
management everything is grounds for not trusting. This individual has cause employees their job and a change in the
department which implemented unnecessary policies and procedures.
RE:
Everyone Poison in
Gailanita Penn-Gardner
the
Workplace
10/17/2012 9:48:19 PM
I agree with you Larry because there is always some negative comments going on and someone is always reporting to
management which in turn makes us look very unprofessional. Due to this issue we always have rules meant for
teenagers which is very annoying.
RE:
Everyone Poison in
Sarah Keathley
the
Workplace
10/21/2012 7:55:29 PM
That is very true and negativity does sour a work situation! I find it very
difficult to be around an employee who complains and had no ambition or
desire to be moderately happy at work. These people seem to bring everyone
down and cause low morale amongst employees. I was once a very unhappy
employee and by that nature I was very negative in every situation and
extremely unhappy. It got to the point where a manager ended up telling me
that I needed to adjust my attitude or find a job where I was more happy.
On my job now, the GM actually told me coming on that if we ever go home
unhappy, we need to reconsider what we are doing. What matters at the end
of each work day is that we're happy in our jobs. If not, it affects every
other aspect of our life even if we do not want it to.
RE:
Everyone Poison in
the
Workplace
John Ruggles
10/16/2012 5:10:38 PM
To take it a step further, we can actually use transference when talking about transferene if we look at the flip side and
see this work in a postiive way. Instead of "watching out" for transference and on how one bad mood can cause a whole
room to turn bad, we can see the oppostie as well. One inspirational thought, idea, or action can start a landslide of
good mojo. Try this, spend a day smiling, waving, or talking to everyone you encounter - including strangers. Even
simple smiles can transfer positive attitudes. On a larger scale, lookat many of the latest disasters that have happened
in the US. All is takes is a few people to get the ball rolling with a few acts of kindness and floodgates open. I sincerely
believe it is human nature to want to be positive, it just takes a little nudge sometimes.
RE:
Everyone Poison in
Noreen Cunningham
the
Workplace
10/20/2012 6:45:29 PM
You are very right John. My current work team is a great example. Most of us were very down and
aggravated because of working conditions. My team leader started making it a point to reinforce
positive actions. In doing so other people on the team started being more positive. All of which has
caused our team to start being more positive and productive. With a little work, a few positive people
can help turn feelings around even though the situation does not change.
RE:
Everyone Poison in
the
Workplace
Alana Hefter
10/16/2012 5:13:27 PM
I love that we are talking about transference. A direct report of mine just last week made an announcement that they
were having personal problems and therefore needed to go back home (back to the US). I thought how this came out of
nowhere! This person broke down and needed to seek help. However, the entire time I was completely unaware, until
this week when I discussed the situation with my supervisor and she mentioned how she sensed something going on
and felt that she had seen it in her work. I suppose that my direct report had seemed a bit sort tempered with my
supervisor, so now I am wondering if transference is dependent on the individual relationship. I have a very good
relationship with my direct report but my direct report does not get along that well with my supervisor. Not sure if this is
an example of transference or my supervisor may just have more people experience....
RE:
Everyone Poison in
the
Workplace
NanshaMarcelle
10/16/2012 6:47:16 PM
I have worked in a company where one employee was unhappy with their supervisor’s and their leadership style. This
individual used to get into argument with other employees on a regular basis, which caused a division among the
employees in the department.
RE:
Everyone Poison in
the
Workplace
Nichelle Burton
10/16/2012 7:42:18 PM
I think management can have a strong influence in tranference in the workplace also. For example, in 2009, we had a
Director that I think his intentions meant well but he had communicated to our department that the company was looking
to become more lean and effiicient. He told us to look at our peers on our left and on our right and he posed the
question, how do you think you measure up to your peers as far as your skill sets? That question packed such a
powerful punch and I got really upset because I felt it was a sure way for each of us to turn against each other because
he made the environment become so toxic and competitive and stripped the group of feeling like a team. You could just
feel the tension in the room. After the meeting, I shared my thoughts with some of my peers and they felt the same
way. Ironically, just before they announced that they were going to be laying people off, he left the organization. So,
again I think his intentions meant well because I think he was trying to give us a heads up about what was coming down
the pike, but I think he could have handled it differently.
Everyone
- A Good
"Meeting
Rule"
Professor Carr
10/17/2012 1:21:34 AM
Dealing with Negative People at Meetings Just a helpful tip here while we're on the subject of negative people in the workplace Ever been at a meeting with a nay sayer among the ranks? This is the person who is just waiting to shoot down any idea
that comes along at a team meeting - they are chronically dissatisfied with any and all suggestions. How do we deal with
these people? I'll typically implement a rule at the meeting. Simply put, one can only shoot down an idea that is put on
the table if they have an alternative and better solution to offer. If they have no alternative and better solution to offer,
then they cannot shoot down an idea. I'll generally start the meeting with that simple ground rule.
I've found that this simple meeting rule shuts down nagging and chronic negative personalities from dragging down a
meeting.
RE:
Everyone
- A Good Gailanita Penn-Gardner
"Meeting
Rule"
10/21/2012 2:17:29 PM
This is exactly how it is at my workplace and I deal with it by trying to find out if they have a better idea. We vote on the
ideas and which everidea get the most votes and is best for the employees as well as the company we go with that idea
and so there is no confusion.
RE:
Everyone
- A Good Maximina Anderson
"Meeting
Rule"
10/17/2012 12:23:33 PM
It's currently like this at my workplace. Not only does it stop the negativity it stops the meeting from going in circles and
wasting everyones time. When someone is negative towards a new idea, our supervisor always questions what could
be done better. If they have nothing to say, then we move on.
RE:
Everyone
- A Good Marco Arredondo
"Meeting
Rule"
10/17/2012 2:35:43 PM
You bring up a great point Professor. I have been in many meetings with very negative people. It is similar to starting a
class that you teach. The first day you go over classroom polices so that everybody is on the same page. Likewise, if
you set up the policy that if you are going to strike down an idea you must have an alternative, negative people will think
twice about dragging down a meeting.
RE:
Everyone
- A Good Thomas Schultz
"Meeting
Rule"
10/17/2012 8:19:21 AM
I have attending meetings with an individual who disputed numerous ideas and suggestions. You raise an interesting
point that the "nay sayers" should be counter-challenged to produce alternative solutions. These individuals are all too
often allowed to disrupt meetings without being asked to produce their own ideas. I can link this to diffusion of
responsibility wherein the more meeting attendees are in the room, the less likely they are to challenge the "nay sayer".
In smaller meetings, it seems that the attendees are more likely to take a stand and ask why their idea is being
challenged and request alternative solutions from the challenger. Going forward, I will remember your advice and
attempt to start every meeting with this concept as I think it will work and allow for more efficient and effective meetings.
RE:
Everyone
- A Good Robinson Sanchez
"Meeting
Rule"
10/17/2012 8:55:09 AM
I think that is a great idea because i have some where i plan this idea to make the job better for
everyone in the department but some one else come negative about it and end up shooting down
mine idea that i have planned. i having a rule like that would quite down those people that shoot down
ideas and the good side of it is that if they have a better idea is just doing as good because is solving
the problem that being plant in the meeting.
RE:
Everyone Nichelle Burton
10/18/2012 4:24:14 PM
- A Good
"Meeting
Rule"
Excellent tip Professor. I've had a few managers utilize that rule also. It is effective, and it gets the think tank flowing
amongst the group. It's a good strategy to publicly challenge colleagues and peers. Everyone can have some ideas to
present to try to make a situation or process better. .
RE:
Everyone
- A Good NanshaMarcelle
"Meeting
Rule"
10/18/2012 6:12:50 PM
I think that this idea is great. I have been in meeting where there is always that one person who always shutting down
other employees ideas but they could never come up with a better solution. Sometimes I think nay sayer shut you down
to discourage you from share your ideas.
RE:
Everyone
- A Good Laurielle Lemon
"Meeting
Rule"
10/19/2012 9:20:54 PM
I don't know if I would label myself as a chronic nay sayer, but as a personal rule whenever I have voiced opposition, it is
because I have felt that there was a better or more efficient method of achieving a goal. Being in the field of education, I
have often found that we, in the United States, are far behind in the field of technology. And that we as a nation need to
modify our curriculum to meet these needs. So, often when we are an antiquated training, I will speak up, which makes
those around me feel like I am always going against the grain, so to speak. My opposition with new suggestions or
solutions are often taken as negativity as opposed to just wanting to think outside the box.
RE:
Everyone
- A Good Connie Bravo
"Meeting
Rule"
10/20/2012 7:38:25 AM
I love this rule! It would have been great to implement in one of my last jobs. Sometimes the direction and feel of the
meeting depends on who is leading the team and who is in attendance. For example, in this previous job when I would
be leading the meetings, it was much more of an open forum, and we wouldn’t just shut down products or ideas, but
rather discuss why it wouldn’t be the best option, why the product team felt it was a needed addition, and come to a
conclusion together. On the other hand, when our brand manager would hold the meetings (or even sit in on my
meetings) there was a completely different vibe, and she would be the first to shut down an idea without giving a reason
or suggestions.
RE:
Everyone
- A Good Scott Mccall
"Meeting
Rule"
That's a great suggestion Professor.
10/18/2012 11:59:03 PM
Every Monday morning all the PAOs within Navy Region Northwest have a weekly meeting lead by the Region's PAO,
where my command will send a representative to sit in on the meeting. I also like what he does to maintain control and
keep the meeting moving forward. Since we only have the conference room for 30 minutes he creates an agenda for
each meeting to make sure all important topics get covered and if any one has any further questions or concerns they
can either take it up with him afterwards in the office or send him an e-mail with their problem and a possible solution.
He started doing this about six months ago because on of the installation PAO would always go on and on resulting in
the meetings going over the time limit and lasting 45 minutes to an hour. So, he uses the agenda to keep everyone on
point.
RE:
Everyone
- A Good Kathrine McClendon
"Meeting
Rule"
10/19/2012 10:23:39 AM
Scott – I understand about those meetings that get off topic, last longer than they should, and
accomplish nothing. Having an agenda is a great way to stay on point!
RE:
Everyone
- A Good John Ruggles
"Meeting
Rule"
10/19/2012 8:26:09 AM
Scott, I used to work in a department where every meeting went over by at least 20 or 30 minutes and screwed up the
rest of everybody's day. The manager solved this by taking the chairs out of the room and turned it into a "standing"
meeting. The meeting never went over once after that. It might not necessarily work with military folks, but it definately
worked with our office folks.
RE:
Everyone
- A Good John Ruggles
"Meeting
Rule"
10/17/2012 6:53:31 PM
This is very true. When I first started working for corporate America, I was at a meeting with my boss and as a young
person trying to make an impression I pointed out some flaws in our processes that I noticed to show how estute I was.
After the meeting my boss called me in his office. I walked in with my chest puffed out ready to receive some praise as
the smart new guy. But what I got instead was more valuable and has stuck with me even today. He said exactly what
you pointed out above. He said he appreciated my enthusiasm, but told me that anybody can point out a problem. He
said even a three year old can point out when a cup has a hole in it. He told me that ideas (even bad ones),
suggestions, recommendations, and answers are what will help me show my value. He said don't be the guy who walks
into his office to tell him about a problem we have, be he guy who comes in to give me status on resolution of a problem
or a problem we HAD.
Also, love your idea about the meeting rule. I can see how that would be disarming for the chronic naysayer, without
offending anybody.
Great
Convo
Professor Carr
Everyone
10/17/2012 10:02:50 PM
-
Debate is absolutely essential and healthy in most situations. However, simply
shooting down someone's idea without offering something as al alternative - well,
that's a bit lame isn't it? It really does not add much to the debate in fact. It suggests
no alternatives etc. It's just nay-saying.
And nay-saying is easy. It's easy to simply object or shoot something down - anyone
can do it. Therefore, I like to ask more of employees. I like to ask them to bring
something to the table as an alternative if they are going to shoot down an idea.
Thanks,
Mike
RE:
Everyone
- A Good Zachary Brechler
"Meeting
Rule"
10/19/2012 7:42:21 PM
You idea is a great one. When it comes to people like that I always ask them to elaborate or explain there reasoning. It
should be obvious if they truly think it is a bad idea. Typically if they don't have an answer they will be quite from that
point forward. However on the flip side and they genuinely feel that way I get solid feedback as well as insight into some
other reasoning. I feel it is a win win situation.
RE:
Everyone
- A Good Kathrine McClendon
"Meeting
Rule"
10/19/2012 10:32:41 AM
Oh no, I might be a nay sayer because I want to point out the importance to shoot down poor ideas
with flaws so that they can be addressed before implementation…but in doing so opening up the
dialogue to storm and discover possible solutions…maybe I don't have a solution or a better
alternative but I'm sure one exists and the one presented is not the way to go?! Is this bad?
RE:
Everyone
- A Good Jennifer Rudenko
"Meeting
Rule"
10/21/2012 6:46:00 PM
Kathrine, I totally understand where you are coming from because I'm the same way! I feel like I am a very detailoriented person and can see the good AND the bad in many situations. Unfortunately, i do not consider myself a
creative thinker. Thus, several times i have been in a similar situation as yours where a coworker proposes an idea and
everyone seems to like it so it is about to pass.... but then i think of something to negate it. I'm not always creative
enough to come up with a better idea on the spot, but I at least can see that there is a problem with the idea on the table
and that perhaps we should all keep brainstorming until something else comes up. I don't do it to be mean. I don't
intentionally shoot down people's ideas. I just can't help it if I can see the errors in an idea but can't come up with
something else better right away. It's like being an Editor.... it is your job to pinpoint what is wrong with a paper/article
and then give it back to the Writer to correct it and come up with a better idea. Some of us are writers and some of us
are editors/fact-checkers. We can't always be both even if we want to. I wish I were more creative and good at coming
up with ideas, but i'm not. I'm the fact checker/error finder. We are in the same boat i guess!
RE:
Everyone
- A Good Paul Anderson
"Meeting
Rule"
10/21/2012 11:15:04 PM
I agree that nay-saying is useless and unproductive. I often see this when talking to people about
politics. Most people are deeply rooted in their beliefs or to the party in which they are affiliated.
When I talk to people and try and sway them to see my point of view, I offer solutions based on needs
to try and sway them, but most simply hold their line and are closed minded to what is actually
happening. I think far to many people do not even really know or try to figure out what goes on in our
country politically, therefore they really can't speak or debate from and educated point of view.
Instead they speak from a feeling or an emotional point of view based upon a few advertisements they
hear.. Almost all of which are garbage.
RE:
Everyone Poison in
the
Workplace
Patricia Marquez
10/17/2012 6:32:07 AM
What a coincidence! My husband and I have been going back and forth about an employee in our work environment all
week about that one person who is decaying the entire department. When I read this question, I literally was calling my
husband on his cell phone about this. One lady in particular in my department treats employees so negatively. The
words, the looks and even the way she acts gives some people a bad feeling about her. I do not know what it is that
gives this vibe, even when she enters the room; everyone knows something bad is coming. What just eats at me is that
our director knows her attitude and I am sure he has heard more than just one person say something, even if it were not
directed to him about her. He ignores the negativity and lets her do what she does. This I cannot stand! A similar
situation is occurring at my husband's workplace, where a couple of managers are creating an atmosphere and treating
employees like puppets. The conversations that we have about the negativity at work has never been as bad as this
week.
I have found that I cannot ignore her, because we work together. However being completely nice to my negative coworker keeps her away! No joke! I think her strategy is that she wants someone to argue with her or disagree with her
so she can attack or say more negative things; however, by being positive, thinking positive and responding in a positive
manner; it keeps her away. I am curious to know what others are doing at their work that is helping them to cope with
negative co-workers.
RE:
Everyone Poison in
Alana Hefter
the
Workplace
10/17/2012 8:33:58 PM
Patricia, I too have a negative coworker that I am not exactly sure how to manage. I think the overall morale has been
low which is concerning for me as a manager. Some ideas I am planning on trying are more team building exercises as
well as activities that will get us out of the office as a team. It could be lunch or an activity not exactly sure what it will
be, but I do feel that negativity breeds more negativity so I am trying to stop it before it spreads so to speak! I also have
mentioned to my coworkers that a negative attitude will eventually show up in their work and in turn possibly my boss. I
am also guilty of having a negative attitude at companies when I was ready to move on and became frustrated and that
is how I knew it was time to go!! Good luck!
RE:
Everyone
- Poison
Paul Anderson
in the
Workplace
10/21/2012 11:47:19 PM
Alana and Patricia, Some people are just miserable. They don't really care for anything or anyone
and just as the professor said, misery loves company. An influential person with a poor attitude in a
work environment is like a disease. When I recognize this in my work place, I talk to people about
improving their attitudes and dispositions. If this does not work, the next step is to remove the virus so
that others will not become infected. I personally hate complainers. On my very first job at 15 years
old, I was befriended and attacked by a complainer. He placed seeds of negativity and doubt into my
mind and talked about all of the things he didn't like or thought were wrong. Although I had not
previously noticed or thought about them, once they were presented, I let these things bother and eat
at me until one day I was fired because I addressed a manager improperly. So, a
pessimistic complainer infected me with his virusand caused me to lose my job. He continued working
there for the next three or four years. The moral of the story is, stay away
from negativity and negative people because transference is definitely real.
RE:
Everyone Poison in
the
Workplace
Ryan Mckinney
10/17/2012 10:13:39 PM
I see this all the time, as a member of the regional remodel team whenever a store in our region goes through a remodel
they ask the members if they can come and help out, I generally agree to do them unless it is a long project more than
10 weeks. Unfortunately we also always get the help of this grumpy old guy named Tom. He looks like the Lorax!
Anyways, he is always complaining about the project and the only reason he does it is for the extra money that is
involved. He has been with the company for a while and he just drags down the project. I try and avoid him if at all
possible because he is so grumpy and agitated all of the time. It also doesn't help that anyone around him generally
gets stuck helping him finish, or even doing what he was supposed to do all over again.
RE:
Everyone Poison in
John Ruggles
the
Workplace
10/19/2012 8:52:40 AM
Ryan, I feel your pain and this is a problem that I think will never be solved because the solution is more of a choice than
an answer. I face this choice alot at work and in personal life -- is it worth my time to complain or report him or is it just
easier and less time consuming to do it myself or just let it go and move on. I know it is righteous to fight all battles
worth fighting, but sometimes I just have to choose my battles to stay sane (especially at home...lol). I am sure this
often times mean that I will have to continue to deal with the same frustrations because I didn't address the root of the
problem.
It just happened to me the other day. My son left his shoes in the living room. Instead of calling him downstairs to pick
them up (at least 5 minutes of battle as he is only 2), I took them over to the doormat where we keep our shoes (5
seconds). Good choice right? At least I thought it was until my wife saw me do it - now I have a 10 mintue discussion
of whether or not we are on the same page of how we want to teach our son responsibility. Instead of finishing the
conversation, I tell her let's talk about it later. Now this is going to ruin my dinner conversation
later.....Choices....sigh...maybe we should all go barefoot......lol
My serious point being - if it can get this crazy at home where I am Co-chairman (or at least she let's me think that)
imagine how it might get at work where I have even less control. Good luck with the Lorax!!
RE:
Everyone Poison in
the
Workplace
Connie Bravo
10/18/2012 5:26:54 AM
I experienced this a few years ago working in a small office. One employee was the constant complainer. She
complained about everything. It got to the point where people didn’t want to deal with her. Every time we tried to reach
out, and help her with something that she would complain about, she would be appreciative but would still complain
about something else. After a while of this, people started coming to me more with questions or issues instead of her
(which she would complain about also). It really created a difficult environment and I didn’t look forward to going into
work. It really did affect the mood of the office. She did have her good days, which you could tell. I’ve also seen the
opposite; where someone was always so nice and happy you couldn’t help but smile. When anyone one was in a bad
mood, they would go to her, just to chat, and come out feeling refreshed.
In my personal life, when either myself or my husband has a bad day, when we get home we really try to leave work
problems at the door. We will still talk about the issue, but one of us always tries a little harder to make the other feel
better. We call it the hug theory, and I use it with all of our family (especially with his parents who argue). Even though it
is almost considered a joke, it really does work. You can’t stay mad if you have someone hugging you
RE:
Everyone Poison in
the
Workplace
Robinson Sanchez
10/18/2012 8:48:40 AM
This did not happen to me at work because i just ignore people who has bad attitude at work that way
i don't mess up my day or take it home. I have experience it at home with my wife that i get home in a
bad moon and i transfer that to her. Then she starts arguing with me and then the kids start getting
hungry and making noises, asking for cartoons on the tvs. once one person come with a bad moon or
grouchy then it transfer to every body in the house and everybody start to getting in a bad moon.
some time it happen when i am in a good moon i transfer that to my wife and she start to cracking
jokes and feeling good.
RE:
Everyone Poison in
the
Workplace
Marco Arredondo
10/18/2012 4:02:47 PM
This is so true when it comes to life in a classroom setting. I have taught Spanish for now 7 years and I have seen that
one student can ruin it for everybody. I have seen the dynamics where one student that is negative makes everybody
feel negative. It affects the classroom environment and they need to be dealt before they become the "plague" of the
class.
When it comes to the workplace, I was a teacher at a middle school that had a teacher that would bring everybody
down. She was always tired and never open to suggestions. During meetings, she would always bring every idea down,
no matter if it was a good one or a bad one. Her energy was very negative and it brought the whole staff down because
meetings were a waste of time. Worst of all, the principal would not make an effort to correct this. She became the
"plague" with her negative energy.
RE:
Everyone Poison in
the
Workplace
Jocelyn Jarrett
10/17/2012 8:21:43 PM
Its funny that you mention 1 person ruining the entire mood of the department. In my department we all have a very
good working relationship with each other so when someone is having a bad day or couple of days we call each other
out on it. Sometimes a person doesn't even know they are in a bad mood or that their mood is effecting others until you
let them know about it. We even having a running "joke" at my job (be it politically incorrect) where everyone is allowed
up to 1 week per month to be in a bad mood. (we call it their time of the month). We allow them to vent and have a bad
attitude and usually after a day or two its over. But we do not allow transference to carry over to the rest of the group.
RE:
Everyone Poison in
the
Workplace
Tara Miller
10/19/2012 6:41:04 PM
Yes I have been in a workplace situation where someone was dragging down an entire room because of their negative
energy. It has mostly been in military situations where if the leader is being overly negative it is reflected in the moods
and attitudes of those below the supervisor. In these situations I have seen employees/soldiers distancing themselves
from the situation in order to separate themselves from the negativity. Humor seems to be a common method to try to
lighten the mood but usually if someone is being extremely negative than an attempt to lighten the mood will not work.
RE:
Everyone Poison in
the
Workplace
Paul Anderson
10/20/2012 1:41:31 PM
This is so true. Just as misery loves company, so does many other qualities of the people will
surround ourselves and associate ourselves with. It has been stated that if you want to be wealthy,
hang out with the wealthy to learn their ways and see how they live. Happiness and optimism can be
contagious, so is alcoholism and drug use. We all are a product of the environment and the people in
which we associate ourselves. My mom always said, "Paul, chose your friends wisely because you
will become known by the company you keep."
RE:
Everyone Poison in
the
Workplace
Jennifer Rudenko
10/20/2012 9:46:10 PM
I completely know where you are coming from with this one! My coworker has a "different" personality and seems to
come to work every day either REALLY happy or REALLY irritated, she is rarely neutral. I always get to work before her
and am going about setting up for the day. When she walks in I always say to her, " Good morning! How was your
evening?" She will either respond very cheery and we will have a friendly relationship the rest of the day, or she doesn't
respond AT ALL, i mean silence and crickets chirping. As soon as i get the silent treatment from her that first minute she
walks in, i know it's gonna be a stressful day and my mood instantly changes. Its like i can actually feel my body change
somehow, feel less energetic, heavier, and irritated... even though she has only just walked in the door. It's so strange
how quickly someone else's mood can influence your own! sadly, there isn't really anything i can do about it... i mean, i
can't seem to influence her mood (she is surprisingly hard to influence emotionally) to make her happier, and despite my
best efforts i can't seem to ignore her mood and remain happy myself. It's like winter and summer every other day in the
office!
RE:
Everyone Poison in
the
Workplace
Paul Anderson
10/21/2012 11:07:58 PM
I have experienced transference in the workplace, home-place and personally. We are the masters of
how we feel. No one but us can really make us happy. Happiness is a conscious decision that we
must desire and pursue to enjoy. It starts within ourselves and then spreads outward in the form of
misery, despair or happiness and confidence. All are infectious, but not all will make you
a desirable person to be around or enhance your leadership skills. People tend to believe in and
follow people they like. I have always said that people will perceive you the way you perceive
yourself, so perceive yourself well!
RE: Everyone Transference
Darrelle Hooks
10/17/2012 11:12:41 AM
Modified:10/17/2012 11:13 AM
Transference is characterized by the unconscious redirection of feelings from one person to
another. The phenomenon happens when a patient begins to transfer feelings to their
therapist, whether they are positive or negative. For example, the patient may begin to look at
the therapist as if the therapist were their father, transferring feelings for their real father to
their therapist. Conversely, when the therapist transfers his or her own unconscious feelings
to the patient during a therapy session, it is known as counter transference. Counter
transference is also periodically used to define situations where the therapist literally takes on
the suffering of his patient. The concept of transference originated with Sigmund Freud
during his collaborative work with Joseph Breuer in the 19th Century. The pair worked with a
patient known as Anna O while seeking treatment for patients with hysterical symptoms.
Freud and Breuer believed that bringing the patient’s repressed thoughts into consciousness
could cure her but when Anna O embraced and kissed Breuer at the end of an analytic
session, her analysis was brought to an abrupt stop. While Breuer abandoned his pursuit of
psychoanalytic investigation and treatment, Freud persevered, learning from the experience
and continuing his studies. Freud eventually formulated a theory that began with
Breuers experience, where he distinguished between positive transference of affectionate
feelings and negative transference of hostile feelings. He linked those feelings to experiences
that originated from early infantile experiences. Freud came to argue that the work between
patient and doctor was played out almost wholly in the transference relationship. But the main
use of transference with which Freud was engrossed, was its ability to make the patient’s
hidden and forgotten impulses transparent and accessible to analysis. Since then, the concept
has been further developed and more recently transference has been described as a framework
where the patient has fantasies and expectations of the analyst. The patient places the analyst
in a varying role that may change between sessions, or even within a single session. Basically,
the main characteristic of transference in the world of psychotherapy is when a patient
transmits feelings to his or her therapist, which actually apply to someone in his or her present
life or past.
How is Transference Used?
Although transference can create confusing and difficult feelings, discussion with the
therapist can be helpful and healing, and in due course could assist in moving the patient out
of the transference state into a place where those romantic feelings can be relocated back to
the patient’s partner or spouse.
What is the Controversy About?
Transference is used in psychotherapy to help patients work through past traumas. For
example, a child who has been severely abused by a parent may undergo transference by
perceiving the therapist as a parent. Because the child might expect this role to be negative or
harmful, recovery of abuse could be possible when the therapist does not abuse the child.
Alternatively, the therapist uses the child’s transference to supply what his or her parent did
not – a safe, accepting relationship. In this case, the therapist may endure strong feelings of
anger from the patient, which can be helpful to the patient because it allows him or her to
express feelings that he or she could not express in an abusive setting. Expressing these
feelings could give her a feeling of relief, as if she had actually confronted her own
parents. More commonly, however, transference is of a romantic nature – not limited to
relationships between client and therapists of the opposite sex. Although transference is no
indication of homosexuality, a patient with a same sex therapist could experience terrible
confusion regarding romantic feelings toward their therapist. Usually the role of lover is
projected onto the therapist because the therapist is oftentimes the only person in a patient’s
life totally invested in the patient, who also views him or her without judgment.
Transference is extremely controversial and debated in the world of psychotherapy. While
some therapists overstate its uses, others deny its purpose altogether. Why is transference so
contentious? For example, if a client has strong feelings for his or her therapist, typical
psychoanalytic doctrine automatically labels the phenomenon as “transference”. Under this
definition, the patient’s feelings are not really about the therapist; instead, these feelings
describe how the patient feels about other people who are, or have been, significant in his or
her life. The dispute within the world of psychotherapy surrounds this question: how can
anyone know whether these feelings would not have occurred outside of the patient-doctor
relationship? If the patient sincerely believes that she would have fallen in love with her
therapist had they met in a social setting, how could it be proved that she is wrong?
Harmful Effects of Transference
While many therapists use transference as a technique for psychotherapeutic rehabilitation,
there are problems that can arise because of transference. Some therapists may transfer their
own feelings onto the client a phenomenon known ascounter transference. In the realm of the
doctor-patient relationship, the patient may generally do anything the therapist asks, including
sexual behavior. Transference can become an especially sensitive issue if the therapist has a
dual relationship with the patient. Therapists cannot always completely avoid social
relationships with their patients. In these cases, it is likely that the therapist will have patients
who experience transference reactions towards them. Transference reactions can also develop
during therapy even if the therapist does not have a dual relationship with his or her client. If
transference does develop, it can cause the patient to experience difficulties with other
patients and therapists even after the therapy has ended. Furthermore, when a patient and
therapist have a transference relationship, the patient could cease to look upon the therapist as
a safe person to talk to. He or she might begin to withhold information during a session, and if
the sessions do not go well, the therapist may not have the information he or she needs in
order to help correct the problem.
Transference is Normal, But be Aware
Although it is vital to recognize transference as a normal stage of therapy, if a therapist
appears to reciprocate romantic feelings or attempts to initiate a sexual relationship, this
therapist is no longer helpful to the patient. In fact, therapists can do considerable harm to
their patient when this occurs.However, in most cases therapists can use transference as a
stage of therapy to help a patient determine a more healthy view of key relationships with
romantic partners or family members. While these feelings can be confusing and difficult,
especially when the patient is married and those feelings seem unfaithful or seem to conflict
with marriage vows, the patient should not feel guilty for having these feelings. It helps to
remember that transference feelings are those that a person has or wishes to have with a
spouse or partner. While discussion of these feelings can be awkward, these discussions can
ultimately be used as an instrument to reach a healthy state of mind in respect to relationships
with central people in one’s life.
http://www.lifescript.com/soul/self/growth/transference_in_psychotherapy_helpful_or_harmf
ul.
RE: Everyone Transference
Robinson Sanchez
10/16/2012 10:26:56 AM
I read an article that said never go to the supermarket to buy food or doing food shopping when you
are hungry because you end up buying a lot of food that are not what need to buy. rather you end up
buying junk food instead of healthy food and yo end up spending more money than the regular. this is
the consequences of buying food when you are hungry as suppose to eat something before going to
the supermarket. i have tried and is true.
RE: Everyone
- Transference
Larry Williams
10/16/2012 10:48:54 AM
I agree Robinson. There have been many times my wife and I purchase food that was not on the grocery list. The worst
part was the amount of money that was spent. Discipline plays a heavy role when grocery shopping. We have improve
just a little; unfortunately, craving for certain items is difficult to break.
RE: Everyone
- Transference
Jennifer Rudenko
10/20/2012 9:38:15 PM
lol Robinson so true! i do that all the time, bad habit!
RE: Everyone Transference
Larry Williams
10/16/2012 10:44:45 AM
Hey Professor, we as a group in the past from an organization did a similar scenario; however, it was difficult for some to
engage in the positive aspect because of negative attention within the workplace. I guess management did not know
there were employees that were truly angry with one another. There was know surveys, but management sense some
tension within the room.
RE: Everyone Transference
Jennifer Rudenko
10/20/2012 9:37:08 PM
This is a very interesting study! thank you for sharing it with us. I remember once reading something about how holding
a pencil with your lips can affect your mood. For example, if you try to hold the pencil above you lips (as if it is a
mustache, between your lips and nose) for.... a think it was a few minutes... you will start to feel happier because the
action imitates smiling (curving lips upward). However, if you hold the pencil under your lips by deeply frowning, you will
start to feel sad/depressed/in a bad mood because the action makes you frown (lips curve downward) to hold the pencil.
I thought it was interesting enough to try and it did seem to work... although of course i had already read the study so
perhaps it was a self-fulfilling prophecy.
RE: Everyone Transference
Zachary Brechler
10/17/2012 8:44:29 PM
I think environment has a lot of impact on the way people act and feel, and transference is the root cause. Even if you
were to be a happy person in that room coming out of it I am sure the results would be the same as peoples moods are
contagious. Having a positive environment has the same effect and is an essential aspect of a work environment,other
wise people tend to be influenced by the negativity of others.
RE: Everyone Transference
Theresa Gjika
10/17/2012 8:01:02 PM
I really like that you have blatantly brought psychology into business. My undergrad and other graduate work have been
in psychology and sociology and I feel like not a day goes by that I don’t relate something at work to something in one of
these fields.
The study you mentioned and your correlation to the business environment is completely relevant and ties everything
from culture, to environment to leadership behaviors together.
Team
Empowerment
Kathrine McClendon
10/16/2012 8:07:18 PM
It stands to reason that employee empowerment projects fail when all parties lack commitment and
understanding of the process and goals, the workforce and management would have to belay their
skepticism and commit to the process before any positive gains could be made. It appears that in both
of these cases, Harle-Davidson and Shelby Die Casting, there were inadequacies with understanding
and acceptance, which resulted in an inability to capitalize on these concepts.
Empower
Work
Teams
Patricia Marquez
10/16/2012 8:12:58 PM
I really enjoyed reading this article about ways to empower employees of all levels! I found this article to be a ripple
effect that caused employees in upper management to have on employees who were team members. I feel like what
we do in any organization does have an affect on employees around you. I liked how the article made it a point that
change does take time and lots of effort by everyone! Change and empowering each other is a team effort and in order
to succeed, we have to willing to see our flaws! One thing that really stood out to me when I was reading the article is
that in order to make progress, employees have to be willing to follow through with what they want. The example in the
article about making commitments means going through with them. If we say one thing and do another, then there is no
foundation, no stronghold. I think this study really made me see things from both, the inside and the outside. I might
accidentally leave this article in the break room to see how many people will read it. Haha.
RE:
Empower
Work
Teams
Noreen Cunningham
10/17/2012 10:13:29 AM
I agree Patricia,
I had wondered at first why my current work had teams when the work we do is very individualistic.
This job has help me realize that even though our work is individual it adds to the organization to
make a whole product. By being part of a team we have people who can help us see and overcome
our flaws. Other team members also act to help hold each team member accountable to our goals and
commitments. Because of current changes at our organization, our team has not been able to seat
together for the last few months. This situation did cause our stats to go down. Our team leader did a
great job of motivating the team and having the team meet away from the job to help bring us closer
together. Because of the focus on the group being a team despite not being physically next to each
other, our team is currently number 1 on the site for the past 2 weeks.
Case
Study
Marco Arredondo
10/17/2012 2:44:17 PM
What I found most interesting from the article is that is stated that employees may not be ready to feel
empowered. When it comes to changing the organizations culture, everybody needs to be on the
same page. That means that employees need to know that they will have more power and know that
with more power comes more responsibility
In addition, what I found interesting from this case study is that executives that are already on top do
not like the idea of having empowered teams. The closest analogy that I can muster is that of a
dictator and a democracy. The dictator does not want to give up his control for anybody. However, due
to different circumstances, he has to change his ways or leave all together. His people want a
democracy where they feel empowered and can actually make a difference in their society. If the
dictator changes and gives up power, he will more than likely survive. But if he is stubborn, he will
more than likely be kicked out.
Harley-Davidson had trouble implementing changes because the executives were not ready to give up
their power. According to the article, it is because managers do not feel comfortable in giving up their
power. This could be because they have been are used to the old model where power comes from the
top and not from the bottom up.
When it comes to changing a culture of an organization, sometimes change from the top is necessary.
Organizations sometimes need a new face that will spearhead a new beginning. I agree with what
Harley-Davidson did. They let go anybody that was not ready to make the change. However, what
they should have done was communicated more efficiently regarding the change in business. This
change is not something that should have been taken likely because of the different dynamics
involved.
Facts
Versus
Fiction
Susan Zarate
10/17/2012 5:52:28 PM
The company was right to be willing to invest time and money in order to implement team-based management.
However, management was not confident that the team members and leaders had the skills needed. Harley-Davidson
didn’t have any tolerance for resistance and let the supervisors that resisted go. This was necessary for the company to
move towards their teams.
Everyone Case
Scenario
Professor Carr
10/17/2012 10:03:23 PM
Let's take a look at the Harly-Davidson case. Specifically, I'd like to hear your critique on the company's preparedness
(or lack of preparedness) for the changes they planned.
Can you bullet point specific items you would have done differently?
Thanks,
Michael
646.373.7040
RE:
Everyone Case
Scenario
Darrelle Hooks
10/18/2012 7:13:54 PM
A famous quote stated that " You need a dose of command and control to start the evolution
away from command and control." This statement proves to be very true. First we need to
examine the difference between a leader and a manager . Management conducts or supervise,
plan ,organize and staff.;there is an act of getting people together to accomplish goals verse
leadership. A leader command authority or influence and embodies values and create an
environment where things can be accomplished; they see the present and see what could be in
the future having the ability to affect human behavior toward goal achievement. As our
company policies or approaches change so must our practices;it is unlikely that we will be
able to achieve new goals using only old methods. However, research findings, new
information, and our experiences are causing us to rethink some of our approaches to the
management of offenders. Moreover, making effective modifications to our practices or
systems will require us to have a clear understanding of how we want things to be, and a
determination to make the necessary changes to get there.
Everyone Practical
Advivce
Professor Carr
10/18/2012 8:25:31 PM
Notice that people tend to be creatures of habit - we tend to park in the same parking spaces, we tend to eat at the
same restaurants and order the same things over and over again.
We even tend to sit in the same seats in a classroom when seating has never been assigned by the instructor.
Yes, we tend to be creatures of habit.
IMPORTANT: Notice how this can create a subtle resistance to change. It is almost against our general nature to
embrace changes.
As future managers, it is a good idea to be mindful of one's own habits. Don't be hesitant to critique yourself and ask
whether your habits and "regular way of doing things" is keeping you from being able to think outside the box.
Thanks!
Michael
646.373.7040
RE:
Everyone Practical
Advivce
Marco Arredondo
10/19/2012 11:46:47 AM
You bring up very good points. We are creatures of habit and we tend to do things the same way every day. As a
teacher, what I like to do is change things up. I have been teaching a Spanish class for two years now. However, I have
made an effort to change what I teach and how I teach it. Every end of the quarter, I have a survey that I generated and
I give it to the students. In this survey, they give me recommendations and analyze these and make proper changes.
Because I have done this, I never have a a syllabus that is the same because I am constantly looking to improve my
craft.
RE:
Everyone Practical
Advivce
Laurielle Lemon
10/20/2012 10:09:27 PM
Marco, that survey is a good idea. I teach young children, so I would not be able to do that, but I like the idea that your
syllabus is always changing. It would also reduce the monotony of teaching the same thing, the same way year after
year. It can often be very boring teaching in that manner.
RE:
Everyone Practical
Advivce
Susan Zarate
10/21/2012 11:08:57 AM
In response to how you like to change things up, I think that the survey is a great idea, but it depends on the teacher.
You seem open to recommendations and it appears that your goal is to teach the best class you can. That is awesome. I
had a teacher that was really difficult and confusing, so at the end of the semester we were all given a survey and I
thought it would be an opportunity to express my thoughts. Since the teacher leaves the room when surveys are being
filled-out another classmate spoke up and said "for those who are taking her class for the first time I just want to warn
you that she compares handwriting and will find you and confront you about anything negative or any suggestion about
improvement you put on the survey. Also, if you have future classes with her, she will hold a grudge."
RE:
Everyone Practical
Advivce
NanshaMarcelle
10/19/2012 5:54:17 PM
I agree that we tend to be creatures of habit. Every week I conduct group meetings and I tend to run the group in the
same format. To improve the group experience I am planning on having a suggestion box, where the participants will be
able to write suggestions on how to improve the group experience.
RE:
Everyone Practical
Advivce
Alana Hefter
10/19/2012 8:43:30 PM
Habits are very hard ti break and many times we are not even aware of our habits until someone points it out to us. That
is why I think it is important to constantly have open dialogue sessions about improvement. A company I used to work
for had an anonymous forum in which we could submit questions or comments to management. Then monthly at
company meetings the CEO would answer the questions/or address comments in front of everyone. Doing this in a
public forum I think helped everyone appreciate the authenticity of the system. It also got everyone engaged because
you knew you would be heard if you had a point to make.
RE:
Everyone Practical
Advivce
Patricia Marquez
10/19/2012 7:12:36 PM
Yes, good habits, bad habits, we have them all! It is interesting that you bring this up as this year I have switched things
up a little for our trip reduction program. Instead of using the same vendor for years, I have made recommendations to
use another vendor and I think everyone in our program has really like this! For our incentive, we have been giving out
car wash gift cards, but not everyone has a car to wash; so this year, I have decided to go with our contracted cafe to
provide our gift cards. Everyone likes this idea and I also started a monthly newsletter to keep all 14 sites on the same
page, by providing them information for the month as they are happening. Last year, the program was little more like
previous years but this year it's all going to change for the best. I think the challenge is having my coordinators at each
site to get more involved in our program and its promotion. I think the coordinators were used to placing this on the back
burner, but no more! I am hoping good habits will start to develop from this little change.
RE:
Everyone Practical
Advivce
Theresa Gjika
10/19/2012 7:37:51 PM
The short answer is yes we need to be mindful, but that’s not going to cut it.
Habits come in all shapes and sizes and most are hard to identify. Just like a blog I read almost everything we do is a
habithen for example even when you are making yourself breakfast in the morning at your house you barley think about
a single action, that’s technically a habit.
Habits can be difficult to swallow, especially if it’s a less than great habit to have, but the sooner someone says
something the better off you are. One of my very first “real” bosses had the pleasure of having the Um, Like, Ummm
conversation with me as I call it. Freshly out of my undergraduate degree with little real professional experience umm’s
and likes flew out of my mouth as if they were going out of style. I said them all the same regardless the situation. I had
to become really conscious of my speaking, and it was really hard at first but it got easier as time went on.
RE:
Everyone Practical
Advivce
Lucy Zubek
10/19/2012 9:56:51 PM
Great points, everyone. I too agree that we have them all, the good and the bad habits. One of the bad habits
we all have is faulty listening habits. We can only ask ourselves how often we pretend we are listening while
our mind is somewhere else. Sometimes, we also tend to be self-centered listeners. Especially when we are
criticized, our brain stops paying attention to the speaker and is desperately focusing on finding explanations that
will shift the conversation to the opposite direction. Self-centered listening, selective listening, fill-in listening,
defensive listening, insulted listening, and reconstructive listening habits are very common habits that most of
the time we use without realizing it.
RE:
Everyone
- Practical
Advivce
Susan Zarate
10/20/2012 9:47:16 AM
I agree with you on the listening. I am trying to break myself of that habit. I can start to daydream easily and it is a
terrible habit. I try to make a mental note about key words as I listen to others speak to keep focused. I had a friend that
I worked with who said that she could tell when my mind was wandering, so she adopted the phrase "look, a kitty" to say
to me in an effort to bring me back to the conversation. Her point was that I was easily distracted :)
RE:
Everyone Practical
Advivce
Maximina Anderson
10/20/2012 11:07:34 AM
I think that everyone has their own routine. You do the same thing every day and it is just routine. But when you throw
something else into the mix, it can mess up how you are already doing things. And I am personally guilty of this. Its
more of not that I'm opposed to change, it's that I'm already in a routine of doing things and changing something, creates
a new challenge.
RE:
Everyone Practical
Advivce
Nichelle Burton
10/20/2012 10:20:06 PM
Maximina, I can relate to your thoughts on this. I understand that change is inevitable and we must be adaptable.
Sometimes it takes more effort to become motiivated. If we see change as a hindrance as opposed to an opportunity to
have something positive introduced, it prolongs adapting and acceptance.
RE:
Everyone
- Practical
Advivce
Maximina Anderson
10/21/2012 11:10:26 PM
Nichelle, I agree with you.. Sometimes it does take more effort to be motivated. If change is constantly happening or it's
occasionally motivation can be lost.
RE:
Everyone Practical
Advivce
Scott Mccall
10/20/2012 12:01:16 AM
Yes, I believe managers have to be mindful of not only their own habits but also those of their workforce. For one, being
mindful of your own habits and critiquing yourself can allow the manager to more accepting of change and possibly find
a new more efficient way of accomplishing the team's objectives. Also, by being mindful in the habits of ones workforce
can allow the manager to realize if maybe one of the employees is having problems outside the office. Being mindful of
this is extremely important for me considering that the majority of my junior sailors are between 18-24. Some of these
young sailors can very easily get in over their head because for a lot of them it is the first time they have a steady
paycheck on the 1st and 15th of every month. Some get married to young, others can't effectively manage their budget
leading them to buy cars out their financial range, and the list goes on and on. By noticing a change in their daily habits
can allow me to get them help before they head to far down a destructive path like excessive drinking, just to name one
of the possibilities.
RE:
Everyone Practical
Advivce
10/21/2012 5:22:50 PM
Gailanita Penn-Gardner
I agree with you Professor that we are creatures of habit but as a manager in order to keep your employees happy
which in turn will keep your customers happy we have to be more open minded to change because everyone expects
something different. Change is uncomfortable but it can be very good. Embracing change can lead to more success.
Everyone Getting Buy
In
Professor Carr
10/20/2012 9:12:47 AM
Typically we hear about getting "buy in" when leading organizational change.
Let's talk about this in detail. How does one get buy in? Please think of worst case scenarios when answering this
question. The reality is that an entrenched organizational culture is not designed to bring about its own destruction. On
the contrary, it is designed for self preservation and often the leaders of change become subject to what I refer to as
"subconscious sabotage" by the employees they are trying to change.
Getting buy in is sometimes VERY difficult if not impossible without a plan of action. So let's take this conversation from
a "worst case scenario" perspective. Assuming you are a new CEO entering a company with an entrenched culture that
has REFUSED to change with several past leaders, what would you do?
Thanks,
Mike
RE:
Everyone Getting Buy
In
Tara Miller
10/20/2012 7:45:15 PM
First I would say that the CEO would need to get the employees input as to what they like and don't like about the
certain aspects that want to be changed. Find out if it is just a pride aspect because sometimes people do not want to
change based on their own human pride because they feel that "it has always worked before." If the new concept is
something that another organization is doing let the employees get an inside look at how it is working or not working in
that organization. If they see that it can be effectively implemented and can help their work than they might be more
willing to change. They also need to feel like their concerns are being met so introducing any new ideas on their part
could help move the workforce to the larger issues.
RE:
Everyone Getting
Buy In
Tara Miller
10/21/2012 7:56:27 PM
To add more to what I had previously stated, the employees need to feel as though they are what makes the
organization succeed and by giving them some vested interest in the company it could help to the positive for the
company. One thing that people forget that without the people that make the culture than there would be no culture.
Get them involved in the company so that they can feel like they are a part of it. One of the problems with some
organizations is that employees feel like they basically come to work and then go home. Nothing significant happens
between those two events and I think that if they knew and understood how the changes affect the company that they
would be more willing to go along it. Sometimes money will not always buy everyone's opinion although it is a good
motivator so by telling the employees that "these profits will go up" from the change will not help them change their
mind. Most employees are not affected by company performance unless they are a performance-based compensation
company so they would not feel the negative of that.
RE:
Everyone Getting Buy
In
Theresa Gjika
10/20/2012 8:44:39 PM
Sometimes when we are faced with the worst case scenario going back to basics sometimes works
best. Just like we can predict future success based on a first grade report card, a lot of things we do
as adults was learned in first grade and as we grew we just made them more complicated.
With that said as a new CEO in this situation I would do the following:
- treat others how you expect to be treated
- lead by example
-try your hardest
-find positives in everything
-reward good behavior
Going back to the basics seems so silly when we think CEO but fact of the matter is if it works on first
graders it’s going to work on adults.
I also believe strongly in letting everyone know they are not forced to stay, so if working for (blank)
company is the choice you’re making, make the best of it or leave. It sounds harsh but as a CEO I
wouldn’t want anyone there who didn’t want to be there.
RE:
Everyone Getting Buy
In
Lucy Zubek
10/20/2012 9:26:34 PM
One way that managers can help employees to understand and cope with change is to have a well prepared
communication plan. A good communication plan must be able to provide an accurate and thorough assessment
of the organization’s present state, as well as a rational justification for the change that will be implemented.
Senior management should convey that while the change will not be easy, it will eventually lead to the
organization’s and the employees’ benefit.
Another attribute is that the communication plan should include a repetition of the messages through various
channels. This ensures that the stakeholders are reminded of the significance and the reasons for the change, as
well as how the change is linked to the organization’s strategic goals. By repeatedly communicating the
message, everyone in the organization will be motivated to continue working towards the change. In addition,
the message should be conveyed clearly to ensure understanding among the various types of audiences for the
message. The messages conveyed to various types of audiences or stakeholders must be tailored specifically for
them. For example, the message that employees would find most interesting and helpful may not be the same
type of message that customers would find interesting and helpful. In addition, the right communicators should
be assigned to deliver the message in order to accord credibility into the message.
Furthermore, the message should employ both the push and pull nature of communication. Push involves the
speaker advocating for the change and encouraging cooperation and buy-in for the change. The pull nature of
communication, on the other hand, means that the speaker also seeks feedback from the audience, that is, if they
have questions or comments. This enables the audience to also share their opinions and concerns with regards to
the change.
Finally, a good communication plan should include a continuous series of communication initiatives during the
entire duration of the change implementation process.
RE:
Everyone Getting Buy
In
Kathrine McClendon
10/20/2012 3:31:38 PM
By demonstrating that the project itself can be successful, you stand a better chance of getting “buy
in”. Getting the input of the affected employees and having them feel you are truly addressing their
concerns will allow for a sense of ownership in the project. Also, effective communication about the
steps of implementation will help achieve positive responses.
RE:
Everyone Getting Buy
In
Connie Bravo
10/21/2012 8:21:27 PM
The first step would be to uncover why there is such a resistance to change. The second would be to let the employees
get to know you, so they feel motivated by your ideas and leadership. I would want to empower the employees to want
to make a difference and help the business succeed. If after some time, there are still the people who refuse to change,
then drastic measures need to be taken, if only as a scare tactic. Employees who have been in their job for too long can
tend to forget, or even be unaware, of how competitive and tuff the state of the job market is in.
The first steps would be to counsel these employees who refuse to change. Almost like giving them a “heads up” that
either they change or the company will move on without them. If disciplinary actions don’t work, then those employees
will need to be replaced. This would be a definite awakening to the resistors who are still left behind.
RE:
Everyone Getting Buy
In
Marco Arredondo
10/21/2012 8:44:36 PM
The first thing that I would do as CEO would see what past CEO's have done to change the culture. I would even get in
contact with those CEO's to see what recommendations they would have for me. The major thing that I would like to
know from them would be if they could do something different, what would it be. Hopefully with these conversations I will
have an idea of my plan of attack.
The second thing that I would do is that I would talk to the upper management. In these conversations, I would see who
is with me and who is not. Sometimes in a organization there can be bad apples and I would not omit the possibility of
firing people. Sometimes you need new people with new ideas to shape a culture.
The third thing I would do is that I would talk to entry level employees. In my opinion, these people see are the cog of an
organization and I would like to let them know that I am here to listen to them. In addition, I would ask what they expect
from this organization in order for them to be happy. If I am able to, I would institute programs and incentives to get them
on my side.
RE:
Everyone Getting Buy
In
Zachary Brechler
10/21/2012 7:01:29 PM
I feel like you can get a buy in through a couple methods. Thats through either giving it your seal of approval or through
having a contributing factor. Typically you get a buy in when you are a stakeholder, which means you are associated
with the project typically financially or have expectations of gaining something from the project.