Chester County SHRM Respect Model Presentation 2-25-11
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Chester County SHRM Respect Model Presentation 2-25-11
- 1. Increasing Employee Engagement by Fostering a Culture of RESPECT ™ by Dr. Paul Marciano Chester County SHRM February 25, 2011 Whiteboard, LLC Maximizing Human Capital
- 2. Work Ethic – Fixed or Fixable? Fixed Internal Got it or don’t Fixable Environment Potential for it
- 6. Published in The New Yorker 4/19/2010 by Farley Katz "It's the only way I can get myself out of bed in the morning."
- 7. #1: Programs Fail Because They Are Programs
- 8. #4: Programs Focus on the Wrong Dependent Variable
- 9. #10: Programs Are Cover-Ups for Ineffective Supervisors
- 10. #13: Programs Reduce Creativity & Risk Taking
- 11. #14: Extrinsic Reinforcement Reduces Intrinsic Motivation
- 12. #20: Reward Programs Reduce Overall Motivation Low Average High
- 13. ENGAGEMENT
- 16. Engagement Meter 1 2 3 4 5 Actively Disengaged Disengaged Opportunistic Engaged Actively Engaged
- 17. Engagement Behaviors 1 2 3 4 5 Creates the mess Walks past mess without thought Hopes not to see it, will clean-up if personal benefit Cleans-up what he/she sees Helps clean-up, fix & prevent
- 19. Realizing sustainable increases in employee engagement requires influencing the culture.
- 20. Self-Sustaining Culture Culture Behavior Leadership
- 21. RESPECT ™ Model
- 22. What is the RESPECT Model? An actionable philosophy which guides and directs behavior.
- 24. Respect the Organization Organization
- 25. Respect the Supervisor Organization Supervisor
- 26. Respect Team Members Organization Supervisor Team
- 27. Respect the Work Organization Supervisor Team Work
- 28. Feel Respected Organization Supervisor Team Work Individual
- 29. RESPECT Meter R E S P E C T ORGANIZATION * SUPERVISOR * TEAM MEMBERS * WORK * INDIVIDUAL LOW HIGH
- 30. RESPECT Drivers
- 40. WHITEBOARD, LLC Maximizing Human Capital through Targeted Behavioral Solutions Paul L. Marciano, Ph.D. 908.268.7272 [email_address] www.paulmarciano.com
Notes de l'éditeur
- If we don’t know what we’re trying to motivate employees toward, then how can we put programs/interventions move them toward it? Yet, rarely does anyone even ask that question – all I hear is “We want more motivated employees!”
- Caution Will Rogers
- Ellen Langer at Harvard and Chixamiyha at Chicago – ‘withitness”
- If a diamond is a girl’s best friend, then engaged employee’s are a companies greatest asset
- Environmentalist Animal Rights Activist Pacifist