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(1998). The Age of Unreason.
"Organizations are not by nature forgiving places. Mistakes are magnified by myth and engraved in reports and appraisals, to be neither forgotten nor forgiven. Organizational halos are for sinners as well as saints and last for a long time. The new manager must be a different manager. He, and increasingly she, must use what, in psychological jargon, is called reinforcement theory, applauding success and forgiving failure; he or she must use mistakes as opportunities for learning, something only possible if the mistake is truly forgiven because otherwise the lesson is heard as a reprimand, not an offer of help...The new manager has to be a teacher, counselor, and friend, as much as or more than he or she is commander, inspector, and judge." (p. 131)
(1985). Bringing Out the Best in People: How to Enjoy Helping Others Excel.
"Management by Encouragement
Scudder N. Parker once said, 'People have a way of becoming what you encourage them to be—not what you nag them to be.' It is a very basic human need to have someone encourage us and spur us on to higher things." (p. 89)
Scudder N. Parker once said, 'People have a way of becoming what you encourage them to be—not what you nag them to be.' It is a very basic human need to have someone encourage us and spur us on to higher things." (p. 89)
(1996). Brutal Bosses and Their Prey.
"Bosses can make or break your day, your month, your year, your career. They have the power to ease or intensify adverse reactions to normal organizational stress. Empirical evidence broadcasts a consistent message: People reporting to more considerate bosses are less likely to suffer the ravages of burnout and more likely to experience work satisfaction than those reporting to less considerate bosses. In fact, as an innoculation against burnout, respect from a boss offers more protection than salary. Conversely, there is solid evidence that working for unsupportive bosses is associated with higher levels of anxiety, depression, and even heart disease." (p. 69)
(1993). Communicating at Work.
Basics of conflict resolution include: supportiveness, positiveness, equality.
"SUPPORTIVENESS—Describe the behaviors you have difficulty with rather than evaluating them. Express your concern for and support of the other person. Let him know you want to find a solution that benefits both of you. State your position tentatively with a willingness to change your opinion if appropriate reasons are given. Be willing to support the other person's position if it makes sense to do so."
(1993). The Creative Spirit.
"'Love is not a word people talk about easily', says Larry Wilson, 'Yet, increasingly, we're seeing that people are wanting to know that somebody cares about them, that they are not just seen as some interchangeable part. Real leadership is about demonstrating that your intention is to care for people and support their growth.'" (p. 139)
(1986). Management for Productivity.
(2007). The New American Workplace.
(1976). New Ways of Managing Conflict.
"The leadership and other processes of the organization must be such as to ensure a maximum probability that in all interactions and all relationships with the organization, each member will in the light of his background, values, and expectations, view the experience as supportive and one which builds and maintains his sense of personal worth and importance." (p. 108)
Likert provided this quote from his book of 15 years earlier, "New Patterns of Management", and refers to it as the most fundamental of all his leadership principles.
Likert provided this quote from his book of 15 years earlier, "New Patterns of Management", and refers to it as the most fundamental of all his leadership principles.
(1967). The Professional Manager.
(1993). The Psychodynamics of Organizations.
(, Ed.).
"Finally, a managers ability to accept these projections, especially the negative ones of subordinates (e.g., dependency, hatred, envy), without retribution or retaliation helps to create what Winnicott terms a 'holding environment'—that is, an environment that provides a sense of psychological safety within which work can productively be accomplished and people can grow and develop in their roles." (p. 61)
(1987). Thriving on Chaos.
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WorkCreatively.org business culture/management vocabulary
supportiveness
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http://purl.org/vocabularies/princeton/wn30/synset-supportive-adjective-1.rdf
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supportive
- in scheme: http://purl.org/vocabularies/princeton/wn30/
- gloss: furnishing support or assistance; "a supportive family network"; "his family was supportive of his attempts to be a writer"
- sense: supportive
- synset id: 302354537
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