Mislite li da poslovni sastanci jesu beskoristan?
Ovaj članak raspravlja zašto sastancima nisu tako beskorisno i rasipan kao oni svibanj činiti. Face-to-face sastanke može poslužiti vrijedne funkcije kao što su davanje više informacija o
osobe statusu, samopouzdanje, itd. sudionicima sastanaka osjećaju da su dio procesa donošenja odluka a time i dobiti motivirani. Česti sastanci
pomoći da se prijave bonuse poslovne i procjene s većom preciznošću. Zaposleniku koji je prisustvovao mnogim susretima komentar svibanj uzeti u konstruktivnom duhu, a ne
osjećaj jed. Autor je neutralna o novim, radikalne ideje za unapređenje sastanaka i smanjenje rasipanja vremena. Autor sugerira da je baš kao u obrazovanje
polje, živim učionica studije i rasprave su željene preko DVD prezentacija najboljih ekonomist, ne može biti zamjena za sastanak gdje su svi tamo
osoba. Prije susreta i post-sastanak podjednako važni kao stvarni sastanak, po autoru. U zaključku, tvrtka treba neki način proizvodnje društvene
orijentacija i prikladno osjećaj individualne kontrole i sastanaka su najbolji način da se ostvari ove ciljeve.
Sastanci su povezane s mnogim konceptima organizacijskog ponašanja i grupne dinamike. Sastanak vam mogu reći više o osobi. To je istina. Različite vrste vođenja
može identificirati u osobi od načina na koji on / ona interakcije na sastanku. Na primjer: stručnim vodstvom, karizmatičnog vodstva, itd. mogu biti identificirani u osoba u
sastanak. Sastanka također pomaže u povećanju kohezije i postići konsenzus unutar grupe. Također mora se spomenuti da radnik koji prisustvuje mnogim susretima komentar svibanj uzeti u
konstruktivan način, a ne obratno. GII odlučivanja metode iz Vroom / Yetton / Jago model vodstva također podržava ove točke. Također mora se spomenuti
da osoba može osjećati motivirani i osjećati da je on / ona ima ulogu u procesu donošenja odluka. To se također uklapa u teorije motivacije kao što su postavljanje ciljeva teorija,
upravljanje pomoću ciljeva, samoefikasnost teorija, itd. sastanak može biti mjesto gdje se zaposlenik uspoređuje sebe / drugima da znaju svoj položaj, status, itd.
kapitala teorije i teorije očekivanog također usredotočiti na istom. Model organizacijske pravde i promatra kako se zaposlenik percipira / sama u organizaciji.
koncepti timski rad i grupne komunikacije također imaju direktan utjecaj na sastancima. Tako i ovaj članak i koncepti organizacijskog ponašanja potpore važnost
sastanaka na radnom mjestu.
Ознаке: beskorisni, mislite, Poslovni, skupovi
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