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Essay on Gay Priest
Supervising people involves more than telling them what to do. Effective supervision involves motivation from within the individual, not by externals. We all know or aware of them, people that do not do what you want. Nicholson believes one cannot motivate these problem people: "Only they themselves can." So what does that mean for their managers? They need to create the circumstances in which their inherent motivation (natural commitment and drive) is freed and channeled toward achievable goals.
Nicholson introduces a method that involves shifting the responsibility for motivation from subject to object, from boss to subordinate. This method is based on handful principles: Everyone has motivational energy; this energy is often blocked in the workplace; and removing blockages requires employee participation. Nicholson supplements this with seven typical hazards in handling problem people. By using several examples, Nicholson introduces a three-step process for a solution or resolution: (1) Create a rich picture, which means getting as much information as you can from as many sources as possible. (2) Reframe your goals, based on your (revised) picture you should set achievable and realistic goals for your problem employee.
(3) Stage the encounter, which should consist of an affirmative assertion, leverage questioning, and the 'moment of truth'. Nicholson believes that this method will at least lead to a resolution, if not solution, for dealing with problem people issues.Managers should set reasonable boundaries, and should empower supervisees to set theirs. Once set, manager should respect them. This is not a challenge to manager’s power; it is employees right as human beings.....
