Comments on: Ask the CHO: Motivation for production workers? http://positivesharing.com/2007/01/ask-the-cho-motivation-for-production-workers/ Make Yourself and Your Business Happy At Work Fri, 12 Mar 2010 21:46:27 +0000 http://wordpress.org/?v=2.9.2 hourly 1 By: Happiness for knowledge workers http://positivesharing.com/2007/01/ask-the-cho-motivation-for-production-workers/comment-page-1/#comment-35704 Happiness for knowledge workers Thu, 18 Jan 2007 16:04:29 +0000 http://positivesharing.com/2007/01/ask-the-cho-motivation-for-production-workers/#comment-35704 [...] I’ve previously blogged about the fact that happiness at work is important to all kinds of employees. It’s not limited to people in creative, high-paying or high-status jobs. But that being said, I think happiness at work is even more important for knowledge workers. [...] [...] I’ve previously blogged about the fact that happiness at work is important to all kinds of employees. It’s not limited to people in creative, high-paying or high-status jobs. But that being said, I think happiness at work is even more important for knowledge workers. [...]

]]> By: Alexander http://positivesharing.com/2007/01/ask-the-cho-motivation-for-production-workers/comment-page-1/#comment-32422 Alexander Tue, 09 Jan 2007 09:50:20 +0000 http://positivesharing.com/2007/01/ask-the-cho-motivation-for-production-workers/#comment-32422 Theo: Yes. Especially if we treat them as such. If we treat them as uninspired, cynical wage slaves, then very often that's what they become. Those that stick around. Theo: Yes. Especially if we treat them as such. If we treat them as uninspired, cynical wage slaves, then very often that’s what they become. Those that stick around.

]]> By: Anonymous http://positivesharing.com/2007/01/ask-the-cho-motivation-for-production-workers/comment-page-1/#comment-32353 Anonymous Tue, 09 Jan 2007 05:38:12 +0000 http://positivesharing.com/2007/01/ask-the-cho-motivation-for-production-workers/#comment-32353 <strong>Is motivation only for creative types and less suitable for blue collar workers?</strong> Is motivation only for creative types and less suitable for blue collar workers? Not if you want a successful company. Is motivation only for creative types and less suitable for blue collar workers?

Is motivation only for creative types and less suitable for blue collar workers? Not if you want a successful company.

]]> By: Theo Tonca http://positivesharing.com/2007/01/ask-the-cho-motivation-for-production-workers/comment-page-1/#comment-32295 Theo Tonca Tue, 09 Jan 2007 02:41:52 +0000 http://positivesharing.com/2007/01/ask-the-cho-motivation-for-production-workers/#comment-32295 All people are inherently creative and are geniuses. They should be able to express these traits no matter what position they hold in a company. All people are inherently creative and are geniuses. They should be able to express these traits no matter what position they hold in a company.

]]> By: Alexander http://positivesharing.com/2007/01/ask-the-cho-motivation-for-production-workers/comment-page-1/#comment-32209 Alexander Mon, 08 Jan 2007 22:12:34 +0000 http://positivesharing.com/2007/01/ask-the-cho-motivation-for-production-workers/#comment-32209 Thanks for the great story greggles - it shows that these motivational techniques have an application for non-desk-jockeys also. And really... why wouldn't they? Thanks for the great story greggles – it shows that these motivational techniques have an application for non-desk-jockeys also.

And really… why wouldn’t they?

]]> By: greggles http://positivesharing.com/2007/01/ask-the-cho-motivation-for-production-workers/comment-page-1/#comment-32136 greggles Mon, 08 Jan 2007 17:16:32 +0000 http://positivesharing.com/2007/01/ask-the-cho-motivation-for-production-workers/#comment-32136 I have a strange feeling that the readership here is self selected "tech workers" based on this being 1) on the interweb 2) a blog. Perhaps this topic will be hard to find knowledgeable people to discuss online... My value add: in an auto repair shop I know there are two bosses. One of them is a somewhat traditional "I nag people until they get the work done" kind of person. The other is a Happy boss - he treats his employees with respect and compassion. The structural environment is the same: employees are incentivized to get more work done via a "pay per profit" system that pays more based on the profit that the mechanics can squeeze into a week. But the "nag" boss is always jealous of BOTH the loyalty/happiness of the employees of the happy boss AND the profitability that the happy boss gets. The "nag boss" even frequently says "I don't know what he does, he's so slow, never gets on people's cases to work hard, he gets better profits and his employees would follow him to the end of the earth. So, from that anecdote I think your idea is applicable outside of the "desk working paper pushers" but that's just one example from one industry. I have a strange feeling that the readership here is self selected “tech workers” based on this being 1) on the interweb 2) a blog. Perhaps this topic will be hard to find knowledgeable people to discuss online…

My value add: in an auto repair shop I know there are two bosses. One of them is a somewhat traditional “I nag people until they get the work done” kind of person. The other is a Happy boss – he treats his employees with respect and compassion.

The structural environment is the same: employees are incentivized to get more work done via a “pay per profit” system that pays more based on the profit that the mechanics can squeeze into a week. But the “nag” boss is always jealous of BOTH the loyalty/happiness of the employees of the happy boss AND the profitability that the happy boss gets. The “nag boss” even frequently says “I don’t know what he does, he’s so slow, never gets on people’s cases to work hard, he gets better profits and his employees would follow him to the end of the earth. So, from that anecdote I think your idea is applicable outside of the “desk working paper pushers” but that’s just one example from one industry.

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