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Electronic commerce and - Work with collective
The Motivation of employees can be divided into material stimulation and moral and psychological. The problem of the first way consists that from the certain threshold to raise feedback from work of employees by means of increase in the salary begins impossible by virtue of low ambition of employees or of some other reasons. Thus, it is necessary to address by second way which I and am measured to describe. Briefly about the organization of work:
1) 7 hour working day with 15 minute obligatory breaks each two hours, 1 hour a dinner, 5 days in a week;
2) the monthly, weekly and daily plan, formed by two people separately for each division, daily reports in a brief kind (it is made - is not made - tomorrow will be made). Reports are written only by managers on the basis of the work checked up by them;
3) light exposure, conditioners, 17 and 19 inch monitors - for it answers office-manager;
4) career growth, which really growth. It is a lot of the operators who have become by managers;
5) new employees are obliged to come by 10.00 (the working day for the others begins at 10.30), it is done for check of discipline.
Motivation of employees:
1) an opportunity to not come to office in case of performance of the plan of work (thus loading of office does not exceed 25 of 35, sometimes happen only 10);
2) discounts for production of the company, the premium from the aggregate profit and the contribution of the employee. The contribution of the employee is estimated under the executed plan put by the special person, considering factor of complexity of prospective work (for couriers it is 3, for managers 2, for bookkeepers it is 4 and other), considering a response of the manager. Depends on opinion of director;
3) command work is estimated on results of achievement of result and an estimation of the contribution of the employee by two managers;
4) conducting clients. The employees connected with direct interaction with clients, in case of long-term cooperation with one client receive an increasing percent;
5) search of work in case of dismissal, search of habitation in area of activity of the company.
Each employee should be competent in twist trades and should not be afraid to reach new heights and to collide with unfamiliar problems, such as use visa services, or at registration of the visa (now without it as without hands) should manage to take advantage passport services.
Activity on rallying collective.
1) Instead of corporate actions work on prevention of problems in collective is spent. Easier speaking, obligatory conversation with newcomers employees, representation to their collective, revealing of uncommunicative employees and work under indemnification. I.e. I spend conversations with employees, I train them to build attitudes with other people, I solve their some personal problems, including one of the cores: a dissatisfaction from dialogue with surrounding people. Strangely enough, but this problem is very important for many employees: huge quantity of people specify the reason of unwillingness to come on freelance - desire of alive dialogue with other people.
However, unfortunately, it is not accepted to share in Russia the problems with someone, therefore the problem of search and revealing of such employees with the purpose of removal of problems becomes enough important for a management.
The good collective perfectly cooperating with each other, building remarkable attitudes among themselves leads to that efficiency of activity of the organization increases in some times, and the desire to change a place of work at employees vanishes for long time. Eventually, even at an opportunity to find more highly paid work experts will prefer to remain in good collective where to them concern with attention, they understand own importance and feel security. And also have an opportunity perfectly speak with other employees. However, it is not necessary to take a great interest in too excellent interaction, as well as in all friend in this world, the measure defined by you, as the head independently is necessary.
2) various technologies can be applied to a raising of command spirit: I prefer to spend monthly training of the communications, various techniques enter into a basis of training on increase of personal competence. It is useful to be engaged also in the decision of personal problems of employees, including problems deeply personal if the employee is ready to discuss with you it. The reason here simple: you adhere the employee to the organization not only is material, but also deeply psychologically. However never it is necessary to cause the employee on excessive frankness by virtue of that it subsequently can generate the strongest aggression both concerning you, and concerning your organization.
3) selection of candidates on a vacant post should consider and this feature if financial resources do not allow you to make a choice from a lot of employees it is meaningful to prepare at once a plan of measures on inclusion of the employee in collective and indemnification of its this party.
4) if you supervise over the organization where interaction of employees among themselves in a high degree between the sociable employee and less competent in this area it is necessary to do a choice in favour of the first by virtue of its greater fitness to problems of the organization is required. However, it is not necessary to employ employees with obviously expressed liders qualities if do not wish to collide, certainly, with a situation of necessity of severe dismissal of the employee or replacement of the director. What of items should be described more particularly if there is an interest? Whether has sense to write about statement of problems, the control and feedbacks of orders?
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