Course info
Dec 13, 2013
3h 0m

In this course you will discover that productive and happy employees are not simply hired. Instead, they are the product of effective management techniques. These management principles are easy to understand, exciting to learn, and can be implemented immediately.

About the author
About the author

Jay Mcfarland is a talk show host on a show called The Browsers on KSL Newsradio in Salt Lake City, Utah. This show focuses on technology innovations including new apps and innovations. Jay is also an app developer having released over 100 mobile apps in the past two years.

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Section Introduction Transcripts
Section Introduction Transcripts

The Employee Job Satisfaction Pyramid
My name is Jay Mcfarland, and I want to welcome you to this module, The Employee Job Satisfaction Pyramid. Now, we want to talk about this before we get into The Pendulum of Success. This is because it's very important to understand your role as a manager, and that you have the ability to affect how this pyramid works. Now, you may have seen a similar pyramid in other management training, but you might not have seen how you can influence that pyramid, and how you can actually assess the performance of other managers based upon where your employees stand in this pyramid. So, in this module, we're first going to take a look at The Employee Value System. We'll basically take a look at Maslow's Hierarchy of Needs, and then we'll apply it towards today's standards and rules for employees. Then, we'll talk about how circumstances change this pyramid; how the recession changed this pyramid, and also how personal trials and experiences can change the pyramid. And then we're going to talk about your role in this pyramid, how you can affect where people stand and what their needs are within a company, and again how you can assess how managers below you are performing on this scale. So, let's go ahead and take a look at The Employee Value System.

Systems of Accountability - The Fuel of the Pendulum
My name is Jay Mcfarland, and I want to welcome you to this module, Systems of Accountability, which are the fuel that keeps that pendulum moving. Now, so far in this course we've talked about the employee hierarchy of needs, and we've talked about how to get your employee to live up in that Self Actualization zone, the very top of the pyramid, and that is by using this Pendulum of Success; and the biggest key to that is Systems of Accountability. As I said, that is the fuel of the pendulum. So, in this module we're going to review quickly how the Lack of Accountability Kills Success, then we're going to talk about Establishing Clear Expectations and Consequences. This is the left side of the pendulum, and it's so critical. Then we'll talk about Clearly Defining Success, talking about the right side of the pendulum, and then we'll talk about Proper Training methods; why this is so important, and if you don't properly train there is no way this pendulum is going to work, and there's no way an employee is going to live at the top of that pyramid if they're not properly trained. Then, finally we're going to talk about what to do When a Problem Occurs, and where most managers fail in this regard; how they focus on the wrong thing, which destroys the pendulum, and it pushes cash on that pyramid all the way to the top. So, let's go ahead and get started talking about these Systems of Accountability.

Micro-Management - The Pendulum Killer
My name is Jay Mcfarland, and I want to welcome you to this module, Micromanagement, The Pendulum Killer. Unfortunately we still have to talk about micromanagement. Some people still believe, for whatever reason, that this is a great way to manage people, when in truth it's a great way to destroy this pendulum that we've been talking about and to make sure that cash is the only thing that employees care about. So in this module, we're going to talk about the fallacy of micromanagement, what people think that it does as opposed to what it actually does. And then we're going to talk about the result of micromanagement, and it's something that I call minimum expectations mode. And so many companies and managers find themselves with a staff in minimum expectations mode, but they don't even know it, and I'm going to give you another case study of where I've seen minimum expectations mode go into play to such an extreme that the employees actually had a name for it, and they actually had a song for it, and it was all as a result of micromanagement. So the main thing to remember at this point is that if you are a micromanager, you are destroying any success in your company, and you're killing the pendulum and you're driving cash to the top of the hierarchy of needs. So let's go ahead and get started by talking about the fallacy of micromanagement.

The Power of Positive Interaction - The Pendulum Booster
My name is Jay Mcfarland, and I want to welcome you to this module, The Power of Positive Interaction, or The Pendulum Booster. This is perhaps one of the most important things that I would like to share with you, and that is to gain an understanding of how much you can influence your staff members simply by how you interact with them every single day, and that even if you have good systems like we've talked about before, even if that pendulum is moving pretty well and you've pushed them up into that self-actualization, or self-control mode on the hierarchy of needs, that even then if you don't treat your employees properly, you will still drive down productivity and you may still end up then pushing cash to the top if you're not careful. So in this module, I want to talk to you about understanding the power that you possess as a manager. I don't think people understand how important the daily interaction is with their staff members, that you have the unique ability to change staff members simply by how you treat them. In fact, I would suggest to you that every single member of your staff has the potential to become better than they are now, to become the same and not improve or get worse, or to get worse than they are. And I believe it is 100% your choice, both by how you set up what we've talked about before, your systems and your training, your accountability and those types of things, but also with how you directly treat them. So let's go ahead and first of all talk about understanding the power that you possess as their manager.