All Annotations of [Preview]

saved by2 people, first byChristy Tucker on 2008-04-24, last byDanyelle Shaw on 2008-07-23

• Information

  
  

  
  
  • Don’t let people know how well they’re performing.
  
  
  • Give people misleading information about how well they’re performing.
  
  
  • Hide from people what’s expected of them.
  
  
  • Give people little or no guidance about how to perform well.

• Creating Incompetence (individual level)

  
  

  Knowledge

  
  

  
  
  • Leave training to chance.
  
  
  • Put training in the hands of supervisors who are not trained instructors.
  
  
  • Make training unnecessarily difficult.
  
  
  • Make training irrelevant to the students’ purposes.
  
  

  
  

  Capacity

  
  

  
  
  • Schedule performance for times when people are not at their sharpest.
  
  
  • Select people for tasks they have intrinsic difficulties in performing.
  
  
  • Do not provide response aids (e.g., magnification of difficult visual stimuli).
  
  

  
  

  Motives

  
  

  
  
  • Design the job so it has no future.
  
  
  • Avoid arranging working conditions that employees would find pleasant.
  
  
  • Give pep talks rather than incentives to promote performance in punishing situations.