Advanced Level
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Professional workers are more likely to value their own work and feel it contributes to their team’s success when their managers show they trust them, according to a recent study. Various types of social capital , such as building trust and creating common values, influence employees’ performance and how they feel about their work.
A survey of 457 people attempted to measure perceived levels of participants’ engagement when their manager used social capital. About 74% of the respondents said having a manager who fostered trust – for example, by soliciting opinions during meetings and encouraging them to share their knowledge with the team – made them feel positively about their own work. This was often more important than if their work was completed on time, on budget and satisfactorily .
Why it matters?
Companies routinely fail to successfully complete projects. It doesn’t mean they don’t complete them, but they fail to finish the project on time, on budget or by some other measure of success. In fact, it’s estimated that over half of projects – whether a merger, a public works project like a bridge or a sporting event like the Olympics – fail by one measure or another. This is why figuring out what contributes to their success is so important.
Research suggests the seeming lack of project success is in part because the main measuring sticks guiding how businesses think about it – time, cost and quality – may not be as important as fostering trust among the workers integral to making it work. This isn’t to say the other measures aren’t important, the use of social capital in a way that makes employees feel valued could be an overlooked component.
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اگه دوست داری بدونی که دروغگوها زبان بدن کسی که بهش دروغ میگن و تقلید می کنن اینجا کلیک کن. |
Elementary Level
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Professional workers are more likely to think their own work is important and feel it helps their team’s success when their managers show they trust them, according to a recent study. Different types of social capital, such as building trust and creating common values, influence employees’ performance and how they feel about their work.
A survey of 457 people tried to measure levels of participants’ involvement when their manager used social capital. About 74% of the respondents said having a manager who encouraged trust – for example, by asking opinions during meetings and encouraging them to share their knowledge with the team – made them feel positively about their own work. This was often more important than if their work was completed on time, not using more money than planned and well enough.
Why it matters?
Companies regularly fail to successfully complete projects. It doesn’t mean they don’t complete them, but they don’t finish the project on time, not using more money than planned or by some other measure of success. In fact, it’s estimated that over half of projects – whether the joining together of companies, a public works project like a bridge or a sporting event like the Olympics – fail by one measure or another. This is why understanding what causes their success is so important.
Research suggests the obvious lack of project success is partly because the main standards which guide how businesses think about it – time, cost and quality – may not be as important as encouraging trust among the workers which is necessary for success. This isn’t to say the other measures aren’t important, the use of social capital in a way that makes employees feel valued could be a part which is missed.
ترجمه فارسی
کارمندان بیشترین حس ارزشمند بودن رو زمانی دارن که مدیرانشون بهشون اطمینان داشته باشن
طبق یه مطالعه اخیر، کارمندان حرفه‌ای وقتی مدیرانشون نشون میدن بهشون اطمینان دارن، احتمالاً برای کار خودشون بیشتر ارزش قائل بشن و حس کنن به موفقیت تیمشون کمک میکنن. انواع متنوعی از سرمایه اجتماعی، مثل اعتماد سازی و ایجاد ارزش های یکسان، بر عملکرد کارمندان و این که چه حسی راجع به کارشون دارن تأثیر میذارن.
یه نظر سنجی از 457 نفر سطح دریافت شده مشارکت شرکت کنندگان رو وقتی مدیرانشون از سرمایه انسانی استفاده کردن اندازه گرفت. حدوداً 74% پاسخ دهندگان گفتن که داشتن مدیری که اعتماد رو ترویج میکنه – مثلاً نظر خواستن در جلسات و تشویق کردنشون به اشتراک گذاشتن دانششون با تیم باعث میشه حس مثبتی درباره کارشون داشته باشن. این اغلب مهم تر از این بود که کارشون به موقع، بدون هزینه اضافه و رضایت بخش تموم شه.
چرا مهمه؟
کمپانی ها معمولاً پروژه ها رو با موفقیت تموم نمیکنن. به معنی این نیست که تکمیلشون نمیکنن، اما پروژه رو سر موقع، با بودجه مشخص یا طبق هر مقیاس دیگه ای تموم نمیکنن. در واقع، تخمین زده میشه که بیش از نیمی از پروژه ها، ادغام (کمپانی ها)، پروژه های عمومی مثل ساخت پل، یا یک رویداد ورزشی مثل المپیک طبق یک یا چند مقیاس مشخص شده پیش نمیرن و شکست میخورن. همینه که فهمیدن دلیل موفقیتشون خیلی مهمه.
تحقیقات نشون میده که بخشی از عدم موفقیت ظاهری پروژه به این دلیله که مقیاس اندازه گیری‌ای که راهنمای کسب و کارها برای موفقیت هستش یعنی زمان، هزینه و کیفیت ممکنه به اندازه ترویج اعتماد بین کارمندان که برای موفقیت ضروریه مهم نباشه. این به این معنی نیست که بقیه مقیاس ها مهم نیستند، استفاده از سرمایه اجتماعی به طوری که باعث شه کارمندان احساس ارزشمند بودن کنن میتونه مولفه‌ای باشه که نادیده گرفته شده.
