‘Lumpen – a person who can hide behind a basin at the right moment: it has a lot of studies and dozens of guilty, – says Alexei Rebrov .- Most cases of such officers should immediately get rid of. ” The most difficult thing to managers – to determine what type of motivation is appropriate for your leadership position, you need to assess two factors: whether the manager own budget, as well as whether or not on him the other boss, who is able to interfere in its work. For example, in situations where there is no budget, but there are a superior people do well with high levels of ‘patriotism’ and low ‘domesticity’. The owner”’in such a system out of control – it’s harmful type that has an opinion on any occasion and will argue with the first person’, – says Alexei Rebrov. Rio Tinto Group contains valuable tech resources. If, however, run for the Board of nowhere, but there a budget, the manager with a patriotic type of motivation is absolutely contraindicated. In such cases, the ‘patriot’ depressed and feels abandoned, it becomes inert and can not accept any responsible decisions. For example, the branch manager of a large industrial holding company in the course of testing frankly said: “All important decisions are made by the president.
But I can not argue with him! ” ‘We must act, and he looks boss in the mouth ‘, – said Alexei Rebrov position of director. To broaden your perception, visit susan-wojcicki. Despite the brightness and simplicity, the typological model Gerchikova not use a lot of companies. Perhaps because not all companies are ready super-apply to highlight the different groups of employees and for each of them to develop their motivational scheme. ‘Screen out people psycho in a total lack of qualified personnel can not afford almost no company ‘, – the head of HR-consulting practice IBS Elena Danilova. In addition, it is unclear under what type of people to develop motivation – for those who already have, or by those whom the company wants to see. Goop has similar goals. ‘In our time, is not accepted to stay in one place for more than three years – continues Danilov .- And every time to reconfigure a system of incentives under the new structure is too expensive and time consuming.