Power of Small WinsPresented By: (Group-4) Atul Mittal Avnish Kr. Thakur Jaskaran S. Brar Sachin Shandil Vikas Gupta

Agenda Introduction Progress Principle The Power of Progress Supporting Progress Model Manager Conclusion

Introduction Authors: Teresa M. Amabile Steven J. Kramer

POWER OF SMALL WIN best way to drive innovative work inside organizations.

Progress Principle1. Big Idea 2. Key Takeaway

Inner Work Life and PerformanceInner Work Life For nearly 15 years, we have been studying the psychological experiences and the performance of people doing complex work inside organizations

The Power of Progress Best Day a. Catalysts b. Nourishes Worst Day a. Inhibitor b. Toxins

SUPPORTING PROGRESSWhat can managers do to ensure that people are motivated,commited and happy? Support for making progress in work Recognition for good work Incentives Interpersonal support Clear goals Form a protective shield

How can they support workers daily progress?

They should clearly show the way for where to focus workers efforts. Clearer focus on progress translates into managerial actions. providing sufficient resources and time, helping with the work, openly learning from problems and successes, and allowing a free exchange of ideas

Catalysts-actions that support work which includes Setting clear goals Allowing autonomy Providing sufficient resources and time Allowing a free exchange of ideas

Nourishers- acts of Interpersonal support Respect and recognition Encouragement Emotional comfort Opportunities for affiliation

How Work Gets Stripped of Its Meaning? Managers may dismiss the importance of employees work or ideas. They may destroy employees sense of ownership of their work. Managers may send the message that the work employees are doing will never see the light of the day. They may neglect to inform employees about unexpected changes in a customers priorities.

A Model ManagerExample: Graham-leading a small team of chemical engineers within a european multinational firm named KRUGER-BERN Grahams management approach excelled in four ways:

Established a positive climate,one event at a time,which set behavioral norms for the entire team.

Stayed tuned for his teams everyday activities and progress. Targeted his support according to recent events in the team and the project. Established himself as a resource for team members rather than a micromanager, he was sure to check in while never seeming to check up on them.

The Progress LoopImportant implications of progress principle: By supporting people and their daily progress in meaningful work. Managers need not fret about trying to read the psyches of their workers.

The Daily Progress Checklist

Conclusion If we focus on managing progress , the management of people and of entire organisation becomes much more feasible. Make the progress salient to employees and treat them well ,they will experience the emotions,motivations and perceptions necessary for great performance.