Are Public Commendation Employees Correct?

< p > I always doubt the views of experts, but the data now provide evidence for my suspicions.

New research shows that the side effects of praise are even worse than I thought.

Onlookers are not only hostile to the commendators, but they soon begin to hate the person who commends them.

They are jealous of the commendant and hate the person who commends him.

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< p > the research report is from Elena Chan (Elaine Chan) and Jaidip Sengupta (Jaideep Sengupta) -- my favorite a href= "//www.sjfzxm.com/news/index_c.asp" > management "/a" viewpoint is also put forward by these two people.

Two years ago, they proved that compliments could never be too much.

Even though we know that this compliment is not from the bottom of our heart, we are still willing to be sweet, no matter how helpful these words are.

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Less than P, they are now studying the side effects of compliments on innocent bystanders.

The research report, published in the Journal of Consumer Research, describes an experiment.

In the experiment, the researchers asked hundreds of students to imagine the scene: in a clothing store, they heard the salesperson praise another customer who looked very beautiful.

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< p > researchers first asked students what their first reaction was after hearing this.

Then I asked them what their reactions were after consideration.

The students' instinctive reactions are all negative, and the reaction after consideration is appropriate.

However, what is more obvious is the fact that the closer the relationship between the students and the compliments is, the stronger their sense of jealousy is.

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This is obviously the case in the P job market. If you happen to hear another a href= "http://cailiao.sjfzxm.com/" in another department, your staff will be praised, you will not mind, but if a colleague sitting beside you is praised by your boss, you will be sour.

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< p >, which means most managers are wrong.

They are taught that one of their key tasks is to walk around the office, praise this and praise it.

They think this is the right thing to do: celebrate some people's success and motivate others to work harder.

But in fact, they create discontent and cause great resentment.

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Similarly, all management methods favored by "good" employers, such as selecting the best employees in the week or writing brilliant deeds in a company briefing, all do more harm than good. P

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< p > you may say that as long as public praise can make everyone work harder, it does not matter to hurt some employees' fragile self-esteem.

But is that really the case? The answer is, it depends.

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< p > psychologist Niels Niels (Niels Van de Ven) believes that there are two forms of jealousy.

One is benign jealousy. It is less than a href= "//www.sjfzxm.com/news/index_p.asp", and encourages less than /a.

The other is vicious jealousy, which makes you want to crowd out your jealous people and sneak them down.

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< p > in the experiment, when students think that compliments are from the heart, they will produce benign jealousy.

In this case, the effect of jealousy is positive: many students say that when they hear the salesperson say that, they become more willing to buy expensive clothes because they want to make themselves look more beautiful.

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< p > but I guess most of the workplace jealousy is mostly malignant.

Even if someone is really worthy of praise, this recognition can only produce positive effects only when other colleagues agree.

But usually, praise for an employee is not recognized by other colleagues. This is human nature.

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