In 1938-39, the Nazis used the methods of psychological pressure on prisoners conc. camps. Then another "death camp" did not get his awesome spread across Europe and used to create a "working biomass", submissive and not able to resist. One of the points of the Nazi program to break the will of prisoners is the introduction of collective responsibility
The basic principle of collective responsibility: When «all guilty» , or when a particular person sees only as a representative of a stereotyped group, not as the voice of their own opinions.
Collective responsibility - one of the three basic postulates of breaking personality according to the method of the Nazis. Next, using three "shock", but I ran again, with only one of them: to get people to believe that anything from them is independent. I> blockquote>
Each employee, anyway, hoping for recognition of their merits and expected cash reward in the form of bonuses for good results. Guide confronts him purpose - it performs its quality.
Collective responsibility allows prioritize so that the employees fall into the following situation:
«You all did a great job this month, but the prize will not be back, because some of you nakosyachil» i> (blame all).
Such a position is enough to slowly but surely killing the human desire to change something. If need be, a team of 25-35 people there will always be "herd", for which it will be possible to leave without the extra money the entire department. It really works, to feel in their own skin. But not in the long run.
At some point, begins an accelerated outflow of personnel, particularly highly skilled professionals. People get tired "fight" with the system and looking for a place or in other departments or at other companies. Such policies only escalate over time the psychological tension within the team. With every month to listen to what you blame the mistakes of others is getting harder and harder.
This is the fifth devil. Responsibility for "neighbor", at first glance, was only to encourage more careful and thoughtful work, mutual assistance and help your neighbor. But after a series of months with no bonuses and constant pressure for over a year, it has led only to the creation of unhealthy atmosphere of hopelessness. The goal was failed due to incorrect implementation of the selected methods. We tried to unite and motivate, but only angered and killed the will to professional growth, meaning he had for us.
Conclusion h4> Unfortunately, about some changes for the better too early to say. Two years later, similar experiments was declared a reboot in managing all departments. Superiors reviewed the need of hiring managers by and returned to the practice of increasing the rank and file employees who know the work of the departments within. Also had to revise the structure of the vertical, to make it shorter. As far as I know now developed a system of individual incentives and bonuses to employees for good work.
How to estimate the loss of an incorrect choice of methods in the performance of the management objectives? I do not know. I think it will remain exclusively on the conscience of the performers.
With respect. Have you encountered similar situations in your practice?Yes No collide, but partially tr > It seems more science fiction I have not worked in large companies, where it could be a Only registered users can vote in polls. Sign , please. 655 people have voted. Excused 130 people.
Source: habrahabr.ru/post/242235/