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	<title>The Manager&#039;s Web</title>
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	<link>http://employment.biz</link>
	<description>Expert Tips For Mastering The Manager&#039;s Job</description>
	<lastBuildDate>Mon, 08 Mar 2010 23:40:12 +0000</lastBuildDate>
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		<title>The Good, The Bad And The Ugly</title>
		<link>http://employment.biz/human-resource-management/employee-engagement/the-good-the-bad-and-the-ugly/</link>
		<comments>http://employment.biz/human-resource-management/employee-engagement/the-good-the-bad-and-the-ugly/#comments</comments>
		<pubDate>Mon, 08 Mar 2010 23:40:12 +0000</pubDate>
		<dc:creator>ronpass</dc:creator>
				<category><![CDATA[Employee Engagement]]></category>
		<category><![CDATA[active listening]]></category>
		<category><![CDATA[bad managers. ugly managers]]></category>
		<category><![CDATA[best practice]]></category>
		<category><![CDATA[Conflict Management]]></category>
		<category><![CDATA[Employee Motivation]]></category>
		<category><![CDATA[engagement of employees]]></category>
		<category><![CDATA[good managers]]></category>
		<category><![CDATA[Manager Development]]></category>
		<category><![CDATA[manager development programs]]></category>
		<category><![CDATA[managerial best practice]]></category>
		<category><![CDATA[role clarity]]></category>

		<guid isPermaLink="false">http://employment.biz/?p=224</guid>
		<description><![CDATA[Manager development programs are increasingly focused on helping managers to achieve employee engagement.  Good managers facilitate the engagement of employees while bad managers frustrate this engagement.]]></description>
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		<title>Corrective Feedback Is the Hardest Thing You Will Do As A Manager!</title>
		<link>http://employment.biz/performance-management/corrective-feedback-performance-management/corrective-feedback-is-the-hardest-thing-you-will-do-as-a-manager/</link>
		<comments>http://employment.biz/performance-management/corrective-feedback-performance-management/corrective-feedback-is-the-hardest-thing-you-will-do-as-a-manager/#comments</comments>
		<pubDate>Sun, 07 Mar 2010 23:21:37 +0000</pubDate>
		<dc:creator>ronpass</dc:creator>
				<category><![CDATA[Corrective feedback]]></category>
		<category><![CDATA[coaching]]></category>
		<category><![CDATA[corrective feedback]]></category>
		<category><![CDATA[diminished performance]]></category>
		<category><![CDATA[Employee Motivation]]></category>
		<category><![CDATA[employee needs]]></category>
		<category><![CDATA[feedback for poor performance]]></category>
		<category><![CDATA[giving feedback]]></category>
		<category><![CDATA[improve employee motivation. employee feedback]]></category>
		<category><![CDATA[managing poor performance]]></category>
		<category><![CDATA[negative feedback]]></category>
		<category><![CDATA[performance coaching]]></category>
		<category><![CDATA[Performance Management]]></category>
		<category><![CDATA[poor performance]]></category>

		<guid isPermaLink="false">http://employment.biz/?p=204</guid>
		<description><![CDATA[Corrective feedback is required when an employee is behaving inappropriately.  Failure to act on poor performance can generate a toxic work environment.  Corrective feedback for poor performance given in a professional way wins the respect of all employees.]]></description>
		<wfw:commentRss>http://employment.biz/performance-management/corrective-feedback-performance-management/corrective-feedback-is-the-hardest-thing-you-will-do-as-a-manager/feed/</wfw:commentRss>
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		<item>
		<title>Why Won&#8217;t Managers Learn?</title>
		<link>http://employment.biz/change-management/learning-organization/why-wont-managers-learn/</link>
		<comments>http://employment.biz/change-management/learning-organization/why-wont-managers-learn/#comments</comments>
		<pubDate>Mon, 01 Mar 2010 01:48:17 +0000</pubDate>
		<dc:creator>ronpass</dc:creator>
				<category><![CDATA[Learning Organization]]></category>
		<category><![CDATA[action learning]]></category>
		<category><![CDATA[learning organization exemplar]]></category>
		<category><![CDATA[manager's learning]]></category>
		<category><![CDATA[managerial culture]]></category>
		<category><![CDATA[managerial learning]]></category>
		<category><![CDATA[managerial role]]></category>
		<category><![CDATA[organizational culture]]></category>
		<category><![CDATA[organizational development]]></category>
		<category><![CDATA[organizational goals]]></category>
		<category><![CDATA[organizational learning]]></category>
		<category><![CDATA[organizational vision]]></category>

		<guid isPermaLink="false">http://employment.biz/?p=193</guid>
		<description><![CDATA[Managerial learning is the cornerstone for a learning organization.  A manager&#8217;s unwillingness to learn is the major impediment to organizational learning.
Many managers believe that once they have attained a managerial position, they have &#8220;arrived&#8221;.  They see the appointment to the managerial role as an acknowledgement that they &#8220;know it all&#8221;.
A corollary of this attitude is [...]]]></description>
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		<title>Attend, Listen, Learn and Motivate</title>
		<link>http://employment.biz/human-resource-management/employee-motivation/attend-listen-learn-and-motivate/</link>
		<comments>http://employment.biz/human-resource-management/employee-motivation/attend-listen-learn-and-motivate/#comments</comments>
		<pubDate>Sun, 28 Feb 2010 23:24:42 +0000</pubDate>
		<dc:creator>ronpass</dc:creator>
				<category><![CDATA[Employee Motivation]]></category>
		<category><![CDATA[active listening]]></category>
		<category><![CDATA[communication]]></category>
		<category><![CDATA[communication skills]]></category>
		<category><![CDATA[employee performance]]></category>
		<category><![CDATA[improve employee motivation. employee feedback]]></category>
		<category><![CDATA[influence]]></category>
		<category><![CDATA[listening]]></category>
		<category><![CDATA[motivation]]></category>
		<category><![CDATA[poor performance]]></category>

		<guid isPermaLink="false">http://employment.biz/?p=180</guid>
		<description><![CDATA[One of the most effective ways to motivate staff is to actively listen to them.
The process of active listening may sound simple but its effects are profound and far-reaching.
I was running a workshop for senior managers on assertion and communication skills.  One of the managers, who had seemed highly motivated by the session on active [...]]]></description>
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		<item>
		<title>How to Manage the Fears of the Selection Committee</title>
		<link>http://employment.biz/manager-jobs/job-interview/how-to-manage-the-fears-of-the-selection-committee/</link>
		<comments>http://employment.biz/manager-jobs/job-interview/how-to-manage-the-fears-of-the-selection-committee/#comments</comments>
		<pubDate>Thu, 25 Feb 2010 04:23:34 +0000</pubDate>
		<dc:creator>ronpass</dc:creator>
				<category><![CDATA[Job Interview]]></category>
		<category><![CDATA[evidenced based responses]]></category>
		<category><![CDATA[job interview answers]]></category>
		<category><![CDATA[job interview fears]]></category>
		<category><![CDATA[job interview process]]></category>
		<category><![CDATA[job interview questions]]></category>
		<category><![CDATA[selection committee]]></category>
		<category><![CDATA[selection panel]]></category>

		<guid isPermaLink="false">http://employment.biz/?p=149</guid>
		<description><![CDATA[
Behind many job interview questions is a fear that you will not have the capability required to perform the advertised job.
There are two types of fear that are often behind the questions selection committees ask job interviewees.
The first type is the “general fear” that relates to all job candidates because of the nature of the [...]]]></description>
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		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Don’t Bag Your Boss At Job Interviews</title>
		<link>http://employment.biz/manager-jobs/job-interview/don%e2%80%99t-bag-your-boss-at-the-job-interview/</link>
		<comments>http://employment.biz/manager-jobs/job-interview/don%e2%80%99t-bag-your-boss-at-the-job-interview/#comments</comments>
		<pubDate>Thu, 25 Feb 2010 03:43:22 +0000</pubDate>
		<dc:creator>ronpass</dc:creator>
				<category><![CDATA[Job Interview]]></category>
		<category><![CDATA[advertised job]]></category>
		<category><![CDATA[advertised position]]></category>
		<category><![CDATA[external locus of control]]></category>
		<category><![CDATA[internal locus of control]]></category>
		<category><![CDATA[interview committee]]></category>
		<category><![CDATA[interview panel]]></category>
		<category><![CDATA[job applicant]]></category>
		<category><![CDATA[job interview answer]]></category>
		<category><![CDATA[job interview answers]]></category>
		<category><![CDATA[job interview process]]></category>
		<category><![CDATA[job interview question]]></category>
		<category><![CDATA[job interview questions]]></category>
		<category><![CDATA[job interviews]]></category>
		<category><![CDATA[locus of control]]></category>
		<category><![CDATA[managerial problems]]></category>

		<guid isPermaLink="false">http://employment.biz/?p=147</guid>
		<description><![CDATA[
It is amazing how many job applicants bad-mouth their current boss on interview.
This is a sure way to guarantee that you do not win the advertised job.
Members of the selection committee immediately think:

Will      he/she be disloyal to us as well and talk poorly about our organisation?


Is     [...]]]></description>
		<wfw:commentRss>http://employment.biz/manager-jobs/job-interview/don%e2%80%99t-bag-your-boss-at-the-job-interview/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>The Power of Positive Feedback</title>
		<link>http://employment.biz/human-resource-management/positive-feedback/the-power-of-positive-feedback/</link>
		<comments>http://employment.biz/human-resource-management/positive-feedback/the-power-of-positive-feedback/#comments</comments>
		<pubDate>Thu, 25 Feb 2010 03:08:12 +0000</pubDate>
		<dc:creator>ronpass</dc:creator>
				<category><![CDATA[Positive Feedback]]></category>
		<category><![CDATA[communication]]></category>
		<category><![CDATA[employee development]]></category>
		<category><![CDATA[improve employee motivation. employee feedback]]></category>
		<category><![CDATA[motivation]]></category>
		<category><![CDATA[productive culture]]></category>
		<category><![CDATA[recognition]]></category>
		<category><![CDATA[reward behavior]]></category>
		<category><![CDATA[self-efficacy]]></category>
		<category><![CDATA[work culture]]></category>

		<guid isPermaLink="false">http://employment.biz/?p=121</guid>
		<description><![CDATA[
Providing positive feedback to employees is one of the simplest and most powerful things you can do to motivate your staff.
Deep down we all need recognition and acknowledgment of a job well done.
The most common complaint I encounter in organizations is the age-old issue, &#8220;I only hear from my manager when something goes wrong; I [...]]]></description>
		<wfw:commentRss>http://employment.biz/human-resource-management/positive-feedback/the-power-of-positive-feedback/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Managing Personal Transitions in a Change Program</title>
		<link>http://employment.biz/change-management/personal-transitions/managing-personal-transitions-in-a-change-program/</link>
		<comments>http://employment.biz/change-management/personal-transitions/managing-personal-transitions-in-a-change-program/#comments</comments>
		<pubDate>Sun, 21 Feb 2010 19:07:30 +0000</pubDate>
		<dc:creator>ronpass</dc:creator>
				<category><![CDATA[Personal Transitions]]></category>
		<category><![CDATA[beginnings phase]]></category>
		<category><![CDATA[Change Management]]></category>
		<category><![CDATA[change management strategies]]></category>
		<category><![CDATA[cultural change]]></category>
		<category><![CDATA[endings phase]]></category>
		<category><![CDATA[neutral zone]]></category>
		<category><![CDATA[personal change]]></category>
		<category><![CDATA[Stress Management]]></category>

		<guid isPermaLink="false">http://employment.biz/?p=103</guid>
		<description><![CDATA[One of the responsibilities of managers is to assist their employees to make the personal transitions necessary during a change program.
Managers typically focus on change management &#8211; getting to the end physical state as quickly as possible.  In the process, they leave their employees behind.
We have well-established practices for making the physical change &#8211; clarifying [...]]]></description>
		<wfw:commentRss>http://employment.biz/change-management/personal-transitions/managing-personal-transitions-in-a-change-program/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Remote Preparation For Your Job Interview</title>
		<link>http://employment.biz/manager-jobs/job-interview/remote-preparation-for-your-job-interview/</link>
		<comments>http://employment.biz/manager-jobs/job-interview/remote-preparation-for-your-job-interview/#comments</comments>
		<pubDate>Fri, 19 Feb 2010 22:03:06 +0000</pubDate>
		<dc:creator>ronpass</dc:creator>
				<category><![CDATA[Job Interview]]></category>
		<category><![CDATA[applying for a manager's job]]></category>
		<category><![CDATA[how to apply for a job]]></category>
		<category><![CDATA[Job Application]]></category>
		<category><![CDATA[job interview questions]]></category>
		<category><![CDATA[job satisfaction]]></category>
		<category><![CDATA[manager job application]]></category>
		<category><![CDATA[Manager Jobs]]></category>
		<category><![CDATA[selection committee]]></category>
		<category><![CDATA[selection panel]]></category>

		<guid isPermaLink="false">http://employment.biz/?p=126</guid>
		<description><![CDATA[
Too many job applicants turn up ill-prepared for their selection interview.
They arrive at the job interview knowing very little about the organization, the section or unit involved or the nature of the advertised position.
It is very difficult to convince a selection panel that you are really interested in an advertised job if you demonstrably know [...]]]></description>
		<wfw:commentRss>http://employment.biz/manager-jobs/job-interview/remote-preparation-for-your-job-interview/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>You Are Branding Yourself As A Manager Every Day!</title>
		<link>http://employment.biz/self-management/personal-branding/you-are-branding-yourself-everyday/</link>
		<comments>http://employment.biz/self-management/personal-branding/you-are-branding-yourself-everyday/#comments</comments>
		<pubDate>Wed, 10 Feb 2010 19:43:35 +0000</pubDate>
		<dc:creator>ronpass</dc:creator>
				<category><![CDATA[Personal Branding]]></category>
		<category><![CDATA[best managers]]></category>
		<category><![CDATA[branding]]></category>
		<category><![CDATA[contribution]]></category>
		<category><![CDATA[goodwill]]></category>
		<category><![CDATA[managerial style]]></category>
		<category><![CDATA[personal power]]></category>
		<category><![CDATA[referent power]]></category>
		<category><![CDATA[social equity]]></category>
		<category><![CDATA[worst managers]]></category>

		<guid isPermaLink="false">http://employment.biz/?p=94</guid>
		<description><![CDATA[
You brand yourself every day by what you attend to, how you treat your employees, your level of self-control, your managerial style, your approach to decision making and your communication skills.
The image shown here describes a hierarchy of corporate values that could apply also to personal branding &#8211; being nice, being human, being useful.
Branding is [...]]]></description>
		<wfw:commentRss>http://employment.biz/self-management/personal-branding/you-are-branding-yourself-everyday/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
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