Management 3.0 : les mérites
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Management 3.0 : les mérites



Présentation sur le Management 3.0 et la distribution des mérites donné au CARA Night Lyon 2013

Présentation sur le Management 3.0 et la distribution des mérites donné au CARA Night Lyon 2013



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    Management 3.0 : les mérites Management 3.0 : les mérites Presentation Transcript

    • www.management30.comCARA Night Lyon 2013version 1.00
    • CARA Night Lyon 2013 2
    • Agile Transition CoachAlexandre Cuva• Agile Transition Coach, Scrum Master, Product Owner• Management 3.0 & Certified Scrum Developer Trainer• Event speaker• Hermes Swiss Project Team Professional• ITIL V3“I coach teams and organization to become highly productive.”E mail : alexandre.cuva@gmail.com Night Lyon 2013 3
    • Is this possible?shareholders / customers / owners users employees / workerssuppliers / partners CARA Night Lyon 2013 communities / society 4
    • CARA Night Lyon 2013 Source from Ken Lum 5
    • For thousand years, we were ruled from a Central AuthorityCARA Hue, Lyon 2013 Night ancient Vietnam imperial palace : 6
    • Self organization is the default behavior in complex adaptive systemsCARA Night Lyon 2013 7
    • Ho Chi Minh City is a is a complex adaptive system(CAS), because it consists of parts (people) that form a system (city), which shows complex behavior while it keeps adapting to a changing environment. CARA Night Lyon 2013 8
    • A team is a Complex Adaptive System (CAD) CARA Night Lyon 2013 9Sources : the nescafe plan in vietnam/
    • Managers are ordinary people with special power CARA Night Lyon 2013 10Sources : the nescafe plan in vietnam/
    • CARA Night Lyon 2013 11
    • CARA Night Lyon 2013 12
    • The Seven Levels of Authority 1. Tell: make decision as the manager 2. Sell: convince people about decision 3. Consult: get input from team before decision 4. Agree: make decision together with team 5. Advise: influence decision made by the team 6. Inquire: ask feedback after decision byCARA Night Lyon 2013 team 13
    • Managers are like leaders, they defines constraints, the employees defines the rules CARA Night Lyon 2013 14
    • Managers need to share their objectivesCARA Night Lyon 2013 15
    • Teams need to have an identity to identify their selfCARA Night Lyon 2013 16
    • CARA Night Lyon 2013 17
    • Managers need to found way so they employees learnCARA Night Lyon 2013 18
    • Management 3.019
    • Le management est trop important pour être laissé uniquement aux ManagersCARA Night Lyon 2013 20
    • Dynamiser les personnes par le MERITES© Jurgen Appelo  version 2.00 
    • Dynamiser les personnesLes personnes sont les plus importantes partiesd’une organisation et les gestionnaires doivent fairetout leur possible pour garder les individus actifs,créatifs et motivés.CARA Night Lyon 2013 22
    • Motivation ExtrinsèqueCARA Night Lyon 2013 23
    • 2001 ENRON .... Et il y en a eu d’autre aprèsCARA Night Lyon 2013 24
    • it may come as a shock to many to learn that a large and growing body of evidence suggests that in many circumstances, paying for results can actually make people perform badly, and that the more you pay, the worse they perform. NIC Fleming “The bonus Myth”CARA Night Lyon 2013 25
    • Motivation IntrinsèqueCARA Night Lyon 2013 26
    • Maslow Model (1950) Abraham MaslowCARA Night Lyon 2013 27
    • RevenuesPayer le travail d’unepersonne sans la démotiverest la tâche la plus ardu d’unmanagerCARA Night Lyon 2013 28
    • Revenues =La question est commentsavoir le vrai revenue d’un Salaire + Extraemployé?CARA Night Lyon 2013 29
    • Le Système des bonusCARA Night Lyon 2013 30
    • Bonus ?CARA Night Lyon 2013 31
    • Les 6 règles des primes Ne pas promettre De petit bonus quand Des primes en continuune prime à l’avance ils sont anticipé (Mc Crimmon, (Pink, Drive) (Flemming) Celebrating Success) 1 2 3CARA Night Lyon 2013 32
    • Les 6 règles des primesRécompenser en public Des bonus sur le comportement Des primes par les pairs, pas en privé pas sur le résultat et non pas par les supérieures (Alberg, Celebrate Success) (Fleming) (Tynan, Reward Employees) 4 5 6 CARA Night Lyon 2013 33
    • Kudo BoxCARA Night Lyon 2013 34
    • Money is only advised as a reward when you need tomotivate people to do an uninteresting or repetitivejob. And even in the case of creative work it’s okfor rewards to cost a little bit of money, as long asyou don’t overdo it.Pink, DriveCARA Night Lyon 2013 35
    • Un Système aux méritesCARA Night Lyon 2013 36
    • Les 6 règles des primes • Ne pas promettre une prime à l’avance • De petit bonus quand ils sont anticipé • Des primes en continu • Récompenser en public • Des bonus sur le comportement pas sur le résultat • Des primes par les pairs, et non pas par les supérieuresCARA Night Lyon 2013 37
    • Et demain1. Créer d’abord un environnement propice à ce changement.2. Définissez la part du revenue impliqué3. Choisissez le jeux, les pièces…4. Ayez l’aval de vos supérieures et faites le avec des volontaires5. Evaluez la période de test avec vos supérieures avant de l’appliquer en vraiCARA Night Lyon 2013 38
    • CARA Night Lyon 2013 39
    • Référence• Ariely, Dan. predictably irrational: the Hidden Forces that Shape our Decisions. new york: Harper perennial, 2010. print.• Bogsnes, Bjarte. implementing Beyond Budgeting: unlocking the performance potential. Hoboken, n.J: John Wiley & Sons, 2009. print.• Bomann, nikolaj. “Bonus Schemes Should Be Handled with care” <>, 27 June 2009. Web 3 January 2013.• Boyd, e.D. “at ign, employees use a “Viral pay” System to Determine each other’s Bonuses” <> Fast company, 16 December 2011. Web 3 January 2013.• Fleming, nic. “the Bonus myth: How paying for results can Backfire” <> newScientist, 12 april 2011. Web 3 January 2013.• Haidt, Jonathan. the Happiness Hypothesis: Finding modern truth in ancient Wisdom. new york: Basic Books, 2006. print.• Kohn, alfie. punished by rewards: the trouble with gold Stars, incentive plans, a’s, praise, and other Bribes. Boston, mass: Houghton mifflin co, 1999. print.• Markowitz, eric. “3 Weird, game changing Ways to make employees Happy” <>, 11 may 2012. Web 3 January 2013.• Pink, Daniel. Drive: the Surprising truth about What motivates us. new york, ny: riverhead Books, 2009. print.• Spolsky, Joel. “incentive pay considered Harmful” <> Joel on Software, 3 april 2000. Web 3 January 2013.CARA Night Lyon 2013 40