Giving Praise

In many environments, the value of giving praise may be viewed very differently depending on factors such as age, culture, personality, personal perception of the value of praise, etc. First, look at the list of possible considerations below based on Riding the Waves of Culture: Understanding Diversity in Global Business, by Fons Trompenaars and Charles Hampden-Turner. How could these aspects of culture help you decide if or how to praise your team?

  1. Universalism vs. Particularism (rules vs. relationships)
  2. Individualism vs. Communitarianism (the individual vs. the group)
  3. Specific vs. Diffuse (How far people get involved)
  4. Neutral vs. Emotional (How people express emotions)
  5. Achievement vs. Ascription (How people view status)
  6. Sequential Time vs. Synchronous Time (How people manage time)
  7. Internal Direction vs. Outer Direction (How people view their environment)

 

If you decide to give praise, below are some possible ideas to consider. Do you agree or disagree with these suggestions?

  1. Give praise immediately.
  2. Make it specific.
  3. Recognize project heroes and unsung heroes.
  4. Make sure it is genuine.
  5. Tie the praise to a bigger purpose.
  6. Make it ongoing.

Based on the video, please answer the following questions:

1.

Which aspect of culture is best shown in this video?

 
 
 
 
 

2.

Which statement conveys the main message shown in the video?

 
 
 
 
 

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Extra Resources

https://www.targettraining.eu/when-is-praise-an-insult/

https://www.targettraining.eu/email-phrases-for-praising-performance/

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