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Tangibles

Tangibles. Why should we? . “ What the Worlds Greatest Managers Do Differently ” -- Buckingham & Coffman 2002, Gallup Interviews with 1 million workers, 80,000 managers, in 40 companies. Create working environments where employees: Know what is expected

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Tangibles

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  1. Tangibles Why should we?

  2. “What the Worlds Greatest Managers Do Differently” -- Buckingham & Coffman 2002, GallupInterviews with 1 million workers, 80,000 managers, in 40 companies. Create working environments where employees: • Know what is expected • Have the materials and equipment to do the job correctly • Receive recognition each week for good work • Have a supervisor who cares, and pays attention • Receive encouragement to contribute and improve • Can identify a person at work who is a “best friend” • Feel the mission of the organization makes them feel like their jobs are important • See the people around them committed to doing a good job • Feel like they are learning new things (getting better) • Have the opportunity to do their job well

  3. Why Tangibles? • Reminder to all staff to encourage students • Helps staff be accountable to encourage students • Provides a gross measure of positive statements given • Universal signal to students • To be effective, always tie the school tangible with verbal encouragement • Also consider that tangibles are given for academic, athletic and artistic performances

  4. What do teachers usually give attention to? Cumulative Study of 1st -12th Grades (104 Classrooms): Feedback on Academics: • Rate of Academic Approval = .34 per Minute 20.36 per Hour • Rate of Academic Disapproval = .14 per Minute 7.56 per Hour RATIO: 2.69Positives to 1 Negative for Academic Feedback Feedback on Behavior: • Rate of Behavioral Approval =.03 per minute 1.52 per hour • Rate of Behavioral Disapproval = .32 per minute 19.20 per hour Ratio: 12.63 Negatives to 1 Positive for Behavioral Feedback - White (1975)

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