The Shark Method and the Peacock Method
These strategies describe the possible behavior of a company on the market. The "Shark" strategy implies aggressiveness, it has long been (before the 90s) and successfully used by many companies. The essence of this method is to take a piece from other market participants, or even "eat" competitors by buying their enterprise. In such an aggressive manner, such well-known "monsters" as Columbia Pictures, Colgate, Pfizer, Kenwood and many others pushed their new products.
Recently, other management techniques have become popular, and no less effective. For example, the so-called "Peacock" strategy. It has been adopted by BMW, Harley, Nokia, Disney and many others. The fundamental principle here is to be sexually attractive (not in the literal sense of these words) in the market, that is, to be able to arouse the interest of your client, to evoke powerful emotions and a desire to possess your product.
The company's behavior strategies marketing with stockholder database on the market directly affect the internal atmosphere in the team. This means that they can act as methods for improving personnel management.
Aggression or attractiveness of a company in the market shows to what extent it can be attractive or aggressive towards its employees.
The "Shark" method is characterized by threatening management both in relation to business rivals and the team (to a large extent). The order of actions is built approximately as follows: goals are outlined, strategies are chosen, a scheme of marketing and financial measures is built, and then the staff is forced by any means to fulfill the assigned tasks. This implies strict adherence to regulations, not only methods that stimulate work are used, but also fines.
As for the Peacock strategy, the terms "value" or "projective" management are also used in relation to it. Here, human values, desires and special qualities of team members are put at the forefront. Practice shows that such an approach can produce very high results in a very short time. The bet is on the fact that employees who feel special affection for themselves begin to treat their company and the work they do more attentively, better and more responsibly.
Provocation method
Additional training of employees is a necessary measure in the activities of any company. Based on how much the efficiency of the team has increased, the manager sees to what extent a particular training, seminar, etc. was useful. There are various methods of analyzing the personnel management system: the simplest ones, giving a general assessment, and complex provocative combinations performed by consulting agencies.
The essence of the latter is that a person (one or several at once) is deliberately pushed to certain actions that will help to reveal some hidden motives (if any) of the behavior of these people. With the help of provocations, the management of companies checks the stress resistance, loyalty, suggestibility, professional qualities of employees.
This method is especially actively used when hiring new people, especially if the applicant is applying for a management position. So-called "stress interviews" are practiced, when the candidate is asked rather sharp, and even strange questions, and according to his reaction and answers, appropriate conclusions are made.
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For example, a recruiter might say: "Your verbal perturbations are too confusing, explain yourself more clearly" or "That's what you said!" Or he or she might deliberately pause too long in the conversation and see how the person will get out of it. A recruiter might also use vague wording to check whether the candidate is able to calmly ask again or clarify.
There are many provocative methods and technologies of personnel management, and managers often develop their own methods and successfully apply them. What is important is not even the person's answer to the question, but his non-verbal reaction.
The purpose of provocative methods is to immediately weed out undesirable candidates who have not demonstrated the best personal or professional qualities. And it is much easier to use such technologies at the stage of searching for new employees than when people have already started working for the company.
As an example of the use of provocative methods in the domestic business space, we can cite methods of combating so-called "kickbacks" (unfortunately, this topic is very relevant for us). When a person in an organization is suspected of stealing, trading "on the left" for personal gain, accepting "kickbacks", demanding commissions, they are deliberately provoked to do such an act (a false buyer is sent) and thus exposed.