f I, as a member of an organization, find satisfaction and meaning in my work then my organization gains from the effective use of my talent and energy.
If I do not find satisfaction then I will withdraw, resist, or rebel. In the process, my organization and I lose ground.
If my organization is useful then they will inform, involve, and improve my performance with reinforcers.
Some of the actions by my organization will strengthen my bond to my organization. The reinforcers include training and sharing the gains of organization.
Other actions empower us and give our own actions more significance through participation, job enrichment, team building, and valuing our diversity.
A single action is not likely to heal my organization. A successful organization requires a strategic plan supported by an embedded performance management system.
A short list of useful actions include summaries of organizational data and open talks & listening sessions. The result is our organization will experience a learning process.
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7 comments:
I appreciate this reading but I have difficulty motivating the "flat line" personality. This employee does enough to get by but withdraws and resists even though reiforcers, leadership opportunities, goal sharing, team building, etc. exist. This type of individual is at a stand still and I would prefer to see progression or even decline to show forward progress.
The individual would probably fault the leadership as to why they are not motivated. Is this a reflection on the leadership or is this just an over negative person?? Dealing with flat line personalities is an issue but bottom line is these types of people do not deserve a lot of time because there are many workers within an organization that work hard and should be praised and promoted for their hard work.
I believe motivation plays an important part in any type of management that deals directly with people. In my opinion, in some cases, motivation can make or break the group. In order for a group to have meaning and make progress towards that goal, the first thing that needs to happen is that the people in the group want to make progress or believe that they can make progress.
This could be part of the problem of a person who has a “flat line personality” and I respectfully disagree with Kristen : ) in that I feel that as an effective leader, I would probably spend, at first, more time with the people who just want to do enough to get by or are not motivated and or are negative and see what the issue is. As a leader, it is not only my job to acknowledge the self motivated but also motivate the unmotivated, because as a leader, if you are on my crew or on my staff, you count. I think by not spending time with negative or unmotivated people as Kristen suggests, it just reinforces the negative behavior.
Also, I have seen in the past, that if many people on your staff or crew are dissatisfied, the problem is probably not them, it’s you. Furthermore, if even one member of a staff or crew is unmotivated, by the leader spending time with him/her, a leader can find out about that person and get a better understanding about what makes him/her tick. It also shows that person, that as a leader, you are concerned about them and the cause.
I do believe in the summary in this section of the website that learning to manage and deal with people is a learning experience and I believe a continual learning experience. However, I think it’s easier to manage people you have experience with. The dynamics of dealing of people is complex because the nature of human personality is complex and that’s one part that makes dealing with people so fine line and intricate.
jsweitze--I agree with the first and have observed the first two statements. The US Army provided management statistics that the most effective and efficient number of employees a leader can manage at any one time is 11. Included in this study was the fact that only 2% of the population can work without supervision. Knowing that information, and applying it to our organization we have to conclude that Pareto’s law is in full effect. Everyone likes to be recognized and praised for what they see as their contribution to the organization. As a leader, you must continually be able to have an arsenal of notes, and strokes to recognize the smallest contributions so employees feel value. When they work independently you as a leader spend you time on the fires and not gathering the wood.
Jen- Most people are like sheeps they need to be lead. People need to be lead through inspiration, and motivation. They also need to be appreciated and respected for the contribution they are making. There will always be "bad apples", but you can't let them ruin the whole pie.
Motivation is a major factor in getting a organization to produce. Most members of the organization want to feel that they are accomplishing somethig and being produtive. Most memberzx also would like positive feedback concerning thier accomplishments. However, some individuals will not accept motivation because they simply do not feel a part of the organization. Those negative persons seem to want to disrupt the positive process. The negative persons cannot be allowed to disrupt the goals of the organization.
No one act can totally solve a problem in an organization, but the concept of setting up indicators to help guide the members is helpful. By doing this, an organization can stop and determine what has worked and what needs to be improved or even changed. This can eliminate any negativity that may be brewing and allow for a mediation of differences.
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