Management in organizations today are trying to capture both quality and productivity (bottom line results) from their employees, and are spending millions of dollars in time, capital, and human resources. However, without the proper paradigm shift in leadership roles, which must include a new appreciation on the importance of principled centered leadership that recognizes that people are the highest value in any organization, the investment no matter how great will not accomplish their goals. Managers today have to become more effective in leading and managing their employees. They have to start with a new mind set, change their frame of reference, change how they see the world, how they think about people, and how they view management and leadership. This will bring about quantum improvements in their organization. (Covey) Today’s authoritarian style puts managers at a higher level of importance than that of his employees, he makes the decision, gives the commands, and workers conform and cooperate, perform and contribute as requested to receive the rewards of pay and other benefits. When managers accept that the “old way” of doing things is not fundamentally the right way, and they shift to a new style that puts principle-centered leadership first, a unique relationship will develop. They will see that people have more creative energy, resourcefulness, and initiative to contribute when they feel valued and their accomplishments are valued.
When managers begin to work with the whole person and embrace principles of fairness and kindness and make better use of their talents, than people have a sense of doing something that matters, something with meaning. (Covey) In my organization we are fast paced and deadline driven, each of us has to train and depend on our employees decision making process. I know which of my employees can handle which tasks and set goals for each according to their abilities. I usually get them together in a group to discuss what our immediate objectives are. I encourage input from every level, including our part time employees, so everyone feels included and when we achieve goals, everyone wins. We monitor our progress, and meet frequently if a problem arises, and are very quick to praise each other when we have moved closer to our goals.
The Essay on How far is it applicable to management and employee motivation in contemporary Chinese organizations?
... working conditions. In organizations with only Chinese executives, most of employees experience an unavailability of managers, lack of ... leadership. However, in spite of the number of successful implementations of these approaches in completely Chinese organizations, with the goal ... a beneficial explanation of contemporary humans’ motivation. Secondly, people have a set of characteristics, which makes ...
I feel including everyone in this process gives everyone a sense of ownership in the organization. My employees want to contribute, they take great pride in helping in the decision making process, their sense of meaning and worth are just as great a reward as any paycheck could be. We celebrate our successes together, as well as recoup from our mistakes together. I want my employees to understand how I value each of them, and that my success and the success of our organization lies in the combined effort of all of us, not in one person, and that my leadership gives each of them the opportunity to contribute to their greatest potential. This combines for a Win/Win solution. (Covey) Managers really have three choices, they can hire winners (they are hard to find, and they cost money), they can hire someone with the potential to be a winner, then you systematically train that person to become a winner, then there is only the third choice left- prayer.
(Blanchard) There are very effective ways to be a principle centered leader, one that I suggest is the “The One Minute Manager”. This is a simplistic effective strategy that revolves around three basic practices: First, the “One Minute Goal Setting”, understanding what your responsibilities are. Second, the “One Minute Praising”, help people reach their full potential, catch them doing something right. Third, the “One Minute Reprimand”, we are not just our behavior, we are the person managing our behavior. (Blanchard) Managers who cultivate a principle-centered leadership paradigm and start by using simple yet effective strategies that inspire, empower and encourage their employees, will see quantum leaps in organizational effectiveness.
The Essay on The One Minute Manager
The One Minute Manager is a novel that each person should read, whether they are in a family, in a group of friends, or at the work place. Kenneth Blanchard, Ph.D and Spencer Johnson, M.D explain three basic principles that can be applied to everyday life. The three principles are one minute goals, one minute praising and one minute reprimands. Blanchard and Johnson believe that these three ideas ...
Bibliography:
Works Sited Covey, Stephen, R Pricnciple Centered Leadership New York Fireside, 1992 Blanchard, Kenneth The One Minute Manager New York Berkley Books, 1982.
