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Add You - Your Organization Is Only as Good as Your People
The first difference between these two is that line or middle management is mainly about operational and to a lesser extent about tactical management. Operational management is about managing daily activities. Tactical management is the “layer” between operational and strategic management; “How do we get there,” is one of the questions the tactical manager is dealing with.In that sense, the project manager of program manager for who manages various projects, is the tactical manager. He or she is concerned with the issue of transforming the organization to its future form.The operational manager addresses most of its energy to directing people. Motivating, delegating, controlling, etc.
Four Keys to High Organizational Morale
So, what are some things that can be done to insure the good of the organization and its personnel?
Number one is to be absolutely clear about task expectations. People respond more enthusiastically when they know exactly what is expected of them. This is a principle of human nature that can be clearly seen at every age of development. What happens when you don’t give children clear parameters within which to live? They, literally, go wild. They need the boundaries, and so do your workers. Pe
An extranet is a web-based tool that provides a secure environment for the organization and exchange of documents and information among a defined group of users.Extranets are often used to support team collaboration in circumstances where the team members are geographically dispersed or are drawn from variety external organizations. Examples include a group of departments within a company that collaborate on a common project, or service companies that collaborate with a variety of outside clients, customers and partners.Access to the extranet requires a valid password with username. The permissions given to your unique username by the network administrator determines which part of the e
“Be all that you can be.” Why do you suppose the army selected this slogan? They selected it because there was a certain kind of volunteer that they wanted to attract, and that message would appeal to that group of people. They wanted to attract risk takers and adventurers. The purpose was to try and tap into the need that many people feel for adventure and growth.
In more recent times the slogan has been changed to, “An army of one.” A slightly different slant in order to appeal to a generation with slightly different values, but still an appeal to the same basic group of people - the adventurer and risk taker.
Just why do they want to attract this kind of person? Simple! In a military organization, that is the kind of person they need in order to be successful in carrying out the mission. They can’t recruit a bunch of lazy folks who are not self-starters and expect to get the job done. Every organization has a type of person it needs to attract in order to become more successful. If they can recruit those people, they will accomplish what they intend to do. If not, they will fail.
Is That All There Is?
Wouldn’t it be great if that was all there was to it? But the reality is different. Sure we have to start with people who have the right qualifications and personality characteristics. But beyond that, every single person who comes into the organization has a whole set of other needs that must be fulfilled. They have personal growth needs, physical needs, emotional needs, relationship needs and on and on. And so what? Organizations don’t function for the purpose of providing those kinds of things to its associates or employees, do they?
Well, no and yes. Certainly the primary purpose of any company or organization is to provide for the needs of the customer or client first. And even though it is not the primary purpose of an organization to provide for the human needs of its workers, the people in the organization still have the needs. And if you ignore those needs beyond a certain point, productivity will begin to suffer, regardless of the overall competence of the workforce. The trick is to, somehow, accomplish the primary mission while creating an environment which allows the organization’s human individuals to experience fulfillment. It may be possible get away with being totally task focused for a while, but soon you will begin to see declines in morale and productivity.
Four Keys to High Organizational Morale
So, what are some things that can be done to insure the good of the organization and its personnel?
Number one is to be absolutely clear about task expectations. People respond more enthusiastically when they know exactly what is expected of them. This is a principle of human nature that can be clearly seen at every age of development. What happens when you don’t give children clear parameters within which to live? They, literally, go wild. They need the boundaries, and so do your workers. Peo
With the world becoming smaller and repeated references to the global village syndrome, people feel that it’s not long before the borders of trade become totally transparent. While this is a positive in many ways, particularly for the global consumer, there are downsides. For one thing, with the influx of sellers from the world over, the local industry comes into direct competition with the international industry. While some contend that this will bring local industry on par with international industry, the truth is that many local sellers feel threatened by the change. Costs of production in one area may vary greatly from those of another area, and if businesses from the 2 areas come head to head, t
Just why do they want to attract this kind of person? Simple! In a military organization, that is the kind of person they need in order to be successful in carrying out the mission. They can’t recruit a bunch of lazy folks who are not self-starters and expect to get the job done. Every organization has a type of person it needs to attract in order to become more successful. If they can recruit those people, they will accomplish what they intend to do. If not, they will fail.
Is That All There Is?
Wouldn’t it be great if that was all there was to it? But the reality is different. Sure we have to start with people who have the right qualifications and personality characteristics. But beyond that, every single person who comes into the organization has a whole set of other needs that must be fulfilled. They have personal growth needs, physical needs, emotional needs, relationship needs and on and on. And so what? Organizations don’t function for the purpose of providing those kinds of things to its associates or employees, do they?
Well, no and yes. Certainly the primary purpose of any company or organization is to provide for the needs of the customer or client first. And even though it is not the primary purpose of an organization to provide for the human needs of its workers, the people in the organization still have the needs. And if you ignore those needs beyond a certain point, productivity will begin to suffer, regardless of the overall competence of the workforce. The trick is to, somehow, accomplish the primary mission while creating an environment which allows the organization’s human individuals to experience fulfillment. It may be possible get away with being totally task focused for a while, but soon you will begin to see declines in morale and productivity.
Four Keys to High Organizational Morale
So, what are some things that can be done to insure the good of the organization and its personnel?
Number one is to be absolutely clear about task expectations. People respond more enthusiastically when they know exactly what is expected of them. This is a principle of human nature that can be clearly seen at every age of development. What happens when you don’t give children clear parameters within which to live? They, literally, go wild. They need the boundaries, and so do your workers. Pe
Changing jobs can be a stressful experience, filled with worry, doubt and overwhelming choices. Maybe you hate your current job and want out immediately, but you're afraid you won't have enough money to survive if you leave now. Maybe you want to make a change careers, but know the process will take a while or result in a temporary pay-drop. Maybe you don't even want to consider changing jobs because you fear that changing jobs would be too much of a financial risk right now. In the end, the urgency is created by the money. And it is the urgency that creates the stress.I was recently in this position. I hated my full time job last year and wanted OUT immediately.
Is That All There Is?
Wouldn’t it be great if that was all there was to it? But the reality is different. Sure we have to start with people who have the right qualifications and personality characteristics. But beyond that, every single person who comes into the organization has a whole set of other needs that must be fulfilled. They have personal growth needs, physical needs, emotional needs, relationship needs and on and on. And so what? Organizations don’t function for the purpose of providing those kinds of things to its associates or employees, do they?
Well, no and yes. Certainly the primary purpose of any company or organization is to provide for the needs of the customer or client first. And even though it is not the primary purpose of an organization to provide for the human needs of its workers, the people in the organization still have the needs. And if you ignore those needs beyond a certain point, productivity will begin to suffer, regardless of the overall competence of the workforce. The trick is to, somehow, accomplish the primary mission while creating an environment which allows the organization’s human individuals to experience fulfillment. It may be possible get away with being totally task focused for a while, but soon you will begin to see declines in morale and productivity.
Four Keys to High Organizational Morale
So, what are some things that can be done to insure the good of the organization and its personnel?
Number one is to be absolutely clear about task expectations. People respond more enthusiastically when they know exactly what is expected of them. This is a principle of human nature that can be clearly seen at every age of development. What happens when you don’t give children clear parameters within which to live? They, literally, go wild. They need the boundaries, and so do your workers. Pe
Documents are rarely in the physical form these days. Most documents are being created in the electronic format, and even physical documents are being converted into electronic formats. Several devices, such as CD/DVD ROMs, floppy disks, hard drives and tapes, are being commonly used to store documents. Document transfer is also in the electronic form through e-mails or the Internet and intranets.When documents are created electronically, they are stored in temporary files. Even when they are deleted or updated, some remnants still remain on the hard disk, which can be recovered using special tools. Thus, data that is lost or overwritten can, in fact, be retrieved. This is an important aspect
Four Keys to High Organizational Morale
So, what are some things that can be done to insure the good of the organization and its personnel?
Number one is to be absolutely clear about task expectations. People respond more enthusiastically when they know exactly what is expected of them. This is a principle of human nature that can be clearly seen at every age of development. What happens when you don’t give children clear parameters within which to live? They, literally, go wild. They need the boundaries, and so do your workers. Pe
Underlying FactorsWe all forget from time-to-time but when it comes to work, forgetting can be a costly and damaging proposition. Unless properly addressed, it will occur most of the time. Given that most workers follow a routine,Memory of work details performed on a Monday is overlaid by events on TuesdayMemory of events just one week old can fade to the extent that recall is impossible.Memory is substantially heightened when recollection is facilitated with a "multiple-choice crutch" as opposed to "filling-in-the-blanks" wherein recall is solely dependent on memory. Workers may also view the importance of business information as secondary to
Four Keys to High Organizational Morale
So, what are some things that can be done to insure the good of the organization and its personnel?
Number one is to be absolutely clear about task expectations. People respond more enthusiastically when they know exactly what is expected of them. This is a principle of human nature that can be clearly seen at every age of development. What happens when you don’t give children clear parameters within which to live? They, literally, go wild. They need the boundaries, and so do your workers. People are able to focus more fully on the task, and will have a strong feeling of accomplishment when a job is completed, when they don’t have to worry about issues that are beyond the scope of the job.
Secondly, give people an opportunity to grow. This is not a contradiction of point number one, above. At every level of responsibility people need to know the boundaries. But everyone also has an inner desire to grow beyond where they currently are. It is possible to provide higher level possibilities which also have their own parameters. Give people something to work toward and they will produce more than they would without that possibility.
A third thing that can be done is to “loosen up”. This, too, can be taken too far, but the tendency is all too often in the other direction. People want to be treated with respect. If you treat people as professionals, they will respond as professionals and get their assigned tasks done, even in the absence of outside pressure. Tension in the atmosphere creates tension in the body which leads to fatigue and a loss of productivity and morale. Handled correctly, people will work from an inner motivation, which is always superior to outside pressure.
Finally, create an atmosphere of respect and friendship. Even if it means leaving a huge salary, many people will quit a job or organization that puts too much negative pressure on them. I know a number of people who have done just that. They left jobs with good pay and high prestige because the atmospheric pressure was just too high. On the other hand, people will be loyal to an organization when they feel respect and friendship, even if the pay is low.
Render Unto Caesar
Of course, the primary focus of every group must be on fulling the purpose of the organization. Most organizations don’t exist for the purpose of making their members feel good. It is there to provide a product or service to its clients and customers.
That being said, there is no reason it cannot be a platform for the personal fulfillment of its employees while it is fulfilling its primary mission. If both of those things can be incorporated into the equation, you will have happy workers and a very productive organization. Everyone has a part to play in this process, but it begins at the top. Every leader sets the tone for their followers. Begin, now, to create an atmosphere in your organization that allows both the organization and the individuals to “be all that they can be.”
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