Do you know about - Creating a Culture of Workplace responsibility
In Kind Donation! Again, for I know. Ready to share new things that are useful. You and your friends.In an earlier article we defined accountability as being answerable for your actions or lack of actions. It's doing what you say you will do...doing what you have agreed to do, even when it means going face of your comfort zone. It is a serious matter because without systematic accountability in an society there is petite opening of high performance.
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What happens where there is a lack of accountability? Nonperformers thrive while the diligent staff picks up the slack. The stress level rises, transportation drops and territorialism is rampant.
How does an society go about creating a culture of accountability where everybody agrees to work together for the good of the society and well does so. The culture of a enterprise takes on an element of accountability when employees are self-motivated to contribute to the full, success of the company. Throughout history however there have been many examples of fellowships that relied on threats and intimidation in order to assure accountability. This works so long as the supervisor is always gift with a gun to everyone's head to assure compliance. When the overseer turns his/her back however, the employee's behavior may revert to something less than accountable. This kind of work environment fosters an adversarial association in the middle of supervision and line workers where the best case is that line workers will only do the minimum level of production in order to avoid getting fired.
So, the suitable of accountability must rely on something other than external control. Experts have noted that organizational success happens when all staff are focused on the same goal. But how does this happen? First of all, everybody needs to hear what the organization's mission, vision and goals are...and hear about it repeatedly. This necessitates a lot of interaction in the middle of supervision and line staff. The second part of these conversations includes a exact plan for everybody in the society to succeed in order that their piece of meeting the organizational objective is followed. everybody from top to lowest should feel like they own an leading piece of the process in order for the organization's full, goal to be achieved. They should see that their job and the way it is done makes a difference. This awareness should guide their work behavior from one hour to the next. enterprise leaders need to help everybody see what exact behaviors will lead to the enterprise realizing its goals and which ones will cut the possibility of that happening. When achieving the company's goal becomes leading to the worker so that it drives exact behavior, accountability levels tend to be very high and remain so on a consistent basis. Finally, employees need regular feedback about how the enterprise is doing and about the significance of their efforts to organizational success. When success is not achieved, leaders need to quest for systemic reasons why rather than look for some worker to blame. Success on the other hand needs to be recognized, noted and rewarded.
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