June 02, 2009

The aim of the leadership

Hello everyone.

I have found an interesting thought on leadersip by the guru of 20 century in the mangemnt science.

Edwrads Deming had a considerable experience in the business environment. Since he was sent by USA to help Japan improve their economic situation. As everybody see, that Japan now is a very competetive country. In these development Deming contributed a lot.

Now his brilliant idea about the aim of the leadership:

The goal of the leadership is to improve the performance and quality through bringing pride to work.

I found this stament as an interseting one. Bringing pride implies the  deep understanding human relations at work. By capturing their desires and needs, leaders should increase the job satisfaction enormously. It is very hard to do. However the outcomes from these are increadible: great commitment of workers, establishing creativity, realising their potential etc.

Leders's role is make the job as a place that everybody wants to attend and excited about doing it.

Therefore, leaders has to find the ways of increasing job satisfaction. One suggestion could be - establishing a great and challenging goal from which society could contribute a lot..

So, let us discuss on this issue.....

What are the steps of bringing pride to work.

Any suggetsions?......... 

- 2 comments by 1 or more people Not publicly viewable

  1. Actually Arman, the idea of increasing job satisfaction and leading in an environment where people want to work is not a new one. McGregors Theory Y would say that employees want to work, and so you manage them accordingly, being stimulating and challenging. Demings observation was that, particularly in the manufacturing sector, low-level employees had little other motivation to work other than to their money. This is where Deming says that workmanship and pride can be introduced so that they can find an intrinsic motivation to produce quality goods. There are a few ways in which pride could be induced from workers, but most of these have flaws (rewards, etc). In my opinion, the best way to create pride in the workplace is to hire people who fit such a culture and mindset.

    03 Jun 2009, 15:12

  2. Another way this can be achieved is by linking personal goals with comany goals. However, this requires that a manager identifies each individual’s goals and find a way to link them to the company’s goals.

    This process is made easier if a large workforce is broken down into manageable-sized teams with spefic targets. A team can then define its own goals that are in line with company’s targets, and their achievement can lead to generation of employee satisfaction. I, personally, have experienced this when I worked, a successful completion of a project always lead to satisfaction and feeling of accomplishment.

    In the ‘Force for Change’, Kotter states that motivation and commitment can be nurtured when basic human needs are met. These are:
    1. achievement
    2. belonging
    3. recognising
    4. self-esteem
    5. sense of control over one’s life
    6. living up to one’s ideals

    None of the above mentions money which is why it is an ineffective long term motivator. I already mentioned achievement. Belonging is achieved if the leader and the team work to establish good working relations and thus build team spirit. Recognition is linked to achievement because it has to be recognised by higher authority. So if the team meets its targets and high level manager(s) send them a personal letter of congradulations, the team would feel that they are important and their efforts have been noticed. This links to self-esteem. The control is about perception that an individual has control over their decisions and actions, this can be achieved by allowing teams to decide their own goals and means of achieving them, as long as they are within the company’s and government regulations. The last one relates to personal values of individuals and living according to them. I agree with Chris, that the easiest way to achieve this is by recruting people who identify with company’s values.

    It is important to note that there is only so much that a leader can do. This is confirmed by Dubrin in ‘Leadership – Research Findings, Practice, and Skills 5th Edition’, he divides actions that can be taken to motivate staff into 2 categories:

    1. what leader’s can do; and
    2. what requires a change in a company’s structure and policy such as reward guidelines and promotion processes.

    04 Jun 2009, 13:06

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