means of achievement must somehow be driven.in the sense of presence does not just happen, it must be driven from within in a coherent fashion. For that matter, all the
The key force, as everyone knows, is management is that the employee . Note that the present is not to yourself or to your work, but to the organization's «self» and its work.
The reference to personal commitment in relation to achievement-CL6 was about becoming aware of and putting those and in the service of achievement for the organization. However, in relation to employment, all levels including , appear in all groupings.
Remember: The organization is a «quasi-individual » with a «quasi-self». So, like a person, it too requires an unequivocal commitment to itself. Of course, that has no meaning unless staff accept there is such a thing as an «». That is what we will examine and clarify here.
From an organization/management perspective, policies, strategies, regulations and similar organization-wide choices are the crucial . We will use the THEE-name: to refer to them generally.
From a personal/employee perspective, it is no surprise that the organization expects to . However, these policies alter and get re-focused over time and take no individual into account, so such commitment calls for a degree of ongoing by employees. is the THEE-name for the demand on an employee to . What might you have to adjust? Almost anything: your current aspiration, your priorities, your arrangements to balance family and work, your usual activities, your favorite tasks, a certain role, or particular relationships.
The additional quality required to deliver on perceptiveness»: i.e. a use of insight, acumen and discernment to appreciate the many issues that affect any deliberate choice.is «
Management perceptiveness will affect the quality of the . Employee perceptiveness will affect the quality of the that each makes.
Perceptiveness is provided by adding a 6th level of expectation (or means-of-achieving) to the grouping of levels. In both Hexads, perceptiveness relates to personal matters: and
management, because it is the only way an organization can rationally plough forward despite inner and outer obstacles and tempting alternative opportunities. Staff need to have confidence in management's perceptiveness, and they must not doubt that the organization is indeed , or their morale and motivation will suffer.is important for
In the same way, Management must have confidence that staff will adjust their thinking, their aspirations and (above all) their activities to deliver policies and strategies judged necessary. If an employee does not , superiors will come to see that person as lacking in loyalty and not ready to make the sacrifices that others willingly accept.is essential for every employee.
Overtis a contagious state—if those around you are demonstrating commitment and belief in the organization, then you are far more likely to do so as well.
Both Management and Employees have .
The function is to take ownership of obligations to members/investors, to other stakeholders, to wider society, and also to employees (for management) or to management (for employees).
The terms «accountability» are often used synonymously, but THEE recognizes a distinction. This distinction is needed to recognize that an employee can feel obligated and be responsible for something independently of formal post-based accountability.» and «
«Accountability» is a property of a post, and is a formal obligation of a post-holder within an organization (or some other social group).
«Responsibility» is a more general term with a wide variety of uses. In the phrase «X is responsible to», is being used as equivalent to accountability. In «X is responsible for» is a mental state of obligation within the person (in this case a post-holder).
Being responsible in the present context is about working with that inner personal sense of obligation.
The function is to look ahead, plan and act so as to ensure the survival and growth of the organization.
waiting to be told» or «being overwhelmed by pressures» (often a precursor to going off sick).involves pre-empting or anticipating difficulties. It means making a deliberate decision rather than responding to an easily predictable event. Its deficit is evident in «
NOTE: Proactive choices can include: wait and see, be reactive, comply, or use best practice; but only if such alternatives are carefully considered by an employee in relation to the anticipated issue.
«Posts» are structured and impersonal.
Synonyms include: position, job, office, role.
They are created for an organization with the expectation that each «post» is to be filled by a suitable person.
Examples: General Manager for Production, Chief Information Officer, Night-shift Supervisor, Team-leader, Sales Manager.
«Roles» are fluid and personal.
Are there any synonyms?
An employee may have several «roles». They become vehicles for commitment, because they are brought to life by a person fitting within a community (cf. Social Being). In this case, the community is the relevant staff group within the organization. The various roles expected from an employee in a post may change due to new policies and strategies or following a move to a new post.
Examples: optimist, network developer, group leader, ideas generator, spokesperson
The deeper meaning of the two ways to their internal structure.flows from
Originally posted: 11-Nov-2011