Effective knowledge management systems are tied to the company's business goals and lead to shared…
The problem that worries the sleep of many managers of organizations more than anything else is innovation. How do companies innovate?
And how do I innovate faster than my competitors? How do I turn ideas into marketable products? Well-organized, technologically maintained management systems achieve many results, but most of the problems remain because it is often forgotten which factor drives the business. These are people with all their good sides and imperfections, ideas, emotions, and intentions. That is why effective management is in the good leadership of the people.
Efficient and effective management of the organization
In today’s economic environment, based primarily on the intellect, the best resources are people. Precisely because we have heard this truth so many times, says Colin Powell, we have somehow stopped paying proper attention to it. Too often, the staff is thought of as hollow chess pieces moved back and forth by great players. Managers spend much of their time planning deals and reorganizations, learning new management theories. Reference: “Lean integration in organizations – a real example”, https://mstsnl.net/lean-integration-in-organizations-example/
Globalization demands ever higher results from them. The pursuit of efficiency at all costs has become a demon that gives no one peace.
We can conditionally divide resources into two types of inanimate and animate. Efficiency is essential when it comes to time, balance sheets, achieving results, new products, business enlargement. But when it comes to people and the knowledge they share or not, things seem to get out of hand, because efficiency is at the forefront here.
Efficiency means chasing results, doing things well, quickly, successfully, correctly. And efficiency is doing the right thing. Or, as Stephen Covey says: If a person climbs a ladder, he can do it very well, but is the ladder leaning against the right wall?
The bricks on the right wall are the people in the organization. Good leaders know this and constantly strive for a balance between achieving results and caring for people and motivating them. Because it is the people who achieve the results.
And working with people, building and developing productive relationships with them is something that is learned only from experience. No textbook can prescribe how to respond adequately in this or that specific situation. But there are common principles, universal truths, valid not only in business but also in the family and on the street.
Mission, vision, and cause of the organization
Psychologists say that one of the basic human needs is security. People constantly want to be able to rely on someone or something, because otherwise, the stress would be unbearable. This is one of their strongest motivations to work. True, especially in Europe, they do it mainly for the sake of providing food, but things do not end there.
Many people, despite good pay, give up risky occupations because their physical or emotional security is threatened. They prefer a lower-paid but calmer job in which they can fit their personal goals and dreams. An acquaintance recently told me: I work for money only what I would do and for free. People need to believe in something and this is often the mission of the organization in which they work. And this mission is provided by the leaders. Reference: “To be a leader means to be awake”, https://www.policymatters.net/to-be-a-leader-means-to-be-awake/
Thomas Watson Jr. has a famous statement: The philosophy of our organization is the most important thing at IBM. Good leaders in successful organizations constantly live in the uncertainty of market movements, but they turn their vision into a cause, something that their people want to be involved in.
It can be all about a healthy lifestyle, education, technological future. In his book How to drive the competition crazy, Guy Kawasaki shows that creating a cause is one of the most important factors for success. In addition to giving a competitive advantage in terms of the social image of the business, the cause also creates internal integrity in the organization of the bond between the bricks in the wall. Reference: https://www.kosovatimes.net/define-purpose-and-mission-organization/
Central to this is the way this cause is presented. People need to be aware of it. No matter how large-scale or humane it is, if it is presented in a confused, gingerbread, grandiose or unsubstantiated way, it is not worth the effort.
Efficiency is about simplifying things. Good leaders set high goals and values for their people in an accessible, clear, and definite way, trying to make sure that everything is understood correctly.
They radiate firmness and perseverance in their decisions and actions so that they do not leave a drop of doubt in the name of what they are doing. Being open and honest, they achieve unity and trust among their subordinates and may demand efficiency from them.
Manager behavior model
In direct connection with the cause of the organization is the model that the manager gives. There was an anecdote about the Toshiba Corporation: When you come in and ask about Mr. Toshiba, everyone from the doorman to the cleaners answers: I am, tell me what can I do for you? Everyone in the corporation is the corporation.
These people have so strongly inscribed in their personality the ideals, values, devotion to the work of their boss that they have made them an integral part of their actions. No matter how good a leader is, he is always in the spotlight. His behavior is followed by and by everyone and is copied unconsciously.
And if he is careless, impulsive, secretive, dissatisfied, insincere, he cannot expect anything from his employees but the same. That is why sincere positive radiance, the ability to communicate with people, the ability to influence the character of others are increasingly valued among managers.
Of great importance is the balance between personal life and the work of the manager, the honoring of each member of the team with attention, the infectious sense of humor. Achieving harmony between liking your people and respecting them is one of the biggest efficiency challenges.
Freedom and responsibility
The ideal option in an organization is for people to motivate themselves in setting and achieving goals. Reference: “Theories of the motivational process in organizations and employees”, https://www.vbprojects.org/theories-of-the-motivational-process-in-organizations-and-employees/
Too often, however, this is a priority for a few. Most employees just want to be constantly pushed, and that’s what this article was about.
Those who push themselves are potential leaders. They need freedom in decision-making, and securing it from the manager is a good move that would win them over to him and prevent possible conflicts in the natural struggle for supremacy.
A good leader manages to make such people like-minded and true friends, instead of being afraid, guarding against them, or firing them. By opening, for example, a managerial position especially for them, further stimulates them and their further actions justify the preliminary investment.
The salary is not paid for work done, but for expectations. And when expectations are clear and mutually agreed upon, the business becomes successful. Because successful business is productive communication.