Comments on: Are You Making Your Employees Choose? I’m OK. You’re OK. Let’s Fix the System http://www.missionmindedmanagement.com/are-you-making-your-employees-choose-im-ok-youre-ok-lets-fix-the-system Equipping Managers via Requisite Organization Systems Design. Talent Management, Leadership, Organization Design. Mon, 30 Jan 2012 07:30:40 +0000 hourly 1 http://wordpress.org/?v=3.1.3 By: How To Motivate Employees – Newsflash: It’s Not a Manager’s Job | Mission Minded Management http://www.missionmindedmanagement.com/are-you-making-your-employees-choose-im-ok-youre-ok-lets-fix-the-system/comment-page-1#comment-4023 How To Motivate Employees – Newsflash: It’s Not a Manager’s Job | Mission Minded Management Mon, 20 Jun 2011 12:48:26 +0000 http://www.missionmindedmanagement.com/?p=411#comment-4023 [...] Newsflash: Humans Are Wired to Work!? They Need Not Be Coerced and Bribed Humans are wired to work!? If they are not motivated to work in the job they are currently holding, then that was a poor hiring decision.? If they are thwarted and frustrated when they try to work because they are working within faulty systems, fix the system rather than bribing them to push through the pain and craziness of working within a broken system! [...] [...] Newsflash: Humans Are Wired to Work!? They Need Not Be Coerced and Bribed Humans are wired to work!? If they are not motivated to work in the job they are currently holding, then that was a poor hiring decision.? If they are thwarted and frustrated when they try to work because they are working within faulty systems, fix the system rather than bribing them to push through the pain and craziness of working within a broken system! [...]

]]> By: CHIMA UGWULASHI http://www.missionmindedmanagement.com/are-you-making-your-employees-choose-im-ok-youre-ok-lets-fix-the-system/comment-page-1#comment-2164 CHIMA UGWULASHI Sun, 09 Nov 2008 14:23:06 +0000 http://www.missionmindedmanagement.com/?p=411#comment-2164 I?m ok you?re ok philosophy This paradigm is quite interesting by trying to synergically put employees/subordinates into the right track of organizational activities. Most superordinates/employers are not really embracing this idea in their various companies ,organizations, thus denying subordinates right of belongingness and actualizing their dreams.All organization leaders should understand the human side of organization and ensure the implicit importance of i?m ok you?re ok as people are the centre piece of the organization. The concept of leadership spread wide and has offer the new idea towards organizational group goal achievement rather than leader goal achievement.The psychosocial aspect of organizational life must be very visible If any leader wants to achieve good result. To fustrate subordinates intention is to create disharmony in the system management else becoming problematic.If leaders cannot admit this common mistake, the best fails and we shall not only be moving to contemporary management but premodial. Many theories are available to leaders to read and this has come of age.We need to embrace our subordinates ,influence their actions towards achieving desirable results. Leaders should not treat followers in a manner of parent - child in the organization. Everyone in the organization is an adult and must be treated as an adult who has motive to achieve, while accomplishing organization goal(Getzel and Guba).Hersey and Blanchard also view that leaders should equate their leadership style according to the maturity levels of their followers.Indeed, it is a well known fact that often most leaders do not understand that subordinates feeling must be accomodated. To tolerate and ignore certain attitudes exhibited and incorporate the team to accomplish result. Leaders who often harass and bully their subordinates are not making them feel ok. The leader becomes one that is ok. In this circumstances,subordinates may in turn fustrate such leader who thinks he alone knows all that is good.Leaders must accept the limitations of their subordinates,mindful of their actions and direct their actions towards continuous improvement.Eventually, at this stage I'm ok becomes the slogan as every body is alright with the system . The telling,selling,delegating and participating style/approaches indeed should be adequately utilized until the organization life becomes matured and satisfying to everyone, then I?m ok you?re ok climax is reached with full satisfaction. Here subordinates identify with the organization leading to high morale and increased productivity. I?m ok you?re ok philosophy
This paradigm is quite interesting by trying to synergically put employees/subordinates into the right track of organizational activities. Most superordinates/employers are not really embracing this idea in their various companies ,organizations, thus denying subordinates right of belongingness and actualizing their dreams.All organization leaders should understand the human side of organization and ensure the implicit importance of i?m ok you?re ok as people are the centre piece of the organization.
The concept of leadership spread wide and has offer the new idea towards organizational group goal achievement rather than leader goal achievement.The psychosocial aspect of organizational life must be very visible If any leader wants to achieve good result. To fustrate subordinates intention is to create disharmony in the system management else becoming problematic.If leaders cannot admit this common mistake, the best fails and we shall not only be moving to contemporary management but premodial. Many theories are available to leaders to read and this has come of age.We need to embrace our subordinates ,influence their actions towards achieving desirable results.
Leaders should not treat followers in a manner of parent – child in the organization. Everyone in the organization is an adult and must be treated as an adult who has motive to achieve, while accomplishing organization goal(Getzel and Guba).Hersey and Blanchard also view that leaders should equate their leadership style according to the maturity levels of their followers.Indeed, it is a well known fact that often most leaders do not understand that subordinates feeling must be accomodated. To tolerate and ignore certain attitudes exhibited and incorporate the team to accomplish result.
Leaders who often harass and bully their subordinates are not making them feel ok. The leader becomes one that is ok. In this circumstances,subordinates may in turn fustrate such leader who thinks he alone knows all that is good.Leaders must accept the limitations of their subordinates,mindful of their actions and direct their actions towards continuous improvement.Eventually, at this stage I’m ok becomes the slogan as every body is alright with the system . The telling,selling,delegating and participating style/approaches indeed should be adequately utilized until the organization life becomes matured and satisfying to everyone, then I?m ok you?re ok climax is reached with full satisfaction. Here subordinates identify with the organization leading to high morale and increased productivity.

]]> By: Performance Evaluations, Rating Scales, and Fraud | Mission Minded Management http://www.missionmindedmanagement.com/are-you-making-your-employees-choose-im-ok-youre-ok-lets-fix-the-system/comment-page-1#comment-1331 Performance Evaluations, Rating Scales, and Fraud | Mission Minded Management Mon, 15 Sep 2008 11:49:53 +0000 http://www.missionmindedmanagement.com/?p=411#comment-1331 [...] of Interest Abound Why do we make our employees choose?? Why must they come home at night feeling like prostitutes?? Day after day, employees contort [...] [...] of Interest Abound Why do we make our employees choose?? Why must they come home at night feeling like prostitutes?? Day after day, employees contort [...]

]]> By: Chris http://www.missionmindedmanagement.com/are-you-making-your-employees-choose-im-ok-youre-ok-lets-fix-the-system/comment-page-1#comment-714 Chris Tue, 05 Aug 2008 19:41:11 +0000 http://www.missionmindedmanagement.com/?p=411#comment-714 I filled in every box on my buzzword bingo card after reading the July 25th, 2008 9:02 am post. I filled in every box on my buzzword bingo card after reading the July 25th, 2008 9:02 am post.

]]> By: Michelle Malay Carter http://www.missionmindedmanagement.com/are-you-making-your-employees-choose-im-ok-youre-ok-lets-fix-the-system/comment-page-1#comment-675 Michelle Malay Carter Sun, 27 Jul 2008 17:27:00 +0000 http://www.missionmindedmanagement.com/?p=411#comment-675 Hi Chima, Welcome. It appears you have done something on this subject! Thank you for the references and for the comment. Regards, Michelle Hi Chima,

Welcome. It appears you have done something on this subject! Thank you for the references and for the comment.

Regards,

Michelle

]]> By: Chima Ugwulashi http://www.missionmindedmanagement.com/are-you-making-your-employees-choose-im-ok-youre-ok-lets-fix-the-system/comment-page-1#comment-666 Chima Ugwulashi Fri, 25 Jul 2008 14:02:07 +0000 http://www.missionmindedmanagement.com/?p=411#comment-666 I'm ok you're ok philosophy This paradign is quite interesting by trying to synergically put employees/subordinates in the right track of organizational activities.Most superordinates/employers are not really embracing this idea in their various companies organizations, thus denying subordinates right of belongingness and actualizing their dreams.All organization leaders should understand the human side of organization and ensure the i'm ok you're ok. The concepts of leadership spread wide and has offer the new idea towards organizational group goal achievement not leader goal achievement.The psychosocial aspect of organizational life must be visible If any leader wants to achieve good result. To fustrate subordinates intention is to create disharmony in the system management else becoming problematic.If leaders cannot admit this mistake we shall not only be moving to contemporary management but premodial.Many theories are available to leaders to read and this has come of age.We need to embrace our subordinates ,influence their actions towards achieving desire results. Leaders should not treat followers in a manner of parent - child in organization. Everyone in the organization is an adult and must be treated as an adult who has motivate to achieve while accomplishing organization goal(Getzel and Guba).Hersey and Blanchard also view that leaders should equate their style according to the maturity levels of their followers.The telling,selling,delegating and participating style/approaches indeed should be adequately utilized until the organization life becomes I'ok you're ok. I’m ok you’re ok philosophy
This paradign is quite interesting by trying to synergically put employees/subordinates in the right track of organizational activities.Most superordinates/employers are not really embracing this idea in their various companies organizations, thus denying subordinates right of belongingness and actualizing their dreams.All organization leaders should understand the human side of organization and ensure the i’m ok you’re ok.
The concepts of leadership spread wide and has offer the new idea towards organizational group goal achievement not leader goal achievement.The psychosocial aspect of organizational life must be visible If any leader wants to achieve good result. To fustrate subordinates intention is to create disharmony in the system management else becoming problematic.If leaders cannot admit this mistake we shall not only be moving to contemporary management but premodial.Many theories are available to leaders to read and this has come of age.We need to embrace our subordinates ,influence their actions towards achieving desire results.
Leaders should not treat followers in a manner of parent – child in organization. Everyone in the organization is an adult and must be treated as an adult who has motivate to achieve while accomplishing organization goal(Getzel and Guba).Hersey and Blanchard also view that leaders should equate their style according to the maturity levels of their followers.The telling,selling,delegating and participating style/approaches indeed should be adequately utilized until the organization life becomes I’ok you’re ok.

]]> By: Michelle Malay Carter http://www.missionmindedmanagement.com/are-you-making-your-employees-choose-im-ok-youre-ok-lets-fix-the-system/comment-page-1#comment-663 Michelle Malay Carter Tue, 22 Jul 2008 02:26:10 +0000 http://www.missionmindedmanagement.com/?p=411#comment-663 Hi Robyn, Thanks for the comment. Yes, the second to the last one, accountability without corresponding authority, causes an incredible amount of organizational dysfunction, especially for staff people. I can remember being told to "make" the operations managers cooperate with me, a staff regional training manager, when they didn't report to me and when cooperating with me meant their productivity numbers would take a hit. (see bullet #1) It's a wonder we do as well as we do. Thanks for stopping by. Regards, Michelle Hi Robyn,

Thanks for the comment. Yes, the second to the last one, accountability without corresponding authority, causes an incredible amount of organizational dysfunction, especially for staff people.

I can remember being told to “make” the operations managers cooperate with me, a staff regional training manager, when they didn’t report to me and when cooperating with me meant their productivity numbers would take a hit. (see bullet #1)

It’s a wonder we do as well as we do.

Thanks for stopping by.

Regards,

Michelle

]]> By: Robyn http://www.missionmindedmanagement.com/are-you-making-your-employees-choose-im-ok-youre-ok-lets-fix-the-system/comment-page-1#comment-661 Robyn Mon, 21 Jul 2008 18:13:05 +0000 http://www.missionmindedmanagement.com/?p=411#comment-661 I LOVE this post! The next to last item in your list sounds like the usual job description of a software project manager. According to some archetype psychology I've read, the world appears to be abundant with the rules-oriented; people who are naturally inclined to feel more comfortable with having their lives guided by rules and "helping" others by enforcing the rules. Maybe that's part of the reason why businesses often morph from the creative startup to the moribund corporation. I LOVE this post! The next to last item in your list sounds like the usual job description of a software project manager.

According to some archetype psychology I’ve read, the world appears to be abundant with the rules-oriented; people who are naturally inclined to feel more comfortable with having their lives guided by rules and “helping” others by enforcing the rules. Maybe that’s part of the reason why businesses often morph from the creative startup to the moribund corporation.

]]> By: Michelle Malay Carter http://www.missionmindedmanagement.com/are-you-making-your-employees-choose-im-ok-youre-ok-lets-fix-the-system/comment-page-1#comment-660 Michelle Malay Carter Mon, 21 Jul 2008 18:02:24 +0000 http://www.missionmindedmanagement.com/?p=411#comment-660 Thank you Chris. Michelle Thank you Chris.

Michelle

]]> By: Chris Young http://www.missionmindedmanagement.com/are-you-making-your-employees-choose-im-ok-youre-ok-lets-fix-the-system/comment-page-1#comment-659 Chris Young Mon, 21 Jul 2008 17:34:46 +0000 http://www.missionmindedmanagement.com/?p=411#comment-659 Powerful post Michelle! Your advice to get out of an employee's way is some of the most honest and useful advice I've heard in some time! I've featured your blog in my weekly 'Fab Five' collection of blog posts from the past week. http://www.maximizepossibility.com/employee_retention/2008/07/the-rainmaker-2.html Be well! Chris Young Powerful post Michelle! Your advice to get out of an employee’s way is some of the most honest and useful advice I’ve heard in some time!

I’ve featured your blog in my weekly ‘Fab Five’ collection of blog posts from the past week.

http://www.maximizepossibility.com/employee_retention/2008/07/the-rainmaker-2.html

Be well!

Chris Young

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